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Archive for category: First Sun Blog

You are here: Home1 / FSC Career Blog – Voted ‘Most Read’ by LinkedIn.2 / First Sun Blog

Your #Career : 20 Signs You’re Destined to Become a Millionaire…In Reality, It’s a Lot More Common Than you Think and Completely Possible If you Have the Right Mentality to Become Rich.

August 10, 2016/in First Sun Blog/by First Sun Team

Becoming a millionaire may seem like an unobtainable dream. I’ve been there and felt like it was unattainable and something that would never happen to me.  Then I started reading, studying and mimicking countless different successful millionaires.

Free- Lock in Door

In reality, it’s a lot more common than you think and completely possible if you have the right mentality to become rich. Here are 20 signs based on observations from several millionaire friends of mine, that you’re destined to become successful.

1. You started making money at a young age.

One of the most common traits that the wealthy have in common is that they began earning money at young age. For example, a 12-year-old Mark Cuban sold trash bags door-to-door, Warren Buffett sold packets of gum to his neighbors when he was just 6-years-old and Richard Branson bred and sold parakeets as pets at the age of 11.

If you had this entrepreneurial spirit as a child, then that’s a solid indicator that you’ll become a millionaire since you’ve always been on the lookout for ways to make money.

 

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2. You’re an overachiever.

Were you that student who wasn’t satisfied with a B in class? Millionaires have the mindset to shoot big. They’re not satisfied with making just $1 million. They want to make $10 million.

3. You’re really, really good looking.

I know. This sounds like a bunch of bull and discriminatory, but research conducted by Daniel Hamermesh, an economics professor at the University of Texas in Austin found that this is the case. According to his research, “attractive people are likely to earn an average of 3 percent to 4 percent more than a person with below-average looks.” That may not sound like a fortune, but that adds up to “$230,000 more over a lifetime for the typical good-looking person.”

Related: 10 Ways to Become a Millionaire in Your 20s

Hamermesh found that attractive people are able to charm interviewers and are able to land more sales.

4. You have an action-oriented mindset.

“Are you the kind of person who sees an opportunity and then takes action to take advantage of it? If so, congratulations, because it’s that kind of action-oriented mind-set that can propel you to financial freedom,” says Todd Campbell, author of “Your Guide to Better Stock Picks.”

“For example, it’s been proven time and time again that long-term investing can produce significantly more wealth than short term trading, yet many Americans fail to make the most of their best long-term investment vehicle: their workplace retirement plan.

Do you contribute to your plan? If so, do you contribute 10 percent of your income? More? Less? Considering that someone who contributes 10 percent of their $40,000 in income to a 401(k) plan at a 6 percent return has $311,572 more after 35 years than one who contributes 3 percent, underutilizing retirement plans is a surefire way to derail you on your way to millionaire status.”

5. You possess a sense of urgency.

Millionaires don’t wait for the perfect time to invest or launch their business. They realize that there’s no better time than the present to start making money. Sitting back and waiting is one of the best ways to squash your dreams.

Bottom line — start right now.

6 You’re focused more on earning than saving.

It’s no secret that the wealthy are frugal with their money. While they excel at saving and spending wisely, they also know that the best way to make money is to invest it.

7. You keep an open mind.

You never know when an opportunity is going to present itself. And, if you immediately shut the thought of investing in this opportunity, then you could be losing out on making a fortune. When I started my online invoicing company, I saw an amazing domain and had to make a six-figure purchase in a matter of three days. This meant moving around some money and convincing my spouse to go along with it. We both have open minds which help this process even happen.

That’s why the wealthy always keep an open mind on new ideas. It may not be something that they would have supported in the past, but if it can make them a couple of bucks, then they may reconsider it.

As Warren Buffett once said, “Opportunities come infrequently. When it rains gold, put out the bucket, not the thimble.”

8. You were Mr. or Mrs. Popular in high school.

“We estimate that moving from the 20th to 80th percentile of the high-school popularity distribution yields a 10 percent wage premium nearly 40 years later,” stated the abstract to the work of Gabriela Conti (University of Chicago), Gerrit Mueller (Institute of Employment Research), Andrea Gaeotti (University of Essex) and Stephen Pudney (University of Essex).

In other words, if you were popular in high school, meaning that you had a lot of friends, then you have a better chance of earning more money.

9. You’re able to live below your means.

Another common trait that millionaires have in common is that they’re able to live below their means. Instead of flaunting their wealth they drive practical cars, live in modest homes, and don’t spend their hard earned cash on items which are a useless luxury item.

Related: How to Become a Millionaire by Age 30

For example, my wife and I try and budget at least 50 percent of everything we make into our savings account to which we can put towards investments. These make us a lot more money in the long term. We could go out and splurge (which we do occasionally) but we’re more in it for the long term.

10. You had a mentor.

It’s no secret that you associate yourself with can affect how successful you’ll be. Think about that for a second. If you’re spending a majority of your time with people who are negative or don’t have a drive, then do you think that they’re going to influence you in being motivated and optimistic?

In other words, if you want to be wealthy, then start hanging out with millionaires. Not only will this keep you motivated, you may be able to find a someone who is willing to become your mentor and can show you the ropes.

If you don’t personally know any millionaires, don’t be afraid and reach out to them on social media or through an email after meeting them at a networking event and start building a rapport.

11. You’re not stuck in the past.

Right now we’re in an interesting presidential election, to say the least. Regardless of who you’re voting for, we hear a lot about restoring the country back to the “good ole’ days.” While that statement may work for politicians, it’s not going to float for millionaires.

These are people who have gotten over failure, rejection, and fear. And, they’re more concerned about putting their energy into their future. I’ve lost millions in lifetime, I’ve moved past it and the fear of failure will never hold me down.

12.You’re a goal-setter.

Speaking of the future, the wealthy think about their long-term goals and needs.

“You don’t make a million by accident. If it’s not a goal you sure as hell won’t hit it,” writes Peter Voogd, founder of the Game Changers Academy, who made his first million before turning 26.

13. You aren’t divorced.

A study of around 9,000 individuals found that divorce reduces a person’s wealth by about three-quarters (77 percent) compared to that of a single person, while being married almost doubles comparative wealth (93 percent).

“Divorce causes a decrease in wealth that is larger than just splitting a couple’s assets in half,” said Jay Zagorsky, author of the study and a research scientist at Ohio State University’s Center for Human Resource Research.

“If you really want to increase your wealth, get married and stay married,” suggests Zagorsky.

This isn’t to say that you can’t achieve greatness if you’re divorced. I’m previously divorced and have made millions since.

14. You can defer gratification.

Jason Hall, a writer and editor for the Motley Fool, says “deferring gratification is one of the most important steps to becoming a millionaire.”

Hall adds, “The reality is, building wealth generally takes a lot of time. Even Warren Buffett, one of the richest people alive and arguably the best investor ever, created more than 80 percent of his vast wealth after he turned 50.”

Related: You Deserve to Be a Millionaire. Follow These 12 Tips to Get There.

Learn to defer your gratification.

15. You know how to maximize your strengths.

“I suck at 99 percent of stuff, but I go all out on that 1 percent I’m good at,” Gary Vaynerchuk once said.

