How Not to Be Awkward on Your First Day

December 11th, 2018

Your new job is about to begin! Roughly two weeks from now, you’ll be stepping into a new workplace, with new responsibilities, new clients, and new coworkers. But there’s one small challenge lying ahead that’s unique to your specific personality; You’re an awkward person, and your shyness and social anxiety don’t usually help you in these types of situations. In fact, sometimes they really stand in your way. Here’s what to do about it.

Don’t let your worries run away with you.

Anxious people tend to overthink, and when they overthink, they overestimate the problems and challenges that lie ahead. Molehills become mountains and small monsters become unslayable dragons. Imagine the worst-case scenario that looms in your mind—Is this scenario truly realistic? Of course not. Dial it down, and then down again, until it reassembles a situation that reflects real life.

If you seem happy and okay, everyone around you will relax.

If you’re visibly nervous and upset, others around you will pick up on that energy. The opposite is also true. Frame your calm demeanor as an effort to help others. Think of your relaxed smile and easy energy as a gift to those around you. It’s a friendly form of reassurance.

Try to remember names.

You’ll be blasted with lots of new information on your first day, and some of it will slide in one ear and out the other. That’s natural and normal. If what you’re hearing is truly important, don’t worry; you’ll hear it again. Meanwhile, take notes and prioritize the value of what you’re hearing and which bits you really should try hardest to process and remember. The most important thing will probably be names. So, each time you shake hands with a new person, make a conscious effort to listen to the person’s name, repeat it in your mind, and file it away.

Don’t sweat your small mistakes.

During the first day on almost any job, a new employee is universally given a kind of break. Take advantage of this fleeting moment and don’t beat yourself up over small blunders. Save that for later. For now, just fix your mistake or shrug it off and move on.

Remember where you are.

New employees—especially those who feel awkward in unfamiliar situations—are prone to one specific and common type of embarrassing blunder: forgetting which hallways they’ve walked down, which doors they’ve gone through, and where they are in the workplace. “How do I get back to my desk?” is a more common question than you might think. Do yourself a favor and anticipate this. Don’t just follow your new supervisor around blindly.

For more on how to keep a cool head and an easy relaxed attitude during your first day in a new workplace, talk to the career management consultants at PSU. 

Are Your Employees Burned Out?

December 7th, 2018

Great managers wear lots of hats. They’re coaches, organizers, schedulers, budget masters, and when necessary, they’re teachers, speakers, conflict negotiators, and diplomatic liaisons. They’re also great at taking care of the company’s most important and most valuable assets: its employees. Employees don’t just walk in the door already knowing what to do and contributing at maximum levels. They need managers to make sure the right people are assigned to the right tasks and every employee can access the tools they need for success.

Unmotivated and disengaged employees are NOT contributing at their full potential. And when teams are burned out, it’s the manager’s job to step in and set things right. Here’s how to recognize the signs and take action.

What does burnout look like?

Burnout takes several visible forms, but here’s something it DOESN’T look like: an employee walking into your office and saying, “I’m burned out.” That doesn’t happen. The signs are subtle, and it’s your job to spot them. Look for weariness, distraction and vague responses to new assignments. If your employees accept tasks by saying “I guess I can try” or “I’ll see what I can do,” take a closer look at the situation. The same should be applied to excessive sick days, quarreling and chronic bad moods.

Start honest conversations.

If you think your employee may be overloaded or disengaged, ask them to join you for a chat or take them to lunch. You don’t have to say, “You look burned out,” but feel free to diplomatically ask them how they’re feeling and how their days are going. If you hear signs of trouble, make note. Find out what you can do to help.

Keep an open mind when choosing a solution.

Your burned-out employee may be any number of things: overworked, frustrated by specific obstacles, distracted by non-work events, or simply bored and dispassionate about a job they once loved. Each of these will require a different response from you, so listen carefully before you develop a plan of action.

Keep career development on the table.

If your employee is overworked, take some jobs off their plate; that’s easy enough. But if they’re unmotivated because they’re outgrowing the job or in need of new challenges, bring the full force of your training and connections to bear. Find new ways to help them advance within the company, provide training in-house, provide resources that can help expand their education outside of the workplace, or learn more about their goals, so you can help them reach them.

Get burnout under control before you have to deal with a bigger problem: high turnover. Start by contacting the management experts at PSU.

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