When we fall short in our professional lives, it is easy to blame someone else-the company, low pay, uninspiring coworkers, a stale love life, lack of coffee, a bad boss, or whatever.
While these things can play a role, sometimes we have to look closer to home and admit, “It’s not them, it’s me.” We are the reason for our own underperformance.
If you’ve been slacking off or not giving your best performance at work, there are some simple but important rules you can follow to rehabilitate your reputation with bosses and coworkers alike; become noticed, valued, and more productive. In any job, effort and determination go both ways, so if you are still noticing issues within your workplace, managers may get positive use from conducting a feedback survey from their employees. Using resources such as https://www.qualtrics.com/experience-management/employee/360-feedback-survey-questions/ for assistance can help with this and be of benefit to employers and employers alike.
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A simple but effective performance enhancer to consider embracing is a positive attitude. As Mark Cuban said in a recent CNBC Make It article, “One of the most underrated skills in business right now is being nice. Nice sells . . . don’t be a jerk.”
Bad Habits That Undermine the Qualities of a Good Employee
Sometimes to let in the good we have to first let go of the bad. It’s worth checking out this article from Business Insider, “Bad habits that make everyone at work hate you.”
It’s well-thought-out list of 14 behaviors to avoid, including ones like bragging too much, showing up late and complaining too often. If you can identify with any of these, time to rid yourself of your old, bad habits and adopt, or strengthen, these positive ones.
What Are the 7 Qualities of a Good Employee?
So, what makes a good employee? Here are 7 qualities to consider.
1. Make yourself more interesting
There’s more to life, and interesting people, than work. So go to a movie, take a hike, read a book, listen to a podcast, take a class, find a new hobby. Not only will you have new things to talk about at work, but your confidence will develop, knowing that you are able to start a conversation. This will make you a better, more rounded employee and it will help you avoid the pitfall in point #2.
2. Stay away from gossip
It’s very tempting to linger and listen when you hear a juicy conversation going on.
Sometimes we listen and repeat without confirming if it’s fact or fiction. Being a part of a gossip circle can negatively affect your attitude, limit your chances of developing relationships with more conscientious coworkers, and end up with a reputation of someone who can’t be trusted. If you hear it, don’t repeat it.
3. Look for opportunities to interact with the boss
Don’t shy away when you see the boss coming. Instead, perk up, make eye contact, look approachable. At meetings, arrive early and take that time to say hello or offer to help. If you keep up with the company’s social media posts, you’ll always be prepared to hold a conversation. If you think there are any general courses or training you can take up, discuss it with your boss. For example, you can take up health and safety training if your work entails the use of high-risk equipment. Be proactive and approach your supervisor to express your interest.
4. Expand your circle of work relationships
It is natural, and practical, to belong to work cliques. It’s also wise to explore relationships with coworkers outside your small circle or department, including ones with people of different ages and genders.
5. Be open to opinions and criticism
If your goal is to grow and advance in your industry, or become a more valued employee, humility and grit are required. Be humble enough to ask how a task or project could have been done differently or better. Accept criticism, no matter how crudely it is delivered. And before reacting, analyze it-it could turn out to be a gift. Don’t allow ego to dictate your reaction. This could be the difference between HIPPOs considering you to be the high-potential employee who follows in their footsteps when they decide to leave or retire. Take any criticism on board, and use it to your advantage.
6. Limit time spent with negative coworkers
This can be challenging when you work close to each other. If so, steer the conversation to neutral, work-related topics.
Politely cut them off as soon as they start complaining about the same old stuff: “I understand that you’re upset about X. Why don’t you talk to manager Y.” Or a more direct approach: “I don’t focus on negativity, so let’s change the subject.”
7. Develop a personal code of ethics
Naturally, you are expected to know and comply with the company’s Code of Conduct policies, which, if followed, can be extremely helpful. However, it’s also good to establish a personal set of ethics to use as a guide that can help you productively and professionally manage prickly situations and conversations.
For example, “tact” is one of my go-to code of ethics. Before I respond to a rude remark or comment or a difference of opinion, I ask myself if my reply would pass the test. Is it civil, courteous and accurate? How we respond can determine whether the situation worsens or improves.
People Come and Go. Reputations Last
If after reading this, you think, “This is a bunch of outdated crap,” then maybe you are in the fortunate position of being exceptionally talented or possessing the skills and knowledge that are in high demand (at least for now). Or maybe you have a financial cushion that allows you to adopt an apathetic attitude towards work and coworkers, so you don’t have to worry about the qualities of a good employee. Cool. Just one thing; jobs, colleagues, and companies come and go, but your reputation follows and precedes you. If you wanted to learn more about the management side of small business and business in general click here. The more you know the better your reputation will be with the right ingredients.
Rosalinda Oropeza Randall, Workplace Civility, Soft Skills, Business Etiquette Expert, Media Source, and author of “Don’t Burp in the Boardroom.
Presentations are available to support HR policies and harassment compliance, address concerns, or to avert potential inclinations – upgrade or set a standard of communication and behavior – Up and coming managers – Interns – New-hire orientation process – Professional development events or conferences – College/university students – Athletes on public behavior – Actors to prepare for roles – NEW! Attorneys; polish client’s professional presence for a court appearance.
For more information, please contact me via email, or by calling 650.871.6200 before a dilemma turns into front page news.