Real-life advice from a real-life recruiter

Archive for July, 2013

Get Motivated!

Motivation is more than just “wanting” to do something.

It’s the difference between waking up before dawn to pound the pavement and lazing around the house all day. It’s the crucial element in setting and attaining goals—and research shows you can influence your own levels of motivation and self-control.

1. Discover the Resistance

What’s holding you back? Is it fear? Uncertainty? “What if” scenarios? Write this question down in your journal, “What’s holding me back?”, and then sit with it for a few moments. Write down everything that comes up. Once you’ve written down what’s keeping you stuck, just the awareness of it alone will give you a new perspective, and potentially new empowerment to start moving forward. Don’t wait, write it down now


2. Take the First Step

“A journey of a thousand miles begins with a single step.” Okay, so you want to walk a thousand miles. What if you just took the first step, just a baby step? What if you did the first logical thing, like making that phone call, do

ing the research, filling out a form, or opening up your book? Forget about the mountain that you want to climb and look down at the first 2 steps in front of you. Put one foot in front of the other.

3. How Badly Do You Want It?

Harness your desire!

If you want it badly enough, then how can

anything stop you from getting it? What possible excuse can stand in your way? You didn’t have the time? You’re not sure how? Write down your excuses. Then ask yourself, “How badly do I want this?” If you want it badly enough, then get in touch with your deep desire to get it. Then nothing can you stop you. As Randy Pausch said, “The brick walls are not there to keep us out; the brick walls are there to give us a chance to show how badly we want something.”

4. What

If You Don’t Do It

What’ll happen if you don’t

do it? Will your life continue to be mediocre and unremarkable? Will you regret not getting started sooner years from now? Think about how continuing to stay in your comfort zone makes you feel. To be stagnating and stuck. Yuck! Get disgusted, get angry, get upset about the way things have been going for you. Think about what it’d be like if you decide to continue on this road you’ve been on. How does not taking action affect your life negatively?

5. Make Your To-Do List

Make your to-do list… Not to look at it. To do it! Making the list shouldn’t take you more than 5 minutes. What are you going to do with the next 55 minutes? Start at the top with number one. Forget about everything else and focus on completing

just this first task. Push yourself to just start moving forward, and you will start building momentum.

6. Get a Life Coach

Talk to a life coach. Find the right one and you’ll get inspired, motivated, empowered, encouraged, supported, helped, and believed in. They have an assortment of personal development tools to motivate you. Your life coach will take you beyond just motivation to discover what’s really holding you back and why you’re procrastinating.

So figure out what you want, power through the pain period, and start being who you want to be.

Getting to know yourself…

Many people live in peaceful ignorance of themselves and their needs, others not wanting to know for fear of what they would have to address. After reading an article by Emotional Health Expert Elaine Sihera, I thought we’d all find value in understanding ourselves.  Below you’ll find her POV on why knowing yourself is so important for the following three reasons:

First, you have to live with yourself 24/7. No one in your life will be with you as much as you are with yourself. Would you live with a stranger for so long without knowing anything about them? Really, it is about self-awareness. Who you are, what you like and want, where you are going, what makes you happy and what makes you irritated. Those are very vital things to know if you are to improve the quality of your life and benefit from the things which make you happiest.

Second, self-awareness builds confidence. The more you know about you, the greater you will feel emotionally and the more adept you will become at dealing with situations. You then become more intuitive about what works for you and what doesn’t. Self-awareness is a powerful tool for improving competence because you will be pushed along directions which make you feel good rather than living in a vague way from day to day, not knowing how you feel or what you should do.

Finally, self-awareness boosts identity. If you don’t know much about your background, history, culture, gender and what you value, how will you get on with others in mutual respect? They cannot respect what they don’t understand. People who lack self-awareness tend to be ambiguous and make others feel uncomfortable because they are never sure what to do. So ignorance about the self is not a good thing

What is the first step of getting to know me?

The first step to getting to know you would be-asks questions.  Just as you would with anything topic or person that you’d like to know a little better, do the same for yourself.  Here are a few starter questions that you can begin to ask that will provoke so thought.

  • When do I have the most energy? Day or Night.
  • What makes me happy?
  • What makes me unhappy?
  • Do I like to work with people?
  • Am I energetic?
  • What do I do really well?
  • What do I like about myself?
  • Am I pessimistic or optimistic?
  • What’s my best quality?
  • What’s my worst quality?
  • What do I not like about myself?
  • What is my motto?
  • What’s my biggest worry?

“He who knows others is wise; he who knows himself is enlightened.” ― Lao Tzu

How to make your new team members feel welcomed

Businesses put a lot of time and money into recruiting, screening, interviewing and processing new employees. Discovering the mix of skills and experience and the right personality to fit the job takes time. Unfortunately, the energy often stops after the new employee orientation the first day on the job.

