Saturday, March 14, 2020

How to get the best severance package

How to get the best severance packageSoit happened. Youve gotten the bad news that youre fired, or laid off. It may feel like the world is endingor you may just feel shock. Whatever youre feeling, the fact remains the saatkorn youre leaving your job, and not by your own choice. While you do need to embrace that reality, you dont necessarily have to take the severance package that was initially offered to you. googletag.cmd.push(function() googletag.display(div-gpt-ad-1467144145037-0) ) When the worst happens, take these considerations into account to see if you can improve your severance.Talk to a lawyer.An employment attorney can help you navigate the waters after youve been terminated, particularly if you feel like you werent fired for proper cause or you were marched out of the office quickly without the chance to take stock of the situation. This doesnt mean sue the bastards, but it does mean you should get a professionals advice on whether you do have grounds for a potential su it. An attorney can also help you figure out if you have any wiggle room for negotiation.Negotiate yourself.Even if you do have an attorney, its usually the best course to do the negotiating yourself (unless you are likely to file a lawsuitthen its best to have your attorney either present or speaking on your behalf). Having someone negotiate for you can escalate the tension, so be careful to keep the tone civil if youre hoping to get a better deal.Ask for more.At this point, you have little to lose, so you should request a higher severance payment. You should definitely be realisticthe payment is unlikely to double or triple from an initial offer, but you may be able to negotiate a lump sum payment vs. continued salary or an increase in the total payment.Nail down insurance information.One of the trickiest parts of unemployment can be insurance coverage, especially if youre used to having solid coverage through your job. The Consolidated Omnibus Budget Reconciliation Act of 1995 (a .k.a. COBRA) means you can likely continue your insurance coverage for up to 18 months, but at your own expense. If coverage is a concern, this is a point to raise with the company. You may be able to get the company to keep paying for your insurance for a period of time after you leave.Ask about unused benefits.Some companies may offer a check in exchange for unused vacation or personal time, so be koranvers to see whats on the table and fully understand what your companys policies are on that front.Be clear on whats in the severance agreement.Always, always, always read the fine print. Some severance agreements contain non-compete language, which limits your ability to go work for a competitive company. Others contain a non-disparagement clause, which means you may have to forfeit your total severance package if youre busted saying anything negative about the company after you leave (even if its true). Make sure you understand what the conditions are if you accept the severance pa ckage.Once you get the bad news, the important thing isdont panic. Or if you do panic, try to get it out of your system and then settle in for the next phase of talking through the logistics of your leaving. Just like negotiating a salary, you may have the chance to improve your packageif you ask for it.

Tuesday, March 10, 2020

7 Tips to Keep You Motivated During the Job Search

7 Tips to Keep You Motivated During the Job Search 7 Motivation Tips for Job Seekers to Keep You GoingFor those moments when its hard to muster job-search motivation, keep these tips in mind.If youre one of the millions of Americans currently looking for a new job, your determination might waver at times.How do you stay motivated? Lets take a look at these motivation tips for job seekers1. Get sunlightSeeing the sun or being in sunlight is proven to make you feel good. As little as 10 minutes of skin exposure to ultraviolet rays fosters your bodys metabolism of vitamin D. On the contrary, lack of sunlight is not good for your body or mind. Seasonal affective disorder (SAD) is a real thing please consult a physician if you think you might have it. In fact, a common treatment for SADis light therapy (phototherapy). When your mood is elevated, the moods of people around you are also elevated (a phenomenon known as emotional contagion), which in turn can help keep you motivated. Basicall y, in addition to all these other great benefits, sunlight makes you popular and who doesnt love popularity?2. ExerciseRelieve stress.Get the heart rate up. Get your blood circulating and pumping oxygen throughout your body. Walking, running, dancing, joga (among other activities) or playing a sport releases endorphins and other feel-good chemicals that mobilize you for action and motivation.3. Eat well, eat rightKnow your body. Consuming foods that energize and provide real nutritive value is a great way to help you stay motivated. Moderation rules. Avoid fast food, refined sugar, or overly processed items. Hint If what youre eating is going to make you curl up for naptime or put you in a food coma, you should leave it alone unless you need the nap and its not interfering with your previously scheduled job-hunting activities.4. Read motivational books (and/or listen to motivational speeches)Self-improvement is a huge industry. Pick out some titles from the local library or stream videos on YouTube. Sometimes inspirational words and stories can light the fire you need to keep a positive attitude in your employment search. I personally recommend Jeff Olsens The Slight Edge, which talks about doing little things consistently over time.5. SleepSleep governs everything. Without enough of it, your body, brain,and mood suffer. You want to be at peak sharpness when applying and interviewing for positions. Quality shut-eye is one motivation tip for job seekers we can all agree upon.6. PlaySchedule playtime so you can release yourself from the tyranny of what might seem like a perpetual chore. Unstructured play boosts immune response and can also help stimulate creativity, often indispensable to job searches (and a skill coveted by many employers).7. Shake up your environmentSometimes the brain needs new stimulation to stay sharp. Take a different route to the grocery store or to your kids school. Drop in and explore some business or park you always pass by but never enter. Go on a road trip just because. Work on your job applications or update your LinkedIn profile from Starbucks or the local library. Change the surroundings, and your mind will be mora alert to everything due to the newness around you.Let TopResume help you write the next chapter of your career. Heres how.Recommended ReadingHow to Know When Its Time to Quit Your JobFree DownloadJob-Search Jumpstart PlanWhat to Do When Your New Job Isnt Your Dream JobRelated Articles

