We all make mistakes. Whether we’re just starting in a career or have been in the game for a while, it will happen. In many situations, making a mistake is a normal part of life, and you can simply correct your error, learn from it, and move on. However, making a mistake at work is different from other areas of our lives. There will be small mistakes in your day-to-day on the job; that’s just life. However, when you make a significant mistake, there may be severe repercussions that could cost you your job, jeopardize a business deal, or other consequences. Therefore, when you make an error at work, you need to be prepared to address the problem—and do it right. Here are four things you must do if you make a mistake at work.
Acknowledge the Mistake
When you notice a mistake, it’s best to tell your manager right away. If the error is small and easy to fix, then correcting it should be your first priority. However, if it’s not, take the time to discuss the mistake with your manager without putting off the discussion. Being upfront about what happened will demonstrate professionalism and trustworthiness, which your employer will value and most likely take into account.
Determining the best way to approach your manager depends on the severity of the error and when it happened. For example, if you misplace an important file, report it and ask for advice on where to look for it. However, if you disrespect a customer or make a mistake that hurts the business, meet with your manager as soon as possible to discuss corrective measures. If your supervisor (or another member of staff who makes decisions) is unavailable, write an email and point out the issue. Don’t make excuses; just reiterate what happened and present a solution.
Make a Plan to Fix the Mistake
It’s easier to deal with mistakes if you have a plan to fix them. Putting yourself in the position of having nothing to offer but excuses and regrets can be detrimental to your professional reputation. If you make a mistake, you will need to rectify it and present your corrective plan to your supervisor as soon as you can. Reassure them that you are working on a solution and feel confident in your ability to fix the situation.
Once you know what you need to do, talk to your manager about the steps you will take. Be clear about what you think you should do and what the results might be. Explain how long it will take to implement your plan and any associated costs. Ensure that you have a “Plan B” ready if your supervisor disapproves of “Plan A.” Don’t let a mistake stop you from showing off your ability to solve problems. Finally, don’t be afraid to ask for their advice or counsel on the issue as well – you never know, they may have gone through a similar situation in their past they can give you insight on.
Don’t Blame Others
It’s important to realize what happens if you don’t own up to your part in the error. It’s easy to want to pass the blame on others instead of admitting you made a mistake. You should avoid this at all costs; it almost always will come back on you negatively; plus, it’ll make you look worse to your supervisor when the truth comes out. You may want to shift the blame on others, but you’ll be seen as someone willing to throw colleagues under the bus – it’s not a good look.
Be upfront and honest with your manager when you make a mistake. Act with integrity and be responsible for what you did. Your supervisor – and coworkers – will take notice, and no matter the outcome, you’ll know you did the right thing.
Apologize, but Don’t Overdo It
It’s natural to feel bad when you make a mistake. But it’s important to distinguish between recognizing that you messed up and beating yourself up over it. Once you’ve done what you can to repair the damage, apologize, and move on. If you keep talking about your mistake, it will be what people remember. After a mistake, highlight and focus on how you will continue to provide value to the organization – just be careful not to overdo it and come across as arrogant or smug.
Mistakes are bound to happen, but people are more understanding than you might think. If you don’t take steps to fix your error, it could have consequences — especially if it affects others. To save your professional reputation and move forward, admit to your mistake, present a plan to fix it, try to correct it yourself, do not blame anyone else, and apologize.
About EG Workforce Solutions
We’ve been in this business for decades and have developed a deep network of professional connections. Whether they’re companies looking for talent, job seekers looking for work, or an up-and-coming store in need of some temporary help, we know the right people to bridge the gap between the hiring and the hired.
But what’s more, we get to know people. From employers hiring to candidates looking, we take the time to listen and learn. We hear your likes, talents, and needs. We gain an understanding, and with it, we’re able to facilitate lasting relationships between businesses and people.
