5 Risks of Defying Workplace Rules

5 Risks of Defying Workplace Rules

You’ve probably paid a penalty when you ran the risks of defying workplace rules in the past. It may have been a rule your boss made to keep you on-track and you learned a lesson from breaking it.

Risks of defying workplace rules

There are risks to every company rule you choose to break.  But you may be the type who loves to defy them. Adrenaline rushes from rule breaking become addictive to some people.

If you don’t agree with certain rules of your work environment and plan to break them – maybe in your personal workspace, consider these five risks involved:

  1. The risk of alienating people you need or feel more comfortable having work with you in your job

Think carefully about risks of  defying workplace rules that can alienate you from the very people who could benefit you and whom you require. For example, if you go against your company culture or unwritten rules, you may cause workforce concern. Weigh the benefits and then act accordingly.

  1. Lose your job

Risk of defying workplace rules and regulations

Some rule-breaking may result in the loss of your job or position in a company. For instance, when you insist that you can work from home and get more done.  This may alienate other coworkers who commute to and from work each day. You may also miss out on valuable one-on-one time with your boss or others important to your job.

  1. Expressing your opinion

Standing up for your values can be a risk that gives you great satisfaction and can boost your self-esteem. It may also alienate you from a close coworker – or group of peers. Beware of the consequences of your words and then do the right thing.

  1. Unqualified for the job you’re in

It’s possible you landed your  position by promising that you are a fast learner and meet all expectations required of you. At some point, you may be overwhelmed by the amount of work or learning process that you didn’t expect. Know what you’re getting into before leaping into a job you’re not qualified for.

  1. Not taking yourself seriously

This rule needs to strike an equal balance. It doesn’t pay when you take yourself too seriously.  You run the risk of other staff members perceiving you as pompous and a “know it all.”  You must find the balance between being serious at times that require it and having fun at appropriate times.  But if you don’t, other workers or those you supervise may never see you  as the authority figure you want to be.

Defying workplace rules risks

Summary

Risks of defying workplace rules can have a negative impact on some areas of your job or even in your entire career that you may not expect. Study the pros and cons of a rule before you decide to break it and then act in your best interest.

 

Defying Workplacerules – 5 Pluses Unexpected

We will explain how defying workplacerules – 5 pluses in the following article that represent the benefits that resulting from your decision.

Breaking the rules in certain cases can open up the doors to a number of career benefits.  But it can also cause you significant issues. Especially if you violate OSHA , federal, state or local laws.   A business cannot survive without creating and enforcing a set of rules and regulations.  And frankly, the company will establish rules with the intent to benefit the business.  Many have the intent of eliminating workforce problems before they occur.

Author, Lewis Upton, once said, “I’m a free soul, not a soul who will be contained by rules that were made by people who want to control others.”

Defying workplacerules -- 5 pluses

There comes a time when becomes necessary to break a rule.  You may do that simply to break the control others may exert over you.  Or it may be time to take personal control over how you act in a certain work situation.  That will set you free to replace them with your own more advantageous rules.  Consider this: rules that restrict more than they enable ought to be broken.

Defying Workplacerules – 5 Pluses

Defying workplacerules – 5 perks are described below:

Defying workplacerules - 5 - pluses

  1. The “Work from 9 to 5” Rule

When you break this rule you can get ahead quickly by garnering more time for yourself and working more efficiently. Many workers in this environment are realizing the perks that technology now provides them when they are setting their own hours and taking time for themselves.

Not working 9 until 5 every day doesn’t mean you don’t have to work hard to accomplish your goals and intentions.

9-5 in inefficient

In fact, you may work harder – spend long days and nights – in reaching the goals and intentions you have for yourself. But, setting your own hours can help you work on your own terms and not those set by others. You’ll do a much better job and finish projects much more efficiently.

  1. Always Meet Your Goals and Expectations

You may change your mind along the way – it’s as simple as that. You can become newly enthused about a project or goal if you let the old ones go.

  1. What Other People Think is Important

Stop worrying what others think

Letting go of the fear of people judging you can be very freeing. What kept you down and from reaching new heights in your life plan is replaced with a new zest for life and enthusiasm to take advantage of every opportunity.

