18 Top Project Management Methodologies (Infographic)
Have you been following our Project Management Basics series? In our Quick Start-Guide to Methodologies, we cover various project management approaches. We've also distilled the essentials and created an infographic that's easy to reference and share with colleagues. Without further ado, here's the infographic to help you run your team and improve your project management experience: Embed the infographic on your site using this code: Wrike Social Project Management Software For more on project management methodologies and other PM basics, check out our Ultimate Guide to Project Management.
Take This Quiz: Are You A Micromanager? (Infographic)
You read all the literature on micromanagement. You avoid forcing your ideas on your colleagues and friends whenever possible. But you still worry about whether or not you are coming across in a helpful, positive light. ...Or maybe this quiz suddenly appeared in your inbox from an anonymous sender? According to a survey from the book My Way or the Highway, 71% of non-managers said micromanagement has interfered with their job performance. Whether you came to this quiz on your own or received it from a concerned friend, it's time to find out once and for all if you're being too overbearing. So, are you a micromanager? After you take the quiz, read our guest post on the top 3 reasons why micromanagement is a MACRO hindrance. (Prefer the interactive version? You can also take this micromanagement quiz on Qzzr!) What were your results? Are you a micromanager, a bit of a pushover, or someone we'd all like to work with? Don't worry — if your management style isn't where you want it to be, you can always improve. If you enjoyed our infographic, share it on your website with this embed code: Brought to you by Wrike Here are some resources you can check out to get you back on the right track: • 3 Reasons Micromanagement is a Macro Hindrance • How Neuroscience Can Make You a Better Project Manager • 4 Problems with Virtual Meetings that You Can Fix • 10 Phrases That Can Ruin Your Project Kickoff Meeting
How to Handle a Project Management Crisis (Infographic)
With every new project comes the risk of a new project crisis (or two or three). As a project manager, you can't be scared to start just because you're worried about what might go wrong. Instead, it's better to fully prepare yourself for any possibility, and then calmly deal with whatever comes your way. In every project management crisis, there are three stages: 1. Pre-Crisis 2. During Crisis 3. Post-Crisis This infographic prepares you with the knowledge you need to handle every stage with a steady hand, so you can guide your team to a successful project completion no matter what obstacles may come your way. Read this quick and easy project management crisis guide before every new project to make sure you're prepared. And when projects feel like they're spiraling out of control, remember that as project manager you have the right skills and resources available to handle the problem: Like this infographic? Share it with your colleagues on social media, or embed it on your blog: Infographic brought to you by Wrike Community Project Management Crisis Tips What's your best advice for dealing with a project management crisis? How have you dealt with failure? Share your wisdom with everyone in the comments below.
Taking a Stand: The Evolution of the Desk Employee (Infographic)
We decided to revisit history and unravel the evolution of sitting as well as the revolution of standing in the office. Check out the infographic below for the stories behind sitting, standing, and even kneeling in the office.
5 Lessons in Lean Product Development from the Wright Brothers (Infographic)
Good product development is crucial to your company's success, whether it's a small business startup or a huge corporation. Product delays or failures can mean falling behind competitors, or (worst case scenario) a failed launch. When developing your next product, look to the Wright brothers for Lean project management lessons to help your project soar. Want to share this image on your site? Use the embed code below: Wrike Social Collaboration Software We've got more fun infographics on the way, so stop by the blog again soon. Or better yet, subscribe! Author Bio: Emily Bonnie is a Content Marketing Manager at Wrike. Her brain is stuffed with obscure grammar rules, Star Wars trivia, and her grandmother’s pie recipes. Twitter | LinkedIn
10 Steps to a Kickass Project Kickoff: A Checklist for Project Managers
With the start of fall and a new football season, we can't help but notice the similarities between kicking off football and kicking off new projects. The contracts have been signed, hands shaken, and you’re now officially hired to lead a new project. Get ready to roll up your sleeves — now the real work begins! Similarly to football, the success of a good project is determined by a productive kickoff meeting. Setting the right tone from the get-go can make or break your project. So time to huddle up and go for a touchdown by following our 10-step project kickoff checklist. Go team, go! Want to improve collaboration on your team? Start a 2 week trial of Wrike today! You can share this infographic on your site with this copy-and-paste embed code: Infographic brought to you by Wrike Read Next: How to Combat the 4 Main Sources of Scope Creep The 3-Step Guide to Choosing the Right Project Management Methodology 6 Steps to a Foolproof Project Plan
How to Deal With Difficult Employees
As a career manager or even a first-time manager, the chance of encountering difficult employees is, unfortunately, very high. You need to prepare yourself in advance to handle the situation without causing additional problems. Even if you're one of the lucky managers who doesn't have a chronically cranky member on the team, there will always be That One Person who, while not generally difficult to work with, has their moments of stubbornness and inflexibility. How do you manage difficult team situations without coming off as the bad guy? Read our tips in this infographic for properly identifying and addressing difficult employees, and check out our tips for how to deal with difficult employees. What is a problem employee? A problem employee is, simply put, someone who is causing problems in the workplace. Some problems are more obvious than others — disrespect, gossiping, and stealing could be some examples. But showing up consistently overwhelmed, upset, or cranky are less obvious. We typically think of these as moods that can’t be helped, not behavior that can negatively impact others. When serious life changes occur, we must show empathy while also addressing the problem so that work doesn’t suffer too. Little behaviors can add up over time. Running late to every meeting, willfully ignoring task status updates in the project management platform, or simply neglecting to respond to emails in a timely manner are all examples of a problem employee. And it’s not just affecting them. One employee’s bad attitude or emotional ups and downs may have a ripple effect on your entire workplace culture. Whether it’s missed deadlines or self-sabotage, this employees’ actions will no doubt impact everyone else on the team. How to deal with difficult employees as a new manager When a business has a hard time working with an employee, it can drain productivity and make the work