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If your career goal is to climb the corporate ladder, then you should be recognized as a High Potential Employee, or HiPo. HiPos are marked as the top performers in an organization and are invited to key meetings, asked for input, offered advanced training opportunities and given comprehensive assignments. And even when economic circumstances lead to layoffs, they are the ones who seem to come out unscathed.
So what does it take to be recognized as a HiPo? While some of it may be who you know or luck, there are ways to influence how you and your talents are perceived.
If you think and consider demonstrating your strengths and establishing your workplace value, you can and will position yourself as a HiPo.
Read the full article on seven things you can do right now to become worthy of HiPo status.
Stop trying to fix women. Start adjusting your organization for gender equality
Do women become less “pretty” in middle age? We seem to think so. And it throws an extra wrench in our efforts to develop more gender-balanced leadership teams.
A gender stereotype we hold is that women are kinder and kinder, kinder and less aggressive than men. But University of California business professor Jennifer Chatman decided to investigate whether this holds up with age after she noticed that students’ evaluations of her teaching became harsher as she entered her forties, even though she felt that her teaching is improving.
With colleagues, she conducted three different studies of different work situations and found that both men and women were perceived as more capable or effective as they got older, but only women were perceived as less warm as they got older – making them causing them to be judged more harshly.
Of course, this is a critical age as decisions are often made about senior management positions. Maybe this helps some women – no longer blocked for being too nice – but the fact that they’re seen as changing negatively is probably a stumbling block for many of them, even if it’s clearly all in our minds.
Read the full article to find out how outdated jobs, not women, need to change.
Exit interviews are common, but to really help with retention, companies should conduct retention interviews
Once an employee leaves, his colleagues are usually left to pick up the slack during the search for a replacement. They inherit more work and responsibilities – sometimes with more compensation or support from colleagues, but often not.
This is especially challenging amid the ongoing stress of the pandemic. As people continue to take on a greater workload over time, they may begin to experience burnout—if they haven’t already. A survey conducted by Mental Health Research Canada in December 2021 found that a third of the 5,500 Canadians surveyed felt burned out at work. Additionally, only 35 percent report that their employer offers initiatives and policies to prevent burnout. Under these conditions, employees who stay can quickly become employees who leave.
Many organizations conduct employee exit interviews to better understand why they leave and look for opportunities for improvement. This is important, but employers often overlook a vital opportunity to gather intelligence to inform recruitment and retention by overlooking the need for input from those who stick around.
Read more about how the stay interview can unlock benefits for organizations and employees.
In case you missed it
EAPs offer confidential mental health support, but stigma and fear prevent many from accessing them
Have you ever accessed EAP?
Benefits offered through some workplaces, EAPs—or employee assistance programs—offer short-term, confidential counseling services to employees. These programs, which can be administered via video, phone, online chat, e-mail, or face-to-face interaction, offer free services related to managing personal difficulties, workplace stress, substance abuse, family conflict, and more.
As Canadians experience higher rates of mental health problems due to the COVID-19 pandemic amid ongoing strains on the health care system, EAP can be a valuable option for people in need of help. The only problem? Those who could benefit from EAPs may not.
“Traditionally, what we’ve seen with employee assistance programs is that they’re not very well received,” says Ivona Hideg, an associate professor at York University’s Schulich School of Business who specializes in organizational research. “This is one of the advantages that [companies] you invest in and pay for, but it’s completely unused.”
Read more about how fear of discrimination prevents employees from seeking help.
Online networks help immigrant entrepreneurs find community
Ino Eka never thought there would be someone to pick her up from the airport when she landed in Toronto in 2018 as a new immigrant from Lagos, Nigeria.
Her trip to Canada was stressful—the stories she heard about Canada’s cold, tight labor market, and immigrants stuck in survival jobs had already made her nervous.
But Ms. Eka kept in touch with like-minded people in the months before she landed in Canada, a move she says helped her a lot.
“The person who volunteered to pick me up on my first day in Canada was someone I met through a WhatsApp group,” says Ms. Eka, who is now the Calgary-based CEO of her own IT consulting company. business and founder of a school that helps professionals sharpen their business analysis skills.
“I was able to connect with a lot of communities online — African immigrant professionals, Nigerian immigrants, black immigrants, those were the people who really helped me.”
Read more about how online platforms can be instrumental in creating connections between newcomers and Canadian entrepreneurs.
Ask Women and Work
Q: I’ve been working corporate for the past seven years, but recently started a side job that I really enjoy. I’m in the early stages of my new business (translation: not making much revenue) and I’m having a hard time juggling my day job with growing my side business. Is there a way to make this work? I have to pay the bills, but I don’t want to give up my dream gig.
We asked Dr Nusha Fein, an assistant professor at Queen’s University’s Smith School of Business who specializes in entrepreneurship and innovation management, to present this:
Congratulations on becoming an entrepreneur! Starting a new venture that you are passionate about can be very fulfilling.
While juggling a side hustle may seem detrimental to your full-time job, new research suggests just the opposite. Engaging in side hustles generates positive energy that helps boost productivity and empowerment in your full-time job.
Of course, there’s no doubt that balancing the two is a challenge, but you absolutely can make it work. To manage all of this effectively, you’ll need to do three things: plan your time, pace yourself, and get support.
Plan where you want your side hustle to go and determine how quickly you want to grow the business. Even if it’s week by week, identify your vision and where you want to be in the short term and then plan backwards. Having this road map will help you manage your time by figuring out the exact steps you need to take in bite-sized chunks.
Remember to keep your pace. It’s important to stick to your plan, but also allow yourself some downtime. While the continuous nature of the side hustle can be exciting, it can also lead to burnout. Always remember why you’re doing it – a side hustle that’s empowering and purposeful will make it easier to overcome obstacles.
Get support to lighten your load so you have more time. You can do this by outsourcing part of the work to other professionals and by seeking the support of your loved ones.
For many entrepreneurs, maintaining too much control and trying to do everything yourself can be a big mistake. To free up some of your time, rely on the experience of others. You can still maintain full control over your side job by paying them for their work separately and not giving them a stake in your company. From social media to accounting, there are many people with specific skills who can help ease the pressure.
The support of your family and friends is key to balancing your personal life, work and side hustle. Make sure your loved ones are fully aware of your time constraints so they can support you.
It’s a balancing act, but with proper planning, pacing yourself and seeking the support of others, you can make it work.
Submit your own questions to Ask Women and Work by emailing us at GWC@globeandmail.com.
Interested in more perspectives on women in the workplace? Find all the stories in The Globe Women’s Collective hub hereand subscribe to the new Women and Work newsletter. here. Got feedback? Email us at GWC@globeandmail.com.
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