Sunday, January 5, 2020

5 Avoidable Reasons New Hires Keep Quitting - Spark Hire

5 Avoidable Reasons New Hires Keep Quitting - Spark HireRecruiting new talent for your company is no cheap or easy endeavor. In fact, for many companies with small hiring budgets, one hire can easily exhaust their entire budget. Our recent report confirms, with the average cost-per-hire as high as $2,000 for companies with hiring budgets between $1,000-5,000, its critical new employees are prepared to stay. With opportunities everywhere during this period of record low unemployment, its increasingly more common for new hires to quit right out of the gate. The good nachrichten is, you can stop talent loss by understanding the top reasons new hires leave and proactively fixing the system. Here are five reasons your new hires may be calling it quits1. Company culture isnt what they expectedAttending an event and feeling out of place is an uncomfortable experience. Now imagine that feeling eight or more hours each day. Its no wonder new hires that dont have a strong grasp of the companys culture before coming on board are more likely to quit within the first month. Remarkably, for 44 percent of job seekers in a 2019 CareerBuilder study, company culture is even more important than salary. Make highlighting company culture a foundational part of the recruiting process. Focus on producing videos that feature an accurate and genuine behind-the-scenes look inside your company. This could be as simple as employees chatting about why they love their roles or what makes the company a match for them. You could even feature team-outing photos at special work-related social events or volunteering on your social media and careers website.Make highlighting company culture a foundational part of the hiring process. Click To Tweet2. They feel unsafe in the workplaceFeeling safe and secure in the workplace is indispensable to employee success and retention. If new hires arent fully versed in policies and procedures, they may feel unsafe and seek out new opportunities instead of fo llowing appropriate protocol to find an internal solution. Not surprising, 71 percent of hiring professionals in a 2019 Global Talent Trends survey say anti-harassment policies play a big part in talent acquisition, but only 37 percent highlight the policies during the hiring process. Turn new hires into tenured employees by keeping them well-versed in updates to policies, especially those that impact their safety and well-being. Make their connection to managers and human resources as comfortable and seamless as possible at all times. This could mean setting a check-in with HR a few weeks after their new hire date to establish a good relationship and an open line of communication.3. They werent given the necessary training to succeedWhether entry-level or upper-management, the investment placed on training new hires makes or breaks even the most skilled candidates. Without proper training, new employees feel lost, inadequate, or even cause profit loss due to under or poor performan ce. Designate mentors to onboard and train your new employees. This will provide a personalized, hands-on approach to ensuring they engage and thrive in the first months. The combination of the basic skills they need to work effectively in their new position and a place to turn for immediate answers and assurance gives new employees the confidence and know-how to perform to their highest profil.4. The role wasnt what they thought it would beOutright deceit is never the absicht of companies. Yet all too often, candidates are sold a dream job that doesnt pan out. In fact, according to the 2018 Recruiter Nation Survey, 43 percent of employees report their day-to-day role wasnt what they had been led to believe during the hiring process. Its crucial candidates are provided a clear, consistent, and honest description of the role they will fill from recruiting through hiring. Produce short video clips featuring individuals who performed in the role with their account of the day-to-day res ponsibilities to post along with the job description. Or introduce managers the new hire would be communicating with daily to answer questions about the role during a live video interview. Give candidates an accurate depiction of the role theyre being considered for.Click To Tweet5. They dont see a future in which theyll reach their career goalsIf a new job feels like a dead end, new hires will have no reason to commit for the long haul. Ambitious new employees will be quick to call it quits if theres not a clear career growth path for a long-term stint with the company. Make the full growth potential of your positions evident to new hires. Assess what their individual goals are in their career and with the company. They may want to reach for a new certification or degree, bigger salary, or even see clear potential for mobility into another department in the future. Map out a plan to help new hires feel confident they can reach their goals. Be sure to show how frequent assessments a nd goal-setting meetings help determine the best way to continue down their path toward greatest success.

