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#Voicesof.. Joshua Woo: Leading With Passion

gjc on June 1, 2023

My name is Joshua, General Manager for Oriental Aviation International & Good Job Creations Staffing Team. Presently, I oversee four teams across GJC and OAI. I joined this company in 2018 as a Team Leader. I make it my daily priority to maintain good communication with our stakeholders, building new relationships and garnering new ones.

1.How would you describe your leadership style, and why have you chosen it as such?

I will describe my style as leading through serving others; this creates a culture built on trust, transparency, an unselfish mindset, and fostering leadership within my team.

2.You are known to be a very passionate leader, but only a few know the reason behind that passion. Can you describe what motivates you and why?

I always strive and thrive to serve our colleagues, clients and candidates better. The 3 ‘C’s have always stuck with me since I started my recruitment career. I’m constantly motivated by my colleagues’ feedback when they let me know they feel happy and satisfied with our work environment and being in a culture that not only attracts but retains its talent; I’m also motivated by our client satisfaction with our services and the solutions we offer—where candidates are given a better livelihood that improves their living standards.

3.What industry trends impact your role as a manager, and how do you get your team to be on the same page?

One of the industry trends is working from home, which was first implemented when Covid-19 broke out. However, our line of work requires us to be present when we meet prospective and existing candidates, some of our staff have on-site client and face-to-face meetings within and across the teams, and some members work long hours. Hence, we have introduced flexible working hours that allow our team members to recharge before another day of work.

I have witnessed working in the office and having flexible timing has dramatically increased our productivity and promoted a healthy work-life balance culture.

4.Have you ever had to execute a project with a small budget or a need for more resources? Can you share with us how did you manage it?

This brings me back to 2 April 2018, when I first heard these words from our Managing Director (MD), Kimiya Shibazaki, “Justice without force is powerless; force without justice is oppression. Never stop growing, and never stop believing in our possibilities.”

The biggest project was to create a Staffing Team that same year. We had zero clients, candidates, and colleagues; we didn’t have a single recruitment tool or technology to help us with our process. This seemed like an impossible project; nevertheless, we were determined to make it work.

I made good use of my existing tools to keep track of all my candidate and client base and made endless cold calls from leads I generated from newspapers and online job portals. I wrote countless emails to prospective clients to introduce our services and the solutions we offered and leverage the Permanent Staffing Team’s existing clientele base. I also participated in plenty of HR events. I participated in networking sessions to grow our contacts and reconnect with past clients that previously engaged me.

With those encouraging words spoken by our MD, through grit and determination, we continued building everything from the ground up, from setting the rules and regulations to recruiting members to join our team. We then moved on to implementing a payroll system. We hired individuals with an entrepreneurial mindset, willing to take risks and exhibit humility in all aspects. Through this, we created a culture that adhered to the statement ‘All for One, One for All.’

Today, I am happy to share that we have over 20 dedicated consultants and 800 contractors under our payroll.

5.Employees often seek to be mentored by inspiring leaders. Describe how they were performing initially and what they are doing now.

Two years ago, I noticed a member had performed exceptionally well in her role. Early last year, the management was planning an expansion project, and we needed all the support we could garner. Hence, after taking note of the spirit of excellence this individual has exhibited, I decided to mentor her to smoothen the transition into her role of supporting the business project. Today, she is happily contributing to the team working on payroll.

I’ve always made it a point to mentor and share my experience with members regardless of their title or position, and in return, I learned so much from them. The newly joined consultants I mentored years ago are now Team Leads of their respective teams.

6.What goals have you set for your team this new financial year, and how do they align with your company’s core goals?

Things run differently in the recruitment industry, and some of our goals are sales driven. Some internal goals that were set were identifying and promoting the generation of our current members and hiring more fresh graduates that majored in HR consulting to join the staffing and recruitment industry team to unearth different portfolios of our business. In this process, we are determined to raise experienced leaders in our industry to continue the legacy—of providing jobs for people and improving their quality of life.

“We are determined to raise experienced leaders in our industry to continue the legacy—of providing jobs for people and improving their quality of life.”

7.If there is one advice you’d give to your younger self, what would it be and why?

In the earlier years, I behaved selfishly, had unrealistic expectations and was even stubborn sometimes. All those actions resulted in me making some rash decisions and having unnecessary confrontations in the early days of my career.

Some advice I would give my younger self is to exercise more patience, take time out to think things through before I speak and act, and practice putting myself in the shoes of others. By doing so, I could have avoided those mistakes.

Interview by Destiny Goh

Marketing Communications Executive

#Voicesof… Ayumu Matsuki: An Effective Leaders’ Guide

gjc on May 4, 2023

My name is Ayumu, and I joined this company three years ago as a fresh graduate. I’m currently a Business Development Team Lead handling the Manufacturing portfolio. I am responsible for client handling and making sure my team performs to their utmost excellence. I have been with the company for three years, and I hope my insights and experience on the job will help you see things from a new perspective.

1.What strategies will you implement as a newly appointed Team Leader to build a cohesive and productive team?

It’s crucial to remind the team members to set individual goals and goals to be achieved as a team. I encourage open discussions between team members to let them know I’m always ready to listen and help.

Being transparent with them about our performance and letting them know where we stand is essential too. With that information made known, it’s easier for us to work together to achieve a unified, clear goal.

2.What tools and resources do you use to make your work more effective?