That’s not to say that you shouldn’t learn something new or work on some of your weaker skills, it means that millionaires are able to capitalize on their greatest strengths and then surround themselves with people who can enhance their weaknesses.

16. You’re optimistic.

How many people do you know are constantly whining and then blaming others? I bet those people aren’t well off financially, are they?

Millionaires don’t whine, complain, or point fingers. Instead, they accept challenges and look for ways to conquer them.

As T. Harv Eker, author of “Secrets of the Millionaire Mindset: Mastering the Inner Game of Wealth”, says “Rich people believe, ‘I create my life.’ Poor people believe, ‘Life happens to me.'”

17. You may have a drink, but you don’t smoke.

Did you know that men who are self-reported drinkers earn 21 percent more than male abstainers, while women who drink earn 8 percent more than non-drinking females. The reason? Drinking enhances social capital, which leads to superior market outcomes.

Jim Britt, author of, “Do This. Get Rich!,” adds that,”A person who doesn’t drink at all — not that that’s a bad thing — is probably very conservative, and that would keep him or her out of a lot of social circles.”

However, the wealthy are not smokers. “Smokers spend an incredible amount of money on smoking,” says J.L. Zagorsky. Eventually, those packs of cigarettes add up. And, that money could have been spent more wisely, like on investments.

18. You have thick skin.

When you’re consumed by what others think of you, you’re allowing yourself to be held back. Instead of worrying what others think about you, the wealthy have a thick skin thanks to being mentally tough.

In fact, being mentally tough is one of the key ingredients in making a successful entrepreneur since it assists them in handling pressure and overcoming challenges and setbacks.

19. You keep up with current events.

The most successful people in the world kickoff their early mornings by catching up on current events. For example, Warren Buffett and Bill Gates read publications like the “Wall Street Journal,”the “New York Times,” “USA Today,” and the “Financial Times” so that they can make more informed investment decisions based on what’s going on in the world.

20. You’re constantly improving yourself.

While having a college degree can make a difference in determining your net wealth, that degree ultimately doesn’t determine if you’ll become a millionaires or not. Bill Gates is one of the most famous college dropouts of all-time. But, that hasn’t stopped him, and wealthy people like Mark Zuckerberg and Jeff Bezos, from continually improving himself by feverishly reading and learning new information or skills.

Here is to becoming the next millionaire.

 

Entrepreneur.com | August 9, 2016 | John Rampton

https://www.firstsun.com/wp-content/uploads/2015/11/Free-Lock-in-Door.jpg 1100 1650 First Sun Team https://www.firstsun.com/wp-content/uploads/2018/05/logo-min-300x123.jpg First Sun Team2016-08-10 11:20:352020-09-30 20:51:11Your #Career : 20 Signs You’re Destined to Become a Millionaire…In Reality, It’s a Lot More Common Than you Think and Completely Possible If you Have the Right Mentality to Become Rich.

#Leadership : How To Give Leadership To Millennials Without A Promotion…Many Millennials, and their Employers, Mistakenly Assume that Leadership at Work comes Only from a Title. In other Words, Too many Think Leadership can Only Happen through a Promotion.

August 9, 2016/in First Sun Blog/by First Sun Team

The 2016 Deloitte Millennial Survey estimates 63% of millennials say their leadership skills are not being developed. That number is alarmingly high, because essentially two out of every three employees have a desire to lead at work. Yet, despite their desire to lead and grow as leaders, companies are not creating those opportunities for leadership and increased engagement.

free- women at meeting

Many millennials, and their employers, mistakenly assume that leadership at work comes only from a title. In other words, too many think leadership can only happen through a promotion. Yet, students of leadership know this is not true. Leadership expert John Maxwell has stated “Leadership is influence.” Leading people is not about a title or a position, but instead about the ability to influence people towards change.

With that in mind, how can companies give leadership opportunity to millennials? What can employers do to give millennials opportunities to influence change in their workplace? After all, millennials are the largest living generation, and are already the largest generation in the workforce. It is estimated that 75% of the workforce will be of the millennial generation by 2025, so what can employers do now to start developing leaders?

 

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Leading in Circles

An Atlanta office for a global PR firm has managed to address this problem in a creative way. The Atlanta team for Porter Novelli began asking several years ago how they could flatten the organizational hierarchy and give leadership opportunities to more people.

As they looked for answers, they decided to start creating “circles” in the company. A circle, loosely defined, is a group of employees focusing on a specific topic. The topics range from people wanting to improve an aspect of the business to personal passions outside of the office. Anyone can join the circle, and anyone can lead it. It gives younger employees a chance to work directly with more seasoned coworkers, and it also gives everyone an opportunity to lead beyond the day-to-day work.

The circles vary in their focus. For example, the “Client Service Excellence Circle” focuses on best practices for achieving goals for serving clients well. Anyone in the company can be in this circle, and the diverse range of departments represented allows people to speak into a key aspect of the business.

But not every circle is focused on work. The Fun Circle plans everything from parties, holidays, and the summer kickball team on Thursdays. At each monthly meeting, the members of the circle plan the next thing.

These circles have a direct impact on the daily work of the team. Taking a break from your normal work can be refreshing and healthy. Meeting with the circle can provide an opportunity to shift gears and think differently.

While mental breaks are great, strong relationships are what improve collaboration and office morale. Working with people outside of the normal team allows employees to connect with coworkers in a different environment, and relationships are strengthened when people have new experiences together. A stronger office bond leads to better collaboration, a healthier culture, and even lower turnover.

Starting Circles in Your Office

If you and other employees are looking for leadership opportunities, then consider the circles concept. There is no cost associated with it, and the ROI far outweighs the time invested by those who participate.

Maybe you don’t have the authority to implement it across the entire company, but here are three ways that you can start circles in your office.

Present the idea to your manager. Give some specific examples of how it would look in your company. Maybe you present two or three circles-like one focused on fun and another focused on leadership development-that are easy to understand. Ask for the opportunity to create these circles on a trial basis to determine if they work.

Find like-minded people to join the trial circles. Extend this invitation to everyone in the company. You might be surprised as to who expresses interest in joining the circle. Invite people from all departments and all generations to join. These groups thrive on a diversity of age, background, and experience.

Meet monthly for three months with a specific goal in mind.For example, if you start your own Fun Circle, then start with a goal to plan a certain number of activities. This is a low pressure goal, so make it easy. Once the group achieves the goal, it is easy to gain momentum for the next goal.

After an effective trial period, your manager will likely see the benefits of Circles. Yes, these groups may bring clarity to a problem or help improve the overall company culture. Perhaps the greatest benefit, however, is the increased engagement among millennial employees. When millennials are given a chance to lead, they are more likely to be engaged in their work. Greater engagement leads to better work, and better work makes a better company.

 

Forbes.com | August 9, 2016 | Wes Gay

 

https://www.firstsun.com/wp-content/uploads/2016/07/free-women-at-meeting.jpeg 350 524 First Sun Team https://www.firstsun.com/wp-content/uploads/2018/05/logo-min-300x123.jpg First Sun Team2016-08-09 20:52:462020-09-30 20:51:12#Leadership : How To Give Leadership To Millennials Without A Promotion…Many Millennials, and their Employers, Mistakenly Assume that Leadership at Work comes Only from a Title. In other Words, Too many Think Leadership can Only Happen through a Promotion.

