10 Things Management Can Do to Earn Trust

10 Things Management Can Do to Earn Trust You may have got into business because you care about people, but bad habits and the drive for profit can sometimes lead a person away from their original ideals. Heaven knows, most of us become entirely different people when we’re broke, stressed, or excited about a new idea. In our digitally-optimized world, it becomes all too easy to take the easy option: to send an email when face-to-face would be better, to expect employees to work overtime without asking, or to redeploy someone at short notice and with no consultation. As it happens, these actions may sound efficient, but they’re not just rude â€" they’re costly. The first cost is trust. And that loss of that trust hits your profits. Consider: Businesses where the employees trust the management are nearly three times as likely to achieve ‘high revenue.’ More than nine out of ten employees reckon having trust in their boss is vital to be satisfied at work. It can cost around £3,000 to replace an employee if they quit. So we agree that trust is a good thing. Now, how are you to go about cultivating trust in the workplace? Trust requires listening Trust is a very emotional trait. It’s connected to our survival instinct. It’s not something you can quantify, in fact, it’s entirely possible to distrust somebody despite heaps of evidence that they should be trusted, just because they give you that ‘feeling’ of being dodgy. For this reason, trust in the workplace should not be looked at as an asset that you can measure or ‘action.’ It has to come from the heart on both sides. So before you go about revolutionizing the culture of trust in your workplace, it is essential to get it straight with yourself: know your reasons, think about the people you work with, and reconsider your whole approach to empathy. You’re going to have to do a lot of listening. Trust between employees and their boss is an individual thing, which means you need to get to know your crew. Listen always, but also look out for opportunities to ask open questions such as: What are you working on today? How is it going? How do you feel the results will be? What do you need to make it work? Take your time responding in conversations, and learn to swallow your pride: you neither need to come up with nor take credit for, every idea. Let your colleagues finish their sentences and their thoughts. Sometimes there’s nothing like an extended silence to provoke the next development. Open up, professionally Trust-building begins as early as the recruitment stage. Being upfront about job requirements and expectations is essential. Even if you’re trying to sell a role to a high-quality candidate, it is crucial not to sugar-coat things. You can start to work towards gaining their trust by speaking frankly about work conditions. Be as open about your business as it is feasible to be. Let your crew know what your goals are and how you want to achieve them. Introduce them â€" or have them introduce each other â€" to the workings of different departments. Sometimes interdepartmental mistrust can be as damaging as not trusting the boss! Show that you trust your colleagues with the ins-and-outs of your strategy, and they will trust you in return. This comes with a commitment to work harder and smarter towards your shared goals. Make ‘friends’ with your employees But you can also open up about your response to what they bring. You don’t need every assessment to be a celebration or a dressing down; speak with your colleagues frankly about what they’re doing well, what they need to work on, and when they’ve surprised you with results or an idea. There’s nothing like trusting your colleagues if you want them to trust you in return. It all begins with a commitment to human individuals rather than numbers in a ledger. Are you ready to make that leap? About the author:  John Cole  writes on behalf of NeoMam Studios. A digital nomad specializing in leadership, digital media, and personal growth topics, his passions include world cinema and biscuits. A native Englishman, he is always on the move, but can most commonly be spotted in the UK, Norway, and the Balkans

Why Am I Nervous Writing My Resume? Here Are Some Tips For Getting Past the Why Am I Nervous Writing My Resume?

Why Am I Nervous Writing My Resume? Here Are Some Tips For Getting Past the Why Am I Nervous Writing My Resume?Why am I nervous writing my resume? This question always comes up during the writing process and when you first start a job search. I've been there and I want to share with you the thoughts that helped me through my own searching process.Your resume is the first impression that employers will get of you. There are many ways to present your information. You can use the tools available to you at your disposal like your computer, word processor or a laptop for a road trip. Whatever tools you have available to you for you to do your job, you should be using them.The why I'm nervous because I don't know how to write a resume is something I hear more often. We all should know how to write a resume and should know what information is needed to write a well-written resume. I'll share with you a few tips in this article.When you ask yourself why am I nervous writing my resume? Think about the reason why you started your job search and ask yourself if that is something you really wanted to do. It's a lot easier to start a job search when you truly believe you will find what you are looking for.When you are in your hiring process, it's important to remember why you are doing it and why you want to apply for a position. Remembering why you are applying for a job can make it easier to answer the why am I nervous writing my resume question. You should focus on the reason why you are applying for the job and not on the reasons you could be fired.You don't want to get stuck with a job that doesn't satisfy you. This happens a lot and one way to avoid getting in a rut is to stay focused. You should follow a clear direction from the very beginning of your job search. Stay on task and don't let anything stand in your way. When you can get your resume in front of the right person, they will know you are applying for the job.You want to take the time to think about the area s you may have forgotten about while you were doing your job search. You should review everything you have written and ensure it matches your resume. That way you can come out a fresh new candidate who has filled a need.The why am I nervous writing my resume question is one that is raised by hundreds of job seekers every year. Be sure to read this article to learn how to answer this question once and for all.

