Performance reviews can make employees nervous.

Common questions that might roll through the mind: What will my manager say? Have I achieved enough? What if their feedback is terrible?

The presence of the unknown can be unnerving in these annual assessments.

But they needn’t be.

While performance reviews evaluate your success against certain markers, they are also dialogues with your manager about improvement, ambition, and support.

Here are some performance review tips to take the anxiety out of the process and maximise what you get out of this valuable two-way conversation.

1. Know what to expect

• In most performance reviews, managers offer their assessment of an employee’s performance and then outline future expectations, often setting a timeline in which goals should be achieved.
• Don’t be afraid to ask your manager for their performance review tips, and what to expect from the process.
• Are there particular documents they want filled out? Perhaps they want you to present feedback in a particular way?
• The review process shouldn’t be one of secrecy, and you’re entitled to know what will be asked of you and the metrics or benchmarks against which you’ll be assessed.

2. Be prepared for your performance review

• Keeping track of where you went well, when and why you received feedback, and the KPIs you met and exceeded as they happened will take much of the stress out of your performance review planning process.
• It’ll also ensure you’re organised and prepared for your review, avoiding a last-minute scramble for evidence of the past year.
• Start an email folder dedicated to filing relevant emails
• Did you get great feedback from a client about your timely service delivery? Did a senior member of the organisation praise your problem-solving abilities?
• Whatever the commendation, if your skills and achievements are celebrated on email, file them away in an easy-to-identify folder.
• If you get verbal feedback, ask for it in writing
• Whether positive or more constructive, if you receive feedback in a meeting or during a phone conversation, ask the source to document it, if even briefly.
• This will add to the body of commentary you have on your work throughout the year, and show you’re serious about feedback you receive and using it to improve yourself.
• Invite feedback and praise.
• If the colleagues, clients, stakeholders and senior leaders you work with haven’t provided feedback on the work you’ve done together, ask them.
• Having a range of people from within and outside the organisation provide feedback will provide a comprehensive picture of how you performed across your various duties.
• Reflect on your previous performance review.
• Have you achieved what you set out to in your last review? Maybe you weren’t able to, because a large project got in the way, or the direction of the department changed?
• Again, it’s best to note and track these changes when they occur, so you can confidently account for what you have accomplished, and account for when goals might have got away from you.
• Be honest and open.
• Many performance reviews ask for a component of employee self-assessment. This will be a document that asks if you’ve fulfilled your core role responsibilities and achieved agreed KPIs over a specified period, and to what extent you did or didn’t fulfil these.
• If your employer doesn’t require self-assessment, consider writing something independently. It’s a valuable exercise for you and will provide more information for your manager to determine eligibility for benefits used to reward exceptional performance, such as pay rises or promotions.
• Being honest in these assessments allows you to talk candidly with your manager about the areas you’ve succeeded in, but also the areas that require attention or improvement. It will also make you more receptive to constructive criticism, and able to implement suggested changes and strategies both quickly and effectively.

3. Talk about the future in your performance review

• Want to know one of the most important performance review tips?
• Use yours as an opportunity not just to reflect on the past year, but to plan and share your ambitions for the future with your manager. Perhaps you’d like to learn skill, or class of business, or further your professional qualifications?
• By hearing your aspirations, your manager can lead you toward the right developmental activities – ones that help you as well as benefit the wider organisation.
• Performance reviews don’t need to be scary. In fact, they should be seen as opportunities for self-improvement, and conversations in which to plan and prepare for the next steps in your career.

4. Deliver constructive 360 degree.

• Whilst you work for the business, and report into a manager, the company must provide and support you to achieve the goals that you both agree during the review process.
• This is a two way relationship, and is the perfect opportunity to talk through what support the business delivered in the previous review period, and any areas where it fell short, or could be improved.
• Talking through these points in a constructive way will maximise the success for both parties, and allow for any adjustments for the coming year, ensuring that both parties are fully committed to supporting and delivering the direction for the following review period.
• Be open to the feedback and suggestions presented in this annual review, and never be afraid to ask questions or for clarification. It is, after all, your performance review.

We read thousands of CVs each year and our specialist consultants can provide feedback on how well your CV is working for you. The following notes provide general guidance around content and layout and we have a CV template that will help you to build your CV.