environment hostile. How to handle a difficult employee can be addressed through a variety of strategies and procedures. In the worst-case scenario, if your company has a consistently hard time motivating and managing one of its employees, then you may need to offboard them. This can improve the performance and morale of the other workers. But as a new manager, firing difficult employees should not be your first port of call. As you get the lay of the land, you may discover that letting people go isn’t a smart move, and there are other ways to address their behavior. If you’re not happy with certain behavior, don’t just go along with it. Instead, set expectations that are consistent with your company’s policies and the standards you have for yourself. This will help employees copy what you do as you lead by example. If the change doesn’t work, try communicating the next steps. Good managers will set specific consequences if the situation still isn’t improving. Tell difficult employees that they can still turn it around by identifying the consequences of continuing to behave in a way that negatively impacts the rest of the team. From there, monitor progress and help them achieve their new behavioral goals. Remember, problem-solving is all about collaboration. Employees resent an “us against them” work culture but will appreciate you partnering with them to solve the issue. Good managers will ensure that every possible step has been taken to retain an employee before termination is used as a last resort. They make sure they’ve done all they can before taking that final step. Top tips for managing a difficult employee Insubordinate employees can disrupt a workplace and kill productivity. Getting them to behave properly can help managers improve their performance. Use one or more of these actionable tips to come up with your own game plan for dealing with difficult employees: Be professional It’s important to avoid making the conversation too personal. The goal is to find a way to move forward and not to create more confrontation. Openly communicate Having a two-way conversation with a challenging employee can help you identify the root cause of their behavior and address it. Instead of attacking them, focus on the issues that have been identified. Then, reinforce your message by asking the employee to explain their actions. There may be a reason why this employee has been acting out, and perhaps you can work together to address it and stop the behavior. Ask questions There may be other factors that contribute to their negative behavior. Some might be outside of work. But you may be surprised to find that others are totally within your control and you can easily help the problem employee solve these problems. Use examples It can be hard to give harsh feedback, but it is important to provide clear and specific examples of the problematic behavior that has occurred. This can help lower the employee's defensiveness and improve their performance. Record everything When you witness poor performance or problematic behavior, record it in writing so you can keep track of it and remember all of its details. This is good practice so that if the situation is escalated, you have all the evidence and information ready to defend your position.. Get help The human resources team can help you identify the issue, discuss the steps you need to take, and provide a course of action. Work together Set a timeline for improvement and clearly state expectations. Having the employee sign the plan will help ensure that the plan is followed and that the evaluation framework is used to measure success. If your plan for improvement doesn’t work, you may end up with a failed strategy. The easiest way to set clear consequences is by sending a warning letter or revoking their employment contract. Extend grace Give your employees time to improve their behavior. During this time, monitor their progress and keep track of any issues that might be affecting their ability to meet the agreed-upon timeline. Isolate them If the situation is not immediately fixable, consider separating a disruptive employee from the other team members to prevent their behavior from spreading. Doing so can help keep the employee from causing problems for the other team members. Take responsibility Whether you intend to or not, there may be something you are doing that has influenced bad behavior among difficult employees. Take responsibility for the situation and try to resolve it in a way that works for both parties. How do you deal with difficult employees in a virtual environment? First, it’s important to realize that it’s harder to humanize employees we only interact with online. Sometimes, when an employee is struggling, we stop paying attention to what's happening around them. Understanding the implicit bias we may have toward remote colleagues is the first step to resolving conflicts with them. Second, communication that is as specific as possible is critical in a virtual environment. Give employees clear, behavioral feedback. It's not uncommon for most managers to spend months or even years criticizing their poor performers without offering anything concrete for them to work on. Great managers know how to be concise and constructive. This approach helps lower the other person's defensiveness and gives them the information they need to improve. It does two key things: it lowers the other person's defensiveness and helps them improve at the same time. Third, managers should document their workflow for dealing with difficult employees. In a physical office, there are always other people around to witness behavior and provide guidance. In a virtual office, unless specific individuals are invited to the call, you’ll mainly interact with this employee one-on-one to resolve this issue. So when dealing with problematic remote employees, make a list of the key points and actions that you need to take to improve the situation. Record what you do and say to this employee, along with meeting dates, times, and formats. This will help you identify areas of weakness in your own management style and allow you to make better decisions next time. It will also protect you from any accusations a disgruntled employee may choose to make. When everything is written down, it’s easier to remember and analyze, especially when the situation is emotionally charged. How to improve the behavior of a difficult team member If the problem persists, it will cause more damage to your team. This is why it is important to know how to solve it. Not sure how to put this all into practice? Follow these steps for how to deal with difficult employees in a way that maintains and even strengthens your relationships: Step 1: Label it The key to solving problems before they get out of hand is to label it early on. If you notice a behavior that is negative more than once, be sure to consciously observe that employee moving forward. If the action happens consistently, that's when you know you have a problem to solve. Step 2: Start tracking Using a simple spreadsheet or project and task history in Wrike, make a note of how often the behavior occurs and the severity of it. For example, if an employee is consistently late on their deadlines, you can track whether or not they are turning in work the next day or the following weeks. You can also use your project management software to add context to the task and how it impacted the rest of the project. By