How do I encourage a quiet staff member to speak up and take credit for their work?

How do I encourage a quiet staff member to speak up and take credit for their work?Question: I am responsible for managing two junior staff members at an advertising firm. They work on projects together but have their own specific tasks to carry out. When it comes to presenting their work to myself and my superiors, one of the members has a habit of hogging the limelight and claiming credit for all the ideas. How can I encourage the other team member to speak up more in meetings and inspire some confidence in them? Answer: This is a very common issue in almost every organisation. It is not always noticed or addressed so you have already taken the first positive step in acknowledging the need to address it. It is very important that an employee is getting the full credit for the hard work that they are putting into these projects and it can lead to issues down the road if they don’t feel as if they are getting the credit. If this continues to happen, the individual may feel they are not being valued. This can lead to a drop in their engagement, which will inevitably have a significant impact on their productivity. It is also important that the employee is getting the exposure to management that can be critical to their future career progression opportunities within an organisation. From an organisation’s point of view, it is crucial to know who is responsible for these ideas to ensure they manage and nurture this talent going forward. There are a number of ways in which you can address this issue in a structured way, which will benefit both the individual and the organisation: Investigate: You may want to have a discussion with the individual involved to investigate if this issue is being driven by their fear of presenting, or perhaps they may be lacking confidence around the ideas they are presenting on. Alternatively, they may simply be pushed aside by a stronger personality, so a soft discussion on how they feel about these presentations will guide you on your next steps. It is important to approach this softly, perhaps as a tag-on to another meeting.Ensure that it is more of a chat on how they feel about presenting rather than making a major issue out of it, as you do not want the employee’s confidence hit by highlighting this. Structure the process, create a platform: To give the employee more experience in presenting and to build their confidence, you may need to structure the process. Have them present every second time, or alternatively, have both team members share and split the presentation to ensure their time and exposure to management is equal. Whilst this may not be necessary in the long term, it might help them to build confidence if there is a platform in place to support them initially. Encourage: Before the presentations, go out of your way to ensure the employee knows the ideas they are bringing to the table are strong and they should be proud to stand over these. It may be worth discussing the nerves and fear of presenting that you felt when you started and how experience builds confidence. During these meetings, prepare questions around these ideas and how they were born, to encourage the employee who created them to step into the limelight. Coach: Work with the individual on the structure and delivery of presentations to ensure they are communicating the ideas effectively and highlighting their individual creativity behind them. Praise: After each presentation, it is important to discuss the positives of both the ideas and the presenting and how the delivery came across to the audience. An employee lacking in confidence may have seen it very differently to you. Nurture going forward: For junior staff members, having nerves and being a little anxious before presentations is natural but it gets easier every time you do it. Evidence builds confidence, so every time you do it, you become that bit more comfortable. There is nothing more gratifying as a manager to see a junior employee making that step, believing in themselves and beginning to realise their real potential; potential they may not have realised they even had in the first place.           Rory Walsh Regional Manager – Cork Collins McNicholas Recruitment & HR Services Group This article first appeared in the business section of The Sunday Independent on the 25th of February, 2018, and the original article can be viewed...

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Great Places to Work Event 2018

  What a night at the Great Places to Work Event! Over 900 attendees this year which is a record and The Clayton Hotel Burlington Road deserve great credit for running a smooth operation ensuring everyone was well looked after as always. The brilliant Camembert Quartet, house band of the Late Late Show, entertained us for the night and kept the proceedings moving along while John Ryan, CEO of GPTW, was excellent once again as the MC for the evening. There were guest appearances from An Taoiseach Leo Varadkar whose speech was very entertaining – perhaps we will see The Dáil entering GPTW next year! And Mark McCabe had everyone on their feet singing and dancing along to Maniac 2000! We are absolutely delighted to be recognised as a Great Place to Work for the fourth year in a row. Achieving fourth Best Small Workplace in Ireland – up from ninth the previous year – is something we are very proud of. We had a great night of celebrations with colleagues from each of our six offices nationwide  – all of whom are members of our Culture Team. The Culture team have been instrumental in planning and rolling out various health and wellbeing initiatives throughout the year and 2018 has already seen our culture team develop our calendar of events and initiatives for the year and choosing our new charity partner ‘Jigsaw’. Well done to all the companies who achieved the status of Great Place to Work in 2018 in particular to Abbvie on the fantastic achievement of number one Best Large Company in Ireland.        ...

