Bloglikes - Careers https://m.bloglikes.com/c/careers en-US Thu, 15 Apr 2021 16:15:56 +0000 Sat, 06 Apr 2013 00:00:00 +0000 FeedWriter The 33 most innovative HR leaders who steered employees through a global crisis - and the plans they're using to create more flexible, equitable workplaces http://feedproxy.google.com/~r/typepad/alleyinsider/silicon_alley_insider/~3/tQ0S1udF8dE/most-innovative-human-resources-leaders-2021-4

Insider

innovative HR leaders 2x1 From left: Marissa Andrada, Naveen Bhateja, Bernard C. Coleman III, and Gianna Driver are some of this year's most innovative HR leaders.

Marianne Ayala/Insider

  • The pandemic and resulting recession put talent leaders in the global spotlight.
  • Insider asked readers to share the names of high achievers in HR. We chose the 33 most impressive.
  • Our list of top innovators includes HR executives from Chipotle, Zoom, and Glassdoor.
  • See more stories on Insider's business page.

Talent leaders have had their hands full.

A global pandemic upended traditional models of work as employers across industries sent staff home from the office. Leaders in human resources were tasked with figuring out how to make long-term remote work effective and maintain company culture virtually.

Meanwhile, anti-racism protests following the police killing of George Floyd left many employees feeling frustrated and unsettled. It was HR's job to create space for those employees to share their experiences. The most successful HR leaders listened closely to employees and used their ideas to build more effective diversity, equity, and inclusion programs.

Insider wanted to know which HR executives had done the most impressive work on these fronts. We asked our readers to tell us about innovators in the HR space, and then we picked 33 outstanding leaders across industries. Some were nominated by their colleagues. The list includes executives from startups, small companies, and large companies such as Chipotle, Glassdoor, and Zoom.

These executives have transitioned a staff of thousands to flexible work, partnered with an academic institution to educate their employees about racial issues, and modernized performance-management systems. As one nominee, OJO Labs' chief operating officer, Angela Dunham, said, "The lessons we learned this year will serve as a playbook for how HR can better serve our teams into the future."

Here are the top 33 innovators in HR (in alphabetical order by last name) and their exclusive insights on building the future of work.

Marissa Andrada, the chief diversity, inclusion, and people officer at Chipotle Marissa Andrada   Stefani Green Marissa Andrada is the chief diversity, inclusion, and people officer at Chipotle.

Chipotle

Andrada helped waive the 15-hour minimum requirement for employees to qualify for Chipotle's education programs. The company now has a debt-free college-degree program and tuition assistance for GED and ESL classes.

She also made sure the company's executive leadership held listening sessions for all employees to discuss how the company can be more equitable. The 88,000-person company managed to grow its annual revenue by 7.1% while opening 161 new locations in 2020, despite the pandemic.

"2020 reinforced my belief that the role of HR is to help an organization grow through its people," she said.

Andrada also helped launch a new employee resource group focused on multicultural, companywide mentorship programs. Andrada hosted virtual sessions on DEI that featured guest speakers such as athletes and musicians, and she oversaw a new partnership with the Thurgood Marshall College Fund and the National Urban League as part of a $1 million pledge to address systemic racism.

"HR leaders need to have clarity on values, with a deep understanding of who the company is and what it stands for as an organization," she said.

Naveen Bhateja, the chief human resources officer at Medidata Naveen BHATEJA Naveen Bhateja is the CHRO at Medidata.

Medidata

Medidata played a role in the coronavirus response. Moderna used the 2,800-person company's clinical-trial platform to create its coronavirus vaccine. During this time, Bhateja and his team hired and onboarded more than 800 new employees virtually.

Bhateja led a swift internal pandemic response called Medidata C.A.R.E.S. (COVID-actioned resources enabling support), an initiative that provides additional tools, support, and events for everyone. Medidata also offered training around critical skills such as resiliency, empathy, compassion, and allyship for leaders and employees.

"While HR leaders have always played a critical role, today, more than ever, CHRO leaders are on the front lines due to the COVID crisis and all the other events that took place last year," Bhateja said.

Going forward, Bhateja plans to continue to support employees through times of volatility and change. 

"I view 2021 as a year of transition and healing," Bhateja said. "I will continue to seek to strike the right balance between employee safety and business needs." 

Ayesha Blackwell-Hawkins, the global head of talent mobility at Johnson & Johnson Ayesha Blackwell Ayesha Blackwell-Hawkins is the global head of talent mobility at Johnson & Johnson.

Johnson & Johnson

Blackwell-Hawkins prioritized flexibility and increased the access of Johnson & Johnson's 130,000 employees to services such as mental-health care and financial planning.

"The last year has shown me that HR has a very important role to play in caring for a company's most precious resource, its people," she said. "I believe this role will continue to expand, and we will be called to support our businesses and talent in new, more innovative ways."

Aliza Goldstein, a leader for talent mobility at J&J, said Blackwell-Hawkins is an "incredible advocate and ally" for diversity, equity, and inclusion at the pharmaceutical company.

Blackwell-Hawkins was an immigration attorney before spending five years in a talent-management role at Amazon. She joined Johnson & Johnson in 2018 and has helped the company earn numerous awards and recognition — it was highly rated for gender and racial diversity and named the No. 1 employer for working moms by Working Mother.

"I have consistently focused on cultivating a digital mindset, data and analytical acumen, and agility as core competencies required to be successful in HR," Blackwell-Hawkins said. "I stand by these, but added resilience to the list after 2020."

Sheri Bronstein, the chief human resources officer at Bank of America Sheri Bronstein Sheri Bronstein is the CHRO at Bank of America.

Bank of America

Bronstein oversees a team of more than 2,600 HR professionals that are responsible for supporting Bank of America's 200,000 employees across 35 countries.

Bronstein and her team worked to reskill and reassign more than 23,000 employees to serve in new capacities during the pandemic, including helping with the Paycheck Protection Program.

