Tag Archive | Success

Social Media Success: A Guide for Job Seekers

Most people know that posting questionable content online could be detrimental in your job search. However, if you use social media professionally to showcase your skills and expertise, it could propel your application to the top of the stack and land you a job.

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Picture thanks to http://www.salesforce.com/

Recruiters are looking for candidates online, and what they find will help determine who they hire.

“When a recruiter searches an applicant’s name to learn more about them, it’s actually a red flag nowadays if someone isn’t found to be active online,” said Brie Reynolds, senior career specialist at FlexJobs. “LinkedIn is the bare minimum a job seeker should be using to help show employers that they are technologically savvy and understand the basics [of] digital communication.”

Social media can also be used to learn about companies you’re interested in and to find potential jobs.

“Companies post relevant articles and other information related to any changes happening within the company,” said Brooke Cordova, healthcare branch manager at Addison Group. “This knowledge can help a job seeker not only understand if this is a company they want to be a part of, but also give them an advantage in an interview setting.”

Each social network has its own unique characteristics and best practices. Business News Daily talked to hiring managers, recruiters and social media experts about how to optimize your social media accounts for your job search.

As the go-to network for both job seekers and hiring managers, your top priority should be perfecting your LinkedIn profile.

“Hiring managers may look to your LinkedIn profile to learn more about you,” said Reynolds. “If it doesn’t match your resume with your most up-to-date jobs, projects and skills, they may be confused. It may send the message that you’re not taking enough care with your job search or professional image.”

Reynolds also said you should keep your profile up-to-date because many hiring managers use LinkedIn to find applicants – sometimes before they even post a job opening.

“If you’re interested in new opportunities, even in the least, keep your LinkedIn profile up-to-date so you’ll be findable when a recruiter starts searching,” she said.

Cordova also reminds job seekers to turn on the “open to new opportunities” feature, which will expose your profile to more hiring managers.

Dana Case, director of operations at MyCorporation.com, also recommends keeping your profile up-to-date. “

“Focus on updating your profile to be as current as possible,” she said. “Ask trusted individuals you’ve previously worked with for recommendations and write blog posts to establish your credibility within your given industry.”

The brands and people you engage with on Twitter directly impact your followers’ perception of you and may affect whether hiring managers believe you’re worthy of working for the company.

When you’re looking for a job, a good percentage of your tweets, retweets and replies should focus on topics that are relevant to the companies you want to work for. You can achieve this by using keywords and hashtags that professionals in your field talk about and follow.

“Twitter can be used to identify leaders in an organization that you are interested in joining,” said Heather Monahan, life coach and business expert. “By following them and retweeting their tweets you can get their attention. Responding to their tweets and showing your value can give you an advantage over the other candidates who aren’t trying to communicate.”

Case also recommends taking advantage of Twitter chats.

“Engage in Twitter chats that are relevant to the industry you want to work in,” she said. “This is a great way to network with existing professionals already in these fields, follow them to begin building a rapport together, and cement yourself as an expert.”

Before you start using Facebook to your advantage, you need to make sure it’s not hurting your image. Be sure to delete or untag yourself from any questionable posts or pictures. Once your page is scrubbed clean, you should only post appropriate content.

“It’s important to be careful with the type of content you post,” said Karla Ruiz, social media director at Casanova//McCann. “Make sure you are posting content you’ll be proud of in the next few years. Keep control of your privacy settings and if you are out partying, enjoy the moment and leave your phone by your side. Once it goes live, it lives online forever.”

While it’s important to use privacy settings for personal information, you should keep some information public such as your employment information, location and professional skills. You should be searchable to hiring managers.

It’s always a good idea to engage with industry leaders and portray yourself as a thought leader on all social media platforms. A great way to achieve this on Facebook is by commenting and contributing to industry-specific Facebook groups.

“Being engaged and part of these [Facebook] groups can be a huge asset,” said Andrea Hurtado, director of marketing and brand health at Protis Global. “These groups can do quite a bit for you – assist and propel you in developing yourself professionally, connect you with other individuals in your field and/or get you closer contact with an organization that is looking for talent like you.”

While each platform serves a different purpose, it’s also important to have a consistent voice and style throughout all your social media profiles. You should be using social media to build yourself as a brand.

