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Published on July 31, 2018

Solid Career Advice that Will Skyrocket Your Earning Potential

Solid Career Advice that Will Skyrocket Your Earning Potential

You’ve got about three years in your current gig, and you love it. But you are reminded every now and then that there is greener grass somewhere. You would like for it to be here. But you’re willing to go elsewhere.

Regardless of whether you stay or go, you want more. How do you advance and skyrocket your earning potential? Where do you go to seek career advice?

In preparing for this article, I started hearing myself giving little tidbits of advice to my former students and new professionals. It occurred to me that these gems of wisdom are applicable to almost any career setting, and are especially impactful when you want to advance.

Then I recalled various bits of career advice I had been given over the years. And these have definitely resonated with me over the years as I’ve changed jobs multiple times.

Let’s get started.

Career advice gem #1: Be diplomatic

I shared this with a student leader at a large urban institution back in 2003. She was a very bold and outspoken young woman who wanted to be heard and make a difference.

On occasion, these desires made her difficult to work with. Olivia Edwardson wrote this about diplomacy in the workplace,[1]

“To be diplomatic, you need to understand and define your expectations clearly. What is it that you need, and what needs to be done in order to achieve this goal? At the same time, you must consider everyone else’s perspective: some tasks require different levels of help, and finding a balance between what everyone wants is crucial.”

How does this apply to you boosting your earning potential? In considering others’ perspective and finding balance, you show your managers that you are a team player and willing to work with others.

This insures that you are adding value to the company on a regular basis.

Career advice gem #2: Shades of gray

I’m not talking the best selling novel here; I mean dealing with ambiguity.

In my first senior management position, my entire staff was also brand new and we were learning institutional culture day by day.

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Through this process, I had to model to my team the importance of being in the middle and not always making decisions from an all-or-nothing perspective. The plan isn’t always going to go from A to Z in alphabetical order.

Melanie Allen has said,[2]

“the best leaders are those that rise to the challenge of ambiguity and respond with confidence and adaptability.”

This means not being in control all the time, and learning to deal with uncertainty. It also requires that you be present, in the moment, so you can roll with the punches.

Getting comfortable with shades of gray can impact your earning potential in demonstrating your flexibility and willingness to accept change.

In trying times at corporations, managers and supervisors want leaders who are not stuck in their ways. Advancement comes to those who can go with the flow.

Career advice gem #3: Keep your resume updated

When was the last time you updated your resume? When you started job searching? After accepting a new job? Or every time you learned a new skill or took on a new project?

Prior to landing in my current position at a community college, I changed jobs every two years or so. That’s the topic of another article, but suffice to say that I got comfortable making updates and changes to that document.

When I switched to a Strengths-Focused resume in 1999, that changed everything for me. I learned how to represent my skills and achievements in my resume rather than just listing a bunch of “stuff” that I’d performed in my various jobs.

I push my agenda of a strengths-focused resume to about every career-changer with whom I interact, and for good reason.

This type of document has never failed to get me interviews.

But getting back to how often you should update your resume…

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Any time you develop a skill, create a program, or make a major change at your current place of employment.

In my current position, I’ve learned the basics of public relations, web design, communications and marketing, and branding all from the assignments and projects delegated to me.

Based on these new skills, I taught myself to use WordPress and other online tools because of the added value I bring to the organization now that I know these skills.

Walter Yate from Career Cast says of your resume,[3]

“You can start to change the trajectory of your life as soon as you take control of your career, with the careful development of the tools and skills of the new career management; and that all starts with owning a resume that gets results.

A resume is the foundation of your brand and is your primary marketing tool. When your resume works the doors of opportunity open for you, when it doesn’t they don’t. Keep your resume current at all times because you never know when you will need it, for that next promotion or a new job.”

Well, I couldn’t have said that better myself.

Career gem #4: Never turn down more responsibility

Wait, doesn’t this advice fly in the face of the whole work/life balance thing?

Yes and no.

Let’s first ask why you are being offered the additional responsibility.

Is it because someone left the organization and the work needs to be spread out amongst the team?

Is it because you did an incredible job on the previous assignment and your supervisor trusts you and recognizes your added value?

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Is it because you’re being groomed for a promotion and your supervisor is running a little experiment with you?