Bank of America provided support for its staff by adding unlimited sick leave and childcare benefits.

Bronstein also worked with the company's chief diversity and inclusion officer to create an analytics tracker for workforce diversity. It measures representation in all levels of leadership and helps keep senior leaders accountable for progress on their teams. The company also committed to improving pay equity by measuring its gender pay gap and raising its minimum wage to $20.

"Throughout the coronavirus and subsequent racial injustices, the past year has presented a completely new set of obstacles," Bronstein said. "From the imperative to keep our teammates safe and healthy, to recognizing the need and value for more diversity throughout our company, 2020 led to more discussions and immediate actions among myself and fellow C-suite executives than ever before."

Vincent Chee, the director of people and culture at Bevel Vincent Chee Vincent Chee is the director of people and culture at Bevel.

Daniela Aguilar

Bevel was three years old when the pandemic hit.

The strategic-communications consultancy represents startups such as Acorns and venture-capital firms such as Greycroft. Chee helped the firm grow 111% during the pandemic. Today, it employs about 20 people and is hiring another 15 to work on communications for special-purpose-acquisition deals.

Chee has also invested heavily in learning and development, giving employees a stipend to take courses and attend conferences. He's established a professional-development committee that runs workshops to help employees hone their job skills and achieve their career goals.

"The past year," Chee said, "really magnified the importance of HR." Chee saw recent events — a global pandemic, social unrest — as an opportunity to strengthen the hiring practices at Bevel, and for the firm to become an ongoing advocate for mental-health and wellness initiatives.

Bernard C. Coleman III, the chief diversity and engagement officer at Gusto bernard coleman Bernard C. Coleman III is the chief diversity and engagement officer at Gusto.

Bernard C. Coleman III

Coleman's career has been defined by firsts. He was the first chief diversity and HR officer for a US presidential campaign with Hillary for America and Uber's first global head of diversity and inclusion.

At HR tech company Gusto, which employs more than 1,400 people and is valued at almost $4 billion, Coleman introduced the company's first diversity and inclusion training program: RISE, or representation, inclusion, social impact, equity. Employees have weekly RISE Bites, in which they discuss social-justice issues in a safe space. Coleman's team at Gusto has trained hundreds of managers and individual contributors on how to build an inclusive and equitable workplace.

"An effective DEI program," Coleman said, "needs to be comprehensive in nature and interwoven into every aspect of your business."

Carina Cortez, the chief people officer at Glassdoor Carina Cortez Carina Cortez is the chief people officer at Glassdoor.

Glassdoor

Cortez was instrumental in advocating for Glassdoor rankings to include diversity and inclusion ratings.

Internally, she helped the company publish its first diversity and inclusion report and pay-equity analysis. Cortez is also enrolled in a master's program for diversity and inclusion at Tufts University.

Cortez added a policy called "Work Where You Want" that allowed employees to move around and live wherever they want. Glassdoor also recommended that employees take at least one day off per month.

"This past year's events — from the pandemic to social injustice to politics and more — have only reaffirmed my belief that HR is at the forefront of business success," Cortez said. "People are at the center of every decision a company must make. I enjoy having a role that requires an intersection of data and empathy."

Glassdoor has more than 1,000 employees and is owned by Recruit Holdings, which also owns Indeed. Last year, the companies teamed up to get more jobs in front of unemployed Americans.

Cortez encouraged her peers to reflect on how much has changed and how much may continue to change.

"I've had to 'unlearn' my 20-plus-year history of how to do HR," she said. "Empathy, flexibility, stepping into very difficult conversations seem to be stronger leadership requirements than prior to events of the last year."

Delida Costin, the chief legal and people officer at Grove Collaborative delida costin Delida Costin is the chief legal and people officer at Grove Collaborative.

Grove Collaborative

When Costin joined the people-experience team at Grove a year ago, she wanted to empower people. And since the start of the pandemic, she's made a number of meaningful changes for employees.

Most people at this eco-friendly home-goods manufacturer are essential workers. Costin and her team had to develop new policies for its fulfillment centers during the pandemic. They also relaxed absence and leave policies, and offered workers the flexibility to change their shifts. Costin eliminated full performance reviews in 2020 and instead focused on upward feedback for managers.

Costin also created an employee-led DEI group presented to senior leadership to raise awareness of issues and offer prescriptive advice for improving the company.

"It is more clear than ever that companies cannot ask employees to check their nonwork lives at the door when they report to work," Costin said. "Our job is to continue to keep watch to understand what shifts are occurring and to meet our employees where and how they need us to meet them."

Gianna Driver, the chief people officer at BlueVine Gianna Driver   HeadShot Gianna Driver is the chief people officer at BlueVine.

BlueVine

Since 2020, BlueVine has facilitated almost $7 billion in Paycheck Protection Program loans. The fintech has raised a total of $242.5 million from investors such as Citi Ventures and Menlo Ventures, though it's never publicly disclosed a valuation.

Mental-health benefits, days off, financial-literacy counseling, motivational meetings with senior leaders, virtual social events, and regular care packages were the primary thrust of Driver's COVID-19 response efforts as the chief people officer at BlueVine, a 400-person financial-services company for small businesses.

BlueVine also created an employee-led diversity and inclusion council that regularly reviews diversity data and recommends items for improvement to senior leadership. It also expanded its manager training to cover unconscious bias in the hiring and promotion processes.

"HR has always been a bridge between employees and organizations," Driver said. "Last year magnified the important strategic role we play in helping companies lead through change, and I believe this awareness will help our function continue to partner in new ways to help organizations create amazing employee experiences."

Angela Dunham, the chief operating officer at OJO Labs Angela Dunham Angela Dunham is the chief operating officer at OJO Labs.

Abigail Baxter

It was a tumultuous year for OJO Labs, which uses artificial intelligence to help people buy homes. But under Dunham's leadership, the company put its 200 employees first.

