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Cynthia Okonkwo
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2 months ago

https://studio.youtube.com/video/pDvHvzM_sUQ/edit

#Career Success, #Recruitment, #Candidate Pool, #Onboarding, #First Day, #Training, #Workplace Culture, #Company Culture, #Professional Development, #Behavior, #Performance, #Duties, #Responsibilities, #Knowledge, #Skills, #Abilities, #Competencies, #Professional Development, #Promotion, #Collaboration, #Diversity, #Equity, #Inclusion, #Work-Life Balance, #Benefits, #Total Rewards, #Perks, #Employee Relations, #Equality, #Retirement, #Conflict Resolution, #Interpersonal Relationships, #Relationship Building, #Service, #Authority, #Respect, #Compliance, #Fair Treatment, #Protected Categories, #Legal Protections

Title: Don’t Get Fired! Thrive in Your Probationary Period

Greetings everyone! Welcome to my channel. Thanks for joining me for another video. You know that I’m on a mission to help you live your best career life and I’m doing so one video at a time. So, if you like the information that I bring to you, click the “thumbs-up” to let YouTube know that you want more information like this to come your way. Also, please share my videos with others who want to level up their career life. Finally, I would love for you to subscribe so that you get notified each time I release a new video.

Introduction:

Probationary, Provisional, Introductory, Orientation, Training, Initiation period, etc. They all refer to the first months to 1 year trial period after you start your new job. It's that crucial phase that determines your future with the company. It’s because you and your new employer use that time to decide if the two of you are a good fit for each other. While probationary periods vary in length of time and specific requirements, the goal remains the same for you, the employee: to secure your position and transition into a permanent role. If there’s such a thing these days.

We all know that starting a new job can be an exciting and nerve-wracking experience all at once. A while back, I did a video on three reasons why employees get fired during their probationary period. So, this video is a follow-up of sorts to that one, but I’m turning the tables today and sharing some proactive steps that you can take to increase your chances of achieving a successful probationary period with your employer.

Understand Your New Employer’s Probationary Period Strategy and Develop Your Own:

Most people still consider the probationary period as the initial months of the employer:employee relationship when employers evaluate new employees. The reality is that it is also the time for employees to evaluate their new employer. So below, I am sharing with you the ways that your new employer will assess your fit for the company. I am also sharing with you the corresponding strategy that you, as the new employee, should implement to successfully navigate the probationary period.

  1. Know that the first starting point of your new employer’s strategy is to assess if you have the necessary skills, knowledge, and cultural fit to be successful as an employee of the organization.

So, as the “new kid on the block,” you should ask your manager for a copy of your job description on your first day of work. Also, ask your manager how they define success on the job.

Take advantage of professional development opportunities offered by the company. Whether it's attending training sessions, workshops, or industry conferences, investing in your professional development demonstrates your commitment to continuous learning and growth. Even if your company’s budget is limited, take advantage of free and low-cost online personal and professional development opportunities through sites like Udemy, Teachable, Coursera, and others.

Exercise resilience, especially in the face of challenges or setbacks. Demonstrating resilience in overcoming obstacles showcases your ability to adapt and thrive in the face of a changing work environment.

Maintain a positive attitude and do not participate in workplace gossip. Your ability to maintain a high level of professionalism in your conduct, interactions, and work ethic will reflect positively on your character and commitment to the role.

Do your best to complete your assignments as requested and in a timely manner. If you can’t meet a deadline, ask your manager for a deadline extension.

Don’t be afraid to ask questions when you are not sure how to complete an assignment. Also, ask for a copy of your company’s employee handbook and read it from front to back to familiarize yourself with the company’s policies. Finally ask for a copy of the standard operating procedures for your position and department and follow them 100% when doing your work.

If you are ever unsure about a task, policy, or expectation, seek clarification from your manager or an authorized co-worker for guidance or clarification. It's better to ask questions and seek clarity than to make assumptions that could lead to mistakes or a misunderstanding that could jeopardize your employment.

  1. During the probationary period, your employer will expect you to demonstrate your job-related abilities and meet performance expectations outlined in their job descriptions.

This is why it is so important for you to ask for a copy of your job description. It will contain the exact duties that you will be expected to perform. It is also crucial that you know how your manager will determine your success on the job. So, ask him/her how they determine on-the-job success.

