https://www.michaelpage.com.hk/ en https://www.michaelpage.com.hk/advice/career-advice/salary-and-negotiation/what-do-if-you-don%E2%80%99t-get-pay-rise-you-want Asking for a pay rise is nerve-wracking for most professionals – and hearing “no” can feel like a personal blow. However, a rejected rise request isn’t always a reflection of your performance. Often, the decision may be driven by broader business realities such as budget constraints, economic conditions, or company-wide freezes. The good news? A “no” doesn’t have to be the end of the conversation. If you respond wisely, it can be the beginning of a strategic career move. In this guide, you’ll learn how to: Assess your expectations and performance before taking next steps Build a strong, data-backed case for your next salary discussion Negotiate non-monetary rewards when a pay rise isn’t possible Get clarity on why your request was declined Adapt your approach to your career stage Decide on your next move with a clear plan Step 1: Reflect on your expectations and performance Before taking any next steps, it’s crucial to assess the situation objectively. Staying professional in the moment Hearing “no” can be disappointing, but how you react is crucial. Your goal is to stay professional, maintain your composure, and set the stage for a productive follow-up. Express gratitude, not frustration: Thank your manager for their time and for considering your request. This shows you value the conversation, even if you’re disappointed. Manage your emotions: Avoid getting angry, defensive, or emotional. Your immediate response should be calm and measured. Transition to a path forward: Instead of dwelling on the “no,” pivot to the future. Express your commitment and your desire to grow. Script to use: Thanks for taking the time to consider my request and for being upfront with me. While I’m a bit disappointed we couldn’t move forward on a pay rise right now, I’m still really committed to the team. Could we set up a time to discuss my performance and what I should focus on to work toward a future rise in my current salary? Evaluate your performance Did you meet or exceed the goals set out in your KPIs or performance reviews? Were there any missed targets that might explain the decision? A frank review of your recent contributions will help clarify whether the “no” was performance-related or driven by external factors. You should also consider any additional responsibilities or increased responsibilities you’ve taken on without a corresponding pay increase. Research market benchmarks Did your salary expectations align with market standards? Employers are more likely to approve increment percentages that are in line with current pay rate for your role. Use reputable salary guides from several recruitment agencies to compare data across sources. Look at ranges specific to your job function, location, and seniority to ensure your ask is reasonable and market-aligned. Look at ranges specific to your job function, location, and seniority to ensure your ask is reasonable and aligned with the market rate. If your performance has been strong and your salary request well-researched, you’re in a solid position to re-engage the salary negotiation conversation when the timing is right. But in the meantime, there’s real value in preparing for your next opportunity to ask — and that means building a stronger case, grounded in data. Step 2: Build a data-informed case for the future A rejection today doesn’t mean a rejection forever. Use this opportunity to prepare for a stronger discussion down the line. Track your impact Start compiling a list of your key contributions, ideally with quantifiable outcomes. This could include increased revenue, cost savings, process improvements, project wins, or stakeholder feedback. These are the concrete results that make your worth visible to your manager and the company. Prepare documentation Maintain a comprehensive file that includes performance reviews, key metrics, client testimonials, and project deliverables. Having these ready makes future salary conversations more compelling and evidence-based. Proactively schedule a follow-up Ask your manager when it would be appropriate to revisit the topic. Align on specific goals or milestones that would warrant a review – and wait for a response. Request regular check-ins to track progress. Script to use: Thanks for meeting with me. Following up on our last conversation, I took some time to review my contributions and prepare a case for my continued growth here. I want to walk you through some of my key accomplishments and discuss how we can align my goals for the next period. Step 3: Explore non-monetary compensation Having your accomplishments well-documented strengthens your case. But what if budget constraints still stand in your way? That’s when it is time to think beyond just base pay. If your employer is dealing with a tight budget, they may not be able to offer more money right now – but that doesn’t mean all negotiation stops. Know your alternatives Benefits like additional leave days, flexible work hours, training stipends, wellness allowances, or expanded responsibilities (with a future path to promotion) can increase your job satisfaction and career growth. These are often great alternatives to a salary increase. Be clear on what you value Would you benefit from formal mentorship, attending conferences, or access to coaching? Sometimes, professional development investments can be just as impactful as financial incentives in advancing your long-term career. Bring up the conversation professionally Come prepared with your ideas and present them as win-win solutions. Keep the tone collaborative – it’s about what keeps you motivated and engaged, which ultimately benefits the business. Script to use: I understand that a salary increase may not be feasible right now. Given my commitment to growing with the company, I was hoping we could discuss some other options. I’m particularly interested in [mention specific benefits like flexible work hours or a training course] because I believe it would help me be even more productive in my role. Step 4: Understand the reason behind the rejection But what if the answer