I have been using these three tools and resources to help me produce great work and productivity.

a. Journal: I keep a journal where I write down everything, from thoughts, ideas, and emotions into it. Daily self-reflection helps me be aware and intentional: to improve in areas I’ve not done so well and to celebrate little victories of that day.

b. E-hailing services: I acknowledge I am not a morning person and value my sleep more than anything, and being stuck in traffic is not a good start to anyone’s I used Grab or Gojek to minimise the hassle of travelling so that I can concentrate on myself without being bothered by others and have a moment of silence before I start a long day.

c. Miro: This is a fantastic tool I use daily to help me sort out information using flowcharts to improve my daily workflow and formulate my mid to long-term planning.

3.How do you plan to track the productivity of your team members? And what will you do to support them if they underperform?

Being engaged and involved in their tasks is something significant to me. I prefer to be kept in a loop to know what is being done daily, but I trust my team enough not to micromanage them. It’s essential to give them feedback on what they have done well and to let them know the areas they lack that can be improved.

When a team member underperforms, I will set aside time with them and have them discuss things with me. Understanding the challenges and difficulties (the root cause) is vital, and we can both develop a solution that improves the situation.

4.Give us an example of a skill you have acquired on the job and which areas of work it has been helpful in.

As time went by, I picked up people skills after working with so many individuals. I learned the importance of teamwork and getting everyone involved, making each other feel important.

As a Business Development personnel two years ago, I wanted to do everything on my own—from finding my clients to candidates and having to follow up with either of them took a tow on me. Hence, working together has also improved my communication skills and emotional intelligence.

5.What advice, lessons or insights have you gotten earlier in your career that has guided or inspired you?

My mentor constantly reminded me of the value of staying humble. This is especially important in a work setting. Our company’s average age group is relatively younger than other companies, and promotions are often handed out to people with excellent qualities and performance.

Often, some people think it’s okay to be arrogant just because they are handed out a new title and elevated to a new position. They think it’s solely due to their hard work and begin to treat others differently. Learn as much as you can from others with a good attitude.

‘The key to growing is to stay humble, regardless of your position.’

6.What would you like to impart to those who aspire to follow the same path as you did?

Results come first. In our industry, it’s somewhat competitive due to respective sales targets. We all know that hard work and perseverance are necessary, but the outcome is your results. If you want to advance the corporate ladder, you must be able to show and prove what you can do and do it well. Wherever you are, whatever designation you’re in, it’s essential to keep track of your progress and account for it. Based on my experience, many people demand a promotion or benefits before showing they can contribute to the entity or even their team first.

Next, being able to garner the support of others would help you advance further. Often, achieving something significant is done through the support of others. The ones that believe in you will naturally encourage and journey with you.

7.What are your preferred methods of communication with your team members to ensure all of you are on the same page?

I prefer the utilise tools that increase productivity and efficiency. At the office, all our communications are done via Microsoft Teams; it’s also where every individual can get the latest updates, reply to chats, schedule and attend meetings and use various productivity tools on the platform.

I do my best to share all the information within our group chat to allow them to grasp the rough idea of my plan first, and then it will be followed by a short face-to-face chat to ensure we’re all on the same page.

Interview by Destiny Goh

Marketing Communications Executive

#Voicesof… Kimiya Shibazaki: Going Above & Beyond

gjc on April 4, 2023

1. Can you describe your typical week on the job?

In a typical work week, I attend about 15-20 internal meetings back and forth between two companies under my leadership and Will Group Japan. On top of that, I also have regular meetings with our external parties consisting of vendors, suppliers and clients. Next are approval matters such as payments and hirings, report preparations for Will Group Asia Pacific (this group oversees Will Group Japan’s overseas operations), the occasional mid-term business planning and setting aside time to catch up with my colleagues regularly.

Aside from the heavy work schedule, I made it a point to plan my exercise sessions at the beginning of each week. Sports are great stress relievers, but it also helps keep my mind sharp throughout the day. This is one of my many small efforts to maintain a work-life balance.

2. Only a few individuals have the ability and capacity to lead two companies at once, and you are one of them. Give us an example of one of the many challenges you face managing them, from maintaining corporate culture to strategising business directions, and what you did to overcome it.

One of my many challenges is managing three different business emails, three TEAMS accounts (our designated communication channel), three calendars, and shared files between OAI, GJC and Will Group. I use both application and web versions for most tasks as I check multiple accounts.

Communication with colleagues regarding different matters is another challenge. But I make it a point to engage in multiple levels of communication within the workplace to set an example of our culture and openly share our company’s direction with all members. I believe a relationship between corporate culture and communication will be solidified when there’s a good communication network within the workplace.

I would also like to acknowledge my fellow committed General Managers: Gabriel, Joshua and Terence. Over time, I’ve developed a sense of trust in them to lead each business unit, steering our members in the right direction with our unique culture.

3. In your opinion, what do you think makes up a good leader and why?

Hands-on skills, knowledge, speed, and proactiveness make up a good leader. A leader should also know what the ground situation is like, as his ultimate task lies in decision-making. When equipped with sufficient information, their decision-making would be fast and accurate in every way possible.

To put things into perspective, a good leader must possess hands-on skills to make swift decisions. If you aren’t proactive in ensuring you have full knowledge of what’s happening on the ground, your choices will likely be impractical and have an adverse effect. The trust of others diminishes in a leader if they can’t present practical and feasible solutions.

4. What values do you hold firmly, and how does that affect how you carry yourself in and outside work?

One value I firmly hold is to ‘always strive to be above average, no matter what.’

This value has been engraved in me, and it always pushes me to work harder when I’m surrounded by people of calibre­­­, whether in or outside of work. It also factors into everything I do in and for my career, my role as a son, husband and father to my two children, and even my hobbies and sports.

