TOP 7 TRAITS RECRUITMENT OFFICERS LOOK FOR IN JOB APPLICANTS

[published in Manila Bulletin, April 2012]

HR Club Philippines, in cooperation with Businessmaker Academy, conducted an informal survey of 100 HR officers and business owners in Metro Manila on what traits and skills they look for when they are recruiting potential employees for their company.

The results are in and l would like to share them with you, dear job hunters, so that you may gain insight on what employers are looking for and what you can aspire to improve to get the job that you want.

So here are the Top 7 Traits we noted from our survey respondents:

1. COMMUNICATION SKILLS

According to the survey, Communication Skills ranks as the highest quality that employers want. This came out in 85% of the responses.

Tips and Commentary: When we talk about communication skills, most applicants immediately think that it’s about English Proficiency. This is mostly true as English is the preferred language in the field of business and the corporate world. Many companies look for people who can read, write and speak English very well, especially if they have international clients.

However, let’s dig deeper and find out what Communication Skills is really about. Communication Skills is not just about writing and speaking English well. It encompasses reading, listening, writing and speaking ability. It is about how well you can understand and interpret what you hear and read, as well as how good you are at getting your message across in such a way that other people can understand you.

To improve your Communication Skills, I suggest reading as much books, newspapers and articles as you can. Discuss these with others so that you can test yourself if you truly understood the message, while you practice getting your message across. If English proficiency is your weakness, use the English language more often. If it’s another language, do the same. Practice, practice, practice! The only way you can improve your communication skills is for you to, well, communicate.

2. ATTITUDE, VALUES & PERSONALITY

The second most common characteristics that our respondents look for is attitude, values or personality. This came out in 72% of the responses.

Tips and Commentary: When we talk about attitude, values and personality, we are talking about a person’s principles, moral standards, ethics and even disposition that affect his or her behaviour in the workplace. Evaluating a person on these is not an exact science. Although there are measurements that can be used, most recruitment officers rely on their intuition, gut feel and judgement to determine if the applicant is fit for the prevailing culture of their company.

You have to understand that values and cultures may greatly differ from one company to another. Some companies put more importance to teamwork, other companies prefer individual achievements while others are very competitive in nature. Some companies encourage employees to be proactive with lean set ups, while some companies have bureaucratic environments.

To improve in this area, it is best to go with positivity since practically all companies want positive people in their company. You would also want to determine your identity as a person and your principles in life. When you know who you are, it will be easier for you to see if you will fit in a particular company. I do not suggest changing yourself drastically and giving up your principles to fit in, but rather, it is more important to find a work environment and culture that suits your personality and values.

3. INTERPERSONAL SKILLS

The third most common trait that our respondents mentioned is Interpersonal Skills. This came out in 53% of the responses

Tips and Commentary: When we talk about interpersonal skills, we are basically referring to people skills---your ability to interact socially with others. Most people mix this up with communication skills because both are part of the realms of communication.

However, let’s draw the distinction between the two. Communication Skills is the general umbrella where interpersonal skills would fall under. The basic requirement of Communication Skills is your ability to read, listen, write and speak a language well. People Skills, on the other hand, consists of being basically good at communicating but it is more than that. It reflects how well you are able to relate and work with people, which is highly important in any organization. This is where non-verbal communication such as facial expression and emotions come in.

To improve your Interpersonal Skills, learn how to smile. This may sound very simple, but it nevertheless is very important in the workplace. When I interview job applicants, even before I ask questions, the first thing I look at is the applicant’s facial expression. I’ve interviewed so many applicants in my lifetime and you would be surprised that there are many who have very limited smiles. Interestingly, when I talk to other managers who make the second interviews, they would tell me that the reason why they rejected a person is that he or she isn’t too smiley or not very pleasant. Other things you can do to improve interpersonal skills is go back and learn the basics---etiquette, good manners, respect, politeness, courtesy, ‘pakisama’ and ‘pagunawa sa kapwa’.

4. TECHNICAL SKILLS / JOB KNOWLEDGE

The fourth most common trait that our respondents mentioned is Technical Skills and Job Knowledge. This came out in 49% of the responses

Tips and Commentary: When we talk about technical skills or job knowledge, we are referring to the competencies required for the particular job that you are applying for. Each job position requires your ability to do tasks and functions. For instance, if you are applying as a Customer Service Representative, the employer may include customer focus, problem solving, product and process knowledge as part of the competencies required. If you are applying as an Office Secretary, the employer may include computer literacy, typing speed, filing and documentation as competencies required for the Job.

