Job postings are a great way to learn more about a company’s culture and management style when you have yet to learn about them. While not all ads provide a direct glimpse into the culture, there are usually clues to be found if you read between the lines. Here are three key things you can look for in a job posting that will give you an idea of the company culture there.
Look for Keywords
Instead of skimming job postings for a list of requirements, take the time to look at the words the company uses. For example, suppose you’re looking for a place that values teamwork, and one of the job ads you come across says how great it is to work at their company because they have a “tight-knit workplace,” that’s a positive sign. Or maybe you’re looking for something more stable, so you read a posting stating there is “consistent overtime.” These are easy ways to get an idea of what kind of company you’ll be working for.
Pay attention to the wording of work hours, which can also indicate a company’s culture. If a job listing mentions free meals, snacks, and drinks, it could suggest that long work hours are expected. Some people enjoy this type of environment and choose to apply for such jobs. However, if you prefer a steady “9-5” schedule and a work-life balance over long hours, look for listings that specify 8-hour workdays, five days per week. A good rule of thumb is to always read through all the requirements listed for each role and check what’s most important to you, then apply accordingly.
Pay Attention to the Structure
A job posting’s structure can provide more clues about the employer. Ads that use traditional sections—qualifications, skills, education, responsibility, and reporting structure—are likely to come from organizations with clear rules and guidelines. These companies could have more rigid career paths or a set way to climb the corporate ladder.
On the other hand, if an ad emphasizes future opportunities and values, the company will likely pay more attention to its people than to their performance metrics. For example, phrases such as “work alongside others to…” or “contribute to…” may signal that the company is more interested in developing its employees. The important thing is for job seekers to consider how the structure of a posting can tell them about an organization’s culture—and then decide whether that approach is actually what they want in a workplace.
Look Beyond the Posting
It’s easy to take a job description at face value, but there are ways to get a more accurate idea of the job and the work culture. To assess a company’s culture, you can research reviews on Glassdoor and follow them on social media.
Reading between the lines of a job ad can be tricky, especially when determining if the company’s culture is right for you. There are several ways to identify a company’s culture through a job posting by looking at the wording, the structure of the listing, and going beyond the job ad itself. These factors will give you an idea of how the company operates and, most importantly, its corporate culture.
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.
Many job seekers take some time off from searching for employment during the holiday season, but employers continue to hire. Whether you’re just looking for seasonal work for extra cash or are in search of a permanent new position, job searching during the holiday season has many benefits that might just help you land your dream role. If you’re looking for a job during the holidays, follow these five tips to help you get hired.
Update Your Resume
Updating your resume if you are looking for a job during the busy holiday season is essential. Include everything you have done and how you can present those accomplishments in the best light possible. If you have gained experience in programming or software knowledge, make sure they’re listed in your skills section. You can also emphasize soft skills such as communication and time management on your resume. Include projects, awards, or leadership positions that prove you can do the job well.
When updating your resume, ensure it’s relevant to your desired job. Hiring managers will check for errors and inconsistencies that reveal a lack of attention to detail. You don’t want them to get the impression that you’d make careless mistakes on the job. Once your resume has been formatted correctly and is error-free, upload it on sites like LinkedIn and Indeed; this will allow you to be visible to potential employers searching for candidates with your qualifications and have them reach out to you.
Make a Schedule
The holidays are a great time to catch up with friends and family, but it can also take a lot of work to maintain your job search. You might be invited to holiday parties or other social gatherings that distract you from your search. Or the season’s busy pace can make it hard to follow through on your job search tasks—searching for jobs, updating your resume, researching companies, etc.
Set aside 20 minutes daily to work on your job search to stay on track during the holiday season. This will allow you to stay focused and organized throughout the holidays. You can also use this framework to manage other blocks of time in your schedule. For example, prepare for interviews or send out resumes weekly by blocking time on your schedule and following through with practical tasks each day. By sticking to a plan and taking action, you’ll have more time to enjoy the holiday festivities!
Start Volunteering
During the holiday season, you can find many ways to give back to your community by volunteering. You’ll give back to your community and expand your network by meeting new people and learning about new interests. To get started, look at your own network of people. For example, a friend may have a cause needing help, or a former coworker may organize an event around her favorite cause. If you are seeking volunteer opportunities in your local community and have a small social circle, try using websites like VolunteerMatch. These sites allow you to search for volunteer opportunities based on your skills, interests, and location.
