Workgate

What if the toxic person is you? 🙇🏼‍♀️
💁🏼‍♀️ If you notice that colleagues do not want to communicate with you, avoid meetings, and are reluctant to agree to work in a team, you may be that very toxic colleague.

🙅🏼‍♀️ Analyse your behaviour. Do you like to complain? Or, on the contrary, do you constantly brag and talk only about yourself? Do you not listen to others but only criticise everything? Do you not know how to console and show emotions?

🧏🏼‍♀️ Awareness is already half the work done. Ask colleagues and supervisors for honest feedback about you - they can be your toxicity test. Then it remains to be attentive to yourself and your behaviour, to approach communication more consciously and think about others, and not just about yourself.

7 Types of toxic people at work

Toxic behavior can manifest differently: someone criticizes everyone, demands too much, and constantly complains. Toxic people can be conditionally divided into seven types:

1️⃣ Sabotage Man
🆘 Constantly dissatisfied with something: tasks, clients, salary, management, and colleagues. He criticizes all ideas without even analyzing anything, and the rules are not written for him. Everything he says about his place of work is a complete negative.

2️⃣ Victim
❌ It seems to such people that they are underestimated, treated rudely, and in general, everyone around them is unfair. Victims constantly complain about their health and excuses for personal inefficiency.

3️⃣ Gossip
🆘 Gossip and intrigue are their habitats. They know all the news, and those who do not know will come up with themselves. Gossipers love to provoke conflicts, deceive and manipulate.

4️⃣ Miniboss
❌ Constantly climbs into other people's business with unnecessary advice - after all, he knows better what is right. He creates around himself the image of the most essential and valuable employee in the company, although this is not so. Usually, these are the people who have been with the company the longest, who have stopped growing professionally but still think that they are more important than the rest.

5️⃣ Critic
🆘 Typically, such employees are too demanding of colleagues. They downplay the merits of others and often complain to management about teammates. They constantly correct everyone and give feedback even when no one asks.

6️⃣ Lazy
❌ He constantly dodges tasks, does not turn in work before the deadline, does personal business in the office, or sits out his pants. More intelligent lazy people have learned to delegate their tasks to others. It creates the appearance that they work, although they are useless.

7️⃣ Aggressor
🆘 Some express hostility in a passive-aggressive way: implicit insults, manipulation, resentment. And some are direct insults, raising their voices and making colleagues feel down.

How To Deal With Toxic People If You Are A Colleague

💁🏼‍♀️ Build personal boundaries❗
Show how you can communicate and what topics can be discussed and which are prohibited. Fight back if the Critic breaks them, say you're not ready to listen to whining if you're working with the Victim, and tell the Gossip that you're not interested in smoking room conversations about colleagues.

🦾 Reach for help❗
Try to control yourself. A toxic person often provokes unpleasant emotions. Their negative impact will decrease if you have someone to share them with. If a toxic colleague fails to get you emotional, he will calm down after a few attempts and choose another object of influence for himself.

Keep the conversation going so you don't let a toxic colleague manipulate you.

5 OUTDATED RECRUITING PRACTICES

❗ Mistake #1. Checking the candidate's recommendations at the final stage

👉 According to the reference verification service, 78% of candidates cheat when applying for a job. In addition, 66% of employers believed the applicants, not recognizing the lie at the interview - or put up with it.

❗ Mistake #2. Long term for deciding on a candidate

👉 Suitable applicants do not wait long - they are taken away by competitors. The sooner you respond, the less time the candidate will have to interview elsewhere. It means that he is more likely to choose your company.
24% of applicants lose interest in the organization if they do not receive a response within a week after the interview, another 47% - in the first two weeks.

❗ Mistake #3. Mass mailing on LinkedIn

👉 According to The Open University, 79% of candidates use social media when looking for a job. Among applicants under 35, this figure rises to 86%. However, mass mailings on social networks, including LinkedIn, are not ideal. Moreover, only 25% of candidates open job offers.

❗ Mistake #4. Recruitment of personnel according to criteria that are not related to the primary responsibilities

👉 According to the large American HR-community SHRM, closing a new vacancy costs the business 50-60% of an employee's annual salary. If there are too many selection stages or the company is looking for the perfect candidate, the indicator increases.

❗ Mistake #5. recruiter subjectivism

👉 It happens that HR specialists are guided by their feelings, not by the business's request. For example, male recruiters give higher ratings to members of their gender. And the attractive appearance of the candidate doubles the chance of getting a job.
Emotionally assessing applicants is difficult. And during the recruitment process, you can be trapped in stereotypes and attitudes.

How to deal with toxic people if you are a leader ❓

📌 It would be best if you understood once and for all that the negative impact of a toxic person negates the merit of good workers. And even if the employee seems to be productive, does a lot of work, and does it consistently well, his negative influence on the atmosphere in the team prevents others from working to their fullest. We need to get rid of such employees.

With the advent of understanding that it is time to change careers, a person begins to analyze the market, look for opportunities and ways of growth.

💁🏼‍♀️ And before moving to a new position, such difficulties arise:

🖍 No up-to-date knowledge in the professional field

◽️ A person who graduated from a university 10-15 years ago came to work, and at the current level of knowledge and skills, he had enough. Still, they are no longer enough for a career breakthrough since the market has gone ahead.

🖍 There is knowledge, but there is no certificate or diploma

◽️ A person regularly self-taught for the sake of interest studied new tools. Still, he does not have formal confirmation of this knowledge - a diploma or certificate attached to a resume or shown at an interview with HR.

