5 Seemingly Small Mistakes That Turn Off Employers

5 Seemingly Small Mistakes That Turn Off Employers5 Seemingly Small Mistakes That Turn Off EmployersGot five minutes? What about five seconds? It only takes an instant to make a fantastic impression. In turn, it takes just as long to make a poor impression. Unbeknownst to you, one minor false move, and just like that hiring managers and recruiters are putting your rsum in the slush pile. Here are several ways to avoid becoming that guy or galWhile composing your rsum Of course, rsums should be stacked with copious skills and experience and not riddled with typos and grammatical errors. John Goudreau, senior sourcing specialist at Monster with five-plus years of recruiting experience explains I think it goes without saying, but the biggest mistake on a persons rsum which can be an opportunity killer is spelling and grammatical errors. Another mistake? Length. If the CV is too long or too short, it can raise eyebrows. For instance, Goudreau points out that if you have more than 10 years of experience, and your rsum is only one page, you are, either selling yourself short or you havent accomplished much in your career. On the contrary, if your rsum is four pages long, and youve worked for four years after graduating from college, youll immediately be evaluated as not having succinct communication skills to convey yourself in a clear and concise way. Add arrogance to the list for thinking too highly of yourself, and your candidacy may be immediately squashed.While writing your cover letter Sarah Donohue, another senior sourcing specialist at Monster with five-plus years of experience, says cover letters should be customized for the roles youre applying for. If you make it too generic and dont show you put some time and research into crafting it, recruiters scanning it in literally seconds may not take it (and consequently, your candidacy) seriously. Plus, Donohue adds Always be sure to ask for an interview at the bottom of your cover letter, rather than say something like, I hope to have a chance to speak further with you. This projects your confidence, which you always want to do without landseeming too over the top. Goudreau points out that the cover letter is essentially a secondary document to your rsum. When he gets hooked by a rsum, then he will look at the cover letter. The biggest mistake hes seen? Cover letters not tied to the rsum and vice versa. If youre in sales and describe yourself in the cover letter as having the ability to build relationships with clients, he expects to also see that accomplishment on your rsum.During the interview You had me at hello. Or in this case, maybe you lost me at hello. Many mistakes can be made in the first five seconds of the interview, Donohue says. First impressions are lastingAlways stand up to greet the interviewer with a smile and firm handshake. Sure, its interviewing 101, but shes seen plenty of interviews where candidates remained sitting the entire time. Goudreau emphasizes the importance of questions. If you dont have questions, thats a major mistake. The response of I think you covered everything I needed to know doesnt work for me and most other interviewers.While considering a thank-you note Not sending one is one of the biggest errors you can make. Goudreau recalls We recently interviewed two people for one role, and both candidates were relatively close in experience. One candidate wrote a thank-you note, and the other did not. Im not going to say that the final decision hinged on the thank-you note, but it did come up in the post-interview discussions. Ultimately, we hired the individual who sent the thank-you note. The recommendation? Send the note to the interviewer via emaille or snail mail within 24 hours of the interview. Handwritten notes are starting to become a lost art, but can go a long way, Donohue says.During job offer negotiating There are two key points to avoid flubbing regarding the offer. The first is transparency. Donohue recom mends being transparent in the beginning of the process regarding start date, availability to work, salary requirements and more. Changing your tune at the last minute can create issues that could have easily been avoided. And if things change during the process, like if you receive other offers at the same time, tell the recruiter right away. This can expedite the hiring process. Secondly, once you land a coveted offer, one of the biggest faux pas to avoid is over-negotiating. Goudreau says that yes, in most cases an offer can be negotiated a little bit, but hes seen candidates go back and forth with potential employers two, three or even more times in negotiation. I have seen on occasion a company pull an offer from a candidate, because they were too demanding. Dont wear out your welcome before youve even walked in the door.

