Blog Standard - Groupe Insearch

Dec 18

How to Deal with Office Politics Before They Diminish Company Culture

By Angelica Rains Executive Assistant, Leadership

Office politics can be detrimental to a workplace if there isn’t a culture and plan in place to reduce its likelihood. Letting office politics run wild can create a toxic work environment, reduce morale, and lead to increased turnover. Here are some tips to deal with office politics before they have a negative impact on the company culture.

Have Your Team Make Commitments to Each Other

While training is used to increase competence, it can also be used to reduce conflict. During training, have your team members make certain commitments to each other and to the organization. For example, they can commit to eliminating gossip, being more clear in their communication, or addressing people directly. These types of commitments will create a drama-free company culture and make your employees more accountable to each other.

Avoid Conflict by Cutting Out Gossip

Encourage your team to eliminate office gossip. This can completely change your internal culture. When everyone gossips, it becomes hard to separate fact from fiction and stories from lies. People often think that gossiping with coworkers helps them build relationships, but in reality it more often destroys relationships and contributes to a toxic work environment.

Lead with an Abundance Mindset

Some people lead with a scarcity mindset. They frame their leadership around what they lack. These leaders frequently complain about not having enough time, resources, etc. This often comes from a place of fear. It is much better to lead with an abundance mindset. These leaders concentrate on what they want to achieve and work toward their goals, regardless of the resources that they have. A scarcity mindset often leads to more workplace drama because people feel like they have to struggle to succeed, so they tear each other down. If everyone on the team works together to succeed toward common goals, there will be less conflict and more healthy collaboration.

Conscious Leadership Group

If your company has a lot of workplace drama, partner with an organization like Conscious Leadership Group. This organization consults with business about how to reduce conflict in the office and increase self-awareness and engagement. This is a multi-year program that will give your team shared goals, which in turn, will help them work better together.

Too much conflict and politics can make a work environment unbearable for you and your employees. Focus on leading with openness and directness and encourage your team members to avoid gossip and other toxic behavior. This is the best way to reduce negative office politics and encourage team cohesion for the long term.

Dec 11

An Era of Authenticity

By Angelica Rains Leadership, Training

Is the very act of reading an article about how to be authentic in and of itself inauthentic? The topic of authenticity is likely discussed in counseling sessions but rarely discussed related to the workplace. However, we live in an era where social media has perpetuated the need to showcase an idyllic life, in a time where a news story breaks every few minutes that erodes the reputation of highly powerful individuals we once trusted, and in which old friends want to reconnect ultimately to try to get you in their downline of their newest multi-level marketing.

It is fair to say that most people have a heightened sense of skepticism. It is also fair to say that in the face of that skepticism, most people crave an era of authenticity more than ever before. This is not limited to life outside of the workplace; many articles have been written about the importance of the boss-employee relationship and how the lack thereof is one of the largest contributors to turnover within an organization.

Many of these suggestions may simply serve as a reminder of best practices you already know, though common sense is not always common practice. Knowing and doing are not necessarily the same; you may know much of what is listed, but it’s the doing that makes the difference.

Intent

To learn how to be authentic, or to react authentically, treat authenticity as something we have instead of something we are. As complicated as that sounds, it is actually quite simple. In the perceived nature of human interaction, there is an element of intent that cannot be dismissed. As a leader, having an employee’s best interest at heart is not something that should be overlooked. If you think about it, the phrase “constructive criticism” is an oxymoron. Coaching is an opportunity to contribute to another person’s development; it is a two-way partnership where both parties share knowledge and experiences in order to maximize the person’s potential and help them achieve their goals. Instead of considering criticism as something negative, consider this context: “As your leader, I am fully committed to your performance and to your success. My intent behind sharing with you this feedback is to provide information about your performance that I believe will have a profoundly positive impact on your ability to succeed.”

Thus, constructive criticism is instead constructive feedback. Feedback about a performance deficiency does not have to be any less positive than reinforcing proficient capabilities. To a certain extent, Zig Zigler’s famous quote that “you will get all you want in life, if you help enough other people get what they want,” is incorrect. If the reason you want something from others is because it will benefit you, that is inauthentic behavior that few will trust. If your intent is to genuinely serve those around you, you have begun to create an era of authenticity.

