Companies value diversity and inclusion because it's important to their potential employees. A survey by Glassdoor found that 67% of job seekers claimed that a diverse workplace was important to them. Research by McKinsey & Company shows that companies with an executive team that’s diverse in terms of gender and ethnicity outperform others in terms of profit. For companies, prioritizing diversity is a win-win. ​ 6 Ways to Identify If a Company Values Diversity and Inclusion: ​ 1. Do Online Research Start with a visit to the company’s website. What do you see in the photos? Are the people of many different backgrounds, or relatively homogenous? Read through the site "about us" section as well, looking for any metrics disclosed on diversity or hiring practices. ​ 2. Look at the Company’s Employees Find out who’s on the leadership team at the company. This information is often available on the company’s website, but you can also search for it online, including on LinkedIn. Also, make sure to look around when you visit the office for interviews. Of course, not all diversity is visible to the eye. It won’t reveal, for instance, whether the company engages in neurodiverse hiring, but observing its environment may give you some sense of how diverse the company actually is. ​ 3. Check the Company’s Core Values Does the company have a mission statement or core values? If so, look to see if they mention diversity or inclusion as priorities. See if there's a person in the HR department whose title relates to diversity, such as a Chief Diversity Officer. Check too if the company has a DEI (diversity, equity, and inclusion) group or program. ​ 4. Ask Questions During Your Interview When the interviewer turns the tables and asks if you have any questions for them — or, throughout your conversation — try inquiring about diversity. Here are some questions you can ask: I see diversity is listed in the company’s values. Can you share some examples of how you promote it? How is diversity shown to be an important value at this company? Does the company offer managers training on diversity, equity, and inclusion? What does the company do to help ensure inclusion? Please tell me about the benefits the company offers. ​ 5. Reach Out to Connections Do you know anyone at the company ? Work those LinkedIn connections. See if you know — or are within a few degrees — of anyone who has worked at the company and send them a quick message or email to see if they can share any details on the company’s commitment to diversity and inclusion. ​ 6. Check Employee Benefits A company’s policies can reveal a lot about how much they value inclusion. For example, providing maternity leave benefits—or better still, family leave benefits that include all parents, including those of adopted children

Why do you learn new things? Is it because you’re constantly curious? Because you’re trying to level up your skills and advance your career? Or because your industry is moving so fast, you’re worried that you will be left behind? ​ ​Most of us are life-long learners – whether we realise it or not – but although the desire to keep on learning is innate in many of us, the skills we need to learn effectively aren’t inbuilt. How often have you set yourself a goal or thought about learning a new skill, in your work or personal life, and failed to deliver? You’re not alone. It’s easy to get distracted from learning and it’s important to not only have the right mindset but to also have the right framework to support the process. Recently, Mckinsey & Company published their 3x3x3 strategy based on learning through small achievable goals. It is built around three key pillars – ‘a defined number of clear and immediate goals’, ‘a defined period to meet these goals, and ‘a defined number of people who can support and monitor progress on goals’. In this blog, we take a closer look at this learning methodology and explore how you can put it into practice. ​ Three Goals If you’re a naturally curious person, it’s easy to come across new learning opportunities every day. And as your list of things, you want to learn stacks up, it can soon become overwhelming. McKinsey & Company recommends that the maximum number of goals to focus on is three, adding, “Anything more than that is likely to be counterproductive, forcing you to divide your focus, energy, and practice among too many pursuits.” They also acknowledge that too few goals can be equally dangerous, with focusing on only a single goal often seeing other learning opportunities left in the dust. We say:Write down all the goals you want to achieve. Get it down on paper whether that’s 10, 20, or even a 100, and then decide which three goals are the right ones for you to focus on right now. You should consider how each goal could positively or negatively affect you both personally and professionally and try and choose a blend of goals that stretches you across more than one area. ​ Three Months Why is three months the sweet spot of goal setting? McKinsey & Company says that “three months provides enough runway to make tangible progress ”while forcing“ us to be concrete and specific in our goals.” Three months also aligns with many of the rhythms of our lives – from seasons to financial quarters – so it’s not surprising that it has been highlighted as just the right length for goal setting. We say:While not all goals may fit into the three-month “sweet spot” it’s a useful checkpoint for bigger or more complex goals too. Say you’re engaged on a degree course or professional qualification – three months is the perfect time period to check your progress, look for areas of improvement, or even decide that this isn’t a goal that you want to pursue. ​ Three Other People The last three of this learning methodology is all about people and it might be the most surprising part of the 3x3x3 strategy. McKinsey & Company recognise that it can be uncomfortable to ask for help but argue that “involving others in our learning is one of the most powerful ways to improve goal attainment” creating “healthy social pressure”. Essentially, including at least three other people in your learning creates accountability and a support network, making it more likely that you will stick with your goals for the long term. We say:Self-improvement isn’t something you need to hide away. And involving other people in your learning can be inspiring as well as keeping you accountable. It may even open up new avenues for learning or prompt you to take a goal in a brand-new direction. ​ We think there is a lot to like in the 3x3x3 frameworks and any tool that helps you to grow your skills successfully has to be a good thing! What do you think of 3x3x3?