To improve your technical skills and job knowledge, you may want to go for additional training on your particular field of interest. Try to learn new skills that will help you be more competitive in the job market. We are not talking about just getting a certificate or a degree although that would help, but rather learning how to do things, understanding concepts and applying them on the job. However, if you do not have the time and resources to pursue formal training, the least you can do is study the job requirements and specifications and prepare well for the interview, preferably mentioning these to impress the recruitment officer. This will show that you did not randomly applying at just any company, but you are interested in the job you are applying for.

5. FLEXIBILITY / ADAPTABILITY / MULTI-TASKING ABILITY

The fifth most common trait that our respondents mentioned is flexibility, adaptability and multi-tasking ability. This came out in 42% of the responses.

Tips and Commentary: When we talk about flexibility, adaptability and multi-tasking ability, we are referring to a person’s willingness and ability to wear different hats and do different jobs, as well as work on different projects simultaneously.

As the business environment becomes more competitive and the needs of companies change rapidly, employers want people who can and are willing to adapt to change more readily. Employees who are more open to this set up will be favoured by employers better. On the other hand, employees who only want to do the tasks they signed up for and who are not willing to pitch in are usually frowned upon by their bosses. These people are what you would call “mabilang sa trabaho” which is a trait that employers hate.

To improve your flexibility, adaptability and multi-tasking ability, I suggest you learn good time management skills. There are tools and even software programs that can help you achieve this. More importantly, you have to be willing to adjust your work, job roles and even schedule so that you can be more useful and helpful for your company to succeed. During interviews, some recruitment officers watch out for people who are overly concerned with schedule, shifts, overtime pay and work-scope as telltale signs of problems in this regard.

6. EXPERIENCE / TRACK RECORD / PERFORMANCE

The sixth most common trait that our respondents mentioned is experience, track record and performance. This came out in 19% of the responses.

Tips and Commentary: When we talk about experience, track record and performance, we are referring to your achievements in your previous job. Experience plays a big role in how well you can do your job and how fast you can adjust to it. Employers know that less training is required for experienced people. That is why they put a premium to it. If you can show how much you have contributed to your previous company or what you were able to do and accomplish, so much the better.

Many employers put more value on experience rather than degree. In one of the jobs I previously held, the HR manager confided in me later on that the other people who were competing for the job I landed had MBAs and were asking for less salary. However, they instead chose me because of my experience and accomplishments in real life and the business world even if I was more expensive.

To improve in this area, get as much experience as you can that is related to the job and be sure to put them in your resume. If you have samples of your work, show it to your interviewer. Highlight the skills that you learned in your previous job to show that you can do it for your potential employer.

But what if you are a new graduate without any experience? I would suggest writing down your thesis, practicum and extra-curricular activities that you were active in and showing some of the projects that you have done in school or even outside of school. If you have done on the job training for other companies, include that as well.

7. DEPENDABILITY, RELIABILITY, HARDWORK

The seventh most common trait that our respondents mentioned is dependability, reliability and hardworking characteristics. This came out in 15% of the responses.

Tips and Commentary: When we talk about dependability, reliability and hardwork, we are referring to people who can project that they are responsible and credible to do the job and be able to prove it when they are already working for the company.

During interviews, it is very difficult to determine this quality as these things can only be seen and proven in the workplace, when the person is already in action. However, during the pre-employment stage, recruitment officers can already watch out for telltale signs of these traits such as if the job applicant has readily available copies of their resume, if the applicant is able to submit the required employment documents on the date given, if the applicant contacts them for updates.

To improve on this area, you may want to read my previous article on “The CRAFT of Impressing Your Boss” which will show that you are always on top of things to your employer. You can visit: http://worklifenow.blogspot.com/2009/10/craft-of-impressing-your-boss.html to read the article.

About the Survey Results

The above items are the most common traits that our respondents who belong to the HR field mentioned as the topmost things they look for in job applicants. Other traits were mentioned but for the purposes of this article, I only included the most popular ones.

May this information help job hunters in improving their skills and their lives. And may the Philippines develop a great workforce with the necessary qualities that are in demand by local and international companies and institutions.

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HR as the Chief Happiness Officer

[published in Manila Bulletin, January 2012]

One of the best advices that I have ever received on leadership is from a long-time client of ours who regularly invest in training for his people. He had a simple philosophy when it comes to people management. He said, "Take care of your people, and your people will take care of you and your business."

Being a business owner myself, I find that this piece of advice, when applied properly, does wonders for your company. As soon as we adapted this philosophy, running our business and managing people became easier and fun.

