When is Work Flexibility a Bad Thing

When is Work Flexibility a Bad Thing Work adaptability, which can incorporate choices running from full-time working from home to strategic scheduling planning, has been touted as a response for everything from work-life balance issues to atmosphere change.But while greater adaptability is clearly something beneficial for representatives particularly working guardians who are attempting to consolidate a profession and family providing care its insufficient to assist laborers with shuffling their different responsibilities.In actuality, without strong approaches to help it, a lot of adaptability may even be unfavorable to your vocation. When is that the case?When disgrace keeps you down professionally.Its not difficult to perceive any reason why the idea of work adaptability would request. Americans work a ton 1,783 hours of the week, as indicated by the World Economic Forum. That is a greater number of hours than laborers in Canada, Spain and Sweden. It even beats the Japanese, who work 1,713 hours of the week, so much that they have a term, karoshi, that implies demise by overwork.Further, there are signs that things are showing signs of improvement, in any event, for experts whose office occupations would appear on a superficial level to be less difficult than those in different businesses. In an ongoing article in The Upshot, Women Did Everything Right. At that point Work Got Greedy, Claire Cain Miller talks about the way that administrative employments and covetous callings like fund and law progressively request extended periods of time. Working families may end up settling on extreme decisions about which accomplice will contribute those hours.In male-female connections, ladies regularly end up paying with their expert advancement. Cain Miller writes:Just as more ladies earned degrees, the employments that require those degrees began paying lopsidedly more to individuals with nonstop accessibility. Simultaneously, more profoundly instructed ladies started to wed men with comparative training s, and to have kids. In any case, guardians can be accessible if the need arises at work just in the event that somebody is available to come in to work at home. As a rule, that individual is the mother.This isn't about taught ladies quitting work (they are the most drastically averse to quit working subsequent to having youngsters, regardless of whether they move to less requesting employments). Its about how the idea of work has changed in manners that push couples who have equivalent vocation potential to take on inconsistent roles.The result: ladies regularly work less and in this way procure less, considerably after they come back to all day work. The expert effect of providing care duties on ladies is one purpose behind the persistentgender pay gap.On the surface, it appears work adaptability would help with that and it can, yet not if theres a disgrace related with exploiting it. Also, at numerous organizations, there is a recognition that laborers who utilize strategic sched uling are less committed (particularly if those laborers are women).At Fast Company, Anisa Purbasari Horton writes:Thats precisely what happened to Amy Nelson, the prime supporter and CEO of the ladies driven collaborating space The Riveter. Before beginning The Riveter, Nelson filled in as a litigator. At the point when she had her first kid, she inquired as to whether she could take Wednesdays off however rather she wound up telecommuting as opposed to being off. Quickly, I understood that I needed to accept a 20% decrease in salary to adequately work remotely on Wednesdays, she says. While the firm was totally responsive to her solicitation, at long last she wanted to be a strategic scheduling worker hampered her profession. It felt like [there was a perception] that I wasnt all in, that I wasnt drew in, and I wasnt sure what the eventual fate of my profession would look like . . . I stressed what it intended to the individuals around me and what it flagged, and I didnt know how it would influence my organization track. Nelson wound up going out a half year later.How does your compensation stack up on todays work advertise? Take the PayScale Salary Survey and get a free compensation report.When it harms the organization culture.Poorly considered adaptable work arrangements can likewise have the unintended impact of pounding cooperation. Why? Since there are less chances to associate with colleagues. That prompts less conceptualizing and inventive inspiration.In the business enterprise world, they call it crash focuses where espresso spots and ping pong tables are expected to guarantee representatives run into one another to convey, mingle, and manufacture kinship, says Chip Manning, executive of the Babson Center for Global Commerce at Sewanee: The University of the South, speaking withFast Company. Strategic scheduling can contradict this desire.That doesnt imply that telecommuters or even completely remote organizations cannot set aside a few minutes and space for