“Be sure to have a clean and consistent social media presence,” said Ruiz. “Don’t just share stuff just of the sake of sharing. Before posting, ask yourself – does this add value to my personal brand?”

Source: written by Saige Driver for Business News Daily

 

7 Tips On Creating Workplace Motivation

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Workplace motivation is one of those interesting things. We think it should just drop out of the sky like magic but it never really does. We also don’t really think about how to create motivation for ourselves. However, we really can create it with the right tools.  Let’s get on the same page about what motivation is. Motivation is what causes you to take action. Clearly, you’re at work so you do have some motivation because your action is going to work and performing your job. What we are talking about is feeling engaged and inspired about the actions you do take. Let’s look at some of the tools you can use to get fully engaged and motivated in the workplace:

1. Change

There’s nothing like changing things to really get the juices going. You don’t want to change things just for the sake of changing; however, you want to change things that don’t work well. With that, you must have a vision of what the right outcome would be and then you apply your steps to create the action for change.

2. Goals

Many times, the lack of motivation is due to a lack of direction or goals. Sit down and figure out what would really get you up in the morning and make that your goal. Having a goal isn’t enough, though. It has to be a goal that you yearn for or have some emotions about. Once established, put together a plan for how you will achieve your goals. If you really are going to shoot for something worth having, keep in mind SMART for goals = Specific, Measurable, Actionable, Resonate, and Time.

3. Be Accountable

The vast majority of us want to do things but we’re really lazy about doing them. It’s often easier to diet or workout with someone because we have a person that is looking for us to perform. Find someone to hold you accountable to yourself and be willing to trade off the favor.

4. Clean Up Your Own Internal Litter

We all have baggage, but sometimes we have so much of it cluttering up our life that it bogs us down and we fail to see what’s possible.

5. Surround Yourself With The Right People

Yes, your mother was right… it is important to hang out with the right people. In this case, hang out with people who are inspired and motivated as it will be contagious.

6. Research The Issue

Find out from others what motivates them. In the process, you may hear something that would really be great for you. Don’t be afraid to copy what works.

7. Cop An Attitude

Motivation creates more motivation. Look for it and it will be there. We often get hung up about our ability to control things in the workplace. The one thing we can control is our attitude and approach to various workplace challenges. These tools for workplace motivation are simple to do which means there is nothing but you holding you up from trying them.

By Dorothy Tannahill-Moran Work it Daily

 

What People Want From Work: Motivation

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Every individual person has different motivations for working at a job. The reasons for working are as individual as the person. But, all people work because the workplace provides something that you need from work. The something that you obtain from your work impacts your morale, your motivation, and the quality of your life.

Here are thoughts about employee motivation, what people want from work, and how you can help employees attain what they need for their work motivation.

Work is About the Money

Some people work for their love of the work; others work for personal and professional fulfillment. Other people like to accomplish goals and feel as if they are contributing to something larger than themselves, something important, an overarching vision for what they can create. Some people have personal missionsthey accomplish through meaningful work.

Others truly love what they do or the clients they serve. Some like the camaraderie and interaction with customers and coworkers. Other people like to fill their time with activity. Some workers like change, challenge, and diverse problems to solve. As you can see, employee motivation is individual and diverse.

Whatever your personal reasons for working, the bottom line, however, is that almost everyone works for money. Whatever you call it: compensationsalarybonusesbenefits or remuneration, money pays the bills. Money provides housing, gives children clothing and food, sends teens to college, and allows leisure activities, and eventually, retirement. Unless you are independently wealthy, you need to work to collect a paycheck.

To underplay the importance of money and benefits as motivation for people who work is a mistake. It may not be their most significant motivator or even the motivational factor they’d first mention in a conversation but earning a living is a factor in any discussion about employee motivation.

Fair benefits and pay are the cornerstones of a successful company that recruits and retains committed workers. If you provide a living wage for your employees, you can then work on additional motivation issues. Without the fair, living wage, however, you risk losing your best people to a better-paying employer.

In fact, research from Watson Wyatt Worldwide in “The Human Capital Edge: 21 People Management Practices Your Company Must Implement (or Avoid) to Maximize Shareholder Value,” recommends, that to attract the best employees, you need to pay more than your average-paying counterparts in the marketplace. Money provides basic motivation.

