Month: January 2021

How to build relationships with your manager and colleagues?

Let’s start with the key person at work – your boss. In order to understand how to build a relationship with him, think about who he is to you: friend, tyrant, inspirer, mentor, administrator? Or do you have your own concept?

Be that as it may, at different jobs the leader will have different roles – he can lead you and motivate you, or he can dryly distribute tasks. The main thing here is your attitude towards him, not his “image”. And we offer the following perception of the leader:

Your leader = your client

And since he is your client , then your task is to understand his pain and solve them.

The first step is to understand what is expected of you

To understand the “pains” of your boss, just ask him what he expects from you and what tasks he wants to solve with your help. Communication and open dialogue play an important role not only in personal relationships, but also in workers. In the first days of working in a new place, arrange a meeting with your boss and ask questions: “What results do you expect from me in general? At the end of the probationary period? In a year, etc.? ”.

Then there are two options for events – you either get a clear and clear picture, or remain completely confused about what you need to do.

If there is a clear picture, implement it.

If it is not there, then think about how you can get the information you need – after all, you are in the company for a reason! And someone expects some results from you. Who and what? – this is the question to which you need to find the answer. And here it is very likely that your vacancy was opened not at the request of your direct manager, but at the request of his boss. Or even another department. Try to get this information from the recruiter who interviewed you at the company. And then find that person and talk to him about his expectations of your work.

Step two is to understand if what is expected of me is possible

One of the main reasons you might not have a good relationship with your boss is your job. It may be a matter of quality, and then your task is to improve it, or it may be that you are not doing what your manager wants to see. Sometimes he speaks about it directly, sometimes he does not convey the idea. If you have the second option, you need to find out what you need in the end.

And then stop and see if you can implement these tasks. If the tasks are large and ambitious, then decide for yourself whether it is worth fighting and breaking the barricades or it is better to leave the company. Again, there is a third option – to come to an agreement.

The most important thing here is to clearly understand whether they give you achievable tasks and you can do them, or tasks outside your field of competence or even completely unattainable for a specialist of your level … If they are unattainable for you, is it worth trying to do the impossible? And what is more profitable for you – to make a super-effort and prove to everyone that you can or find a new job according to your strength?

Again, there is no right answer here. At this stage, you need to include awareness and choose the best solution for you (and only for you).

Life hack – if you understand that what is expected of you, is not entirely realizable by you, then ask your manager a question directly: “Could he, in your place, complete the task?”

If you see uncertainty, then it makes sense to leave. Probably, they will soon be looking for a new person in your place. If doable, then it makes sense to try.

Внешний вид в новом коллективе

How to behave in a new team?

4 minutes 1.3k.

New place of work? New company? Need to decide how to behave in a new team? Such questions arise quite often. According to many psychologists, each person can give their own impression of themselves to others, but not everyone knows how to do this. Let’s try to introduce ourselves to a new team.

How to introduce yourself to a new team?

Personal image is very important in many areas. If we take into account a new team, say, a worker, then the first feature is not to seem like an upstart or a beech.

An upstart is a person who immediately wants to stand out from the rest, despite, and sometimes not knowing about the merits of other people. A beech can be understood as a person who cannot or does not want to get in touch with others, keeping his own opinion about others in a negative sense.

как предствить себя в новом коллективе
When meeting employees for the first time, try to remember their names.

So, debut! It is worth noting that truly charismatic people do not lack friends. Such persons evoke sympathy immediately, and it does not matter how they look. Even Tolkien’s shorty “The Hobbit” with a certain charisma can win the interest of the team, leaving behind the most beautiful “Alain Delon”. That is, appearance is not important in this matter, but endurance and self-esteem are important.

How to join a new team?

Being yourself, as psychologists often advise, is not always important. Sometimes, and more often it manifests itself precisely in teams, one should adjust. An ordinary collective is a collection of people united by a certain idea or interest. A newcomer to such a collective is seen more as a victim than a friend.