That is why I now see the role of HR practitioners as not just transactional or strategic. HR people are present in our companies not just because we need someone to process our salaries and keep our employment records. HR people are here not just to make people productive. More importantly, HR people have the important role of ensuring that the people are well taken care of in the company.

HR leaders are Chief Happiness Officers. They occupy the important role of ensuring the employees' well-being, while the employees work tirelessly in marketing, selling, finance and operating the business. The logic behind this is that "Happy employees stem from good morale. Good morale leads to enthusiastic employees and a harmonious workplace."

Thus, the challenge for Chief Happiness Officers is this: How do you make employees happy and productive without spoiling them to a fault?

Well, here are a few important guidelines that Chief Happiness Officers follow...

Cover the Basics

Salaries and benefits are important things that need to be processed promptly. The reason people get up day in and day out to go to work is so that they can earn a living for their families. They work hard and the last thing they want is to worry about is getting paid or not. They are employed, that's why salaries and benefits must be given regularly, without delays and difficulties.

This rule is basic and yet not all companies have efficient systems for this. A group of employees from a popular internet company I know was not happy with their HR because of delays in salary and benefits administration. They did not have a high regard for their HR because of this. Fortunately, their big boss realized this early enough and approached our company to help iron out the issues and develop a more efficient system. As a result, they were able to retain key people in their company.

Encourage a Fun and Caring Environment

All work and no play, makes a dull workplace. In our company, we try to provide fun activities for the team that isn't just centered around work. There are movie nights, periodic raffles, teambuilding activities, sports fest and other programs just to break the monotony of work.
Fun activities, rewards and gimmicks are HR's creative outlet. This is where HR people can unleash their creativity and establish a dynamic and vibrant image for the department. There are many HR departments who are thought of as boring and unexciting. That is why when they hold in-house events, they generate yawns and it's difficult to get people involved. So I suggest overhauling your image by creating fun programs with a little more noise for a change.

Meanwhile, it is also important to project a caring image. it's quite easy to show people that you care, but another thing to show that the company cares. It's easy if you get naturally caring leaders. I'm quite lucky because one of my business partners really excels in this. One of our new staff recently had a heartburn episode and rushed to an emergency clinic. My business partner took the time to call her and see how she was which the new employee really appreciated. It may look like a simple gesture, but it does wonders to a person's sense of worth. Who wouldn't want to work for a caring leader?

Help People Grow

Employees spend one-third of their adult lives at work. It's easy for them to stagnate if the work environment does not encourage learning and growth. This is why, no matter how busy we are, it's important to take some time to provide learning opportunities for employees.

One of our corporate clients takes this seriously. They invest in "extra-curricular" seminars and workshops for their people that's not necessarily work-related. They provide money management seminars, livelihood workshop and even language classes. They focus not just on the professional growth of their employees, but also the spiritual, emotional and financial aspect. That is why people stay with the company. They are happy, which is what HR as Chief Happiness Officers' role is all about.

After I started viewing HR work as a Chief Happiness Officer's role, managing the HR department became more fun and exciting. More importantly, it improved our company's morale and made running the business easier. I hope leaders out there will open their minds to the idea as it really works. Take care of your people and your people will take care of you and your company!

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Special Note: Allow me to take this opportunity to invite leaders, managers, administration personnel and HR practitioners to the second annual HR leadership conference to be held on February 9-10 at the Grand Auditorium of the Philippine Stock Exchange Building in Ortigas Center where you can network, benchmark and explore ways and means to develop your team, retain and keep them happy! For inquiries, call (632) 6874645 or visit www.hrleadershipconference.com

How to Discipline Employees

[Published in Manila Bulletin, January 2012]

All bosses will eventually have to correct their staff whether they like it or not. It simply comes with the territory. As a leader or a manager of people, your role is to guide your people towards the right direction. This often means supervising and monitoring your staff closely. If they make mistakes, as their boss, you need to correct them. If they exhibit negative attitude or behavior, you need to deal with it. If they are stagnating, you need to find ways to motivate and help them grow.

To a certain degree, being a leader is a bit like being a parent. When your child makes mistakes in the process of growing up, you are responsible in correcting them so that they will learn. If they are acquiring inappropriate behavior, you need to set them straight or else they won't grow up to be well-adjusted and productive individuals. If you go with the easy route and just leave them be, you'll have more problems in the long run and you are giving your child a disservice.