What information should I include on my CV?

While there is some core content that should always be on your CV, consider the need to adapt parts of the document (typically your personal statement) to increase its relevance to each job application.

1. Personal details:

You would be amazed at how many people forget to include their name, email, contact phone number and address. You need to make it easy for an employer / recruiter to contact you and please make sure you have a personal and professional greeting on your voicemail when you are job seeking. In an era of agile working you might not think that where you live is important – but its vital. Employers want to know how far you are from the office or from the centre of the area you will be covering and recruiters use your postcode to match you to future job opportunities.

2. Personal statement

This is going to help you to stand out from the crowd. It explains who you are, what you’re offering, and what you’re looking for. Aim to prove why you’re suitable in one short and succinct paragraph. Avoid cliches and use numbers for maximum impact.

For example, which of these sentences would impress you more?:

‘A super-star, high achiever who has wowed my colleagues ever since I joined’, or

‘Exceeded my sales target every year since joining and grown my business area by 85% over the last three years’.

 3. Work experience:

This section should include all of your relevant work experience, listed with the most recent first. Include your job title, the name of the organisation, time in post, and your key responsibilities. Using a template is the best way to structure this. You can access a CV template here.

Don’t presume that the reader knows your present employer and include a brief summary that provides context.

For example:

Sept 2018 to date

Commercial Manager                    XYZ Petfoods Ltd

XYZ Petfoods is a £15M turnover UK import and distribution business supplying a US petfood brand to UK retailers. We employ 31 people including my field sales team of 6.

My responsibilities include:

 4. Achievements:

Keep this to a maximum of 5 specific examples. Be succinct and don’t repeat what you have said elsewhere. What did you achieve and when did it happen? Make it recent and powerful.

5. Education:

Your CV needs to sell you. Think about how relevant your qualifications are for the job. Does the advert request any specific qualifications? Generally, the reader only wants to know your highest level of academic qualification and there is rarely any need to specify actual grades.

6. Hobbies and interests:

You don’t always need to include hobbies and interests in your CV but mentioning relevant ones could back up your skills and help you to stand out from the crowd – not to mention give you something to talk about at an interview. Just don’t say you enjoy socialising with friends just for the sake of including something. If it’s not going to add value, leave it out.

What words should I include in my CV?

It is challenging to sell yourself without sounding arrogant so don’t go over the top here. It is better to give examples that demonstrate your talents than just list them. Show that you are hard-working rather than just saying it. Appropriate keywords for your CV could include Accurate, Adaptable, Committed, Confident, Hard-working, Innovative, Personality, Pro-active, Reliable, Responsible.

How should I present my CV?

Your CV is the first thing an employer will see when hiring for a vacancy, and how it looks at first glance will be the reason they decide to read it in more detail. Even if your skills match the role perfectly, a messy and confusing CV probably won’t even get a second look.

To ensure you’re presenting yourself in the best light, you should always:

– Keep it short and succinct – two sides of A4 will almost always suffice.

– Choose a clear, professional font to ensure that your CV can be easily read

– Lay it out in a logical order, with sufficient spacing and clear section headings (e.g. Work experience, Education)

– Order your experience and education in reverse chronological order to highlight your most recent experience and achievements

– Check your grammar and spelling thoroughly

Our CV template is a good place to start. Once you have a CV we are happy to provide constructive feedback on its content and layout in order that its really working for you. Please Contact Us or go directly to one of our specialist consultants.

Let me guess. You’re thinking that you need to exercise more, drink less, eat better, work less, earn more and learn to speak French or play the piano. Same list as last year? Me too.

January 2023 is a great time to think a little deeper about what you want your life to look like a year from now and starting to make it happen. As Abraham Lincoln said ‘the best way to predict your future is to create it’.

