Manage Your Manager – 4 Technique for Success
Manage Your Manager – 4 Technique for Success
When you’re thrust into working environments, you deal with all sorts of people on a daily basis. If you don’t get along with some of them, the hours can drag on. If these people are your bosses, the days can seem like torture.
- Accept that most managers won’t change. If you don’t want to find a new job, you should probably accept whatever it is that frustrates you about your manager. Have a mantra when you get overwhelmed, such as “This too shall pass.”
- Schedule more time with your boss, as challenging as it might be. Sit down with the boss for 10 to 15 minutes weekly. Schedule it ahead of time, have an agenda and stick to it. Cover one item at a time to stay focused and catch details. Your primary objective is to leave with an action plan. If he cancels at the last minute, reschedule it at that exact moment. If he keeps postponing it, say, “You and I haven’t had a business conversation over the past few days and it’s affecting our productivity.” If your manager travels full time, set this process up via email.
- Know what’s important on the daily schedule. You could be working on a project and Read More…
5 User-Friendly Tools for
Building Your Online Portfolio
In today’s digital world, your job search has to be as much online as it is on paper. Social media platforms such as LinkedIn, Twitter and Facebook can help you establish your personal employment brand and connect with potential employers – in fact, almost 90% of employers are using social media to recruit potential employees. What better way to have all of your online and offline job search tools in one place than in a portfolio?
An online portfolio allows you to compile what makes you employable – it should include things like your resume, cover letter, references, certifications, transcripts and any examples of your work (including writing samples, press clips, artwork or lesson plans). Plus, you should include basic contact information, such as a phone number and email, and more modern information, like a Twitter handle, LinkedIn profile, or Facebook URL. Put all of this into one online package that’s easy to browse and voila – you have an online portfolio!
Here are five great options that can host your online portfolio. There’s a breakdown of each one, so you can pick which one works best for you and your career goals. Read More…
How Employee Engagement Leads to Higher Stock Prices
You hear CEOs say all the time, “People are our most important asset.” But most of the time, they really don’t mean it.
If you could be a fly on the wall in the executive boardroom would you hear more talk about marketing tactics or talent management? Profit levels or staff retention? Share price or morale? I think we all know the answers.
Above all else, C-level executives are trying to increase shareholder value. Right or wrong, they care more about investor returns than anything else.
The good news is that employee engagement is the secret ingredient that actually leads to a higher stock price. The most engaged companies had five times higher total shareholder return over five years than the least engaged companies, according to a 2009 study by Kenexa. A 2011 study by Towers Perrin found that companies with engaged employees had 6 percent higher net-profit margins.
We’re not just about employee satisfaction, but rather engagement. Employee engagement is the emotional commitment the employee has to the organization and its goals. Engaged employees use discretionary effort.
The engagement-profit chain is a series of sequential steps that enables engagement to produce better shareholder returns. Based on the classic service-profit chain that was first described by Jim Heskett and Earl Sasser, the engagement-profit chain model details how the discretionary effort of a workforce triggers a series of beneficial actions like a chain of dominoes.
Engaged employees lead to…
· higher service, quality and productivity, which leads to…
· higher customer satisfaction, which leads to…
· increased sales (from more repeat business and referrals), which leads to…
· higher levels of profit, which leads to…
· higher shareholder returns (stock price)
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Advice for Older Job Seekers
Recruiting experts offer advice to individuals over 50, who may be having a harder time re-entering the workforce.
Older job seekers — just like any other job seeker — would be better served by focusing their resumes to fit the specific roles they are applying for, said Anne Kutscher, senior professional in human resources for Cianbro Corp., a construction firm.
“All these people have this great, wonderful experience,” she said. “But [their resume] is not tailored to the position. When I talked to people about writing resumes, I always encourage them to tailor their resume.”
Kutscher also recommends researching each company before the interview, which is something older workers may not be accustomed to doing.
Tucker Mays and Bob Sloane, co-founders and principals of executive coaching firm OptiMarket, have their own set of selling points for older job seekers.
Their first piece of advice is to pre-empt the age issue by not being defensive about it and instead thinking of it as an asset by highlighting the problem-solving skills they’ve acquired over the years and emphasizing any track record of successful people management they might have.
“Business, at its essence, is a problem-solving environment,” Mays said. “And by the time individuals reach the age of 50, they’ve simply seen more problems [and] faced more challenges.”
They also suggest finding an example that shows that older job seekers have been working in collaboration with someone younger and describing a situation in which they might have enabled a younger boss to succeed and advance in their career — anything that demonstrates how they’re able to respect and collaborate with authority. . . . Click here to continue reading this article
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