Encouraging Employees To Take On A Management Role




Encouraging
Employees To Take On A Management Role

 

Internally
hiring a current employee
 to become a manager will reduce your hiring
costs and shorten the hiring process. 61% of employees already think that they
could handle
their manager’s daily responsibilities
, according to Inc. With these
factors in mind, it makes sense to encourage and inspire your existing
employees to move into a management role. Here are some effective ways to do
this.

 

Keep employees
engaged

 

Just 14% of
European workers say they’re engaged at work. Managers play a big role in
keeping employees engaged. The work and tasks they give employees will either
keep them keen or bore them. Simple things such as daily or weekly goals will
keep employees focused and make them want to succeed. Managers should also give
employees more responsibility as this will prepare them for a management role
and give them a taste of their future job. It’s also a good idea to include
staff in team and business decisions. Give them the chance to voice their
opinions as this will show they’re respected and will help them get a feel for
the type of decisions managers have to make.

 

Motivate
workers to be the best they can be

 

Team Stage
reports that 10% of European workers are motivated at work. Motivated employees
are the ones most likely to succeed in a management position. But you need to
make sure you’re doing
all you can to keep them
. Giving recognition for a job well done is a must.
This will improve workers’ self-belief and encourage them to apply for a
management role when it comes up. Motivation can also come in the form of motivational
quotes and books. A daily email containing a motivational quote will give
workers a self-confidence boost. Managers could even reward hard-working
employees with books written by motivational writers like
Jim Rohn
. These books promote setting yourself up
to achieve. They also advise on how to keep your ambition and live an inspired
life. Aspiring managers will appreciate the positivity in these books. This
will then push them to be the best worker possible so that they’re recognized
and considered for senior roles that come up in the company.

 

Prioritize training

Two-thirds of
employees across the world want more on-the-job training that will enable them
to progress in their careers, according to Boston Consulting Group. A current
employee can only become a successful manager in your business if they have the
right skills and knowledge. Training a prospective new manager should be a
continuous thing. When it’s noted that there’s a gap in their knowledge,
training should be given. It’s also important to provide training in things
they’ll need as a manager, such as first aid training, organization
training, and soft skills
development
.

 

So many
employees want to progress with their current employer and become a manager.
Others may not know that this is an option. It’s your job to encourage and
inspire these workers to become managers so that your business flourishes with
the right members of staff.

 

How European Employers Can Effectively Support Employee Wellness




How European
Employers Can Effectively Support Employee Wellness

 

Nearly half of
European workers are at high risk of mental health issues, according to one
Lifeworks poll in which more than 500 people took part in France, Germany,
Italy, Spain, the Netherlands and Poland. With one-third reporting that their
mental health was negatively impacting their productivity, there’s no
question that an employee’s wellness is important in the workplace. From the
current state of worker wellness according to Gallup to the correlation between
the workplace and physical/mental wellness, here’s what you should know — and
how companies can create a positive change.

 

The current
state of global employee wellbeing

 

About 60% of
employees “felt emotionally detached from their jobs” last year, while almost a
fifth “described their time at work as miserable,” according to Gallup’s annual
State of the Global Workplace report. While the coronavirus pandemic has
certainly taken its toll on employee wellness across the globe, other factors
— such as long hours and bad experiences — also play a
part. The European Sting highlights further findings of the Gallup report,
noting that stress levels among workers actually rose for a third year in a
row, with 44% of respondents reporting feeling stressed the day before the
survey. The European Sting also points out that this is “an all-time high” for
Gallup’s reports. 

 

The workplace
and wellness — what’s the link?

 

While poor
mental health can stem from a variety of causes (work-related or not), it’s important
to understand how it can impact the workplace. The Centers
for Disease Control and Prevention (CDC), for instance, notes that poor mental
health and stress can negatively affect employee job performance and
productivity,  communication with coworkers,
engagement with one’s work, and even an employee’s physical capability and daily functioning. While this
highlights how mental health can impact physical wellbeing, it’s important to realise
that there are additional ways in which the workplace itself can impact both
mental and physical wellbeing.

