Category Archives: Motivation

2 Steps to Climb the Corporate Ladder

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When it comes to advancing in your career, it’s not just about chasing promotions. Let’s say you have been at X company for 5 years and you’re hungry for more. We’ve all been there, right? Here’s what I would say:

Step 1: Put together a self-improvement plan with goals and a timeline. Show you’re working on your weak spots (let’s call them “opportunity” areas for the GenXers).

Step 2: Let your boss know about your plan, and here’s the kicker – ask for their help in pulling it off. Be specific about what they can do to help you reach your goals.

We discussed some ideas based on his “opportunity” areas.

Bosses love promoting folks they’ve mentored. It strokes their ego and scores them points in the organization for developing talent. Hiring doesn’t get them as much credit as promoting does – it’s basic Organizational Behavior 101.

It doesn’t have to be fancy. Bosses like promoting those who show they’re into their job and the company. Taking charge of your development plan and asking for help doubles your shot at getting promoted.

There are a lot of moving factors in this, but if you are working for someone who is respected in the organization, and you have an above-average performance compared to others in your work group, this will almost always play out well for you.

Trying to climb that career ladder? Just follow these two simple steps.

Consistency Matters More Than You Think

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Ever wonder what your workplace really wants from you? I’ve spoken to this before.. It’s not about being a superstar, an A-lister, full of energy, or cracking the Top 10%.

The real deal is being consistent—not shining all the time or totally sucking. Just meet expectations. Every day, every week, every year. Dependable and consistent.

But let’s be real, we don’t appreciate consistency enough. We feel the need to be more than just consistent, like it’s some kind of new low.

We’re all about being ‘world-class,’ creating ‘best practices,’ and leading the industry. Sounds cool, but it makes being consistent seem like a bad thing. Truth is, if everyone in our crew kept it consistent, we’d crush the competition.

So, why aren’t we owning the game? Because being consistent is tough. That’s why we chase after rock stars. We need them to make up for the not-so-great ones. Getting everyone to meet expectations is like herding cats.

Next time you’re with an employee who’s just ‘meeting expectations,’ give them a pat on the back. Thank them for doing their thing every day. Imagine if everyone else followed suit—boom, greatness!

You don’t need over-the-top performance to win. Just get everyone to do what they’re supposed to do. Consistency—let’s slap that on a poster and call it a day: “Just do what you’re supposed to do!”

I Love a Rivalry!

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I’m all about it – winning, competing, the buzz, and yeah, even losing. Losing keeps you caring about winning.

Not everyone sees it like that, though. Some think we should all just get along and that having rivals is old news.

But here’s my take – real competition with rivals pushes us to be better than we thought we could be. Without that push, we’d never hit our top performance.

The snag with rivals at work is it can get ugly real quick if it’s not handled right. That’s why some folks say we don’t need rivals in society.

A badly managed rivalry, especially at work, can wreck the vibe faster than anything else. It turns into a “me against them” deal, even when ‘them’ is just another part of ‘us’!

But, if done right, rivalries can light a fire under leaders and teams, taking them to some crazy high performance levels. External rivals, like competitors, bring that extra kick. Those are the rivalries we love – kicking the competition’s butt!

Internal rivals can be just as motivating, maybe even more because it’s real. Your rival is someone you know, or at least more than your competition.

This relationship with an internal rival is where the energy comes from, both good and bad. We hope these internal rivalries drive both sides to greatness, but it doesn’t always pan out that way.

Usually, internal rivals end up trying to outdo each other, when what we really want is both sides reaching greatness and cheering each other on. I used to think it wasn’t doable when I was a young leader.

One side wins, one side loses. That’s a rivalry.

But over time, I’ve seen that the best leaders figure out ways for healthy rivalries, getting everyone to back each other up and celebrate together. It’s about plenty – there’s enough success for all of us. As you succeed, and your co-workers succeed, that success lifts us all.

I first saw this in college sports. A coach taught us to push each other as rivals in practice when it helps us be our best. But when it’s game time, we stick together to reach our goal of winning. It’s about the team.

So, leaders, when you’re setting up internal rivalries, keep in mind that concept of plenty and togetherness. It’s about me, until it’s about we. The leader’s got to show us where that line is.

Revisiting Strugglesville

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Knee-deep in a daily struggle? Wondering how to shake off the funk and reclaim your day? Let’s revisit Strugglesville in this post from a few years ago.

Have you been struggling lately?