A leadership development program helps employees grow within their careers and become better leaders. Some programs are geared toward developing new leaders, while others focus on assisting experienced managers in improving their skills. A leadership development program can help you improve employees’ productivity, innovation, and creativity. It can also help you reach your organizational goals by ensuring a pool of individuals who can lead without hiring at the higher levels.
There are many reasons to encourage your employees to participate in leadership training. As an organization grows and changes, it’s essential that its employees understand their role in achieving goals and contribute adequately at work. To start a leadership development program in your organization, follow these four steps.
Determine Who Your Potential Leaders Are
Before undertaking a leadership development program, it’s essential to think about suitable candidates who are willing to grow. Don’t limit yourself to the people you’re closest to, or even just your star employees—find anyone you think might make a good leader and talk to them about the program. It’s important to remember that some employees may not want leadership roles and are happy doing their everyday tasks. However, it is vital to make it known they have the opportunity to learn leadership roles if they wish.
Employees naturally fall into different categories or roles within an organization. The way someone approaches their job will tell you about their leadership ability. For example, engaged employees show interest in their work beyond what is required of them. It’s also important to look at how employees handle failure or a challenge. Most people either avoid or give up on a difficult task or project, but those with potential see it differently. Rather than avoid or give up on a challenging task or project, they try to learn from the situation to succeed next time.
Identify Any Leadership Gaps
Leadership development is about identifying gaps in strengths, skills, and knowledge so you can improve your program. Create a chart to write where you’re at now and where you’d like to be in the future. When considering the gaps in your leadership team, keep in mind that people are not interchangeable parts. They have different skillsets and capabilities. Consider each position on your leadership team, what strengths and weaknesses each person possesses, and how much time it would take to develop their skillset into a strong leader.
After you figure out what areas you need to pay extra attention to, break down your training program into two sections: for junior leaders (those who have been in the company for less than three years) and senior leaders (those who have been in the organization for more than three years). Different goals might apply to each group. For instance, your goals might include improving junior leaders’ communication skills while building trust among senior leaders.
Nurture and Develop Leaders
It’s important to place employees in positions to learn and grow. One way to do this is by allowing individuals to step up when leaders are away or collaborate with colleagues in other departments on special projects. People must be able to lead themselves and others to take the initiative required in today’s business environment. Many organizations treat leadership development as a training issue, but it’s not enough to put emerging leaders through a series of structured classes, and lectures, simulations.
It’s also vital to undergo exercises like job rotation, shadowing, and project leadership.
There are other ways to nurture and develop leadership among your employees. One way is by being a mentor to them. Take them under your wing and let them see how experienced leaders handle different situations and interact with their teams. Another way is by giving them low-risk opportunities for failure and then helping them get through those tough times. Anyone can lead when everything is going smoothly, but they learn what it means to be a leader and deal with adversity when things go wrong.
Define What the Measurable Outcomes Should Be
Before implementing your leadership development program, determine how you will measure its success. Some options include measuring the success of individual participants and the overall success of your program. Estimating these outcomes can be as simple as using pre and post-program assessments. This kind of questioning can help you see how participants improved by rating themselves on a five-point scale. For example, questions can look like: how comfortable they feel managing conflicts or how confident they are in leading meetings in the workplace. Then, compare the answers before and after the training to see the improvement results.
Not only do you want to measure the success of your leadership development program, but you also want to measure its participants’ abilities. Successful leaders are not only great communicators and problem solvers, but they also adapt well to changing circumstances. Look for multi-skilled individuals who push themselves beyond their usual boundaries and embrace new ideas and opportunities. The more flexible and adaptable these workers are, the better they will be in any situation.
Leadership development is crucial to any business. Without great leaders, an organization cannot have a strong culture, proper communication, or excellent performance. Your company can have leadership programs that benefit every employee by identifying leadership gaps, nurturing and developing leaders, determining potential leaders, and measuring outcomes.
About EG Workforce Solutions
We’ve been in this business for decades and have developed a deep network of professional connections. Whether they’re companies looking for talent, job seekers looking for work, or an up-and-coming store in need of some temporary help, we know the right people to bridge the gap between the hiring and the hired.