During your probationary period, read your job description as a part of your getting ready for work each day during your probationary period. Think about your performance on the last day that you worked and honestly think how good of a job you did. Identify areas where you may need to improve. Think of ways that you can do a better job and implement those improvements into your work performance the next time you work. Also be ready and willing to take on additional responsibilities when appropriate. This will help you to get better at your job faster.

Your initiative and proactive approach to your work will shine through and be noticed by your superiors. Showing initiative highlights your enthusiasm and commitment to contributing to the organization's success.

Demonstrate adaptability and flexibility in response to changing circumstances or feedback and remain open to mentorship and feedback. You can learn a lot from those who have been doing the job longer. You can also learn from younger or less-experienced workers who might have free ideas about better ways to get the work done. So, also be open to learning new skills, adjusting your approach, and embracing changes within the organization.

If you ever feel that you need additional tools and resources to perform your job well, let your manager know.

  1. The probationary period allows both parties to adjust to the working relationship.

Familiarize yourself with company policies, procedures, and expectations.

Keep the lines of communication open between you and your manager. Let him/her know that you want to do a great job. Ask him/her for feedback on ways that you can do your job better. Use their feedback to think of any changes that you need to make in the way you work to meet performance expectations.

A little after the half-way mark into your probationary period, ask your manager for a copy of the performance evaluation document that they will use to rate your performance when your probationary period ends. Then do a self evaluation of your performance. Make sure to include ratings for all of your key duties. Also rate yourself on how well you follow directions, communicate, exhibit leadership qualities, interact with co-workers, and produce high-quality work. Share your completed self evaluation with your manager and ask them if your self evaluation matches their rating of your performance. And, ask if the two of you can meet to discuss where there are differences.

  1. Your employer knows the labor laws in your area and they will apply them when necessary. In some jurisdictions, labor laws may provide protections for both employers and employees during the probationary period.

Know your state’s or local area’s labor laws. Research if your state is governed by “at-will'' employment laws. Or, if your industry is unionized. Remember also to research workers compensation laws in your job market. It is very unfortunate, but employee’s often do not know the details of their rights and responsibilities in their state. Often, it is only when/if an incident occurs that they then do their research. Unfortunately, it may be too little, too late.

I can all but guarantee you that you will be the first new employee to have followed this strategy. You will gain even more of your manager’s respect and their confidence in your abilities. They will also be so impressed that they will likely be speechless.

IN CONCLUSION:

Navigating the probationary period requires a proactive approach and a focus on demonstrating value to the organization. So, increase your chances of success, by avoiding the common pitfalls such as reporting to work late, excessive absenteeism, inappropriate workplace behavior:

Keep track of your achievements, milestones, and contributions during your probationary period and beyond. Documenting your successes provides tangible evidence of your value to the organization and can support your case for permanent employment.

Thank you once again for joining me on my mission to help you live your best career life. Remember to like, share and subscribe and I look forward to seeing you for the next video. If you want to see the video on why employees get fired during their probationary period, I’ve linked it right here.

Also, if you need a little motivation and positive self-talk, be sure to visit my online store. It’s linked in the description below.

Until next time… Career Success to You!

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Bullet point
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4 months ago

Employees are just employees. Employees cannot choose where they work. Employers can choose which employees to hire. My spirit and message as an employee is like that. or as such worker. How about you ?

#hiring #employee # employers #jobsearch #motivation #resume #interview #hiringevents #unemployment #aboutmyjob

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Amanda Garcia
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over 6 months ago
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Derek Batterton
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over 6 months ago
Let me please start off by saying that all my felonies are non violent and are drug related.....  I was just a user and every time I got caught up it was for possession. Addiction is sometimes hard to get away from. Most people won't get away from it without help. It took me my last felony I caught to realized that I might have a problem and I started seeking help. I found help at Mission Teens a faith base program and they had one in Brazil Indiana called the House of Hope. I completed the 8 month program 3½ years ago and have had my sobriety every since.
Now seeking employment it has never been so hard untell now.  All I want to do is provide and every where I go I'm turned down and these background companies that run the checks are fast to report the bad in your life but never report the good that you may have done and employers never ask. Not saying my good out weight the bad just saying they should report both sides for the employer to see. I feel that if employer's start asking questions about a person felony they would find that not all felons are bad people. There are some good people who are felons who just made some mistakes in their life and corrected themselves to do better.
It seems I have exhausted all my options to find employment. Like I'm forced down a path in the road that I don't want to take. Soon I won't be able to pay rent soon I will be forced out in the streets soon I will become homeless. 😩
So job seekers KEEP YOUR RECORD CLEAN the best advice that I could give and this from experience. 
Open to any advice. Looked into expungement just don't have the cash. Any advice would be much appreciated. Thank you for your time.

