Winter Woes Three Steps Businesses Can Take to Banish Blues

Winter Woes Three Steps Businesses Can Take to Banish Blues Winter: a season of shorter days, gloomy weather and hibernation. It’s therefore unsurprising that winter is often agreed to be the most depressing season of the year. This is combined with January being the month of New Years resolutions with many workers beginning to think seriously about the next steps they want to take in their careers. In fact, new research has revealed that more than half of Brits are thinking about finding a new job in the coming months. The combination of these factors makes this a crucial time of year for employers especially considering recent ONS figures have found that employment levels remain at record highs, meaning it’s more important than ever for employers to hold onto staff. So, what can businesses do to keep workers engaged, happy and productive during this difficult season? Erik Fjellborg, CEO and Founder of Quinyx, the market leader in workforce management, shares his top three tips for retaining and maintaining a happy, motivated and productive workforce this year. 1.Tackle employee blues with tech With heads down catching up after the festive period, it can be hard to know how your team is actually feeling. But tech can be a great option for busy managers and teams alike providing a non-intrusive, accurate way to take the pulse of their workforce. Things like anonymous surveys, data analytics, and wearable tech can give employers a real-time view of how their workers are really feeling. This information can then be analyzed and used to take steps to rectify discontentment within the workforce actions could be as simple as awarding virtual badges to employees or introducing small perks like an early finish one day a week. The important thing is to take time to truly understand the sentiment of your staff and take the appropriate action accordingly. 2. Pursue passion and purpose Increasing salary has long been seen as a quick if expensive fix for keeping staff on side. But the good news for business owners is that while ‘increased salary’ has traditionally topped workers’ wish lists, the tide is changing. In fact, the meaning is the new money with research finding that employees who feel like they have a meaning and significance in their workplace are more likely to stay with their organization. The onus is thus on employers to ensure workers understand their value by making it clear how their role contributes to the goals of the business. And if workers are also more likely to work for, and stay with, an organization that has values that align with theirs, it’s important for employers to make sure the businesses’ values are clearly communicated. This process takes time but is ultimately worth it in the long run. 3. From old to young, flexibility is key One of the biggest workforce changes that employers have had to negotiate over the past few years is the rise of the multi-generational workforce. With increasing numbers of baby boomers either choosing to remain working or returning to the workforce after caring for their families, it’s not uncommon for four or more generations to be working alongside each other. The good news is that there is one thing that will be appreciated by all generations of your staff and that’s flexibility. Whether it’s a second job, education or caring responsibilities, all generations have other demands stretching their time â€" and our research found that nearly a fifth of UK workers believe they’d be more productive if presented with flexible working opportunities. So, winter is a great time to demonstrate that flexibility is at the heart of your business giving your staff the flexibility they desire and boosting productivity at the same time. Erik Fjellborg comments: “While winter can be a tough time for employees and employers alike, there are steps that can make it easier and more enjoyable for everyone. From using tech to keep an eye on your employees’ wellbeing to offering flexible hours, if you take the time to make sure your workforce isn’t feeling down this season, you’ll reap the rewards the rest of the year.” About the author:Quinyxwas founded in 2005 byCEO Erik Fjellborgafter a summer spent working at McDonald’s. After witnessing how difficult it can be for managers to sort shifts manually, Erik built one of the world’s firstfully web-based Workforce Management solutions to do the heavy lifting.McDonald’s loved Erik’s solution and became Quinyx’s first customer.

