Clues to Work Satisfaction . . . and Dissatisfaction

If you find yourself visiting with colleagues, searching the web, posting to Facebook, or planning your next vacation while at work, you may be dissatisfied in your current role. In a recent study by Salary.com (check out study results via this very cool Infographic), the top time-wasting activities were using the Internet (48%), socializing with co-workers (33%), and handling personal business (30%). Not surprisingly, the top excuse for time wasters was lack of satisfaction at work (46%) with feeling underpaid (34%) coming a close second.

Take a moment to reflect on your work; ask yourself what’s working and what’s not with your day-to-day tasks, team members, supervisors/managers, compensation, and work-life balance. Strive, each day, to do what you can to maximize or take advantage of what’s working. Reflect on what’s not working – what can you do to facilitate change or make improvements?

Another strategy is to explore your Career Engagement or the emotional and cognitive connection you feel to your career (or specific role or set of tasks); full engagement is possible when capacity and challenge are in balance. However, if these are out of balance, disengagement will occur either through becoming overwhelmed (i.e., too much challenge for the available capacity) or underutilized (i.e., insufficient challenge for the available capacity). If you’re wasting time at work reflect on whether lack of career engagement is the cause.

Remember . . .

Whatever you do, do it well. Do it so well that when people see you do it they will want to come back and see you do it again and they will want to bring others and show them how well you do what you do. ~Walt Disney

Appreciation in the Workplace

It’s almost Thanksgiving, so we conducted a brief survey about appreciation in the workplace. We appreciate all the thoughtful responses we got – clearly appreciation is alive and well which was encouraging to hear!

The good news was that a third of our respondents had been appreciated within the past 24 hours and an additional fifth of them had been appreciated within the past week or so (i.e., 55% had received appreciative recognition quite recently). Sadly, a few (about 10%) had to reach back a year or more to identify appreciation in the workplace – sometimes this was linked to a pay raise, performance review, or award ceremony but in other cases this reflected workplaces that simply weren’t recognizing the contributions of employees. One person said “Everyone is looking out for themselves right now, sadly.” Another listed 2006 (5 years ago) as the last time appreciation was expressed; still another wrote, “Can’t honestly remember when the last time was.”

When asked about the most common way to show appreciation, not surprisingly a simple “thank you” came out on top – 50% of the respondents selected this item compared to the next highest choice of letting management know (10%). However, the qualitative answers revealed a variety of approaches (so thank yous don’t become routine) – and many people emphasized the importance of individualizing appreciative feedback, both from the perspective of the sender (it needs to be specific and authentic) and the receiver (it needs to be personally meaningful).

Some people highlighted the personal touch (e.g., in person feedback or a hand written note rather than an email; customized gifts rather than generic gift cards; hugs; home-made food) – but responses were varied. Spa gift certificates were a common theme, as were lunches out, gift certificates for dinner ($100 seemed to be the most common amount for this item), chocolate, flowers, team events, and celebrations. The gift of time was always appreciated – whether time off for birthdays or after a busy project, covering for someone else to give that person a day off (one casual employee does this without compensation to give others a break!), or taking the team out for a special treat.

When asked about creative appreciation strategies, some unique ideas were shared. One organization has a “Cup of Awesomeness” (a golden cup on a beaded cord) that staff members pass to each other to show appreciation for a job well done. Another organization has a Treasure Chest, stocked with cards and small gifts that any employee can use to show appreciation to colleagues or suppliers. And, in one case, an employee’s parents were flown out for a surprise recognition dinner!

However, responses clearly indicated that what works for some doesn’t work for others – one person wrote, “Don’t offer food!! Some cultures keep offering food and you have to eat even if you are not interested not to upset them!!! – I truly hate that!” The consensus definitely was to individualize your approach – take time to learn how the person you appreciate would like to be acknowledged.

Aside from it just being a nice thing to do, respondents identified that appreciation contributes to increasing employee engagement (78%) and productivity (68%), reducing conflict (58%), and facilitating retention (55%). Showing appreciation also models a culture of respect. Some respondents cautioned, however, that appreciation can be a double-edged sword if it contributes to competition or some employees recognized that they aren’t been acknowledged as often or publicly as others.

Appreciation is a core element in both our Let’s CHAT! coaching / communication model and our Employee Engagement model . Don’t hesitate to connect if you’d like to learn more about either of these workplace tools.

Career Development Consultants

In searching for types of consultants I got a lengthy list – from management, media, and performance to lactation, magic, and theatre. While not a focus for this blog, I couldn’t help but look up the role of a magic consultant – someone who lends his/her expertise to film, television, and theatre around all aspects relating to magic and illusions. Sounds very cool!

