How to Deal with Tough Conversations in Human Resources

How to Deal with Tough Conversations in Human ResourcesHow to Deal with Tough Conversations in Human ResourcesIf theres one certainty for professionals working in the field of HR, its the ongoing need to hold tough conversations. From communicating about layoffs to following up about certain employees behavior at the brde company party, HR is tasked with working through sticky situations on a continuous basis.This series will provide a toolkit to handle the toughest conversations that HR has to facilitate. Although some discussions will always be at least a little awkward, by the end of the series you will be fully prepared to carry them out as gracefully as possible.The No. 1 skill needed in any HR conversation is directness. Many Americans struggle with being direct. Fearing that the recipient of the feedback will make a scene or that the future relationship will be tense, we tiptoe around the issue at hand and try to soften the message by hiding it in praise or minimizing the true impact of the behavior that needs to change. The role of an HR professional requires tact and diplomacy as well as the proficiency to communicate clearly and directly in contentious conversations. After all, HR generally isnt called in to bestow promotions and raises. Managers like to take care of delivering the good news themselves.Conversation 1 Firing an Underperforming EmployeeBefore moving to the step of firing someone, work with that employees manager to make sure that the problems leading to the firing have been clearly communicated. Even if you are operating in a state that allows at-will employment, protect your company by requiring managers to follow up performance conversations with documentation. When you hold the conversation to terminate an employee, be calm and matter-of-fact. Explain the behavior that the employee has displayed, why its a problem to the company, and review the steps taken to resolve it. A sample script might look like this.Janet, one of our values a t ABC Company is speed to execution. You have missed five key deadlines over the brde quarter. This has caused delays and problems for Team X and Team Y, which depend on your work. Additionally, this resulted in a delay in our product launch that impacted our revenue. Your manager spoke to you about this after each deadline that was missed, but we havent seen any improvement.This is why we need to end your employment with ABC Company.Conversation 2 Facilitating a LayoffThe key in facilitating a layoff is to work with the executive team to determine a clear rationale of who is being laid off and why. Whether youre eliminating a department or regional office, or whether the logic is merely last in, first out, look for a way to group all of the designated employees together. This serves two purposes. Your organization will have an easier time managing morale for the remaining employees if the layoff appears to be rational rather than capricious. And documenting the rationale for the la yoff beforehand will also help should someone decide to sue for a discriminatory termination.Often companies will use layoffs as an opportunity to eliminate employees who havent been performing up to standard. In this case, employees should be made aware that theyre being let go due to performance, but that the company has chosen to technically treat the situation like a layoff for that employee. For the rest of the employees of the layoff, here is a suggested script.Based on where the business (product, division, etc.) is right now, today will be your last day. We are eliminating people (based on this logic the x division, the y office, etc.). Heres what will happen next. (We would like you to take the next 30 minutes to pack up your desk, etc.)Although HR departments have many pleasant conversations with employees each day, its the tough conversations that give HR professionals the opportunity to demonstrate true skill in communication. Stay with us for the next article in the ser ies How to talk about body odor and hygiene in the workplace.

How to Create a Successful News Blog

How to Create a Successful News BlogHow to Create a Successful News BlogStarting a news blog helps you reach your audience in a personal, more informal way. Careful planning is necessary in bestellung for your news blog to provide value to people you want to reach. Without planning, you could end up spending a great deal of time and resources on building a blog that no one wants to read or follow. Instead, departure your own news blog successfully with these three important tips. Find Your Audience Youre sitting in your newsroom or in your home office, ready to write. Consider who it is you want to write for other journalists, people in your hometown or people across the world? If you work in broadcasting or for a newspaper, youre probably familiar with talking to a wide audience. However, your company probably has target demographics that it wants to reach and chooses content designed to appeal to those people. You can do the same when starting your own news blog. This is just one of the ways that starting your own news blog can provide some flexibility. If you want to reach young professionals in your city, consider their needs and desires and eliminate topics that dont interest them. If you say you want to reach everybody, chances are, youll reach nobody because your content will be too broad. Find Your Focus Next, find the focus of your news blog. That should start with providing information or a perspective that people cant get anywhere else. If youre simply repeating information that the audience can get from a TV newscast or a newspaper, theres no reason for anyone to bookmark your blog. Your city probably doesnt have a shortage of information, but people have a shortage of time to devote to it. Your news blog has to have an angle that is clearly defined and consistent. You may want to cover political news, with insight into whats really going on at City Hall. That means you should ignore writing about crime unless theres a political spin you ca n put on it. Find Your Voice News reporters are taught to keep themselves out of the stories they cover. They are supposed to be impartial conveyors of information. That doesnt necessarily apply to your news blog. You should decide how much of yourself to put in the stories you post. You may even decide to write in the first person because that will give readers a personal connection to the news that you cant present in your professional writing. Develop a personality for your news blog. Maybe youll take on a snarky or sarcastic tone. Its not for everyone, but some readers like to read biting commentary about their community that they cant get anywhere else. If you enjoy writing news stories with impact, youll find a new creative outlet for starting a news blog. Thats because you can write without the restrictions of your media company and figure out the best, most personal way to deliver information to people who crave it.

