8 Easy Ways to Keep Legal Teams Motivated

June 20, 2024

Motivation is the lifeblood of a successful Legal team. Motivated employees are more productive, engaged, and creative than their counterparts. They’re also more likely to stay with your business and adapt rapidly to changing workplace dynamics.

That’s crucial when the Legal industry is navigating constant evolution and growing skill shortages. Unfortunately, motivation can be difficult to cultivate and preserve. Even the most committed team members can lose their drive and enthusiasm over time.

The good news is there are ways to nurture motivation in your workforce. Here, we’ll examine some of the easiest but frequently overlooked ways you can reinvigorate your team.

1.   Unify Your Team Around a Shared Vision and Goals

A person’s motivation is largely affected by their sense of purpose in the workplace. It’s hard to feel enthusiastic about a role and the tasks you complete each day if you don’t know what you’re working towards or how your efforts are paying off.

Unfortunately, many business leaders and managers in the Legal industry fail to share their vision with their team. Simply helping your employees understand their purpose in the workplace, what their targets should be, and why their work is important makes a huge difference.

Based on your knowledge of your company’s goals, set clear, realistic, and measurable goals for your team members, and help them understand how their targets align with your organisation’s “bigger picture”.

2.   Cultivate a Culture of Appreciation with Regular Recognition

A Nectar study found that 83.6% of participants believe regular recognition directly impacts how motivated they feel at work. Praising your Legal employees’ efforts and celebrating achievements helps reinforce good behaviours in the workplace and keeps teams pushing towards new targets.

There are plenty of ways to reward your team members, from giving them additional paid time off, financial bonuses, or flexible work opportunities. However, expressing genuine gratitude with a personalised message or comment can make a huge difference.

Additionally, when giving positive feedback, it’s worth explaining exactly what you’re commending your employee for. Don’t just tell your team members they’ve done a “good job”; tell them you appreciate their creativity, intuition, or adaptability.

3.   Provide Opportunities for Growth and Development

Legal employees are more likely to feel motivated if they see they’re making genuine progress in their careers. Prioritising your team’s development doesn’t just help them become more efficient and productive in their roles; it also improves their job satisfaction.

It also shows your team members that you believe in their potential and see a future for them within your business. Provide your staff members with various ways to improve soft and hard skills through training, mentorship, and online courses.

Try to tailor these development opportunities to each employee’s professional goals and aspirations, as well as the needs of your business. This will boost motivation and ensure your Legal company can benefit from a more skilled, adaptive workforce.

4.   Build an Inclusive, Collaborative Environment

A supportive, collaborative, and inclusive company culture is crucial for success in the Legal landscape. A recent study by Forbes revealed that companies with robust cultures have up to 72% more engaged employees, and engagement is closely linked with motivation.

First, focus on building an inclusive environment where every team member feels respected and valued by their managers and colleagues. Next, ensure you’re constantly strengthening the bonds between your team members with cross-departmental collaborative work, team-building activities, and regular meetings.

Encourage staff members to get to know each other and praise employees who empower and elevate their colleagues. When hiring new team members, consider how they’ll contribute to the company culture you’re trying to build.

5.   Create a Feedback Loop

We’ve already mentioned the importance of sharing positive feedback with your Legal team, but all feedback forms are valuable for growth. Constructive feedback, even when addressing an error or mistake, directs your team members.

It shows them that you believe in their ability to improve and inspires employees to keep progressing with a growth mindset. Crucially, however, feedback shouldn’t be one-way.

Opening yourself up to feedback from your team is also important. When team members can freely share their thoughts and opinions, they feel more invested in the company. Additionally, showing your staff you value their input shows trust and respect, improving team morale.

6.   Promote Work-Life Balance and Wellbeing

Burnout and stress harm employee motivation and engagement. Unfortunately, in today’s fast-paced Legal workplace, it’s easy to overlook the importance of employee wellbeing. Creating an environment that promotes good mental and physical health reduces the risk of burnout and shows your team members you care about them.

Consider offering access to flexible work schedules to ensure your team members can balance their work with their personal responsibilities. Encourage teams to make the most of their time outside the office and allow them to “disconnect” from the workplace by turning off notifications.

You could even look into implementing wellness programs, giving employees access to discounted therapy sessions, gym memberships and healthy food. The happier and healthier your teams are, the more motivated they’re likely to be.