During last summer's protests following George Floyd's death, the company shuttered US operations for a week to give staff time to process the events. OJO Labs, which has headquarters in Austin, Texas, also partnered with the University of Texas at Austin's Center for the Study of Race and Democracy to help educate employees on issues around race.

In February, Texas went through a storm that left many people without power or water, and Dunham's team created forums in which employees could ask for help or volunteer to help others who were struggling.

"The lessons we learned this year will serve as a playbook for how HR can better serve our teams into the future," Dunham said. "I know my team found their roles more rewarding this year than ever before."

Lindsay Grenawalt, the chief people officer at Cockroach Labs Lindsay Grenawalt Lindsay Grenawalt is the chief people officer at Cockroach Labs.

Molly Concannon

After its latest round of funding, Cockroach Labs was valued at $2.16 billion.

Grenawalt and her team have grown Cockroach Labs' staff by 63% since the pandemic hit the US, onboarding 85 full-time employees and about a dozen interns. Grenawalt's team revamped the hiring and onboarding process to be entirely virtual, but still welcoming.

Even as she ramped up recruiting, Grenawalt made sure the hiring process was fair and inclusive. Cloud-software company Cockroach recruits engineers from historically Black colleges and public state universities — not just from elite computer-science schools, Grenawalt said. And only hiring managers review résumés. "This enables the broader interviewer slate to challenge their own biases and leads to a fairer hiring process," Grenawalt said.

With an end to the pandemic perhaps in sight, Grenawalt said she's "hopeful that businesses realize how imperative the HR function is."

Natalia Harris, the vice president of people operations at Eko natalia harris Natalia Harris is the VP of people operations at Eko.

Skylar Smith

At media startup Eko, Harris is holding herself accountable for cultivating DEI among its 200 employees. Eko has raised $61 million to date, Crunchbase showed.

Last year, Harris hosted a listening tour with an outside moderator, in which she asked employees to share any challenges they faced at work. More recently, Harris developed a DEI plan called "Stand Up," where she delivers a weekly report to the entire company on the progress she's made and the issues she's encountered.

Harris called HR the organizational "glue," adding that throughout the past year, HR was critical to keeping businesses functioning. She said HR has been "owning and driving change-management strategies that have helped to do more than keep the lights on, but also kept people safe, supported, and self-motivated."

Jeffrey Housman, the chief people and services officer at Restaurant Brands International Jeff Housman Jeff Housman is the chief people and services officer at Restaurant Brands International.

Restaurant Brands International

About two years ago, Housman led Restaurant Brands International in doubling down on its commitment to DEI. The 6,300-person company, whose brands include Burger King, Tim Hortons, and Popeyes, ultimately decided that at least 50% of candidates in every final interview round must be from groups that are "demonstrably diverse." For all members of the leadership team, bonuses are tied to this particular goal.

During the pandemic, sales declined at Burger King and Tim Hortons. Employees at the roughly 100 RBI-owned restaurants (most restaurants within RBI brands are owned by franchisees) were given an hourly raise and up to 14 days of paid sick leave if diagnosed with COVID-19. Corporate workers in North America were given a bonus in April 2020.

Housman said the pandemic deepened his "appreciation for the important leadership role HR can play in supporting people and helping an organization navigate through a crisis."

Jane Jaxon, the vice president of people at Wistia Jane Jaxon Jane Jaxon is the vice president of people at Wistia.

Wistia

Privately owned video-software company Wistia employs more than 100 people. And the 500,000 or so businesses that use its products include Starbucks, Tiffany & Co., and Mailchimp.

The company formed a COVID-19 task force in February 2020 and went fully remote in early March. Jaxon's team quickly got to work revamping the virtual employee experience at the video-software company.

Her team added stipends for home offices, offered virtual company events, provided masks for employees and their families, and encouraged workers to take time off.

Jaxon also created a DEI task force to develop a three-year plan for improving representation and inclusion. The task force made a number of changes, such as making Juneteenth a company holiday, offering more support for ERGs, and ensuring public transparency around diversity data.

"This is a hard role involving a lot of emotional labor," Jaxon said. "2020 really hammered that home, but I think it also really cemented the value of investing in the function and the outsize impact the role can have on a business."

Cheryl Johnson, the chief human resources officer at Paylocity Cheryl Johnson Cheryl Johnson is the CHRO at Paylocity.

Paylocity

As a mother to three children, Johnson understood the challenges facing working parents at the 3,600-person payroll-software company Paylocity, which saw a 20% revenue growth in fiscal year 2020.

So Johnson added a "matchmaking" service for tutoring so that employees' children could access a network for help with their schoolwork. The company allowed flexibility for parents in the form of split schedules, four-day workweeks, reduced hours, and the option to swap weekdays with weekend time.

Paylocity hired a chief diversity officer in June and focused on a few key areas in its DEI strategy: improving representation at all levels in the organization, workforce training, resources for clients to train their workforces, and greater transparency around people processes.

"There is no playbook for any of this," Johnson said. "I think the best thing that has come of and should come of this year is that HR is being humanized again instead of just focusing on policies and procedures."

Kristina Johnson, the chief people officer at Okta Kristina Johnson Kristina Johnson is the chief people officer at Okta.

Chad Bramlett

Johnson was ahead of the game at Okta, the $30 billion identity-security company.

In 2019, she and her team started piloting a more flexible model of work, which meant many employees could choose when and where they got stuff done. More recently, Johnson hired a head of dynamic work to make sure the success of the pilot program continued post-pandemic.

Okta employs more than 2,800 people. And to date, 60% of its hires don't live near an Okta office. The company expects 85% of its workforce to be remote once the transition to dynamic work is complete. It also made job interviews 100% virtual.

Under Johnson's leadership, Okta made DEI a priority and released its first "State of Inclusion" report in 2020. Outside its own walls, Okta made a $3 million, three-year commitment to racial justice and economic opportunity. Already, the company has donated tens of thousands of dollars to funds, including Black Lives Matter and the American Civil Liberties Union.

Now, Johnson is "working to better understand how the company can improve culture and experiences for employees at all times, whether they're in the office a few days a week, a few days a month, or rarely."

