The Easy Ways To Deal With Overwhelm At Work

The world of employment can be overwhelming and stressful sometimes – even if you love your job. We’re all dealing with many professional and personal pressures that make managing the chaos of everyday life increasingly complicated. When you combine your worries at home with impending project deadlines and uncooperative co-workers, it can feel as though succeeding in your business role is impossible.  

The good news is that you don’t simply have to “put up” with the stress. Rather than ignoring your feelings and pressing your nose further to the grindstone, it makes sense to create a strategy that might help you to reach your goals with fewer problems. Here, we’ll cover just some of the steps that you can take to banish overwhelm from your life, and regain control over your career.  

Have a Plan 

When it feels like you’ve got far too much to do, taking the time to step back and think strategically can seem a little counterproductive. However, planning could ensure that the rest of your time at work is far more efficient.  

Begin by writing down what you need to do for the day or the week, and figure out which order you should be completing tasks in. You’re sure to find some things more important than others, and this will help you to stop thinking about how you’re going to fit everything in.  

When you’re feeling overwhelmed, only stopping for a second and taking the opportunity to breathe and evaluate can give you a lot of much-needed power over the situation. Remember to prioritise your tasks, and accomplish them one at a time. Multitasking is never an effective way to get things done. 

Give Yourself a Break 

Stress can be a huge detriment to your work life. When you’re spending all of your time in the office panicking about what you need to get done, you don’t have any space left to focus on the challenges at hand. Stress closes the creative part of the brain, damages our cognitive processes, and even disrupts our perception of time, so we feel like we’re losing minutes faster.  

Although it’s hard to tear yourself away from your desk while the demands are piling up, taking some time out to relax can be an excellent way to lighten the burden. While it’s tempting to work without breaks, the reality is that you can only accomplish so much before your brain needs a little rest and rejuvenation.  

If nothing else, spend about five minutes walking around the outside of your building. The fresh air can do wonders for clearing your head and reducing your anxiety levels.  

Speak to Someone 

Sometimes, all you need to do to help yourself cope with a stressful professional situation is to say your concerns out loud. Speak to someone about the issues you’re facing, and see whether their input can give you a new perspective on the problems at hand.  

Ideally, you’ll want to talk to someone  who will only listen to whatever you have to say. Sometimes, the ideal partner will be a co-worker, who knows exactly what it’s like to deal with similar problems in your industry. In other circumstances, you might even feel comfortable talking to your manager about the problems you’re having, and the things you might need help handling.  

If you do decide to speak to your line manager, make sure that you don’t come across as though you’re complaining about too much responsibility. Instead, say something like: “I feel like I have a lot to cope with right now, and was wondering if you had any guidance on how to tackle it all?” 

Look After Yourself 

It’s hard to produce your best work if you’re not caring for your mind and body. A lot of people who feel overwhelmed at work end up pushing themselves to work constant twelve-hour days or continuing to work on projects at the weekend because they feel they have too much to do; unfortunately, this rarely ends well.  

If you’re sitting in front of your computer, too exhausted to concentrate, and too stressed to sleep, then you’re still not accomplishing anything positive. When you’re tired, you’re more likely to procrastinate. At the same time, exhaustion makes your worries feel bigger and more significant than they really are; which can lead into sending yourself into “panic” mode.  

Give yourself some rest, and make sure that you get minimum hours of sleep every night – no matter how much work you have to do.

 

Know Your Triggers 

Finally, when you’re feeling overwhelmed with your professional role, it’s important to know exactly which factors are pushing you to the brink. For instance, do you feel like you’re getting too many assignments to handle, or is your boss making you feel overly pressured? If you know what causes the brunt of your concern, you can begin to act and fight back against your nerves.  

Keep a journal of your thoughts and feelings to help pinpoint which issues could be causing your unhappy feelings. Once you’ve figured out what’s affecting your mood, you’ll be able to speak to your boss about changes you need to make.  

 

About Resource On Demand 

Resource On Demand is Europe’s first specialist Salesforce Recruitment Company. We assist the world’s leading organisations in growing their technology teams. Supporting companies to fill roles that span across digital marketing, marketing automation, Human Capital Management, CRM system management and, Salesforce developer, Salesforce consultant and Salesforce admin jobs. 

The team at Resource On Demand have access to an extensive database of key talent, registering over 8000 professionals each year. To find out how we can support you call us on +44 (0)20 8123 7769 

5 Reasons Why Your Best Candidate Said, “No Thanks”

The race for the perfect recruit is on. As companies in the technology industry struggle to find the perfect combination of skills and characteristics in their ideal employee, the recruitment experience is growing more complex than ever.  

It’s not an employer’s market anymore.  

Tech specialists have their pick of countless new job opportunities today, which means they have the luxury of being able to choose the right work environment, the ideal title, and the best perks.  

In a world where candidates reject up to 50% of all job offers, it’s time for businesses to start thinking about how they can refine the hiring process, and improve their chances of attracting the perfect employee. Since the best way to improve is to learn from past mistakes, we’re going to look at 5 of the top reasons why your ideal applicant might say “no thanks” to your career opportunity.
 

