Simple Ways to Make Your Onboarding Process More Enjoyable

April 4th, 2019


The first day of any new endeavor is hard (flashbacks to junior high or summer camp). Beyond these normal anxieties, however, onboarding at a new job comes with a special torture inflicted by all the requirements of corporate bureaucracies, namely: complete, utter boredom.

The start of a new job can feel dreary and uninviting. The first days are filled with paperwork and pedantic instruction on corporate minutia.

It’s a shame, too, because the early stages of a person’s career set the tone for the rest of their tenure. Plus, the first few days mark the time of peak enthusiasm for the new worker … the point they are most impressionable and most excited about the fresh opportunity.

Wouldn’t it be nice to extend that excitement a little longer?

There are tactics that can improve engagement and diminish the dreariness. A little care in how the onboarding process is run and you can preserve that initial enthusiasm – at least until the real work begins.

Make Contact Before the Official Start Date

Don’t wait until the first day to talk to a new employee. Reach out ahead of time and keep in touch during the period before they officially join the firm. You can pass on important information and begin laying the groundwork for a strong working relationship.

Beyond building a connection with the new hire, you can smooth their way into the company. You can alleviate a lot of first-day jitters by detailing what the incoming employee should expect from the onboarding process.

New environments are scary because, well … they’re new. People don’t know what to expect. By providing an outline of the employee’s early tenure, you can prepare them for a pleasant and constructive first day, which in turn sets the stage for everything that follows.

Create a Welcoming Environment

Imagine you’re a new hire, nervous for your first day. You come into a new place, fresh, excited, wound up … and no one really cares.

The annoyed receptionist wasn’t expecting you. You sit around until the right person from HR shows up, gets your name wrong, and hustles you into a sterile conference room where you’ll begin hours of boring lessons and paperwork.

Now imagine an alternative reality: An upbeat receptionist greets you by name, walks you directly to a room where a small reception of your new co-workers has gathered to welcome you to the company.

A little effort on the first impression goes a long way to improving a new hire’s perception of the onboarding process.

Break Training Into Smaller Lessons

You need to communicate a lot of information during the onboarding process. Trying to deliver these all at once can be mind-numbing.

However, if you can find a way to break up the more boring and rote portions of the onboarding process, it can make them more palatable. If you have 12 hours of material to get through, don’t try to cram it all into two days. Break it up into smaller half-hour or hour chunks and spread it out over a few more days.

Mix small portions of the boring stuff in with more practical training and get-to-know-you activities with other team members. The process will feel more pleasant, and the new recruit will likely retain more of the information.

Include Social Activities

Much of the joy of office life (such as there is) comes from other people. The closer you are to your co-workers, the less like work the endeavor will feel. Also, a connection between employees will foster teamwork, eventually leading to a more efficient and more productive group.

With that in mind, take steps to integrate the new employee into the office social life. Set up lunches with co-workers during the onboarding process and arrange for at least one after-hours get together. It will also set the new employee up as a strong team member from the start of their tenure.

Successful onboarding becomes easier when you have the right recruits. Strong employees keep their enthusiasm and quickly absorb the preliminary information they need to become productive employees.

Top-flight recruiters, like SmartTalent, can fast-track that process. Contact SmartTalent today to find out more.

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How to Approach Your Manager About a Full-Time Opportunity as a Temp

April 2nd, 2019


You’ve been working at your current post as a temp for a while now. You love the position. You love the company. You love your co-workers. You respect your manager and you buy into the firm’s overall mission.

You decide your goal is to turn the temporary gig into a full-time opportunity. But how do you make that transition? It’s like the professional equivalent of figuring out how to get out of the “friend zone.”

While the precise process of transitioning to a full-time position differs from situation to situation, there are some common themes. Here are some general steps you can take to make your goal more likely to come true:

Lay the Groundwork

Once you decide to ask for a full-time position, don’t just walk into the manager’s office in the next moment and start talking about it. That kind of move represents a big commitment for a company, so don’t treat it like a casual request. You need to perform some due diligence and start laying the groundwork.