7 Accounting Services Poised for Growth

7 Accounting Services Poised for Growth7 Accounting Services Poised for GrowthThe demand for accounting services professionals is growing exponentially as the economy improves and as more small and mid-sized businesses open and attempt to navigate complex and myriad government regulations.Subtract from the talent pool the growing number of retiring baby boomers, and you have a field ripe with opportunity.According to Robert Halfs Salary Guide, the following seven accounting and auditing positions in particular are showing growth (this post shows 2015 data)1. Accounts receivable/payableThe role of processing outbound invoices and incoming payments is pivotal to any business operation. In corporate accounting, an accounts receivable/accounts payable (AR/AP) manager in a mid-sized company can expect a starting salary of between $48,500 and $67,500, while AR/AP clerks typically begin in the $34,750 to $44,000 range - both an increase of 3.3 percent over 2014.2. ControllersMany businesse s are seeking out the expertise of controllers who have the knowledge, experience and skill to take a wider view of strategic decisions and their monetary consequences and offer prudent guidance. Controllers at large companies can expect salaries ranging from $153,000 to $209,000, up 4.2 percent from 2014, while their counterparts at small companies are likely to start in the range of $79,250 to $106,000, up 3.5 percent year-over year. Corporate controllers can earn more, while divisional controllers typically earn a bit less. Controllers at large financial services firms are poised to earn between $151,500 and $193,000 a year, up 3.6 percent from 2014, while salaries for their colleagues at small firms range from $92,000 to $123,500, up 3.5 percent.3. Cost accountantsOne factor fueling the growing demand for professional accounting services is the need for cost accountants in healthcare mergers, as nonprofit and for-profit hospital operators continue to consolidate. Cost accountant salaries begin at $44,750 for entry-level workers at mid-sized companies - up 3.6 percent from 2014 - and catapult to $116,500 for managers at large companies, up 3.8 percent.4. Internal auditors?Evolving government regulations are driving the need for qualified internal auditors. Companies in highly regulated industries, such as financial services, energy and healthcare, require accounting expertise from auditors with industry-specific experience. Entry-level internal auditors can expect a starting salary ranging from $49,500 to $64,250, up 3.9 percent from 2014, while managers can expect to fetch between $87,500 and $144,250, up 4.2 percent. Certifications sweeten the pot. One in-demand certification is the Certified Internal Auditor (CIA).5. Payroll professionalsEvery business needs either a payroll expert or crack payroll team, depending on its size. A payroll manager plans and executes payroll policies and ensures that the business complies with federal and state regulations , and also recruits, trains and supervises payroll staff. Starting salaries for payroll managers/supervisors at a large company range from $58,000 to $91,500, up 3.8 percent from 2014, whereas their counterpart at a small company will begin at $41,250 to $58,750, up 3.6 percent. You can elevate your marketability, and possibly bump up your starting pay, with a Certified Payroll Professional (CPP) certification.6. Senior accountantsMany public accounting firms ceased hiring senior accountants during the recent recession. Some of behauptung firms are now scrambling to fill those vacancies. They are especially coveting accountants with three or more years of experience. Starting salaries for senior general accountants range from a low of $57,500 at small firms to a high of $87,750 at large firms, up 3.9 percent to 4 percent from 2014.7. Staff accountantsStaff accountant positions cover a wide range of responsibilities and services that support the CFO and senior accountant in both the finance and accounting divisions. It is incumbent upon hiring managers to develop an accurate accounting job description encompassing expected salaries, required prior experience and future responsibilities, in order to attract the most capable accounting services professionals.Visit our Salary Center for data from the 2018 Robert Half Salary Guide for all of these positions. Tags

How to deal with psychopaths and toxic people 5 proven secrets

How to deal with psychopaths and toxic people 5 proven secretsHow to deal with psychopaths and toxic people 5 proven secretsI know what some people are thinking Im never going to deal with psychopaths. This is just more sensational clickbait junk.Wrong. The experts are betting youprobably encounter a psychopath every day. In fact, a lot of what you think you know about psychopaths is very wrong.Yes, psychopaths are more likely to be in jail than most people - but the majority of them arent.Theres a whole class of people who dont have a conscience or feel empathy, and in all likelihood you deal with at least one all the time.And they probably make your life miserable. Theyre subclinical psychopaths.With biology, you either have tuberculosis or you dont. Black and white. Theres no kinda. In psychology theres a lot of kinda. People with subclinical