1. The Recruitment Process Took Too Long

Tracking down the right team member is a huge challenge. You might spend months evaluating your business needs, working out which roles need to be filled the fastest, and thinking about how you’re going to advertise yourself.  

Unfortunately, the longer your recruitment process is, the more you could risk losing the attention and interest of your candidates. Remember, they’re on the hunt for the perfect job, which means they don’t have time to sit and wait months for an interview.  

Try to follow up with the individuals in your applicant pool that have the most potential as quickly as possible. Even if you simply send out a quick email telling them that they’ve made it to the “consideration stage”, you could reduce the chances that they go out and actively search for an alternative employer.  

When you’re struggling to fill the gaps in your company, it’s easy to forget that potential employees have deadlines to think about too. A lengthy recruitment process could make your candidates feel like you don’t respect their time, or even cause your organisation to appear disorganised. Consider working with a specialist salesforce.com recruitment agency to help streamline the process, and keep wasted time to a minimum.
 

2. Your Employer Brand Lacks Appeal 

Businesses often spend a lot of time worrying about how their brand looks to prospective customers. However, you might not spend as much effort thinking about how you look to future team members. Your “employer brand”, is how you highlight what it’s like to work with, or for your organisation. It involves everything from your reviews on individual hiring websites like Glassdoor, to the way your employees talk about your business online.  

Your existing staff can easily give away hints on what it’s like to be employed by your business. If they’re happy, then it’ll show in their social media posts and the way they interact with customers. On the other hand, if your hires are unhappy, then that will show too, in everything from high turnover rates, to grumpy teams.  

As brands grow more aware of things like “corporate culture“, technology experts are searching for careers that offer excellent salaries, room for growth, and a welcoming internal experience. Remember, every candidate you interview will be hoping to work with a team that provides happiness and satisfaction.
 

3. You Didn’t “Sell” The Opportunity Enough

Businesses often forget that interviews are a two-way street. While employers need to evaluate each applicant carefully and consider which factors are most important to their business, potential team members will also be thinking about how the role in question will satisfy their personal and professional needs.  

It’s not only the candidate that needs to sell themselves in a job interview but the business too. You need to show new people how they will be appreciated in your organisation, and what you’re going to do to give them an experience that couldn’t be matched by other businesses in your industry.  

A specialist recruitment agency can help you to craft a job description that appeals to your ideal employee, but it’s up to you to show off the best parts of your brand when the opportunity comes knocking. Think about interview body language, how you can highlight the potential for future growth, and what you’ll need to do to draw attention to employee perks.
 

4. There Aren’t Enough Opportunities for Development 

Growth is something that every recruit wants. While salary and work environment are important, it’s also crucial for businesses to think about how they can underline development opportunities for their job candidates.  

In a recent poll, 87% of millennials noted that advancement was critical to accepting a new role. When today’s employees are happy with the career progress available for them, they’re more likely to choose and stay with a company.  

On the other hand, a member of staff who feels like they’re stagnating in their role will be more likely to browse for alternate employment opportunities. That’s why it’s essential for growing organisations to assist team members with ways of improving their knowledge and skills.

If you demonstrate your potential new hire that there’s future in your company, then you’ll have a better chance of securing that all-important “yes”.
 

5. Problems with Remuneration and Benefits 

Finally, your salary and benefits package can go a long way towards deciding whether you’re going to secure the perfect applicant or not. While choosing a remuneration package can be a challenging experience for employers, it’s important to make sure that you select something that appeals to your ideal candidates, and compels them to join your team.  

Remember to think beyond the initial salary, and consider extra benefits like flexible working hours, remote working, and even medical or life insurance when you’re trying to earn the attention of technology talent.  

If you’re struggling, consider speaking to a recruitment group about the specific salary trends and requirements of your industry. These professionals could help you to pinpoint the benefits that put you one step ahead of the competition when hiring the best staff.  

 

About Resource on Demand 

Resource on Demand is Europe’s first specialist Salesforce Recruitment Company. We assist the world’s leading organisations in growing their technology teams. Supporting companies to fill roles that span across digital marketing, marketing automation, Human Capital Management, CRM system management and, Salesforce developer, Salesforce consultant and Salesforce admin jobs. 

The team at Resource on Demand have access to an extensive database of key talent, registering over 8000 professionals each year. To find out how we can support you call us on +44 (0)20 8123 7769 

So…tell me about yourself?

Jobseekers talking about themselvesIt may seem an obvious question for an interview but it’s one that most jobseekers dread. “What should I share? How much should I share? If I talk about myself too much I may come across as arrogant. If I don’t share enough they will think I lack confidence.”

I’m often surprised how unprepared jobseekers are for this question. Maybe because it is so broad and they aren’t quite sure where to start. So here’s my tip: Think marketing. Think of yourself as a product that you need to present in a way that makes the other person sit up and think “Hey that’s exactly what I need!”

Here are some marketing questions to help you prepare your answers:

Who am I? (Personality)
Often personality is as much a factor as skills or experience in finding the person that is the right fit for a team. With this question you want to be sharing your values and what’s important to you. Things like being a good team member or leader, someone who likes to creatively solve problems or enjoys collaborating. Think about what the interviewer might be looking for in a jobseeker and align that with your strongest personality traits.

