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#YourCareer : How To Get A New Job So You Can Leave Your Boss. #1 Reason People are Leaving Today, is to get Away from their Manager. Great REad!

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As a busy career counselor, I have been working with many executives and professionals who will be quitting their jobs just as soon as they can find a new one. Some have already left their jobs to begin a search. Of course, seeking a higher salary is always a motivation, and being overworked during Covid is another. But the number one reason many people are moving right now is that they want to get away from their manager.

Deborah is a perfect example. She holds a director role in a Fortune 500 company. She came to me for resume writing assistance, stating that she had always been highly successful in her career and at her current company. Three months ago, her boss left, and she got a new manager. She told me, “I now work for a manager for Satan reincarnated. It is such a stressful situation now. After all these years, I can’t believe that I am thinking of leaving the company I love simply because of my new boss. But I cannot stay here. It’s impacting my whole life because he is making me miserable.” Deborah is not alone. People leave managers most of the time, not companies. That has been true for a long time. But now, having lived through the pandemic, many people are reevaluating how happy they are at work. I am hearing that they have done some serious soul searching and realized with the current economy so rosy for job hunters, it’s the perfect time to jump ship and get away from a bad boss.

If you are trying to move, here are some guidelines to follow.

Polish up your resume. Results are what impress employers. Add in all your accomplishments and stress the results you are responsible for in your current and previous roles. Employers respond to seeing accomplishments. Most people make the mistake of just describing the job. Instead, emphasize the results and outcomes you have delivered. For example, have you saved money or time, made money, or created something new? Also, use statistics whenever possible and numbers to denote the size or amount to illustrate the magnitude of your accomplishments. For example, you might say, Developed and implemented a new automated process improvement. Result saved 200+ hours of staff time and increased employee productivity by 12%. Or, instead of I managed a team, say: I supervised 8 direct reports and 13 indirect reports. 

 

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What Skill Sets Do You have to be ‘Sharpened’ ?

Did you know?  First Sun Consulting, LLc (FSC) is celebrating over 30 years in the delivery of corporate & individual outplacement services & programs to over 1200 of our corporate clients in the U.S., Canada, UK, & Mexico!  

We here at FSC want to thank each of corporate partners in the opportunity in serving & moving each of their transitioning employee(s) rapidly toward employment !

 

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Have a complete and impressive LinkedIn profile. I continuously see that many people have an incomplete profile. The work history often lists job titles, and the headline which is so critical has the default of your current job title, which is missing the mark not having the right keywords to be noticed by recruiters. Some have a poor photo that diminishes your appeal. Others have no personal photo at all, or the one up is 10 years old. Take the time to create something impressive that better reflects you and all you have done and can offer to a new employer.

Cherry pick. Don’t use the shotgun approach and apply for everything and anything. Instead, be very selective. Do some research. Investigate the company, the job specifics, and read the LinkedIn Profile of the hiring manager. Ask friends what they have heard about this organization. Make sure every application is the best you can produce. Use a cover letter where it will be beneficial. Read this article to see a cover letter example: Cover Letters Are Now Essential to Standout to Employers–Here’s an Example.

Network! Many people rely only on job listings found online. It’s more effective to talk to your connections and see if any company is looking for someone with your skills. Devote half your job search time to this effort, as it often pays off with being the inside candidate for a new role. I recommended you read this article on how to use your network to be successful: Here Is A LinkedIn Secret Weapon To Land A Job.

References should not include the current boss. You offer the names during the job interview. Create a list of people that speak highly of you, such as former bosses, vendors you work with, or other colleagues who interact with you at work. Be sure to let them know they may hear from potential employers. Note on the list the reference name, contact info, and how you know them.

Avoid directly criticizing your terrible soon-to-be-former boss. Complaining about your boss or the company will reflect badly on you. During interviews, you’ll very likely be asked why you’re leaving. You’ll come across as a stronger candidate if you discuss your current employment situation objectively and non-emotionally. Focus on stating you want a new challenge or want to do more of the type of work you enjoy. If the company is making people return to the office and this employer is not, say “I enjoy working remotely as I’ve been very productive and am not interested in onsite work at this time.” Be sure you know that working remotely is acceptable before you use this specific answer.

Forbes.com Author:  Robin Ryan
Follow me on Twitter or LinkedIn. Check out my website or some of my other work here.
Forbes.com | October 26, 2021

#Leadership : #EmployeeRetention – Plan your New Hire’s Next Job from the Moment they Start… Here’s how Here are Three Ways to Start Preparing your #TeamMembers for New and Different Roles Inside the Company (before they find other opportunities outside it).