Got Money? What’s Next for Motivation?

Surveys and studies dating back to the early 1980s demonstrate that people want more from work than money. An early study of thousands of workers and managers by the American Psychological Association clearly demonstrated this.

Managers predicted that the most important motivational aspect of work for people they employed would be money. Instead, it turned out that personal time and attention from the manager or supervisor was cited by workers as the most rewarding and motivational for them at work.

In a “Workforce” article, “The Ten Ironies of Motivation,” reward and recognition guru, Bob Nelson, says, “More than anything else, employees want to be valued for a job well done by those they hold in high esteem.” He adds that people want to be treated as if they are adult human beings who think, makes decisions, tries to do the right thing, and don’t need a caretaker watching over their shoulders.

While what people want from work is situational, depending on the person, his needs and the rewards that are meaningful to him, giving people what they want from work is really quite straightforward. The basics are:

  • Control of their work inspires motivation: including such components as the ability to have an impact on decisions; setting clear and measurable goals; clear responsibility for a complete, or at least defined, task; job enrichment; tasks performed in the work itself; and recognition for achievement.
  • To belong to the in-crowd creates motivation: including items such as receiving timely information and communication; understanding management’s formulas for decision making; team and meeting participation opportunities; and visual documentation and posting of work progress and accomplishments.
  • The opportunity for growth and development is motivational: and includes education and training; career paths; team participation; succession planning; cross-training; and field trips to successful workplaces.
  • Leadership is key in motivation. People want clear expectations that provide a picture of the outcomes desired with goal setting and feedback and an appropriate structure or framework.

Recognition for Performance Creates Motivation

In “The Human Capital Edge,” authors Bruce Pfau and Ira Kay say that people want recognition for their individual performance with pay tied to their performance.

Employees want people who don’t perform fired; in fact, failure to discipline and fire non-performers is one of the most demotivating actions an organization can take—or fail to take. It ranks on the top of the list next to paying poor performers the same wage as non-performers in deflating motivation.

Additionally, the authors found that a disconnect continues to exist between what employers think people want at work and what people say they want for motivation.

People want employers to pay them above market rates. They seek flexible work schedules. They want stock options, a chance to learn, and the increased sharing of the rationale behind management decisions and direction.

What You Can Do for Motivation and Positive Morale

You have much information about what people want from work. Key to creating a work environment that fosters motivation are the wants and needs of the individual employees. The most significant recommendation for your takeaway is that you need to start asking your employees what they want from work and whether they are getting it.

With this information in hand, you’ll be surprised at how many simple and inexpensive opportunities you have to create a motivational, desirable work environment. Pay attention to what is important to the people you employ for high motivation and positive morale. When you foster these for people, you’ll achieve awesome business success.

 

Source: BY SUSAN M. HEATHFIELD for The Balance Careers

Pursuit of a healthy work/life balance

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For a lot of people, the pursuit of a healthy work/life balance seems like an impossible goal.

With so many of us torn between juggling heavy workloads, managing relationships and family responsibilities, and squeezing in outside interests, it’s no surprise that more than one in four Americans describe themselves as “super stressed.” And that’s not balanced—or healthy.

In our rush to “get it all done” at the office and at home, it’s easy to forget that as our stress levels spike, our productivity plummets. Stress can zap our concentration, make us irritable or depressed, and harm our personal and professional relationships.

Over time, stress also weakens our immune systems, and makes us susceptible to a variety of ailments from colds to backaches to heart disease. The newest research shows that chronic stress can actually double our risk of having a heart attack. That statistic alone is enough to raise your blood pressure!

While we all need a certain amount of stress to spur us on and help us perform at our best, the key to managing stress lies in that one magic word: balance. Not only is achieving a healthy work/life balance an attainable goal but workers and businesses alike see the rewards. When workers are balanced and happy, they are more productive, take fewer sick days, and are more likely to stay in their jobs.

Here are a few practical steps we can all take to loosen the grip that stress has on us and win back the balance in our lives. Read on and reap the benefits.