Do some research. Make a plan. Hone your pitch ahead of time. Realizing you want to transfer out of your temp role is only the first step in a long process.

Know the Situation

If your company has never turned a temp into a full-time staffer, you might be facing a significant struggle. However, if that kind of progression happens all the time, your task becomes much easier.

Find out your company’s policies on turning temp workers into full-timers. Have a feel for the process and an understanding of what kind of convincing your manager will have to make to the higher-ups.

Think About Timing

You don’t want to ask to become a full-time staffer the day after the company lays off 200 people and announces a hiring freeze. However, if you know the company has been actively looking to hire, or if a project you have worked on just received the green light to expand, it might be the perfect time to float the idea of a more permanent role for you.

Drop Some Hints

You don’t want to surprise your manager with a request for a full-time assignment. It would be like talking about marriage on a first date. You want to ease into the conversation.

Bring up the idea slowly at first, letting the topic flow naturally out other business conversations. Get a feel as to your manager’s opinion on the subject before making a formal request. Ideally, your official conversation on the subject should start with something like, “We’ve been talking for a long time about me taking on an expanded role …”

Make a Thoughtful Pitch

Don’t expect the company to make you a full-time employee out of kindness. You shouldn’t center your request on ideas like loyalty or hard work. It’s a business, after all. You have to make a detailed case about how the move would boost the bottom line.

When you make the request, back it up with meaningful evidence. Come armed with stats and details about your contribution to the team. Explain how making you a full-time employee will help the company long term.

Finding opportunities that can grow into long-term relationships is the key to building a sustained career. SmartTalent can help you find these kinds of placements. Contact SmartTalent today to learn more.

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Spring Clean Your Resume

March 27th, 2019


Maybe it stems from a long-buried hibernation instinct, but it’s difficult to get anything done during the winter. Vacations, holidays, New Year’s hangovers, the general malaise of short days, bad weather and having to wear multiple layers – it all contributes to an overall sluggishness that drains the willingness to do anything productive.

Luckily, spring brings a sudden burst of energy. Stereotypically, this gets channeled into a thorough house cleaning. But you can gain more long-term value by directing some of this added vigor toward your career.

Your resume is a great place to start. You probably haven’t looked at it since the last time you went job searching. It may seem unnecessary (especially if you happen to like your current position), but regular updates in times of relative calm will prevent a panicked overhaul the next time you need to use it.

With that in mind, here are a few major points to focus on while giving your resume a spring cleaning:

Clean up Grammar and Word Choice

Look for small things that could be updated. Hopefully, you don’t have any grammar or spelling mistakes (or how did you ever get the job you have now?). Read the resume with fresh eyes to make sure.

Fine-tune the language and make any necessary improvements. Seek out passive constructions and add in those vibrant, descriptive words where you can.

Review the Formatting

Consider the potential benefits of a complete overhaul. Yes, that might open the door to a significant amount of work. But like finally tackling an overstuffed closet, sometimes you need to do more than a quick straightening up.

Standards change. If you’ve been out of the job market for a lengthy period of time, the expectations for resume presentations may have changed. Research the current style and update your resume accordingly.

Remove Outdated Items

Hopefully, your career has progressed steadily over the past few years. New experiences have taken precedence over things you learned years ago. And, triggering as it may be to think about, many of your older competencies may have become completely outdated at this point, overtaken by updates in technology or evolving industry standards.

Remove anything that is no longer a meaningful selling point.

Also, watch out for other kinds of dated information. Still got your high school GPA on there? Still touting that half marathon you ran in 2011? Better nix that stuff as well.

Add Anything New

Maybe removing older items from your resume brought up uncomfortable thoughts about aging and your own mortality. Well, cheer up: The flip side of the process is much more upbeat. The outdated items on your resume can (hopefully) be replaced by a host of new skills and competencies that you’ve picked up recently.

