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#JobSearch : LinkedIn Executive Reveals New Features To Get Discovered. Secret: There are Three Things Jobseekers Can Do with Their Profiles. A MUst REad!

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Donning a black waistcoat and reclining comfortably in a corner chair edged against the floor length window of his San Francisco office, Rohan Rajiv, LinkedIn’s new Director of Product Management and the brains behind the candidate experience on the platform, was ready to spill all the details.

He had just recently released some ground-breaking features on LinkedIn to fast-track jobseekers’ success with the platform and was already witnessing incredible results and feedback. But Rajiv was no stranger to product management in the career development space. He had been in the business of designing and managing job-search-centered optimization products for over 15 years, with a rather brief sprint in between at a boutique management consulting firm.

There are now approximately 61 million job-seekers searching for roles via LinkedIn weekly, with eight offers to candidates every minute; and Rajiv, who leads a team of dedicated product managers focused solely on the job search experience, had tons of advice to share.

 

“Rohan, what tips would you recommend to job-seekers to become more discoverable on the platform?” I asked, leaning intently, to which down-to-earth Rajiv cheekily retorted, “Do you want the 30-second answer or the 3-minute answer?”

 

Well, 3-minute answer it was!  “The way I look at it,” he began, “there are three things jobseekers can do with their profiles.

“First, you need to create an identity so the LinkedIn community knows you exist and can reach out to you for opportunities. Second, you need to open your identity to a world of recruiters who are all using enterprise products to search for candidates. Finally, you can apply for jobs and express your interest tangibly. But it always begins with having a complete profile; that’s essential.”

The LinkedIn director explained that he and his team are focused on helping jobseekers tell the story of their skills, and therefore have made recent improvements that make it easier for these skills to be expressed and noticed.

“We’ve added features such as Top Skills in your ‘About’ section (this highlights 4-5 skills you most want to be known for). You can also add skills to your education, experience, and projects, to provide context.”

Gone are the days of trying to explain your transferable skills to recruiters. LinkedIn has done it all for you. Rajiv added that the new LinkedIn feature would ease customers’ fears about not getting hired. “The next thing is super unique to LinkedIn, and this really changes how you are discovered.”

 

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What Skill Sets Do You Have to be ‘Sharpened‘?

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Article continued …

He then introduced three game-changing tools on LinkedIn that are available to everybody, free of charge:

Open to work

“It’s a bit like raising your hand and shouting out ‘I’m here!’ isn’t it?” We both laughed and said the same thing simultaneously.

“Exactly,” he agreed, “and recruiters find this valuable. This increases your chances of receiving an InMail 2x.”

I had a nagging question I just had to get to the bottom of while chatting with Rajiv. What if one decided to turn the open-to-work frame on to just recruiters only? Will it still be effective?

“The frame adds a sense of urgency and gets the community involved; however the frame is not for everybody. It’s only beneficial if you want to amplify your intent,” he explained.

Resume visibility

“People can switch on a setting that permits them to make the details of their resume available to recruiters when they search for certain keywords,” Rajiv continued. “It will show keywords from both on their profile and resume.”

‘I’m Interested’

Rajiv’s face began to really light up and his eyes sparked as he announced his new product launch called “I’m interested,” initially released six months ago. I could tell this was his favorite feature by far, as he made certain to tell me this was something he was really excited about.

“This feature is for employers who want to grow their employer brand on LI; they have a button called “I’m interested” which allows you as a potential candidate to be in their talent pool. It has completed roll-out in May, and so far, we’re seeing a lot of traction and response from members and influencers on TikTok. It has really caught on, so now recruiters can hear back from people who’ve already expressed interest.”

But that’s not all.

Rajiv announced that there was even more in store for LinkedIn Premium members.

Turbocharge with LinkedIn Premium’s new features

“We have our free offering that is available to everybody and has significant value. But for those who choose our Premium offerings, we have a bunch of stuff that turbocharges success. For example, we now have AI assisted profile descriptions to guide you as you complete your profile.”