Not surprisingly, Career Development Consultant wasn’t in the list. However, a Google search resulted in over 2 million hits, but the first link redirected to jobs for business consultants and the next several were specific to supporting individuals with disabilities. It seems as though the role of Career Development Consultant might be somewhat elusive.

In his book, Flawless Consulting: A Guide to Getting Your Expertise Used, noted consultant and author, Peter Block defined a consultant as “a person in a position to have some influence over an individual, group, or an organization but who has no direct power to make changes or implement programs” (1999, p. 2).  Other authors extend this definition to note that consultants must be external to the organization - a contractor, perhaps, hired to do a specific task.

So, a Career Development Consultant might be someone who lends his/her expertise in career development to governments, agencies, educational institutions, and corporations across a wide range of industries. For those career practitioners experiencing career uncertainty, perhaps especially those in British Columbia who are seeing a complete re-design of their working environments, maybe it is time to consider a consulting career.

Here, at Life Strategies, we have been involved with some cool consulting projects – yes, even cooler than what a Magic Consultant might do. Recently, we’ve had the opportunity to

• Design and implement the first career development initiative for a nuclear power plant in the US
• Research the use of career assessments tools and models in Canada
• Moderate the 2009 Pan-Canadian Symposium on Career Development
• Develop a comprehensive set of career development resources for the Manitoba Government

Considering consulting? Join our Look Before You Leap course (another very cool project) coming up in early March. Follow news on the project at www.lookbeforeyouleap.ca

Leadership Lessons

The most recent edition of the Life Strategies News highlighted 10 Leadership Lessons for Transformational Times. Each of the lessons was adapted from our recent workbook of the same name and outlines such things as Ignite Employee Engagement, Make Time for Transformation, Embrace Diversity, and Show Appreciation.

During transformational times, organizations are likely to be shifting priorities, adjusting goals, and struggling to be responsive. The tendency, during these periods of uncertainty, might be for leaders to communicate less. After all, what can be said about a vision for the future when the future is uncertain? It is in these times, however, that open communication is most important.

Through a study conducted in 2004, the Hay Group found that “Trust and confidence in top leadership was the single most reliable predictor of employee satisfaction in an organization" (Source: www.nwlink.com/~donclark/leader/leadcon.html). The report went on to note that effective communication regarding the company’s vision, and how each employee contributes to organizational success, are key components of earning the trust of employees. Going silent or waiting until there is something to announce should be avoided at all costs. Great leaders don’t shy away from difficult conversations; instead they communicate organizational challenges and what they feel the future might be.

John Kenneth Galbraith once said, “All of the great leaders have had one characteristic in common: it was the willingness to confront unequivocally the major anxiety of their people in their time. This, and not much else, is the essence of leadership.”

It could be said that British Columbia’s career development sector (particularly the portion of the sector offering services via government funded programs) is currently going through a “major anxiety.” Now more than ever, organizational leaders must instil trust in their workforce by communicating plans, exploring other opportunities, and preparing employees for life beyond business transformation.

Value/Goal Alignment - An Important Component of Employee Engagement

Some of our recent entries have introduced factors from our model of employee engagement – Appreciation, Contribution, and Commitment. The remaining factor – Alignment – relates to the need for workers to align their values and goals with the organization.

A wide range of career development literature exists which outlines the importance of connecting personal values with organizational values. The popular Wheel framework (Amundson & Poehnell) lists values as one of eight factors to consider in career decision making. As career practitioners, we are very aware of the importance of values when it comes to career “fit.” Whether through formal standardized “tests” or informal checklists and card sorts, we encourage clients to reflect on their values and ensure their work (i.e., specific job/tasks) and/or their industry or employer of choice will share those values. Or, at least, not impede on those values to any great degree.

Alignment of personal and organizational goals is just as important. As individual workers, we set goals for our careers – from wage increases or promotions to achievement of educational goals or industry certifications. Do we ever consider, however, whether those goals make sense when aligned to what our organization is hoping to accomplish? For organizations, this notion of alignment is often called goal cascading – goals are cascaded down from leadership to management to department, to work teams or units. From an employee engagement perspective, however, it’s important to take one more step – checking in with individual employees to ensure that they each understand how their jobs align with organizational goals.