psychological disorders are like this. Not bad enough to go to prison, but plenty bad enough to make your life awful.The Machiavellian mani pulators at work who do all kinds of nasty - but without leaving fingerprints. The bad boyfriends and girlfriends who drive you crazy - sometimes quite deliberately.Think Frank Underwood in House of Cards - but without the murder. And research shows many US presidents have had psychopathic traits. Which profession has the most psychopaths?The answer isCEOs.Yup,studies show there are a disproportionate number of psychopaths in corporate America. (In fact, some psychopathic traits are more common in CEOs than in mentally disturbed criminals.)But nobody in HR tells you you might be working with some really awful people, let alone how to survive next to them. Corporations say things like,We do elend tolerate abusive or disrespectful treatment. Ruthlessness, callousness, and arrogance dont belong here.Thats fromEnrons 1998 Annual Report, by the way.Alright, we got some learnin to do. Lets find out from research and experts what the real deal is withpsychopaths, and what you can do to protect yourself from ansicht very toxic peopleWhat Is A Psychopath?Psychopath. Sociopath. For our purposes theyre the same. And dont get them confused with psychotic. Psychotic means youre seeing elves and unicorns. Psychopaths see the world quite clearly.Perhaps too clearly. As Ronald Schouten, professor of psychiatry at Harvard Medical School explains, they dont let pesky things like conscience or empathy get in the way. Because they dont possess either of them.FromAlmost a PsychopathPsychopathy is a psychological condition in which the individual shows a profound lack of empathy for the feelings of others, a willingness to engage in immoral and antisocial behavior for short-term gains, and extreme egocentricity.No, they dont all have cold, dead eyes and wear a hockey mask. Many are witty and quite articulate. Theyre narcissistic and impulsive. And because they lack empathy they see other people as objects to be used.Just because they dont feel empathy doesnt mean they dont under stand it. And many get quite good at faking it. All the better to manipulate you to get what they want.Neuroscience research shows the emotional centers of their brains dont respond the way yours do.From Snakes in Suits When Psychopaths Go to WorkIn several functional magnetic resonance imaging (fMRI) brain imaging studies, Hare and his associates found that emotional words and unpleasant pictures did leid produce in psychopaths the increases in the activity of brain (limbic) regions normally associated with the processing of emotional material.But its worse than that. As Ronald Schouten reports, when neuroscientists did a PET scan of psychopaths after giving them amphetamines, the nucleus accumbens section of their grey matter produced four times as much dopamine.Translation rewarding stuff is far, far more rewarding to them.So you consider doing something mean and your conscience slams the brakes. But psychopaths brake line has been cut. And stuff they want is four times as reward ing to them. So someone also put a brick on their accelerator.Some people might think I have done bad things. And I find some things really rewarding.Oh my god Im worried that Im a psychopathIf youre worried that youre a psychopath, youre elend a psychopath - because psychopaths dont worry.From The Psychopath Testsuffering from anxiety is the neurological opposite of being a psychopath when it comes to amygdala function.So how do we make these people better? We dont.In fact, treatment makes them worse. Teaching them about empathy doesnt make them more empathetic. It just teaches them how to fake it better. They see treatment as finishing school.Violent psychopaths given counseling were 20% more likely to re-offend.From The Psychopath Testtwo researchers in the early 1990s had undertaken a detailed study of the long-term recidivism rates of psychopaths who had been through Elliotts program and been let out into society. Its publication would koranversly have been an extraordinary mo ment for Elliott and Gary and the Capsule. In regular circumstances, 60 percent of criminal psychopaths released into the outside world go on to re-offend. What percentage of their psychopaths had? As it turned out 80 percent.(To learn the seven-step morning ritual that will make you happy all day, click here.)Okay, but this sounds extreme. And it is. You probably dont know any full blown psychopaths, impulsively going after whatever they want with no conscience to reign them inBut you probably do know a subclinical psychopath or twoSubclinical PsychopathsSo what happens when you dial down the psychopathy a bit, turn off the impulsiveness and add in a littleconscientiousness so they can graduate law school or geschftlicher umgang school?You geta psychopath who blends in at work just fine. And they chase their rewards, ignore morality and are quite good at covering their tracks.Robert Hare, the criminal psychologist who developed the test used to evaluate psychopaths explainsmany psy chopaths never go to prison or any other facility. They appear to function reasonably well- as lawyers, doctors, psychiatrists, academics, mercenaries, police officers, cult leaders, military