Why is its important to continue to make my employees feel welcomed?

While employers screen a new employee to see if they are going to be successful, new employees are also assessing their decision to take a job as well. The more you do to make new employees feel welcome and integrate into the workplace can help them decide that the job was a right choice. Here are some tips to help make new employees feel welcome.

  • Set up the new employee’s work area with everything that they will need to start working. Stock their desk or work space with office supplies like paper clips and a stapler, pens and whatever else they need the first day on the job.
  • Set up their computer with logins and passwords. Nothing is more frustrating than coming to work and not being able to login and set up your system
  • If possible, order uniforms and other special equipment so it is available within the first week or so. Uniforms give employees an identity and help them feel like part of the team.
  • Order name tags once the offer is accepted, and hand them out the first day at work. This helps other employees get to know the “newbie’s” name and encourages introductions.
  • Post a picture of the new employee in the cafeteria, bulletin board in his/her work area, and on the company’s Intranet, Facebook page, or newsletter.

Remember- Your first impression is your lasting impression.

Facts about Bullying on the J/ob

After some research I’ve found that bullying not only is established in school or homes but also at work- Yes work! So how does this happen? Well according Times Business and Money magazine authors- to many if not most are allowed to keep abusing colleagues because their bosses aren’t aware of their behavior, either because it goes unreported (many victims are too frightened or embarrassed to draw attention to their plight) or because the bullies are good at masking their behavior and/or fooling their superiors.
Many bullies are very socially skilled, and use their bullying behavior strategically to coerce others into providing them the resources needed to achieve their work-related objectives.”

Facts about Bullying on the job

  • 50% of Americans have not experienced or witnessed bullying, but 35% have been bullied; 15% have witnessed bullying.
  • Bosses comprise 72% of bullies.
  • More men (62%) are bullies and women are the most frequent targets of bullies (58%). Women bullies target other women (80%).
  • Up to 81% of employers are perceived as doing nothing and resisting taking action when targets of bullying fill out a survey. In the general public, only 44.8% perceive the employers as doing nothing.
  • 45% of people targeted by a bully experience stress-related health problems including debilitating anxiety, panic attacks, and clinical depression (39%).

-The workplace bullying Institute survey 2010

Types of bullying behaviors:

  • Verbal
  • Physical threatening others
  • Intimidating others
  • exhibiting condescending behavior that puts people on edge and makes them unable to function professionally

Ho do I stop the bullying?

  • Describe the behavior you see the bully exhibiting – don’t edit or offer opinions, just describe what      you see. ie (You regularly enter my cubicle, lean over my shoulder, and      read my personal correspondence on my computer screen.)
  • Tell the bully exactly how his/her behavior is impacting your work. (Because much of my work is confidential, these actions make me feel as if I need to hide what I am working on from you, or change a screen which is a waste of my time.)

Remember you want to be tactical on how a confront bully but you also want them to know that you will stand your ground if they continue to challenge you after you’ve addressed the disruptive behavior.

Keeping the Good Ones

If retention of top performers and key talent is a priority for you, then one of the first places you should look for improvement is in the relationship between yourself and your employees.

Here are some reasons why Good employees walk

  • Negative Competition

Competition is good, gladiator wars aren’t. Pitting people and departments against each other does not encourage people to stay. Some people thrive in all stressful environments, most don’t. Why do you think there are so many articles about how to manage stress? People will leave a job if stress makes them ill.

  • Lack of Support

Do you communicate with your employees? Have you sat down and created a plan for their growth within the company? Has that plan been implemented after sign-off? If a manager doesn’t take the time to know his employee and foster growth, people will feel unappreciated. Do you know what unappreciated people do? They walk.


Employee needs….


  • Employees need meaningful workBusy work kills the spirit. Yes, some work tasks are menial, repetitive and just have to get done. But doesn’t mean they aren’t meaningful. Good managers help employees see the greater value of even the most menial, repetitive tasks. Help your employees see how their efforts help move the greater mission forward.
  • Employees need to make progress in meaningful work. But meaningful work isn’t enough. Employees also need to know they are getting somewhere. Good managers cast a vision for the future and help employees see where they are on the path to achieving that vision. Help employees see forward progress toward big goals by recognizing them for smaller achievements along the way.
  •  Employees need recognition of efforts and achievements that make an impact. All of this boils down to employees’ need for recognition. This is not a grab for another trophy or a gold star. Employees simply need to know what they do matters within a bigger picture. A spring 2012 Workforce Mood Tracker survey showed 78 percent of employees said they would work harder if their efforts were better recognized.

So be the Leader to give credit to your team for your restaurants success, and let the entire company see how much you all achieve together.