Five Steps for the Introvert Who Wants to Move Up

Five Steps for the Introvert Who Wants to Move Up You are doing a perfectly competent jobâ€"maybe even a brilliant oneâ€"but make sure you aren’t toiling away in a bubble. As an introvert, your natural ability to reflect is an asset in many contexts, but turning inward is a mistake when it comes to your career. Make sure that you are a known quantity, or you will likely lose out on deserved recognition that leads to promotions and a future pay raise. Make Your Dreams Come True. You may have a vision of becoming a manager or an aspiration to move up to a senior executive level. There are still areas you can pursue to strengthen your position. Follow these five steps to create your own success story. Tap Into Your Talents and Interests One of the surest ways to clear for your career takeoff is to ensure that your work is a natural outlet for your abilities, and that your talents and passion are in harmony with the organization’s needs. Introverts can thrive in any workplace, but only if they stay current and relevant. Pick a cutting edge idea or strategy that will add value to your professional profile and support your company. Gather the very latest information, develop the concept as much as possible, and present it as a fully fleshed-out proposal to your boss or teammates. Solve a Problem The workplace is a popular place for unaddressed issues calling out for solutions. Fortunately, an introvert’s natural penchant for thoughtful observation is well suited to seek out leaks and flaws and come up with creative and productive solutions. Adopting a problem-solver attitude, even if it’s only obviating a minor difficulty, will increase your value in the eyes of employer and colleagues. Don’t let your modesty get in the way of suggesting constructive solutions to senior leaders that will make the workplace hum and bring you substantial rewards. Commit to Learning In this work era of high expectations, you can’t afford to simply rest on your laurels after a successful project. Constant learning and a committed effort to sharpen your skills are critical keys to accessing that desirable corner office. Take full advantage of internal opportunities offered by your company’s training department. It won’t cost you a penny, but it will establish you as an eager employee and give you invaluable proficiency. You can also increase your knowledge by reading trade or professional magazines. Look out for opportunities that will increase your professional knowledge, such as seminars, conferences, or webinars. Online learning can be a great way to build mastery when you have a demanding work schedule or have a busy home life. Expanding your knowledge will stretch your cerebral muscles, increase your marketability and add to your self-esteem giving you further reason to step forth with confidence. Meet Leaders and Experts Identifying and interviewing thought leaders in your field is a step in the right direction, but not necessarily the same as networking for a new opportunity. Your main goal is to gain insight and wisdom that will help you grow professionally. Put aside any hesitation that might be the result of channeling your quiet, nervous, or intimidated self by realizing that these “leaders” did not suddenly and magically land in a position of authority. Often they enjoy sharing what experience and success has taught them. Find such leaders via LinkedIn, through referrals, tapping into alumni networks, or by attending an event at which a leader speaks on a panel or gives a presentation. Up-front and personal meetings work very well for introverts because you are the star of one-on-one engagement; you won’t need to compete for the leader’s attention with a gaggle of others. Plus, you will be doing so on the introvert’s turf, a more serene atmosphere that speaks to a deeper connection. Questions to Ask an Expert Who has had the most impact on your leadership style or career? How do you encourage creative thinking and innovative ideas? How do you keep employees motivated? What are the most important decisions you make as a leader in your organization? If you have two equally qualified candidates, how do you decide which one to hire? What’s the key to succeeding in this field or industry? What do you do to continue growing professionally? Write Down Your Goal Introverts are deep thinkers, so use that ability to write out a plan to achieve your goal. This is a perfect exercise for introverts and a process that has been shown to firmly fix your mission in your mind. When you write, you send active signals to the left hemisphere of the brainâ€"the side where logic resides. As a result, your consciousness tends to see the words as “written in stone” and takes serious note of your intention to accomplish them. This simple formula can help you organize and map out short-term goals. Specific Short-Term Goal: Your objective and what you want to achieve Timeline: A general timeframe or deadline to achieve the goal Actions: What you need to do to accomplish the goal Measure: How you will measure your success Be Very Good at What You Do It is unrealistic to expect that you will be the headliner in every storyline at your workplace. However, you must demonstrate your ability to master major tasks and responsibilities with finesse and confidence. Your efforts, input, and results should demonstrate to management and colleagues that you are a key contributor who performs at a highly productive level. And with a successful performance comes new and exciting opportunities. This guest post was authored by Jane Finkle. J Jane Finkle is a career coach, speaker and author with over 25 years of experience helping clients with career assessment and workplace adjustment. Jane served as Associate Director of Career services at the University of Pennsylvania.   She created and led the Wharton Career Discovery seminar, and served as liaison to recruiters from major corporations. She has been published in the Huffington Post, Adirondack Life, Talent Development and mindbodygreen. Her newest book is The Introverts Complete Career Guide.  www.janefinkle.com