“There is also AI-assisted messaging for InMails to recruiters.”

By now my jaw had dropped wide open.

“This is still rolling out so you’re getting it hot off the press, no pun intended,” he added with another good-natured laugh.

Top Choice

“With LinkedIn Premium, you have access to a very unique feature called Top Choice. Top Choice Jobs gives job seekers the ability to mark a job as a top choice when applying through Easy Apply,” Rajiv continued,” signaling to recruiters that you have strong interest in a job they’ve posted and can increase your visibility. In fact – job seekers are 43% more likely to hear back from the recruiter for the jobs they are most interested in when using the Top Choice Jobs feature.”

Actively hiring

This tool is rolling out this month. Rajiv and his team are currently rolling out a new tool to Premium subscribers so you can now filter your people search by those who are “Actively Hiring” in or outside your network.

“But what about when you are about to apply for a job, and it already has 200 or 300 applicants? Are the numbers sometimes flawed? How accurate are those numbers?” I was curious to know.

“There are two kinds of ‘applies’ on LinkedIn; one takes you to a website, and the other is ‘easy apply.’ Easy apply is always accurate but the others may or may not have followed through with their application.”

As the interview wound to a close and Rajiv was within sight of his lunch break, I quizzed, “Is there anything exciting coming up with LinkedIn products that you’re able to leak to the public?”

Full of humor, Rajiv chuckled, “We are rolling out so many features so fast within the past six months alone, so watch this space.” Peering out into the window, the director’s passion for the LinkedIn community, was clear: “It’s a really special thing to come to work knowing we have a shot at helping people find work.”

Who knows what may be on our profiles six months from now?

 

Forbes.com | September 14, 2023 | Rachel Wells

 

#JobSearch : To Avoid Regretting A New Job, Ask These Two Questions During The Interview. Got Interview? MUst REad!

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It’s rare to find a recruiter or hiring manager that will disclose the unvarnished truth about what it’s really like to work at their company. Especially in tight labor markets, they’ll paint the rosiest picture possible to persuade you to join their team. But you need to be choosy and push for a peek behind the curtain to see what it’s actually like to work there.

That’s why you need to ask these two revealing questions:

  1. Could you tell me about a time when one of your employees had a great idea that improved the business?
  2. Could you tell me about a specific frustration experienced by one or more of your employees?

 

Let’s look at the logic and science behind each question.

The first question matters because the study The State Of Leadership Development revealed that only 27% of employees say their leader always encourages and recognizes suggestions for improvement.

If your future manager can’t give you a specific example of an employee having a great idea that improved the business, that tells you that either the manager doesn’t encourage new ideas or they don’t implement them. Either case is equally bad and should be a giant warning sign that you’re likely to be frustrated in your job (assuming you’re someone who generates good ideas).

Also, be wary of answers like, “Gosh, I really can’t give any specifics because the people here are always coming up with great ideas.” Generic and unspecific answers are just as bad as non-answers. If a manager is truly soliciting and implementing their employees’ ideas, they won’t have any difficulty finding specific examples. In fact, not only will they have examples at their fingertips, they should be eager to tell you all about the smart and creative people on the team.

There are also cases, although less common, where the manager does, in fact, implement their employees’ great ideas but selfishly takes the credit for themselves. But it doesn’t really matter why the manager won’t tell you specific examples; all of the possible reasons are bad.

 

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What Skill Sets Do You have to be ‘Sharpened’ ?

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Article continued …

The second question matters because the Frustration At Work study discovered that around 60% of employees say their frustrations at work are so severe that they want to look for other jobs.

There is no workplace on earth where employees don’t experience frustrations. But there are plenty of companies where managers don’t listen to, or fix, those frustrations. This question provides a simple test of your future manager’s candor, transparency and willingness to hear hard truths.

If the manager can’t or won’t disclose any of the frustrations their employees undoubtedly experience, it’s likely that they won’t take meaningful steps to alleviate your frustrations once you’ve taken the job.