There’s an unspoken beauty about consistently investing your best efforts into what you care about and what is important to you. You reap what you sow.

‘Always strive to be above average, no matter what.’

5. As the leader of both firms, there are difficult decisions for the company’s good, but you know that the outcome can’t please everyone. So, how do you deal with criticism?

This takes me a quick trip down memory lane when I first took up the leadership role in 2014 as an Assistant Manager at GJC. Perhaps I was too soft-hearted and hesitated to give direct or harsh feedback to my members. But I was persistent in bringing up the morale through my hard work and having meals with my fellow colleagues to get to know all of them better.

However, there came a time when some of my members could not perform, and the criticism fell back on me. Harsh comments were spoken, such as myself being unsupportive; some even went as far as to claim that I was showing favouritism to certain members and that I was not doing much at work.

As a leader, I clearly understand that my role is to expand the OAI & GJC business capacity and possibility while ensuring its operations’ stability. Every decision I made aimed toward that particular goal. To make it happen, I’ve always been ready to make painful decisions, bearing in mind that I can’t always please everybody, but as long as it’s for the company’s good.

On the other hand, as an experienced recruiter and in business development, I know that ‘answers are always on the ground‘; in other words, to every problem, there’s a solution, and you must look for it. In a way, constructive criticism taught me to reflect on areas I can improve, thus enabling me to be and do better.

6. What was one of the most challenging moments you’ve experienced throughout your career? Was there a breakthrough moment?

I remember a time in my career all too well, and I think it’s a story worth re-telling. Three years ago, when Covid-19 was rampant across the globe, I was assigned to take over OAI as the Managing Director. The economy’s stability was not looking great; truthfully, it was a nightmare for every working individual, especially those who ran businesses. I knew there was much to be done and absolutely no time to lose to keep the company afloat at a time like this. I needed to get to work immediately.

My immediate action was to list all the problems and challenges that would take place, and some were already happening. One by one, we worked as a team to tackle every single one for a year. Throughout that arduous journey, I worked with some of the most persevering, receptive and flexible colleagues. They all played a role in keeping the company’s operations running seamlessly. When I look back at it, yes, it was one of the most challenging moments in my career, but it was also a season I will always cherish.

To wrap things up, I believe there’s still much work to be done during my tenure as Managing Director for GJC and OAI. There are still areas in my leadership I want to improve, plenty of business ideas to be explored, and growth and development to be continued­. After all, the path to long-term success is an endless journey.

My advice is to make every challenge and defeat a learning curve, to acknowledge but not succumb to them. Make it a point to improve at what you do every day, learn and sharpen a skill, accumulate knowledge and practice; perseverance and consistency is your best friend.

In all you do, never give up and strive to be above average, no matter the cost.

Interview by Destiny Goh

Marketing Communications Executive

6 Tips For Smarter Negotiation Of Salary & Fair Compensation

gjc on March 20, 2023

The complexities of the Singapore job market today should never intimidate you from negotiating a fair salary and compensation. Anyone who contributes valuable work that increases a business’s revenue should be fairly compensated and it can be done through careful evaluation of the company you choose to be in and understanding who you’re dealing with. Be flexible with the terms offered, negotiate requests with justifiable reasons and work for the rewards you desire.

Here’s what everyone knows but chooses to ignore: the modus operandi for each business differs and they don’t all play by the same rules. Some have constraints in areas that aren’t revealed to the public, and some are seemingly more generous than others. Though distinct, they work to compensate their employees the best way they know how. But there’s a different breed of people who want more than what’s offered and will take a different route than others through smart negotiation. 

There’s a difference between negotiating to get the things that you want and the things that you deserve. Complexity creates opportunities for the shrewd whose skilful negotiations seep through the cracks of the terms and conditions of an employment contract for they shall reap the benefits that come with it. 

1. You don’t get two shots at first impressions.

You don’t get a second chance at first impressions. It matters because that’s how the hiring committee will see you from here and now. If they like what they hear and see, they will fight for you. Henceforth, whatever approach you take from here determines your leverage between the prospective hirers and yourself. Carry yourself with humility and confidence as you negotiate to seek common ground in an offer you disagree with. Negotiate, not demand, lest make you sound arrogant and entitled. You can avoid such negotiations by practising with experienced colleagues in return for constructive feedback. 

2. Be intentional, not play hard to get.

There’s no hard and fast rule against having multiple job offers and simultaneous interviews, after all, you’re looking for the one that best fits you. It’s best to make your intentions known from the beginning because no interviewer wants to break their backs negotiating with the higher-ups just to get what you asked only to receive a “Sorry, I’m not interested.” Refrain from rubbing it in their faces though you may have multiple offers under your belt. Initially, it may seem like leverage but overdoing it might send them a message that they might not get you and might retract the offer altogether. If you are interested, make it known. State what sort of benefits or conditions you can agree on, enough to forgo the other offers you have. 

3. It’s not always about you.

Everything about you might look and feel good but it doesn’t dictate that they’ll give you what you want. Consider this: every company has budget constraints that are non-negotiable, but tactful negotiators take note that though one component is inflexible, they begin searching for ones that are, through a little probing. As you understand the other party’s constraints, you will be able to propose options that work to solve the problem between you and your prospective employer. 

4. Ask anything, everything, all at once.

Most times in the midst of negotiating a fair offer, having tunnel vision when it comes to getting what you want puts you at disadvantage. You’re better off thinking thoughtfully about everything you want before an offer is finalised. Remember this: prior to stating any request during the negotiation stage, list out things that you require and state the relative importance of each to you. Set aside time to list them all at once instead of coming up with new ones every time changes have been made. This not only robs someone of their giving but turns off those who seek to be understanding of you. The ones making the offer don’t have time to figure out what you want and probably will pick the ones that are pretty easy to give you. You’ll end up with an offer that’s no better than the initial. 