How Staffing Agencies Can Use Social Media for Candidate Attraction

How Staffing Agencies Can Use Social Media for Candidate Attraction Recruiting is in many ways a sales function. Not only does your timing have to be perfect, your message relevant and your ‘product’ flawless, but you have to make use of every possible medium from which you can source the perfect candidates. Social media is one of these platforms that could really help recruitment agencies reach their utmost potential. Heres our tips and tricks for attracting the right candidates on the social media challenge. Understand your objective: Preparation is key in any business strategy. Your particular industry will determine the approach you take. What type of candidates do you want to attract and how will you do it? Also, think of why you are making use of certain social media platforms? Are you trying to get an idea of the candidate’s background, interests and goals? Determining your ideal candidate’s social media personality will help you choose the platforms most relevant to your search. Having a clear objective in mind will avoid confusion and allow you to explain exactly why you would recruit that particular individual. Don’t just flood newsfeeds with potential jobs and name dropping â€" but become a valuable resource within your industry. Let them find you: Too many updates about open roles  is really something that could drive away potential candidates and prevent business relationship from forming. As a recruitment agency, you have to make it as simple as possible for candidates to find you. This means you have to have a clear representation of your business online. Make sure that your online representation is uniform â€" with the same logo and business information on all the platforms your company is featured. This will help prospective candidates to identify your company and objectives. Building a following naturally on all your respective platforms will attract the right candidates. Use content management tools such as Hootsuite to make sure that you reach the right people at the right time. Hootsuite allows you to schedule your social media posts ahead of time, assuring that your presence is known. More at Content Marketing for Recruiters on Social Media [INFOGRAPHIC]. Make use of your current workforce: LinkedIn showed us just how powerful referrals can be. Many times you will find your next candidate via another, or a recommendation from an employee, friend or family member. In order for them to approach your recruitment agency they need to be fed information from someone other than just the recruiter. Motivate your current employees to spread the word and do a bit of reconnaissance. Not only will that open up an entire new network, but it will add to the credibility of the company as well. When employers are open to exposing their company  to their network  they  indicate  a high degree of loyalty. Further tips at  How Social Employees Make Great Brand Ambassadors. Make subtle suggestions: When communicating with possible candidates, ease into the conversation of employment. Test the waters and see what they feel comfortable discussing. Career details and background matters can be rather sensitive â€" you don’t want to come across to curious and pushy. Remember, during the online recruiting process other people might also view your correspondence â€" don’t ask questions that the candidate won’t want to answer online. “You will gain much more insight into your candidates by gaining their trust first, as opposed to diving into a question they may view as off-putting at best”. â€" CBN News If you have a casual and comfortable recruiting approach this will attract even more candidates. Answer their questions: As mentioned before, social media is all about engagement. In order for your company to inspire engagement within an industry, they have to become a reputable resource in the community. Establish your recruitment agency as a resource by answering general questions for other people without expecting something return. “Talented job seekers can’t apply for your client’s jobs if they can’t find these jobs. Think like a search engine optimizer and make sure you focus on keywords when drafting job descriptions and posting to social channels”. â€" The Staffing Stream A way to do this practically is by searching certain terms or hashtags on various platforms. For instance ‘looking for a job’, ‘How do I get into marketing’ or #jobless. This will give you a range of conversations already taking place without your field. Join online forums and offer additional support to candidates, before you know it they will be asking you for advice â€" evolving into more engagement and popularity online. Follow some of the basic social media and recruitment tactics in order to attract some of the best candidates out there. Don’t be afraid to plan ahead, showcase your agency’s strengths and connect on a personal level in order to grow your influence online. RELATED: How  a Recruitment Agency Can Use Social Media for Marketing [Case Study]

