Okay, don’t be jealous, but I totally have a fan.
Last week, what appeared at first to be a spam comment on my post turned out, on second glance, to be a legitimate (if slightly off-topic) comment/question from someone who’d found on MSN an article I wrote last year, geared toward job seekers.
After reading “10 Ways Your Résumé Irks Hiring Managers“ (one of which is including personal or nonessential information like interests, activities, and links to personal Web sites), reader Sonia Zuzartee posed the question:
Could omitting such information from her resume actually put her - particularly as someone from another country - at a disadvantage by not enabling hiring managers to see “the ‘real me’ outside of my work experience and qualifications?”
Of course, I see what Sonia’s getting at - that certainly, there must be cases where these things might be relevant (after all, doesn’t it stand to reason that someone with a diverse set of interests would bring new and interesting ideas to the table?).
But it still seems to me (just as it did when I wrote the article and which the hiring experts I interviewed confirmed) that things like interests and hobbies or personal Web sites that have no discernable relevance to the job in question have no place on a resume.
Of course, who better to settle this than you guys? So, tell me…
Do personal interests - if arguably relevant - ever belong on a resume or are they always taboo? Honestly, how much information do hiring managers really need (or want) from a resume?
And, hey, as long as you’re sharing…What about resumes irk you the most? (C’mon, it’s Monday…)
When it seems like you can’t turn to any news source without hearing about another round of layoffs or budget cuts, it’s nice to hear that there’s at least someone getting a raise in this economy…even if it is for Jamie Spears - a.k.a. Britney’s dad.??
Last week an L.A. court gave him a generous??bump in pay??for managing his daughter’s??estate -??to the tune of $75 an hour. (That’s $12,000 per month, y’all!)?? Hmmm…I guess I can see that.?? I mean, “Daddy” Spears must be doing something right, right?????
You don’t need to hear yet again that we as a nation are in a state of economic turmoil. But you should be aware that moving forward, your employees are looking to your leadership to guide them through economically troubled waters and onto safe workplace ground. Tensions are high, pocketbooks are light, and morale is low. Now, more than ever, they need a leader who is strong, realistic, and able to create a sense of balance. It is not an easy task, but we have laid out some tips to help you reinforce confidence during these trying times.
How you choose to react to our current economic situation as an employer - and as a leader - will make a significant difference not only in your own life, but in the lives the employees who depend on you.
Today, while others are reflecting on the most memorable events and accomplishments of the past year (for me, 2008 will always be remembered as the year I learned how to spell “Blagojevich”), CareerBuilder.com looks ahead with the release of its 2009 U.S. Job Forecast.
According to the annual survey of hiring managers and HR professionals conducted by Harris Interactive????(spoiler alert!), employers will be slower and more cautious about hiring in the coming months.????But wait, there’s more…
You don’t need to hear yet again that we as a nation are in a state of economic turmoil. But you should be aware that moving forward, your employees are looking to your leadership to guide them through economically troubled waters and onto safe workplace ground. Tensions are high, pocketbooks are light, and morale is low. Now, more than ever, they need a leader who is strong, realistic, and able to create a sense of balance. It is not an easy task, but we have laid out some tips to help you reinforce confidence during these trying times.
Today, while others are reflecting on the most memorable events and accomplishments of the past year (for me, 2008 will always be remembered as the year I learned how to spell “Blagojevich”), CareerBuilder.com looks ahead with the release of its 2009 U.S. Job Forecast.
According to the annual survey of hiring managers and HR professionals conducted by Harris Interactive® (spoiler alert!), employers will be slower and more cautious about hiring in the coming months. But wait, there’s more…
When it seems like you can’t turn to any news source without hearing about another round of layoffs or budget cuts, it’s nice to hear that there’s at least someone getting a raise in this economy…even if it is for Jamie Spears - a.k.a. Britney’s dad.
Last week an L.A. court gave him a generous bump in pay for managing his daughter’s estate - to the tune of $75 an hour. (That’s $12,000 per month, y’all!) Hmmm…I guess I can see that. I mean, “Daddy” Spears must be doing something right, right?
After all, less than a year after his daughter had a very public nervous breakdown and he took over managing his daughter’s estate so she could recover from personal and professional hardship, she staged yet another comeback - including a best-selling album and an upcoming world concert tour that’s quickly selling out.
Talk about resiliency…that kind of thing doesn’t happen by accident.
So it occurs to me that perhaps, as employees face personal and professional difficulties and strive to look toward future opportunities, managers could take some cues from the guy who could very well be the hardest working man in business (show or otherwise):
- Show your vulnerable side - Be honest about the challenges your company is facing - the news may not be good, but focus on the opportunities these challenges open up. (And in most circumstances, it won’t be necessary to communicate this in the form of an MTV special or a cover story in People.) Encourage your staff to ask questions, voice concerns or contribute ideas, which gives your employees a sense of confidence and control about the situation.
