Why People Fear Giving Their Manager Feedback

Why People Fear Giving Their Manager Feedback Mary has a Director who comes in EVERY DAY between 9 and 10 when her team is supposed to be there at 8. While the boss, the Executive Director, talked with the person, the tardiness continues. Because this Director is allowed to come in late every day it has affected morale within the department. According to Mary, no one says anything to the E.D. because “…we dont want a target on our back. Others have been pushed out by our E.D., so we don’t dare speak up.” Unfortunately, Mary is not alone in witnessing bad behavior from management. In a recent survey, we asked 1,335 employees to disclose their boss’ significant weaknessâ€"one that everyone knows and discusses covertly to each other, but not directly with their manager. Asking the question was like opening the flood gates on managers behaving badly. Eight out of 10 participants responded with a colorful “open secret” about their boss’ behavior. According to our respondents, the top five weaknesses bosses have but don’t know they have included: Overwhelmed and inadequate A poor listener Biased and unfair Distant and disconnected Disorganized and forgetful It’s clear people have intense and pervasive frustrations with their boss, and yet they don’t feel safe or able to give their manager feedback. So, instead of speaking up, they vent to each other. Essentially, everyone is aware of and annoyed by the boss’ shortcomingsâ€"everyone that is, except for the boss. But why is feedback so one-sided? According to our study, the primary reasons people report for their office-wide silence run the gamut. Some fear speaking up would offend their manager, others say it would cause their boss to retaliate or hurt their career. And many felt their workplace culture doesn’t actually support people airing concerns and frustrations. Finally, a large portion of people simply had a skill gapâ€"they didn’t know what to say or how to bring it up. But regardless of the reasons for holding their tongue, the silence is a symptom of an accountability crisis sweeping corporate America. This crisis does more that propagate bad behavior, it erodes results. That’s because the health of any organization, team, or relationship is a function of the average lag time between when people identify and discuss problems. In healthy teams, when people see something, they say something. In weak teams, performance problems, concerns, and errors remain unchecked which eventually erode results and relationships. To improve the health and success of any team, shorten the lag time between when people see something and say something. The good news is, there are a handful of skills people can use to confront a misbehaving manager and reduce the accountability gap. These skills help people step up to performance discussions while also preserving relationships and results: Work on you first, the boss second.  Get your emotions in check by looking for how you may be adding to the problem. It isn’t that the boss doesn’t have faults; it’s that most people tend to exaggerate their boss’s problems and ignore how they may be contributing. Hold the right conversation. Most people  think  they are giving their boss feedback but fail to get to the real issue that concerns them. For example, if your fundamental concern is that your boss doesn’t respect you or that you don’t trust your boss â€" you have to find a way to discuss that issue without skirting around it. Start with safety.  It can be tough to tell your boss you don’t trust him or her. But it is completely possible to do so without rupturing the relationship if you can help your boss feel safe. People feel psychologically safe when they know you care about their interests and respect  them. Start with: “I have a concern I’d like to discuss. It’s important to me, but it’s also something I think will help me work more effectively. May I discuss it with you?” Facts first.  Don’t start with your harsh judgments or vague conclusions. For example, “I don’t trust you” or “You’re a control freak.” Instead, start with the facts. Strip out any judgmental or provocative language and be specific. For example, “After you told me you brought me up for a promotion in the HR meeting, two people at that meeting e-mailed me and asked me why I wasn’t recommended by you.” About the author: Joseph Grenny is a four-time New York Times bestselling author, keynote speaker, and leading social scientist for business performance. He is the co-founder of VitalSmarts, a top 20 leadership training company. For thirty years, Joseph has delivered engaging keynotes at major conferences including the HSM World Business Forum at Radio City Music Hall. Joseph’s work has been translated into twenty-eight languages, is available in thirty-six countries, and has generated results for 300 of the Fortune 500.