​You’re great at what you do. You have a clear roadmap of where you want your career to take you. However, even when you have every step, milestone, and promotion mapped out, the reality is that advancing doesn’t happen overnight, and it’s common for work energy levels to drop — particularly at the end of the year. Suddenly things that you took in your stride can feel like a slog and you can get bogged down and demotivated. For example, a professional development course you were excited about a month ago starts to feel like a drain on your energy, or a work project you felt confident about suddenly appears to be overwhelming. Moments like these are crucially important because if you become discouraged, chances are you’ll start to procrastinate. The trick is to stay motivated, even when you feel like you’re standing still. Take this skill into 2022 and you’ll reenergise your whole career approach. ​ The link between emotions and motivation The key to feeling motivated lies in the word “feeling.” According to Eric Barker in his Time article “ How to Motivate Yourself: 3 Steps Backed by Science ”, emotions nearly always win out over reason. When you’re unhappy, discouraged, or stressed, these negative emotions will result in procrastination. On the other hand, when you’re feeling happy, confident, and excited, these positive emotions power action. In other words, positive emotions form an integral aspect of motivation. ​ Seven strategies for staying motivated Some of us have naturally sunnier dispositions than others, but it’s important to remember that a positive attitude and motivated approach are skills that can be learnt. So, forget New Year’s resolutions about hitting the gym or quitting a bad habit, instead invest in cultivating a positive attitude and staying motivated; this approach could accelerate great things in your personal and professional life! Visualise your goals. Positive imagery is a powerful way to remain inspired to advance. Think about your goals every day. Imagine your life once you’ve reached your professional goals and use these images to motivate yourself. Be realistic. Advancing your career is all about attaining your goals — but those goals must be realistic; otherwise, you’re just setting yourself up for failure. Bear in mind that every time you meet an objective, you’re advancing in the right direction. Carefully review your plans, and determine whether you need to add smaller, interim goals that will help you feel confident on the way to your bigger objectives. Focus on the activities that fuel your purpose. According to an article titled “ 7 Ways to Motivate Yourself to Work Hard When You're Really Not in the Mood ” it’s important to stop caring about things that don’t matter and to remove activities from your to-do list that aren’t “inherently meaningful or part of a larger mission”. Learn positive self-talk. Just like a coach encourages their athletes by assuring them they can do it, you should learn to encourage yourself with positive self-talk. If you’re afraid of failure and you tell yourself a task is too difficult, chances are you won’t do well. If you tell yourself a challenge is an opportunity to test your skills and learn new ones, you’re creating a positive situation for yourself in which you’re not limited by your own apprehension. Develop a routine. Heading into January with a clearly defined routine can provide you with a powerful tool to stay positive and motivated throughout the year. The more you grow accustomed to doing certain things like studying or networking for a specific amount of hours a day at a certain time, the easier it becomes. Create a competitive environment. Friendly competition can help you to up your game and surpass your own expectations. Find one or two colleagues or friends who are also looking to advance their careers and inspire each other to continuously do better. Reward yourself. In his Chron article “ Motivational Strategies in Business ”, George N. Root III explains how rewarding employees inspires them to perform better. You can apply a similar strategy to your career. However, instead of only celebrating when you’ve achieved a goal, take the time to reward yourself simply for your hard work — treat yourself to a movie, a nice dinner, or whatever fun activity you enjoy most. Advancing your career takes time and hard work. Use these seven tips to keep yourself motivated, and you’ll find it becomes easier to consistently move your career forward in 2022.

