Month: February 2020

7 Ways to Improve Staff Culture

Creating a positive and attractive staff culture is vital for any organization. It not only boosts employee satisfaction and retention but also makes your organization more appealing to potential hires and other stakeholders. So, how can you shape your staff culture and make it a place where employees want to work? Here are seven effective strategies to explore:

Incentives

Providing meaningful incentives is a powerful way to boost morale and motivate your team. Incentives can range from monetary bonuses and extra vacation days to recognition programs and professional development opportunities. By acknowledging and rewarding hard work, you show employees that their contributions are valued, fostering a positive work environment.

Skill Development

Investing in the skill development of your staff demonstrates a commitment to their personal and professional growth. Offer training programs, workshops, and opportunities for further education. Encouraging continuous learning helps employees feel supported in their career progression and more engaged in their roles.

Team Goals

Setting clear, achievable team goals fosters a sense of unity and purpose among staff members. When everyone understands and works towards common objectives, it promotes collaboration and accountability. Regularly review and celebrate progress to keep the team motivated and aligned.

Cultivate Leaders

Identify and nurture potential leaders within your organization. Providing leadership training and mentorship programs can help employees develop the skills necessary to take on leadership roles. By cultivating leaders from within, you ensure continuity and demonstrate that you value and trust your employees’ potential.

Encourage Flexibility

In today’s fast-paced world, offering flexibility can greatly enhance staff culture. Flexible work hours, remote work options, and a focus on work-life balance can lead to increased employee satisfaction and productivity. By accommodating individual needs, you create a more inclusive and supportive work environment.

Be Transparent

Transparency builds trust and fosters a culture of openness. Keep employees informed about organizational changes, decisions, and future plans. Encourage open communication and make it clear that everyone’s input is valued. Transparency helps to eliminate uncertainty and aligns the team with the organization’s goals.

Listen to Feedback

Actively seeking and listening to employee feedback is crucial for continuous improvement. Create channels for employees to voice their opinions, such as surveys, suggestion boxes, or regular check-ins. Show that you take their feedback seriously by implementing changes and addressing concerns. This practice not only improves staff culture but also strengthens employee engagement and loyalty.

Improving staff culture is an ongoing process that requires attention and effort. By implementing these seven strategies—providing incentives, promoting skill development, setting team goals, cultivating leaders, encouraging flexibility, being transparent, and listening to feedback—you can create a positive, engaging, and productive work environment. Remember, a strong staff culture not only benefits your employees but also enhances your organization’s reputation and success.

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7 Signs of a Healthy Staff Culture

There is a misconception that staff culture is all about rainbows and unicorns. While those are great perks to have, they are simply window dressing. Healthy staff culture actually refers to the beliefs and behaviors that determine how a company’s employees and management interact to get work done. Every organization has a culture. If you’re unsure about whether your organization has a healthy culture, think about how you measure up in the following areas:

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Work/life balance

Trust

Team collaboration

Defined core values

A clear vision

Positivity among employees

Low turnover

Here are some other sure signs that you have a healthy staff culture.

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5 Things You Can’t Learn From a Resume

Most people going thru resumes don’t care exactly what a job-seeker’s day-to-day duties were at any of his last jobs? Most times they want to know how a person rolls. Use a human voice in your resume! If you’re responding to a listing, I want to know how you approach your work, what you’re proud of, and why I should talk to you about an open position. Here’s our list of 5 essential-to-know things that the standard resume won’t tell you:

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Spiritual maturity

Coachability

Their responsiveness

Chemistry

Excitement about the position

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Signs of a Toxic Staff Culture

Admitting that your work culture may be toxic is never easy. However, recognizing the symptoms and finding solutions can swiftly improve morale, engagement, retention, and productivity. Addressing these issues promptly is crucial to preventing a negative work environment from affecting your organization’s overall performance. Here are some key signs of a toxic staff culture and ways to address them:

Unhappy Employees

Unhappy employees are often the first sign of a toxic culture. Frequent complaints, high absenteeism, and a general sense of discontent indicate that something is amiss. Conduct anonymous surveys to gauge employee satisfaction and identify specific areas that need improvement. Regularly check in with your team to address their concerns and demonstrate that you value their well-being.