These two recommended questions are mild enough that a good manager should have little trouble giving you detailed answers, and that’s the point. Your goal in the interview is to quickly and efficiently discover whether your future boss is a decent leader and someone for whom you could work. There are dozens of other issues that will affect whether you accept the job, like compensation, location, hours, titles, benefits and more.

But unlike the quality of management, those issues tend to be more transparently communicated upfront. Clarify them all, of course, but the manager issues will require a bit more explicit probing with the two questions.

 

Forbes.com| March 18, 2022 | Mark Murphy

#JobSearch : Career Reinvention Is About More Than Just Skills: 3 Areas Critical To Employability In The Future Of Work. A MUst REad for All!

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The future of work is here. And as Jack Kelly highlights in this sobering Forbes.com article, life is not going to be as comfortable as we remember it pre-pandemic and we must become self-reliant and entrepreneurial when it comes to our careers.

This may feel exciting for some and downright terrifying for others. What used to be a choice, is now becoming a guarantee: We will all need to reinvent ourselves multiple times throughout our careers to remain employable.

Those who resist may find themselves in an uncomfortable reality in the not-so-distant future. But even those who are ready to embrace the situation may not know where to begin.

Here’s how to remain employable in a volatile and ever-advancing market:

1) Reinvent expertise. This is traditionally how most professionals think about career reinvention. Building new skills through formal education, online courses, applied experience and self-created projects is a great habit and something all professionals should pursue.

Although some companies are leading efforts to upskill or reskill their workforces, this is still an emerging concept and most of those roles tend to be in technology fields where there’s a talent shortage. Since many organizations are not offering these programs or sadly, not proactively encouraging their employees to reskill, the onus is on the individual to drive this process. Here’s how:

  • Regularly take inventory. In today’s labor market, it doesn’t take long for skills to go stale, especially when it comes to technology solutions. While many employees go through some type of annual performance review, these are often rushed, unstructured and focused on the company’s performance metrics (vs. broader market skills). It will benefit you to review your accomplishments annually, update your resume and LinkedIn with new abilities, and identify any skills gaps that may exist. Specifically, take note if you realize that you’ve gained few new marketable skills in the last year. At the pace we’re moving, even one year with limited growth can set you behind.
  • Follow the market. Many employees focus on how to be successful internally at their organizations, which makes sense because this is likely what they’re measured on and where they earn a paycheck. However, make time to look externally as well. It’s easy to become myopic and the reality is what your company is focusing on may not be what the broader industry is doing. If your company is remaining stagnant when your competitors are moving forward, it may be time to take it upon yourself to upskill.
  • Make a plan. Once you’ve done your market and self assessments, take action. There are so many resources available today to increase your skills and knowledge, many low cost or no cost. Plan to take two LinkedIn Learning courses monthly, raise your hand to be on the board of an industry association, volunteer to lead the new retention task force your company is instituting, enroll in a business course at a local community college, select a new technology App or system to master. My favorite strategy is putting yourself into rooms where you’re the least qualified, which forces you to improve your skills while being surrounded by others who can help advise you. The list of possibilities is endless, but you need to schedule it and follow through. Most professionals have a lot of things competing for their time, so if it’s not a priority, it won’t happen.

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What Skill Sets Do You have to be ‘Sharpened’ ?

Article continued …

2) Reinvent brand. Whether or not you’re consciously building a brand, others observe what you do and develop their own conclusions. While you can’t necessarily control what others think, you can engage in behaviors that portray the brand you aspire to, and ensure the great work you accomplish is visible.

