6 Ways to Have the Perfect Day at Work


Sometimes, it’s difficult to find the motivation you need for a positive day at work.

This is particularly true at the beginning of a new year when your resolutions have already gone awry, and you’re struggling to deal with the hot weather and the demands of being back on the job.

The good news is that even if you’re feeling a little uninspired by your career right now, you don’t have to stay that way. Sometimes, all it takes is some personal discipline and a few new habits to transform your attitude and make the most of the rest of your year.

Here, we’re going to look at some of the ways you can improve your chances of a great day at work – every day.

1. Embrace a Morning Routine

Routines are a valuable way to make sure that you stay focused on your plan for development.

The era of binge-watching shows on Netflix and chatting on social media means that more people are staying up late on a work night and not getting the rest they need. This generally means that you’re more likely to wake up feeling exhausted and overwhelmed.

Fortunately, successful entrepreneurs know the secret to fixing your morning. Creator of Twitter, Jack Dorsey swears by his morning routine. Your process can be as elaborate or simple as you like, but most contain the following things:

  • Wake up at the same time each day (regardless of whether you’re going to work)
  • Find something to look forward to in each day, i.e., talking to your colleagues, working on a challenging account, or collaborating on a job.
  • Eat a healthy breakfast that will fuel you for the day to come.

2. Set Intentions for Each Day

Are you just going to work each day to pay the bills, or is there a deeper reason?

Think about what you love about your current role, the finance industry and the people you work with. Do you have a plan for one day earning a promotion or taking on new responsibilities? If so, you need to be working towards that goal each day. With that in mind, start each day by:

  • Asking yourself what you need to do each day to improve your chances of reaching your targets. For instance, can you network with peers, or simply work on becoming more efficient with your filing practices?
  • Thinking about how you can tie your goals with the demands of your role. Does connecting with clients over the phone give you a chance to improve your communication skills so that you can become a better manager in the future?
  • Track your progress and look for bigger opportunities: As you continue with your standard routine, make sure you’re looking for ways to put your skills to the test. Can you take on a more challenging account? Volunteer to work on a new project? Maybe you can take part in a mentoring programme?

3. Tackle One Task at a Time

It’s easy to forget this when you feel rushed off your feet, but multi-tasking makes you less (not more) productive. When you’re continually juggling different tasks, your error rates increase, and your output suffers. That means that it’s best to handle one job at a time.

To make sure that you’re focusing on the right challenges first, start by creating a list of your to-dos for each day. Once you have your list, ask yourself which jobs are the most important, and which can wait until later in the day.

Focusing on the most crucial tasks first means that you don’t have to panic as much when your focus begins to wane halfway through the day.

4. Show a Positive Attitude

Walking around your office with a face like thunder isn’t a great way to impress your peers. A few years ago, the Botox industry discovered that the procedure made people happier because it stopped them from frowning. The truth is that the attitude you show to the people around you often affects how you feel on the inside.

Using your body language to your advantage not only makes you feel better, but it also improves your chances of making positive connections with your colleagues. Remember to:

  • Wear a smile as often as you can
  • Stand tall with your shoulders back to display confidence
  • Manage your posture when you’re sitting (this will reduce back pain too!)

5. Practice Gratitude

Often, the thing that’s most responsible for how you feel at work on any day is your mindset. When you deliberately take notice of the good stuff in your workday, your brain starts to get into the habit of looking for positive things. For instance, maybe you feel great about the recent report you filed, or the money you helped your client save.

At the beginning of each day, make an effort to notice three good things. Maybe someone held the door open for you, or you enjoyed your first cup of coffee. Then, at the end of the day, notice another three things that link back to your professional accomplishments.

6. Separate Your Work and Personal Life

Finally, as technology discovers new ways to keep employees connected continuously to the office, it can be difficult to find and maintain a good work/life balance. You might find yourself checking emails or planning your next meeting when you’re sat at home.

However, it’s vital to have some time away from your professional life so that you can appreciate it more each day. Taking your work home with you can increase feelings of resentment and disdain towards your employer.

Turn notifications off for work-based emails and chats on your smartphone. You can address the issues at your office when you arrive the next day.

About JobFitts

JobFitts Consultants are a specialist provider of professional Recruitment Services for the Financial Services sector and related suppliers in Australia. Since 2003 we have recruited and placed a breadth of operational roles at all levels from; HR, Accounting, Marketing and Customer Service/Frontline.

To find out more visit our website at JobFitts here or call us on (02) 9220 3595 or email here.

How to Run Effective Team Meetings that Produce the Results You Want

Meetings are a crucial way for business leaders to drive results among their teams.

Used correctly, effective meetings are compelling, dynamic events where people come together to discuss new ideas, solve problems, or make critical decisions about the future of an organisation. Unfortunately, there are countless meetings in the financial services industry that lack this all-important productivity.

In an era where every moment counts for your employees, inefficient meetings are something that no company can afford to abide.

If you think it’s time to upgrade your meetings, here are some strategies for an incredible conference.

1. Set Clear Objectives Before You Begin

Meetings often suffer when the conversation begins to lose its way. When there are multiple people trying to communicate in the same space, it’s easy to get off topic. However, the last thing you want is a conversation where your people talk for an hour but don’t necessarily get anything done.

Before you host a meeting, make sure you know what you want to accomplish. Do you want to use feedback to help your senior-level staff achieve better results in the new financial year? Are you introducing a new piece of banking technology?