The Real Reasons Why Employees Hate the Performance Review

The Real Reasons Why Employees Hate the wertzuwachs ReviewThe Real Reasons Why Employees Hate the Performance ReviewIts no secret that people often dread the performance review process at work. But whats driving that fear and loathing?We regularly hear nachrichtensendung about the ineffectiveness of performance appraisals or that companies are doing away with these assessments. But is nixing performance reviews a good solution? According to a new OfficeTeam survey, these meetings arent going anywhere just yet, and they may actually be increasing in frequency. Seventy-nine percent of HR managers said they schedule these discussions at least annually. More than a quarter (27 percent) hold appraisals at least twice a year, which is a nine-point increase from 2010.However, bosses and workers dont necessarily see eye to eye on how effective the performance review process is. One in four (25 percent) employees feel the assessments do not help improve their performance. This contrasts with 89 percent of HR managers who believe their organizations performance appraisals are at least somewhat effective.So wheres the disconnect? Making any of these six mistakes could be part of the reason why your employees are giving performance reviews the thumbs down.1. Youre winging it.If you as a manager arent prepared for an employees performance review, itll show. It also gives off the impression that you dont really care about your workers. In advance of the discussion, check with your HR representative to see if theres a certain process you should follow for the meeting, or if there are forms youre required to complete. Take time to think about your employees recent achievements and whether he or she met expectations.2. Its not a two-way street.You shouldnt be the only one talking during a performance appraisal. Make sure workers know what to expect from the meeting so they can prepare in advance. Asking employees to bring a list of accomplishments, obstacles and goals helps enc ourage a two-way conversation.3. Youre not getting the full picture.What you personally see and hear from a worker may not tell the full story. Request feedback from colleagues who regularly collaborate with the employee for a more well-rounded, balanced assessment.4. You focus only on the negative.One big reason why employees are apprehensive about reviews is because theyre scared theyll receive negative feedback. Comments made during evaluations arent always all positive, but you should aim to provide specific, constructive feedback and suggestions for improvement rather than criticizing. Dont forget to also recognize staff for what theyre doing well5. Theres no mention of the future.Assessing past performance is only half the battle. The review is also a time to discuss goals and what an employee needs to be successful (and happy) in the coming period.6. Its the only time youre checking in. The last thing you want is for any information shared during a review to be a surprise to your worker. Thats why regularly following up with employees to provide feedback and track progress outside of formal performance appraisal meetings is so important. Now that youve gotten tips on conducting these discussion with employees, do you need help preparing for your own review? Read Performance Review Tips Prepping for a Positive Talk with Your Boss.

the #1 question your resume should answer

the 1 question your resume should answer the 1 question your resume should answer The vast majority of resumes I see read like a series of job descriptions, listing duties and responsibilities at each position the job applicant has held. But resumes that stand out do something very different. For each position, they answer the question What did you accomplish in this job that someone else wouldnt have?So sure, its great that you were hired for a job with, you know, a job description. But what I want to know is what you did with that job. Did you just go through the motions and turn in an acceptable, but not particularly star-quality, performance? Or did you do an unusually good job, one that impressed your boss and coworkers and made them devastated to lose you?The typical advice about resumes suggests showing what you accomplished by using numbers increased schlussverkauf by 40 percent, instituted cost efficiencies that reduced overhead by 20 percent, or whatever. But what if you h ave a job where what made you great isnt numerically quantifiable?You can still achieve the same result by asking yourself the key question I posed earlier What did you accomplish in this job that someone else wouldnt have?Maybe you introduced a new initiative that led to increased visibility for the company or higher retention. Maybe you did the work of two people after someone left and wasnt replaced. Maybe you were the only person in your departments history to meet all deadlines for three years in a row.People really struggle over this part of writing a resume. Yet at the same time, most people have a reasonably high opinion of their own work. So, assuming you think youre good and that a hiring manager should be glad to have youask yourself what makes that so? What made you great at each job, and how did you do better than someone else would have?If you cant answer that yourself, and youre the one who was right there doing the work every day, how do you expect a hiring manager w ho doesnt know you to figure it out?I originally published this post at U.S. nachrichten World Report.

