I have never regretted so much while changing so many jobs, that I am doing right now after being jobless and helpless. Apparently, I wasn’t aware that my job hopping will bring me to a stage where I have to justify for each and every job change in my entire career and that is quite painful you see. And now I feel had I been to one job or two, for that matter, my career would have been far more stable and secure.
Well, I am not here to crib about my past or present, but to help people know the cons of too many job hopping. In the recent past, big organizations have become very particular when it comes to job change and they prefer more stable employees. Even if the technology is very niche, people prefer to stay long in a company for visibility and better future. The major drawback of job hopping is that, you end up in the same designations for years together, if you change so many jobs and you won’t get an opportunity you want. And in search of a better opportunity, you end up putting your whole career at risk.
The major reasons of job hopping are salary, better opportunity, promotion, brand name and similar factors which lead to retention and frequent job hopping.
SO let’s discuss ways to prevent job hopping:
- 1. Prepare an impressive resume: When you know your resume will showcase you career history clearly, you have to prepare an impressive resume where all your flaws are invisible.
- Valid reason: You have to justify each and every job change that you have done. Only when you have a genuine reason, the employer tries to consider your resume otherwise, they will reject you upfront.
- 3. Discuss things clearly: We have already discussed the major reasons of frequent job changes. So before joining the organization discuss everything clearly like salary, stability, future and all the major things which matters to you and which can be a major reason of frequent job hopping.
- Stability: Juts like you want stability in your organization, similarly, the employer also expects the same and so when you have made up your mind about being stable in the organization, your employer will do their best to retain you and help you stay longer in the organization. You have to talk your heart out about the same. It should be a win-win situation for both of you.
So in order to prevent job hopping, one has to carefully handle the way they present their career history and try to get the best out of it. When you showcase your talent, every other thing becomes irrelevant and that’s what matters. Always be positive and move ahead with confidence and try to be loyal to your organization and get the best out of it.
Multi tasking has become indispensable to grow in an industry. Not only at workplace but, in every walk of life multi tasking is important to grow in the fast pace of competition. Earlier, work was allotted to people based on their capacity. However, in order to minimize the resources yet get the best result, people are trained in different fields and these results in multi tasking. The trend of multi tasking started from the BPOs and call centres, where an associate had to take calls at the same time resolve the issues and concentrate on customer satisfaction. Likewise, this trend has been taken forward and is followed in every organization.
Multi tasking helps in completing tedious tasks at ease and saves time and increases productivity at the same time. It helps in prioritizing the work and simultaneously concentrating on multiple projects. Having said that, sometimes, multi tasking can leave you confused and unproductive, if not planned and implemented properly. So it’s imperative that, when you multi task, avoid overdoing to finish the work early and end up leaving everything half done. To avoid any such complications, one has to effectively multi task:
- Plan your day: The most important way to effectively multi task, is to plan your day. A proper planning will help you complete all the work on time. Sometimes when you have loads of work at your desk, time is always insufficient. When you plan your day, you can easily manage time at the same time finish the work on time. So multi tasking in a planned way will help ease the work and increase productivity.
- Prioritize your work: As discussed above, proper planning will help you multi task easily, likewise, prioritizing your work will help you finish all the important work first and then complete the other not so important work later.
- Don’t be over confident: if you are good at multi tasking, it’s normal that you might feel confident and feel that you can finish all the work on time. And this over confidence can leave your work incomplete. This can lead to unproductively in your work.
- Don’t dawdle: When you have prioritized your work, try to finish on time, instead of procrastinating. As discussed above, overconfidence can dishevel all your plans and yon can end up dawdling your whole day. So don’t delay or postpone your work, because you are good at multi tasking.
- Don’t overdo: overdoing something, can lead you to confusions and stop the pace of your work. So even when multi tasking, do it at your comfort level and as per your calibre. So, anything overdone can wreck your image altogether and your boss might lose confidence on you if multi tasking.
So, all in all, multi tasking, if done effectively can help ease your work and finish it on time. But if, not planned effectively, can lead to a bad image altogether. In a way, multi tasking at a certain level, is always helpful. One should not cross the limit of the same and try to overdo in order to impress the boss and end up in poor productivity.