 

When seeking to
understand the relationship between mental/physical health and the workplace,
workplace injuries are just one example that can have a major impact. This is
especially true, as an injury often affects more than just the physical body. A
bad fall, for example, could not only result in physical ramifications, but can
also result in financial stressors in addition to a loss of independence and
income. It’s also necessary to take into account that workplace injuries are a form of trauma, which can affect
an employee’s mental health. Depression, anxiety, and even Post-Traumatic
Stress Disorder (PTSD) can all be brought on by a workplace injury, underlining
the impact that a physical injury can have on mental health. And, when
considering the “invisible” nature of mental health issues, diagnosing those as
a result of a workplace injury can be challenging — making it essential to
cultivate a positive workplace culture around mental health (including
awareness of symptoms), and preventing injuries from happening in the first
place.

 

How Europe’s
employers can cultivate change

 

For employers
looking to make a positive change regarding wellness in the workplace, it’s
necessary to first understand the work-related risk factors for mental health. According to
the World Health Organisation (WHO), these risks include inadequate health and
safety policies and inflexible working hours, among others. Offering
flexible  working schedules is just one great place to start, especially
when considering that 37% of respondents said they’d actually be prepared to
decline a new job unless flexibility was offered, while 69% said they’d
actually accept a pay cut in order to have more flexible hours, according to a
survey of European employees conducted by Owl Labs. Offering the ability to work from
home (whether via a hybrid working style or fully remote) is just one way to
cater to this priority.

 

Assessing
workplace safety policies and ensuring they’re properly enforced is essential
in supporting employee wellness. In addition to creating a positive workplace
culture surrounding safety, supporting employee physical wellness can go even
further. Encouraging employees to stay physically active can further support
both physical and mental health, as physical activity can promote confidence and decrease stress hormones (in
addition to being a good source of social support). Employers can achieve this
through implementing regular breaks or discounts for fitness opportunities
offsite. 

 

Employee
wellness has become increasingly important. With factors that include the
pandemic and stress, even aspects of the workplace (such as injuries) can also
play a role in wellness, too. To remedy this, European employers can draw upon
several solutions, from offering flexible working opportunities to ensuring a
positive safety culture and making physical activity more accessible.

 

Can Your Personality Type Make or Break Success in Your Industry?




Can Your
Personality Type Make or Break Success in Your Industry?

Numerous bodies
of research have demonstrated that those who make it in business—those we call
influential leaders—boast a series of qualities that are closely related to
personality. These include self-awareness, an interest in developing
others and
boosting their wellbeing
, a passion for strategic thinking and
innovation, and
effective cross-cultural communication
. These qualities are present in
larger or smaller doses depending on one’s personality, which is in turn born
of genetic as well as environmental factors. What are the major personality
dimensions, and how are they related to success?

 

The Five
Dimensions of Personality

In the field of
Psychology, experts divide personality into five dimensions: extroversion,
agreeableness, openness, conscientiousness, and neuroticism. They espouse that
these dimensions are present to a higher or lower degree in human beings. For
instance, someone who is high on the neuroticism scale may display emotional
instability, while someone with low neuroticism is able to maintain calm when a
crisis hits. In terms of neuroticism, it is evident that leaders who are able
to hold their cool instead of ‘losing the plot’ when a spanner is thrown into
their company’s works are highly coveted. Through their stability, they are
able to keep staff motivated and on track to achieve their goals, although
relevant strategies and perhaps the goals themselves have to be changed.

 

Are All
Successful Leaders Extroverts?

Successful
entrepreneurs, headhunted employees, and successful leaders are often described
as high
on the extrovert scale
 because extroverts are talkative, sociable, and
assertive. They also show plenty of enthusiasm for new projects and ideas and
are keen to take their company to the next level. Introverts, on the other
hand, tend to be more reserved, and they can feel drained of energy when they
are with others for too long. However, introverts
shine in college
 and in post-graduate education because they enjoy
having time alone to reflect on information, understand it fully, and digest it
in a way that makes it useful for exams, coursework, essays, and similar.
Therefore, whether introverts or extroverts are ideal for a job very much
depends on the skills required. An introvert could make an excellent Head of
Department at a university, for instance, while extroverts can shine in large
companies in industries such as sales and real estate. In these industries, a
fundamental love of being in social settings is key. 