Knowing what you want to accomplish ahead of time will:

  • Determine what kind of resources and tools you’ll need for the meeting – g. PowerPoints, software demonstrations, or charts.
  • Show you who you need to invite to the meeting – Which members of staff need to be there, and who can catch up with an email later?
  • Guide you to the right conference room with plenty of space for the people you want to include in your meeting.

2. Set a Meeting Schedule and Stick to It

Just as visualising an ideal outcome before your meeting will keep your conversation on track, developing a meeting agenda will also give you an insight into how long it will take to cover all your key points for the conversation.

With your schedule in mind, appoint a meeting leader capable of keeping other members of the group on topic throughout the conference. This person will be able to keep an eye on the time and push things along if your other staff members lose their way.

If you’re concerned about sticking to your meeting schedule, it’s a good idea to avoid any times during the day when people might be thinking about other things. For instance, don’t schedule a meeting just before lunch, or before you know a vital deadline must be met.

3. Keep Participants Engaged and Involved

The best meetings are high-energy events where everyone gets involved to benefit the business. Unfortunately, according to CBS news, up to 39% of people admit to “dozing off” during their conferences.

To ensure that your people are fully present in your meetings, make sure that the experience is as inclusive and interesting as possible. Don’t just introduce your team to your new accounting system, get people to come up and give it a try for themselves. Ask your employees to share their ideas about how you can make a new methodology better, and brainstorm resolutions to complex problems.

By making everyone in your organisation feel heard and understood, you’ll begin to transform your meetings into more productive and collaborative events. What’s more, you’ll create a company culture that makes your business more appealing too.

4. Make Meetings a Precursor to Action

Your employees must feel as though they’re walking away from a meeting with a set of tasks to accomplish, or a new goal to achieve. Before you wrap up a conference, work together with your attendees to decide what the next steps will be for your business.

For instance, if your meeting was to review the new financial software you’ll be using in the months to come, the next steps may be encouraging every member of the meeting group to take part in a training session over the next week.

Remember, don’t just tell people what you would like them to do next, set deadlines that drive your team towards action as quickly as possible. This will ensure that people don’t forget about the essential issues you covered in the meeting.

5. Only Have Meetings When They’re Absolutely Necessary

Finally, make sure that you’re cutting down on unnecessary meetings whenever possible. Before you call a meeting, ask yourself whether the information you’re going to share can be delivered just as efficiently through an email or interdepartmental memo.

Around 47% of employees feel that meetings harm their productivity, rather than helping it. If you want to support your high performers, then you’ll need to make sure that you’re using your meetings for all the right reasons.

Question the importance of each meeting before you start searching for a venue and remember that you can always combine multiple meetings into a single event if necessary. For instance, instead of giving each member of your accounting team an individual review, why not assess them as a group?

About JobFitts

JobFitts Consultants are a specialist provider of professional Recruitment Services for the Financial Services sector and related suppliers in Australia. Since 2003 we have recruited and placed a breadth of operational roles at all levels from; HR, Accounting, Marketing and Customer Service/Frontline.

To find out more visit our website at JobFitts here or call us on (02) 9220 3595 or email here.

How to Develop Your Talent Pipeline in 2019

People are crucial to the growth and success of any business.

When you lose a crucial member of your team to turnover, it can feel as though productivity in your organisation stops short. Despite this, most businesses take a “reactive” approach to recruiting new talent.

Waiting for employees to resign before you search for a replacement can lead to lost productivity and efficiency in your financial team while you’re waiting to fill that unexpected gap. Fortunately, there is a better way.

With a talent pipeline, you ensure that you always have credible and skilled financial candidates waiting in the wings, ready to move into an empty role.

What is a Talent Pipeline?

A talent pipeline is a dynamic bunch of people that your company may decide to hire in the future. The people in your pipeline can be made up of potential replacements for existing employees, or they may have talents that you don’t need now but may have a calling for in the years to come.

Building a talent pipeline is a process that involves proactively developing long-term relationships with candidates who appreciate your employer brand and align with your company culture.

As specialists in financial and banking pipelines, JobFitts can keep the talent coming in 2019.

Here are some of the ways that you can develop your talent pipeline next year.

1. Consider Your Current and Future Needs

The first step in designing an effective talent pipeline is determining what your company needs now and in the future. Remember, a talent pipeline isn’t just there to offer replacements when people leave your company. Though you can certainly use the candidates waiting in the wings to fill gaps in your team, they can also help you to take advantage of new trends in the financial sector.

For example, while your business might not be interested in financial technology like digital banking and blockchain right now, you may decide to explore that route in the years to come. As technology continues to emerge in the finance space, a C-suite executive with knowledge of disruptive tech may make your business more competitive.
When building your pipeline, ask yourself:

  • What are the impending trends that might impact your business?
  • What skill and competencies will your candidates need to succeed?
  • What challenges do you need to overcome now and in the future?

2. Find the Right Talent

Once you have a general idea of what your business is going to need both in the immediate, and long-term future, you can begin to search for candidates that support your goals. You may start with an internal pool of candidates in your existing team that has the potential to thrive in senior or leadership positions as your company grows.