At Work

  • Set manageable goals each day. Being able to meet priorities helps us feel a sense of accomplishment and control. The latest research shows that the more control we have over our work, the less stressed we get. So be realistic about workloads and deadlines. Make a “to do” list, and take care of important tasks first and eliminate unessential ones. Ask for help when necessary.
  • Be efficient with your time at work.When we procrastinate, the task often grows in our minds until it seems insurmountable. So when you face a big project at work or home, start by dividing it into smaller tasks. Complete the first one before moving on to the next. Give yourself small rewards upon each completion, whether it’s a five minute break or a walk to the coffee shop. If you feel overwhelmed by routines that seem unnecessary, tell your boss. The less time you spend doing busy work or procrastinating, the more time you can spend productively, or with friends or family.
  • Ask for flexibility. Flex time and telecommuting are quickly becoming established as necessities in today’s business world, and many companies are drafting work/life policies. If you ask, they might allow you to work flexible hours or from home a day a week. Research shows that employees who work flexible schedules are more productive and loyal to their employers.
  • Take five. Taking a break at work isn’t only acceptable, it’s often encouraged by many employers. Small breaks at work—or on any project—will help clear your head, and improve your ability to deal with stress and make good decisions when you jump back into the grind.
  • Tune in. Listen to your favorite music at work to foster concentration, reduce stress and anxiety, and stimulate creativity. Studies dating back more than 30 years show the benefits of music in everyday life, including lowered blood pressure. Be sure to wear headphones on the job, and then pump up the volume—and your productivity.
  • Communicate effectively. Be honest with colleagues or your boss when you feel you’re in a bind. Chances are, you’re not alone. But don’t just complain—suggest practical alternatives. Looking at a situation from someone else’s viewpoint can also reduce your stress. In a tense situation, either rethink your strategy or stand your ground, calmly and rationally. Make allowances for other opinions, and compromise. Retreat before you lose control, and allow time for all involved to cool off. You’ll be better equipped to handle the problem constructively later.
  • Give yourself a break. No one’s perfect! Allow yourself to be human and just do the best you can.

​At Home

  • Unplug. The same technology that makes it so easy for workers to do their jobs flexibly can also burn us out if we use them 24/7. By all means, make yourself available—especially if you’ve earned the right to “flex” your hours—but recognize the need for personal time, too.
  • Divide and conquer. Make sure responsibilities at home are evenly distributed and clearly outlined—you’ll avoid confusion and problems later.
  • Don’t over commi Do you feel stressed when you just glance at your calendar? If you’re overscheduled with activities, learn to say,” no.” Shed the superman/superwoman urge!
  • Get support. Chatting with friends and family can be important to your success at home—or at work—and can even improve your health. People with stronger support systems have more aggressive immune responses to illnesses than those who lack such support.
  • Take advantage of your company’s Employee Assistance Program (EAP). Many organizations offer resources through an EAP, which can save you precious time by providing guidance on issues like where to find a daycare center and caretaking for an elderly parent, as well as referrals to mental health and other services.
  • Stay active. Aside from its well-known physical benefits, regular exercise reduces stress, depression and anxiety, and enables people to better cope with adversity, according to researchers. It’ll also boost your immune system and keep you out of the doctor’s office. Make time in your schedule for the gym or to take a walk during lunch—and have some fun!
  • Treat your body right. Being in good shape physically increases your tolerance to stress and reduces sick days. Eat right, exercise and get adequate rest. Don’t rely on drugs, alcohol or cigarettes to cope with stress; they’ll only lead to more problems.
  • Get help if you need it. Don’t let stress stand in the way of your health and happiness. If you are persistently overwhelmed, it may be time to seek help from a mental health professional. Asking for help is not a sign of weakness—taking care of yourself is a sign of strength.

http://www.mentalhealthamerica.net/work-life-balance

DO IT YOURSELF Career Development

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We are now in the era of do-it-yourself career development. Companies less frequently offer formal training — a trend that has been around for years. This may be because employees change jobs so frequently (job tenure now averages about four years) that firms don’t see the value in investing in people who are likely to leave. This is a sharp contrast with the investment that senior leaders used to make in employees. During my 11 years at PepsiCo, mostly during the 1990s, “personal development” was treated as a major company initiative.

Unfortunately, organizations today are unknowingly leaving employees with skill gaps and blind spots that can derail careers and organizational effectiveness. And managers aren’t helping. Too worried about their own hides, most managers don’t have time or energy to focus on anyone else’s. In fact, Korn Ferry found that when managers rated themselves on 67 managerial skills, “developing others” came in dead last.

