3 Things I Learned about People from People in 2017

People are absolutely fascinating creatures, and during 2017 I met roughly 520 (give or take) individuals all with their own unique personalities, aspirations, and skills.

One of the best pieces of advice my director gave me was about unconscious bias: see quiz to test yours here https://www.iknowho.com.au/blog/2017/06/unconsciousbias. Essentially how NOT to make up your mind about someone in the first 30 seconds and also (and this did not come naturally to me at first) how to listen. This was a professional breakthrough for me but also a personal one. Coming from an advertising background my ability to talk at people was the money maker, and yes it still comes in handy but the power to really listen to someone is where the real value lies and trust can be gained.

I am proud to say I have wonderful relationships with my candidates who trust me enough to put their professional future in my hands, and that is something I take very seriously. This honour has come from getting to know every candidate individually, hearing their experiences, learning about their personality and also their professional dreams and aspirations.

Although every individual is unique, I did seem to notice trends in their experiences and hopes for the future that it made me realise in essence we are all connected in some way:

Positive re-enforcement creates happiness.

I love to ask the question what have you most enjoyed or are proud of in their career? 99% of the time their face will light up and immediately return to a place where they felt happy and a strong sense of achievement. It isn’t always about what the project was – it was how it made them feel. Give your staff or peers positive reinforcement for their achievements – you just don’t know the milestone memories you might be creating for them.

Career progression isn’t just a title change, it’s being publicly given more responsibility and trust within the company.

People need to feel they are growing in their role and lives, the most dangerous thing to a business is bored staff (but that’s a whole other article). Funnily enough, whacking the word senior in front of someone’s existing title doesn’t do very little to inspire. People want to feel they are stepping up and being given more responsibility and trust within the company, if you have a flat structured business you will still need to create paths of progression for each member of your team. Make it personal to them – not everyone wants the same thing or in the same amount of time. Use incentives to motivate, tangible achievements can also be a way to show progression.

People won’t always remember what happened, but they will always remember how it made them feel.

Interacting with so many people on a daily basis, unfortunately, it can become difficult to remember each individual (because I’m not a robot). What I do remember very vividly though is their energy. Interactions with people who have a great vibe give me energy and it's infectious! You physically feel better coming out of a meeting with someone motivated – it’s so refreshing and it’s contagious. If you can bring your best self to work each day (and some days will be better than others) you will start to feel the environment around you change as your positive vibe spreads. NB if it doesn’t spread get out of there the place is a morgue. As a rule of thumb though creating a positive energy in our daily routine will have a profound effect on your work and personal life. It might take a conscious effort at first and I encourage personal breaks, but soon enough it will be second nature and people will literally gravitate towards you (great for business).

I hope those insights left you with a few ideas that will help with planning the best 2018 ahead!

Have a safe and happy Christmas break.

< Older Post Newer Post >

Sunny days ahead!

By Kristina Gerdov • 11 Apr, 2024

When 72andSunny asked us to help them recruit a new Client Services Director to spearhead their next stage of growth, iknowho Lead Talent Partner Sheryn Small got to doing what she does best.