When it comes to sourcing external talent, your best option is to work with a recruitment company that understands both your industry and the candidates you need. An agency like Jobfitts with experience in the banking and finance sector will ensure that you’re gathering both passive and active candidates for your talent pipeline that have:

  • The right attitude for your company culture
  • The competencies that are crucial to your team
  • A strong commitment to your business

3. Develop Your Employer Brand

Finding the right talent for your pipeline is only one step in the acquisition process. You also need to convince your potential employees that they want to work for you. People in your talent pipeline need to see your company as such a fantastic opportunity that they would potentially leave their existing job to work for you.

The easiest way to make candidates feel passionate about your roles is to work on your employer brand. Your employer brand is the culmination of your organisation’s values, experience, and company culture. You can show off your brand by:

  • Posting case studies on your website that demonstrate your commitment to helping employees grow and develop.
  • Encouraging positive reviews from your team members on forums like Glassdoor and other review sites.
  • Highlighting the benefits of being part of your staff on your job descriptions. For instance, list the learning opportunities you offer, or the unique clients your financial candidates will be able to work with.

4. Maintain Relationships with People in Your Pipeline

Finally, once you’ve convinced people to join your talent pipeline, you need them to stay there until you’re ready to recruit. To maintain a strong pipeline, you need to build relationships with your candidates by:

  • Keeping them updated: Share regular information with newsletters about your company, or send emails featuring upcoming job opportunities.
  • Offering transparency: Don’t tell candidates that they’ll be getting a role with your company any day now if they have months to wait. People will appreciate your honesty.
  • Respond to questions: If your pipeline candidates have any questions, make sure that you answer them as promptly as possible. Keeping in touch is crucial when you’re preserving pipeline relationships.

Remember, an effective financial and banking recruitment company like Jobfitts can help you to source the right talent, develop your employer brand, and maintain crucial relationships with your candidates. Sometimes the best way to improve your pipeline strategy is to get the proper support.

About JobFitts

JobFitts Consultants are a specialist provider of professional Recruitment Services for the Financial Services sector and related suppliers in Australia. Since 2003 we have recruited and placed a breadth of operational roles at all levels from; HR, Accounting, Marketing and Customer Service/Frontline.

To find out more visit our website at JobFitts here or call us on (02) 9220 3595 or email here.

5 Easy Steps to Defining Your Personal Leadership Brand

Companies and employers aren’t the only entities with “brands”. 

A brand is a culmination of all the unique features that make something unique, whether it’s a business or a person. As a leader in your financial organisation, the chances are that you already have a brand – even if you don’t know about it.  

Your colleagues and the people you support every day already use the things you say and do to define who you are as a leader. However, if you can take control of your personal leadership brand, you can improve your reputation and unlock amazing opportunities for your future.

What is a Personal Leadership Brand, and Why Do You Need One? 

While everyone in an executive position has a personal leadership brand, few people have the right one. Leadership brands convey your identity as the head of a team or organisation and demonstrate the unique value you have to offer.  

Similarly, to a commercial brand, your identity as a leader can affect the way that other people feel about you. In a fast-paced business environment, your leadership brand helps other employees to trust your decisions and gives you more influence over your staff.  

An excellent brand can even enhance your career opportunities, by highlighting your best features to other people in your space.  

So, how do you develop a personal leadership brand?

Step 1: Identify What You Want to be Known For  

What do you want people to think and feel when they see you? 

Most team members will naturally follow leaders that they trust and respect. Ensuring that people associate you with the right values and attributes is a great way to give yourself more influence in your company.  

Start by looking for hero stories in your organisation. Do people appreciate account managers with a commitment to speed and accuracy? Do banking leaders get the most respect when they have strong decision-making skills? Find out what people like about other leaders in your space and create a list of descriptors that you want to embody as well, such as: 

  • Results-oriented 
  • Collaborative 
  • Strategic 
  • Forward-thinking 

Step 2:  Decide What You Want to Achieve in the Next Year 

An amazing leadership must communicate the unique contributions you make to your organisation. Think about what you currently bring to your company. Do you have a unique knowledge of technology that’s helped your business move into the digital age? Is your commitment to strong teamwork improving the company culture? 

Now, decide what kind of results you want to deliver to your team over the next 12 months. Consider not just your interests, but the expectations of customers, investors, employers and other executives in your group.  

What do the people around you need in the months to come, and how can you use your unique skills to deliver? Your ability to generate results will have a strong impact on how people perceive your leadership brand.

Step 3: Understand Your Current Brand 

To figure out how you can improve your leadership brand, you first need to know how other people perceive you. Get a clear picture of how other people in your organisation perceive you today. Pay attention to how you work, how frequently you accomplish your goals, and what kind of feedback you get from your peers.  

It’s a good idea to ask other people to describe you in a few keywords too. Get insights from your peers, your managers, and even a mentor if you have one. This will show you if your current identity aligns with the image you want to create. If it doesn’t, then you can take steps to change.  

For instance, you may decide to adjust your development plan and start learning some new skills to make your personal leadership brand even more compelling. For example, if you know your investors are interested in the blockchain, but no-one in your team understands the technology yet, take the initiative.  

This will make you a more valuable employee and improve your brand by showing your commitment to the company.

Step 4: Test Your Personal Mission Statement 

By this stage, you will have identified how you want to be perceived, figured out your current identity, and set some goals for the next 12 months. Now, it’s time to create a mission statement to guide you in the months to come. A personal mission statement is a fantastic way to improve your focus as a leader. Your statement will help you to answer big questions about who you are, and what you stand for.  