  1. Mistakes Are a Bad Thing

You can get tons of benefits from making mistakes. It’s never fun to admit you’re wrong, but when you learn lessons from those mistakes, the benefits are many and you’ll likely never make that mistake again.

Mistakes show you are trying

  1. Your Boss is Always Right

When you realize that your boss has a different work and career history when rules meant something different than they do today, you can justify breaking the “boss is always right rule.” The major perk you can get from breaking this rule is to free yourself to make your own decisions and plot your own career path.

Defying Workplacerules – 5 Pluses also Has Minuses

Although there are pluses from breaking rules (many of which are obsolete), beware of breaking rules established to help you in career development.

There are risks to every rule you choose to break and you may be the type of employee who loves to break them. Adrenaline rushes from rule breaking becomes addictive to some employees (if they don’t get caught or punished).

If you don’t agree with certain rules of your work environment you may be planning to break them.  Realize there are risks involved.  We will discuss some of the negatives and risks in a separate post in about a week.

 

Why You Should Actively Enhance Your Attitude in a New Job

Should you actively enhance your attitude in a new job for greater success?  There are many reasons why you should actively enhance your attitude in a new job. The most obvious ones are to feel better about yourself, improve your work performance and become a valued employee while coming up to speed faster.

Other reasons are probably not as obvious to you. Although, they’re pretty obvious to your mental and physical health.

Let’s talk about some of the reasons why you should actively enhance your attitude in a new job  and how that will influence everything that goes on in that new job.

Improve Your Mental Health

Your mental wellness affects your thoughts, feelings, and behavior toward co-workers and your supervisor. It helps reduce stress, as well as helps you cope with challenges and setbacks of a new workplace with all new relationships and processes.

Having strong mental health doesn’t mean the absence of anxiety, fears, and worries. Going through difficult times is a natural part of living.

Yet, when you’re in good shape mentally and emotionally, you bounce back faster. You have the tools needed to face all these things head-on with confidence and resilience.

Being resilient means you stay flexible and focused when work throws you a curveball. You have confidence in your abilities to deal with whatever the new environment has in store.

Actively Enhance Your Attitude in a New Job Building a Resilience Mindset

Additional Benefits When You Actively Enhance Your Attitude in a New Job

Here are some extra perks that come when you actively enhance your attitude in a new job and boost your mental wellbeing and improve your attitude:

  • Your sense of contentment grows with your new job in general  (little buyer’s remorse)
  • You maintain a big dose of self-esteem and confidence that you can accomplish your new responsibilities
  • Opportunities present themselves that you feel you can achieve to help your new employer
  • You enjoy working and can laugh at yourself when you have a mishap
  • Balance work and play
  • You easily build healthy relationships with associates who can help you ‘learn the ropes.’
Brush Up on Your Social Skills

We’re social creatures. We thrive when we feel connected to others.

This doesn’t mean we have to be surrounded by other personnel all throughout every day. Clearly you will need alone-time to achieve some assignments.  It just means that our brains crave companionship in varying degrees.

Yes, you can always call or text as relationship builders. They certainly have their place and time in our busy, hectic lives.

Still, nothing beats the mood-boosting power of sitting down at lunch with teammates or even workers from other parts of the new company. That quality face-to-face time is priceless.

You sit, you talk, and you listen — pretty basic right? But for your brain, it’s revolutionary!

Here’s why: studies show that our brains are wired for connectivity. Certain areas of our brains light up when we do spend some time with a teammate or volunteering to work on a group project that could use some extra assistance.

Not only that, but the brain rewards us for being socially outgoing. It does so by signaling the release of two happy hormones, oxytocin, and serotonin. So, by being out with your boss, colleagues, or friends, you’re actively seeking ways to improve your attitude.

You should also make the most of those fleeting encounters you have with strangers each day. Make a point of looking your neighbor in the eye as you wish them a good day.  Same goes for a receptionist or security guard or COVID-19 tester.

Look up from what you’re doing and take a couple of seconds to thank the barista or the cashier. You can even add a smile to go with it.

Despite taking mere seconds out of your day, those little acts of interaction or pleasantry are terrific mood boosters. They’ll do wonders for your day and theirs!

Remain Fit

The link between the mind and body is complementary. When you take care of your physical health, you’re nourishing your mental well-being.