7.   Empower Through Autonomy

In the competitive Legal landscape, it can be difficult for managers to let go and give their employees independence. However, micromanagement stifles creativity, demotivates employees and even increases turnover. Up to 69% of peoplesay they’ve considered leaving their role after being constantly micromanaged.

Show your employees you trust them by giving them the freedom to complete tasks in their own way and make their own decisions. If you need to monitor the progress of a project, arrange an end-of-week meeting where you can discuss things with your team and plan the next steps.

You can even improve autonomy by clarifying how often you expect your team members to check in and provide updates at the start of a project.

8.   Embrace Frequent and Open Communication

Communication also has a direct impact on how motivated your employees feel. The more your team members can connect and share information with their colleagues and supervisors, the more clarity they’ll have on their goals and targets.

Additionally, creating an environment of open communication, where everyone is encouraged to share insights, feedback, and ideas, nurtures creativity. Committing to constant and transparent communication with your Legal team is also beneficial.

Regularly keeping employees up-to-date about project changes or important things happening in the organisation makes them more likely to trust their managers. It’s hard to feel motivated when you don’t know whether you’re being kept out of the loop.

Finally

Consistent motivation is crucial to success in any industry. However, nurturing high motivation levels in your Legal team requires more than a commitment to setting goals and occasionally distributing rewards. By implementing the strategies outlined above, you can boost your chances of keeping your staff members motivated and engaged.

What’s more, you’ll benefit from a stronger, more attractive company culture that helps reduce talent turnover and attract new employees.

Need help with team motivation strategies? Contact us today to see how we can assist your legal team.

Email: info@everpoolrecruitment.com or Telephone number: 0151 556 2090

The Ultimate Guide to Managing Poor Accountancy & Finance Employee Performance

April 25, 2024

Managing poor performance in Accountancy & Finance isn’t simple, but countless business leaders must handle it regularly.

Performance issues emerge for various reasons. Stress and anxiety caused by problematic company cultures or external factors like economic distress, personal problems at home and a lack of skills or motivation can lead to issues with productivity and engagement.

Poor management abilities in an Accountancy & Finance business can cause inefficiencies and problems for everyone.

A lack of purpose, direction, and ongoing support can impair a team member’s ability to deliver consistent results.

Fortunately, there are ways to address and eliminate performance issues. Here’s how you can empathetically and effectively manage performance problems as an Accountancy & Finance leader.

Understanding the Root Causes of Poor Performance

The first step to overcoming poor performance in the Accountancy & Finance workforce is understanding what’s causing the issue. Underperformance can appear in various forms, from employees who fail to meet deadlines or turn up to work on time to those who have a negative, sometimes toxic attitude that impacts the morale of other staff members.

Diagnosing the issues resulting in decreased productivity and inefficiencies ensures you can implement the right strategies to fix the problem.

Some of the most common root causes of poor performance include:

  • Inefficient processes or systems: Up to 42% of HR professionals say poor systems and processes cause problematic productivity. If your employees don’t have access to the right technologies, standard operating procedures, and guidelines, they’re more likely to make mistakes.
  • Personal issues: Work and life aren’t entirely disconnected.

    Personal stress, medical problems, and family and relationship issues can affect productivity.

  • Burnout: As Accountancy & Finance roles become more demanding, burnout is becoming increasingly common. Employees overwhelmed by unrealistic schedules and limited support can quickly lose motivation and find it difficult to deliver results for their employer.
  • Company culture: A problematic company culture caused by poor leadership, limited support or collaboration, and even conflict between coworkers can harm employee performance.

    Alternatively, a strong company culture empowers staff members to thrive in a diverse, inclusive, and friendly environment.

  • Skill Gaps: According to this report from Gartner, 70% of employees think they haven’t mastered the skills they need to thrive in their careers. Gaps in hard and soft skills make it impossible for employees to unlock their true potential and increase the risk of burnout.
  • Demotivation: Sometimes, employees don’t feel motivated enough to perform well at work. They can’t see the purpose or impact of their work, and their responsibilities are unclear, making it difficult for them to excel.