In his book, “The 7 Habits of Highly Effective People” Stephen R. Covey introduced the concept of the personal mission statement and explained that by visualising our future, we could improve our chances of reaching our goals. Your statement will stop you from getting lost on the path to success. 

For example, Sir Richard Branson’s personal mission statement is to “have fun” and “learn from [his] mistakes.”

Step 5: Commit to Your Brand 

Finally, if you want your leadership brand to thrive, then you need to live according to your new identity. Share your mission statement with your team members, so they know what you’re trying to accomplish in the year ahead. Demonstrate your commitment to your brand by constantly assessing your actions and asking yourself whether they align with the new you.  

Living by your personal brand is the only way to build trust in it and show other people that you care about how they perceive you.

Remember, as you live with your brand, make time to reflect and evolve as your circumstances and goals change.  

About JobFitts 

JobFitts Consultants are a specialist provider of professional Recruitment Services for the Financial Services sector and related suppliers in Australia. Since 2003 we have recruited and placed a breadth of operational roles at all levels from; HR, Accounting, Marketing and Customer Service/Frontline. 

To find out more visit our website at JobFitts here or call us on (02) 9220 3595 or email here. 

How Can You Improve Your Decision Making?

Whether you’re an employee trying to find the best way to develop your career, or a business leader investing in the growth of a company, ethical decision making is crucial.  

Whether you’re a financial candidate deciding which part of the sector you want to get involved with next, or a banking manager choosing a new technology for your team, the choices you make are pivotal. Unfortunately, there are many challenges to overcome in effective decision making. 

Some people are so overwhelmed by the pressure of making the right choice that they find themselves in a state of uncertain paralysis. Other people approach issues with too much confidence and end up making poorly-researched decisions.  

Fortunately, there are a few ways you can improve your decision-making skills.  

1. Know Your Options

The first step in making a practical choice is narrowing down your options.  

For instance, if you’re a senior account manager in a bank looking for the best software to implement for your clients, ask yourself: 

  • What kind of budget do I have to work with? 
  • What do I need the software to do? 
  • What are the obstacles I might face in implementing a new strategy? 

With a pen and paper, bring some clarity to your decision-making process by listing all the possible solutions and obstacles you foresee. This process will help you to make a more rational choice and ensure that you’re not caught off-guard by any outcomes you failed to predict.

2. Decide What You Want to Achieve

Success in any business endeavour comes from knowing your goals. When accountants decide to embrace a new strategy to streamline their auditing process, they do so because they know that they want their day-to-day work to be more efficient and accurate.  

A clear vision of what you want to accomplish will allow you to determine whether you’re making a choice based on what you or your company needs. This is particularly important in a competitive age, where it can be tempting to do things just because your competitors are doing them too.

3. Learn from Experience

There’s a reason why feedback is so valuable in the modern workforce. Everything you do in your professional life, whether it leads to success or failure, is an opportunity to learn. The best decision-makers know to treat each choice with scientific precision. Recording your decisions and the process you used to make them will make it easier for you to make more confident decisions in the future.  

Every so often, reflect on the decisions that have led you to where you are today. Are there any choices you regret, and what would you change now that you know better?  

When you need to make a new decision, think about the things you regret from the past, and look for ways to prevent yourself from making dangerous choices again. For instance, can you do more research or give yourself more time to think things through?

4. Entertain the Concept of Doubt

Choice paralysis is one of the most problematic parts of decision making. However, that doesn’t mean that people are better off jumping head-first into a decision without listening to their doubts.  

The key to excellent decision making is balance. You need to give your fear a platform so that you can think about the possible adverse outcomes that may occur with a bad choice. Ask yourself what would happen if your decision was the wrong one, and what you can do to repair the issue. This will ensure that you’re prepared for anything. Just don’t let your nerves stop you from going through with your choice.  

Doubt can be a powerful thing when used correctly. For instance, try pretending you’ve made a choice and it’s gone wrong already. Then ask yourself if there’s anything you could have done to prevent the negative outcome. This way, you can make more cautious choices.

5. Shelve Emotion and Ego

It’s difficult to decide without getting emotionally involved in your choice. Whether you’ve decided to leave your current job in search of something new, or you’re implementing a new training plan for your team, your choices can have a significant impact on your life, and the lives of others. 

According to Harvard Professor Jennifer Lerner, emotions rarely have a positive effect on decision-making. If possible, the best thing you can do is place your feelings and ego to one side and look at the situation from an objective point of view.  

You can even think about things using the laws of probability, asking yourself how likely it would be that each choice would take you closer to your goals.

6. Bring in Outside Perspectives

Finally, if you’re too close to a situation to make an objective choice, you might find it helpful to bring in outside opinions. Research suggests that bringing outsiders into your decision-making process can improve your options, by allowing you to look at things from different angles. For instance, listening to other people’s thoughts means: 

  • You get a perspective from people with different views: This way, you may be able to examine a problem from an angle you didn’t consider before.   
  • You remove some of the emotion from the decision: Outsiders are often more objective because the decision doesn’t affect them directly.  
  • You access new knowledge and experience: Other people have specific expertise and insights that they can bring to your choice-making process.  

Decision making isn’t always easy, but the more you work on your skills, the better you’ll be at making the right choices.  

About JobFitts 

JobFitts Consultants are a specialist provider of professional Recruitment Services for the Financial Services sector and related suppliers in Australia. Since 2003 we have recruited and placed a breadth of operational roles at all levels from; HR, Accounting, Marketing and Customer Service/Frontline. 