Volunteering for a community organization can help you gain experience and develop skills to make your resume stand out to hiring managers. If you decide to volunteer, include your experience on your resume—it shows that you’re an active and engaged member of the community who genuinely cares about others, which is an attractive quality in any candidate. It also indicates that you have initiative and are willing to take time out of your schedule to help others—both crucial traits for employers to see.
Attend Holiday Networking Events
Consider attending networking events or professional parties where you can connect with peers in your desired field. For example, you could share your business cards with them during the festivities or get to know them better casually. And since everyone is relaxed during this time of year, it’s the perfect opportunity to get acquainted with people who may be helpful down the road.
If someone you meet at a holiday party or other event is aware of a job opening, they may contact you to see if you’re interested. Networking is essential to getting your foot in the door at a new company, so try to exchange business cards with as many people as you can at holiday parties and other gatherings. It’s also essential to keep your eyes open for details about industry trends and gossip from other people who might not even realize that they’re sharing valuable information with you.
Consider a Seasonal Position
While you may be looking for a permanent position, consider taking on a temporary job during the holidays. Seasonal jobs are a great way to gain experience, build your resume and demonstrate your skills. Even if it’s not in your industry, you can use a seasonal job to develop skills that will help you in your career. Seasonal jobs come in all shapes and sizes: retail work at the mall, office jobs, food service, and package delivery gigs.
When looking for a job, consider seasonal jobs. Other job seekers often overlook these positions, but they can be a great way to find employment during the holiday season. You can find seasonal jobs on sites like Indeed or Glassdoor or in groups on social media sites such as Facebook or LinkedIn. Keep in mind that some employers even hire temporary or seasonal employees permanently later because they’ve proven they’re hard workers and dedicated to their job.
You may rush to get your shopping done during the holiday season and attend as many parties or office events as possible. It can be easy to neglect your job search during this time of year. To make your job search successful, consider updating your resume and creating a schedule for yourself. You can also volunteer at organizations that need assistance and go to local holiday events. Consider a seasonal position so you can enjoy the holidays while working!
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 layoff is a reduction in staff caused by downsizing or a decrease in operating expenses. If you are laid off from your job, don’t consider it a setback; instead, see it as an opportunity for a fresh start. While feeling anxious after a layoff is normal, moving past that fear and putting your best foot forward when looking for a new job is essential.
Here are four tips to help you bounce back from a layoff successfully.
Focus on Your Mental and Emotional Health
Losing a job can be traumatic—not only is there the loss of income and fear of what’s next, but there’s also the loss of identity that’s wrapped up with your career. After a layoff, it’s essential to take the time to grieve and process what happened before you start looking for a new job. It’s normal to feel angry, resentful, and depressed over this change in circumstances. In the midst of all these emotions, it can be tough to stay positive—but it’s important not to get stuck in negative thought patterns. Do this by taking time to do things that make you feel good—exercising, spending time with friends or family, picking up a new hobby, or anything else that makes you happy.
Consider working with a therapist if you have trouble bouncing back after experiencing a layoff. They can help you learn to deal with anger healthily and manage stress levels so it doesn’t harm your health. Talk with family and friends you trust about what happened; share your feelings with them—they can help provide some perspective on the situation. Reaching out to your network can also help you learn about new opportunities or give you leads on job openings that might be a great fit for you.
Job Searching Becomes a Top Priority
When you’re laid off, finding a new job is your top priority. First, find out which companies are hiring in your industry by looking beyond their official websites and exploring insights into how they do business through news articles, trade journals, and job boards. Then update your resume to make it more relevant to your new goal: take any skills and experiences that could apply to other jobs in the industry, and highlight them. If you’ve got transferable skills like managing projects that aren’t necessarily listed on your current resume, consider including them as well—you never know where these skills might lead. Additionally, join groups on LinkedIn or Facebook where people in the industry hang out so you can make connections who might be able to help you find work.
Building an active LinkedIn presence can be helpful for job seekers who have recently been laid off. It is a good idea to build up your profile, which can let employers know that you’re experienced and up-to-date with the latest trends in your industry without you having to say so explicitly. You can share examples of your work to demonstrate your knowledge, upload videos or presentations showing how well you communicate, and add recommendations from people currently working in your field. These things will make potential employers curious about how much potential there is inside of you.
Be Proactive
After a layoff, you are wondering how you will make ends meet. When you get your final paycheck, you must review it immediately. If there are any mistakes, point them out so they can be corrected. Reviewing your check stub before filing an unemployment claim can help ensure that you are entitled to benefits. If you lost your job through no fault of your own and have recently filed an unemployment claim, it’s essential to know the state unemployment office will need proof that you were eligible for benefits when you were out of work. One way to do this is by providing a copy of your final paycheck stub or other documentation from your employer showing the dates on which you were laid off.
