Tag: Transition


Should Succession Planning be on your Company Agenda?

As the structure of an organization matures and employees begin to mature and transition from their initial roles, succession planning becomes a key piece in ensuring the organization will continue to run smoothly.

Be proactive in outlining a succession plan that works best for the culture of the company. Set aside adequate time to identify the key traits needed for another leader to fill the soon-to-be vacant position. Even if a transition is not expected immediately, proper timing and planning make a difference in the midst of any occupational shift.

In the spirit of timing, this offers an excellent opportunity to provide training to other employees that may be interested in leadership roles down the road or perform trail runs for potential candidates whom may be closer to the level of accepting more responsibility. Opening up the chance for employees to actively seek leadership roles and identifying top performers, organizations pave a greater road towards smoother transitions.

Through training and vetting, it is important to relay the shared vision of the organization. Engaging in transparent strategic conversations will not only help develop a greater vision for future success inter-departmentally but it will also magnify the strengths of top-performers.

Once an internal succession structure is identified, the process should be mirrored and appropriately transitioned to fit the hiring strategy, establishing the traits valued in top-leadership parallels that of new additions.

Expanding the Sourcing Scope

Every day, it seems as if new recruitment job board websites come into the market constantly, making it harder for potential candidates to stand out and even harder for companies to acquire qualified talent. As the need for quality talent becomes more prevalent, companies must consider broadening their sourcing scope and seeking alternative solutions.

Employers must take full advantage of the resources that are available today by not overlooking cross-industry hiring. By expanding the view on the type of talent acquisition, companies will have the benefit of individuals trained in other departments, whom often, gain experience that correlates with the open position. A diverse workplace culture and sets of opinions appeals to different markets, which can help the company grow to a market outside of the initial targeted ideation.

Consider meritocracy. While the skills and experience that someone has are important to the success of the role, focusing on the ability and motivation that such employee possesses leads to greater drive for advancement in employees. This drive then positively translates into better overall company financial performance – encouraging employees to work hard for earned workplace promotions.

Rely on different sources. While employee referrals are an obvious source of talented potentials, reaching out on social platforms such as LinkedIn or industry Facebook pages may come up with surprising results. By expanding the scope that most companies have become accustomed to searching for potential hires through, the company will be able to diversify its culture and grow with a work environment that is slowly transitioning to multi-dimensional positions.

Appealing to Passive Candidates

Active versus passive candidates seem to be a constant topic of discussion. Whether the applicant is actively pursuing a position or has passively encountered the organization, it is important to maintain an active line of external communication to display the culture of the company and cultivate a high level of interest with the candidate.

According to a 2017 examination, 89% of people within the workforce are either somewhat or very satisfied with their jobs. However, in December of 2016, a survey by CareerBuilder.com reported that “more than one in five workers (22 percent) are planning to change jobs in 2017.”

These “planners,” or passive candidates, are considered to be desirable because they are content with where they are. There is less competition when speaking with these candidates because they are not actively searching and the candidates are more inclined to speak truthfully since there is no pressure of a job. So, how can you position yourself to appeal to active job seekers but still engage with the passive candidates?

Keep up with social media! This is an ever-changing but entirely influential area of business that needs to be at the top of the list when it comes to finding the right candidate. A great post can instantly be shared by others and can reach a large amount of people. Social media fosters a way to build relationships and communicate in an informal way that is reflective of the culture that the company will bring.

Create a talent pipeline. Develop and maintain a list of potential candidates who may, either today or in the future, be in search of a position within the company to allow a pipeline of passive candidates in the event a position becomes available, it is easy to reach out and sell the opportunity that would position them for advancement.

Companies must always encourage employee referrals. This should be a primary source for candidate searches since most active or semi-active job seekers reach out to their friends first to seek job leads. This recruitment method allows employees to actively speak on behalf of the company, creating the opportunity for great and reliable candidate engagement.

Consider the candidate’s experience. Design an employee application and interview process that works with all types of candidates. It is important to continue the efficiency of the interview process in order to secure the best candidate for the job.

