Posts Tagged ‘Employer’

Phased Retirement – Make Your Case

Tuesday, April 4th, 2017

Many companies and federal agencies offer a way to ease out of the work you love and into the next phase of your life formerly called retirement. A phased retirement strategy offers flexibility. As you approach your retirement age or time in service you can reduce your work hours or work in a different capacity after you take retirement. You can job share, telecommute or do consulting work, to name a few. (I’ve been job-sharing for 4 years).

There are so many reasons to do this and you may need to help others (your boss) what’s in it for them to make these adjustments.

  1. You have a wealth of knowledge about how to get things done.  This does not mean writing down everything you do. But you could mentor several people and show them the ropes.  Mentoring can be a very fulfilling thing.
  2. You are the expert. You know the best practices, what’s been innovative, and have developed customer relationships.  How can you leverage that in new ways? If your creativity is blocked, ask others from diverse perspectives to help you see different combinations ans outcomes.
  3. When there is a problem, you know how to fix it because you know not just how, but why things were built that way. You can provide deeper knowledge and better solutions, while helping others learn.
  4. List the tasks you can delegate in order to work fewer hours.
  5. Do the math to make your case.  Engage your friendly HR rep to determine the cost savings of your phased retirement and productivity losses tied to your retirement. Be sure to include the “market value” of your unique skills and knowledge. salary.com
  6.  Keeping older employees does not take away jobs from younger workers. “There’s no evidence to support that increased employment by older people is going to hurt younger people in any way,” said Alicia Munnell, director of the Center for Retirement Research.
  7.  Economists say the macroeconomic view gives a clearer picture. Having older people active and productive actually benefits all age groups, and spurs the creation of more jobs. At the same time, experienced workers are able to mentor and train younger employees, and help them get on a faster track toward achievement and higher-level positions.

So, ease on down your road. No need to retire completely. Just make more time for the things you’ve always wanted to do while you continue to contribute your expertise.

 

Building Your Network from Scratch

Friday, January 27th, 2017

If you think you don’t know anyone who can help with your job search, then you need to look at this from a different angle.  In most cases we don’t know that actual hiring person.  But you may know someone who does, or can connect you to them.

Sally Forth

rather than just asking “Are you (your organization) hiring?”  Reach out inquiring about how your interests and experience could be of value to them.  Target your organizations to learn about specific roles and projects.

Here are 3 basic steps to get going.

 

Job Search Tips When You Don’t Know Anyone

 

 

Courageous Career Conversation

Tuesday, October 11th, 2016

Having a tough time at work? Do you see yourself in any of these scenarios:cnyntree

  • You are having more disagreements with your boss and or team mates.
  • You aren’t getting the assignments or work that you want; You see others getting more opportunities.
  • You’ve ‘paid your dues’ and now just want to do your job.
  • Its a struggle to get your staff/team to do their jobs, much less “excellent work”

If so, its time for a courageous career conversation…first with yourself.

What are you expecting? Our frustrations are rooted in an unmet need. Are your expectations realistic? By whose standard?  For people over 40, the standards by which you measure yourself have likely changed. Tenure and stamina have been eclipsed by contributions and accomplishments. No one can coast on their past track record for very long. We have to be able to use that experience to provide value today. What are you contributing now?

Feel like you’re not moving up fast enough, not challenged? It may not be the most stimulating, but your first priority is to make sure you are doing your current work well to satisfy your team and boss’s mission. If you are feeling stuck, look for a different approach to a nagging problem. Try an approach that moves you outside your comfort zone. Check in with others (someone objective or skilled in getting unstuck, such as a coach) to get a different point of view of the problem.

Bored? Look around and offer/volunteer to work on something that has been on the back burner. It may mean you learn a new skill set or network with another part of the organization to improve your team’s work.

Want to be left alone to just do your job?  Its great to be the steady, dependable one. Just don’t get left in the dust because you didn’t pay attention to the trends and changes around you. We need to assess and sharpen our skills every month.

What are you bringing to the table today? Your experience and expertise are valuable, but only if you can connect with others’ experience and expertise. Don’t let your frustrations bleed and spoil valuable professional relationships. Find a safe place to vent. Look for opportunities to be a teacher or coach, rather than “right.”

No one cares more about your career than you. Every day is an opportunity to make a difference. Grab a dose of courage to check your assumptions against reality.

 

Career Conversation with My Team?

Monday, August 22nd, 2016

You have a great team! Routine things work smoothly and challenges are handled. There are occasional blips to CUEbaseballteam2manage, but overall, its business as usual. Great!

This is not the time to coast.  Its the very best time to build your team’s bench strength.

How well do you know each person on your team? Do you know what their goals and aspirations are?  Do you know what is important to them both as a person and as a team member. Ask each of them, “Who and what do you want to become?”   Give them a heads up for this to be a topic on your next tag-up. Ask them what types of opportunities they’d like.