It could be any or all or none of these. Your attitude and response will mean everything in this situation.

Accept the additional work with grace and style, and learn as much as you can. Then two or three weeks later you can bring up the new tasks with your supervisor and explore why the work was given to you.

Business Insider says,[4]

“Pushing yourself out of your comfort zone to take on more responsibility is a great way to grow personally and professionally.”

Talk to your boss, be proactive, and make the new work fun.

Approaching the new work with a negative attitude and a “woe is me” is just a sign to your boss that you aren’t up to the challenge. And then that added value you just landed is gone. And you aren’t being a team player.

The real issue: Determining added value

This really is the big one, isn’t it? By making yourself indispensable to your organization and demonstrating to your supervisor how you contribute, you should find yourself climbing the ladder at your current place of employment or getting the reference needed to secure that ideal job at the new firm.

But what exactly does it mean to “Add Value?”

Simply speaking, adding value is making a product more appealing to its customers. Making it better, showing how innovative and multifaceted it is, things like that.

Now you’re going to figure that out about YOU.

Chrissy Scivicque of Eat Your Career identified six ways that an employee can add value to an organization:[5]

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  1. Save money
  2. Make money
  3. Improve efficiency of a process or procedure
  4. Improve quality of a product or service
  5. Fix an existing problem
  6. Prevent a future problem

These themes are pretty simple: if you can handle money, problems, and processes well, then you can add value to your employer. So start approaching your day to day tasks in those terms.

Do you produce a fundraising event every year? Determine how you can raise more money while spending less on the event.

Do you have a brave idea on how you can make that annual job fair run more efficiently? Draft your idea and present it to your supervisor.

Has your team leader consistently asked you and your peers to think more critically on the problem of staff turnover? Do some research and propose a couple solutions.

Keep in mind that to prove you are adding value, you actually have to do the work. You have to be proactive, innovative, and have the organization’s best interests in mind.

Closing thoughts

I thought it would be fun to get some additional pieces of advice from some actual managers out there…so I polled some of my colleagues around the country, both from higher education and the private sector. Here’s what they shared with me on how to advance your career:

“Put together data or examples to show the value the said employee has brought to the department. Don’t wait until annual review time – it’s generally too late!”

“Never be afraid to speak up during staff meetings or personal 1:1 sessions with supervisors. Pointing out carefully considered ideas and being willing to take on new responsibilities with various staff members shows flexibility, professionalism, and motivation.”

“They have to demonstrate that they are all-in on the values of the company. This can be tricky in environments where employee and supervisor are of different generations. At 25, I may think I’m working hard, but my 60-year-old boss might think I’m just doing what’s expected.”

“Do what you do well and be fully present at all times.”

“Bottom line is the key. If you are increasing income, you deserve to share in it.”

What was the best piece of career advice you’ve received, and how did it impact your earning potential?

Featured photo credit: Pexels via pexels.com

Reference

More by this author

Kris McPeak

Educator, Author, Career Change and Work/Life Balance Guru

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Last Updated on December 5, 2018

How to Lead a Team More Effectively and Be a True Leader at Work

How to Lead a Team More Effectively and Be a True Leader at Work

Being an efficient manager and a charismatic boss at the same time can seem like an impossible task. Is there a way to deliver the desired results for your business while remaining liked and respected by your staff?

We all know bad examples of team leaders who seem to fail at one aspect or the other, or even at both. But we’ve also heard of awesome managers who seem to juggle both things well enough.

How do they do it?

By sticking to few proven ways that let them maintain a positive karma score while remaining efficient. In this article, we’ll guide you through 11 smart management tips on how to lead a team and become something more than a boss – a leader.

1. Find a Management Strategy and Stick to It

There’s nothing worse than a boss that keeps changing his or her opinions and assignments depending on their mood or a book they read this week. Chaotic decisions increase the insecurity and frustration of your team, so you better find your strategy and stick to it.

If you do find some new methods you want your staff to follow, make sure they don’t contradict the general direction you are taking. Otherwise, you risk making your team take one step forward and two steps back.

2. Set Goals​ and Track Progress in Reaching Them

Set individual and collective goals​ for your team and track the progress in reaching them. This might sound obvious at first, but too often we find ourselves stuck between daily customer requests and monthly reports, and the bigger goal or vision seems to fade away.

