I used to always be scared of interviews and just as scared of losing a Job; the uncertainty that comes with losing a job or sitting in an interview room can literally keep you up at night. Everyone wants to be the best at the job, but what does that exactly mean?
What gets some employees shooting through the ranks in very little time and keeps other employees strapped to the same position over a long time?
One of the reactions I got from a lot of employees in different corporations is that their bosses have what has come to be known as a ‘Nick Saban’ syndrome. The feeling that bosses expect a little too much and are easily dissatisfied. The graphic picture of Nick Saban’s chewing of Lane Kiffin in the Alabama vs Western Kentucky game in October of last year in a game that he was winning has come to be synonymous with bosses expecting more.
The truth is that many of the times the areas of focus for most bosses isn’t really in how well staff depend on them, but how independently employees can think within the system. I had a long Chat with Traci Fiatte the Group President, at Randstad US as well as a few other business leaders about what they consider a model employee to be and what qualities will guarantee an employee quick progress in their organizations.
Here is what Traci had to say:
Are there things that yours and most companies generally look for?
Beyond the specific skill set needed for any job, success patterns are the number one thing that my colleagues, customers and I look for when meeting a potential job candidate. I have found, that people typically continue a specific pattern throughout the course of their life. If they’ve always been successful, they typically continue to excel. Unfortunately, the same is true in reverse.
Regardless of the candidate’s tenure in the workforce, you can still uncover their success patterns inside and outside the workplace. Did they have a stick-to-it-iveness to a team and play for consecutive years? Did they improve and excel from JV to varsity and beyond?
The same is true inside the office. Was the candidate in the same job for 10 years, or at the same company for 10 years in five different positions because they got promoted? It is also important to look at the candidate’s progression as 10 years of experience is not created equally. You can have someone who has had the exact same job for 10 years, which is very different from someone who has worked for 10 years with job progression.
I would be just as concerned about the person who has bounced around to different companies looking for progression as I am about the person who has had the same job for that amount of time.
What are the Characteristics that can get someone employed and can shoot another up through the ranks in Your company and other similar organizations?
The key here is progression within a stable environment because it is easy to call it quits. The person who raises through the ranks is the person who is committed to doing the very best job in the job that they currently have. I will promote this individual faster than I would promote the person who is constantly looking for the next gig when they haven’t earned it.
Tracci Fiatte struck cords around employees that have the grit to sustain the very best quality of work in the current job and not get too distracted by their own hopes for promotion. She prefers stability mixed with progression to progress along many quarters with no stability at all.
Davies Hood, The CEO of Induron in his own interpretation of the Nick Saban’s syndrome had a totally different view of the symbolism, agreeing with Nick himself he reiterated that “Complacency is everybody’s enemy” in his words
“…one of our greatest challenges is competing with the old adage, “If it’s not broke, don’t fix it… We don’t want to settle with survival. We want to truly succeed.”
It would seem that one of the main things employers look for is not an employee’s ability to just know what to do, but to suggest what to do; Drive, is the word that comes to mind when I think about this quality. During and after recruitment, the really great employers want to see how your contributions can lift the company higher and give it a cutting edge.
Rajiv Srivatsa and Ashish Goel co-founders of Urban Ladder, an amazing company that provides high quality and competitively priced furniture for homes and offices, have a great preference for seeing employees with leadership potential, who develop and independence and interdependence at the same time. They look out for the leader within the smaller teams and office cliques, the persons who has a more massive influence in the staff. Such people in Ashsish’s words “get the nod more often than not”.
Like Traci, companies like Urban ladder seem to believe in teamwork and leadership within it more than they do individual abilities.
With the recent legalization of marijuana in states like Carlifornia and the continuous revelations of the benefits of medical marijuana to health, Curt Dalton, the CEO at Cannabis.net is benefiting from the boom in the market for medical marijuana and has had to employ quite a few hands himself in recent times. In His words, “Do they understand the vision? What it is we are trying to achieve? Without this staff can be the greatest enemy to a business”
This is another area most employers have seemed to hold tight on in endorsing and promoting employees is in their understanding of the company’s vision. CEO’s want to get employees excited about the vision and will easily trust those who have proven to not just be good workers, but to be consumed with a passion for the business vision.
Businesses are evolving, trends are improving drastically, the employee must also evolve with the times. Track record, Drive, Stability, teamwork, leadership skills, an independent and forward thinking mind, understanding of vision. If you want to shoot through the ranks then maybe these are the traits you should be imbibing.
You have heard from the Horse’s mouth, go be awesome!