5. Think beyond the money.

Never allow money to cloud your judgement, especially in any decision-making. Think of the job prospects—what it offers, the room for growth and development, job flexibility, location and work hours, perks, and certification courses that upskill and increase your market value. Consider not only what but when you want to be rewarded. Perhaps the beginning of your career journey might seem less than glamorous but working strategically towards it gives you the leverage to reap the exquisite rewards later. Think ahead and beyond as you map out your career course.

6. Calculated Persistency with Consistency.

Nothing’s ever set in stone. What’s non-negotiable today may be negotiable tomorrow; give it time. Direction changes and constraints loosen—learn to wait it out. Suppose you suggest to your bosses that it’s time for a pay raise, considering the amount of time you’ve been with them and the kind of tasks you take on. Bear in mind that a decision as such means the answer is never immediate, sometimes, it’s an irrefutable ‘no‘. Have the patience to put off hasty judgement before making any rash decisions. Prove to your bosses why you deserve what you requested. Be bold to revisit the conversation that was left unresolved, because some time down the road, the person may be able to do something they couldn’t do before. But beware of incessant persistency that puts off the decision-maker, you want the scales to tip in your favour, not the opposite. 

Written & Illustrated by Destiny Goh
Marketing Communications Executive

So Good They Can’t Ignore You— Craftsmen Journey To Great Careers

gjc on February 24, 2023

“Without continual growth and progress, such words as improvement, achievement, and success have no meaning.” – Benjamin Franklin. What sets the highly successful and the mediocre ones apart are their mindset and what they do with their time. Take a dive into the mind of a craftsman–the ones who work strive to be so good, they can’t be ignored. 

To follow your passion to do the things you love is risky, if not foolish advice. Passion culture has taken the world by storm today, encouraging people to stop and think about what they truly want and to just go for it–courage they call it, that ultimately sets them up for failure. 

This also means dropping everything they’ve worked (so hard) for just to pursue a career based on a whim of emotions and short-term desire, hoping that the ideal career will soothe some itch, yet failing to realise success is not served on a silver platter. 

Let me put it this way: There is no dream job waiting for you; rather, it starts with you. There is no better depiction than the life of a craftsman. What they do, is spend their entire lives not only creating but perfecting their crafts. These people are? some of the harshest critics of their work because the end goal is clear to them: To produce crafts that will wow people. 

Like any working adult, the idea is to get a job well done. However, there’s a different breed of people–the high achievers–ones with dreams and goals to soar above and beyond. They not only recognise but understand that it’s more than just ‘staying passionate’. To put it bluntly, when passion dies, demotivation follows.

In the absence of ‘career capital’, their yearning for control will never be reached until they gain that leverage.

Channel that Passion into Craftsmanship

One of the defining traits between good and great is thefocus on craft rather than the pursuit of passion, which Cal Newport stated in his book, So Good They Can’t Ignore You.  Though the difference in both seems menial, the differences in how each mindset functions conclude otherwise. 

The passion mindset makes you feel entitled about what your work can or should offer you–it makes you hyperconscious of what you dislike about it, thus causing you to nitpick at everything. 

Ambiguous questions like “Am I meant to be here?” or “Is this what I’m meant to do?” will eventually surface, causing inner battles that lead to dissatisfaction and confusion.

In contrast, the craftsman mindset offers clarity, meaning that there’s a goal to be achieved and they work tirelessly at it. They prioritise and recognise what matters and what doesn’t. They are acutely aware that building a skill requires long-term learning and practice, and by doing so, theyaccumulate career capital and add value to the table. 

Becoming A Craftsman, or rather, a Shi-fu

The 10,000-hour rule was introduced in Outliers, brilliantly written by Malcolm Gladwell. Here’s what he wrote:

The idea that excellence at performing a complex task requires a critical minimum level of practice surfaces again and again in studies of expertise. In fact, researchers have settled on what they believe is the magic number for true expertise: ten thousand hours.

Gladwell’s statement proved that great accomplishment is not about natural talent, but being in the right place at the right time. To add to this astute excerpt, what type of work you have been doing throughout this period holds just as much weight. 

By taking on the role of a craftsman, you are to dedicate yourself to deliberately practicing again and again until you develop muscle memory that results in excellence. The idea is to not settle for mediocrity or what is considered acceptable. Complacency will destroy everything that you’ve worked so hard for. 

Career Capitalists Who Set Out To Conquer

Newport summarises this: Traits that define great work are rare and valuable; supply and demand 101 say if you want these traits, you need rare and valuable skills to offer in return.

Great work occurs when your creativity sets out to push boundaries; great work creates impacts that change the lives of others; it’s where you garner control of your work instead of having it control you–giving you leverage and autonomy.

For those who are still figuring out what to pursue wholly, start by assessing what career capital is valuable in the market, then work to gather a capital of valuable skills through relevant experiences that translate into valuable opportunities. 

Don’t sit around and wait for permission to do interesting work and absolutely do not be intimidated by the star-studded qualifications that others have but strive to work for them. 

Don’t settle for less. 

In any career you choose to be a part of, there are valuable things and people you can learn from, and skills of your own to contribute to it. Take the opportunity to shape, mould, sharpen, and hone your skills. 

The key is to force yourself through the work, force the skills to come and make that the centre of your focus. 

Reject shiny new pursuits even when things get rough; this distracts you from reaching your goal and slows down the momentum of the hard work you’ve invested in. 