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Remember when staying in a job for less than a few years was considered a stain on your resume? That’s no longer the case. By one recent estimate, the average length of time people now spend in a given role is just a little over two years among workers ages 25–39. And who can blame them?

Baseless millennial stereotypes notwithstanding, it’s people earlier in their careers who tend to fill lower-level positions, which typically involve at least a few unexciting tasks. I’ve noticed entry-level employees at my own company getting anxious to take the next step in their careers even sooner than they’d used to. Many of our sales reps now start eyeing their next internal moves after just six to eight months.

So lately I’ve had to think creatively about ways to keep new hires engaged while extending their professional lives inside the company. Here are a few methods we’ve come up with.

BREAK ROLES INTO TIERS

The most employee movement we see here at Vidyard is in our sales department. As with a lot of front-line jobs, it’s hard to keep this area dynamic because sales isn’t necessarily a role where you can rotate people through varied projects, like we do with our developers. So instead we’ve introduced tiers to certain sales positions, transparent step-ups that come with added responsibilities and pay. Importantly, these aren’t promotions out of a role that somebody has only started to master. Rather, we’re building discrete new functions into that role.

A higher-level tier might include new responsibilities like mentoring newer hires, taking on bigger accounts, or shadowing more senior team members. Yet each new level comes with commensurate pay increases to reflect the advancement.

Having clear tiers for sales jobs lets our new hires see from the outset that they’re never “stuck” in an entry-level role, and it shows them exactly what they need to do to make it to the next level. They get the support and encouragement to add to their skill sets while also getting better at selling–the critical function they were hired for. For now, we’ve limited this “slice-and-dice” approach to sales, where there are clear, repeatable duties. But it’s not hard to see how it could be useful elsewhere.

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ASK AMBITIOUS EMPLOYEES TO SELF-ASSESS

As any manager knows, dealing with an employee who’s pushing for a promotion before they’re ready can be a tricky (and common) situation. The challenge is to be realistic without dismissing their desire to advance. Simply telling someone they’ll have to stay put will only breed resentment and accelerate a move–likely outside your company.

So we’ve tried to develop what I think of as a readiness pulse-check. Flip the tables and give eager team members a chance to assess their own readiness for a promotion (or lack thereof). A little while ago, one new hire joined Vidyard as a “concierge,” helping direct customer inquiries to the right place, but his heart was set on getting into sales. When he pleaded with me after just a couple months to make the move, I assigned him some homework: I asked him to spend some time with other leaders in the company to learn exactly what his dream job entailed.

He soon realized he still had some work to do, but he now knew exactly which skills and qualifications he’d need to move forward. Within little more than a year, he successfully made the switch and has continued to move up the ranks. In fact, using this same approach, he went on to segue into a product manager role, where he’s in charge of bringing our tools from ideation to market.

Putting the onus on your ambitious employees to figure out whether they’re truly ready for the next step is a great way to give them some control over their career paths. Some may resent the perceived roadblock. But those that rise to the occasion will be doubly dedicated to their jobs, and double their value to you by learning more about how the company works.

EXPERIMENT WITH SWAPS AND LOANS

Indeed, sometimes the best ways to keep team members happy is to encourage internal mobility across functional areas. Jumping to a new role or department can revitalize enthusiasm and preserve institutional know-how while also busting up silos.

We recently began experimenting with a loaner program to let employees cross departmental lines in their work, something that other tech companies have been doing for years. Right now, our initiative is admittedly small and operating on a four-month trial, but I’m excited to see where it leads in the future. Other times a change of scenery is all it takes to renew someone’s enthusiasm for their job. We have a satellite office in another city on the West Coast, and we’ve had a few team members request to make the move. While this doesn’t always entail a change in job description, the shift in setting is often a welcome change, with the added benefit of strengthening our company culture through cross-pollination between offices.

In my opinion, keeping a good employee for many years is important; it’s the goal of every great leader I know. The key is to creating a climate where people hungry to amass new skills can genuinely see a path forward. In the end, a stifled, inflexible workplace only leads to the exodus of your best and brightest. The earlier you start thinking about where your newest hires might be headed, the sooner you’ll start seeing them maximize their potential and make your organization stronger–no matter how long they’re there.

ABOUT THE AUTHOR

Michael Litt is cofounder and CEO of the video marketing platform Vidyard. Follow him on Twitter at @michaellitt.