Writing a Resume For Software Engineering

Writing a Resume For Software EngineeringWriting a resume for software engineering is actually easier than writing one for an engineer that's directly related to the field. If you're looking to break into the engineering field, then this article is definitely for you.The first thing that you should know about writing a resume for software engineering is that it's not the same as writing one for a field that involves computers and electronic devices. It's also a bit different from writing one for a job that's related to the internet. No, when it comes to resumes for software engineering, you'll be referring to the basic elements of a resume that are found in any other resume. Let's have a look at some of the things that you should expect from writing a resume for software engineering.The first thing you should remember is that all the information should relate to the job that you're applying for. Even if your work experience is related to many fields, it won't matter if you don't prov ide enough information about the specific field that you're applying for. This is the first thing that every prospective employer will check.When it comes to specifying your experience, be specific about your job description. Be as specific as possible. Describe the responsibilities you had while working with the company. The more detailed you can be about your job, the better.You should also describe your technical details. Things like, what's the function of the software, how did you develop it, and where you developed it? Describe in detail each step of the development process so that you can provide concrete examples that prove that you know what you're talking about. You should also be able to tell the employer why you were able to develop the software in the way that you did.Now, let's talk about the key objective. You should try to describe what you've done to help the company. You can say that you had a major role in creating the product, and the product has made it possible for many people to live their lives better. You can also show how much you benefited from the product.Finally, mention any previous experience that you may have had. Some companies may require that you have experience with the company before they consider you for the job. If this is the case, you should mention it now. You might want to provide a detailed account of your previous experience even if it's not the same as the previous experiences they were looking for.So, what should you do next? You should create an online resume service that allows you to create one. That way, you can write a resume for software engineering for any field that you want to apply for.

Give a Millennial a Trophy and Theyll Work For You - Personal Branding Blog - Stand Out In Your Career