While you may balk at the necessity of this, you may change your mind when you realize the people around you who are landing stellar opportunities aren’t more talented or experienced, they just do a better job of broadcasting their skills and achievements. As Carla Harris points out in her book “Strategize to Win,” many decisions about your career are made when you’re not in the room, so if key decision-makers aren’t aware of your expertise, you will get overlooked, fair or not. Here’s how to create a visible brand:

  • Do great work. Whether in the boardroom or mailroom, building a trusted brand starts with being known as the person who gets the job done while being a role model to others in terms of work ethic, attitude and reliability. Create a strategy to measure your progress, even if it’s not a built-in aspect of your job (e.g., Sales, billable hours), and strive to improve your performance through building efficiencies, reducing costs or engaging creativity. What employers value more than anything today are employees who are agile, resourceful, and continuously learning. Regardless of your title, be that person and you’ll always land on your feet.
  • Create a visibility strategy. Doing great work is a must, but others need to know about it. If your organization is highly siloed, your manager tends to overlook recognition or your role doesn’t have a formalized measurement that ends up on a distributed report, it’s likely others aren’t fully aware of your contributions. Create a dashboard or scorecard for yourself and share it with your boss and team. Make it a habit to celebrate team accomplishments in staff meetings, including your role in the project. Volunteer for committees or projects that expose you to new colleagues and leaders so others become aware of your capabilities. Worst case, these steps may save you if your manager unexpectedly leaves or your company experiences a RIF, and best case, you may be hand-selected for a juicy new role. For more tips, click here.
  • Define your brand. Most don’t reflect on the question, “What do I want to be known for?” However, the answer to this is what defines the behavior guidelines for your professional brand. No, you can’t control what others’ think of you, but you can control your actions, which give others the criteria for making a judgment. If you want to get a promotion, show up to meetings on-time, prepared to contribute and ready to display leadership qualities like recognizing contributions and offering ideas. Knowing your goals and what attributes define someone who is successful attaining those goals will inform your actions, which others will notice. Take time to define your brand when you’re starting a new role, project or team. Then, determine the behaviors that make someone effective and exhibit them. Follow through on your social media and how you introduce yourself.

3) Reinvent connections. Your network is likely constantly evolving through work, community and social connections, even if you’re not putting too much effort into it. Imagine what could happen if you invested just a bit more?

More than anything, your network is the lifeline to career opportunities. Up to 70% of jobs are never posted, which means the only way to learn about them is through a connection, and 98% of Fortune 500 companies use Applicant Tracking Systems (ATS) according to Jobscan, which often weed out 75% of applications before they reach the recruiter. Unfair? Yes. The Covid-19 pandemic highlighted what we already knew: job security is a myth and even stellar performers are susceptible to a deflated economy. So, while reinventing your skills is a fantastic start, great performance can get you only so far. The rest is about who knows what you know. Here’s how to reinvent your network:

  • Take stock, then take a step further. You already have a great network, but you may not have thought about it. Go through your email, texts, Venmo, social media and other contact lists to learn more about the network you already have. Are you connected online? Have they changed jobs? Do they know your target? What could be learned from a 15-minute phone call? The people in your network are constantly evolving, so don’t underestimate their value in your reinvention. Reach out, share your current career goals, and be curious about theirs. You may just find that you can mutually benefit one another’s careers in a way you hadn’t imagined. See here.
  • Branch out. If you’ve been growing your network organically, it may be time to get more strategic. In this article, Herminia Ibarra describes a method for auditing your connections and ensuring you’re being thorough in your outreach. For example, are you networking in diverse groups outside of your normal circles? Have you considered who you’d like to meet to get to the next level of your career and started to follow their work? Much of what makes networking successful in the moment is planning ahead and giving yourself a lengthy runway to develop the relationship, so start before you need it.
  • Make it a habit. Like exercise and healthy eating, networking and building connections needs to become a way of life to be most effective. In the same way cramming in a few Peloton sessions won’t help your cholesterol numbers one week prior to your health checkup, reaching out to new contacts when you’ve just lost your job won’t quickly solve your employment woes. Your best bet is to first consider most people you meet a valuable part of your network. Connect with new colleagues on LinkedIn. After attending a webinar, reach out to thank the panelists and organizers. On you next Zoom event, jot down a few people you’d like to get to know better and follow up. Next, implement Ibarra’s strategy of proactively diversifying your network with industry thought leaders, diverse cultures, geographies, ethnic and age groups, and some super connectors. Once you start building outreach into your routine, it’ll feel like you’ve forgotten something if you don’t engage.

