Maximizing Your On The Job Performance & Experience

1. Maximizing Your On The Job Performance & Experience Presented by: Robin Brun and Melissa Bush

2. Keynote Objectives • Decisions To Make • Preparing Before You Start • Building Relationships • What To Look Out For • Managing Your Reputation • Generational Differences • What You Need to Ask • What Supervisors Want • Additional Success Tips

3. DECISIONS TO MAKE Preparing Before You Start • Create a Career Success File Folder – Include current resume, copy of offer letter, job description, contacts you make, awards, training classes etc. • Make a list of questions to ask supervisor, co-workers, recruiter, Human Resources • Gather required paperwork for orientation – Identification Card, Social Security Card or Passport (for I-9 Verification Form)

4. DECISIONS TO MAKE Preparing Before You Start • Benefit information (beneficiary SS#, tax information) • Get plenty of sleep • Prepare your clothes the night before • Know where to park – Leave early to ensure you are on time! • Do dry run of the route you will take to work (make sure that you have gas, prepare for construction or rush hour)

5. DECISIONS TO MAKE Preparing Before You Start • Pack light – small purse, folder, notebook, pen • Pack your lunch • Identify someone you know who can give you the scoop on the culture – unwritten rules • Research organization – mission, vision, values

6. DECISIONS TO MAKE Building Relationships • Human Resources Recruiter • Hiring Manager / Manager / Supervisor • Co-workers / Peers • Cross-functional Managers • Administrative Support • University of Dayton Alumni • Mentors

7. WHAT TO LOOK OUT FOR Managing Your Reputation • Be on-time • Dress appropriately • Display positive attitude • Smile • Listen to directions – take notes • Be respectful to everyone you meet • Minimize personal business on the job • Be careful of sharing too much personal information

8. WHAT TO LOOK OUT FOR Managing Your Reputation • Don’t text, email or take calls during orientation or meetings • Be careful with Facebook and tweets – don’t want to ever tweet something negative about company or company clients • Know organization’s policy on social media

9. WHAT TO LOOK OUT FOR Managing Your Reputation • Be willing to adjust • You will encounter internal processes and ways that are unfamiliar to you • Resist impulse to persuade others to do it your way • Talk to colleagues to understand reason behind current processes and procedures first before trying to change

10. WHAT TO LOOK OUT FOR Managing Your Reputation • Take care of your internal and external customers • Treat every day like a job interview – You never know who may be watching • Be accurate and complete work correctly and on time • Be careful of rushing to show value – You could make costly mistakes as a result • Understand and manage differences in communication style

11. WHAT TO LOOK OUT FOR Managing Your Reputation • Identify the “go to” person in your department/division – get to know that person. Watch how they communicate with others and how they conduct themselves • Get out of your office/cubicle to build relationships with co-workers and internal customers • Don’t get caught up in politics or gossip • Join company networking groups

12. WHAT TO LOOK OUT FOR Managing Your Reputation • Don’t get defensive when getting corrective feedback – this is a gift • Don’t make excuses or blame others for mistakes • Don’t be afraid to admit when you are wrong - Own up to your mistakes and learn from them.

13. WHAT TO LOOK OUT FOR Generational Differences 1. Mature / Silent / Veterans – About 5% of population • World War Generation / Military Families • CMM: Traditional - Likes formal meetings & memos. Likes individual work. • Work Ethic/Values: Hard work, respect authority & rules • Work/Life: There should be a separation • Parents of Baby Boomers / Grandparents of X & Y

14. Born 1922-1946

15. WHAT TO LOOK OUT FOR Generational Differences 2. Baby Boomers – About 45% of population • Typically those running today’s businesses • “Hippie generation” – but have since forgotten what it feels like to be a “rebel” • Parents of Generation X and Y • CMM: Likes in-person meetings. Schedules lots of meetings. • Work Ethic/Values: Workaholics, personal fulfillment, title recognition • Work/Life: No balance – “Work to Live”

16. Born 1946-1964

17. WHAT TO LOOK OUT FOR Generational Differences 3. Generation X – About 35 % of the population • “I hear what you are saying, but prove it to me” attitude • CMM: Likes direct & immediate communication • Work Ethic/Values: Focused on eliminating tasks, entrepreneurs • Work/Life: Balance is important

