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Preparation is key.

#difficult conversations #yearly review #performance review

While not the most common interview question, the failure question—should you get it—is rather perplexing. How do you answer this honestly while also not scaring away your potential future employer by bringing up that time you fat-fingered a trade and lost the company a lot of money?

Many recruiters say that they don't read cover letters, but you can still personalize your pitch by making these changes to your resume.

Keep your eye out for these team-hindering habits.

The best job in America comes with a handsome six figure salary — and has plenty of job openings. The job: data scientist.

What's uploaded, deleted and claimed in a typical day on YouTube? We've scraped in-depth YouTube stats to find out! (Infographic)

#infographics #youtube #business #social media

Psychologists call this [internal] relationship-building 'social affiliation' or 'tending,' and it helps sustain both health and wealth. And yet when it’s employee-to-employee, rather than employee-to-customer or employee-to-client, it’s often belittled as 'office housework' and performed by the women on the team – think of your office’s birthday celebrations, retirement parties, and team-building outings. Who schedules them, orders the food, and tidies up afterward? But organizations hurt themselves by ignoring or devaluing those efforts that keep the office warm and sociable.

https://hbr.org/2015/09/3-steps-to-giving-office-housework-its-proper-due

#office politics #office #relationship building

You have a big incentive to invest in gender equality in your workplace. Not only is it the right thing to do, but organizations that leverage diversity also p…

#women in the workplace #equality #equality in the workplace

But men’s ambition doubles.

#diversity #women in the workplace #lean in #women #having it all

80% of Marketers Say They Are Overloaded and Understaffed

Throughout history, creative people—from Mozart to Picasso—have used different "life hacks" to manage their day.

#productiviity #workplace #work #productive environment #productive

Probably works for guys, too.

Salary negotiations fill many people with fear, but studies show that women find them particularly challenging.

"You have to remember that women are newer to the workplace," says Katie Donovan, the founder of Equal Pay Negotiations, a consultancy that helps women get the pay they deserve. "Sure, we've been secretaries, teachers, and nurses forever, but in terms of executive positions that require negotiating a salary, we're on relatively new ground. In my own life, my father taught my brother to negotiate, but my mother taught me to how to wear lipstick. Many of us did not have role models giving us the inside scoop."

#salary negotiations #salary negotiation #job searching #jobs #women negotiating

What you leave off your profile is just as important as what you keep on it.

#resume #job hunting #job search #job searching #CV

New research suggests that reliable employees are assigned more work—but they don't always like it.

“While it makes sense to rely more on competent people, ...it’s important for co-workers and partners to recognize how much stress they are putting on those [competent] people by doing so.”

#workplace #work #competent #career

9 Leadership Lessons From Toxic Workplaces

While a toxic workplace or micromanaging boss aren't exactly inspiring while you're on the job, they can offer valuable lessons for how to act as a leader in your future organization. In fact, there's nothing like a bad boss to show you what not to do.

Ten entrepreneurs from Young Entrepreneur Council (YEC) shed light on the leadership traits they've gathered over the years after dealing with the challenge of a negative work environment or manager.

1. You have to be present.

I worked for a company while in college and the owner was never around. If that wasn't bad enough, he was constantly talking about how he was always out on his boat or traveling. That isn't the way to motivate your employees. He was so out of the loop and it made the people making his business successful really resent him. Very few will respect you if you aren't present.--Jonathan Long, Market Domination Media

2. Don't undermine your staff.

I had the great displeasure of working for a boss who treated me like garbage. He'd take any opportunity to undermine my work, belittle it, or pass off something I started to my counterpart. I realized he was projecting his own insecurities onto me and lording his power in a harsh manner, and was able to stop and recognize that I would do my best to lead in a way that maximizes people's strengths.--Darrah Brustein,Network Under 40 / Finance Whiz Kids

3. Never, ever micromanage.

The secret to great delegation is to empower your people to make decisions when you're not around. That way, they won't rely on you to keep the gears turning, so to speak. I see it time and time again in client consultations. If a boss doesn't let things get through the gate without personally reviewing them, they hold up the entire organization -- and this stops profits from coming in the door, too.--Nicole Munoz,Start Ranking Now

4. Always over-communicate.

You have to communicate three times in three different ways before people really hear what you need and act on it. Your dominant way of communication may work for some employees, but not others. If your messages are not breaking through, ask yourself: Who is the best messenger? What is the best method to convey this message? When is the right timing? Experiment and see if you get better results. --Suzanne Smith, Social Impact Architects

5. Instill a sense of ownership.

Employees must feel an authentic sense of ownership and control. Without the belief (and proof) that their choices matter in some way to the direction and potential of the business, they will absolutely lose interest and thus underperform. Leaders are at their best when they inspire ownership in their employees.--Kim Walls, Best Ever Baby