Wednesday, January 1, 2020

The Benefits of an Agile Approach to Project Management

The Benefits of an Agile Approach to Project ManagementThe Benefits of an Agile Approach to Project ManagementThe more traditional Waterfall approach to project management, which all the major project frameworks such as PRINCE2, APM BoK and PMBoK came from, works well in more stable contexts. There is a clear case that the world we operate in since PRINCE2 was launched in 1996 is now far more volatile, uncertain, complex and ambiguous (which youll see abbreviated as VUCA. Waterfall approaches that encourage thorough big design at the beginning are still relevant where we can be confident of requirements before work begins that ansicht will not need to change significantly during the life of the project. However, such are the volatility of operational drivers that bear upon businesses that often the customer simply must adapt. The urgency of these drivers will not allow them to wait until the end of the project. So this might require frequent changes throughout a project. With a water fall process, this probably means expensive re-working of the plan and wasted effort. This leads to our belief that taking the Agile approach of frequent small deliveries coupled with a more continuous conversation with the customer allows much greater flexibility and delivers results, and therefore benefits, much more quickly. The beauty of Agile is that customers can decide what they want to achieve as they see what the suppliers can achieve. Its approach is one of learning by doing, allowing teams to reflect on their experiences as they go along and adapt accordingly. The success of Agile comes down to a number of key elements. The 3 main factors in the success of Agile are set out below. Success Factor 1 A Self-Organizing Team To start with, you need a self-organizing team. By moving away from silo working, team members are encouraged to use their overlapping skills and work together, which in turn gives them much greater empowerment and satisfaction. Success Factor 2 Tim e-Boxing and Requirements Management Then theres timeboxing, where the emphasis is on fixing the time and cost elements of a project but also allowing the plan to evolve so requirements can be prioritized, with crucial input from a customer representative, as work progresses. The Agile contract between customer and supplier is radically different to the expectations of Waterfall requirements are flexible, within agreed parameters, but time and cost are not. Its always tempting to put too many priorities into the must haves section of the requirements. Agile practice will usually keep these to around 40% of the total effort. Scope creep is one of the seven things that can derail your project, so this must be managed effectively. Similarly, Agile teams will also ensure there is only a finite number of tasks in the doing category work currently being carried out right now to help reduce the complexity of projects at any one time. Success Factor 3 People Engagement People engagem ent is a critical part of Agile working and is successful because all the different stakeholders within a teamwork closer together and are empowered to have more say in both what they do and the order of the work. This is recognized as being much more motivational than the classic command and control approaches which tend to be common among management. Agile Is Not What You Think Of course, not everyone is ready to embrace Agile and one of the common misconceptions is that there is some sort of overall unifying Agile methodology. That rather misses the point. There is no one right way of organizing and managing an Agile project, and thats what makes it so attractive to some, and threatening to others. Some try to adopt Agile techniques while at the saatkorn time continuing with a waterfall perspective, but as you might expect, this is unlikely to deliver success it is the Agile way of working that makes the techniques work, rather than the other way round. Lastly, there are tho se who think Agile is only relevant to software development, but thats simply not true it can equally be used on a variety of non-software examples, such as renovating a large building, improving business processes or improving job aids for customer-facing personnel. Common Barriers to Agile Working One of the main reasons why Agile wont work is if an organization operates a culture of micromanagement and entrenched silos of working that wont allow collaborative behaviors. Other issues are likely to include weak team leadership or trying to implement it in organizations where the nature of the work is such that working releases is inconceivable in small iterations. Why Agile Is Here to Stay Agile has made such significant inroads that it cannot be dismissed as a fad and should be understood by all managers who are involved in innovation and development. To ignore it now is to miss an opportunity that can deliver quick results and achieve cost savings. Apple, Amazon, GE Heal thcare and Salesforce.com are among those organizations that are already using Agile, having recognized that it is better suited to the complexities of 21st Century organizations. And above all, Agile knows how to get the best out of knowledge workers and ensure they stay motivated. Learn five ways to motivate your team whether you work in an Agile environment or not. Faced with those conclusions why wouldnt you want to be more Agile?