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FastCompany.com | July 20, 2018

#Leadership : Do These Things To #ReduceTurnover Among Your #BestHires …It takes Work to #Retain #StarEmployees . Here are the Steps you Can take to Stop Losing them to “Better Offers.”

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If there’s anyone more hopeful than a new employee showing up to her first day on the job, it’s the hiring manager who offered it to her.

Call us hopeless romantics, but we think there’s something really special about a candidate and a company coming to an agreement and choosing to embark on a relationship together–albeit a business one.

But what happens when the relationship goes south and the employee decides to move on? There may not be actual tears, but it can still feel like heartbreak to the recruiter, hiring manager, and leadership team that had high hopes for the future.

So, what can you do when you’re tired of losing employees to “better offers”? Here’s what five recruiting and hiring pros would do to reduce churn and improve employee engagement and retention:

1. BE HONEST ABOUT THE DOWNSIDES OF A POSITION

It makes sense to try to put your best foot forward in the first stages of the interview process. After all, that’s what job candidates are doing, too. But Chuck Solomon, cofounder and COO of LineHire, says that it’s in the best interest of long-term employee retention to be upfront about what a job is really like without candy coating the truth or trying to ignore potential challenges within a job.

“It may sound quaint, but I believe authenticity is key to reducing churn and increasing employee retention,” says Solomon. “Recruiters should be honest and accurate in describing both the pros and cons of the job–after all, once on board, the candidate is going to learn firsthand themselves. I’m not suggesting you should ‘air the company’s dirty laundry,’ but there are ways to tell a candidate that this is a challenging position. That way you’re only bringing in staff members that are up for the challenges.”

Related: Why MailChimp Doesn’t Let New Hires Work For Their First Week On The Job 

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2. CLOSE THE LOOP ON NEW HIRE DATA

Find the best person, hire them, and move on. Sound familiar? If that’s your approach to most of the positions you fill and you want to reduce churn, Mikaela Kiner, CEO and Founder of uniquelyHR, wants you to think about following up and tracking how your candidates work out in the role.

“Recruiters always believe we’ve found the absolute best candidate for the job, says Kiner. “After all, that’s why we hired them! But too often, we don’t know what happens once that person joins the company. Did that person become a superstar, did they plateau, or were they eventually let go for poor performance? If recruiters can work with HR and hiring managers to get data on the quality of the people they’ve hired, they can spot trends and then use that data to improve the screening and recruiting process.”

“For example, what skills and qualities are common to the most successful hires?” continues Kiner. “Failures are also a good source of learning, because if you make a note of red flags during interviews of people who don’t succeed, you can be on the lookout for similar candidate qualities in the future.”

3. LISTEN TO AND REWARD EMPLOYEES BEFORE THERE’S A PROBLEM

Brianna Rooney, founder of software engineer recruiting company Techees, works in a high turnover industry placing software engineers at tech-focused companies in the Bay Area. In her line of work, it’s common for people to leave every year, and if someone has been with their company for three years, it’s a downright miracle. Why? Because most companies say they don’t have time to deal with employee retention or simply don’t want to know the bad things about their company.

“I can’t tell you how many times a company will try to give a raise or actually listen to an employee when it’s way too late,” says Rooney. “Everyone wants to save money. It’s hard to keep giving raises. Yet, think about how hard it is to find good people. People you trust to work hard, honestly, and efficiently.”

“If you don’t have the budget for a salary increase, make sure they understand that,” Rooney continues. “Talk to employees, make them know how important they are. Don’t just wait for quarterly or yearly meetings. You need to care before you ‘have to,’ and it has to come naturally.”

Related: 5 Red Flags That You Made A Bad Hire

4. RECRUIT QUALITIES THAT MAKE FOR GOOD OFFICE POLITICS

Are office politics always a bad thing? No, says CEO and The Compass Alliance author Tim Cole. They can be good or bad for an organization depending on how they are directed. But if you’re in a position where you need to reduce churn, your politics are likely unproductive. It’s critical that you start screening candidates for qualities that are conducive to healthy office politics.

“Bad office politics implies backstabbing and conspiring for personal gain,” says Cole. “An organization that tolerates that type of behavior faces the long-term effects that always follow, like low engagement, loss of productivity, and attrition.”

Cole adds: “Companies that recruit for collaboration skills and capacity for problem solving can often direct office politics in a more positive direction and use them to streamline workflow with behind-the-scenes discussions and gain consensus on critical job decisions away from the boardroom.”