laborers to mingle and bob thoughts off each other. It just implies that they must be increasingly purposeful about it, arranging ordinary registration and in-person occasions, if possible.Workers can likewise do their bit to be proactive and reach out.Its simple to tumble off of the groups radar screen if youre a portable laborer or much of the time telecommute,writes Robin Madell at FlexJobs. Abstain from being out of the picture and therefore irrelevant by accepting each open door to stay noticeable and obvious to your colleagues.Madell proceeds: For instance, in the event that it isnt as of now set up, propose booking normal video visits to exchange updates and offer exercises learned with associates in the workplace. You can likewise set up week by week gatherings with your managereither by means of video chat/telephone or in personto update them as often as possible on your ventures progress.Looking for a new position with a decent organization culture? Peruse: 7 Way s to Spot a Bad Company Culture During the Job Interview.When it is anything but a choice.Flexibility can mean numerous things. For experts in professional occupations, its regularly code for benefits like working from home benefits or a timetable that helps avoid an intense drive. Yet, for some specialists, its less an advantage than a burden.Part-time, unexpected and gig laborers have adaptable occupations, however that adaptability is regularly an aid to their bosses, not an advantage to them. At The New York Times, Jodi Kantor expounds on one low maintenance laborer, a Starbucks barista named Jannette Navarro, and her battle to make her calendar work:But Ms. Navarros fluctuating hours, joined with her restricted assets, had additionally transformed their lives into an incessant emergency regarding the clock. She once in a while took in her timetable over three days before the beginning of a week's worth of work, diving her into pressing calculated riddles over who might watch th e kid. Months in the wake of beginning the activity she moved out of her aunties home, to some extent due to mounting grating over the inconsistent timetable, which the auntie felt was likewise holding her family hostage. Ms. Navarros degree was on inconclusive respite since her moving hours left her incapable to resolve to classes. She expected to work everything she could, in some cases relying on dimes from the tip container to make the transport charge home. On the off chance that she challenged request progressively stable hours, she dreaded, she would get less work hours over all.The fight for an anticipated calendar is a typical one in food administration occupations to such an extent that a few urban areas have begun enactingfair week's worth of work enactment that qualifies laborers for a reliable schedule.And concerning gig laborers like ride-share drivers,Uber paid the FTC $20 million of every 2017 to settle charges that the organization overstated middle income. (The fir st claim?Median profit of $90,000 every year. The truth for the normal Uber or Lyft driver,perThe Street: around $9 an hour.)Flexibility that doesnt incorporate bearable wages isnt truly flexibility.So, is work adaptability a terrible thing, really?Short answer: no. Longer answer: adaptability isnt the issue. The issue is that its solitary the initial phase in a bigger attitude move. To make a situation that amplifies efficiency and joint effort, businesses should accomplish more than offer adaptability. Theyll bring to the table laborers more self-sufficiency and authority over their workday and make those advantages accessible to everybody, not simply working guardians (i.e., working moms).The old model of adaptability is broken, says Jody Thompson in a meeting withThe Atlantic. Individuals dont need adaptable work routines. What they need is finished power over their time.Thompson is the co-maker, with Cali Ressler, of theResults-Only Work Environment (ROWE), an administration pr ocedure that centers around results, not hours worked. Ressler and Thompson built up the framework when they were working in Human Resources, best case scenario Buy in the mid 2000s, and spun off the idea into a counseling firm that guarantees organizations in their technique.Best Buy in the long run moved away from ROWE, butother organizations have executed the framework, including the GAP, Yum! Brands, Toggl and Trello.And ROWEisnt the main path for organizations to give their laborers more freedom and power over their time. From boundless get-away an ideal opportunity to work sharing to remote work, there are a wide range of frameworks that can surrender laborers autonomy.Then its to laborers to benefit as much as possible from it. That implies defining great limits e.g., logging off at a sensible hour and not browsing work email when you wake up at 2 a.m. It additionally implies going on vacation all the time. For work adaptability to work, the two managers and representatives n eed to organize balance. Jen Hubley LuckwaldtThis story initially showed up on PayScale.