Sung Hae Kim, the chief people person at Rippleworks Sung Hae Kim Sung Hae Kim is the chief people person at Rippleworks.

Rippleworks

At Rippleworks, a nonprofit with around 50 employees that supports social-impact entrepreneurs, Kim has been prioritizing flexibility, such as allowing people to work in the office if they choose. Kim also made sure to encourage employees to take time off and provided a monthly cash allowance to use for health services.

"I have known Sung Hae for over 10 years. She was my rotation manager when I was in the HR Leadership Program at HP," said Amy Nguyen, a career coach who nominated Kim for this list. "This was among the best experiences I had in my HR career. We've been in touch since then."

Rippleworks, the foundation of cryptocurrency Ripple, also implemented a new hiring process designed to be more equitable. The company committed to having 50% of every candidate short list come from an underrepresented group. It also trained interviewers on new interview processes and set up a "Tiger Team" task force in order to "maintain the DEI drumbeat," Kim said. This team also helped create new DEI objectives for the company.

"I feel that HR leaders have played a key role in ensuring that company's pay attention to all forms of wellness for their employees, including psychological safety," Kim said.

April Kyrkos, the chief operating officer at Brighton Jones April Kyrkos April Kyrkos is the chief operating officer at Brighton Jones.

Brighton Jones

Kyrkos focused on communication, psychological safety, and personal well-being in leading the wealth-management company's COVID-19 response effort. Brighton Jones, which has 195 employees, gave workers a $1,000 stipend to improve their home offices. It also built out a training program focused on mindfulness and social intelligence.

With the support of its CEO, Kyrkos amped up the company's DEI efforts: It pledged to be an anti-racist organization, made donations, hired outside help to develop a DEI playbook, and created an internal program called JEDI (justice, equity, diversity, and inclusion) to measure progress on DEI goals.

"The people team has always aimed to service our team members just like they service our clients. We strive for a thoughtful, personalized experience," Kyrkos said. "Our goal remains to be supporting each individual in their pursuit of happiness."

Jonathan Lucus, the head of NSITE Jonathan Lucus Jonathan Lucus is the head of NSITE.

Courtesy of NSITE

NSITE connects people who are blind, visually impaired, or veterans with job opportunities. Lucus helped launch the now seven-person organization in January, once he saw how the pandemic had exacerbated under- and unemployment among this community.

Lucus said his goal as the head of NSITE is to "find innovative ways to strengthen the workforce of US companies through DEI" and accessibility, focusing specifically on visually impaired workers. For employees to excel at their jobs, he added, employers must provide different types of flexibility.

Even within NSITE, Lucus prioritized flexibility: "By empowering your employees to strike a personal and professional balance that works for them, without fear of reprisal, we have established trust and fostered support for one another."

Sundar Narayanan, the chief people officer at Virtusa Sundararajan Narayanan Sundar Narayanan is the chief people officer at Virtusa.

Virtusa

Virtusa is a 25,000-person IT-services company that works with tech giants such as Amazon Web Services, Google, and Salesforce. When the pandemic began, Narayanan set up an internal task force to monitor updates and communicate with Virtusa's teams around the world as working conditions changed.

Narayanan helped most of Virtusa's staff transition to remote work. He set about making sure employees were able to do their work and take care of themselves outside of work. So the company offered a 24/7 help line, well-being programs, and a COVID-19 care plan that included "screening, testing, home quarantine and isolation assistance, and ambulance services," Narayanan said.

"HR played an extremely strategic role in ensuring business continuity was not compromised due to the pandemic. We were very quick to go digital on all our people platforms and frameworks," he said.

Virtusa has also worked to improve gender equity in technology. It hosts "hackathons," apprenticeship and mentorship programs, and the Women of Virtusa group, which provides career-development opportunities for employees. Virtusa also allows employees to "initiate a new career" after taking a few years off for family reasons, which Narayanan said has helped with the retention of female employees.

Lynne Oldham, the chief people officer at Zoom Lynne Oldham Lynne Oldham is the chief people officer at Zoom.

Zoom

Before the pandemic, Zoom was about 15% remote as a company. As usage of its platform skyrocketed, those remaining employees were experiencing the same challenges as the rest of the world — balancing work and increased family obligations while trying to stay healthy and sane during a public-health crisis.

For Oldham, the pandemic response required a two-pronged approach: The company needed to address the skyrocketing demand and step up to support more than 4,400 employees. One of its first investments was in a mental-health platform and physical-health benefits to cover gym memberships, grocery and food delivery, office furniture, and more.

Oldham helped launch meetings to discuss diversity and a series of events for the children of employees. She also forged a partnership with an HBCU, Claflin University, and has participated in Next Chapter, an initiative to help formerly incarcerated people learn to code.

Oldham said that about a third of the company's total workforce was hired after the pandemic began. So they have less familiarity with coworkers and the overall company culture.

"The workplace has forever changed, and employers need to support flexibility in the workplace," Oldham said. "I'm currently working to be sure employees return to a safe office designed around employee needs, in a hybrid model geared toward enhancing collaboration and productivity while allowing space for employees to be humans first."

Jeff Ostermann, the chief people officer at Sweetwater Jeff Ostermann Jeff Ostermann is the chief people officer at Sweetwater.

Sweetwater

Ostermann had barely been in his seat for a month as the chief people officer at audio-equipment manufacturer Sweetwater when the pandemic hit the US. The company had around 1,500 employees at the start of 2020 and added 400 more over the course of the year as it crossed $1 billion in annual revenue and grew its customer base by 50%.

Ostermann made sure to communicate with employees frequently and as accurately as possible about changes occurring in the workplace. Ostermann started sending regular emails to employees, something the company had never done before, to inform them of the rollout of new services and safety measures.

Ostermann also worked with the company's CEO to develop an updated DEI strategy. He met with dozens of employees individually to create this strategy, which ended up with a new online diversity training program for all employees, guest speakers to discuss inclusion, and the hiring of a vice president of employee well-being who is also responsible for DEI.

