How to Get Hired – Chapter 5: How to Succeed at Your Job

How to Get Hired – Chapter 5: How to Succeed at Your Job


That transition from school to first job
is huge. It’s painful in a lot of ways.
It was for me anyway and I noticed that
when a lot of individuals come into the
company’s that I’ve been in, it’s their first job
There’s, there’s just there’s so much to
learn. Especially, about culture and
what’s acceptable and what’s not.
You can’t just you know read a
manual that says here’s how you’re going
to succeed at this company. So you really
kind of have to watch people, you kind of
have to really figure out the culture,
and you know find friends, go to HR, and
for example, what you don’t want to do is,
you know, if you’re in a culture that’s
formal and you know talking on your
cellphone is not cool.
You don’t want to be doing that and some
cultures are totally different. People
are texting all day long at their
whatever, you know, they’re there that
kind of a culture. So, you’ve got to engaged
that and read that because again that
transition from school to work is a
vulnerable one, in my opinion.
What we look for when we hire people is that,
this, isn’t, you know it is a job, okay and
then some days are better than others,
but, for the most part you do feel like
you’re part of this Decker’s family and
see your commitment, your heart is really
in it at that level. It’s work ethic
generally, of course, there are the more
the more interesting things; drugs on the
job, drinking on the job ,sex on the job.
Whatever it might be but no generally
speaking, it’s poor work habits, it’s bad
bad attendance, it’s dressing
inappropriately, and it’s bad attitude
and not a skill fit.
Yeah. You know get someone in who over-embellishes their resume and
they can’t
perform the position. Embezzlement can be a big one
uhm, you know theft is a big one , you know, there’s just a lot of temptation.
Yeah, don’t due that, Don’t break the law basically. Yeah, theft, misappropriation, miss-use of
company property
you know, just you know,
usage of emails that should not be out there,
and there’s things like that, but, we do
have an attendance policy and people
that you think of is the greatest
employees all set up to this 12 . level
i like, but, you know, and so you know that
if there’s there’s a wide variety of
reasons. Performance
is key, and you do bring up a good point
you know be honest on your resume and be
honest when you’re interviewing because
it’s going to become very apparent about
30 days in your higher that you didn’t
represent yourself accurately and then
it is a performance situation, and, and it
you know if this isn’t gonna work out. So,
performance is the main reason folks
good terminated at Deckers. The biggest
thing that you guys can do once you get
hired the first day in when you sit
down with your supervisor, your lead, your
manager whoever it is. Sit down and make
sure that you’re having open and honest
dialogue with that person and when they’re
saying so here’s your first day ,here is
your cube, here’s your computer, get going.
Make sure you say, “hey what are the
expectations,
what do you want me to do,” and that’s your
time to say: What is it you want me to do?
What are the expectations? You know, make sure
that you understand what your job is. I
can’t tell you how
many times, and we do have a check in after
our new higher, with our groups will
have them come back six weeks after
they’ve started to say:
Did we represent the company properly to
you? Are you seeing what we thought you
were going to see? or do you understand
the expectations of your job? Because if
they don’t understand the expectations,
we shouldn’t say, hey you’re out of here
in 30 days because your performance
wasn’t good. But, you guys have to speak
up.
You’ve got to wave the flag and say I don’t really understand exactly how you want
me to do that report. Can you go over it
one more time? You know so I can’t, I
can’t, say enough about encouraging you
to be very open, very honest, and say
to them in that first couple three days,
I’m not really understanding that
report or I’m not really understanding
where the information is that I
need to get my hands on and then it gets
much better. I think. I agree, I mean–
goal setting is such an important
process of an effective performance
management system. At Deckers we take it
so seriously that we totally automated
the entire process, so, it’s all done
online via a web based tool. And so, the
the process itself forces new hires to
sit down with their managers and set
objectives. Whether that’s quarterly or
annually as it applies to the individual
role is all formalized and it’s signed
off and then you can check in on it
every 30 days or every 60 days. How are
we doing? How’s this project going? Oops
You haven’t even started it?
Well it’s doing 30 days. What are you
guys gonna do about that?
So it’s really an effective tool and
this is as serious health and ensuring
that people are successful. Very
supportive, yeah. For you to move your way
up on that and positions for me, for
instance, is that you really got to put
in the work. You have to put in the time
and you have to work your way up for
that. When I think of one of our regional
directors, for our company,
She’s been with the company for 17 years,
started off as a sales associate. You
know and it always mind boggles me
because I’m like really how did you work
your way up all the way up to regional
director? Take a job entry level, gain
your experience and if you need to move
on move on
Take the next step if you want to get
promoted
within your building have that conversation
and open up that dialogue with your
supervisor and let them know that you
want to be promoted. One of the biggest
things I can tell people in today’s
market and industry is that feedback is
a gift.
Most people are afraid of it. When you
were to have a conversation with
somebody and you want to give them that
feedback.
They’re very, it becomes, very abrasive
and they get very defensive instantly.
But, the moment you break down that wall
and you open that communication up with
your supervisor, the feedback that they
are able to give you and then if you
take that feedback and actually apply it
to the work that you’re doing and they
can see that you’re going to be the
first person they promote because they
can see that your multiple that you’re
open for that change so you know think
about feedback as the gift. Ask for that
feedback, it’s a little painful sometimes.
But the reality is it’s only to help you
grow. In everything that you do so it’s
only going to make you better as a
person, in your job, and your personal
life, and you’ll be happier in the end
because you’ll know why it is exactly
that you were maybe staying in that
position. You know how many people have
been in a position, in a position where
your hours have been cut and your like: I
don’t get it why are they cutting my
hours? You know, so by having that
conversation, opening that dialogue. Maybe
it was because the employer didn’t feel
like you’re doing a very good job. maybe
the employer isn’t as good at the
communication, as you are, so the main
thing I can just put bring that back to
is; open up that dialogue between you and
the employer, let him know what your
goals are, what you want to do.
There’s several positions in any
industry that you’re in. So you know you
don’t want to be the busboy way what do
you want to do? You know you want to work
your way up to either being, a server,
right, you’re gonna make those tips.
Or you want to work your way up from being
a greeter at the door to, you know,
working at the cash register, helping in
the fitting room, just tell them what it
is you want to do and ask them what you
need to do to get there. And I think another
thing is, especially in the
field that are working is to limit
yourself to what your job is.
Some people say well that’s not part of
my job, this is what my job is.
But you have to stay open if you stay
open and you take on more
responsibilities, eventually, they’re
going to start seeing that
oh wow, she can do this and she can
execute it really well and
efficiently. And it looks good so those
things will start standing out. So I think,
I see a lot of that sometimes, that well
that’s not part of my job you know,
I stick to this and eventually it could
lead to. There’s no easy way to the top.
They’re really you just have to work
your way up and you have to be willing
to to do all of the job duties, whether
it was in your original job description
or not. A lot of good points and I like
what Scott said about you know, if you
are looking to be promoted and there’s a
position that you want to talk to your
employer and ask them you know I really
want that position can you let me know
what it is i need to do to get it.
Tell me what I need to do, you know, what
will it take to get there and most of
the time they’ll answer you, they will tell you
you know. And then all of a sudden that
light bulb goes on and they’re looking
at you because they realize that you are
ambitious. And then when we sit when we
have a manager’s meeting we talk about
all that your name comes up as somebody
that we could promote into a new
position because you came to us then
open up a dialogue. And if nothing else
again a mentor and mentor is a mentor
within the organization or wherever
you at that has a higher position they
can also show you the way. so that’s a
good way to do it too.

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