The Hidden Facts About Sales Associate Resume Skills

The Hidden Facts About Sales Associate Resume Skills The Advantages of Sales Associate Resume Skills The biggest thing you need to know about the job environment of Home einsatz schlussverkauf associates is you will be spending large sums time on your feet. Luckily, you do that each and every day in your sales work, and that means you know the drill. Most sales associates perform some extra tasks like opening and closing the shop and answering telephones. Home Depot sales associates are liable for knowing their region of the store inside and out. The Sales Associate Resume Skills Pitfall A Sales Associate might be in charge of meetings with different Sales Associates so its essential that you conduct meetings that explain direct marketing and advertising activities. The Sales Associate is the very first point of contact in selling a service or product and gives key details on the value that youd be providing to a prospective customer. The Sales Associate must have an exempl ary record of honesty and integrity so as to prove to the client they can be trusted and are representing a trustworthy item. The Sales Associate needs a superb customer data base so as to grow more sales for the organization. A sales associate can help customers in making the best choices should they have good understanding of the goods and services theyre selling. At the end of the day, he is trying to sell the product by closing the deal. He is a person who performs the task of selling various products in the retail segment of any industry. He is essential in any retail business. You need to understand virtually all the things which are involved with the goods and services being supplied by the company. In case you have, dont disclose the name of the organization. To be successful in nearly any kind of sales occupation, you require the skills to convince a person to purchase your businesss product. No formal illustration is usually required to develop into a sales associat e. The Sales Associate Resume Skills Game Because there are different job functions that are necessary to be done within the field of sales, a number of professional positions are offered for people that need to produce sales activities as their profession. Positions involving the selling of more advanced or intricate products may take a college degree. If youre on the lookout for a career in sales, the very first place to begin is in your resume. Bear in mind that you might have developed some or all the essential skills through previous life experiences, so make sure to do a thorough self-analysis before creating your sales resume. Problem-solving skills Your key duty is to guarantee customer satisfaction. Youll want voreingestellt accounting skills to produce a change and to notice errors. You may also have to quickly develop and maintain relationships. Skill requirements will change dependent on the job for which youre applying, so make sure to read the work description c arefully and review our list of skills listed by job and variety of skill. State at least 4 skills which you have gained over time, working in various capacities. List any relevant skills you might have, and also point out that youre a quick learner and will readily pick up any vital skills during training. Based on what position you want to apply for, associated skills ought to be highlighted properly on a resume. Using Sales Associate Resume Skills In case of a return, sales associates are anticipated to figure out the cause by engaging in dialogue with the clients and resolving their issues. The easiest way to get interest from the species of staff you want to retain the expert services of shall be because in depth as possible within the description. My specific specialties include technology, politics, and internet culture.

Women in executive positions

Women in executive positions Women in executive positionsPosted October 13, 2011, by Helen Isbister The glass ceiling is still present in Australian companies, with a new report showing the number of women in executive positions is in sharp decline. According to the 2008 Equal Opportunity for Women in the Workplace Agency (EOWA) Australian Census of Women in Leadership report, the number of female executive managers in the countrys top 200 public companies has fallen from 12 per cent to 10.7 per cent in the last two years. That means that out of 1700 executive positions, only 182 are occupied by women. There is just one Australian female corporate hauptplatine chief for every 49 males and only 2 per cent of CEOs are women in the ASX 200 companies. The proportion of those companies with no women executive managers at all rose from 39.5 per cent to 45.5 per cent. The results mean Australia now trails the United States, United Kingdom, South Africa and New Zealand a few years ago our n umber of female execs put Australia second only to the US. There are a few companies that break the mould however. In Bunnings Warehouse, Austar United Communication, and Babcock and Brown Capital, women make up more than half of the senior management teams. Shrinking executive teams and the increased number of mining and energy companies are the most likely reasons behind the reduction of senior women across the board. The Equal Opportunity for Women in the Workplace Agency has also cited the following factors as working against women who are trying to balance family lives with high-powered careers. Lack of support to keep women on the career track when they take time out to start a family. Too much focus on face time in the office rather than results. Women still carry the load when it comes to family responsibilities, making it impossible for them to put in the same hours as their male counterparts. Women are leid given the same access to line management roles most associated wit h career paths to the top. A male-dominated culture in the senior management of many companies, which women find harder to break into. Too many influential male business leaders are still holding onto outdated clichs about women, such as women are not being good at figures or being too emotional. ResourcesMy first resumeCover letter for my first jobCareer Insider StoriesShelley Lask - Body Positive Health & FitnessInterested in becoming a?Human Resources OfficerGeneral ManagerBusiness ManagerAccountantOffice AdministratorPopular Career Searcheswomen in leadership positions australiawomen entrepreneurs success storiesnavy leadership program for womenaustralian census of women in leadership 2015women entrepreneurs CoursesBachelor of Social WorkEnquire zugnglich Enquire OnlineCertificate III in Health AdministrationEnquire Online Enquire OnlineBachelor of Criminal JusticeEnquire Online Enquire OnlineCertificate III in Allied Health AssistanceEnquire Online Enquire OnlineHelen IsbisterR elated ArticlesBrowse moreCommunicationCoworkersHow To Increase Your Emotional IntelligenceEmotional intelligence is crucial for building successful relationships, both in the office and out. Multiple studies have shown that a high level of emotional intelligence can really pay off in your career. Here are 5 tips to improve your EQ.DesignDigital Media10 jobs that the internet killedThe internet has changed the way we live in more ways than one. Julia takes a look at which jobs have had to take the exit ramp thanks to the information super highway.CAREER ADVICEJob hunting tips10 top career lessons courtesy of YouTubeYouTube is great for screaming goats, but can there be some career gems among the Jimmy Fallon skits and X Factor clips? Here are the top 10 career lessons from YouTube for your viewing pleasure.