"In moments of crisis, I believe that those organizations that had already implemented a proactive approach to caring for employees found themselves better situated than most to weather the storm," Ostermann said. "I've told our team repeatedly that who our HR group is today will determine what our company is, not just tomorrow but three, five, and 10 years from now."

Cynthia Ring, the chief people officer at Tufts Health Plan and Harvard Pilgrim Health Care Cynthia Ring Cynthia Ring is the chief people officer at Tufts Health Plan and Harvard Pilgrim Health Care.

Leighton Thompson

Ring is a 25-year HR veteran and a champion for diverse voices across the newly combined Tufts Health Plan and Harvard Pilgrim Health Care. The organization now employs 4,467 people and is expected to serve 2.4 million members.

She's focused in particular on supporting the LGBTQ+ community, and Harvard Pilgrim received a perfect score in the 2020 Corporate Equality Index, which evaluates companies based on best practices for LGBTQ inclusion. Ring also spearheaded a mentorship program tied to executive compensation: Executives must mentor someone who is different from them in terms of gender, race, or age. (The program is on pause now that the two organizations have merged, but Ring is working on developing similar initiatives.)

Ring said one of the most important takeaways from the pandemic is the importance of empathy. "This greater understanding has allowed Harvard Pilgrim to increase its focus on its employees as individuals," she said, "and to think about the company's support systems beyond traditional HR benefits."

Paul Rubenstein, the chief people officer at Visier paul rubenstein Paul Rubenstein is the chief people officer at Visier.

Visier

As the chief people officer at Visier, a Vancouver HR analytics company, Rubenstein said he learned that "data can help build empathy for the things you can't physically observe" during the pandemic.

Visier was named one of Canada's best small and medium employers three years in a row. To get a sense of how Visier's more than 400 workers were feeling during the pandemic, Rubenstein and his team conducted pulse surveys to gain an understanding of where employees needed the most support.

In the interest of promoting DEI, Rubenstein increased transparency around recruiting and promotion processes, and also emphasized the role of leadership in prioritizing inclusion.

The company also gave workers $1,000 to set up their home offices and added an "MTV Cribs"-style segment that allowed employees to share their home-office setups, pets, and families.

"The events of the past year really showed the importance of having a culture where people are connected with intention rather than just cohabitating an office," Rubenstein said. "HR has a role in measuring and protecting culture — through communications, creating rituals and celebrations, and holding up a mirror to how we all show up at work."

Michelle Sitzman, the chief people officer at Talend Michelle Sitzman Michelle Sitzman is the chief people officer at Talend.

Michelle Newburgh

Sitzman admits that her plans for 2020 went out the window. Instead, she had to adapt to what 1,400 employees needed at the data company Talend, where annual recurring cloud revenue grew 150% between the first quarter of 2019 and the same period in 2020.

One critical change Sitzman initiated was adjusting the performance-review format. "This helped alleviate some of the heavy lifting typically associated with employees and managers at the end of the fiscal year," she said, "and sustain a mechanism to drive meaningful conversations." Sitzman's team also worked with Talend's CEO to address mental-health concerns among the staff, and they're in the process of introducing Headspace memberships for all employees.

"I believe it's essential to create an organization and culture that makes a deep sense of belonging and allows us to do the best work of our careers," Sitzman said.

Lenke Taylor, the chief people officer at Twitch Lenke Taylor headshot Lenke Taylor is the chief people officer at Twitch.

Twitch

Amazon's Twitch hosts 91% of all video-game streaming and experienced rocket-ship user growth during the pandemic.

Taylor invested heavily in virtual Twitch events, including guided workouts and interactive cooking classes for more than 11,000 employees. The company also improved onboarding to help workers joining the remote-only environment acclimate to the company culture.

Employees also received a number of surprises, including a box of "famous Twitch Kitchen cookies," which Taylor called "a delicious nod" to the company's in-office culture, as the cookies were normally available before the pandemic.

"The pandemic has been an incredibly difficult time to lead a people function, but also a very rewarding one," Taylor said. "As CPO in such a turbulent time, I've learned how important it is to encourage the best of each individual's capabilities and ensure they are collaborating as a team."

Twitch has focused on data and accountability for leaders to reach DEI goals across hiring, training, employee support, and people programs, Taylor said. It also expanded its employee-led guilds and further empowered them to advocate for inclusion across the company. For example, the company has a new apprenticeship program to bring in employees from nontraditional or underrepresented backgrounds.

Laurie Tennant, the vice president of people at Norwest Venture Partners Laurie Tennant Laurie Tennant is the vice president of people at Norwest Venture Partners.

Norwest Venture Partners

A venture-capital company with over 130 employees, Norwest Ventures also had the interests of over 150 portfolio companies in mind with its pandemic response. This included adding access to telehealth benefits, informal talks, guest-speaker events, and free online courses from Udemy, in addition to participation in an HR roundtable for the investment community.

"While I have always known that HR is important, this year really drove home the unique contributions that HR leaders make," Tennant said. "It was stimulating, rewarding, and terrifying to be the one to whom others were looking for solutions that didn't yet exist. I think this year gave HR an opportunity to shine as strategic partners to the business."

Norwest Ventures also responded to the increased responsibility to drive equality in the startup world, forging a partnership with the Black student group at the Stanford Graduate School of Business and making donations to local schools and colleges to support access to information on the world of entrepreneurship.

Janet Van Huysse, the chief people officer at Cloudflare Janet Van Huysse Janet Van Huysse is the chief people officer at Cloudflare.

Claudia Traverso

Cybersecurity company Cloudflare more than doubled its market cap during the pandemic. And it's hungry for new talent beyond the 1,700 people it employs.

As a working mother at Cloudflare, Van Huysse has focused especially on supporting employees who are parents during the pandemic. The "Cloudfarents" employee resource group meets regularly and generates ideas around benefits and programs for parents. And Van Huysse led Cloudflare in joining the Invest in Parents pledge, which publicly encourages companies to support working parents through this crisis.