To find out more visit our website at JobFitts here or call us on (02) 9220 3595 or email here. 

Struggling as a Leader? It’s Time to Thrive Rather than Survive

Many people dream of finally having an opportunity to thrive in a leadership role.  

However, when you get the executive position you’ve been dreaming of, you may find that you default into “survival” mode. When in survival mode, leaders are unable to access their true potential, because they’re simply seeking the path of least resistance. Survival mindsets are characterised by: 

  • Feeling stuck, or like you’re a “fraud” 
  • Fearing failure and allowing that fear to hold you back 
  • Blaming others for your circumstances 
  • Reacting to change rather than seeking development 
  • Waiting for results instead of pursuing them 

Alternatively, in a thrive mindset, leaders excel. According to Martin Seligman in the book “Flourish,” thriving leaders experience positive emotions, engagement, positive relationships, meaning, and accomplishment.  

So, how do you transition from “survival” into a state where you can thrive?

1. Listen and Be Engaged

Research suggests that the human brain sometimes functions in “default mode.” When your mind is in default mode, you’re typically thinking about the future or considering other things, rather than paying attention to what’s going on around you.  

Unfortunately, this lack of engagement means that you miss out on essential insights and feedback from the people in your team. Leaders need to be committed to listening at work and using what they hear to make valuable changes. Remember, great leadership isn’t just about giving valuable feedback, it’s also about leveraging the knowledge of the people on the ground who are positioned to tell you how things are going and what you need to improve.

2. Learn to Delegate

One of the biggest challenges involved in taking on a leadership position is knowing how to delegate. It’s tempting to attempt to do everything yourself, but don’t forget that your team is there for a reason.  

Resist the temptation to do too many things yourself and support your team members to pursue their own goals and expand their skills. The result will be a more empowered group of professionals who can better support your organisation.

3. Be Realistic

While you’re delegating and organising your own schedule, make sure that you understand the true scope of each project. Before assigning a task with the assumption that it will only take a few hours to complete, make sure that the employee you’re delegating to has the resources they need to work efficiently. A small job can become an overwhelming challenge when the correct tools aren’t in place.  

Consider speaking to your staff members and finding out how long they think a specific task will take. During this conversation, you can also ask whether the employee has all the resources they’ll need. After assigning projects, ask employees to track their time, so you have a better idea of how long things take in the future.

4. Get Ready to Handle Change

When taking on a high-level position, it’s important not to jump into the deep end too quickly. There’s nothing wrong with having grand plans for what you’re going to do in your new role but making significant changes too quickly can disrupt your workforce and make it harder to accomplish your goals.  

Of course, even if you don’t jump straight into transition mode, it’s likely that change will happen during your time as a leader. In fast-moving spaces like the Finance sector, changes can occur with very little notice, and you’ll need to know how to manage them. Remember that things won’t always go according to plan, and work on your problem resolution skills. Flexibility will help you to take everything in your stride.

5. Show Positive Character

A great leader needs the right attitude.  

When you reach a position of power in your career, maintain your focus and remember not to let fear of failure get the best of you. It’s important to trust your instincts, but don’t forget that you can also ask for help when you need it too.  

Excellent leaders are authentic, positive and forward thinking. Be ready to own up to your mistakes when they happen and show your team that you take responsibility for your actions. At the same time, don’t let the fear of making mistakes hold you back.

6. Establish and Communicate Team Goals

Finally, remember that your role as a leader is to inspire and motivate your team. A good way to do this is to make sure that you understand the goals of the company and know how to share those ambitions with your group.  

Examine the core of the business carefully and think about which parts of the organisation need the most focus and investment. Once you’ve established your goals, acknowledge that different team members will be motivated in different ways. Consider speaking to each person about the rewards and recognition that would keep them feeling encouraged.  

About JobFitts 

JobFitts Consultants are a specialist provider of professional Recruitment Services for the Financial Services sector and related suppliers in Australia. Since 2003 we have recruited and placed a breadth of operational roles at all levels from; HR, Accounting, Marketing and Customer Service/Frontline. 

To find out more visit our website at JobFitts here or call us on (02) 9220 3595 or email here. 

7 Daily Habits of a Successful Person

People aren’t born with success.  

Though different people have their own unique skills and abilities, anyone can be successful if they can commit to cultivating the right habits, and the correct attitude.  

Over the years, countless experts have researched the nature of achievement, attempting to discover what it is that sets the most prosperous people aside from the crowd. Frequently, studies show that the people who achieve the most in life conduct themselves differently, acting with confidence, discipline, and other crucial characteristics.  

Here we’re going to look at the 7 daily habits you can infuse into your routine to become a more accomplished person. 

1. Set and Pursue Goals

When’s the last time you reviewed your career plan? Goal setting is the first step in accomplishing incredible things because it gives you focus and direction. When you establish a target for your hard work, you switch from a passive state where things just “happen” to you, to an active state where you’re involved in your own life.  

Importantly, your goals don’t have to be exclusively career-based. It’s great to pursue a position as a c-suite candidate or work towards a leadership role. However, make sure you’re working on your personal goals too. For instance, you might want to become more socially confident or learn how to manage your time better.

