From Great to Remarkable
From Great to Remarkable
[adapted from inc.com]
There is nothing wrong with being great. In fact, most of us strive for greatness on a daily basis. Great employees are reliable, dependable, proactive, and diligent. They possess a wide range of easily defined but hard to find qualities. But what if you could take “great” up to “remarkable”? Here are eight remarkable qualities that may not appear on performance appraisals but make a major impact on performance:
- They ignore job descriptions. The smaller the company, the more important it is that employees can think on their feet, can adapt quickly, and do whatever it takes, regardless of role or position. A remarkable employee never stops to ask if it’s his or her job; he or she jumps in without being asked.
- They’re eccentric. Every company has one or two, maybe twenty. The best employees are often a little different: quirky, sometimes irreverent. They seem slightly odd but in a really good way. Unique personalities shake things up, make work more fun, and transform “plain” into “flair” and “flavor.”
- But they know when to dial it back. Eccentric personalities can be a lot of fun—until they’re not. When a challenge pops up, the best employees stop being individuals and blend seamlessly into the team. Remarkable employees know when to play and when to be serious. It is a tough balance to strike, and only a rare few can walk the line.
- They publicly praise. Praise from a boss feels good, but praise from a peer feels awesome. Remarkable employees recognize the contributions of others and acknowledge them in group settings where the impact of their words is even greater.
- And they privately complain. Most companies foster an open-door environment where employees are encouraged to bring forth issues. Great employees may get more latitude to bring up controversial subjects in a group setting as a result of their performance. Remarkable employees, however, discuss issues of a sensitive nature in private and avoid the possible firestorm they could cause.
- They speak when others won’t. Some employees are hesitant to speak up in meetings. Some won’t even speak up in private. While you may know the answer, others in the room might not. Remarkable employees have an innate feel for the issues and concerns of those around them and step up to ask questions or raise important issues when others are hesitant.
- They like to prove others wrong. Self-motivation often springs from the desire to prove doubters wrong. If someone tells you that you will never be good at something, then you are more determined than ever to do it. Education, intelligence, talent, and skill are important, but drive is critical. Remarkable employees are driven by something more personal than just the desire to do a good job.
- They are always fiddling. Some people are rarely satisfied and are always tinkering with something: reworking a timeline, tweaking a workflow. Things could always be better or run more smoothly. Great employees follow processes. Remarkable employees find ways to make those processes even better—because they just can’t help it.
Upcoming Career Events:
GACE Career Fair
12 noon – 3:00 p.m. – Tuesday, 10 April, Cobb Galleria, Atlanta, GA
Etiquette Tip of the Month
Thomas Jefferson is credited with introducing America to ice cream in the 1780s. Eating this sweet treat in the comfort of your own home with the shades drawn may involve a carton and a large spoon. However, that is not how it is done in public.
Ice cream is eaten with a spoon. A slice of ice cream cake or cake roll, with layers of ice cream and cake, is eaten with a fork. Ice cream with cake is eaten with a spoon for the ice cream and a fork for the cake.
You don't see it very often, but there is such a thing as an "ice cream fork," which looks a little bit like its redneck cousin, the plastic "spork" (a spoon-shaped utensil with fork tines built in) distributed by fast food restaurants. The ice cream fork is used for informal occasions.
Courtesy of Culture and Manners Institute at http://www.cultureandmanners.com/