Van Huysse, who was once the VP of HR at Twitter, is still reflecting on the positive changes to come out of the pandemic — in particular the ability to craft your workday around your lifestyle. "There's no going back to the way things were," she said. "The future is flexible, and that's a good thing."

Sean Vanderelzen, the chief human resources officer at Lineage Logistics Sean Vanderelzen Sean Vanderelzen is the CHRO at Lineage Logistics.

Rachael Collins

It was a big year for cold-storage company Lineage Logistics, which employs about 18,000 people.

The company acquired more than 39 businesses, and Vanderelzen led the employee-integration process, revamping Lineage's culture to accommodate so many new additions.

Vanderelzen also made sure Lineage put employees first during the pandemic. He successfully encouraged the company to reduce executive compensation and reallocate those funds toward bonuses for frontline workers. The company brought on a physician to consult on employee safety, and it built custom medical trailers, which provided COVID-19 testing and antibody testing, in the parking lots of some of its busiest facilities.

The past year reminded Vanderelzen why he pursued an HR career in the first place: "I saw the impact that great people practices could have on an organization. No matter what you do, people are the absolute backbone of it."

Pat Wadors, the global talent officer and chief human resources officer at Procore Pat Wadors Pat Wadors is the global talent officer and CHRO at Procore.

Sharon Kane

Wadors has spent 35 years in HR, with stints at Yahoo and LinkedIn.

In HR, she said, "uniqueness and authenticity are celebrated," and she wants to bring that feeling to others. At LinkedIn, Wadors, a self-described introvert, brought the Quiet Ambassador Program to life in order to help employees learn that introversion doesn't have to preclude professional success.

Wadors joined Procore, which creates cloud-based software for construction projects and employs about 2,000 people, in November. Before that, she worked at software company ServiceNow, which is where she helped launch People+Work Connect, a platform that helps companies find job candidates who may have been laid off from other employers. (Chief human resources officers at Accenture, Lincoln Financial Group, and Verizon are cofounders.)

"I'm living my best life in this role," Wadors said of being a CHRO. "It's the most comfortable I've ever felt."

Cassie Whitlock, the director of HR at BambooHR Cassie Whitlock Cassie Whitlock is the director of HR at BambooHR.

Cassie Whitlock

More than two decades ago, Whitlock started her career in accounting. "Over time, I recognized that I was more passionate about the work around people," she said.

That passion was on display during the pandemic.

At BambooHR, the HR-software provider in Utah that employs 600 people in the US, Whitlock and her team were able to prevent layoffs. To help workers who had lost their jobs, they created the Utah Layoffs page, which helped laid-off employees find new roles in tech. Whitlock's team even volunteered to coach people who'd been let go from other companies on their job applications.

Whitlock has made DEI a priority at BambooHR. All interviewers go through training that covers hiring discrimination and unconscious bias, and they're required to use scorecards to keep the interview process as consistent as possible.

In 2021, BambooHR was named one of the best workplaces in technology by Great Place to Work. 

It's critical, Whitlock said, that talent leaders "embody the 'human' in human resources." She added, "Yes, there are HR tasks to do, but your real job is to help the people of your organization be successful."

Dantaya Williams, the chief human resources officer at Raytheon Technologies Dantaya Williams Dantaya Williams is the EVP and CHRO at Raytheon Technologies.

Meredith Wilshere

Raytheon outperformed earnings expectations last year, with $1.4 billion in cash from operations in the fourth quarter of 2020. But the aviation and aerospace industry was hit hard by the pandemic, and Raytheon cut about 21,000 workers (it has a staff of nearly 180,000 people).

Williams led Raytheon in supporting employees. Most notably, she helped expand Raytheon's dependent-care benefit to all US employees. If your routine care falls through, the company works with care provider Bright Horizons to provide subsidized backup care.

Williams has also focused on both gender and racial equity, and Raytheon is committed to achieving gender parity across senior leadership roles by 2030.

To keep Raytheon staff engaged, Williams helped introduce the Employee Scholar Program, which allows employees to pursue any work-related degree that interests them. The company helps fund the tuition.

Williams said that through the challenges of the past year, she "saw endless examples of courage, resiliency, and authenticity." She added, "We shifted long-standing beliefs and thought differently about how work gets done."

Denise Williams, the chief people officer at FIS Denise Williams Denise Williams is the chief people officer at FIS.

Helena Bertrand

FIS took a unique approach to the pandemic. Instead of conducting layoffs or cutting salaries, the fintech gave employees raises and paid bonuses to its essential staff around the world. The company employs over 55,000 people and grew annual revenue by 21% in 2020.

Amid the protests that unfolded after the deaths of George Floyd, Ahmaud Arbery, Breonna Taylor, Williams displayed empathetic and authentic leadership.

"These events deeply impacted many within our company, including me as a Black woman," Williams said, "a fact that I did not shy away from sharing with our colleagues." Williams' team created forums where employees shared thoughts on how FIS could better drive social change.

Williams said a company's performance depends heavily on the strength of its talent team. "It's become crystal clear that companies that have HR at the center of their strategy and approach," she said, "are the ones that will thrive in this new, uncertain, and complex world."

Read the original article on Business Insider

[Author: slebowitz@businessinsider.com (Shana Lebowitz,Aman Kidwai)]

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Thu, 15 Apr 2021 11:03:53 +0000 BlogLikes - Find Most Popular Blogs Strategy Careers Nordic Features BI Graphics Marianne Ayala HR Insider HR executive HR Human Resources Talent Management DEI Diversity Leadership Remote Work Flexible Work Ultimate-kronos-most-innovative Edit Series Most Innovative HR Leaders
Chinese agencies are charging students more than $12,000 to land coveted Wall Street banking internships http://feedproxy.google.com/~r/typepad/alleyinsider/silicon_alley_insider/~3/aAPkXQUpEWU/chinese-agencies-charge-students-thousands-for-wall-street-internships-2021-4 Chinese career agencies promise to help students land top-tier internships.