personnel, businesspeople, writers, artists, entertainers, and so forth- without breaking the law, or at least without being caught and convicted. These individuals are every bit as egocentric, callous, and manipulative as the average criminal psychopath however, their intelligence, family background, social skills, and circumstances permit them to construct a facade of normalcy and to get what they want with relative impunity.And how many people like this are running around? Now full-blown psychopaths are about 1% of the population. So thats 3 million in the US alone. But subclinical psychopaths? Schouten says theyre more like 5-15%.FromAlmost a PsychopathStudies that examined the prevalence of subclinical psychopathy in student populations in the United States and Sweden showed rates in the range of 5 to 15 percent 5 to 15 percent of the population means that for every twenty people, up to three of them may fall within the almost psychopath range.(To learn how to deal with a narcissist, click here.)So subclinical psychopaths arent chopping people up with an axe. But they are ruthlessly going after what they want without any concern for those around them. How do they do it? If theyre breaking hearts and infesting corporations, how do they notlage get caught?How Do Psychopaths Get What They Want?Hare says that whethersubclinical psychopaths are screwing up your love life or your workplace, they usually follow a three step processThey assess the utility, weaknesses and defenses of those around them,They manipulate others to bond with them and get what they want,They abandon their targets and move on Or, in a corporate environment, often move up.From Snakes in Suits When Psychopaths Go to WorkFirst, they assess the value of individuals to their needs, and identify their p sychological strengths and weaknesses. Second, they manipulate the individuals (now potential victims) by feeding them carefully crafted messages, while constantly using feedback from them to build and maintain control. Not only is this an effective approach to take with most people, it also allows psychopaths to talk their way around and out of any difficulty quickly and effectively if confronted or challenged. Third, they leave the drained and bewildered victims when they are bored or otherwise through with them.Ifthey invade your personal life, they turn on that artificial empathy and charm. They listen to hear what you think of yourself and reinforce that. The message?I like who you are. Then they pretend they share similar qualities. Message?I am just like you.Its not much different at the office. They get to know everyone and use that fake empathy to make a good first impression and quickly figure out who has the power.From Snakes in Suits When Psychopaths Go to WorkOnce they join the company, psychopaths try to meet as many people in the company as they can, spreading positive first impressions and collecting as much information as possible. While meeting and greeting organization members, they study their coworkers organizational roles and almost instinctively assess their short-and long-range utility or value. A persons value is based on where he or she fits into the organizational hierarchy (sometimes referred to as position power), technical abilities (expert power), access to information (knowledge power), and whether he or she controls staff, money, and other assets (resource power).Turns out itsquite easy for them. Their thrill seeking nature is mistaken for prized employee qualities like high energy and being action oriented. And their lack of feelings? Oh, in the business world we call that ability to make tough decisions. Or someone who is cool under fire. You know the stuff leaders are made of.And then they go to work making sure they look go od, their rivals look bad and that all the evidence is well hidden.From Snakes in Suits When Psychopaths Go to WorkSpecifically, their game plans involved manipulating communication networks to enhance their own reputation, to disparage others, and to create conflicts and rivalries among organization members, thereby keeping them from sharing information that might uncover the deceit. They also spread disinformation in the interest of protecting their scam and furthering their own careers. Being exceedingly clever and secretive, they were able to cloak their association with the disinformation, leading others to believe that they were innocent of manipulation.If theyve invaded your personal life, they use that bonding to abflug getting what they want from you. In the workplace theyquickly distinguish between pawns and patrons.Pawns are the co-workers and subordinates they manipulate like chess pieces. Patrons are upper management whothey get close to for help climbing the corporate ladder.Maybe someone does catch on to their schemes.But did the whistleblower spend time making sure upper management likes and trusts them? Because the psychopathdid. Guess who senior management trusts?From Snakes in Suits When Psychopaths Go to WorkWe believe that a breakdown begins to occur when the psychopaths web of deceit and manipulation becomes unwieldy and too many people have had glimpses of their dark side. Eventually, someone tries to do something about it. A former pawn might challenge or confront the individual, and perhaps even try to bring the situation to the attention of higher-ups. Unfortunately, by this time the psychopath is well positioned through the influence networks already established with others in the power hierarchy. The tables are turned because the credibility of the complaining employee has already been managed and undermined.