Job makeover tips

June 7, 2010

If you don’t like the job you have, change it. Your next best job just might be the one you already have with a few makeover tips.

  1. Publicity. Be sure to keep your supervisor and your team informed about the value you bring to the organization. Sometimes, you need to take the initiative to communicate about the items you’re working on that will benefit your team. You’ll feel good about your accomplishments too and set a standard for future goals.
  2. Be an active contributor. Be on the lookout for trends in the industry, ways to improve on existing processes and bring efficiencies to business. Are you missing opportunities to share ideas with management?
  3. Step up to the plate. Not getting that promotion you want? Then take on additional duties and responsibilities anyway and prove that you can already do the job. If you’re helping a manager with their projects and successfully deliver, they’ll be more inclined to recommend you for the position if they feel confident you could fill their shoes.

Your job is what you put into it. The more you put in, the more you’ll get out.

Leave a Comment » | Jobseeker | Tagged: , , , , | Permalink
Posted by HR Diva

How to Interview Your Potential Employer

February 1, 2010

Developing constructive interview questions to ask potential employers. Knowing what to ask and how to ask it can make way for a higher quality interview and a more thorough view of the job and organization. Here are twelve constructive, uncommon questions to ask during an interview:

1. What distinguishes your company from other companies as a better place to work?

2. What percentage of your company’s employees began as temporary employees?

3. Why was this position created? If not a new position, why is this position vacant?

 4. How does this position impact the financial success of your company?

 5. Will I report to one person or will multiple people have an impact on my job duties?

 6. Who will provide the training I need to meet your expectations in this position?

 7. How are problem solving and decision making accomplished? Is there a formal process?

 8. How are temporary and direct employees rewarded for positive performance?

 9. How and when will you know if you’ve secured the right employee for this job?

 10. When good performers leave the company, what are their top reasons for doing so?

 11. What is your company’s philosophy on work/life balance?

 12. What do you think your competitors are saying about your company?

Leave a Comment » | Jobseeker | Tagged: , , , , | Permalink
Posted by HR Diva

How to Keep Your Employees Engaged

January 28, 2010

Without consistent and regular information, employee fears of the unknown can begin to erode productivity and negatively impact customer service. Workers often harbor fears of change, the possibility of layoffs, and the prospect of increased workloads due to reductions in staff.

1. Connect employee goals with company goals.

 Clear concise goals mutually agreed upon by both employee and manager improve communication and strengthen your company. Set specific, measurable performance goals for individuals and groups. Ensure each employee understands the company’s goals and how his or her performance affects achieving those goals.

2. Get to know your employees.

Learn about what causes stress for your employees, what excites them, and how they define success. This will show that you have an interest in their well being and, when necessary, will do what it takes to help them feel more fulfilled and better balanced.

3. Invest in your employees by offering career

advancement.

 Create career-related opportunities in every assignment and explain how every assignment is an opportunity for employees to work on long-term goals. This approach demonstrates to employees how their performance or participation can lead to greater visibility, more recognition, or additional career-related skills.

Leave a Comment » | Employer | Tagged: , , , , , | Permalink
Posted by Biz Dev

Communicating with your Employees is Critical

January 21, 2010

Effective communication (or the lack thereof) can have significant effects on employee retention, employee effectiveness, and your company’s performance.

There are many ways to improve your company’s communications:

1. Make the choice to keep employees informed.

Launch an internal communications plan to update employees regularly. It’s important to keep staff aware of the impact of executive decisions, particularly during a down economy. This extra effort will help employees understand the reasoning behind any changes, and they will be more apt to adjust accordingly. Your internal communications plan could include weekly briefings, a company newsletter, and periodic emails with the latest news.

2. Be truthful.

Don’t make the mistake of sending a sincere e-mail message or memo about the slow economy only to follow it up with internal newsletters or intranet postings that talk about how great business is. The disconnect between corporate spin and how employees are feeling will result in lost credibility.

3. Be timely.

Coordinate your internal and external messages and be timely. Employees should hear company news from the company first. Employees should never hear about changes to their company from the media or family and friends before they’ve been informed by their employer.

Leave a Comment » | Employer | Tagged: , , | Permalink
Posted by Biz Dev

Follow

Get every new post delivered to your Inbox.