 

Watch Out for
the Ambiverts

A research
paper by A.M. Grant of The Wharton School postulates that when it comes to
success, the ultimate personality type is
that of the ‘ambivert’
. These people fall somewhere in the middle on the
introversion-extroversion spectrum. Sometimes, they love being in the midst of
all the hype; at other times, they crave a little ‘me-time’ to re-energize.
Around 38% of people are thought to be ambiverts. According to Grant’s
research, one set of employees who didn’t identify as either introverts or
extroverts generated the most revenue in a call center
setting. The reason for their success, says Grant, is because they are better
listeners than pure extroverts but more assertive than pure introverts. While
his study focused on sales, ambiverts have other skills that set them up for
success. They are well-balanced, flexible, and able to connect with people from
many walks of life. They are also able to turn their introversion and
extroversion on or off depending on the moment.

 

There are five
major dimensions of personality, with most people having these dimensions to a
greater or lesser degree. Although executives in large companies often have
many extrovert traits, studies show that success can also be achieved when
introversion and extroversion are combined. Finally, introverts can achieve
great success in areas such as academics, where reflective thinking and
research skills are required.

 

The Best Wellness Programs For New & Existing Employees




The Best
Wellness Programs For New & Existing Employees

 

Providing your employees with job perks
such as wellness programs can improve job satisfaction and entice candidates to
work for your business. Now is a crucial time to support employee wellness
as workers
across Europe are experiencing burnout
, although Portuguese workers are
feeling it the most. Burnout is the main reason for employees quitting their
jobs and these individuals will be hunting
for a job
 with an employer that will look after their health. Here are
the wellness programs you should consider offering.

 

Stress
management

 

A Lepaya survey
found that 66% of European workers experience work-related stress. 71% add that
they experience unhealthy levels of stress, so it’s crucial you provide a
wellness program that focuses on handling stress. This could include short
challenges that all staff are encouraged to do, such as 10 minutes of yoga per
day or 10 minutes of self-care daily. You need to be able to show potential new
recruits that you take stress management seriously. You can do this by having a
dedicated meditation room and massage chairs. You could even have a
psychotherapist come in to teach every new member of staff stress management
techniques. 

 

Healthcare
provision

 

Around one-third of European
workers work when sick
, according to the Working Conditions Survey. Others
avoid crucial medical tests, scans, and appointments because they don’t want to
hinder their careers. It’s crucial that employees attend tests, scans, and
appointments as and when they need them. This benefits your business as it
reduces absenteeism in the long run and helps to keep employees fit and
healthy. You should also provide emergency dentistry as part of your company’s
healthcare provisions. A painful wisdom tooth, chipped tooth, or a broken
bracket on a brace
 can impact the well-being of the worker. Being able
to quickly get treatment will mean no further damage is done or pain is
experienced. Healthcare provision is a great way to get new employees on your
payroll too, as 51% of HR professionals say that medical and dental coverage
are a job seeker’s biggest priorities.

 

Flexible
working

 

80% of workers want flexible working,
according to the International Workplace Group. If you want potential new hires
to accept your job offers, you need to give them the option of working
flexibly. Flexible working has a whole host of benefits on a worker’s wellness,
including reduced stress, increased happiness, better work-life balance, and a
healthier lifestyle. One study found that when workers chose to work from home
as part of their flexible working agreement, they were 22% less likely to be
stressed by their job and 65% more likely to experience job satisfaction. Job flexibility
also gives employees an average of an
extra hour’s sleep per week
 which is what every new starter and
existing employee desires.

 

Wellness programs are growing in
popularity and more and more organizations are offering them. But if you want
to get more workers on your books, you need to ensure you’re prioritizing the
wellness programs that workers want and need right now.

 

Enhancing The Training Experience For Incoming Hires


Enhancing The Training Experience For Incoming Hires

New hires will be trained at least partly via e-learning, and when
it comes to remote workers, their entire training package will rely on digital
tools. Unfortunately, e-learning is difficult to get right, whether it’s
students in education or employees; things have scarcely improved since
the remote working revolution, according to Forbes. Providing a stale and
non-interactive digital learning experience is likely to be a major red flag to
employees just starting out at a business, and makes retaining
high-performing talent more difficult. The trick to creating engaging training
first comes in providing choice.

