Claudia Barraza’s Post

I understand completely, though it's been just half a year, it truly feels like a journey that's stretched far longer! This month marks my 6-month anniversary with Serta Simmons Bedding, LLC. Currently, my role involves overseeing the operations staffing goals of the western region's manufacturing plants, encompassing a total of 8 industrial manufacturing facilities! From the outset, I recognized the challenge ahead, given that my prior experience was focused on recruiting sales associates rather than in manufacturing. However, I embraced the opportunity to learn something new, eagerly taking on the array of novel challenges. I must say, post-COVID recruiting is a demanding endeavor! In the landscape of 2023's retail industry, both triumphs and significant hurdles have unfolded across our organization. Amidst it all, one truth stands out: I am part of a cohesive team dedicated to tackling these situations together. We innovate processes, engage in collaborative improvement discussions, share laughter, celebrate successes, and perhaps my personal favorite—engage in friendly challenges. While I'm uncertain whether my colleagues have grown weary of my inquisitiveness, if they are, I can assure them that more questions are yet to come—If You Know, You Know (IYKYK) 🤣. I'm fortunate to collaborate with exceptional partners day in and day out; you all know who you are, and I express my sincere gratitude for embracing this newcomer, guiding her along, and nurturing my growth like a tender plant 🪴. Allow me to emphasize the importance of commemorating these milestones. Such celebrations can elevate your spirits, fortify your connection to the company, and inspire you to continually contribute positively. So, let's not cease to rejoice in these small victories! #LifeAtSSB #sertasimmonsbedding #recruiting #recruitinglife #remotelife #successful #manufacturingcareers

Earlier this year, I accepted a position at Office Depot and made the leap into my first titled management position. The battle with #impostersyndrome was REAL. My first day was the first day of our second quarter. I was learning a brand new to me industry. I had two associates pursue other opportunities and was only able to fill one of those positions. I was panicking and thought I was failing. At the beginning of our third quarter, we were visited by our district and regional managers, so to prepare, my manager sat me down and went over all of our metrics, goals, and where to find all of the information. That was also when I learned that my department was +5% in sales YTD, which garnered recognition from my DM, as well. My confidence soared, and I made two goals that day: one for the department and one for myself. The department goal was to hit +8% by the end of the year. The personal goal was to consistently update my associates on our goals, progress, and any opportunities we face. I am so #excited to say that we have officially surpassed our 8% goal and have reach the rank of 45th in our chain! October isn't even over! My associates excitedly ask about our progress and the areas that need our attention! I'm incredibly #proud of my team! We celebrate, motivate, and inspire each other so much! #officedepot #imaginesuccess #discoverdepot #goals #motivation #management #progress

Also ture for company success: At Rocket Fuel, George John called it Nerdy, but loveable (George, I spelled it with your preferred spelling).. translated as Nerdy: be incredible at your job, geek out about it and constantly improve, whether your department wants sales, accounting, machine learning, etc. be Nerdy about it Loveable: be helpful, supportive, and nice to everyone around you, clients, partners, and employees. Create an inclusive welcoming environment. In employee reviews there would be one question on how you were nerdy

We promoted (Fill in the blank) because she/ he was the best at what they do. We expect great things from them in their new role! Promoting from within is a great way to inspire team members and building loyalty….so long as they are given the tools they need to succeed. Remember the "Peter Principle" - that people in an organizational hierarchy tend to rise to "a level of respective incompetence." This is not a criticism of them. It's simply a case where being effective in a junior position does not automatically provide the skills needed to succeed at a promotional level. So what are you going to do? Watch a talented employee flounder and potentially sink, or give them the coaching and training they need to succeed?

The two secrets to career success? 1/Be a culture champion 2/Perform well in your role People will notice if you consistently deliver on those two things. From there, everything else will take care of itself.