​You may already have a new role lined up for 2022. Or you may be planning to get serious about your job hunt as we welcome in the new year. But when you do land your next big role, it’s important to head into it with a plan. Goal setting is crucial to make sure you get the most from a new experience and to ensure your career continues to move forward. When you start a new job, you’ll likely go through an onboarding process to give you a comprehensive overview of your new company’s culture, as well as your new role. Of course, the overall objective is for you to assimilate and become productive as soon as possible. However, did you know that setting your own smaller goals for the onboarding process can help you achieve that overall objective more effectively? And building these goals into your overall plan for 2022 can give you a stronger career purpose throughout the year. Here’s why: If you spend some time thinking about what you want to get out of the onboarding process and setting goals to that effect, you’re more likely to retain more information and get answers to all the questions you might otherwise have to ask later. While you can always set your own goals, here are a few to help you get started — along with some pointers on how to achieve them: Make a good first impression. Of course, everyone wants to make a good impression on their first day in a new job, but it requires a little effort. Dress according to the company’s dress code, actively listen and engage during introductions – both virtual and in-person – and ask questions without dominating the conversation. Remember, when you’re the new kid on the block, it’s better to observe before trying to stand out. Assimilate into the company culture. As your onboarding progresses, you’ll learn things like company-specific lingo and processes that are important for you to know. Try to memorize these as quickly as possible. If necessary, take notes so you can review them later. At the same time, join in established activities and get to know the people on your immediate team. Learn who’s who in the company and your team. You need to know the chain of command — plus, you should learn the names and roles of all of your team members. Remembering someone’s name without having to ask can help you score points with your new colleagues! Understand your full job responsibilities. Find out exactly what it is you’re expected to do on a day-to-day basis and ask if there are any weekly, monthly, or quarterly recurring tasks you’re expected to complete. Find a mentor. Although not all companies support mentorships, they can be extremely useful. Ask your supervisor about the possibility of having a mentor to help you assimilate.  Think about your long-term career goals. During the onboarding process, you’ll begin to form an understanding of what’s possible in your company in terms of career advancement. That’s why — especially at the beginning of a new year — this is the perfect time to start thinking about what you want to achieve in this job and your wider career. However, you need to make sure these goals are aligned with your employer’s objectives, as the Ivy Exec article “ Goal Setting at Work: 3 Things to Discuss with Your Boss First ” advises. Once you’re familiar with and doing well in your new role, you can discuss career goals with your supervisor. When you proactively set goals to make the most of your first days at work, you’ll not only stand a better chance of making a good impression, you’re also more likely to assimilate quickly and hit the ground running in terms of productivity. And in the long run, that goes a long way to helping your team, your company, and of course, your career. ​ Source: https://www.ivyexec.com/executive-insights/2017/goal-setting-work-discuss-boss/

​You get up every morning and go to work. Now and then, an interesting job posting catches your eye, or you notice someone in your field whose job you wouldn’t mind having. You’re doing ok, but you’re basically following the path of the least resistance in your company. In 2022, don’t you want to achieve more? Maybe you’ve been influenced by the great resignation trend or you’re just ready to hone in on some long-term career goals. The good news is that the beginning of a new year is the perfect time to reimagine your career approach. No matter where you are in your career, you should always know what your ultimate career objective is and how you’re going to get there. Otherwise, your career has no real direction, and you’re reacting to events instead of proactively creating opportunities. Fortunately, there’s a simple tool that can help you determine how to achieve your ultimate dream job: your personal career map. Just like any map, your career map plots out a course to get you from point A to point B. That course is shaped by your ambitions and skills. For example, if you want to rise to the top of your profession quickly, then your career map should show you the fastest way to do so. Alternatively, if you’re more interested in having a variety of life-enriching experiences along the way, your career