Posted by Mark Brousseau
If you’re like most people, 2010 was a long, exhausting year at your workplace. You’re tired, depleted, and quite frankly just done with “business as usual.” You’re laying the blame for your fatigue squarely at the feet of the increased responsibilities and long hours you faced. But according to Jon Gordon, you might be wrong. He insists that working hard—when done with a good attitude in the right environment—can actually be quite invigorating.
In other words, what’s wearing you out at work might not be the work.
“Most people wrongly assume that their tasks and responsibilities are what’s grinding them down,” explains Gordon, author of the newly released Soup: A Recipe to Nourish Your Team and Culture. “However, while ‘work’ is a convenient scapegoat, the real culprit is often the negativity of the people you work with and for, their constant complaining, and the pessimistic culture that is now the norm in a lot of workplaces.”
The fact is, many of us work in a world of drainers. And what, exactly, is a drainer? Gordon says the term can describe anyone in the workplace—a boss, coworker, employee, or client—who sucks the life and energy right out of you.
No one sets out to be a drainer, of course. It’s just that some people regularly (and inadvertently) exhibit energy-draining behaviors. What’s worse, many bosses allow them to continue—or are themselves guilty of practicing these behaviors. And over time, the entire culture becomes poisoned.
Don’t fret, though: Gordon promises that if managers are able to identify the offending behaviors and fix them, they’ll be able to spend more time nourishing their companies’ cultures—which will, in turn, make employees happier and more productive, thus increasing the bottom line.
Read on for Gordon’s top twelve draining behaviors (presented in a what-not-to-do format), as well as tips for how you can make a change for the better in each of these situations this New Year:
1. The Energy Vampire Attack
DON’T: Let negativity become your go-to response. There’s nothing more draining than a boss or coworker who is constantly negative. Gordon calls these folks “energy vampires.” They are never happy, rarely supportive, and constantly nay-saying any and all ideas and suggestions that aren’t their own. According to them, you might as well give up before you start.
DO: Respond constructively when someone offers up an idea. Even if you know more about a particular project, have more experience than the rest of your team, or are positive that the suggestions others are making are off the mark, hear them out. Let employees and coworkers know that when they come to you with their ideas, they’ll be heard with an open mind and received with respect. Insist that everyone else practice positivity as well. While negativity squelches creativity and initiative, an encouraging attitude will keep creative juices flowing and encourage constructive dialogue.
“As pessimism rises, performance decreases,” Gordon explains. “You have to encourage optimism and guard against pessimism, or your team will suffer.”
2. The Out-of-Control Complain Train
DON’T: Give in to the temptation to whine. It’s a well-known phenomenon that can have catastrophic consequences: One person’s complaint resonates with someone else, who then proceeds to add grievances to the pile, which prompts yet another individual to throw in her two (negative) cents…and so on. Before you know it, everyone is complaining, and any work that gets done thereafter is marred by a bad attitude.
DO: Push for solutions. The next time a water-cooler conversation threatens to barrel out of control into Complaint Central, step in and ask the complainees how they would make things better. Better yet, take a cue from Gordon’s bestselling book The No Complaining Rule and ban complaints altogether. It’s tough love for sure—but it will also create and sustain a positive culture.
“When you boil things down, complaints are just noise and nothing more—but each one does represent an opportunity to turn something negative into something positive,” Gordon points out. “Turn your employees from problem-sharers to problem-solvers—it’ll make an unbelievable difference in your office’s atmosphere!”
3. The Vicious Voicemail (or Email)
DON’T: Leave critical or harsh messages on voicemail or send them to an email inbox. Nine times out of ten, these critiques seem much more vehement and condemnatory than they actually are. Plus, any communication you send via electronic methods can potentially last forever. Not only could your words come back to haunt you, they’ll also be a constant reminder to your coworker or employee of his or her supposed shortcomings.
DO: Suck it up and conduct the tough talks in person. If you need to have a stern talk with someone, or if you need to talk through a conflict or problem, do it in person if at all possible. You’ll be able to ensure that your words and tone aren’t misinterpreted, and you’ll be able to immediately have a constructive dialogue with the other person. By talking about ways to improve, you can end the conversation on a positive and encouraging note.
4. The Loaded Monday Morning Inbox
DON’T: Overwhelm your team with a mountain of emails before the week is underway. If you’re finishing up your own to-do list late on a Friday night, or if you’re simply trying to get a jumpstart on the week ahead, it can be tempting to dish out the details and to-dos as you think of them. After all, if you wait ’til Monday morning, you might forget to tell those who need to know! However, coming in to an inbox of fifty-seven new messages is draining and makes folks feel like they’re fighting an uphill battle from the start.
DO: Boil down and bundle your communication as considerately as possible. Inevitably, people are going to be working late and sending emails over the weekend—in today’s business culture, it’s unavoidable! However, there are a few things you can do to make “You’ve Got Mail!” less stressful and more efficient for the recipient. Be sure to flag any urgent emails so that your teammates know which tasks to tackle first—and include as many details as possible so that 1) you won’t forget them, and 2) the recipient can get started as quickly as possible. If you can, combine as many of the tasks and questions as you can into one document.
“One email as opposed to ten separate ones is a lot less intimidating,” reminds Gordon. “And if you do fire off a multitude of messages in a moment of panic, a quick note acknowledging the unusual volume can change everything!”
5. The Busy Bee Bamboozle
DON’T: Confuse activity with progress. You know the person. She’s always soooo busy but doesn’t ever seem to meet deadlines or get anything done. When teams are being formed, people secretly hope she isn’t assigned to theirs. She’s living proof of the fact that just because your day is full of things to do doesn’t necessarily mean that you’re getting them done.
DO: Set goals and hold yourself and your employees accountable for results. These results should be ones that matter and that are visible and valuable to your team. It can be helpful to transition over to a day-to-day plan that will help everyone stay on the right track. Most importantly, don’t put your team in situations where the lines are blurred. If the goals are crystal clear, they’ll be easier to accomplish.
6. The Low Performer Look-Away
DON’T: Let sub-par work slide. Simply put, low performers drag the rest of the team down. They are like a cancer inside your organization, creating resentment and generating more work for everyone else. And if you allow them to linger and thrive for too long, your best employees will move on to a more productive environment.
DO: Institute a zero-tolerance policy for low performers. Hold your entire team accountable for meeting their goals and adhering to the same performance standards. If one person consistently misses the bar, then you need to take swift action. Let your employees know that you value their hard work and that you will not allow others to do less and get away with it.
“In support of this initiative, strive for complete transparency,” Gordon advises. “When your team knows exactly what’s expected, they’ll know where they stand—and you’ll be able to make sure that their fears, uncertainties, and questions aren’t holding them back.”
7. The Unclear Communiqué
DON’T: Assume others have all the information they need, or that something you know isn’t really all that important. These hastily drawn conclusions that result from chronic poor communication can lead to serious mistakes and major missed opportunities. Plus, lack of clarity is incredibly frustrating to those who must work with you. When employees, coworkers, or supervisors have to spend their time tracking you down for clarification, rather than getting the communication from you that they need, productivity falls and creativity is stifled.
DO: Make a concerted and proactive effort to make sure that the right people are in the know. Whether it’s letting your boss know that a client’s daughter is getting married (so he can call in congratulations) or telling a coworker that a vendor prefers to be contacted only via email, be sure to tell the appropriate people. You’ll set your entire team up for success and ensure that your clients get the service they deserve. Also, make sure you copy the right people on emails, promptly return voicemails, and are clear about directions and expectations. And if you say you are going to do something, mean it.
“A big part of a successful culture is having a relationship between employees and managers that is built on trust and collaboration,” says Gordon. “And that can happen only if a clear line of communication is established so that inspiration, encouragement, empowerment, and coaching can take place.”
8. The Disorganization Drag-Down
DON’T: Allow disorganization to impede productivity. If you’re managing or leading a company, heading up a big project, or traveling non-stop, it’s likely you’ve lost an email, important paper, phone number, or pie chart or two (or three or four) in your day. You’re busy, and that’s understandable. But constant disorganization can drain your employees and coworkers if they always have to cover your tracks. It may not always be possible, and accidents do happen—but not being able to find the quarterly report for the third meeting in a row sets a bad example, and it depletes others of the energy they could be putting towards other, more productive work.
DO: Make a concerted effort to keep up with your tasks and responsibilities. And if you can’t immediately put your hands on something you need, don’t automatically ask others for help. Take a few minutes to try and find what you need on your own. Better yet, try to think of better systems and processes than the ones you’re using (or not using) now. If you see that someone in your office has a particular knack for organization, ask her for some tips to help you out.
“Remember that there’s no substitute for communication when you do drop the ball,” Gordon instructs. “Tell your employees that between travel, a jam-packed schedule, and working between two computers and a smartphone, you’ve lost something you shouldn’t have. If you are humble and honest about it, they’ll be more sympathetic to your plight and more likely to jump in and help you keep things organized!”
9. The Hasty Plate Clear-Off
DON’T: Sacrifice quality on the altar of expediency. There’s a lot of work to do, and you (understandably) want to get your own tasks done so you don’t hold up others. However, moving through assignments quickly in order to get them off your own plate can also mean that you’re piling the work on someone else. If you’ve rushed, you’re more likely to have made mistakes and been sloppy, which isn’t fair to the person who gets the assignment after you.
DO: Take the time you need to do the job right. Rather than rushing through a report or clicking “send” just because it’s 5:00 p.m., get focused and make sure you do your best work the first time. Pay attention to details, check over your work, and make sure you’ve followed the proper guidelines. Your coworkers and employees would rather have a project that’s done right than one that’s ahead of schedule. (And if you have to turn in a project a day late on occasion, it’s not the end of the world.)