Addressing Poor Performance: The Step-by-Step Guide

Once you’ve explored the common root causes of performance issues in your Accountancy & Finance business, the next step is implementing a holistic strategy for overcoming the issue, which requires more than just a commitment to training people.

Business leaders must combine effective communication, clear development plans, and a strong company culture to achieve results.

Step 1: Implementing Effective Communication Strategies

Exceptional communication is a crucial cornerstone of any successful business. Unfortunately, many companies struggle to communicate consistently and effectively with their teams.

The problem begins with ensuring team members know their roles, responsibilities, and company expectations.

To address this issue, Accountancy & Finance leaders need to ensure that team members are clear on their tasks and responsibilities and how what they do contributes to the company’s broader goals and the purpose they serve. This helps to pave the way for exceptional performance.

Beyond setting clear expectations, business leaders must ensure clear and honest communication is consistent in the workplace culture.

Robust communication strategies can help managers and supervisors identify the root cause of performance problems more effectively and work with team members to find resolutions collaboratively.

Ensure you have a strategy in place for:

  • Consistently delivering performance reviews: Don’t just tell your employees what they need to improve or what they excel at once a year.

    Ensure you’re regularly sharing feedback, both motivational and developmental.

    Motivational feedback highlights what a team member is doing well and encourages them to continue to operate in this way.

    Developmental feedback is required when someone isn’t quite meeting expectations, and you want to draw their attention to the impact of how they are currently operating and what you want them to do instead.

    Active listening and empathy: Demonstrating empathy for your employees and actively listening to their issues helps to forge stronger relationships between team members, managers and the company.

    It also means your team members are more likely to inform you if they’re concerned about burnout or overwhelm at work.

Give your team members plenty of ways to share feedback about the company culture, work processes, and challenges they face. It will give you a broader overview of the problems affecting your team.

Step 2: Developing Personal Improvement Plans

Based on your conversations with employees and the insights you gather into the root causes of performance issues, you can begin to develop comprehensive “performance improvement plans”.

Performance Improvement Plans (PIPs) are personalised documents that outline the steps team members need to take to overcome underperformance issues and achieve their goals.

They should include:

  • Clear, realistic goals: Discuss your employee’s goals for their career and how they align with the broader goals of the business.

    Set clear, measurable targets for your team members to work towards. Ensure these targets are realistic, based on the existing strengths and weaknesses of your team members and the support you can offer.

    Use frequently monitored milestones and support the employee in returning their performance to company standards and expectations.

  • Strategies for development: Outline the resources you can offer individuals to assist with their on-the-job development so that they have the necessary skill set to return to their previous performance levels or achieve the required performance levels for their role.

    This could mean providing access to training courses to address skill gaps that may be virtual or in-person or have additional coaching.

  • Consistent feedback and monitoring strategies: Determine how often you’ll meet with your Accountancy & Finance employee to review their progress towards their goals. Define which metrics or KPIs you’ll monitor and continue to reinforce the company’s expectations.

    Ensure your team members know who they can turn to for extra support if they encounter problems.

Performance plans are tailored to the specific issues and needs of the employee you want to support. Consider their learning style and unique requirements carefully, and regularly check in to ensure your team members have all the support they need.

Step 3: Creating a Supportive Work Environment

Over recent years, a growing body of research has demonstrated that a positive work environment directly impacts employee performance and productivity.

According to the University of Oxford, happy workers are up to 13% more productive.

Creating a happy workforce starts with developing a positive and supportive company culture, which means turning your workplace into an environment based on company values that will often revolve around trust, respect, and collaboration.

Examples of areas that companies prioritise are:

  • Diversity, equity, and inclusion: Ensure you provide equal support to all staff members, regardless of their background. Encourage cross-team collaboration and give every employee a voice when making crucial business decisions.
  • Motivating employees: Find ways to motivate your Accountancy & Finance employees by creating reward and recognition programs that champion their hard work. Offer meaningful feedback regularly and request input from employees in return.
  • Exceptional leadership: Train your team leaders and managers to model desired behaviours, such as inclusivity, honest and transparent communication, and a commitment to collaboration.

Crucially, ensure your team members can connect with business leaders or HR professionals when they discover an issue with the company culture.

Overcoming Poor Workplace Performance

Addressing poor performance in the Accountancy & Finance industry can be complex. Business leaders must take a holistic, strategic, and empathetic approach to address the causes of disengagement, poor motivation, and diminishing productivity.

