AGE LIMITS

[Published in Manila Bulletin, August 2011]

When you are young and free, your career possibilities are endless. Opportunities abound. You can experiment a bit and hopefully quickly find a career that is best suited for you.

As you grow older, however, your choices begin to shape your career and you’ll find yourself in a set line of work. By the time you are in your late thirties, you’ve gained enough knowledge through the years on your chosen field and you should ideally be moving upwards in your industry.

During this time, you would also have taken on more of life’s responsibilities. You may get married and have children. You may need to take care of ailing parents or other siblings. All of these are reasons why you want to work to provide well for your family.

But what if, all of a sudden, you find yourself longing for a change of career? Or what if, life suddenly throws you a curve ball and you find yourself out of work and in need of a new job?

You then open Manila Bulletin’s classified ads section. You look for job listings that are suitable for your knowledge and experience since you want to capitalize on what you’ve mastered in the last decade. You find a couple of job advertisements that suit you.

Good reputable company, check.

Good position, check.

Skills required, check.

Competitive compensation and benefits, check.

You’ve found your next job! BUT WAIT! It says in the job ad that the age requirement is from 25 to 35 years old. You’ve just celebrated your 40^th birthday. Bummer.

You then look at other job ads and notice a similar pattern. There is an age limit specified in the job ads. You’re way above the age limit. You then start wondering exactly what our letter sender asked:

Dear Ms. Jhoanna,

I’m an engineer by profession and also finished EMBA. I currently work overseas for a power plant. Pay is good and knowledge advancement is great. However, I miss home and have been exploring the possibility of coming back for good. I’ve been looking at job advertisements but have been noticing age limitations that are, well, limiting.

We say that experience plays a big part in true learning and you can acquire this through years of working as you also age. As I browsed job listings, I am qualified for most of the opening, but I always end up frustrated due to age requirement.

So I have a few questions on this issue: Is the Age limit mandatory as a minimum requirement for all hiring companies? Does HR have an influence on this? Is this what we call Equal Opportunity? I hope you can enlighten me.

Thanks,

A Mature Engineer

My Response:

Thanks for writing in with this relevant issue. Allow me to answer your question about Age Limitations...

Before HR practitioners post job advertisements, they usually conduct a job analysis wherein they try to define the required skills, competencies and scope of work needed for the position. They also determine what age range and sometimes even the gender the manager in need of staffing prefers so that they will have a clear set of criteria for recruitment. As much as possible, HR confers with the manager on his or her preference since s/he will be the one working directly with the new hire.

Although Age Limitations and Gender Specification do not exactly reflect the ideals of equal opportunity which has been made into law by some first world countries, it is a practice many companies do in our country for practical purposes.

From an employer's point of view, younger employees are seen as less costly and tend to demand lower compensation because they do not have that much family obligations or medical health problems yet. They also have more years ahead, so investing in their training offers the chance for longer service time.

On the other hand, some companies are also aware that older and veteran workers have more experience and knowledge. They have already been trained by their previous employers. They have first hand practical experience and are usually more emotionally mature to handle work concerns and issues.

So it really depends on the company’s culture, needs and financial capacity. Some companies have strict age requirements, others are more flexible. If they can afford to, they hire veterans for higher positions; if they cannot, they get consultants to help out and train their younger work force.

I understand how difficult it is for older people to find jobs. Usually, the older you become and the higher your position gets, the opportunities seem to get narrower... But older people still have a lot of options. You just have to go out of your comfort zones, think outside the box and explore other ways to pursue your career.

Stay tuned for my next article to get ideas on how to conquer age limits.

About the Author:

Jhoanna O. Gan-So is president of Businessmaker Academy, HR Club Philippines and Teach It Forward Organization. Since 2003, her company has served more than 15,000 participants from various companies and industries by providing corporate skills training, business and human resource seminars. To know more about the seminars and services that they offer, you may visit www.businessmaker-academy.com or www.hrclubphilippines.com. You may also call (632)6874645. Email your comments and questions to: mbworklife@gmail.com

TEN CHARACTERISTICS OF GREAT EMPLOYERS

[Published in Manila Bulletin, August 2011]

In my last column, I wrote about “Ten Characteristics of Star Employees”. This time, I’d like to explore the flip side and discuss what makes employers great to work for.

