When you set your goals for the year, you likely have two goals in mind. The first goal is what is expected of you and your team to reach. This is usually a safe and very realistic goal. The second goal is your Reach Goal. Your reach goal is the goal you were really hoping for in order to go above and beyond. In many cases achieving your reach goal results in bigger bonuses, a promotion, and maybe even that corner office.
Your reach goal is what you know is achievable with a lot of hard work, a few risks, and most importantly, the right team. The people you work with are an extension of your ability. In other words, hiring a diverse set of employees will allow you to reach new a new potential. A 2015 McKinsey report found that companies with higher racial and ethnic diversity were 35% more likely to have financial returns above their industry mean. Here are only a few ways in which diversifying your team will allow you to achieve the reach goals you have been striving for.
1) Their Strengths Become your Strengths
Imagine being a carpenter and your only goal is to build a house. Sure, you can build the frame of the house all by yourself, but what about the plumbing, electrical work, and interior design? You don’t have the tools in your tool bag to do those tasks, but your team does. Their tools quickly become your tools. Similarly, filling your team with diverse employees who each have different thought processes and backgrounds gives you access to their various strengths and abilities you did not have before.
2) Understand Other Points of View
As marketers, we have all seen our fair share of cringe-worthy ads. Marketing blunders like the Chevy Nova (Laughs in Spanish), Lady Friendly Doritos, or Pepsi’s Kendall Jenner ad could all have been avoided if there had been a Spanish speaker, woman, or African American present in the meeting. By maintaining diversity in the office, companies can go from making marketing blunders to creating meaningful brands that will be remembered for years for their clever solutions.
3) Improve Existing Techniques
Would you recreate the wheel if you believe you could make a faster wheel? Of course you would! However, our corporations today are plagued by uniformity: the belief that there is only one way to be, one way to do things, and one way to achieve. However, any company who has invested in inclusion and diversity will argue uniformity is constraining. By investing in the diversity of your employees, you are also investing in the diversity of thought within your office. You will quickly realize there are a hundred and one ways to reinvent the wheel, each one better than the one before. Diversity inspires creativity and will serve as a catalyst for efficiency and improvement.
4) Cultural Relevancy
An article by Forbes recently stated, “If you want black audiences, give them a seat at the table.” Well it might not be a surprise that this is the case for every demographic: women, Hispanic, LGBT, Asian, you name it. In today’s market, consumers value diversity and will reward brands that are transparent and champion diversity in the office, while punishing brands that don’t. Therefore, diversity has become a principle that any ethical brand should promote because consumers know.
Diversity within the office place is not only an asset to improve diversity of thought, it is a demand that consumers are requiring now before engaging with a brand. By championing diversity and hiring diverse employees, companies are finding new ways to achieve their goals through practices introduced through new diverse ideas. Ready to take diversity initiatives to a whole new level? Give us a call and we would be happy to share how diversifying your office might help you reach your highest potential.
The New Year is a time to ring in new opportunities and new resolutions. Millions of employees will come back to the office with ideas of how they can improve their productivity, performance, and personal lives. However, they should not be alone in achieving their work goals and personal goals. As the saying goes, “it takes a village.” Managers and coworkers are the perfect motivators to turn the office into a place of encouragement and celebration. In January we will set off on a three part journey on how to encourage your employees to be their best in and out of the workplace, how to set goals, and how to help your employees stay on track.
First thing’s first, you have to prepare yourself, and the office, for transformation in the New Year as well as set aside a “Make it Happen” Fund. As an executive, you have the power to empower your employees to be the best they can be. Therefore, before you ask your employees to set their goals, it is important to take these steps to maintain their motivation throughout the year.
1) Make it Relevant
Set your own goals for the team before you ask them to define their goals. As a leader and executive, your vision guides the goals and tasks for the rest of your team. If you don’t have a clear vision of where you see the company going, your employees will find it difficult to create goals that are relevant to the direction of the company. Setting congruent goals is the fastest method to achieving success in the New Year. Therefore, as the director of marketing, call a meeting of the entire marketing department to express your goals of creating a product line that will create rapid in an emerging multi-cultural market rather than increasing efforts in the general market. By defining this goal, your employees are able to make goals based around marketing campaigns toward that particular consumer group instead of what they may have previously had in mind.
2) Make it Personal
Many managers like to promote the idea that “work life and personal life should remain separate.” However, this ideology does not prove effective. Your employees are people, and their personal life is just as important as their work life. Therefore, make it a point to encourage their personal goals just as much as their work goals. Encourage your employees to challenge themselves. Schedule a meeting once a month to check in on their work goals, but do not forget to also grab coffee with them once a quarter to ask about their personal goals too. Many employees may be training for a marathon, getting married, or saving up for a dream vacation. Take the time to discuss those goals with them, and recognize that to your employees their personal goals may be more important than what is going on at work.
3) Make it Visible
This may be the most important step of them all. Make your employees goals visible somewhere in the office. Schedule a two hour meeting where your team can make a dream board with both their personal goals and work goals. Afterward hang it in the office to remind your employees of their goals. After all, twelve months is a long time to be working on a goal and you do not want your employees to forget about their goal by March. By making your employees goals visible and known, you are turning coworkers and managers into accountability partners and encouragers.
4) Make it Manageable
In the same meeting encourage your employees to make a month by month plan of milestones they plan to accomplish by a certain date. This will let your employees have mini-goals that are more manageable than the big goal itself. The digital marketing team may want to increase impressions by 15% by the end of the year. Therefore, they should set their mini-goals to increase impressions by 1.25% a month, or about 4% a quarter. The same goes for personal goals. If Shannon wants to move into a bigger apartment by October, she should set her budget by February, pack by June, and buy by September to move in October.
