Who Are You? It’s a simple enough question, but the basis for each of the decisions you will make during your life- especially during your career. It’s just like the monotone lectures that our high school guidance counselors used to give us: “Who you are will determine what you do”, or in the words of Shakespeare “Know thyself”. Yet, even as I struggled through my first resume, I realized that the problem wasn’t that I didn’t know myself – I had been around for long enough to know my likes and my dislikes. So what was the problem?
Do you get so angry that you lash out and snap at nearly everyone at work? If so, it is wise to remember that the law restricts how you behave at work, so screaming and pulling some hair is probably not a good idea.
When personal tragedy occurs, everything else happening in one’s life seems to lose significance. It’s only rational that when something tragic occurs in the life of one of your employees, his ability to concentrate on work is going to be affected for some time. People deal with tragedy in very different ways – some may prefer being in solitude while others prefer the company of friends. So showing the appropriate signs of compassion for a grieving individual may not be easy but it’s important to show that you care in some way. Here are some pieces of advice to help you console an employee recently affected by tragedy.
Twitter is one of the major social media tools out there, but do you know how to use it to enhance your career and nail your dream job? Below are 8 simple ways you can use twitter both personally and professionally to enhance your career in any industry.
Everyone gathers in the conference room, but no one knows each other. This could either be just another day in the office or that awkward moment you’ve been dreading. Ice breakers in the professional workplace may seem a bit cliché and silly but having fun and meeting new coworkers can be beneficial, ease tension, and even help with professional networking! Below are five unique ideas to break the ice in the office without boring your audience!
Quality job descriptions attract quality people. If your company’s job descriptions don’t stand out from the typical page-long bullet lists that oversaturate Craigslist, you’re not going to catch the attention of the most qualified individuals for an open position. While writing a compelling job description will require more thought than writing the ordinary bullet list-styled description, the payoff will be worth the extra time you put in. Your company will receive applications from talented, creative individuals; the type of people who ignore boring job descriptions out of fear that the work environment will be equally boring.
Everyone wants to be engaged in a promising team, and every leader wants to build an effective team. But here comes the question: what makes an effective team?
Dan is stuck. He wakes up every day and faces a daunting task – job hunting. Like a door with no hinges, he can’t close on any job interviews. Sighing deeply, he stares at his computer screen, “should I try again, or just spend the rest of my day watching Netflix and playing Counter-Strike…?”
It’s game time; everything you’ve worked towards for the past semester culminates in one hour-long presentation. Sweaty palmed, you fix your tie, start up the power point presentation, take one last big, deep breath and face the panel of executives sternly sitting in a row across from you. Nerves almost take hold, but you look behind you and find solace in the faces of your team members. Everyone has done his or her part; you’ve rehearsed this a million times and you all trust each other to deliver the best presentation of your lives. Facing the judges, you begin the introduction:
The effects of a bad hire on a firm can be devastating. Not only does a poor hiring decision result in wasted time and money, it can be detrimental to morale in the workplace. A recent Robert Half International study in which over 1,400 CFOs were surveyed found that 35% of participants felt morale was “greatly” affected by poor hiring decisions. The CFOs also concluded that supervisors spend 17% of their time overseeing incompetent employees. That’s almost one day per week!