There is no doubt that some form of discipline should be instilled upon people, whether young or old, at home or in the workplace. The question, however, is not why discipline is important, but rather, how do you instil discipline.

How do you properly correct the mistakes of others without hurting their feelings? How do you admonish an employee who has been slacking off on the job and still show respect for his dignity? How do you keep your own emotions in check when you are angry yourself? How do you maintain a positive vibe when you need to discuss negative things? And more importantly, how do you ensure that the person improves after you've disciplined him or her, instead of just ending up with a deflated and disgruntled employee? --- These are just some of the issues many bosses have to deal with on a regular basis. See, it's not easy telling people that what they are doing wrong.

It's not easy being the boss. But once you develop the skills to lead and manage people, your work life becomes easier. Once you have mastered how to discipline your employees the proper way, you will reap the rewards of having competent and happy people.

Here are a few things I've learned in the art of Employee Discipline...

1. Do not admonish at the heat of the moment

Bosses often get upset with stupid mistakes of others. It's normal to feel angry since you need to spend valuable time and effort managing the damage. But at the heat of the moment, do not talk to your staff or write a memo. Pause for awhile. Things will get clearer the day after and you'll be glad that you didn't embarrass yourself, your staff or issued a demoralizing memo that’s not easy to take back.

2. Listen to all sides

If there is conflict between your people or a mistake is committed by an employee, don't lash out immediately and tell them what they should have done. Instead, ask questions first and listen to find out why the employee did what he or she did. When you open your mind and listen, your staff may surprise you with good reasons for doing his or her thing. Who knows, he or she may have come up with better solutions. So listen first, before correcting.

3. Look at the big picture

Mistakes are not all equal. There are petty and minor ones; there are also major business-threatening ones. Although equally irritating, mistakes should be measured. Try to look at the overall picture. If it's petty, don't make a big deal about it. Don't sweat it. If you perceive that all mistakes are major catastrophes, the more stressed and angry you will become. So spend time correcting major mistakes, but be more forgiving towards petty ones. Don’t sweat the small stuff.

4. Correct and Count

One of the board members of a company I used to work for has a simple but practical guideline in disciplining employees. He advised, "If you tell a person to do something the first time and he makes a mistake, talk to him. Perhaps you failed to communicate it properly. If the same person commits the same mistake the second or third time, correct him. This time, he already knows what is expected of him and needs to be corrected. If he does the mistake the sixth time, fire him. This means that he already knows the mistake but cannot or would not follow you.

5. Monitor Improvements

So you need to monitor your staff closely. After spending time and effort in disciplining a person, what results can you see? Has the person improved? If so, then you are doing things effectively. If the person's attitude or performance deteriorates, re-examine your methods. Perhaps the discipline method you chose is not suitable for that particular staff. If you've tried everything and there is still no improvement, perhaps the problem is not how you communicate but instead the person you are communicating with. If the person is the problem, you have to decide whether he or she is worth keeping.

6. Motivate or Terminate

There are employees that only need a nudge to get back on track. These are the people that will benefit most from progressive employee discipline. So seek ways to motivate and encourage them to improve. Meanwhile, there are those that no matter what you do, it seems like a hopeless case. When you find yourself spending too much time and effort fixing things and correcting problematic employees instead of focusing on your main job or business, you seriously need to think about letting the person go.

7. Know the Labor Law

Should you decide to let the person go, be sure to know and abide by the Labour Code of the Philippines. There are important keys steps that you need to take to legally terminate an employee, be sure to follow them to avoid future problems and DOLE complaints. Every business owner, boss, manager and supervisor should know the basics of Human Resource Management. There are important guidelines that will help you manage your people better.

Correcting the mistakes of people is not the easiest task in the world, but somebody has got to do it. Disciplining your people will feel awkward and painful most of the time, but it is something that needs to be done if you want a harmonious and effective workplace. So it is important to take the time to learn explore effective methods of disciplining employees. To learn more about best practices in progressive employee discipline, I encourage you to join HR Club Philippines's upcoming HR Leadership Conference on February 9 and 10 at the Philippine Stock Exchange Auditorium in Ortigas Center, Pasig City. Do visit www.hrleadershipconference.com for more information.

How to Professionalize Your Business Through HR

[published in Manila Bulletin, January 2012]

When business owners and entrepreneurs establish their companies, their main challenge is to survive. This means that they have to focus on sales and cash flow first and foremost to stay in business.

Because of this, Human Resource is often placed as low priority. Aside from the initial hiring of people and computing for salaries, the business owner tends to move on, busy operating the business and solving problems encountered on a daily basis.