“Doing your best work sets the rest of your team up for success,” notes Gordon. “When people realize that you’re this kind of teammate, they’ll take on your projects with confidence and energy.”
10. The Chronic Deadline Dodge
DON’T: Allow unmet deadlines to throw everything and everyone off-track. With all the unexpected obstacles you face in a workday, it’s not always easy to meet deadlines. And yes, sometimes it’s impossible—but those times should be few and far between. When people chronically miss deadlines, it’s a sure sign of a cultural issue. Either people aren’t giving it their all—or they’re truly overburdened. Either way, your company’s productivity will suffer.
DO: Set reasonable, clear deadlines for everyone involved (and hold hem accountable). Once something gets off-track, nobody is willing to own it. Make sure you set reasonable deadlines that you and your teammates can meet in order to avoid setting folks up for failure. And even if it takes some extra elbow grease from time to time, make a conscious effort to meet every deadline every time (and hold your team accountable for meeting them, too!).
11. The Unattainable Atta-Boy (or Atta-Girl!)
DON’T: Get so caught up in what’s coming down the pike that you forget to acknowledge what’s happening now. Most managers and business leaders would agree that they feel a lot of pressure. And it can be hard for them to constantly be the ones catching the heat from the higher-ups while the rest of the employees have only their own goals to meet and worry about. However, when responsibilities give you to-do tunnel vision and cause you to skimp on the “job well dones,” employees can get discouraged in a hurry—especially if you immediately ask about another goal that’s gone unmet or push more work at them to try and make up for losses in other areas.
DO: Express appreciation and admiration when appropriate. Employees don’t need a pat on the back and a round of applause at every turn. What they do need is to know that you can be satisfied. If, like a hamster running in a wheel, an employee feels as though no amount of hard work or hours spent will ever garner the boss’s approval or satisfaction, his energy and self-motivation will be zapped.
“Leadership is not so much about what you do,” asserts Gordon. “It’s about what you can inspire, encourage, empower, and coach others to do. If employees know you can be pleased and that goals can be reached, then they will happily work toward those things.”
12. The Blame Game
DON’T: Point fingers at others in order to take the heat off of yourself. A mistake is made, the boss is mad, a deadline is missed. If all eyes are on your team and you start pointing fingers, you could be making a huge mistake. If your employees or your coworkers don’t think you shoulder your share of the blame or are unapproachable when it comes to constructive criticism, they’ll start to shut down toward you.
DO: Accept responsibility for your actions gracefully and humbly. Nobody likes to be the one at fault. But owning up to your mistakes and learning from them are big parts of working together and being successful. If you make a mistake, be the first to own up to it and try to do things differently in the future. Also, be open to suggestions and criticisms—they may make the going much smoother!
If some of these behaviors sound all too familiar, don’t despair. The cusp between the year that’s just passed and the one that’s to come is the perfect time to take stock of what’s making your culture less than nourishing—and resolve to make it better.
“It’s important for managers to acknowledge that it’s been a tough twelve months and that you understand why folks are feeling drained and depleted,” concludes Gordon. “Above all, tell them that you are willing and eager to help alleviate some of that stress! A little acknowledgment can go a long way toward a brighter, more productive, and much more energized 2011.”
Showing posts with label employment. Show all posts
Showing posts with label employment. Show all posts
Wednesday, January 12, 2011
Tuesday, January 4, 2011
Connecting with the "Overqualified" Job Candidate
Posted by Mark Brousseau
When a job opens up in today’s economy, it receives a lot of attention. And no wonder: Over 15 million Americans need work. And if you’re a hiring manager, you may have found that the best way to shrink that pile of résumés on your desk is to weed out the seemingly “overqualified” workers first. After all, you reason, those candidates will want too much money and will jump ship the minute they find a better offer. Right?
Not necessarily, says Maribeth Kuzmeski. In fact, she adds, a recent Harvard Business Review article suggests that when you ignore these candidates you’re missing out on the opportunity to add highly qualified talent to your organization.
“The article points out that ‘overqualified’ candidates tend to show a better work ethic, stay, on average, longer than less qualified candidates, and as long as they are empowered are actually happy workers,” says Kuzmeski, author of The Connectors: How the World’s Most Successful Businesspeople Build Relationships and Win Clients for Life and the new book …And the Clients Went Wild! How Savvy Professionals Win All the Business They Want.
To back up these assertions, the HBR article cites studies from folks at the University of Connecticut, the University of South Carolina, St. Ambrose University, and Portland State University, respectively, which show that overqualified workers are high performers, less likely to quit, and value autonomy.
“Saying someone is ‘overqualified’ is basically saying he or she is too skilled or too experienced,” says Kuzmeski. “The truth is, candidates with well-developed skills, a lot of working world experience, and the right attitude are exactly what you should want. When you ignore candidates based on your own assumptions or perceptions about what you see on their résumés, you run the risk of missing out on great employees.
“Instead, take the time to connect with these candidates,” she suggests. “Invite them in and learn what motivates them.”
Below Kuzmeski offers advice on how best to approach the highly qualified hire:
Be open and honest about your concerns. If you have concerns about certain elements of the candidate’s experience, ask about it. If you see that a candidate has an impressive list of achievements, acknowledge them.
“Don’t chuck someone in your ‘no’ pile simply because you might be a little intimidated by his achievements,” stresses Kuzmeski. “Ask the candidate how he plans to use the skills that led him to his past achievements in the position you’re offering, but don’t focus too much on the past. Instead, find out about his current motivations and the goals he has for the position.”
Connect with the candidate’s why. Your worries about a highly qualified candidate can be decreased when you connect with her why. Most candidates are not applying for jobs they seem more than qualified for because they are simply desperate for work—but many hiring managers never find this out because they discard these candidates’ résumés rather than invite them to come for an interview.
“By connecting with the candidate’s why, you can learn her motivations for wanting a position,” notes Kuzmeski. “Even if a person was downsized, maybe she was burned out on what she was doing and wants to jump-start a new career. Or she may want to give up a higher level position in order to get back to something she enjoyed doing earlier in her career. You’ll be able to tell when she is explaining her reasoning and her motivations whether or not she truly has a passion for the job in question or whether she is simply willing to take the first job that is offered to her.”
Recognize that highly qualified people require less training. If a job candidate has been around the block a few times, his adaptability to new situations and responsibilities will be better. That’s good news, because you and your managers will spend less of your own valuable time training him.
“Plus, once you have him on board, it’s likely that you’ll find he is a great help to your other employees,” says Kuzmeski. “Highly qualified candidates bring with them more life experience to pull from when challenging situations arise with clients or other coworkers. You will probably also find that you have added peace of mind knowing that someone who is highly skilled and experienced is hard at work for you.”
Hire based on attitude. This might be the best piece of advice to heed with any hiring decision. As long as a candidate has the basic skills and knowledge required to get the job done, don’t spend time wringing your hands over whether or not she might be too qualified. If the person has a great attitude and is highly motivated, then you might want to give her a chance, especially if the other candidates are less qualified and don’t seem like they will fit in with the company culture.
“Hiring is a tricky business,” notes Kuzmeski. “Sometimes it’s okay to go with the person you like the most. If that person also happens to be highly qualified, then it will only benefit you and your company in the long run.”
Once you have them, empower them. As touched on above, the study from Portland State University found that overqualified employees who are given decision making power tend to be more satisfied with their jobs. The study performed by assistant professors from the University of Connecticut, the University of South Carolina, and St. Ambrose University examined data on more than 5,000 Americans. Those examined, according to the Harvard Business Review article, were high-intelligence workers in jobs such as washing cars and collecting garbage. With those studied, high performance was the norm.
“By giving these employees autonomy, you show them that you have confidence in their abilities and respect the skills and qualifications they bring to the table,” says Kuzmeski. “As a result, they stay with the company and often outperform their fellow employees.”
"The best thing you can do is ignore the myths about ‘overqualified’ job seekers,” says Kuzmeski. “Think about it: These people became highly qualified for a reason—for the most part, they make fantastic employees. You want to hire the right person for the job, not the person you assume, sight unseen, is less likely to leave. By taking the time to connect with candidates and discuss their motivations and goals, you’ll be able to make that judgment for yourself.”
What do you think?
When a job opens up in today’s economy, it receives a lot of attention. And no wonder: Over 15 million Americans need work. And if you’re a hiring manager, you may have found that the best way to shrink that pile of résumés on your desk is to weed out the seemingly “overqualified” workers first. After all, you reason, those candidates will want too much money and will jump ship the minute they find a better offer. Right?
Not necessarily, says Maribeth Kuzmeski. In fact, she adds, a recent Harvard Business Review article suggests that when you ignore these candidates you’re missing out on the opportunity to add highly qualified talent to your organization.
“The article points out that ‘overqualified’ candidates tend to show a better work ethic, stay, on average, longer than less qualified candidates, and as long as they are empowered are actually happy workers,” says Kuzmeski, author of The Connectors: How the World’s Most Successful Businesspeople Build Relationships and Win Clients for Life and the new book …And the Clients Went Wild! How Savvy Professionals Win All the Business They Want.
To back up these assertions, the HBR article cites studies from folks at the University of Connecticut, the University of South Carolina, St. Ambrose University, and Portland State University, respectively, which show that overqualified workers are high performers, less likely to quit, and value autonomy.
“Saying someone is ‘overqualified’ is basically saying he or she is too skilled or too experienced,” says Kuzmeski. “The truth is, candidates with well-developed skills, a lot of working world experience, and the right attitude are exactly what you should want. When you ignore candidates based on your own assumptions or perceptions about what you see on their résumés, you run the risk of missing out on great employees.