Anytime you exercise for at least 20 minutes, your brain releases endorphins. These are one of the four happy chemicals that help stabilize your attitude and boost energy levels.

Regular physical activity also has a big impact on your memory and concentration. Plus, it relieves stress and promotes better sleep.

The trick is to find an activity you like and do it several times a week. Take a short walk over lunch hour, cycle to work, throw a Frisbee with your dog—the point is to enjoy what you’re doing.

Better still, find a group of contacts and be active in a group. This will hold you accountable, boost your motivation, and improve your attitude.

Regulate Stress Levels

Almost everyone on the planet knows by now that stress is a major problem. It affects our mental, emotional, and physical well-being.

We also know that stress can’t be avoided, especially in this busy day and age. However, certain stress management strategies can help regulate stress in your life.actively enhance your attitude in a new job lowers employee workplace stress

These tactics allow you to cope with work’s ups and downs. They allow you to improve your attitude, feel good about yourself and perform better.

Here are some things you can do to reduce your stress:
  • Enhance the quality of your sleep
  • Eat mood-enhancing foods, such as fresh fruits, fatty fish, nuts, avocados, and beans
  • Practice relaxation techniques, like mindful meditation, yoga, and deep breathing
  • Make time for yourself and do something you enjoy.  I used to take a short drive alongside the Pacific when an assignment had me stressed out.  That always worked for me
  • Find somewhere to sit at a local park and soak in some sunshine
  • Laugh more
Flexicrew Support

You may have heard the expression, “Hire for attitude.  Train for skills.”  Many of our trained Account Managers will explain that employers don’t believe they can teach ‘Go-Get=Em’ attitude, but someone with the right attitude will quickly develop the aptitude on the job.  Talk to one of Flexicrew’s professional recruiters and take advantage of their broad experience or just get some feedback on your current work situation.  Call us Today.

6-Step Action Plan to Career Success

Action-Plan to Success Background

Every leadership success story comes from creating an on-target action plan for career success. It is harder to achieve success from simply going at it and hoping for the best. This is because you might encounter snags along the way and don’t have any ways to overcome them.

It is baffling why some succeed and some fail in their careers. Sometimes it may even seem unfair. You may know friends and family who are fantastic people, act appropriately, have good education, have good jobs, and generally perform well on the job. But somehow they still wallow in difficulty.

Then there are those who always achieve so much success and yet do not have high merits. They have minimal education, poor attitude about themselves and other people, may be dishonest and unethical, and even involved in a cycle of breakups and new partners. In these cases, the actual defining factor is the strength of one’s desire to get ahead. Despite their lack of virtues, knowledge and appreciation, these people often got ahead in the success race.

This is also why  many good and honest workers you know are struggling to pay their bills. If the desire is strong enough to achieve the goals, why still many do not?

Desire vs Work

The sad answer is there is only desire, but no work. Oftentimes many dream big but do not hustle and put in the work. They do not stay up late at night developing new solutions to their problems. Nor do they not work 16 hours a day closing a sale. Work hard to ensure the prospects they approach turn into qualified leads?  Nope!  They do not learn all that they possibly can about their industry and markets. They do not work to get around the right sources of influence, or to associate with those people who can help them to achieve their goals. While they are sitting there dreaming, some are getting off their seats and working.

Action Plan to Career Success

So, what are the steps to develop an action plan to career success that will work effectively and take you to the finish line strongly?

Here are the major points to keep in mind in building an action plan to career success:

Step 1: Develop The Right Action Plan to Success For You

Some people are very detail-oriented and are able to closely follow an intricate plan to the letter. Others are more effective when they see the bigger picture first and then frame out the small steps that lead to the final goal.

Each of us is unique and motivated by different factors.  You’ve got to develop an action plan to career success that is right for you and fits you. Some plans will not be as intricate as others, but we all must have a plan, along with goals in that plan, to move us forward. If you are a free spirit, don’t tell yourself you are going to spend two hours a day with a book and a journal. It probably won’t happen.  And you will just get discouraged. Whatever your personality, your strengths and your weaknesses, develop the plan around them. This is not a one-plan-fits-all proposition.

If you’re detail-oriented, it’s best to map out the small steps in your action plan to career success with utmost focus. This means being very clear on what you want to achieve daily, weekly or monthly. For example, the first small step to achieving your ideal weight is to cut out 1 serving of sweetened drinks by the end of Week 1.