But what’s more, we get to know people. From employers hiring to candidates looking, we take the time to listen and learn. We hear your likes, talents, and needs. We gain an understanding, and with it, we’re able to facilitate lasting relationships between businesses and people.
While it is the time of year when many of us are thinking about “luck,” is there a way to bring your own luck to your career? What really is luck? Did you know the chances of finding a four-leaf clover on your first try are about one in 10,000, but the odds of advancing your career are significantly better—when you take intentional and proactive steps. Here are four tips you need to know to be lucky in your career.
Take a Proactive Approach
One of the first keys to being lucky is being able to anticipate what’s ahead in your career based on what’s happening around you. This means you’ll always want to understand the context of company goals and decisions and stay alert of any organizational changes or needs. For example, if you get the sense your organization is considering big changes in your department, start creating a strategy for what your next steps might be. Or, perhaps your team has had a change in leadership and now you’re reporting to a new manager, be sure to reach out and connect with them sooner rather than later to start building your working relationship.
Additionally, when it comes to taking a proactive approach, you should always be exploring. Get curious about your industry and what it takes to be successful in it. Maybe this means getting certifications or additional credentials that match your career interests and seeking to learn and develop yourself in new areas all the time. By staying attuned to the next things that interest you, you’ll be ready in case your present situation changes, and you need to make plans for the future.
Be Prepared to be Flexible
Sometimes, when you need to make a change in your career, the ideal role may not emerge in your current workplace. If this becomes the case for you, it’s not a bad idea to accept what’s available and know you can move on from there. For example, you may love your company or your team, but the role isn’t to the level you’d like to be, know you can work hard to get there. However, never settle for something that’s drastically beneath your capabilities or for toxic company culture.
If the role is close enough to perfect, or requires you to compromise on your core values, then taking a less-than-ideal role can be a legitimate and smart move. Remember, it’s usually easier to find a job when you’re already employed, sometimes gaps on a resume can be a turnoff to employers.
Being prepared that you may need to be flexible in your current role – or a new role you’re taking – can help you bring more luck to your overall career goals.
Build Connections
Did you know that statistically, your next job or career step will more than likely not be from your primary network, but instead from your secondary or extended connections? This is because typically, the people you’re closest to, usually have access to the same information as you related to new opportunities. Thinking about it, this makes sense since your closest network typically consists of people you currently work with. However, your more extended connections tend to have access to more leads about opportunities that you probably don’t. Building more connections with your extended network is a great way to ensure you’re “lucky” in your next career move or job.
You can’t just reach out to these distant connections and expect they’ll be ready to assist you. It will be essential to build a relationship with them first before asking for their help and insights. First off, send notes to wish people well or seek to provide them value by forwarding articles that may interest them. Nurture your connections on a continuous and meaningful basis. Then, when you need some good luck to move into your next career step, you’ll have people in your corner you can reach out to and you can seek support from.
Be Ready to be Brave
It’s no secret that a career move involves some risk. It’s important to weigh all the pros and cons of what potentially could happen when you accept a new role or promotion. In the end, when the pros outweigh the cons, it’ll mean you’ll need to take the brave step of moving forward in your career! When you’re ready to be brave and take the plunge into the next steps in your career, you may just find some more luck as you pave your way into your future.
It’s important to remember that often luck really isn’t simply pure luck at all. You’ll need to put in the effort to be proactive in your career, be flexible in the face of change, build a vast network of connections, and when the time comes, be brave and take the plunge. Now is a great time to explore, be proactive and build relationships that will move you positively forward in your career.
About EG Workforce Solutions
We’ve been in this business for decades and have developed a deep network of professional connections. Whether they’re companies looking for talent, job seekers looking for work, or an up-and-coming store in need of some temporary help, we know the right people to bridge the gap between the hiring and the hired.
But what’s more, we get to know people. From employers hiring to candidates looking, we take the time to listen and learn. We hear your likes, talents, and needs. We gain an understanding, and with it, we’re able to facilitate lasting relationships between businesses and people.
