Express Gratitude, Offer Praise Open and Honest Communication at Work - Your Career Intel

Express Gratitude, Offer Praise Open and Honest Communication at Work - Your Career IntelThis is parte two of a three part series In last weeks blog I talked about the importance of creating a culture that aligns with the companys mission and the benefits of a mentorship program.This week, I shift my focus to creating open and honest communication channels and expressing gratitude. If you havent read the first post, you can read it here.Why is Open Communication Important at Work?Create Open Communication Channels. Creating fluid channels of communication among management and employees fosters relationships built on trust and credibility. Institute weekly 11 meetings with all kollektiv members, and spend time with each person on your team, not only the high-performers. The consistency of the meetings will encourage conversations and welcome feedback dont wait for the annual review.Discover the Drivers. Just as a well-oiled machine comprises many parts effectively working together, e ach with different functions and responsibilities, so too is a team of individual contributors. Understanding the unique qualities and traits that differentiate each employee on the team, and what drives each of them to reach their potential, extends beyond the routine of competency profiling. Team members may thrive in different environments if given the opportunity to do so. It is through the keen understanding of what drives and motivates each individual that will spur ultimate team cohesion.How to Express Gratitude at Work?Express Gratitude, Offer Praise. A simple, yet genuine thank you or a proverbial pat on the back goes a long way in keeping employees engaged. Motivationdoesntnecessarily come in the form of monetary compensation praise and commendation creates a sense of awareness that as a manager, you notice and value the individual efforts of your team. Essentially, a more gracious and polite workplace is appreciated by all.In my third and final post in this series, Ill a ddress the challenge employees face in balancing their work and personal lives. In my experience as an executive recruiter for Lucas Groups Human Resources Practice Group, I understand that its critical to invest time and resources into a structured training program.

How To Ask For A Pay Raise Without Fear

How To Ask For A Pay Raise Without Fear How to Foil Your Pay Raise FearsIf youre afraid to ask for a pay raise, you certainly arent alone. Thats a finding from my Womens Pay Raise Survey.Look at These Lists of FearsThe Womens Pay Raise Survey has this open-ended item In one sentence, state your biggest fear about asking for the raise you deserve.As you skim the small sample of responses below, notlageice how many women reveal a concern about how theyll be perceived for asking. Some used the words greedy, pushy, ungrateful. Many are afraid of rejection or even getting firedFearsThat my manager will think Im being greedy and ungrateful.I dont know how much to ask for and worry that it will mean I have to work 24/7 to deserve it.Being denied. That would feel so embarrassing.Limited knowledge about how much to ask for.Scared they will be offended and that I dont have enough supporting evidence.Fear of losing my job and creating a negative rapport with my manager.bedrngnis getting itThe u npleasantness of thinking about the meeting.Being turned down.mora FearsWhat if I get fired?I worry that asking will have negative repercussions.Feeling like I have to justify it and that they wont agree with my justification.Im worried that there will be negative consequences to asking for a pay raise.Being denied and then continue doing all my manager asks without compensation.Being perceived as pushy, greedy, not a team player or ungrateful.They will say no.Being seen as greedy or pushy compared to other employees.I was not successful the last time, but truthfully I was not prepared. Nonetheless, I am afraid of being rejected again.I have never gotten the raise I asked for that always makes me feel greedy and undeserving.Asking for too much.And More Fears That I wont be seen as brave, intelligent or worthy.Im afraid that asking for a raise will make it seem as though Im only interested in the money and not my actual work.Afraid Im not asking for enough.That they will look to get rid of me.Fear that Ill ask for more than whats considered reasonable.Starting the awkward conversation and knowing how much I want to be paid.I am most afraid of not knowing how much to ask for and not having the right language to use to ask for it.Do you share similar worries when it comes to asking for a raise? If so, I encourage you to take a longer-term perspective of getting a raise. Let me explain.Realize the Source of Your FearsSome of behauptung fears reflect womens concern about the relationship involved. In fact, fear of disrupting relationships keeps women from negotiating.You know that saying, Its business. Its not personal. Well, its usually men who are saying it With women, everything IS personal. Its all about the relationship. So...They go along to get along.They dont want to rock the boat.They dont ask.And for a lot of women, a strong need for approval keeps them from asking for something they want. Or they have a harsh inner critic that says you cant ask or you sh ouldnt ask.Sound familiar? These are the kinds of challenges women face as they think about asking for a raise. And some of them are rooted or reinforced in the short-term view of asking for a raise as an isolated event.Take the Long-Term ViewIn contrast, if you take the long-term view, if you demonstrate and communicate your value all year round in a way thats not pushy, then theres no reason to think youll be perceived as pushy at the time of your Performance Review.Why? Because its not a part of your personality the rest of the year.If youre building solid work relationships, trust, and social capital at the office, youre building value there, too. Those assets dont melt away at the door when you step into your Performance Review meeting.My point is, if your year-round patterns of behavior, attitudes and speech at work are not high-maintenance, not mercenary, and not aggressive, theres no reason to think youll be perceived that way at your Performance Review. Does that make sense ?Pat Katepoo is the founder of raise with confidence. Request your This article was originally published in the Pay Raise Prep School Library and is republished with permission.Fairygodboss is committed to improving the workplace and lives of women.Join us by reviewing your employer

Finding the Best How to Select Resume Writing Service

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