It’s also important to keep track of how long you’re covered under your employer-sponsored health insurance plan. Typically, employers pay a single month in advance, which is welcome news for those laid off early in the month, but not so much for those laid off near the end. Don’t hesitate to ask the company’s HR department if you have questions about your coverage or how long it lasts.
Be Professional at Job Interviews
It’s easy to feel angry and bitter towards your former employer if you’ve been laid off—after all, it takes time to accept that you’ve lost your job. But the longer you dwell on the negatives, the more they’ll hold you back from future opportunities. As much as possible, try focusing on any positive aspects of the situation. When you start interviewing for jobs, ask your former employer to serve as a reference; future employers will want to speak with someone who knows your performance well. As you leave, remain professional and not burn any bridges by saying things you won’t be able to take back or will leave a negative impression of you as this could work against you when you seek a new job. You never know who might be able to help or even hire you.
When you go to an interview, be professional and positive. Don’t say anything negative about your former employer. For example, if the layoff occurred due to budget cuts, describe how it wasn’t a reflection of your work. After that, mention some of your accomplishments at that company and what positive experiences you’ve had there. This can help you by demonstrating that even in challenging situations, you can do well professionally.
It can be hard to bounce back after a layoff. If you’re recently unemployed, you need to remain optimistic that you’ll land a new job soon. Ensure you are taking care of your mental and emotional well-being, looking for a new job, and remaining positive. The best-case scenario is that you will find an even better job where you’ll thrive.
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 the season of thankfulness, and while we can all typically list things we’re grateful for, how many of those are related to the workplace? A study from the John Templeton Foundation found that work often lands on the bottom of gratitude lists. However, research shows practicing gratitude at work can help you build strong relationships with coworkers, improves your sense of belonging, decreases workplace toxicity, and increases employee engagement.
As we prepare for the Thanksgiving week ahead (and beyond, of course), here are three ways to cultivate workplace gratitude.
Recognize Others First
Lifting others is a great way to practice gratitude in the workplace. For example, when you and your team complete a project, a coworker helps you succeed, or your manager provides you with a development opportunity, be quick to recognize those individuals and express how grateful you are for them.
You can send them a handwritten “thank you” note, share what they did at a company or team meeting, or if your organization has recognition software like Bonusly, reward them there. Taking the time to recognize others first will help you practice gratitude, enhance team dynamics, and creates a culture of thankfulness.
Be Sincere
If you want to practice gratitude and grow from it, you’ll need to be genuine and sincere. Others will easily decipher if the appreciation you’re showing them is superficial and will fall flat.
For example, avoid praising a coworker with a backhanded compliment like “thanks for fixing that Excel sheet for me, but next time could you ask me first?” It’s also important not to only show gratitude to others when things are difficult or to get your coworkers to help with your workload. People will quickly catch on if your praise feels forced or only comes when you need something from them.
Practice Gratitude When Things Don’t Go to Plan
It’s easy to practice gratitude when things are going well or you’ve gotten kudos from your manager, but it’s vital to focus on gratefulness when things don’t go to plan. If you or your team encounters a challenge during a project, practicing gratitude can turn the obstacle into an opportunity.
Gather your team and debrief on the issue. What has gone well so far? What could be improved going forward? Reframing the challenge into a learning opportunity can bring the team together and give you a chance to recognize others for their contributions and successes so far in the project. Collaborating with your coworkers will also help solution on how to move forward – enhancing team dynamics and building strong ties leading to future success.
Expressing gratitude at work can go a long way in improving company culture, building team relationships, increasing employee engagement, and boosting your overall job satisfaction. To practice gratitude in the workplace, be sincere in your thanks, recognize others first, and remember to be grateful even when things don’t go to plan. Bring appreciation to the forefront in your workplace and encourage others to do the same – then see how it positively impacts overall morale in your organization.
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.
Most of us have left our high school days behind, but we may sometimes feel like our workplaces resemble those old stomping grounds – especially regarding rumors. False stories about the boss, company decisions, coworkers, or even you can spread quickly and create a toxic environment. If you find yourself on the receiving end of some office side-eyes and quiet whispers, here are some tips to help you work your way through the situation with your head held high.