Your #Career : 25 Signs your Company is About to Conduct Mass Layoffs…If you Notice a Combination of these Signs in your Own Company, it May be Time to Start Looking for a New Job.

August 9, 2016/in First Sun Blog/by First Sun Team
In my career as a journalist, I’ve lived through two rounds of mass layoffs. While I didn’t see either of them coming, hindsight is always 20/20, and I now have a much better sense for when the tides are changing.

Row of People viewed from Outside

To get a better understanding of the signs that layoffs are coming, I polled others who’ve been through them, scoured the news about high-profile mass layoffs, and crawled the depths of the internet.

If you notice a combination of these signs in your own company, it may be time to start looking for a new job.

The most obvious sign: Executives confirm layoffs are coming

The most obvious sign: Executives confirm layoffs are coming

Kimberly White/Getty Images for Vanity Fair

Last year, Twitter’s Jack Dorsey and ESPN’s John Skipper sent memos to employees detailing imminent layoffs.

 

 

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Executives hint at layoffs using other terms, like ‘restructuring’

Executives hint at layoffs using other terms, like 'restructuring'

Reuters

HP, which has been going through layoffs since 2008, proves there are many indirect ways of saying “layoffs.”

CEO Meg Whitman and other HP executives have used terms like “downsizing,” “restructuring,” “reorganizing,” “incremental synergies,” “offshoring,” and “streamlining.”

Intel CEO Brian Krzanich used the term “headcount reductions” in an email he sent to employees about rumored layoffs.

And IBM has referred to layoffs as “workforce rebalancing.”

If you hear or see these terms bandied about, it’s time to brace yourself.

Your company gives you a ‘non-negotiable’ job offer

Your company gives you a 'non-negotiable' job offer

http://www.businessinsider.com/cms/posts/edit?id=50abddf3eab8eab77c000009

If you don’t take the non-negotiable job offer, you will get laid off.

Last year, HP gave a group of several hundred employees in its struggling enterprise-services unit an unusual ultimatum: Either take the new job we’ve lined up for you — or get laid off without severance.

A WARN notice has been issued

A WARN notice has been issued

New York Department of Labor WARN notice

If more than 250 full-time employees are being laid off, or if 25 or more full-time employees are being laid off and this constitutes 33% of all workers at the site, a company must file a Worker Adjustment and Retraining Notification (WARN) with the state’s Department of Labor 90 days prior to the layoffs.

This is public information that can be found on a state’s DOL website. As an example, here’s the New York site.

Your company’s IPO flops

Your company's IPO flops

YouTube / Margin Call trailer

As Business Insider’s Alexei Oreskovic reports, layoffs are often a symptom of a souring market. If your company’s IPO flops, it could be a sign layoffs are coming.

Your company is hiring too fast

Your company is hiring too fast

REUTERS/Stringer

For a while, Groupon was the world’s fastest-growing company.

When the company opened its offices in Korea just two and a half years after launching, it hired 300 people in a week by pulling them in off the street, The Telegraph reports. At the time the company had already expanded to more than 40 countries.

Last year, however, the company announced it would lay off 1,100 people and would close operations in seven countries.

When a company grows rapidly, it risks overshooting its needs, and may eventually be forced to make tough decisions. However, there are many successful companies that grow rapidly, hire aggressively, and then settle down.

Your company gets acquired or merges with another

Your company gets acquired or merges with another

Thomson Reuters

After Kraft and Heinz merged last year, it announced that the combined company would cut 2,500 jobs, Fortune reports.

Mergers frequently lead to layoffs. As Business Insider has written, “synergy” is the one word that should terrify employees: “Synergy is what you get when you eliminate redundancies in your efforts to cut costs.”

There’s already been a round of layoffs

There's already been a round of layoffs

REUTERS/Joshua Lott

The first round of layoffs is rarely the last.

Your access to work accounts is denied

View image on TwitterView image on Twitter

You’re invited to a group meeting with the department head, and her personal assistant confirms with you that you’ll be there

You're invited to a group meeting with the department head, and her personal assistant confirms with you that you'll be there

REUTERS/Kevin Coombs

Based on my personal experience, if the only time you hear from an executive’s personal assistant is regarding a mysterious meeting scheduled that morning for your whole department, your concern might be warranted.

Internal job postings get taken down

Internal job postings get taken down

Rachel Gillett/Business Insider

“I was once at a company where I was interviewing for a promotion, only to find out in the middle of it that the position had been eliminated,” one writer told me. “The writing was pretty much on the wall, and when the pink slips started coming, I can’t say I was a bit surprised.”

“It’s always tough, though,” he noted. “If it’s not happening to you, it’s happening to someone you’ve spent years working with, and you know it’s going to hit their family hard in most cases.”

You’re expected to do more with less

You're expected to do more with less

Michael Duxbury/flickr

Employees facing layoffs may first be asked to do more with fewer employees and resources in a last ditch effort to turn a profit.

People are told they can’t work from home on a specific day

People are told they can't work from home on a specific day

Getty Images/Mario Tama

Larry Cornett, founder and CEO of Voicekick, says that after working in Silicon Valley for more than 20 years, he’s come to regard certain anomalies as signs layoffs are coming. Losing the ability to work from home is one of them.

“Work-from-home days are fairly common in tech companies,” he writes on Medium. “Employees will be told that everyone needs to come into the office on a specific day and that they cannot work from home that day. Thus, the layoff day is identified.”

The higher-ups take steps to “improve efficiencies”

The higher-ups take steps to "improve efficiencies"

Scenes like those in “Office Space” really happen.YouTube / Office Space

Introducing time sheets and bringing in consultants are often the first steps higher-ups take to understand teams better and find ways to tighten.

One editor, who didn’t see her previous company’s shutdown coming, said she should have been suspicious when the company brought a new board-appointed CFO to look over the books. “These are often at least a sign of a turnaround coming for the company, if not a total shutdown,” she said.

Or they ask a ton of questions about what you do

Or they ask a ton of questions about what you do

VFS Digital Design/Flickr

Superiors asking you to list the daily tasks and responsibilities that you and each of the members of your team perform is a common sign of restructuring to come.

Requests to share passwords, training documents, and other things that may not be written down are sometimes done to smooth impending dismissals.

 

Higher-ups start quitting

Higher-ups start quitting

Margin Call screenshot

Senior managers are usually privy to what’s going on at the top. Pay attention if they start heading for the exits.

The discretionary stuff starts to go

The discretionary stuff starts to go

Sergio Vassio Photography/flickr

Fewer parties and happy hours, less and cheaper food and drinks in the kitchen, no more expensed lunch for meetings, stingy vacation time — these could all be signs that the end is nigh.

Company bills aren’t getting paid

Company bills aren't getting paid

PROAlan Levine/flickr

“I started receiving emails from clients about bills that had gone unpaid,” said one worker who’d been through layoffs. “I thought the accounts team had just missed paying them, but looking back, that was a sign we were in financial trouble with nothing left in the bank.”

 

The uprooting of plants

The uprooting of plants

Tim Lucas/flickr

“No matter how secret an upcoming round of layoffs may be, the seal is never 100% rumor-tight. There’s always one old-school veteran who knows something,” writes Evany Thomas, a brand writer and content strategist at Pinterest, who details getting laid off twice in a Medium post.