Whether in business or at work or in your personal life, people come across a situation, where it becomes difficult to take even the simple decisions in life and that is the point when, you feel helpless and lonely, you want to get over this situations as soon as possible, but your dilemma makes your situation worst. When you are mulling over a problem for quite some time, it becomes even difficult to take important decisions. So one has to take some decisions based on their personal experiences but not all personal experiences help in taking a great decision. SO one has to be very careful while taking some important decisions, because one wrong decision can bust your reputation altogether.
Let’s discuss some important point in order to sharpen our decision making skills:
- Real time scenario: Sometimes, while taking decisions, you have to think about occasions where you were stuck on something and how effectively you took a decision and keeping that in mind, take a decision. A great leader is one who takes decisions based on their personal experiences and looks into the pros and cons and then takes a decision which would be beneficial.
- Take pensive time: Sometimes, when you are surrounded by colleagues and boss, it’s difficult to concentrate on the pros and cons and take a decision. So take some pensive time alone in your cabin or somewhere you find solemnity, this is the best way to concentrate and then take decision.
- Ask for suggestions: When you have to take a big decision which you feel you would not be able to take alone, try to take suggestions from your team members and manager and then take a unanimous decision. Sometime, you might feel that taking some decisions is a piece of cake, but when it comes to implementing it, that may take a toll on your career. So it’s imperative that you work as a team and take decisions.
- Step by step process: Don’t jump directly into any conclusion and decide in a hurry. You know, you are given enough time to follow a step by step process. In order to take all the credit and then regretting later, it’s better to follow a procedure, jot down all the points in your mind and those suggested by your colleagues and then come to a conclusion and put your plan into action.
Even a small decision, when taken smartly, takes a different turn altogether, and it can be a turning point in your career. So never get nervous even if it’s a small or a big decision, instead think in a composed manner. Remember, any step taken in sudden impulse is going to bust your career and you will regret for a lifetime.
One has to face difficult and negative people at every walk of life. Especially working in the recruitment business, you have to face them almost every day. Your boss, your co-worker, your employees and as an HR, you have to deal with all kind of people and move ahead in your career. That is the trait of a true and hardworking HR.
However, how will you identify, who is a “difficult to deal with” employee, someone, who constantly complaints about the workplace or their co-workers, or boss, or the job itself. Sometimes, even the employer has to face the negative impact borne by these difficult and negative employees. Having said that, one can’t just get rid of these people because there has to have a reason to take any extreme step. And because the employee is difficult to handle, is no good reason. There are people who are always cynical about anyone and everyone in the organization. The moment they meet someone they have a judgement and they have a view for them and they live in that fancy views and ideas and refuse to come out of that and try to talk in a positive way.
Every individual has a different trait, some adjust to the environment and some constantly complain about the same. Let’s discuss ways of dealing with these employees in a professional manner:
- Don’t get carried away: When an employee comes to you to complain about anything, don’t get too carried away and start believing on whatever they say. Because these people have a great convincing power and they make you believe that they are being tortured in the organization. SO you can always listen to whatever they say and tell them you will help them, but learn to draw a line and give them the message loud and clear that, you cannot do anything against the rule of the organization, but suggest them to be positive, which is near to impossible for them. However, you can talk to your senior management about the same.
- Identify the problem: One has to understand the reason why a person has become so negative about a particular person or the organization. SO try to get into the route of the problem and get into their shoes and try to understand the reason behind.
- Talk positively: In order to defuse the problem, you have to adopt a positive attitude and try to always talk positively. When every time, the other person is negative and you are positive, his negativity might slowly diminish and they might take a positive attitude as well. However, this can happen the other way round as well, because negativity always takes a toll on positivity. So try to concentrate only on positive attitude and don’t let your mind divert from your point of view. Stand stiff and confident on your point of view and don’t get convinced by the other person.
- Identify areas of change: When talking to these employees, you will notice a common word or a sentence they will use on almost everyone. SO identify the mindset and areas where you can change them. And try to change their mindset and behaviour towards negativity.
- Stay calm and composed: When a person whines continuously about the co-workers or boss or organization, its mundane that the other person gets irritated and angry at the same time, so be a good listener and Stay calm and composed and do not react in a negative manner, always wear a smile and try to explain them your point of view.