Now that you have seen a different perspective on how you can build a career you love, you also see the importance of how being so good at what you do can catapult mediocrity toward excellence. Ultimately, the decision is yours to make. 

Written & Illustrated by Destiny Goh
Marketing Communications Executive

Announcement: Scam Alert!

gjc on November 2, 2022

Good Job Creations (GJC) is aware that people are being contacted with fake messages or job offers of employment from individuals and organisations claiming to represent GJC. GJC’s name and logo have been used on the documentation without authority. Fraud messages and emails may seem realistic and could be mistaken as the truth. If the message is suspicious or the job offer appears too good to be true, it is likely a scam. The tactics used by scammers are constantly evolving. We urge everyone to be cautious and stay vigilant!

What steps can I take to protect myself against scams?

  1. Singapore smartphone users can download ScamShield (https://www.scamshield.org.sg/), an anti-scam product developed by the National Crime Prevention Council and Open Government Products
  2. Do not respond to text messages and calls from unknown numbers
  3. Do not click on any external links from unknown contacts
  4. Never give away personal or financial information until you can confirm that individual’s identity
  5. Never transfer money to people you do not know or have not met
  6. Job offers will only be made after you have gone through an interview process
  7. Cross-check with our employee database on our website and the Singapore Ministry of Manpower (MOM) Employment Agencies Directory
  8. If you’re unsure about whether the job or user who reached out to you is legitimate, contact us directly by call (6258 8051) or email (enquiries@gjc.ppclander.com)

What should I do if I receive a suspicious email or message?

  1. File a report directly to the Singapore Police Force or ScamShield
  2. Inform GJC personnel by call (6258 8051) or email (enquiries@gjc.ppclander.com)

You may also read Good Job Creations’ data privacy statement here on how we handle personal data.

Importance of Open Conversations About Mental Health in The Workplace

gjc on April 28, 2021

Sometimes when we talk about health, we forget that it is not just about blood pressure, diabetes, cholesterol levels, and the likes. Mental health is equally important, but there is not enough awareness and open conversations surrounding the topic. Far too often, such discussions are considered sensitive or even taboo in some societies, and the traditional stigma is that it is often seen as abnormal. It is not an easy subject to talk about at home or work; therefore, we overlook individuals’ mental health issues.

Despite having plenty of treatments available, primarily due to fear of stigma, nearly two-thirds of affected people refuse to seek help from a professional.

The world is trying to increase the awareness of mental health, as, over the past two decades, suicide rates have risen, with the pandemic accelerating the already dire crisis. Abrupt changes to lifestyle, blurring of boundaries between private and professional life, society expectations, burnout from work, social isolation, and fear of financial security could result in employees’ increased tendency to experience depression and anxiety-related behaviours.

From an organisational perspective, not giving heed to employees’ mental health can be very costly. Many employers are still unaware of how widespread mental health problems are, even in the workplace. Others may be aware, but the common obstacle is that they do not know how to deal with such issues. The impact on employee’s mental health varies based on their working environment and occupational role.

Workplace culture plays a crucial role – there must be constant communication between employers and employees. Employers must also be able to recognise signs of employee burnout, such as:

  1. Withdrawing from other people
  2. Irregular eating patterns
  3. Irregular sleeping habits
  4. Inability to enjoy activities that previously seemed to be enjoyable
  5. Decreased work productivity, motivation level and focus
  6. Heightened physiological anxiety
  7. Difficulties in making decisions or finding solutions to problems
  8. Significant changes in mood, energy or eating habits
  9. Substance abuse

In the graph by WHO Health Workplace, we see how a cycle of positive employee well-being increases work productivity and benefits the business as a whole – imagine a brainstorming session with a team full of energy and inspiration.

There is a need for two-way symmetrical communication in the workplace. The aim is to educate on workplace well-being and mental health, provide knowledge on the issues, deal with burnout and anxiety, encourage and improve willingness and comfort to have open conversations about such topics. Avoid making assumptions and keep yourself updated with accurate information.

Companies should prioritise employee well-being, and the first step is to acknowledge it is crucial, and there is a need to create a safe space for employees to have open conversations. However, just acknowledgement is not enough. Actions are needed – have regular check-ins with employees in person or online, and hold meaningful conversations instead of surface questions.

Employers can loop in employees in preparing post-pandemic business plans, giving them a sense of control, help foster positivity, and reinforcing team cohesion. Employers should also provide clear and transparent information to employees to reduce the fear of the unknown.

Organisations need to cultivate a workplace with zero tolerance for discrimination to prevent stigma, protect employees and promote well-being in the workplace.

Written by Rose (Corporate Communications Lead)

Photo by Christina Morillo from Pexels

New Year, Better Me

gjc on January 27, 2021

A month into the new year, where are you with your new year resolutions? Like many others, you have probably recommitted to your goals with conviction. Perhaps, you have vowed to get more fit, get promoted or get that work-life balance you always wished you had. Do you see any changes in your habits, and have you taken any steps towards what you aimed to achieve in this new year? Or are you one of the many guilty of listing resolutions but never achieving them? Do not feel bad, for you are not alone in this situation. Whatever your aspirations, we all know that change is hard.

It is not about shedding off our past – for it is our experiences and failures that forged us to be who we are today but to work towards a better version of ourselves. Instead of the archetypal “New Year, New Me”, I invite you to consider “New Year, Better Me”! The right choices coupled with a subtle mindset shift and deconstructing macro-goals can bring about significant changes, promoting a better version of ourselves this year.

