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

Employment Tax Incentive Bill

While there has not been agreement from all parties on the Employment Tax Incentive (ETI) Bill, and the roll out, it was formally published on 4th November, 2013.  With the January go live date, there are still some issues that need to be finalised, but simply put, the concept is as follows: The incentive runs from January 1st, 2014 to December 31st, 2016 The employee must be between 18 and 29 years old on the last day of the relevant month The employee must earn a wage of less than R6 001 per month The incentive can only be claimed in the months when the remuneration is under R6 001  The employee must have been engaged after October 1st, 2013 The employer must be eligible by being  Registered for PAYE In good standing with SARS Not local, provincial or national government Limited to South African citizens and valid asylum seekers, the main driver is for youth employment, however, the incentive also applies to employment in Special Economic Zones (SEZ) ...
Post a Comment
Read more