We really like these suggestions from Aisles of Life:

1. Get more organised at work and at home

2. Stop worrying about what others think and about things you can’t control

3. Start living in the moment

4. Spend more time with the people who are important to you

5. Stand up for yourself

6. Be more optimistic

7. Quit an unfulfilling job and change career

8. Stop holding grudges, forgive others and let go of the past.

9. Try new things, even if they seem scary

10. Learn when to say No and when to say Yes

11. Enrol in course to gain more knowledge and to learn new skills or to improve the ones you have

12. Get out of your shell, make new friends and find ways to become more confident

13. Travel more, even if only locally

14. Make better financial decisions by earning more, saving more, investing wisely and budgeting well

15. Reduce social media use

16. End bad habits that have been holding you back

17. Let go of toxic friends and unhealthy relationships

18. Read more books

19. Adopt a more sustainable lifestyle

20. Give back to the community through volunteering, donations or random acts of kindness

If finding a new role is top of your list this year, we can help you with your CV preparation (Tips for CV Writing – Cavendish Maine) and job search. Just Contact Us and we can start the process.

Want to move up the ladder? These 10 traits may be the key to your success.

In these competitive times, advancing in your career is far from automatic. Those who sit back and wait for things to happen for them often end up frustrated, disillusioned, and burned out. In contrast, those who look for opportunities and seize them seem to have “better luck” than others.

Of course, it’s not luck at all.

If you’re looking to move ahead in the workplace, you’d do well to learn from those who seize the day and seem to advance easily. Here are the top 10 traits of people who advance in their careers:

1. Enjoy a Challenge

Too many people, when faced with a time-consuming project or a lengthy assignment, try to shirk their responsibilities or “delegate” them to others. But those who advance don’t shrink away from challenges and adversity. They see these times as opportunities to learn and grow–a new project, a new boss, or a new office are all chances to grow in a new way.

To advance in your career, embrace challenges instead of shrinking away. Not only will your skill set come out stronger as a result, your manager and other company higher-ups will see you taking the initiative. Remember, rewards come to those who stand out–not those who blend into the background.

2. See Failures as Opportunities

Dealing with failures as a professional is very difficult. You feel as if you’ve let yourself and your colleagues down. However, those that advance in their industries see failures as opportunities. Rather than blaming others or beating themselves up for making a mistake, they learn from their experience and focus on doing better in the future.

When you see failure as an opportunity to grow, you’ll be less prone to the emotional upset associated with it and you’ll advance in your career more quickly.

3. Possess Confidence

It’s amazing how an aura of capability makes people think you really are capable. Those who advance quickly possess confidence–in themselves, their work, and their career plan. This confidence helps others trust them, which helps them be seen as leaders.

As you pursue your next promotion, remember to build and exude confidence. Even if you’re a naturally shy person, you can learn to change the way you hold yourself, your body language, the tone of your voice, and more with consistent practice.

4. Are Optimistic

No one likes to be around a co-worker who constantly complains and sees the negative in everything. Those who advance quickly are optimistic, seeing solutions instead of problems. They aren’t unwilling to admit to challenges, but instead, they look for ways to overcome them.

To advance more quickly in your career, try looking on the brighter side. If optimism doesn’t come naturally to you, practice at home by writing down three to five things a day that you’re grateful for. These can be small things–like the fact that you hit a green light at a busy section. No matter what you write down, learning to see the good throughout your life will carry over into your performance at the office.

5. Are Open to Feedback

Being coachable is a major part of succeeding in business. Those who are promoted rapidly take feedback well, and are able to learn from it and implement changes. Instead of seeing feedback as criticism of your work, see it as constructive–you’ll be on the path to moving ahead quickly.

If criticism tends to throw you–leaving you either angry with rage or teary with disappointment–learn to take a few minutes to compose yourself before responding to the feedback. Try saying something like, “I appreciate the feedback, but I’d like to take a few minutes to reflect on it privately. Can we discuss this further in an hour?”

6. Look for a Mentor

Having someone on your side who can advocate for you is a big part of being promoted swiftly. Those who are successful seek out mentors whom they can learn from. Then, they also benefit from that manager or leader advocating for them or pointing out potential opportunities to take on new responsibilities.

Look for a mentor in your company who can help get you on the fast track, but don’t take the mentor-mentee relationship lightly. If a senior manager offers to assist you in this way, either in a formal or informal mentorship capacity, be respectful of his or her time and do your best to repay the favour whenever possible.

7. Are Flexible

While succeeding isn’t about giving up all your nights and weekends, being flexible has its advantages. Sometimes being flexible isn’t about more hours at all–it’s just as much about being willing to head up a project when you expected a quiet month in the office. To succeed in your career, do your best to be more flexible with the changing demands of the business. Your boss will notice.