What is my experience? (Background)
Your past work and life experience creates a backdrop for the rest of your marketing story. This is where you can highlight key projects you worked on and what you enjoyed most about them. Be sure to highlight specific challenges faced and how they were overcome. Travel, hobbies and interests can also be featured here as they will provide a broader view of your life experience.

What am I good at? (Features)
As a jobseeker you need to showcase what you can do in terms of specific skills so that the interviewer can tick the boxes if you align with what they are looking for. Be specific and link your skills to your experience to demonstrate that you really do know what you’re talking about.

What have I achieved? (Benefits)
For every skill or feature you list about yourself, link it to a benefit for the employer – either past or future. For example: “By streamlining the project rollout, implementation was achieved in 3 months instead of 5 months saving the company X amount in implementation costs.” Always think in terms of: “What’s in it for them?” because this is what will get their attention.

What do I want? (Mutual benefits)
Interviewers are interested in what jobseekers are looking for because this is a big factor in how long they will stay with the company. Be honest in your expectations, but make sure they are grounded in reality. Link your expectations into why you applied for the position and want to work for the company. If you show that you are sold on the company and eager to contribute you are already half way into marketing yourself into the job.

As a final tip, keep in mind the perspective of the interviewer and market yourself to them. (What are they looking for, what do they want?) This will help prevent you getting too self-conscious when trying to talk about yourself. Put yourself forward as not just a jobseeker, but someone they really can’t afford to be without.

Resource On Demand is Europe’s first specialist Salesforce Recruitment Company. We assist the world’s leading organisations to grow their technology teams. Supporting companies to fill roles that span across digital marketing, marketing automation, Human Capital Management, CRM system management and, Salesforce developer, Salesforce consultant and Salesforce admin jobs.

The team at Resource On Demand have access to an extensive database of key talent, registering over 8000 professionals each year. To find out how we can support you call us on +44 20 8123 7769 or rod@resourceondemand.com.

What B2B Marketers Might Say to Their Younger, Ambitious Selves

Now is the perfect time for a career in digital marketing. According to the latest research from eMarketer, total spending on digital ads should surpass television ad spending for the first time this year. At the same time, 93% of shoppers, both from businesses and standard consumers, are making decisions influenced by the online world. A career online has never been more powerful.

The summer represents the middle of the year, and the perfect time to start thinking about where you are in your career. Have you met your goals? If not, maybe it’s time for a review. By looking back over your time as a B2B marketer, you can evaluate the steps you’ve taken towards success, and which mistakes you’ve had to learn from along the way.

With that in mind, we’re looking at some of the things B2B marketers would tell their younger, more ambitious selves, to help them address the complexities of marketing today.
 

1. Be Open Minded and Try Different Things

There’s a good chance that you began your journey into B2B marketing with an idea of what you wanted to accomplish. Maybe you wanted to start your own affiliate firm, or specialise in display marketing. The important thing to remember is that there are multiple marketing disciplines, and the more you know about each skillset, the more valuable you become.

There’s nothing wrong with choosing a specialist niche in marketing. In fact, most experts will end up specialising in something. However, the only way to learn what gives you the best results in your career, is to dabble in a little bit of everything. Even if you find that you hate doing certain tasks, the experience you gather testing the waters in different areas of marketing will help you grow, hone your talents, and direct yourself towards the right expertise.

 

 

2. Build the Right Relationships

Relationships can be difficult in the world of marketing, particularly when you feel as though you’re competing against everyone. However, just like in any profession, it’s crucial to make sure that you make the right connections in your industry. Communicating with your co-workers in sales, for instance, can help to streamline the customer experience for your company, and make your entire business more effective.

At the same time, networking at valuable digital marketing conferences and events will help you to nurture high-quality relationships that could open doors for you in the future. The more you build your relationships with industry experts, the more you expand your skillset, and open yourself up to the potential of new job opportunities.

 

 

3. Nurture your Personal Brand

B2B marketers don’t always work specifically for an individual company. There are plenty of contractors and freelancers out there who make their living selling their expertise to a wide range of industries. Depending on what you hope to achieve as a B2B marketer, it’s always a good idea to nurture your personal brand online. This will give you the best potential to grab the attention of employers when you’re looking for a new project, or job.

Because B2B marketing has emerged as a largely digital practice, most employers are now looking for experts that show evidence of their online appeal. For instance, if you have a strong following on social media, or a great website, you’ll be far more likely to snare your perfect job.

 

 

4. Get More Hands-on Marketing Experience

Whether you’re just getting started in the world of B2B marketing, or you’ve been in the industry for years, it’s impossible to overestimate the value of good experience. A degree in marketing and communications can take you only so far in today’s advertising environment. Most employers are searching for candidates that have some level of existing marketing experience, either from an internship, previous job, or side project.

Get as much involvement with campaign creation, optimisation, and analytics as possible throughout your career – particularly with big name brands. The more you can add to your C.V, the greater your opportunity of earning new opportunities in the future.
 