“And the way you can tell they know is that they start bringing home all their accumulated personal belongings in easy-to-manage nightly shipments. Starting with their plants.”

Conference rooms are booked by HR all day

Conference rooms are booked by HR all day

Thomson Reuters

Whenever conference rooms are booked all day by your company’s human-resources department, it’s a sign that big changes are coming, and they’re probably not good.

Good news like bonuses and raises can be delivered individually in a number of ways. But HR folks prefer to deliver bad news like layoffs behind closed doors.

Some Yahoo employees reportedly knew layoffs were coming last year: “Employees saw it coming when on getting to work two to three conference rooms in every floor were suddenly reserved for HR with all previously scheduled meetings in the room canceled,” one source told Business Insider.

All managers are suddenly pulled into a series of meetings that span a few days

All managers are suddenly pulled into a series of meetings that span a few days

Flickr/Sebastiaan ter Burg

Cornett says this is another sign layoffs are in the works. And if managers find it difficult to directly answer questions about what is going on with all the meetings, this could serve as confirmation.

 

There are more tissue boxes than usual

There are more tissue boxes than usual

Justin Sullivan/Getty Images

Your office managers could just be stepping up their allergy-season game, but if these tissue boxes are conveniently stacked up in conference rooms — especially ones that are booked by HR — chances are some bad news is on the horizon.

There are a lot of empty boxes around.

There are a lot of empty boxes around.

rick/flickr

Unless you missed the memo that you’re moving to a nicer office, odds are those boxes aren’t a pleasant surprise.

Upper management avoids your gaze

Upper management avoids your gaze

Shutterstock

“When I got let go from Friendster, I was blindsided. I totally failed to see it coming,” Thomas writes.

“When all of us let-goners went out for the traditional post-layoff drinks, everybody teased me for missing the signs. ‘You mean you didn’t notice that upper management had stopped making eye contact weeks ago? Amateur.'”

 

You stop getting invited to important meetings

You stop getting invited to important meetings

Dotshock/Shuttershock

“It’s usually a sign that you will personally be laid off when senior management postpones a meeting with you that they usually accept or you stop receiving invitations to meetings for long-term planning or where confidential/strategic information will be discussed,” Cornett writes.

 

 

Businessinsider.com | August 9, 2016 | 

  • Rachel Gillett

 

 

https://www.firstsun.com/wp-content/uploads/2018/05/logo-min-300x123.jpg 0 0 First Sun Team https://www.firstsun.com/wp-content/uploads/2018/05/logo-min-300x123.jpg First Sun Team2016-08-09 18:28:482020-09-30 20:51:12Your #Career : 25 Signs your Company is About to Conduct Mass Layoffs…If you Notice a Combination of these Signs in your Own Company, it May be Time to Start Looking for a New Job.

#Leadership : Craft a Legal, Effective Employee Social Media Policy With These 5 Steps…Social Media has the Power to Boost a Brand’s Image, Reinforce Relationships with Customers and Increase Sales. When Abused by Employees, however, It can Cause Irreversible Damage.

August 8, 2016/in First Sun Blog/by First Sun Team

Take KitchenAid, for example. In October of 2012, the company tweeted out an offensive comment about President Barack Obama’s grandmother. As a result, it faced a huge backlash and received a plethora of negative media attention. This happened simply because an employee tweeted his or her opinion from the brand account, rather than from a personal one.

Close-up of businessman preparing bomb in office

Just this past summer, Anthony Cumia from the popular radio show “Opie & Anthony” was fired for tweeting profane remarks about a woman who allegedly confronted him on the street. It reflected poorly upon SiriusXM, the company that broadcasts the show. Not wanting to face overwhelming criticism, SiriusXM immediately terminated their relationship with Cumia.

There are countless examples of social media faux pas over the years. They can easily happen anytime, and to any brand.

To protect your company, you must create and enforce social media policies. These policies should let employees know what can and can’t be said, as well as how to act appropriately on Facebook, Twitter, Instagram, Pinterest or any other site your company utilizes.

To get started on a social media policy, study and consider implementing the following instructions:

1. Research state and federal rules on free speech.
Though social media policies are imperative, they may end up getting companies in trouble. Large corporations such as General Motors and Target have been asked to revise their policies because they went too far.

Before writing one, it’s important to look into federal and state laws regarding speech on sites such as Facebook and Twitter, along with rules for accessing employees’ personal accounts. Business owners putting the policy together can research social media laws on the National Labor Relations Board or, better yet, hire a lawyer who specializes in it.

 

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2. Involve employees every step of the way.
A social media policy should not be produced without input from employees. Ask employees what they’re comfortable with, which might include whether they want to sign their initials on posts, and if they’d be fine with refraining from talking about the company on their personal accounts.

You may also want to specify when social media can be used at work, as well as how employees are expected to interact with customers online. Throughout the process, employees should be encouraged to ask questions. When the document is completed, employees need to sign off on it to ensure that they are on board with the new rules.

3. Tailor the policy to the job.
Instead of handing out the same social media policy to everyone, you may want to tailor it according to what department someone is in. Employees who manage the different accounts will need a more specific set of directions and guidelines, while those in sales, IT or HR would just require a policy regarding their personal use.

4. Include business privacy issues.
A big reason for formulating a social media policy is to protect a brand’s privacy. If company practices and secrets are revealed online, it can give competitors an edge and cause extensive damage.

The policy should highlight what would hurt the company and why. Employees must know where to draw the line when revealing information about the company. For example, it might be fine to post photos of the business’ office and holiday parties online, but it would be detrimental to disclose how many sales were made in the fourth quarter.

For a good frame of reference on setting rules for privacy concerns, check out the “What You Should Never Disclose” section of Best Buy’s social media policy.

5. Preparing to write the policy.
A social media policy should be seen as a helpful addition to the company. It is not meant to make employees feel stifled or condescended to.

Before you start thinking about the rules you’re going to include in the policy, determine what positive results you hope to achieve. Perhaps you want employees to feel free to post on the various accounts. Or you want to improve customer service online.

By keeping these goals in mind, you can decide upon the best ways to phrase and formulate social media policies.

 

Entrepreneur.com | March 12, 2015 | Michael Roy

 

https://www.firstsun.com/wp-content/uploads/2016/04/Free-Biz-Explostion.jpg 2800 4200 First Sun Team https://www.firstsun.com/wp-content/uploads/2018/05/logo-min-300x123.jpg First Sun Team2016-08-08 13:26:352020-09-30 20:51:13#Leadership : Craft a Legal, Effective Employee Social Media Policy With These 5 Steps…Social Media has the Power to Boost a Brand’s Image, Reinforce Relationships with Customers and Increase Sales. When Abused by Employees, however, It can Cause Irreversible Damage.

#Leadership : Leadership Lessons From The Man Who Runs The U.S. Olympic Track Team….CEO Max Siegel Shares his Strategies for Managing a Team on a High-Stakes Project: the Olympics.

