Can Facebook Negatively Impact Your Job Search?

The short answer is 'Yes'.  Whether you are meeting someone as a networking contact, or for an interview, chances are you will check them out on LinkedIn first.  Why?  To see what you can learn about them.  Which contacts you have in common.  Where they went to school.  Which professional associations they joined.  Past employers.  All really good information to help you decide if this will be a good employer or networking connection.  However, you will be the subject of the same type of research.  If you are planning to change jobs, be aware that recruiters and hiring managers will check your LinkedIn profile.  Many will actually take it a step further and check Facebook.  Yes, Facebook. ...more

8 Tips That Can Help a Termination of Employment Meeting Go Smoothly

One of the most stressful meetings you will have as a manager is one in which you will have a termination of employment discussion.  Whether the termination is the result of a layoff or due to poor performance, will not change the fact that it is a stressful situation.  Unfortunately, this is not one of those things that gets easier the more you to it.  The fact is you'll never be good at it, nor should you want to be.  However what you do want is to be humane, deliver the message, treat the employee with dignity and respect, and protect yourself and the company.  That's a lot to do in a 10-15 minute meeting. Here are 8 tips that will get you prepared so the termination discussion goes as smoothly as it possibly can: ...more

10 Ways to Appreciate and Acknowledge Your Staff

When employees participate in employee engagement surveys, one area that often receives a low score is employee appreciation and acknowledgement.  Staff often express how some managers are quick to point out when something goes wrong, and rarely show appreciation for, or acknowledge, their extra efforts. While the expectation is that employees do their job and do it well, there are those times when an employee goes above and beyond, without being asked.  What can you do to help increase employee engagement? Show your appreciation and acknowledge your staff.  Giving positive reinforcement will encourage a higher level of performance.  To get started, touch base with your Human Resources department to see if an employee rewards program currently exists.  If one does not exist, create a line item in your department’s budget for rewarding employees.  Here are 10 easy ways to show your appreciation:    ...more

6 Strategies for Managing a Micro-Manager

At some point in your career you will encounter a micro-manager.  If you have already had this experience, you are familiar with the frustration of being micro-managed.  You may not have handled it well and let your frustration show, possibly to the detriment of your career growth.  You may have even left a great job because you just could not take it any more.  If you have not met your micro-manager yet, you have been far.  However, your luck may not hold out.  The key to working well with micro-managers is knowinghow to manage them.   Use these 6 strategies to keep your level of frustration to a minimum.   ...more

10 Steps to Get People to Attend Your Meetings

Our days are full of meetings.  There are meetings, and meetings about the meeting, and meetings about having a meeting.  How many times have you left a meeting and thought to yourself, "What a waste of time that was!  I could have stayed at my desk and worked on ______."  How many times have you received a meeting invitation and dreaded having to click on 'Accept'?  Too many to count?  Well now that it is your turn to host meetings, it is important to know how to change that dreaded cycle.  ...more

Lack of Personal Career Goals Leads to Career Stagnation

Welcome to the beginning of a New Year!  The holidays are over.  Last year's performance appraisals have been completed and submitted.  Now it's time to look at your goals for the year ahead. Just as you have set S.M.A.R.T. performance goals to align with those of your organization, it is important to identify personal goals that will enhance and further your career development.  Start by identifying six goals. While this may sound overwhelming, it really isn't.  Once you have identified six goals, list two on this year's performance appraisal form.  List the other four on a separate sheet of paper.  Strive to complete one of these goals each quarter.  These goals do not have to be complicated.  If you are struggling to identify goals, here are 7 suggestions to get you started on thinking about how to sharpen your saw: ...more

Feedback vs. Feedforward

When it comes to developing and growing in your career, there is feedback and there is feedforward. Both are valuable. Feedback lets you know how you did.  Whether or not you met expectations.  What you did or didn't do well.  Feedback is usually done during your performance evaluation, or to correct poor performance. Feedback is something you expect to receive, but have you ever asked for feedforward?  Feedforward, a term coined by Marshall Goldsmith, focuses on suggestions to change future behaviors.  Valuable information you can use to prepare for your next position. When asking for feedforward, identify one or two behaviors/skills you would like to develop.  Then ask your manager, mentor, and/or trusted colleagues the following:...more

Should You Be Facebook Friends With Your Staff?

 Over the last six months, you have established a good working relationship with your staff.  They like and respect you.  As a team, you work hard, and you play hard.  On this particular evening, you’ve logged on to Facebook and there it is – a friend request from one of your staff.  Do you confirm the friendship request or not?  For me, the answer is ‘No’.  But you have to decide for yourself.  Before you click on the ‘Confirm’ button, answer these questions: Do you really want to know about what goes on in your staff’s personal life? Do you really want them to see what goes on in your personal life? How comfortable are you having your posts and/or pictures discussed in the office?How will you feel if you have to address this person’s performance, or worse, terminate their employment?  Can you remain objective? ...more