🖍 No required professional status

◽️ Several professions require a certain professional level or status: for example, for a career in the civil service, you need a completed master's degree, for most top management positions in large companies - an MBA or master's status, for law enforcement agencies - military service.

🖍 No work experience required

◽️ The resume lacks the specialized experience, portfolio, or projects needed for the positions of interest.
If there are no barriers, then the need for retraining does not appear - a person moves to a place of interest to him.

◽️ Suppose one or more barriers from the list have arisen. In that case, they have to be overcome - more often than not, there is an idea to undergo retraining, get additional higher education or find an internship to gain the missing experience.

The choice of the appropriate option will depend precisely on what obstacles have arisen - that is why it is so important to first decide on your career goals and then act.

A resume is your business card 👔

Be extremely careful with your resume - it is a precious pass to an interview ☝️
A hastily written resume might work only for super-professionals who have a queue behind them. If you are an ordinary person, think about why you should be chosen from hundreds of the same, if you did not even bother to put together a good resume?

What is the perfect resume? 🚶
In addition to being painstakingly and meticulously written, it should be informative, clearly structured, reported to the point, without a single mistake, no more than two sheets, and, preferably, originally submitted - these are the main tips on how to write a good resume.

In this case, it is advisable to send along with the resume and a correctly drawn-up cover letter, even if the employer does not require this. This technique will help you stand out from the crowd of people like you by motivating you to work in a particular company 🤞👌

Are you opening a new facility, store, or call center?
Do you need to close many similar positions?
Because of the increased volume of work, do you need staff on a tight schedule?
Do you attract a large number of seasonal staff?
Do you need a large number of employees in entry-level positions?

Workgate will help you with mass recruitment of employees in the following areas:

🧑‍💼 Retail trade: sellers, cashiers, merchandisers, promoters, handymen.
🧑‍💼 Logistics: drivers, database operators, operators, pickers, supervisors, movers, storekeepers.
🧑‍💼 Administrative positions: secretaries, Department assistants, call center operators.
🧑‍💼 Production: locksmiths, turners, assemblers.
🧑‍💼 The hotel and restaurant industry: waiters, maids, porters.

The job description plays a significant role in regulating the relationship between the head of the enterprise, department, and the employee. Such a document allows you to distribute responsibility between employees reasonably, securing each for a separate part of the work.

The development and approval of the job description of the employee allow:

1. Fix the employee's labor function, define his responsibilities;

2. Influence employees who refuse to perform specific tasks;

3. To hold employees accountable for offenses related to non-performance or improper performance of official duties;

4. Prohibit requiring an employee to perform work that is not stipulated by the employment contract;

5. If necessary, confirm that the employee has exceeded his authority when prosecuted.

Having a job description, the boss can always demand a report on the work performed and monitor the performance of duties. In turn, a specialist can protect himself from performing unnecessary responsibilities not assigned to him. The presence of instructions increases the responsibility of each specialist.

Profile Personality Analysis of personality allows you to determine as accurately as possible a person's behaviour in various spheres of life - to designate his self-portrait, behaviour in a stressful situation, and current behaviour at work. The report provides insight into intrinsic motivators, strengths, and limitations.

The PPA report describes three main components:
- Self-portrait;
- Behavior in a stressful situation;
- Current behaviour at work.

The report also provides insight into each employee's intrinsic motivators, strengths, and constraints.

This service provided by our company helps obtain reliable information about the applicant's personal qualities.
After passing the analysis, the employee receives a written report and feedback from a Workgate Certified Consultant.
Visit our website to order a professional Profile Personality Analysis.

Life hacks that will help you like the tough HR manager

🗣 Do not place your phone on a table (especially with the screen facing up).EEvenages and calls flashing messages and rings can be very distracting and annoying to the interviewer. If this interview is significant to you, the rest of the business will wait.

👤 Prepare for an interview.
Preparation for an interview with an HR manager is required if:

• You are not a natural speaker;

• You do not know anything about a potential company (in this case, you should familiarize yourself with the main dates, numbers, and names of managers;

• The interview is not in your native language.

👥 Be able to articulate your conditions clearly.
Agree, it’s strange when you smile and nod throughout the interview and then leave with the thought: “No, I don’t agree to that.” It would be more honest and appropriate to name your payment conditions, schedule, etc., calls familiarise immediately.
The HR manager will pass this information above, and if your requirements fit, you will continue to have a meaningful conversation about employment and not waste each other’s time.

Why do you need an internship?

An internship is essential and needed for several reasons. Its main difference from classical employment is that both parties can look closely at each other without special obligations.

For students

It is difficult to make any radical, serious decisions about employment immediately after graduation. In this regard, the internship can be considered a simplified version of employment, valid for a limited period. It is needed to:

📍Learn the specifics of the work and gain the necessary experience.
It may not be possible to get a job in the chosen company, but practice and knowledge will allow you to make more good choices in the future.

📍Understand the mode and schedule of work. In many cases, this is extremely important. If a person did not work in principle or was interrupted by occasional earnings in the past, the full-time regime can be a revelation for him. The internship helps to get used to the rhythm of work of a potential employer and decide whether to arrange this rhythm or not.

📍Get an entry in the employment record book. An internship is usually formalized, and even the fact of an internship in a large corporation, regardless of whether you can get a job there in the future or not, can play a role in further attempts to find a job.

📍Make valuable acquaintances. During the internship, a person communicates with a large number of professionals. These connections can be helpful in the future, both for cooperation and employment.
Earn. Not all internships are paid, but more often, such work is still paid. Even less than a full-fledged employee, but you can earn some money. Although most often this item is considered by applicants as a nice bonus rather than as an end in itself.

Want to know more❓ Visit our website

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