Creating interaction

Some e-learning is mandatory – this is especially the case where
businesses deal with strict legal frameworks, or where there are significant
health and safety risks posed each day. As a result, businesses have to show
that the employee has been equipped with all of the relevant knowledge they
need to avoid risks and stay aware of what their job entails. For these
purposes, LMS – learning management systems – are favoured, as they enable the
clear allocation and monitoring of training. The opposite
of LMS is LXP
, or learning experience platforms. LXPs are generally more
‘fun’ and engaging, as they are optional courses that employees can seek out to
generate their own development. However, they are also often good examples of
putting engaging design into practice, an essential element in crafting good
quality learning.

Making it engaging

University College London promotes a many-tiered approach to
creating engaging content, but there are certain steps that are more important
than others. One is storyboarding – providing a clear timeline to attendees
about what they will learn, and what to expect. This provides more control, and
structure, which is important when engaging with learning. Another key
principle is using
active teaching approaches
. Rather than simply repeating information to
employees, using interactive sessions, peer feedback, and active learning tools
to promote engagement, and active learning, is preferable.

Espousing video contact

For training, video calling must be a minimum. This enables proper
contact between the trainer and the employee, ensuring that information is
being accessed, considered, and stored. Furthermore, the video call is another
opportunity for development. According to CNBC, using video calls and
everything it entails, from interactive emojis and backgrounds to interactive
backgrounds and animations can generate an ‘informal’ atmosphere that
then lends itself to relaxation and sharing. Employees who communicate via
video will be more engaged and happier – make sure it’s used in your training
courses, and you’ll see much better results, and better feedback, at the
conclusion of the training.

In some ways, the tricks to creating engaging learning are
actually fairly simple. Try to actively engage employees, use tech to generate
further interaction, and always focus on learning outcomes. The rest will fall
into place and, as you notice what works and what doesn’t, further training
packages can be crafted for an even higher success rate in the future. Make
e-learning a fun experience, not a drag.

 

Smart Tactics To Retain High-Performing Employees




41%
of workers around the world
 are thinking about quitting their jobs within
the next six months, while 69% say they’re already passively looking for a new
position, the World Economic Forum reveals. Moreover, hiring new employees is
no cheap task — it costs around 6-9 months’ salary on average for a business to
replace just one salaried employee. It’s therefore
essential businesses go out of their way to attract and retain
high-performing employees
; aside from being just good for company morale,
smart incentives are also good for the bottom line.  

Pay employees a
competitive salary 

Although
training and managing employees effectively is essential for driving retention
and performance, paying a good salary is also crucial for fostering employee
loyalty. And, paying your employees a competitive salary that’s at least as
much or even more than similar businesses in your industry is a particularly
effective way to do this. So, every so often, make a point of finding out what
your competitors are paying their employees, and adjust your offered salaries
as needed. This doesn’t have to be complicated to do; for example, you can
simply ask potential employees about their salaries with other companies during
their interviews with you. Alternatively, you can get in touch with an outside
consulting firm to assess your compensation plan, see how it compares to
others, and suggest improvements. 

Accessibility
is key
 

As many as
around 135
million people in Europe
 live with a disability, which means
accessible workplaces are key for welcoming and retaining this significant
demographic. Above all, accessible landscaping can help ensure access
to your premises welcomes all
 and isn’t limited. So, start by
incorporating disability-first principles into the parking lot design — this
includes featuring clearly-marked disabled parking and distinct curbs, so the
entrance and exit points can be easily seen. Additionally, a non-slip concrete
path should lead up to the front entrance; concrete is an accessible
alternative to uneven materials like gravel and wood chips, which aren’t
suitable for people with disabilities. And, as steps aren’t feasible for
everyone, don’t forget about ramp access to the front entrance. It’s
particularly important the ramp is wide enough to accommodate wheelchairs of
all sizes comfortably and safely. 