 

5. If you Aren’t Moving Forward, You’re Moving Back

Finally, it’s crucial to remember that the B2B marketing industry is a highly competitive place. Everyone is trying to land their next big client, and while you might be in a fantastic position one day, it’s all too easy to fall behind the trends. All your competitors are constantly trying to move up and forward, and if you aren’t as focused on achieving your own goals, you’ll miss out on essential opportunities.

Make sure that you’re constantly moving forward in your career. If you’re working for a brand, that means looking for new opportunities to get involved with new methodologies and techniques. If you’re working for yourself, moving forward may mean learning about new technologies, staying on top of trends, and working according to new consumer models.

 

 

Becoming a B2B Marketing Expert

B2B marketing is an industry that’s dynamic, fast-paced, and brimming with excitement. For people who love to be challenged in their career, it’s an excellent role – but it’s important to make sure that you’re always getting the most out of your job. The summer represents the ideal time to look back over your career up until now, and think about whether you’re really achieving your goals.

While there’s nothing wrong with making a few mistakes, and learning along the way, it’s important to ensure that you’re always on the right track. If you’re not heading in the right direction, it could be time to make a change.

Resource On Demand is Europe’s first specialist Salesforce Recruitment Company. We assist the world’s leading organisations to grow their technology teams. Supporting companies to fill roles that span across digital marketing, marketing automation, Human Capital Management, CRM system management and, Salesforce developer, Salesforce consultant and Salesforce admin jobs.

 

The team at Resource On Demand have access to an extensive database of key talent, registering over 8000 professionals each year. To find out how we can support you call us on +44 20 8123 7769 or rod@resourceondemand.com.

Can Marketing Automation Empower a Sales Team?

Making your sales team the best it can be isn’t just a matter of using the right specialist recruitment agency to fill your available vacancies. Once you’ve put together the “perfect team”, you also need to make sure that you’re empowering them to do their job quickly, efficiently, and effectively.

Part of this process will mean making sure that you give your staff access to the right resources for growth and training purposes, and it may mean updating your use of technology to ensure that you’re enjoying the benefits of “marketing automation”.

Marketing automation can make life easier for your salespeople, while improving your company
marketing power. Not only does it help your sales people understand who they should be following up with, and how they should be building relationships with your audience, but marketing automation can also allow you to align your brand experience for customers, in a world where CX comes first.

Marketing automation software manages, streamlines, automates, and measures, to give your sales team what they need for exceptional results. Here, we’re going to look at just some of the ways that automation methods can empower your sales staff.

1. Marketing Automation Delivers the Right Leads

Unsurprisingly, sales teams – regardless of their skills – can begin to feel frustrated when they spend hours every day, constantly emailing leads and contacting customers who are never going to buy. Imagine one of your top sales people cold-calling ten leads one morning. After hours of complex conversations, every one of those people turns your sales person down. When they finally come across someone who’s ready to make a purchase, the risk is their confidence has taken a dent or lost the patience to stay in the conversation long enough to close a sale.

Marketing automation helps to reduce the chances of sales representative burnout through a process known as “lead scoring”. Lead scoring helps marketers to weed cold leads out of the consumer funnel, and pass only the strongest potential customers to sales. That way, sales teams are more likely to remain effective and confident, all day long.

2. Marketing Automation Bridges the Sales/Marketing Gap

Customer experience is the single most important element in getting sales this year, according to Digital Marketing Trends. If you want to establish a great customer experience, then you need to make sure that you align sales and marketing, to give customers a more consistent journey from awareness to purchase.

Marketing automation helps to give marketers a better understanding of the activity of key customers, so that they can ship that information to sales. This will give sales teams an insight into the buyer journey, while giving marketing the ability to trust that their sales people will know what they should discuss when following up with customers at specific times. After a while, sales can also give marketing feedback on which campaigns deliver the most conversions.

Ultimately, automation helps marketing to become more efficient, while enabling sales to contribute to your growth strategy in a more significant manner.

 

3. Marketing Automation Creates Stronger Customer Relationships

With marketing automation, you gather more data about your ideal customers, so that both your marketing and sales teams can start to build stronger relationships with customers at all stages of their buying journey. For instance, if you discover that your customers hate cold-calling, you can use marketing automation and lead scoring to give your sales teams other ways of communicating with warm leads through social media and email.

With the use of “trigger based” actions that tell sales teams when they need to thank a customer for their purchase, follow up with an order, or answer questions that a user might have, you can begin to nurture your audience more effectively, which leads to stronger relationships from the get-go. Instead of dealing with the frustration of calling a lead that doesn’t want to be contacted via phone, your sales team can offer some relevant information through email, followed by a nurturing campaign that’s influenced by your marketing group.

 

4. Marketing Automation Prevents Lead Loss

Whether you’re running a start-up or a pre-established business, every company wants to earn more customers, and profits. The best way to improve your chances of acquiring, and retaining a good lead, is to make sure that you know how to personalise the services and products your business has to offer. Today’s customers are looking for a way to differentiate one company from another in a sea of competitors. If you want to stand out, then you need to give more than a one-size-fits-all experience.

