Month: August 2024

Categories
Managing Leaders

5 Steps to Overcome a Career Plateau

By Angela Oghenejode

A career is more than just a job, it is what we diligently build with our skills and talents while providing personal fulfillment and a sense of purpose.

The moment you no longer feel fulfilled, recognized, appreciated, and undervalued, a career plateau sets in. This occurs due to several factors, reaching a stage in your career where it feels like progression is no longer possible, lack of job openings for growth, or personal factors that curtail career development. This often leads to feelings of being stagnant in your current role, decreased motivation, frustration, boredom, and dissatisfaction with the work environment or career prospects. Encountering a career plateau should not signal the end of the road, rather it is a time to go back to the drawing board to reassess & reinvent to come back renewed.

Here are five steps to help employees and employers overcome a career plateau.

1. Recognize the Signs

For employees, the first step is to recognize the signs of a career plateau—feeling bored, unchallenged, or stuck in the same position for an extended period. Employers should also be vigilant in identifying these signs among their team members, as it can affect job performance and overall productivity. Conducting a self-assessment helps employees understand their strengths, weaknesses, and career goals, which is essential for determining the root cause of the plateau. Employers can facilitate this process by offering regular performance reviews and feedback sessions.

2. Pursue Skills Development

Employees should actively seek opportunities to upgrade their skills through professional development courses, workshops, or gaining new certifications. This not only prepares you for future roles but also keeps you engaged in their current position. Employers can support this by offering a robust training and development program that includes internal training, online courses, seminars, and even tuition reimbursement for relevant studies. By investing in employees’ growth, companies not only enhance their talent pool but also improve employee satisfaction and retention.

3. Explore New Responsibilities

Employees who feel stuck should look for new challenges within their current roles. This might include taking on additional responsibilities, seeking out job rotation opportunities, or leading new projects. Employers can play a crucial role by identifying and offering these opportunities. Even if there’s no immediate chance for promotion, giving employees more autonomy or new tasks can make their current roles more fulfilling and prevent burnout.

4. Facilitate Networking Opportunities

Networking is vital for career growth. Employees should actively engage with peers, attend industry events, and build connections that might lead to new opportunities or career insights. Employers can foster networking by encouraging participation in professional organizations, hosting company events, and promoting cross-departmental collaboration. A strong network can help employees explore new career paths and gain perspectives that are essential for overcoming a plateau.

5. Seek Mentorship

Mentorship can be a powerful tool in navigating a career plateau. Employees should seek out mentors who can offer guidance, share experiences, and encourage during challenging times. For employers, establishing a formal mentorship program can help employees connect with seasoned professionals who can guide them through their career journey. This not only benefits the employee but also strengthens the organization by building a culture of continuous learning and support.

A career plateau, though difficult, offers a chance for growth for both employees and employers. By identifying the signs, enhancing skills, taking on new challenges, expanding networks, and seeking mentorship, employees can revitalize their careers, while employers can foster a more engaged and energized workforce. When navigating a career plateau, remember Jenny Steve Jobs’ advice: “The only way to do great work is to love what you do. If you haven’t found it yet, keep looking, don’t settle.” Let the plateau drive you to discover the best opportunities and focus on where you want to be.

About The Author

Angela Oghenejode is a product manager at HumanManager, where she is responsible for system users’ performance and overall business growth. Angela holds an MBA, and she is an Alumna of the Lagos Business School.

Categories
Innovation

Guide to Payroll Management for Global Teams 

By Aisosa Ajayi

In today’s globalized world, businesses often extend their reach beyond national borders, establishing global teams. Managing payroll across different countries poses unique challenges. Here are five essential strategies for Human resources, compensations, or total reward professionals to manage global payroll effectively, ensuring compliance, efficiency, and employee satisfaction. 

  1. Navigate Local Employment Laws 

Complying with local employment laws is crucial for global payroll management. Each country has unique tax system, employee rights, compensation standards, and mandatory benefits. Familiarize yourself with local payroll laws, including tax obligations, social security contributions, and labour requirements. Engage local payroll providers, tax consultants, or legal advisors to avoid legal issues and penalties. 