For those who like to see the bigger picture first, it helps if you imagine how it will be if you’re, say, 20 pounds lighter. You may be able to get out of bed easier, your energy level will rise, and you will fit into those clothes that you yearn to wear. Then, map out what you need to do in order to achieve that.

Step 2: Allocate The Time For Your Action Plan to Career Success

This is crucial in your planning, because you’ll be clearer on when you should commit to achieving your goals. In this case, let’s use the weight-loss goal.

It might be alternating aerobics and  weight training every other weekend. Or it could t be running 30 minutes each morning or swimming after work. Alternatively it could be in the car listening to weight loss motivational podcasts on your way to work, or possibly meeting your coach once a week to set your workout plan and to check on your progress.

Whatever it is, be specific on the where, when and how to do it, and actually do it. In your step-by-step plan, put down points that represents small achievable goals that you can accomplish in a short time. They should be specific because if you straightaway put down a major goal, you may think it’s too big to achieve.

The next crucial element in achieving your goals in your action plan to career success is not starting to work on it, but to keep going at it. Discipline is important and really comes into play here. Take those steps every day, which will close the gap to your goals.

Step 3: Keep A Record

Two words that will help you a lot: Take Notes. In all seriousness, don’t trust your memory. It’s much better and workable when you write it down.  And write it in a single place so it’s easier for you to remind yourself where you’re heading and what success you have already achieved. You will find that this step will help you tremendously in the long run.

Record everything! Be it the ideas and inspiration or reminders and failures that you have gone through. This helps carry you from where you are to where you want to be. Write down the ideas that you get from outside sources that impact you most. Complement them with your own ideas that further suit your style. Do a brainstorm session with yourself on what you want and how you want to do it. And finally, record all your desires and ambitions, and put it where you’ll read them daily so you remind and motivate yourself consistently.

Your journals are a gathering place for all the valuable information that you will find. If you come across something that you think will help you achieve, for example, promotion, power, allies, productivity, influence or uniqueness, do not delay. Write it down. Strengthen your reflection and motivation by using the information you gather and put it where it will be recorded permanently

Step 4: Reflect on Where You Are and Where You Want To Be

Next step is to make the time for reflection. This is where you spend some time to go back over, to study again the things you’ve learned and the things you’ve done each day. This can also be called ‘running the tapes again.’  This is done so the day locks firmly in your memory and serves as a tool for motivation and keeps you going.

As you go through it, spend time reflecting on its personal significance. What you can do is take a few minutes at the end of each day before you retire, and go back over what happened.  Review your achievements for the day.  Pay extra attention to who you talked to, who you saw, what they said, what happened and how you reacted.

Another way is to take a longer time at the end of the week to reflect on the week’s activities and achievements. It also pays to periodically stop, step back and look at what you’re doing.  That helps you see if your actions served to push you to your goal or otherwise. Then tweak it a bit so you are kept on track with your action plan to success. Take a half day at the end of the month and a weekend at the end of the year so that you’ve got it, so that it never disappears  That ensures the past is even more valuable and will serve your future well

Step 5: Set Clear and Achievable Goals

Remember that your action plan to success is the roadmap that shows the way to your goals.  That means it is always an essential tool that helps you to succeed. Setting goals is also an invaluable skill to learn.

Why?

Because it can change your career for the better, and does it in the fastest way. Mastering this unique process can have a powerful effect on your life, too. If you have a set of clearly defined goals, it can surprisingly be a powerful indication of your potential! If you don’t have them yet, better to frame them out immediately so you have a lucid view of your future and dreams. Set your own goals clearly as soon as possible.  Because it is the greatest influence on your future and the greatest force that will pull you in the direction that they want to go. It all boils down to this: If you plan and design your goals well, your future will be very bright.

Step 6: Act on It!

So what still holds you back from your success? You have a very strong desire to do it already, and you have already created a plan that will take you there.

The next step?

Take action! Here’s the thing: successful people aren’t necessarily smarter than others; they just work the plan to the letter, they follow through on the plan and ensure the plan serves them to reach greater heights.