In a world that runs on personalisation, marketing automation can help you to gather the information you need to prepare your sales executives for complicated conversations. When marketers start to segment audiences through marketing automation, they can give sales teams guidelines to follow when addressing different types of customer. This could help to boost your chances of bigger sales, and better brand affinity from your customers. After all, everyone loves a tailor-made experience.

Marketing Automation: It Works for Sales Teams Too!

Though it might be called “marketing” automation, the truth is that this strategy is just as valuable for your sales team. By helping your sales experts to know exactly who they need to talk to, what they need to talk about, and how they need to contact the right people at the right times, you can improve the efficiency and comfort of your professionals.

 

Resource On Demand is Europe’s first specialist Salesforce Recruitment Company. We assist the world’s leading organisations to grow their technology teams. Supporting companies to fill roles that span across digital marketing, marketing automation, Human Capital Management, CRM system management and, Salesforce developer, Salesforce consultant and Salesforce admin jobs.

 

The team at Resource On Demand have access to an extensive database of key talent, registering over 8000 professionals each year. To find out how we can support you call us on +44 20 8123 7769 or rod@resourceondemand.com.

Benefits NOT Features on your CV – “Make your USP stick.” (geddit?)

Sitting down to write your CV can be challenging, especially for tech people such as Salesforce Developers. After all data is your forte, not words. How do you get across your expertise without sounding like a robot? Here are some tips on how to make your USP stick and make your CV stand out from the pile of other Salesforce Developers on a recruiter’s desk.

Getting the basics right

Starting out, create a framework of headings ensure that you include all the important information such as skills, experience and accolades. Once completed, a CV should be on average 2 pages, maximum 3. Starting out it may be useful to write down a few bullet points under each heading. This can then be the core content that you use to develop your CV.

Anyone can create a frame work with basic facts, but that’s not what will sell you to a recruiters. To do this you need to start thinking like a marketer, what will make them choose you above everyone else? And the answer to this is fairly simple – what’s in it for them?

It’s not about you

Yes you heard right, your CV isn’t actually about you, the experienced Salesforce Developer, it’s about your potential employer. Yes it may feature all your skills and accolades, but unless you can Salesforce Developers CV Frustrationpresent all of that in a way that demonstrates a benefit to them, your CV holds no real value.

Let’s start by understanding the difference between a feature and a benefit. A feature is a skill, a form of experience, or a personality trait. For example: You have 8 years of experience working as a Salesforce Developer. That’s just a feature, there are lots of people that have many years’ worth of experience, that doesn’t mean they can do the job effectively.  You need to translate what those 8 years of experience mean for the company, what you achieved for the business in that time and how will your experience benefit them?

To write this in a way that demonstrates a future benefit to the potential employer, consider the following questions: How will your 8 years’ worth of experience save them money? How will it save them time? Will your systems knowledge increase sales or turnover or reduce overheads? Will your methodologies improve productivity? Will your management style improve team engagement and ensure that deadlines are met saving them money and building an industry reputation?

Ultimately you can have the most impressive list of accolades of any Salesforce Developer out there, but unless you make it clear how your particular skills and experience will benefit the company they won’t give your CV a second glance.

How to write benefits not features

Example of a feature sentence: Managed a 100+ person team dealing with integration points to third party products.

When you read that sentence what do you think? Does it make you sit up and say: “This is someone I want in my team?” or do you think: “That’s nice…..” The sentence is written as a feature, it tells what the person has done, it doesn’t translate into anything tangible that benefited the business and doesn’t tell the recruiter what the person can do for them if they were to be hired.

Now consider this same sentence written as a benefit: Managed a large (100+) team that created a number of product opportunities and business partnerships by integrating with third party applications and platforms.

See how different this is? When you read this sentence what do you pick up on? “This person created business partnerships – that could help me grow my business, that’s a benefit. They created a number of product opportunities too – that’s something my business needs. Plus they did this while managing a large team, so they must have good management skills and be a good team leader – that would be a definite benefit to my business.”

A CV with vision

Reading this sentence has the person thinking in terms of the future of their business and this is what you want to achieve with your CV as a Salesforce Developer. You want to communicate that you are the person that can take their business to the next level, help them gain market share or a competitive edge. You are the one that can help solve a problem they have been facing or help them to overcome industry challenges.  This is what will make them sit up and take notice of your CV and invite you in for an interview.

When creating your CV, think a little tech and a lot of sales and make everything about them. Every sentence must translate into: “This is what I can do and this is how it can benefit you!”

Resource On Demand is Europe’s first specialist Salesforce Recruitment Company. We assist the world’s leading organisations to grow their technology teams. Supporting companies to fill roles that span across digital marketing, marketing automation, Human Capital Management, CRM system management and, Salesforce developer, Salesforce consultant and Salesforce admin jobs.

The team at Resource On Demand have access to an extensive database of key talent, registering over 8000 professionals each year. To find out how we can support you call us on +44 20 8123 7769 or rod@resourceondemand.com.

