Today, many companies recognize the real benefits that diversity in the workplace brings. We’re all aware of the push to create a more diverse and inclusive workplace for of different races, ethnicity, and sexual orientation – and while that is vital to continue putting efforts towards, there’s often a diverse workforce that gets overlooked. Individuals with disabilities often face significant obstacles during the job search and interview processes, making it more difficult for them to secure a position when compared to their able-bodied counterparts.
People with disabilities possess all the same skills and determination to succeed in many jobs, but discrimination and incorrect stereotypes can often keep them from entering the workforce. Here are four tips for job seekers with disabilities.
Emphasize Your Abilities
Applicants with disabilities can set themselves apart from other candidates by highlighting their skills and accomplishments. In your cover letter and resume, describe the type of work that interests you and why you are interested in working for this company. Use examples from past work or school activities that show communication, teamwork, and leadership skills. Express enthusiasm for the job and explain how you will contribute to the workplace.
Unless a disability would need to be accommodated during an interview, it’s not necessary to mention it on an application. For example, if you have difficulty walking long distances or climbing stairs, ask if there is an elevator in the building where interviews occur before arriving. In an interview, you should never downplay the limitations you may have. Instead, focus on how you can add value to the company. Be confident that your abilities can serve as an advantage to the workplace. Demonstrate that you were a valuable contributor to past employers and explain how you overcame a challenge that was difficult but rewarding for you.
Refuse to Answer Inappropriate Questions
The ADA defines a disability as a “physical or mental impairment that substantially limits a major life activity.” This means an interviewer can’t ask you about any medical history before making them a job offer. However, there are some appropriate questions that can be asked during an interview you’ll want to be aware of and prepared for. For example, you may be asked if you need accommodation during the interview process and whether you can perform the job with reasonable accommodation. You do not have to wait until you’re hired to disclose your disability.
Suppose an employer asks about a disability in an interview. In that case, the individual may ask if that is a legal question before answering, and if they are persistent and continue to push for an answer, that may indicate a non-inclusive work environment where you won’t be set up for success. It’s important to know that if you receive a conditional offer of employment, an employer may ask about your health. This is allowed as long as all candidates are treated equally.
Discuss Gaps in Work History
The best way to deal with gaps in your work history is by being honest with potential employers. If you have gaps in your work history because of health problems, make the interviewer aware of the situation and current circumstances. It’s OK to tell potential employers that you stopped working because of a serious decline in health.
When addressing a gap in employment, it’s fine to briefly explain the reason for the gap directly in your cover letter or include an explanation in your interview. However, be sure to highlight your work history. As you apply for positions, be prepared to share your work history and relevant information, such as how much time you’re willing to commit to working or any particular health considerations.
Advocate for Your Work Accommodation Needs
If you have a disability, don’t be afraid to advocate for yourself in the workplace; you are the expert on your own needs. Let potential employers know about the technologies and accommodations that help you work most efficiently. If you need a handicap-friendly desk, accessible entrances/exits, special lighting, flexible work hours, the opportunity to work remotely, screen-reading software, or other accommodations for a disability, let your employer know early to plan accordingly.
Employers are required by law to accommodate employees with disabilities. Being upfront about your needs will allow employers to work out the reasonable accommodations. During your interview or during orientation to the job, let your new supervisor know that you have a disability and may need to be accommodated to perform specific tasks. By allowing your supervisor and coworkers to know about your disability, they will be able to help you succeed in your position.
Job seekers with disabilities offer a highly talented workforce. By learning how to highlight your abilities, challenge employers’ outdated stereotypes and discrimination, and address gaps in work experience, you can increase your chances of securing a position where you will be happy and successful.
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.
Performance reviews are a critical aspect of documenting the results of an employee’s job. Managers and employees engage in honest and ongoing conversations about what is working well and any areas needing improvement. The aim is to give employees direct feedback on their performance and have a clear guide towards success. This practice also allows supervisors to provide employees with opportunities to excel by highlighting the skills they have demonstrated on various projects.
To limit the stress of performance reviews for your employees, managers should clearly communicate to their team members what they can expect and what they should prepare ahead of time. Use these five tips to prepare for the annual performance review.
Have Performance Expectations and Goals
Preparing for an annual review starts with the hiring process. A well-written job description should include what great performance should look like and the skills required to succeed in the role. For example, if posting for a maintenance position, include details such as the facility’s name and location, the equipment to be maintained, specific metrics the employee will be measured against, and the performance standards used to judge applicants.