“Listen with the intent to understand, not the intent to reply.”
– Stephen Covey

The Law of Attraction

Part of the importance of authenticity in the workplace is to serve the relationships of the existing team. How genuine interactions can influence the interviewing process is also important to consider. Reflect upon some of the most authentic personal connections or experiences that stand out in your life. It may be that you can only think of a handful but those likely stand out as being extraordinary. You feel moved by authentic people and are attracted to them. Similarly, you feel attractive when you are being authentic, and when you connect with someone who is authentically engaging. When you really connect during an interview with a candidate, what you usually are saying is that you encountered a rare moment of mutual authenticity.

In an interview, genuine connections can be tough. As recruiters, we certainly understand three of the core functions of an interview are to assess if a candidate has the core capabilities to perform in the role, if you will enjoy working with them, and if they are genuinely excited about the opportunity. However, if everyone has their game faces on and are trying to deliver the answers the other party wants to hear, how do you balance selling with a true connection? Remember, whether obvious or not, people sniff out inauthentic behavior. Use the interview to screen one another. But if we go back to the importance of intent, help a candidate understand how as their leader, you have the ability to help them uncover who they have yet to become. Even having an open discussion about mistakes and failures can be uncomfortably refreshing. Mistakes do not define an individual, nor do they define who that individual has the potential to become.

Start Simple

So if authenticity is something we all want, but it’s something you are and not something you get, then authenticity must be impossible to teach, right? This is likely true and quite a paradox. Therefore, let’s start simple. Decide to stop being inauthentic. Catch yourself when you make a false compliment and try to offer up a genuine one instead. Recognize when you offer up a canned, knee-jerk response to a question and try to express an answer more firmly rooted in reality. Remove the hollow statements, the feigned interest, and the formulaic answers.

There are two most common scenarios in which colleagues pick up on inauthentic conversations. The first is the small talk; those situations in which you are grasping for something to say in order to avoid awkward silence. This does not mean that you need to ask deeply meaningful questions while collectively waiting for the elevator, but it is worth evaluating the types of discussions you engage in during those encounters. The second are in more formal settings such as important meetings or professional reviews. Corporate jargon is often used to either avoid conflict or as assert a sense of being in control. Instead, work on asking purposeful questions, perfecting your active listening skills, and delivering a professional recommendation that better represents who you are and what you believe. If you truly believe in what you say and the intent behind why you are saying it, others will as well.

Dec 04

Tips for Creating Performance Incentives

By Angelica Rains Executive Assistant, Leadership

Performance incentives increase productivity, improve teamwork and morale, increase engagement, and reduce turnover. But not all performance incentives are created equally. When creating incentives, consider this question: If a year from now you are walking down the hall for the annual review and you’re happy with your employee, what is it that they accomplished to make you feel that way? Is your life running smoothly? Are you no longer missing flights or appointments? Are your priority projects being taken care of? Your life no longer feels chaotic? Now think about what performance incentives will motivate your employees to be their best selves so your work life will feel exactly like that. Here are a few tips for creating performance incentives for your employees.

Travel and Trips

Travel is one incentive that helps motivate employees to reach business objectives. Whether it takes the form of business trips or an incentive travel program, employees like travel incentives because the idea of traveling to new or exotic locations typically appeals to people who have a demanding work life. Travel is often a better motivator than cash because it is out of the ordinary. Cash is used and then forgotten, but the memories high-performing employees experience during travel can last forever. Travel is also an opportunity for employees to connect with each other, which can improve teamwork and productivity.

Bonuses

Performance bonuses are another great incentive option. Almost everyone likes the idea of extra income to supplement their wages, so performance bonuses work on most motivated employees. Research has shown that performance bonuses improve job satisfaction, employee engagement, and loyalty. They even foster trust between employees and management. Bonuses are a great way to help meet short-term and annual business goals.

Equity in the Company

Another motivation that is currently popular in many incentive programs is equity. Giving high-performers equity in the company is a great way to increase productivity and engagement across the board. Long-term incentives like equity are useful because they encourage high performers to make decisions that will benefit the company in the future even if the decision doesn’t benefit their compensation in the current year. Equity incentives also improve retention for senior executive talent.