Most importantly, commit to constantly optimising performance, assessing the outcomes of your staff members, and ensuring you’re aware of any issues individuals and teams might be facing.

Fortunately, with the right strategy, you can improve performance, enhance your employer brand, attract more talent to your business, and increase retention.

 

 

Why Your Nursing, Health and Social Care Job Descriptions Are Letting You Down

March 28, 2024

The recruitment landscape constantly evolves, influenced by changing candidate and employer priorities, introducing new Nursing, Health and Social Care roles, and adopting new technologies.

Yet even in this fast-moving landscape, one thing remains consistent: the importance of job descriptions.

More than just a laundry list of the essential skills candidates need to thrive in a role, job descriptions are critical to attracting top talent, setting expectations, and elevating your employer brand. In a world where employers are struggling to fill the talent gaps in their teams, ensuring your job descriptions are making the right impression is essential.

Unfortunately, countless Nursing, Health and Social Care employers miss out on top talent because their job descriptions aren’t engaging, informative, or inclusive enough to resonate with modern candidates. Here’s how you can overcome the issue of sub-par job descriptions once and for all in 2024.

The Essential Components of a Successful Job Description

On a broad level, job descriptions provide candidates with all the information they need about the responsibilities of a role, the skills, experiences and qualifications they need to thrive, and the benefits an employer can offer. However, they can also accomplish so much more.

For many job seekers, the job description will be one of the first things they evaluate when deciding whether to apply for a role. Having a job description that contains relevant information that appeals to today’s candidates will boost your chances of attracting suitable candidates and convincing them to accept your job offers.

While the exact language and information used in your Nursing, Health and Social Care job description can vary, an effective document should always include:

  • A job title and summary: A clear and jargon-free description of the role and associated responsibilities. Make sure this section is clear, straightforward, and descriptive.
  • Detailed duties and responsibilities: A list of key responsibilities and tasks successful candidates will need to complete to thrive in the role.
  • Necessary qualifications and skills: Any specific hard and soft skills required for the role, such as excellent communication skills or proficiency with certain tools.
  • Compensation and benefits: An overview of the remuneration and wider benefits that may be available, such as flexible working options.
  • Company culture: Insights into the core values and priorities in your business, as well as your approach to diversity, equity, and inclusion.
  • Development opportunities: An insight into the potential for growth within the role and future career progression.

Why Inclusivity is Crucial to Job Descriptions in 2024

Many factors can influence the success of a job description in 2024. For instance, studies show that candidates regularly assess attractive benefits, high salaries, and company culture before deciding whether to apply for a role. However, in 2024, one of the most significant factors that will impact the appeal of your job descriptions is their level of inclusivity.

76% of candidates in today’s Nursing, Health and Social Care recruitment landscape say diversity and inclusivity are central to deciding which company to work for. Evidence of unconscious bias in your job descriptions can significantly reduce your chances of attracting the right talent to your team.

Additionally, on a broader level, taking a proactive approach to D.E.I. in the workplace delivers many other benefits, from increased productivity and engagement to reduced staff turnover. McKinsey found the most diverse workforces were also the most successful financially.

Here are some ways to optimise your job descriptions for inclusivity.

1.    Avoid Gender-Coded Language

Gender bias in Nursing, Health and Social Care job descriptions is more common than you think. Even if you don’t specify a preferred gender for your employee in the description itself, the language you use can influence who responds to your job listings. According to one study, words like “dominant” or “competitive” can be perceived as more “masculine” in job descriptions.

Alternatively, terms like “collaborative” and “nurturing” are more likely to resonate with female applicants. A.I. tools can help you evaluate your job descriptions and pinpoint potentially “gender-coded language”. Alternatively, you can ask your Nursing, Health and Social Care recruitment agency to highlight any terms that may dissuade certain candidates from interacting with you.

2.    Look for Evidence of Other Biased Language

Unconscious bias in Nursing, Health and Social Care job descriptions doesn’t just show through in potentially “gender-coded” terminology. Some various other words and descriptors can also subtly demonstrate bias. For instance, your language could show a preference towards:

  • People of a certain ethnicity: Asking for “local” employees or referencing a specific ideal origin for your candidates can demonstrate racial bias.
  • Candidates of a certain age: Describing your ideal candidate as a “fresh young go-getter” or an “industry veteran” may restrict the age range of your job applicants.
  • People without disabilities: Asking for people with specific physical attributes or skills without referencing your ability to make accommodations for those with disabilities makes it harder to attract employees with a range of abilities.