“Instead, take the time to connect with these candidates,” she suggests. “Invite them in and learn what motivates them.”
Below Kuzmeski offers advice on how best to approach the highly qualified hire:
Be open and honest about your concerns. If you have concerns about certain elements of the candidate’s experience, ask about it. If you see that a candidate has an impressive list of achievements, acknowledge them.
“Don’t chuck someone in your ‘no’ pile simply because you might be a little intimidated by his achievements,” stresses Kuzmeski. “Ask the candidate how he plans to use the skills that led him to his past achievements in the position you’re offering, but don’t focus too much on the past. Instead, find out about his current motivations and the goals he has for the position.”
Connect with the candidate’s why. Your worries about a highly qualified candidate can be decreased when you connect with her why. Most candidates are not applying for jobs they seem more than qualified for because they are simply desperate for work—but many hiring managers never find this out because they discard these candidates’ résumés rather than invite them to come for an interview.
“By connecting with the candidate’s why, you can learn her motivations for wanting a position,” notes Kuzmeski. “Even if a person was downsized, maybe she was burned out on what she was doing and wants to jump-start a new career. Or she may want to give up a higher level position in order to get back to something she enjoyed doing earlier in her career. You’ll be able to tell when she is explaining her reasoning and her motivations whether or not she truly has a passion for the job in question or whether she is simply willing to take the first job that is offered to her.”
Recognize that highly qualified people require less training. If a job candidate has been around the block a few times, his adaptability to new situations and responsibilities will be better. That’s good news, because you and your managers will spend less of your own valuable time training him.
“Plus, once you have him on board, it’s likely that you’ll find he is a great help to your other employees,” says Kuzmeski. “Highly qualified candidates bring with them more life experience to pull from when challenging situations arise with clients or other coworkers. You will probably also find that you have added peace of mind knowing that someone who is highly skilled and experienced is hard at work for you.”
Hire based on attitude. This might be the best piece of advice to heed with any hiring decision. As long as a candidate has the basic skills and knowledge required to get the job done, don’t spend time wringing your hands over whether or not she might be too qualified. If the person has a great attitude and is highly motivated, then you might want to give her a chance, especially if the other candidates are less qualified and don’t seem like they will fit in with the company culture.
“Hiring is a tricky business,” notes Kuzmeski. “Sometimes it’s okay to go with the person you like the most. If that person also happens to be highly qualified, then it will only benefit you and your company in the long run.”
Once you have them, empower them. As touched on above, the study from Portland State University found that overqualified employees who are given decision making power tend to be more satisfied with their jobs. The study performed by assistant professors from the University of Connecticut, the University of South Carolina, and St. Ambrose University examined data on more than 5,000 Americans. Those examined, according to the Harvard Business Review article, were high-intelligence workers in jobs such as washing cars and collecting garbage. With those studied, high performance was the norm.
“By giving these employees autonomy, you show them that you have confidence in their abilities and respect the skills and qualifications they bring to the table,” says Kuzmeski. “As a result, they stay with the company and often outperform their fellow employees.”
"The best thing you can do is ignore the myths about ‘overqualified’ job seekers,” says Kuzmeski. “Think about it: These people became highly qualified for a reason—for the most part, they make fantastic employees. You want to hire the right person for the job, not the person you assume, sight unseen, is less likely to leave. By taking the time to connect with candidates and discuss their motivations and goals, you’ll be able to make that judgment for yourself.”
What do you think?
Thursday, December 30, 2010
Don't Forget to Network on New Year's Eve
Posted by Mark Brousseau
It’s that time of year again! Time for all those get-togethers that come with the season. If you’re one of the millions of Americans looking for work, however, you’re probably not in much of a celebrating mood. And spreading good cheer at party after party is likely the last thing you’ve felt like doing. For you (and so many others), it’s job search crunch time.
Maribeth Kuzmeski stresses that if you’re seeking employment or looking to take that next step in your career, this is the year you should focus less on the open bar and those trays of tempting hors d’oeuvres and more on maximizing events to make connections that will land you that great new job.
“The holiday season means plenty of opportunities to meet new and interesting people,” says Kuzmeski, author of The Connectors: How the World’s Most Successful Businesspeople Build Relationships and Win Clients for Life and the new book …And the Clients Went Wild! How Savvy Professionals Win All the Business They Want.
“There’s no other time of the year when you’ll have so many events to attend that also translate to more opportunities to network! If you go into them armed and ready to make the most of your time with everyone you encounter, you just might walk away with a ton of new job contacts and maybe even an interview.”
Kuzmeski is an expert at helping businesses and individuals create strong business relationships that will help them get ahead regardless of their professions.
“Great networkers are capable of leaving something behind with everyone they encounter—a thought, a memory, or a connection. This is exactly what you need to do if you are currently in the job market. You need to make strong connections, become a relationship builder. You want to be the first person who comes to mind when someone in your network hears about a great job opening.”
Below Kuzmeski offers advice for how you can network your way to a great new job for the New Year:
Think like an introvert—if you have to go, have a plan. Social events can be nerve-racking, especially when you have so much on the line, as many unemployed partygoers will. But instead of succumbing to your clammy hands and being a wallflower all night, formulate a plan of action ahead of time that will help you make the most of every event. Doing so will ensure that you make all the right connections, and it will help to alleviate all that pre-party social anxiety.
“First, think about which contacts are the most important to you—maybe the HR rep for a company you’ve been eying is there or maybe there are a few people you want to ask about possible openings at their companies—and make a point to speak to each of them during the event (instead of hiding behind the dessert bar the entire night!),” says Kuzmeski. “Find out who will be attending the event. Do some research online or on social networking sites like LinkedIn to learn about attendees. You may even want to consider asking the host for a guest list. Pick five people with whom you definitely want to speak while you are there, and don’t avoid the big names. Make sure you challenge yourself by making an effort to connect with at least one top dog.”
Let them do the talking. (You ask the questions!) There’s nothing worse than coming away from a great networking opportunity realizing that you never got to the point. For example, maybe you learned a big-time CEO’s favorite basketball team, but you have no idea if he is planning on hiring in the new year. As you work the crowds, be sure to have more in your arsenal than small talk. Kuzmeski suggests coming up with a list of questions to use on your fellow party guests. Here are a few great ice breakers to get the ball rolling:
Where did you grow up?
Do you still have family there?
How are your kids?
What do you think about…? (Complete this question with something from current events, your town or city’s local news, or a recent event in your industry.
Remember, it is always a good idea to avoid topics that can lead to contentious conversations, e.g., religion, politics, etc.)
Once the conversation is flowing freely, then you can move on to the questions that might help you land the new job:
How did your company do this year?
I heard you have a great (fill in your expertise) department. Do you think you will be expanding any time soon?
What’s your biggest challenge? (After you hear the answer to this one, if you can, describe how you might be able to help this new contact overcome his challenge.)
“After he answers you, it’s always a good idea to follow up with a secondary question that encourages him to tell you more,” Kuzmeski adds. “The more he talks and you listen, the more he will like you because you are showing genuine interest in him. Pretty soon, he will be asking you questions, and a valuable business connection will have been made!”
Be prepared to pitch yourself in fifteen seconds. It’s no doubt that you have a lot of qualifications and experience. So much that you could probably go on for hours about yourself. But the harsh reality is that no one (except for your mom!) wants to hear that much about your accomplishments. Kuzmeski says that when you’re meeting new people at parties, you should resist the urge to start presenting your résumé word-for-word. Instead, prepare a short, fifteen-second elevator pitch that hits on your career high points and top skills. Think about what’s unique about what you have done and what will stand out in a room full of people who are also talking about themselves. Be sure that whomever you speak with will still remember you at the end of the night.
“The key to an effective pitch is keeping it short while still including your biggest wins,” Kuzmeski explains. “For example, I’ve had great success with the following pitch about myself: ‘Hi! My name is Maribeth Kuzmeski. I own a marketing consulting firm, Red Zone Marketing, which employs seven people who are all focused on helping companies find more business. I’ve worked with an NBA basketball team, with U.S. senators, financial advisors, and mutual fund companies. I’ve even closed a sale while upside down in an aerobatic biplane at 3,000 feet above ground.’ I find that it is hard for most people to walk away without asking me about that last part or which NBA team or U.S. senators I’ve worked with. Be creative and think about how you can frame your accomplishments in a way that gets other guests’ attention. Once you have their attention, the door is open for you to tell more about yourself, find out more about them, and start connecting your way to a new job.”
The party may end, but your connection shouldn’t. It’s a busy time of year, and if you’re meeting tons of people at parties and other networking events, it can be hard to keep track of what you told to whom, who gave you what advice, and whom you agreed to meet with to discuss your qualifications next Monday. Following an event, be proactive. Spend ten minutes cementing your connections by creating a database that allows you to keep track of all the connections you’ve made. Include reminders to yourself of interesting or remarkable things that people said or that you learned so that you won’t forget them and can refer back to them in later conversations. And be sure to use social media to keep in touch.
“Use LinkedIn or other social networking tools to invite your new contacts to connect with you,” Kuzmeski says. “Share something the person said to you at the event that you really enjoyed or remind her of a connection point you made. (For example, if you discovered you both like the same sports team, you might say, ‘Let’s hope the So-and-Sos get a win this weekend!’). If you can, send her something that shows you care about her business. It might be an article about her industry or even a referral for someone you know would benefit from that company’s help. Whatever it is, create a course of action that will help you further connect with these important individuals. Soon, they will be seeking you out because you’ve piqued their interest with the impression you have made!”
Remember, who they know matters too. You’re going to meet a ton of people during the height of party season. Some of them will have direct connections to companies you want to work for, but many others will not. Remember, just because “Sam,” who manages a small widget-making factory in Reno, isn’t going to hire you for his company doesn’t mean that he doesn’t have a brother-in-law who happens to have a best friend who works at a software company that’s hiring.