is still no? How do you move forward without losing momentum or morale? Getting clarity on the “why” behind the rejection helps you plan your next move. Don’t walk away without asking for feedback. If it’s a budget constraint Companies often have fixed salary budgets – especially during downturns or restructures. In some cases, businesses may offer promotions in title without an immediate salary increase. While this can feel unfair, it’s worth considering the long-term benefits. A title change could enhance your CV, broaden your influence, or position you for a future rise or external opportunity. Evaluate whether the new salary that may come later is worth the wait. If it’s a performance issue Request specific, constructive feedback. Which areas need improvement? What would success look like in your manager’s eyes? Ask to co-create a performance plan with clear metrics and timelines so you have a path forward. Securing a firm commitment Sometimes, a manager’s feedback can be vague or non-committal, with phrases like, “We’ll see what happens next quarter” or “Just keep up the good work.” This leaves you without a clear plan. Your goal is to turn a vague promise into a concrete, measurable roadmap. Push for specifics: Acknowledge their feedback, but politely ask for measurable goals. Don’t leave the meeting without a clear understanding of what “success” looks like. Formalise the plan: Suggest co-creating a written plan with specific milestones. This isn’t about being distrustful; it’s about creating a shared document that ensures you’re both aligned. Define timelines: Get a specific date on the calendar for a follow-up discussion. This creates accountability and shows you are serious about your development. Script to use: Thank you for that feedback. To make sure I’m focusing on the right priorities, could we map out a few key metrics I can focus on over the next quarter? I’d also love to schedule a check-in in three months to review my progress and discuss compensation again. Seek outside perspective Mentors, former managers, or peers in your industry can offer an objective view. Sometimes, talking it out helps you assess whether the feedback is valid or if you may be undervalued. Step 5: Tailor your strategy based on seniority The way you handle a rejected rise may vary depending on your career stage. Early-career employees Focus on learning and development opportunities. Your first few years are about building your portfolio and proving your reliability. Even if salary is off the table, you can negotiate for project exposure, mentorship, or training – all of which boost your long-term value and build new skills. Mid-career professionals You likely have a track record of success. If so, emphasise impact and results in your next compensation conversation. This is also the stage where job title, responsibility scope, and work-life balance start to matter more – so you can negotiate on multiple levels. Senior leaders At this level, salary conversations are deeply tied to company’s financial health. Your strategy should include evidence of your leadership impact, revenue growth, team outcomes, and alignment with business objectives. You can also explore equity-based incentives, succession planning discussions, or strategic involvement in decision-making for a higher salary or higher pay package. Step 6: Plan your next move Sometimes, despite your best efforts, the answer won’t change. That’s when it’s time to consider your other options. Re-evaluate fit If you’ve hit a ceiling, are not being recognised, or sense a mismatch in values, it may be time to move on. Don’t rush – take time to reflect on what kind of company culture, leadership style, and growth trajectory would better suit your career. Begin exploring new opportunities Before you start applying for a new job, research salaries for your target roles using multiple reputable salary guides. Compare job descriptions, market demand, and pay ranges. This will help you negotiate confidently and avoid accepting a lateral move that doesn’t address your goals. Exit professionally If you decide to resign, avoid framing money as the sole reason. Exiting on a positive note by keeping it gracious and professional keeps your reputation intact and your references strong. Focus on your career development goals and appreciation for the experience gained. Script to use: This was a difficult decision, but I’ve accepted a new opportunity that more closely aligns with my long-term career goals. I’m so grateful for my time here, and I’ve truly valued the experience and skills I’ve gained. I’m happy to help ensure a smooth transition during my final two weeks. Related: How to gracefully resign from your job Know your worth, but stay strategic Your salary doesn’t define your value – but knowing what you’re worth, and how to communicate it, is essential to a fulfilling career. Use feedback constructively, document your wins, and approach every salary discussion with clarity, evidence, and confidence. When the time is right, be ready to have that conversation again – or to take the next big step elsewhere. Need help benchmarking your salary? Download our latest Salary Guide to compare ranges across roles, industries, and seniority levels. Explore salary insights To get a comprehensive view of salaries and market benchmarks across various industries and roles in Hong Kong, download the full 2025 Salary Guide, which features the average salary of roles in Hong Kong's dynamic job market, or use our Salary Comparison Tool to see how your salary compares to industry standards. Read more:Salary negotiation tips and strategies for new job offersHow to write a cover letter - tips from a recruitment agencyTop 12 benefits of networking: Why networking is important Tue, 19 Aug 2025 09:00:00 +0800 Michael Page 966066 https://www.michaelpage.com.hk/advice/career-advice/productivity-and-performance/ultimate-performance-review-guide-career-boost While performance review season can be stressful, it can bring opportunities for growth and career progression. When you enter your performance review session well-prepared with your professional highlights and achievements, it can open doors to new opportunities