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3 Signs You’re Too Comfortable At Your Job

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Are you happy at your job? If you are, congratulations! Job satisfaction is a huge factor in staying motivated and achieving your career goals in the long term. Even so, being content with your current position can lead to complacency – and unless you’ve achieved your absolute dream job, being content can potentially hold you back.

How can you tell the difference between merely being happy at your job and being too content with the status quo of your career? Here are three signs that you are too comfortable at your job, along with some tips on what to do to renew your drive.

  1. You are no longer eager to impress.

When you first start in a position at a new company, you’re hungry – and ready to complete any task set before you.  This leaves a positive impression on your co-workers and superiors.  But the longer you stay in a job, the more likely you are to stop taking on certain assignments because they’re outside of your normal job duties, or too difficult.

Rather than falling into this trap of complacency, challenge yourself to stay motivated.  Otherwise, you may find yourself being asked to do less and less, and you may end up stuck in the same position for far longer than you’d like.

  1. You stop trying.

If your daily work routine means sticking to your schedule like clockwork with little to no variation, it may be a sign that you’re losing interest in your job. While a healthy balance between work and life is absolutely necessary, if you’re not taking on exciting and challenging assignments that make you want to come into the office, you might be growing bored with your current position.

To combat this stagnation, keep an eye out for tasks that are stimulating and challenging to you, and volunteer to help out with them, or take them on yourself. Taking on responsibilities beyond your usual job description can excite you – and open up new possibilities.

  1. You don’t voice your opinions.

One excellent way to show ambition and get noticed is to speak up and make your voice heard. Most people are eager to do this when they first begin a new job, but as time goes on, they might stop speaking up and pushing for better ideas. Coming up with fresh ideas is time-consuming, and it can seem easier to just go with the flow. Don’t do that—because it means accepting mediocre and even boring work. Stay ambitious and keep pushing to find the best solutions possible, even if it means working harder and longer.

Are you too comfortable in your job? If so, apply these strategies to shake things up at work and to find your passion and motivation again. Comfort and familiarity can be good things, but not if they lead to complacency. Don’t be afraid to make a few waves at work!

7 Ways To Communicate More Effectively With Your Employees

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We all have to work at communication skills, whether it’s at work or in our personal lives. But if you’re in an executive or management position, you will be expected to clearly communicate with all your employees. Unclear communication can frustrate and derail your employees from completing their tasks effectively. You can improve your employee relations across the company by implementing these practices into your daily communications:

Use as many channels as you need to reach all employees. Some people check their emails religiously. Others prefer a face-to-face interactions before they communicate digitally. Relay important messages through a combination of communication methods, including face-to-face, email, text, and message boards. And if someone has questions, make sure you answer in a way that is most appropriate for the situation.

Write clearly and concisely. In written communication, using technical jargon or long letters/emails can deter from your message, making the content unclear to your reader. Use short sentences, with a style that is easy to understand quickly. If you’re sending an email, your employees will likely skim over it, only reading the highlighted sections. Clear and direct written communication reduces the need for follow up.

Keep records of your communications. It’s best practice to send important information via email, letter, or if necessary by recording your conversations. That way, if there is ever a discrepancy  you can refer to the original document for clarification. Companies practice this when they record customer calls for quality assurance. You should do the same with your employees so any miscommunication can be solved promptly.

Communicate in advance. There are few things that employees hate more than feeling rushed or pressured. If you wait until the last minute to communicate, you should expect disgruntled employees and mediocre work. And if you communicate last minute, take responsibility if the results are not what you wanted.

Invite questions/feedback. If you announce an important company decision, make sure your employees know who they can contact for further questions. Communications regarding certain issues should come from different departments, and the head of that department should initiate the message and respond to all questions or suggestions. It makes employees feel much better if the end of an important email is signed with a contact name, rather that sent by a “no-reply” email.

Address problems before or as they arise. If you’re faced with a difficult company decision, or are aware of a potential problem for your employees, address these before they become significant issues. Employees want to be prepared for changes in their work life. If you communicate problems as they occur, and not after they have caused damage to the company, then your employees will feel a greater trust for those making the decisions that affect their jobs.

At the very least, remember to always be honest with your employees. Even if news is bad, they deserve to know what is going on at all levels of your organization. To receive trust you must give it, so always remember to trust your employees and be truthful when communicating them. If you follow these best practices, then you should minimize communication problems and build a better culture within your business.

What Are Young Employees Looking For In A Job?

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Recruiting employees today has a few different ground rules than it used to. For one, the very method of communication with a candidate has changed drastically. Where recruiting relied on face-to-face or phone-based communication, at one time, it is now possible to get all the way through the recruiting and placement process without even living in the same city as your candidate.

A surefire method of successfully recruiting young candidates to jobs is to determine what graduates today are seeking from the workplace.

Young employees are seeking opportunity.

Today more than ever, young employees are looking to take on a job that excites them, brings them fulfillment in some way, or allows for career growth and an upward trajectory. Employees today do not want a 40-year career that ends in retirement and a watch. Young employees want to work in a field that they don’t consider a “dead-end.”

Young employees want flexibility.

It may seem like a luxury to a generation of 9-to-5ers, but today’s young employees want to know that there is a possibility for working from home or telecommuting. Young employees often seek the flexibility of non-traditional office hours or co-working spaces, shared workspaces that bring together professionals from many different fields. Young employees also want the option for more flexible vacation time – earned paid time off in tiny increments that expire at the end of the year is not the ideal for most young employees, who prefer flexibility to traditional stability.

Young employees are looking for respect.

Candidates of any age want respect in the workplace, of course, but young professionals demand it. Recent graduates have grown up in a world where information is accessible at their fingertips, and they are used to driving the conversation and having their ideas taken seriously. Young employees want to earn their ranking, and may expect to be considered with the same respect as an employee who has been on the workforce longer. These days, life experience is considered a selling point, even if it is not it the industry one begins a career in.

Young employees want a deeper meaning.

Rather than enter a career field because it is a guaranteed higher paycheck, many young employees are hoping to find a career that will fulfill a charitable purpose. They want to make the world a better place, and they want to use the platforms of their careers to help do it. Achieving goals of a work-life balance and doing work that makes a difference in their communities or across the world are common themes amongst young employees and employers need to listen up.