In order for you to achieve a seamless work and personal life, you need highly productive people working behind the scenes. A strategic incentive program will ensure your best talent stays motivated and continuously strives to do their best. A good performance program will also attract better talent. Incentives like travel, bonuses, and equity can help make sure the right people take on C-level support positions.

Nov 27

Who Thanks Whom? It May Be Time to Evaluate Your Hiring Process

By Angelica Rains Hiring Strategies, Interviews

A recent article penned for Inc. by Suzanne Lucas made the bold statement: “Dear Hiring Manager, Perhaps You Should Write the Thank You Note.” She continues: “The traditional thank you note is from candidate to hiring manager. That’s wrong . . . Just what are you exactly thanking the manager for? Taking the time to talk with you and consider your application for the job, right? But what were you really doing? You were taking your time out of your day (and often using vacation time from your current job to do so) to try and solve a problem for the hiring manager.” At first glance, most would read these statements and think “thank goodness this wasn’t a candidate I interviewed; seems quite entitled.” However inverted a perspective this author seems to hold from standard interviewing protocol, there is an underlying message communicated by her article. It may be time to evaluate your hiring process through a new lens.

If we assume it is the candidate’s responsibility to pen the thank-you note, doesn’t that inherently mean that we also assume it’s the candidate’s responsibility to be thankful for being granted an interview to begin with?

Evaluate Your Hiring Process

You may have this mindset and not even realize you have it. A few questions to consider:

How much time do you expect a candidate to prepare for the interview with you? How much time do you spend preparing for that same interview?
You likely have asked the question “so why should we hire you” without batting an eye – how receptive are you when a candidate questions “why should I come to work here?”
Checking candidate references from past employers is a probable interviewing step; candidates volunteer these regularly. What would your reaction be if a candidate asked to check references from those who had worked under your supervision in the past but were no longer with the firm?

These are just a few scenarios to help challenge your hiring process. Lucas ultimately summarizes this mental shift: “When we think of all the things we demand of job candidates, we should realize that they are the ones doing the hiring managers big favors. You need that position filled, and these people are graciously helping you to do so.”

Start with Motivation

Secure more insights than exist on paper. Schedule time with your recruiter to go beyond more than “the individual is looking to take that next step in his career” and instead have a solid understanding of what the candidate does not have currently and is looking to have within your organization. Know what is most important for this candidate to learn from your initial meeting as it relates to what he is looking to accomplish in this career move. Additionally, make sure you know “why your firm” – why this candidate wants to talk with your firm as opposed to others. What is it that initially sparked their interest, and how you can expand on that to have the candidate walk away with their own motivating factors addressed? Finally, know “why not” – any concerns this candidate has in areas such as the cost of living (if relocation is involved), or stability, or any other detail no matter how large or small. This is the opportunity to address them, either openly or candidly, throughout the interview.

It’s the Little Things

Small things stand out, especially when candidates are in a thriving economy and may have the opportunity to interview with multiple organizations. Take a moment and look at your physical office space through a new lens. What does someone entering your space see and experience? Is your boardroom, interviewing space, or personal office dated and could use some modernization? Do you have anything on the walls that showcases your organization’s accomplishments, or highlights your culture? Think through the impression you make as it relates to your physical office space.

When the candidate arrives, give them bottled water without them having to ask or accept it. When the candidate leaves, consider an exit gift of some sort – a small item with your logo on it or something personalized based on what you know about their interests or background.

The Sell

Take some time to consider your hiring process and craft concrete answers or success stories around questions such as the following:

What are the primary reasons someone would join your organization instead of another firm?
What is the specific and measurable career path?
What in-house resources do you have that give people a competitive advantage? What external resources?
How does your company differentiate itself from other competitors in your niche, and what would this mean to someone joining your firm?
What is the tenure of your senior staff? What benefit does that provide a new associate?
What future growth plans do you have for your firm? What opportunity does that create for someone?

Even if the candidate does not ask the direct question, you want to remain confident that you are articulating “why you” just as much as you are trying to determine “why them.” If, during the interview, a light bulb switches on and you have the revelation that this is the exact person you need to hire, the better you can articulate your true value proposition the higher the chance that candidate will want you as much as you want them.