map should reflect this. ​ How do you go about creating your career map? The first, most important step is to define your ultimate career goal. Do you want to move into management? Would you prefer to become a recognised expert in your field? Or are you looking to make a move to a different field altogether? Once you’ve defined your career goal, evaluate whether your strengths support your goal. As Jane Porter points out in her Fast Company article “ How to Make a Career Map That Actually Works ”, building on your strengths will help you excel faster. If your strengths aren’t relevant to your goal, regroup and look for an objective that allows you to use your strengths. For example, if you’re a junior designer with an advertising agency but your real talent lies in communication and strategy, then you’d make a great account manager. Next, determine what you need to achieve between now and your ultimate goal. What positions will you need to fill? What skills and/or qualifications are necessary? Is it a straightforward vertical climb through the ranks, or will you benefit from making lateral moves to gain a broader experience? Research each question thoroughly and make notes on your optimal path. Decide if any of your life goals could have a negative or positive impact on your career path. Do you want to raise a family? Do you want to work overseas? Don’t overlook personal goals and how they tie into your career objectives. ​ Now, it’s time to put it all together Write down where you are now, as well as your career objective. Draw an arrow between the two. Then write in each of the steps you’ll need to take along the way. Using the same example as above, let’s say you’ve decided to pursue the route of account management and eventually move into the C-suite at one of the major international agencies. You’re interested in working overseas, and you also want to start a family within five years. A logical career map would first be to talk to your current employer — who knows your strengths — about transitioning into account management. From there, successfully managing a number of high-profile projects will eventually propel you into senior account management. This would be a good time to either move to a large international agency and/or work overseas for a while. However, you can also remain with your first employer and climb even further through the ranks to upper management and the C-suite, from where you can make the step to an international agency if you still want to. Think of your career map as your professional GPS. It knows where you are, where you want to be, and how you can get there. And like a GPS, it’s flexible and can re-route when necessary, because good and bad things can happen that can influence your journey. In the example above, becoming a parent might influence how quickly you advance or whether you spend time overseas. However, if your career goal remains the same, then you should always return to your career map to plan out an adjusted course.  It's been a difficult couple of years for everyone, and, understandably, many of us have put career goals on pause, or at least on the back burner. As we move into a brand-new year, why not reinvigorate your ambitions by drawing up a career map?

​Building a career isn’t easy. It requires planning, hard work, and belief in your ability to do the job. And sometimes, it requires taking risks. By its very nature, risk-taking implies that you can gain something — or lose something. And the thought of losing your hard-earned job, salary, or reputation can be intimidating. Yet, the truth is, if you don’t take risks, you might be missing out on important opportunities that could propel your career to the next level or open up a career change that will increase your happiness. As we move into a brand-new year, it’s a great time to reassess your career risk appetite. You may find that you’re playing it so safe that you’ve stopped moving forward. ​ Here are the signs, according to Forbes , that you need to take more risks in your career: You’re not advancing anymore: If you’ve hit a ceiling at your job and feel you’re wasting your potential, it’s probably best to start looking for another opportunity to use your talents. You’re bored at work: When your work becomes boring, your performance can suffer because you might not be motivated to work as hard as usual. This means it’s time to look for a new direction. Your life is changing: When your life is in flux — or you reach a milestone, like the start of a new year — it can create a natural inclination to make a change in your career. Sometimes this is an emotional reaction — but it can also be the final push you need to move on. Your friends don’t share your fears: If you’ve told close friends that you want to take action but are afraid of what could go wrong, they might think your fears are overblown. If they can justify their opinion, it’s time to start working towards the change you want. You have a calling: Yes, you can pursue a calling and make money at the same time. If a specific occupation or objective is calling you, you’ll feel