August 7, 2016/in First Sun Blog/by First Sun Team

At this moment, 129 American track and field athletes are settling into their living quarters in Rio de Janeiro as part of the 555-person strong Team U.S.A. They are getting acclimated to the weather and training daily, using every last minute to prepare physically and mentally for one of the most important events of their lives. But behind the scenes, Max Siegel has been planning this moment for years.

Olympics 2016

Siegel is the CEO of U.S.A. Track and Field (USATF), the governing body for runners in the U.S. The nonprofit organization serves 41 million people who love to run—from amateurs to professionals—providing them with opportunities to compete in marathons and races. Siegel has been instrumental in helping the organization take on a more entrepreneurial outlook, building the sport into a brand and helping lock down sponsorship deals. On top of that, Siegel must also help discover the nation’s Olympians and give them the support that they need to thrive at the Games.

Max Siegel

The final list of qualifying athletes is decided right before the Olympics begin. These individuals represent a wide range of disciplines, including marathon runners, sprinters, high jumpers, pole vaulters, shot-putters, and more. “There’s literally a month between the time that people qualify and we go to the Games,” Siegel says. “The very last race in our Olympic trials ends, and they go directly to Olympic training camp.”

Once the team is selected, Siegel and his staff spin into action, managing the elaborate logistics of bringing the team to the host country. Though Siegel’s tips for leading a group of runners to success might seem specific to the sports world’s greatest show on earth, we think they can be useful to any professionals who manage projects that are short but intense, with many moving parts (think organizing a conference or overseeing a quarterly earnings report).

ALWAYS LOOK FOR TALENT

While the Olympic Games happen once every four years, Siegel says his team is constantly preparing for it. Finding the highest-caliber athletes for the Games means being on the lookout for elite runners, recruiting them, and preparing them to compete in the Olympic trials when the time comes. This means tracking students as young as middle- and high-school age who show serious promise. “There’s a pretty robust and thorough analysis of the talent,” he says, explaining that he has experts on staff who are single-handedly focused on assessing every aspect of an athlete’s capabilities.

Siegel says that USATF is extremely judicious about only reaching out to people they really believe will have a successful career in sports because of the sacrifices demanded. Teens may postpone higher education, and those who do go to college will struggle to balance their studies and the rigors of training. Of course, not all athletes are young. The U.S. is sending runners in their forties to Rio, including Bernard Lagat, who qualified for his fifth Olympics at the age of 41. These more seasoned athletes also have to give things up, including time at their jobs or with their families.

Chaunté Lowe in 2016

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EQUIP YOUR TEAM

Once the team is chosen, Siegel needs to make sure that they have every resource at their disposal to succeed. Since the team comes together right before the Olympic Games, USATF must equip itself in advance with tools. “When they matriculate into our program, we give them support,” he says. “This means coaching, training, medical attention, and biomechanical sports-science help.”

But tools aren’t just physical. To prepare teams to go overseas for events, USATF also helps with language and cultural training. Since the athletes will be ambassadors for their country, it is important that they understand the nuances of local culture. This is particularly useful to athletes who are young or not particularly well-traveled.

Since Olympic athletes are not paid by the International Olympic Committee to appear at the games, they need to generate their own funds to attend. Many runners rely on prize money from other races or seek out sponsorship or endorsement deals. In his time as CEO, Siegel has made it a priority to make USAFT more attractive to companies. “It’s been about creating a brand that’s connected to the idea of excellence,” he says. “This has allowed us to partner with best-in-class companies like Visa, Rosetta Stone, and Hershey.”

Nike has always been one of the USATF’s biggest sponsors. But over the last five years, Siegel has helped negotiate a contract with the brand that has been called one of the most lucrative deals in Olympic history: It ensures that every qualifying athlete will receive a sum of money. (He declined to tell me exactly how much.) “Athletes that make our World Championship or Olympic teams get pretty significant compensation,” Siegel says. In return, Nike will outfit Team U.S.A. for the Olympic Games.

In addition to snagging funds for individual athletes, Siegel also pushed through a separate contract for USATF with Nike that’s worth a reported $500 million and will be in effect from 2017 to 2040. This has improved his organization’s ability to support its entire constituency of runners.

Justin Gatlin

ON GAME DAY, ELIMINATE DISTRACTIONS

Finally, the team heads to the Olympics. Once on site, the USATF’s main goal is to ensure that athletes focus on their event. This means cutting out any possible worry or distraction.

One of the competitors’ biggest sources of concern is their families. While spouses, parents, and siblings often come to show their support and participate in the historic moment, Olympians can lose focus by imagining what their loved ones might be up to, or worrying that they might not be enjoying themselves. So in 2012, Siegel launched a new program in which one group of USATF staff is entirely devoted to making sure families are comfortable and occupied. Staff members take these relatives sightseeing, for instance, and shuttle them to events.”The athletes have grandma and grandpa there, whom they love,” Siegel explains. “They’re worried about them and whether they will be able to get from point A to point B. They feel an emotional obligation to them.”

Siegel has also had to manage some of the crises surrounding the Rio Games, including the Zika virus. His strategy has been to keep all the athletes informed of the latest health information from the World Health Organization and National Institutes of Health. “We don’t want them to be distracted by the media,” he says.

USE THE MOMENTUM TO KEEP MOVING FORWARD

Because the USATF’s Olympic team comes together so late, the organization doesn’t have much time to promote them before the Games begin and get the public excited about them like they are for, say, swimmers and gymnasts. New elite runners come to the world’s attention as their events unfold, so Siegel’s responsibility is to keep enthusiasm (and sponsorship interest) high after the Games. “Stars are born, and you need to ride that momentum afterwards,” he says.

Over the course of the Games, Siegel and his staff familiarize themselves with the athletes’ personal stories so they can keep these narratives alive when they return to the U.S. The USATF pitches these individuals hard to television, social media, newspapers, and magazines. “They might have a unique backstory or an interesting way that they train,” he says. “We don’t want to waste the moment.”


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FastCompany.com | August 2, 2016 | ELIZABETH SEGRAN

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https://www.firstsun.com/wp-content/uploads/2016/08/Olympics-2016.jpg 500 435 First Sun Team https://www.firstsun.com/wp-content/uploads/2018/05/logo-min-300x123.jpg First Sun Team2016-08-07 13:50:452020-09-30 20:51:17#Leadership : Leadership Lessons From The Man Who Runs The U.S. Olympic Track Team….CEO Max Siegel Shares his Strategies for Managing a Team on a High-Stakes Project: the Olympics.

Your #Career : 4 Ways To Bounce Back When You’re Treated Unfairly At Work…You can Get Even, Or you can Take the High Road—Where the Outlook’s Much Better for your Health and Career.

August 7, 2016/in First Sun Blog/by First Sun Team

Depending on how you see it, there’s more than just death and taxes on the short list of things life throws at pretty much everybody. There’s also unfairness (which cynics might even see as the umbrella term for both death and taxes), as many a parent has informed a 5-year-old who’s too young to know what taxes are but has no trouble grasping what’s not fair.

Free- Barbed Wire

But simply accepting that life isn’t fair doesn’t mean we respond to its injustices with perfect equanimity—especially where our careers are concerned. Maybe you’ve been passed up for a promotion you deserved. Or management made a big decision impacting your job without you having a say. Maybe you were just disrespected by a colleague.