Add all the new skills you’ve developed since the last time you updated your resume.

Start a Plan for Next Year

Your resume clean-up shouldn’t end with an update of your resume as it is now. It should also include thinking about how you’d like your resume to look in the future. A kind of job-search vision board.

Think about things you wish were on your resume that aren’t there now and consider what it would take to acquire those skills.

When updating your resume, it can help to have an objective third-party take a look. Working with a recruiter gives you the fresh eyes you need to sell yourself effectively. SmartTalent can provide the direction and advice you need to maximize your potential.

Contact them today to find out more.

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Balancing Productivity and Fun in the Workplace

March 21st, 2019


Work can’t be a constant laugh-fest. If the office perpetually resembles an after-hours club in Ibiza, no work will get done. Alternatively, if each day seems like a dour slog through a Stalin-era gulag, it doesn’t bode well for long-term efficiency either.

It’s easy to mistake serious and boring for professionalism but tamping down too much on workplace joy can lead to long-term negative consequences. An unpleasant environment will foster increased turnover and an unengaged workforce will ultimately prove less productive than one infused with a sense of exuberance.

Business books love to talk about culture. Often, details are left vague, but one goal of a strong corporate vibe is to inject some joy into the worker’s experience. It opens up creativity and helps bind people to the company.

But, of course, chasing fun can go too far. If the workday becomes one long ping-pong tournament/gossip chat show, there might not be a company to enjoy for very long. Work shouldn’t become a clubhouse.

So, how do you find the proper mix? Here are five key aspects of balancing fun and productivity.

Eliminate Negativity

The first part of a doctor’s Hippocratic oath says, “Do no harm.” Keep that in mind for setting the workplace mood.

Don’t inject negativity unnecessarily. Even when focused on production, keep the mood upbeat and supportive. It doesn’t create “fun,” per se, but it will provide a pleasant experience, which for an office environment, can seem at least fun-adjacent.

Provide Clear Production Targets

Set transparent deadlines well in advance and workers can find their own work/fun balance. If people know what they are supposed to produce and when it’s due, there will be little confusion about when work needs to get done.

Coming up on a project deadline? Everyone knows it’s time to buckle down. Finished everything early? Maybe the team can check out at 4:30 on Friday and meet up for some jalapeno poppers.

Celebrate

Use fun as an incentive for productivity. When your team reaches a goal or achieves a target, reward them with a celebration.

This can take the form of an at-work treat, a small break-room party or bringing in a fun lunch. Or you can splurge a bit and take everyone out for something more grandiose.

Build Relationships

Don’t forget: Fun acts as fuel for teamwork. People who know and like each other will work better together.

For that reason, don’t view production and fun as complete opposites. Joy and laughter can drive creativity and lead to better work results in the long run.

Enjoying Work as Work

By enjoying your work, productivity becomes fun. Beyond helping foster teamwork, fun can become the driving motivation for employees to push themselves further.

Want people to volunteer for longer hours? Looking to see your team members stretch themselves? Help them enjoy their work and they will happily commit to more responsibility.

Having the right employees can make productivity/fun balance easier to find. Competent, upbeat and engaged professionals naturally mix business and pleasure.

SmartTalent can find the right staff to fit your ideal culture. Contact them today to find out more.

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Tips for Interviewing With a Recruiter

March 19th, 2019


In any sports league, there’s preseason and then there are the games that matter. The players tend to go through the motions on the preseason schedule, saving themselves for the games that actually count in the standings.

People often treat an interview with a recruiter like a preseason game. They assume that since the recruiter gets paid to find you a job, the meeting with them becomes a perfunctory obligation, just another step in the process for signing up with the staffing agency.

But an interview with a recruiter provides an important opportunity. It helps you direct the course of future placements, giving you a chance to lay out your preferences and your pet peeves.