9 Steps to Maximising your Productivity

Between a hectic home schedule and a challenging work life, it’s easy to lose track of the hours in your day. Of course, if you want to reach your goals, and enjoy that satisfying sense of accomplishment that comes with tackling your everyday tasks, then you need to learn how to make the most of your time.

There are plenty of ways to increase your output, without having to work from dawn until dusk. While being more productive at work isn’t brain science, it is going to take some dedication, and a little careful fore-thought when it comes to planning your day. The following tips will set you off on the right track to success.

Step 1: Identify Your Time Thieves

Some tasks simply take up more of your time than others. However, the chances are that you don’t know where you’re spending most of your day. If you can figure out where you’re spending time productively, and which tasks are simply draining your resources, you can plan to eradicate time thieves for good.

Track how much time you spend on each task throughout your day, and make a note of things that you could do faster, or things that you are doing that fits into another person’s role. Ask yourself, who is better, or quicker than you at a task that you could delegate! Once you’re ready, remove one time thief from your day at a time, and watch your productivity sky-rocket.

Step 2: Quit Multi-tasking

It’s tempting to tell ourselves that working on multiple tasks at once is the key to productivity. Unfortunately, the truth is that multi-tasking simply doesn’t work. You might feel like you’re getting a lot done, but you’re actually wasting time, forcing your brain to switch between several points of focus. That means that you never fully concentrate on a single challenge.

Focus on your work one step at a time, and make sure you’re happy with what you’ve done before you move onto something else.

Step 3: Stand-up Meetings

Meetings can be productivity killers. When hosted without a plan, or any sense of direction, they simply distract people from more important tasks, and rob you of valuable time. However, if you do hold a meeting, there is some evidence that standing meetings can help to improve innovation, and group performance. Test them out for yourself.

Step 4: Do Work in Batches

Convincing yourself that you need to get your entire day of work done as quickly as possible is likely to leave you feeling overwhelmed and stressed. Instead, focus on working to complete tasks in 90-minute blocks, followed by a small break or downtime. These breaks will help to refresh your brain between periods of work.

Depending on your environment, you might discover that your focus period will be shorter. Test out routines to find what works best for you. Also get away from your desk in your breaks in-between your 90-minute block even if it’s only top get a refill of water or walk around the office.

Step 5: Turn off Notifications

Allowing your day to be completely overrun by emails and phone calls means that you’ll be working “reactively” instead of proactively. In other words, you’ll be responding to tasks that arise, rather than getting your existing work done. Since it’s tough to resist the allure of a text notification, or email, the best thing you can do is turn off notifications, and schedule time to address them later in the day.

By setting aside specific slots of time to check your phone and email messages, you reduce your risk of going home at the end of the day, without really getting anything done.

Step 6: Minimise Distractions Wherever You Can

Today, we live in a world that’s so noisy and distracting that it’s hard to get anything done. If you don’t make the most of your resources to reduce the distractions around you at work, then your productivity is sure to suffer. You could experiment wearing noise-cancelling headphones to help reduce your exposure to noise around the office, and decide to make your computer a no-social-media zone.

Ideally, you might want to restrict “chat” time to your breaks and lunch times too. Some companies have social media policies aloha these lines already.

Step 7: Schedule to Your Natural Rhythm 

It’s a good idea to schedule your day according to the natural rhythms of your body. Human beings have different levels of productivity at different times in the day. Some people work best in the early morning, some in the afternoon, and some later in the day.

Schedule your high-priority tasks for the times when your energy is highest, and save your low-intensity or routine tasks for times when your energy starts to deteriorate – such as in the late afternoon.

Step 8: Declutter Your Workspace, and Your Mind

It can be difficult to set aside time to tidy your office space when you’re already rushed off your feet, but a cluttered office is unlikely to support you getting things done. Your attention can be distracted by various things in your immediate space. For instance, visible files might remind you of unfinished tasks, while a stress ball is a temptation for procrastination!

Step 9: Know your HVAS

Finally, remember that people are more efficient at the things that come naturally to them. Tasks that feel like a struggle are more likely to impede your progress. If possible, delegate tasks that you suffer with, and focus on your “High value activities”, the activities that leverage your strengths, and allow you to shine.

Knowing how to delegate tasks beyond your HVAs will help to create clarity and simplify your schedule. In fact, distributing the tasks that you struggle with could help your work community, as your worst challenges could be someone else’s HVAs.

What are your personal time thieves and which of these suggested steps will be your starting point to boost your own productivity?

Why are Tech cultures more of a playground?

There’s no doubt about it, work culture is changing. Offices are no longer a place of stuffy suits especially in the tech industry. It appears that more and more companies are deliberately creating fun, relaxed working environments.

It started apparently with Google introducing bean bags, then ping pong tables, now many of their offices sport slides and meeting rooms that look like beach cabanas. They have been deliberate about creating an office environment that is more like a playground and it’ setting a trend that many organisations are trying to emulate.

Why it works for Google

Google describes its organisational culture as open, collaborative, creative and fun. It encourages all employees to share ideas, ask questions and have a hands-on approach similar to that of small startups. It’s not uncommon for employees to engage in casual conversations with the execs in the company café, in fact it’s encouraged as part of the work culture.