Are You Mature The Struggle of Klout to Measure On-line Influence Marla Gottschalk

Are You Mature The Struggle of Klout to Measure On-line Influence Marla Gottschalk Observing the evolution and challenges faced by Klout, a venture designed to measure the on-line influence of an individual or organization, has been nothing short of fascinating. Changes in the Klout algorithm (and its impact upon scores) can send the world of social media into a frenzy. The overriding opinion seems to be that you shouldnt mess with the numbers, right? But, that is absolutely wrong â€" in fact, you should. I have a very different perspective on Klouts struggle to develop into a meaningful measure. I find the struggle to be quite predictable. Probably because where I come from, when a new construct and its measurement are proposed, it often takes a very long time to determine true value and identify prudent uses in the real world. On one hand, the outcry that resonates after a scoring revision is an excellent sign. It lets us know that Klout, at the very least, was actively being considered as one measure of influence. On the other hand, it becomes obvious that the scope of the development phase, may have needed to be more controlled to allow for necessary iterations occur. In psychology, the development of a new construct is an important and often long-winded process. However, when you consider the importance of measuring concepts, such as intelligence and motivation, the development of that construct â€" and its valid measurement â€" are paramount. All in all, you must tread quite carefully. A Framework It may be useful to view Klout in reference to a few traditional elements of construct development: Does Klout have Face Validity? In other words, does the idea and its components seem to make logical sense. Does the measure demonstrate reliability? In other words, can the measure show consistency. Does Klout possess Content Validity? Do the components that make up the measure adequately represent the elements of influence. Does the measure have Construct Validity? When you look at scores on the measure, the scores should jive with other key markers of influence. (Convergent and divergent validity.) There is another point to briefly consider here. Klout may be measuring Potential to Influence and not Influence itself. We simply do not know. As with other constructs, such as job satisfaction and its relationship with turnover â€" Klout scores may signal an impact on attitudes, yet the relationship with behavior, is not a causal one. Time to Mature All in all, Klout has to be allowed the time to develop fully. The algorithm should be subject to changes and iterations, as the organization sees fit, to adequately develop the measure. Dr. Marla Gottschalk is a Workplace Psychologist. You can also find her on Twitter and Linkedin.

How to Help Writing a Resume Summary Involving Animals

How to Help Writing a Resume Summary Involving AnimalsThere are many things that you can include in your resume summary involving animals. Of course, this is something that you have to make sure you mention so that it doesn't look as if you didn't even try to fill out the rest of the document. The most important thing is to make sure that you list everything that you know about them.One of the things that you have to make sure you list are skills. Skills are the most important thing that you can include when filling out a resume. You don't want to leave anything out that involves skills. What skills are listed will help to show what kind of work experience you have and what kind of education you have.Once you find all of the skills that you feel are needed, you then have to find out which of those skills you feel are not needed. As a result, you have to think about what you really need to include on your resume. This will help you get it to the right section of the resume where it wi ll be easy for the employer to read.Then you have to find out what you do not need to include in your resume. As a result, you must decide what is missing from your resume so that you can move it up so that it can be considered when you are trying to get your resume to be read. For example, if you know that you have some volunteering or internships in order to help with your skills, then you might not need to list that as an example.In addition, you should look at how many years of experience you have with certain things. Of course, these things will be part of your skills and will be needed to get you into the position that you are trying to get into. Of course, you can use these things when you go to write your resume.Finally, you have to make sure that you have a good thing written about you on your resume. The best way to do this is to include the fact that you want to work with animals. The best thing about this is that it is something that you can say on your resume without gi ving them away.So, when you are trying to create a resume summary involving animals, you should include those things that you want to do and include the reasons why you want to do those things. You should also include anything that you did in school that can be applied to working with animals. Of course, this will help you get into any type of job that you are looking for.When you are trying to create a resume summary involving animals, remember that the best way to make sure that you are getting the information that you need is to write it exactly how you want it to be. The best thing is to avoid leaving anything out that you feel is important and to be sure that you write it in a way that will be easy for the employer to read.