That is why, when joining a new team, you need to make a first impression. it is very important. Perhaps it is worth accepting the rules of the “game” of the team for a certain time. The first rule is to listen! And just listen. It will be possible to express your opinion later, but at the first stage of joining the team, you must adhere to the listening rule.

Appearance in the new team.

Looking good is also an important factor. The team, as a certain unit of cohesion, will not accept a person who looks inappropriate for the company. For example, an economist must wear a suit, and a lawyer must also complement his appearance with a tie. However, for a designer, such a rule will not work, but you should also pay attention to your appearance and clothes.

Внешний вид в новом коллективе
Appearance is one of the most important things in a new team.

Don’t forget about personal contacts. By making a friend among the team, you increase your chances of being recognized, which will entail a general interest in your person. That is why you should not neglect new acquaintances, and, perhaps, you should be patient before expressing your point of view.

Patience will definitely turn into a plus and you will receive the recognition and respect you deserve in the new team.

Joining a team provides an excellent opportunity to express your “I”. Whether you are an aggressive leader or a passive performer, in any case, your merits will be noticed.

You will be appreciated and respected for the opinion that would not be listened to during the period of your adaptation. That is, when you were a simple “newbie” in the team. Just at this moment you will have the opportunity to fully realize yourself, express your opinion and realize your ambitions.

Tips on how to enter a new team.

  • Be punctual.
  • Be considerate of your colleagues.
  • Stick to established rules.
  • Study job responsibilities.
  • If you have any questions, do not hesitate to ask.
  • Avoid gossip and never discuss your previous job!
  • Pay attention to corporate events.

Read also

Team adaptation

… HR (Human Recourses), or simply put, HR specialists say that a person needs about six months to fully adapt …

When is it profitable for a company to outsource, and when not?

Based on our experience, outsourcing is most beneficial for small and medium-sized businesses. Large companies, as a rule, have entire departments that deal with various tasks, have their own contractors, and they do not need outsourcing as such. At the same time, if the company is very large, then sometimes the functions of the department are transferred to outsourcing, and the staff of the company is left with one specialist who will coordinate the work of outsourcers and resolve operational issues.

Still, when deciding on outsourcing, one should proceed of your goals, not company size. The most common goals for companies are to reduce costs, focus on priority tasks, and get quality work and external expertise. Let’s take a closer look at these goals and the benefits of outsourcing to achieve each of them.

SITUATION 1. YOU WANT TO REDUCE COSTS

How does outsourcing reduce costs?

First, outsourcing is a reduction in the wage bill. Outsourced employees pay taxes themselves, and the employer saves up to 40% of the amount of tax and insurance contributions to the state. There is also no need to pay sick leave and vacations. An outsourced employee will not get sick or quit overnight. It also includes savings on workplace equipment and rent.

How to understand that outsourcing will reduce costs in your case?

To understand that it will be profitable for you to use outsourcing, you need, first of all, to analyze how much time, financial and other resources you are spending on processes, and then compare the outsourcing offers.

For example, if you are thinking about outsourcing payroll, the first thing to look at is the number of employees. If your company employs less than 50 people, then this type of outsourcing will be profitable for you economically. The fact is that in a small business, one employee is usually employed in all areas of accounting. To relieve him and give him the management of more complex areas (for example, tasks to optimize taxation), you can outsource some of the accounting functions.

An important point when calculating costs is attention to indirect costs. For example, a company wants to outsource the supplier management function. The provider of such a company, in fact, will take on the role of signing contracts with numerous suppliers, administering them and paying for their services, consolidating all costs in a single, regular bill for the supplier.

With this approach, the company saves:

– the time resources of the purchasing department. Considering that a large company, in any of the functions, may have hundreds of suppliers (and each with its own contract and specifics), the company can save a lot of working hours of its employees

– it saves on control of functions. The provider, as a rule, by consolidating and automating the processes, provides the client with a transparent picture of this function. The client does not additionally need to check and double-check the provider’s activities, since it is all reflected, for example, in the IT system that was implemented by the provider to manage this function

– saving on recruitment and training of specialists. When outsourcing a function, a provider undertakes to ensure its continuity (within the framework of work processes). This means that the provider also takes care of all the issues related to their selection and registration of all the issues related to the hiring of executing specialists.

