Skip to main content

Being the right hire

"A successful marriage isn't about finding the right person, its about being the right person".

Does this apply to work as well?   I think it does, so to paraphrase the above:

 "A successful career isn't about finding the right company or position, its about being the right hire".

What is being the right hire?

It certainly isn't being the martyr who does all the work nobody else wants to do.   Its more around embracing the role, and looking at where you can add value to the company by doing it better.   In addition, its taking pride in what you do, and enjoying it.  The enjoyment is infectious, in the best possible way.

It is also key to understand the bigger picture of your job, and where it touches others, and ensuring that you have a positive influence at every level.

So many people work well, but limit themselves to what is immediately relevant to them, not realising that a 10 minute delay on their side might mean that somebody else is set back 20 minutes, with an ongoing knock on effect for the whole day.

Very few people take the time to do an impact study on their jobs, and fully appreciate how their output affects the people they work with, as well as other stakeholders, including customers.

If you want to be the right person, take the extra steps:

  • Confirm the minimum required output for success, deliver more
  • Understand the supply chain around your position
    • Who supplies you with work
    • Who you supply
    • Where the touch points are
    • What causes pain in other departments if you can't deliver timeously and efficiently
  • Create a positive environment around you, add work energy to your surroundings
  • Study and research your role both internally and externally
  • Work closely with a mentor, if possible, otherwise find a great role model and learn by observation

Links, Notes and References




Note

Thank you for reading Teryl@Work.   Should you wish to use any of the material, please acknowledge this blog as the source.

Labels:

Comments

Post a Comment

Popular posts from this blog

3 things to do BEFORE you resign

or sign a new contract… 1.         Confirm your notice period ·          A lot of companies allow 30 days from date of resignation, but many ask for a calendar month 2.        Check your restraints ·          If you are joining a competitor ·          If you are joining a client 3.        Find out when your last payment will be transferred ·          Companies have been burned by paying over on the 25 th , and people not returning, so they may delay payment transfer until the last official working day, or even the first day of the following month.  You may need to make special arrangements regarding debit orders …. Both your current company and your new one deserve to be fairly treated.   Knowledge of ...
Post a Comment
Read more

Employment Tax Incentive Bill (ETI) - Q & A (3)

The last part of the article on ETI, and we are still waiting for some finalisation, which I will post when I receive it. How does an employer deal with part pay periods? The incentive must be pro-rated to match the calculation of remuneration.  For example, if an employee starts on the 15 th of the month, and earns R2000 in the first month with the company: His remuneration must be grossed up to R4000 per month The ETI on this value calculated (R1000 in the first 12 qualifying months of employment) This results in a R500 ETI for the employer on this employee for this month Does it run for 24 Months from Date of Employment? Confirmation of this is required, but it appears that the Employer may claim for each employee for up to 24 months, even if they are not consecutive (ETI qualifying months, not months of employment) What happens if an employee leaves the organisation? Assuming all other qualifying factors are in place The next employer can start ...
Post a Comment
Read more

Flexibility in the workplace

Is flexibility now a reality in the workplace?   And is it really working?   The assumption of control over one’s own time and deliverables does look like a great way to work and live, and it seems to be is a high priority for those entering the business world. Decision makers in business, along with HR managers and recruitment consultants, are very much aware that both current employers and new recruits are looking for guidance and ideas as how to achieve work/life balance. It is accepted that this balance has to form part of the workplace. Yes people still need to prove themselves, initiative is still expected, hard work and commitment are still viewed as non-negotiable – but the dynamics of employer/ employee relationship has changed. And it is innovation in ICT that has paved the way. The advantages of a mobile workforce can include an increase in productivity, lower total cost of ownership and a wider, more direct reach to the market. In ess...
Post a Comment
Read more