Kena Betancur/Getty Images

  • Career coaching firms are helping Chinese students secure coveted Wall Street internships and graduate jobs, Bloomberg reported.
  • Third-party agencies charge $12,000 or more for access to industry mentors and internal referrals.
  • Revenue for career counseling services in the US was valued at $16 billion in 2020.
  • See more stories on Insider's business page.

Chinese students looking to land prestigious internships at investment banks and consulting firms are paying $12,000 or more for services offered by career coaching agencies, according to a Bloomberg report.

Companies typically pair students with finance professionals to provide support with cover letter drafting, networking and, in some cases, internal referrals at top-tier firms such as Goldman Sachs. However the bank denied any relationship with agencies, to Bloomberg.

Beijing-based agency Breadoffer said it charges students $12,000 to land a job at Goldman and $9,000 for a shot at Chinese investment bank Citic Securities.

Chengdu-based DreambigCareer has more than 3,000 finance and consulting professionals on its books and said it has helped Chinese students studying overseas secure more than 6000 coveted roles. The agency charges up to $10,000.

This comes at a time when the pandemic has contracted the Chinese job market. Finance vacancies declined 12% in the country in 2020, according to recruitment website Zhaopin.com. The programs can give ambitious students a leg up when competing against their peers, raising ethical concerns for students, agencies, and the bankers enlisted to provide their services.

Sean Wang, banker and author of "How to Make it as an Investment Banker" told Bloomberg the number of career consultancy programs has ballooned in recent years.

"It opens wide the question of fairness," he told the publication. "If you pay to have someone else write your cover letter, or get a first round interview, is it fair to those job seekers who don't have or can't afford such packages?"

China is expected to produce 9.1 million graduates this year. The annual number of graduates from Chinese colleges has increased by one-third since 2012, a result of the country's education drive, and more are expected to return from overseas as the pandemic continues to overwhelm many nations.

In an already competitive job market, rocketing numbers of young job-seekers will likely only increase the demand for third-party agencies.

The practice is not specific to China; revenue for US job training and career consultancy firms, such as Wall Street Oasis, was valued at $16 billion in 2020, according to market research firm IBISWorld.

Read the original article on Business Insider

[Author: acooban@businessinsider.com (Anna Cooban)]

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Thu, 15 Apr 2021 08:56:48 +0000 BlogLikes - Find Most Popular Blogs News Careers Finance Wall Street Banking Jobs
Here's how much workers are paid at America's amusement parks http://feedproxy.google.com/~r/typepad/alleyinsider/silicon_alley_insider/~3/F4nuX9TxQI0/how-much-do-workers-at-amusement-parks-make-per-year-2019-8 Visitors attend the Universal Studios theme park first day of reopening from the coronavirus pandemic, on June 05, 2020 in Orlando, Florida.

Gerardo Mora/Getty Images

17. Waiters and waitresses make an annual salary of $22,940. restaurant waiter

Associated Press

Total employed in US amusement parks and arcades: 2,110

What they do, according to O*NET: Waiters and waitresses take orders from customers and serve food and drinks at restaurants or cafes.

16. Lifeguards, ski patrol, and other recreational protective service workers make an annual salary of $23,550. lifeguard A lifeguard runs into the water to rescue a youth that was calling for help in heavy surf due to being caught in a rip current on the Windward side of Oahu, Hawaii.

Reuters/Carlo Allegri

Total employed in US amusement parks and arcades: 5,330

What they do, according to O*NET: Lifeguards, ski patrol, and other recreational protective service workers make sure people are safe in amusement parks, whether they're in the pool or on the slopes.

15. Fast food and counter attendants make an annual salary of $24,060. cafeteria

zoranm/Getty Images

Total employed in US amusement parks and arcades: 11,980

What they do, according to O*NET: Counter attendants serve food to customers from counters or steam tables. This job category includes cafe servers, cafeteria workers, and snack bar attendants.

14. Amusement and recreation attendants make an annual salary of $24,310. Universal Studios in Orlando, Florida Visitors attend the Universal Studios theme park first day of reopening from the coronavirus pandemic, on June 05, 2020 in Orlando, Florida.

Gerardo Mora/Getty Images

Total employed in US amusement parks and arcades: 28,640

What they do, according to O*NET: Amusement and recreation attendants operate amusement concessions, kiosks, or rides, and maintain amusement park supplies and equipment.

13. Recreation workers make an annual salary of $24,320. amusement theme park worker

Dale Sparks/AP

Total employed in US amusement parks and arcades: 1,410

What they do, according to O*NET: Recreation workers organize and promote activities, including arts and crafts, sports, games, music, and other social activities.

12. Maids and housekeeping cleaners make an annual salary of $24,340. housekeeping

andresr/Getty Images

Total employed in US amusement parks and arcades: 2,580

What they do, according to O*NET: Maids and housekeeping cleaners' duties may include cleaning rooms, making beds, and vacuuming.

11. Cashiers make an annual salary of $25,110. Walt Disney World Resort

Kent Phillips/Walt Disney World Resort/Getty Images

Total employed in US amusement parks and arcades: 4,990

What they do, according to O*NET: Cashiers handle customers' money using cash registers or scanners. 

10. Janitors and cleaners make an annual salary of $25,350. janitor

Matilde Campodonico/Getty Images

Total employed in US amusement parks and arcades: 3,620

What they do, according to O*NET: Janitors and cleaners keep buildings clean and orderly using equipment ranging from brooms and mops to carpet cleaners and floor waxers.

9. Concierges make an annual salary of $28,110. hotel reception

Space_Cat/Getty Images

Total employed in US amusement parks and arcades: 1,040

What they do, according to O*NET: Concierges assist patrons with personal services, such as business services.

