It's been well documented that one of the reason that people are dissatisfied with their job is that they're not recognized enough (or at all) for the value they provide to their employer.
There are, of course, things that you as the employee can do to change that. As you might have guessed, a better performance is one of those things. However, for the purposes of this blog post, we're going to assume that you're already a good employee whose performance speaks for itself.
So how can you tackle this problem outside of your already positive performance? Below are four tips for receiving more recognition in the workplace:
#1-Network and interact more with others.
When you interact more with other people, those people will be more aware of the work that you're doing. And if you're doing exceptional work - and once again, we assume that you are - then they will be more likely to tell others about what you're doing. And then it's only a matter of time before management hears about you.
#2-Participate and get involved as much as possible.
This is another way to gain more exposure. Volunteer for projects and group activities. Not only will this help to elevate your visibility, but you'll also be in a better position to achieve the first item on our list, which is to network and interact more with others.
#3-Focus on what matters the most to achieve the desired results.
A great way to gain more recognition is to make what is most important to your employer more important to you. Your employer, of course, wants a healthier bottom line. As a result, you should be focused on helping to create that healthier bottom line. And when you do, you'll increase the likelihood that you'll be recognized for your efforts.
#4-Be a self-promoter (when and where appropriate).
We're not suggesting that you brag and/or become boastful. However, some people are a bit shy and timid. They're not comfortable with attention. Well, you can't get more recognition without the attention that comes with it. (Tip: social media is a possible avenue for self-promotion, if it's done appropriately.)
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Take, for instance, this testimonial from a job seeker who found a new job through Time Staffing:
"[I] had excellent service from Stephanie and would definitely recommend [Time Staffing] to anyone seeking employment."
Are you currently engaged in a job search? Then Time Staffing can help!
Contact us today to find out about the employment opportunities that are available in your chosen field.
There are many ways for companies and organizations to improve performance and increase profits. Increasing the productivity of its employees is one of those ways. However, that's easier said than done.
While some strategies for increasing production center on group approaches, analyzing employees on an individual basis also provides opportunities for improvement in this area. One of the reasons is the fact that employees are different. What motivates one employee will not necessarily motivate another.
Not only that, but employees' learning styles are also different, as is the value that they provide to the company. That's why an individualized approach oftentimes works better than a broad group approach.
With that in mind, below are six questions for helping employees to become more productive:
#1-What are the employee's strengths?
What are the reasons why the employee is productive in the first place? How can their strengths be put to better use in order to increase productivity?
#2-What are the employee's weaknesses?
Obviously, the focus should be on identifying these weaknesses so they can be mitigated and even eventually transformed into strengths. The more strengths, the more productive the employee will be.
#3-What does the employee need in their position to be more productive?
The employee might need more tools or different workplace surroundings. Are there distractions in their work space that need to be eliminated in order to increase productivity?
#4-Does the employee have more bandwidth?
Could the employee conceivably be doing more of the things that matter the most? If so, which things need to be eliminated? How would the elimination of these things contribute to more productivity?
#5-What is the employee's potential?
What is the "ceiling" on this employee? Under the ideal circumstances, how far could they rise in terms of productivity and in terms of their standing within the company?
#6-What immediate steps can be taken?
Now that you've done your analysis, it's time to take action. Hopefully, you've been able to answer all of the questions posed so far. Take those answers and implement them for maximum results!
If you need temporary or direct employees for your workforce, then Time Staffing can help! We have experience identifying and screening top-notch candidates in numerous fields for a variety of employers. Our goal is help you hire the right employee at the right time to get the right results.
However, you don't have to only take our word for it. Take, for instance, this testimonial from a company that successfully found new employees through Time Staffing:
"Time Staffing is always responsive. There is always somebody in the office to address concerns."
Contact Time Staffing today to find out more about our placement services for employers!
Time Staffing Inc.