Address the Gossip
It’s common for people to talk about others behind their backs. If you feel that you’re the subject of gossip—whether true or not—you should confront the person immediately. Confirm with your team that the rumor isn’t true; sometimes, this can help build trust and improve coworkers’ relationships. Once you’ve gathered all of this information, you should speak with the person who started the rumor; do this privately so as not to embarrass anyone. Don’t use this time as an opportunity for revenge.
When dealing with gossip, it’s essential to remember that the person spreading rumors might not even realize they’re doing it. If you let them know that what they’re saying is hurtful, they might not even realize they were doing anything wrong. Talking privately may clarify the issue—but sometimes people continue their gossiping after being confronted. Gossip can also be problematic because often no one wants to seem like a snitch—but if you catch someone in a lie or a rumor about you, confronting them about it can stop the flow of gossip and turn people against them.
Keep Your Emotions in Check
When coworkers start spreading rumors about you, it’s easy to get upset. But remember that it’s not worth your time to be distracted by silly rumors about your work ethic or home life. Your career and reputation are too valuable for you to take gossip seriously. If someone says something about you behind your back, try not to let it bother you too much. Instead of confronting the person face-to-face and setting them straight right off the bat, have a plan of action mapped out so that if you feel like giving in to the urge to confront them, you can keep your emotions under control. While it might seem tempting to argue with them and tell them off for their comment or gossip, avoid getting caught up in the moment—you never know what repercussions could come from getting into an argument with a coworker.
When confronting a person who may be spreading rumors about you, don’t ask them why or demand that they explain themselves. Instead, tell them calmly how the gossip has affected you personally. You can do this by explaining that you know what they were saying and would appreciate it if they could stop. This type of confrontation will help prevent things from getting heated and allow both parties involved to come to a mutual understanding and respect each other as equals.
Instead of arguing with a person about what they’ve said about you, it can be more effective to confront them with a statement like “I’m aware of what you’ve been saying about me. I would appreciate it if you wouldn’t say those things anymore.” If that doesn’t work, consider ignoring the situation entirely. It’s essential to be confident in yourself and your actions so that you don’t attack the other person or try to get back at them for talking negatively.
Ask for Help
If you find yourself in a situation where coworkers are not respecting your personal boundaries, don’t be afraid to ask for help. It may feel embarrassing to tell someone you’re being gossiped about. Still, it’s essential to remember that the gossip is about you and that the people talking about you probably don’t know or understand the whole story. Also, if you feel uncomfortable talking to a coworker directly, there are other ways to get help. You can speak to your manager or write an email to HR asking them to intervene on your behalf. You could also reach out to a trusted colleague who has experience dealing with conflict in the workplace.
When you’ve taken the necessary steps to address gossip, and it hasn’t stopped, or if the talk is discriminatory or exclusionary, you can report it to your manager and consult HR. In some situations, if there’s still a problem after your first conversation with HR, file an official complaint. The biggest thing to remember is that HR needs proof that the gossip has been happening.
Lead by Example
If you want to reduce the gossip in your office, do not talk about people behind their backs. Try to keep in mind that people have feelings and that if you say something, they’ll likely find out. Talking negatively about other people will only cause them to feel that they are being victimized, and they may be less likely to trust your intentions in the future.
Try focusing on the positives when you talk to your coworkers and try to be more constructive with your criticism. If someone is making a mistake, instead of telling them how they messed up and telling everyone in the office, show them how to do it better by giving them pointers for improvement and keep it between the two of you.
When you find yourself in the middle of a rumor, resist talking about co-workers’ personal lives. Instead, address false stories and ask for help if you need it. Set an example of a gossip-free environment by being aware of what you do and say. Gossip becomes a problem when it spreads rumors or makes people feel uncomfortable at work.
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.
Since its founding in 1958, EG Workforce Solutions has been Helping People Succeed by bridging the gap between the hiring and the hired. EG has established itself as a high-value strategic partner with our contract staffing, RPO (Recruitment Process Outsourcing), BPO, and consultative employer brand + retention offerings for clients across the US.
Like any organization, EG has experienced the natural peaks, and valleys businesses face. From growing the company into a multi-offering workforce solution to navigating the 2008 recession and, most recently, the COVID-19 pandemic. However, in 2017, EG Workforce Solutions experienced a significant downturn in its company culture and talent retention due to an adverse change in leadership and the dilution of its mission. As a result, the organization lost itself and its core values rapidly; high-performing employees resigned, people who remained were unhappy, and the bottom line suffered.