Provide your perspective on their specific career enhancing options. If your organization has outlined competencies, you can use those as a starting point.

Help them create an Individual Development Plan (IDP) to serve as a roadmap for you and themselves.  Activities to enhance or gain new skills aren’t limited to formal training or academic programs. Short-term projects, job shadowing, mentors, cross-training, communities of practice are just a few zero-low budget opportunities. Remember to ask them to think about who they could talk with and what activities would be help to enhance their value to your team and the organization.

Check in 1:1 more than once a year. Life and work changes quickly.

At least quarterly, update your team on the State of the Organization from your perspective. Show them explicitly how their day-to-day, and project work, relates directly to the organization’s strategy and mission.  Help them connect the dots by describing the value of their skills and contributions to your customers/client.

Keep an ear open for people moving or new projects in other departments. Not only might you learn of an opportunity to trade a team member (short or long term), you might just find an opportunity for yourself!

Career Conversations with your team will earn you points for being the “best boss ever!”

Bridges to Career Conversations

Tuesday, January 5th, 2016

DSCN2151Career conversation can happen anytime and be about so much more than how to get a promotion. But I often hear people say they can’t initiate them without hitting a wall.

If your  manager doesn’t seem warm to the conversation…

  1. What’s your history with similar conversations? Is it always about more money or a promotion? Its good to let her know you want these, but  don’t wear it out.
  2.  Is your current work performance top notch?  If not, then the conversation needs to be about how to better use your skills, strengths or work processes so you can excel.
  3. What’s your timing? Pay attention to the issues and dynamics of the day.
  4. Would you be thought of disloyal?
  5. What is your goal of these conversations? You should have a plan, even if it is primarily exploration right now.

No matter what the barrier seems to be, you must consider what’s in it for her? Why would she want to help you to outgrow your current job?  Some organizations, but not enough, have staff development goals to meet. Generally your growth is not a high priority unless your organization tracks and measures talent development.  Your manager’s #1 priority is to get the work done, meeting/exceeding her own goals.

4 career conversation starters are:

  1. Am I doing everything you need me to do to meet your goals?
  2. How else can I help?
  3. What could I learn (software, process, procedure) that would help you focus on other things?
  4. Propose what you want to learn and outline how it could improve, streamline and achieve dept/organization goal.

In my next blog, I’ll explore starting career conversations with others, not your manager.

What are other barriers to your career conversations?

Getting Real in the Job Interview

Thursday, October 1st, 2015

You’ve likely seen someone who was great in the interview, but turned out to be a jerk under day-to-day interactions. And the opposite also happens – the stress of the interview makes someone tongue-tied or goofy, when they would be a good asset to the team.

By the time you are asked to interview (F2F or video) the employer has already determined you have the qualifications for the job.  The interview to see if you are good “fit” with the organization and the team.

Work experience still trumps all other qualifications in the recruiting process. Personality and fit with the culture ranked ahead of such factors as leadership experience in a 2014 survey of more than 2,300 chief executive officers, human-resource managers and other executives in 18 countries. The study, by Universum, a consulting firm for employer branding, found nearly half of respondents rate personality profile as one of the most important hiring considerations and about 40% cite culture fit.

Picking the wrong personality is expensive for both employee and employer. The individual will be unhappy and ultimately unemployed, while the employer will have wasted thousands of dollars on recruiting and training.

Getting real in the interview does not mean you should wing it, nor should you recite a script. But you should be able to pull your thoughts together to both answer and ask questions to determine if this is a good fit you.

  • Practice what you want to say for the basic interview questions (search on “commonly asked interviewing questions”).
  • Know the examples you want to talk about. Make sure they are relevant to the organization’s needs.
  • If you don’t have a response to a question, say so, and ask to come back to it later in the conversation.
  • Ask a career coach or trusted colleague to do a mock interview with you and tell you how you comredshoese across.

Everyone knows you’re a bit nervous about the interview.  Remember, this is a business conversation. Focus on understanding their needs and how your experience can help them. Let your natural personality show them who you are.

Do You Deserve a Raise?

Friday, August 28th, 2015

Last October I posted Ask for a Raise the Right Way  with good tips and infographic.  dollar-sign

You absolutely must do your homework to effectively leverage your value to your employer.  Start with your accomplishments – the stand out things you did this year.  But go further. Update your inventory of the  knowledge and skills you use to accomplish your assignments. Then, add what you did that was different than others and made it successful, quicker, cheaper, sustainable. Add all quantifiable results. Do this for every task. Now, go back over the list and mark which skills or knowledge you’ve acquired in the last year.  Show in quantifiable detail how you’ve overcome extenuating circumstances to achieve measurable results. That is what you want to discuss for a raise – how you’ve increased your value to your employer.

Know your organization’s policy and process for giving raises. Yes, there are exceptions, but it helps to know the basics.

Have a reality check conversation with your mentor and two other knowledgeable people about the percentage increase you can ask for without being laughed at. What is your organization’s current business environment? What is this year’s average salary increase?