Ideally, organizations would do more to foster career development: encourage more-immediate feedback, develop clear performance criteria, deliver developmental feedback with clarity and tact, and provide resources and incentives for managers to make employee development a priority. But the reality is that the bigger burden is on employees. Workers at all levels must learn to identify their weaknesses, uncover their blind spots, and strengthen their skills.

Here are six things you can do to take control of your career development.

Understand what you’re evaluated on. What does success look like in your position? What are your job goals and success metrics? It’s best to identify these with your manager, but if that’s not happening, then write down what you understand the goals and key performance indicators to be. Take them to your boss to get their agreement, and engage in an ongoing dialogue to ensure you stay on the right track.

Solve for your own blind spots. Top performers are always learning and adjusting, and routinely seek feedback from their boss, peers, and subordinates. If your boss doesn’t proactively give you feedback, start the conversation yourself. After a presentation or big meeting, state one thing that you think went well, and then ask for advice on one thing you could improve. It’s best to keep it simple; most people can only absorb one area to improve at a time. Listen to and thank your boss for the feedback.

Codify your learnings. You can capture feedback and learning by keeping a journal. List the five to 10 skills or competencies you need to develop in your position, and rate yourself (either on your own or with the help of a trusted adviser) on each. For example, if you’re a brand marketer, you might give yourself an A in advertising development, a B+ in pricing analysis, and a C in trade marketing. Focus on the C’s to close skill gaps. Seeking feedback from someone who previously held your job can speed up your learning.

Increase your visibility with the C-suite. It’s not always possible to get noticed by senior leaders through your direct work, so you might try volunteering for initiatives, such as charity work, company events, or on-campus recruiting. This is an easy but often overlooked way to rub elbows with senior people who will see you in action and ideally take notice of your contributions.

Become an expert in an area of increasing importance to your company. Your company may be grappling with a disruption from a new technology such as the internet of things, artificial intelligence, or cloud-based computing. Become the expert person in your department on an emerging issue. Conduct research and literature reviews, attend conferences, or write on the topic. Developing expertise in a nascent area of growing importance can lead to promotions and other career opportunities.

Seek good counsel and mentoring. The perspective of a senior person is invaluable, but pouncing on someone — “Will you be my mentor?” — is likely to scare them off. Try to meet in an informal way: in the coffee shop in your company’s lobby, or at the company picnic or golf outing. Know the person’s bio, and be prepared to ask a few good questions related to their area of expertise. If things go well, you’ll hear, “If I can help you, let me know.” A week or so later, you can extend an invitation to “continue the conversation” over coffee. In time, a mentor relationship may develop organically.

Strong functional skills take time to develop. In most positions, whether it’s enterprise sales, brand marketing, supply chain logistics, or corporate finance, being competent often consists of having deep functional knowledge in four or five key job areas and a good working knowledge in another four or five. Without the willingness to take multiple assignments, or even strategic lateral moves, a well-rounded skill set will be elusive. It takes patience.

Earlier in my career, I was still at the manager level within PepsiCo while a good friend moved up to vice president by moving to another company. But as my skill set solidified, I understood how the pieces of the business fit together, and my career progression accelerated.

Your skill set is ultimately your career capital, so take the time to develop your functional skills. Jumping from job to job too quickly (say, in 18-month or two-year increments) won’t allow you to develop the functional expertise you need to advance your career. With time and patience, and by taking the initiative, you’re far more likely to thrive in this DIY world.

 

Source: https://www.wtco.global/en/6ways-to-take-control-of-your-career-development-if-your-company-doesnt-care-about-it/

Career Development

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Career development is the process that forms a person’s work identity. It is a significant part of human development and spans over the individual’s entire lifetime, beginning when the individual first becomes aware of how people make a living.

For example, when a child notices that some people are doctors, others are firefighters, and some are carpenters, it signals the start of this process. It continues as that person begins to explore occupations and ultimately decides what career to pursue him- or herself.

Career development doesn’t end there. After you choose a profession, you must then get the required education and training, apply for and find employment, and ultimately advance in your career. For most people, it will also include changing careers and jobs at least once during their work lives, but probably more often than that.