Mindset Shifts

A subtle shift of perspective can make a whole world of difference in how you feel and advance with anything in your life. It sounds too good to be true, but fortunately for us, it is valid.

By engaging in a bit of creative framing, we can think of discomfort as a sign of goal progress instead of poor performance. However, it is also essential to know one’s limits when the discomfort is a sign of progress and when it is a sign to stop.

A subtle shift of mindset and framing can also be applied to failures. When we encounter a setback, we have many excuses and ways to explain them. We like to frame it so that the blame lies on external factors and other people. What could be a mere setback could quickly escalate to full-blown anger and indignance.

People hate to fail and admit their failures to others and themselves; this is dangerous as you cannot learn from failure by not acknowledging it. It can snowball into a big mess of mistakes in the future. Failures are an integral part of success, and therefore it is crucial to embrace them. Mark Zuckerberg, the founder of Facebook, advises his employees not to “Don’t fail” but “Fail faster”. We should not be too harsh on ourselves. The right frame of mind is to but frame it as experiences we can learn from and mistakes we will no longer make.

A mindset shift is something that you can do right today. Whenever you think of something that you dread to do, you reframe it in your mind. Instead of thinking you have to make time out of your busy schedule to meet a client, you reframe it; I get to meet this person, I get the privilege of meeting the HR of this company. When you learn how to reframe your outlook on things, no matter how tiny they are, the changes in how you think of yourself, your experiences, and opportunities, leads to transformation.

Another experiment you can try out today is to stop reinforcing an identity. The more we think we cannot do, we will not be able to do so. I often thought of myself as someone who could not draw as my art results during my school days were never fantastic.

When asked, I constantly said that I could only draw stickmen. It almost became a badge of honour that I was terrible at drawing. Until one day, I realised that it was always a matter of perspective. Moreover, learning that there was always a trick in learning how to draw. For example, I could not draw something as simple as a chair. But what held me back was because of my understanding and expectation of what a chair should look like. I saw a stark improvement in my sketch when I flipped a photograph of a chair upside down — a subtle shift in perspective but colossal progress. I cannot say I am ready to be the next upcoming artist, but I no longer proclaim that I cannot draw. Till today, I am still pleasantly surprised by it.

Choice

You should take stock that there is something much worse than failing to do something challenging, and that is the conscious choice not to attempt it because you fear failure. Be afraid that you did not try. You can choose to lament how you hate doing something, or you can choose to enjoy it by just making a few tweaks to it.

For example, I hated doing the dishes because it felt like a chore and a waste of my precious time. Still, it had to be done. So, I made it into a game. I added a difficulty level to the day’s dishes based on the number of cutlery and cookware in the sink and gave myself a timeframe to complete it. I even felt satisfaction when I could achieve more within a shorter time. Gamification is just one method. Ultimately, you have to understand that only you have the power to change how you choose to tackle obstacles and setbacks.

We tend to lament that many things can go wrong because of external factors. However, we also need to recognise that there is still a lot under our control. We can choose to concentrate on that, choosing to solve problems. You can try it this week; when something seems to be going wrong, and you feel that the situation is out of your control, choose to focus on what is under your control and think of just one way to improve the situation. It can be as simple as – I want to go to the mall, but it is raining. I cannot stop the rain, but I can use an umbrella. It will soon become an ingrained habit of yours to respond to obstacles in this manner, and things will take on a more positive outlook.

Deconstructing of Macro-goals

We talked about how difficult it is to change or achieve resolutions. It can feel like a massive obstacle, and we end up putting pressure on ourselves. Either to go big or go home, right? These big expectations are unrealistic. Overtime, we feel disheartened and slowly lack the drive to work towards those goals that are set. But at the start of every new year, we promise ourselves that it will be different. We set resolutions, and the vicious cycle repeats itself.

It is all about breaking down your resolutions and shifting your focus through categorisation. When you untangle macro-goals, you change how you can achieve them. Not only that, but you also help set up an entirely different expectation as these micro-goals are eminently doable.

A realistic expectation is key, and it is a process to become a better version of yourself. Do not pass judgement on yourself if you are unproductive on some days – there are always slow days, and it is more important that you do not stop. As it builds up to become a routine, you no longer need to think about it. Habits and consistency create powerful anchors for the recurring internal mechanisms within our bodies.

Forget big goals; it is the breaking down into micro-goals and stacking of tiny habits that make significant changes to your life. You can think of it as a form of identity change – it is about whom you believe yourself to be and your journey towards creating a better version of your current identity.

Achieving them may still require drive and time, but it is mostly a matter of self-discipline and persistence. Resolutions no longer feel unreachable and daunting. So take a look at your resolutions for 2022, and break them down into small goals that you can achieve. It can also help if you set and write down daily goals before starting your day. I encourage you to try this exercise now; better late than never!

It has been a demanding period filled with ups and downs, and its unpredictability has been tough on us all. Be good to others but remember to be good to yourself first. Sometimes, it is hard for us to think about ourselves. But it is crucial to put aside unhelpful expectations and appreciate or enjoy things we have planned for ourselves. I hope you can kickstart your journey towards a better version of yourself this 2022. Starting is difficult, but it is easier to keep going once we get past that hurdle!

Written by Rose
Corporate Communications Lead

Interview Critical Thinking In The Workplace – Training Course

gjc on September 7, 2020

Good Job Creations (GJC) sent some senior members to a Critical Thinking course, held virtually over two weeks. 

I reached out to the managers who had handpicked their members to attend the training, their reasons and future considerations. The members who had the opportunity to participate in the course also shared their thoughts, expectations and takeaway points. 

