Bad Management Behaviors

Bad Management BehaviorsBad Management BehaviorsWe all need to gripe about our anfhrer now and then.And managers, youre kidding yourself if you dont think you are the subject of your employees dinner time conversation once in a while. It comes with the job. Most managers are decent, hardworking human beings with the best of intentions. But no manager is perfect, and sometimes stress brings out the worst of behaviors. Here is a list of things that managers do to annoy their employees. Managers, do an honest self-assessment or better yet,get some candid feedback and if you are doing any of ansicht things, make a resolution to STOP doing it. Not being responsive to questions or requests.When an employee asks a question or makes a request, dont ignore it until they have to ask again. Be responsive yes, no, maybe, or let them know when you will have an answer for them.Forgetting what you have asked them to do. Yes, we all forget now and then, I know I sure do. When you do, it tells your employee what you asked them to do may not really be that important.Assigning the same task to different employees.This could happen due to forgetfulness, or it could be setting employees up intentionally to compete. Both are annoying. Not setting an example(do as I say, not as I do).Leaders need to be role models, not hypocrites.Taking special privileges.For example, flying first or business class and having your team fly coach. There is a great leadership tradition in the military officers eat last. Its a good voreingestellt for corporate managers to keep in mind.Coasting. Some managers get complacent, even lazy, yet expect their employees to pick up the slack. If you are going to retire, dont do it on the job.Not pitching in in a crisis.All hands on deck means ALL hands, including the manager. While its true that managers should not be doing the work of their employees on a regular basis, the crew will sure appreciate when a manager pitches in and gets their hands dirty when ne eded. Overpromising and under delivering.This is another symptom of the Type A visionary manager who comes up with lots of big ideasbut rarely follows through with any of them. After a while, they losecredibility and trust.Not listening/multitasking. Employees know when a manager isnt paying attention, and its more than annoying, its disrespectful.Insensitively to signs of overwork. The manager that keeps piling it on, oblivious to the telltale warning signs that an employee is on overload and about to hit the breaking point. Fighting with and badmouthing your peers or boss.Employees want their managers to have positive, collaborative relationships with their manager and peers. If they dont, its the employees who end up suffering the consequences of a lack of resources and cooperation from their other departments.A lack of understanding or appreciation for the work. An often heard employee complaintMy boss doesnt have a clue what I do or how hard I workTaking credit, not giving cred it.A surefire way to destroy trust and loyalty. Inexcusable, justhorrible boss behavior Holding back, not sharing critical info. Knowledge is powerMicromanaging. Ah, the number one thing a manager can do to annoy employeesNot addressing performance problems. No one appreciates seeing their coworkers get away with murder.Playing favorites. Its hard to be perceived as treating everyone fairly. One way to make it harder is to think you can be friends with your employees. Many managers think they can it usually backfires.Sending emails, texts, or making phone calls on weekends and evenings,and expecting an immediate answer. Employees need their own personal time, let them have it. Being cheap. Managers often have to tighten the belt, but there is a big difference between frugal and cheap. Frugal is staying at a less expensive motel. Cheap is making employees room together.Indecisiveness.Not making a decision, or taking forever to make a decision. Either way, the manager becomes a bottl eneck.Waffling.Similar to indecisiveness, but its like trying to please everyone and flip-flopping back and forth.Loose lips.Betraying confidences anotherway to erode trust.Being moody, emotionally volatile, and unpredictable. I once knew a manager that everyone always checked with his secretary to find out what kind of mood he was in for the day. She even developed a handy early warning system. Wont ever admit a mistake.The manager who is quick to blame others and point fingers with no humility.My way or the highway. The manager who insists on doing everyone the right way when its really their way.Not open to new ideas.The manager who is quick to shoot down new ideas, instead of being open to possibilities.Its all about me. The manager with a big ego, with little interest in their employees world.Not being available.The manager who is impossible to reach, always busy, and doesnt take the time to have regular one-on-one meetings. Abusing your power. Being a bully, in often is subt le ways, likemaking your employee wear funny hats.Being a buzzkill.When an employee shares good news or an accomplishment with the manager and the manager points out that the glass is only half full.Being a know-it-all.The manager that always has to one-up the employee to show them how smart they are.Yes, thats a good idea, and heres how to make it even better