Why Were So Hateful To Strangers - Kathy Caprino

Why We’re So Hateful To Strangers Free image courtesy of FreeDigitalPhotos.net I was speaking today with my friend Mary Lou Quinlan about the hateful responses I’ve received to some of my Forbes and Huffington Post pieces in the past year.   Most often these furious responses come from readers of large websites such as Yahoo! or MSNBC where my posts have been picked up. An interesting phenomenon is that the more positive and upbeat my posts are (about creating a more satisfying career, for instance), the more vitriolic the response. I shared with Mary Lou that I’ve been utterly floored when complete strangers write comments on my posts that are filled with anger, envy, rage, victimization, hopelessness, and worse.   And folks make wild assumptions about my life and my financial situation not knowing anything about the reality of my life, as if to say, “Sure, Kathy can talk about a satisfying career â€" look what she’s got going for her!” I’ve had to scratch my head at the rageful and critical projections and assumptions people make about complete strangers.   As a trained therapist and coach who works with thousands of professionals each year, I’ve learned this â€" what people write and say is much more about them than about the subject of their communications. The Human Potential For Cruelty There’s been powerful research conducted by scientists proving that humans are much more willing than you’d guess to inflict pain and suffering on strangers when authority figures tell us to.   Further, there have been scores of recent research studies on cyber bullying and online cruelty, which is on the rise particularly amidst the teen and young adult population.   One recent study revealed that 88% of social media-using teens have witnessed other people being mean or cruel on social network sites. Why  are we so eager to send our hate to those we can’t see? Below are the top six reasons I believe we feel free to hate on complete strangers (especially online writers): 1)           Our pent up rage from our overwhelming lives has to be released somehow 2)           We think that because we can’t see these people, they don’t hurt when they’re assaulted 3)           We mistakenly assume that running folks down will bolster us up (it doesn’t) 4)           Attacking strangers relieves our anxiety and pain (for a minute), but has fewer real-life consequences than confronting the people we truly need to tell off 5)           These strangers (writers on Forbes, for instance) represent authority figures â€" and authority (in general) sucks 6)           When writers discuss how to have a more successful life or how to take control of your life, it makes people who are feeling hopeless and helpless very mad I’m not saying that readers shouldn’t share their heartfelt views and insights on issues that matter to them.   I am saying, however, that if you can’t express yourself without hateful, over-the-top emotion and irrationality, then you’ve got some big work to do.   It’s time to go inward and address your challenges rather than expend precious energy spewing outwardly. Next time you want to hate on a writer who presents his or her views to create a conversation, I’d ask you think about thisremember that what you say on these posts (and everywhere you speak or write) is a mirror of what you think about yourself.   It reveals SO much more about you than about the person you’re attacking.   Do you really want to spend you timing crushing some stranger who’s simply sharing his/her views?   I think it might be time to actually DO something constructive about the pain and anger you feel, and handle it directly, in your own life and in your relationships, that truly the need the work. Sowho do you really want to tell off today, and isn’t it time you did something constructive about it?

Are You a Resume Hoarder

Are You a Resume Hoarder Resume to Referral has a brilliant infographic called Avoid Being a Resume Hoarder that points out some of the things job seekers tend to keep on their resumes that should have been tossed out with the trash years ago.Writing a resume can be an emotional process and it can be difficult for some to maintain objectivity during the writing process because the person has become attached to their own stuff. They remember the grit and determination that went into some of their earlier achievements and tend to ignore whether the information is relevant to their current target market. Here are some examples of information I see on resumes that should have been put out to pasture by now.The award you won for the Y2K project 13 years ago.The names of the accounts you worked on 7 jobs ago.Mention of the 3 colleges you attended before you graduated from the fourth one.The leadership role you held in your college fraternity 5 years ago.The 3 internships that proceeded your 3 most recent paid jobs .The “knowledge of Spanish” you acquired after 3 years of high school studyThe study abroad semester you did back in college.Take a deep breath. Let it go. And if you cant, find a resume writer who can provide the objectivity necessary to propel your candidacy into the future and not leave you stuck in the past.