Performance standards and expectations should be discussed with your employees at the beginning of each quarter so they have a clear understanding of what’s expected of them. Consider working with the individuals on your team to develop goals, metrics, and scorecards that align with the department’s goals. This gives your staff an exact standard of what great performance looks like and helps them know if they are on track with what’s expected of them. Discuss these expectations with them and revisit them regularly.
Provide Regular Feedback
Employees deserve and need positive and critical feedback regularly. Providing feedback to employees regularly is essential to helping them understand how their work contributes to the team and organization. Feedback should be relevant, timely, and easy to understand. This makes it easier for employees to improve and gives them a clear path forward.
If someone is doing a great job on a project, let them know while they are still working on it. Similarly, if there is something to correct or improve upon, do not wait until the end of the quarter or even the end of the year to review it. Address the issue right away so the team can fix any problems before they worsen. To keep the communication consistent throughout the year, regularly hold open conversations with your workers to give feedback on what’s going well and what could be improved.
Deal With Performance Problems Quickly
Sometimes, it can be difficult to know whether to address a severe performance problem head-on or wait for it to improve on its own. But the annual review is NOT the time to address a severe performance problem for the first time. If an employee’s performance has been lacking, find a time to sit down with them and provide corrective feedback for the situation. Managers need to learn how to recognize, diagnose, and discuss performance problems as they arise.
If you notice that an employee is having trouble keeping up with their workload or seeing a decrease in the quality of that person’s work, schedule a meeting with them to discuss the problem. For example, if you see one of your employees having trouble balancing their workload because they are taking on new responsibilities at home and in the office, try meeting with them to create a schedule. Suggest they create reminders in their calendar for upcoming tasks. These may include making a daily to-do list, assigning each item a time limit, and setting aside several minutes at the end of each day to review the day’s progress and plan for the following day.
Get Feedback About Yourself Too
Have your team complete a performance review with you. It’s a good idea to sit down with your team members and ask them for feedback about how you’re doing as their manager. By listening and responding to their suggestions, you’ll grow as a manager and help the organization meet its goals, making everybody’s job more rewarding.
Encourage feedback by using an anonymous review system. This allows employees to feel comfortable providing constructive criticism and don’t worry about job security. Always remember that negative feedback is an opportunity to improve your leadership skills and management style. You should never retaliate against employees who provide negative feedback.
Have Examples Ready
If you want to point out specific areas that need improvement, have concrete examples ready. Don’t just tell an employee that they aren’t a team player; explain what makes you think so and provide specific times when they didn’t demonstrate teamwork. Having examples ready makes it easier for the employee to understand what area you’re wanting them to improve upon.
In addition to pointing out areas where an employee needs improvement, point out their achievements. Praise is something everyone appreciates, and it will motivate the employee to work harder and do better in the future.
Focus on performance and expectation goals from the start, give ongoing feedback, open yourself up to receiving feedback, and keep a record of specific examples of the highs and lows of your team member’s performance. The performance review will summarize everything you have already discussed throughout the year. Allowing you and your employee to set expectations and goals for next year.
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.
It’s spring cleaning season and did you know this also applies to your career? By re-organizing your professional goals, career documents, and getting rid of unnecessary items, positive changes can occur. We don’t keep outdated things around, so why should we keep old processes, ideas, or habits that no longer fit us?
Whether you want to build a healthier work style or simply freshen up your skills, here are the five best things you can ditch to “spring clean” your career.
Let Go of Perfectionism
Perfectionism can sometimes hold you back in your career. When you’re obsessed with doing everything exactly right all the time, you may miss opportunities to learn, grow, and contribute to something new. If you’re plagued by perfectionism at work, let go of this need by reminding yourself that it’s OK not to be perfect. Some examples of perfectionism you might see at work are spending hours on a simple assignment, constantly redoing something until it’s excellent, and feeling discouraged when you cannot do things as well as others. Trying to be flawless and setting impossible standards for yourself can make you feel stressed, overwhelmed, anxious, and burnt out. If you are experiencing stress with no relief, your motivation can be drained.
This isn’t an excuse to slack off or let mistakes slide in your professional life. It’s essential to ensure your work is done correctly, just don’t expect yourself to be perfect every day at work. If you’re working on new skills or growing in your career, aim for gradual improvement over time. Find the balance between doing a job well done and letting go of the need to have to be perfect in everything you do.
Remove Irrelevant Work Experience on Your Resume
When you think about your work experience, skills, and accomplishments, focus on how they have helped you grow. Think about what new skills you have gained from your job, degree program, or other activities. Even if you don’t need a new job now, cleaning out any irrelevant experience on your resume can be good as it allows opportunities to learn skills that better align with your goals. This also helps you network more, as any updates to your profile will enable opportunities for discussion.