Top Tips for Successful Onboarding

By Kahli Fenn • 27 Mar, 2024

Did you know that approximately 80% of people that start in a role will make the decision of whether they will leave in the first few months?Yikes! Talk about pressure to get it right. It’s like they say, you never get a second chance to make a first impression. So let us help you stand out and set your employee up for success! Onboarding starts before the start date Let’s not make the mistake of thinking that once the contract is signed that the hardest part is over. What comes next is your chance to shine! 1 week before the start date - get in touch with your new recruit to say you’re looking forward to having them join the team. Include where, when, and who to ask for when they arrive. If you don’t have this detail yet, let them know that someone will get in touch a few days before to set them at ease that it’s all organised and under control. Develop a structured induction program and block time in diaries for those involved to ensure that all colleagues have this time allocated and can plan ahead. 1 day before the start date - send them a text message. A simple “Looking forward to seeing you tomorrow!” can help new starters feel welcome and will calm any first day jitters. Ensure you have all tech ready to go, including computer passwords, logins, swipe cards etc. It’s a good idea to have IT on standby too as some sort of technical issue is bound to come up. 2. The first day Ever started a new role and looked around to realise it’s a ghost town? Not a great look. Plan to have them start on a day where the majority of people are working from the office rather than from home - we know that culture is key for marketers, so make sure they experience it at its best from day 1. Energy and vibe play a big part in this. Welcome pack. Include a “surprise and delight” when they first sit down at their desk. This could be a mixture of company branded items (like notebook and pens) to a handwritten card or note from them team welcoming them. You may also like to include some added details like the best places for lunch or coffee in the area. Think about your employer brand and tone of voice and what kind of welcome would best represent your style, after all, that’s what the candidate has bought into. I once started a new role and had 3 x coffee vouchers for the best café around the corner, it’s the little and thoughtful things that leave a lasting impression. Assign them a buddy - usually a colleague in a similar role that they can shadow and ask any questions about process, systems or where the bathrooms are! The line manager may not always be available so having this person helps them feel welcomed, supported and part of a community from the get-go. 3. Employee retention How you engage in the first few months is crucial to employee retention. Just as much as it’s time for the candidate to showcase why you hired them, it’s also time for you to deliver on what you discussed in the interview process too e.g. company culture, values, management style. It’s important to set your employee up for success by setting time-bound expectations and objectives, ensuring you’re both on the same page. Breaking these down by month and structuring regular catch-ups to discuss feedback are a great way to have open conversations around performance. E.g. Expectations from months 1-3 vs 3-6. In the first month, we recommend a daily more casual check-in for junior candidates and at least weekly for more senior candidates. Having these diarised, even if short meetings, are essential to allowing open discussion and ensuring everything in on track. We know finding the right person for the role takes time, money and effort, so ensuring you have a solid onboarding process in place is a crucial element to a successful hire. By investing in a well thought out and purposeful process that reflects your employer brand, you are not only investing in your new employees but also in the long-term success of the company. As your recruitment partner, we’re here to support onboarding new hires into your business to help you get the best outcome. Keen to chat on how we can do that for you? Reach out to one of our Talent Partners to discuss.

the word freelance is written in scrabble tiles next to a keyboard

Could a freelancer be the gift your team needs?

By Christine Gilbert • 29 Nov, 2023

At iknowho we understand how busy both agency and in-house marketing teams are in the lead up to Christmas. There are many benefits of using short term freelancers, so let’s explore how they can be a valuable addition to your team through the busy Christmas / New Year period. Short term freelancers offer your team: Flexibility Short term freelancers are available and can usually start within a week. Whether you need a specialist for a short-term campaign or additional support during busy periods, freelancers offer the flexibility and agility needed to meet rapidly changing workloads & high project timelines. They give you the flexibility to hire talent on-demand without the commitment of a long term employment contract (and using our payroll services can help you get around head count issues too!). The skills you need You know the exact projects a short term freelancer will work on, allowing you to hire someone with the specific experience / skills needed complete the tasks at hand. Diverse Experience & Energy Many agency suits and marketers build a career through freelancing. Their diverse experience working with different businesses results in freelancers having a fresh perspective & injecting fresh energy into the team. Competitive Rates iknowho freelancers are paid a day rate which includes a loading for leave entitlements. There are no upfront fees, you only pay for the days they work. And we can also offer payroll services if needed. Download our salary guide for day rate equivalents, or use our day rate calculator here . They hit the ground running With experience in similar positions, freelancers join your team with a fresh perspective and focus on delivering specific tasks. Their ability to hit the ground running and work independently also frees up your time! Although permanent hiring traditionally slows down this time of year, the use of short term freelancers usually picks up. Our clients commonly use short term freelancers to: Deliver high volume work in a short timeframe Cover staff holidays Get around head count freezes Manage ad hoc projects outside their teams’ usual scope of work or current capabilities So, whether you are looking for an AM with integrated experience, a SAM with CRM and social skills, an integrated campaign manager, digital marketer, or even a more senior suit to support team leadership and manage senior clients? We’ve got you covered! Reach out to one of our experienced Talent Partners to discuss your needs today.