To paraphrase Merriam-Webster, the act of people-pleasing is driven by a myriad of psychological motivators and saying “yes” when you really want to say “no”.
Here’s why people-pleasing is a detriment to your company’s growth:
* On the surface, a people-pleaser may give the appearance that all is well, however, he/she actually may be overwhelmed, stressed, and on the verge of burnout leading to costly errors and omissions which will evenutally impact the profit margin.
* The tendency to give everything to others coupled with fear or disappointment will drive a people-pleaser to over-commit and land up falling short of meeting client expectations.
* Because they operate from a space of sacrifice, resentment can grow if management does not acknowledge their sacrifices or offer “acceptable levels of praise”.
For these reasons, it is important for supervisors to pay careful attention to all employees’ non-verbal cues. Make a point to be empathetic and to encourage employees to give self-care. Foster a company culture that rewards extraordinary efforts for all employees.
A myriad of professionals have opined the answer to business success. A sure answer to business failure is trying to please everybody.
Let’s talk. We welcome your input for managing people-pleasers in the comment section below.
In the meantime, make it a great day!
As many offices begin to re-open, workers can expect to be met with new safety protocols, open concept workspaces, and varying levels of comfortability in our world of the “new normal”. As we adjust to these fresh starts, it is more important than ever to draw on our ability to empathize with others and maneuver workspaces with thoughtfulness.
Tip 1: Review Covid-19 Safety Protocols
Policies and rules vary from business to business, so be sure to take note of all safety protocols provided by your employer prior to returning to the office. Pack an extra mask so that you’re prepared for situations such as offsite client meetings that may fall under different protocols than your workplace.
Tip 2: Avoid the “V” Topic
Returning to the office provides an opportunity to become reacquainted with colleagues and catch-up on life events. Conversations can quickly turn to vaccination status and it should be avoided. This is private medical information and intrusive inquiries are inappropriate. Likewise the oversharing of vaccination information can also make people uncomfortable.
Tip 3: Leave Your Tchotchkes at Home
Many companies are moving to open concept workspaces with unassigned seating. This can be a big adjustment for people who enjoy having all their creature comforts nearby. Also, refrain from encroaching on temporarily unoccupied desks with your overflow.
Tip 4: Embrace Meeting New Neighbors
These new open concept workspaces create a fluid community. While some may prefer the routine of seeing the same faces everyday, open concept seating allows for new connections and communities to grow so it is likely you will have rotating workplace neighbors.
Observing these general tips should help with the transition from remote work. Be sensitive to the fact that everyone’s level of comfort will vary (respect one another’s boundaries). Extend a bit of grace as we all continue to shift and pivot.
We’d love to hear from you. Please share your tips for transitioning from remote work in the comments below!
Make it a great day.
Show me a company that is not interested in hiring and retaining the best talent and I’ll show you a company that is about to go under.
Concerns over a lack of talent remain top of mind for companies that want an edge over its competition. According to a Gartner survey, CEOs around the world consider talent shortage to be the top emerging risk for their companies. That, coupled with Generation Z’s (Gen Z) increasing demands for a short time-to-hire, more face-to-face communication, and a high-tech hiring process, the competition for top talent continues to grow.
With that said, here are five things to know about this amazing demographic:
- They are ultra-focused and work efficiently. They’re not looking for a 30-year career with a company.
- They’re known as the “digital generation”— they are proficient and sophisticated in navigating through any kind of social media.
- They openly speak their truth to offer balance and goodwill to society and the workplace.
- Education is one of their core values. While it may not always take place in a traditional classroom setting, they seek innovative ways to learn and evolve.
- They believe in authenticity. If they perceive your brand is focused on only making money and not giving back to the community, they will call you out and offer suggestions on how to make the world a better place.
Focus on unconventional strategies to recruit Generation Z. They will be a valuable asset to your workforce.
Engage. Encourage. Educate. And, make it a great day !
Customer service delivery has become more complex thanks to a global pandemic. It is the customer who has leveraged control and has demanded a positive experience, not the company.
Nearly overnight, the COVID-19 pandemic elevated the importance of delivering fast and accurate digital experiences to customers who found themselves cut off from conventional ways of doing business.
According to a global study by ESI ThoughtLab and ServiceNow, a measly 27% of companies have transitioned from recruiting underperforming in-house talent to high-efficiency automated systems in order to deliver top drawer customer experiences (CX).
So, what’s at stake? Profitability. As you answer the five questions listed below, consider whether your responses match what’s in your pandemic plan, company core values, mission statement, and corporate culture philosophy:
- Has your team developed skills to create a digital customer experience (CX)?
- Have you identified the touchpoint that matters to your customers?
- Has your team aligned its objectives & key results (OKRs) with CX?
- Has your company consolidated data into a single customer view?
- How much progress has your team made toward providing a personalized CX (creating personas specific client demographics)?
The largest returns from CX initiatives come from positioning the right people, processes, and technologies in the right departments to deliver a superior experience time after time. According to ESI ThoughtLab and ServiceNow, almost 50% of global leaders reported a moderate to large ROI due to maintaining an efficient and personalized CX platform, versus only 22% for others.
You may have already implemented the necessary safety measures to protect employees and clients from further complications of COVID-19 and future disasters; however, it is also important to know that protecting and growing your small business is about finding ways to anticipate the needs of your clients and to deliver superior service with laser precision. Trailblazers constantly search for ways to implement state-of-the-art safety and delivery systems that will benefit both clients and employees as well as local and global supply chains.
Remember, clients are your “why”. Show them that you are in this for them and with them.
Make it a great day.
How to Attract Generation Z Talent
Generation Z is bombarded with online information at all times so companies need be sure that job postings capture and keep their attention. Job postings should be short, engaging, and mobile friendly. Adding short video on YouTube, Instagram, or Facebook that tells them about life at your company will grab their attention and prompt them to look closer at your company.
Here are three more ideas on how to attract qualified Gen Z prospects:
1) Provide growth opportunities. Dog-friendly offices and daily free lunches are not the magnet for Gen Z as it is with Millennials. Financial incentives and career advancements are the ticket that will draw them. In fact, according to LinkedIn, almost 60% of Gen Zers want to learn professional skills in order to make more money. They cite Entelo, a recruitment software company, as awarding all of its employee $1,000 each year to spend on continuing education and professional development
2) Gen Z expects workplace technology to be state-of-the-art and operate with optimal speed. According to Dell Technologies, 80% of Gen Z students aspire to work with cutting edge technology and 91% say technology would influence their job choice.
As artificial intelligence (AI) continues to invade our daily lives, workplaces need to determine how to keep up and make use the skills that young digital natives (Gen Z) possess.
3) Champion their independence and entrepreneurial spirit. According to ServiceNow, Gen Zers want:
Professional growth/learning opportunities: 37%
- Interesting and relevant work: 29%
- Remote work location/flexible work schedule: 25%
- Job security: 25%
- Worklife balance: 23%
- Reputation of the company as a great place to work: 23%
Keep in mind that Gen Z embraces, authenticity, truthfulness, and empathy…all the more reason that the foundation of your corporate culture and core values should be based on inclusion and belonging.
Make it a great day.