What Gets You Out Of Bed In The Morning?

Who is really responsible for the development of my career?
With statistics reporting more than 35% of people waking up wondering how on earth they ‘got here’, it seems that we live in a world, of which a large proportion of people tend to fall into their careers based on circumstances rather than a passion or dream.

According to research from Right Management; over 90% of HR managers feel their organisations are under performing and that almost half of all employees are wrongly fitted in their careers. It’s no wonder employees are left uninspired to perform at their optimum capacity in their career of, well, chance.

Career management practice leader of Right Management, Tim Roche, recently stated that half of the 146 000 participants in his survey, aiming to challenge and bring awareness to their true career motivators, effectively made some career change.

 No longer in the age where an employee would spend their lives in one occupation and/or in one company, there are a few grey areas regarding who’s responsibility it is to motivate and develop an employee’s career.

 It is unfortunately not yet typical of a business to integrate both career development and business strategies, although doing so might increase the company’s performance, productivity and overall focus from employees, whilst decreasing turnover.

There is a need for managers to be bold and courageous enough to tackle career management, so that employees are not only strategically motivated and empowered in the present, but also for the years to come. Managers must learn to seek and embrace friendly, personal conversations with employees about the direction of their careers.

 Common misconceptions prohibiting managers from stepping up in this area, rather than avoiding completely or redirecting matters to the company board, are that such conversations will be an expense or that employees may be unrealistic in their expectations or capabilities. In order to engage employees in a positive way, managers must be secure in their own understanding of what drives and motivates both themselves and their fellow employees, and how to implement principles and strategies to encourage this.

 Lizzy Allen of Right Management, adds that career management should involve tripartite commitment, in which the individual, the leader and the organisation equally commit to enable, discuss and promote career development. It is the tripartite commitment that allows active and personal relationships to ensure the success of all parties.

How to change jobs successfully

We are excited to announce that Annette Dixon, from End2end Business Solutions was recently interviewed for the Australian Construction Industry Magazine. Here is a transcript of her interview:


How to change jobs successfully

In an increasingly uncertain and precarious construction industry, many Australian workers are looking for security and stability via new opportunities.
By Sarah Linney


Construction professionals are taking a proactive approach cto their careers in an unstable economic climate through smart and considered career transitions. For these professionals, job-hunting may be a distant memory that ill equips them for today’s rigorous and competitive process.

The Official Australian Construction Magazine spoke to experts about how to effectively and efficiently job-hunt in a modern Australia.

Annette Dixon, Founder and Director of End2End Business Solutions, has 15 years experience managing change and the career transitions of employees across a range of industries including construction.

The OAC Magazine: As many construction companies downsize, what tips would you give to workers unsure of their future at their current workplace?

Annette: In these uncertain times, you need to focus more on being employable rather than worrying about being employed.
Being employable includes having a good network of contacts and undertaking formal and informal training courses to update technical skills and learn important new skills. This ensures that you are relevant to the market’s needs and specialities of the industry.

You must concentrate on maintaining and improving communication skills, regularly updating the customer-service focus, looking for ways to demonstrate leadership skills as well as revising your project management and negotiation skills. All of these are the transferable skills required in any job and industry.


The OAC Magazine: For someone who has been let go, what are the first steps they should take?

Annette: When you are let go, it is important to step back from the situation and take some time out before starting to search. It will be obvious to people conducting interviews if you haven’t let go of the past and aren’t ready to move onto the next stage of your career. It is also important to be realistic about how long it will take to find your next job; the more senior the role you seek, the longer it could take to find it.


The OAC Magazine: What are some innovative ways to job-hunt?

Annette: The best way to job-hunt is to have a plan of what you want from your next job. This includes who you would like to work for, the size of the company, what kind of opportunities for career growth there may be in the company, the cultural environment of the company, and what you don’t want, which is just as important. Then start researching public reports, news items, industry bodies and journals to find out more about the employers you may want to work for.


The OAC Magazine: How can workers prepare for job

Annette: When practicing for an interview, prepare your answers using the STAR principle so that you are targeting the correct hiring criteria for the role. In addition, write down three to five questions you would like to discuss so that you can ask them in the interview. This also demonstrates that you have thought about the role and are organised.


The OAC Magazine: What tips should job-seekers remember in an interview?

Annette: Ask questions that will help you assess the job, whether you are the right fit for the company as well as what kind of career growth is available. Do not talk over the interviewer, do maintain eye contact, and if there are a couple of interviewers, ensure that you direct your answers to both. If there is a pause in the discussion, don’t feel you have to fill it.

Everyone feels nervous in an interview. To banish nerves, focus on what you are going to say and how you are going to communicate it. The more you prepare for an interview, the more likely the outcome will be positive. Always follow up with a thank-you email or note to the interviewer for taking the time to meet with you. If the salary isn’t specifically mentioned, then don’t discuss it. If they ask you for your salary expectations always answer with a range like $50,000 to $55,000 that you know is equal to a similar role in a parallel organisation.


The OAC Magazine: What tips about writing a good resume would you give to employees in the construction industry?

Annette: A good resume is three to four pages long, and is clear and uncluttered. It is important to start with contact details. Have a concise summary of what you would bring to an organisation and your unique selling point. Then, detail your employment summary. When talking about achievements in the resume, pick two really strong ones for each role and use the STAR principle Situation, Action, Task and Result – which clearly articulates what you brought to that role.


If you are considering changing jobs, please contact us at End2end 02 8977-4002. End2End Business Solutions offers a 'One on One' career management program that is designed to provide skills to employees to obtain employment or change careers and access the non advertised job market.