3.    Minimise Corporate Jargon

Many Nursing, Health and Social Care companies use jargon and technical terms in their job descriptions and other documentation. While these terms may make sense to existing members of staff and stakeholders, they can be confusing for new employees to understand.

Listings that rely heavily on technical terms may be unable to capture the attention of highly skilled employees who have yet to learn the language of the industry. With this in mind, deliberately choose words and phrases that aren’t overly “industry-specific” when crafting job descriptions.

If you need to use a specific technical term, consider using a descriptor alongside it to help applicants understand exactly what you’re looking for.

4.    Highlight your D.E.I. Commitment

One easy way to demonstrate diversity and inclusion in your job descriptions is to include specific information about your D.E.I. initiatives in the document. In the section where you discuss your company’s culture, talk about your commitment to providing equal opportunities to everyone.

Mentioning that you’re an equal opportunity employer gives insights into ensuring you don’t discriminate against employees or candidates based on irrelevant characteristics. You could even reference your strategy for training your employees and managers on D.E.I. practices.

Alternatively, you might highlight awards you’ve won based on your diversity and inclusion strategies or positive feedback you’ve earned from previous employees. If you’re listing your Nursing, Health and Social Care job description online, include a link to a website page with more information.

5.    Work With a Nursing, Health and Social Care Recruitment

Collaborating with a recruitment can benefit Nursing, Health and Social Care employers, particularly in today’s skill-short landscape. A recruiter who shares your focus on diversity, equity, and inclusion can help you tailor your job descriptions for the current market.

They can help you to recognise evidence of bias or discrimination in your language that you might otherwise miss. They can also advise you on finding training resources and support that will help you optimise diversity and inclusion in your hiring journey.

Some leading Nursing, Health and Social Care recruitment and staffing companies can leverage innovative strategies to help reduce unconscious bias. For instance, they might use blind screening techniques, removing personally identifiable characteristics from the applications they pass onto your teams. This can help you focus on a person’s skills and abilities when short-listing your options.

Quick Tips for More Effective Job Descriptions

Ensuring your job descriptions are inclusive is an excellent way to boost your chances of attracting top talent in the Nursing, Health and Social Care. However, there are other steps you can take to optimise and enhance your job descriptions, too.

Here are a few additional quick tips for success:

  • Be clear and concise: Use straightforward language to outline all the information your candidates need. Avoid including too much unnecessary information, such as long-winded descriptions of roles and responsibilities.
  • Leverage keywords: Incorporating keywords into your job descriptions that match the responsibilities and requirements of your role can make them easier to find in today’s digital world. Avoid confusing buzzwords like “superstar” or “ninja” when choosing role titles.
  • Highlight your E.V.P.: Draw attention to your unique employee value proposition in your job description. Ensure your candidates can see all the benefits of working with your company, going beyond remuneration to cover development opportunities and an inclusive and supportive company culture.
  • Be flexible: Know how to separate your ideal candidates’ “nice to have” attributes from their needed skills and experience. Be open to exploring applications from various people, including new graduates.
  • Avoid common mistakes: Work with a recruitment and staffing agency to proofread your job descriptions for errors or inconsistencies. Ensure you’re listing your descriptions on the right platforms and that applying for your role is as simple as possible.

A Nursing, Health and Social Care recruitment and staffing company will be able to help you implement all of these tips and strategies to give you the best possible chance of attracting the right talent in 2024.

Write the Best Job Descriptions in 2024

The right job descriptions are crucial to attracting and retaining top talent in 2024. More than just simple documents, good job descriptions boost your chances of improving Nursing, Health and Social Care candidate quality and fit, reducing the time it takes to fill positions, and optimising your employer brand.

They also ensure you can start your relationship with your new employee based on mutual understanding, clarity, and clear expectations.

 

How Everpool Recruitment Can Help You

At Everpool Recruitment, we provide permanent, bespoke recruitment solutions with over 50 years of combined recruitment experience across multiple sectors.