Friday, December 27, 2019

What to Do if You Keep Hearing No from Companies

What to Do if You Keep Hearing No from CompaniesWhat to Do if You Keep Hearing No from Companies When youre on the job hunt and you get hit with Well give you a call, but the call never comes, it can become quite frustrating. Not getting any answer is sometimes mora discouraging than getting a rejection. But in the job-seeking world, you will often find yourself receiving more negative answers, rather than positive ones. The real reason behind it may be related more to the technology that supports the recruiting system, rather than to your overall job skills. The recruiting process has suffered many changes throughout the years, in the hopes of successfully implementing new tools that can help the HR department and streamline the entire process. And while some of these technologies have turned out to be quite helpful , such as job platforms that connect employers and job seekers, others are a constant pain for both recruiters and applicants. Online job application questionnaires are often stiff and redundant and do notlage help any of the parties involved. For example, there is no real need to elaborate on your tasks and duties at your previous job, if you have already mentioned you have worked as a school teacher. Any recruiter should be able to tell what your tasks were if you taught English for high school students, but despite that, most applicant tracking systems (ATS) require an answer that is already obvious. Instead, they should be focusing more on your accomplishments and skills, in reservierung to successfully determine the real difference between qualified and underqualified applicants. The recruiting process has been dehumanized and automated in a way that has become inefficient. We focus more on intimidating and discouraging candidates by using inefficient technologies and making them go through pages of questions that are not always relevant in the hiring process, says Angela Ross, HR Manager at Flash Essay . What most ATS d o is they screen resumes based on certain keywords that match the job description. If your resume does not include those exact same keywords, your application will most definitely not reach the hands of a recruiter . Fortunately, technology can also be used in your advantage this time, as there are multiple websites that specialize in writing resumes or intent letters, to fit the criteria of an ATS. Those tools are specially designed with recruiting technology in mind to help employees get their resumes through the screening process and on the interviewers desk. Applicant tracking systems follow a strict pattern and some resumes, although filled with relevant information, do not pass the system, says Amy Jones, Employment Specialist at WriteLoad . Keep your resume as simple and concise as possible and include information from the job description. Avoid unnecessary information that may not be ATS-friendly.Spelling mistakes can be the end of your resume, as the system cant go pas t them and will not understand that you meant to write time-management instead of time-management. So, make sure you perform multiple spell-checks before submitting your application. If you want to be 100% sure you dont have any mistakes , run your resume through a spell checker after you have finished it, to avoid all possible mistakes. Sometimes, the fear of getting rejected can make you lose focus before even getting to the interview. While sending resumes out to every single job offer you may have heard of is not the best way to approach the situation, neither is giving up and laying in bed all day, hoping to hear from that company you sent your resume to three months ago. You have to make sure you keep your focus and only apply to positions that are suited for you. Otherwise, you might find yourself getting a job that does not bring you any kind of fulfillment. Make a primary goal of your job-hunting process to only apply to positions that truly interest you and fit your s kills. Another mistake that most candidates make after a few rejections is to start overanalyzing the entire process. While recognizing your mistakes and correcting them is part of growing up, constantly going over certain situations and focusing on what went wrong can only work in your detriment. Remind yourself that this is part of the process, learn from it and move on to the next one. Try reaching out to the hiring manager and ask how you can improve. You may get the exact answers you were looking for, said Daniel Bennet, Hiring Manager at EssaySupply . For example, if you applied for a sales position, you might be able to learn that, although your skills were perfect for the job, you might have come out as shy, which is not a good thing for a salesperson.While nobody says you should go looking for an accountant position if you have 7 years of experience as a VP of Marketing, looking for other jobs in the same filed , such as Marketing Officer, or Marketing Manager. You mi ght even want to consider going for a lower position at first and, with your skills, get promoted in no time. There is no point in narrowing your search , just because the job title does not include the word manager. Apply, go to the interview and discuss more with the recruiter when you get there. You have no reason to turn down a job that fits your salary expectations, is close to your home and offers an enjoyable working environment just because it does not have a certain title on the door. Landing a job is not always an easy task and the process can sometimes take out the worst of you. What is important is to analyze the situation, understand that is not always your fault for not getting that callback and focus on moving forward, rather than getting stuck on the last negative response you got.

