Ever felt a lack of confidence at work?
Would it not be helpful if you could boost confidence in your skills and abilities in the workplace?
Here are some tips you can use at work to boost confidence in yourself.
Positioning Your Business for Success In 2023
January is the perfect time to reflect, regroup and set yourself up for success in the new year.
To help with that, here are 5 things you can do to set your business up for success in 2023.
Top 5 Secure Computing Tips
You are a target of hackers, don’t ever say, “It won’t happen to me.” We are all at risk and the stakes are high. By following the tips below and remaining vigilant, you are doing your part to protect yourself and others.
How to find a career you enjoy
The career research group 80,000 hours reviewed 60+ jobs to find what makes for a dream job
Here are the 6 factors they found
1) Work you’re good at
How do you find out what you’re good at? Ask yourself:
What parts of your job come easy?
What do people approach you for help with?
When were you most productive in your career?
What type of business problems do you solve best?
2) Work that helps others
What problems do you care about solving?
You don’t need to be a hero. Focus on your interests.
If you like baking, solve people’s hunger with loaves of bread.
If you like entertaining, solve people’s boredom with comedy.
3) Fair pay
Before applying for a job:
Know your worth and have a walk-away number. To find the fair pay range for any job :
Review job listings that publish salary
Talk to industry-specific recruiters
Talk to your peers
These steps will prevent you from being underpaid.
4) Engaging work
To be engaged at work-do more of what you like and less of what you don’t like. List out: What you like best about your work
5) Supportive colleagues
The influence your manager has on your happiness cannot be understated.
6) Work that fits your personal life
Define your non-negotiables and request them as part of the job offer.
This could be a 4-day work week, time off for the school runs, hybrid working, etc.
Define what your perfect workday looks like and be relentless in your pursuit of getting it.
And that’s it. Wishing you the best of luck!
Hiring season is approaching are you ready to compete?
If you’ve been considering leaving your current job, going back to work after a break, or transitioning to a new industry, NOW is the PERFECT time to begin preparing to ensure a successful job search.
According to multiple studies, the most popular hiring months are in January and February.
So to ensure you are ready to compete once the positions are posted, there are a few things you should start doing now to prepare.
To start – redefine your core values as the new year approaches. Get very clear on your next move, so that you can act with intention as you begin your job search.
Next, be sure to update your LinkedIn profile.
Your LinkedIn profile should be just AS STRONG as your resume because it’s just as valuable.
Last, increase your networking activity. Networking plays an important part in every aspect of your career journey. The sooner you start, the better.
Prepare NOW, so that you’ll be in the proper position to compete during hiring season!
Need assistance?
Check out our post on crafting the perfect resume to learn more, let’s assist you with your career goals and job search Journey.
NEPOTISM AT WORK: HOW TO MANAGE THIS
What Is Workplace Nepotism?
Nepotism in the workplace, derived from the Italian word for nephew, refers to hiring and promotion decisions that favor relatives. The term was coined by Catholic Popes, who frequently appointed their nephews to high-ranking and important positions in the church.
Today, nepotism is still prevalent in many fields, including business, politics, and sports. There are two types of workplace nepotism: hereditary (appointing family members and relatives to positions) and matrimonial (appointing an employee’s spouse to the same organization or department where the employee already works).
Nepotism in organizations can have both positive and negative consequences. On the plus side, nepotism can foster loyalty and trust within an organization.
On the other hand, Nepotism is mostly negative because it can breed resentment and distrust among team members who believe they were passed over for a promotion because they are not the boss’s relatives or family.
According to Wikipedia, nepotism is the practice of those in positions of power or influence favoring relatives or friends, particularly by hiring them. This practice has become so common in the country that each zone has its own name for it, but the general term is “Man-know-man” or “I M.” In fact, there is an old adage that goes, “If an abomination remains for too long, it becomes part of the people’s culture.” In today’s Nigeria, nepotism has become part of the unwelcome culture, particularly when it comes to political patronage. Unfortunately, some people have been forced to accept it without question.
Nepotism promotes laziness because if a young man realizes that, whether he works hard or not, there is a job waiting for him somewhere due to his father or mother’s success, he will ask himself, “What then is the need to work hard?” But, for a young man who understands that he has no firm anchor or support from anyone or community; who understands that his destiny is in his own hands; who understands that if he does not deny himself some pleasure even when his peers are enjoying, his hope of a better tomorrow becomes a pipe dream if he does not move from his comfort zone to shape his tomorrow.
However, when he works harder to get his due, nepotism will only deny him that unless he demonstrates stubborn resilience by going the extra mile to satisfy the law of extra miles before it sparks divine intervention in his favor.
PLANNING AND CHANGE MANAGEMENT
What is a change management plan?
A change management plan is a process that a company uses to implement changes throughout the organization. Change management plans are commonly used for large or complex organizational changes that necessitate a more strategic approach due to the impact on someone’s job.