Related: This Nordic Company’s Four Secrets To Hiring (And Keeping) Great Talent Anywhere 

5. RALLY YOUR TEAM AROUND A COMMON “WHY”

Low employee retention and low engagement go hand in hand, so if you’re struggling with a need to reduce churn, you are likely struggling with employee engagement, too. Zach Hendrix, cofounder of the lawn service app GreenPal, grew one business from 1 to 100 using a simple but profound engagement strategy: rally employees around the central “why” of their jobs and the business as a whole.

In his first business, much of Hendrix’s operating core was comprised of Guatemalan immigrants who would come to the United States for several consecutive lawn mowing seasons and save as much money as they could to improve the lives of their families back home by building homes, ranches, and setting up farms stocked with cattle.

To fuel his team through the tough times, including the economic recession of 2009, he rallied them around their “why.” At weekly meetings, they would give progress reports on how projects back home were coming along and display picture collages of homes, farms, and businesses in Guatemala in the office and shop.

There’s nothing more frustrating than waving farewell to an employee you had hoped would stick around long-term. And while there are many reasons you’ll need to say goodbye to employees over the years–relocations, promotions, and career changes among them–there’s a lot you can do to make sure that your company isn’t the reason employees leave. Consider how you can apply these tips to your recruiting and hiring process to reduce churn to help your candidates stick around.

 

FastCompany.com | February 26, 2018 | BY SARAH GREESONBACH—GLASSDOOR 5 MINUTE READ

#Leadership : Why Nearly Half Of Workers Globally Could Leave Their Jobs In 2017…Managers can Help Retain their Staff by Applying these Five Strategies.

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Enjoy spending time with your coworkers this holiday season, because many of them are likely to be gone by this time next year.
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According to a recent survey of 3,300 employees across 14 countries by Dale Carnegie Training, 26% of U.S. employees say they will look for a new job within the next 12 months, and 15% are already actively looking for a new job. In total, more than 40% of all employees are at risk of leaving their job in the coming year.

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According to this study, a primary reason for leaving is poor management. Researchers found that an employee is nearly 10 times more likely to be very satisfied with their job when they are led by someone they feel is honest and trustworthy. Those who feel that their superiors do not exhibit such behaviors are four times more likely to be looking for a different job. This squares with results from a 2015 report by Weber Shandwick that found a chief executive’s reputation influences employees’ decisions to remain at their company.

The Dale Carnegie study revealed a wide variety of discrepancies between the leadership attributes they want to see in their supervisors and the characteristics they actually exhibit. For example, the study found that 84% of U.S. employees believe it’s important for supervisors and managers to admit mistakes, yet only 51% of U.S. workers say their employer or supervisor takes responsibility for their own actions.

Similarly, 85% of employees believe it’s important for managers to show sincere appreciation, yet less than half say their supervisors do so consistently. Expressing gratitude can be a powerful agent for retention while promoting well-being, according to a meta-analysis of several studies by Harvard Health. The researchers concluded, “Gratitude helps people feel more positive emotions, relish good experiences, improve their health, deal with adversity, and build strong relationships.”

Based on the study, authors suggest five strategies for employers and managers who want to retain some of those staff members that are currently looking for the exit sign.

1.ALLOW EMPLOYEES TO SAVE FACE IN DIFFICULT SITUATIONS

Sixty percent of U.S. respondents say that great bosses give employees who have made a mistake or feel embarrassed the chance to recover and do better moving forward.

2. ACKNOWLEDGE THEIR OWN MISTAKES BEFORE CRITICIZING EMPLOYEES

Sixty-eight percent of workers said they are motivated by supervisors who are bold enough to recognize their own shortcomings and don’t jump to criticize others.

3. RECOGNIZE IMPROVED PERFORMANCE

Seventy-two percent of respondents say this is one of the most important traits a manager can have.

4. GIVE PRAISE AND APPRECIATION

Seventy-four percent of respondents say great bosses praise and express appreciation for an employee’s work.

5. ENCOURAGE IMPROVEMENT

Nearly 80% of respondents say that inspiring leaders encourage and help employees improve.

It is important to note that despite the percentage of employees looking to quit, more U.S. employees are highly satisfied with their jobs than the average across the 14 countries examined in this study, which include Brazil, Canada, China, France, Germany, India, Indonesia, Japan, Mexico, Singapore, South Korea, Taiwan, and the U.K.

An average of 18% of employees across these countries indicated they were very satisfied with their jobs compared with 24% of Americans. Furthermore, while 41% of U.S. employees are looking for a new job or intend to within the next year, that number rises to 45% among international respondents.