Job Interview Tips That Make A Big Difference

Job Interview Tips That Make A Big Difference BigStock; monkeybusinessimages You’re all set for your interview. You’ve read plenty of job interview tips. You know how to dress to impress, your resume and cover letter are flawless, and you’ve got your references ready. Perfect. But, there are few other things you should be aware of, which could affect your chances of getting hired. In fact, a new study reveals how interviewers make decisions about the candidates they interview. The study, published in the Journal of Occupational and Organizational Psychology in April, notes three not-so-obvious factors in a job interview that could give you a competitive advantage or disadvantage in being the employer’s chosen candidate. Here they are, along with some job interview tips to help you leverage them to your advantage: 1. Time of interview One of the study’s findings implied the order of your interview could place you at a disadvantage. For instance, if your interview is scheduled later, either later in day or if you’re one of the last candidates the employer is seeing altogether, interviewers might not be as engaged as you present who you are and what you have to offer. If given the option, schedule your interview early in the week and in the morning. This way, when you meet with the interviewer, you’re both fresh and alert. If a later interview is unavoidable, prepare compelling, yet short answers to common topics covered in the interview like, “Tell me about yourself,” and rehearse expressing them. If you have portfolio pieces, create a short engaging visual presentation to show the interviewer, disrupting the humdrum QA of the typical interview they’ve seen so far. 2. Rapport building While skills, experience, and overall presentation will get you far, there’s another factor that could serve as the tie-breaker between you and other talented candidates: how well you get along with the interviewer. The study found candidates who built rapport with interviewers were more likely to get hired. It’s not hard to see why employers want to hire employees they feel they’ll get along with and who will integrate well into the company’s culture. One of the best job interview tips is to research not only the company, but the people who work there. Look at the background of your new potential co-workers and manager on LinkedIn. Read bios on the companys website, find out their favorite hobby, food, or interests. Practice conversation starters that will help you build rapport with the interviewer and any employees you meet during the interview. 3. How full the interviewer’s plate is Chances are, the manager you’re interviewing with is going to be busy. Just how busy could determine the fate of your interview. In the study, some interviewers reported making quick decisions about certain applicants based on only minimal information. This may have been due to scheduling too many interviews in one day or trying to squeeze interviews onto an already-full plate. Decisions under these circumstances were found to be more likely unreliable and inaccurate. Of course, you have no control over the hiring manager’s busy schedule, but there are ways you can help the interview process be as efficient as possible: Research the preferred experience and qualifications associated with the position before the interview. Make an organized list of talking points that can help you keep the interview focused on the information most relevant to what you, as an employee, can bring to the company. Learning this information upfront will help the interviewer make clearer decisions about who to hire. Applying these job interview tips will help you prepare for a smooth interview process, regardless of the circumstances. Not only will it help the interviewer make more informed decisions, but it will save precious time on a crammed day. The interviewer will thank you for your consideration maybe with a job offer. What other job interview tips could help you gain an advantage as a winning candidate? Share your ideas in the comments below!

How to Deal With Not Being Good at Something - The Muse

Step by step instructions to Deal With Not Being Good at Something - The Muse Step by step instructions to Deal With Not Being Good at Something I like to be acceptable at things. Truly, in case I'm not in any event 90% certain that I'll be remotely good at something, I'm not in any event, going to try taking a stab at it-and unquestionably not before others. Perhaps, quite possibly, I'll endeavor it in the solace of my own home without others there to observe my unavoidable disappointment and coming about humiliation. Be that as it may, probably, I'm basically going to leave and discount it as something I essentially wouldn't be acceptable at. I realize I can't be separated from everyone else in this-I accept the vast majority of us feel along these lines when confronted with something we've never attempted. Along these lines, I was assuaged to locate this smart article by Thomas Oppong that fortified my conviction that we as a whole arrangement with this constraining self-question. Oppong gives a fantastically reassuring message to everybody except it reverberates particularly emphatically with sticklers such as myself. All through his article, he states that you're likely not going to be faultless the first occasion when you endeavor something new. Furthermore, guess what? That is absolutely OK. Much further, trying and falling flat is better than failing to have attempted by any means. He says: The best obstacle to inventiveness is our eagerness, the practically inescapable want to hustle up the procedure, express something, and make a speedy sprinkle. At the point when I initially read that solitary line, it felt like a punch to the gut. I can consider such huge numbers of things-both by and by and in my profession that I've kept myself from doing, on the grounds that I felt this huge measure of deliberate strain to take it out of the recreation center immediately. I've turned down inventive independent undertakings that have threatened me. I've missed talking openings since I've never done anything like that and feel overpowered by making sense of everything. I even would not join my previous manager's kickball group since I haven't accomplished something remotely athletic since my secondary school exercise center class. Is it accurate to say that you are gesturing alongside me thinking, Me as well!? I can't accuse you. Anyway, how precisely can we as a whole battle this normal tendency to avoid things we expect we won't exceed expectations at? In his piece, Oppong suggests two distinct things. In the first place, it's an ideal opportunity to allude back to that well established careful discipline brings about promising results guidance you've heard too often to check. In the event that you need to be the best at anything, you should be the best at rehearsing more than any other individual, Oppong clarifies, The estimation of training can effectsly affect your profession. What's more, he's correct. Incidentally, our craving for sure fire achievement has exceeded the significance of subscribing to the procedure of gradually improving. At the point when you work on something-anything-you improve, you develop, you advance, you increase an ability and loads of trust all the while, on the grounds that you show signs of improvement with time, Oppong includes. Also, it's significant for you to-as Oppong puts it-allow yourself to suck. Acknowledge that you won't be a short-term sensation at most things and afterward give yourself the fundamental time, tolerance, and pardoning to improve, instead of surrendering at the principal sight of disillusionment. You'll suck all things considered things first and foremost, Oppong helps all to remember us, It requires some serious energy, perseverance, and persistence to make your most stunning work. Continue attempting. Things being what they are, pause for a moment to consider it: Is there something you've been keeping yourself away from, essentially in light of the fact that you're apprehensive you won't be extraordinary at it immediately? I challenge you to relinquish that superfluous strain to take it out of the recreation center promptly and rather simply attempt it. In the event that you don't care for it, you don't care for it. On the off chance that you suck at it, you suck at it. On the off chance that it's something you need to show signs of improvement at, you'll rehearse and continue on. In any case, don't let the dread of not being a moment achievement be what keeps you from consistently giving it a go. Take it from me-you merit far beyond that. Photograph of individual focused on kindness of JGI/Tom Grill/Getty Images.