However, one has to understand that there is no fire without flames. There may be some flaws which the other person recognized and that gave a negative impact on them. So try to dig deeper into the issue and try to find out the reason what has created a negative impact on that employee and suggest improvement on any flaws.
Lot of people are apprehensive working with a start-up company, majorly because they do not hold any brand like other big MNC’s do. Working with renowned companies is always a dream of an individual, but when it comes to visibility, growth and other factors, one has to wait for decades to get noticed and appreciated in large organization irrespective of how well you perform.
However, for some the name of the company is trivial, what matters to them is growth and long term commitment with the organization and so they prefer start-up companies over big organizations. Working in a start-up company is a learning curve and people tend to become multi talented for reasons that they have limited resources and so they come in front and initiate some of the work which is not their forte.
Having said that, there are lot of advantages of working in a start-up:
- 1. Growth: Before joining a company, the major factor which an individual looks upon is the Growth. Unlike large companies where one has to wait for decades before they get a promotion, small and start up companies has good growth exposure, for reason that being a small organization, the resources are less and so one might get promotions quite frequently.
- 2. Visibility: Working in a closed environment with limited employee strength, there is more visibility as compared to large organizations. In large organizations, there is less or no visibility at all for reason that too many employees are there and you effort gets unnoticed because of that. In start up and small companies, your work is recognized and rewarded in a very short span of time, which might take ages in a large organization.
- 3. Office culture and politics: When in large organizations, the culture is altogether different and office politics is quite prevalent. And one has to adjust to the culture in order to survive there. However, the culture in small organization is altogether different. Because of the limited strength of employees, the chance of politics or buttering and other tactics is quite lucid. So there is a huge difference when it comes to the work culture in a small and large organization.
- 4. Leadership: It’s a huge responsibility for an individual working in a start up company for reasons that your performance directly affects the reputation of the company as well as the clients. And so a sense of ownership and leadership is imbibed in you as soon as you join a start up. Also, one gets a chance to lead a team at an early stage which gives them more scope to grow and prove their calibre, which is not possible in a large organization.
- 5. Commitment: There is always a commitment issue when it comes to working in large organizations, may be because of the above reasons like growth, visibility, promotions and other factors which if goes against you, you don’t want to stay in that company for long term. At the same time, in start ups, because your work is appreciated and visible, you would want to stay longer in such companies and watch them grow in leaps and bounds.
- 6. Packages: Sometimes as compared to large organizations, the package offered in start up is more reasonable and acceptable. There is a cliché that in large organizations, they pay peanuts and make us work like slaves. However, in small organizations, the package also is as per market standards sometimes.
So, this is a debatable topic and one can’t come to a logical conclusion on which is better, but definitely there are some advantages as discussed above, which goes in favour of start up companies. Having said that, the large companies are also going that extra mile and taking steps for employee satisfaction which is a huge breakthrough for the reputation of the company, also for some people brand and name matters a lot and so they prefer large over small organization. In either case, there are some advantages and some disadvantages and as mentioned it is a debatable topic.
SO all in all, a start up is also not a bad choice and one can learn and grow a lot in these organizations.
Spending hours together in the portals and other sites to search for the best candidate for a particular position and once hired, if the candidate backs off at the last moment, it’s the most disquieting thing in the world. 80 % of the candidates do this. And when any such thing happens, the recruiter is back to square one and has to start from the scratch. At the same time escalations from the hiring manager and your boss is an inexplicable feeling. You just can’t help it but start all over again.
But, as a recruiter, when you have faced the situation N number of times, it is important that you take some measures to curb the last moment backing offs. Let’s discuss some of the measures that can be taken on this front, but before that lets point out the reasons of the last minute changes or backing offs:
- Better Offer: If a candidate has many offers in hand, it is up to them to decide on which offer they would go for and this could be one reason of backing off at the last moment. May be they got a better offer from a better company.
- No follow-up from the recruiter: The major reason could be, after the interview, if the recruiter doesn’t follow-up or be in touch and then at the last moment come out with the offer. The candidate gets pissed off, at the same time, makes up his/her mind to back off.