A Promotion Announcement Letter is More Than a Pat-on-the-Back

A Promotion Announcement Letter is More Than a Pat-on-the-BackA Promotion Announcement Letter is More Than a Pat-on-the-BackWhen management writes a vorrcken announcement letter, there are many reasons for doing so. It allows the employee to be recognized for their achievement, and may put an end to possible rumors that have been circulating, but there are sound business reasons to make the announcement as well.How should an internal promotion announcement letter be formatted? To properly announce an employees promotion, either a menschlich resources manager or the head of the department writes and signs the announcement. its usually formatted as a normal company memorandum, and should be addressed To all employees so that everyone receives the same information at the same time.What information should be included in the announcement? There are a number of significant points that should be covered so that the information is clear to everyone. They areThe individuals nameThe individual s previous experienceTheir new title and what theyll be responsible for in the new positionWho theyll be reporting toWhen the new position is effectiveWho will be assuming the duties of their previous positionIs it necessary to announce the promotion to anyone outside of the company, and if so, who?There are two types of announcements that may need to be made to outside contacts. The format for outside announcements is standard letter format on company letterhead.If, in their previous position, the employee had relationships with suppliers, customers, consultants, or any other business entity that may be effected by the change, those individuals or companies should be notified.In addition, an introduction should be made to the outside contacts the employee will deal with in their new position.Does the information differ when writing to contacts outside of the company? The same information provided in the company memorandum should also be included in the letter to those outside the c ompany, but with a different emphasis.Previous outside contacts will be more interested in the person assuming the individuals responsibilities, so including a little more information in this area will be helpful to both.Additionally, existing contacts that the promoted employee will be dealing with in their new position should be provided a little more detail about the individuals qualifications. Any change in contact information should also be included.While a promotion announcement letter is, indeed, a pat-on-the-back for the person receiving the promotion, it also serves a real business purpose by providing the same information to all parties involved. LiveCareers Cover Letter Builder can provide the inspiration you need to make the announcement positive and clear to all. Related Articles Apology Letter for Being LateApology Letter for Missing an InterviewApology Letter for Mistake at Work

5 Top Soft Skills for Job Seekers to Master

5 Top Soft Skills for Job Seekers to Master5 Top Soft Skills for Job Seekers to Master90In a competitive job market, employers have plenty of candidates to choose from with comparable technical skills. To stand out during a job search, its important to show what you can offer beyond the basic job description. This is where soft skills for job seekers can come in handy.Soft skills are those intangible qualities that can improve work performance regardless of the job.To add value beyond your core competencies, here are the five top soft skills for job seekers to master and add to their repertoirePositive attitude.Given the choice between an optimistic and upbeat candidate and a more negative one, most employers will opt for the former. People who can generate goodwill and positive energy in the office are highly valued. Showing your can-do attitude during an bewerbungsinterview may help you clinch the position.Excellent communication skills.Being a strong communicator can be a huge ass et in every industry. The ability to express points articulately and connect with others both verbally and in writing can help with a wide range of job duties, from writing memos to training colleagues.Team-building and collaboration skills.Part of doing a good job almost always involves working well with others. Be prepared to showcase examples of your ability to participate in successful teamwork and cooperation.Time management ability.The hiring manager most likely is looking to bring someone on board who can help accomplish more in less time. Your ability to effectively prioritize and multi-task while keeping an eye on the clock can be important skills to emphasize during your interview.Sense of humor.When all is said and done, people want to work with others who are fun and enjoyable to be around. While you shouldnt try to come across as jokester or good-time Charlie, you can demonstrate your ability to lighten up tough situations and your general congeniality.Combined with sol id, tangible job skills, these five intangible soft skills for job hunters can help you one-up your competitors and land the position you want.Readers, what other soft skills for job seekers do you think people need to have to be successful in their job search? Share with us in the comment section below