The Future is Coming

Defined as those born between 1996 and 2010, Generation Z is the largest up-and-coming generation that employers must begin to understand to further their company status and keep up with the changing times.

Generation Z is characterized by a life defined by technology, at the epicenter of cultural diversification with an unfound need for heightened safety. The composing factors of this generation introduce almost a complete separation between the current and future company structure. It is up to employers to begin to embrace the transition and make room for this new generational mindset.

Integrating generational strengths into the workplace is important to create a cohesive team within the company. Molding different generations together allows for innovative ideas and company growth as employees begin to learn to work with opposing viewpoints to achieve the greatest outcome.

Millennials are paving a new path for Gen Z, and through this, Gen Z will look for lively work cultures, which support an entrepreneurial spirit, in line with what millennials are currently interested in. Working hard and giving back to the community are major points for millennials as well and will not be lost on Generation Z.   It is beneficial to begin to implement opportunities for employees to give back to the community by either formally volunteering time or through technology-centric services. Managers need to be able to recognize hard work, express their gratitude, willing to offer constant feedback, and be open to change as Generation Z has a strong desire for career growth and opportunity.

The Millennial Game Plan

With graduation right around the corner, more and more millennials will be entering the workforce. As the largest generation, millennials are considered to be realistic, confident and social in the workplace. While each generation differs from the next, millennials continue to be thought of as the “unknown factor.”

So, to begin to prepare for an influx of millennials in the workplace, it would be beneficial to employ an internship program. This implementation will allow more traditional companies to slowly shift their focus to welcome a generation of future leaders in the business.

Because of their social and confident personalities, millennials are more willing to ask for work and be confident in the outcome. By establishing an internship program, it is important to vet the new employees as workers whom you are able to be confident in. Mold these future employees’ work styles in a way that fits best with the company’s mission and values.

Should they have a work style that fits well with the long terms goals of the company and they have moved out of the internship phase, begin to establish practices in the office that can assist with their best work.

Have a purpose for the work they do daily. Not only will this help millennials identify with the task they are assigned, but it will allow them to take personal advantage of their creativity to have the best result.

And should these young workers do well, companies should establish a positive recognition program. This practice will impact overall engagement and increase workplace morale. Focus on improving millennials personally and professionally to improve your business.

Millennials are sometimes perceived as a difficult generation to adjust to in the workplace; however, if you take advantage of the strengths that they possess and begin to plan steps to integrate the incoming workforce into the company, your business will benefit in the long run.

Changes to Expect During Trump’s Presidency

With the 45th president now in office, many changes are expected, but how will those changes affect the workplace? How will new Executive legislation impact the way business is run overall?

If you are in the business of major international trade agreements, there is a possibility that new legislation is likely to make an impact. New provisions could be set in place to incentivize location of facilities to the homeland. Therefore, evaluate international business practices and have an understanding of what may come in future years.

Tax reform also remains to be a topic of speculative change as the new president comes into office. While immediate change is not anticipated due to Congress’ involvement, a vocal want by the new President for a sweep of tax reforms, that may benefit corporations, is likely to be on the first year’s agenda. Any tax reform would change the way business is run and should stay at the forefront of manager’s minds.

Finally, one of the most publicized topics during the campaign trail regarding immigration reform will affect businesses that rely heavily on Immigrant Americans. Considering a portion of American workers rely on Executive Actions like the Deferred Action for Childhood Arrivals (DACA) for legal status, the implication of managers for those workers could be detrimental to the business and therefore, should prepare for change.

Just like any shift in office, change is inevitable. It is best to keep an eye on what will be affecting the business you work in and set a plan to combat any detrimental hits or take advantage of financial incentives that could influence the business.

Start Your New Chapter Right

How do you know if the position you are in or rather, the position you are applying for, is the right job for you? Based on shared knowledge, there isn’t a magic book that tells readers the exact answer they need (and if there is, feel free to fill us in)! So for now, relying on gut feelings, emotions and a bit of faith will help in continuing the guide towards the right career path.

And while relying on those three things may help, there are steps that you can take to help manage the heavily-weighted decision of what job will be right for you.