The best time to act on your action plan to career success is when your emotions are strong. There’s a little thing called The Law of Diminishing Intent. This essentially means your desires diminish over time.   But, if you don’t act immediately after having the desire, your goals are harder to achieve. Act when the idea strikes you, when the emotion is high, but if we delay and we don’t translate that into action fairly soon, the intention starts to diminish, and a month from now its cold and a year from now it can’t be found. This is where discipline comes to play – work the action plan to career success when the idea is strong, clear and powerful. You must capture the emotion and put it into disciplined activities and translate it into strong unrelenting action.

Expediting Your Career Success with SMARTER Goals

SMARTER Goals To Make 2022 Your Best Year

Make 2022  the best year yet with SMARTER goals for you or your team.

SMARTER Goals

Get SMARTER Goals

HR professionals should have an important objective in mind: make 2022 the best year it can be.

It should be simple to do, right? Work teams can meet and brainstorm on various activities for  goal setting.

But unfortunately, the amount of effort needed to achieve a goal can be much more than you think. It can feel daunting and even overpowering.  Also. teams could instead end up identifying various random objectives. Or worse, with nothing concrete or doable.  Or. they may not even be aligned with the company’s vision for the business.

Frankly, to make it your best year possible, it’s not enough to just have a list of any old goals. You need the right objectives, the actions that will get you there, and, most of all, the consistency that forms these actionable steps into habits everyone can follow.

To do all these, you need SMARTER goals.

Why Are SMARTER Goals Important?

SMART, and its more comprehensive variant, SMARTER, are acronyms. You will learn more about what they stand for shortly.

Michael Hyatt, a  best-selling author, developed the concept. To what purpose?  As a means to make goals a reality by making them into actionable and measurable steps.  In other words, a repeatable process.  With consistency and practice, you can make these steps into habits.

To understand the importance of SMARTER, you only have to look the number of people who make, but fail to keep New Year’s resolutions.  People start off each year brimming with hope and a “can-do” attitude. Here’s the issue, though: by the time February comes around, more than half of them can no longer stick to their list of resolutions and a Franklin Covey survey found only 23% keep their resolutions.

Why?

There are myriad excuses, but they can be summarized into 1 significant reason:  They didn’t plan well when it comes to their goals.

In spite of their well-meaning objectives, they set themselves up for failure..

Creating SMARTER Goals

Using the   SMARTER definition and approach, here are seven goals that may apply to you. They will certainly play a part in making 2022 your great year.

We  also provided some SMARTER goals examples to make each point clearer:

Your Career Success through the S.M.A.R.T.E.R. Project

S.M.A.R.T.E.R is an acronym that stands for:

Specific

Measurable

Achievable

Relevant

Time-Bound

Evaluation

Readjust

Your Career Success with Project S.M.A.R.T.E.R.

Here’s a detailed elaboration of this approach and the 7 steps involved:

SMARTER Goals for 2022

1. Specific

Your goal should be specific and crystal clear and identify exactly what you want to achieve.  You should be able to know what success looks like here. The more specific you can get, the better. A good tip here is to ask yourself the 5 W questions below:

What do I want to accomplish?

Why is this goal important?

Who is involved?

Where is it located?

Which resources or limits are involved?

2. Measurable

Useful goals you set for yourself or your team should be measurable and let you quantify the result. This is so you can track your progress and performance properly. Being able to see progress is a great motivator – it gets you excited knowing that you are on your way to success. Not only that, this helps your focus.  Also you want to ensure you are placing your energy behind goals that result in the best returns.  To help clarify a goal that is measurable, here is an example:

BAD:  I will clean up our candidate database.

GOOD:  I will review all the candidates in the file from A to F all next week and discard any that are over 6 months old.

3. Achievable

A successful goals should be one that is realistic and achievable. A goal with no action is wishful thinking.  But lying to yourself and aiming for a goal that is beyond your abilities will only result in failure to reach that goal.  That being said – this is not an excuse for you to be complacent here. You should set goals that will stretch your abilities but also remain possible for you to achieve.

Also, you should consider factors that will affect the achievability of the goal, like financial and time constraints.  A  goal example would be:

BAD:  I want to be more consistent with recruiting.

GOOD:  Spend two hours every morning calling candidates who applied to our Indeed ad.