Attractive
incentives 
 

As
many as 50% of UK workers
 say employee benefits would make them feel
happier in their jobs. Indeed, although a good salary is still important,
businesses are also using non-financial perks to attract, retain, and motivate
employees. Some companies, for example, hold annual trips to reward employees
for achieving key goals. Company-sponsored trips don’t just boost engagement
and motivation, but they also go a long way in fostering vital camaraderie and
teamwork between employees. Other attractive perks, such as, flexible working
and unlimited holiday, are also effective ways to incentivise employees.  

Attracting and
retaining high-performing employees should be a priority for all successful
businesses. Paying a competitive salary, making the premises accessible, and
offering attractive incentives are simple yet smart ways to improve employee
happiness, motivation, and loyalty. 

 

OT International takes over Eurojobs.com

One Terrene International, will be taking over Eurojobs.com as of 01 November 2020.

After running Eurojobs.com for 25 years as an independent company, Harmen Rijks, the founder of the site decided that it was time to hand over the baton to Mario Efthymiou, president of OT International.

One Terrene International, in short OTI, is the parent/umbrella of an international network of organisations involved in adult education and youth work in a variety of fields in Europe.

The organisation was born in 2009 in London, UK and in 2011 in Cyprus and now its network has spread out to more than 14 countries including but not limited to Greece, Italy, Hungary, Romania, Slovakia and other OTI locals in EU and non EU countries. The organisation has strong partnerships with Eastern European Partnership countries and EUROMED countries as well.

The organisation has been very active in Youth in Action from 2009 and is very active in Erasmus+ Projects since its start in 2014 for all Key Actions youth and adult education. The organisation also selects schools and informal groups that consist of students and teachers from schools as partners in order to influence the school education format, and encourage teaching methods to involve non formal learning methodologies in their curriculum.

The organisation has also been very active in Europe For Citizens programmes and twinning with municipalities and organisations with Italy, France, Bulgaria, Spain, Latvia, Estonia, Greece, Slovakia, Romania, Hungary and Cyprus.

Their projects include young people, youth workers, profesionals and participants of any age. They include participants with fewer opportunities and give emphasis on projects that empower minorities and inclusion for people with disadvantages.

OTI has experience in developing methodologies that enhance and develops the following skills:

* Empowering youth abilities and skills
* Awareness for Active Citizenship, balance of responsibilities, obligations and rights of European Citizens.
* Self Confidence building and Employability (CV building, Public Speaking etc.)
* Entrepreneurial Trainings, Skill Development and Workshops
* Non Formal Learning Methodology development and simulations
* Peace Building and Conflict Resolution Projects
* Intercultural Exchanges and awareness projects for understanding differences and gaining respect of these differences.
* Environment and Sustainability

OTI and its network have successfully realised more than 80 mobility projects, proving that the quality of the offered programmes are fruitful, fun, progressive and creative.

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Top tips for finding a job in your second language during the coronavirus pandemic

The global jobs market is just that – global. These days, workers can land roles in other countries with relative ease, provided they have the right tech and good enough language skills.

This remains the case, despite the coronavirus pandemic. That’s because remote-first employers don’t tend to require their staff to travel to work. They employ people who work from home and who excel at organising their own time productively, so the COVID-19 outbreak has changed very little in terms of that aspect of their operational procedures. 

The translation and localization industry

Consider the translation and localization industry. Translation agencies employ linguists based around the globe, all working remotely. Those translation companies haven’t stopped hiring as a result of the novel coronavirus outbreak. In fact, many are busier than ever, particularly those that offer medical translation expertise.

Employers in the translation and localization aren’t the only ones who are currently recruiting. Companies around the world are hunting for those with the right skills at this very moment. And, given the global nature of this jobs market, using your second language might just be the way to get a foot in the door.

Using your second language

Does knowing a second language help you get a job? It certainly does. Being able to speak a second language fluently means that you have vastly more job opportunities available to you. This is particularly true if one or both of the languages that you speak is one of the world’s most spoken languages.

Say your first language is English and your second is Spanish. If you speak both fluently, you can apply for any job that matches your skillset in either the English-speaking or the Spanish-speaking world.

Using translation to polish your second language

If you speak a second language well but not fluently, there are still plenty of ways to secure a position that uses that language. You just might need a little help along the way.

