Hiring individuals with the right attitude is crucial for fostering a positive work culture, driving productivity, and ensuring the overall success of the organization. While diversity in work styles can add value, individuals who thrive in chaos may not align with the values and goals of a well-functioning team or company. Employees who thrive in chaos may create disruptions in a structured work environment. Their preference for unpredictability and disorder can lead to confusion, inefficiency, and discord among team members.
#hiring#righthire#recruitment#structuredworkplace#efficiency#positiveculture
Civil Engineer l Social Media Account Executive at Chain Reaction.
l Social Media Marketing Certified l Digital Advertising Certified l Marketing l Communication l Management l
When hiring employees, organizations often seek a combination of technical skills and #human skills, also known as soft skills.
#Human skills are crucial for effective collaboration, communication, and overall workplace success.
Even the most experienced professionals may struggle to work effectively as a team. It's all about finding that balance to create a supportive and productive environment.
When hiring, always look for these human skills before look for work experience or core skills.
Kindness, Empathy and Accountability are real skills to build a Great Team...!!
Accountability with kindness contributes to the growth of both individuals and teams. Having those level-setting conversations creates clear objectives.
Empathy and accountability go hand-in-hand, and striking a balance between the two is crucial for creating a work environment where.
#workculture#hiring#corporate#jobhiring#hiring
True management means equipping people with the confidence to perform instead of micromanaging, scrutinising every move and lowering the morale of your team.
The highest level of LinkedIn strategy. Clients include Series A/B SaaS firms, YC-backed startups, and 8-figure marketing agencies.
I urge my fully-remote team to take lots of breaks.
But the other day, someone asked me—
"Why let your team take breaks when they should be working?"
And not to be preachy...
But that question is exactly what's wrong with modern work culture.
Some bosses still measure performance based on time spent…
Instead of actual results.
They’d rather spend their valuable time micromanaging adults…
…instead of letting the people *they hired* do their jobs.
I have just have to ask: why?
→ Why can you trust the people you hired?
→ Why put that stress on yourself?
→ Why undermine your top talent?
Because if you can’t trust your team…
Why hire them in the first place?
Excellence requires no Management.
Can you imagine an idiot (the usual Manger, Boss, Leader) walking through an orchestra making the occasional idiotic comment to high quality musicians that 'they shouldn't do it like that' and if they'd like to fill out a questionnaire from 1 to 5 on how they think they've performed today.
Comedy teaches us what the {boss/manager/leader} is:
https://lnkd.in/ewPz9W9p
The highest level of LinkedIn strategy. Clients include Series A/B SaaS firms, YC-backed startups, and 8-figure marketing agencies.
I urge my fully-remote team to take lots of breaks.
But the other day, someone asked me—
"Why let your team take breaks when they should be working?"
And not to be preachy...
But that question is exactly what's wrong with modern work culture.
Some bosses still measure performance based on time spent…
Instead of actual results.
They’d rather spend their valuable time micromanaging adults…
…instead of letting the people *they hired* do their jobs.
I have just have to ask: why?
→ Why can you trust the people you hired?
→ Why put that stress on yourself?
→ Why undermine your top talent?
Because if you can’t trust your team…
Why hire them in the first place?
Agreed! If expectations are not met, encourage them to introspect and learn from mistakes. Because they need guidance from a good leader, much like being guided by a parent. #goodleadership#sharingiscaring#knowledge
The highest level of LinkedIn strategy. Clients include Series A/B SaaS firms, YC-backed startups, and 8-figure marketing agencies.
I urge my fully-remote team to take lots of breaks.
But the other day, someone asked me—
"Why let your team take breaks when they should be working?"
And not to be preachy...
But that question is exactly what's wrong with modern work culture.
Some bosses still measure performance based on time spent…
Instead of actual results.
They’d rather spend their valuable time micromanaging adults…
…instead of letting the people *they hired* do their jobs.
I have just have to ask: why?
→ Why can you trust the people you hired?
→ Why put that stress on yourself?
→ Why undermine your top talent?
Because if you can’t trust your team…
Why hire them in the first place?
Get Your FREE LinkedIn Strategy Score | Discover How to Transform LinkedIn into Your 24/7 Sales Machine & IGNITE Your Sales to $100K+ in < 12 months | DM "SCORE" | Ghostwriter & Coach for Consultants & Coaches.
As David Ogilvy said Sam:
"If you ever find [someone] who is better than you are - hire [them]. If necessary, pay [them] more than you pay yourself." And:
"Hire people who are better than you are, then leave them to get on with it. Look for people who will aim for the remarkable, who will not settle for the routine." 😊
#leadershipcoaching#leadershipdevelopment#leadership
The highest level of LinkedIn strategy. Clients include Series A/B SaaS firms, YC-backed startups, and 8-figure marketing agencies.
I urge my fully-remote team to take lots of breaks.
But the other day, someone asked me—
"Why let your team take breaks when they should be working?"
And not to be preachy...
But that question is exactly what's wrong with modern work culture.
Some bosses still measure performance based on time spent…
Instead of actual results.
They’d rather spend their valuable time micromanaging adults…
…instead of letting the people *they hired* do their jobs.
I have just have to ask: why?