Related: Take This Job And Shove It, Say The Majority Of Employees Who Quit

FastCompany.com | JARED LINDZON |  11.21.16 10:52 AM

 

#Leadership : 15 Things Your Boss Is Tired of Hearing…Communication is Essential to Career Success. When you’re Trying to Impress your Boss, it’s Important to Know the Right Words to Use. Even a Small, Offhand Statement Could Send the Wrong Message, Damaging your Career for Years.

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The boss-employee relationship can be a precarious one. Even the best managers may have difficulty communicating at times, especially if anemployee’s behavior is frustrating. Whether you’ve been at your job for a few months or more than a decade, it’s important to realize that your words make a big difference in how your boss perceives you.

Fear

Here are a few phrases you should avoid.

1. “That isn’t my job.”

You may have a very specific job description, but employees excel by doing whatever it takes to make an employer succeed. Always be ready to do more than expected or learn how to do something new. The result could be more job stability.

2. “I’ll quit if…”

Ultimatums tend to come across as threats, which likely won’t get the results you want. You may even find your boss calling your bluff, sending you straight to the unemployment line.

 

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3.“I can’t come in today.”

An occasional sick day is to be expected but over time, a pattern of calling in can become a problem, whether it’s due to childcare issues, your own ongoing illnesses or just because you don’t feel like it.

4. “I can’t afford to pay my bills.”

Frankly, it’s not your boss’s problem that you can afford things or not. When you accepted your position, you agreed to a salary, which may or may not have increased over time. Your employer’s sole responsibility is to issue that salary in the form of a paycheck.

5. “I’m just here to earn a paycheck.”

It really isn’t smart to mention this, whether it’s true or not. Employees who go the extra mile and put the needs of the business first will be at the front of the line for raises or promotions. Also, get a hold of yourself and go find a job that you have some passion for, if you find that you are always “phoning it in” at work.

Related: Ignoring Employee Morale Will Cost You. Here’s the Solution

6. “It’s not my fault.”

When something goes wrong, avoid playing the blame game and instead focus on how you can work as part of a team to make things right.

7. “My last boss did it differently.”

Whether you’re talking about your previous employer or your boss’s predecessor, this information is irrelevant. Your current boss has every right to come up with a new approach.

8. “I can’t.”

In general, you should strike the word “can’t” from your vocabulary, but this is especially true when your boss asks you to do something. Always show a willingness to give your best effort.

9. “You didn’t tell me to do that.”

Even if your boss neglected to mention something, pointing that out won’t win you any points. Instead take the high road and promise to get right on whatever task needs to be done.

10. “I’m so sleepy.”

Even if you’ve been up all night working or caring for your infant, your boss doesn’t need to know about it.

Related: Managing the Unmanageable: The 6 Most Common Types of Difficult Employees

11. “It’s unfair.”

Comparing yourself to coworkers only makes you look petty and jealous. Instead highlight your own attributes and impress your boss by executing your duties well. Avoid pointing out any preferential treatment you believe others may be getting.

12. “Sorry I’m late — I had a job interview.”

It may seem crazy, but this happens more than you might think. No matter how strong your relationship is with a supervisor, there’s no need to mention this. If you choose to look for a job, do so behind the scenes, during lunch breaks or after hours.

13. “I’m bored.”

Instead of complaining about your empty to-do list, look around for ways you can help others lighten their workload. If you’re ready for more responsibility, let your boss know you want to tackle additional challenges and name specific things you’d like to learn.

14. “You’re wrong.”

At some point in your working relationship, your superior will be wrong. When that happens, point it out diplomatically, using words like, “I might be mistaken, but I thought…” instead of bluntly insulting your boss. If you correct your boss the right way, they may end up respecting and trusting you more.

15. “I quit.”

No matter how hard things get, never utter those two words in the heat of the moment. Always resign with two-weeks’ notice and only after you have a plan for replacing your income. More than that, look for a job or a team of people that won’t leave you on the edge of quitting so easily.

Related Book: No B.S. Ruthless Management of People & Profits by Dan S. Kennedy 

Communication is essential to career success. When you’re trying to impress your boss, it’s important to know the right words to use. Even a small, offhand statement could send the wrong message, damaging your career for years. Remember, if you’re not sure whether what you’re about to say may be received well, give it a second thought. You may just need to rephrase it, or keep your mouth shut.

 

Entrepreneur.com | September 20, 2016 |  John Boitnott