(To learn how to be happier and more successful, click here.)Now is not the time to stop reading. As Yoda said,If you end your training now if you choose the quick and easy path as Vader did you will become an agent of evil.So if psychopaths are so good at covering their tracks, how do we spot them?How To Identify A PsychopathNow dont go falling into the trap of playing hat keine ahnung psychoanalyst, calling everyone who has ever been mean to you a psychopath. But, that said, this is an area where the research says you actually might be able to trust your gut.Studies show psychopaths really do make some people feel queasy. Why? The researchers suspect it might be an evolutionary response to an intraspecies predator.From Snakes in Suits When Psychopaths Go to WorkIn a recent study, researchers J. Reid Meloy and M. J. Meloy studied the reactions of mental health and criminal justice professionals concerning their physical reactions while interviewing psychopathic offenders or patients. The reactions were varied and included sensations and feelings that were gastrointestinal (queasy stomach, feeling of ill ness), muscular (shaky feeling, weakness), cardiovascular (pounding heart), pulmonary (shortness of breath.) The authors suggested that their findings could be interpreted as suggestive evidence of a primitive, autonomic, and fearful response to a predator. They described the psychopath as an intraspecies predator.(Sad part is that psychopaths have a Spidey-sense too. Research shows they actually can tell which people are vulnerable targets, just by looking at them.)Beyond that, be skeptical of people who aggressively turn on the charm. If someone is going out of their way to flatter you, ask yourself Why?And you know that old saying about not trusting people who arenice to you but mean to waiters at a restaurant? Turns out its true. Psychopaths and narcissists are extremely status conscious with a strong tendency to kiss up and kick down.FromWithout ConscienceReferring to psychologist Harry Levinsons work on healthy and unhealthy narcissism in managers, Hogan noted that unhealthy n arcissists have an almost grandiose sense of certainty and a disdain for subordinates. They are particularly good at ingratiating themselves with their seniors but brutalize their juniors, he is quoted as saying.(To learn a Navy SEALs secrets to grit and resilience, click here.)Alright, so youre pretty sure this new person in your life or that new co-worker at the office ismanipulative and playing puppet-master.How do the experts recommend you deal with them?1) Dont.The End.Oh, if only it were that easyAll the resources I looked at had the same primary suggestion just get the heck away from them. If its your personal life, thats do-able. At the office, that may not be an option.Companies can avoid hiring subclinical psychopaths in the first place by using multiple rounds of structured interviews. Flexible interviewing procedures allow charming predators too much room to use their powers of influence. And check references. Psychopaths lie on resumes. A lot.But if you have to deal wit h them as an individual, and you cant get away, dont play their games. Theyre better at this than you are. Theyve done it before.Harvard psychologist Martha Stout says you might think youre being a hero but youre actually charginginto an ambush.FromThe Sociopath Next DoorDo not join the game. Intrigue is a sociopaths tool. Resist the temptation to compete with a seductive sociopath, to outsmart him, psychoanalyze, or even banter with him. In addition to reducing yourself to his level, you would be distracting yourself from what is really important, which is to protect yourself.Even if you win, guess what? Now youre using manipulative games. Stanford professor Bob Sutton, author of Good Boss, schwimmbad Boss, tells all of his studentsWhen you take a job, take a long look at the people youre going to be working with - because the odds are youre going to become like them, they are not going to become like you.You cant change them. If it doesnt fit who you are, its not going to work.(T o learn how to stop being lazy and get more done, click here.)But whats the attitude most people get wrong when dealing with a possible psychopath?2) Accept That Some People Are Just Bad NewsYou might believe all people have good in them. Or that every person can be fixed. Or that theyd be better ifThats not going to fly here. Sorry.FromThe Sociopath Next DoorThe first rule involves the bitter pill of accepting that some people literally have no conscienceDo not try to redeem the unredeemable.You cant change them. What you can do is get to know how they work and get to know yourself better. Know where your vulnerabilities lie. Because psychopaths are experts at figuring them out. Address your weaknesses before they exploit them.From Snakes in Suits When Psychopaths Go to WorkAs one psychopath put it, I love do-gooders because they do me such good.