Lack of Trust in Leadership

When employees lack trust in their leaders, it creates a toxic environment. Signs include skepticism about management decisions, rumors, and a general sense of uncertainty. Building trust requires transparency, consistent communication, and demonstrating integrity. Leaders should be approachable, open to feedback, and willing to admit mistakes.

Low Morale

Low morale can significantly impact productivity and engagement. Symptoms include a lack of enthusiasm, minimal collaboration, and a negative atmosphere. Boost morale by recognizing achievements, fostering team-building activities, and creating a positive and supportive work environment. Show appreciation for hard work and encourage a healthy work-life balance.

A Disengaged Staff

Disengaged employees are often unproductive and disconnected from the company’s goals. They may show little interest in their tasks, have poor attendance, and rarely participate in meetings or company events. Increase engagement by providing opportunities for professional growth, involving employees in decision-making, and creating a sense of purpose in their roles.

A Lack of Ownership

When employees don’t take ownership of their work, it leads to poor performance and a blame culture. Foster a sense of ownership by setting clear expectations, providing autonomy, and holding individuals accountable for their responsibilities. Encourage a culture where employees feel empowered to take initiative and make decisions.

Unclear Expectations

Unclear expectations can create confusion and frustration, leading to mistakes and decreased productivity. Ensure that every employee understands their role, responsibilities, and the company’s goals. Regularly communicate and reinforce these expectations, providing guidance and support to help employees meet them.

Poor Communication

Poor communication is a major contributor to a toxic culture. It can manifest as inconsistent messaging, lack of feedback, and misunderstandings. Improve communication by fostering an open-door policy, encouraging regular meetings, and using clear, concise language. Promote active listening and ensure that important information is shared promptly and effectively.

Addressing a toxic staff culture is crucial for maintaining a healthy and productive workplace. By recognizing the signs—unhappy employees, lack of trust in leadership, low morale, a disengaged staff, a lack of ownership, unclear expectations, and poor communication—you can take proactive steps to create a positive environment. Focus on building trust, improving communication, setting clear expectations, and fostering engagement to transform your workplace culture.

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Announcing Your Succession

So you’re changing jobs? That’s exciting! You’ve probably realized you need to have a plan—but in addition, you also should spend a good amount of time preparing how you’re going to announce the move to your network, industry, and the world. Here are some questions to ask yourself:

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Why do I want to leave?

What’s the plan for what’s next?

Who needs to know and when?

How am I going to tell the church?

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Toxic Ministry Mindsets

A healthy church starts with a healthy staff. Are your staff members supportive of each another? Do they view other ministries as threats to their own? Do they have a shared vision? If these aspects of a healthy culture are missing, it could have massive repercussions on your staff and church. Consider these three toxic mindsets as ones to look out for:

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Ministry is a stepping stone to greater things

People just need to hear me preach

My pastor is my leverage for future opportunities

All of my haters are going to see me shine

I can’t wait for my opportunity

Check out this other resource from Carey Nieuwof!

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What to Include in a Ministry Resume

A church resume is not your average resume. Churches employ people on a different basis than businesses. In many churches, other items such as licensing, ordination, college GPA, awards and honors, graduate work will be assumed or expected. Put the best foot forward so they are impressed with you. It’s a difficult line to walk. Here are some guidelines as you’re putting your resume together:

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Organization

Spelling/Grammar

Lack of information

Gaps of time in between employment

Cover letter

Experience

Here is a great article from Sam Rainer on his tips for a great ministry resume.

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Resume Rules to Know

Your resume needs to make a good first impression. According to a survey of 2,200 hiring managers, one in six respondents said they spend 30 seconds or less reviewing resumes. Given that candidates have such a short time frame, it’s important that you highlight the skills you can bring to a job quickly and clearly. Here are some rules to know:

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The one page limit no longer applies

Tailor your resume to the position

Include URL’s to your website

Always send your resume as a PDF

Get away from using a template

Check out some other tips from Forbes!

