K.M.G. Consultants Inc., located in Roseville, MN, meets and exceeds the needs of our client with great assistance from our team. We are able to train and develop a fantastic team, in most part, due to our great leaders at our office. One of these top leaders at KMG Consultants is Collin Jacobson, who is a cornerstone to our training team.
Collin hails from Atlanta and is from a family of entrepreneurs. He plans on running his own company, which K.M.G. Consultants Inc. will help facilitate, and believes that entrepreneurship is key to fulfilling his dreams and wants. Collin, who was initially looking for experience, joined K.M.G. Consultants at our Michigan location and was a key person in our expansion to Minnesota. Over the past few months, Collin has been able to on board and develop great assets to our team and is a go to in our company. He plans on earning his promotion to Assistant Manager this month and continue to develop our team here in Roseville.
Collin has been a consistent top performer at K.M.G. Consultants Inc. and is setting the pace for our team. His family, who are all entreprenuers and also owns 2 bars in belieze, have helped instill an incredible work ethic and impressive leadership. Instead of taking up the family business, Collin chose to pave his own path. He aims to help K.M.G. Consultants expand to 3 different locations in the next year and aims to retire at the age of thirty.
At KMG Consultants, we are driven to outperform for our clients and provide our people the best resources and development. We also know that our people are our best resource and by helping them reach their full potential, they help our firm become best in the nation. Last month, KMG Consultants brought on Bailey Lund as a full time Summer intern while on break from the University of Minnesota. When she joined the team, Bailey took the training provided and has since become a top performer.
Bailey, who is from Moorhead, MN, is currently a Junior at University of Minnesota and is studying economics. She is involved in Colleges Against Cancer, Women in Business, the Economic Student Organization, and she volunteers with the YMCA mentoring program. She choose to work with KMG Consultants for her internship because she enjoyed the laid back yet serious atmosphere. She also liked that she and the team had fun and got along really well. In the office, she is known as the Keurig queen. Her passions include shopping and volleyball.
Bailey plans to keep outperforming for our firm and learning as much as possible while she continues her internship. She is starting to learn how to talent scout and on-board new team members along with learning how to train. She aims to personally train and develop at least one new team member before her internship ends. She aims to continue gaining her degree in Economics and achieve a 4.0.
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An effective employee has an authentic interest in doing good work. This employee has special qualities make him or her stand out from other workers. They’re determined to improve their skills and make a regular effort to develop their strengths and positive work habits.
1. An Effective Employee Shows Up On Time
Good time management is a required skill for an effective employee. If you don’t show up on time then you’re displaying a lack of concern for your team and your employer. Being good at time management doesn’t mean watching the clock. It’s a quality that extends beyond hours worked. It means that this employee comes prepared to the do their job, that they have a plan for their day, and understand their individual goals and goals of their team.
2. An Effective Employee Works Well with Others
An effective employee appreciates the important skills each team member contributes to achieving their goal. He or she doesn’t waste time trying to stand out in the crowd or take credit that another team member earned. They know that what is good for the team is good for their own career. An effective employee has confidence in their own abilities and knows that their contributions are valued and will be recognized.
3. An Effective Employee Asks for Feedback
In order to improve their skills and advance in their career an effective employee seeks feedback from his team members and supervisors. Sometimes this feedback is critical. The effective employee doesn’t take a critical review as a personal attack. They see it as an opportunity to learn and grow. Instead of being defensive about their review an effective employee asks questions and listens to the answers so that the their work will be better next time.
4. An Effective Employee Works Hard Every Day
When work is going well and there are no obstacles in the way everyone on the team is able to do a good job. An effective employee is one who shows up with the positive energy when the team knows it’s going to be a hard day. The effective employee doesn’t complain when extra effort is required to get the job done. He or she takes on the challenge without complaining and recognizes that their employer deserves their full commitment every day.
5. An Effective Employee Has a Positive Outlook
An effective employee has a positive outlook and is ready to pitch in at any time. They show their interest in their job and company by volunteering to be on a committee or be part of a special project. Where some employees might turn to gossip or adopt a “can’t do” attitude, an effective employee takes the lead and shares constructive comments, which energize team members. An effective employee is someone you look forward to seeing at work because you always feel better when you do.