For the recruiter, the interview offers an occasion to get to know you. They can also provide meaningful feedback that can help with your long-term career development.

A meeting with a recruiter can represent an important step in landing a meaningful position with a quality company. The recruiter’s goal is to put you in a position where you can leverage your skills and advance your career. The interview is your chance to help them do it.

Don’t Think, “It’s Just a Recruiter”

Treat the meeting like it’s an interview with an employer. Impressing your recruiter will help your cause. It will increase their confidence and allow them to put you up for plum assignments.

Making the right impression involves simple things like dressing appropriately and putting on your interview “game face.” Show the recruiter how you’ll present yourself in the workplace. It gives them a better reading on you and builds a strong foundation for a symbiotic professional relationship.

An interview with a recruiter also represents good practice. The meeting has less inherent pressure than appearing before a prospective employer, giving you kind of a “dress rehearsal” for the more intense interviews you’ll have to face.

Be Prepared

To get the most out of your meeting with the recruiter, do as much homework as possible. Craft questions you’d like to ask and anticipate the kinds of information the recruiter will want.

This will lead to a more meaningful conversation. The recruiter will get a fuller picture of your goals and your skill level. And you’ll have a deeper understanding of the process and what you can do to facilitate a placement.

Think About Your Long-Term Objectives

Your obvious goal when meeting with a recruiter is to find a job. You might even be at the point where your goal is to find ANY job. But when talking to your recruiter, have some longer-term goals in mind as well.

A recruiter can help facilitate your general career development. By sharing your extended aspirations, you can steer the process toward a more meaningful placement.

Understand the Recruiter’s Goals

Your recruiter has dreams too. Their plans to retire in Bermuda someday don’t really play a role here but understanding their professional motivations can help develop a more mutually beneficial relationship.

With that in mind, ask questions. Find out how the recruiter makes money and what you can do to make their jobs easier. By figuring out how to help them, you facilitate their ability to help you.

Working with a first-rate recruiter makes the process easy. The highly trained professionals at SmartTalent will make you feel at ease and lead you down the path to career fulfillment.

Contact SmartTalent today to find out more.

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Making Safety a Priority on All Shifts

March 14th, 2019


Your business operates 24 hours a day. You can’t oversee it all that time (although you try). Additional shifts mean additional profits. Unfortunately, they also mean additional complications.

Take safety, for instance. Maintaining safety standards across your second and third shifts can pose a significant challenge.

Non-traditional shifts are often more difficult to control directly. You need to delegate much of the moment-to-moment decision-making to shift supervisor. This can lead to some variations in policies from one shift to another.

However, there are ways to keep safety a consistent priority across all shifts, even if you can’t personally supervise them day to day.

Standardized Protocols

Don’t let individual shifts determine their own safety procedures. No matter when they work, employees should follow the same procedures.

Create centrally produced safety procedures. If a shift requires different protocols for some reason (working at night, for instance), recognize that in the overall rules. Make sure all shift managers work from the same playbook and safety will remain a priority throughout the company.

Consistent Training

Many of the details of how to perform a job are learned in an informal way. Follow the lead of the experienced workers and do what they do.

That’s fine for most aspects of a job. But it can cause problems for safety matters. Corner cutting and alterations from accepted procedures lead to potential long-term problems.

For that reason, make sure safety issues are handled in a standardized, formal way. Everyone should get the same instruction, and training should be as comprehensive and detailed as possible.

Ongoing Refresher Courses

Training shouldn’t be a one-time thing. Even the most conscientious employees can use a refresher. They can forget things, or steps can get skipped enough times that they slip out of habit. An occasional retraining effort can help get day-to-day back to the stated ideal.

Meanwhile, training protocols can change over time. Periodic retraining sessions give you the opportunity to keep veteran workers up-to-date on the latest standards.

System of Communication

Managers of different shifts often work independently of each other. It can lead to a “right hand not knowing what the left hand is doing” situation. Do as much as possible to prevent this.

