What to do when an employee quits

quitting noteLosing a good employee can almost feel like breaking up with your girlfriend or boyfriend.

No doubt you’ve heard someone say, “Don’t worry there are plenty of others,” or, “It’s not you it’s me,” or asked yourself, “what did I do wrong?”

Yes, losing an employee can be difficult, especially with so much time invested into their well-being. And yes, it can be frustrating. But, as a leader and an adult, you have to take it for what it is, accept the terms, and move on.

What should you do when an employee quits? Take a look below:

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How to Build a Positive Work Environment

3 people chatting in chairs at workFor many people, ours job could almost be considered our “home away from home.” We spend at least 40 hours a week in the same setting, doing similar things day-to-day with the same people. Often, we find ourselves developing important friendships, lifelong habits, new skills, and many other things that can really affect our lives outside of work.

Work is a very important part of our lives, and as such, it’s essential that your environment at work is one that fosters trust, respect, and understanding.

How can you as a leader build a positive work environment for your employees? Take a look below:

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Keeping Your Employees Motivated

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Being a leader isn’t just about telling your team what they can and cannot do.

Sure, at times it can feel like you are a glorified babysitter, but a true leader can look beyond the trivialities of being part of upper management and do the best they can to guide each and every person on their team towards personal success.

There are plenty of ways to help your team grow, but most, if not all of it, boils down to one thing: motivation. 

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Don’t Be Afraid to Speak Up On the Job!

navy man blowing into a gigantic trumpet

It happens often: you’re in a meeting and someone’s proposing a plan for a new project you’re working on. You know you have a better alternative, but you’re afraid of speaking up because the person proposing the plan has more experience than you.

Rather than present your opinion, you sit back and let the plan unfold as proposed.

Most of us can recall at least one time in the workplace we’ve been afraid to speak up and offer our opinion. That’s okay—but often, speaking up is a much better option, even if it seems more difficult at the time.

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Why Being a Humble Leader Is Important (Part I)

desert-treeWhen we are asked to define what it means to be a leader, the words that come to mind usually run along the lines of strong, bold, determined, etc.

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The Good Boss: The Many Dimensions of Being a Great Leader (Part I)

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Every leader wants to be a good boss to their team. Sometimes though, that can be pretty hard, especially considering the many levels that go into what it means to be a good boss.

Just what do we mean? Well, on the one end, a good boss wants to be well respected and in a position of authority, but on the other end, they want to feel like they can be counted on like a friend.

As such, it can be hard to find that nice balance. So over the next few posts, we are going to give you the run down on the many dimensions of what it means to be a great leader. For today, we’ll explain some of the characteristics many people look for in a their boss. Take a look below.

An authority figure: Simply put, a great leader is someone who is well respected, and one way to gain that respect is by being an authority in your respective field. Having the knowledge to back up your position is an indispensable asset to have because it means that when a team member has a question, they can go directly to you and know that you will always have the right answer, or at least provide them with the appropriate direction/step necessary to get their questions answered.

A friend: When we say “friend” we don’t necessarily mean you need to be that person your employee can go out for a drink with after work –though, we won’t criticize you if you are. Rather, a good boss is someone who an employee can count on and expect to be taken care of when things get tough. In short, you need to make sure you are a great support system and someone your employee can trust, rather than the scary boss who reprimands them when they do something wrong.

A great communicator: A great boss is also a great communicator. Knowing how to adequately express commands, criticisms, praise, etc, is an essential part of being a leader. Without good communication skills, your employees are left to fill in the blanks and that can end up getting messy and frustrating, especially when they don’t see eye-to-eye.

On Thursday, we’ll continue the conversation with a few more characteristics that employees look for in a good boss. In the meantime, let us know your thoughts by connecting with us on Facebook or Twitter. We’d love to hear from you!


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Leaders: Why You Need to be Tech-Savvy (Part I)

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Here at AIM, we are all about all things tech. In the business world today, technology is making a huge impact that extends far beyond those in the IT crowd.

With the greater accessibility we now have to technology, companies are now orienting themselves towards becoming more tech-savvy, and are pushing their employees in that direction too.

No one is more accountable for being tech-savvy than the leaders amongst the company, which is why over the next few posts, we are going to talk about just that. For today, we are going to outline a few reasons why leaders need to be tech-savvy. Take a look below:

It helps you become more social-savvy. Let’s face it: we are now well into the digital age. The technology we have gives us the accessibility to communicate much more easily than before. As leader, being tech-savvy can help orient towards becoming more social-savvy.

According to a recent study by Weber Shandwick, 80% of employees surveyed said they would “rather work for a social CEO”, while two thirds of customers said that “their perception of the CEO impacts their perception of the company.” Suffice to say, those are some pretty big numbers to consider when making the leap towards becoming a tech- and social-savvy leader.

It makes you look innovative. People usually want to work for a company that looks towards the future, and a leader who is keen on technology will most likely value innovation, as well. Having that kind of value is big for many employees and those looking to work for your company. Being tech-savvy can be a huge selling point for candidates who place high value on innovation and opportunity.

It also helps attract Millennials. There is no doubt that Millennials are the “techiest” of all generations. As such, the value they place on technology in the workplace is much higher than most. As leader, you are perhaps the one of the biggest representatives of your company.

The majority of people who are thinking about applying to your company will most likely look to you to judge how the values of your company stack up to their own. For Millennials, that involves how you work way around technology, and if you don’t deliver, then chances are that will reflect poorly on them, possibly leading them to look somewhere else.

Check back on Thursday when give you a few tips on how to become a tech-savvy leader. In the meantime, let us know your thoughts by connecting with us on Facebook or Twitter!