Call one of our friendly team on 0151 556 2090 or email info@everpoolrecruitment.com

Staying Motivated in Your Current Office and Commercial Role: 6 Strategies That Work

March 21, 2024

Motivation is essential to career success. The more motivated you feel in your Office and Commercial role, the more likely you are to unlock superior levels of productivity and efficiency. Plus, highly motivated employees are generally more satisfied and fulfilled by their roles.

However, motivation can be difficult to maintain as Office and Commercial roles grow more challenging and complex. While the Gallup State Of The Global Workforce Reports 2023 revealed that employee engagement is rising, many employees are still “quiet quitting” due to lacking motivation.

Discovering how to re-ignite and retain high motivation levels could give you a crucial edge in your career, pave the way for progression, and boost your professional brand. Here are some top strategies you can use to find your drive.

Strategy 1: Setting Personal and Professional Goals

Setting clear, achievable goals impacts your motivation and productivity levels as a Office and Commercial employee. Several studies show that by setting goals and giving ourselves specific targets to work towards, we boost our chances of achieving what we want.

Goals can even help deter procrastination and enhance your confidence at work. In your career, it’s essential to have short-term and long-term goals that align with your personal and professional aspirations and the broader objectives of the organization you work with.

Set aside time to complete a self-assessment to define what matters most to you in your career and personal life. In the short term, you might want to focus on becoming more efficient at work to complete crucial tasks faster, or you might like to master your influencing and persuasion skills.

In the long term, your goals might be to earn a promotion in your current Office and Commercial business or take on specific new responsibilities.

Remember, long-term and short-term; your goals should be “SMART”: Specific, Measurable, Achievable, Relevant, and Time-Bound.

For instance, a long-term goal might be:

“Within the next five years, I want to apply for an executive position as [job title]. To do this, I’ll work on developing [specific skills] to show my value to my employer based on the organizations long-term goals of [target].”

Strategy 2: Seeking Feedback and Growth Opportunities

Feedback is a powerful resource for any Office and Commercial employee. Negative feedback, as it is often referred to can be hard to hear. It’s more helpful to consider it as “developmental feedback” as it gives you a clear insight into the specific skills or behaviour to improve, which will contribute to you achieving your desired goals.

Several scientific studies show that regular feedback can keep us motivated by showing us our work, efforts, and progress are being recognized. With that in mind, seek feedback from your peers or colleagues in the workplace, your managers, and mentors.

Based on the feedback you get, look for ways to develop yourself consistently and proactively. Formal training, workshops, cross-departmental projects, and more can all give you excellent opportunities to improve your skills and Office and Commercial knowledge.

Not only will committing to professional development help you progress towards your goals, but it can also reinvigorate your passion for your role, helping you discover new and exciting parts of your job. Plus, self-development will boost your intrinsic motivation levels by paving the way for career advancement.

Strategy 3: Cultivating a Positive Work Environment

Your work environment can affect your work motivation in various ways. A poor working environment, a competitive or unsupported culture, or a limited focus on employee wellbeing can harm mental and physical health, increase stress levels, and lead to disengagement.

In some cases, a sub-par work environment in the Office and Commercial industry can result in burnout, causing you to disconnect from your role and feel less passionate about your career. Alternatively, a good working environment and positive company culture drive motivation.

A Harvard Business Review study found an excellent company culture and working environment minimises emotional pressure and inertia while improving “total motivation”.

While your employer is partly responsible for creating a positive work environment for team members, you can help shape the landscape, too. Consider how changes to your workplace or office, your schedule, and your day-to-day use of systems and processes might improve your experience at work.

Present these suggestions to your employer and explain how they might impact motivation for you and your team members. Highlight the value of a diverse, inclusive, and equitable culture to business leaders to drive them towards positive changes. For instance, several McKinsey studies show diverse workforces perform better financially.

Strategy 4: Maintaining Work-Life Balance

When striving towards ambitious goals in your Office and Commercial role, it’s easy to lose track of work-life balance. One study found around 40% of employees neglect crucial aspects of their lives when focusing on work. However, while feeling “committed” to your role is pivotal, looking after your mental and physical health is also vital.

Think about how you can optimise how you balance professional responsibilities with your personal life. Can you set boundaries with your employer and colleagues, such as establishing when you won’t be willing to work overtime or respond to messages outside of office hours?