For KMG Consultants, we understand that conflict within the workplace is rarely a good thing. However, it would be naïve to assume that all conflict can be avoided. So how do you deal with conflict in the workplace and resolve issues between co-workers in a productive way?
Keep the lines of communication open between yourself and your co-workers. When communicating with your co-workers, be sure to always do so clearly and to respond promptly.
After finishing a conversation with a co-worker, follow up and ensure that both of you are clear on what you discussed. You don’t want any situation to become worse or go unresolved simply because of a lack of communication.
If possible, always try to have conversations in person instead of through email. Not only does this decrease the likelihood that you will be misunderstood, but it will keep your fellow co-worker from thinking you are being passive aggressive or avoiding their presence.
Prepare what you are going to talk about and do a little brainstorming about how the situation might play out. Don’t participate in or start a conflict if you are unprepared and have no plan.
Try to identify common ground with other employees.
This may seem obvious, but it’s important: propose a fair solution to the conflict. Nothing will get better if neither side changes their ways or suggests a solution.
Be a good person
Practice common courtesy—say your magic words (please and thank you) and generally be kind to other people. Even when you are flustered or angered, try to keep a polite tone of voice.
Respect the value of others’ time. Your problem may be important, but remember that your co-workers have schedules to keep and projects to complete as well—don’t make it all about you.
Don’t treat some people differently than you would others, and expect the same respect in return.
Give your co-workers the benefit of the doubt. Even if it seems they don’t have a good reason for what they are doing, ask questions and try to learn more about the situation. It is important that you do not jump to conclusions.
Don’t pass the buck! Take responsibility for your actions and don’t try to pin your mistakes on others.
Try to understand your fellow employee’s perspective, but don’t assume that you immediately understand their point of view without asking them several clarifying questions.
When conflicts occur, resolve them sooner rather than later. You don’t want conflicts that simmer into passive aggression and disrupt the rest of the workplace.
If any conflict escalates too quickly and you want to attempt to resolve the situation (but feel a little too involved to remain objective and civil), make sure that there is someone there to moderate the situation. If this is a person who is in a position of authority, that would be best.
If your conflict becomes serious, get superiors involved and make sure that everything is recorded.
For our latest job openings, be sure to visit the KMG Consultants CareerBuilder page!
We are KMG Consultants, a business consulting and sales company located in Southfield, MI.
Starting a new job? While it’s important to leave a positive impression on everyone at the office, your boss is the most important of the bunch.
“I think the early days are when your boss and colleagues form the most lasting impressions about you,” observes Ann Marie Russell, a phycology grab from University of Massachusetts and a program coordinator with AmeriCorps. “This is when they make assessments about your ‘typical’ behavior — the ‘type’ of person you are.”
Put your nerves aside and focus on these strategies and steps to make a great first impression.
Show up on time to work and in meetings, dress appropriately, keep your desk clean, etc.
Regardless of experience, most people are nervous on their first day of work. Bosses like people who seem confident and know what they are talking about—or are eager to learn. Even if you don’t feel confident, act confident. No one is going to listen to an idea presented by someone who doesn’t sound sure of themselves.
Along with being confident, having a positive attitude is equally as important. Whether the day is going great or horribly wrong, staying positive is important.
Starting a new job automatically means you won’t know everything about the position and workplace, so asking questions is key. Sometimes new employees avoid asking questions because they fear looking stupid, but most supervisors would rather an employee ask a question than make a mistake later.
Learn Names Quickly
No one is going to expect a new employee to know everyone’s name on the first day, but after the first week you should be well on your way. Not only does it make communicating easier, but it also shows that you really care about your job and the people around you.
Whether you prefer to take notes or not, showing your boss that you care enough to write down what they are saying is important. It’s easy to forget tiny details – dates, goals, tasks – so the more you write down, the better.
Put in Full Days – Or Even Longer
Be on time, come in early, or stay a little later. There is nothing that can shatter a reputation faster than consistently coming in late (unless it’s allowed) or ducking out early all of the time. This doesn’t mean you need to work 10 hour days at your new job, but leaving right when the clock hits 5 isn’t always a good idea. Finish up the task at hand and show your boss that you’re in it for the long haul.