“The focus of networking should not be on gaining an immediate job offer from the people you network with,” says Kuzmeski. “In fact, that tactic almost never works. The goal should, instead, be to build a mutually beneficial relationship with someone who may never even be able to give you a job, but might know someone who can. When you start a conversation with someone, commit. Follow it to its conclusion and you never know what you will find out. Giving up on someone just because you don’t think he can help you is the absolute opposite of being a master connector.”
Even family functions are networking opportunities. Sometimes the most obvious connections are the ones most easily ignored. Just because you may be at a mandatory family meal doesn’t mean there’s no opportunity for networking. When you are building your network or considering who might be able to lend you a helping hand during your job search, don’t forget about the fruit closest to the ground.
“Again, think about the people close to you, who might have huge networks of their own,” says Kuzmeski. “For example, maybe your mom is or used to be a teacher. She’s had contact with tons of parents over the years who just might be working at a company that could hire you. Or maybe your best friend is in a completely different industry from you, but he has a huge network of friends on Facebook. Maybe your sister-in-law has a client who told her he is desperate for help. You never know how a great opportunity will present itself. Don’t count anyone out of your networking efforts, especially those who are the closest to you and therefore the most willing to help.”
Give yourself the gift of a professional organization membership. If you’ve been avoiding joining the association of your profession, there is no better time to make the move than right now. First of all, they might be offering a special holiday membership fee. Secondly, what better way to find a job doing what you love to do than by joining a group of like-minded professionals whose employers just might be hiring?
“In order to meet people within your industry this time of year, add trade shows and seminars to your list of holiday parties,” recommends Kuzmeski. “These events and organizations provide great opportunities to help you get your name out in your industry. Again, you might not find someone who is going to hire you on the spot, but you will have the chance to meet people who have the potential to hire you in the future. And while you can’t exactly lug a stack of résumés to your wife’s work party, you can certainly take hard copies of your résumé and of course business cards to these kinds of events. The more people within your industry or profession who know you the better.”
Volunteer. When you think of volunteering, you might not immediately think, Great job finding opportunity, but it actually can be. It’s the time of year for tons of holiday parties, but there are also tons of volunteering opportunities that offer a great way to sneak in some networking. For example, if you are in marketing, volunteer to work with a nonprofit and offer to send out a fundraising/marketing piece that will help them tap into people’s giving spirit and raise some money for the organization. “There are usually many hands that go into keeping a nonprofit running,” says Kuzmeski. “Volunteering provides you the opportunity to meet them. And remember, you don’t necessarily have to be doing anything that is connected to your profession. Simply volunteering at a place with a cause you are passionate about will provide you the chance to get in front of a lot of great connectors you might not have met otherwise.”
“If being unemployed or just unhappy in your current job has zapped all of the energy and motivation from you, don’t throw out those party invitations just yet,” says Kuzmeski. “RSVP with a ‘yes!’ and resolve that you won’t leave any event without having made a couple of great new job connections. Approach each party as the first step to getting a job interview. Put yourself out there, make the first move, and be yourself. It is the best way to kick off 2011 sitting in your office at a great new job.”
What do you think?
It’s that time of year again! Time for all those get-togethers that come with the season. If you’re one of the millions of Americans looking for work, however, you’re probably not in much of a celebrating mood. And spreading good cheer at party after party is likely the last thing you’ve felt like doing. For you (and so many others), it’s job search crunch time.
Maribeth Kuzmeski stresses that if you’re seeking employment or looking to take that next step in your career, this is the year you should focus less on the open bar and those trays of tempting hors d’oeuvres and more on maximizing events to make connections that will land you that great new job.
“The holiday season means plenty of opportunities to meet new and interesting people,” says Kuzmeski, author of The Connectors: How the World’s Most Successful Businesspeople Build Relationships and Win Clients for Life and the new book …And the Clients Went Wild! How Savvy Professionals Win All the Business They Want.
“There’s no other time of the year when you’ll have so many events to attend that also translate to more opportunities to network! If you go into them armed and ready to make the most of your time with everyone you encounter, you just might walk away with a ton of new job contacts and maybe even an interview.”
Kuzmeski is an expert at helping businesses and individuals create strong business relationships that will help them get ahead regardless of their professions.
“Great networkers are capable of leaving something behind with everyone they encounter—a thought, a memory, or a connection. This is exactly what you need to do if you are currently in the job market. You need to make strong connections, become a relationship builder. You want to be the first person who comes to mind when someone in your network hears about a great job opening.”
Below Kuzmeski offers advice for how you can network your way to a great new job for the New Year:
Think like an introvert—if you have to go, have a plan. Social events can be nerve-racking, especially when you have so much on the line, as many unemployed partygoers will. But instead of succumbing to your clammy hands and being a wallflower all night, formulate a plan of action ahead of time that will help you make the most of every event. Doing so will ensure that you make all the right connections, and it will help to alleviate all that pre-party social anxiety.
“First, think about which contacts are the most important to you—maybe the HR rep for a company you’ve been eying is there or maybe there are a few people you want to ask about possible openings at their companies—and make a point to speak to each of them during the event (instead of hiding behind the dessert bar the entire night!),” says Kuzmeski. “Find out who will be attending the event. Do some research online or on social networking sites like LinkedIn to learn about attendees. You may even want to consider asking the host for a guest list. Pick five people with whom you definitely want to speak while you are there, and don’t avoid the big names. Make sure you challenge yourself by making an effort to connect with at least one top dog.”
Let them do the talking. (You ask the questions!) There’s nothing worse than coming away from a great networking opportunity realizing that you never got to the point. For example, maybe you learned a big-time CEO’s favorite basketball team, but you have no idea if he is planning on hiring in the new year. As you work the crowds, be sure to have more in your arsenal than small talk. Kuzmeski suggests coming up with a list of questions to use on your fellow party guests. Here are a few great ice breakers to get the ball rolling:
Where did you grow up?
Do you still have family there?
How are your kids?
What do you think about…? (Complete this question with something from current events, your town or city’s local news, or a recent event in your industry.
Remember, it is always a good idea to avoid topics that can lead to contentious conversations, e.g., religion, politics, etc.)
Once the conversation is flowing freely, then you can move on to the questions that might help you land the new job:
How did your company do this year?
I heard you have a great (fill in your expertise) department. Do you think you will be expanding any time soon?
What’s your biggest challenge? (After you hear the answer to this one, if you can, describe how you might be able to help this new contact overcome his challenge.)
“After he answers you, it’s always a good idea to follow up with a secondary question that encourages him to tell you more,” Kuzmeski adds. “The more he talks and you listen, the more he will like you because you are showing genuine interest in him. Pretty soon, he will be asking you questions, and a valuable business connection will have been made!”
Be prepared to pitch yourself in fifteen seconds. It’s no doubt that you have a lot of qualifications and experience. So much that you could probably go on for hours about yourself. But the harsh reality is that no one (except for your mom!) wants to hear that much about your accomplishments. Kuzmeski says that when you’re meeting new people at parties, you should resist the urge to start presenting your résumé word-for-word. Instead, prepare a short, fifteen-second elevator pitch that hits on your career high points and top skills. Think about what’s unique about what you have done and what will stand out in a room full of people who are also talking about themselves. Be sure that whomever you speak with will still remember you at the end of the night.
“The key to an effective pitch is keeping it short while still including your biggest wins,” Kuzmeski explains. “For example, I’ve had great success with the following pitch about myself: ‘Hi! My name is Maribeth Kuzmeski. I own a marketing consulting firm, Red Zone Marketing, which employs seven people who are all focused on helping companies find more business. I’ve worked with an NBA basketball team, with U.S. senators, financial advisors, and mutual fund companies. I’ve even closed a sale while upside down in an aerobatic biplane at 3,000 feet above ground.’ I find that it is hard for most people to walk away without asking me about that last part or which NBA team or U.S. senators I’ve worked with. Be creative and think about how you can frame your accomplishments in a way that gets other guests’ attention. Once you have their attention, the door is open for you to tell more about yourself, find out more about them, and start connecting your way to a new job.”
The party may end, but your connection shouldn’t. It’s a busy time of year, and if you’re meeting tons of people at parties and other networking events, it can be hard to keep track of what you told to whom, who gave you what advice, and whom you agreed to meet with to discuss your qualifications next Monday. Following an event, be proactive. Spend ten minutes cementing your connections by creating a database that allows you to keep track of all the connections you’ve made. Include reminders to yourself of interesting or remarkable things that people said or that you learned so that you won’t forget them and can refer back to them in later conversations. And be sure to use social media to keep in touch.
“Use LinkedIn or other social networking tools to invite your new contacts to connect with you,” Kuzmeski says. “Share something the person said to you at the event that you really enjoyed or remind her of a connection point you made. (For example, if you discovered you both like the same sports team, you might say, ‘Let’s hope the So-and-Sos get a win this weekend!’). If you can, send her something that shows you care about her business. It might be an article about her industry or even a referral for someone you know would benefit from that company’s help. Whatever it is, create a course of action that will help you further connect with these important individuals. Soon, they will be seeking you out because you’ve piqued their interest with the impression you have made!”
Remember, who they know matters too. You’re going to meet a ton of people during the height of party season. Some of them will have direct connections to companies you want to work for, but many others will not. Remember, just because “Sam,” who manages a small widget-making factory in Reno, isn’t going to hire you for his company doesn’t mean that he doesn’t have a brother-in-law who happens to have a best friend who works at a software company that’s hiring.