using your project management software to add context, you can get to the root of the problem faster. Continuing this example, even if an employee is consistently late, there might be a bottleneck from a different employee who's actually causing the holdup. You can also look to see if the workload is distributed evenly. If not, be sure to redistribute and communicate your observations along with your solutions for moving forward. Chances are, your employees are just overwhelmed and will greatly appreciate the gesture. However, if the difficult employees really are to blame for the behavior and you see it showing up over several weeks or months, you know you have to do something about it. Step 3: Identify patterns We all go through rough patches, but there might be patterns that emerge from your observations. It's good to note them whenever they come up. That way, when you're having a conversation with your employee, you have more insight into what may be exaggerating or promoting that behavior. For example, if your remote employee is late to meetings every Thursday but on time every other day of the week, it may be a sign that they have a responsibility outside of work that is preventing them from arriving on time on this specific day of the week. Whether it's picking up a child from school or attending a meeting for a different project that typically runs over time, you'll be able to either move the meeting to accommodate or work with the employee to find an alternative solution. Step 4: Plan solutions Typically the simplest answer is always the best. In the short term, having a discussion and coming up with a plan is a great way to solve small issues. You can also plan long-term solutions for how to address the behavior. That includes setting up a meeting with an HR rep present, keeping notes on what you want to discuss during the meeting, and offering the employee an opportunity to discuss any personal issues that might be coming up for them in private ahead of time. You may even find that the behavior is starting to become a pattern but is not quite yet a big enough problem to escalate the situation. If that's the case, then give the person a heads up in a private meeting or via email that you notice something is different. If you choose to email them, communicate this in a helpful tone. Ask if you can assist in any way. Step 5: Communicate expectations Even if you share your initial plan in your meeting, it's good to reiterate your expectations both in person and in writing. Make sure that the wording is clear and not vague. Have your employee sign off on the expectations with a formal signature or by reiterating their understanding of it. Keep in mind when working with a large remote team that personalities and cultural differences often come into play when communicating sensitive information like this. Look for ways that your unconscious bias might be affecting the interaction. Remember to lead with kindness and helpfulness while also being firm on what is expected moving forward. Step 6: Monitor progress Dealing with a difficult employee isn't a set-it-and-forget-it type of project. Instead, you'll need to monitor progress over time. Once you've laid out your plan and the employee has begun to execute it, make sure you check in and ask if they need any additional assistance from you. They might have questions or find that the plan makes sense on paper but not in action. If that's the case, adjust as needed. Make sure you choose a KPI for this project just like you would any other. That way, you can monitor the ups and downs as you go. Once you see consistent improvement, make a note to check in less often but still keep an eye on it in future months or quarters. And once your employee has changed their behavior, make sure that you acknowledge and celebrate them. Show them how much you appreciate them working with you on this. Not only will it improve the work environment for your entire team but it might also improve their quality of life. Keep in mind that some difficult employees are only difficult because they aren't being managed well. Without clear communication and empathy, it can be challenging to tell the difference. Conclusion When dealing with a difficult employee, the ideal outcome is for you to work together to develop a solution that both parties agree on. Partner with Wrike to help get all your employees on the same page and monitor their behavior over time. Start your free two-week trial today.
Your Complete Crowdfunding Campaign Checklist (Infographic)
Launching a crowdfunding campaign may be exciting, but it's also exhausting. Use this checklist to get you through the hectic months ahead. It's broken up into pre-launch, launch, and post-campaign sections to help you stay organized (and sane) at each stage. Good luck! (See also our Definitive Guide to Crowdfunding Sites Infographic.) Want to share this infographic on your site? Use this embed code: Wrike Social Collaboration Software Have you organized a crowdfunding campaign before? What would you add to this checklist? If you have any pearls of wisdom, we'd love to hear from you! Give Wrike a try when managing your crowdfunding campaign with a free trial. For more reading, check out our collection of crowdfunding resources: 10 Essential Elements of a Successful Crowdfunding Campaign Top Crowdfunding Sites: Which Should You Choose? Ultimate Guide to Crowdfunding Campaign Tools and Resources
7 Tips for Better Meetings (Infographic)
Let's be honest: meetings su-- ahem, aren't fun. We've all been there: trapped around a conference table, air conditioning set to "arctic blast," listening to a manager's endless monologue about customer acquisition strategies or abstract quarterly goals. At best, you might get a free pastry. At worst, it's an utter waste of your time. Here's the good news: it doesn't have to be this way. Meetings can actually be a useful way for colleagues to work together, overcome challenges, and generate exciting new ideas. Start following these simple tips to keep your meetings productive. 7 Tips for Better Meetings 1. Keep it short! 30 minutes max. You won't hold anyone's attention much longer than that. 2. Set clear expectations ahead of time. Include what will be covered and what preparation, if any, attendees need to complete beforehand. 3. Send meeting materials in advance. Agendas, slides, spreadsheets: let people review everything before the meeting starts. The meeting itself is for actually getting things done. 4. Stay punctual. Be respectful of your teammates' time by starting — and ending — when you say you will. 5. Encourage discussion. If someone's dominating the conversation, step in to redirect or ask for another person's opinion. 6. Stay focused. If a discussion veers off on a tangent, or turns into a dialogue between two people, table the conversation for a more appropriate time. 7. Record key ideas and action items. If your meeting produces genius ideas, what's the point if you don't capture them and ensure follow-through? Curious about exactly how much time and money is sunk into ineffective meetings every single day? (Hint: it's a lot.) Check out the infographic below for more details and stats, including the root causes of bad meetings and tips for keeping virtual attendees engaged. Source: Fuze Want a reputation for hosting awesome meetings people actually look forward to? Take a look at these 4 Simple Steps for the Perfect Meeting.
