Individual Career Question – 1st Quarter 2007
Q: It is my New Year’s Resolution to find my dream job. But I’m unclear how to best approach companies I’m interested in, especially if I have a personal contact there but have also seen ads or postings on-line. Do I approach the same company multiple times, or does that create confusion?
A: If your first point of contact has been with HR and you’ve been given specific instructions not to contact the hiring manager, you are wise to use some caution, although you certainly are correct in not wanting to limit your options. For example, in a case where your initial entrée was through HR, a thank you note to the hiring manager after an interview expressing interest in the position and indicating you will be following up with HR for a status, is always a good idea and relatively “safe.”
Generally speaking, the fact that you have multiple contacts into a company of interest is a good thing. With a little coordination, all your sources can work together to give you your best shot at landing a job at your target company. Go ahead and send in multiple copies of your resume or apply for multiple jobs within the same company, while mentioning in your cover letter and/or conversations any and all personal contacts in the firm who can speak on your behalf. Urging a personal contact to “put in a good word” with a hiring manager is always a good idea.
Another important point in finding your dream job is to have a plan, and then work it! Don’t just wish for a new job; you need to identify your specific plan of attack. As in: who will I target, what skills and talents can I offer or do I need to develop further, what timelines am I committing to, etc. Without a detailed plan, your dream may remain just that…a dream. Contact me if you need support and assistance in developing a goal-oriented action plan. Best wishes for a successful 2007!
Team Effectiveness Question – 1st Quarter
Q: What is the best way to set meaningful goals with employees? I want to establish some goals and objectives for the year that everyone buys into, not just management.
A: Good for you to acknowledge that manager-employee goal-setting needs to be embraced by both parties, not just “handed down” by managers, which can create resentment and a lack of commitment. An annual goal-setting meeting with each employee where you review accomplishments of the previous year, plus areas to build upon and/or correct in the new year is a good starting point. Make sure your employees are aware of the company’s overall direction and goals and help demonstrate the tie-in that their personal objectives have to the company at a higher level. You would be surprised how many employees say they have no idea what their company’s higher level strategies and objectives are.
As you go through the year, make sure to review the relevance of each employee’s goals and make adjustments where needed. Perhaps the company has changed course in a key area, or there are budget constraints that have arisen. In these cases, make sure your employees’ goals are realistic and appropriate by making modifications if needed. Sometimes an employee has a personal issue such as an illness in the family which requires an adjustment in expectations of what can realistically be accomplished. In such cases, by reviewing and adjusting goals accordingly, you not only help ensure a goal orientation is maintained during a time of difficulty, but you demonstrate empathy which builds loyalty.
Finally, make a habit of periodically reviewing accomplishments toward objectives and goals throughout the year with each employee. This helps ensure goals maintain visibility with your staff and are taken seriously, versus just sitting on a shelf in a binder. Best wishes, and feel free to contact me if you want to review managerial goal-setting approaches and frameworks. If any of my customers or readers would
like to share ideas for employee gifts or other employee
recognition ideas that have worked well for you in the past,
please email me at carol@worklifestrategies.com
and I will share them in an upcoming column.
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