See, your happiness and contentment in the workplace is directly affected by how the company that you work for is run. Contrary to popular belief, it’s not just the salary that people look at when they choose employers. Money is not the end all and be all of job satisfaction. So if you want to be part of a great company, aspire to find or even develop these ten characteristics in your company:

1. They have a clear vision

Great employers have direction. Their leaders have a clear picture of what they want their company to stand for and where they want to go. We’re talking here about full enculturation of the company’s vision, mission and values wherein employees live by these guiding principles. It’s not just about putting a mission statement in a frame and hanging it on the wall. It’s about building a culture that employees are proud of and can easily identify with on a daily basis.

2. They have a good recruitment process

Great employers know that top notch employees equal an excellent company. So they establish recruitment systems that are designed to get the crème of the crop, not the bottom of the barrel. They seek out people who are skilled with the right attitude to fill in key positions in their company. They are organized in their recruitment efforts and have done the necessary homework for finding competent employees.

3. They have adequate compensation and benefits programs

Once they’ve hired their employees, great employers are able to keep them longer because they provide not just competitive salaries, but also benefits and perks. These benefits may include essentials such as healthcare, allowances for uniforms or food, to fun stuff like workshops and outings, to cool perks such as transportation assistance and mobile phone loads.

4. They train their people

Great employers also ensure that each employee grows professionally by providing training to help them do their jobs. From the beginning, as soon as an employee is hired, they are given an orientation. Then as they settle in their jobs, they are provided on the job training. This is also followed up by seminars, workshops and learning materials that will help employees develop further.

5. They monitor their people’s performance

After all the training, great employers make sure that their employees are able to apply what they have learned. This is done by continuously monitoring performance. Managers and supervisors constantly look at how their subordinates are doing. They provide guidance and immediate feedback. Then this is followed up by regular performance evaluations that are documented by the company’s HR people.

6. They recognize and reward good performance

The reason why performance is monitored is so that the company can reward the good ones and correct those that need to be improved. To encourage and motivate employees, great companies provide rewards and incentives. This could range from simple treats and tokens, to elaborate programs like employee of the month, sales target bonus with gifts like gadgets and trips abroad.

7. They equip their people with tools that help them work better and faster

If you want to double or triple your team’s performance, it is important to equip them with the right tools and equipment. Great employers understand this, so they make sure that their people are given the best software and hardware. More importantly, they are trained to maximize them. They understand that, “When you give a man the tools and know-how, you can step back and see the ingenuity that may come after.”

8. They have safe and conducive work environments

Great employers understand that a person’s environment affects his or her moods. So they take care in providing a workplace that’s conducive and safe for work. You can easily determine if a company is great or not by how clean and well-maintained the place is. So gather those waste baskets and purge unimportant items, clear your desks and organize! A clean work station will improve your mood and make you work better for a great company.

9. They care about their people

Great employers are able to provide programs that ensure their employees are well-taken care of physically, emotionally and spiritually. The company has heart and they show it to their people with kind words, caring leaders, firm and constant guidance. They understand that, “When you care for your people, your people will take care of the company.”

10. They develop leaders

Lastly, great employers develop leaders. They encourage initiative and innovation. They allow their employees to shine and provide opportunities for star performers to develop themselves as leaders. From the group of star performers, they choose and hone select people to lead the company to greater heights.

The truth is, there’s no such thing as a perfect company. Great employers are simply built by the people who work for it. If you want to work for a great company, it is in your hands to make your company a great and happy place to work in.

If you are looking for a job, seek to find a company that has these qualities. If you are already employed, make your company a great place to work in. If you have influence in your company, seek to develop these characteristics to make your company great and reap the rewards of a happy and productive workplace!

About the Author:
Jhoanna O. Gan-So is president of Businessmaker Academy, HR Club Philippines and Teach It Forward Organization. Since 2003, her company has served more than 15,000 participants from various companies and industries by providing corporate skills training, business and human resource seminars. To know more about the seminars and services that they offer, you may visit www.businessmaker-academy.com or www.hrclubphilippines.com. You may also call (632)6874645. Email your comments and questions to: mbworklife@gmail.com

Ten Characteristics of Star Employees

[Published in Manila Bulletin in July 2011]

In the workplace, there will always be star employees who shine. These people are well-liked by their bosses. They reach their targets or accomplish notable achievements. They are star performers, which is why they get recognized by their company and get promoted faster than the rest of the regular folks. It’s pretty cool to be a star employee. So let’s all aspire to be one.