What EG Did Next
To reinvigorate the company, senior leadership knew they needed to take action. The toxic leadership was quickly removed, and they brought EG’s core values alive by changing from single words to phrases with definitions behind them, so nothing was left for interpretation and leaving no room for ambiguity on how EG conducts itself.
EG fully subscribed to the notion that by building an employer brand and culture that attracted the type of talent aligned to it, the business would grow faster, stronger, and more innovatively. It started with the new core values that made it clear
how EG would treat its employees, Field Associates, and clients – it’s also the playbook for how everyone at EG would treat each other.
Additionally, efforts were implemented to beef up EG’s culture, including bi-weekly check-ins with direct supports, utilization of Align for productivity, meeting rhythms for transparent communication in every facet of the organization, LinkedIn Learning, creation of company culture and DEI committees, and Better Book Club to name a few.
We Didn’t Stop There
EG also focused heavily on creating a company culture focused on trust, transparency, and growth. Transparent communication was accomplished through eNPS surveys sent to staff members quarterly to identify areas where the company was thriving or needed to re-evaluate. These eNPS surveys are followed up with all staff town halls to discuss survey trends and next actions.
EG also provides tools to enhance our employees’ daily personal and professional lives. EG uses Bonusly to publicly recognize and reward employees and emphasizes handwritten “thank you” notes. Our team also has access to LinkedIn Learning to grow their skills and knowledge. There are clear career paths for professional advancement within the company for anyone who wants to grow.
Additionally, EG pays our associates to read books through our Better Book Club program. Finally, EG has partnered with experts in productivity management, like Getting Things Done, to assist our team in maximizing the time in their day, as well as focusing on holistic employee goals through a Day of Development.
How Things Changed
EG has fostered an employer brand focused on our team and true to our mission of Helping People Succeed. As a result, EG has been able to build a team of “bar-raisers,” cut our recruitment spend, increased our hires via employee referrals by 57%,
improved our diversity by 11% as of 2021, lowered our voluntary turnover rate to a mere 10%, a 55-basis points reduction, and experienced eNPS (employee net promoter survey) scores routinely in the 70s – well beyond the industry benchmark of 50.
EG has realized many quantifiable benefits from a strong and healthy culture, including increased productivity through a sense of belonging, improved health and well-being resulting in less absenteeism, and increased customer satisfaction, as demonstrated through industry-leading Net Promoter Scores (NPS) and long-term strategic partnerships. Additionally, EG’s purpose of “Helping People Succeed” has fostered an environment for innovation and the creation of new ideas, processes, and services. All EG employees subscribe to the mission, which encourages collaboration among the business units and helps cultivate a sense of unity between our values and individual actions. At EG, happy and engaged employees mean delighted
customers!
The Results
EG continues to leverage our strong employer brand and company culture to build upon our momentum and turn our flywheel. CEO Mark Lancaster stated that “as a result of realigning the culture and values, the company profits increased significantly.” By creating an employer brand that allows our team to thrive, the business continues to grow and innovate strategically while attracting, engaging and retaining top talent.
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.
If you’re looking for a job, you might have noticed that some postings seem misleading – or maybe even too good to be true. At the same time, some employers don’t realize the value of a well-written job posting. If you’re looking for a job or plan to start the search soon, here are some red flags to look out for in job postings to help you decide if it is the right opportunity before you apply.
Salary Range isn’t Listed
When job hunting, salary is one of the top factors you consider before applying. Will the position pay enough to cover your cost of living needs? Allow you to live comfortably without worrying about finances? If a post doesn’t include the salary range for that position, it could be a red flag. For many candidates, omitting that information implies that perhaps the salary range is low.
If a job listing doesn’t list an estimated salary, or if it uses vague terms such as “competitive” or “negotiable,” you should be cautious. If you’re having trouble finding information on compensation, try searching sites such as Glassdoor and PayScale, which provide information on salary by company and by job title. These sites can also help you identify a pay range you could expect with your previous experience – knowing your worth can help you find the right opportunity quicker!
Spelling and Grammar Errors
Just like employers expect you not to have any spelling or grammar mistakes on your resume, hold them to the same expectation. It’s essential to keep an eye out for spelling and grammar mistakes in a job posting because they can make you question the professionalism of the organization. A well-written and professional-looking job posting is just as important as the responsibilities and salary description listed to attract highly qualified candidates.
A Long List of Qualifications
If you’re searching for jobs, it’s common to see ads with multiple bullet points of requirements and qualifications. This is normal – even expected; a red flag is when this bulleted list is in the double digits. When a long list of qualifications is present in a job description, it may be an indicator the employer will stretch you too thin or doesn’t have the proper resources for you to perform the job effectively.