“The focus of networking should not be on gaining an immediate job offer from the people you network with,” says Kuzmeski. “In fact, that tactic almost never works. The goal should, instead, be to build a mutually beneficial relationship with someone who may never even be able to give you a job, but might know someone who can. When you start a conversation with someone, commit. Follow it to its conclusion and you never know what you will find out. Giving up on someone just because you don’t think he can help you is the absolute opposite of being a master connector.”
Even family functions are networking opportunities. Sometimes the most obvious connections are the ones most easily ignored. Just because you may be at a mandatory family meal doesn’t mean there’s no opportunity for networking. When you are building your network or considering who might be able to lend you a helping hand during your job search, don’t forget about the fruit closest to the ground.
“Again, think about the people close to you, who might have huge networks of their own,” says Kuzmeski. “For example, maybe your mom is or used to be a teacher. She’s had contact with tons of parents over the years who just might be working at a company that could hire you. Or maybe your best friend is in a completely different industry from you, but he has a huge network of friends on Facebook. Maybe your sister-in-law has a client who told her he is desperate for help. You never know how a great opportunity will present itself. Don’t count anyone out of your networking efforts, especially those who are the closest to you and therefore the most willing to help.”
Give yourself the gift of a professional organization membership. If you’ve been avoiding joining the association of your profession, there is no better time to make the move than right now. First of all, they might be offering a special holiday membership fee. Secondly, what better way to find a job doing what you love to do than by joining a group of like-minded professionals whose employers just might be hiring?
“In order to meet people within your industry this time of year, add trade shows and seminars to your list of holiday parties,” recommends Kuzmeski. “These events and organizations provide great opportunities to help you get your name out in your industry. Again, you might not find someone who is going to hire you on the spot, but you will have the chance to meet people who have the potential to hire you in the future. And while you can’t exactly lug a stack of résumés to your wife’s work party, you can certainly take hard copies of your résumé and of course business cards to these kinds of events. The more people within your industry or profession who know you the better.”
Volunteer. When you think of volunteering, you might not immediately think, Great job finding opportunity, but it actually can be. It’s the time of year for tons of holiday parties, but there are also tons of volunteering opportunities that offer a great way to sneak in some networking. For example, if you are in marketing, volunteer to work with a nonprofit and offer to send out a fundraising/marketing piece that will help them tap into people’s giving spirit and raise some money for the organization. “There are usually many hands that go into keeping a nonprofit running,” says Kuzmeski. “Volunteering provides you the opportunity to meet them. And remember, you don’t necessarily have to be doing anything that is connected to your profession. Simply volunteering at a place with a cause you are passionate about will provide you the chance to get in front of a lot of great connectors you might not have met otherwise.”
“If being unemployed or just unhappy in your current job has zapped all of the energy and motivation from you, don’t throw out those party invitations just yet,” says Kuzmeski. “RSVP with a ‘yes!’ and resolve that you won’t leave any event without having made a couple of great new job connections. Approach each party as the first step to getting a job interview. Put yourself out there, make the first move, and be yourself. It is the best way to kick off 2011 sitting in your office at a great new job.”
What do you think?
Why It's a Great Time to Look for a Job
Posted by Mark Brousseau
You've been on the job hunt for months—maybe even all year—and you're looking forward to the coming respite from search-related stress and disappointment. The holidays are here, after all. And it's "common knowledge" that nothing happens on the hiring front from Thanksgiving to New Year's. You might as well give the pavement pounding a rest and focus on decking the halls for a while...right?
Wong. In fact, says Kate Wendleton, now is exactly the time to hit your job search the hardest.
"Although most job seekers don't realize it, conditions are ideal for them this time of year," confirms Wendleton, president of The Five O'Clock Club (www.fiveoclockclub.com), a career coaching and outplacement network. "While they won't 'officially' tell you, many organizations are planning to hire in January. That means now is the perfect time to put yourself on their radar."
Wendleton knows all about helping people navigate the complicated job market, regardless of the season. Hers is the only career program in which members meet with professional coaches and peers on a weekly basis in a friendly, club-type format. It offers small group career coaching across the U.S. and Canada. And its website—www.fiveoclockclub.com—provides hundreds of free articles and audio recordings on job searching and career development.
"It may come as a big surprise, but looking for a job this time of year actually increases your chances of getting hired," Wendleton promises. "You have less competition, and many companies are in a hiring mood. It's the perfect storm—in a good way—for job seekers."
Read on for the case as to why you should keep on keepin' on...and some suggestions from The Five O'Clock Club for how you can maximize your momentum amidst the merriment:
Why you shouldn't wait 'til January:
'Tis the season for your competition to take a breather. Nearly everyone believes the "no one gets hired during the holidays" myth, so the majority of your competition is taking a break while you're still filling out applications. The fact is, it's much easier to out-class and out-perform the competition when there's next to none of it!
"It's amazing how many people retire from the job-hunt battle this time of year and leave the field wide open," Wendleton says. "At no other time will it be easier for you to really distinguish yourself from the pack. For one thing, hiring managers will have fewer résumés to distract them; plus, they'll be impressed by your drive and persistence, because most of your peers are taking it easy."
Managers are planning their post-Auld Lang Syne moves now. Here's a valuable tip for job hunters: January is often one of the biggest hiring months of the year. However, no organization will say that it plans to hire in January—right now, all you'll hear is that there are no openings at present (which is technically true). And guess what? Those upcoming positions won't go to folks who kicked back by the fire with a cup of eggnog—they'll be offered to the people who expressed interest and met with hiring managers in December.
"Right now, organizations are doing their budgeting for 2011," Wendleton explains. "For example, one company The Five O'Clock Club spoke with said they will not do any more hiring this year because they want to keep the numbers looking good, but they will fill those positions ASAP in the New Year, and they might even consider making offers now. Who is going to get those jobs? The folks who throw their hats into the ring during the holidays!"
The business world isn't pressing pause just because the halls are decked. The fact that the annual alcohol-laced karaoke party has been scheduled doesn't mean that business as usual stops. Think about it: The stock market is trading. Stores are still open. Deals are still being negotiated. And—shocker!—hiring managers are still reading résumés that land on their desks. (If anything, the seasonal good cheer will put them in a better mood when they do.)
"No hiring manager in his or her right mind would ever say, 'Okay, it's December, so I can't look at any résumés or communicate with any prospective applicants until January,'" Wendleton points out. "Certainly, this time of year comes with a special set of distractions, but underneath the trimmings, it's business as usual. If there's hiring to be done, it will be done."
Your momentum won't sustain itself through the merriment. Unless your job hunt started last week, you've built up some amount of momentum. You've made contacts. You've gotten your foot in some doors. You've started to prove how wonderful you are. Don't let all of that effort go to waste by slacking off now! If you do, it'll take you weeks to make up the lost ground.
"I can categorically say that the slackening of momentum is one of the greatest job-hunt saboteurs we see in The Five O'Clock Club," Wendleton shares. "When people fail to have lots of things in the works, they concentrate on the one great job that they really want—and they're devastated when they come in second or the company puts a freeze on hiring. Then, it takes them two or three weeks to dig out of the depression...and who knows how many great opportunities have slipped by in the meantime?"
What you can do to improve your job search:
The Five O'Clock Club says that there are three stages to a job search: 1) being in touch with six to ten people in your target market on an ongoing basis, 2) getting those people to actively express interest in having someone like you on board, and 3) inspiring them to discuss real jobs with you. The following strategies will help you get to Stage Two (which means you're approaching the right people and positioning yourself correctly)—and once you're there, Five O'Clockers promise, Stage Three will take care of itself.
Reconnect with the year's contacts. You've sent out cards and good wishes to friends and family...so why not extend that tradition to all of the job-search contacts you've made throughout the year? Send a card or email thanking each person for his or her help, wishing them a Happy New Year and include an update on your situation. You never know when the right memory might be sparked!
"Reconnecting with the year's contacts in a friendly, well-wishing way will remind them of who you are, what you do, and what you're trying to accomplish," Wendleton explains. "One of your main goals should be to stay on the radar of as many people in your network as possible. It takes hard work and discipline, yes, but as was the case recently for one Five O'Clock Club member, a friendly email can prompt a contact to forward your résumé to someone else, which might lead to an interview...and a job."
Expand, define, and redefine your targets. You may have a short—or long—list of companies on which you're focusing, but that list isn't definitive by a long shot. The last thing you want is a skimpy or sloppy group of targets that lacks breadth and depth. Plus, you never know when you might discover a new company you never knew about that's an ideal fit.
"You can expand your list of targets by revisiting what your skills and strengths are (maybe there's something you've overlooked!), brainstorming with friends, and doing more internet research," suggests Wendleton. "Many people are amazed to discover, after months of job hunting, an organization that isn't rich or famous but is nevertheless a great place to work."
Focus on avenues you've neglected. Everyone has a preferred method of getting meetings, whether it's through ads, search firms, networking, or direct contacts. During the next few weeks, focus on the avenues you normally skimp on. You'll probably identify new hiring trends, new contacts, and new positions. And (as we've established) now's the ideal time to get your name out there.
"Many people neglect networking and direct contacts, because they're the most labor-intensive," Wendleton shares. "If you fall into that category, challenge yourself to launch a targeted mail campaign this holiday season. Imagine what the impact might be if you send out ten intelligent cover letters per week, and then make follow-up phone calls a few days later. At the very least, you'll be a familiar name to a bevy of hiring managers."
Don't withdraw from your support network. Five O'Clock Club members attend a weekly meeting in order to receive support, advice, and help in their job searches. If you belong to such a group, don't use the holidays as an excuse to skip meetings. One of your primary goals should always be to make sure your search is moving forward.
