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6 Networking Resources People Don’t Use Enough

6 Networking Resources People Don’t Use Enough

Looking for that next job, internship, or resume bullet? Competition is fierce out there, but you can get a leg up on the competition with these six networking resources that people don’t utilize well or often enough:

1. Professional career counselor.

Conduct an internet search for “career counselor” in your area, and you may be surprised by how many options pop up. In an increasingly competitive job market, with most candidate’s moves broadcast far and wide by social media, the job hunt is dicier than ever. This growing consulting niche recognizes and respects that fact, and experts range from general advisors to the industry specific. Don’t want to spring for a personal session? Check out classes at your local library, community college, or chamber of commerce, or register for a webinar or online class. While you can find some resources for free, it is worth spending a few bucks when you need professional assistance. One-on-one time with a professional can help identify strengths and point you in the right direction, often with a Rolodex of referrals.

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2. Alumni network.

Did you graduate from college or high school? Did you ever play sports for a league, or belong to a hobby organization or social club? Have you ever been a part of a professional association; if not, are you eligible to join one? We often think “colleges” when we hear the words “alumni network,” but the net is much more broad. Expand your circle by all means possible. If you are feeling shy about reaching out, remember that these are the folks most likely to vouch for you as a person and as a professional. Be mindful of putting people first, networking second, but don’t hesitate to let them know what you seek, and why – networking is the reason alumni organizations exist, after all.

3. Friends of friends.

Play a true-life version of “six degrees of Kevin Bacon,” and start asking your friends who they know. Whatever you are pursuing, it’s guaranteed that someone knows someone, who knows someone, who can help you out. Even if that contact is simply a number to call and introduce yourself, hey, that is one more person out there who knows who you are and what you are trying to do – and this one is in the industry you want to be in.

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4. Local chamber of commerce.

Did you know that your local chamber of commerce exists to help businesses succeed? If your networking adventure has an entrepreneurial slant, dial up the Chamber and ask if they have any resources available to help your cause. You will likely be surprised at how much is out there.

5. Social media.

Surprised to see this one make the list? Think less time on Facebook, more time on LinkedIn. While you should take advantage of the opportunity to let family, friends, and internet stalkers know what you’re trying to do and why, don’t post any announcements until your accounts present a “you” that deserves to be helped. Think more professional, less “Sunday fun day” photo montage.

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6. Social or hobby clubs.

Do you belong to any social or hobby clubs, where you can share your passion for bowling, bee keeping, books, and even pursuits that do not start with the letter ‘b’? If not, get your Google on, find a club near you, and join it, now! Networking means meeting people, and your best “you” is one that is engaged, happy, relaxed, and excited about what they are doing – exactly how you are when you’re doing something you love. Bonus tip: if you’re a mother, join a local mothers’ club. Women are inherently hardwired to support each other, and no one realizes what a difficult task raising a child and growing a career is like other women trying to do the same thing.

 

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Need more ways to grow your professional network? Check out these 10 Business Networking Tips.

Featured photo credit: Luc Legacy via flickr.com

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Published on November 12, 2020

5 Signs You Work in a Toxic Environment (And What To Do)

5 Signs You Work in a Toxic Environment (And What To Do)

What’s the most draining, miserable job you’ve ever had? Maybe you had a supervisor with unrealistic demands about your work output and schedule. Or perhaps, you worked under a bullying boss who frequently lost his temper with you and your colleagues, creating a toxic work environment.

Chances are, though, your terrible job experience was more all-encompassing than a negative experience with just one person. That’s because, in general, toxicity at work breeds an entire culture. Research shows abusive behavior by leaders can and often quickly spread through an entire organization.[1]

Unfortunately, working in a toxic environment doesn’t just make it miserable to show up to the office (or a Zoom meeting). This type of culture can have lasting negative effects, taking a toll on mental and physical health and even affecting workers’ personal lives and relationships.[2]

While it’s often all-encompassing, toxic culture isn’t always as blatant or clear-cut as abuse. Some of the evidence is more subtle—but it still warrants concern and action.

Have a feeling that your workplace is a toxic environment? Here are 5 surefire signs to look for.

1. People Often Say (or Imply) “That’s Not My Job”

When I first launched my company, I had a very small team. And back then, we all wore a lot of hats, simply because we had to. My colleagues and I worked tirelessly together to build, troubleshoot, and market our product, and nobody complained (at least most of the time).

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Because we were all in it together, with the same shared vision in mind, cooperation mattered so much more than job titles. Unfortunately, it’s not always that way.

In some workplaces, people adhere to their job descriptions to a fault:

  • Need help with an accounting problem? Sorry, that’s not my job.
  • Oh, you spilled your coffee in the break room? Too bad, I’m working.
  • Can’t figure out the new software? Ask IT.