 

While two-thirds of Americans believe technology will eventually take over about 50% of current roles, over 80% of those same people believe their roles won’t be impacted. We need to face reality. Our careers will morph and change with innovation, which is moving at an accelerated pace, and no one is going to manage your career as well as you.

Happy hunting.

 

Forbes.com | October 20, 2020 | Dawn Graham 

#JobSearch : A 7-Step Job Search Plan To Beat The Tough Economy. A Seven Step Job Search Plan that has Gotten Results!

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Job searches go faster when job-seekers first take a step back to plan strategically. And careful planning has become even more important during these challenging economic times. Think of it this way; your “job” in a job search is to be a world-class consultative salesperson, for yourself. So do what the best salespeople do: plan carefully first, to get the highest return on your time investment.

Here’s a seven step job search plan that has gotten results for my clients, and that any great salesperson would appreciate. 

1. Start with the audience. Define your audience using two parameters so that you can understand and market to them effectively. Vary one of these two parameters and your pitch needs to change to resonate with the new audience:

  • The position description, including the level. “Finance” doesn’t cut it; “Chief Finance Officer” or “Financial Analyst” does, because of the very different ways you need to sell yourself for each of these roles.
  • The type of organization, including the industry, for profit vs. non-profit, startup or global Fortune 100, and so forth. For example, a CFO at a startup will be expected to pitch in beyond their finance role more so than would a CFO at an established global company.

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What Skill Sets Do You have to be ‘Sharpened’ ?

Article continued …

2. Craft messages that will resonate with your target audience in your resumes, LinkedIn profile, emails, cover letters, and your networking and interview pitches. Which keywords, phrases, skills and experience would gain their interest? Find out by researching a) the words and phrases used in job postings, b) the LinkedIn profile content of those that do what you want to do, c) online publications for your field, d) blog posts and articles of relevant thought-leaders, and e) the “Investors” section on public company websites.

3. Make sure your target audience is big enough. Does your job target have enough potential so that your search won’t become a years-long odyssey? By “potential,” I mean the number of positions that exist, whether open or filled. You want to fish in a sea with a lot of fish so you’re more likely to catch one! Try to target roughly 200 potential positions, to help ensure you can complete your search in two to four months.

For example, a client was looking for a Chief Marketing Officer role at mid-sized technology companies in a remote part of the U.S. and identified 13 companies that met the definition. She thus identified only 13 potential positions, since each of these 13 companies has only one CMO.

This small number implies a very long search given that most positions will be filled, and for those that are not she would be competing with lots of candidates. She was ultimately able to target roughly 200 potential positions by expanding her geography, the types of roles she was willing to accept, and the industries to which she was open. And she did in fact land a role about three months after expanding her audience.

4. Prioritize your valuable job search time. Plan to spend 80% of your time on the “active” marketing channels that are getting my clients (and my colleagues’ clients) roughly 80% of their interviews: networking (that is, getting introductions) and cold-calls/emails. Spend the remaining 20% of your time on the “passive” channels for getting interviews – job postings and search firms.

5. Think broadly about your network, then plan how you want to reach out. Aim to let at least 200 people know about your search. Include family, friends, colleagues you haven’t spoken to in years who might be open to helping you, former classmates, your neighbor and so forth. One of my clients landed an interview after reaching out to a former business school classmate she hadn’t spoken with in 17 years. This is typical.

Then segment your outreach by those who will receive a) a mass “Your help requested” email vs. individual emails, b) a highly personalized vs. templated email, and c) an informational meeting request vs. a referral request or simply an update on your job search.

6. Create a one-page marketing-plan document. Plan to share this document with those who are well connected in your field, as it will make it easier for them to help you. Consider emailing the document prior to, or even during, an informational meeting. In the document, include a) your job target, b) how you can help/what differentiates you, and c) a list of the better known organizations that you’re targeting, with the hope that they’ll more likely think of someone they can refer you to if they see the organization names.

