{"id":1423,"date":"2021-03-26T18:06:05","date_gmt":"2021-03-26T18:06:05","guid":{"rendered":"https:\/\/the-square.co\/es\/?p=1423"},"modified":"2021-03-26T18:06:05","modified_gmt":"2021-03-26T18:06:05","slug":"career-development-in-pandemic-times-the-guide-you-needed-i","status":"publish","type":"post","link":"https:\/\/the-square.co\/es\/career-development-in-pandemic-times-the-guide-you-needed-i\/","title":{"rendered":"Career Development in Pandemic Times \u2014 The Guide You Needed (I)"},"content":{"rendered":"

While we should be grateful for simply having a job, today, it is never good to put your career on hold.<\/p>\n

Despite the long months of coexistence with the pandemic, we are, undoubtedly, still adapting. It is fairly easy to notice that the ways the world is working are changing. According to a Gartner HR Survey, due to the Covid-19 pandemic,\u00a088% of organizations have incentivized their employees to work from home<\/a>. Surely, these are new and challenging circumstances for each one of us, and companies had to adjust themselves too: they changed logistically, transitioned more deeply to the digital atmosphere, and had to rethink what to demand from their employees (and, consequently, the criteria by which they evaluated them).<\/p>\n

Yet, it\u00a0is still valid \u2014 and<\/strong>, actually,\u00a0desirable\u00a0<\/strong>\u2014\u00a0to aim for an evolution in our careers<\/strong>, towards our personal goals and ambitions. The pandemic will not last forever and what we keep doing regularly is still contributing to that future we may not foresee so clearly just now. Therefore, today, we bring you\u00a0two incredible tips<\/strong>\u00a0to keep in mind (and recall, in desperate times!).<\/p>\n

1. Smells like team spirit<\/em><\/strong><\/p>\n

We know the popular saying: \u201cFar from the eyes, far from the heart.<\/em>\u201d The truth is we are much less exposed to others \u2014 both colleagues and managers \u2014 working remotely: we are more isolated, the\u00a0communication<\/strong>\u00a0opportunities are, in many aspects, scarce, so it became much easier, by consequence, to be left unnoticed. This is something to avoid at all costs, and managers are aware: in the first month of the global lockdown,\u00a0Google search<\/a>\u00a0registered a 9% increase specifically on the term \u201cteam-building;\u201d besides, the fact that multiple companies have split teams between the office and home groups accentuates the\u00a0struggle with communication, signalized by 20% of remote workers<\/a>\u00a0as a setback, in 2020.<\/p>\n

Due to these issues, it is increasingly challenging for managers to keep their teams motivated: it requires, indeed, some extra effort in developing and maintaining the company\u2019s culture, mainly because it demands a higher individual commitment. Therefore, it only makes sense that, by neglecting our work relationships or engagement, we may be passing an image of a lower level of involvement with the group and, lastly, less interest. In that sense, keeping up with the team\u2019s\u00a0online meetings<\/strong>\u00a0is fundamental (including the most global ones, with departments or colleagues we don\u2019t usually directly work with), to feel part of the holistic vision and mission of the company \u2014 thus, have a\u00a0clear direction<\/strong>\u00a0to guide us, through our seemingly mundane and daily tasks \u2014 and get to know our peers (even from a distance); being this assiduous also helps you keep\u00a0up to date with any changes<\/strong>\u00a0in\u00a0strategy<\/strong>. At the same time, whenever you can, prefer\u00a0one-on-one interactions<\/strong>: any chance to talk directly to people by voice or video call instead of email and text diminishes the literal distance you have with others and enriches your integration in the group\u2019s livelihood and dynamics.<\/p>\n

2. Tell me more, tell me more<\/em><\/strong><\/p>\n

Bill Gates said it himself: \u201cWe all need people who will give us feedback. That\u2019s how we improve<\/em><\/strong>.\u201d Giving \u2014 in case you are a manager \u2014 and receiving feedback is, indeed, a central part of today\u2019s \u2014 and tomorrow\u2019s \u2014 working reality. It is\u00a0the best way to know if you\u2019re meeting others\u2019 expectations\u00a0<\/strong>and\u00a0become aware of how you are perceived<\/strong>\u00a0by them. These are times of less contact, less (or more complex, comprehending new metrics and criteria) monitoring by our superiors, and fewer occasions for conversation, which mobilizes the onus of initiative to each one of us. That said, if you fear being too frequent or too spaced out in your check-ins or briefings, simply ask your manager what medium, frequency, and level of detail they prefer you to communicate what you need and hear from them.<\/p>\n

Nonetheless,\u00a0feedback is an enriching experience with anyone<\/strong>\u00a0\u2014 not only your manager. Our colleagues, clients, and even juniors are just as qualified to give you feedback: since they work closer to you, they may even have a more comprehensive perception of your strengths and aspects to improve. Furthermore, the more\u00a0on-time<\/strong>\u00a0you ask for feedback \u2014 for example, if it regards a certain presentation you\u2019ve just made, making sure to reach out about it as soon as possible \u2014 the better and more natural the feedback loop will become, and the more you can evolve.<\/p>\n

Finally, language is key, when it comes to being assertive and effective in your feedback requests. Besides your physical posture and energy \u2014 key elements, especially online \u2013, here are some key example questions you could ask to receive useful answers on what to change in your performance:<\/p>\n

a) \u201cWhat\u2019s one thing I could improve?\u201d<\/p>\n

b) \u201cWhat do you think I could have done differently?\u201d<\/p>\n

c) \u201cHow could I have been more assertive?\u201d<\/p>\n

d) \u201cWhat would you like me to do more often?\u201d<\/p>\n

e) \u201cWhere did I excel during the presentation?\u201d<\/p>\n

f) \u201cCould you give me an example of how I could improve my negotiation skills?\u201d<\/p>\n

g) \u201cWhat would you recommend me to do?\u201d<\/p>\n

Stay tuned for our following two tips, coming up next!<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"

While we should be grateful for simply having a job, today, it is never good to put your career on hold. Despite the long months of coexistence with the pandemic, we are, undoubtedly, still adapting. It is fairly easy to notice that the ways the world is working are changing. 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