To the same extent that you may be looking to fit into a position, the company is looking for the right candidate as well. So assure that everything is the right fit. Ask yourself why you are interested in the position, what it is that attracts you to the job and how the new role will help you achieve your personal goals.

Additionally, take into consideration who you will be working with. From both a management and colleague side, the personal friendships and environment that you will be placed in can either make or break the new role.

Understanding yourself can arguably be the most important aspect when searching for a new position. What priorities do you have? What are your morals and goals? Who is important to you that you want to take your new journey with? Deciding what you want out of any position will not only set you up for success but will secure your happiness in the process. It is important to not compromise on aspects of your life that are of high importance but rather, find a job that will compliment your priorities while guaranteeing you compliment theirs as well.

So although the book of infinite answers does not exist (yet), being in tune with yourself and your environment is the next best thing. Open positions will come and go but the ability and faith to follow your personal aspirations will take you further than any book of life can offer. Don’t be afraid to start your new chapter.

Believe to Achieve

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When striving to achieve a new role, there is always a mental toll that you must endure. Whether it is staying up late to finish a project or review quarterly budgets or constantly ensuring you are standing out of the crowd, at times, you have to be mentally 100 percent. And let’s face it, that can be exhausting. But don’t let the exhaustion get you down. Instead, continue to build yourself up every day.

So, reflect on your achievements. Take the time to step back and see how far you have come and how hard you have worked to get where you are. Remind yourself of the skills you have that got you to the position you are in today and build on those skills to push your further in your career.

And while you may feel like you are taking on the world, know you are not alone. Ask for help. Share your struggles with someone you trust and ask them for advice. Let them shine a light on how great you are and what you are capable of achieving – because who doesn’t love to hear that once in a while?!

But don’t focus on your past successes. Continue to grow with your goals and aspirations. Do something that will remind you that you are capable of creating value.

Don’t be afraid to be confident in the person you are. Share your achievements, laugh, smile and enjoy your current role and responsibilities.

Soon, the opportunity to transition to a new role or position will present itself. So believe in yourself and the achievements you have made and continue to focus on where you want to go.

Aspiring to New Levels

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Achieving a new level within a company may come quickly to some however, for most, the decision to begin the transition to a new division comes with thoughtful planning. So, how can you position yourself correctly to achieve the new role that is desired?

Establish yourself in a leadership role. Think in terms of problems and solutions and be able to cross-promote the plan between various departments. While you are gaining valuable insight about the company’s operations and learning valuable leadership skills, others are observing how you handle managerial responsibilities.

Begin to establish a network of positive, like-minded individuals who will be there for support and guidance will be very impactful while you start to make a move to a new level. Move into a team building mindset and the idea of working towards a common goal. Inspire those around you to reach the common purpose as a team, delegate projects and recognize the work that is put in.

Transitioning to a new level takes a desire to fill a position where you may be looked at for advice, come to for a solution and thought of as a leader. Plan accordingly and accurately map your path and the people that will be beneficial to your transition. Most importantly, dream big. Soon you will find that your goals of achieving a new level within the company will be accomplished sooner than you would have thought.

New Job, Smooth Transition

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You’ve scored the new job and have begun to make the transition to your new role. The move may come with an entirely new environment, new faces, new responsibilities and overall, new experiences.

All of the new things that you find yourself in can be scary and at times challenging but with a positive mindset and by being open to trying new things, a smooth transition will come.

While every career comes with a broad range of emotions, keeping a positive attitude can greatly affect how you view situations. Show excitement for the tasks given and begin to interact with coworkers past the surface level. There will be obstacles along the way but recognize the growth that comes with the challenge, and things will soon begin to look up.

Small levels of interaction can influence your attitude at work; so immerse yourself in the company culture. Adapt to new situations and showcase your abilities that pair well with the overall goals of the organization focusing on the skills that helped you land the position in the first place.

All the new experiences can all involve stepping out of your comfort zone. With any role transition, your comfort zone may be stretched already but push yourself to get involved and make the most out of every situation. Try new things and RSVP to any out-of-work party that allows you to interact with your coworkers.

Soon, everything will begin to fall into place, and the new role that you accepted won’t seem so new anymore.