18. Born 1965-1980

19. WHAT TO LOOK OUT FOR Generational Differences 4. Generation Y / Millennium – About 15 % of the population • Large and increasing part of the new hire pool • Multi-task generation – Can watch TV, HW, text, email, and tweet all at the same time • Very smart and quickly learns new technology • CMM: Likes immediate communication – Email • Work Ethic/Values: Likes things at the push of a button, entrepreneurs, goal oriented. Wants to know “what’s next?” • Work/Life: Balance is important

20. Born 1981 - 2000

21. Video : Garrison Wynn – Generational Differences

22. WHAT TO LOOK OUT FOR Generational Differences • Be patient with each generation • Don’t be afraid to modify your communication style. Provide multiple forms of communication – Know who you are working with and ask how they want you to communicate with them • Ask more questions rather than make more statements when dealing with multiple generations – Teachers do this in class. “Why did this happen?” This encourages those involved to talk it through to come up with correct answer.

23. WHAT TO LOOK OUT FOR Generational Differences • Avoid characterization based on age • Jokes – Not everyone finds generational jokes funny. It can be offensive. • Define acronyms

24. WHAT TO LOOK OUT FOR Generational Differences • Be careful of historical or cultural references • Paraphrase before providing an answer or statement. This helps to make sure that everyone is on the same page.

25. WHAT YOU NEED TO ASK • Schedule meeting with your supervisor to review your job expectations - get in writing (first week) • Ask for a blank review form and ask what you have to do to get the highest rating in each competency or category (explain setting a goal) • Find out how supervisor wants you to communicate with them

26. WHAT YOU NEED TO ASK • Do they want to be copied on all communication, or just final correspondence? • Formal report or in email format? • What are immediate priorities and issues that need to be addressed? • How often and in what form should you provide project updates?

27. WHAT YOU NEED TO ASK • Ask supervisor – “If I were to imitate someone’s work, whose work should that be”? • Ask about mentor – formal or informal • Ask for recommendation of a potential mentor • Who will write your review? • Is there a self-appraisal portion to the review? If so, ask for a copy of that form – keep in your career success file

28. WHAT YOU NEED TO ASK • Ask permission to participate in training and development programs and projects • Create and review 30, 60 and 90 day performance plan with your supervisor • Ask for feedback – (weekly, monthly, quarterly, annually) • Ask for information on big picture and how you fit

29. WHAT SUPERVISORS WANT • 100% effort – master the job • Key team member – gets along with others • Shows initiative – volunteers and seeks feedback • Excellent customer service – internal and external • Completes projects on time – accurately • Professionalism

30. WHAT SUPERVISORS WANT • Excellent attendance • Ask for help – don’t wait • Shares ideas to help organization achieve goals • Good representative of the organization on and off the clock • Treat others with dignity and respect • Appropriate language • Honors company values

31. WHAT SUPERVISORS WANT • Willingness to learn and grow • Follows policies and procedures • Flexible and adapts well to change • Committed to team and organization • Ethical behavior • Creative problem solver • Passionate about work • Meets safety and compliance standards

32. ADDITIONAL SUCCESS TIPS • Utilize assessments from Career Services – MBTI – understand self and communication style now, before you graduate • Complete Strengths Finders 2.0 by Tom Rathnow and use when interviewing • During the interview process be sure to write thank you notes to those you interview with

33. ADDITIONAL SUCCESS TIPS • If there isn’t a formal mentoring program – volunteer to be a mentor for new employees • Volunteer to assist with on campus college recruiting to help sell organization to other UD interns and graduates • Keep track of your accomplishments and put in your Career Success Folder. Use for self-appraisal and for updating resume for future career growth opportunities.

34. ADDITIONAL SUCCESS TIPS • Write a thank you note to your manager after you’ve attended training classes letting him/her know two or three things you learned from the session. This could start at orientation. • Volunteer for community events to expand your professional network and to represent the company. • Join professional associations

35. ADDITIONAL SUCCESS TIPS • If you find yourself in a situation and need guidance, reach out to your UD alumni career network - a group of professionals who care about your success • And remember the values and lessons learned at UD. They will take you to new heights and levels of success!

36. THANK YOU!