(To learn the four rituals neuroscience says will make you happy, click here.)Often a subclinical psychopath is telling so many lies it ca n be hard to see straight. How do you keep your head clear?3) Pay Attention To Actions, Not WordsThis is another one all the sources agreed on. Dont listen to the excuses, rationalizations or outright lies. Dont listen to what they say they will do. Pay attention to what they do do.Harvards Martha Stout recommends using the Rule of Threes to tell honest mistakes from manipulative behavior.FromThe Sociopath Next DoorOne lie, one broken promise, or a single neglected responsibility may be a misunderstanding instead. Two may involve a serious mistake. But three lies says youre dealing with a liar, and deceit is the linchpin of conscienceless behavior.(To learn what psychopaths can teach you about being a happier person, click here.)Okay, youre on to them. But theyre a vindictive bunch. How do you protect yourself from retaliation at work?4) Build Your Reputation And RelationshipsThe psychopaths at work are always recruiting unsuspecting patrons in upper management to unknowingly provid e cover for them when rumors about their shady behavior start to circulate.And theyll also be leveraging these relationships to spread disinformation and lies about anyone who gets in their way or poses a threat. And that might include you.So make sure to build your own relationships and keep a reputation as a hard worker. Be above reproach. Dont be a complainer. That way when you do complain - senior people listen.From Snakes in Suits When Psychopaths Go to WorkTo protect yourself, make sure you invest energy in managing your own reputation, build open and honest relationships with peers and your boss, work up to your abilities, and follow applicable policies and procedures.And if youre dealing with a possible psychopath in your personal life, relationships are just as important. Friends can often be more objective than you can. When multiple confidantessay He/She is no good you might want to listen.(To learn the eight steps to getting the perfect mentor for you, click here.)Alrig ht, youve tried everything but you still need to work with them. Whats the best way to do that?5) Win-Win AgreementsPsychopaths are aggressive personalities. They want to win. If you can make it so its easier and more enticingfor them to work with you than to try to subvert you, you might be able to keep their ruthlessness in check.FromIn Sheeps Clothing Understanding and Dealing with Manipulative PeopleWhen you bargain with any aggressive personality, try to propose as many win-win scenarios as you can. Doing this is extremely important and requires creativity and a particular mind set. But in my experience, its perhaps the single most effective personal empowerment tool because it puts to constructive use the aggressive personalitys determination to win.(To learn FBI hostage negotiation techniques that will get you what you want, click here.)Alright, weve covered a lot. Lets round it up and learn the most important thing you need to remember for the long term so a psychopath doesn t really screw up your lifeSum UpHeres how to deal with a psychopathDont. 1) Run. 2) Are you sure you cant run?Accept that some people are just bad news A tiger is not a good house pet. And you will not change that fact.Pay attention to actions, not wordsNo excuses. No BS. Use the Rule of Threes.Build your reputation and relationships You need a good defense and good advice.Win-win agreements Make it easier to go through you than todestroy you.When in the middle of a deathmatchwith a ruthless monster of a human being, being cynical is like having ESP. Ajaded perspective can keep you one step ahead of them. But in the long term it can be toxic.Dont give up on all people just because you dealt with a really bad one.Mother Nature has a sense of humor. On one hand you have psychopaths, who have zeroempathy. On the other hand, there are people with Williams Syndrome. They have too much empathy. They trust everyone. They love everyonekids and adults with Williams love people, and they are literally pathologically trusting. They have no social fear. Researchers theorize that this is probably because of a problem in their limbic system, the part of the brain that regulates emotion. There appears to be a disregulation in one of the chemicals (oxytocin) that signals when to trust and when to distrust.This means that it is essentially biologically impossible for kids like Isabelle to distrust.Some people are too good, some too bad. And most of us are somewhere in the middle. Dont let a bad experience with one person ruin the party.FromThe Sociopath Next DoorDo not allow someone without conscience, or even astring of such people, to convince you that humanity is a failure. Most human beings do possess conscience. Most human beings are able to love.To have a happy life and a productive career, you may need to give up on particular people.But that doesnt mean you have to give up on people.Join over 285,000 readers.Get a free weekly update via emailhere.Related postsHow To G et People To Like You 7 Ways From An FBI Behavior ExpertNew Neuroscience Reveals 4 Rituals That Will Make You HappyNew Harvard Research Reveals A Fun Way To Be More SuccessfulThis article originally appeared at Barking Up the Wrong Tree.