5) Make it Happen
Reward your employees for reaching their work goals and personal goals by helping make the final goal happen. How you make it happen depends on you, but every goal has a milestone that you can help with. One way is to set aside a “Make it Happen Fund” for your team’s goals. If John is training to complete an Iron Man, pay for the registration fee. If Taylor finally booked her dream vacation give her a few extra days off to enjoy it. If Jamie reached her sales goal, pop some office Champagne to celebrate. Every goal reached is deserving of celebration and encouragement. Celebrating goals will encourage your employees to set even greater goals, boost office morale, and increase productivity throughout the year.
From everyone at DCAProsearch, cheers to a prosperous 2019 and we cannot wait to celebrate you achieving your goals throughout the New Year. We are always available to help you achieve your multicultural talent and recruiting goals whenever the need may arise. To request a search, or let us know what kind of talent you are searching for in the New Year, contact us so we can help you achieve your 2019 talent needs.
Think back to when you were a recent graduate from college. You were probably twenty-two, nervous about adulting for the first time in the real world, and were fighting for what you thought was your dream job, or any job for that matter. Seventy-five percent of professionals today still do similar work to what they were doing right out of college. However, fret not. If you do not like what you are doing, you can be part of the one in four Americans who do successfully switch industries, but only if you take the right steps. Before you even consider switching industries, you need to educate yourself about the steps you need to take and implications it may have on your career.
1) Understand Your Transferable Skills
Think that a marketer at Under Armour and USAA have nothing in common? Think again. You would be surprised how many transferable skills you can pull from one industry to another. Employees today develop a diverse set of skills that can be applied in any number of roles. Think about the Under Armour employee. She spends all day creating programs to sort through data and numbers, but so do the USAA marketers when identifying consumer segments and targeting. How about a cultural anthropologist? He spends his day analyzing human daily life to write detailed ethnographies of human culture. So does an Under Armour researcher when they look at consumer behavior and qualitative data. Take a look into your skill set, and you would be surprised how much it may match up with your dream job.
2) Everything Is About to Change
You’re currently the marketing director in the banking industry. You like your job, but you want to get into product marketing and branding at a CPG company. Do not expect that all the benefits you get in the banking industry are going to carry over to the CPG industry. The first thing that professionals notice when switching industries is the difference in salaries. When you are switching industries you have to brace yourself for a number of changes from salary and daily tasks to brand positioning and a number of details. In your new role you are going to be tested to see if you can adjust. Do not let the shock of change keep you from excelling.
3) Do You Want to Change Industries or Change Jobs?
When making your pro and con list make sure the reasons you want to change industries are not job specific. Many people think that because they do not like what they are doing at their current jobs means they won’t like what they would be doing at any job in the industry. Although jobs in the same industry will be similar, they will not be identical. A lot of what makes a job great or terrible is management and who you are working for. Try researching similar positions in the same industry to see how they differ among companies.
4) Tailor Your Resume to Your New Industry
The tools that got you into your current industry won’t get you into a new industry. When you enter a new industry, find the skills and experience that are valued by companies in the industry and tailor your application materials to those in the industry. Your cover letter and resume should reflect why you want to change industries, and what makes you qualified to do so. Ask people in your LinkedIn network to help you craft you new materials. However, if you need more guidance contact us and we will help you successfully make the switch.
Hiring managers you know the feeling. You have gone and interviewed dozens of people for the position and now you have narrowed it down to the final three. Any of them would excel in the position, but how do you know which one of them fits perfectly with your company culture? Here are some questions you can ask to find which candidate best fits your company culture.
1.Does the candidate bring something that you do not already have?
Diversity is more than incorporating multi-culturalism to your teams. A strong team consists of different types of people, but also different ways of thinking. Diversity of thought is one of the most essential assets to your company, and we screen our candidates to give you someone unique to your needs plus more. When interviewing, look for the quality or skill that you do not already have. Not only will this allow your team to do more, but it will reveal paths that you never even knew existed before.
2.Is the candidate wearing their interview mask or true face?
Don’t want cookie cutter candidates? Then don’t ask cookie cutter questions. Any serious candidate will be prepared for the average behavioral questions. In addition to the usual interview questions, ask questions to understand how your candidates think.
“It’s Saturday and you’re in your favorite place. What are you doing?”
“You find a pot of gold, how are you using your new found wealth?”
Questions like these allow you to get to know the candidate for more than a tailored STAR method answer. The answer will tell you so much about a person: how they think when faced with such a big question, how they express themselves, and what they care about (or what they think you’ll care about, potentially).
3.How does the candidate apply their skills in everyday setting?
Furthermore, if your position requires certain skills, use the interview to make sure the candidates actively apply the skills you need. If you need someone with strong people skills, ask them to give you the name of the secretary who greeted them at the front desk. If you need a new art director, ask them to readjust the lamps in the room to give you the best lighting for a perfect selfie. The interview is yours, make it fun and tailor it to what you need to know.
4.Will you and the candidate be happy together?
Sure, we may have clicked really well with the candidate, but will you? You want to be certain your company offers the kind of environment and culture your candidate needs to succeed. Ask them straight out about the type of culture and management style that works better for them to be happy and productive in their job. Evaluate if this aligns with what you have in place. You could find a candidate with exceptional qualifications and experience, but if you’re uncomfortable with their personality, communication style or values, they may not be the right fit despite their superior skillset. The cultural fit extends to life and work values, as well. People tend to be happiest working with others who share their basic values and goals.
Every company is unique, and each approach to assessing a candidate’s fit should be tailored to the position you are hiring for. Interviewing is never a one size fits all. Learn more about our recruitment process , or contact us for more information on how we can help you find that match.