Install a method of communication between the supervisors of the various shifts. Conduct periodic meetings, or at least a conference call with everyone. If this isn’t possible, or for more immediate concerns, keep everyone in the loop using methods as simple as an email or text chain. Or you can create a more formal process of memos.

Whatever the method, the key is to make sure everyone has the same information and changes can spread through the company as effectively as possible.

Regular Reviews

Check in on your various shifts periodically. Make sure they are following the same procedures and all protocols are in place.

By scheduling regular reviews, you can avoid any resentment from your shift supervisors. By making it routine, it becomes a regular event in the course of business, rather than critique of anyone’s oversight or a symptom of micromanagement.

You stay informed, everyone stays safe and your managers keep the confidence they need to lead the team effectively.

Having careful and concerned workers helps make safety a priority, whatever the situation. Using a strong staffing partner, like SmartTalent, ensures you have this kind of staff. Contact SmartTalent today to find out what we can do to improve your safety profile.

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The Right Way to Follow Up

March 12th, 2019


You thought the worst part was over. You sweated through the interview, overcoming the social and professional pressure of selling yourself to strangers (and you did a pretty good job too, in your humble opinion).

But something worse is on the way: the wait. Once the interview ends, you’re left in limbo as the powers that be make their final hiring decision.

What can you do now? Not much. The decision is out of your hands at this point. But you should follow up on your interview, in order to stay informed about the decision-making process and to build relationships. However, these efforts can easily slide into the “stalking zone,” actually hurting your chances of getting the job in question.

Don’t let that happen to you. Here are the key steps to following up the right way:

Say “Thanks”

Sending a “thank-you” email provides an excellent opportunity to establish contact directly with decision makers.

When writing your “thank you,” keep it short. Try to include something specific from the interview to make it personal. But don’t try too hard to be funny or overly friendly. The tone should remain professional.

Be Cool, but Not Casual

Tone is a key consideration for all your post-interview communications.

First, take a cue from the responses you get. If they get chatty, feel free to get a little chatty. But let them take the lead. Second, at all costs, don’t slip into desperation. Get pushy or defensive (or combative) and you’ve probably sunk your chances.

Give Them Time

Be patient. Corporate gears churn slowly sometimes. Multiple people have to be consulted, permissions have to be granted. If someone’s on vacation or gets busy on an emergency elsewhere, everything can get delayed.

Stay calm. If you start barraging your interviewers with questions, you won’t help your cause.

Check in Politely

While keeping in mind the hiring process might take some time, it’s acceptable to check in now and then. You want to politely find out if a timeline for a decision has been set.

You might also get in contact with your interviewer if your circumstances change. If you get another job offer, for instance, let them know. It likely won’t matter, but you want to give them the chance to make a counteroffer if they’re really interested.

Stay Positive

No matter how long they keep you waiting, no matter how terse their communication gets, don’t turn negative. That holds even if they turn you down. Don’t take rejection as an excuse to send an “I never wanted your stupid job anyway” email.

Even if this position goes to someone else, another job could open up at the same company at some point in the future. You want to keep all doors open. So, stay upbeat and polite.

Build a Relationship

If the company goes with someone else for the position, it’s certainly disappointing. But that’s not necessarily the end of the process.

Think of the post-interview process in the same vein as networking. Do what you can to maintain a relationship. Ask if you can make a connection on LinkedIn. Check in from time to time to see if any new positions have opened up. Also, offer your services for contract work. You never know what opportunities will materialize in the future.

Finding a job is filled with tense and aggravating waiting spells. Partnering with a recruiter can make the transition more tenable. A top staffing firm, like SmartTalent, will place you with the best positions, keeping your career moving forward.

Contact SmartTalent today to find out more.

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Training Employees to Spot Hazardous Situations

March 7th, 2019


Safety starts with employees. Frontline workers can operate like a safety spy network, deployed throughout your facility, looking for possible hazards and reporting them before they become real problems.