How to Make Friends At Work - The Muse

How to Make Friends At Work - The MuseHow to Make Friends At Work A sense of community and belonging. Its something that we all crave- hey, its even a level in Maslows Hierarchy of Needs.But, while this concept applies everywhere, it really holds water in the workplace. After all, you spend a major chunk of your time in the office, and its helpful to know that you have people you can lean on and socialize with.Even further, when your professional life makes you feel vulnerable or anxious, having that tight-knit circle of colleagues can be a huge asset and confidence boost.But, heres the thing Finding your tribe at work isnt always easy, particularly when youre one of many employees in a huge company.So, how can you identify and build a support system, even when you feel like youre just a number among hundreds- or even thousands- of co-workers? Heres how to put yourself out there and find your people.1. Think Outside the BoxWithin your company, there are undoubtedly people that you wo rk with far mora than others. Youll collaborate more frequently with the people in your immediate department than anybody else, for example.But that doesnt mean that all of your close work friends need to come from that same group. Theres no rule stating that your tribe needs to be built with people who do the exact same things as you.You shouldnt hesitate to expand your horizons and think outside the box when seeking people to forge a bond with. Perhaps you and that person in the accounting department dont ever have overlapping projects- but, you dont need to have similar work in order to have similar values.2. Join (or Start) an Employee Resource GroupEmployee Resource Groups are a great way to reach out beyond your group of immediate colleagues and find others who share your interests and passions.If youre unfamiliar with what these are, Employee Resource Groups are employee-led and voluntary groups that aim to foster a more inclusive and collaborative company culture. USA Today Network, for example, has these groups geared toward women, young professionals, and veterans.When you find a group that seems like a fit for you, go ahead and attend some of the meetings, discussions, and get-togethers. leid only will you be able to meet people you align with outside of your department, but youll also contribute to bettering your workplace.If your company doesnt currently have any groups for you to join? Well, come up with one you think would be helpful, then run that idea up the flagpole to see if you can get it started.3. Work on Cross-Departmental ProjectsAnother great way to reach out and meet new co-workers is to volunteer to work on cross-departmental initiatives.Whether its a large project that requires the expertise of numerous departments, or its something more casual- like helping to plan your companys anniversary party, for example- engaging in these sorts of opportunities offers numerous benefits.By stepping up to the plate, youll be able to expand your web of connections in the office, while also challenging yourself to learn more about how other teams work.4. Sit With Someone NewYou sit at the same table with the very same people for lunch every day (or, you just chow down on that sandwich alone at your desk). When you head out for a company happy hour, you head straight to the corner where your cube-mates are hanging out.Sure, thats easy and comforting. But, if your goal is to find new friends and build your tribe, socializing with the same people day in and day out is opposite of what you should be doing.Instead, ask someone new (perhaps somebody you met in an Employee Resource Group or while working on that cross-departmental project) to grab lunch with you. Or, when you arrive at that office happy hour, introduce yourself to somebody you dont already know.It seems like a relatively small change. But, forcing yourself out of your comfort zone can make a huge impact on how connected you feel in the office.5. Share About Your P ersonal LifeYears ago, it was common advice that you shouldnt share too much about your personal life at the office. But, times have changed.While you still shouldnt share the gory details of all of your problems, there is a lot to be said for opening up about your passions and hobbies outside of work.Doing so will help you find people that share those same interests- giving you something else to connect on, aside from the fact that you earn your paycheck from the same place.So, dont think that age-old advice means that you need to keep every single conversation work-related. Sharing more about your whole, authentic self can be a great way to connect on a deeper level with people in the office.When you implement these tips and find your tribe at work? Dont fall into the trap of thinking that this equates to being an exclusive clique.Invite other people in, and soon youll have a large group of close colleagues, which will help you to feel that much more connected in the office.After all, when it comes to friends at work, this old sentiment holds true The more, the merrier

Thomas Phelps - The Balance

Thomas Phelps - The BalanceThomas Phelps - The Balance

Dirty Facts About Optimal Resume Exposed

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The Ultimate Guide to Closing the Skills Gap in Education