With a focus on the end user, Google knows that engagement is key and because they have a global audience they embrace people from all walks of life across the globe. Ultimately in getting to know their employees it helps them to understand their end users.

Most importantly, they believe that you can be serious about business without being a suit. The founders of Google built the business around the idea that while work should be challenging it should also be fun. Plus it is fun that often helps to fast-track great ideas through to implementation.

Facebook freedom

The social media giant’s corporate head offices hide a surprise around every corner. Exposed beams and ducting give the office an unfinished look – something that’s apparently intentional. Their objective to connect the entire world is yet to be completed and the office space reflects this as a reminder that there’s still lots of work to be done.

But the helium balloons tied to desks, the giant pinatas, wall murals and motivational posters all point to a culture of fun. But it is also a work culture of getting the job done. You simply don’t to be at your desk to do that. You can be lying on the grass in the nine acre rooftop park, or strolling through the gardens.

The Samsung Space

Samsung’s culture is about encouraging mobility, because they believe that sitting for hours at your desk doesn’t make you more efficient. They believe that optimum cognitive function is achieved by walking outdoors and as a result the offices are lined with outdoor terraces and designed so that all employees have easy access to them. Even the cafeteria (that offers a global assortment of cuisines) is housed in a separate building so that employees have to get outside during their lunch break.

Will playgrounds as a work culture suit everyone?

There are some corporate designers that think that trying to emulate the Google playground vibe in office design can be a disaster. They claim that the playground effect can distract from rather than encourage productivity and that unless the work culture is similar to Google, Facebook or Samsung, it would be a mistake to create a playground office environment.

So what is the average tech industry culture? Are all programmers really just overgrown kids? Do techies really want the playground effect or do they just want to be left alone in their little bubble world? More importantly is creativity really inspired by an office that looks more like a child’s fantasy world than a workplace?

Too much play?

It’s true that fun promotes laughter and relaxation and when employees have that as part of their work culture they can become more productive. It can also reduce absenteeism and employee attrition because people value their jobs and enjoy work rather than looking to see if the grass is greener elsewhere. Perhaps this is the key to playground success. It’s not as much about the playing as it is about encouraging a culture of positive productivity.

Work culture is driven by the company leadership. If there is a clear message that the fun creative environment is about driving the business forward and creating a stronger competitive edge in the industry, the company will attract creative tech people that are inspired by that. Far from the office being a boring place to commute to each day it becomes a place where people feel engaged and purposeful. This is something that is becoming increasingly important to employees.

The link between play and productivity is a common factor when considering the work culture of tech giants such as Samsung, Facebook and Google. If a fun workspace is created it’s not so that employees can goof off, it’ so that they have a relaxing and fun environment to work in – in order to be more productive.

Resource On Demand is Europe’s first specialist Salesforce Recruitment Company. We assist the world’s leading organisations to grow their technology teams. Supporting companies to fill roles that span across digital marketing, marketing automation, Human Capital Management, CRM system management and, Salesforce developer,Salesforce consultant and salesforce admin jobs.

The team at Resource On Demand have access to an extensive database of key talent, registering over 8000 professionals each year. To find out how we can support you call us on +44 20 8123 7769 or rod@resourceondemand.com.

Accurate Thinking and Are All Recruiters The Same? #NO

Visit any online career forum, and it’s likely you will experience ‘recruiter’ bashing at its best; or should that be worst; I think you get my drift.

The reality is that all business sectors have organisations that don’t represent the ethics and ideals of the majority and the recruitment sector is no different. Though in honesty we do get wrongly accused of underhand activities.

Recruitment is all about people – which means emotional responses

When it comes to the importance of career progression in our lives, it is well recognised as a potential stress inducer. If you check out

the Holmes and Rahe stress scale (two well-known psychiatrists that developed the original stress research data), death and divorce are logically at the top of the list; yet not too far away are the challenges of changes in a work environment and trouble with the boss.

It’s no wonder then that recruitment organisations get the blame, usually unjustly when the recruiting process breaks down.

Human beings are exactly that. Human.

We are all, like it or not, at the effect of our emotional drivers. Landing that new perfect role is all tied up with our self-esteem, ego and, for many of us our fear about how well will we look after our nearest and dearest.

So is the online gossip about recruitment really true?

Let’s use some accurate thinking

There is a well-known phrase that Dan Kennedy the global marketing expert refers to called accurate thinking. It relates to validating the data that is all around us and reviewing what is fact, fiction or frankly over exaggerated.

Let me give you a couple of examples.

The other day I was surfing on Facebook and a couple of meme’s shot past me. They caught my eye because of the claims they were making.

They related to the impact drinking water has on our body. Now they may have been correct. However, there wasn’t a reference?

Being the analytical thinker I am I dismissed it, though the other 67,000 who liked it and the 5,000 people who shared it were obviously convinced.

It’s common, isn’t it? Incorrect unsubstantiated data posted on the web.

I saw a post on LinkedIn that apparently up to 90% of  CRM roles posted online are fake ?? Says who? Where is the evidence?