Give a Millennial a Trophy and Theyll Work For You - Personal Branding Blog - Stand Out In Your Career Today, I spoke with Ron Alsop, who has been a Wall Street Journal Columnist and author for a while now.   One of the most written about topics in the world today is my generation, the millennials (also known as Gen-Y).   Ron shares some great insight on what my generation demands from companies and how companies can recruit millennials.   Whether you are a trophy kid or not, this information will be useful for you as you interact with millennials now and in the future. What issues are companies facing as the millennials enter the workforce and baby boomers retire? Companies are primarily struggling to deal with millennials’ sense of entitlement and their unusually high expectations. Older adults routinely criticize the high-maintenance rookies for wanting too much too soon. In particular, they resent the impatient millennials for expecting overnight advancement from their entry-level jobs. “They want to be CEO tomorrow,” is a common refrain from frustrated corporate recruiters. Baby-boomer bosses recalls just being grateful to have a good job and being willing to do just about anything to keep it. Employers also bristle at millennials’ need for lots of attention and near daily performance feedback from bosses. Millennials also want to learn as much as they can and have as many different experiences as possible. They love praise and count on getting regular promotions and pay raises. By regular, they mean every six months or so. What are some examples youve heard of millennials interacting with the older generations at work (the good and bad)? Employers complain about millennials who try to get out of unappealing but important work. A manager at a big accounting firm recalls one prima donna who found part of a project boring and didn’t want to do it. The manager responded that she was glad to know how the employee felt, but that it was an important skill to develop. Some employers clash with millennials over written communications. Many older managers object to young employees’ use of text-message shorthand in e-mails and even memos. The head of a New York PR firm estimates that 80% of the e-mails from her young workers have spelling and grammar errors. If millennials get a proper noun wrong in a press release, she says, their attitude is it’s close enough and not worth the bother of Googling for the proper spelling. On the positive side, some millennials enjoy working with older managers to boost their technology skills. A millennial manager at IBM told me it’s unlikely that her older colleagues can juggle an instant-messaging meeting, e-mail, and a mobile phone call simultaneously. So says she tries to be patient and teach them some of the tricks of multitasking. Why do you consider the millennials trophy kids? Is this a negative or positive perception and what impact will it have on them? I consider millennials “trophy kids” for a couple of reasons. First, they often received trophies and other praise just for participating and not necessarily for excelling in sports and academics. They were rewarded whether or not they made the grade or the home run to avoid damaging their self-esteem. They are also trophy kids because many proud, protective parents view their accomplished children as their prized possessions. It isn’t necessarily a negative or positive perception. On the one hand, trophy kids feel confident and accomplished. However, the coddling of the millennials has led them to feel entitled and to have the great expectations that employers complain so strongly about. What is the anatomy of a millennial? How is this different than Gen-X and the baby boomers? Millennials are proving to be a complex generation with some conflicting characteristics. Although they are technology savvy and achievement oriented, most millennials don’t excel at leadership and independent problem solving. They crave the freedom and flexibility of a virtual office, but they also want rules and responsibilities to be spelled out explicitly. “It’s all about me,” might seem to be the mantra of this self-absorbed and exhibitionistic bunch of young people, yet they also tend to be very civic-minded and philanthropic. Millennials are more optimistic than members of generation X, and they are closer to their parents and more trusting of authority figures. Unlike baby boomers, millennials do not define themselves by their careers and don’t live to work. Rather, millennials work to live and want a balanced life. What tactics are companies using to recruit millennials and how is that different than years ago? Corporate recruiters are realizing that they must go beyond formulaic recruiting techniques if they hope to generate any buzz with this generation of students. As competition for the most talented millennials has intensified, the old tried and true hiring strategies simply aren’t working as well anymore. Merely inviting students to corporate presentations and cocktail parties won’t command the attention of the tech-obsessed millennials. In fact, nearly two-thirds of the M.B.A. recruiters in a 2007 Wall Street Journal/Harris Interactive survey said that to attract top job candidates, they must resort to new tactics, ranging from searching online resume databases to joining social networking sites. Companies must meet millennials on their own turf, and today that usually means not on campus but rather somewhere in cyberspace. Companies also are starting to understand the importance of creating engaging career Web sites. To get millennials’ attention, career sites must address the generation’s hot buttons: work-life balance, training and development, corporate social and environmental responsibility, and diversity. The most effective Web pages also provide a vivid sense of the corporate culture and a look at specific jobs, typically through video interviews, employee profiles, case studies, virtual tours, blogs, and podcasts. Can you name a few dream jobs that many millennials share? Management consulting Accounting firms Innovative technology companies, Nonprofit organizations, and Government agencies These all rate high on this generation’s wish list. Some millennials seek the stability of established and reputable companies like General Electric and Procter Gamble, while others prefer small and medium-sized businesses where they believe they will enjoy greater access to senior executives and take on major responsibilities earlier in their careers. Alternatively, a growing number of young people are bypassing the corporate world and striking out on their own to satisfy entrepreneurial passions. Ron Alsop, a longtime reporter and editor for The Wall Street Journal, is a freelance writer and consultant. He is the author of eight books, including his latest, The Trophy Kids Grow Up: How the Millennial Generation Is Shaking Up the Workplace. His other books include The Wall Street Journal Guide to the Top Business Schools and The 18 Immutable Laws of Corporate Reputation: Creating, Protecting, and Repairing Your Most Valuable Asset. He also has served as editor of the Journal’s Marketplace page and its annual ranking of M.B.A. programs. He is a frequent speaker at conferences on the millennial generation, corporate reputation and business education. A graduate of Indiana University, he lives in the New York City area.

Bar Manager Job Description Sample - Algrim.co

Bar Manager Job Description Sample - Algrim.co Bar Manager Job Description Template Download our job description template in Word or PDF format. Instant download. No email required. Download Template Using Your Template Follow these instructions to use your new job description template Step one: Fill out all details in your job description template using the provided sample on this page. Step two: Customize your requirements or duties to anything special to your workplace. Be sure to speak with team members and managers to gauge what's required of the position. Step three: When the census of the team has agreed on the description of the work, add in a Equal Employment Opportunity statement to the bottom of your job description. Step four: Check with your legal department, management team, and other team members to ensure the job description looks correct before creating a job advertisement. Choose a job board that's specific to your needs. Related Hiring Resources Bar Manager Cover Letter Sample