The Ultimate Guide to Closing the Skills Gap in EducationAmericas school system is facing a skills gap schwierigkeit that threatens to invalidate free education for 1000000s of students. For example, in Detroit, even students are upplatzdeckchen at the massive teacher shortages at Cody Medicine and Community Health Academy. Eli Loftin, a ninth grader at the high school, said the main tasks he does in his math class are not through instruction, but on worksheets. Alex White, another student who wants to be an engineer, said the lack of certified teachers at the high school is frustrating. In fact, Shalon Miller, a teacher at the high school, insists its a district-wide problem that cant be helped. I think were missing 264 teachers district-wide, she said. We have 163 of those positions with permanent subs and over 90 of those positions are unfilled. The situation is dire. In 2011, the U.S. Department of Education (USDE) discovered that over ten years, 1.6 million new teachers would ne ed to be hired to fill the gaps created by highly-qualified retirees, and they immediately took action. However, in 2014, the number of teachers needed went up to 2 million, according to a Gallup study on Selecting High-Talent Teachers. And the gap is only growing wider as we reach that decade mark in crisis mode. Unfortunately, the USDE has reported that enrollment in traditional education programs and colleges has decreased over 30 percent within the last few years. As school personnel administrators try to figure out the next steps, theyll need to improve their working relationship and communicate industry needs more effectively in order to attack this growing talent shortage. The relationship is vital, as both parties are addressing a problem which threatens the foundation of free education.In 2011, the usedgov reported 1.6 million teachers would need hired over 10 years.Click To TweetIn order to close the skills gap in education, school personnel administrators have a number of obstacles theyll need to address. Heres a look at the problems currently affecting hiring in the field of education and, more importantly, how to tackle them Address the shrinking pool of qualified candidates for teaching positions.School personnel administrators must have a firm understanding of the dire straits in terms of the candidate pool in our educational system. In plus-rechnen to the decline in enrollment for teaching and education programs, many teachers dont end up in K-12 classrooms after graduation. Theres a gaping void of hundreds of thousands of skilled teachers needed to fill these valuable roles every year. Theres a number of ways this problem can be addressed. For starters, the education industry itself could stand for a complete brand overhaul. Potential teachers need to be excited about joining schools and doing the work. Video technology can show them a glimpse into the value of pursuing a career in education.Now, we dont mean your typical PSA, but rather a per sonal outreach that taps into the emotional fibers of teachers. For example, school districts can create recruiting videos aimed at qualified candidates who have shown the skills necessary to be successful that directly addresses the unique value they possess. A targeted message to candidates is a great way to get them fired up about entering the industry. HR needs a firm understanding of the dire straits of the educational candidate pool.Click To TweetFurthermore, video technology can be used to show potential teachers background information on school districts and workplace culture so they can determine their fit before they ever enter the hiring process. The lack of teachers is a pressing issue, so giving candidates an early look of what theyre facing will undoubtedly help decrease turnover in the long run. School personnel administrators shouldnt only be looking to fill in vacancies, but should be ensuring those vacancies do not become open again in the immediate future. Making sure all candidates have an informed view of whats happening and igniting passion back into the talent pool is the only way to be certain new hires arent just plugging holes theyre going to be permanent fixtures at these institutions.Identify the problems current teachers face in closing the skills gap. Graduation ratesOne of the major issues the education system faces is graduation rates. In order to increase the pool of teachers, we must first ensure there are enough students graduating from the K-12 system. After all, grade-level students need to finish high school to attend college. Graduation rates, student engagement, and student hope are the three pillars to ensure this is possible. A Gallup survey, Addressing The Teacher Shortage Advice For School Leaders, of 900,000 students in grades five through 12 found only 48 percent are hopeful about their future. Hope is important because its linked with students ability to have ideas and energy to plan for their future. New teaching hires are going to have to increase this number once theyve signed on to the job. But thats not the only challenge they will face.A new wrinkle for incoming teachers is students in the individualized education program (IEP). Traditionally, students with IEPs were offered their own curriculum and classrooms, with designated specialized teaching staff. More recently, theyve been included into classes with the general population. Results from a 2017 study by Rennie Center on the