Being treated unfairly violates basic human needs for autonomy, belonging, and morality.

Organizational researchers like the University of Georgia’s Jason Colquitt call these types of offenses “distributive,” “procedural,” and “interpersonal” injustice, respectively. And they’ve been linked to lower levels of self-esteem, job satisfaction, organizational commitment, and performance.

That may not come as a shock—it’s just about impossible to avoid feeling mistreated at some point or another at work. Georgetown professor Chris Porathestimates that 98% of the thousands of workers she’s surveyed have experienced incivility at work firsthand, and 99% have seen it take place.

But the good news is that while work, like life, isn’t always fair, you don’t have to stew in your sense of being wronged. In fact, you can even use the experience to become a little more resilient for the next time you’re slighted. Here’s how.

WHY UNFAIR TREATMENT STINGS

You may feel hurt that you’ve been mistreated while at the same time wondering whether it’s petty of you to take offense. But psychologically, unfairness communicates a lot more than the act itself. Being treated unfairly violates basic human needs for autonomy, belonging, and morality. It thwarts our agency, makes us feel like we aren’t valued, and tramples on the basic social principles that bind people together.

So it’s no surprise that violating these mores reliably leads to feelings of anger, outage, and contempt—emotions that lead us to act in ways that both harm our careers and are typically inconsistent with our own values: When we’re wronged at work, many of us isolate ourselves or retaliate. And while that may lead to short-term reprieve or catharsis, the longer-term consequences are rarely good.

Instead, we need better ways to respond to mistreatment at work—strategies that can actually improve how others see us and how we see ourselves—so we can minimize the likelihood of it happening again.

1. WALK BACK FROM THE CONCLUSIONS YOU’VE JUMPED TO

Leadership gurus Chris Argyris and Peter Senge are known for introducing the“ladder of inference,” the process by which people make a sequence of assumptions about others’ intentions. It’s important to remember that injustice is in the eye of the beholder, so it’s critical to make sure you’re seeing the situation accurately.

The simple act of confiding in others can strengthen your relationships around the office and mitigate the negative feelings you’re experiencing.

And to do that, there’s no substitute for perspective. Talk to a trusted friend or colleague to get their point of view before taking any action. Whatever they say, the simple act of confiding in others can strengthen your relationships around the office and mitigate the negative feelings you’re experiencing.

 

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2. TAKE THE MORAL HIGH GROUND

Sometimes it’s actually okay to get up on your high horse and stay there. In fact, refusing to match slight for slight can help you sidestep the indignity you’re feeling and avoid boiling in anger. From that vantage point, you may even be able to look at the situation more critically and learn something about your coworker, your organization, or even yourself—to understand what’s happened in a more detached way.

3. LOOK FOR WHAT’S STILL GOOD, FAIR, AND RIGHT

Sure, you’ve just been treated unfairly in one context, but there are certainly others where you’re still clearly valued and respected at work. And one principlelong familiar to psychologists is our tendency to focus on the negative at the expense of the positive. So make sure you’re considering this recent mistreatment in light of other good things at work, which will help you put it into perspective.

It may be the last thing you’re inclined to do while you’re feeling upset, but consider making a list of the positive aspects of your job—the upsides that haven’tbeen affected by this incident—so you don’t act rashly.

4. FORGIVE WHOEVER’S RESPONSIBLE

This may be the hardest one yet, but it might pay off. Research suggests that forgiveness is critical for mental and physical health in the aftermath of being mistreated. You don’t need to excuse the incident or convince yourself you’re being dramatic, you just need to acknowledge that the bad thing they did to you is something you can live with—that, as Whitney Houston memorably put it, “It’s not right, but it’s okay.” Forgiveness, at any rate, can be a surprisingly powerful way of moving on without carrying a chip on your shoulder.

Let’s be real—being treated unfairly at work can be painful, upsetting, and frustrating. But it can also be an opportunity to build resilience—not just to others, but to your own, less-than-productive knee-jerk responses. So take the high road. The view is much better from there anyway.

 

FastCompany.com | August 4, 2016 | David Mayer

https://www.firstsun.com/wp-content/uploads/2015/11/Free-Barbed-Wire1.jpg 1100 1650 First Sun Team https://www.firstsun.com/wp-content/uploads/2018/05/logo-min-300x123.jpg First Sun Team2016-08-07 13:06:492020-09-30 20:51:17Your #Career : 4 Ways To Bounce Back When You’re Treated Unfairly At Work…You can Get Even, Or you can Take the High Road—Where the Outlook’s Much Better for your Health and Career.

Your #Career : This Internship Program Only Hires Women Over 40…What Inspired you to Start the Program? Answer: Ageism Hurts, and these Women Feel Like, “Am I Worthless at 54? Am I Over the Hill at 52? Why will No One Hire Me?”

August 6, 2016/in First Sun Blog/by First Sun Team

You’ve probably seen, or at least heard of, Nancy Meyer’s latest film The Intern. Starring Anne Hathaway and Robert DeNiro, it follows a 70-something man attempting to reenter the workforce. When the retired widower has difficulty finding employment, he opts for a senior internship at a digital fashion startup.

Enternship-Wunderlich-Kaplan

“That movie was kind of an aha moment for us,” explains Dara Kaplan, president and partner of a New York City-based p.r. firm calledWunderlich Kaplan Communications (WKC). “How many times have we witnessed our friends, unable to dive back into the workforce after several years at home? Women over 40 shouldn’t be cast aside for Millennials.”

Inspired, Kaplan  and WKC’s CEO, Gwen Wunderlich, started The Enternship. The four week program, which launched this summer, aims to help women over 40 reenter the workforce by teaching them practical p.r. and digital communications skills. Eight interns in their 40s, 50s and 60s are currently participating, including a former CNN producer and a lawyer.  I caught up with the two leading women behind the initiative.

What is The Enternship? 

Kaplan: In one sentence, it’s a program to help women over 40. These women have either been bought out of their companies, chosen to jump the corporate ship or are looking to change careers and break back into the workforce. We teach them the skills they need during flexible hours. Millennial may be the buzz word du jour, but we happen not to agree.

What inspired you to start the program?

Wunderlich: We were tired of watching friends and family members get passed over for their younger counterparts or denied jobs because they have “too much” experience. We received more than 600 applications for the program, and the one thing every cover letter had in common was that they felt defeated. Ageism hurts, and these women feel like, “Am I worthless at 54? Am I over the hill at 52? Why will no one hire me?”

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Who are your eight enterns?

Kaplan: We chose eight women, including a lawyer, a former CNN producer, a graphic designer and a stay-at-home mom. 99% are working moms and all are over age 40 (some are even over 60). And they are unbelievable. Take Ronni Berke, an award-winning veteran journalist and producer. She recently accepted a buyout from CNN to work on more creative projects and currently freelances as a communications strategist and content creator. She is an experienced media pro with years of experience in breaking news.

What kinds of skills do your enterns learn?

Wunderlich: Essentially, the ins and outs of public relations. We teach women how to create p.r. campaigns, write pitches and press releases, how to pitch media. There’s also hands on experience, like helping to run a party at one of our celebrity client’s house in the Hamptons. Working events helps them grow their network, which, as we all know, is what p.r. is about.