- Build a loyal fan base - Part of why Brit Brit was able to come back was that she had such a strong fan base from the beginning, who truly wanted to see her succeed. Think of your employees as the fan base you want to cultivate. Part of what determines your company’s success will depend heavily on the culture you’ve built, which determines how strongly your employees will work toward that success.
- Create buzz - For Britney, it was leaking her single on iTunes and announcing a live performance on GMA. For you, energizing your base might be slightly more subtle. This recent New York Times post explains the importance of - and genius simplicity in - improving morale and production with (often uncomplicated and inexpensive) team building activities.
- Give them what they want to see - As in, a leader. According to a study from the Center for Creative Leadership, your success as a leader is tied to “your ability to project an authentic leadership presence in the eyes of employees…” If you’re (forgive me) Britney Spears, then the conference room is your stage - own it. Your employees expect you to be the image of calm, confidence, inspiration and good judgment right now. Don’t disappoint.
If you’re, like me, feeling a little cabin fever-y because it’s three $%@ing degrees out where you are, too - or you’re simply restless due to the upcoming holiday weekend…here’s one more Monday/fun-day item for you.
Yesterday’s featured item from MSN Careers - the “10 Worst Employees of 2008” - summarizes news stories, from around the country and throughout the year, of employees whose antics put Tracy Jordan to shame. Check it out and keep in mind that, as much as you might dread holding your annual employee performance reviews, you could have it worse….
Be thankful you’re not the manager of the Illinois bartender who was suspended for serving drinks in her birthday suit…or of the coroner from Georgia who stole $325 in gift cards from a deceased woman (classy). Then again…Think you can beat these stories? Be my guest.
We’re not going to accuse you of having a “case of the Mondays” - but we are aware of the fact that it is, indeed, Monday morning. With that said, we thought we’d pass this little game along. If you need a break or want to work off some of that morning meeting aggression, just click below. We just started rolling this out, so let us know what you think!
http://www.hirecandidates.com/games/football/forward_index_mb.html
Back in Q3, nearly one in four workers (24 percent) said they were fearful of layoffs at their firms, according to a CareerBuilder.com survey (conducted among 2,922 hiring managers and HR professionals and 7,960 U.S. employees).
Not surprised? I’m not either. And I would venture a guess that in light of recent layoffs at many U.S. companies, the percentage has increased since this survey was conducted.
So here’s kind of a genius idea. Best Buy recently launched a contest asking employees throughout the retail chain to create a motivational video encouraging employees to participate in the company’s 401(k).
When the contest wrapped up, 401(k) participation increased by 30 percent - which is pretty significant considering, well, we’re talking about 401(k)’s here…it’s not exactly free pizza in the break room - people aren’t going to seek it out with quite the same urgency.
But here’s why it’s genius: Best Buy found a way to implement an effective employee engagement activity - at almost no cost or extra work on the company’s part. Okay, maybe “genius” is a strong word (Best Buy of course isn’t the first company to embrace social media.)…
But instead of simply saying “we want to engage employees using social media” and arbitrarily signing up for Facebook or half-heartedly setting up a blog, Best Buy chose a specific medium (video), with a concrete purpose in mind (increase retirement benefits participation), and in such a way that they could see the direct benefits (a 30 percent increase).
I hope other companies follow suit - in truly thinking about what will work best for the goals they want to achieve - as they consider social media. I know (and am guilty of it, too) that conversations on social media tend to focus strictly on sites like Facebook and Twitter - and we often get sidetracked with wondering how these things will affect the bottom line - but really, there’s no end to the possibilities of or uses for social media.
For one, this kind of project Best Buy underwent could also effectively generate awareness of benefits employees probably don’t even know they have, such as financial planning assistance, wellness information, work-at-home opportunities - you know, the kinds of things that show your employees you care about their benefit and generate company loyalty, boost morale, drive productivity…all that good stuff.
What else ya’ got? What is your company trying differently to engage employees? Better yet, what do you wish it would try?
Earlier this month, U.S. News released this article listing 10 cuts employers are expected to make in 2009:
- Layoffs
- Hiring freezes
- Higher health costs
- Travel restrictions
- Training cuts
Earlier this month, U.S. News released this article listing 10 cuts employers are expected to make in 2009:
- Layoffs
- Hiring freezes
- Higher health costs
- Travel restrictions
- Training cuts
- Canceled parties
- Salary freezes
- Reduced merit increases
- Pension freezes
- Cut 401(k) matches
Yes, seeing this list is disappointing, given what we know about the negative impact of hiring freezes and layoffs. But as we see more and more companies take such measures in the face of economic challenges, believing they’ve exhausted every other alternative, it’s hardly surprising to see that more companies are expected follow suit.