The Cure for Project Failure (Infographic)
Are your projects thriving? Or are they suffering from swelling budgets, sluggish progress, and strained deadlines? If your hard work is constantly in danger of flatlining, know this: you’re certainly not alone. There’s an epidemic of failed projects afflicting businesses of all sizes, with organizations hemorrhaging hundreds of millions of dollars in lost funds. In the infographic below, we lay out the leading causes, tell-tale symptoms, and proven cures for project failure. Share our prescription for project success on social media, or post it to your own site with this embed code: Infographic brought to you by WrikeFor more insights into project management facts and figures, check out our Complete Collection of Project Management Statistics - 2015.
Definitive Guide to Crowdfunding Sites (Infographic)
In the last few years, the crowdfunding scene has exploded. Now there are hundreds of platforms to choose from, with more popping up every day. But which crowdfunding site is best for your small business? Or charitable cause? We covered 26 Top Crowdfunding Sites by Niche, and now we've created an infographic with all the essential details. Check it out! (See also our Ultimate Crowdfunding Checklist Infographic.) Like this infographic? Embed it on your own site using this code: Wrike Social Collaboration Software Are you about to launch your first crowdfunding campaign using one of these sites? Let us know how it goes!
How Successful Teams Use Project Management Software (Infographic)
According to Information Week, 87% of high-performing companies use a project management tool to complete daily work and and meet their business goals. But why? What are the benefits? What kinds of teams need project management software? And how do they go about choosing the right tool? Learn all the “how”s and “why”s in this infographic: Share this infographic on your own site with this embed code:
5 Biggest Time Wasters Leading to Startup Failure (Infographic)
Startup success isn't just about the perfect product. Now the emphasis is on speed: faster ideation, faster iterations, faster time to market. Startups are even told to "fail fast." But where do successful startups invest their precious time? And what are the costliest time management mistakes? Here are the top 5 time wasters to avoid. Failed startups... Wait too long to pivot. Companies that change their roadmap to meet customer demand are 52% less likely to scale prematurely. (In other words, they don't scale up without making sure there's sufficient demand for their product.) Spend too much time on product development. Failed startups focus too much time on their baby (the product) and don't dedicate enough time to customer development or evaluating market demand. Don't dedicate time to valuable business connections. 16% of failed startups cite a lack of networking and significant business relationships as a direct contributor to their downfall. Waste time getting their product to market. Delays in launching a product, or waiting to launch in order to incorporate non-essential features, was the root cause of failure in 20% of startups. Spend too much time at the office. 12.5% of startups say grueling work hours and burnout ultimately led to business failure. Want to know the other fatal poisons for startups? Check out the complete infographic for details on costly money mistakes and prioritization disasters. Source: Focus Your turn: What do you think is the #1 factor in startup failure? Share your thoughts in the comments!
How Pixar, Google, and Facebook Fight Bad Meetings (Infographic)
Let's play a game. Would you rather: A) Sit through an hour-long status meeting in a frigid conference room with no windows B) Pull out your own tooth with a rusty pair of pliers How many of you had to consider your actual preference for a moment? Ok, all joking aside, meetings may not be quite that bad. But sometimes it's close! With so much time spent — and often wasted — in business meetings, we looked to the experts for new tips on making meetings worthwhile. Share this infographic with your peers (or your boss... *cough cough*) on social media or using this embed code: Infographic brought to you by Wrike Say goodbye to bad meetings! Cut out needless meetings (and improve the ones you do have) with our infographic decision tree: Should We Have This Meeting?