It seems like I go through bits of struggle here and there. The day starts off awesome, I’m getting stuff done, and then life happens and the struggle begins. Could be the boss gave some super-critical feedback on something you poured your soul into. Might be something outside of work (might? okay, probably something outside of work!). Maybe today just isn’t your day.

I know I’ve got a choice. Do I continue the struggle and take it home or pull others into my struggle, or do I pull myself out of the struggle and get back on track? I. Know. That. Is. A. Choice. And still, I struggle with that choice! Do you feel me?

The struggle is real, for all of us. Sure someone else probably has more of a struggle than you, but when you’re in full struggle mode you don’t want to hear that shit. Your struggle at that moment is for real, real!

So, how do I pull myself out of the struggle?

I’ve got a number of tactics I use to pull myself out of the struggle may be one of these will help you in your struggle:

– Find a small win! I’m not looking to save the world, I just need to get one small win under my belt! Maybe that’s not eating Taco Bell for lunch and having a salad (small win for me, yay!). Maybe it’s clearing my inbox (a little bigger win!). Maybe it’s finally having that one difficult conversation I’ve been putting off (small win with a big stress relief). It all starts with one small win, then finding another, and building on those.

– Conversation with a positive ear! I’ve got some friends, peers, co-workers that I know are almost always really positive. I make that conversation happen, and the topic is not about my struggle, the topic is about something that needs to get done, or I need to make better, etc. After those conversations, I feel uplifted and energized to do something, and walk away from the struggles.

– Do something I’m good at or enjoy, that isn’t destructive. Okay, I might be a genius at ordering the perfect Taco Bell meal, but that’s not the good I’m talking about! I’m good at writing. It relaxes me. If I’m in full struggle mode, I start writing. I enjoy listening to music. It helps turn my mood around given the right playlist.

– Helping someone else. Nothing pulls me out of a struggle like being helpful to someone else. I get a positive boost. They get some help. I can return to my previously scheduled programming without the struggles!

I’ll pull myself into one of these three things mid-day if needed, because me working while struggling doesn’t help anyone, including myself.

I would love to hear how you pull yourself out of your struggle. We all visit Strugglesville, how we get home is pretty unique for each of us!

The Truth About Job Hopping

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Ever thought about whether job hopping is a wise career move? If you’re old-fashioned like me, you probably concluded it wasn’t. But hold on – playing devil’s advocate here! Let me remind you of a Fast Company article I shared a while back. It claims that job hopping can actually enhance learning, performance, and loyalty. Wait, what?! Do Talent Acquisition leaders worldwide really believe in this concept?

Let’s break it down.

According to the article, switching jobs every three years is key for developing quick job-getting skills and ensuring career stability. But not everyone agrees. (It’s me, hi, I’m the problem! It’s me!)

The truth is, that hiring managers often see job hoppers as a red flag. It might signal a lack of commitment or trouble sticking to a role. While some job hopping could be due to a bad company fit, relocation, etc, repeating the same pattern might make them question your decision-making.

Now, some of you might be thinking, “But Timmy, there’s more money in job hopping!” Well, let me not be the first to tell you, the grass isn’t always greener on the other side, right?

Looking back on my own experience, I hopped jobs early in my career, chasing an executive title. In hindsight, not my smartest move, maybe even my dumbest. Job hopping, as the article suggests, isn’t a one-size-fits-all solution.

Here’s the deal: Avoid job hopping. For every person that it helps, it will hurt ten others. Most hiring managers don’t like seeing a resume filled with short stints, raising doubts about your stability.

So, stuck in the job hopper cycle? How do you make it look better?

Bundle your projects under one consulting job, creating the illusion of a cohesive work history. Many IT folks are doing this as contingent workers, handling multiple projects under a single brand. It’s not perfect, but it makes your resume look better.

Job hopping isn’t the career move it’s made out to be. If your career feels stuck, make a change strategically. Most careers don’t stall in just 2-3 years.

4 Habits of Successful Recruiters

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In recruiting, success can come down to some simple daily habits. After hiring hundreds of recruiters, I’ve seen what works. Let’s break down the four simple habits that I’ve identified as key factors in making successful recruiters stand out.

