Tag: Employee

Considerations to Think About Before Resigning

Many companies are experiencing a wave of resignations, and it is the highest quit rate that the Bureau of Labor Statistics has found since 2000. Employers and HR leaders do not seem to have a solution to stop the resignation as the precise cause is unclear.

Job hunters speak to many people searching for a first or new job. They believe that pandemic burnout is one cause of many resignations in the recent past. The people resigning feel employers overworked them over the last few months. Others want to leave new employers after changing jobs because they feel they’re not receiving the appropriate training. 

Experts feel there might be a need to adjust the satisfaction bar, but there are some considerations to think about before resigning.

  • A decision to quit or change a career should be strategic and not reactive.
  • Discern if a decision to quit stems from burnout. The conviction to choose between staying or leaving may be due to burnout. Workers should try other options like negotiating a different role, current needs, or reduced working hours. Another indicator of burnout is an urge to change career when over the age of 35. A good consideration at this age is to start a consultancy or work for a vendor in the same industry because mastering another can take a long amount of time.
  • It is essential to carefully evaluate a pivotal career decision when dealing with the stress of Covid-19. The pandemic has made it even more critical to deal with your emotions before thinking or resigning without a backup in place. It may turn out to be a career-ender because jobs are scarce during a pandemic.
  • Staying in the workplace temporarily might be the best strategy for the moment. Pivoting your career can mean taking a step back in both skill level and salary, so you have to be prepared for that. Other strategic decisions like consulting a career counselor and pursuing new options within your current career might be more rational than resigning. Those who feel their jobs have become unbearable can change to something that allows them to utilize their skills and experience in new and more profitable ways. For instance, someone with much experience in a security job can potentially become a salesperson for surveillance equipment.

This article was originally published on JamesKassouf.co

How to Develop Your Employees

Employee development can be a rewarding investment. Unfortunately, it often features as the last thing on most manager’s priorities. Development makes employees more productive and more innovative, making them perform at a higher level. Employee development also helps with recruiting and retaining top talents as well as allowing managers to delegate so they can focus on the most critical roles. Here are ways managers can contribute to the development of their employees.

Self-Development

Managers should first shape up their behaviors before focusing on their employee growth and development. Otherwise, they might look like a hypocrite rather than a mentor. Employee development starts with learning self-development and role modeling. Managers might also need to sharpen their other skills before deciding to mentor their workers.

Build Mutual Respect and Trust

Managers should let their employees know that discussing their development won’t expose their weaknesses. Instead, inspire them to be in charge of their development discussions by building their trust. Then, use those discussions to show them the efforts and resources invested in their development.

Keep Employees Involved

Employees will rarely open up to a manager. However, managers can keep them engaged by asking questions that will force them to think critically. But consider revisiting those queries as a way to cement and reflect on the skills and knowledge gained.

Consider Delegation

Managers often spend time on less important tasks that are better delegated to junior officers. However, letting go of some responsibilities can free up managers’ time to focus on employee development. But managers should never expect the junior officers to perform the way they would. They may not meet expectations, but that’s how workers learn.

Introduce Networking

Managers are tasked with connecting and introducing employees to mentors, subject-matter experts, and role models. Networking will remind employees that they are responsible for their professional growth and reinforce their sense of ownership.

Encourage Ongoing Learning

Employee development isn’t a one-time event. It doesn’t happen only during annual reviews. Managers should use all their interactions with their workers, including during weekly meetings, as an opportunity to develop their team. Look for ways to integrate a development mindset into all engagements with employees. Investing in coaches, conferences, training, and tangible resources can also encourage ongoing learning, an integral part of employee development.

This article was originally published on JamesKassouf.co