Job insecurity is not a new phenomenon — regardless of what industry you work in, there are many situations that may lead you to feel as though your job is insecure. While the factors that can make you feel unsure about your job are out of your control, the way you react to this uncertainty about employment is entirely up to you.
If your company goes through a merger, downsizes, or is acquired by another company, it can be difficult not to worry that you will be laid off. It’s natural to want some reassurance that everything will be OK, but if your company is in the midst of layoffs, the only relief you might get is that nothing has been decided yet. While it’s hard not to think about what might happen if things go badly for you at work, here are three tips for dealing with job insecurity.
Maintain Your Health
When faced with job uncertainty, it’s easy for your health to take a backseat. However, good health is key to feeling optimistic about the future. Eating three meals per day, including fruits, vegetables, and lean meats, will help keep your body and mind strong so that you can face any challenges with confidence. Getting at least seven hours of sleep each night will reduce stress and help you relax both mentally and physically. Regular exercise also relieves stress and anxiety and can augment your energy level. Meditation and yoga are two relaxation practices that calm both the body and mind.
Surround yourself with people who make you feel good about yourself, and take advantage of the support they offer. When you feel stressed, talk to your family and friends—they’ll tell you the truth and will encourage you to do your best. Talking openly about our stress, even if it’s simply telling someone you feel stressed or overwhelmed, provides a base for them to know that you are struggling and need support or flexibility for the time being.
Maintain Your Best Effort
If your company is struggling to stay afloat or worried about your job status, showcase your value by detailing recent successes and highlighting key skills relevant to the role. Communicate with your manager about what you’re working on to know any key projects. Always give it your best at work; if you are a trainee or in a temporary or contract role, your manager will be more inclined to provide you with permanent employment if you excel at what you do. When in a waiting period to see if you will be laid off or let go, do your best because working towards bettering yourself will improve your skills and prepare you for the next career adventure.
Even if you do your job very well, you can’t be sure that you’ll stay employed. Budgets get cut, and jobs get eliminated. The best way to protect yourself is to demonstrate your work ethic. If you lose your job, the people who worked with you will remember how hard you worked, and they’ll be more willing to help you get another job. If your organization decides to lay employees off, they often will try to keep the people they know are most valuable. Most of all, knowing that you put forth your best effort means that you can leave the company knowing that you worked hard, built good relationships, and achieved your goals.
Be Open to Other Opportunities
There is no guarantee that you’ll be able to stay at the company you’re at for the rest of your career. A lot of people change jobs every few years. It’s a good idea to always be on the lookout for opportunities and keep your eyes open. If you think you will be laid off or downsized, it’s a good time to start looking for another job. You can also look at other departments within your organization, as your skills may be transferable there. Also, look into local community classes or attend webinars—they’ll help you learn new skills and make yourself more marketable in any workplace.
If there are no internal opportunities, you’ll need to start looking for another job outside the company. If your specific position is not available, start attending job fairs and keep your LinkedIn profile and resume up to date. Offer to help others in the same industry you’re interested in to learn from their expertise. That way, you can find mentors and establish a circle of people who can help you with your career. Keep in mind that when you are conducting a job search, you consistently check for new job postings and remain organized with your job search by making lists of places you have applied to and which places you have an interview.
About EG Workforce Solutions
We’ve been in this business for decades and have developed a deep network of professional connections. Whether they’re companies looking for talent, job seekers looking for work, or an up-and-coming store in need of some temporary help, we know the right people to bridge the gap between the hiring and the hired.
But what’s more, we get to know people. From employers hiring to candidates looking, we take the time to listen and learn. We hear your likes, talents, and needs. We gain an understanding, and with it, we’re able to facilitate lasting relationships between businesses and people.