Run-of-the-mill operations take employees through most parts of your facility on a day-to-day basis. They are in a great position to find potentially dangerous situations early.

Give employees the training to spot danger areas and provide them with a structure to get those problems fixed quickly and efficiently. By doing so, you’ll be able to resolve burgeoning safety situations early, before they become a true hazard … and well before they become a legal or regulatory headache.

You’ll also end up saving money. Catching potentially dangerous situations early represents the cheapest way to eliminate problems. Fixing a crack takes less cash than replacing a pillar.

But how do you go about empowering employees? It’s a great goal, but without a detailed action plan it represents little more than hollow business-speak mantra.

Here are four steps you can take to make your employees more aware of safety:

Comprehensive Training

Make the process of spotting safety hazards a priority early in a worker’s tenure. From the moment, they’re hired, ensure new employees know what to look for and what to do if they spot a problem.

This may involve a longer training process, but it will pay dividends with a safer, more efficient workplace.

Encourage People to Report Problems

Some companies have a don’t-ask-don’t-tell culture when it comes to small safety issues. Employees don’t feel comfortable bringing up problems, for fear it will reflect badly on them or somehow inconvenience their work schedule.

Avoid this culture. Actively encourage employees to report problems. Consider setting up an incentive program, offering small rewards for workers who spot safety issues.

Continuous Reminders

Don’t stop with the initial training. Constantly remind your employees what to look for and how to report it.

You can do this through informal reminders – a daily safety minute, for instance. Or you can set up regular retraining sessions to keep everyone on the same page.

Ongoing Education

Safety standards change. Procedures get updated. New equipment comes in. Points of emphasis evolve.

Once an employee has been on the payroll for a while, the specifics of the company’s safety procedures may have changed since they had their extensive post-hire training sessions. Set up an ongoing education program to bring these veterans back up to speed.

This will ensure that every employee – no matter how long it’s been since they received their initial training – looks out for the same hazards and follows the same protocol.

A safe workplace is an efficient workplace. By bringing in intelligent, observant employees, you can turn much of the safety oversight over to your workers. Partnering with a top staffing firm, like SmartTalent, ensures your ability to find these first-rate workers. Contact SmartTalent today to find out more.

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How to Improve Your Relationship With Your Boss

March 5th, 2019


Developing a real friendship with your boss will always seem a little fraught. Too many complications (like them being able to tell you what to do) will prevent a mutual, balanced relationship.

Still, building a connection with your manager can have many long-term career benefits. Even if your relationship remains strictly professional (you never talk about anything other TPS reports and output targets), a bond of mutual trust and respect can create opportunities for you both in the near term and well after one of you have left the company.

With that in mind, find ways to build a relationship with your boss. A personal connection will open the door for more open communications and a more pleasant set of interactions.

Plus, you’ll be better positioned for plum assignments and possible promotions down the road. A strong connection now also improves your ability to get a recommendation down the road, when you’ll need your current manager as a reference.

Here are a few steps you can take to improve your relationship with your boss:

Learn Their Goals

Your boss may do things that don’t always make any sense to you. But remember: Those decisions make sense to them. Find out why.

Your boss has a set of goals they’re trying to accomplish. You might not appreciate all the factors and crosscurrents that go into the decision-making process. By discovering your boss’s goals and their thought process, you’ll have a better understanding of the action plan when it comes.

You can also learn to anticipate decisions and position yourself as a go-to employee.

Show Loyalty

Loyalty is complicated. Show too much of it without getting any in return, and you’re a sucker. But if you show too little, you’ll have a hard time building any sort of meaningful relationship.

It’s usually better to err on the side of too much loyalty than too little (though you should always maintain a rational cynicism about office politics). Have your boss’s back wherever possible. You want to avoid becoming the office today, but showing loyalty will likely earn you some in return.

Make Yourself Useful

As we’ve discussed, your boss has goals they’re trying to accomplish. The more you can help in that program, the better your boss’s opinion of you will be.