Have you noticed all of this is about the organization, not about your personal financial needs?

Discuss with your boss how your work contributes to the organization’s growth. Talk about how your work helps your boss attain her goals. Alignment is key. It helps you focus and work on the high priority things.

If your boss hasn’t already offered you the raise, ask for it.  Make no assumptions.  You don’t know if you don’t ask!

You just had a Career Conversation

Sunday, August 2nd, 2015

Were you paying attention?

Not all career conversations are directly about you and getting ahead.  Getting personal feedback is great, but it is only one aspect of career conversations. Career Conversations come from many sources, not just bosses and mentors. They may be hiding in meetings and other conversations.

If you just had a hallway conversation about someone leaving or moving to another position, THAT was a Career Conversation. Note where they went and what gap that leaves. If the role is already back-filled, note what skills and expertise was selected. Another Career Conversation could be your follow-up with the perspn who moved.

Did you just leave a meeting about a persistent problem your department or a customer is facing? Add that to your journal of career impact information. Do you see a trend developing? Do you see a skill that you can offer (or that you need to acquire) to be part of the solution? And THAT was a Career Conversation, too.

We need many different sources and views to continuously manage our careers. In addition to the daily and on-going work we do, we need to pay attention to the business of the organization and the public served via budgets, customer needs, regulations and issues such as hacking, climate and demographics that effect how and where we work.

These make for fascinating and on-going Career Conversations. You can discover new tracks and ways to do what matters most.

Career Conversations, part 4 – Raise Your Hand

Tuesday, June 30th, 2015

handsOne of the most effective career conversation you can have is asking to do something for your boss.

When my boss was sharing some of the company’s plans for re-structuring, we could see that there was a big piece missing (aka “opportunity”) in managing the transition. Turf protection was high and we knew that getting support would be difficult. Often these discussions end with a shaking of the head and an “oh well” sense of defeat. My boss was already overloaded. Knowing it was a risky endeavor I asked, “Could I take a shot at it?”  Incredulously he asked, “Why?” I had nearly hit the top of my job level and thought this could be a way to break through. At worst, it could be a great story to share at future job interviews. And I truly had a deep desire to do it. With his support, I was able to quickly do the due diligence, build the business case, offer a solution to the President and Council and roll out a successful change management initiative.

Encourage your boss to delegate more of her projects or tasks. Ask to attend meetings in her place. Perhaps she will be willing to share you with other leaders in the organization for a few hours a week to work on a project or add your expertise.  These will help to develop your leadership capability, visibility and relationships. Remember the WWIFYB (What’s In It For Your Boss): It shows her ability to develop her staff, her teamwork and you can make her look good.

Does a planning meeting for another meeting sound dull? It is ripe with opportunity! Consider who will be attending the big meeting. If it is decision-makers and thought leaders, just being in the room is valuable.  Does a speaker need someone to advance the slides during the talk? Raise your hand. You’ll get a ring-side seat at the discussions, hear the questions and learn what’s is important and not important to these influencers.

If you don’t ask, others won’t know that you are interested.

Update Your References This Month

Tuesday, May 5th, 2015

Update Your References

A few months ago I posted some tips on the Care and Feeding of Your References and this month here are some more tips to get past your procrastination. May 4-8 is Update your References Week.

References are people that vouch for your work. Your boss is a key person, but not the only one. You work with many people who have valuable perspectives to help in your career.

Collect your references before you need them.  Keep a list of references in the same file as your resume.  It should include the person’s name, current title and contact information.  Write one sentence describing your relationship like this:  [Name] was my [manager, colleague, a vendor, etc.] at [where you knew them if different than their current place or if they are retired]. Don’t embellish, just the facts.

Keep your references up-to-date.  You most likely have references from work you’ve done in the past. Too often we lose track of where they are now – and they lose track of you!  Reach out via your social media of choice to stay in touch. Be genuinely interested in what they are doing and let them know in one sentence what you are now doing and looking to doing next.

Ask for 2-3 testimonials each year from a variety of potential references. You’ll see if you are branding yourself for your next career step. Timing is of the essence – ask just following getting a compliment or hearing that your efforts were appreciated. Tell them that you are gathering testimonials as part of your on-going career portfolio.  All you need is a short 1-2 sentence description of what they thought you did especially well and why it mattered.  It could be your technical prowess or quick responsiveness that enabled them to meet a deadline. This is much more helpful than a vague, “Jim was great to work with.”

Help them write it.  While it seems awkward to write it for them, you can ask them to write about a particular attribute you will need going forward. You can suggest your contribution to a recent project in terms of  your ability to collaborate, lead, influence, analyze and find unique opportunities, cost savings… you get the picture.  If you’ve just received some verbal kudos, rather than ask them to put it in writing, ask if you could draft it and if they would put their name on it.

How many of these four tips can you do this week?