Learning About the Resumes Builder Tool

Learning About the Resumes Builder ToolIt is true that the Resumes Builder tool can be used to create high quality resumes that will get you a job interview or job offer in a matter of seconds. But there are other things you should know before starting out with the job applications. You have to understand the basics of resumes. Once you master these fundamentals, you will have a much better chance of getting accepted for the jobs you apply for.First of all, you should understand that a resume is not just about submitting it to a company. You need to have a good knowledge of the job market. Your resume should highlight your expertise and accomplishments that can only be known by people who know you. There is no reason for you to write something that nobody has seen before. Instead, focus on what you have done and how it will improve the position that you are applying for. This is the most important aspect of a resume.Second, you should learn how to make a good first impression on empl oyers when they receive your resume. Don't waste your time wasting your time trying to impress the people who will make the hiring decision. Always remember that the best way to impress someone is to be approachable. The more you know about the job that you are applying for, the more you can show off your interest in that position. In fact, you should always try to make your resume interesting, eye-catching and believable to the hiring manager.Another thing you need to keep in mind when creating your resume is that you need to bring your skills's professionalism and knowledge to the table. Do not just put down any skill that you possess because employers are looking for people who have real value to the position.Lastly, take your time with your resume in a quick manner. In case you don't have the time to really think about it, it is better to let the Resumes Builder tool do the hard work for you. Most of the people who make use of this tool choose to make their resume look professio nal and impressive in less than five minutes.Hopefully by now you now know how to get the right product that will help you create the best resume for you. One of the best resume builders today is the Resumes Builder. In fact, the use of this tool has been proven successful by many professionals in many fields. One thing to remember is that people who use this tool have a very high success rate when they send out their resumes.The best way to find the right resume builder is to go to ResumesBuilder.com. This is the most popular website that uses these tools to help businesses. This website also offers tutorials and free online training to those who are interested in learning how to make the most of the tools available on the site.By using the right tools you can transform your resume into a professional looking document that will convince hiring managers to select you for the position. The right tools are the key to being hired over others. There is no doubt that you will make an imp act on your next employer if you use the tools available for you on the Resumes Builder website.