"Accountability and outside input are crucial in helping you stay on track, and they also ensure that your job search doesn't lose originality and momentum," Wendleton says. "If you don't have a support network and are worried that you'll slack off despite your best intentions, ask a friend or family member to serve as a sounding board and check in on your progress."
Accept those party invitations! You might be tempted to become a hermit because you don't want to field questions about "what you're doing right now" or "how your job search is going." To some extent, that's understandable, especially if your situation hasn't changed in a long time—but avoidance is the wrong attitude to have. This is a party time of year, so get out there and network! Tell people you're looking for your next situation, and be sure to tell them the kind of job you're looking for.
"Take advantage of as many opportunities to meet new people as possible, and be ready to share your 30-second pitch on what you're looking for," advises Wendleton. "And if it's appropriate, ask for a more formal meeting at a new contact's office in the near future. Also, remember that those who are in a direct position to hire aren't your only allies. If you favorably impress a project manager, for example, she might mention you to her boss...and bingo—you've got an interview."
"Remember, keep adding to your job-search to-do list...and check it twice," concludes Wendleton. "There's absolutely no reason why you can't start out the New Year with one resolution already crossed off your list—a job you're excited to accept."
What do you think?
You've been on the job hunt for months—maybe even all year—and you're looking forward to the coming respite from search-related stress and disappointment. The holidays are here, after all. And it's "common knowledge" that nothing happens on the hiring front from Thanksgiving to New Year's. You might as well give the pavement pounding a rest and focus on decking the halls for a while...right?
Wong. In fact, says Kate Wendleton, now is exactly the time to hit your job search the hardest.
"Although most job seekers don't realize it, conditions are ideal for them this time of year," confirms Wendleton, president of The Five O'Clock Club (www.fiveoclockclub.com), a career coaching and outplacement network. "While they won't 'officially' tell you, many organizations are planning to hire in January. That means now is the perfect time to put yourself on their radar."
Wendleton knows all about helping people navigate the complicated job market, regardless of the season. Hers is the only career program in which members meet with professional coaches and peers on a weekly basis in a friendly, club-type format. It offers small group career coaching across the U.S. and Canada. And its website—www.fiveoclockclub.com—provides hundreds of free articles and audio recordings on job searching and career development.
"It may come as a big surprise, but looking for a job this time of year actually increases your chances of getting hired," Wendleton promises. "You have less competition, and many companies are in a hiring mood. It's the perfect storm—in a good way—for job seekers."
Read on for the case as to why you should keep on keepin' on...and some suggestions from The Five O'Clock Club for how you can maximize your momentum amidst the merriment:
Why you shouldn't wait 'til January:
'Tis the season for your competition to take a breather. Nearly everyone believes the "no one gets hired during the holidays" myth, so the majority of your competition is taking a break while you're still filling out applications. The fact is, it's much easier to out-class and out-perform the competition when there's next to none of it!
"It's amazing how many people retire from the job-hunt battle this time of year and leave the field wide open," Wendleton says. "At no other time will it be easier for you to really distinguish yourself from the pack. For one thing, hiring managers will have fewer résumés to distract them; plus, they'll be impressed by your drive and persistence, because most of your peers are taking it easy."
Managers are planning their post-Auld Lang Syne moves now. Here's a valuable tip for job hunters: January is often one of the biggest hiring months of the year. However, no organization will say that it plans to hire in January—right now, all you'll hear is that there are no openings at present (which is technically true). And guess what? Those upcoming positions won't go to folks who kicked back by the fire with a cup of eggnog—they'll be offered to the people who expressed interest and met with hiring managers in December.
"Right now, organizations are doing their budgeting for 2011," Wendleton explains. "For example, one company The Five O'Clock Club spoke with said they will not do any more hiring this year because they want to keep the numbers looking good, but they will fill those positions ASAP in the New Year, and they might even consider making offers now. Who is going to get those jobs? The folks who throw their hats into the ring during the holidays!"
The business world isn't pressing pause just because the halls are decked. The fact that the annual alcohol-laced karaoke party has been scheduled doesn't mean that business as usual stops. Think about it: The stock market is trading. Stores are still open. Deals are still being negotiated. And—shocker!—hiring managers are still reading résumés that land on their desks. (If anything, the seasonal good cheer will put them in a better mood when they do.)
"No hiring manager in his or her right mind would ever say, 'Okay, it's December, so I can't look at any résumés or communicate with any prospective applicants until January,'" Wendleton points out. "Certainly, this time of year comes with a special set of distractions, but underneath the trimmings, it's business as usual. If there's hiring to be done, it will be done."
Your momentum won't sustain itself through the merriment. Unless your job hunt started last week, you've built up some amount of momentum. You've made contacts. You've gotten your foot in some doors. You've started to prove how wonderful you are. Don't let all of that effort go to waste by slacking off now! If you do, it'll take you weeks to make up the lost ground.
"I can categorically say that the slackening of momentum is one of the greatest job-hunt saboteurs we see in The Five O'Clock Club," Wendleton shares. "When people fail to have lots of things in the works, they concentrate on the one great job that they really want—and they're devastated when they come in second or the company puts a freeze on hiring. Then, it takes them two or three weeks to dig out of the depression...and who knows how many great opportunities have slipped by in the meantime?"
What you can do to improve your job search:
The Five O'Clock Club says that there are three stages to a job search: 1) being in touch with six to ten people in your target market on an ongoing basis, 2) getting those people to actively express interest in having someone like you on board, and 3) inspiring them to discuss real jobs with you. The following strategies will help you get to Stage Two (which means you're approaching the right people and positioning yourself correctly)—and once you're there, Five O'Clockers promise, Stage Three will take care of itself.
Reconnect with the year's contacts. You've sent out cards and good wishes to friends and family...so why not extend that tradition to all of the job-search contacts you've made throughout the year? Send a card or email thanking each person for his or her help, wishing them a Happy New Year and include an update on your situation. You never know when the right memory might be sparked!
"Reconnecting with the year's contacts in a friendly, well-wishing way will remind them of who you are, what you do, and what you're trying to accomplish," Wendleton explains. "One of your main goals should be to stay on the radar of as many people in your network as possible. It takes hard work and discipline, yes, but as was the case recently for one Five O'Clock Club member, a friendly email can prompt a contact to forward your résumé to someone else, which might lead to an interview...and a job."
Expand, define, and redefine your targets. You may have a short—or long—list of companies on which you're focusing, but that list isn't definitive by a long shot. The last thing you want is a skimpy or sloppy group of targets that lacks breadth and depth. Plus, you never know when you might discover a new company you never knew about that's an ideal fit.
"You can expand your list of targets by revisiting what your skills and strengths are (maybe there's something you've overlooked!), brainstorming with friends, and doing more internet research," suggests Wendleton. "Many people are amazed to discover, after months of job hunting, an organization that isn't rich or famous but is nevertheless a great place to work."
Focus on avenues you've neglected. Everyone has a preferred method of getting meetings, whether it's through ads, search firms, networking, or direct contacts. During the next few weeks, focus on the avenues you normally skimp on. You'll probably identify new hiring trends, new contacts, and new positions. And (as we've established) now's the ideal time to get your name out there.
"Many people neglect networking and direct contacts, because they're the most labor-intensive," Wendleton shares. "If you fall into that category, challenge yourself to launch a targeted mail campaign this holiday season. Imagine what the impact might be if you send out ten intelligent cover letters per week, and then make follow-up phone calls a few days later. At the very least, you'll be a familiar name to a bevy of hiring managers."
Don't withdraw from your support network. Five O'Clock Club members attend a weekly meeting in order to receive support, advice, and help in their job searches. If you belong to such a group, don't use the holidays as an excuse to skip meetings. One of your primary goals should always be to make sure your search is moving forward.
"Accountability and outside input are crucial in helping you stay on track, and they also ensure that your job search doesn't lose originality and momentum," Wendleton says. "If you don't have a support network and are worried that you'll slack off despite your best intentions, ask a friend or family member to serve as a sounding board and check in on your progress."
Accept those party invitations! You might be tempted to become a hermit because you don't want to field questions about "what you're doing right now" or "how your job search is going." To some extent, that's understandable, especially if your situation hasn't changed in a long time—but avoidance is the wrong attitude to have. This is a party time of year, so get out there and network! Tell people you're looking for your next situation, and be sure to tell them the kind of job you're looking for.
"Take advantage of as many opportunities to meet new people as possible, and be ready to share your 30-second pitch on what you're looking for," advises Wendleton. "And if it's appropriate, ask for a more formal meeting at a new contact's office in the near future. Also, remember that those who are in a direct position to hire aren't your only allies. If you favorably impress a project manager, for example, she might mention you to her boss...and bingo—you've got an interview."
"Remember, keep adding to your job-search to-do list...and check it twice," concludes Wendleton. "There's absolutely no reason why you can't start out the New Year with one resolution already crossed off your list—a job you're excited to accept."
What do you think?
Tuesday, December 21, 2010
Top 5 Germiest Places in the Workplace
By Peter Sheldon, Coverall Health-Based Cleaning System
According to the U.S. Bureau of Labor Statistics, American adults spend more of their waking hours between Monday and Friday at the workplace than anywhere else—including home. About one-third of all workers also devote five hours, on average, at the workplace on weekends as well. So it stands to reason that offices, factories, clinics and other work facilities have become places to exchange not only goods and services, but also viruses, bacteria and other sources of infection.
The Centers for Disease Control estimates that between 5 and 20 percent of all Americans contract flu annually. Up to 80 percent of all infections are spread through our environment by hand contact with contaminated surfaces, as well as through direct human contact. Adults put their hands to their faces an average of 18.5 times per hour, presenting hundreds of opportunities each day to transfer illness causing organisms into our bodies. Once an infection takes hold, the next step is usually the doctor’s office followed by the sick bed—providing thousands to millions of dollars in lost productivity due to employee absenteeism. In fact, according to a National Health Interview Survey, influenza alone is responsible for 200 million days of diminished productivity and 75 million days of work absence.