If you are looking for a job that requires specific skills, you might want to consider updating your resume to include courses you have taken or information about other relevant work experiences. Your resume, LinkedIn profile, and other similar networks reflect your professional knowledge and skills. If they don’t align with what you want to accomplish in your professional life, they can hurt your image and keep you from moving ahead on your career path.
Stop Saying Yes to Everything
It can be hard to say “no” in a world that promotes over-commitment and over-scheduling. It’s easy to say “yes” when someone asks you to do something, even if your schedule doesn’t allow you to take on another task. You may not want to hurt someone’s feelings or disappoint them, but you also don’t want to waste your time on something that doesn’t fit your priorities. We must choose what we say yes to and what we say “no” to with intention. The ability to say no is crucial to effective time management. Only you know what you have time for, so don’t hesitate to decline a request if you need to focus on more critical tasks. When you need to say no, be polite and respectful. Say something like, “I’m sorry, but I have too much work today. I’ll be able to help you another time,” or “Now isn’t a good time for me. I’ll let you know if my schedule frees up.”
It all comes down to simplifying, prioritizing, and focusing our attention on what matters most. Maybe you have a big project that will take up most of your time for several weeks. It’s OK to decline coworkers asking for help on simple tasks politely. Just explain why you can’t accept their request without feeling guilty about declining their offer.
Eliminate Outdated Expectations
Career expectations constantly change. Five years ago, you may have had some career goals that have changed today. Those outdated expectations can look like wanting to stay at a company for a certain period but staying longer. Or you want to try something new but find yourself continuing to excel in your current role. If you’re clinging to plans you made a few career seasons ago; it’s time for an update. Start by assessing what has changed since then. What skills have you acquired? What industries have piqued your interest?
Once you’ve taken stock of where you stand currently, take another look at the plans and expectations you set for yourself back then. Ask yourself if those expectations are still relevant. Divide them into categories: keep, throw away, and revise as needed. Then use this exercise as an opportunity to fine-tune your career expectations so that they align with who you are now and who you want to become next.
Release Yourself from Fear
The number one barrier to success isn’t lack of talent: it’s fear. Behind many anxieties is the fear of doing something wrong, looking foolish, or not meeting expectations — in other words, the fear of failure. By framing a situation you’re dreading differently before you attempt it, you may be able to avoid some stress and anxiety. To beat stress and anxiety in challenging situations, practice a pep talk, then picture yourself succeeding. If speaking during a meeting or anticipating a project makes you stressed, write down a list of your skills and past successes in situations involving risk-taking.
Careers are filled with risks, but there’s no reason to be paralyzed worrying about what might happen. Fear is a powerful emotion that can keep people from trying new things, but sometimes the real damage comes from inaction enabled by fear. You can start letting go of your fears by allowing yourself to take a time out; It’s impossible to think clearly when you’re flooded with fear or anxiety. Next, make a plan. When you have a plan for something that makes you nervous, it will make the process easier. Finally, whenever you reach your goal of getting over that fear, reward yourself — this could be by allowing yourself to take a long weekend after a fearful project or getting yourself a nice lunch after making an important phone call.
Spring cleaning your career can give you a fresh start by letting go of what is unnecessary in your professional life and focusing on what matters most. By letting go of perfectionism, concentrating on what’s relevant, learning to say “no”, setting realistic goals, and eliminating fear, you can clean out the clutter in your career and experience a refreshing sense of renewal.
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.
As a leader, you know that trust is one of the most crucial things you must build within your organization. However, it can be challenging to understand how to build genuine trust amongst your team. Some managers try to create trust by organizing social activities or team-building exercises, but this alone won’t be enough. Good communication and teamwork will help you build a successful foundation of trust. Here are six tips to help you build trust within your team.
Give Trust to Get Trust
Trust is one of the core foundations of leadership. It is also one of the most powerful motivators. People want to be trusted, and if you want to gain respect and trust, show it to others. Trust is a two-way street, but many leaders think they’ll get compliance if they simply give orders. While this will certainly get the work done, you won’t have the buy-in and loyalty of your team. The reality is that most people will move mountains to repay this simple but powerful gesture of respect.
As often as possible, give others opportunities to develop plans or strategies and lead meetings. Any action showing you trust them will strengthen their confidence in you as their leader. For example, provide your team with clear expectations on deliverables and deadlines. It’s also important to listen, then ask questions. Asking first shows trust in others’ abilities and intelligence. It also allows everyone to offer ideas and share perspectives that will improve upon yours, helping to solve problems in new ways.