dissatisfied in your career until you pivot towards it. Choose to take calculated risks You may be worried about dialling up risk in your career, particularly with the background of the pandemic. But it’s important to understand that taking a risk doesn’t mean that you have to be reckless. Instead, do your research to get to know the lay of the land before making any career moves. For example, if you want to reach the next level in your career, it’s wise to have a conversation with your supervisor to see what your options are before looking outside of your company. Or if you’re in marketing but you’d prefer to work as a designer, take some tutorials and consider taking on a couple of freelance gigs in the evenings and on weekends. Then, when you know what you’re getting yourself into, you can start taking some practical steps towards actually making a significant career change. Taking risks can be just what you need to propel your career to the next level or to find the calling you love — but make sure you take calculated risks. Don’t burn any bridges behind you, and make sure that you always have a plan b. Are you ready to make 2022 the year you take more career risks? Source: https://www.forbes.com/sites/kourtneywhitehead/2019/08/27/5-signs-you-need-to-take-a-risk-in-your-career/?sh=27a2d3be4b2c

​Over the past couple of years, working from home has become the norm for many of us. And many employees want to continue to work virtually for the long term. But if you are new to WFH or you’ve just lost your work get-up-and-go, it can be hard to stay motivated without the structure of the office. It’s the perfect time to reflect on your working style and what you want to achieve in 2022. Here are 5 tips to help you to become more productive than ever in the new year. Create a dedicated workspace. According to Forbes , studies show that having a dedicated workspace is important to your ability to focus. If you set aside a specific ‘work’ spot in your home that’s free of distraction, you’re likely to concentrate better. If you have a guest bedroom, consider repurposing it as an office. You could also consider clearing a space at the kitchen counter or dining table for work. Keep regular work hours. Even if you’re in a position to determine your own schedule, it’s helpful to keep regular work hours to ensure you can communicate with your team effectively. By getting in the habit of going to work at a certain time and working until a set time, you’ll make it easier for yourself to stick to your schedule. Don’t forget to build in time for breaks, fresh air, and exercise as this can boost your overall wellbeing and productivity. Stay away from personal tasks. The Muse advises that one of the best ways to stay productive is to avoid performing personal tasks during work hours. It’s easy to lose track of time when you’re shopping online or checking your social media accounts — and this can come at the cost of your productivity. Check in with colleagues. Working from home can be very isolating — but it doesn’t have to be. Find a way to communicate with your team members throughout the day, for example through Slack or Microsoft Teams. It can also be helpful to have a short meeting at the beginning of the day on Zoom or Google Meet where your entire team can get together and discuss your current projects and individual tasks. Dress professionally. It can be tempting to wear jogging pants or even your pyjamas when you don’t have to go to an office, but dressing casually can also make you feel less inclined to work. By choosing the same types of clothes you would wear in the office, you’re recreating your professional work environment at home. This can help you to stay focused and productive — plus, you’ll always be prepared to hop on a Zoom call! Working from home became our ‘new normal’ in 2020 and 2021, and 2022 isn’t looking any different. WFH can have huge benefits, including a better work-life balance and waving goodbye to your commute, but it’s important to stay productive. Keep these 5 tips in mind as you head into 2022 to create a homework environment that helps you to achieve your goals and be a valuable member of your team — both of which are great for your career. Sources: https://www.forbes.com/sites/forbescommunicationscouncil/2020/04/30/seven-tips-for-staying-productive-while-working-from-home/?sh=5663ea115380

