Setting objectives- a phenomena not just for January

So, we have left 2016- a year harangued by celebrity deaths and seismic political shifts, but have you taken the time to reflect on how it went for you? Did you achieve what you set out to, did you set any goals at all?

It might be almost half way through January,  but there is no time like the present to address your goals and objectives for now and the rest of 2017.

How do you want to succeed and progress as a person and in your career?

Start by pinpointing exactly what you want from work and how you can get there efficiently. Understanding what you want from your actions, and what you will gain, may be the first steps to actually getting there.

Make goals Specific

We set hard aspirational goals for ourselves that are often too broad to be attainable . But as David Kadevy reasoned “the bigger the goal the easier it is to give up on it.”

In light of this it may be useful to break our big goal down into smaller more specific objectives. Starting with specific and easy to achieve goals we can form goal completing habits that can be transferred into bigger objectives at a later date. Kadevy wanted to write a novel and was so overwhelmed by the prospect of it that he broke it down into writing a 100 words every day. The easier the goal, the more ridiculous it is to make excuses not to do it.

Big things happen because of small things, which means that if all you do is “go big,” you’ll never actually get to your goal.- Jeff Rodman, Polycom

For instance my larger goal may be to improve digital marketing at Motivii, but by breaking it down into smaller objectives over the course of the next three months I am more likely to reach my goal. For example, ‘Get clicks to the website up by 50% in three months time’, or ‘get 1,000 more followers on twitter by next March,’ or ‘get an article about Motivii on a well read online magazine’. The possibilities of these larger goals are endless but when broken down into bite-size steps that I can review and reflect on each week I am more likely to achieve them.

Set a time frame

Objectives may be long term goals or short term goals, but without setting a specific time period we often don’t follow through with our objectives. This might be signing up to do a half marathon in six months or completing a work-related project. Setting a time frame means that we HAVE to complete our objectives by a certain date – keeping us both motivated and accountable for our objectives. 

Share it with your manager

Studies show that when you share your objectives and goals with colleagues or managers you are more accountable for the outcome of them. Not only do you make promises to yourself, psychologically in your mind you’ve made promises to them too! Managers and mentors can be great supporters, especially if they have experience in your field and what you are working towards. Often when sharing your goals with your managers they become your biggest cheerleaders.

Making personal objectives that aren’t directly to do with work can help influence your work life and vice versa. Whether it’s going to the gym three times a week or getting clarinet lessons; setting up personal habits can help form good habits in the workplace.

Don’t forget to track the progress of your objectives and mark them off as done when you have completed them!

Ps. With Motivii you can now set objectives!

The Secret to Engaging Millennials – the Most Dominant Generation in the Workforce

In 2015, the ‘Millennials’ (those born between 1980 and the mid 1990’s) over-took the ‘Baby Boomers’ in population, making them the largest generation in Western history. The first generation to grow up alongside the rise of technology meaning they have no experience of a world where mobile phones, internet, cameras, blogs, or email did not exist. Their view of the world is fundamentally different to their predecessors; a smaller, interconnected global community where anyone anywhere is reachable. They also possess a high degree of technical savvy in the modern day’s fast paced, digital-fuelled society, and are accustomed to fast communication.

More and more Millennials enter the workforce each year. In fact Deloitte predicts that in ten years time 70% of the workforce will be Millennials. Business executives, CEO’s, HR professionals, marketers and managers all over the world are therefore keen to learn about Millennials behaviours and beliefs, because the strength of the marketplace depends heavily on what this generation can achieve. If they are not engaged at work then the profitability, productivity and innovation at their company will suffer. What’s concerning is that the Millennials are the least engaged generation to date; Gallup estimates that only 29% are engaged with their jobs. They’ve also grown accustomed to looking for job options elsewhere if their current job isn’t giving them compelling reasons to stay. This is a costly characteristic of the generation; Millennial turnover costs the US economy an estimated $30.5 billion a year (Gallup).

So how do we keep Millennials engaged and loyal to their current employer? Gallup’s How Millennials Want to Live and Work report found that performance management and a constant focus on regular feedback is a huge contributor and pays large dividends in engagement and performance.

Interestingly, 44% of millennial workers who meet regularly with their manager and give and receive frequent feedback are engaged, compared to just 20% that do not. This is a massive disparity, and illustrates how something so simple as regular feedback and meetings can drastically improve engagement amongst the workforce. In turn, higher engagement levels also lead to a host of other benefits including improved customer ratings, higher profitability and productivity, lower turnover, fewer safety incidents and lower absenteeism. Being strict with regular catch-ups with Millennials, or using fast-feedback tools (hint: Motivii) will drive engagement and ultimately allow businesses to reap the benefits amongst other factors company-wide.

In summary, Millennials have grown up with the ability to communicate with anyone instantly, and so they are much more likely to expect it in the workforce. The more conversations Millennials have with their manager, the more engaged they will become; these two components have become intrinsically linked. Businesses need to acknowledge this and those that do not listen, and still rely on annual or infrequent staff surveys and meetings, will fall behind as Millennials increasingly dominate the workforce.

How to get that ‘Hygge’ feeling in the office?

 

original_hygge-dictionary-print

Autumnal series part 1 of 3

Hygge; the intrinsic feeling of satisfaction and well-being that Scandinavian’s do so well with their mindset and interior design.  Hailing from Denmark with many different meanings and interpretations, pronouncing it like “hug” sounds appropriate. Yet with the autumnal leaves falling and the slow malaise of winter arriving now may be a good time to bring a bit of Hygge into the office.

How can you make your workplace more Hygge and become a hyggeligt manager?

1.Communication

Talk to your employees about what they want in the office and how they want the office to run. Showing that you care and consider their thoughts is not only good for morale but performance as well.  You want to make your employees feel like they can be at home while at  work.

As Zrinka Lovrencic, Managing Director of workplace and consulting firm Great Places To Work Australia, said a great workplace is one where you trust the people you work for, have pride in what you do and enjoy the people you work with”

But creating this vibe at work is difficult unless you talk to your employees and gage how they are feeling.

2.Feedback to one another..

Don’t be another H.I.P.P.O* in the room. By moving away from top-down to two-way communication you can discuss things that may never have entered your brain or theirs. You can also find out when things are working in the office and when things are not.

As Claude Levi-Strauss said ‘The wise man doesn’t give the right answers he poses the right question’

3.Be flexible… But also set guidelines.

People work at different paces and in different ways. Asking them how they want to work may be beneficial for their productivity. People can be present, but also absent. If one of your employees is suffering from major brainblock/ pumpkin hangover let them go. But set guidelines, letting them know that the day after they are going to be working off the pumpkin pie in the office.

By embracing flexibility as  a manager you can focus more on output rather than hours, which creates a culture of productivity and performance rather than the daily dredge.

*HiPPO- highest paid person’s opinion

In summary, before you focus on Sushi Fridays and Pumpkin Spiced Latte Mondays, focus on the emotional wellbeing of your colleagues first and communicate with them about what they want.

Part 2 out of 3 on pimping your office in Zen style coming soon!