I won’t pretend to understand how employers make these types of decisions, but I can say this with absolute certainty: You still need to invest in your employees. Because if anything’s going to help your business survive this recession, it’s your employees.
Even if that investment is as simple as helping them manage their finances to taking the time to openly discuss with them your current challenges - and looking at opportunities that lie ahead, you might be surprised how far simply showing your employees that you’re concerned about their needs can go toward improving morale.
We’re smack-dab in the middle of holidayness, surrounded by tinsel, lights, spiked eggnog, trees on tops of cars, bad sweaters, gift exchanges, parties, non-stop playing of Mariah Carey’s “All I Want for Christmas is You”…did I mention spiked eggnog?
Unfortunately, despite all of our holiday fun, the reality of recent headlines is a bit sobering. The recent news of a Wal-Mart employee death, for example, is news that I’m still reeling over, and real company cutbacks are not as funny - or as easy a decision - as this:
Sports movies are littered with clichéd motivational speeches of coaches in the locker room, spurring their teams to overcome insurmountable odds and take home the title, whether it’s uttering, “Win just one for the Gipper” or “Make sure they remember the night they played the Titans.” These speeches are second nature in sports, but within the company walls, motivating the team can be a challenge.
We’re smack-dab in the middle of holidayness, surrounded by tinsel, lights, spiked eggnog, trees on tops of cars, bad sweaters, gift exchanges, parties, non-stop playing of Mariah Carey’s “All I Want for Christmas is You”…did I mention spiked eggnog?
Unfortunately, despite all of our holiday fun, the reality of recent headlines is a bit sobering. The recent news of a Wal-Mart employee death, for example, is news that I’m still reeling over, and real company cutbacks are not as funny - or as easy a decision - as this:
Many companies are cutting back on the often costly end-of-the-year perks and commemorations of the season, such as bonus amounts, employee gifts and lavish company bashes, according to a recent CareerBuilder.com survey conducted among more than 3,000 hiring managers and HR professionals.
The results on fourth-quarter giving reveal where employers are cutting corners most:
Don’t Count on It
- One-third (34 percent) of employers planning to give holiday bonuses will pay out the same amounts or less this year than in past years
- Of those employers decreasing bonuses, more than half (54 percent) plan to decrease by at least 10 percent
- A whopping seventy-four percent of employers decreasing bonuses will lower amounts up to 25 percent
Wrap it Up
- One-third (29 percent) of employers planning to give gifts to employees say they will spend the same or less this year than in the past
B.Y.O.P. (Bring Your Own Party)
- Seventeen percent of employers plan to cut back on the celebrations this holiday season
Despite these sobering numbers, it is vital that both employers and the employees working for them keep a few things in mind. “The current economic state and its repercussions may be causing anxiety in the office, but it is important for employees to try to remain positive,” says Rosemary Haefner, VP of human resources for CareerBuilder.com.
Haefner adds, “Cost-cutting on bonuses, parties and other holiday perks is often a cautionary measure in challenging times. Employers are doing their best to clearly communicate cutbacks to employees to ensure the reasons behind trimming are understood by all levels within the organization.”
Haefner offers the following advice for workers encountering holiday cutbacks:
- Factor possible cutbacks into your budget. If you’re anticipating a bonus this season, be sure to budget accordingly so that you can handle your financial obligations if your bonus is eliminated.
- Donate your time. While companies may not have the budgets to throw a holiday party this year, employees can suggest charity work as an alternative. That way, co-workers can get into the holiday spirit by helping others and giving back to their community.
- Make connections. Use the time you would have spend at a holiday party to attend a local professional networking event of seminar with a few colleagues. By doing so, you can build your professional network and socialize at the same time.
- Don’t lose your holiday spirit. Even if your company holiday party is cancelled, it doesn’t mean that you can’t celebrate the season with co-workers. Plan a low-key celebration in the office such as a potluck or set up a gathering outside of work for your own holiday party.
On my team here at CB, for example, we’re having a potluck lunch tomorrow and getting in the spirit of the holidays with some spirits afterwards. It’s definitely scaled down from other company celebrations I’ve taken part in, but the important thing is that we’re spending some quality time together, away from the stress and busyness of our 9-to-5 lives.
I know that some of you indicated on our survey on The Hiring Site that you’re doing away with the holiday party this year as well. What else are you cutting back on this holiday season? And what are you doing to modify or replace the company holiday traditions of years past? I would love to get your thoughts on this one.