Work Skills You Need on Your Resume in 2021
Navigating the highly competitive job market can be brutal. In a recent Jobvite survey, nearly three in four respondents said they believe finding a job has become much harder following the pandemic. It’s clearer now more than ever how important it is for your resume to stand out. In fact, nearly 24% of hiring managers spend 30 seconds or less reviewing a resume to determine whether a candidate is qualified for a position or not. You quite literally have seconds to catch their attention before your resume ends up in the recycling bin with the rest of the candidates that didn’t make the cut. So, how exactly do you set yourself apart and stand out from the crowd? Highlighting your work skills on your resume is the best place to start. We did some digging and pulled together some work skills examples in various categories to inspire you to revitalize your resume. Important social work skills for the workplace What are social work skills? Social skills, otherwise known as interpersonal skills, are essential in helping us communicate with one another in the workplace. These skills allow us to build relationships, interact, and communicate with those around us in a meaningful and effective way. This includes verbal and nonverbal cues. Social work skills are essential in every job. Whether you work on a team, are in a client-facing role, or are an individual contributor reporting to a direct manager, solid social skills will help you succeed in your position. Let’s take a look at some of the most important social work skills for the workplace: 1. Empathy One of the best ways to interact well with others is to put yourself in their shoes and understand how they feel. Empathetic people can understand how others are feeling and can identify with those feelings in some way. Having empathy is a vital trait, especially for those who hold leadership positions. Being empathetic isn’t something you can force, and it doesn’t happen overnight if it doesn’t come naturally to you. This skill takes a conscious effort to build and will help you forge and maintain stronger workplace relationships. 2. Active listening Have you ever been in the middle of a conversation with a colleague and felt like they weren’t paying attention to a single word you were saying? Or have you ever been chatting with a coworker and felt like they heard you and gave you their utmost attention? The latter is known as active listening. Active listening involves giving someone your full, undivided attention and it allows you to build trust and strong relationships with your colleagues and clients. Active listening requires practice, but it is a skill that can be acquired with proper training and effort. 3. Emotional intelligence At a high level, emotional intelligence refers to recognizing and being aware of the emotions of both yourself and other people. Those with high emotional intelligence are known for being self-aware and can practice self-regulation, particularly in stressful and potentially overwhelming situations at work. Emotional intelligence is critical in the workplace because it contributes to strong, long-term relationships and can help you manage and appropriately tailor your reactions. 4. Conflict resolution According to recent research, 65% of workers experienced conflict with another coworker. Conflict is inevitable in the workplace, which means developing a solid set of conflict resolution skills can help you manage and navigate these situations efficiently. Conflict resolution is the ability to address the root cause of disagreements and devise a solution that works for all parties involved. You can use various techniques to help resolve conflicts, so it’s essential to learn and understand how to address different disputes. 5. Written communication Social skills refer to how we communicate with one another, which means written skills are a must. Some forms of written communication include emails, instant messages, documents, reports, slide decks, and your resume. Using appropriate grammar, proper spelling, and following formatting guidelines will allow you to communicate effectively with others. 6. Nonverbal communication When it comes to communication, it’s easy to think about what we are saying, but we don’t always focus on how we are saying it. Nonverbal skills can dramatically impact the way your message is received. Your body language, eye contact, facial expressions, and tone can completely change the message you are trying to deliver to your coworkers. It’s important to be aware of these subtle cues so that you can make sure your message isn’t misconstrued or misinterpreted. Work-related skills for virtual environments You might not be working with your colleagues side-by-side in the same office. In addition to the skills we discussed above, remote work requires some different skills and disciplines. Below are a few competencies that you’ll definitely want to have when collaborating in virtual work environments: Self-motivation: There’s a big difference between in-person office environments and virtual workplace settings. At the office, your manager can simply stop by your desk or quickly check in to see how things are going. While your supervisor can technically do the same via email or instant message, you ultimately don’t have anyone looking over your shoulder 24/7 at your home office (unless you have pets, children, or spouses nearby!). That means self-motivation and knowing how to hold yourself accountable to get your work done are vital to helping you thrive in a virtual role. Adaptability: Adaptability is beneficial in any setting, but it’s a particularly beneficial skill in virtual environments. Whether you’re working with a distributed team and constantly trying to navigate time zones or your presentation gets interrupted due to an unreliable internet connection, adaptability is an important skill to help you navigate the unexpected and ever-changing conditions you may find yourself running up against. Digital and technical knowledge: In virtual environments, employees work remotely and generally rely on several tools to collaborate and tackle their to-do lists. Between project management software, instant messaging, video conferencing, document sharing, and email, there are many different technologies to navigate daily. If you’re working in a virtual environment, it’s essential to feel comfortable using these platforms if you want to keep up with the pace of your work. It’s also worth mentioning that, while you still may be able to reach the IT help desk, you may not receive assistance as quickly as you would in an office setting. That means you might have to do some troubleshooting and problem-solving on your own. What teamwork skills are important for 2021? Teamwork makes the dream work, right? Teamwork skills are a subset of skills that enable us to work well with groups of people (meaning, our teams) to achieve a shared goal or outcome. In 2021 and beyond, as we see a shift toward hybrid work models, honing in on your teamwork skills can help you land your dream gig. Here are the teamwork skills that are important to develop for 2021 and beyond: 1. Reliability Being reliable is arguably the most crucial teamwork skill. Those who are reliable can be depended on and trusted to do their part time and time again. They show a certain level of commitment to their work and colleagues, meet deadlines (or even get work in early), and follow through on any action or task they say they will do. You want to be a reliable teammate so your colleagues and your employer will have faith in you. And the more trustworthy you are, the more responsibility you will be trusted with over time, which may boost your career growth in the long run. It’s even more important to showcase your reliability in a virtual workplace environment through clear and frequent communication. 