It could also mean that the company hasn’t figured out what it’s looking for in a candidate—which is a problem because you’ll be set up to fail. The company may be trying to cast a wide net in hopes of finding something that sticks or may be expecting one person to do multiple jobs under one position name/salary. This kind of posting is a red flag for job seekers because it can set you up for failure by expecting you to be good at everything.
No Mention of Paid Time Off
Some employers didn’t offer paid time off in the past, but they’re starting to see the benefits of offering some paid time off. It gives employees more flexibility by using it to deal with personal issues or as an opportunity to do things they’ve always wanted to do—travel, volunteer, etc. This is because everyone is emphasizing a healthy work-life balance. Without paid time off, it can be challenging to take care of things outside of work and handle emergencies that come up unexpectedly. In general, when a company offers paid time off, it shows the employees that they value you as workers enough to give you what you need to succeed at your job.
Browsing through reviews on sites like Glassdoor can be especially helpful if a company doesn’t make paid time off readily available in its job postings. Even when you cannot find anything specific about the company online, seeing paid time off mentioned on other postings will tell you that this is another standard benefit that most companies offer. Reading these comments can also give you a lot of insight into how employees feel about their companies and whether it is a good fit for you.
No Mention of Paid Sick Leave
When a job posting doesn’t mention paid sick leave, it sends a message that the company doesn’t care about its employees’ health, which is problematic for several reasons. One ill employee who comes to work and infects everyone can bring down productivity and morale.
If you notice that there’s no mention of paid sick leave in the job posting, it could mean several things: either they don’t offer paid sick leave at all, or they’re assuming that you’ll be taking your vacation days or personal time if you get sick and need to stay home. Either way, the fact that they didn’t include it in their posting shows employee health and well-being aren’t valued.
A job posting is one of your first encounters with a potential employer. Therefore, learning all you can about a position before applying, going through the interview process, and potential employers is crucial. By identifying and paying attention to these subtle clues, like missing information around salary, PTO, and sick days, as well as unprofessional formatting or unrealistic qualifications, you will be able to find the right role.
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 performance review is a chance to share your accomplishments, discuss any challenges you’re facing in your job, and identify opportunities for developing new skills. If you’ve taken the time to prepare for your review, you may feel good about what you’ve accomplished and where you stand at work. If not, you may dread having this conversation with your manager.
Here are a few tips for preparing for your next performance review, so you can feel confident and self-assured when you walk into the meeting.
Review Goals from the Previous Year
When preparing for a performance review, your first step should be to revisit the goals you set last year. You should include specific goals, measurable results, deadlines, and a detailed outline of steps to follow as well as account for potential setbacks and have built-in ways to handle them effectively. You also should revisit your goals throughout the year so adjustments can be made as necessary. In the end, your manager wants you to be prepared for review. It’s not just about what you’ve accomplished but how much you’ve thought things through and made progress toward achieving your goals.
It’s important to remember your performance review is a chance to reflect on how you’ve been doing—it’s also your manager’s chance to look at the goals you set for yourself and how you achieved them. If you did not reach your goals on your last performance review, examine them with your supervisor and ensure that you did everything you could to have tried to meet them, and then also evaluate whether you have realistic expectations in the future.
Looking back on your goals, are there any areas in which you struggled to meet expectations? If so, don’t be afraid to ask questions or request additional guidance—the more effort you put into reviewing your goals, the better prepared you’ll be for this next performance review.
Track of Your Achievements
You want to stand out in the eyes of management when it comes time for your performance review. Ensure you’re doing more than just the bare minimum when you’re on the clock. Think of positive examples from your history demonstrating how you’ve gone above and beyond the call of duty. If you don’t have these available examples, now is an excellent time to start tracking them.
When it’s time for your next performance review, review your list and be ready with details on each accomplishment and summarize your progress through the year. Include a general description of each task, including the date it was completed, the name of the project, and a summary of what it entailed. If your manager is a “big picture” person, you can save time by skipping the minor details and reporting only the essential facts and figures.
Create a Communication Strategy
You should be consistently communicating your project statuses transparently and efficiently with your supervisor. If your manager prefers more frequent updates, send the information monthly or weekly as they desire. This helps keep the feedback loop strong, so you and your supervisor on continually on the same page with your goals and expectations.