If you are presently employed, I’d like you to take a good look at yourself. From a scale of 1-10, 10 being the highest, how would you rate your general work performance? If you were your boss, would you point to yourself as a star employee?

If your answer is yes, then keep up the good work. Kudos to you! However, if you are not quite there yet and would like to become one, let’s take a look at the qualities that separates star employees from ordinary ones.

1. They are Always Present
Star Employees are always present physically, mentally and emotionally. This means that they have good attendance records. They understand that quantity affects quality of time---that no matter how brilliant you are, if you’re not present for work, then you can’t really do a good job. So they come to their place of work, alert and ready to face the challenges the day brings. They leave their personal issues and problems at the door which allows them to focus on the job at hand.

2. They are Results-Oriented
When Star Employees are busy, they really are. They do not spend all day doing things just to look busy. They actually do tasks that they deem instrumental in helping them reach their goals. These people look at the end-results all the time. They measure their performance with targets and actual results. For example, star salespeople know their sales targets by heart. They find the best use of their time that will get them the desired results.

3. They are Self-reliant
Star employees do not need to be micromanaged. They require very little supervision as they are capable in making common sense decisions. They are not too dependent on their bosses or co-workers. Unlike some people who ask their bosses to solve everything and decide on the littlest of things, they are well-capable of managing themselves and dealing with everyday work issues. They are also self-motivated.

4. They are Reliable
Star employees carry a sense of dependability about them. They look and act responsible. Bosses feel at ease assigning them to important projects because they are diligent and consistent with the quality of their work. They are steadfast which is why they don’t make their bosses worry too much about project completions.

5. They are Progressive
To most employees, change is difficult to swallow. They like doing things that they are comfortable with. They like things to be the way they are. Star employees, on the other hand, can adapt well to change. In fact, they initiate it. They constantly look at how their work, the procedures and systems in their office can be improved. In the process they find innovative solutions that increase their company’s profits or generate huge savings for the company which their employers appreciate.

6. They are Good Reporters
Star employees are on top of things. Bosses often get frustrated in constantly reminding their subordinates about things they need to do and they often waste a lot of time following up on projects. Meanwhile, the star employee gets there first. They regularly update their bosses and teammates on what’s happening. You don’t have to ask them what’s up with this account, because chances are, they’ve already told you before you even thought of asking.

7. They can Communicate with Ease
When star employees talk to people, they are not tense and uptight. They communicate in a comfortable and enthusiastic manner which makes the other person feel at ease right away. They can talk to bosses, co-workers, suppliers and customers very well in a conversational manner. They are naturally personable which draws people to them.

8. They are confident
Many people equate confidence as being extroverted and outspoken. But not all star employees are made that way. There are many star employees who are quiet and not so gregarious. See, confidence is about knowing who you are and your self-worth. Star employees know their capabilities and limitations. They courageously face challenges and are not afraid to seek assistance if needed.

9. They Go the Extra Mile
What sets star employees apart from regular folks is they go further than what is expected of them. If they are expected to know a specific product of their company, they go the extra mile in learning the whole product line, the competitor’s product, pricing and promos. If they are expected to reach a sales quota, they don’t stop upon reaching the quota. They go for more. They do a little bit of extra when it comes to their work and even their relationships.

10. They are Grateful
Most important of all, star employees are grateful. They are not brats who feel entitled to all the benefits, rewards and incentives given by their company. Instead, they sincerely appreciate what is given to them and make it known by saying thank you all the time. The reason why they perform better than the rest and why bosses like them is because they know how to value their jobs, their employers and colleagues.

Now, given the ten characteristics above, take a look at yourself. Which of these traits do you have? Which ones do you lack? Are you a star employee?

Aspire to be a star employee because it’s pretty cool to be recognized and appreciated by your bosses and colleagues. Not to mention the perks and rewards attached to it. Everyone has the capacity to become a star employee, all you have to do is hone yourself and build on the ten characteristics of a star employee.