This may go on for years until the business owner gets burnt out and realizes that one of the best ways to improve sales, to make your company run smoothly and to avoid having to keep on solving problems is by professionalizing your business through good Human Resource practice.

Like many business owners, I went through this. My partners and I were too busy micro-managing our business to the point of exhaustion. As a result, we encountered many problems within our company and we couldn’t make the business fly at the start. That was until we focused on HR. Once we developed the HR side of our business, sales got better and our people became equipped to solve day-to-day problems, allowing us to take a breather and work on other important matters in our business.

So here are the seven keys that I have learned to professionalize your business through HR…

HR as Strategic Partner

Fortunately for my partners and me, we realized in time that HR is not just about computing for tardiness or absences and preparing the payslip. Instead, HR is a terrific tool for business progress. HR can and should be used by businesses as a way to make important changes in the company and to improve the effectiveness of each employee.

Through HR’s help, leading the company towards the direction that you want to take it is easier. You’ll be able to manage people better if you don’t just look at HR as just a transactional department, but instead look at it as a strategic partner.

Every time we have a new product, a new system or new division that we want to introduce, we include HR input into the mix because it is critical to our success.

Develop Your HR System

Many functions of HR are repetitious and transactional. To save on time and effort, our company created an HR operation manual and toolkit that has a complete compilation of templates, letters and contracts that we may need in our business. This way, every time there’s a new employee or there’s a disciplinary action that we need to take, we don’t have to start from scratch to do the paperwork.

We consciously designed a system for Human Resource that guides us in processing the regular needs of each employee. Due to this system, we found more time to focus on creative programs that motivated our team and increased morale.

Let the Law Work for You

Every business owner and entrepreneur should know the basics of the Philippine Labor Code. I attended the extensive seminar on Labor Law that was being offered publicly by our training company and found it very useful.

One of our trainers mentioned that the Labor Code was designed to protect employees since that is the mandate of the Department of Labor and Employment. But upon studying it, I realized that it also serves to protect the interest of business owners, as well.

By knowing the law and being guided with knowledge, it makes it easier to run your business. The Labor Code provides specific guidelines on leaves, separation pays, etc. All you have to do is know it and follow it, then you should be able to avoid labor problems and complaints. My two-days of learning saved our company from expensive lawsuits and it was worth the time and effort to learn it.

Recruit the Right People

If you want capable people running your business, the solution is finding the right people for the job and your company. This includes job and value fit---the process of hiring people with the right skills set, but also a value system that matches that of your company culture.

When you find the right people who have the ability to stay in your company for a long-time, you’ve hit the jackpot. The reason why I am able to work from home when I choose to is because we have very good people that I can rely on at work. This is why I personally manage recruitment in our company. It’s not easy finding the one, but once you’ve found him or her, life becomes so much easier.

Train Your People

Once you’ve found the right people, training must be done continuously and regularly. As soon as we hire people, we give them an orientation about the company, basic sales and customer service training and product knowledge training. Aside from this, they get trained on the job and get additional training on skills needed for the job.

The key to have a professional team is to invest in professional training. And this should be done on a regular basis so that they do not forget what they have learned and the training can adapt to the changing needs of the company.

Employee Discipline

This is probably one of the most difficult areas of people management. Many Business Managers and HR practitioners have asked, “How do I correct my staff without hurting her feelings?”, “How do I discipline a habitually erring employee?”, “How do I fire someone the legal way?”.

If you have been in business long enough, employee discipline is something that every manager, whether specializing in HR or not, should master. It is something that you will have to do time and time again.

Interestingly, there’s a legal, humane and professional way of doing it. Do learn about the many styles available and prepare yourself to avoid grief and heartaches.
Recognize and Reward

Having great programs that reward employees with sufficient compensation and benefits are very important if you want your people to stay with you for a long time. Balancing it with how much you can afford to give and making sure that your employees remain grateful is the challenge.

There are many companies who offer great compensation and benefits, but I noticed that sometimes, employees take it for granted or become “spoiled”. So instead of becoming a positive HR program, it becomes counter-productive.

It is therefore critical to present programs in a way that people will appreciate. It is important to let your people know that you are taking care of them, so that they can take care of the business.

By focusing on these things, you will be on your way to having a professional and successful business.

Top Ten Work Life Resolutions for the New Year

[published in Manila Bulletin, January 2012]

Another year is passing and after the merriment and festivities of the holiday season, we are faced once again with a chance to start a new leaf. A fresh start, a new perspective and an opportunity for new beginnings await us as we celebrate the new year with hopeful cheers.