How Career Development Occurs

It is important to note that, for most individuals, career development occurs without any intervention from other people. There also isn’t a set age for when it will begin—some people will start to think about occupational choices very early in life, while others won’t give this subject much thought until they are relatively close to having to decide how they will earn money.

While many individuals go through this process independently, almost everyone can benefit greatly from getting expert career guidance. Advice from a career counselor or other similarly trained specialist, or taking a class in school that helps with career development, allows you to forge a more satisfying and successful career path.

This type of intervention can begin as early as elementary school, and it should continue throughout adulthood. Many people find themselves in need of professional advice as they encounter problems or must make decisions about their careers—for instance, when they are thinking of looking for a new job or changing occupations.

Factors and Barriers That Influence Career Development

Several factors and the interactions between them influence career development. Others may be barriers to it. Let’s look at several of them:

  • Personal CharacteristicsPersonality typeinterestsaptitudes, and work-related valuesmake all of us who we are. These personal characteristics play a significant role in career development since they influence which occupations we find satisfying, as well as the types of work environments in which we will succeed. That is why, when you are in the process of choosing a career, it is so important to do a self-assessment that will help you learn all about yourself.
  • Financial Resources: Pursuing certain career options can be costly. If you choose an occupation, for example, that requires you to attend college, you may be limited by your ability to pay for it. You could end up altering your plans. Fortunately, there are ways of overcoming barriers such as limited financial resources, namely student loans, financial aid, and scholarships. When you are seeking employment, financial limitations can also hinder you. For example, you may not have the money to purchase interview attire. Several organizationscollect donations of professional clothing and distribute it to job seekers in need.
  • Financial Obligations:You may find yourself working in a job or occupation just for the paycheck. It lets you keep up with your bills but doesn’t satisfy you in any other way. You would like to go after other opportunities but feel inhibited by your financial obligations such as a mortgage, rent, student loans, or even your children’s college tuition. You can try to put away money for a future career change or even change your way of life by downsizing to a smaller home.
  • Physical, Mental, and Emotional Impairments: Some of us are better suited to some careers than we are to others due to our physical and mental abilities, and limitations. For example, you may want to become a doctor but don’t have the intellectual ability to get into medical school. You should, if possible, find a related occupation that makes the best use your strengths while accommodating your limitations.
  • Lack of Support From Family:Going after a hard-to-achieve goal is even more difficult if your loved ones aren’t behind you. You have a greater chance of succeeding if you can convince them to become your cheerleaders but if that is unlikely to happen, you may have to find motivation from other people in your life.
  • Age:Our age, or our perception of it, can hinder us in our career development. During a large part of our lives, we may worry about being too young to pursue a particular path, advance in our careers, or make a career change, and for another lengthy stretch, we fret about being too old to do those things. Instead of focusing on your age, concentrate on your abilities and how motivated you are.
  • Family Obligations: An individual’s career development may stall if he or she takes time off from work to take care of children or elderly parents. He or she has several options including getting outside help to provide childcare or eldercare if the individual desires it.

 

Source: https://www.thebalancecareers.com/what-is-career-development-525496

Dress For Success

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Clothes influence how your boss and co-workers perceive you. Whether you’re new to the workforce or in an entry-level position, anyone can look good on the job. Remember, you are going into an environment where you need to be taken seriously. The key is to wear the clothes that make you look professional.

To get started looking “work trendy” and project the image you want, keep these simple on- the-job dress tips and tricks in mind:

  • Follow the leader. Observe what your manager (and co-workers whom you respect ) are wearing. You should be able to hone in on a particular style/ trend of dress. Emulate it.
  • Make sure your clothes are work appropriate. Stick to the basics.
  • Wear simple colors. Don’t use the workplace to test out any bright colors or bold patterns. Save that for your personal time.
  • Be fresh. Nothing says you don’t care like a pair of worn shoes. And remember that its not just clothes that make the man(or woman): trim your nails, floss your teeth, get your hair cut as often as it requires, and keep a pack of gum or fresh mints at your desk.
  • If your dress code policy is confusing, get clarification. Ask your manager or someone in HR for more details. As a rule, if you are questioning an outfit, you probably should avoid wearing it.

Source: https://www.experisjobs.us/exp_us/en/career-advice/dress-for-success.htm