2. Accountability Accountability goes hand-in-hand with reliability. But beyond being reliable, accountability is all about taking responsibility for one’s work — even when that includes mistakes or failures. There’s no room for the blame game or pointing fingers on teams that work well with one another, which means you have to hold yourself accountable and take fault when necessary. Your teammates will likely think more of you if you’re willing to admit you’re wrong, as opposed to constantly shifting blame or pointing fingers when issues arise. 3. Respectfulness A little bit of respect goes a long way, especially at work. According to Indeed, respectfulness in the workplace reduces stress, increases productivity and collaboration, improves employee satisfaction, and creates a fair environment. You need to respect your team members, manager, and clients to do your best work together. Acts of respect include acknowledging others and calling them by name, encouraging and exchanging opinions and ideas without judgment, giving credit where it’s due, and listening to and understanding your teammates. 4. Collaboration There is no successful teamwork without collaboration. Collaboration is working together with one or more people on a project or toward a shared goal. When employees can work together and collaborate successfully, they can share ideas and come up with practical solutions to complex problems. Brainstorming, open discussions, workshops, and knowledge sharing sessions are all examples of collaboration that lead to great teamwork. 5. Persuasion Have you ever worked with a teammate who insists on working their way, even if the rest of the team agrees to pursue another route? How do you keep making progress on your project or goal if one team member isn’t on the same page? That’s where your skills of persuasion come in handy. Sometimes you might have to persuade a team member to see another point of view and change their mind to benefit the rest of the group. But persuasive skills are more than just getting someone to change their mind and see your perspective — it’s about doing so in an empathetic and respectful way in order to maintain a healthy working relationship. 6. Constructive feedback for improvement You should be able to offer your teammate constructive feedback to help them improve and vice versa. Exchanging feedback not only benefits individuals and the team as a whole but also adds value to your organization by creating an opportunity for constant growth. Giving feedback requires offering suggestions for improvement in a positive way, while receiving feedback requires listening with an open mind and a willingness to change. Work skills that work on any resume Sure, there are specialized skills for different roles and industries. Engineers add their programming skills to their resume, project managers add project management certifications and relevant skills, and HR professionals add the performance management and HRIS systems they’ve previously used. While there are specialized skills you’ll want to emphasize on your resume based on your industry and role (and trust us, those are important), there are also some work skills that are relevant on any resume. These include: Creativity: Creativity is an essential component of innovation and complex problem-solving. In its most basic form, creativity requires thinking about a problem or task differently and using your imagination to form and test new ideas. Problem-solving: All employers value problem-solving abilities because they want to hire people who can break down problems and develop effective solutions. To showcase your problem-solving skills, you might possess a range of qualities such as analysis, evaluation, decision-making, and communication. Time management: No employer wants to hire someone who doesn’t make good use of their time and will have a hard time getting their work done. Your future employer wants to know that you’ll be able to meet deadlines, effectively use your workday to get tasks accomplished, and handle your workload without a lot of babysitting. Examples of specific time management responsibilities include goal setting, prioritizing tasks, meeting deadlines, and minimizing or eliminating distractions for optimal focus. Leadership: Showcasing how you’ve demonstrated leadership in your previous roles can demonstrate to your future potential employer what type of employee you are. Being an effective leader can increase your advancement opportunities within your organization. Use specific examples of successful leadership on your resume for the most significant impact. So how do you showcase these skills on your resume? Now that you know what work skills for resumes employers want to see, you’re bound to have this question: Where do you put them? Keep in mind that the goal of your resume is to prove that you’re a qualified, no-brainer fit for the role you’re applying for. That’s why your smartest move is to tailor your resume to a specific job. Take a fine-tooth comb to the job description and identify words or skills that are repeated or emphasized. Those are traits that you should be incorporating in your own resume (provided you honestly possess them, of course). The most important skills should go as close to the top of your document as possible, because remember, hiring managers are only skimming for a few seconds. As for where you can work these skills in, you have a number of options, including: Your professional summary at the top of your document A dedicated key skills section where you can bullet out your most relevant abilities Your past positions, where you can demonstrate how you applied your skills in previous jobs Finally, remember that many of your work skills and social work skills — from communication and time management to problem-solving and active listening — will be on display throughout the hiring process and your interviews. So, it should go without saying, but show up on time, respond to messages promptly and respectfully, and treat everybody respectfully. After all, when it comes to your work skills, employers want you to show — and not just tell.
How to Enjoy Summer in the Office (Infographic)
Summer no longer carries the same meaning once you pass childhood. Before, summer meant school's out, movie dates, picnics, and warm nights. Now, summer only means that it's going to be hotter in the office. It's not easy to stay productive when the sun is tempting you to skip work and go outside — but it is easy to bring summer into the office so employees don't feel like they're missing out completely. Here are some ideas on how you can bring summer to work, even as Fall starts rolling in: Like this infographic? Print it out, or share it with your colleagues using this embed code: Infographic brought to you by Wrike How do you celebrate summer in your office? We're always looking for new ways to play here at Wrike. Share your summery ideas with us in the comments.