  1. Choose and Integrate Payroll Solutions 

Selecting the right payroll system is vital for efficiency and compliance. Use cloud-based software for multi-country payroll processing, offering automated tax calculations and custom currency conversions. Ensure integration with existing HR systems to streamline processes, reduce errors, and enhance reporting capabilities. 

  1. Establish Clear Communication and Policies 

Effective communication and transparent payroll policies are essential. Develop clear, accessible policies outlining payment schedules, benefits, and tax implications. Conduct regular check-ins with employees to address payroll-related questions and gather feedback for continuous improvement. This ensures everyone is informed and issues are promptly resolved. 

  1. Manage Currency and Exchange Rates 

Handling payments in different currencies and managing exchange rate fluctuations is critical for fair compensation. Pay employees in their local currency to avoid exchange rate issues. Regularly monitor exchange rates when local currency payments cannot maintain equitable pay standards.  

  1. Ensure Data Security and Privacy 

Protecting payroll data and complying with regulations like GDPR is paramount. Implement strong security protocols, such as encrypted data storage and secure access systems, to safeguard sensitive information. Train payroll teams on data privacy practices to ensure responsible handling of employee information and compliance with international standards. 

By focusing on these strategies, Total Reward professionals can effectively manage the complexities of global payroll, ensuring compliance, efficiency, and employee satisfaction. Embrace these practices to enhance overall employee satisfaction and strengthen human resource management. 

“Selecting the right payroll system is vital for efficiency and compliance”

About the Author

Aisosa Ajayi coordinates communications and experiential marketing at HumanManager, where he is responsible for curating and managing messaging, developing content, and staying attuned to industry trends in human resources management.

Categories
Managing Teams

Tips For Building Your Team’s Psychological Safety  

By Helen Akhidenor 

Psychological safety is the shared expectation among employees that they will not be embarrassed, rejected, or punished for sharing ideas, taking risks, and seeking feedback. It does not mean that everyone is nice to each other all the time. Instead, it encourages open dialogue, honest feedback, and constructive conflict resolution, ensuring that everyone feels valued and heard. 

Psychological safety directly impacts an organisation’s bottom line. It is, however, harder to build psychological safety in a hybrid or remote work environment because interactions are primarily virtual. These then present unique opportunities for leaders to forge connections through intentional and authentic communication. 

Read on to discover tips to build your team’s psychological safety: 

  1. Prioritise Learning Over Execution  

When projects fall short, pause to analyse the situation rather than rushing to fix it. See setbacks as valuable learning opportunities that can fuel team discussions and collective problem-solving. This approach fosters an open dialogue devoid of shame, empowering team members to speak candidly about challenges. 

  1. Encourage Experimentation  

Innovation thrives on the willingness to explore new ideas. Promote a culture where taking risks is welcomed and define success in terms of hypothesis testing rather than certainties. This mindset not only encourages creative thinking but also reduces the fear associated with failure, making team members more likely to share bold ideas. 

  1. Foster Curiosity 

As a leader, demonstrate curiosity by asking questions that challenge the status quo. This behaviour not only initiates meaningful conversations but also establishes an environment where vulnerability is accepted. When leaders show that they too have room to grow, it encourages team members to embrace their learning journeys. 

  1. Own Your Mistakes 

Acknowledging your fallibility is essential for promoting psychological safety. By transparently discussing your errors and taking ownership, you set an example for your team. This openness cultivates an atmosphere where team members feel comfortable admitting their mistakes and learning from them collectively. 

  1. Nurture Team Values 

Clear values and norms are integral to maintaining psychological safety within the team. Create a shared mission statement that outlines the principles your team should follow. Regularly revisit these values to ensure they resonate with evolving team dynamics and encourage accountability to uphold them. 

Building a psychologically safe team is a continuous journey that requires commitment and effort from leaders. By implementing these practical tips, you can create an environment where team members feel empowered to express themselves, take risks, and contribute to the organization’s success.  

Remember, fostering psychological safety not only enhances team dynamics but also drives innovation and performance, ultimately leading to a thriving workplace culture. Embrace the challenge and watch your team flourish. 

Equip HR and managers with tools to engage, recognize, and drive performance. Explore HumanManager