𝐖𝐡𝐲 𝐘𝐨𝐮𝐫 𝐅𝐢𝐫𝐬𝐭 𝐌𝐚𝐧𝐚𝐠𝐞𝐫, 𝐅𝐢𝐫𝐬𝐭 𝐓𝐞𝐚𝐦, 𝐚𝐧𝐝 𝐅𝐢𝐫𝐬𝐭 𝐎𝐫𝐠𝐚𝐧𝐢𝐳𝐚𝐭𝐢𝐨𝐧 𝐌𝐞𝐚𝐧 𝐒𝐨 𝐌𝐮𝐜𝐡 The first steps in any professional journey are often the most memorable and impactful. Looking back at this picture, I'm reminded of my early days with my first manager, my first team, and my first organization. 𝐇𝐞𝐫𝐞'𝐬 𝐰𝐡𝐲 𝐭𝐡𝐞𝐲 𝐡𝐨𝐥𝐝 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐩𝐥𝐚𝐜𝐞 𝐢𝐧 𝐦𝐲 𝐡𝐞𝐚𝐫𝐭: ✨ 𝐅𝐢𝐫𝐬𝐭 𝐌𝐚𝐧𝐚𝐠𝐞𝐫 𝐓𝐚𝐧𝐮 𝐆𝐮𝐩𝐭𝐚: My first manager set the foundation for my career. Their guidance, patience, and belief in my potential helped me navigate the corporate world with confidence. 🤝 𝐅𝐢𝐫𝐬𝐭 𝐓𝐞𝐚𝐦: The camaraderie and teamwork with my first colleagues were unparalleled. We learned together, faced challenges head-on, and celebrated our victories as one. Akash Saha, Paul W., Poornima W.C, Sudip Dhar, Anisha Awasthi, Pushpa PS, Kanchan Ojha, Deepa Jain, Swarnatama Ganguli, Rudreshwaraiah H M, Kapil Somani Edwin David and many others not on Linkedin. 🏢 𝐅𝐢𝐫𝐬𝐭 𝐎𝐫𝐠𝐚𝐧𝐢𝐳𝐚𝐭𝐢𝐨𝐧: The culture, values, and opportunities provided by my first organization shaped my professional ethos. It was here that I discovered my passion for strategic planning and talent development. These early experiences have had a lasting impact on my career trajectory, and I am forever grateful for the lessons learned and the bonds formed. #CareerJourney #FirstManager #FirstTeam #ProfessionalGrowth #CareerMilestones

When did you realize you no longer belonged to a team or company? 🚩 After ten years in the industry, a few key interactions made me realize it was time for a change: - When my direct manager told me to dress more "professionally" for customer meetings, even though my male colleague and I were both wearing almost the same white shirt. - When I was asked to take on my manager's responsibilities without a promotion after they were let go, and I was expected to be excited about it. - When, despite many career development sessions, I was told, "we don't have a career development path for you," and was expected to get excited because now I could "create" my own job. - When I realized I go "above an beyond", because there was not clear roles and responsibility model, and I had to go above an beyond cause others were not doing their part. - And last but not least, when they said, "we are a family here." What was your sign? 🚩 #CareerGrowth #WorkplaceCulture #DiversityAndInclusion #CareerChange #ProfessionalDevelopment #WorkplaceStories #RedFlags

🚀 Elevating Talent: A Commitment to Growth 🚀 As a Store Manager, I firmly believe that our success as a team is directly tied to the growth and development of each individual. It's not just about managing a store; it's about cultivating a culture where everyone has the opportunity to thrive and advance in their careers. This achievement isn't just a testament to their hard work, but also a reflection of our commitment to investing in our people. Our approach to fostering career advancement is rooted in a few key principles: 1. Individual Development Plans: We work closely with each team member to create personalized development plans. These plans outline specific skills they want to enhance and roles they aspire to take on. By aligning personal goals with organizational objectives, we create a win-win scenario. 2. Continuous Training and Education: We provide ongoing training and educational opportunities to ensure our team is equipped with the knowledge and skills needed for their current roles and future aspirations. This investment not only benefits the individual but also contributes to the overall success of the store. 3. Transparent Communication: Open and honest communication is crucial. We regularly discuss career goals with our team members, providing feedback and guidance on how they can achieve their objectives. This dialogue fosters a sense of trust and collaboration. If you're a District Manager, your role is pivotal in shaping the career trajectories of numerous individuals. I'm curious to hear from fellow managers—what initiatives have you implemented to facilitate career growth within your district? How many success stories can you proudly share? And to those who haven't yet taken proactive steps toward promoting their team members, I urge you to reflect on the tremendous potential within your workforce. People are everything, and when you invest in them, you invest in the future success of your organization. Let's continue to elevate each other and build a workplace where growth is not just encouraged but celebrated. #CareerGrowth #InvestInYourPeople #LeadershipDevelopment #TeamSuccess 🌟

A gratifying yet eye-opening moment in my career was being rewarded for my work and given a substantial raise. My manager said, “This is long overdue.” He was absolutely right. My contributions made a notable impact on revenue, yet my efforts were not recognized, while others were acknowledged for their success. I learned two valuable lessons from this experience. #1: Your work does not always speak for itself in product marketing. Much of the work is behind the scenes, and it is often the juice that powers successful marketing and sales. Become comfortable and skilled with the art of self-promotion. Even if recognition is not your primary source of motivation, it is essential to your brand and career advancement. #2: As a manager, avoid being professionally tone-deaf. Lead your team with empathy. If team recognition is long overdue, you have failed them.