While everyone has their own skillset—and time is often at a premium—cooperation is important in any workplace. An “it’s not my job” attitude is a sign of a toxic environment because it’s inherently selfish. It implies “I only care about me and what I have to get done” and that people aren’t concerned about the collective good or overall vision.[3] That type of perspective is not only bound to drain individual relationships; it also drains overall morale and productivity.

2. There’s a Lack of Diversity

Diversity is a vital part of a healthy work environment. We need the opinions and ideas of people who don’t see the world like us to move ahead. So, when leaders don’t prioritize diversity—or worse, they actively avoid it—I’m always suspicious about their character and values.

Limiting your workforce to one type of person is bound to prevent organizations from growing healthily. But even if your work environment is diverse in general, the management might prevent diverse individuals from rising to leadership positions, which only misses the point of having a diverse work environment in the first place.

Look around you. Who’s in leadership at your company? Who gets promotions and rewards most often? If the same type of people gets ahead while other individuals consistently get left behind, you might be working in a toxic environment.

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However it manifests in your workplace, keep in mind that a lack of diversity is a tell-tale sign that “bias is rampant and the wrong things are valued.”[4]

3. Feedback Isn’t Allowed

Just as individual growth hinges on being open to criticism, an organization’s well-being depends on workers’ ability to air their concerns and ideas. If management actively stifles feedback from employees, you’re probably working in a toxic environment.

But that definitely doesn’t mean nobody will air their feelings. One of the telltale signs of toxic leadership is when employees vent on the sidelines, out of management’s earshot. When I worked in a toxic environment, coworkers would often complain about higher-ups and company policies during work in private chats or after work hours.

It’s normal to get frustrated at work. That’s just a part of having a job. What isn’t normal is when dissent isn’t a part of or discouraged in the workplace. A workplace culture that suppresses constructive feedback will not be successful in the long run. It’s a sign that leadership isn’t open to new ideas, and that they’re more concerned about their own well-being than the health of the organization as a whole.

4. Quantifiable Measures Take Priority

Sales numbers, timelines, bottom lines—these metrics are, of course, important signs of how things are going in any business. But great leaders know that true success isn’t always measurable or quantifiable. More meaningful factors like workplace satisfaction, teamwork, and personal growth all contribute to and sustain these metrics.

Numbers don’t always tell the whole story, and they shouldn’t be the only concern. Measure-taking should always take a backseat to meaning-making—working together to contribute to a vision that improves people’s lives. If your workplace zones in on quantifiable measures of success, it’s probably not prioritizing what truly matters. And it’s probably also instilling a fear of failure among employees, which paralyzes employees instead of motivating them.

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5. The Policies and Rules Are Inconsistent

Every organization has its own set of unique policies and procedures. But often, unhealthy workplaces have inconsistent, unspoken “rules” that apply differently to different people. When one person gets in trouble for the same type of behavior that promotes another person, workers will feel like management plays favorites—which isn’t just unethical but also a quick way to drain morale and fuel tension in the office.[5] It only shows how incompetent the leadership is and indicates a toxic workplace.

For example, maybe there’s no “set” rule about work hours, but your manager expects certain people or departments to show up at 8 am while other individuals tend to roll in at 9 or 10 am with no real consequences. If that’s the case, then it’s likely that your organization’s leadership is more concerned with controlling people and exerting power rather than the overall good of their employees.

How to Deal With a Toxic Work Environment

The first thing to know if you’re stuck in a toxic work environment is that you’re not stuck. While it’s ultimately the company’s responsibility to make positive changes that prevent harmful actions to employees, you also have an opportunity to speak up about your concerns—or, if necessary, depart the role altogether.

If you suspect that you’re working in a toxic environment, think about how you can advocate for yourself. Start by raising your grievances about the culture in an appropriate setting, like a scheduled, one-on-one meeting with your supervisor.

Can’t imagine sitting down with your supervisor to air those problems on your own? Form some solidarity with like-minded colleagues. Approaching management might feel less overwhelming when you have a “team” who shares your views.

It doesn’t have to be an overtly confrontational discussion. Do your best to frame your concerns in a positive way by sharing with your supervisor that you want to be more productive at work, but certain problems sometimes get in the way.

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Final Thoughts

If your supervisor truly cares about the well-being of the organization, they will take your concerns seriously and actively take part in changing the toxic work environment into something more conducive to productivity.

If not, then it might be time to consider the cost of the job on your well-being and personal life. Is it worth staying just for your resume’s sake? Or could you consider a “bridge” job that allows you to exhale for a bit, even if it doesn’t “move you ahead” the way you planned?

It might not be the ideal situation, but your mental health and well-being are too important to ignore. And when you have the opportunity to refuel, you’ll be a far more valuable asset at whatever amazing job you land next.

More Tips on Dealing With a Toxic Work Environment

Featured photo credit: Campaign Creators via unsplash.com

Reference

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