Who is paying the price for private universities

Who is paying the price for private universities Introduction of Tuition Fees The gradual privatisation of Higher Education is one of the gravest phenomena faced by under 18’s in Britain today. Surprisingly, the public have shown little outrage at the establishment of private institutions such as Grayling’s ‘New College of the Humanities’ due to open its doors to an intake of students in Bloomsbury this autumn, and the utterances regarding Oxbridge quietly preparing themselves to jump on the bandwagon. Introduction of Tuition Fees Back in 2004, when the Labour government first introduced (Photo credit: marsmet471) top-up fees capped at £3,000 per annum, they were met with opposition from students unions and protestations by party members. So contentious was the issue, in fact, that the legislation passed by only 5 more votes in favour in the House of Commons. However, the government attempted to set out ‘fair’ policies in ensuring that students from low-income backgrounds did not feel the financial sting of this initiative, including government-funded grants, and the gradual repayment of fees. Eventually, many accepted this policy, and fees were regarded as relatively reasonable compared to other rates set by universities outside the UK. 2010 Tuition Fee Rise Appalling Although university tuition fees rose year-on-year, it was not until the 2010 general election that British nationals saw the opportunity to repeal these costs. One of the Lib Democrats main propositions in the pre-election campaign was that these fees should be abolished. The falsity of these promises was realised in the formation of a one-sided coalition government, dominated by the Conservatives, and wilfully propped up by Nick Clegg and Vince Cable. In 2011, the majority of UK universities announced their intentions to set fees at £9,000 per year, under the newly-introduced, newly-increased government cap. Justifiably, students and many teachers were appalled by the blatant hypocrisy of the Liberal Democrats who looked on, whilst many under 18’s were priced out of the higher education sector. UCAS has seen a reduction in university applications between 2011 and 2012 of -7.7% in one year. Young people from lower income backgrounds no longer see university as a viable option. The paltry promises from the current Cabinet that those from disadvantaged economic backgrounds will be sufficiently supported through higher education appear to have been inadequate in offering reassurance. Universities Undergoing Underground Privatisation? However, this is the least of my displeasures with the current education policy. Indeed, this makes access for students of all social and economic backgrounds infuriatingly more difficult, yet it is the underground privatisation that poses a larger threat to our young people. The universities system in Britain is becoming a melting pot of those universities where fees are required, and those which are, shockingly, completely private. It seems as though we are regressing to offering those who can afford to pay an Oxbridge style education, such as that offered at the New College of the Humanities. This will further increase the achievement gap between the economically advantaged and disadvantaged in the UK. The New College of the Humanities has a party of famous, well- respected academics performing lectures and teaching students. The College also promises sparkling job and networking opportunities. We are denying all of our young people the experiences they deserve to have; achievemen t and attainment should be the sole basis upon which they are granted a place at university, not their wealth. But in this case, it’s not just academic capital this college is selling, it’s also social and cultural capital. We are denying our young people the power of leverage, possibilities to take advantage of networks, contacts and opportunities that are priceless. Except, we have put a price on it. And it’s our most socially and economically disadvantaged children that will be paying for not being able to afford it. ______________________________________________________________________________________

