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How to Spark Creativity in Your Employees

06Jun
Green KeyCreative, General Interest, Green Key News, Worklife

Establishing a successful business requires a lot of leadership qualities, but in particular, boosting and maintaining creativity in your employees is a must. Workplaces thrive on innovative thinking and upward growth. However, sparking creativity in your team can be a challenge, especially around the holidays when minds are a bit more distracted.

To get your employees thinking more outside the box, we’ve collected a handful of tips to encourage creative thinking and new, unique ideas.

Allow failure to take place

The old saying goes “you can’t succeed if you don’t fail.” You want to set a tone that allows for mistakes and failure, which are generally necessary for a road to success. Let your team know that you don’t expect perfection and trial and error situations are to be expected. LinkedIn advises, “If you decide that a business problem is worth solving, then commit to being wrong until you’re right. If there was some shortcut or obvious path to the solution, it already would’ve been traveled.”

Acknowledge success & innovation

When your employees commit to their ideas, celebrate their experimental thinking. Even if they fail, let them know that you appreciate their suggestions. Take notice when those on your team speak up and attempt to lead a project in a productive direction. Acknowledgement and validation are greats motivator to continue forward thinking.

Let anyone lead and speak up

Even if you are the manager, let others take the lead, no matter their position or title. Encourage those in lower positions to share their thoughts and make their own contributions. You may find that people at different stages have varying degrees of insights and creativity.

Allow different formats

If you want your employees to be innovative, you have to be as well. Let them present their ideas in different formats and approaches. Sitting in the past and only allowing one way of presentation will only set you back. If an employee is more artistically orientated, allow them to draw their ideas, rather than using a deck, proposal, or formal slideshow. This will promote an open and encouraging environment where more people are likely to come forward with their thoughts.

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In the digital age of recruitment, applicant tracking systems (ATS) play a pivotal role in determining which resumes make the cut. These automated gatekeepers sift through countless applications, making it essential for job seekers to optimize their resumes for ATS compatibility.

In this article, we’ll explore practical strategies to ensure your resume not only survives the ATS scan but also stands out to recruiters. Let’s dive into the details!

According to Indeed, “Nearly 40% of employers use an ATS to screen candidates for their job openings. Applicant tracking systems save employers time by applying filters, parsing every resume submitted and forwarding only the most relevant, qualified candidates to a hiring manager or recruiter. The technology uses both the way your resume is written and the information it includes to decide.”

Tips for Outsmarting the Applicant Tracking System (ATS)

Choose Your Format Wisely

   – Stick with the chronological format—it’s ATS-friendly and familiar to recruiters.

   – Avoid fancy designs or unconventional layouts that might confuse the system.

Section Labels Matter

   – Use standard headings like “Work Experience,” “Skills,” and “Education.”

   – Clear labels help ATS software categorize your qualifications effectively.

Customize for Each Role

   – Tailor your resume to match the job description.

   – Identify relevant keywords and sprinkle them throughout your resume.

 Keep It Simple

   – Headers, footers, and complex formatting can trip up ATS systems.

   – Stick to a clean, straightforward layout.

Highlight Relevant Information

   – Focus on job-related skills, certifications, and accomplishments.

   – Quantify your achievements wherever possible.

 Test Your Resume

   – Use online ATS scanners to ensure compatibility.

   – Adjust as needed based on the results.

By mastering the art of creating an ATS-friendly resume, you’ll increase your chances of landing interviews and moving closer to your dream job. Remember, your resume is your first impression!

If you’re looking to transition into a recruiting career and become more familiar with the ATS process, be sure to check out our jobs page to view the latest postings to become a part of Green Key.

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Navigating Quarterly Reviews with Confidence

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Navigating Quarterly Reviews with Confidence

As the end of the first quarter draws near, employees across the board are gearing up for their quarterly performance reviews. Quarterly reviews offer a valuable opportunity for both employees and managers to reflect on accomplishments, identify areas for improvement, and set goals for the upcoming quarter. In this article, we’ll explore the purpose of quarterly reviews and the benefits of quarterly reviews.

The Purpose of Quarterly Reviews

According to YourLeadershipEvolution.com, “A quarterly performance review aims to examine individuals, their goals, skills, and performance to inspire development and improvement in their work. Without the review of self, workers can become stagnant and fail to aim for higher things. To develop leaders, as all leaders should be trying to do, it is essential to review performance regularly.”

Benefits of Quarterly Reviews

Indeed notes, “Quarterly reviews might seem like a lot of work, especially if you’re used to annual reviews, but they can benefit you and your employees in many ways.” They went further to list a few benefits of quarterly reviews. See below for a few of the mentioned benefits:

“Better Recall: It’s sometimes difficult to remember what you did last week, so trying to think back to how your employees performed last year can be challenging. Also, a recent success or struggle can overshadow everything else the employee did in the last year since that’s the most current and memorable event…”

“Faster correction: If an employee’s performance isn’t adequate, waiting a year to address it can make the situation worse. Quarterly reviews make it easier to catch and address the issue quickly.”

“Frequent check-ins on issues: Once you identify an issue, quarterly reviews let you touch base on improvements regularly. You can verify that the employee is following the plan you create to correct the issue and make adjustments if necessary.”

“Improved goal-setting: Setting goals is an effective way to help your employees improve their performance. With quarterly reviews, you can check in on goal progress, adjust goals and set new goals more effectively.”

“Decreased compensation focus: Annual reviews are often tied to raises, which can be distracting for employees. They care more about whether they’re getting a raise and how much they’re getting than what you think of their performance. Quarterly reviews focus more on performance and regular improvement than on compensation.”

“Relaxed and informal: One major annual review can make employees nervous. They’re often one-sided and formal. Quarterly reviews take more of a check-in approach with two-way conversations. The more relaxed vibe of a quarterly review might help employees be more open.”

Quarterly reviews serve as essential checkpoints in the professional journey, providing employees and employers alike with a structured opportunity to reflect, assess, and plan for the future. Embracing this process with enthusiasm and dedication not only empowers individuals to reach their full potential but also drives organizational success in the long run.

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