Fortunately, knowing what surfaces provide the greatest risk for disease transmission at work allows us to put a proactive plan in place to implement effective cleaning practices, which can help reduce these risks and minimize infections. Ultimately, employees must be educated on what precautions to take to help avoid the top germiest places in their workplace:
1. Telephones. In many workplaces, telephones are still used by multiple employees. Office phones can harbor more than 25,000 germs per square inch. Users should be instructed to wipe off handsets and keypads with sanitizing wipes after using them and periodically throughout the day.
2. Elevator buttons. Scores, if not hundreds, of people use elevators every day, many times before they have a chance to get to their workstations or wash their hands. Avoid direct contact with elevator surfaces if you can. Consider using your elbow rather than your hand to push the buttons. (Want to guess the number one place in the elevator for harboring bacteria germs? Ironically it’s the “one”, or first-floor, button.)
3. Water fountains. Public drinking fountains can harbor as many as 2.7 million bacteria per square inch on the spigot. As an alternative, bring water from home in a sports bottle or buy bottled water during the worst flu outbreaks.
4. Keyboards. As with telephones, PC keyboards are often used by more than one person, making their use a common way to transfer germs. In fact, keyboards can actually have more than 200 times as many bacteria as a toilet seat.
5. Bathrooms. Tagged as the “epicenter of cross-contamination” and the “bio-hazardous waste transfer station,” facility bathrooms are one of the germiest places of all. E. coli and other fecal toxins are often found on nearly every surface; folks who wash their hands before leaving are nonetheless presented with germy door handles. As a solution, use paper towels—to turn faucets off and on, to close the toilet lid before flushing, and to open the door before exiting.
To effectively clean to kill and remove germs and soil, consider a shift to a nightly health-focused, hygienic cleaning system. Health-focused, hygienic cleaning is proven to reduce health risks through the prudent use of hospital-grade disinfectants to kill harmful organisms and include advanced soil removal techniques to capture and remove dirt and germs. Studies have shown that by employing an effective surface disinfecting and cleaning protocol, absenteeism can be reduced by as much as 50 percent. Combining this method of cleaning with an aggressive hand hygiene program provides a hygienic barrier to help reduce the risk of illness and improve the quality of work life for all building occupants.
The inclusion of EPA-registered, hospital-grade disinfectants in your cleaning compounds help reduce the overall risk of illness by killing harmful organisms on surfaces in your facility. Their prudent use, especially in the germiest areas mentioned above, is a critical component to an effective daily, hygienic cleaning system. Not only should disinfectants be used during nightly cleaning, but employees should be provided with disinfectant disposable wipes to periodically wipe down high-touch points throughout the day.
The introduction of backpack vacuums with HEPA (High Efficiency Particulate Air) filtration is another component of hygienic cleaning that can also help reduce airborne germs and improve overall indoor air quality. The backpack platform provides an increase in productivity of 70 percent when compared to traditional push vacuums, and the HEPA filters the air to .3 microns, ensuring harmful germs are not blown out of the exhaust back into the air.
Another key component to an effective hygienic cleaning system is the use of microfiber textiles in cleaning cloths, instead of cotton or other fabrics or disposable paper. Most cloths and rags don’t effectively remove soil and germs; they actually spread them around and contribute to cross-contamination. Microfiber, by contrast, is a very fine, round synthetic fiber that is chemically treated to split the individual round strands into open, star-shaped channels. These channels have been proven to be 99% more effective at capturing and removing bacteria and soils.
When using microfiber cloths, it’s essential that workers turn and change cloths often to ensure that their germ and soil removal capabilities are not reduced. Also, cloths should be color coded; each color should be devoted to a single, designated area of the workplace to prevent cross-contamination.
Finally, in addition to effective, hygienic cleaning, empower employees with the proper information and tools to protect themselves. Use flyers, emails and meetings to remind employees about the need to help minimize germ transmission through effective hand hygiene. Stress effective hand washing and the use of alcohol-based hand sanitizers, and keep sanitizing stations visible and well stocked. By combining effective hygienic cleaning and worker hand care education, you will reduce health risks and improve your chances of weathering the cold and flu season with a minimal loss of manpower.
According to the U.S. Bureau of Labor Statistics, American adults spend more of their waking hours between Monday and Friday at the workplace than anywhere else—including home. About one-third of all workers also devote five hours, on average, at the workplace on weekends as well. So it stands to reason that offices, factories, clinics and other work facilities have become places to exchange not only goods and services, but also viruses, bacteria and other sources of infection.
The Centers for Disease Control estimates that between 5 and 20 percent of all Americans contract flu annually. Up to 80 percent of all infections are spread through our environment by hand contact with contaminated surfaces, as well as through direct human contact. Adults put their hands to their faces an average of 18.5 times per hour, presenting hundreds of opportunities each day to transfer illness causing organisms into our bodies. Once an infection takes hold, the next step is usually the doctor’s office followed by the sick bed—providing thousands to millions of dollars in lost productivity due to employee absenteeism. In fact, according to a National Health Interview Survey, influenza alone is responsible for 200 million days of diminished productivity and 75 million days of work absence.
Fortunately, knowing what surfaces provide the greatest risk for disease transmission at work allows us to put a proactive plan in place to implement effective cleaning practices, which can help reduce these risks and minimize infections. Ultimately, employees must be educated on what precautions to take to help avoid the top germiest places in their workplace:
1. Telephones. In many workplaces, telephones are still used by multiple employees. Office phones can harbor more than 25,000 germs per square inch. Users should be instructed to wipe off handsets and keypads with sanitizing wipes after using them and periodically throughout the day.
2. Elevator buttons. Scores, if not hundreds, of people use elevators every day, many times before they have a chance to get to their workstations or wash their hands. Avoid direct contact with elevator surfaces if you can. Consider using your elbow rather than your hand to push the buttons. (Want to guess the number one place in the elevator for harboring bacteria germs? Ironically it’s the “one”, or first-floor, button.)
3. Water fountains. Public drinking fountains can harbor as many as 2.7 million bacteria per square inch on the spigot. As an alternative, bring water from home in a sports bottle or buy bottled water during the worst flu outbreaks.
4. Keyboards. As with telephones, PC keyboards are often used by more than one person, making their use a common way to transfer germs. In fact, keyboards can actually have more than 200 times as many bacteria as a toilet seat.
5. Bathrooms. Tagged as the “epicenter of cross-contamination” and the “bio-hazardous waste transfer station,” facility bathrooms are one of the germiest places of all. E. coli and other fecal toxins are often found on nearly every surface; folks who wash their hands before leaving are nonetheless presented with germy door handles. As a solution, use paper towels—to turn faucets off and on, to close the toilet lid before flushing, and to open the door before exiting.
To effectively clean to kill and remove germs and soil, consider a shift to a nightly health-focused, hygienic cleaning system. Health-focused, hygienic cleaning is proven to reduce health risks through the prudent use of hospital-grade disinfectants to kill harmful organisms and include advanced soil removal techniques to capture and remove dirt and germs. Studies have shown that by employing an effective surface disinfecting and cleaning protocol, absenteeism can be reduced by as much as 50 percent. Combining this method of cleaning with an aggressive hand hygiene program provides a hygienic barrier to help reduce the risk of illness and improve the quality of work life for all building occupants.
The inclusion of EPA-registered, hospital-grade disinfectants in your cleaning compounds help reduce the overall risk of illness by killing harmful organisms on surfaces in your facility. Their prudent use, especially in the germiest areas mentioned above, is a critical component to an effective daily, hygienic cleaning system. Not only should disinfectants be used during nightly cleaning, but employees should be provided with disinfectant disposable wipes to periodically wipe down high-touch points throughout the day.
The introduction of backpack vacuums with HEPA (High Efficiency Particulate Air) filtration is another component of hygienic cleaning that can also help reduce airborne germs and improve overall indoor air quality. The backpack platform provides an increase in productivity of 70 percent when compared to traditional push vacuums, and the HEPA filters the air to .3 microns, ensuring harmful germs are not blown out of the exhaust back into the air.
Another key component to an effective hygienic cleaning system is the use of microfiber textiles in cleaning cloths, instead of cotton or other fabrics or disposable paper. Most cloths and rags don’t effectively remove soil and germs; they actually spread them around and contribute to cross-contamination. Microfiber, by contrast, is a very fine, round synthetic fiber that is chemically treated to split the individual round strands into open, star-shaped channels. These channels have been proven to be 99% more effective at capturing and removing bacteria and soils.
When using microfiber cloths, it’s essential that workers turn and change cloths often to ensure that their germ and soil removal capabilities are not reduced. Also, cloths should be color coded; each color should be devoted to a single, designated area of the workplace to prevent cross-contamination.
Finally, in addition to effective, hygienic cleaning, empower employees with the proper information and tools to protect themselves. Use flyers, emails and meetings to remind employees about the need to help minimize germ transmission through effective hand hygiene. Stress effective hand washing and the use of alcohol-based hand sanitizers, and keep sanitizing stations visible and well stocked. By combining effective hygienic cleaning and worker hand care education, you will reduce health risks and improve your chances of weathering the cold and flu season with a minimal loss of manpower.
Monday, December 13, 2010
Heading Off "Vacation Guilt"
Posted by Mark Brousseau
Fearing your holiday vacation will be tainted with tiny tantrums from a needy boss?
"Fear is a big driver, and when bosses - and kids- don't have control, such as with matters of a vacation from work, a 'terrible office tyrant' or 'TOT' can emerge," says Lynn Taylor. "The inner child should, but doesn't 'stay there'," says the author of "Tame Your Terrible Office Tyrant."