Four Companies that Reinvented their Employees Performance Reviews

Four Companies that Reinvented their Employees Performance ReviewsFour Companies that Reinvented their Employees Performance ReviewsFour Companies that Reinvented their Employees Performance Reviews DeZubeCompanies of all sizes and across industries are successfully replacing their employee wertzuwachs reviews with more frequent results-oriented conversations. These four firms tackled the challenge of engaging employees with aplombUnited Shore Large Mortgage Lender Augments Annual Reviews with 11 MeetingsUnited Shore Financial Services, a Troy, Michigan wholesale mortgage lender, shows you can improve employee wertzuwachs by scheduling more frequent opportunities foremployee feedback, even if you retain annual reviews.About two years ago, the company implemented YourTime an in-house program that schedules one-on-one meetings between the companys 2,000 team members and their direct leaders.Each month, the system prompts team members to log in and submit three topics to discuss. It can be anything, says United Shore Communication Strategist Brad Pettiford. Opportunities to take on additional responsibility, how to advance their career, the big football game this weekend, etc.After going over the team members topics, the leader covers the employees performance strengths and opportunities for improvement.In the two years since implementing the system, United Shore has seen a 20% increase in internal ratings it collects to gauge the strength of client service relationships and a 25% increase in external ratings. The only ongoing cost associated with the program is the time spent in the meetings, Pettiford says.North 6th Agency Small Firm Develops an In-House ProgramNorth 6th Agency, Inc. (N6A), a 43-person New York PR firm, built an incredibly robust performance review system five years ago to take the ambiguity out of the review process. The system creates key performance indicators (KPIs) for each employee based on their roles in the organization and customer sati sfaction ratings from clients.Staff members have their own portal to get their KPIs and can customize their own analysis, says CEO Matt Rizzetta. You can see how your performance ranks compared to others at your level, what the trend line looks like.The gamification angle allows employees to see how theyre doing compared to the top performer (but notlage any particular co-worker).Managers use the system when they conduct monthly employee performance assessments about strengths, achievements and areas to improve. It even determines who wins awards, earns perks, and get expedited salary reviews. For annual reviews, the system rolls up 12 months of data.Rizzetta says the $100,000 price tag to create the system was well worth it for two reasons. First, performance has improved across the company. The average rank today is 30% higher than where it was when we started using it five years ago.Second, N6A uses the systems transparency as a selling point when clients ask how the agency measu res success.Llamasoft Growing Software Firm Surprised by PushbackAs a young supply chain software company driven by innovation and creativity, LLamasoft decided more frequent performance conversations would better support the companys pace of change.After looking at the options for off-the-shelf software, LLamasoft Vice President of Employee Success Craig Wigley opted to use a platformbuilt on what neuroscience says about how we learn and what engages us.It took Llamasoft about three months to prepare its 400 employees for the new performance management system. Wigley was surprised by the pushback he got from managers who worried that moving from once-a-year to once-a-month performance conversations would take too much time and effort.He sold the system as a way for employees to improve their management skills. Being better leaders requires more time with employees, more goal setting, more touch points, and more coaching, he told his managers. The trade-off is we provide this piece of software that will make it easy.He advises HR pros who plan to implement a similar program to expect to continue communicating with managers well past the start date.You cant over-communicate this stuff, he says. Once you get the system out there, follow up and communication will keep momentum going and drive adoption in the weeks and months immediately after the launch.Udemy Global Firm Democratizes FeedbackUdemy is a global marketplace for learning and teaching erreichbar with 20,000 instructors who teach over 45,000 online courses. Their aim was to democratize feedback two years ago when the company shifted from annual performance reviews to Udemy Conversation, a real-time feedback system with a goal-setting focus.Its less about improving weaknesses and more about developing strengths, says Gelena Sachs, Udemys Director of People Operations. Using data from a 360 feedback tool that costs less than $10 per employee per month, managers and employees discuss opportunities for gro wth and learning and how those could lead to new projects over the next six months to a year. Sachs says its not the tool that makes the program successful shes run effective performance feedback systems using only a spreadsheet and a list of questions to help managers generate feedback.What makes the Udemy program work well is having a company culture that supports feedback. A lot of it comes from driving and training employees on what it means to be authentic when delivering feedback, how to receive feedback how to just listen, absorb, and appreciate the feedback and what I can take from it that helps me in the long run, she says.Sachs points to a 100% completion rate as evidence the Udemy Conversation program works. In prior positions, she dealt with old-school annual performance review systems that managers and employees dreaded.We were lucky if we got 60% completion rates, Sachs says. When you give people a framework on how to communicate feedback effectively, thats where the m agic happens. Its durchschaubar and effective.Learn moreGoodbye Employee Performance Reviews Hello Better Communication

The Resume Examples Word Diaries

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The Most Popular Resume Templates Reddit

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