The Essential Guide to Financing For Startups
Startup businesses need adequate funding to support operations. But there are a lot of myths around financing for startups that make the process more complex and prolonged than it needs to be. For example, while most entrepreneurs assume venture capital will be their primary source of funding, only 6% of all startups actually receive anything from them. The good news is that, whether or not your company is part of that group, there are many financing options out there. In this article, we’ll provide helpful information for startup business owners on managing their finances. We’ll also explain the various financing options available and what you can do to mitigate the threats to startup success along the way. Keep reading to discover tips on how to create a winning strategy and responsibly manage financing for startups. What is startup financing? Startup financing is money that early-stage companies can use to launch their products or grow their businesses. There are various types of startup financing and are put into two categories: dilutive and non-dilutive. In financing for startups, these terms essentially describe the nature of ownership between the company and its financing partners. Dilutive funding is a type of funding that requires you to give away a portion of your company. Some examples include venture capitalists and investors. These financing options require the participation of the investors for the company to be successful. These are often hands-on relationships with the VCs actively participating in operations at a high level. In non-dilutive financing, startup owners get to keep complete control of their vision. This includes sources such as grants and loans. Regardless of how much funding they receive, startups have all the decision-making power in the relationship. Sounds great, right? The catch is that getting the money you need can be challenging, especially since you’ll likely need a few different types of funding. Not only are these programs competitive, but they are also restrictive. Loan issuers will often have strict requirements that startups must change their business plan to accommodate. Losing sight of vision is a huge risk for owners who are trying to fit a mold others have created just to get their company off the ground. That being said, non-dilutive financing can be a huge help in terms of keeping your company running smoothly while maintaining creative freedom. Because freedom is a significant selling point for entrepreneurs, it’s no surprise that recent hybrid models of non-dilutive financing have cropped up to make up for its disadvantages. For example, revenue sharing models allow boutiques to receive guaranteed loan payments taken directly from company profits. We’ve listed a few examples already, but to fully understand your options i, you’ll have to familiarize yourself with the major categories of startup financing. Startup financing options Getting started with startup financing can be a challenging process. But it can be worth it if it helps your company start off on the right foot and avoid running into financial issues early on. Beat the odds with one or more of the following startup financing options all founders must know. 1. Crowdfunding A crowdfunding campaign is an online platform where people give money to a company. In some cases, the crowdfunders exchange their money for an early product or service launch. Crowdfunding is a growing industry. There are a number of platforms that will allow you to raise funds for different projects. Each platform has its own unique perks. Platforms like Kickstarter allow companies to raise funds without having to pay for the platform or provide rewards. Equity crowdfunding is also a type of crowdfunding that allows backers to own a portion of a company. Crowdfunding is generally low-risk. However, a failed campaign can cost you time and money. 2. Loans A small business loan is typically secured by a business or personal loan. You may have to provide collateral or have a high credit score in order to get approved. The Small Business Association is a great resource for finding a startup loan. Through its website, you can search for information about the organization and get started. Unlike bank loans, microloans are unsecured. They can be offered to individuals with little or no credit history. The interest rates can vary. There are plenty of advantages to getting a loan, but there are also some downsides. Besides owing money, founders have to account for accrued interest and how having loans may negatively impact their ability to fundraise in other ways. 3. Investors An investor is someone who gives money to a business for the purpose of operating. The most coveted type of investor is an angel investor. An angel investor provides funds from their own company or personal accounts. Angel investors typically expect a partial or full ownership stake in the company. Usually, they receive a payout based on the company's performance. When bringing on stakeholders, it’s important to consult with them before starting new projects. To find an angel investor, first, create a business plan and pitch deck. This will help you stand out from the crowd and show the potential investor that you're serious about being a successful entrepreneur. 4. Grants Unlike loans, grants are not required to be repaid. They're highly competitive and can provide immediate cash to boost your business. Getting a small business grant can be challenging, but it can be worth it in the long run. There are numerous grants available to help small businesses, many of which can be found through industry associations and organizations that also offer loans. 5. Credit Cards A small business credit card is a type of financing that can be used for nearly any business need. It comes with a variety of interest rates and terms so comparison shopping is a must. Like with most credit cards, the payment period typically spans 30 days. However, it can vary. You may pay interest on the difference or see an increase in interest owed over time. Pro tip: Consider long payment terms, as these can help you maintain a healthy cash flow. 6. Venture Capital Venture capital is a type of private equity that is typically used to finance early-stage companies and startups. It comes from well-off investors and usually involves a variety of financial institutions. This funding is used to help the company reach a wider market. Unlike startup financing options, a VC requires a company's equity in exchange for the money it gives. If you're comfortable with having to share some of your earnings with someone else, a VC firm may be able to provide funding in a time of need. Before approaching a VC firm, make sure that you have a clear business plan. How to create a financing strategy for startups If you're a new business owner or still in the planning stages of starting a new venture, then you should get startup financing as soon as possible. But the financing journey doesn’t end once the cash is committed. Founders and owners must make sure that they understand the budget and revenue milestones attached to each round of financing they receive. They should also create a step-by-step plan for achieving each of them in the right time frame. This requires a strong project management team and solution in order to achieve OKRs that both your team and your funding partner expect you to hit. Tools you can use to surpass those expectations include: Gantt charts for visualizing your project plans advanced task assignment and monitoring tools for keeping things on track automated reporting for matching results back to your valuation and keeping investors engaged How to responsibly manage money as a self-funded startup There are many different opinions on what is considered responsible in the world of financing for startups. Some advise slow but steady fundraising with strategic alignments in order to grow over time and mitigate risk. Others believe it’s irresponsible to completely eliminate risk in the first place, as big risks can lead to big payouts. Regardless of which side you’re leaning towards, you can use these tips for self-funded startups to meet and exceed expectations: Lower fixed costs such as hiring wherever possible until you start to turn a profit. Outsource essential tasks like app building and social media to skilled freelancers until you’re ready to fill out your team. Use a strong professional services management tool to do so. Use a project management solution to organize management and contractors all in one platform. Surround yourself with the right people when you can hire full-time employees. Focus on building repeatable processes you can turn into templates within your project management software instead of reinventing the wheel for everything you do. Set up your startup for success Rock-solid forecasting, project plans, and templatized operations make winning funding from any source that much easier. Those in charge of decision-making at various financing outfits prioritize brands who show a professional level of risk management and organization, which a product like Wrike helps teams accomplish. Whether you’re pitching your idea to an angel investor or need a well-laid-out plan for loan officers, Wrike can help you illustrate your ideas into an actionable business plan worth betting on. Start with a two-week free trial of Wrike's software today.