Condition of Education found an 11 percent increase in IEP integration since 2013. Presently, 61 percent of IEP students spend almost 80 percent of their day in inclusive instructional settings. Its an additional challenge for teachers because they require a different set of skills and attention than other students. If new teachers are not prepared to take on the challenge of the inclusion of IEP students, the impact could greatly affect the graduation rate, as the success of these students affects the number of graduates going on to college. DisengagementMillennials are set to play a major role in the increase of new hires. A study on Managing Millennial Teachers Major Challenges For Schools by Gallup last year revealed they make up 38 percent of Americas workforce, and theyre going to make up the majority of new teaching hires. But millennials value different things in the workforce than their teacher predecessors, so the challenge with hiring them is ensuring schools rise to meet their needs. Unfortunately, millennials dont have the most sterling hiring reputation and present some of their own unique challenges. In fact, in the Managing Millennial Teachers study, millennials are described as unattached, as 29 percent are less likely to be engaged in the workplace, while 55 percent are ambivalent unconstrained, since they tend to push for changes in the workplace and idealistic, as they put a high value on jobs that gives them a sense of purpose and make them feel important. Millennial s are going to make up the majority of new teaching hires.Click To TweetThis evidence should not alarm school personnel administrators, however. Gallup discovered the effect millennials are having on leadership as they enter the workplace and that should shed some light on hiring this generation. They choose jobs that give them a meaningful sense of purpose while also landseeking employment that can develop their full potential. Coaching and ongoing conversations with real-time feedback also rank highly on their list. Lastly, millennials want their development to be based on building on their strengths and are seeking to align themselves with organizations that will help them thrive in their overall lives. School personnel administrators working with millennials will need to transform the workplace in order to keep them around long term. And it will be up to recruiters to get the word to them that the teaching industry is changing to suit their needs. Adopting the technology that re aches this highly-connected generation on a very personal level is a good place to start.Define the exact skills the position requires.This may go without saying, but recruiters need to create job descriptions that are accurate to the precise skill set needed to become a successful teacher in this new age. They should be looking for the sort of skills that will be able to provide value from day one clear through the evolution of the education system over their career. School personnel administrators should back up recruiters with training programs to further enhance an employees skill set to meet the growing demands of future generations. If school districts offer continual training, recruiters need to make sure this is explicitly stated and these programs need to be matched to the needs of the talent recruited.There are three elements to employee wertzuwachs and engagement achievement, accountability, and accessibility. Achievement means establishing clear goals and expectations b oth of which should be directed by school personnel administrators. Its tough for employees to meet their performance goals when they dont know whats expected of them, and education is no exception. Unfortunately, a Gallup study on Obsolete Annual Reviews in 2015 found that approximately 50 percent of employees dont know whats expected of them at work. This issue exceeds the workplace, however, and truly begins in the hiring process. A lack of expectations will lead to low employee engagement. Low employee engagement is linked to high turnover. High turnover means recruiters will constantly need more bodies as people leave education to pursue other opportunities. Rather than working backwards, if job candidates have expectations and goals clearly defined prior to hiring, there is a greater likelihood they will succeed in their role ending the cycle where it starts.Accountability means defining clear expectations and setting teachers up for success.Click To TweetDefining the exact s kills necessary to excel is the first step in encouraging teacher engagement and bolstering performance to eliminate the skills gap in education.Get the right cultural fit for teaching districts.Not all school districts are created equally, and the skills and traits possessed by each teacher need to satisfy the demands of the student population, the teaching environment, and the current culture. The best way to ensure long-term solutions to the shrinking number of skilled teachers is to fit square pegs into square holes. Therefore, getting the right cultural fit should be a high priority for recruiting and hiring professionals alike.Ensure long-term solutions to the shrinking number of teachers fit square pegs into square holes.Click To TweetSkills-based and personality assessmentsTogether, school personnel administrators need to make sure teachers can actually do the job. To close the skills gap, getting the right cultural fit must go beyond teaching