Consider your organization’s future goals, vision, or strategic direction. Is there alignment with your personal and professional goals? If not, explore any disconnect. While you may be able to influence your organizations’ goals, if you don’t find sufficient alignment it may be time to examine whether or not your personal and professional goals can be met within the context of your present workplace. Organizations benefit from engaged employees – if there isn’t alignment between you and your organization, it will be increasingly challenging to stay engaged. You may need a better understanding of your organization’s goals and direction in order to get excited and buy-in. However, if the new direction simply isn’t a good fit for you, it may be time for a gracious exit. Either option is good career management.

Rain Rain Go Away – Thriving Through Difficult Times

Although the West Coast of Canada is well known for it’s rainy days, by July we’re usually basking in the sun. Unfortunately, we’re currently under siege with April-type showers and it’s beginning to get hard to see the light at the end of the tunnel. Will the rain ever stop? Will we ever get a stretch of sun for longer than one day?!

With work, visualizing an end to a particularly difficult or busy time can also be a struggle which can impact the engagement of your team members and overall company morale. It’s especially important in times such as these for team members to band together, support each other, and collectively rise to the challenge. Be sure to recognize the challenge at hand and distribute work to those most well-suited. Planning and prioritizing are essential to ensure what needs to get done is getting done, no balls are being dropped, and work-load isn’t overwhelming the team.

Difficult times can be due to one large challenge or lots of little ones that just never seem to end. At Life Strategies Ltd. we often use “ticky” contests to keep track of those smaller tasks we get off our plate and give us a sense of accomplishment. At the end of a specified period, the one with the most tickies wins!

Remember, when the skies clear and the sun emerges, don’t forget to reward you team. It’s the perfect conditions for a summer BBQ.

Fat Free is the Way to Be

With the spring upon us and summer looming, cutting down on fatty food and getting fit becomes a focus for many of us. In the workplace another opportunity presents itself for trimming the fat - our writing. Far too often we write without adhering to the KISS (keep it simple, stupid!) principle. This results in writing full of fluff and fat. In the business and technical setting, writers should strive to be clear and concise; oversized documents aren’t desirable.

A careful review of your writing after composition with a fat-free lens can cut out those unwanted pounds. Ask yourself “who cares?” You should only be including information which is relevant to the reader; anything else is simply excess. Utilizing numbered/bulleted lists or tables can cut down on words and provide brief representation of content.

For tips and strategies to put your writing on a diet, see the Fat Free Writing Series[1] and Fat-Free Writing or How to Eliminate Wordiness in 10 Easy Steps[2]

Remember, just like any fitness plan, cutting the fat from your writing takes time, dedication, and practice. Keep yourself engaged in your work by striving to improve your writing. It’s a skill that will carry throughout your career.

[1]http://www.suite101.com/article.cfm/technical_writing/47968
[2] http://www.rwanational.org/galleries/08handouts/Oortman-Buchholz-FatFree-handouts.pdf

The Green Age

Social responsibility and “going green” are new trends of the new Millennium amongst the general public and within the business world. There are many ways to pledge your commitment to the sustainability of the global environment all while getting fellow colleagues and employees excited and engaged in this beneficial endeavour.

As a new member at Life Strategies, I have had the wonderful opportunity to be a part of our newly initiated “green committee.” There are a number of ways in which Life Strategies has been a “green” business since its beginning, but the goals of this newly instated “green committee” are to ensure that these green practices are maintained, others are adopted, and others are promoted in a manner that encourages other businesses to contribute to the sustainability of the environment.

At Life Strategies we:
• Work from remote offices which reduces the amount of fuel emissions
• The majority of our work is produced in digital format; significantly reducing the amount of paper used
• Print on the reverse side of previously printed on paper when we print for internal purposes
• Conduct bi-monthly staff meetings online, also reducing emissions
• Have an in-house recycling program where we recycle paper products and drinking containers
• Provide educational services online with the majority of learning resources in digital format resulting in the reduction of printed paper products
• Provide publications on flash drives; not just printed versions

Do you recognize the impact your efforts can make? How are you and your workplace going green?

Picture Book of Goals & Visualization Boards

Just to shift gears for a moment here, I was inspired once again by the idea of visualization boards, or picture books of goals. Choosing carefully pictures, images, and words that represent important goals and dreams is a lovely, reflective process. It takes a bit of time to think through what you want, where you want to go, and then how to represent it. It might help to have a particular question in mind, to focus your thoughts around, and then flip through magazines (travel, sports, architecture, business, whatever your interests and hobbies are, and so on), and use intuition to guide the selections of your images. Using head and heart, a visualization board emerges -- images and words pasted onto a poster board, or pasted into a journal or scrapbook. Looking back on those images, some of them might have come true, maybe in ways unexpected! Some might need updating, some re-visioning.