Tell me more about the course, your thoughts on it, and how members from your team were selected to attend. Will there be more of such training & courses for GJC members in the future?

Gabriel (General Manager): I selected my members based on their leadership or coaching role in GJC, and it was satisfying to see everyone actively participating during the course. It is crucial to applying what they have learnt to their daily work. There will be other training courses in the future for our members as we encourage the upgrading of skills and knowledge. 

Joshua (Manager): I believe that the senior members I’ve sent for the training have the apparent potential for fast growth and contribution to the team. We want our future leaders to be able to create a great structure and culture for the team; to further enhance their capabilities to think critically, communicate effectively, and resolve problems. GJC will continue to send our members for such courses to broaden their knowledge scope, to nurture and give their continuous learning opportunities. 

How well did the content that was delivered match what you were promised when you registered? How much new information did you receive in the training course?

Tan Ying: The content was pretty much what I expected before attending the course, as we were provided reading materials and some pre-course assignments to work on beforehand. However, there were some additional content and smaller case studies/ questions and trivia that served to reinforce the trainer’s teaching points, which I felt were delivered quite effectively. Also, as there was a lot of group work and additional input from different participants, I managed to grasp a lot of new information from various perspectives.

Kane: The content was what I would expect from a critical thinking course – breaking down issues and tackling problems in real-life situations. The methodology and concepts shared were new to me, and it was overall, an interesting course that made me think more in-depth when tackling work. 

Bowie: Content was new to me, and it enabled me to have a new way of thinking. The concepts taught got me to break down things in a simpler yet more efficient manner, and this will allow me to tackle future problems effectively.

Were the topics covered relevant to you? How actionable was the information you received in training?

Junhao: The topics covered during the training were definitely relevant. Something that stuck with me most about persuasive communication was, “Say what your audience wants to hear; say what we should say and not what we want to say”.

Vivien: Yes, it is relevant, and I have already used the concepts and 

approaches for my work – processes are smoother, work is more efficient and effective. 

Elaine: Yes, the topics covered are applicable for me as they help me to structure my thoughts and understand my audience and what they want to hear. It reminded me that effective communication should have a good structure and supporting evidence. 

What do you think was the most important and helpful information you took away from the course? How has the course helped you so far in your job, and what is another course that you are keen to attend?

Shiori: One of my takeaway points is that before starting any discussion, it is imperative to define the issue and stick with it and to organise one’s thoughts. 

Lynette: Identifying the correct problem and not stray when trying to solve it. I am keen in negotiation and persuasion courses.

Sherri: Making use of the logic tree in problem-solving and breaking down with MECE to identify more critical/essential elements. I would wish to attend courses on negotiation skills in future.

What did you expect from the course before going in, and what are your thoughts post-course? 

Leonard: It was very much more interactive and informative that we expected, and our very approachable trainer made the course fun and interesting. I gained new knowledge from this training course and am appreciative of the chance to attend it. 

Kenta:  I was expecting more of lectures, but going in, I realised that it was a constant exchange of knowledge and experiences, discussions and exercises that help to deepen my understanding and application of critical thinking which are useful for executing my tasks at GJC. The training has enhanced my skill set, and I value all the knowledge I took away from the course. 

What impact do you see this course has not only on the attendees but also on GJC?

Mike: I believe after attending the course, subconsciously, we become mindful about logical thinking and critical thinking. Thus, leading to our conversations or way of thinking more precise and exact. I believe if the attendees can keep practising it inside the office, then definitely the juniors or team members will follow their seniors or leaders as well which is a tremendous impact to the whole GJC in the end.

Yoke Hui: Attendees who possess the skill of critical thinking will have a positive influence on the surrounding people such that it can improve the overall effectiveness of the communication. Therefore, I believe that through this course, conversations can be carried out more effectively in GJC. 

Written by Rose

Interviewed Members: Gabriel, Joshua, Tan Ying, Elaine, Lynette, Yoke Hui, Sherri, Kenta, Shiori, Mike, Jun Hao, Kane, Vivien, Bowie, Leonard

About Good Job Creations

Established in 2006, Good Job Creations has grown from its humble beginnings with a team of 3 members to its current standing as part of a growing organisation with global outreach in Singapore, Japan, Myanmar, Malaysia, and Australia.

The team of earnest individuals with different strengths and expertise brought together by a shared belief – “Your Possibility, Our Passion”. With dynamic teamwork, positive attitude and personalised support, Good Job Creations can assist in the growth of both businesses and individuals.

Contact
Rose, Business Support & Marketing Executive
(65) 6258 8051

[Interview] GJC Reached Out to Job Seekers in The Heartlands of Singapore

gjc on July 24, 2020

Good Job Creations (GJC) partook in our very first recruitment drive in the heartlands aimed to support the career matching for mature workers. Held at Boon Lay Community Centre on July 18th, the event Heartland Jobs and Social Support is a joint partnership of NTUC and e2i initiatives on a nationwide scale to bring job accessibility and digital skills opportunities to vulnerable groups of job seekers.

I spoke with our members who have participated in the event, and they have eagerly shared their reflections and observations pre, during and post-event. Right after the interview, Good Job Creations has affirmed our participation on August 1st & 8th and look forward to contributing to the social support to fellow Singaporeans!

Tell me more about the event and what how Good Job Creations (GJC) got involved.

Joshua: The event is called Heartland Jobs and Social Support and was held at Boon Lay Community Centre. It is meant to reach out to the vulnerable groups of job seekers such as the mature workers who might require support and access to online job opportunities. 