SITUATION 2. YOU WANT FOCUS ON THE KEY BUSINESS FUNCTIONS

Again, it is not important for all companies to reduce financial costs. For some, the most important thing is to give non-priority functions to an expert, since they take up a lot of resources and attention. In this case, the main goal is to focus on core tasks and gain expertise in managing the function, as well as cost savings. First, you can buy ready-made solutions, infrastructure, specialists and not spend money on training. Secondly, outsourcing is about transparency, since the result is assessed by the result, not the process. Thirdly, it is easier to change an outsourcer than a full-time employee.

For example, you need to go through a check of the personnel documents of a company that has recently become part of the holding. Outsourcing will also help if the departments of the company, such as accounting, lawyers, marketing, cannot cope with the load caused by a sharp increase in the number of counterparties. Transferring these processes to a contractor will save time, effort and money on finding highly qualified personnel. Including you do not have to deal with registration of staff, payment of contributions, calculation of taxes, etc.

SITUATION 3. YOU NEED AN EXTERNAL EXPERTISE

For example, you provide legal support to staff in case of constant changes in requirements or form a talent pool in the face of staff turnover.

In these cases, it is easier to attract outside professionals who will be able to share their knowledge and suggest what problems you will face in your work and how they can not only be solved, but also prevented.

How to choose an outsourcing provider, in the checklist below.

Lost time

Let’s cover the topic of lateness. This is just a small stream, which, over time, can grow into a full-flowing river, which, in a seething stream, will begin daily to destroy all the early business processes built. It has long been known that the formula for success is as follows: success = knowledge + discipline. And I can say that the formula is very effective. And if everything is clear with skills and knowledge … well, at least where to get them, then with discipline everything is not so simple.

What is discipline is the organization of actions. And it seems that everything is simple, but how to organize employees in the company. How to at least ensure that the staff arrives for work on time and eliminates delays.

And HR managers don’t go to great lengths to solve this problem.

Punishment with money is one of the most common impacts on staff. Of course, deductions from wages of even a small amount are an unpleasant consequence of arriving late at work. The main group that is impacted by this method is irresponsible, ineffective and lazy employees.

Let’s imagine that you have a hardworking and valuable staff who is deliberately late, so only under the threat of a deduction from his salary he gathers all his strong-willed qualities into a fist and starts to go to work on time. Of course it is not. As a rule, delays are the result of a failure in the system, where by system I mean the daily collection of work. When our every action is verified. The alarm goes off at 6.20, then at 6.30, and only at 6.40 do inconceivable forces make us get out of bed. Then water procedures, quickly get dressed, and we are already running to the bus stop where our bus leaves at exactly 7.30. And now, bad luck, we understand that we forgot our phone at home. Here it is … the same system failure that will lead to fines.

So it’s hard for me to call demotivation in the form of deductions from staff income – an effective way to deal with delays. Moreover, we should not forget about the main thing, we come to work to achieve a result, and not for the sake of the process.

And how do you look at the method of dealing with lateness, when the time of arrival of employees should be directly proportional to the time of leaving ?! An interesting approach, nothing more. Let’s imagine that you are 30 minutes late, so you can leave work 30 minutes later. As the day draws to a close, your more disciplined colleagues are heading home. Well, you will have to pay for the morning system failure and “sit out” 30 minutes. This is usually how it happens. And, sighing heavily with sadness, you state that you cannot leave your workplace now, because you were late in the morning. And what are you doing in these minutes of “punishment”? By reading all sorts of interesting articles on the Internet, or maybe you just start flipping through a magazine, or decided to finally wash the mug, since there was no time for this all day. In short, you are busy with everything, anything, but not work. So what, then, is the purpose of this tardiness technique? An unexpected failure will force us to be late again, and these minutes of processing will not be effective at all. This is why I say this is just an interesting approach.