Hard Skills and Soft Skills

Hard Skills and Soft Skills Quantifiable accomplishments are critical to producing a resume that will get you noticedbut equally important isclearly identifying yourhard skills andsoft skills. Most people have investeda great deal of time establishing the followinghard skills; project management, financialmanagement, budget PL, contract negotiations, executive leadership, program management, business development, matrix management, outsourcing, merchandising, strategic planning, mergers and acquisitions, GAAF-IFRS, risk management, recruitment, talent development, product launch, direct sales B2B, marketing, customer service, sales forecasting, technology management, systems migration, mechanical engineering, production management, process improvement Hard skills represent theexperience and education you have gained and will bevery significant criteria tohiring managers but equally important are yoursoft skills.A candidate with the right soft skills has the potential to acquirethe hard skills an employer may be seeking. Soft skills represent personality traits, social graces, communication and include dependability, conscientiousness andoptimism. Here are a few examples: ambitious, tenacious, technically minded, articulate, analytical, inquisitive, patient, methodical, collaborative, persistent, diligent, competitive, honest, intuitive, bold, innovative, optimistic, leader, confident, intellectual, passionate, inspirational, adaptable, goal oriented, cooperative, dependable, caring, conscientious, detail oriented, focused, dedicated, organized, strong aspirationstowards gaining knowledge,achievingresults and exceeding expectations Have you clearly articulated your hard skills and soft skills in your resume? Send your resume to Elite Resumesto receive a free resume critique from a Certified Professional Resume Writer. Hard Skills and Soft Skills Quantifiable accomplishments are critical to producing a resume that will get you noticedbut equally important isclearly identifying yourhard skills andsoft skills. Most people have investeda great deal of time establishing the followinghard skills; project management, financialmanagement, budget PL, contract negotiations, executive leadership, program management, business development, matrix management, outsourcing, merchandising, strategic planning, mergers and acquisitions, GAAF-IFRS, risk management, recruitment, talent development, product launch, direct sales B2B, marketing, customer service, sales forecasting, technology management, systems migration, mechanical engineering, production management, process improvement Hard skills represent theexperience and education you have gained and will bevery significant criteria tohiring managers but equally important are yoursoft skills.A candidate with the right soft skills has the potential to acquirethe hard skills an employer may be seeking. Soft skills represent personality traits, social graces, communication and include dependability, conscientiousness andoptimism. Here are a few examples: ambitious, tenacious, technically minded, articulate, analytical, inquisitive, patient, methodical, collaborative, persistent, diligent, competitive, honest, intuitive, bold, innovative, optimistic, leader, confident, intellectual, passionate, inspirational, adaptable, goal oriented, cooperative, dependable, caring, conscientious, detail oriented, focused, dedicated, organized, strong aspirationstowards gaining knowledge,achievingresults and exceeding expectations Have you clearly articulated your hard skills and soft skills in your resume? Send your resume to Elite Resumesto receive a free resume critique from a Certified Professional Resume Writer.