In my 13 years in recruitment, I have had many opportunities to speak with various experienced candidates. And the common lament was that they have rich experience to contribute, but for many, the lack of digitalisation skills kept them behind the playing field. 

I feel deeply about supporting this group of fellow Singaporeans and decided that besides supporting our mature candidates, GJC can extend our support out to the community as well. I wrote to our Ministers, and there were very supportive of our request and invited us to the event, and upcoming recruitment drives across the island and in different phases. There were five Guests of Honour (GOH) who attended and interacted with the attendees, namely: Minister Desmond Lee, Minister Iswaran, MP Ang Wei Neng, MP Foo Mee Har and MP Patrick Tay. We are honoured to be the only Employment Agency being invited to grace the occasion. 

What do you think GJC brought to the table (event) for the attendees? 

Elaine LSE: Most of the participating companies are mainly hiring for permanent positions, GJC as a recruitment firm with an extensive portfolio of functions across different industries, was able to provide more options to the attendees, with the choice of temporary/contractual and permanent opportunities. For attendees who were unable to find any suitable roles on site, they left their details with us so that our consultants can reach out to them upon a new fitting vacancy. 

What did you expect from the event before going in, and what are your thoughts post-event? 

Gabriel: As it is a recruitment drive in the heartlands, I was expecting a handful of companies present. I am heartened to see seven companies, including GJC, reaching out to the mature workers in the neighbourhood. From my observations and conversations with the crowd, I understand that many of them are in their 50s. Overall, it was a positive and eye-opening experience for GJC. We are grateful for the chance to extend our reach into the heartlands of Singapore and also to work on initiatives on a nationwide scale. 

Which elements of the event did you like most? Please share a bit more about it. 

Sibyl: Through this event, we had the opportunity to reach out to and assist even more job seekers that are generally less familiar with technology and online tools to access more job opportunities. Some of the participants were skilled workers that matched the portfolio of what our clients were looking for. It was also great to have the chance to bring our brand out to the heartlands of Singapore and to work with e2i and NTUC. 

How was the atmosphere like at the event? 

Mike: The atmosphere was very energetic and bright, especially when the Ministers and MPs came by and interacted with everyone. The attendees were actively interacting with all the booths and personnel at the event, and it was great to listen to different perspectives and experiences. Most importantly, the event was organised with safety measures in place, and all of us could participate without any anxiety. 

Did you have any interesting conversations with any of the attendees?

Iris: I had the pleasure of speaking to one attendee who shared his story and journey of him setting up a company after the SARS period, his perspectives on changing of employment, AI, the transformation of the business model and how Singaporeans should adapt to these changes. He added that he had tried his best to provide employment opportunities for the past few years, yet due to the outbreak of COVID-19, he too had to seek employment as well. 

His emotions, positivity and sheer determination were felt throughout our conversation. Despite all the struggles and obstacles, he went through, he never stopped. He represents the spirit of how Singapore fights through hardship, and we all should believe that we could get through together.

What are your thoughts on the event? Are you keen to participate in one of such events in the future?

Sinnie: Most of the attendees are mature workers, but they were filled with positive energy throughout the event. Regardless of the weather and the queue due to the extra safety measure, everyone was patient and orderly. Yes, definitely! It was great to contribute as a team to make this event a success. 

What impact do you see this event has not only on GJC but also on the attendees?

Kane: GJC was able to reach out to the more vulnerable groups of job seekers – we bring the service to them instead of making them seek us out. The physical interaction and conversation gave them more assurance on seeking support and guidance. 

What are the numbers for the event? 

Bowie: I believe that an estimated 200 attendees turned up for the event that day, and we managed to speak to and offer opportunities to at least 45 of them.

What was your role during the event, and what are the safety measures for COVID-19 during the event?

Leonard: I participated as a photographer; to capture the precious moments and interactions during the event. The safety measures implemented at our booth included the 1-metre distancing between chairs for the participants to wait in to speak to our consultants. There was also a plastic panel installed between the participant and our consultant for additional safeguarding. 

What is one thing you observed during the event that stuck out to you or surprised you the most?

Kenta: The one thing that stood out to me during the event was the number of people that turned up. Also, my current role as a Business Development Executive means that I interact mostly with our clients, so it is a rare opportunity to connect with job seekers.  I was also pleasantly surprised that the Ministers and MPs graced and supported the event, spoke not only to organisers but to all the attendees and companies. Thank you for letting us attend this fruitful event!

As the Managing Director of GJC and also a participant at Heartland Jobs and Social Support @ Boon Lay CC, what are your final thoughts about GJC’s participation in this event and future events?

Shibazaki: It is an excellent opportunity for our members to be on the ground, to understand better and experience the current market situation. In a more profound insight, participation in the event brought us an even stronger sense of awareness of the bond between us, recruitment professionals and the society. We will keep participating in such activities. We are committed to having a more significant and positive impact on the market and community as we continue to expand our business. 

Written by Rose

Interviewed Members: Shibazaki (Managing Director), Joshua, Gabriel, Mike, Kenta, Sinnie, Sibyl, Iris, Elaine LSE, Bowie, Kane and Leonard

About Good Job Creations

Established in 2006, Good Job Creations has grown from its humble beginnings with a team of 3 members to its current standing as part of a growing organisation with global outreach in Singapore, Japan, Myanmar, Malaysia, and Australia.

The team of earnest individuals with different strengths and expertise brought together by a shared belief – “Your Possibility, Our Passion”. With dynamic teamwork, positive attitude and personalised support, Good Job Creations can assist in the growth of both businesses and individuals.

Contact
Rose, Business Support & Marketing Executive
(65) 6258 8051

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