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Employees: How to Deal with a Difficult Boss (Part II)

man crossing the street

 

On Tuesday, we started talking about bosses who can be difficult.

As we mentioned, dealing with a difficult boss can be a great challenge. While we’d like to tell them how we feel, we don’t want to overstep our boundaries and get into the face of our higher ups.

But fear not: there are plenty of ways to handle these situations. So, whether it is a boss who lacks direction, gets too emotional, or is just plain intimidating, here are some of our tips on how to deal with them. Take a look below:

  • Keep your cool. First things first, if and when you decide to address a problem with a boss, you need make sure that you keep your cool. Nothing is worse than losing your temper when you are trying to prove that you’ve been treated wrong, so always try to keep yourself in check.
  • Pick your battles. Though it would be nice, not every problem needs to be addressed, especially when it comes to dealing with our bosses. As a general rule, we would suggest taking a moment and considering whether addressing the situation is worth it–especially with emotional or condescending bosses.
  • Consider their point-of-view. Leaders usually have a lot on their plate, and in some cases these things can really stress them out. As such, it is always a good idea to try and take a walk in their shoes when you are addressing their shortcomings. Doing so can help ensure that you get your point across while still being understanding about why they may be stressed and taking things out on you, or not performing their job (as you see it).
  • Keep it private. Leaders also have an image to uphold, so when you approach them it is best to do it in private. Not only is it much more professional to do so, but it will also increase the likelihood that your boss will take your case more seriously.
  • Speak to their higher-up. Though not our first choice, when all else fails, you might want to consider speaking to your boss’ higher up. Sometimes, getting a neutral party can help to ensure that both parties are treated fairly and that things will move along faster and more smoothly.

Have any tips that you’d like to add to our list? Let us know by connecting with us on Facebook or Twitter!

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Employees: How to Deal with a Difficult Boss (Part I)

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At some point in just about everyone’s career, we have to deal with a difficult person. And in the past, we’ve given you some tips on dealing with difficult clients as well as difficult co-workers.

But what about when it comes to dealing with a difficult boss?

That can end up being a whole different story. Unlike a client or peer, working with a difficult boss takes walking a fine line between letting problems slide, and leveling with them about their shortcomings–a situation no one wants to be in.

To help you avoid these kinds of situations, we are going to talk about different ways to help you deal with difficult bosses. For today, we’ll talk about a few kinds of bosses who often present us with trouble. Take a look below:

  • The emotional boss. These bosses usually finds themselves on a roller-coaster ride, and unfortunately, they end up making you join along. This could be a boss who gets extremely sad then angry and likes to have a few screaming matches, or one who is joking one minute and becomes stern the next. As a result, you might not know exactly where you stand with them. The worst part is that unlike clients or co-workers, you can’t really ignore your boss, since they are overseeing your work.
  • The condescending boss. These bosses are notoriously hard to please and they’ll most likely spend more time critiquing your work than giving you positive feedback. In turn, you’ll probably find yourself running in a few unnecessary circles, which can really damage productivity and efficiency. 
  • The stubborn boss. These bosses usually abide by the “my way or the highway” mantra. In turn, it can be really hard for you to give any input, which can really put a damper on innovation.
  • The very hands-off boss. The hands-off boss can be kind of strange. While it is great that they give you the freedom to work as you please, the unfortunate downfall is that when you need direction, they aren’t there to give it to you. In turn, the risk of screwing up on big projects is greater, when it could’ve been easily avoided with a little guidance.

Have you ever run across a boss like this? Let us know by connecting with us on Facebook or Twitter, and check back with us on Tuesday when we give you tips on how to handle the many different bosses we mentioned above.

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Leaders: Letting Your Employees Make Mistakes (Part I)

miles davis mistakes

Last week, we talked a little bit about why leaders shouldn’t be afraid of making mistakes. As we mentioned, mistakes are often misperceived as being associated only with failure.

But the truth is, you can actually do a lot of growth with a mistake, which is why today, we are going to talk about why you should be okay with letting your employees make mistakes, and how you can make the most of out them.

For today, we are going to give you three reasons why you should be okay with your employees making mistakes:

  • Everyone makes mistakes. First things first, remember: everyone makes mistakes. Unless you are superhuman, you are bound to run into a few mistakes every once in a while. The question is all about how you handle the situation.

    We are not saying you should go ahead and give your employees the okay to do whatever they please, but as a leader, you need to take these mistakes in stride. That begins by understanding that everyone (including yourself) will mess up every now and then.

  • Mistakes can equal progress. Believe it or not, mistakes can actually be a stepping-stone for success. As we mentioned in our post last week, you can never really know what it means to do something the right and best way until you know what it means to do it the worst way.

    Letting your employees make those kinds of mistakes can actually help them since it gives them first-hand experience at failure. In turn, they will know exactly what they shouldn’t be doing, which may actually help push them in the right direction and make them succeed.

  • Allowing risk can help spur creativity. Another thing to consider is the potential that comes with being open to your employees making mistakes. When you let them know it is okay to make mistakes every once in a while, the chance that they will take risks for the sake of creativity is greater. On the opposite end of the spectrum, if you always scold them over the chance that they might fail due to creative spark, you end up pushing them to play by the rules, and that may do some damage to your creativity.

    In the long run, we suggest that you always take a look at how your employees’ risk taking will pan out in the larger scheme of things. If the risk is low and you see a substantial amount of benefit from it, then why not let them take the risk? All in all, we suggest that you keep things in balance and make sure to have open communication in order to prevent any serious damage.

Check back on Thursday when we give you a few tips on how to make the most out of your employees making mistakes. In the meantime, let us know your thoughts by connecting with us on Facebook or Twitter. We’d love to hear from you!

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