- Market conditions and salary offered: Any candidate when searching for the job also evaluates the market conditions and their market value and accordingly negotiates the salary. So if they feel that the salary offered is not as per their market value, they can take the offer but do not join.
- Unprofessional behaviour: An unprofessional behaviour on the recruiter’s side is also a reason for last moment changes. Talking to the candidate rudely, showing apathy, not responding to their mails or calls, could make the candidate feel disappointed and can reject the offer upfront.
It’s not always that the recruiters are to be blamed, because, there are times, when the feedback from the client itself is delayed and that in turn forces the recruiter to back off from any follow-ups.
Having said that, the recruiter has to go ahead and take some necessary steps to pacify the candidate:
- Back up: When you are not sure about a particular candidate’s joining status, always keep a backup of the same and any last moment changes will help you close the position on time without you being affected by the escalations and thrashings from your boss. So be proactive and always keep a backup of any position you are sourcing for.
- Follow-up: As discussed above, the major reason of the last minute changes of any candidate can be lack of follow up from your end. A smart recruiter should always keep in touch with the candidate and the client and always follow up on the status of the candidate as well as the status of the position. If any client or candidate for that matter insinuates their status as negative, inform the same to the either party.
- Building a Rapport: The major factor which can hold back a candidate to accept any other offer could be your building a rapport with them. Keep talking to the candidate frequently and ask them what’s going on, just initiate a casual talk and build a rapport which will hold back the candidate.
- Build a network: At the same time, get other contacts from your candidate and build a strong network, so that any such opening related to the same skill, will help you close the position fast.
The recruiter is the backbone of any company and so it’s your responsibility to meet the expectations of the client, your boss as well as the candidates. A proactive recruiter always follows a proper procedure and helps close the position on time. However, the last minute backing offs or changes from the candidate is mundane and one has to be careful and take measures to curb the same.
Not all organizations, go and take an extreme step for the under performers and fire the employees on the basis of their performance. One has to also understand the reason of an employee under-performing. Having said that, an employer is very careful when hiring the candidate and is very particular about their performance of work, the employee also tries to perform their best. So there has to be a reason of a sudden plunge in the performance of the employees. Their apathy towards work could be many reasons.
The employer should go that extra mile and try to understand the reason for such attitude and try to deal with them in a composed manner. Before going for a termination or dismissal of the employee, one has to understand and deal with the under-performers and try to find a solution:
- 1. The reason for under-performing: As mentioned above, there could be many reasons for the sudden drop in the performance. So try to find out the reason for the same whether it’s personal, health issues, or some issues at the workplace which is disturbing them. Once the reason is detected, it becomes easy to understand and deal with it.
- 2. Keep a check on the graph: You just cannot judge on an employee’s performance based on just once incidence. Check the overall performance throughout. Was he an average performer, great performer, or weak performer? If it was first 2(average or great) and then he has started under-performing, then that could be a reason to worry. If he/she has been an under performer throughout, then it is obvious that, there could be no other reason other than lack of interest and irresponsible attitude and so you have no other option but to take an extreme step.
- 3. One-on-one: The sign of a great manager is to sit down and talk about it with the employee. Instead of coming to a conclusion, a one-on one will help you dig into the problem and come to a solution which is not possible otherwise, if you just sit and anticipate the reason behind.
- 4. Expectation from the employees: Right at the time a person joins, he/she is made clear with the expectations. So there could be problem with the expectations, maybe it was not communicated or they were not clear on that front. So communicate the expectations from the employee verbally as well as in writing. So you are clear from your end that you did communicate.
- 5. We can solve it together: Throughout the meeting, keep this attitude that we can solve the issue together. A positive attitude from your side will give a positive vibe to the employee as well and they will also feel motivated to perform well.
- 6. Give them time: As discussed already, you cannot judge the performance of the employee just at once. After you have a discussion with them, give them some time and peruse the graph and see for any changes. If there is any improvement, your meeting was successful and you can vouch on them, if it remains the same, then you have no other option left.
SO all in all, an under-performer has to be dealt with like a child. You, as a manager, have to be an understanding parent and try to explain each and every circumstances of their under-performance and try to resolve their issue at the workplace in a calm and composed manner.