Sunday, December 22, 2019

Create a Dress Code that Fits Your Company

Create a Dress Code that Fits Yur CompanyCreate a Dress Code that Fits Your CompanyCreate a Dress Code that Fits Your Company RossheimWhile the workplace trend to more casual dress continues, todays dress code isnowhere near that simple. One key considerationMillennialsnow 16 to 34 years old and all of legal age to work make different assumptions than their elders about what to wear at work. And while personal style is in, lack of consideration is out.Finally, diversity and its expression from gender fluidity to religious observance is a hot topic across American society particularly your summer dress code policy.With these crosscurrents in mind, here are 11 tips from managers, business owners and a staffing executive for how to create a dress code that conveys your company culture while also making your customers relax and feel respected.Define dress terminology by example. To your company, business casual means Dockers are OK. To abedrngnisher company, business casual requires d ress slacks. So define your terms of dress, especially for workers who only recently came of age.Millennials need definitions of what the dress code means, says Brandi Britton, a district president for staffing firm OfficeTeam. Their professional tends to look more like what we mean by business casual. Spell out your dress code in gender-neutral terms. If your work dress code gets very specific, make reference to articles of clothing, such as shirts and pants, not to gender, advises John Conway, an attorney who represents workers and retirees in labor matters.Discretion need not rule out style. If management has a good relationship with staff, its possible to rule out the provocative without mandating conformity.We had an incident a couple of years ago with a therapist who wore hot pants, says Bob Najjar, co-director of the Psychotherapy Center for Gender and Sexuality at the Institute for Contemporary Psychotherapy in New York City. We couldnt allow that, but we do let people expre ss themselves.Dress up for big clients who might expect it. Whichever way the sartorial winds blow in the American workplace, one guidepost is constant Meetings with big clients often require an attire upgrade. When a major multinational corporation comes in, we dress up a bit, says Richard Laermer, CEO of RLM Public Relations in New York City. I put on a sport coat and nice pants.But dont make clients uncomfortable by overdressing. Some old-school managers think you can never go wrong by suiting up theyre wrong. We dont want a client company to feel like the FBI has raided them, says Britton.Even for virtual meetings, dress with intention. Yes, videoconferences have become ubiquitous. A client could have an office across the street and still wants to FaceTime, says Laermer. But it isnt always OK to come as you are for a Skype meeting. Its safer to wear at least a nice blouse or a button-down shirt even if youre wearing denim where the camera cant see.Give kind guidance to less-exp erienced workers. While the dress code may seem self-explanatory to old hands, the subtleties of dressing up or down at times will elude newer or younger workers. Sometimes when a client comes in, a junior executive wears a suit and tie, and that cracks me up, says Laermer. A little advice given in private and in advance may be more demonstrative of a culture of respect regardless of seniority.Ask employees to consider their coworkers. Client sensibilities shouldnt be the only driver of your dress code. Last year one of our execs came in wearing a T-shirt, and I had to say no, because it angered other employees, says Laermer.Dont be arbitrary. Your company might get in legal trouble if you say you have no dress code as many smaller enterprises do these days and then nix what an individual chooses to wear on a given day.Employers must give advance notice of the dress code, and enforcement cannot be ad hoc, says Conway. If theres a disagreement, its best to work through it with a de liberative process. Keep in mind that the manner in which you resolve problems will reflect heavily on the culture of your company.Make accommodations for legitimate exceptions. The number one problem in establishing uniform dress code is inflexibility that would allow for accommodation of certain practices such as religious beliefs, says Conway.In EEOC vs. Abercrombie, the Supreme Court ruled against the retailer for declining to hire a woman who wore a head scarf even given the clothing chains rule against head coverings and the fact that the woman did not disclose in her interview that she wore a hijab for religious reasons.Watch your legal exposure. When in doubt, seek legal counsel on your dress code and its enforcement. We sent a guy to work at the front desk of a client, says Britton. He wore a single, long earring, and the client didnt like it. But the legal advice welches that they had to allow it.

Tuesday, December 17, 2019

The Introvert#8217;s Guide to Starting a New Job

The Introvert8217s Guide to Starting a New Job The Introvert8217s Guide to Starting a New Job Most, if bedrngnis all, of us get a little anxious when starting a new job. Will we be able to handle our new responsibilities? Will we make a good impression on our coworkers? Did we make the right choice? Should we have stayed at our old job?The nerves can be especially debilitating for introverts, who tend not to be big fans of meeting a lot of new people at once.To help make the transition to a new role a little easier, OnStride Financial recently put together an infographic outlining 10 ways that introverts can prepare for their first days on the job. Check it out below for advice on what to do before, during, and after your first day at a new gig