9 Signs its Time to Hire a Job Search Coach

9 Signs its Time to Hire a Job Search Coach Landing a job can be challenging. While there are proven strategies for making traction in the job search, the fact remains that landing a job is a skill that not everyone possesses. It’s also a skill most people put on the back burner until it’s too late, adding to the stress and frustration of waiting only to receive more application rejection e-mails. The job search can also be challenging because it’s not one-size-fits-all. It’s dependent on a variety of variables including many of which are outside the job seeker’s control. Fortunately, there are professionals out there with the expertise and ability to simplify the job search, reduce the amount of time spent in job limbo, and help to make landing a job a reality. So just how do you know it’s time to work with an expert to help bring your job search to an end? Here are 9 signs it’s time to hire a job search coach. You feel “stuck” in a job you don’t love All too often I encounter professionals who have been thinking of making a move but keep the job search at low priority until an undetermined date. This is dangerous because it is essentially putting the brakes on getting out of a bad situation, which will only leave you continually stuck. Every job has its ups and downs but when the “downs” start to feel like an everyday occurrence, it’s time to take decisive action and focus on an exit strategy. Share this Tweet Now! Without one, you may end up depressed or even worse yet, fired. A job search or career coach is beneficial in this scenario as he/she will help to kick the motivational component of the job search in high gear turning “stuck” into “unstuck” and making significant movement in the right direction. You don’t know where or how to start your search Not knowing where or how to start in the job search is another good reason to hire someone (and quick). This uncertainty will only make it more difficult to get started or have you spinning an energy-draining hamster wheel, eventually leading you to that “stuck” place. A job search coach knows how to analyze where you’re at, where you want to go and how to get there. This insight alone is valuable beyond belief especially if you’re having trouble seeing the forest for the trees. If getting started is your biggest challenge you’re in need of a serious plan. The great thing about a coach will be his or her ability to come up with a plan and then motivate immediate implementation. Your job search isn’t producing any results If you feel like you’re applying to tons of jobs without ever hearing back, you’re not alone. The number one reason job seekers eventually reach out to me for coaching support is that of lack of results. The whole point of the application process is to generate callbacks that you can turn into interviews and offers. If you aren’t even generating callbacks, you are unfortunately facing a huge roadblock. Producing the wrong results can either be a flaw in your application/branding materials or a miscalculation in approach. Either way you are in need of writing or coaching support to learn how to eliminate this roadblock for good. Your job search is producing the wrong results Hearing back from your applications is usually very much welcome except in the case of hearing back for the wrong positions. This can be as much of a time waster as if you were not applying at all. You’ve worked way too hard to continue your career path in the wrong direction and entertaining the wrong types of opportunities will only delay your job search or career that much longer. Therefore, you need support attracting the right types of opportunities. Attracting the wrong opportunities is usually a branding issue, which can be solved through strategic tweaking of your resume, Linkedin or cover letter. A coach can help you to make these tweaks, understand the reason for your brand confusion and also help you better speak to your desired brand and target once you start to enter the interview phase. You’re not sure what kind of results you should be seeing The job search is a full-time job and if executed correctly, should be producing a steady flow of results. If you’ve been in the job search for several months and have only sent a few applications, you’re not covering nearly as much ground as necessary to produce solid results. Alternatively, if you’re sending hundreds of applications without seeing results, you’re also doing something very wrong. A job search coach can help you get on track and keep momentum around the high-value activities. You’re having trouble staying motivated in your search If you’ve ever been in the job search for an extended period of time you know exactly what I’m talking about. The job search is draining in every sense and losing motivation is extremely common. I’ve had plenty of clients come back a year after our initial assessment conversation, still in need of help and on the brink of tears. By this point, they are ready to work with an expert because they feel they have no other option. However, it shouldn’t have to get to the point of total helplessness and 6+ months wasted in the job search. Knowing how to identify when you are losing motivation and take action to recruit a coach is an extremely beneficial insight to possess when it comes to your job search. A job search coach will bring the tools, approach, and plan you need as well as a healthy dose of loving motivation and investment in your job search success. If that’s not enough to wipe away the tears I don’t know what is! You would describe your job search as  discouraging, frustrating, confusing, painful  or  hopeless. This is pretty self-explanatory but very true. This is also an indication that you are in need of some help turning things around. A career coach can help to lighten the burden significantly, give you a refreshed sense of your search, and point you in the right direction every step of the way. You’ve been active in your job search for 6 months Six months sounds like a long time to be in a job search but believe it or not, it’s reality for the struggling job seeker lacking in job search know-how. If your job search is feeling like the never-ending story, it’s time to hire a coach to help you address what may be a slew of issues wasting your time and keeping you from upward career mobility. You have a fear of future job searches Maybe you aren’t in the job search right now but are considering starting your search in the next year. When you think about your future job search, do you feel the slightest bit of anxiety? This is a sign you might be in need of help learning how to master your job search (and soon). A job search coach can be useful for teaching you how to tackle your future goals. Your coach can even answer the questions you have now about how to prime your network for introductions or new opportunities when you finally do decide to give your search the green light. There a ton of benefits from working with a job search coach but the greatest benefit would probably be the ability to learn a process that you can repeat for the rest of your career. If career coaching is for you, check out our coaching packages here! Not sure if coaching is for you? Tell us more about your situation for a recommendation.