Say you speak Spanish as a second language competently but not quite fluently. In that case, it might be best to call in a translation company for a little support in terms of your CV and/or online profile. You might not need a full English to Spanish translation service but having a professional linguist on hand to give your resume a final polish will certainly help to ensure that you make the right first impression.

The same is true with job applications and speculative emails to companies that you would like to work for. They need to be word-perfect, so use a professional translator to double check their accuracy, just to be on the safe side.

Once your superbly written resume and introductory email have secured that all-important interview, it’s time to ensure that you shine, despite not using your native tongue.

The coronavirus outbreak has meant that many interviews are now conducted over the telephone or by video call (as has been the case with remote-first employers for some time). In both cases, you need to ensure that you speak your second language clearly and calmly – this is not the time to get flustered and dry up while searching your memory banks for an obscure word!

In the days before the interview, slowly and clearly talk out loud (either to yourself or anyone who cares to listen!), running through everything from your past career experience to your future ambitions and why you think you would be a good fit for the company conducting the interview. Focus on speaking at a calm pace and annunciating clearly.

Finding a job in your second language can be an incredibly rewarding experience. Don’t let COVID-19 stop you from doing so!

Author bio

Louise Taylor is a freelance writer who has been working from home for much of the past decade. Her experience spans everything from overseas property PR to the translation and localization industry.

EU Migration made visible

In Europe, globalisation has contributed enormously to the increased number of people relocating abroad. In the early 2000’s some estimations placed the number of people living abroad at about 170 million. Today this number has skyrocketed to a staggering 260 million. The promise of a better future and greater opportunities is undoubtedly one of the key factors that contributed to this radical increase in migration.

The media present this increased level of migration generally in a sensational way and predominantly focuses on people migrating as a result of poor living conditions in their own countries, i.e. people fleeing Syria as a result of the continuing war there. This undoubtedly has changed the perception people have of migration, especially in the EU.

Click on the map for more info

Contrary to the views in the media, the interactive map above focuses on people “on the move” and who are classified as “highly skilled”. The first section of the map is about the number of people living abroad, categorised by their skill level. In the pop-up boxes that appear whenever you click on a country, you can see the percentage of low, medium, and highly skilled workers who have relocated to that particular country.

The graph below the interactive map shows in more detail where highly skilled staff originate from and shows the percentages who were born in the country, how many have relocated there from another EU state, and how many have migrated from a non-EU country. This is interesting as it clearly shows the “friendliness” EU member states have towards skilled non-EU migrants, which can be perceived as an indicator of the level of open-mindedness in that country.

The third and final section focuses on Switzerland, a country generally associated with migration mainly for their income tax rates, which vary from canton to canton and are generally very favourable. Switzerland is currently very interested in attracting skilled migrants from all over the world, and the final section offers some clear insights on migration to Switzerland, like the possibility of staying for longer periods of time than three months if you’re a EU citizen just by filling in a registration form and applying for residence permits.

Based on insights from the European Commission, this map shows trends such as Poland welcoming a higher proportion of highly skilled migrants than the UK, but, in terms of numbers, the UK is still the most attractive relocation destination for highly skilled migrants. However, when you look at the total number of migrants, Germany has taken in the most.

The question now is: will the UK lose her status as most favoured destination for highly skilled migrants now Boris Johnson, who favours Brexit, has become Prime Minister of the UK? Will Germany, the second most attractive destination for highly skilled migrants, replace the UK as the perceived “land of opportunities” in Europe?

The data also indicates that politicians have failed to explain the benefits of migration to their respective citizens. Instead of promoting Europe, they have focused on narrow, nationalistic issues and lost sight of the bigger European picture.

The increasingly nationalist attitude in Europe also has had a big impact on the mobility of highly, medium, and low skilled workers. People simply don’t feel welcome anymore and move on to other countries or return to their own countries.

Statistics give us the chance to form opinions based on concrete facts. And that’s, in essence, what this map aims to do, to give a more plausible and comprehensive context to an informed opinion of the migrant situation in Europe.

Nicola Clothier is CEO of Accurity GmbH, an employment service provider which operates in Switzerland. Nicola graduated with Honours in English Literature from Stirling University and has more than 20 years of experience in providing employment services.