Despite our trying times, by finding new, creative, and low-budget ways to signify the season, you will likely also be helping your employees feel a little less Scrooged - and a little more spirited - this year.
When I was in high school, I had to attend this spiritual weekend retreat with my Junior class. Throughout that weekend, there was a grossly unwarranted amount of hugging - your neighbor, yourself, the closest tree - that went on and that I was not expecting.
Great office environments can not only boost creativity and out-of-the-box thinking, but they can also promote higher attraction, engagement and retention of your employees. We recently talked about the best fictional places to work, and our own VP of marketing Jason Ferrara wrote about making your company a best place to work.
What gets them going in your office? This time of year can more difficult than others to keep employees motivated with all of the distractions of the holidays and fallout fears with the economic climate.
If your idea of motivating employees is making sure there are enough highly-caffeinated beverages to go around, then you need to re-think your strategy. But you are not alone. Companies everywhere struggle with the concept of workforce motivation, realizing it must go beyond an inspirational speech and cannot be just a one-time thing.
As motivational expert Zig Ziglar suggests, “People often say that motivation doesn’t last. Well, neither does bathing—that’s why we recommend it daily.”
The question then becomes how you go about it. Whips to the backs may get immediate results, but it leaves deeps scars, wears people down and creates an incredibly negative atmosphere. Carrots on strings will move someone forward, but only so long as they have an appetite or fail to realize it is a fruitless pursuit. Encouraging words, either spoken or framed on the wall beneath an accompanying image can ring true for some, but hollow to others. Of course, the adage “money talks” is a motivational language everybody speaks, but in this economy, most company budgets are barely whispering, leaving little to go around as bonuses and raises.
What works for one may not work for another, but an effort must be made to keep your team focused and your company profitable. In this two-part series, we’ll look at different basic techniques that can be used to motivate both employees individually and the team as a whole, helping to build a culture of success within your organization.
5 Tips for Inspiring an Employee
Get Personal
Get to know your employees well enough so you know what makes them tick—spend time meeting one-on-one or over lunch to learn more about their personality. Observe the individual’s reactions and performances on certain tasks, determine their strengths and weaknesses, and decide what does or does not work for giving the regular push they need. If having a tangible quota or deadline is what propels them, utilize those pressures to get them going. If they are incited by positive reinforcement, write an encouraging note or e-mail. Overall, make motivation unique.
Communicate Appropriately
American poet William Carlos Williams is credited with coining the phrase, “It is not what you say that matters, but the manner in which you say it.” The advice is something most fault others for not following, but rarely recognize it with themselves. Therefore, be very careful about the words you choose, the tone that expresses them and the body language displayed when sharing the message. Backing up your communications with positive appearances and deliveries that exude confidence in individuals will further help them rise to the occasion.
Create Ownership
In a recent Entrepreneur.com article, Paul Levesque writes about the ease of distinguishing between employees and owners of neighborhood businesses based on their differing approaches with “owning” the customer experience. It is just human nature to work harder for success if you have a personal stake in the matter. Create a sense of ownership for employees by having them develop and oversee a particular project—especially one that is tailored specifically to talents they have exhibited but have not yet had the opportunity to fully leverage. Also, give opportunities for building sweat equity, sharing some fruits of their labor in some type of monetary or tangible fashion once success is met.
Tie Individual to Corporate Success
“In motivating people, you’ve got to engage their minds and their hearts. I motivate people, I hope, by example—and perhaps by excitement, by having productive ideas to make others feel involved,” explains media-mogul Rupert Murdoch. Incorporate your ideas into reachable goals for individuals and explain regularly how what they do matters to the company achieving success. If an individual feels as though they are a contributing factor towards making the company’s bottom line appear in black ink instead of just pushing pencils and picking up paychecks, you are empowering their initiative.
Recognize
When someone performs a job well done, say so publicly. And not just to those on your immediate team, but upward and outward so that other departments and even upper management will hear. Some companies distribute certificates of appreciation while others provide tokens such as gift or dining cards. The desire for “atta-boy” comments and accolades can become contagious when a leader starts spreading them around, motivating the peers of the lauded individual to seek out their own words of affirmation or prizes. Whether it is on paper, pecuniary or public, make sure credit is given when credit is due.
Just over a month ago, we elected a new national leader. Many were happy with the results, while some were disappointed; but I think we can all agree on being thankful that, after two years of campaigning, the process is finally over. Prior to the election, people were both enamored and critical over certain qualities the two unique presidential candidates showed. We won’t ask who you voted for here, but we would like to know what qualities attract you to a particular leader. Is it someone who is daring or diplomatic? Brilliant or wise? Authoritative or relational?
Read More…
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