and move your career forward.If you are a people manager, your role and work performance extend beyond your own performance evaluation. Prioritise setting your direct reports up for success when conducting their performance reviews. That contributes to your work performance too.Whether you are an individual contributor or a supervisor, here are some helpful tips to effectively prepare for your bi-annual and annual reviews and the steps to take after your performance review to ensure future success. in your career.Related: 10 resume builders and template tools to make your resume stand outBefore your performance review: Get ready to shine!1. Reflect on your achievements and challengesGather evidence of your successes, such as specific projects, numbers, or client feedback. Consider areas where you faced difficulties and what you learned from those experiences. This will give you a clear understanding of your contributions and areas where you can grow.By looking at past performance review examples, you can highlight how you have addressed feedback and improved. This approach ensures your employee performance review showcases your achievements and progress accurately.Here is an example of how to do this:Past employee feedback: "John should focus on improving his conflict resolution skills. While his leadership is strong, addressing team conflicts more proactively would enhance overall team dynamics."Preparation for this year’s review: "Over the past year, I have focused on improving my conflict resolution skills, as suggested in my last performance review. I completed a conflict resolution training program and implemented proactive strategies within my team. As a result, I successfully mediated several team conflicts, leading to a more cohesive and collaborative team dynamic. This effort has not only strengthened my leadership but also contributed to a more positive work environment."2. Align your review with company goalsYou can enhance your impact and relevance during this formal assessment by clearly connecting your individual efforts to broader company objectives, positioning you as a key player in organisational success. To ensure you’re well-prepared, take the time to familiarise yourself with the company mission and vision, and the criteria and metrics your company uses for evaluations.3. Prepare questions and topics for discussionThink about what you want to get out of the review. Prepare questions about your performance, opportunities for growth, and areas where you can improve. This shows that you are proactive and invested in your professional development.Sample questions for the discussion:Can you provide specific examples of where I excelled in my role over the past year?Are there any areas where you feel I could have performed better, and how can I improve?Are there any new projects or responsibilities I can take on to further develop my skills and contribute to the team?Are there any resources or support available to help me overcome challenges and improve my performance?Are there any specific skills or experiences I should focus on developing to advance in my career?4. Seek peer feedbackSeeking feedback from colleagues provides diverse perspectives on your strengths and areas for improvement.This proactive approach enhances your self-awareness and prepares you for constructive feedback during formal reviews with your manager. Pick two to three colleagues you would like to get feedback from.These should ideally be people you can trust and that you collaborate regularly with. You could send them an email or text them on a work chat (e.g. Microsoft Teams), and depending on your relationship with your colleague, adjust your tone in your text or email accordingly:A casual Teams message example“Hey [Colleague’s Name], got a minute? I’m trying to up my game at work and could really use your input. Since we’ve been working together on [project/team], I was hoping you could share your thoughts on how I’m doing.No need for a formal sit-down – maybe we could grab coffee sometime this week? I’m particularly interested in:What you think I’m nailingWhere you reckon I could improveAny specific situations that come to mindYour honest take would mean a lot. Let me know if you’re up for it and when works for you. Thanks!”A more formal email example“Dear [Colleague’s Name],I hope this message finds you well. As part of my ongoing professional development, I’m seeking feedback from trusted colleagues. Given our collaborative work on [specific project or timeframe], I would greatly appreciate your insights.Could you spare 15 minutes next week to discuss:Areas where you believe I excelSkills or competencies where you see room for improvementAny specific examples that support your observationsYour candid feedback will be invaluable in helping me grow professionally. Please let me know if you’re available and which day/time works best for you.Thank you for considering this request.Best regards,[Your Name]”How to conduct yourself during performance reviewsWhile preparing for your performance review is not just a task, it's an opportunity to take control of your professional growth. How you conduct yourself during the actual evaluation can significantly impact its outcome and your career trajectory.You need to approach your reviews with the right mindset, engage productively with your manager, and set the stage for future success.Whether you're a seasoned professional or facing your first formal evaluation, these guidelines will help you navigate your performance review with confidence and professionalism. Remember, this is a process designed to help you grow and succeed.Dos:Do prepare thoroughly. Gather evidence of your achievements and contributions.Do be open to feedback. Listen actively and show a willingness to improve.Do bring your own assessment of your performance, including areas where you think you can improve.Do ask questions for clarity if you need help understanding any feedback or expectations.Do discuss your career goals and aspirations with your manager.Do take notes during the review for future reference - use a notebook and not your mobile phone.Do follow up on action items or development plans discussed in the