Taylor, a nationally recognized workplace expert, explains that despite this relatively quiet time of year, many bosses can become needy, like toddlers who have trouble modulating their authority. "Senior management can't afford to take chances in this economic environment, and want to ensure there's a tether to…you."
In Taylor's book, she offers tips on "separation anxiety" in offices that appear to be more of a schoolyard running amok than a professional company. "A needy boss wants constant assurance that you will take care of all needs and deadlines, holiday or not. Some 'TOTs' at the helm may be taking shorter vacations themselves, particularly at smaller companies, which can exacerbate the sense that you're abandoning ship," she adds.
If your boss suffers from holiday separation anxiety, Taylor suggests these tips:
•Remain unapologetic when requesting or taking the allotted time off. Everyone needs a break.
•Reassure the boss that a little break now will translate into a happier, more productive new year.
•Make solid plans in writing for who covers what while you're on vacation. Provide a "to-do list" for your boss, which will reassure and suggest that your "TOT" can go skiing without thinking about you.
•Speaking of which, set clear limits; you don't want to be skiing after getting the 'big freeze' from the boss.
"Neediness may seem benign at first," says Taylor, "but it can quickly cascade into one of 19 other bad boss behaviors."
Do you have a needy boss? If so, how do you manage them?
Fearing your holiday vacation will be tainted with tiny tantrums from a needy boss?
"Fear is a big driver, and when bosses - and kids- don't have control, such as with matters of a vacation from work, a 'terrible office tyrant' or 'TOT' can emerge," says Lynn Taylor. "The inner child should, but doesn't 'stay there'," says the author of "Tame Your Terrible Office Tyrant."
Taylor, a nationally recognized workplace expert, explains that despite this relatively quiet time of year, many bosses can become needy, like toddlers who have trouble modulating their authority. "Senior management can't afford to take chances in this economic environment, and want to ensure there's a tether to…you."
In Taylor's book, she offers tips on "separation anxiety" in offices that appear to be more of a schoolyard running amok than a professional company. "A needy boss wants constant assurance that you will take care of all needs and deadlines, holiday or not. Some 'TOTs' at the helm may be taking shorter vacations themselves, particularly at smaller companies, which can exacerbate the sense that you're abandoning ship," she adds.
If your boss suffers from holiday separation anxiety, Taylor suggests these tips:
•Remain unapologetic when requesting or taking the allotted time off. Everyone needs a break.
•Reassure the boss that a little break now will translate into a happier, more productive new year.
•Make solid plans in writing for who covers what while you're on vacation. Provide a "to-do list" for your boss, which will reassure and suggest that your "TOT" can go skiing without thinking about you.
•Speaking of which, set clear limits; you don't want to be skiing after getting the 'big freeze' from the boss.
"Neediness may seem benign at first," says Taylor, "but it can quickly cascade into one of 19 other bad boss behaviors."
Do you have a needy boss? If so, how do you manage them?
Wednesday, September 23, 2009
Economy Slams Morale
Posted by Mark Brousseau
The cost-cutting actions that employers have been making to deal with the economic crisis have contributed to a sharp decline in the morale and commitment of their workers, especially top performers, according to an annual survey by Watson Wyatt and WorldatWork.
The 2009/2010 U.S. Strategic Rewards Survey found that employee engagement levels for all workers at the companies surveyed have dropped 9 percent since last year, and close to 25 percent for top performers. Additionally, 36 percent of top performers say their employer's situation has worsened in the past 12 months and the number who would recommend others take jobs at their company has declined by nearly 20 percent. Compared with last year, top-performing employees are 26 percent less likely to be satisfied with advancement opportunities at their company. They are also 14 percent less likely to want to remain with their company versus take a job elsewhere.
The survey also found that top-performing employees are 29 percent less confident in management's ability to grow the business. And 41 percent believe that pay and benefit changes made by their employer in the past year have had a negative effect on work quality and customer service. The survey was conducted in May 2009 and is based on responses from 1,300 full-time workers at large U.S. employers.
"The fallout from the actions employers have taken in response to the recession is now coming to light, and it is significant," said Laura Sejen, global director of strategic rewards consulting at Watson Wyatt. "Having less engaged and committed workers is a major concern for employers. This could have a long-lasting and detrimental impact on productivity, quality and customer service, as well as an increase in the risk of companies losing their best employees."
The survey also found that most top-performing employees say they aren't expecting to receive the same bonus or pay increase as they have in the past, even though historically companies have rewarded them with pay commensurate with their performance. More than six in 10 (61 percent) say their companies have reduced or suspended bonuses, while only 35 percent agree their employers reward top employees for performance. Additionally, 43 percent of top performers said individual performance expectations have increased since last year, while one-third (32 percent) say their company's financial performance goals have increased.
"One of the many challenges employers will face as the economy recovers is how to re-engage employees, and especially top performers," said Ryan Johnson, CCP, vice president of research at WorldatWork. "Taking a total rewards approach and looking at all of the ways companies can motivate and retain -- including compensation, benefits, work-life initiatives, and career development -- is going to be essential."
What do you think? Post your comment below.
The cost-cutting actions that employers have been making to deal with the economic crisis have contributed to a sharp decline in the morale and commitment of their workers, especially top performers, according to an annual survey by Watson Wyatt and WorldatWork.
The 2009/2010 U.S. Strategic Rewards Survey found that employee engagement levels for all workers at the companies surveyed have dropped 9 percent since last year, and close to 25 percent for top performers. Additionally, 36 percent of top performers say their employer's situation has worsened in the past 12 months and the number who would recommend others take jobs at their company has declined by nearly 20 percent. Compared with last year, top-performing employees are 26 percent less likely to be satisfied with advancement opportunities at their company. They are also 14 percent less likely to want to remain with their company versus take a job elsewhere.
The survey also found that top-performing employees are 29 percent less confident in management's ability to grow the business. And 41 percent believe that pay and benefit changes made by their employer in the past year have had a negative effect on work quality and customer service. The survey was conducted in May 2009 and is based on responses from 1,300 full-time workers at large U.S. employers.
"The fallout from the actions employers have taken in response to the recession is now coming to light, and it is significant," said Laura Sejen, global director of strategic rewards consulting at Watson Wyatt. "Having less engaged and committed workers is a major concern for employers. This could have a long-lasting and detrimental impact on productivity, quality and customer service, as well as an increase in the risk of companies losing their best employees."
The survey also found that most top-performing employees say they aren't expecting to receive the same bonus or pay increase as they have in the past, even though historically companies have rewarded them with pay commensurate with their performance. More than six in 10 (61 percent) say their companies have reduced or suspended bonuses, while only 35 percent agree their employers reward top employees for performance. Additionally, 43 percent of top performers said individual performance expectations have increased since last year, while one-third (32 percent) say their company's financial performance goals have increased.
"One of the many challenges employers will face as the economy recovers is how to re-engage employees, and especially top performers," said Ryan Johnson, CCP, vice president of research at WorldatWork. "Taking a total rewards approach and looking at all of the ways companies can motivate and retain -- including compensation, benefits, work-life initiatives, and career development -- is going to be essential."
What do you think? Post your comment below.
Monday, May 18, 2009
Business Leaders Embrace Online Networking
Posted by Mark Brousseau
With the employment market feeling the effects of a global recession, recent research from ExecuNet, a professional network for business leaders, reveals executives from across all industries are turning to technology to improve their networks and career prospects - with mixed results.
According to a recent survey of 4,680 business leaders, executives are more likely to have updated their profile on a public networking site (71%) than updated their resume in the last three months (60%). However, when asked to identify the most effective activities for creating and identifying career opportunities, posting a resume in an online database and maintaining an online profile trailed networking by a wide margin.
Top Five Tactics For Finding Career Options
... Networking (70%)
... Responding to online job postings (14%)
... Posting resume in online database (5%)
... Maintaining an online profile (4%)
... Researching target companies/cold calling (3%)
“The growth of large social networking sites helps to underscore an increasing awareness of the value of networking,” says Lauryn Franzoni, Executive Director of ExecuNet. “However, relying solely on an online profile to build trust, a critical component in developing and maintaining an effective network, isn’t a productive strategy.”
To help executives strengthen their online networking strategies, ExecuNet offers the following advice:
Don’t Confuse Quantity With Quality - Networking is not a numbers game. While some large social networking sites provide a place to create a public profile page, anecdotal evidence suggests that they don’t always facilitate a meaningful level of interaction among members. When evaluating online networking resources, professionals should look for niche networks that foster the exchange of information and insight in a trusted environment. This level of interaction is critical to strengthening the quality of your contacts – online or off.
Avoid “Needworking” - A contact or friends list of thousands of people is useless if you only reach out to them when you’re in need. Striving to meet the needs of others on a consistent basis will not only help you earn the appreciation and respect of others, but your actions will often be quickly reciprocated.
Know Your Contacts – If you are looking for new opportunities, don’t blast generic emails out touting your skills and announcing your availability. Tailor your message to the needs of the recipient. Want to connect with a corporate property manager? Learn more about the company’s expansion plans and contact that individual offering an article or advice from your own personal experience. Share your knowledge – not your need.
Be Reputation-Vigilant – When networking, you can expect that new contacts will immediately “Google” your name. Be sure that you know what they will find when they do. For example, some 44% of recruiters tell us they have ruled out candidates based solely on what they found in online searches.
“Create a Google Alert for the most common forms of your name and be sure you can’t be confused with someone with a similar name. It is as important to be cyber-visible as it is to have a crisp online presence,” Franzoni said.
What strategies are working for you?
Subscribe to:
Posts (Atom)