But I am especially surprised by the proposals of companies that are willing to pay for timely arrival at the workplace. This is nonsense. Coming to work on time is the direct responsibility of the employee. These are the things that don’t require additional motivation. Do you know why rewarding employees only with finances is not effective. Because material motivation at some point begins to be taken for granted and becomes a habit.

But this is not the worst thing, I had to observe a completely counterproductive method. Monthly sheet of “shame” with latecomers. Regularly, all employees are sent a letter of reproach and a list of the names of those people who did not have time to show up for work at the appointed time. And anyone could be on this list. Managers, production leaders and honored workers. As we found out earlier, the crash could happen to anyone. And here’s the bad luck. Failure to meet the plan and performance indicators, as well as negligent attitude to work – is not such a serious crime, according to the employer. While the delay for a minute entails public censure.

What can this way of dealing with lateness lead to?

Firstly, by adding the names of the leaders to this list, its authority is automatically undermined.

Secondly, apart from resentment and misunderstanding, employees will learn nothing more from this lesson.

How, then, to deal with lateness, you ask. This, of course, is a difficult question, for which I also have not yet found a unique recipe. But I will share my thoughts on this matter.

In solving any issue, I am used to projecting the situation onto myself. And then I thought, what makes me quickly get ready every morning, buttoning my coat already in the elevator, rush to work. Of course, my conscientiousness, love for the work I am doing and desire to be an example for my subordinates. This gives me the right to classify myself as an independent and disciplined employee. Thus, I can be guided by my own person when it comes to motivating the average worker.

Therefore, I can say what motivates me, of course, is the desire to do my job efficiently and the absence of comments from the manager. Which is definitely an authority for me. And most of all, I would not like to disappoint or let him down. In this regard, for me, an effective solution to dealing with delays is complex measures aimed at raising the authority of each head of a structural unit for his employees. The absence of any compromising action on the part of the Company in relation to managers of different levels.

And what to do when your employee is late for work? Of course, take action, but they must fully comply with the offense. If these delays are not regular, but just a “failure”, focus on the result that the employee should achieve on the current day. And if the indicators did not suffer, perhaps we can forgive the latecomer for these minutes that he was absent from work.

The main thing to remember is that we are all human, which means that each of us can fail.

Author: Sattorova Julia

leisure, work

Is the profession a recruiter, or are you sure it’s yours?

And now, elated and happy, you leave the university for the labor market and want to recruit staff. You have a diploma behind your back, and it is not necessary that this diploma is in the profession of “Human Resources Management” More often than not, when entering a university, a student still does not understand what he wants to do and where to go to work, so it may be some kind of technical diploma or a diploma in “psychology”, which seems to you (and to many) a specialized education for this profession.

In this article, the author will write on the example of a girl, not because there are no men in the profession of a recruiter, but because there are still more women in our profession.

You draw up your resume, and with fire in your eyes you run to the first interview at a recruiting agency or company for the position of a writer or assistant (the first step of positions in the field of recruiting). Thinking that you are about to communicate with a huge number of nice people, because according to 100% of candidates who came to recruiting from “0”, recruiting is associated with a lot of communication. Let’s say you are sociable, open-minded, proactive, trainable, and besides, you do not immediately apply for a salary of 1,000 dollars, then believe – you will find a job in the direction of recruiting! You take your first job – Hurray!

So what awaits you? And is it true that the profession of a recruiter is a sea of ​​communication?

The initial stage of our profession in a recruiting agency or company is always associated with a large number of calls. On a day, a reseacher or an assistant can receive more than 100 calls from applicants, each of which requires more than just “polite communication” … You must be able to conduct a telephone interview according to the laws and rules of a telephone interview, find out the information necessary for this vacancy, present (sell) your company. After all, the purpose of any telephone interview is to invite for an interview suitable people for a vacancy who are interested in finding a job. At the end of the day, your tongue will “fall off” and your head “boil” from the difficult questions of applicants. And you also need to remember to add each of them to the database, make the appropriate marks and take into account.