MBA or EMBA Which is Right for You

MBA or EMBA Which is Right for You A guest post by By Rebecca Lindegren About the author: Rebecca Lindegren is the community relations manager for MBA@UNC, an online  Executive MBA  program specializing in  leadership. In addition to higher ed, she is passionate about content and brand marketing, cycling and skiing. Follow her on  twitter. So you’ve decided you want to go to business school now what? Assuming you want an MBA, you have two options: the traditional MBA (full-time, part-time, or online) and the Executive MBA. In the past, the main difference between the two was that MBAs required students to relocate to the school’s home city and take off two years from their careers, whereas EMBAs required twice-monthly weekend classes that left room for full-time work. Now that quality part-time, one-year, and online MBA programs have arrived on the scene, the remaining distinctions have more to do with your career goals and experience level. Embed from Getty Imageswindow.gie=window.gie||function(c){(gie.q=gie.q||[]).push(c)};gie(function(){gie.widgets.load({id:'vItHfyRhSopPX0jboHpJgQ',sig:'PGUQeWgKFj7GcX4PeGt4yWWf6gtn_jby7OoGwgwfh0Y=',w:'452px',h:'378px',items:'200164090-001',caption: false ,tld:'com',is360: false })}); The MBA Traditional MBA programs are geared toward professionals in the first several years of their careers who are looking to learn about management. MBA applicants aren’t required to have extensive post-undergrad work experience, and most don’t; their average age is about 27 years old. Most MBA programs require students to choose a major or concentration like finance, Human Resources or sustainable management.   They also usually require a core curriculum of general classes aimed at equalizing diverse classes of students with widely variable educational and career backgrounds. Who It Works For MBA programs are best-suited to young professionals who want to change careers or feel they need an MBA to advance in the career they’ve chosen. MBA core curricula are well-suited to those with little or no background/experience in business and management, while concentrations prepare students for management positions in a particular area often one they were unable to study in their undergrad program. Student-to-student networking, a large piece of any MBA program, centers on making connections with hotshot leaders-to-be, rather than senior executives. The EMBA Executive MBA programs are built for the experienced working professional. Unlike the traditional MBA, EMBA programs function under the assumption that all of their students will continue to work full time while enrolled. EMBA applicants tend to be closer to age 40 than 25, and most have already held management positions for several years. EMBA curricula are more advanced and tend to move through material more quickly than their MBA counterparts, because schools assume that EMBA students enter with more knowledge and experience than greener MBA students. EMBA students largely cover the same material as full-time MBA students with about half as much class time in the same two-year span. EMBA programs also tend not to offer majors or concentrations, with most programs focusing instead on a breadth of core business classes. Who It Works For EMBA programs work best for experienced managers who want to gain knowledge for their current job rather than move to a completely different career. In fact, many students are sponsored by their companies. Networking among students is less important than in MBA programs, as most people are looking to stay in their current careers and companies. EMBA programs are designed to allow students to gain a broad understanding of business concepts, challenge and strengthen their leadership skills, and apply their coursework to their full-time jobs in real time. Takeaways As you contemplate whether an MBA or EMBA is right for you, be sure to think hard about your experience level, your educational background, and your ultimate career goals. If you’re still fairly early in your career and want to learn how to manage people in a particular field (especially one in which you’re not yet working), the MBA might be the best choice for you. If you’re more experienced, already manage people at work, and want to advance within your current company or field, consider pursuing an EMBA.   Studies have shown that both an both degrees are great investments that lead to significant gains in salary and position.