8. Focus on Results

In business, it’s not about whose job a task is–it’s about getting the task done. Those who advance quickly focus on results–their own, their department’s, and the company’s. They don’t waste time with blaming or shifting responsibility. They dig in and get the work done. When you do this in your work, you’ll be positioning yourself well for success.

9. Aspire for More

Sometimes, the only difference between someone who gets promoted and someone who doesn’t is the “want it” factor. When you make it known that you aspire for more from your job and company, you’ll put yourself out there as someone who’s available for additional responsibility and promotion.

Of course, you’ll need to be careful with this one. Gossiping openly about how you deserve a better title isn’t going to do you any favours, so learn to show, not tell. Make it clear to your immediate supervisor that you’re interested in advancement opportunities, but also prove that you’re willing to put in the work to be worthy of them.

10. Are Good at Negotiation

It’s no secret that it’s hard to create win-win situations on the job. Often, no matter how hard you work to avoid it, some people feel short-changed in a situation, while others feel they won. Those who succeed quickly are those who learn to help everyone feel great about a particular outcome and stress the positive points for everyone involved.

The good news about all 10 of these traits is that they can be learned and developed. Don’t feel like those who advance rapidly in their careers are somehow better than you. They’ve simply mastered these 10 traits and used them to their best advantage. With a little practice, you can too.

Since our foundation in 1991 Cavendish Maine has seen huge changes in the way recruitment is conducted. We have worked through the launch of mobile phones; the internet; changing legislation; technology, Covid and the new world of remote and agile working. Many employers have been slow to adapt and fail to realise what it takes to attract and retain the talent they want in 2023. Working with a professional recruitment partner, such as Cavendish Maine, should take care of all of this for you – here is a summary that you might find useful.

1. Remote working and online interviews

The number of people now working fully or partly from home has risen by over 50% since March 2020. Surveys show that 80% of people in commercial roles would not now accept a job that offered no flexible working!

When it comes to recruitment, one of the major benefits of remote working for employers is that your talent pool is no longer limited to those who live locally, and it is easier to introduce more flexibility and diversity than ever before.

If you embrace remote working, embrace remote interviewing too. Traditional hiring managers rely on the CV as the only selection tool and invite a small number of candidates to face to face meetings on one or two specified days. You can see the limitations to this.

Online interviewing speeds up the hiring process and saves money. It encourages you to consider more candidates at the first stage which improves your opportunity to spot those all-important ‘soft skills’; you can keep the interviews short and sharp while still making / taking a first impression and you will have confidence in those that you invite to a face-to-face meeting. You are also more likely to invest time in social media and reference checks in advance of the second stage which usually removes the need for any further interviews.

2. Create a positive candidate experience

Candidate experience pre, during, and post-recruitment contributes to your employer branding and can affect your company’s reputation in the job market. It also affects the kinds of talent you attract and retain. By 2030 we will be faced with a talent shortage of more than 85 million people. Considering that and tight competition all around – you cannot afford for bad interview experience or reputation to cause loss of potential talent.

Based on a survey conducted by Kelly Services, 97% of candidates who had a positive experience with a company’s recruitment process would encourage others to apply, and 55% of them would share their positive experiences on social media.

3. Maximise employee retention, minimise bad hires

We believe that a bad hire costs the employer around £15,000, and losing a good hire is double – £30,000. If your company makes just one bad judgment and loses one good employee in a year – you’ll lose £45,000. It’s a lot of money that could be spent differently.

Processes. Think about what has worked in your organisation. Understand the culture, breathe this into the interview and hire people who will fit in, enjoy the team and stay with you in the face of a competitive approach.

4. Put soft skills into the spotlight

For a very long time hard skills were considered the most important in any recruitment process – the higher the competencies, the better. But enlightened employers realise that while hard skills can be learned, soft skills must be earned – mostly through experience.

It’s time to start adjusting the recruitment approach now and focus on more than previous experience.

The soft skills that will matter the most in the next three years

• Emotional intelligence
• Adaptability & resilience
• Integrity & ethics
• Creativity
• Teamwork

5. Understand Gen Z

Knowing how to target different generations with your recruitment process is a key factor for successful hires. And now, as Generation Z (‘Zoomers’ 1997+) are entering the workforce, it’s time to start tailoring your recruitment process to suit them.