According to Elon Musk (and many other successful CEOs around the Globe), it’s crucial to have a clear and motivating aim to where the company is heading. His aim for the space transportation company SpaceX is “to make humankind a multi-planetary species”.[1] That’s a huge goal but the company is slowly moving closer to it by reaching smaller steps and milestones, like launching self-landing rockets. This is also a very inspiring and meaningful goal that helps employees endure the company’s extremely high expectations and 60 to 70-hour work weeks.[2]

Even if your goals are not as grand, setting and reaching milestones will give you a clear insight into the team’s overall efficiency and daily progress. With time, you will be able to see the weak spots and improve your results.​

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3. Demand Learning from Your Team

CEO of print on demand startup Printful, Davis Siksnans, believes that:[3]

“The key for a company going through rapid growth is to empower your employees’ self-development.”

His company with 500 employees spanning two continents demands a culture of learning and provides all the tools necessary to do it.

Their idea is –  as the company scales, people have to grow in their positions too, which means that they have to be constantly learning. Siksnans says:

“We try to hire people for what they might become, but they need to have that drive.“

Alternatively, you can provide educational courses for your employees or invite informal lecturers to educate and inspire your team. You can also encourage peer-to-peer learning by asking employees to teach their particular experience or skill to co-workers.

4. Invest in a Pleasant Work Environment

Studies show that a well-designed office environment can increase your team’s overall performance by as much as 20%. You’ll be surprised to see that even very small interior tweaks that don’t require major investments can improve your workers’ performance.

Some ideas for a more productive and pleasing work environment:

  • Invest in modern furniture – offer ergonomic chairs, standing desks, and individually arranged workplaces​.
  • Start an in-house library – reading for pleasure just 30 minutes a day is proven to be enough to become more effective at work,[4] improve focus, and deal with problems like depression and anxiety.​
  • Play jazzy office music – rhythmic background music will help workers feel more energetic and enthusiastic while doing everyday tasks.​
  • Set up entertainment or break rooms – being able to relax and have fun at work creates a strong commitment, helps employees relax and clear their minds, and boosts productivity.​
  • Bring in uplifting office decor – it’s been found that art in the workplace can boost productivity,[5] lower stress, and even encourage employees to innovate.​
  • Decorate the office with live plants for freshness and a welcoming feel. Furthermore, plants are found to ensure better air quality and increase workers’ productivity by 15%.[6]

5. Be Kind and Sincere to Your Team

Did you know that 50% of employees quit because they dislike working with their manager?[7] In fact, most times when people leave their jobs they actually leave their managers. Being friendly and sincere may not be enough to be a successful manager, but it’s a big part of it.

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Some ways to show you appreciate and care for your staff:

  • Celebrate the progress and achievements of your employees. And don’t be shy to simply say thanks.​
  • Talk to your employees regularly and really listen to what they have to say. Address their concerns, help them reach their goals and do your best to improve their work and daily life.
  • If you’re having a bad day, don’t pour out your stress and anger on the staff. Instead, try to recharge yourself by appreciating the achievements of your team and setting the next goals.
  • Try not to overload your team with work. Every company has rush periods when it’s okay to have more work than usual. But remember that people cannot work under prolonged pressure and stress.
  • Don’t be selfish – it can be very demotivating to see that the manager only focuses on what you can do for him and doesn’t care about your goals and well-being.​ As the CEO of Xerox Anne M. Mulcahy put it,[8]

    “Employees who believe that management is concerned about them as a whole person — not just an employee — are more productive, more satisfied, more fulfilled.”

Whenever you are having doubts about your kind attitude, remember – satisfied employees are productive employees which lead to satisfied customers and eventually – success for your company.

6. Offer Flexible Work Hours

The traditional Monday to Friday, 9 to 5 job is beginning to slip away. Increasingly more people are working remotely or having flexible work hours, and we can expect this trend to continue. To adapt to these changing habits and remain competitive in the labor market, more employers are offering the chance to choose your own work hours, work from home or even from another city or country.

Offering flexible hours is a powerful way to inspire your existing staff and give them intrinsic motivation. Why not let your employees choose their preferred working hours while keeping the 8-hour day? For example, night owls are unhappy and unproductive if they have to come to work before 10 AM, while others might prefer to start at 7 and finish earlier.

