One topic that all of us think about a ton is our career: Am I in the right job? Am I doing what makes me excited? Do I like where I work? Am I challenged? What would inspire to me to be more engaged? How do I tell that co-worker they have bad breath? (Just checking to see if you’re paying attention)
These are common introspective questions all of us ask, and with over 70% of the US workforce not fully engaged at work, according to Gallup’s “State of the American Workplace” Report, you’re not alone in asking these questions.
At GIYG.me, we help people connect their passion and purpose with a company culture that creates an “extraordinary fit” for both employees and employers. You want this and so does your employer. So we eat, breathe, and live workplace engagement. We feel so strongly about this that we decided to dissect Gallup’s 68 page report to find 12 ridiculously simple questions that will tell you if “Get A New Job” should be #1 on your New Year’s Resolutions (even if you think resolutions are stupid!)
Is It Time For a New Job?
To find out, answer these 12 questions (take some time to think about it and write down your thoughts):
So how did you do? How do you feel? Happy? Content? Surprised? P.O.’d?
If after answering these questions, you were looking for some type of objective insight telling you whether or not it’s time for a new job, it doesn’t exist. What does exist, however, are YOUR answers to these questions and how YOU perceive them. Only YOU know when it’s time for a new job. This super simple yet ultra-revealing exercise, (which was conducted with over 250 million employees, within 195 countries and in 70 languages), is designed to help you DECIDE if you’re ready for a new opportunity.
You can certainly do some type of “weighted analysis,” for example, by saying if “I answered more than 5 questions (or whatever that number is for you) with a NO, then it’s time to find a new job.” But let’s just keep things simple (after all, the holidays are hectic enough). If the majority of these questions sparked a negative emotion, than it’s probably time to start preparing your exit strategy.
Companies are well aware of (and investing millions of dollars) in employee workplace engagement. “We would love to know how each one of our team members would answer these questions.” shares Chuck Waygood, Director of Global Talent Acquisition at Hortonworks, a Santa Clara Hadoop Software Company. “It would help us continue to shape our corporate culture. When interviewing our candidates, we put a significant emphasis on cultural fit. Next to a proven track record of success, it’s the most important element”
When searching for your next opportunity, make sure you ask potential employers about their company culture, your potential team’s sub-culture and their overall cause or mission. Aligning with an opportunity that matches your ideal culture and deeply rooted values will not only turn work into fun but skyrocket your career and most importantly, your happiness.
We’re passionate about helping people “find their fit” so if you found this article valuable or know someone who should read this, please share.
Turnover and disengagement can cost a company dearly. Hiring someone that’s a poor cultural fit for a company leads to higher turnover and disengagement, costing the organization 50-60% of the person’s annual salary, according to the Society for Human Resource Management (SHRH). Unfortunately this problem is rampant, with over 68% of employees reporting being disengaged or actively disengaged, according to a recent Gallup poll. Millennials scored at the bottom of the list, with only 29% percent of them being engaged, as compared to 42% of traditionalists. This not only costs the companies money, but the impact on our overall economy is immense. Estimates of the cost of actively disengaged employees alone range from $450 to $550 billion per year. Not to mention that hating your job, or working with people that do, really really sucks.
Companies are recognizing the fact that culture is important for the bottom line and working hard to improve their cultures and cultural fit of the employees that work there. Having a good team not only means having the right experience in the room, but having the right mix of human beings that will work well together. The benefits of having an engaged team are clear, and include:
Because of the reasons above, recruiters and hiring managers know that cultural fit is extremely important. But finding it in a pile of resumes can be tough. Here’s how job seekers can put their best fit forward:
Above all stay positive, and get to know yourself in terms of core values, work style, desired team and company type. Knowing what you seek will make it much easier to find. Good luck!