Gen Z is characterised by specific values and expectations that need to be considered when attempting to attract them, the biggest being technology, and it’s through its implementation in the recruitment process that you can become an employer of interest in their eyes.

Zoomers are the ones that have been immersed in technology since they were born, they are digital natives. Most zoomers will not tolerate outdated technology in their workplace. The best way to recruit and retain this generation is to fully adapt the recruitment process to the technology they use.

Make sure your application process is fully mobile-friendly. You should make it possible for them to apply on their phones within a few clicks.

This generation will require you to post bite-sized content, preferably in a high-quality video format. They’d rather watch a quick video presenting your company than read text on your website. The year 2022 may be the high time for your company to revamp the website and make it more GenZ-friendly.

Conclusion

Recruitment processes need to keep pace with the world. Today its less about paper-pushing and more about diversity, modern technology, and adaptation. Cavendish Maine can help you with this – using technology and experience to amplify your employer brand and to quickly capture and excite the candidates you want to grow your business in 2022 and beyond.

Please Contact Us  for more information.

Recruitment is also marketing.

It helps position you in the market and it can significantly impact your ability to attract the very best people into your business.

A poorly designed or delivered interview process can leave candidates turned off or disengaged and like lots of bad experiences inevitably they get shared with their friends and colleagues in the market which negatively impacts your brand.

For a hiring manager, communication is key, particularly when candidates have been recommended by internal colleagues.

Managing timelines, expectations and suitability in some cases, is key to maintaining a positive candidate experience. Using an intermediary either an internal HR professional or an external recruitment partner can really insulate the hiring manager from a range of these issues.

To go through some of the details of what a good recruitment process looks like and how to deliver it please Contact Us and I’ll be happy to discuss.

Many thanks,

Steve

stephen@cavendishmaine.com

Choosing the right recruitment partner as a candidate can have a really significant impact on your career if you get it right.

Parting with it with a good recruiter can be a career long relationship (heaven forbid) that can provide significant benefits, these can include:

• Market Intel.
• Career advice and counsel.
• They will  be able to unearth, hidden,  off market opportunities for you which might advance your career.
• Act as a sounding board during decision making or times of uncertainty.

Getting it wrong can have the opposite effect, and can be highly career damaging. Recruitment gives itself a bad name by the recruiters who don’t care about what they do. Examples include the candidates CV appearing on the current managers desk.

If you’re considering who to partner with, long term market reputation and recommendation of those recruitment partners are the sort of key things that you need to look out for.

If you would like to know some more techniques and questions to ask about what to look for when choosing a recruitment partner then please Contact Us and I’ll come back to you when I can.

Many thanks,

Steve

stephen@cavendishmaine.com

RESIGNING THE RIGHT WAY

Resigning the right way, whether you’re feeling overworked or overlooked or undervalued, the best way to start any sort of change is to talk to your existing employer first. Talk to them, express your concerns, tell them why you feel the way that you do,  give them the opportunity to put things right.

If they choose not to accept it, then you’ve got your answer, and it shouldn’t come as a surprise to them when you do decide to make a change.

If you are considering making a move and wish to start talk through the rest of the steps in the process, feel free to Contact Us and I’ll be happy to talk things through.

Many thanks,

Steve

stephen@cavendishmaine.com

Although getting headhunted will still require some effort from you, it won’t take up nearly as much of your time as the traditional job-hunting approach, obviously it doesn’t guarantee when it is going to happen, but it means that opportunity arrives, you’ll be considered and approached about it.

An advantage of the recruiter coming directly to you is that they know the job they’re offering has to be better than your existing one. Otherwise, how are they going to tempt you out of your current role? You have the upper hand in negotiations, which puts you in a great position to ask for a better package and maybe even include a pay rise.

However, to get headhunted, you need to stand out by a mile; and this can be difficult in today’s competitive job market. Therefore, the best approach is to continue your job search, but also work on improving your chances of being found by recruiters at the same time.

There’s no harm in having all bases covered, right? To increase your chances of a recruiter headhunting you, check out the top tips below.