review.Don'ts:Don't be defensive. Avoid making excuses or immediately rejecting criticism.Don't compare yourself to coworkers or discuss their performance.Don't focus solely on negatives. Ensure you also highlight your successes.Don't be passive. Engage actively in the conversation about your performance and future.Don't surprise your manager with significant issues or concerns that you haven't previously discussed.Don't argue about the feedback. If you disagree, ask for specific examples and discuss calmly.Don't forget to discuss support or resources you might need to achieve your goals.Don't leave without clearly understanding your goals and expectations moving forward.Don't neglect to thank your manager for their time and feedback.A performance review is an opportunity for growth and alignment. Approach it with a positive, proactive attitude for the best results.Related: How to be more confident at work according to Asia’s female leadersAfter your performance review: Turning feedback into actionIt is time to act on the feedback and plan for the year ahead. Here are some tips on making the most of your performance review feedback and setting yourself up for success.1. Embrace the feedbackPositive reviewTake the time to celebrate your achievements, but don’t stop there. Dive into what contributed to your success, identify the actions that propelled you forward, and make concrete plans to continue these practices. Challenge yourself to exceed expectations in the coming year.Performance gapsHearing constructive criticism about your performance or behaviour can be challenging. That said, good things can come from a less-than-ideal review. Accept the feedback objectively and review how your actions contributed to your performance.If you were aiming for a raise or promotion but did not get it, plan what you can do between now and the next review period. Have a chat with your manager, ask for some clear direction on how you can move closer to your goals and devise a performance management plan together.2. Ask questions for clarityDon’t be afraid to ask your manager to ask for more details. Good managers will be willing to have further discussions as part of the performance review process.Conversation starters:I received feedback on [specific aspect of performance]. Could you provide more context or examples to help me better understand this feedback?I’m unclear what you meant by [specific comment or criticism]. Could you elaborate on that?Can you give me specific examples of where I demonstrated [particular behaviour or skill] and where I may need improvement?If you are met with resistance, consider discussing your concerns with the HR team to ensure you have the necessary guidance and support.3. Seek continuous feedbackIf you were surprised by anything in the performance review, consider asking for feedback more often throughout the year. Good moments to ask for this feedback include at the launch of a project, after a campaign or series of activities, mid-year, or after major setbacks or negative input from stakeholders.4. Identify development areasRarely will any employee at any level get a 5-star review across the board. Even if you have shined from day one, there will always be something to improve. Pursuing professional development through training courses or workshops can enhance your skills and keep you competitive in your field.5. Document your achievementsKeep a running list of your accomplishments throughout the year as they happen to ensure you have detailed records.This can include specific results, project completions, or positive feedback from clients or colleagues. Quantify your achievements wherever possible, such as by including metrics or measurable outcomes.Note any challenges you overcome and the strategies you implement to tackle them. This will demonstrate your problem-solving skills and resilience in navigating obstacles.6. Set new goalsDraft preliminary goals for the upcoming year based on your reflections and feedback. These should align with your career aspirations and the company’s objectives.Use the SMART criteria to set goals that are:Specific: Clarify your core responsibilities with your manager to ensure you fully understand your role.Measurable: Identify key metrics to measure your goals as a quantifiable approach ensures you can track your progress and adjust as needed.Attainable: Set realistic, achievable goals within your capabilities and resources so you can remain motivated to reach them.Relevant: Align your goals with broader company objectives to ensure your manager recognises your efforts.Time-bound: Establish a clear deadline for your goals and prioritise tasks to create a sense of urgency.7. Foster open communication with your managerBuilding rapport with your manager is essential for your professional development. Schedule regular check-ins to discuss your progress, address any concerns, support you may need and receive ongoing feedback. These meetings provide valuable opportunities to ensure you’re on track for success.Related: 6 performance and career progression secrets they don’t teach you at schoolSeek out opportunities for professional growth1. Explore mentorship opportunitiesSecuring meaningful mentorship requires a strategic approach. Start by identifying potential mentors within your network, including supervisors, senior colleagues, or industry professionals. Instead of seeking formal mentorship immediately, build relationships through genuine interactions and shared interests.Offer value in return, such as assisting with projects or sharing relevant insights. Begin with short, focused conversations about specific challenges or goals. As trust builds, gradually increase the depth and frequency of these interactions.Remember, effective mentorship often evolves organically from mutual respect and shared growth. Be patient, persistent, and open to learning from various sources, as valuable guidance can come from unexpected places.2. Expand your professional networkJoin industry groups or company networks to expand your knowledge and opportunities. Engaging in these communities helps you stay updated on industry trends, learn from peers, and discover new career paths. This broader