Transparency is becoming so critical that some of America’s top companies are investing millions in making their brand more transparent. They have added unfiltered reviews to their own websites, hospitable comment sections on their blog posts and with 75% of job seekers stating that a company’s brand affects their decision to apply, companies are abruptly blowing up their old career and culture websites in favor of a full workplace expose’.
Why All The Transparency?
The world is attracted to truth.
Facebook Live creates “real” interactions, Google Reviews provides satisfied (or dissatisfied) customers a platform for honest opinions about a product or service and Glassdoor has a “Unicorn” valuation based on the workplace transparency theory.
Let’s be honest (pardon the pun), we like people who are transparent, so naturally we like companies who are transparent, too. With transparency cultural trends at an all-time high, it’s no wonder that companies are taking this very seriously.
Transparency Impacts Recruiting
It’s no secret that a transparent workplace culture can have a dramatic impact on recruiting. Job seekers want to know that the companies they’re applying to are not only open and honest about the things they do, but also that what they’re doing is something they, as individuals, can be proud of.
On the other hand, a lack of transparency in the hiring process can be disastrous. The cost of a bad hire is a setback to the entire organization. Not only does a bad hire negatively impact the reputation of the decision makers involved, it also is a significant cost to the company both in dollars and time spent training a new employee.
Not to mention, with 50% of the job force being dominated by millennials in 2020 and their “transparency expectation mindset”, companies are emphasizing a clear, concise, and highly communicative hiring process where applicants would be constantly aware of the validity of their candidacy throughout the process.
Job Seekers: Why Aren’t You Being More Transparent?
So with company transparency at an all-time high, why aren’t candidates reciprocating?
Well, for many of you, the whole application, interviewing and hiring process has always been a bit of a dance, if you will, where both you and the company put on your game faces and prepare yourselves to give each other a sales pitch.
As a business owner and interviewer myself, the dance has changed and it is no longer enough to impress companies with your non-authentic sales pitch. Your well-kept secrets are bound to reveal themselves and could actually benefit you in the long run if you’re honest. An honest person is far more attractive to companies and when people can feel something isn’t right, they’re repelled from you. Conversely, when you stand in the truth, you become the most powerful person you can be. You’re highly attractive on so many levels.
3 Unique Ways to Safely Become More Transparent
So you agree that you want to be more transparent. Well before you get an interview, you have to get noticed. Here are 3 unique ways to become a more transparent candidate that recruiters will love.
In the spirit of full transparency, I dream of a day where the interview process feels almost like grabbing an adult beverage or cup of coffee together. Both parties…open, honest and free. After all, aren’t we both looking for a long term, equally equitable relationship?
Today’s interview process is fundamentally broken. I don’t know the “real you.”
I used to be a professional recruiter. Now I run my own business. In both scenarios…efficiency is critical and to me, knowing who you are and how you may “fit” in our culture is the most important hiring factor.
When you go to an interview, what do you do? You print out a Paleolithic paper resume and cover letter (maybe) and then sit down with the interviewer. You discuss your skills. You show where you’ve worked. You highlight what you’ve done then proudly spread your certifications out for inspection. You tell them the answers you think they want to hear and they brag about how great their company is.
Bottom line…They need employees and want to hire someone and you need a job and want to be that someone. You’ll feel each other out to a degree, but at the end of the day, its qualifications that get the job. You’re happy if you’re the one chosen.
Rinse and Repeat. Sound familiar?
But how happy is this marriage six months down the road? Not very. Ouch! You’re tired of being micromanaged by your boss, your co-workers are loud and distracting, and nobody refills the coffee pot when it’s empty. Your boss is equally frustrated that you don’t seem like a “team player.” Your co-workers think you’re standoffish. After 1-4 years, you leave, just like the majority of US workers.
Now, let’s pause the narrative. What went wrong? It’s simple: Another case of “Hired for Skill, Quit for Fit”(…or worse…fired for fit!)