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CIPD HR Awards 2018

Collins McNicholas were honoured to attend the CIPD HR Awards in the Intercontinental Hotel, Ballsbridge on Friday 16th February last as these awards celebrate and reward outstanding achievements in people management and development, honouring the valuable contribution that HR and L&D make to the success of every organisation.  What a wonderful lunch event it was too giving us an opportunity to meet industry leaders, network with other finalists and the judging panel, meet the lovely Kathryn Thomas who was MC for the event and enjoy a tasty lunch and musical entertainment in a top class setting.  The overall event was kindly sponsored by Sanderson and Irish Times Executive Jobs.   It was evident from the submissions and coverage on the day that all finalists are demonstrating the highest standards of HR and L&D across Ireland.  Collins McNicholas were a finalist in the ‘Embedding a Culture of Workplace Wellbeing’ category which was sponsored by Health Ireland, Department of Health.  This award recognises organisations which place employee well-being centre stage and have embedded a strong culture of workplace well-being ensuring that leadership, culture and people management capability and practices are supportive of employees’ physical and mental well-being at work.  Many organisations have seen such benefit from improved practices including an overall positive impact in the areas of engagement, motivation, team work and performance.  We were delighted to be listed as a finalist in this category along with the other category finalists including Central Bank of Ireland, Lidl Ireland/Lidl Northern Ireland, Musgrave operating Partners Ireland, Trinity College Dublin, Ulster Bank and WALK – congratulations to WALK on being the overall category winner....

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How can I earn respect from older staff members in my first job as a senior manager?

  Question  I have just taken on my first senior management role, after moving to another engineering firm. I am really enjoying the role. However, I’m in my 30s and a lot of the staff that I manage are older and have been with the company for longer than I have. Some of these staff members don’t always follow my instructions. What is the best way to earn the respect of these more seasoned workers? Answer  This is an all-too-frequent issue that can arise when you join a new team where the members are older than the manager. But it also commonly occurs where a team member is promoted within their team to team leader. The key to becoming a successful leader is gaining trust and ensuring that you develop a leadership style that matches both you and your team. But the reality is that no one size fits all in these cases. The most common mistake someone can make when taking on a leadership role is trying to make too large an impact in too short a space of time. While this can bear some immediate results, these can be short-term gains and result in longer-term pain of disengaged employees and in turn reduced productivity. While there is no magic solution to change things overnight, there are some steps, below, which you can take to gain trust and buy-in from your team. But, don’t forget that it is important you start with your end goal in mind. You need to be clear and concise as to what you want your team to achieve, implement processes to facilitate this...

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Collins McNicholas Galway Team Welcomes New Team Leaders!

  Collins McNicholas Galway welcomes the appointment of Eoghan Curtin and promotion of Christopher O’Toole to Team Leaders! Eoghan is a highly experienced Account Manager with 12 years recruitment experience across all industry sectors with multiple agencies in Ireland, Canada & Switzerland. A native of Bushypark, Galway, Eoghan holds a Masters of Business and a Bachelor of Commerce from NUIG and is currently completing a degree in Data Science and studying French and German to a professional level. Christopher O’Toole has received a promotion to Principal Consultant Team Leader to manage the Technical Engineering Division within the Galway office. Christopher is an experienced Account Manager having grown within Collins McNicholas from Junior Recruitment Consultant to Principal Team Lead within 5 years. During that time, he has had ample success, particularly in recruiting for specialist Engineering and Scientific roles for a range of clients. Prior to joining Collins McNicholas, Christopher spent a number of years working in the recruitment industry in Dublin.  A native of Oughterard Co. Galway, Christopher is a graduate of NUIG having obtained an honours degree in 2011.           Michelle Murphy Director Collins McNicholas Recruitment & HR Services...

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