You can go even farther and hire remote workers – this way you’ll be able to recruit from a global talent pool and even save money on office expenses like desks, stationery, electricity, etc.[9]

7. Track Your Team’s Productive Time

Not monitoring your employees’ progress and efficiency can result in poor performance and slacking. Instead of letting things go with the flow, you should consider installing time-tracking software on your employees’ computers and see who’s doing great and who might need a productivity boost.

But don’t get it wrong – there’s no need to become big brother and watch every step your employees take. If you use the time-tracker as a spying tool, you will only see increasing suspicion and insecurity around you, and your employees’ happiness levels will drop.

On the contrary, choose software that allows employees to mark private time that won’t be tracked. In addition, consider these time-management tactics:

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  • Allow flexible work hours. (see Tip No 6)
  • Encourage breaks – studies show that employees who take regular breaks are more productive than those who don’t.[10]
  • Enable remote work to show your employees that you trust them and that they can work from home or even from another country (if they can maintain sufficient productivity).
  • Consider offering bonuses to your most productive employees (those who show productivity levels above 90 or 95%).

8. Use Only Constructive Criticism

Constructive criticism means offering valid and rational opinions about the work of others, involving both positive comments and remarks about what should be improved. Constructive criticism is usually expressed in a friendly manner rather than an oppositional one.

When you evaluate your team’s work, give them feedback that’s helpful, specific, and sincere. Don’t be shy to praise, but also be direct and even strict when necessary.

9. Don’t Give Special Treatment to Yourself

The boss’s actions are – directly or indirectly – observed by your team. This means that your employees look up to you and often mimic your attitude towards your work and the company – especially if your actions don’t show commitment. Nobody wants to work for a leader who doesn’t go all in or inspire motivation.

What you should do is lead by example. If you expect your employees to arrive at work on time and work 8 hours, do the same yourself. If you want them to show initiative, show it yourself and encourage others to do the same.

Jeff Weiner is the CEO of LinkedIn – a company of 3,000 employees that consistently ranks as one of the best workplaces with a 92 percent employee-approval rating.[11] Weiner’s workdays are reported to be equally long or even longer than those of his employees, allowing him to stay “extremely credible as a leader.”

10. Empower Your Employees

Here’s a common mistake many managers make:

They don’t motivate their staff and assume they simply love to work for their company.​ Such belief can result in painful losses for the company – especially these days when many companies are in desperate need of a reliable workforce.

Instead of directly thinking about bonuses and perks, consider intrinsic motivation. For example, enable flat organization in your team and listen to your employees’ ideas when they come up with opinions and suggestions. Your company might actually benefit a great deal from the feedback, and the unique ideas employees come up with.

You can also start an initiative where employees can freely share or pitch their business ideas to you or the founders of the company. If the idea is accepted by the management, the project can be developed, and the employee can have equity options.

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If people feel they have an impact in the company, they become more motivated, engaged and interested in the company’s growth.

11. Nurture Your Company Culture

Company culture is the personality of a company that defines the overall work environment and relationships between teammates. It also includes company mission, values, ethics, and goals.

Some examples of company cultures are the Horizontal corporate culture (collaborative and equal; popular among startups and free-spirited businesses) and Conventional corporate culture (a more risk-averse and hierarchy-based approach common in traditional companies).

However, you don’t have to stick to pre-existing boxes when creating your corporate culture. You might think of your team as a family, a sports team, or even a hippie camp if it fits your business and purpose. But keep in mind that by the time a company’s size reaches 20 employees, the company culture is set,[12] and any changes will need to be implemented in smaller teams.

Whichever personality you choose for your company, make sure to live by it and nurture it. Some things that might help:

Team building events, relevant books in your office library and proper on-boarding for the new employees to get everyone on the same page from the very beginning.

Be a Leader, Not a Boss

Using the words of Printful’s CEO Davis Siksnans, the ultimate goal is to “Hire great people who don’t have to be managed.”

However, when you do need to demonstrate some initiative and control, act as a leader rather than as a boss.

In other words, don’t be afraid to show the personality behind your role. And keep these 11 tips close to your heart.

Featured photo credit: rawpixel via unsplash.com

Reference

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