Keep Your Team Informed
Like every organization, your team should have a set of clearly defined values. Work from a set of values that describe what your team members should aspire to and how to be successful. If people know what’s expected of them, they’ll take less time figuring out what actions are acceptable and which ones aren’t. Clear communication is also crucial at the top of an organization. Executives can’t make decisions if everyone isn’t on the same page. Employees need to know exactly how they fit into the organization’s strategy if they want to contribute effectively.
When leaders keep employees in the dark, it creates an uncertain work environment and lowers morale. Transparency between employees and managers is vital to creating a culture of trust. Not communicating bad news leaves workers guessing what’s going on and causes them unnecessary stress. It’s also better for businesses to be open with their employees about their performance reviews and layoffs for downsizing or switching markets. If you communicate everything you know and commit to making things better, even if the outlook isn’t looking so great right now, your employees won’t feel compelled to look elsewhere because they’ll feel like they’re getting all the information they need from you while you work towards a solution together.
Let Team Members Shine
As a manager, you know that giving credit where credit is due is essential. Many managers are accustomed to getting praise for their work, but your job isn’t to be the center of attention. Your job is to help your team members accomplish tasks and make sure they get the praise they deserve for doing so. Recognition can be as simple as saying, “Good job!” but it’s also vital that you help your team members get the recognition they deserve from others.
Ensure your team’s contributions to the company are highlighted and let your teammates bask in the public admiration. Remember that each team member has personal goals. By recognizing each person’s achievements, you encourage them to reach those goals. To build trust and promote open communication, identify your team members for their hard work. Thank them for their contributions to the business, and let them know you appreciate what they’ve done. You can recognize achievements in several ways. At each meeting, ask everyone to share one piece of good news. You can also offer to buy lunch or give a gift card to someone who’s done something outstanding.
Hold Yourself Accountable
The root of all trust is accountability. Leaders must create an atmosphere of accountability where everyone takes responsibility for their actions. You must first hold yourself accountable and call others to own up to their own actions, behaviors, and performance. It will be very difficult to expect your team to be accountable if they don’t see you setting the example first. Therefore, employees need to trust the leader, and the leader needs to be trustworthy. In other words, you have to walk the talk and practice what you preach.
For example, if you promise to do something, follow through. If a task doesn’t get completed, take responsibility for it and explain to your team how it will be handled. Take the time to recognize those who do a great job of getting things done. This is one of the easiest ways to reinforce good behavior and keep those behaviors going. Your team’s actions are a direct reflection of you as the overall leader. Teach them well and hold them accountable to the same standards you have yourself.
Share Your Vulnerable Side
One of the key characteristics of a great leader is their ability to show vulnerabilities. As a leader, you should work towards being transparent and open to the people who work for you. If you make a mistake, admit it. If other people give you feedback, take it in stride and do something positive with that feedback. Make sure to thank the people who provide you with input about your performance.
Mistakes happen – it’s how you deal with them that counts. When a team member makes a mistake, take the blame and give private feedback. For example, if a team member forgot to add an essential topic to the meeting agenda, you can prevent embarrassment by taking responsibility for the oversight yourself and providing feedback. Encourage the team member to share what happened with their peers. It goes double for your own mistakes. Always acknowledge when you make a mistake, whether with a client or an internal project. You can also work on your vulnerability by listening actively and admitting when you don’t have the answers. Sometimes, a leader’s boldest thing when listening is to accept other people’s ideas and solutions.
Tackle the Difficult Issues
When faced with difficult issues, tackle them head-on without letting them linger on the backburner. While your team members have empathy for you in navigating complicated matters, they expect you to do your job so they can do theirs. Their compassion won’t last forever—they need to see the department goals moving forward so the work they do can also contribute to the desired outcomes.
By deciding to tackle complex issues at work in a timely way, you’ll gain your team’s trust because they’ll see that you can solve problems before they occur. When a problematic situation arises, make a plan to tackle it, assess what is needed, decide how to address it, and execute a solution. Work on these issues as a team by keeping open communication lines and listening to others. For example, if there is a project that will be difficult for your team takes on, make sure you are involved in the process of that project and offer your help where needed. This can help keep a project from falling behind schedule in time and resources. One of a leader’s most significant challenges is to bring closure to a problem that has consumed a lot of time and resources for everyone involved.
Trust is essential to a successful team, and establishing it is one of the most important things you can do as a leader. Trust isn’t something you demand from your team; you earn it by demonstrating your own integrity and ability over time. Each small decision and interaction can help build up this trust which will lead to better employee engagement, loyalty, motivation, and retention.
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.