My Boss is Threatening to Fire Us!

[Published in Manila Bulletin in July 2011]

Bosses have different ways of motivating employees to improve their performance. Smart ones use several methods of reward and punishment and adjust their approach according to circumstances.

In my experience, I have found that rewards and punishments are equally effective depending on the situation and the type of people you have. But in general, people respond more to rewards, incentives, promotions, recognition and all the nice stuff.

Occasionally, however, punishments or “threats” may be warranted but using this can become counter-productive and dangerous too. If you threaten and put people down often enough, they might get paralyzed in fear and begin to lose focus. Instead of finding ways to improve performance, they might get caught up with just fighting the perceived threat.

Such is the case of a reader of mine. Let me share his story, my advice and some thoughts about motivating people.

Dear Ms. Jhoanna,

I am an avid reader of your column for more than two years now. I loved the way you do it, by way of giving everyone your PAST, PRESENT and FUTURE perspective, and my fervent prayer is that God will give you more talents and wisdom and add more years for you to live longer.

By the way I am “ABE”, 62 years old from Tarlac. I live with my wife, our 4 children and 3 grandsons. I’ve been connected for two years now to a real estate company as an AVP in Marketing. My position gives me a basic living subsidy, over-ride commissions plus the use of the company vehicle.

In the previous year, I used to be No. 3 among the 15 Marketing Directors. At times, I’d reach No. 1 and No. 2 ranking. When I was promoted as an AVP, I’ve been able to consistently land again at No. 3, sometimes No. 2 and even No. 1.

But 2 months ago, my Marketing Directors were transferred to another group. Hence, I am now in survival mode, currently at No. 3 among 4 AVPs.

My concern is that our EVP has been threatening me that he will dissolve our group if we don’t increase sales. As a result, we feel tremendous pressure almost every day, every week and every month.

What do you think should I do? Although I am determined to fight, the “THREAT” is becoming worse. Please kindly advise me.

Thank you very much and i hope you can help me. God bless, more power and good luck!

Sincerely yours,
Threatened Abe


My Response:

Thanks for avidly following my column for the past two years, Mr. Abe. I understand how pressure-filled Sales Jobs are and I hope that you'll be able to overcome your challenges and find abundance soon.

Regarding your work issues, allow me to share with you my thoughts...

From a relational perspective, it would be great if you can talk to your EVP and calmly explain to him that you understand how critical sales is for the company and that you are doing many things to increase sales. However, the approach (or "threat of dissolution") is becoming counter-productive to your sales team's morale. And that you would appreciate it very much if he'll try a different approach. Of course, you need to do this in such a way that he won't be offended or feel alienated by you.

From an emotional perspective, it would be great if you can find some sort of stress release. I know Sales is highly stressful since you need to reach your quotas. Two of our own company's top sales people actually had a very difficult time getting the numbers during the start of this year and this almost paralyzed them. To solve the problem, one of them opened up to management and sought support. The other one took a short retreat to reenergize herself. With the help of our Mancomm and some smart changes in their sales routine, things eventually improved and they are back on track.

From an HR perspective, I think it's wise to revisit the Employment Contract you signed with the company, as well as the company policies for Termination as it pertains to Sales People. Much of your protection will come from what type of employment you have, the provisions in your contract, the HR policies and processes in your company and the Philippine Labor Laws. Since a sales job is highly quantitative, much will be based on your sales results. Normally, verbal warnings are the first steps for disciplinary action. Written warnings carry more weight and these are actually needed for an employer to terminate employees if due process is to be followed.

Meanwhile, I think it's not yet too late. You still have your job. The real estate industry has been booming for the past few years. You can still focus and concentrate on generating more sales, despite the threat.

Motivating Employees

I wish I could talk to Mr. Abe’s boss and point out that his “threatening” approach is de-motivating his people. Since I don’t really know him, allow me to use this column to reach out to the bosses out there.

Fear is a potent tool. Its powers can motivate people to move, but it could just as easily demoralize people. I personally would only use it as a last resort.

The job of every boss is not just about pushing people to do what they want. Great bosses take the time to understand what drives their people and figure out what buttons to push to positively impact their subordinates. They also arm their people with the means and tools to let them achieve. They push, encourage, guide and support others be great at what they do.