perspective can inform your goals and achievements for future performance reviews.3. Recognise when it's time for changeAs you reflect on your performance and career goals, you may realise you've outgrown your current role and feel it is time to explore new challenges. This could be due to a lack of advancement opportunities, feeling underutilised, or wanting to explore a different career path. Use your performance review as a springboard to discuss potential new challenges or roles within your organisation.4. Leverage performance reviews for career advancementRemember, performance reviews are more than just yearly evaluations; they are opportunities for reflection, growth, and future planning. By preparing thoroughly, engaging actively in the process, and following up effectively, you can turn your performance review into a powerful tool for career advancement.Performance reviews are more than just a yearly evaluation; they are an opportunity for reflection, growth, and future planning. By preparing thoroughly and following up effectively, you can turn your performance review into a powerful tool for career advancement.Related: Tell me about yourself: How to answer the dreaded interview questionMake your performance reviews work harder for youLet’s face it – the performance review process can be nerve-wracking. But here’s the thing: they’re golden tickets to supercharging your career. Think about it. Where else do you get dedicated time to spotlight your wins, hash out your goals, and chart your professional course?By approaching these reviews strategically – from thorough preparation and self-reflection to active engagement and follow-through – you can transform them from mere evaluations into powerful catalysts for your career.Remember, the impact of a performance review extends far beyond the meeting itself. It’s about continuously improving your skills, aligning your goals with company objectives, and proactively seeking opportunities for growth.Whether you’re celebrating successes or addressing areas for improvement and career development, each review is a stepping stone towards your long-term career aspirations and job satisfaction.Use the tips we’ve shared, and you’ll be turning those performance reviews into your personal career launchpad.Read more:3 effective questions to guide your first 90-day agendaWhy do I need to tell recruiters and employers my last-drawn salaryHow to prioritise well-being and a positive mindset at workIf you’re ready to move on from your current employer and would like help with the job search process, get in touch with an experienced Michael Page recruitment consultant today. Thu, 11 Jul 2024 11:23:20 +0800 Michael Page 5001 https://www.michaelpage.com.hk/advice/career-advice/career-progression/5-ways-advance-your-tech-career There are many talented people in the technology industry, but few outright geniuses. Most of us, however gifted, need to work hard on developing and maintaining our skills if we want to reach the summit of our chosen field. However, it’s not always easy to determine what skills have the most value in today’s market. And then there’s the million-dollar question: Should you focus more intensely on developing your hard skills or soft skills? To some extent, this depends on your career path. “In all aspects of technology, across both functional and technical, candidates need to develop soft skills so they can communicate and collaborate effectively,” says Daniel Rogers, Regional Director at Michael Page Australia for technology recruitment. “Even in highlight technical roles like, DevOp’s, in-demand candidates need to understand their actions are not independent and they need to collaborate with Operations and other developers to deliver consistent code and align to business outcomes.” That’s not to say that engineers won’t benefit from improving their listening skills, or that project managers will be wasting their time learning the finer points of cloud architecture. If you want to catch a recruiter's eye or negotiate a salary bump with your current employer, it helps enormously if you can demonstrate that you’ve acquired skills outside your comfort zone. To that end, here are five simple steps you can take to build new skills and advance your tech career. Define what success looks like for you and set some goals Before signing up for tech meetups and coding boot camps, take some time to consider where you want to be — and how much you want to earn — in three years. Without clear goals, you’ll find it difficult to draw up a career roadmap and may end up wasting time acquiring skills and qualifications that don’t add value to your CV or professional development. Discuss with your manager, colleagues and other tech contacts for advice on the kind of IT roles that suit your skill set. Sometimes, they can help identify certain factors that may be blind spots for you. Then, research the experience and educational requirements for those roles. You can also look at job descriptions to match your skills and find out what sorts of skills employers require in tech jobs that interest you. If you’re going in a position like a data scientist, for example, you may need to spend several years obtaining a graduate degree. When defining goals, focus on things you can measure (salary, for example, or the number of open positions in any given field) and don’t plan too far ahead. Break down your long-term goal into realistic, short-term milestones. This will keep you motivated, and make it easier to pivot to a different set of goals if things don’t go to plan. Ask for feedback — and act on it One of the hallmarks of successful people is that they learn from their mistakes. They also learn from their successes, analysing their performance, so they can do even better in the future. This kind of mindset is particularly important in tech — a fast-paced, competitive industry where simple errors can have business-critical consequences. Even the best software engineers in top tech companies benefit from peer code review, in which one or more teammates check your work. This makes your code better and more stable and helps you with collaboration and relationship building — vital soft skills for advancing