Kaplan: Social media is also explored, which we’ve found to be a major pain point for older women. They want to learn about blogging, vlogging and other emerging communication technologies — they just need a little guidance.

What is The Enternship’s ultimate goal?

Kaplan: To help women get back on their feet. It’s funny, because we’ve seen first hand what a bit of confidence can do. And while we hope to empower women to get back in the workforce, we also want to create a movement — an understanding of the value of women. We’re trying to urge other p.r. firms and female-owned businesses to hire talented, experienced women.

Why only women?

Wunderlich: It’s estimated that there are upwards of 3 million women with advanced college degrees trying to reenter the American workforce. It was clear this was who we needed to focus on.

Would you ever expand to men?

Wunderlich: Never say never, but our second Enternship training program, which starts in September, will also be focused on women.

 

Forbes.com | August 6, 2016 | Emily Siegel

 

https://www.firstsun.com/wp-content/uploads/2016/08/Interns-40.jpg 1680 1200 First Sun Team https://www.firstsun.com/wp-content/uploads/2018/05/logo-min-300x123.jpg First Sun Team2016-08-06 15:26:562020-09-30 20:51:18Your #Career : This Internship Program Only Hires Women Over 40…What Inspired you to Start the Program? Answer: Ageism Hurts, and these Women Feel Like, “Am I Worthless at 54? Am I Over the Hill at 52? Why will No One Hire Me?”

#Leadership : The Most Profitable Industries in 2016…Some Businesses Tend to have Healthier Bottom Lines by the Very Nature of the Industries that they Operate In.

August 6, 2016/in First Sun Blog/by First Sun Team

Which U.S. industries are the most lucrative? The answer depends on how it’s measured, but based on pre-tax net profit margin, the top money-makers include specialty service providers in accounting, law, health care and real estate, according to the latest ranking from Sageworks, a financial information company.

Free- Counting Abacus

Accounting-related companies (accounting, tax preparation, bookkeeping and payroll service companies) are the most profitable, with net profit amounting to 18.3 percent of sales, on average, based on a financial-statement analysis for privately held companies for the 12 months ended June 30.  Legal services firms and real-estate leasing companies are tied for second and third in profitability, with average net profit margins of 17.4 percent. These industries often make the cut for Sageworks’ annual ranking.

Sageworks Most Profitable Industries 2016

“Some businesses tend to have healthier bottom lines by the very nature of the industries that they operate in,” said Sageworks analyst James Noe. Many of the most profitable industries sell services rather than products, he noted, so their operations don’t require raw materials or other up-front costs that would wind up in the middle of their income statements and eat into the bottom line. “They don’t sell or produce finished goods,” he said. “They don’t make the tractors to sell to farmers or they don’t buy groceries to sell to consumers. In other words, you don’t need plastic to provide an audit for a company; it’s just mostly human capital that’s being utilized, and that lends to a high margin generally.”

 

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Among privately held companies across all industries, the average net profit margin for the 12 months ended June 30 was 7.7 percent.Through its cooperative data model, Sageworks collects and aggregates private-company financial statements from accounting firms, banks and credit unions. Net profit margin has been adjusted to exclude taxes and include owner compensation in excess of their market-rate salaries. These adjustments are commonly made to private-company financials in order to provide a more accurate picture of the companies’ operational performance.

Five health-related industries made Sageworks’ top 15 list of most profitable industries in 2016: outpatient care centers, physicians, dentists, medical labs and a category of other health practitioners that includes chiropractors, optometrists, physical/speech/occupational therapists and non-physician mental health services providers.

Noe said that several industries tied to medical care and professional services have made Sageworks’ list of most profitable industries in recent years. Contributing factors could include more demand for health care from the aging baby boomer population and the fact that these specialized services require workers with advanced educational degrees who are able to garner higher fees. I take 600mg of Gabapentin a day for my RLS some hours before going to sleep and it really works! I`ve finally remembered what a good night sleep is. Haven`t noticed any side effects for now, though I`ve read lots of reviews from people, who did have some negative experience.

“There are two ways to have a high profit margin,” he said. “You either have a heavy top line, or revenue, so you’ll still have a healthy bottom line despite whatever expenses you incur, or you just don’t have a lot of expenses in the middle of the income statement.”

Privately held companies offering tutoring, sports camps, driving lessons and a host of other instructional or educational services also made the list this year, with a net profit margin of 10.5 percent. Sageworks has previously noted strong growth in both sales and profitability for this industry, classified as “Other schools and instruction.”

Sageworks, a financial information company, collects and analyzes data on the performance of privately held companies and provides accounting and audit solutions.

 

Forbes.com | August 6, 2016 | Sageworks

https://www.firstsun.com/wp-content/uploads/2015/12/Free-Counting-Abacus.jpg 1100 1650 First Sun Team https://www.firstsun.com/wp-content/uploads/2018/05/logo-min-300x123.jpg First Sun Team2016-08-06 12:30:222020-09-30 20:51:18#Leadership : The Most Profitable Industries in 2016…Some Businesses Tend to have Healthier Bottom Lines by the Very Nature of the Industries that they Operate In.

Your #Career : Your Employees Are Already Job Hunting. What Are You Going to Do?…Whether you Know it or Not, a Lot of your Employees are probably Job-Hunting on the Job. And you Can Guarantee this is True If the Employees in Question are Millennials.

August 6, 2016/in First Sun Blog/by First Sun Team

According to the Bureau of Labor Statistics, the average job tenure for all groups above 25 is 5.5 years. But when you look at the data around employees between 25 and 34 years old, the average job tenure shrinks to three years. Narrow that window down to only those employees between 20 and 24 years old and you’ve got an average job tenure of a miniscule 16 months.

bored-woman

What does this mean for companies? Sheer chaos. Businesses invest a great deal of effort into recruiting and training the right employees for their organizations. So when these employees jump ship, the transition process places a heavy burden on a company’s resources. Estimates of the costs around replacing an employee vary; some studies, like that by SHMR, figure that businesses are set back six to nine months’ salary on average to replace an employee, while others estimate that the cost is closer to twice their annual salary.

To make matters worse, the problem is contagious. A “quitting” environment can cast a negative pall on the culture of your company, causing other employees to question their own commitment to staying put.

Employee retention is a particularly tough challenge when it comes to millennials, who job hop far more than other age groups. According to the Bureau of Labor Statistics, the average job tenure for all groups above 25 is 5.5 years. But when you look at the data around employees between 25 and 34 years old, the average job tenure shrinks to three years. Narrow that window down to only those employees between 20 and 24 years old and you’ve got an average job tenure of a miniscule 16 months.

 

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Employee retention isn’t a one-size fits all proposition. But amongst all the various needs and wants that employees seek from their jobs, there is, in fact, one thing that appeals to employees of age-groups. This benefit goes a long way towards keeping employees engaged and focused on their current job, not their next one.

A culture of giving back.

Study after study shows that a majority of employees – especially Millennials – consider a company’s commitment to the community when making a job decision, and those who participate in workplace volunteer activities are more likely to be proud, loyal and satisfied employees.