7. Set up your contact management system. You’ll want to keep in touch with everyone in your broadly defined network so no opportunities pass you by. To do so, you’ll need to keep track of, and schedule, your individual outreach efforts.

Whether your system consists of a simple spreadsheet (like most of my clients) or something more sophisticated, every contact should have “next action,” “date of next action” and “priority” fields next to their name. This way you’ll always know what to do on a given day and ensure no opportunities slip through the cracks. Adding a “last action” field is also useful to see how you have been spending your time. Click here to download an example of what this spreadsheet might look like (customize to make it work for you). Plan to follow up with everyone in your system every three to six weeks.

Jobseekers often struggle with what to say when keeping in touch, and I routinely get asked about this. Here’s what to say.

 

Forbes.com | October 21, 2020 | Robert Hellmann 

How To Get A Great New Job In 2020. #CareerAdvice, #JobSearch, #MustRead

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Let’s dispense all formalities. You want a new job because the one you currently have is going nowhere fast and doesn’t pay nearly what you’re worth. Your boss is an overbearing micromanager, senior management is clueless, job cuts are looming and you are sick and tired of your backstabbing co-workers.

Consider today as the beginning of your new year and start your search right now. Don’t procrastinate your job search until January, as January will soon become February, then March and you’ll never get started.

Both the year and decade are coming to a close. Now is the perfect time to do something constructive and meaningful with your work-life. If there is no upside where you are, then it’s time to move on to a better, more well-paying job where you’re appreciated. There are two major things to focus on—your mindset and the nuts and bolts of the job search.

The first thing you must do is get your act together. One of the biggest problems that job seekers have is that they carry around a lot of baggage. They are angry with what’s happening at their current company and frustrated over being treated so shabbily.

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What Skill Sets do You have to be ‘Sharpened’ ?

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When people feel resentment and bitterness toward their current job, company, co-workers and managers, it’s painfully obvious to others. The people involved with the interview process sense the hostility and it is off-putting. Intellectually, they understand that you’re in a toxic environment. However, the hiring manager and others involved with the interview process don’t want to inherit any potential problems. They’ll think that it’s you and not the fault of your manager and co-workers. It’s not worth the risk of figuring out who is right or wrong. The hiring personnel will politely pass on your candidacy and move on to other applicants.

It’s imperative that you work on yourself before you start looking for a new job—even if you are relatively happy with your current position. You need to build a positive attitude and mindset that radiates confidence. Put any bad feelings and animosities behind you. Don’t carry it around like a weight on your shoulders. Start out your search with a clean slate. Forget any regrets, ill will or resentment that you may be holding onto. You want to exude positivity, confidence, drive, enthusiasm and motivation.

Start to think positively about yourself and your future. Think of all the good things you have in your life and all the times you’ve succeeded. This will greatly improve your mood and suppress any negative thoughts and actions. People will pick up on it and you’ll gain even more confidence. When you interview, you’ll emanate a positive aura. Interviewers will like you more, as they want to hire and work with upbeat people who project the ability to get the job done. This mindhack will radically improve your chances of getting hired.

Once you get into the right mindset, the next thing to do is focus on the basics. Start hitting the job boards to see what’s out there. Send tailored résumés to jobs that seem exciting and you know that you possess all of the requisite skills and experience. It’s fine to reach a little for a higher-level job.

Spend some time researching the companies that would be a natural progression for you to go next in your career. Investigate them to determine if they are doing well or not. Check out the company’s career page for its job listings. Ask around your network to see if anyone has a connection with the company and whether or not they can make an introduction for you.

Scour LinkedIn to find the decision-makers, possible hiring manager and human resources or talent acquisition professionals. While you’re at it, take a fresh look at your LinkedIn profile and make any necessary changes and enhancements. Do the same with your résumé.