2. Put Yourself First

Many people assume that success means focusing exclusively on their career. However, it’s hard to be your best when you’re not looking after your mind and body. The most successful employees know that a healthy life leads the way to a healthy career: 

  • Get plenty of exercise to improve your stamina, manage stress and keep your body in excellent condition.
  • Get at least 8 hours of sleep each night so you can start each day feeling refreshed and ready to accomplish great things.   
  • Eat the right foods to nourish your mind and body, and drink plenty of water to keep your brain working at peak performance.  

3. Act on High Priority Tasks First

Often, when we arrive at the office, we find dozens of tasks waiting for us. It’s tempting to start at the top and gradually work your way down. However, the better option is to assess the things you need to do for any given day and organise your schedule so that you’re addressing the most complex and essential tasks fist.  

Take fifteen minutes in your morning to sort through your jobs for the day and focus on the things that can’t wait. While you’re organising your tasks, keep your goals in mind, and consider where you might be able to delegate specific issues to other members of your high-performing team.

4. Maintain a Thirst for Learning

Financial planner and accountant Tim Corley interviewed 233 wealthy and successful individuals in his book “Change Your Habits, Change Your Life.” Corley found that ambitious people set themselves up for greatness by consistently developing themselves. For instance, you can: 

  • Read about your industry, career path, or check out the memoirs of other successful people to inspire you.  
  • Look for a mentor: A mentor will provide you with the guidance you need to take the next step in your professional plan 
  • Get additional training: Sign up for classes and seminars where you can learn skills that will make you more effective in your role. For instance, if you’re looking for a financial manager position, take a class on leadership. 

5. Listen

People frequently talk about the power of communication in any career, but great communication starts with listening. According to Dr Stephen R. Covey, an American educator, businessman, and the author of “The 7 Habits of Highly Effective People”, listening is the key to success. 

Covey suggests that great people “Seek first to understand, then to be understood.”  

This means that whether you’re an account supervisor, business leader, or a brand-new employee, it’s crucial to listen and learn from the people around you. Getting as much feedback as possible from your peers is a great way to get a new perspective on how you need to develop as a professional.

6. Know the Power of No

A common mistake that people make is assuming that they need to say “yes” to everything if they want to achieve incredible things. However, the truth is that we’re all only capable of so much.  

It’s difficult to say “no” when you want to impress your manager and seek out new challenges. However, politely rejecting the tasks that you don’t have time to manage ensures that you can deliver a higher quality of work. Sometimes it’s better to say “no” and deliver the results your business leaders expect than to say “yes” and struggle to perform.  

Assess requests carefully before you simply say “yes” on reflex.

7. Feel the Fear and Do It Anyway

Finally, while it’s a good idea to say “no” when you need to, it’s important to make sure your rejections come from the right place. Saying “no” because you don’t have the right skills or enough time for a task is fine, but don’t reject opportunities because you’re afraid of the unknown.  

There’s a lot of anxiety on the road to success. According to Susan Jeffers, author of “Feel the Fear and Do it anyway,” the key is to understand why you’re nervous, and push yourself to take chances, despite the fear. As Jeffers suggests, tell yourself: “Whatever happens to me, given any situation, I can handle it.”  

About JobFitts 

JobFitts Consultants are a specialist provider of professional Recruitment Services for the Financial Services sector and related suppliers in Australia. Since 2003 we have recruited and placed a breadth of operational roles at all levels from; HR, Accounting, Marketing and Customer Service/Frontline. 

To find out more visit our website at JobFitts here or call us on (02) 9220 3595 or email here. 

Why All of Your Employees Need a Development Plan

Finding the ideal employee using a recruitment company like JobFitts is only the first step towards a high-performing team.  

To create a truly competitive company, you’ll also need to find ways that you can empower and retain that crucial talent. After all, while finding the right candidates can be tough, keeping your employees around can be even harder.  

A study from SHRM shows that lack of training in the workplace makes it difficult for team members to reach their potential. Without support, your people are less likely to accomplish incredible things, and more likely to search for an alternative role with a competitor.  

A development plan eliminates those problems by creating engaged, loyal and productive employees.   

The Advantages of Employee Development Plans 

Carefully planned training strategies show your staff a future in your business. With a development plan, you let your people know that you’re invested in building their skills and helping them to be more productive in their role. Development plans: 

  • Leverage strengths and address weaknesses: Every employee brings different strengths to a team. Development plans take advantage of those strengths while addressing any skill gaps that might be holding your people back.
  • Attract new talent to your company: People today want more than just a salary from their career, they want opportunities to grow. Show your financial talent that you’re committed to helping them reach their goals, and your employer brand will be instantly more attractive.   
  • Improve retention: According to one study, up to 40% of employees with limited training opportunities leave their role within a year. Development plans show your people you’re invested in them, which makes them more loyal to your business.
  • Enhance business performance: Addressing skill gaps will improve the performance of your entire team, and make people feel more satisfied by the work they’re doing.  

Development plans are a win-win for any organisation. Your company benefits from a more dedicated and motivated team, while your people get to expand their skills and enjoy more of their work.  

So, how do you implement effective development plans?  

1. Know the Goals of the Business

The best development plans align with both your employees’ ambitions and the objectives of your company. Think about what your short and long-term targets are for the company, then identify the necessary competencies and skills your people will need to support those goals.  

For instance, if you’re planning a merger that will grow your organisation, you may need to expand your leadership team. Ask yourself what skills those leaders will need to have and whether any of your current employees have the potential to fill those gaps.  

Some of your staff may already be on their way to a leadership role. Look at where they are now, and what kind of training they’ll need to excel in a new position. This will help you to fill essential gaps faster and show your people that there are opportunities for advancement in your company.   