Plug yourself into your boss’s thought process. Find areas where they need help and figure out how to fit in. Volunteer for assignments and learn new skills if needed. You’ll impress your manager and build out your experience and skill set at the same time.

Get Feedback

Hearing from your boss can be a stomach-turning experience. No one wants to get criticized. But to build a strong relationship with your boss (and get better at your job), you’ll have to go against your instinct to avoid critique

Ask for feedback. The information you receive will help you improve, making you a better employee. Meanwhile, the sheer act of requesting an evaluation will get you face time with your boss, helping to put you on their radar in a positive way.

Ask for Advice

Another reason for a one-to-one interaction with boss: ask for general advice. It gives you an excuse for a conversation, in a way that butters them up a bit.

Also, the advice might even be good. Your boss (presumably) has more experience than you and works in an industry that interests you. They have stories to share and wisdom to impart.

Finding a position where you can learn from your bosses and grow as an individual provides a solid foundation for long-term career growth. SmartTalent can help you find those positions. Contact them today to find out more.

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How to Deal With the Office Debbie Downer

February 27th, 2019


The everyday process of going to work is hard enough. Getting up early. Fighting traffic or the crowds on public transportation. Standing in line for your morning coffee.

Everything gets worse if you’ve got a Debbie Downer waiting for you once you get to work.

The drudgery of a commute is quickly quashed if your workplace buzzes with positive energy and an upbeat vibe. The trip into work may be a nightmare, but once you’re at your desk, coffee in hand, you can get down to business with verve, enthusiasm and maybe even a little delight.

That is, unless you sit within earshot of the office killjoy.

A constant complainer can turn the atmosphere of the whole office toxic. The unrelenting negativity poses a distraction. And it can sap productivity.

There are some steps you can take to counteract the impact of a negative co-worker. Here are three maneuvers you can try to restore some joy to the work environment:

Talk to Them

Some people bond through complaining. It’s a way to build up friendships, an easy topic of conversation. Obviously, it’s not a particularly positive way to reach out to people (and it can get aggressively annoying if used too much), but we all do it from time to time.

Often, people don’t know when they’ve gone too far. You can go a long way to fixing the problem simply by letting people know the negative impact they are having.

Try talking to the negative employee. Take a tactful approach and present your case in a constructive way. Come on too strong, and the Debbie Downer is liable to get defensive.

But an encouraging, honest approach might solve the issue in one conversation.

Keep Your Distance

You had a heart-to-heart with Debbie Downer. No change. It’s time to start looking out for yourself.

Don’t let the office Eeyore sour your attitude. Bad vibes can become infectious and listening to constant complaining can sap your positive outlook. Pretty soon, you’re saying to yourself, “You know, they coffee here really IS terrible. Maybe management doesn’t really care about us?”

Physically distancing yourself from a defeatist co-worker represents the easiest way to avoid a cynical-attitude contagion.

Start by moving your workstation (as subtly as possible – you don’t want to hurt feelings unnecessarily). If this isn’t possible, you may want to consider more drastic steps, like switching to a different team.

Concentrate on the Positive

Maybe you aren’t able to distance yourself from the office’s Black Hole of Doom. Maybe you made a move and it didn’t help – somehow, you’re still receiving the bad vibes from across the office.

Don’t let it bring you down. Counteract the impact of their bad attitude by focusing on the positive aspects of your workplace.

If need be, make a list of the things you like about your job and review it when things get gloomy. Or fight back with a little positive chatter of your own. Try to spread a little good cheer to counteract the impact of negative vibes coming from Debbie Downer.

Working in a supportive, inviting atmosphere turns a job into a vocation. Loving what you do allows you to maximize your career prospects.

Finding those opportunities gets easier when you work with a top-flight recruiter. SmartTalent can help you discover the perfect fit for your skills and personality. Contact them today to find out more.

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