Here are a some of the most popular work life resolutions that people around the world make. If you have not thought of your own new years resolution, take your pick below and see if you can make it stick as you go through life in the coming year.

Resolution Number 1 - I will be on time at all the time.
One of the most basic but difficult habits to develop at work is being prompt. Perhaps due to the long ingrained culture of Filipino time or maybe the unforgiveable traffic that we have in the city, most of us find it hard to be on time to start the day at work, meet people and keep appointments.

Should you wish to improve in this area, allocate 30 minutes extra to what you would normally budget for travel time. Bring a book or gadget that you can work or play with, just in case you arrive early. This way, you will not get bored waiting for your appointment.

Resolution Number 2 - I will work better with my boss and co-workers.
We all want to be in a happy work environment. One of the keys to work happiness is acceptance and respect by our bosses and co-workers.

If you want to be able to work better with others, be helpful. If you want be respected, give respect. At the same time, you also need to respect and protect yourself. Go the extra mile to assist others in their tasks but don't overdo it to a point where you start becoming miserable. Stay happy.

Resolution Number 3 - I will learn something new.
Life is more exciting if we continue to grow and learn new things. When we learn something new, our minds get sharper and our value increases. If you want to develop yourself, make it a point to read books, attend seminars and learn from other successful people.

Resolution Number 4 - I will build a stronger network of friends.
Success isn't just about what we know, it is also about who we know and associate with. Having a strong network of friends, associates and connections can bring us more success in our career. But a strong network of friends takes time and effort to build.

So to build your network, invest the time and effort to meet and connect with people. Join associations and community organizations. Use social networking to keep in touch with people and stay connected.

Resolution Number 5 - I will invest in a new look and image.
There's nothing like a trip to the salon or barber's chair to revitalize our looks. A new haircut or makeover does wonders to our mood and self-esteem. This is a quick fix that can easily make us feel great.

This new year, take a trip to the salon or barbers shop. Invest in new work clothes and grooming tools to greet the year with an amazing look that you can continue through out the months ahead. Look good, feel good.

Resolution Number 6 - I will lose weight and live a healthier lifestyle.
This is one resolution that can significantly improve the quality of our lives. If we can eat right, exercise well and remove the vices that we have like smoking, excessive drinking and too much television or computer games, our mind, bodies and moods will be lighter.

If you want to improve in this area like I do, it takes a lot of resolve to stick to a healthy diet and to keep exercising. Get a buddy or a coach to help you stay on track. Keep reminding yourself and find your source of motivation to keep at it.

Resolution Number 7 - I will spend less and save more.
We all want to have enough money to live a good life and to take care of our families. We all want to free ourselves from money woes and worries. We work hard to earn a living and more often than not, we spend more in the process.

If you want to learn proper money management, invest in a notebook and calculator and record your income and expenses. This will also allow you to keep track of where your money is going and figure out what you can do to save for a rainy day. Make this a habit and you should be able to take charge of your finances soon enough.

Resolution Number 8 - I will spend more time with my family.
For the workaholics among us, this is one resolution that will improve our hearts. Sometimes, we get so caught up with our careers that we push away the most important people in our lives. They become second priority and we lose the chance to witness our children grow, to spend time with our parents and to make good memories with our brothers and sisters.

If you care about family, cut back a little from work, stay offline and turn off your mobile phones for awhile. Balance work with life. Give your time to your family so you won't lose your family's warmth.

Resolution Number 9 - I will go on a fun and exciting trip.
After working day in and day out, it is also important to enjoy life through adventure. What better way to do so with an exciting trip out of town or even abroad. This resolution is quite easy to commit to but it requires a bit of preparation. As early as now, check out the public holidays so that you can schedule your trip. Grab deals from group buying sites and enjoy a great vacation with your family or friends.

Resolution Number 10 - I will nourish my soul.
Inner peace and happiness comes when we find joy in the simple everyday things that we do and when we are able to have quiet time for ourselves to reflect, commune with God or nature, to get to our center. This holiday break, find the time to just be on your own even for a little while. Get some quiet time before you face the hustle and bustle of the year. We all need it to nourish our souls.

New years resolutions often do not stick because we try to do too much or forget them along the way. In order to improve our lives and stick to our resolutions, we should just keep it simple. Choose a couple from the list above or create your own. The point of new years resolutions is to improve our lives. It feels official to start on a new year. But remember that every day is a new one so we get to start over again every day. Isn't that great? Happy new year to all!