Continuous Networking Other Secrets of Success From Kerry Hannon

Continuous Networking Other Secrets of Success From Kerry Hannon Kerry Hannon, author of the Amazon best-seller Whats Next?joins my SIRIUSXM career talk show today to share inspiring stories from real people who have changed careers mid-life. Heres more from Kerry re: the roadmap that continues to lead her to her dream jobQ: What do you want your life/work to stand for?I knew I wanted to be a writer since I was a kid. I read every book I could get my hands on, egged on by an older sister, Patty, who loved to read just as much. I wrote my first book when I was tenall about kids and ponies. (It hasnt been published yet).No surprise since that was exactly what my life was all about. We had a five-stall stable, dogs, horses, cats and four of us kids racing around. Mom refers to it as a zoo. She never knew who would be at the table for dinner with us. Who wouldnt want to hang out at our house?The question was how to make money as a writer. I knew I didnt want a desk job-too boring and claustrophobic. I wanted to find a job where I would always be learn ing, meeting new people and traveling.I began by interviewing professional horseman at the horse shows I went to as a competitor on the A circuit when I was around eighteen. I sold the profiles to horse magazines for a whopping $100 a piece at first, but it felt like a thousand. And so it goes. Today, I am still writing profiles of people in Whats Next? Follow Your Passion and Find Your Dream Job.After graduating from Duke University, I built-out my portfolio as a freelance writer in my hometown of Pittsburgh stringing for Business Week, working as the regional correspondent for Advertising Age, covering nightlife for Pittsburgh magazine, where I profiled local musicians. I wrote a dance column for an alternative newspaper, covered school board meetings and more for the Pittsburgh Press.When I was 25, I landed the big job at Forbes, after persistently calling for an interview and assuring the hiring editor that Forbes was my fathers favorite magazine, in fact, the only one that he h ad delivered to our home. All true. It was magic.I got the job. I moved to New York and off my career went as I headed up th masthead moving from Forbes to Money to U.S. News World Report and USA Today. I have written six books along the way, and it has been fantastic. My dream was to one day have a column in a national newspaper with my picture. (I wrote the Your Money column for USA Today) and write books. Check.Best news: Ten years ago, I went off on my own again to be an independent freelancer with several clients, including Forbes, U.S. News, USA Today. Lesson here: never burn bridges. The new ones, like AARP and CBS MoneyWatch, come along the old-fashioned way, through continuous networking, a habit I started back in my 20s and have always made the effort to maintain.Q: What gets you out of bed every morning? Heres the real secret to my success as a writer and journalist: When I was young, I learned to write about my passionhorses and share that with others, and it was sweet. Today, Im fortunate to write about other peoples passion and pass that inspiration on to readers to help them follow their dream.But I also write about personal finance and money and work issues that touch peoples lives in a more direct fashion. I try to make sense of a topic that makes people panic and freeze. I lay it out in simple, news you can use fashion that both my 81-year-old mom and my teenage nephew can understand. And I believe in my heart it makes peoples lives better.That gets me out of bed in the morning. Well, actually, my yellow Labrador Retriever, Zena, is truly responsible for that, but you get my drift. I have been able to translate my love for writing and meeting people into meaningful work that helps others.Q: Whats the one piece of career advice you wish youd known sooner in your career?The one piece of advice I wish Id known sooner in my career is that it pays richly to work hard and to communicate with the people you report to regularly.That sounds obvious, but when I was young I had a certain sense of entitlement I think and felt I didnt need to ask for help. I was afraid to show that I didnt understand something or even make sure my editor and I were in synch. I wanted to do things my way.And frankly, I didnt always respect what a difference it makes when you file your work early. Surprise. Everyones job is easier, and you get hired again and again.Today, I work harder than I ever did when I was in a staff job. I care about my product deeply. I get up at 5:30 every morning and go to it. I work every day, but I love what I do, so it doesnt matter. And I make sure I find time to walk Zena and ride my horse regularly. Thats living the dream. Kerry Hannon, a career reinvention and transition expert, is a nationally acclaimed personal finance contributing editor and retirement correspondent for U.S. News World Report and a featured blogger on second careers at Forbes.com. Kerry is also is the Great Jobs for Retirees columnist for AARP.co m. For more, go to: http://www.kerryhannon.com.

How to Find the Fastest Growing Careers

How to Find the Fastest Growing Careers If you clicked the title of this post, let me ask you why? These are my guesses. 1) To assure yourself that your profession is on the list and growing. Lets just say for job security. 2) To get ideas of professions that are actually growing because you know for sure, that your current trajectory is unclear. Lets just say for job security. 3) To verify your own hunch of growing industries and to verify where the author gets the information. Lets just say reliable data, which is security. We all want to know the fastest growing career trends because we all need job security. And who wouldnt in this economy? There is no harm or weakness in securing income to provide for the wants we have all grown used to. Proceed with caution Well heres my best list compiled for you. I have no tricks and the sources can be verified. I will caution you though, no one really knows the future. So much can fluctuate in a short amount of time. The sources below are indicators of past success, not absolute predictions on future success. For example, 20 years ago we could not have predicted the jobs available today through advanced technology. Please visit these sources and play with the information but realize that job security isnt in a trend. Its ultimately what you come to value. Bureau of Labor Statistics US News Forbes WorldWideLearn Takeaways for you The rise of baby boomers going into retirement makes it no surprise that home health care needs will increase. In fact, the healthcare industry offers many options. Technology industry growth is no surprise either with the influx of large amounts of information. What I believe will be highly valuable will be the synthesis of disorganized information into something meaningful. Business Analytics isnt a job yet but looks like a big need in the future. The surprise to me was the need for more org psychologists and mental healthcare workers, in general. Lastly, I see the need for individual, organizational, and employment/career experts on the rise. What are your observations? Please comment below. Think.Inspire.Change.Grow By Dawn Shaw|2017-04-21T18:17:40+00:00August 4th, 2015|Career Change, Career Management|0 Comments