Derek B.

#interview #hiringnews #jobsearch #employer #motivation #employee #background #past #employment #advice #jobseeker

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Ondria James
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over 6 months ago

In medical industries it is extremely important to understand confidentiality. Why? Because violation of confidentiality can bring a heavy lawsuit down on the employer. It doesnt matter if you think because you discuss something of a patient info with close friends who are not in your line of work. Breach of confidentiality is violation of HIPPA law and the employer policy. What if your friend has other quaintences that he/she conversed with rumors circulated without facts and little knowledge of your permitted access or much.

With investigation a person can find the root source of the chain gossip and have you terminated and sue the company for breach of confidentiality. It also speaks volume of the character of you the employee who signed documents of stating you understand such clause and reason.

There is a saying that goes: "Common sense not common practiced."

Common sense should have you ask if you would want someone to do to you as you do to another no matter who they are and the position or titled. Too often people forget that they are human and not the job position or title or credentials. In knowing this common sense of morality, you would hope humanity would function and facilitate kindness and integrity.

Integrity is just as essential for an employee as it is for the employer, the brand and the product and service it offers. Without it the quality is horrible and so is the reputation which falls on those in the business functioning on every level.

I watched a movie for college and was told to write a paper on what I learned and the most important line that stole my heart was this:

"Attitude reflects leadership"-Remember the Titans.

I look at people attitude and it tells me of the person of their leadership. I have witnessed it on jobs. I then ponder who raised the person? Or is this the learning of ill society and social media teaching. It is no wonder so many seek out employment and lie once obtaining the employment and demonstrate poor quality-leadership.

When a leader doesn't have confidentiality of its staff it leads and discuss with those it leads about other employees it creates a problem. That attitude run faster than a wild fire and infects quicker than a virus. Why? Because some fear fomo or rejection and want speak on it.

I watched Caucasian people in position on a job be fearful and they were in leadership, and I knew it was a problem. Companies are driven in the ground when confidentiality and integrity is missing. No need to trust the ethics line because it is plagued with the same kind of people. I am sure when the owner visioned the company it was not thinking or planning such persons would tarnish the dream and vision of the company and hold fast to the values and mission.

So job seekers. Be the difference you desire to see and not absorb bad company or habits and keep confidentiality.

#Confidentiality #Employer #Employee

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Jeff Magnuson, MBA
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over 6 months ago

Around this time of year, many managers present their employees with formal annual reviews.

For many, these meetings can make employees nervous, but, when done properly and professionally, these reviews should be non-events.

Good managers will communicate with their employees THROUGHOUT the year; giving constructive feedback so employees can grow and progress in the organization and in their own careers.

Therefore, when the annual review comes around, it should simply be a documentation of the main points discussed during the last year. That’s it.

Not-so-great managers won’t actively manage their employees and will potentially use the annual review to sabotage and/or hold employees back from a promotion or a raise by first giving negative feedback during this time.

Use your annual review to gauge how you feel about your current company.

If you find yourself surprised (in a bad way) during your annual review, take it as a clear sign that your current company may no longer deserve your efforts in 2021.

Alternatively, an easy, fair review with no surprises is a good indicator of a strong manager and a positive work environment.

#management #advice #employee #workplace

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Kimberly Winals-Warnecke
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over 6 months ago

Question....Should a company give a former employee a second chance if they walked off their job? #SecondChance #Employee #jobsearch

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Debra Richards
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over 6 months ago

Don't work at Menards Manufacturing they do not care about you, you are just a body that can be easily replaced as my manager Virgil kept reminding me.

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Debra Richards
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over 6 months ago

They say they have 401K but you find out they do not match later.

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Cade Thompson
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over 6 months ago

Don't half ass it do it through and through to the best way you can and be prepared to cry cause there's lots and lots of onions

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