Leading employers know that it is essential to support the career growth of their employees. Talented team members want to work for a company that invests in building their skills and knowledge to further their careers. There are many ways to support employee career advancement. Employers who fail to do so risk undermining employee morale and productivity by leaving talented workers feeling undervalued. Ongoing failure to support your employees means your company risks losing unhappy workers to competitors.
Take A Personal Interest in Career Goals
Managers should have frequent communication with the individuals on their team. This will help you understand where your employee thrives, where they can grow, what burns them out, and give you insight into their career aspirations and expectations. This kind of manager support can improve employee morale and, in turn, increase productivity and job satisfaction.
Managers can help employees better visualize their future at the company by developing a career plan. Together, you can help your team identify the specific milestones their career journey will need to reach their next desired level and the resources you can offer to support their development. In addition, frequent and consistent communication from direct support about career advancement steps helps your team feel more engaged.
Promote Training and Development
Training and continued education opportunities encourage employee career growth. In today’s workplace, many companies use virtual learning platforms. For example, online platforms such as LinkedIn Learning provides video courses that you can use to learn new skills or brush up on an industry/topic.
In addition to nurturing individual needs and developing specific skills, help your employees discover new industry trends. You can hold lunch-and-learn sessions with videos featuring external or internal guest speakers – this is a cost-effective method that’s easy to arrange. Also, reinforcing skills and creating opportunities for professional growth provides employees with the necessary time and flexibility to engage in industry events. Encourage them to share what they learn at these events with their colleagues.
Develop a Mentoring Program
Establishing a formal mentoring program is one of the smartest moves a company can make not only for workers’ personal and professional growth but also for the company’s long-term success.
Great company mentoring programs have benefits for both parties. Senior staff members can offer hard-earned insights and professional guidance to less experienced colleagues. A less experienced colleague can teach senior staff members new technological advancements or a fresh perspective on business ideas. Mentoring relationships are incredibly valuable sources of knowledge for all employees across your organization.
Offer Cross-Training Opportunities
Cross-training your employees to do a couple of jobs in a department that is not their own can help them keep their day interesting and continue to be productive. This will increase your employees’ current level of knowledge and skill and help them gain a broader perspective of the organization, and build a foundation for further career advancement. They will develop more appreciation for their colleagues’ duties and better understand the company’s overall mission.
Regular cross-training among employees can also help teams work together more effectively and build a stronger rapport. And the organization will benefit from having a more well-rounded workforce.
Promote Work-Life Balance
For career advancement, there’s no need for your employees to work only in their professional roles; a healthy balance of work and personal time can help them achieve success. As an employer, encourage your employees to efficiently manage their time well so they can pursue their interests outside of work. This is especially important for remote workers who may find it difficult to separate personal from professional life.
A proactive approach to managing your team’s well-being can also prevent burnout in your employees. By implementing flexible policies, you will enable employees to balance the demands of their jobs and their personal lives. You’ll work with your employees to ensure they have time to do their jobs, attend to personal needs, and participate in career development activities.
Show Them the Big Picture
Don’t assume your employees can see how their work adds value to the organization. Instead, be proactive about letting them know how their efforts positively impact your organization’s bottom line. Make sure you regularly update team members on how the company is doing in relation to critical objectives. And make sure you acknowledge individual employees for their specific achievements that are helping to drive the company toward those goals.
As a leader, you can help your employees achieve their goals by letting them know you support them. Whether your team works remotely, in the office, or in a hybrid work model, you can still prioritize employees’ professional development and career advancement. Encouraging career growth and development can help keep workers satisfied and committed to your organization’s mission. It can also help position your company to be even more competitive.
About EG Workforce Solutions
We’ve been in this business for decades and have developed a deep network of professional connections. Whether they’re companies looking for talent, job seekers looking for work, or an up-and-coming store in need of some temporary help, we know the right people to bridge the gap between the hiring and the hired.
But what’s more, we get to know people. From employers hiring to candidates looking, we take the time to listen and learn. We hear your likes, talents, and needs. We gain an understanding, and with it, we’re able to facilitate lasting relationships between businesses and people.