Market Your Personal Brand

One of the best ways to raise your profile and get recognised as a top performer in your field is to regularly participate in any activity within the industry. This doesn’t have to just be on social media. In fact, some of the old-fashioned methods are the most effective.

You can speak at industry events, seminars or get your articles published in relevant publications. You could even act as a speaker internally for your company’s events. Don’t be afraid of public speaking and always seize the opportunity to get involved.  For example, if you’re looking to get headhunted for an IT job, try get involved with company webinars or create a portfolio with some of your best work. The more regularly that you contribute to these events, the more your thoughts will be heard. And hopefully, the quicker you’ll be known in your field as an outgoing, knowledgeable and passionate person (and one that employers will want to headhunt).

Use Social Media 

If you’d rather opt for a more convenient method of raising your profile, then using social media may be your preferred option. A strong LinkedIn profile is essential for displaying your skills, achievements, experience and personal information.

Furthermore, it’s a great tool for connecting with past and present colleagues, as well as gaining endorsements from these individuals. And the more you can gain of these, the better!  After all, they can vouch for your skills and help to expand your network and ultimately, your chances of getting headhunted. Ideally, you should try to ask senior members of staff to recommend you, based on any successful projects you were able to deliver for them. In doing so, you’ll give head-hunters instant proof of your abilities; which should speed up the initial stages of the hiring process.

Expand Your Network 

Effective networking will significantly increase your chances of getting headhunted. This means staying consistently active across your industry to gradually increase your presence, rather than diving in headfirst whenever you need a job. Make an effort to reconnect with influential people you’ve met throughout the industry; but not just when you need them. Networking is a two-way effort. So, be willing to put in a good word for others and proactively offer to help when you can. Networking events can give you a great head–start for meeting lots of industry figureheads, but consistent contact over time will see the greatest rewards. Genuine connections are the most valuable in the long run, but these relationships need maintaining.

Key Points to Remember

Take a long-term approach to building strong, mutually-beneficial relationships both internally and externally. Recruitment is very relationship driven at senior levels.

Stay visible and ensure that your key skills and achievements are in the public domain.

Pick the key recruiters in your market and engage with them. An upfront investment with a small group of well chosen recruiters will pay big dividends.

Do not leave this activity until you are actively looking – these approaches all take time.

If you were to google ‘the power of saying no’ you will find a plethora of self – help and guidance books based on this very topic.  A Nobel prize was even awarded back in 2002 for work based on saying no – this is not a new craze!

The word NO naturally brings with it negative connotations – but what if I were to tell you that saying “no” is easier than you think and can have completely the opposite effect on all those involved?

The recent pandemic seems to have impacted the ‘people pleaser’ and ‘yes men/women’ by altering their approach somewhat.  “Yes” is no longer the default and “No” is becoming a regular vocabulary feature whilst everyone realises how important prioritising yourself without feeling guilty truly is.

Saying “No” is your right, not a privilege (Tony Robbins) and not only protects your personal integrity but sets healthy limits and boundaries whilst also setting you free.  That small two letter word is empowering, exhilarating and ultimately makes the word YES more meaningful.

Practice saying “No”

Our ‘inner chimp’ is tested on a daily basis and generally wins the impulsive YES battle.  But in order for us to override this and take back control, we must consciously slow down.  Pause, assess the situation and then decide.  To wait is to win.  And that is exactly what the last 18 months has shown us.

Some good workplace examples of when saying “No” is a good idea include;

• Focussing on your own goals – if saying “Yes” means that you would need to sacrifice your own personal goals or it would have a detrimental impact on you succeeding your own goals and targets, say “No”
• Values & Principles – If saying “Yes” goes against your personal values or principles – say “No”
• Strength to change – If you are on a personal path of change and saying “Yes” would knock you off track – say “No”
• Exploitation & abuse – If you know deep down you are being used or taken advantage of and someone has selfish intentions – say “No”

So, whilst YES will always be easier and the FOMO on opportunities, relationships, promotions or events may sneak in from time to time; next time you are about to say “Yes” AGAIN – take a moment, be diplomatic, courteous and honest and honour your personal integrity… with a big fat NO!

If after all of this the struggle to be heard continues, please do not hesitate to pick up the phone and dial 01275 813000 for a confidential discussion.