I know you aren’t taken in by this and just in case

Let’s be frank here any professional must carry out their own due diligence when it comes to managing their career or building their team; I will shares some ideas in a minute.

Think about it.

The people we work with understand the consulting space. Consultants make life easier, don’t they ?

It’s probably a reason why consulting is one of the fastest growing business sectors globally.

Therefore doesn’t it make sense to utilise the services of a professional consultant when it comes to a key life decision like developing your career?

The Fedex moment

…. one final thing before I share some ideas.

Over the years FedEx has used a number of marketing straplines the most impactful being “ relax it’s FedEx.”

It’s related to a common driver we all have.

When something is really important, we don’t want to make a mistake. Using this human driver has put multiple millions on the bottom line for the FedEx corporation.

Spoiler alert: When an organisation has a key role to fill they almost ALWAYS use a professional specialist recruitment partner. Why? Because they can’t afford to make a mistake and their time is precious.

How do you find the right recruiting partner?

Short answer: Multiple ways.

Referral and recommendation are always a great first step. Let’s be honest as customers we aren’t backwards about coming forwards if we have had a negative experience with a supplier, are we ?

Ask around your friends and connections as a first start.

Google your roles and especially sales force recruitment agencies/companies in the UK. It’s the same on all the social platforms too.

Do they have a presence online? Do they have an active blog and do they share useful content consistently?

An important part

Pick up the phone and have a conversation. It’s vital.

Do they understand the market and have connections? What is their knowledge base? How do they approach the conversation with you? Does their professionalism shine through or do they fail to make an impact with you?

For instance, at ROD we carry out a career consultation with our candidates. Why? We are in it for the long term.

The truth? You will quickly get a handle on whether that particular recruiter or method is for you?

Good luck!

Resource On Demand (ROD) is Europe’s first specialist Salesforce Recruitment Agency. They were founded in 2007 and are highly respected across the entire Salesforce ecosystem. Their specialist areas of recruitment include; Salesforce (SFDC); digital marketing and marketing automation technologies, which include Eloqua, Marketo, ExactTarget and Pardot; Human Capital Management (HCM) technologies such as Workday and SAP HCM and SuccessFactors.

For more information contact ROD on rod@resourceondemand.com or on 020 8123 7769.

3 Steps to a Happy Workplace

Whether your company is made up of 10 members of staff or a 1000, it’s a question that crosses every employers mind at some point. How do I create a happy workplace? We have been on a self-discovery exercise recently on this very subject and here are our top 3 steps to creating a happy workplace, that ensures employees can thrive and receive the recognition they deserve.

Step 1 – Autonomy

Employees are core to all businesses.  Of course we all know that. But as employers we often take it for granted that they are responsible for ensuring that the company runs efficiently and effectively, well so you hope. They are responsible for delivering excellent customer service and for generating good quality sales.  But underneath all of the shop top, it is easy to forget that employees are humans too, and they also need to be nurtured.

So how do we get the best from our employees.  One simple answer is by giving them autonomy. Empowering employees to think and make decisions for themselves is proven to create a happier environment where individuals and teams can thrive.  But, with autonomy comes great responsibility. In order to ensure that you don’t overload your employees with responsibility that could end in disaster, you need to set some working parameters around the scope of powers or authority that each person or team has.  This will enable them to safely and responsibly make decisions without necessary worrying about over stepping the mark, and finding themselves in hot water.

autonomy-blog-infographic-new-1

 Step 2 – Purpose

During a visit to the NASA space centre in 1962, President John F. Kennedy noticed a janitor carrying a broom. He interrupted his tour, walked over to the man and said, “Hi, I’m Jack Kennedy. What are you doing?”

“Well, Mr. President,” the janitor responded, “I’m helping put a man on the moon.”

Statistics show that a high proportion of people are attracted to a company because of shared values or purpose, and are more likely to work harder if they see the true purpose for their efforts. The purpose should be about the bigger picture; why does the company and they do what they do. But how often do you communicate the purpose of your company to an employee? And just as importantly do you involve everyone? Very often companies who do share their purpose, only communicate it to the top levels such as managers. Forgetting that more junior level employees, are just as important to the team as their more senior counterparts.

purpose-blog-infographic

Step 3 – Mastery

Encourage everyone to be the Jedi Master of their skill.  Not only does it mean that you and your employee know they can get on and do the job at hand, and therefore achieve complete and utter job satisfaction.  But if you encourage absolute mastery through training and personal development, they will be able to help nuture and train more junior members of the team, by cascading their knowledge down.  And there is nothing more satisfying to a Jedi Master, than being able to help the people around them grow and develop.

Resource On Demand (ROD) is Europe’s first specialist Salesforce Recruitment Agency. They were founded in 2007 and are highly respected across the entire Salesforce ecosystem. Their specialist areas of recruitment include; Salesforce (SFDC); digital marketing and marketing automation technologies, which include Eloqua, Marketo, ExactTarget and Pardot; Human Capital Management (HCM) technologies such as Workday and SAP HCM and SuccessFactors. For more information contact ROD on rod@resourceondemand.com or on 020 8123 7769.