your tech career. If you work in a non-technical role, any feedback you receive will be more subjective — there’s no right or wrong way to deal with a user enquiry, for example, or lead a team meeting. But by asking managers and peers to assess your communication, leadership and other soft skills, you will gain valuable insights into the areas you need to improve upon to up your career prospects. Related: Building your personal brand Never stop developing your professional skills To succeed as a tech professional, you need to be prepared to learn something new daily. The moment you stop learning is the moment you start to lose your value. For a recruiter’s perspective on the kind of tech skills employers are looking for in 2023, Rogers adds, “While Python, SQL, Ruby, Java and JavaScript continue to the be the most in-demand Software Development skills, being able to problem solve, manage your time and also have a strong attention to detail are also equally as important.” “As tech skills progress, some skills, unfortunately, do become less in demand; we are seeing this happen across Linus being a ‘must have’ skill set.” Related: People skills: What are they, and why are they important? That’s a snapshot — things are bound to look different in 2023. Here are three ways job seekers can update their tech skills and stay on top of emerging trends. Attend a boot camp. Lasting three to six months and offered both in-person and online, these intensive courses aren’t just for beginners. A focused bootcamp can provide you with job-ready skills to help you transition to your next career move in the tech industry. Most camps specialise in popular coding languages such as Python and Java, but if you’re looking to enter a highly specialised field, you’ll also find ones devoted to more niche technologies. Some boot camps even offer career advice services and coaching to help you set clear career goals.  Take an advanced degree. Maths and statistics-heavy fields like data science have high barriers to entry, usually in the form of a postgraduate degree (either a master’s or a PhD.). It typically takes two years to complete a master’s, though some programs offer a one-year fast track for the most talented applicants. If you’re unsure how your tech career will develop, consider a degree like MBA in IT, which will enable you to strengthen your IT skills and business knowledge for career advancement. Learn by doing. Not everyone has the time and resources to pursue an advanced degree or even attend boot camp. A good alternative is asking your manager to assign you challenging or experimental assignments in your current role. Sharpen your soft skills It’s a myth that people are “born communicators” or “born leaders.” Those described in such terms have usually spent years honing their skills, learning from their mistakes and listening carefully to feedback from their managers and peers. One tried-and-trusted way to improve soft skills is to ask your manager for stretch assignments that take you outside your regular routine and job description. If you’re a software engineer, you might ask for assignments that place a premium on communication skills and empathy, such as delivering a presentation to a client or joining a cross-functional team created to solve a difficult problem. Build up your personal brand Networking is another must-have skill for tech professionals, but it’s not simply about making contacts in the tech industry or increasing your follower count on social media platforms. You can have thousands of connections on LinkedIn, but if you never update your CV or engage in discussions, you’re unlikely to catch the eye of a recruiter or potential employer.  How you can leverage your digital channels to advance your tech career Refresh your social media profiles as often as possible, adding skills and qualifications that add value to your brand and removing ones that don’t.   Seek out and follow industry influencers and experts in the areas that interest you. Share or re-post their content to build your professional network and ask for tips on how to emulate their success.   Engage in discussions on niche forums. There’s no programming language so obscure that it doesn’t have its own subreddit or Facebook group. These forums attract passionate, highly engaged experts who can pass on valuable insights and insider tips in the tech field.  Finally, don’t be afraid to take a risk. Tech talent is scarce right now, which means employers may take a chance on candidates who lack certain skills and qualifications but have determination and passion to spare. Are you ready to make your next career move? Check out the tech roles in our job portal, or get in touch with our recruiting experts now. Read more:How to make a career changeContracting vs permanent job: Which is better for you?How to be more confident at work according to Asia's female leaders Fri, 09 Jun 2023 10:37:02 +0800 Michael Page 947411 https://www.michaelpage.com.hk/advice/career-advice/career-progression/people-skills-what-are-they-and-why-are-they-important In a world obsessed with hard, technical skills - things like coding, cloud computing, and artificial intelligence - it’s all too easy to overlook the importance of people skills. Yet these softer skills also play a crucial role in our career performance and progression. According to the Future of Jobs Report from the World Economic Forum, the top five skills for employees to possess in 2025 will be: Analytical thinking and innovation   Active learning and learning strategies   Complex problem-solving   Critical thinking and analysis   Creativity, originality, and initiative Arguably all but the second of those skills involves collaboration. So if you have excellent people skills, you’re likely to be better at them than other candidates, which in turn means you’re better placed to achieve your short and long-term career goals. With that in mind, in this article, we will explain what people skills are, and how to build people skills to support your ongoing career development. What are people skills? People skills — sometimes called interpersonal skills, soft skills, social skills, emotional intelligence, communication skills and interpersonal intelligence — give us the tools to effectively communicate and engage with our colleagues. Why are people skills important? People skills are important because if the people within an organisation struggle to explain themselves or understand how their coworkers feel about a given project, task, or challenge, it becomes much harder for them to work together to achieve common goals.  