Nobody had even the most cursory discussion about who you really are or how you may fit. Conversely, you didn’t take the time to dive into the company’s culture, your potential team’s sub-cultures or even request to hang out for a half day. You both didn’t learn a single thing about whether you would work well together and instead you let that whopping 90% of the iceberg turn into a several yearlong discovery process. During that time everybody was frustrated at the lack of fit and in the end, it was a costly endeavor for both parties.
Here are just some of the facts:
Both employers and employees are hemorrhaging hard-earned money trying to find the elusive “right fit,” over and over.
Now, let’s return to examine your co-workers: Your boss is a type-A personality that prefers over-communication. We could have known that up-front. Your co-workers are primarily extroverts who prioritize instant gratification. And you? You haven’t even done the work to know who you are in the office environment!
All of this conspires to create the US labor force we have today where 68% of people are disengaged in their work. This catastrophic blindness to the soft-skills and workplace aptitudes that make up 90% of our career success leads to hiring results that are worse than random. Employers might have more success flipping a coin rather than relying on their intuition.
The process is simply stuck in the stone age: we’re making massive assumptions based on limited information and praying for success.
Let’s start being more transparent.
By discussing who you are and how you work best, candidly up-front, you save yourself years of headache…(And my time too!) All those nuanced personal preferences can help you avoid workplace dissatisfaction. You never have to wonder, “is it me?” and you never again have to experience “Monday-dread” or “Sunday Night Blues.”
Recruiters and hiring managers know that “fit” is extremely important. But finding it in a pile of resumes can be tough. Here’s a reminder from a previous post how you can put their best “fit” forward:
1. Be socially transparent – expressing your interests, core values, and culture over social media is a great way to show future employers that you are right for the job – be sure to stay active and include links to your Twitter, LinkedIn, and others on your resume.
2. Network, network, network – great people know great people. Engage with your network by attending meetups in person or online, and tell people you’re looking for a new opportunity (be specific). This will not only get the word out, but extend your network, putting you in contact with many people who know of opportunities that might not even be listed.
3. Illuminate yourself – to stand out today you need to take a proactive approach and express yourself in a unique way. Giyg.me uses your answers from a short survey to create an infographic with your core values, work styles, and desired company culture. This will catch a recruiter’s attention and provide a personality to go with the experience listed on your resume.
Why can’t a successful interview process feel like you’ve found a soul mate? Two parties, mutually agreeing that they WANT to be together for an equally equitable relationship? It’s about open and honest candor so that the next time you sign an offer letter, you can feel the stress melt away in knowing that it’s going to be the right-fit.
 Forbes – “What Was Management Thinking? The High Cost of Employee Turnover”
 The Atlantic – “What 27 Weeks Does to the American Worker”
Believe it or not, more people are choosing jobs that give them a sense of purpose over higher pay – and living happier lives because of it.
Let’s play a game…
The rules are VERY simple. You’ll be asked a question and all you have to do is blurt out the first answer that comes to mind.
What’s most important to you, the money you are compensated for doing your job or purpose in the work you do?
Do you have your answer?
Ok, now keep reading…
If you’re like most people, the first thing that probably comes to mind is earning a good salary. After all, you have rent and a car payment, groceries to buy and probably a massive amount of student loans to pay. But at the end of the day, is chasing a paycheck REALLY going to make you happy?
If you’re like most people your age, the answer is probably not.
While there’s no denying that earning a good income is important (after all, how else can you take care of yourself?), over half of all working Americans are unhappy at work and are focused more on the financial gains afforded by their jobs than their actual job satisfaction. Research shows that happiness increases somewhat with income, but only up to a point (probably less than you think), at which people report no increase in happiness, or even decreases in happiness the more they make.
This can have devastating effects in the workplace since unhappy employees are less productive. But the consequences don’t stop there. Unhappiness at work can translate into weight gain, failed relationships and sleep deprivation, amongst a laundry list of other unpleasantries most people would rather avoid.