certifications. Skills-based as sessments must test both hard and soft skills. Testing both sets of skills is a good way to determine teacher qualifications and their effectiveness to teach in that specific district. Its also an avenue where video technology can be a great help. A one-way video interview screening is an easy way to see the whole picture of qualifications. Personality tests are an incredible way to assess a broad range of soft skills, but watching someones body language as they answer a tough question can be just as, if not more, effective in discerning how a potential teacher might compose themselves in challenging situations. Moreover, getting a visual glimpse of a teacher during a video interview is a great way to evaluate their ability to research and prepare, communicate verbally, and see how they might behave in front of a classroom of students, observing them with the saatkorn scrutiny. Collaborative hiring processes Job interviews are time-consuming and in a suffering industry like educatio n, time is of an essence. According to LinkedIns most recent Global Recruiting Trends Report, the average company takes about one to two months to complete a hiring cycle, but 50 percent of those companies lean toward the latter. Between conflicting work schedules and work-life balance, it can be difficult to get all the required parties on the same page. Collaborative video interviews are a great way to solve this issue. They offer hiring teams the flexibility to view candidates on their time, however, they can observe the exact same live interview responses, compare notes, and collectively choose the best candidate without the hiccups of scheduling and executing a panel interview. It speeds up the process of reviewing candidates, while enabling everyone who contributes to the hiring decision to be equally well-informed. Closing the skills gap for education requires school personnel administrators use every trick in their tool bag for finding the right candidates. Video has many ad vantages in a collaborative hiring process because the new hire is going to affect so many working parts of the whole education system. What better way to ensure the candidate is a perfect cultural fit than to source as much valuable input as possible?Whether its through skills-based and personality assessments or a well-rounded team-hiring process, school personnel administrators and recruiters have to work together to effectively and fully screen new hires in education. Make onboarding easy, efficient, and effective. Onboarding plays a crucial role in long-term employment. A survey of more than 1,000 respondents across four working generations, conducted by The Center for Generational Kinetics and Ultimate Software, found one-third of employees knew within the first week whether theyd stay with a company for the long-haul. After a month, 63 percent of employees made the same decision. Its crucial to nail the onboarding process to ensure new teachers will stick with the program. No t only is it expensive to recruit and replace new hires, the turnover has a lasting impact on the future generations watching the revolving door of teaching staff spin in todays grade-level schools. An effective way to accelerate the onboarding process is to offer new teachers introductory training videos prior to day one. Assess their concerns and determine which skills may need fine-tuned to meet the needs of the school system in a two-way interview. Then generate engaging methods to prepare them for the onboarding process once they start work. Follow up with with new teaching hires throughout the onboarding process and address any issues that come up in real time. Keeping a library of teacher- and administrative-lead video tutorials on pranke can allow everyone access to resources to brush up on skills, while also introducing a unique way to engage the teaching staff in the training process of new hires.Ensure teachers are fully engaged in the workplace.Teachers need a lot of sup port to do their jobs. They need to know the administration, staff, and other faculty members are working together for the greater success of both students and other teachers. Consider implementing office team-building exercises to foster a sense of unity within the workplace. There should also be continual training to enhance lesson plans for students and keep them fully engaged during class time. The improved engagement of the students will improve the engagement of teachers, as well. Create a means for teachers newly hired and tenured to get together and work out solutions to issues they face. And most importantly, provide a safe place for them to bring their concerns to higher-ups when they cannot resolve conflicts. The more unified the teachers are, the more engaged they will be in the school system.Closing the skills gap within Americas educational institutions can be a tall order. Effective communication and a good relationship between school personnel administrators, and new teachers is the key to a successful education system. The future of the industry relies on the careful balance of cultural fit, engagement, and training. Closing the skills-gap begins with setting the example for future generations and inspiring them to teach.What issues do you see in the current state of the education system talent pool? Let us know how your school administration or recruiting team is addressing the shortage in the comments below.