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Soft Skills Interviewers Want to See

Every job has skills and experience necessary for the work. Even though these skills are important, there are specific “soft skills” that employers look for when hiring people for their organization. Soft skills are personal attributes such as the list below. Soft skills are more necessary than ever. Make sure you know what yours are and how to use them for your benefit and that of the organization that you work for.

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Communication

Teamwork

Flexibility

Accountability

Leadership

Analytical Thinking

Assertiveness

Creativity

Time Management

Drive to Succeed

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7 Worst Career Mistakes

Changing careers is never easy, but it can be a necessary step for personal and professional growth. Just because you have a job doesn’t mean you have to stay in it forever. Whether you’re bored at work, burned out, or simply seeking a fresh challenge, making a successful career change involves careful consideration and planning. Here are seven career mistakes you could be making—now is the time to fix them!

1. Oversharing

Oversharing personal details with colleagues can blur professional boundaries and lead to uncomfortable situations. Maintain a level of professionalism by keeping personal matters private and focusing on work-related topics. This approach helps build respect and maintains a positive professional image.

2. Not Taking Responsibility

Failing to take responsibility for your actions can hinder your career progression. Accepting responsibility for both successes and mistakes demonstrates maturity and reliability. Learn from your errors, take corrective action, and show your commitment to personal and professional development.

3. Asking About Perks Too Early On

While job perks and benefits are important, bringing them up too early in the interview process can give the impression that you are more interested in the perks than the role itself. Focus first on demonstrating your qualifications and interest in the job. Discuss perks and benefits once an offer is on the table or when prompted by the employer.

4. Lack of a Go-Get-Em Attitude

A lack of enthusiasm and initiative can make you appear disinterested and unmotivated. Cultivate a go-get-em attitude by taking on new challenges, volunteering for projects, and showing a genuine interest in your work. Demonstrating ambition and proactivity can set you apart from your peers and open up new opportunities for advancement.

5. Getting Caught Up in Office Gossip

Engaging in office gossip can damage your reputation and create a toxic work environment. Avoid participating in negative conversations and focus on building positive, professional relationships with your colleagues. Maintaining professionalism helps foster a respectful and productive workplace culture.

6. Following Someone Else’s Career Path

Emulating someone else’s career path without considering your own interests and goals can lead to dissatisfaction. Define your own career aspirations based on your passions, strengths, and values. Pursuing a career path that aligns with your authentic self will lead to greater fulfillment and success.

7. Not Creating a Budget

Failing to create a budget during a career transition can lead to financial stress. Plan your finances carefully by saving for potential income gaps, reducing unnecessary expenses, and creating a budget that aligns with your new career goals. Sound financial planning ensures a smoother transition and allows you to focus on your professional growth.

Avoiding these career mistakes can significantly enhance your professional journey and help you achieve your career goals. By maintaining professional boundaries, taking responsibility, approaching job perks with tact, cultivating a proactive attitude, avoiding office gossip, following your own career path, and creating a solid financial plan, you can navigate your career with confidence and success.

Here are some others to take a look at and and read up on!

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Month: February 2020

7 Ways to Improve Staff Culture

7 Ways to Improve Staff Culture

7 Signs of a Healthy Staff Culture

7 Signs of a Healthy Staff Culture

5 Things You Can’t Learn From a Resume

5 Things You Can’t Learn From a Resume

Signs of a Toxic Staff Culture

Signs of a Toxic Staff Culture

Unhappy Employees

Lack of Trust in Leadership

Low Morale

A Disengaged Staff

A Lack of Ownership

Unclear Expectations

Poor Communication

Announcing Your Succession

Announcing Your Succession

Toxic Ministry Mindsets

Toxic Ministry Mindsets

What to Include in a Ministry Resume

What to Include in a Ministry Resume

Resume Rules to Know

Resume Rules to Know

Soft Skills Interviewers Want to See

Soft Skills Interviewers Want to See

7 Worst Career Mistakes

7 Worst Career Mistakes

1. Oversharing

2. Not Taking Responsibility

3. Asking About Perks Too Early On

4. Lack of a Go-Get-Em Attitude

5. Getting Caught Up in Office Gossip

6. Following Someone Else’s Career Path

7. Not Creating a Budget

Here are some others to take a look at and and read up on!

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