Most of us accept help from others at some point during our careers. Maybe a friend gives you an in at your dream company or perhaps a colleague shows you how to use a new app you need for work. Regardless of who helps you and how, it’s always important to acknowledge them. Here’s why. ​ Why it’s important to acknowledge people If you’ve ever done something for someone who didn’t thank you, you probably felt ignored — as if you didn’t matter. Maybe you even felt less inclined to offer your assistance to that person afterwards. Now imagine the shoe being on the other foot. Let’s say a co-worker helped you complete an assignment you were struggling with and you simply went about the rest of your day without saying thank you. Do you think that was a good experience for your co-worker? And next time you need help, do you think he or she will be prepared to assist you? The answer to both of those questions is most likely, “No.” The reason for this is quite simple. According to Craig Dowden, Ph.D., in his article “ Why you need to be seen ” forPsychology Today, people simply want to be seen. Acknowledging others can make them feel more motivated and positive, which makes it more likely that they’ll repeat the same behaviour. In other words, they’ll be more inclined to help you again in the future. ​ How to acknowledge others In her Huffpost article e “ 10 Ways to Show People They Matter and Why It’s Important ,” Debbie Gisoni suggests several ways to acknowledge others: Thank them: A simple, “Thank you” can be all it takes to make someone feel seen. If you want to make it more memorable, send the person a nice handwritten card. Give a gift: For a big favour, it’s a good idea to give a thank-you gift. Think of a nice bunch of flowers, a bottle of wine or a gift basket. You can also create something yourself, such as a poem or a framed photograph. Give them the gift of time: Set the time aside to take the person to lunch or dinner at their favourite restaurant. You can also invite them to an art exhibit, a play or some other interesting event. Publicly acknowledge their assistance: If someone has done you a really big favor or gone out of their way to help you, it’s nice to tell others about it. That’s especially true when it comes to assistance in the workplace because it can positively impact your supervisor’s assessment of your co-worker. When someone helps you professionally, it’s critical to recognize his or her assistance. And if you’re uncertain as to how to do this, simply ask yourself, “How would I like to be treated?” and act accordingly. ​ Source: https://www.psychologytoday.com/us/blog/the-leaders-code/201409/why-you-need-be-seen https://www.huffpost.com/entry/10-ways-to-show-people-they-matter-and-why-its-im_b_6172792

Most companies expect their managers to give their employees a performance review once a year. However, research by Gallup shows that only 14 percent of employees strongly agreed they were inspired to improve by their performance reviews. So how can you offer feedback in a constructive and inspiring manner? Keep the following do’s and don’ts in mind: Don’t forget to define objectives and expectations. In her article “ A First-Time Manager’s Guide to Performance Reviews ” for The Muse, Amy Adams advises setting SMART — specific, measurable, achievable, results-oriented, and time-bound — objectives at the beginning of the year. That way, your employees know what’s expected of them and can work towards it. Do encourage your team to set their own individual goals. Your team members should have a good idea of what they need to learn and accomplish in order to meet your expectations. Empower them to break projects down into smaller goals so they can be sure they’re progressing. Don’t only give feedback once a year. One survey described in Andrew Martins’ Business News Daily article titled “ Employees Are More Likely to Consider Quitting After and ‘Unfair’ Performance Review ” stated that over 90 percent of respondents would like to receive feedback more than once every 12 months. If you provide feedback on a more frequent basis, nobody will be blindsided by what you have to say. Plus, they’ll be able to work on improvements as soon as it’s clear they’re needed. Don’t omit to prepare properly ahead of time. To provide solid feedback, you need to know what your employees have been doing over the past time period — and what the quality of their work is. Ideally, you should keep tabs on their progress during the year by making notes of what’s done well, what has been accomplished, and what needs more work. Do ask other team members for feedback. In the article “ 10 Key Tips for Effective Employee Performance Reviews ” for The Balance Careers, Susan M. Heathfield advises that it’s important to talk to team members who work with a specific employee. This can help you obtain a better view of his or her overall performance. Don’t give unfounded feedback. Everything you state should be backed up by facts. For example, if you say an employee wrote a good report but needs to work on his or her time management skills, point out that the report was delivered a day after the original deadline. Similarly, if you have positive feedback, state exactly what the employee did well. As a manager, it’s your responsibility to help your employees grow. By knowing what to do — and what not to do — during a performance review, you can provide constructive feedback that will empower your people to consistently improve and advance. ​ Sources: https://www.businessnewsdaily.com/15221-employees-more-likely-to-quit-after-unfair-review.html https://www.gallup.com/workplace/249332/harm-good-truth-performance-reviews.aspx https://www.themuse.com/advice/a-firsttime-managers-guide-to-performance-reviews https://www.thebalancecareers.com/effective-performance-review-tips-1918842