In turn, that hurts the organisation’s productivity and profitability, while also hampering things like creativity and innovation. Specifically, people skills can help us to: Avoid misunderstandings. By communicating ideas and instructions more clearly, it’s less likely people will misunderstand what you’re saying.   Win support. If you can speak persuasively and understand what your audience wants to hear, it becomes much easier to influence their opinions and get them “on-side”.   Improve customer support. If you can get into your customers’ heads through active listening and understand their pain points, you’ll be better placed to solve their problems.   Solve conflicts. Conflict isn’t necessarily a bad thing, but if left unresolved, it can hurt morale and productivity. Strong people skills help you to see things from a different perspective and find commonalities, which makes serious disagreements less likely. What our experts say:  “People skills are essential in driving high performance within teams. Individuals that are able to articulate themselves well are more likely to build stronger relationships with their peers, resulting in higher levels of team success. Social psychology shows that people buy into people, so skills where you can demonstrate empathy, rapport building and collaboration are all positive traits to help build meaningful relationships, both in the workplace and in your personal life.” - Talent Development, PageGroup How to develop people skills Even though people skills are extremely important, they’re often underappreciated by employers when it comes to career development. Internal training sessions are often focused on teaching hard skills — like how to perform a specific task or use a certain piece of software. That makes it harder for employees to improve their people skills. But just because it’s more difficult, that doesn’t mean it’s impossible. Here are four tips for how to build good people skills and become a more attractive candidate: Learn to listen properly Listening isn’t just about hearing someone’s words; it’s also about paying attention to the meaning behind those words and forming an appropriate response. To do this well, you need to concentrate on what they’re saying, rather than trying to come up with your reply before they’ve finished speaking. Applaud other people’s work It can be easy (especially if you’re not in a people management role) to put yourself in a silo and focus solely on your own work, without paying attention to the efforts of those around you. But that sort of insular attitude makes it hard - if not impossible - to develop good people skills.  Get into the habit of finding out what other people in your team or department are working on and congratulate them for a job well done. Not only will it make them feel good, but it’ll encourage you to be less insular. Expand your network In both our professional and personal lives, it can be easy to “stay in our box” and only speak to the same types of people. We might be fantastic at communicating with those people. But to truly develop your people skills, you need to be able to engage with and understand people even if you don’t have a natural, immediate rapport with them. That means expanding your personal network and speaking to people who aren’t your friends or close colleagues.  Study (and respect) cultural differences There’s no ‘one way’ to effectively communicate a piece of information. Just as your approach might vary for people of different seniority or skill levels, it might also differ depending on the cultural background of your audience. For instance, in some cultures workers typically expect a greater level of empathy in professional relationships, whereas in others, communications are often far more direct.  If you know you will be working with people from a range of cultures, or have an international client base, it’s smart to study these cultural differences so you can understand how best to communicate with each. Developing soft skills cultivates your adaptability, problem-solving, and emotional intelligence, empowering you to navigate challenges, seize opportunities, and thrive in your chosen career paths. If you're ready to take the next step in your career, browse our open job opportunities. Mon, 05 Jun 2023 12:59:49 +0800 Michael Page 944901 https://www.michaelpage.com.hk/advice/career-advice/career-progression/first-60-days-downloadable-template-and-guide Once you have planned your first 30 days and successfully made it through the first month in your new role, it is time to re-evaluate your plan and strive to add real value to the business through securing early wins. You should now know your key contacts in your team, understand your place in the team and have a good understanding of the impact your role has in the business – so what now? Moving into your second month, it is key you start making solid plans to implement changes for early wins. To plan for success, here is our guide to setting yourself up in the first 60 days. The first 60 days plan Step 1. Check in with your manager Now you’ve settled into the office and are familiar with your day-to-day responsibilities, if it hasn’t already come up, be sure to discuss your plan for the first three months with your manager. During this discussion, together you should agree on what steps you need to take to put your plan into action. Step 2. Establish your priorities   In your first month, you discussed business priorities and how your role fits into the team. You should now have a much better idea of how your position influences the team and how you can impact the wider organisation. Revisit your initial list of business priorities and update where you have more information. Step 3. Plan the actions you need to take It is important to identify any