4. Relevant and Realistic

Your goal should be relevant. It should matter to you, and in line with your priorities and beliefs.  And also be aligned with other company goals and vision. This step keeps you from focusing on the wrong things.  Many  HR professionals fail to achieve their goals because the goals are not consistent with reality.  Most HR personnel don’t have a problem setting big goals.  Experts recommend making your goals realistic, putting them in writing, and keeping track of your progress.

5. Time-Bound

Every goal you set should have a specific deadline – this gives you something to work towards. However, aiming to hit a goal in 5 to 7 years is not considered a proper deadline. Sure, it contains a time element – but it’s not specific enough.

Your plan to reach a goal in 5 years will be quite different from your plan to reach a goal within 7 years.

Setting a more specific date for your goals allows you to develop a clearer plan to achieve it. This also prevents you from letting other everyday matters take priority over your goals.  If you don’t set a deadline for your goals you won’t be able to measure milestones or how close you are to achieving your goal.  Look at these examples:

BAD:  I am going to rewrite our company Employee Handbook.

GOOD:  I will write an updated draft, edit and finalize our Employee Handbook by June 30th.

6. Evaluate

The only way to be better is to learn from past experiences, mistakes, and successes..  Over time, things happen and goals change. Look over your goals from time to time and evaluate them ; check if they need changing to fit your current situation. Constant evaluation of you goals is essential for you to reach your goals.  Be sure to congratulate yourself on the small wins. After all, you accomplished them and that should fuel your motivation.

7. Revise

Upon evaluation, if you find that your goals need readjusting, revise them accordingly.

The most important thing to do is to make revisions to your goals where you see opportunities for growth. This will also help you stay focused.

Even if you are confident with how things are going, there’s always room for improvement. Take this opportunity to analyze your performance or that of your team and make changes where needed!

Setting SMARTER team goals effectively

Finally

Stating your goals in the SMARTER way can make them easy to understand. What is measurable can be improved and compared, and the SMARTER methodology helps HR leaders align their critical decisions to the overall company goal.

How to Achieve Your Career Success – Skip at your Risk

Your career success goals highway
Expediting Your Career Success – a Necessary Blueprint

Consider your career success as a worklife journey.  To embark on a major journey, you should first have a real idea of your destination.

This way, you’ll be able to plan adequately for your journey – directions, mode of transport, estimated costs, time, etc.

Skip that, and you’d end up wandering aimlessly. Or find yourself lost somewhere in middle of Timbuktu. Sure, you’re on a journey alright…but where?

Similarly, when it comes to planning for your career success, you will need a “destination” and a “roadmap”. That would be a clear vision of what you want, and specific goals to help you on your way to achieve your idea of success.

Creating A Vision of Your Career Success

Vision of your career success

To be truly effective in your pursuit of career success, you should first be able to visualize your “destination” – a clear vision of where you want to be in the future. It’s what you desire, your passion, your purpose in doing something.

Creating a vision is important. That gives you direction, a compass to direct you in making the best decisions, and taking the right actions that will propel you towards success. It’s what gets you excited and motivated to push beyond your self-imposed boundaries. It’s what keeps you focused and on top of the game.

At the start, take some time to envision how you see your career in your ideal future. Reflect on your passions, core principles and values you live by, and your purpose in working.

Remember to define your vision – make sure your vision is specific and clear. That becomes your starting point – the very foundation you will be building on. It is the ideal you will be striving for, to get close to.

It should be something that is in line with your values and principles, as well as your view of the future. Simply coming up with a vague vision of wanting to be “promoted” or “get ahead in your career” is not enough; it should be something more solid, tangible, and specific.

Examples of Your Career Success and tie to Mentorship

An example here would be:

Get financially free by age 30.

To work only 30 hours a week.

Become a healthier individual – both mentally and physically.

You can also think of the people in your company or in your industry that you admire and look up to – the kind of characteristics or habits you wish to emulate yourself. In fact, you can even ask them to be your mentor, to help you think things through on certain areas and advise you on what has worked for them.

Again, don’t restrain yourself too much when creating your own vision. Your vision is personal and unique – there is no right or wrong. It’s something that only you can decide for yourself, and this also is dependent on what you want to achieve in your career.

Remember, the point of creating a vision is to know your reason for doing something, and to help you be more focused and motivated.

Setting Your Goals for Your Career Success

Setting your career success

But simply envisioning the future is not enough – that just reduces your vision to little more than a pleasant wish or dream.