Build Your Referral Network - The Targeted Job Search (Updated) - Career Pivot

Build Your Referral Network - The Targeted Job Search (Updated) - Career Pivot Your Referral Network About 85% of all jobs are filled through employee referrals. Therefore, it makes sense to build a referral network at every company where you might like to work in the future. Before you read on, this is the fourth in this series on the Targeted Job Search. If you have not read the previous steps this is a good time to read the entire targeted job search series. I have written about building and researching your target list. You connected to recruiters inside your target companies, primarily to have closer connections to their employees via LinkedIn. Now it is time to build your referral network. Using LinkedIn advanced search, locate employees with similar job titles and certifications and develop a list of potential new connections. At this point you can take several different strategies: Strategy #1 â€" Look for a Common Connection You now should have a list of people with each target company that can referyou to the company. These could be 1st-degree connections, (people you already know), 2nd-degree connections, (people who are connected to people you know), and 3rd-degree connections, (people who you are very loosely connected on LinkedIn.) For now, we will focus on 2nd-degree connections. For each 2nd degree person on your list, look to see how you are connected on LinkedIn. Ask one of your common connectionshow well they are acquainted and would they be willing to make an introduction? If they do not know the person well or are unwilling to make an introduction move on to your next common connection. What you are looking for is a personal introduction. In the sales world, this is referred to as a warm lead. Listen to the most recent episode What if you have exhausted your common connections? If that is the case, you will make this acold leadand treat them like a 3rd-degree connection which we will discuss in Strategy #4. Strategy #2 â€" Systematically Look at LinkedIn Profiles Every day, look at multiple LinkedIn profiles on your list. The LinkedIn setting called “Profile Viewing Options” should be set to display your name and headline. This is also called Profile Visibility. Do not look at hundreds of profiles every day but just a few. There were several commercial programs that would automate this process for you but they violated LinkedIn’s user agreement and therefore, most if not all, are out of business. After you look at a few profiles on your target list, you will want to check to see who looks at your profile. Think of this is like being in a crowded bar and you are trying to catch the eye of someone of the opposite sex. If they look at you, you can then consider approaching them to start a conversation. Job search is just like dating and marriage. When someone pokes their head into your profile, send them a LinkedIn connection request and ask for AIR â€" Advice, Insights, and Recommendations! Once they have looked at your profile, you are no longer an unknown. They should recognize your name and know a little bit about you. Strategy #3 â€" Cold Connection Request What if the connection is a 3rd-degree connection or you exhausted your common connections trying to get an introduction? You will need to make a cold connection request. You probably get many of these every week. Someone sends you a connection request and you say to yourself “do I know this person?”. When making these types of requests there are two things you must do: Include a personal note Make a simple request You will want to make this personal and ask the recipient for something that is easy for them to do. Here is a good example of a LinkedIn request. George, (use their first name) I am very interested in learning more about the marketing area ofxyz company where you work. Would it be possible to have a quick phone call (5-10 minutes) for us to speak so I could ask some questions and solicit some advice? I look forward to hearing from you and in the meantime, please accept this invitation to connect. Marc Miller I did not ask to meet for a cup of coffee or have lunch, I just wanted to have a quick phone call. I also used the magic word “advice”. I also added the request to accept this invitation to connect. If you precisely word cold connection requests they have a high probability of being accepted. Persistence Whether you use strategy #1, #2 or #3, the idea is to get to meet each person and develop a relationship. You are looking for an internal advocate so that, when a position becomes available, they will be willing and able to pass your resume through company channels. This takes time and persistence. If you spend 15-30 minutes reaching out to new connections and meet one new person week, you will build a significant referral network in just a few months. As you build your referral network, it is equally as important to maintain that network through careful and persistent cultivation. The goal is to have a referral network at every company on your target list. We know that people change jobs every few years. You will want to review your target list to check who is working at each company every six months. If you carefully follow all of the steps in the Targeted Job Search, you will have choices in where you work for the rest of your career. Toread the rest of the Targeted Job Search series click here. Marc Miller Like what you just read? Share it with your friends using the buttons above. Like What You Read? Get Career Pivot Insights! Check out the Repurpose Your Career Podcast Do You Need Help With ...

Common Mistakes on Your Resume And How to Fix Them - Margaret Buj - Interview Coach