key stakeholders who may fall outside your direct team or business function that will be fundamental to the success of your role. Once you have identified these key people be sure to set up meetings with them to better understand their role and how you should be working together to achieve your goals. Once you have decided what your next steps are in terms of your three-month plan, create a strategy for how you are going to achieve this. This is also a time where you can start to identify other areas you could put your experience and skills to good use. Be sure to take note of any wider areas of the business where you can make positive changes to support company objectives, your manager or the wider team. Step 4. Determine your deliverables These may or may not have changed since your initial 30-day plan. If you have new deliverables as a result of your most recent conversation with your manager, be sure to update your plan. Based on these new deliverables make necessary updates to your 30-day plan to help plan for the month ahead. Step 5. Identify your development needs Once you have a firm understanding of the marketplace, the customer, products and services and the key systems and processes you need to utilise, consider finding yourself a mentor. This is another discussion you might like to have with your manager. If you have identified someone in the business who might be a good fit suggest this person in your catch up, if you’re unsure ask for suggestions or whether they would be able to help you. Once you have determined who is best placed to help guide you in your role reach out to them and make arrangements for either a formal or informal mentoring programme.  In addition to this, keep assessing the skills and knowledge required for your role and if you identify any gaps add them to your personal development plan. Any achievements you have in your role should be tracked to support any management decisions.  See below for an example of our 60 days plan template and a blank copy for you to plan for success in your new role. Download the template Share this with people who would find it useful or for more job tips, browse all our career advice here. Mon, 05 Apr 2021 12:22:54 +0800 Michael Page 244216 https://www.michaelpage.com.hk/advice/career-advice/career-progression/first-30-days-downloadable-template-and-guide So, you have secured a new job and you are ready to begin working. Starting a new position can be an exciting yet stressful time. Not only are you learning new systems and processes, getting to know new people and navigating your way around a virtual workspace, but this is also the time where the experience and skills you sold to your new employer in the interview are expected to have an impact. The first 90 days are crucial. You are still being assessed on whether or not you are a good fit for the job and, depending on your role, it is often expected that you will hit the ground running in terms of implementing change and driving improved processes or results. To ensure you impress when you start a new role, whether you are working remotely or on-site, we have put together a customisable template for planning the first 30, 60, and 90 days in your new role. Here is a guide to utilising our template and planning your first 30 days. The first 30 days plan Step 1. Check in with your manager It is essential when you first start your role to have a meeting with your manager. While in the current landscape this is likely to be virtual, this is the time for you to get a better understanding of the business and how your role fits in with the overall priorities of the team. Be sure to ask about any upcoming projects you might be involved with, discuss your goals, and establish what outputs are expected from you over the first three months.  Step 2. Establish your priorities To ensure you can get stuck in and make tracks in the business, it is key you identify and fully understand the business’ priorities and how your role supports them. When first starting, particularly if you are operating remotely, this might simply be ensuring you have access to and can acquire all of the equipment you might need in the role.  Step 3. Plan the actions you need to take In the first month, we suggest you meet with your manager to discuss these priorities and get an overview of all projects you are going to be involved in. Following this, be sure to meet with any colleagues who you will be working with to get a better understanding of how you will work together. As you learn more about the ongoing and upcoming projects, everyone’s roles and responsibilities, and your place in the team, you should be able to identify areas where you can add real value identify changes you can make quickly that will have a positive impact. The more you meet with your colleagues, the faster you will get to know the team dynamics and culture within the office, which is key for building strong professional relationships early. Find out who is who quickly, and schedule informal catch ups to get to know your team.    Step 4. Determine your deliverables Analyse your current situation. Do you see any existing or potential problems you can influence or that you can contribute to solving? Based on these observations, create a list of your key deliverables to resolve these issues and highlight any opportunities for you to make a positive change within the team. Use these deliverables to build a plan for your first 30 days. Create steps to achieve them, set delivery dates, and create milestones to help track your progress. Step 5. Identify your development needs As a new starter, you may need extra training or guidance when it comes to the specifics of the business. Key areas to consider when you first start include the marketplace your business operates within, the current customers and target audiences, the products and services being delivered, and key systems and processes for your role. Click below for an example of our 30 days plan template and a blank copy for you to plan for success in your new role. Share this with people who would find it useful or for more job tips, browse all our career advice here. Tue, 30 Mar 2021 16:24:06 +0800 Michael Page 243936