  1. Daily Motivation: Successful recruiters stay self-motivated. No doubt about it. They set small goals, like closing a client or job order, to keep themselves on track. Whether it’s meeting specific activity numbers or focusing on a larger goal, daily motivation is key.
  2. Own Up to Mistakes: The best recruiters take responsibility for their work. If something goes wrong, they don’t pass the blame like a hot potato. If an interview is a no-show, they learn from it and make adjustments for the future.
  3. Step Up to Challenges: When critical positions open up, successful recruiters step forward. They embrace challenges and are comfortable working under pressure. They not only excel in their tasks but also contribute ideas for organizational improvement.
  4. Maintain Daily Focus: Successful recruiters stay focused on their daily tasks. Despite the distractions in recruiting, they don’t let the noise disrupt their plans. They concentrate on their goals and persist until they achieve them.

HR and Recruiting both have the same main daily issue we face, we turn ourselves into firefighters.  We run from made up emergency to made up emergency.  It feeds our need to feel like we accomplished something today and became a savior. The most successful recruiters are no different.  They get the opportunity to be fire fighters, just like we all do, but they make a conscience decision not to allow themselves to slide down the pole. How can you make yourself more successful today? And what factors did I miss? Let me know in the comments!

Challenging Corporate Complacency

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There’s this persistent buzz about technology stealing our jobs in our line of work. The staffing industry, a massive half-a-trillion-dollar global business, thrives on a rather bold assumption: corporate laziness.

I’m not banking on your laziness, though. At my company, we focus on contract work, not only the typical direct hiring. But this laziness perception isn’t exclusive to us; other industries are guilty too.

Look at the diet industry—it’s full of expensive shortcuts like bars, shakes, and pricey gyms, all because we sometimes prefer an easy fix over healthier habits. Guilty as charged!

Here’s the kicker: if corporate Talent Acquisition (TA) simply did their job—filling openings—the direct hire staffing industry might vanish. It’s not that complicated, yet we do everything but fill the position.

It might not seem lazy outright, but it’s sidestepping the core task, which is just as harmful. Ever seen a kid dodge mowing the lawn by doing indoor chores instead? Same principle, different setting.

Recognizing how others bank on our presumed laziness is crucial for TA leaders. And doing something about it? That’s where the real game starts.

Here are some actionable steps from one of my previous blogs:

  1. Set clear, measurable goals for each TA team member.
  2. Make these goals visible daily.
  3. Address performance issues immediately.
  4. Adjust measures to fit business needs.
  5. Keep at it consistently.

TA isn’t a handout; it’s an investment. Great leaders get this and act against corporate complacency.

It’s not just about working harder; it’s about working smarter. It’s time we all took that step forward.

The Change Code

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What’s the one thing that drives employees crazy? Adoption new technology? No. Not enough PTO? Probably, but no. The biggest thing? Change.

Seriously, it’s the top contender for the most disliked thing a company can do to its employees. I know, some claim they’re all about change—love it, embrace it, advocate for it. But let’s get real. Those folks who shout about embracing change? They’re the same ones devastated when their favorite TV show gets the boot. Truth is, most people hate change. They like things steady—the same morning coffee routine, knowing their familiar doctor is on their insurance plan, the predictable paycheck schedule. That’s their jam.

So, here’s the secret to keeping your employees around.

Your folks don’t secretly plot their escape route. Starting a new job, dealing with a new boss, different location? It’s a headache! They actually want to stick with you. But, and this is a big but, they don’t want their job or the company to become unbearable. That’s where the problem lies: Change is bound to happen, but it’s also what they can’t stand.

How do you navigate this without causing an uproar?

Simple: Communication is key. Many HR departments tend to blow small changes out of proportion by drowning everyone in unnecessary info. New payroll system? Cue the panic. Checks arrive on different Fridays now! The usual reaction? Form a committee, plaster posters, rewrite policies, and talk about it endlessly for months. But hold on.

What’s needed is straightforward talk. At all times. Hey team, our payroll’s getting an upgrade. Less errors, more savings for the company. Checks will come on different Fridays. Get ready, and if you need help, your supervisor’s there for you. Change kicks in the next pay cycle. Done!

Here’s the thing: People hate change. So, let’s not make a big fuss over small changes! Only communicate the big stuff. When major changes happen less often, it won’t feel like a constant whirlwind. Your employees WANT to stick around. They HATE change. Stop bombarding them with unnecessary upheaval just to look busy.

Employee retention? Not rocket science. Because, deep down, your employees would rather stay put.

The Big List of Sh*t You Can Do in HR and TA for 2024!