Bond with Your Co-Workers
Don’t be the one co-worker who always leaves as people are headed out to a movie or happy hour. It’s always a good idea to get to know your co-workers outside of the office. It doesn’t have to be a recurring thing, but every once in a while it is nice to spend time together and laugh outside of work.
Keep Your Boss Informed
Especially towards the beginning of a new job, keeping your boss informed is important. Send out emails or request meetings with your boss on a consistent basis to review performance and talk about projects. Express interest in promotions or new accounts, and be sure he or she knows you are a self-starter. Be cautious of taking up too much of your supervisor’s time, however – check-ins are good, but hand-holding is not.
A sales and business consulting firm, KMG Consultants works to keep Fortune 500 clients satisfied.
Leadership is an attribute that mangers must focus on for their employees to develop well. When an employee is aware that they have a future with the company, they are more motivated to succeed. Instilling leadership on employees will help them grow and mature. This is something that won’t just happen overnight; leadership needs to be developed from the moment they are hired. The following are a few tips to follow to develop your employees into leaders.
In order for anyone to grow, they’re going to need some space and nurturing. Giving employees responsibility is a great step for them to learn independence and leadership. It’s very important to not baby them; if they come to you with a problem, try to o let them come up with a solution on their own instead of instantly solving the problem. A leader needs great problem-solving skills to succeed, so why not let them develop them before they take on a leadership role.
2. Prioritize Networking
Employees need to know that expanding their network of professionals will only help them become better leaders By going to networking events, employees can learn to have confident conversations while meeting other business employees. When they reach the leadership role, they will already have a wide network of leaders and contacts that they can utilize for success.
Allow employees to shadow you from time to time and see what its like to be the leader of a team. Employees look up to managers, so make sure that you set an example for them to follow. Focusing on being a great leader will in turn allow them to see what a great leader truly does, and attempt to replicate it.
4. Invest in Training and Development
Letting employees grow their skills is a great way to let them learn about leadership. Schedule a class with professionals to develop technical or verbal skills. You can even put on a seminar yourself on a specific skill that may benefit other employees. Putting money toward making the team better will only make better leaders on day.
5. Focus on Employee Retention
Try and keep your employees from moving on to another company. Let them know that they are valued and are on the right path. If an employee is trained well, but then goes to a different business, then that may be a wasted effort for your company. No one can lead better than then someone that you had a hand in training first-hand.
No one ever looks forward to performance reviews. People get anxious hearing someone tell them what they did right and wrong. A performance review can give you a lot of insight on things you do well, and things you can work on. Try not to dread them; a performance review can give you insight on how you do at work that you’ve never noticed before.
As you walk into your boss’s office, be confident. Never sweat that your boss is out to get you. They have a genuine interest in how you are doing; if you succeed, they do too. It’s important to remember that you should never argue against a point that you manager makes. This isn’t a courtroom; it’s about your role and how your have done in the boss’s eyes. They want to help you, not just criticize you. After the review, you should have a clear picture of how you did the last year, and what you’re expected to do going forward.
People get anxiety from having a bad performance review. View it as a warning that you aren’t living up to expectations, but this isn’t the end. Make an effort to clear the air with your boss and let them know that you’re serious about improving. Get some direction from them on how you can do better. Constructive feedback from your boss as well as your peers will ensure you never get another bad performance review again. Finally, set a plan that you can follow to make sure your next performance is up to snub. There’s nothing better than seeing someone take the initiative to improve for the better.
For managers, performance reviews can become tedious if you schedule them right after one another. Space them out to avoid being burnt out. Beginning each session with the employee’s past goals will set the tone that you are only reviewing what they have promised to do. If they don’t have goals, make it clear that they need to make some. It wouldn’t hurt either to get some feedback on how your management style is working. If an employee is doing great, always provide something they can work on to become even better. This isn’t just a place to say they’re doing everything right; it’s a moment to open their eyes to see how to be the best.
Ability and motivation is key to performance in our professional lives. A performance review provides a moment for managers and their employees to be in full communication. Give hour performance your best effort, and if you get negative performance review, make an effort to enhance it. With this in mind, a performance review will never give you a worry.
KMG Consultants is a business consulting and sales firm, dedicated to clients’ satisfaction. For more information regarding KMG Consultants, check out their Pinterest page.