6. Make timely decisions, and empower your team to do the same.

I once worked for two gentlemen who found it very difficult to make decisions while leaving enough time to act. I watched them drop the ball numerous times because they were too hesitant to take action or because they diverged on an issue. Now I know to make decisions quickly and empower my team to make decisions too. We've built a culture of failing fast, so if we're wrong we know right away and pivot accordingly.--Michael King, IPullRank

7. Don't make empty promises.

Empty promises leave employees disappointed time and time again. The problem isn't just unfulfilled promises, but rather the justification that the promise couldn't be kept as a result of someone else's actions even though the employee has done their part. In leadership, it is key to stand by your word and ensure that any promise of reward based on performance is always kept.--Pejman Ghadimi, Secret Entourage

8. Don't neglect team and culture.

I once experienced a leader who made it clear to his employees that they were easily replaceable, and as a result, they did not stay there a moment longer than they needed to. They worked there because they had to, not because they wanted to. By cultivating a team and a culture of collaboration, transparency, gratitude and appreciation, we have a team of people who are excited to come into work every day.--Michael Mogill, Crisp Video Group

9. Lead by example.

Your actions set the tone for the entire organization, and team members will look to you for baseline expectations. If you don't set an example for your team, you can't be critical when they don't perform.--Ania Rodriguez, Key Lime Interactive.com

Source: http://www.inc.com/young-entrepreneur-council/9-leadership-lessons-from-toxic-workplaces.html?cid=sf01002

#workplace #culture #work culture #bad boss #toxic boss #toxic workplace #toxic environment #leadership #leadership lessons

5 Mistakes You’re Making When Hiring Millennials

An engineer got a job offer revoked when he posted to Quora, asking for help in deciding between job offers at Zenefits and Uber. Zenefits CEO, Parker Conrad rescinded the offer. Business Insider calls his logic "brilliant." I agree-it brilliantly shows what is wrong with recruiting today.

When I first heard about this I figured the original engineer's question had been whiny or attack oriented or insulting to Zenefits or Uber, but, in fact, it was wasn't. It was a well-reasoned pro and con list. The only problem was posting this publicly, but as I said, it wasn't rude or inappropriate. But, Conrad parachuted in and revoked the job offer saying,

Definitely not Zenefits....We really value people who "get" what we do and who *want* to work here, specifically. It's not for everyone, but there are enough ppl out there who do want to work here that we can afford to be selective.

So, let me tell you why I think Conrad's response was not brilliant in a good way, and what is wrong with the hiring process in general.

1. You do have more power.

As Conrad said, they can afford to be selective. Most companies can. We talk about talent shortages, but the reality is, the hiring manager still wields most of the power. Things like this demonstrate that. Applicants are well aware of the tremendous power you hold and have to act accordingly.

2. It's pompous to assume that everyone working at your company is in their dream job.

If Conrad believes his whole staff wakes up every morning with a song in their heart because they get to work at Zenefits, he's delusional. People take jobs because it's the best they can do at the moment. They may love them; they may not. Sure, it's preferable to have someone who loves your company, but someone who has career aspirations beyond your front door can still be a fabulous employee.

3. Job seekers are held accountable for every career choice they ever make.

When we go searching for jobs, recruiters and hiring managers quickly look over resumes and toss out anyone deemed unworthy. Unfortunately, this means that having a big name company on your resume is more valuable than an unknown company. Uber is better known. Candidates are smart to consider how this job will look on their next resume. Hiring managers expect no bumps in career history. Candidates know this.

4. Companies lie in the interview.

If you saw my email inbox you'd know how often recruiters and hiring managers offer wanted job candidates the moon, but when the actual work starts, suddenly everything is pulled back. "We have flexible schedules!" says the official paperwork from HR, but the direct manager throws screaming fits if you walk in the door at 8:05 instead of 8:00. "You'll be able to focus on this great project!" says the hiring manager in the interview, but when the new employee shows up to work, that great project is on hold and instead, you get to clean up the messes from the last three people who were in this job. It's smart to ask around-it's like doing a background check on the company, just like companies do on the candidates.

5. Companies need great people.

So many senior executives think of themselves as great, benevolent people granting wishes by offering jobs. We should be thankful to the ones who give us jobs! All hail the boss! Now, while most people are grateful to their bosses for employment, the bosses need to remember that if they don't have employees, their paychecks disappear as well. When you pull a job offer from somebody for asking perfectly reasonable questions, you look bad. I suspect Zenefits just got knocked down on the list of preferred companies for a lot of talented engineers.

Source: Inc.

#millennials #jobs #hiring #employment

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