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The gift and the curse of a new year in business is we are tasked with doing stuff. Stuff that matters. Stuff that will have a positive financial impact on our organizations. We have the same issue in our personal lives, but unlike our professional lives, our personal lives don’t demand and pay us to get better.

So many of us spend the first week of the year, or many weeks last year before we left for the holidays, trying to decide what we would do in 2024. Some of us will have big projects ahead of us. I know more than a few who are implementing new tech this year. Some of us will just be looking for incremental improvements on things we put in place in 2023. But the work doesn’t stop. Our job is to get better. And something is motivating about that. It’s a very straightforward, clear direction. Get better. Be Better. Do better.

The question is, what are we going to do in 2024? Here are some ideas to get you motivated:

– Fix your apply process. It’s the one thing I can almost always go and look at for a company and immediately see a number of things that can make it better. The first step is easy: go apply for your own job on your career site, but do it in the parking lot of some fast food joint, stealing the WIFI on your mobile device. It will be painful and take too long. Fix that!

– Become a top 10% user of your current tech stack (I.E., Super User!). Have a plan to get on stage at the user conference to share your story. Most of us will never be super users of our technology, but it will move you forward more in our careers and our organization more than you can imagine. All it takes is interest and effort.

– Start measuring one new thing that actually matters in your function. If you’re in TA, start measuring conversion ratios of screened candidates to hiring manager interviews and work on making that better. In HR, start looking at benefit utilization around preventative healthcare and develop a simple nudge communication strategy to get more of your employees to use their healthcare benefits before they get sick.

– Create a Save Strategy around one role in your company that has the most financial impact. We let people leave us too easily. We can save many of these folks. I’ve seen save strategies reach 40% save levels one year out. Stop letting your good employees just walk away from you. You would not allow someone you loved in your life to just leave without fighting for them. Fight to keep your employees. Everyone will notice!

– Mentor one person in your company, from your school, from your profession. Just one! We are surrounded by individuals who want and need a little help. Someone who can be part of their network and help them grow. It doesn’t take hours per week. It might take an hour per month. You think this is all about helping someone else, but every time I’ve done this, I’ve actually helped myself so much more. Get your best upcoming leaders in your company to do the same. Challenge them.

– Find out what your CEO and senior C-suite team want from HR and TA. About twelve times per year, I meet with different senior teams, and one of the first questions I ask them is what it is they want from their HR and TA teams. The answers always blow me away because I already know what their team is working on, and it almost never aligns with what the senior executives want. This simple conversation can align your entire year. We don’t ask it because we think we are already supposed to know the answer. That is nonsense. Go ask! Almost always, the CEO will say to me, “No one has ever asked me this!”

I can ask them for you and send you the results. Just share this survey link with them, and I’ll send you the overall results. Also, if your CEO or senior executive team fills this out, I’ll put your organization’s name in a hat and do a raffle for a full team TA meeting with me for free! That’s a $5000 value!

The What the Hell Does Your CEO Want From HR/TA Survey!

Whatever you decide to do in 2024, make it something you will actually do. So, I recommend you only commit yourself to one thing. Stay laser-focused on that one thing! Our life and job is hard. I can do one thing.

Escaping the Best Practice Trap

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As we kick off this new year in 2024, it’s time to break free from the ‘best practices’ trap and pioneer fresh, groundbreaking approaches in HR. Ever found yourself at an HR conference, where even the mention of a best practice draws in a crowd eager to replicate its success? We’ve all been there. Sure, using strategies that have worked before is tempting. But what if these highly recommended ‘best practices’ don’t actually guarantee success?

The problem lies in assuming that what everyone else is doing must be the best way forward. But times change, circumstances shift, and what was once a winning strategy might be holding us back now.

Let’s face it, adopting someone else’s best practice might just help you reach their level, but is that enough? In the fast-paced world of business, striving to merely match your competitors isn’t what visionary leaders are after. They seek strategies that propel them ahead, not just keep them in the race.

Using successful methods from other companies might help a bit. But it’s like walking a path someone else already made instead of creating your own. The real game-changers aren’t found in replicating what’s already been done; they’re in the unexplored territories of innovation.

Picture this: HR conferences buzzing with ideas yet to be tested, concepts so revolutionary they have the potential to redefine industry standards. That’s the space where true transformation begins.

To truly revolutionize your HR strategy, dare to step away from the best practice treadmill. Instead of asking what worked for others in the past, challenge yourself and your team to explore what could work brilliantly in the future.

Are you ready to break free from the shackles of best practices this year?