Strategy for change management plan
Your plan will vary depending on the needs of your organization, but each change management plan should include some of the following:
- Clearly defined objectives
Your change management plan’s objectives should be straightforward:
- Inform your organization of the change.
- Assist those who will be directly affected by the change in adapting.
Each of these changes has its own set of objectives. Whatever those objectives are, the core objectives of your change management plan should be to inform everyone about the changes and to guide those who will be directly affected by them.
- Clear communication
Communication is essential in any interaction, but it is especially important when it comes to organizational change. Change frequently involves multiple moving parts that must be communicated clearly so that no one is left in the dark.
Along with establishing goals and expectations, your communication should leave room for feedback from your team to respond to and offer suggestions about the changes.
- Training
A significant enough organizational change to warrant a change management plan will almost certainly include new features or procedures that your employees will need to learn. Meetings and training sessions provide excellent opportunities for your team to gain hands-on experience with the changes and ask questions in a safe setting where everyone learns together.
5 TIPS FOR EFFECTIVE COMMUNICATION
1. Sort the information
Recognizing the different types of information that are shared within your company is one of the most crucial business communication skills. This enables you to communicate the appropriate information to the appropriate audience.
2. Modify your communication plan according to the size of your company.
A start-up with 10 people will communicate differently than a medium-sized or large corporation because businesses come in many various forms and sizes. Your communication methods and manner should be appropriate for the workplace.
3. Make internal communications better.
One of the main issues of HR and communication professionals is improving internal communication. Companies have been employing tools like corporate newspapers, bulletins, emails, and intranets for years.
4. Encourage interpersonal interaction
Make sure the workspace is set up to encourage verbal communication among staff members. Body language and eye contact foster connections and encourage collaboration while enabling more dynamic information sharing and immediate feedback.
Face-to-face communication is still one of the most efficient ways to communicate ideas, but you must also make sure that all team members are at ease and have a chance to voice their perspectives.
5. Manage collaboration using the data.
The management of human resources can also benefit from communication approaches. Here are a few typical scenarios where effective corporate communication is necessary:
After a new employee, the onboarding process is crucial to the success of your recruitment since it involves swiftly explaining your company’s culture and key procedures.
- Performance reviews: These should be efficiently communicated between managers and the HR department.
- Management and employee relationships: Teamwork is more effective when managers can get open input from the workforce, and if Employees feel respected and engaged.
EFFECTIVE BUSINESS COMMUNICATION
The process of exchanging information at work both internally and externally, is referred to as business communication. In contrast to regular communication outside of the job, people usually have a goal in mind when they communicate at work. Preparation, repetition, and perseverance are necessary for effective communication. The “school of hard knocks,” often known as experience, is one approach to improving communication skills. However, in the business world, a “knock” (or lesson learned) could come at the expense of your reputation due to a botched client presentation.
When it comes to workplace communication, there is already a hierarchy in place, and both internal and external players have different roles and duties. As a result, there are 4 different categories of corporate communications:
- Upward communication: When a subordinate requests information from their management or reports information to them, this is known as upward communication.
- Downward communication: When a boss conveys information to their subordinates or transfers a request, this is known as downward communication.
- Horizontal communication: Communication that takes place between team members or coworkers within a corporation is referred to as horizontal communication.
- External communication: is the exchange of information between a corporation and the public. This encompasses a wide spectrum of external stakeholders, including clients and vendors.
DISCRIMINATION IN THE EMPLOYMENT PRACTICES
An employee is said to have been discriminated against if they are treated significantly differently from other employees for reasons that are not specified in their employment agreement or that are in fact illegal.
Among the reasons for discrimination against workers in this nation include sex, age, ethnicity, religion, union membership, and political views. Positive discrimination, such as affirmative action, may be morally acceptable, although discrimination is typically difficult to defend or justify.
Despite the fact that Nigeria has adopted the ILO Equal Remuneration Convention of 1951 and the Discrimination (Employment and Occupation) Convention of 1958, it is clear that discrimination is not well protected in Nigeria. Anti-discrimination laws are not common.
Anti-discrimination legislation
The Nigerian constitution forbids discrimination based on origin, gender, religion, status, ethnic or linguistic association or ties. It is the responsibility of the state to promote national integration by providing adequate facilities, equal opportunities, and rights to all citizens without regard to race or ethnicity. Citizens of Nigeria must not be subjected to any disability or deprivation on the basis of discrimination.
There is no specific legal provision regarding discriminatory hiring practices. However, according to the Constitution, it is the duty of the state to provide equal opportunity for all citizens to secure adequate means of livelihood as well as adequate opportunity to secure suitable employment, without discrimination.
Additionally, the Labour Act expressly prohibits employers from discriminating against employees based on their union membership. The Labour Act expressly prohibits discrimination against pregnant women.