If your manager doesn’t give you regular feedback throughout the year, it’s up to you to ask for periodic updates on your performance. It’s not productive to spend an entire year focusing on a goal when you discover the objective was the least important to the person who manages you. In this case, you may have to schedule some time with your manager to ask brief but essential questions about your performance. A best practice is to have bi-weekly check-ins with your supervisor so you can update them on where you’re at with your goals and projects.
Ask for Feedback Consistently
To ensure that your performance review is productive and effective, you should actively seek feedback from your manager. Meet with your direct supervisor early and be sure to discuss any challenges and accomplishments you have managed throughout the year and not just at your performance review. Review your successes, confirm that you’re on track for the year, and ask if there are any specific areas in which you need to improve.
Annual performance evaluations allow you to showcase what you’ve done over the past year, so be sure to review your goals from last year, keep track of your accomplishments, create a strategy for communicating your achievements, and ask for feedback. That way, you’ll be prepared and ready for your next review.
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.
Have you ever felt like a fraud? Maybe you experienced anxiety someone would “find you out” if you didn’t know something. It can happen to anyone, anytime, and anywhere – whether you’re in your first job or have been in the workforce for decades. When you feel like an imposter, you may self-sabotage your success without even realizing it by obsessing over minor mistakes or working twice as hard to prove that you’re successful. These feelings are known as Imposter Syndrome and experiencing it without strategies to get past these emotions can negatively impact your ability to grow and thrive in your career.
Try these four strategies to help overcome those destructive feelings and become a better version of yourself at work and in life.
Lean into Positivity
For some people, it’s common to underplay their achievements, attributing success to luck or good timing. While a degree of humility is admirable, it can hurt more than help if they are already fostering feelings of self-doubt. For instance, if you have been working on a new project at work and have exceeded your expectations, be sure to let your coworkers know that you are proud of your accomplishments rather than putting yourself down or dismissing them as unimportant.
One way to help you become more positive is by sharing your experience with others. For example, if you write a blog post on LinkedIn about your new job, consider mentioning what you learned during the hiring process. Did you discover that you are resilient or the importance of soft skills? Whatever it was, don’t keep it to yourself — you never know who you will influence. The more you put yourself out there, the more people will see you as a thought leader in your industry.
Celebrate Your Wins
Another way to combat imposter syndrome is by celebrating all your wins – no matter how large or small they might be. Reframe self-promotion as an exchange of value and self-enthusiasm and do it passionately. Keeping a record of your wins can help you stay motivated. Create a table with three columns: one for listing types of wins, another for descriptions of what actions you completed, and another for dates. Ask yourself: “What have I done that makes me feel capable?” and “If my younger self could see my life now, what would she be proud of?” People with a positive sense of accomplishment feel more hopeful about the future; those with imposter syndrome forget their achievements and can combat this by remembering their strengths.
When we recognize our accomplishments, we need to celebrate them somehow. We could buy a small reward for ourselves or do something for enjoyment. The celebration doesn’t have to be huge, but it should matter to you. By doing this, our brains release the neurotransmitters dopamine and serotonin—associated with motivation and happiness—and help us accomplish even more.
Be Mindful of and Limit Your Social Media Usage
Social media can be helpful and harmful when dealing with Imposter Syndrome. By engaging with popular role models on sites such as LinkedIn, YouTube, Instagram, and TikTok, you can learn from people who have succeeded in your field. You can also use these tools to research people you admire and learn about how their career paths led them to where they are currently. When choosing your role models online, be sure to be intentional about who you choose; not everyone has to be an “influencer” – you may have people who can already help in your network.
For all the positive impacts of social media providing access on how to cope with Imposter Syndrome, it can also contribute to feelings of inadequacy or poor self-esteem. By practicing self-awareness as you scroll through your feeds, you can avoid the potential drawbacks of the internet. Unfollow people who bring you down and focus on the educational or inspirational content that feeds your best self and reminds you to express gratitude for your wins, give yourself grace, and visualize the future you want.
Strategize Your Goals
Sometimes you feel like a fraud, and you want to prove yourself. You may try to prove yourself by setting unrealistic goals to deadlines quickly. There is nothing wrong with setting goals, but you should also strategically plan how you will reach them is tempting when you’re feeling this way. Feeling overwhelmed is a familiar feeling among people who try to manage their imposter syndrome this way. Attempting to complete so much that everything loses its meaning and value, and you won’t be able to execute your objective effectively.