Reach out to recruiters in your field of expertise. Ask trusted colleagues what recruiter they’d recommend. If you know someone who has gotten a great job, ask them for the name of the recruiter they used. See if these recruiters have relevant jobs posted on their site and online. Let them know the jobs you’re interested in and explain why you’re a perfect fit.

If you haven’t searched for a while, spend some time developing an elevator pitch. This is the art of telling your story in an enthusiastic, concise and compelling manner. When you interview, you’ll be focused and have a tight narrative describing who you are and why you are great for the job.

The combination of having a strong, positive mental attitude, coupled with rolling up your sleeves and working on the interviewing basics with immediacy, will help you land a great job in 2020.

 

Forbes.com | December 9, 2019 | Jack Kelly

 

#Leadership : #MangingPeople – Why Companies Should Stop Trying So Hard to Make their Employees Happy. A Must REad for Every #Manger !

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Companies often promise their employees happiness to attract and retain the brightest talent—but in reality, if you want happy employees, you need to hire happy people.

The thing is, happiness isn’t a one-size-fits-all solution and is extremelydifficult to deliver. Offering perks like free yoga in the office, catered lunches, or gym reimbursements could theoretically make some employees happy. However, it may not mean anything at all to those who value flexible work programs or better learning opportunities.

Guaranteeing your employees happiness will result in an ongoing uphill battle. There will always be individuals in the organization who are unhappy, no matter what the company provides in terms of perks and benefits. To create a great workplace environment, you need to make a simple paradigm shift. Stop trying so hard to make your employees happy, and focus on their satisfaction instead. Here are three ways that you can do that:

1. GIVE YOUR EMPLOYEES OPPORTUNITIES TO GROW AND DEVELOP

Employees won’t be engaged unless they’re doing meaningful, challenging work. That goes beyond leveraging their skills and knowledge in the current role.

You might argue that just like happiness, “meaning” is a subjective thing that differs from employee to employee, and you would be right. However, there is a way for you to cultivate this kind of environment. As Stephanie Vozza previously wrote for Fast Company, you can remind your team why their work matters in the context of bigger organizational goals. As Bill Donoghue, CEO of the training provider solutions Skillsoft, told Vozza, “Every individual needs to feel a sense of ‘I matter,’ that showing up every day makes a difference.”

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2. CREATE A CULTURE OF CONSISTENT FEEDBACK

Of course, you can’t help an employee grow without understanding their goals, as well as their strengths and weaknesses. That’s why you need to ensure that there is a culture of continuous feedback.

Don’t create the expectation and practice that feedback only happens within the confines of an annual review. This kind of structure makes it drastically less effective and creates more anxiety than improvement. According to a 2016 survey by data firm Clutch, 68% of employees who receive accurate and consistent feedback feel fulfilled in their jobs.

Creating this kind of culture goes beyond instructing your managers to do so. You need to establish transparent processes and guidelines, and train managers so that they’re aligned and consistent in how they approach the employee experience.

Feedback shouldn’t be a one-way street either. Employees need to be able to provide feedback up, down, and across the company, and they need to have the opportunity to share their ideas for improvement with the company. Employees that feel their voices are heard are nearly five times more likely to feel empowered to perform their best work, according to a 2018 Gallup survey. When companies encourage employees to take an active role in their own growth and development—as well as contribute to the development of their manager, peers, and company culture via feedback, they will naturally feel more invested and engaged.

3. FOSTER A SENSE OF COMMUNITY AND BELONGING

The third pillar of employee engagement centers on creating a strong sense of community, belonging, and support within the workplace. Companies should make it easy for employees to connect with those who have similar interests or experiences—like creating affinity groups for women in tech or new parents. While the company can’t possibly form and manage all of the employee interest groups that people want, you can provide a platform for employees to do so organically.

Many companies spend time and effort trying to bring happiness in the workplace—but they’re putting their focus on the wrong thing. Companies should strive to maximize employee satisfaction. When you create an environment where employees feel engaged, you’ll probably find that happiness comes naturally.

Author: Deena Fox is the CEO and Founder of Brightfox.

 

FastCompany.com | July 21, 2019