2. Speak to Your Employees 

If you’ve successfully hired a diverse team, all of your employees will have their own strengths and skills to offer the group. This means that they’ll also have unique requirements when it comes to development.  

Instead of trying to make the same development strategy fit everyone, focus on individual training plans instead. Conduct one-on-one interviews with your staff to find out: 

  • Which tasks they feel most confident with: Does this person feel better working with complex accounts, or dealing with specific challenges?
  • Where they believe they need to improve: Will your forward-thinking financial team benefit from training in new technology like CRM and ERP systems?   
  • What they want to accomplish in the years ahead: Taking on more complicated challenges, earning a leadership role, etc
  • How they learn best: Are they more likely to respond to a mentor, one-on-one training or group sessions?  

3. Choose Training Methods that Suit Your People

Once you’ve decided on your business goals, and you know what your employees need from you to accomplish those targets, it’s time to plan your training and development strategies.  

There are plenty of ways to deliver new skills to your team, and there are likely to be different kinds of learners in your business. Consider options like: 

  • One-on-one mentoring and coaching sessions
  • Traditional classes hosted by experts
  • Online courses or lessons your employees can take outside of business hours
  • Working on stretch assignments and special projects. 

Remember to ask for feedback from your staff after each training session so that you can find out which options seem to deliver the best results.    

4. Plan Your Development Timeline

Finally, make sure you have everything you need to activate the development plans for your employees. Choose a timeline for each staff member based on the complexity of their goals, and how their ambitions align with your business targets. Deadlines will give you a way to measure each team member’s progress over time.  

While creating your timeline, ensure you have a plan for before, during, and after each training session. For instance: 

  • Before: Make sure your people understand the reason for their development plan, and how it’s going to support them in the future.   
  • During: Let your people know who they can turn to for extra assistance if they’re struggling with their progress or need to adjust their development strategy.
  • After: Review how the training session has benefited your employee, and how they can implement their new skills into their role.  

About JobFitts 

JobFitts Consultants are a specialist provider of professional Recruitment Services for the Financial Services sector and related suppliers in Australia. Since 2003 we have recruited and placed a breadth of operational roles at all levels from; HR, Accounting, Marketing and Customer Service/Frontline. 

To find out more visit our website at JobFitts here or call us on (02) 9220 3595 or email here. 

How to Resign Gracefully and Leave on Good Terms

Ready for the next step in your career? 

Even if you’ve loved your current role for many years, there are plenty of reasons to leave your job and explore something new. You may have discovered an opportunity in a niche that suits your interests. Another company may have offered you more money to work closer to home.  

Whatever the reason for your transition, it’s important not to burn any bridges when you decide to resign. In an industry like finance, you never know when your relationships with previous employers will open the door to new opportunities for your future.  

What’s more, in a world as socially-connected as the one we live in today, it’s a good idea to maintain positive relationships with all of your professional network.  

Here’s how you can resign gracefully and leave your role on the right terms.  

1. Break the News in Person

While it’s great to have strong relationships with your colleagues, they aren’t the people you need to speak with first when you’re resigning. Don’t make any announcements on social media either. Arrange a one-on-one meeting with your manager and let them know that you’ve decided to leave.  

Remember to choose your words carefully. Stay positive and say something like: “I’ve been offered an opportunity I couldn’t refuse. Is there anything I can do to make this transition easier?”  

Your employer will probably want to know why you’ve decided to leave. Don’t go into too much detail with your answer. Highlight something attractive about your new role, rather than focusing on the negatives of your previous job. For instance: “I’ve always wanted to work in an executive role.” 

Continue to use positive language in your resignation letter too, with phrases like: “With regret,” or “After careful consideration.” Show your employer that you value the opportunity they’ve given you.   

2. Get Your Timing Right

There’s never a good time for a great employee to leave. However, the way you plan your exit can make things easier for your employer.  

While you may only be required to give two weeks’ notice, provide more time if you can. This will allow a hiring manager more time to find a replacement for you. If your employer asks you to stay for a little longer, put a deadline on the amount of time you can give. You don’t want to upset your new employer either by making them wait.  

An excellent way to accelerate the transition is to offer training for the new employee. Let your manager know that you’d be happy to walk through the role with the new staff member, and even stay connected with them as a mentor for a couple of months if necessary.   

3. Use Your Notice Period to Shine

If you’re hoping that your current employer will endorse you for future roles, then it’s important to shine during your notice period. Businesses implement these periods to reduce some of the chaos associated with turnover. During the time you have left: 

  • Stay focused: Don’t mentally check out because you know you’re heading somewhere new. Concentrate on being just as productive and helpful as you’ve always been. Show that you deserve your reputation as a responsible financial professional.
  • Support your colleagues: Make sure your team has everything they need to continue projects in your absence. Offer instructions for any work you won’t be able to wrap up and complete any outstanding assignments you have time to handle.  
  • Do a little extra: If possible, ask your supervisor if there is anything besides the standard work that you can do to make their lives easier during this last two weeks. This makes you stand out and may affect what’s written on your reference letter.

In the last weeks, make sure you do some last-minute networking too. Invite people to connect with you on LinkedIn, give out your phone number, and make sure that you stay connected with people who may support your professional network in the future.   

4. Be Helpful in the Exit Interview

Finally, many employers use exit interviews to identify any problems that may be causing their employees to leave. The important thing to remember here is that while a little honesty is useful, you still need to be cautious about what you say.  