Break your goals into smaller, more manageable components and focus on one thing at a time. If you stay focused and consistent, you’ll get much further than if you tried to tackle everything at once. Block out your schedule for the week, making sure to devote time to your biggest priorities. Divide your day into smaller periods dedicated to secondary tasks (reading emails, editing, scheduling), and then reserve larger segments of your day exclusively for high-impact projects. By doing this, you can get a handle on what you need to do in the short and long term.
Overcoming Imposter Syndrome is a process – it won’t happen overnight, and it’s important to know that everyone’s approach to overcoming it will look different. There are many ways to do this but reflecting on what works for you and does not is essential in overcoming Imposter Syndrome. Implementing the strategies here will help you release some of the negativity, stress, and anxiety that might be holding you back 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.
While you might have a close relationship with your coworkers, some conversations should be avoided at work. If you bring up “hot button” or “controversial” topics in the workplace, it might cause your coworkers to feel uncomfortable and form a negative opinion about you that could affect how you’re perceived at the company overall.
Workplaces, where these hot button topics are routinely discussed could create a negative company culture where some employees are discriminated against or will become uncomfortable with each other. Here are four topics to steer clear of at work.
Religion
While there’s nothing inherently wrong with discussing religion around the water cooler, the workplace is not an appropriate space for you to push your personal religious beliefs on your coworkers. As long as you’re respectful of everyone’s beliefs, there’s no harm in being open about your own. However, it’s also essential that you tread carefully when broaching the subject of religion at work. Understand that your colleagues may not want to engage in religious conversation, even if they hold beliefs similar to your own. For example, a colleague has announced that they are very sick. It is okay to ask them if they mind you praying for them. However, if they say that religious expression as it relates to them makes them feel uncomfortable, respect that. Avoid discussing topics that might make people uncomfortable or offend them (such as criticizing their faith or belittling their spiritual practices).
Politics
We all know discussing politics can make for heated dinner conversations, so it is not a topic you should bring up at the office. People hold strong opinions on both sides of the aisle and are passionate about their stances on issues like gun control, health care, environmental policies, etc. While you don’t have to be best friends with your coworkers, you need to be able to get along, and many arguing over politics is a very quick way to make working together difficult when you disagree. If an argument occurs in front of others at work, it can negatively impact company culture. If your political views have traditionally hurt marginalized people groups, and you’re vocal about those views, some employees within these minority groups may feel uncomfortable expressing their opinions. They might even fear they will not be accepted or even safe around coworkers who hold opposing political stances.
While you may have strong feelings about your party or candidate, don’t try to change coworkers’ views. Maintaining a friendly and professional attitude toward your coworkers, regardless of their political affiliation, is best.
Detailing Sensitive Personal Issues
When it comes to personal problems, the workplace can be a tricky place. Some people feel they are expected to act like everything is okay without ever opening up about issues they’re struggling with. Others might think that when they’re having a bad day at work, it’s normal for them to “dump” all their problems on whoever will listen. While it’s important to let your supervisor know of personal issues if they could affect your job performance, complaining to everyone around you is also not advised as it could lead to a negative perception of you. People may start to question if you’re able to separate your issues enough to perform your job adequately.
Whether you’re dealing with a death in the family, an at-home issue, or some other personal problem interfering with your work, it’s important to tell your supervisor about it. They can help you deal with the issue and figure out how to keep it from affecting your work. You don’t have to go into detail when telling your manager. The easiest way is to say something like, “I have a personal issue involving ______ that I need to take care of.” If you feel comfortable doing so, explain why you need time off. Whatever information you decide to share should be limited only to what is necessary for your boss to understand why you may need time off soon.
Changing Jobs
It’s normal for some to think of your current job as a stepping-stone to bigger and better things, but, keep these sentiments to yourself. Talking about your ambitions if they lay beyond your current company could land you in a lot of trouble, especially if you’re talking about them in front of your manager. For example, you may feel like your company is holding you back from a promotion and that you want to start looking at different jobs. In this case, you may be right about wanting to look for other opportunities, but it’s best to keep those thoughts to yourself at work.
The best alternative for this topic is to have a conversation with your supervisor about how you see your career growing. This way, there are no surprises if you change jobs, allowing you to create a plan for achieving your goals. For example, if you’re interested in working for a different department within your company, your boss may have some insight into what career paths will help get you there, or they may be able to give you opportunities to get the experience that would make you more competitive at that level.
It can be difficult to avoid discussing “off-limits” topics in the workplace. If you want to remain on good terms with your co-workers, steer clear of religion, politics, and personal issues. These “hot button” topics can cause an adverse reaction between co-workers, damage company morale, and create an environment that does not foster diversity, equity, and inclusion.
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.