How can you improve your work-life balance by finding ways to manage your time more effectively so you’re less likely to feel you need to work through lunch breaks or commit to overtime to adhere to employer expectations?

If you feel overly stressed at work or believe your work-life balance is faltering, speak to your Office and Commercial manager about your options. Ask whether they can help with more flexible scheduling options or offer access to wellbeing initiatives.

Strategy 5: Leveraging Mentorship and Networking

Building relationships with peers in the Office and Commercial industry is another excellent way to increase motivation. Creating strong connections with your colleagues can help to give you a sense of accountability, reminding you that your performance impacts others.

Your peers can also provide support and guidance when your motivation dips, offering positive feedback or words of encouragement. Networking with professionals in the Office and Commercial industry also gives you a great way to cultivate your passion for your sector.

You’ll be able to learn about trends and changes in the landscape from other like-minded people and could even attend exciting events and training seminars that nurture your interests.

Working with a mentor is an excellent option to support your continuing development. A mentor can offer advice, make introductions that expand your network and open doors to new opportunities. They will also be an invaluable sounding board when you are experiencing frustration, demotivation, or disengagement.

Strategy 6: Embracing Challenges and Innovation

Finally, one of the best ways to improve your chances of staying motivated in your current Office and Commercial role is to continue to develop your mindset. Adopting a “growth mindset“, as pioneered by Carol Dweck, means changing how you think about yourself, your skills, and your failures.

People with a growth mindset are more likely to feel motivated because they see everything as an opportunity to learn, develop, and improve. If you’re constantly looking for ways to enhance your role, you’re more likely to feel passionate and engaged by what you do.

Additionally, a growth mindset means you’re less likely to let failures or mistakes diminish your confidence or motivation. Look for opportunities to nurture your growth mindset by seeking new responsibilities or projects in your Office and Commercial role to push you out of your comfort zone.

Take advantage of opportunities to explore innovative new solutions and technology in your sector, experiment with creative problem-solving strategies, and see every challenge as exciting. Embracing this mindset will re-ignite your enthusiasm for your role and could help you achieve a wider range of goals.

Stay Motivated in your Current Office and Commercial Role

Maintaining motivation is crucial to staying productive in your Office and Commercial role, achieving your professional goals, and unlocking new opportunities. However, motivation can be difficult to preserve, particularly in a challenging working environment.

Regularly reflect on your motivation levels at work, and use the strategies above to re-ignite your drive when it starts to diminish.

Alternatively, if you feel that no matter what you do, you can’t rediscover the motivation you need in your current role, work with a Office and Commercial recruitment agency to find a new position that aligns with your priorities and strengths.

At Everpool Recruitment, we have been helping Office and Commercial job seekers find their ideal roles for numerous years. If you want us to help you find your ideal role, call us at 0151 556 2090 or email us here info@everpoolrecruitment.com

Assessing Cultural Fit When Building Your Office and Commercial Team This Year

February 29, 2024

Assessing Cultural Fit When Building Your Office and Commercial Team This Year

Whether you’re re-entering the workforce after a short break or ready to take the next step in your career path with an exciting new role, a Office and Commercial recruiter can be a valuable resource.

In today’s skills-short landscape, studies show it can take six months to find a new job.

The more competitive your industry, the longer the search for the right role can take. Working with a dedicated Office and Commercial recruiter doesn’t just improve your chances of finding a great position fast. It also gives you the guidance, expertise, and direction to achieve your career goals.

Recruiters can help you refine your personal brand, ensure you stand out to the right employers, and offer access to opportunities you can’t find yourself. The challenge is in finding the right recruiter to work with. Today, we’re covering the top ways you can ensure you choose the best recruitment partner for your career goals.

1. Alignment with Your Priorities

When an employer starts working with a Office and Commercial recruitment partner, the first thing they do is define the talent they need, their available job openings, and their requirements. Similarly, when looking for a recruiter to assist in your job search, you need a clear understanding of your priorities and specific needs. Think about:

  • The type of role you want: Are you searching for a temporary or permanent position? Do you want a remote role, hybrid flexibility, or a position where you work in-house at a specific location? Are you going to work part-time or full-time?
  • Your ideal company culture: What sort of culture do you want to be a part of? Do you want to prioritise diversity, equity, and inclusion? Do you need an empathetic and flexible workplace that adapts to your needs?
  • Values and requirements: What will most influence your decision of where to work? For instance, 88% of job seekers say a healthy culture is vital to success. Some people focus more on benefits and salary, while others look for growth and development opportunities.