Visions will remain unattainable when not coupled with goals. And this is where goals come in.

Goals are more specific and quantifiable targets – it’s the “roadmap” to your journey of career success. They act as benchmarks or milestones, aiding you in laying the path for the proper achievement of your vision. This also includes the tactics as well as strategies you use to work towards your vision.

To explain it simply, goals are a tool to help you take conscious steps each day to help you realize your vision of your career success.

Again, we have to emphasize here that a solid, clear vision first is important. The goals you set and work towards achieving should be in line with your vision. This keeps you focused on the big picture as to why you should complete your goals.

And a good approach to use when it comes to setting your work goals is the S.M.A.R.T.E.R approach to goal setting.  We will review the S.M.A.R.T.E.R. approach to goal setting in the next article.

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Flexicrew identifies job opportunities for workers and talks them through the best job that matches their goals and their backgrounds.  Contact us Today to gain our support.

Up-Skilling Provides Opportunities for Career Advancement

New Skills Required for Career Advancement, Employee Retention and Recruiting Excellence

up-skilling career advancement

Here is a piece exploring the fact that professionals have the responsibility to keep up their functional knowledge and up-to-date on the latest trends in their field.  Ongoing training and learning are the keys to maintain and even get ahead in a career.  Without that you fall behind and others propel past you.  The article plus resources provide a how-to guide to attaining advancement in one’s career.  The emphasis is on training and professional development.

Computer technology has developed new opportunities for companies that require a modern workforce. Therefore workers must train for new skills and competencies to pursue and excel in new and changing jobs.

Why professional development will future-proof your career
Companies should be using CPD as a tool to attract top job candidates, retain their best workers and identify future leaders.

When it comes to future-proofing career progression, it is becoming increasingly clear that committing to continuous professional development is the best way forward.

At a glance

  • Professional development training is often overlooked and underappreciated, and is one of the first things to be sacrificed when budgets get cut.
  • Recruiters point out that it is vital that accounting and finance professionals upskill in the areas of business intelligence and cybersecurity, to provide value to businesses striving to cope in a challenging environment.
  • There are well-established links between professional development and profitability, since employees’ problem solving skills improve along with the ability to identify trends and opportunities for innovation.

“We are in a talent deficit at the moment because borders are shut, so there is no influx of talent and skills coming from the US and the UK fintech firms into Australia,” says Nicole Gorton, director at recruitment specialist Robert Half Australia.

Now, as the world slowly emerges from the pandemic, companies are hiring again. Gorton says every business she goes into is looking for candidates with strong skills, particularly in business intelligence, analytics and cybersecurity.

“The problem is, they can’t find them,” Gorton says. “As a result, upskilling is the way to go, and I’m telling companies I can find them good people, but they are going to have to train them.”

From knowledge to profit

Links between professional development and the profitability of organisations are well established.

“CPD ensures the upskilling of employees’ technical capabilities, leadership competencies, stakeholder relationship management skills and the ability to strategise, analyse and use that information to make more robust decisions for the business,” says Gorton. The company benefits because staff get better at problem solving and identifying trends and opportunities for efficiencies and innovation.

What’s more, staff who can apply their skills and play to their strengths daily are six times more likely to be engaged on the job, according to a Gallup Poll.

“Professional development training is overlooked and underappreciated as an employee retention and recruitment tool,” says Gorton. “In fact, it’s often one of the first things to go when budgets get cut.”

Gorton thinks that’s a false economy. Instead, companies should be using CPD as a tool to “attract top job candidates, retain their best workers and identify future leaders”.

A price worth paying

While it is clear that CPD offers all-round benefits, what is less clear is who should be paying for it.Peter Polgar FCPA is executive chair of professional services firm Reanda Australia, and says even after 50 years in finance and accountancy, trying to keep abreast of what is going on in the industry is more challenging than ever.

He is in no doubt, however, that continued professional development should be a shared responsibility between the employer, the employee and professional associations.

“Professional development should be a shared vision.  We need to take ownership, as we are all in this together,” he says.

At Reanda, employees are encouraged to take an active part in their own learning and are reimbursed for the cost of successfully completed training courses.