Will Your Company's Social Media Marketing Efforts Pay Off? (Infographic)
In order to be successful marketing your business in social media, you need to invest time and resources, and understand what is targeting in marketing. This decision tree helps you see if you're ready to launch a full-scale social media effort that will lead to more attention and business leads. Will your company's social media efforts pay off? See the decision tree below. Embed this infographic in your site using the code below: Wrike Project Management Software What ingredients are key to social media success? What do you think the most essential ingredient is for a social media strategy? Leave your thoughts in the comments below.
20 Ways to Build a Happy & More Productive Workforce (Infographic)
Studies report that happy workers are 31% more productive, with up to 37% higher sales and three times the creativity as the rest of your workforce (Harvard Business Review). Isn't that enough incentive to keep your people happy as they spend upwards of eight hours a day contributing to your bottom line? The infographic below shows 13 ways to make your workforce smile. Then keep reading for a list of 7 more ways to help your people grow and prosper in their work. Use this code to embed the infographic on your blog: Infographic brought to you by Wrike Bonus: 7 Ways to Focus on Your People's Needs 1. Listen to Feedback and Show Action When you ask for feedback, listen. Show that you are acting on suggestions. Knowing that management is listening and taking feedback seriously increases the general positive vibe in your organization. 2. Give Them a Chance to Grow You will lose people if they fear their jobs are dead ends. It's important to give everyone clear career paths and opportunities for ongoing education, online classes, webinar attendance, industry events, etc. 3. Support Remote Work & Flexible Schedules If you really want to attract top performers, you must allow for flexible schedules and remote work. This means you need an online system to track work (like Wrike!), and a protocol for communicating with remote workers so that projects run smoothly. 4. Give People Their Choice of Supplies & Tools Don't skimp on supplies, and give your people their choice of tools, whether it's Mac vs. Windows, a standing desk, floor mat, or dual monitors. Allowing them to pick their tools helps them be more productive right away, and they'll love working on a machine they picked themselves. 5. Give Them Unlimited PTO You're hiring intelligent, capable adults, right? Then allow them to take time off without having to jump through a bunch of hoops. Unlimited PTO is prevalent in startup companies, particularly in the tech industry. But even non-startups have switched to unlimited PTO precisely because it creates a massive amount of good will. 6. Give Them Top-Tier Benefits You won't attract and retain star performers with meager benefits packages unless you're a struggling startup with a killer product and vision that everyone's sure will make it big. The quality of your benefits shows how much you value your people. Make them as substantial as possible! 7. Give Them Unlimited Coffee (and Snacks) Coffee and snacks are probably the simplest way to please your team. But please try giving them good coffee and healthy snacks, okay? What Would Make You Happy? If you have better suggestions on perks that would please you or your team, hit the comments and tell us more!
10 Ways to Make Your Team More Productive (Infographic)
Some days are just harder than others. It's the end of a week, or the day after a holiday, or there was yet another office birthday. (Cake-coma, anyone?) When your team is having a hard time focusing on their work, don't just sigh and hope things will change soon. You can actively help them jump back on the productivity boat with top-down productivity management. Check out the tips in this infographic and get your team moving today. And if you're always looking for more tips to help boost team performance, check out 11 additional ways you can increase team productivity. Share this infographic with your team, or embed it on your blog with this code: Infographic brought to you by Wrike
How to Deal With Conflict in the Workplace
Conflict is a reality of the working world. You deal with different people every day, people with varying perspectives, opinions, and convictions. When contrasting opinions and dynamic personalities collide, expect conflict and disagreements. As with anything in a professional setting, a little politeness goes a long way to help diffuse the situation.
8 Tips to Fight the Summer Productivity Slump (Infographic)
Vacations, weddings, long weekends camping.... with so many wonderful distractions, the last thing you want is to be stuck under your office's fluorescent lights instead of gorgeous oceanside sunlight. Unfortunately, unless your managers are just as distracted as you are, you still need to get stuff done between June and August. So if you find yourself staring longingly out the window while you're at work, try a few of these tips to be productive during the week so you can kick back and fully enjoy the rest of these wonderful summer weekends. Want to share this infographic? Pin it for later, or embed it on your blog with this code: Infographic brought to you by Wrike Read More Productivity Tips Right Here! Check out Wrike's collection of strategies and tricks for self-motivation, prioritizing your to-do list, banishing procrastination, and getting more done in less time.