Focus on being more positive with your feedback than negative. Counteract any negative comment you might have with something you’re grateful for. For instance, “I think that the software we use to manage accounts is a little outdated and slow. However, learned how to manage my time more effectively.” 

Finish your conversation on a positive note and let the HR team know how grateful you are to your previous employer. Say something like: “This role has shaped me to become the professional I am today, and I’m grateful for that.” 

About JobFitts 

JobFitts Consultants are a specialist provider of professional Recruitment Services for the Financial Services sector and related suppliers in Australia. Since 2003 we have recruited and placed a breadth of operational roles at all levels from; HR, Accounting, Marketing and Customer Service/Frontline. 

To find out more visit our website at JobFitts here or call us on (02) 9220 3595 or email here. 

Feedback Challenges: 6 Ways to Give Your Employees Feedback They Appreciate

Feedback is at the heart of professional development. 

Even the best employees can benefit from a third-party perspective on how well they’re doing in their role. 

Unfortunately, many managers struggle with providing the right feedback to their staff. It’s difficult to tell someone that they need to improve or let an employee know that you’re not 100% happy with their performance. However, studies show that lack of communication may contribute to around 86% of all workplace issues

Though giving and receiving feedback can be uncomfortable, it’s also an essential way of empowering your team, driving productivity and improving collaboration in the business. Here’s how you can give your people feedback they’ll appreciate.

1. Make it a Private Discussion

Criticising someone in public both harms that person’s confidence and makes the rest of your employees feel more nervous about taking risks at work. Though positive feedback given in a public setting can empower and motivate your teams, many employees would prefer receiving praise in private too, as they’d rather not be the centre of attention. 

Arrange a one-on-one meeting with the employee you need to speak to or go for a walk outside of the building to create a more informal, relaxed atmosphere. Sitting down over a coffee and saying something like: “These accounts weren’t delivered on time this month. That’s not like you, do you have any idea what happened?” is a great way to ensure your people don’t feel attacked.

2. Be Specific

Telling someone “You lost us a client!” isn’t helpful. Employee feedback needs to be task-focused and clear so that your people can learn from their mistakes. 

For instance, if you’ve noticed that one of your managers has been more distracted at work lately, and isn’t delivering the same quality you’re used to, say: “I’ve noticed you seem less motivated than usual. Is there anything we can do to get you back on track, or specific projects you’d like to work on?”

Work together with your staff member to find the root of the problem and plan an actionable way to fix it. This way, you show that you’re invested in your employee’s career plan, which makes them feel more committed to their role. Remember to plan a date when you can follow up and make sure that the staff member is moving in the right direction.

3. Make Feedback Goal-Related

Just telling your people what they are and aren’t doing well isn’t enough to promote real change in your business. Employees need to see how their behaviour is affecting the outcomes of the company, and their progress towards their own goals.

For instance, if you know one of your team members has their eye on a leadership position, but they’re not taking any initiative at work, say: “I know you’re looking for a C-Suite role, but I haven’t seen you taking much initiative lately. Is there a reason for that, or are you looking for specific challenges that will help you develop certain skills?”

When your staff can see how changing their actions will affect their future, they’ll be more likely to appreciate the feedback. 

4. Feedback Must Be Consistent

Studies show that organisations with regular feedback strategies see a 14.9% lower turnover rate.

Go beyond the annual review of employee performance to provide feedback on a more consistent basis. Remember, every discussion you have with your staff doesn’t need to be a full-on review. Discuss issues as soon as they happen and find a quick way to resolve the problem. 

For instance, if your team member is struggling with time management, and you’ve noticed them rushing to get work done, address the problem immediately. Say something like: “I notice you’ve struggled with your time management for the last task. As you know, your team members rely on your work to be done so they can finish their projects. How do you think you can optimise your schedule going forward?”

The goal of consistent feedback is to help your high-performing financial teams improve their work. Focusing too heavily on criticism, without discussing the positive things you’ve noticed about your employee’s work can leave them feeling demotivated. 

When you start the meeting, mention the thing that needs to be fixed, then follow up with things the staff member is doing well. For instance: “I’ve noticed you’ve been a little behind on projects lately, although the ones you turn in have been very accurate and well thought-out. How can we deliver the same quality of work at a faster rate?”

Let them know you appreciate their hard work, even when they make mistakes. After all, no-one can be perfect all the time. Fostering an environment where employees feel safe taking risks for the benefit of the business is a great way to keep your financial company agile and innovative. 

6. Feedback Goes Both Ways

Finally, remember that your team members need to feel as though they have a voice in your business too. As well as providing your people with feedback on their work, give them a safe space where they can offer insights into improvements in management, and the company overall.

Creating an environment of mutual feedback will improve employee satisfaction by letting your people know that you value their thoughts. Additionally, learning what your people like and dislike about your organisation means you can create a more attractive employer brand

As complicated as feedback can be, by following these 6 strategies, you’ll tap into a more motivated, confident and focused workforce.

About JobFitts

JobFitts Consultants are a specialist provider of professional Recruitment Services for the Financial Services sector and related suppliers in Australia. Since 2003 we have recruited and placed a breadth of operational roles at all levels from; HR, Accounting, Marketing and Customer Service/Frontline.

To find out more visit our website at JobFitts here or call us on (02) 9220 3595 or email here.