→ Why can you trust the people you hired?
→ Why put that stress on yourself?
→ Why undermine your top talent?
Because if you can’t trust your team…
Why hire them in the first place?
Babysitting is a waste of effort.
Treat employees like adults & they will generally behave like adults (The Pygmalion Effect).
Treat employees like children & they will usually behave like children (The Golem Effect).
#empowerment#engagement#leadership
The highest level of LinkedIn strategy. Clients include Series A/B SaaS firms, YC-backed startups, and 8-figure marketing agencies.
I urge my fully-remote team to take lots of breaks.
But the other day, someone asked me—
"Why let your team take breaks when they should be working?"
And not to be preachy...
But that question is exactly what's wrong with modern work culture.
Some bosses still measure performance based on time spent…
Instead of actual results.
They’d rather spend their valuable time micromanaging adults…
…instead of letting the people *they hired* do their jobs.
I have just have to ask: why?
→ Why can you trust the people you hired?
→ Why put that stress on yourself?
→ Why undermine your top talent?
Because if you can’t trust your team…
Why hire them in the first place?
As a Marketing Manager leading a dynamic team of 8, I've witnessed firsthand the transformative power of remote working. By embracing the freedom to work from anywhere, we've unlocked a new realm of productivity and creativity.
Flexibility at Its Finest: Our approach isn't just about working from home; it's about giving our team the liberty to choose their work environment. Whether it's a quiet corner at home, a bustling café, or a serene park, this freedom has led to an incredible boost in creativity and job satisfaction.
Breaks on Demand: Recognizing the importance of mental well-being, we encourage breaks whenever needed. This flexibility has not only enhanced our team's focus but has also significantly reduced burnout.
Quality and Responsibility: The result? A noticeable uplift in the quality of work. Remote working has subconsciously fostered a strong sense of responsibility towards not just the tasks at hand but also towards our team and the company. It's amazing how a sense of autonomy can translate into a commitment to delivering projects timely and efficiently.
A Win-Win Scenariog: This model has not only benefited our team members but also the company. We've seen a marked improvement in project outcomes, work satisfaction, and team morale.
As we continue to navigate through these changing times, one thing is clear – flexibility and freedom in the workplace aren’t just perks; they're essential ingredients for success.
#RemoteWorking#TeamManagement#MarketingLeadership#WorkplaceFlexibility
The highest level of LinkedIn strategy. Clients include Series A/B SaaS firms, YC-backed startups, and 8-figure marketing agencies.
I urge my fully-remote team to take lots of breaks.
But the other day, someone asked me—
"Why let your team take breaks when they should be working?"
And not to be preachy...
But that question is exactly what's wrong with modern work culture.
Some bosses still measure performance based on time spent…
Instead of actual results.
They’d rather spend their valuable time micromanaging adults…
…instead of letting the people *they hired* do their jobs.
I have just have to ask: why?
→ Why can you trust the people you hired?
→ Why put that stress on yourself?
→ Why undermine your top talent?
Because if you can’t trust your team…
Why hire them in the first place?
I urge my fully-remote team to take lots of breaks.
But the other day, someone asked me—
"Why let your team take breaks when they should be working?"
And not to be preachy...
But that question is exactly what's wrong with modern work culture.
Some bosses still measure performance based on time spent…
Instead of actual results.
They’d rather spend their valuable time micromanaging adults…
…instead of letting the people *they hired* do their jobs.
I have just have to ask: why?
→ Why can you trust the people you hired?
→ Why put that stress on yourself?
→ Why undermine your top talent?
Because if you can’t trust your team…
Why hire them in the first place?
The highest level of LinkedIn strategy. Clients include Series A/B SaaS firms, YC-backed startups, and 8-figure marketing agencies.
I urge my fully-remote team to take lots of breaks.
But the other day, someone asked me—
"Why let your team take breaks when they should be working?"
And not to be preachy...
But that question is exactly what's wrong with modern work culture.
Some bosses still measure performance based on time spent…
Instead of actual results.
They’d rather spend their valuable time micromanaging adults…
…instead of letting the people *they hired* do their jobs.
I have just have to ask: why?
→ Why can you trust the people you hired?
→ Why put that stress on yourself?
→ Why undermine your top talent?
Because if you can’t trust your team…
Why hire them in the first place?
The highest level of LinkedIn strategy. Clients include Series A/B SaaS firms, YC-backed startups, and 8-figure marketing agencies.
I urge my fully-remote team to take lots of breaks.
But the other day, someone asked me—
"Why let your team take breaks when they should be working?"
And not to be preachy...
But that question is exactly what's wrong with modern work culture.
Some bosses still measure performance based on time spent…
Instead of actual results.
They’d rather spend their valuable time micromanaging adults…
…instead of letting the people *they hired* do their jobs.
I have just have to ask: why?
→ Why can you trust the people you hired?
→ Why put that stress on yourself?
→ Why undermine your top talent?
Because if you can’t trust your team…
Why hire them in the first place?
Civil Engineer l Social Media Account Executive at Chain Reaction. l Social Media Marketing Certified l Digital Advertising Certified l Marketing l Communication l Management l
2mo👏🏽👏🏽👏🏽