Common Mistakes on Your Resume And How to Fix Them Seeking out a job is stressful, and we rarely come across an offer that seems like a great fit. So, the very process of writing a job application feels like it will make or break your future.   After all, it needs to fit the specific role youre applying for. It takes time, effort, and customization. Now, making mistakes in your resume is a natural thing that can occur, but it makes for a wasted job opportunity. The chances are that your resume is chock full of problems that turn away your prospective employer. You may feel like this is too dramatic but think about it. Its easy to avoid common pitfalls, thus maximizing the potential of every future application. If you dont know where to start, take these five points. Easy-to-Avoid Mistakes Most employers will stop reading your resume if they run into typos, grammar errors, and misspelt words. This rule stands even if youre not applying for a position that includes writing! Besides, show how detail-oriented you are by creating a consistent, easy on the eye resume. Aim for same-sized bullets, and stay on track with punctuations. Finally, compress your document as a PDF. Not doing so is a massive pet peeve of employers. Stick to the Prescribed Formatting The general format for resumes may seem too dull, but its prescribed for a reason. Dont overmanipulate yours. Company executives want to see a bulleted itemization of responsibilities you had at your previous positions. They dont want to see various fonts, graphics, and headshots. They also want to gauge your career chronologically, so dont be too creative and base it on skills thats on them. Even if you dont have too much experience in a field, dont try to hide it by overemphasizing your skills. Skip Personal Info Its important to list some personal information on your resume. This info is limited to business email and phone numbers, though.   Avoid listing factors such as gender, race, religion, and similar features. It may lead to discrimination before you even enter the interview room, and even if it doesnt, there will be plenty of time to share those. If you feel like adding more, moderation is key. For example, include the city and state where you live, but not your street address. Moreover, make sure that your email is professional. Create a separate address for business purposes and choose a name that sounds suitable enough. When it comes to your taxes, you will only need to supply this once youre hired for the position. However, your employer may ask it soon enough. So, if you missed tax returns or made mistakes, apply for Voluntary Disclosure as quickly as possible.   Demonstrate Your Value Avoid bland, cliched job descriptions. They eat space while not making you any more likely to get the job.   One of the best ways to do this is to show your previous achievements, ideally with numbers. Tell your prospective company how you contributed to a stores turnover, how many meetings you led, and how many bosses you assisted. Figures are effective. Cut out the boring parts of your work history and, instead, try to illustrate the reasons YOU are the IDEAL person for the company.   Plus, if you feel that some of your experiences are bland, and you dont have the angle to make them seem exciting, praise the company. It makes the fact you worked there more impactful.   Dont Assume too Much In other words, dont tell your employer how their company fits ideally in your career goals. Focus on what you can do for them. The emphasis of the entire resume needs to be on the needs of the company, not those of your own. Dont include a career objective in the picture. That way, you may pigeonhole yourself. So, if the position doesnt fit 100% in your ideal job idea, the employer will assume they shouldnt bother giving you a call. In turn, this significantly limits your opportunities. Pay attention to showing what you can bring to the table, and let the company decide where to put you. Not only will your scope be more comprehensive, but youll seem like a person with whom its more comfortable to cooperate. The Bottom Line Your resume isnt a list of finished tasks. Think of it as a sales sheet that markets you and emphasizes your strengths. The managers who will interview you want to see what you accomplished, not what you ticked off the to-do list.   Finally, think of the resume as an opportunity to impress and create a first impression that will stick with the company. It will change how you view putting it together.

4 Simple Ways To Plug A Data Leak

4 Simple Ways To Plug A Data Leak Everywhere you look, there seems to be the same problem. According to recent studies, corporate hacks are up 22%. In Britain alone, across the pond, 46% of businesses recorded an attack in 2017. Leaks are an occupational hazard of running a firm it seems these days. The internet has revolutionized the industry often for the better, but a breach is a big deal. Companies that lose customer information are the ones that lack trust. Plus, there are bound to be a couple of lawsuits in the offing. Yes, they happen, but the key is to stop them whenever possible to limit the damage. Here are four pieces of advice that should help. Swap Investment Usually, there is a selection of areas that you think are essential to success. For example, a large chunk of the budget will probably go into the marketing coffers. And, it should because advertising is an excellent way to generate leads and boost sales. However, the business doesn’t have to pump all of the cash into this sector. Instead, look to reroute the investment. That way, you should be able to afford expert network security services that can protect the servers from hackers. Antivirus software is a good start, but it’s only the beginning. Professional help is the key. Be Suspicious Of Emails Did you know that almost 75% of breaches are as a result of emails? Rogue individuals send phishing messages to coax sensitive information out of the recipient. The way it works is simple. You or an employee receives an alert and opens the email. By following the link, everything you input into the site is available to the hackers. Rather than trusting emails, the best bet is to be suspicious. So, always check the security badges before. As a rule, open the link in a new browser to ensure there is no funny business. Attack Yourself Even when there are protocols in place, there is no way to tell if the defenses are strong until an attack takes place. Unfortunately, this isn’t helpful because the barriers could collapse at the first sign of trouble. If this happens, the hackers will gain access to all of the company’s most sensitive data. To test the IT team’s capabilities, you should conduct a blunt force attack and analyze the results. By doing this, the firm can see where it is strong and where it needs to strengthen in the future. Shred It Data leaks are synonymous with online attacks because there are plenty of backdoors. Thanks to this, a hacker can take control of the system without too much fuss or hassle. Still, it’s wrong to assume this is the only way a breach can happen. Aside from a remote hack, there are offline possibilities too. The main one is when people write down information and leave it lying around the office. Going paperless can prevent this problem, but shredding is a better alternative. At the end of every day, make sure spare bits of paper are obliterated beyond repair. How does your business keep its cards close to its chest?