Employees look for different things from their jobs and companies. But on balance, we all have a lot in common when it comes to certain parameters for job satisfaction. The U.S Department of Labor asserts that the best employees today want the following:

  • Career development opportunities and a chance to grow in their chosen field
  • Regular feedback on how both they and the company are doing
  • A chance to contribute directly to the organization and be recognized for doing so
  • Flexible work schedules that recognize their need for work/life balance
  • A good salary or wage and an opportunity to increase it over time
  • Benefits tailored to their individual needs

This same report suggests that companies focus on these areas of improvement:

  • Recruitment and hiring. It’s worth spending time and effort on recruiting. When there’s a good match between employees and your organization, retention is less likely to be an issue.
  • Orientation and onboarding. Again, it’s worth having good practices in place. Treating employees right in the critical early stages of employment has been proven to enhance retention.
  • Training and development. Training and development are key factors in helping employees grow with your company and stay marketable in their field.
  • Performance evaluation. When employees know what they’re doing well and where they need to improve, both they and your organization benefit.
  • Pay and benefits. While today many employees tend to rate factors such as career development higher than pay, good pay and benefits still count.
  • Internal communication. Effective communication can help ensure that employees to want to stay with your company. Employees need to know—and be reminded on a regular basis—how the organization is doing and what they can do to help.
  • Termination and outplacement. Employees who leave on good terms are much more likely to recommend your company, and in doing so, help you attract and retain future employees.

Believe it or not, a culture of social purpose can have a big impact on all of these areas. For example, skills-based volunteering provides opportunities for learning new skills and leadership training in ways that are easier, more abundant and less expensive to companies than traditional skills training. Skills-based volunteering can also provide new perches from which to access greater career responsibilities and growth, provided that company leaders utilize volunteering as an authentic training ground and onramp into higher level positions. When you go down the list, there are specific ways that a culture of giving back helps address every area of focus recommended by the U.S. Department of Labor.

Companies that engender passion create a foundation of rock-solid employee morale that is directly tied to strong retention. Engage your employees in a partnership of purpose and they’ll want to extend their stay at your company.

Ryan Scott is the Founder and CEO of Causecast, which recently released the eBook “The Company You Keep: How Smart Companies Improve Retention.”

 

Forbes.com | August 5, 2016 | Cause Integration

 

 

https://www.firstsun.com/wp-content/uploads/2014/10/bored-woman.jpg 600 1200 First Sun Team https://www.firstsun.com/wp-content/uploads/2018/05/logo-min-300x123.jpg First Sun Team2016-08-06 11:42:502020-09-30 20:51:18Your #Career : Your Employees Are Already Job Hunting. What Are You Going to Do?…Whether you Know it or Not, a Lot of your Employees are probably Job-Hunting on the Job. And you Can Guarantee this is True If the Employees in Question are Millennials.

Your #Career : 7 Tricks to Instantly Appear Competent…People form Impressions of your Personality in a Matter of Seconds. It’s Not Necessarily Fair, But it’s Reality.

August 5, 2016/in First Sun Blog/by First Sun Team

Especially in a professional setting, one thing you’ll want to immediately appear is competent: knowledgeable, skilled, and capable. Fortunately, there are ways to make yourself seem competent as soon as you meet an interviewer, coworker, client, or boss (and sometimes even as soon as they see your photograph).

free- women at meeting

 

Here are seven easy, sneaky strategies for appearing as competent as possible:

1. Speak quickly

If you’ve got something to say, say it fast.

In one study, Brigham Young University researchers had 28 university students listen to recordings of six people whose voices had been manipulated to sound slower or faster than normal.

The student volunteers rated the speakers most competent when their voices had been sped up and least competent when their voices had been slowed down.

Robin Marchant / Getty Images

 

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2. If you’re a woman, consider wearing makeup

Research suggests that wearing makeup can make women seem more competent.

In 2011, Nancy Etcoff at Harvard University led a study in which more than 250 adults looked at photographs of 25 women with different types of makeup. One-quarter of them wore no makeup; one quarter were made to look “natural” (some makeup); one quarter were made to look “professional” (a bit more makeup than the “natural” group); and one quarter were made look “glamorous” (the most makeup).

As it turns out, judges rated the “glamorous” women the most competent and the barefaced women the least competent.

Sebastiaan ter Burg/Flickr

3. Ask for advice…

You might fear that asking for help will make you look stupid.

But recent research from Harvard Business School suggests that asking for advice can instead make you seem more competent.

In one experiment, 170 university students worked on a series of computer tasks and were told they’d be matched with a partner who would complete the same tasks. (The partner was really a computer simulation.) When they’d finished the tasks, the “partner” either said, “I hope it went well” or “I hope it went well. Do you have any advice?”

As it turns out, students who’d been asked for advice rated their “partner” more competent than those who hadn’t been asked for advice.

The researchers explain that when you ask for advice, you’re validating the person’s intelligence and experience, so they feel good about you in turn.

4. …unless you’re a man in a leadership position

While soliciting advice can generally help you look more competent, a 2015 study found that asking for help might make male leaders in particular seem less competent.

Researchers recruited 65 business students to answer questions about their experiences in “leadership ventures,” in which they participated in challenges like mountaineering in Antarctica and climbing a volcano in Ecuador. Students took turns acting as the “leader of the day.”

The researchers asked students to reflect on the behavior of the leader of the day: Some students answered questions about how often the leader sought help, while others answered questions about how competent that same leader seemed.

As it turns out, male leaders who reportedly asked for help a lot were rated less competent than male leaders who asked less often.

Strelka Institute for Media, Architecture and Design/flickr

5. Act a little cold

We tend to judge people on two main traits when we first meet them: warmth and competence. But is it possible to be rated highly on both?

A 2009 study led by Belgian and American psychologists suggests that groups of people who are warmer are also judged as less competent.

About 80 undergrads at an American university read descriptions of two different groups. Each group fell into one of four categories: high on competence and high on warmth; high on competence and low on warmth; low on competence and high on warmth; or low on competence and low on warmth.

The participants weren’t told that the groups were competent or warm — instead they received descriptions of each group that implied these traits.

Participants were then asked to rate each group on a number of traits. Results showed that high-competence groups were seen as more competent if they were also low on warmth.

Eugenio Marongiu / Shutterstock

6. Post a profile photo taken from a distance

If you’re choosing a Facebook or LinkedIn pic, consider selecting one where you’re standing a few feet from the camera.

In multiple experiments with hundreds of participants, conducted in 2012, researchers found that 18 white men were considered more competent, trustworthy, and attractive when they were photographed from about 4.5 feet away, as opposed to about 1.5 feet away.

Adam Nurkiewicz/Getty Images

7. Make your face look slightly wider

Research from New York University and the University of Connecticut published in 2015suggests that it’s not so easy to make yourself look more competent.

That’s because perceptions of competence — at least when it comes to physical ability — depend largely on your facial structure.

In the study, participants looked at male faces whose proportions had been digitally altered, so that some looked wider than others. They were asked to choose which man they thought would win a weightlifting competition. (Presumably, they were choosing based on physical ability, or competence.)

Sure enough, men with wider faces were considered more likely to win the weightlifting competition.

While you can’t physically alter your facial structure (without getting cosmetic surgery), you can probably work a little Photoshop magic to make your face look slightly wider than it really is.

Businessinsider.com |  Shana Lebowitz | Apr. 7, 2016,

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