“Big firms like ours have the resources and capacity to budget for professional development, but smaller firms are less able to do that and training becomes a discretionary cost,” says Polgar.

“Employers recognise the importance of ‘soft’ skills training, but it competes in priority with new product launches, performance and growth… the appetite is there, but it’s not always a priority, and that needs to change.” Nicole Gorton, Robert Half Australia

In order to help manage the cost of CPD for staff, the employer should have a good understanding of the business’s cost revenue structure. Taking a strategic view of CPD means determining what the organisation needs and when, and how to go about delivering that in the most cost-efficient way possible.

This may include delivering CPD through group training sessions or peer-to-peer knowledge sharing, with employees presenting their learning to the wider team following a conference, for example.

A weekly or monthly discussion group on problem issues could also bring a team closer together.

Cross-training or shadowing someone who is comfortable performing tasks another employee needs to learn is another cost-effective way of upskilling staff, as is identifying an employee with strong communication and behavioural skills who is willing to act as trainer for others and would be happy to change their job description.

A business that prioritises CPD and develops a clear idea of how learning and development activities fit into the overall strategy is much more likely to achieve desired results without going over budget.

Requirement for continuous learning

Accountants have a professional responsibility to keep their knowledge up to date and stay on top of the latest industry developments.

“If you are not learning something new every day, then you are not keeping up, as the industry is changing every day,” cautions Polgar.

This includes not only improving technical knowledge and staying up to date with technology trends, but also honing so-called “soft” skills, such as communication and people management, says Gorton.

Cultivating the ability to navigate conversations, negotiate and wield influence is even more important in the post-COVID-19 world, where so many daily interactions with colleagues and clients are not face-to-face.

“Employers recognise the importance of ‘soft’ skills training, but it competes in priority with new product launches, performance and growth as it relates to shareholder interest,” says Gorton.

“The appetite is there, but it’s not always a priority, and that needs to change.” Gorton says one solution is to put professional development into the context of an employee benefits package, ensuring there is diversity and opportunities available to everybody.

“Every company is different in how they remunerate staff, and you have to look at the whole attraction and retention package, and also combine that with what opportunities are available to you as an employee over the next 12 months,” she says.

Some employees may prefer paid professional development to other “perks” offered by employers, such as flexible work arrangements or paid health insurance.

Holistic view of learning

While most of us think about ongoing development in terms of online or classroom-based training programs, employers should be taking a more holistic view, says David Pich, CEO of the Institute of Managers and Leaders Australia and New Zealand.

Mentoring, networking, resilience planning, mental and physical self-care and using self-analysis tools are all part of professional development.

“There are as many learning options as there are lessons to be learned,” says Pich.

In times of unprecedented change, “it is essential to be supported by other professionals who can provide objective perspectives and guide you through upcoming challenges”.

Those challenges are only set to increase. Deloitte predicts that, by 2030, the average finance professional in Australia will be short of two or three critical skills necessary to be effective in their role.

This is convincing evidence that investing in CPD is an investment in future-proofing business.

How to ask for professional development training (and get your employer to pay for it)

Nicole Gorton, director at recruitment specialist Robert Half Australia, has some tips on how to make a convincing case for your employer to invest in your professional development.

  1. You need to be able to put forward well reasoned benefits of what it could mean not just for you personally, but for the organisation, and how those advantages can play out for everyone.
  2. Bring up the subject of CPD either during the job interview or at the annual performance review. If you can’t wait until that comes around, book a meeting. This will signal your serious intent.
  3. Prepare well, so that you know what you want to get out of the meeting, having considered your career goals, your particular interests, along with your strengths and weaknesses and where you need to target training.
  4. Ask your manager for their advice about how to develop your career. They may have suggestions that you hadn’t thought of or insider knowledge of the company that can help you create an action plan for CPD.
  5. You need to demonstrate how CPD training will be a return on investment for the company. If, for example, you are requesting software training or a course in AI, indicate how it will reduce the amount of time you spend on certain tasks, reduce errors and increase your productivity. If you can put an estimated dollar figure on company savings as a result of your training, all the better.
  6. Ensure your manager knows exactly what you are asking for and has been sent links to the course you want funded. If the course involves taking time off work, explain how much time off you will need and when. If there will be other associated costs, such as travel, lodging, registration fees and meals, include those in your estimate.

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