Did you grow up watching people you love hate their jobs? Did you have to listen to the constant complaining about a jerk boss, having to work over-time, not getting the time off that was requested or being passed over for a promotion?
If so, you know all too well what unhappiness at work looks like, which is why like many people your age, you’re probably interested in finding the “right fit” professionally instead of the “right paycheck amount.” You’re looking for satisfaction that goes beyond numbers at the end of the month. In fact, having purpose in the work you do – and being happy in the environment you’re doing it in – is likely the primary career motivator for you.
At the end of the day, the whole idea of “getting rich” as soon as possible isn’t as appealing as it used to be if misery is the byproduct. Instead, there’s a paradigm-shift taking place and job fulfillment is replacing financial security as priority number 1. You’re interested in how your work impacts the world instead of how it can advance your career. And for an organization to be a good fit, you’re just as concerned with that company’s triple bottom line (people, planet and profit) as you are about the salary. Working with a company that cares for both people and the environment is important to you, and rightfully so. It should be to the management team as well, since there’s tremendous benefit as it relates to productivity, loyalty and ingenuity.
Most people don’t enjoy working in a hostile work environment or in an office where morale is low – it’s about as depressing as going to a funeral. On the flipside, however, positive and upbeat work environments foster creativity, collaboration and an overall sense of “community” that is beneficial to both employee and employer.
Does that sound a little too good to be true? It’s not. In fact, research shows that something as simple as receiving praise for a job well-done can have the same emotional effect as a salary raise. Having a career that is both motivating and inspiring can directly affect your productivity and give you more confidence to achieve your goals.
Here at Giyg, we want to help you connect your purpose with your career so that you end up on a career path that will pay the bills while simultaneously affording you the opportunity to do something you truly love with an organization that shares the same core values that you do.
So what are you waiting for? Isn’t it time that YOU got your dream Giyg?
At GIYG, we’re a team of career industry thoughts leaders, technologists, psychologists and marketing pros all passionate about helping you “Get In Your Groove”. When you’re in your groove, you’re inspired, you’re motivated and Monday’s are your favorite day of the week.
Unfortunately today, too many studies have proven that most people are settling for unfulfilled, dissatisfying careers that lack true meaning. “Sunday Night Blues” disrupts the end to magnificent weekends and a case of “The Mondays” sets the tone for five long days of meaningless effort.Distracted minds are filled with heart pounding dreams of an exciting career only to have those same dreams eventually replaced with feelings of frustration and hopelessness that accompany the traditionally long and painstaking job search journey that typically ends with another dead-end opportunity. Rinse and repeat. Simply awful.
How would your life be different if you were in the right career? A career inspired by your passions and purpose. Built on what you were truly meant to do. One where you reached your potential. Where it felt like the “right fit.” One that gave you comfort and confidence yet got you energized and inspired to jump out of bed on Monday morning? Your Groove!Finding your groove is not hard. Getting there, however, can be. The #1 guiding principle?Alignment. When your core Purpose and Profession are in complete Alignment, magic happens.It’s time for a new way of thinking. It’s time for transparency. It’s time for you to “get real” and illuminate how you really feel, think and operate best. It’s time for employers to do the same. This saves you years of aggravation and saves corporations millions. It’s time for a shift.
We feel everyone deserves to have this experience. That’s why we’ve made it our cause, better yet, our duty, to help you get in your groove so you wake up every day and smile on your way to work.The GiygMap℠ process is just the first step towards “getting in your groove.” When both you and your potential employers understand what truly gets you juiced, a career altering connection occurs. At Giyg, we’re creating, for both you and employers, a community of transparency, knowledge, support and inspiration. Through useful tools, insightful analytics and innovative technology, Giyg’s “first of its kind” platform technology will continue to better understand you, and where you want to go. Think of Giyg as your guide, you mentor or your coach throughout your career journey…a profound journey that deserves meaning, exhilaration and fulfillment that inspires you for a lifetime.Join The Cause