In parallel with the calls, your task will be to search for a resume for the required vacancy on the Internet on various resources. Every day you will “shovel” various search sources, social networks, establish acquaintances, contacts, ask for recommendations. It is, of course, important to consider all resumes when entering them into the database. If your company has a professional resume accounting base, then “+ 1000 to karma” is your management. Learn to use it and enjoy it as an additional social. package for employment. The situation is worse when you need to lay out a resume in text format by daddies. But believe me, even if the leadership does not require this from you, it is necessary to do such work. This will allow you to reduce the search for the right candidate in the future, provide you with advantages over other recruiters.

Meeting candidates, sending them for interviews to recruiters or recruiting managers will also be part of your duties as an assistant or a receptionist. Depending on the level of the company, perhaps becoming a recruiter, you will perform all of the above functions, but maybe not in such a massive volume.

And finally, the day came when you became a recruiter or recruiting manager. There is no limit to your joy, because you have achieved your goal.

You are moving on to an exciting moment – interviewing candidates and finding out whether the candidate matches the proposed vacancy. You should understand that in order to fill one office vacancy, on average, you need to conduct at least 10-15 interviews. Usually a recruiter leads up to 8 vacancies in parallel. If you are looking for line personnel (salespeople, storekeepers, cashiers), then be ready to conduct up to 30 interviews a day. In order to correctly assess the suitability of a candidate for a vacancy, i.e. whether the candidate will be able to do this work and, most importantly, how much he wants to do it, experience is needed.

My practice shows me that a recruiter becomes a professional after 1000 interviews and mandatory training. At one time, when I worked in large companies, my employees and I even celebrated the date of the 1000th interview! It is clear that this figure is approximate and averaged, but my employees shared that approaching the coveted figure, the number of errors during interviews decreased, and the selection efficiency increased.

This article does not list and disclose all the responsibilities that a recruiter performs. A recruiter is also responsible for diagnosing an order, building communication with a customer, creating advertisements, managing a selection budget, collecting recommendations, controlling an exit, adapting and much more.

It’s good if you have gone through a series of trainings, workshops on this profession. Then it will be much easier for you to achieve the desired results, you will be able to fill vacancies better and faster.

And then a clear understanding comes to you that the profession of a recruiter is not just communication with candidates. After all, the employer will demand that you close the vacancy on time, will set you performance indicators on which your salary will depend, such as: the deadline for closing the vacancy,% of employees who have passed the probationary period, etc.

Before choosing this currently fashionable profession, answer yourself honestly a few questions:

  1. Will you be able to efficiently and politely receive 100 calls a day?
  2. Can you call strangers and offer them jobs? How communicative are you?
  3. Will you be able to spend hours in search engines in order to find the only suitable candidate?
  4. Are you ready to work on an irregular schedule, because many working candidates can come to you for an interview only after 19?
  5. Will you be able to achieve your goals and indicators? After all, the profession of a recruiter is a profession aimed at results! And your employer will not want to know how much work you have done, it will be important for him whether the candidate came to work on time.
  6. Are you ready to work with numbers? Indeed, in this profession you will have to manage budgets, draw up analytical reports, etc.
  7. Do you love people? After all, people are all very different and you will have to face rudeness, aggression and other not very pleasant manifestations.
  8. And most importantly, to what extent are you ready to invest your soul in this profession? Is it really interesting and necessary for you.

These are just some of the questions to ask yourself before making such a vital decision.

There are many recruiters, but there are much fewer professionals in their field. The profession of a recruiter is, first of all, hard work for the result. But, despite all the difficulties, for me and my team this work is the most favorite!

Author: Kazarova Olga

graduate, Profession, career guidance, recruiter, labor market