It happens. Sometimes, you interview for a job, get the job, start the job, and . . . find out that the job isn’t exactly what you thought it was.
When it does happen, what should you do? What can you do? Well, what you should NOT do is act impulsively or brashly. Instead, use a steady and measured approach that focuses on the long-term health of your career and not a quick fix to your present circumstances.
Below are five steps to take when your new job isn’t what you expected:
#1—Fully assess the situation.
What specifically about the job is different than what you thought it would be? Are these differences the result of a miscommunication or misunderstanding? If so, how did it happen? If they weren’t, what was the cause? And the most important question: how do the differences impact your attitude about the job and your future in the position?
#2—Consider additional training.
Perhaps your new position requires skills that you don’t fully possess. Maybe you need a certain skill set that you didn’t realize you needed. What if you took proactive steps to undergo training in these areas? Would that alleviate the anxiety you feel? If you like everything else about the job—your boss, your co-workers, and the company itself—then perhaps making an adjustment in this area alone will turn a potentially troubling situation into a more palatable one.
#3—Speak with your supervisor.
This may be unavoidable. However, if you choose to speak with your supervisor, be sure to approach the issue carefully. You want to frame it in a way that shows you’re looking for solutions and not just venting about a problem. Present your concerns, ask for suggestions and guidance, but also be prepared with answers of your own. Your supervisor will be much more receptive to what you have to say if you present your concerns in a “team first” fashion instead of a “me first” one.
#4—Look for growth opportunities.
Can you turn this situation into a positive one for you and your career? People who are able to find opportunity in the midst of adversity are people who are usually the most successful. Can you make this situation work? Can you make it not only work, but also work in your favor, helping you to branch out and grow both personally and professionally.
#5—Increase your networking efforts.
Networking is a crucial component of all job searches, and if you’ve reached the end of your rope with this position, then renewed efforts are recommended. (Actually, networking should be an ongoing process, although it’s human nature to slack off when you’re employed.) While networking, though, resist the urge to say anything negative about your current situation and especially about your employer.
Have you ever found yourself in this situation? Are you in this situation now? Are you ready to take the final step and seek out a new job altogether?
Hiring people, in and of itself, is not the most important thing that a company or organization does.
Hiring the right people, though, might very well be most important (followed closely or superseded by retaining the right people).
However, it’s not enough to hire one or two great people every once in a while. No, to ensure that your business continues to grow and expand the way you’d like, hiring great people should be one of the hallmarks of your organization.
A chain is only as strong as its weakest link, and a company is only as strong as its weakest employee. That’s why your employee chain should be strong all the way across, with no weak links in sight.
With that in mind, below are five tips for consistently hiring great people:
#1—Write the best, most detailed job description possible.
You can’t find what you want (or who you want) until you know exactly what (or who) you want. The job description isn’t just for job seekers; it’s also for those who are looking to hire. If you have a muddy or indistinct job description, then you have no right to complain when you can’t find the right candidates.
#2—Hire for the cultural fit, too.
Yes, the person must possess the skills and experience necessary to carry out the duties of the position. But how well do they mesh with other members of the team? Will they contribute to a positive company culture? Or will they be a “cancer in the clubhouse,” as the sports saying goes?
#3—Solicit referrals from existing employees.
If you’ve already hired great employees, then it stands to reason that those employees might know other people who could also turn into great employees. Every organization should have a formal referral program that rewards employees for helping you hire the best candidates possible. Your next great hire could be just a conversation away.
#4—Seek out self-motivated individuals.
NFL Hall of Fame coach Chuck Noll of the Pittsburgh Steelers was not one for giving motivational speeches. When once asked why this was the case, he said, “If I have to motivate you, I’ll fire you.” Motivating employees takes time, energy, and money. Why waste those precious commodities if you don’t have to? Instead, hire people who motivate themselves.
#5—Hire passionate people.
Let’s face it: some people are more passionate than others. In the majority of cases, those who are passionate are more productive—in all areas of their life. One reason is that they’re more likely to be self-motivated (see #4). In addition, their passion and enthusiasm can influence their co-workers, and before you know it, more people within your organization are displaying an optimistic attitude.
How many of these tips does your organization employ when hiring people? If it’s not all of them, which ones do you need to implement?
First, we presented “8 Networking Opportunities You Might Be Overlooking.”
Then we followed that with “9 Tips for Making Your Networking Efforts More Effective.”
Now we’re back with even more networking advice. This time, though, we’re going to take a step back and address networking from a broader perspective.
Combined with the other blog posts listed above, this will help cover the “who, what, where, when, how, and why” of networking. The more bases you can cover, the better able you’ll be to leverage your networking efforts and translate them into greater career success.
Below are four “big picture” tips for improved networking:
#1—Remember that networking is a continuous process.
This is one of the easiest things to forget and one of the most difficult tips upon which to act. This is especially the case if you have a job and/or you’re not particularly interested in looking for a new job. While it’s human nature to “slack off” in this area, this is not a good habit in regards to your career. You should always be working to some degree to increase your networking reach and develop deeper professional relationships.
#2—Identify and articulate your overall goals.
You might have goals for the individual networking events that you attend, but do you have an overall strategy? Perhaps you want a better job than the one you have right now? Maybe you just want a job, period. But what type of job? With what kind of company? It’s important to be as specific as possible about your goals, because that’s how you increase the chances that you’ll reach them.
If you only remember one thing about confidence, remember this: confidence attracts people. It’s true in the dating world, and it’s also true in the world of employment. You want to make a good impression and you want to be memorable. One of the best ways to do this is by coming across as a confident person. You can display your confidence both during face-to-face networking encounters, as well as through virtual or social networking.
#4—Properly align your priorities.
What does this mean? It means that the #1 goal of networking is networking. You might be unemployed and looking for a job, but that doesn’t mean you should ask people for job leads the first time you interact with them. Even if you have a job and you’re looking for a new one, don’t push your agenda on other people. You want to attract them to you (see #3), not repel them. Make the act of networking your priority, and the rest will follow.
Time Staffing Inc.