Clearly identifying your priorities will ensure you can find a recruiter who adheres to your specific needs and expectations and shares your values.

2. Specialist Industry Knowledge

While any recruiter might be able to enhance and simplify your job search, you’ll always get better results from a recruiter who understands your industry, field, or sector. Specialist recruiters with a deep knowledge of the Office and Commercial landscape can give you an edge over the competition.

They know what hiring managers are specifically looking for in a candidate, from the required soft and hard skills to the credentials that will make you stand out. They know which challenges you’ll face in your job search, how to overcome them, and which channels they can use to find job opportunities for people with your skills.

Industry-specialized recruiters are better equipped to match you with the right opportunities. They can help you with everything from optimising your CV and cover letter to boosting your impact during interviews.

3. A Proven Track Record

The best Office and Commercial recruiter should be able to demonstrate evidence of their success in placing candidates like you in the right role. When you are looking for a good track record, don’t just pay attention to how many candidates your recruiter placed. Find proof that your recruiter can match the right candidate to the correct role.

Up to 30% of new hires leave a position within 90 days simply because the culture, benefits, or workplace doesn’t match their needs. A great recruiter should help you to find a Office and Commercial job you can thrive in for as long as you choose.

While you can usually read client and candidate reviews on a recruitment companies website, it’s worth diving a little deeper. Consider asking for case studies and success stories from previous clients. Ask questions about how your recruiter defines a “successful” placement.

4. Clear Communication

An excellent Office and Commercial recruiter should always be able to offer an exceptional candidate experience. That starts with a commitment to clear, consistent, and transparent communication. Your ideal recruiter should be able to answer any questions you have about how they select roles to suit your needs and how they measure and report on their results.

They should be clear about their pricing structure, the terms and conditions of their contracts, and the level of support they provide. For instance, does your recruiter direct you to Office and Commercial role opportunities, or do they also function as a guide and a coach?

Find out whether they can help you prepare for interviews, optimise your CV and enhance your professional brand. Find out how easy it will be to get responses to any questions you might have through your preferred contact method. Prioritise recruitment agencies that keep you informed and supported every step of the way.

5. Broad Networks and Relationship-Building Skills

The best recruiters don’t just save you time searching through job boards for the right Office and Commercial roles. They specialise in giving you access to opportunities you can’t find yourself. Studies show that only around 33% of job openings are filled through posts on job boards.

Many of the best opportunities will never be listed publicly, and the right recruiter can help you access these opportunities. They’ll have pre-existing relationships with industry-leading brands, forums, and groups that give you access to new opportunities.

Recruiters can use their network and their relationships in your industry to point you towards difficult-to-find openings. They can even help to place you in a company’s talent pipeline, so you’re the first to know when a competitive job opportunity emerges in a specific business.

6. A Personalised Approach

Though many Office and Commercial recruiters will use similar methodologies and proven strategies to help place candidates in the right roles, their approach should be customised to your needs. The best recruiters understand every person in the Office and Commercial industry has aspirations, skills, and challenges to overcome.

They’ll take the time to discover what matters most for you when searching for a role, and they’ll adapt their services accordingly.

Some can even offer specialist support for those who need help with specific things, like optimising their professional brand or preparing for interviews.

Find out, in advance, how your recruiter can tailor their services to your requirements to ensure you always get the best results. It may even be worth asking whether they can work with you long-term to help you pursue promotions and growth opportunities in your space.

Choosing the Right Office and Commercial Recruiter

A specialist Office and Commercial recruiter is one of the most valuable resources you have in today’s competitive job market. More than just a solution to help streamline your job search, the right partner will act as a coach, guide, and constant source of support as you work towards your career goals.

Choosing a team or individual with a proven track record, shared values, industry specialization, networking skills, clear communication, and a personalised approach will boost your chances of success. With the steps above, you should be able to identify the best recruiter to help you secure the role you’ve always wanted in the Office and Commercial landscape.