8. Restaurant, lounge, and coffee shop hosts and hostesses make an annual salary of $28,820. restaurant host hostess

Ronnie Kaufman/Getty Images

Total employed in US amusement parks and arcades: 1,300

What they do, according to O*NET: Host and hostesses welcome patrons, seat them at tables or in lounge, and help ensure quality of facilities and service.

7. Security guards make an annual salary of $30,440. security guard black friday

Phil McCarten/Reuters

Total employed in US amusement parks and arcades: 2,790

What they do, according to O*NET: Security guards monitor premises to prevent people from breaking the rules.

6. Transit and intercity bus drivers make an annual salary of $30,530. bus driver

Monty Rakusen/Getty Images

Total employed in US amusement parks and arcades: 1,000

What they do, according to O*NETThey drive buses and may assist passengers.

5. Customer service representatives make an annual salary of $31,040. customer service representative

DigitalVision/Getty Images

Total employed in US amusement parks and arcades: 1,760

What they do, according to O*NET: Customer service representatives assist customers with questions or complaints, either in person or over the phone.

4. Landscaping and groundskeeping workers make an annual salary of $32,280. Gardener A gardener irrigates a facility with imperial crowns on the grounds of the Brandenburg State Garden Show.

Jens Büttner/picture alliance via Getty Images

Total employed in US amusement parks and arcades: 1,470

What they do, according to O*NET: Landscaping and groundskeeping workers take care of lawns, plants, and trees. Their duties include sod laying, mowing, trimming, planting, and watering, along with keeping the area free of general trash and debris.

3. First-line supervisors of personal service and entertainment and recreation workers make an annual salary of $39,900. hotel maid

Joe Raedle/Getty Images

Total employed in US amusement parks and arcades: 2,650

What they do, according to O*NET: First-line supervisors of personal service workers coordinate personal service workers like make-up artists, caddies, or maids.

2. Maintenance and repair workers make an annual salary of $40,200. amusement theme park worker

JD Pooley/AP

Total employed in US amusement parks and arcades: 2,440

What they do, according to O*NET: Maintenance and repair workers make sure mechanical equipment is running smoothly. This includes pipe fitting, boiler repairs, welding, carpentry, and other general building repairs.

1. First-line supervisors of food preparation and serving workers make an annual salary of $41,540. how much to tip waiter

Jasper Juinen/Getty Images

Total employed in US amusement parks and arcades: 1,240

What they do, according to O*NET: First-line supervisors of food preparation and serving workers coordinate workers to ensure efficient customer service.

Method and data source

The salaries of amusement park workers in the US vary widely. The Bureau of Labor Statistics' Occupational Employment and Wage Statistics program offers data on employment and wages across different occupations and industries.

According to BLS, the amusement parks and arcades industry employed about 125,250 people in May 2020, the most recent period for which data is available. The typical annual wage for all occupations in this industry is lower than the median for all occupations regardless of industry. The median annual wage in the amusement parks and arcades industry was $27,300, far below the median across all industries of $41,950.

For our analysis, we looked at the occupations with at least 1,000 employees in the amusement parks and arcades industry in May 2020. We then ranked this set of occupations from the lowest to highest median annual wage. We excluded sales representatives of services because although they had at least 1,000 employees, no median annual salary estimate was available for May 2020. 

In addition to the annual salaries, the above slides also include the number of people employed in each occupation in this industry.

Read the original article on Business Insider

[Author: akiersz@businessinsider.com (Andy Kiersz,Madison Hoff)]

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Wed, 14 Apr 2021 12:36:23 +0000 BlogLikes - Find Most Popular Blogs Careers Features Amusement Parks Jobs Salaries Andy Kiersz
9 pieces of advice I'd give to my younger self, according to a neuroscientist and business professor http://feedproxy.google.com/~r/typepad/alleyinsider/silicon_alley_insider/~3/ybj-Wwec8Hw/moran-cerf-advice-career-to-younger-self-neuroscientist-2021-4 Moran Cerf.

Moran Cerf

  • Moran Cerf is a professor of neuroscience and business at Kellogg School of Management.
  • He regularly answers questions about psychology, business, and behavior via email from people who attend his talks.
  • This week, he shares nine pieces of advice he'd give to his younger self to have a flourishing life and career.

Q: What advice would you give to your younger self?

A: This is a loaded question with many nuances, but also one that offers a good way to reflect on things. Here are the nine pieces of advice I'd give to my younger self.

1. Invest in people - they show the highest ROI

My students often ask me, as a business professor, what is my investment recommendation. I half-jokingly say, "Lobbying, because people are cheap." Unfortunately, this is becoming truer by the hour. If you buy someone a sandwich and accompany that with some conversation and nice comments about a picture of their kids, and then six months later call in a favor, that person typically will deliver.

Here's the non-cynical answer: About 18% of startups fail because of disagreement and friction between the founders. The biggest financial strain on most people is their divorce, and what causes people the most stress is an unhealthy relationship. Point being, investing in finding the right people - partners in business and in life - is critical.

Easy ways to start forming relationships: Remember people's important dates (birthday, anniversary, etc.) and call them on those dates, remember their kids' names, listen when they speak, and ask questions about what they said.

2. Calculate the value of your time

Determine how much an hour of your time is worth at any point in your life is worth. Then decide - whenever you give up your time - whether you are OK sacrificing that amount of money.

Spending five years of your life doing one thing, be that getting a degree or having a job, in your prime years (mid-20s to mid-30s) is invaluable. You should learn to recognize the value of your time as soon as possible, as it's one of the few assets you can't increase.

3. Learn to quantify luck

Most of us think of luck when we want something that is unlikely to happen and it does. Similarly, we think we're unlucky when something we don't want to happen still happens nonetheless.

Here's a way of quantifying luck: Freeze your life for a moment and imagine what you would give to be in the very situation you have right now if things one day turned bad.

For example, every time you drive home and speed above the limit and don't get a ticket, think of it as a lucky moment. Then, when you do get a speeding ticket, you should divide its cost by all the other times you didn't get a ticket although you deserved one. That's how you can remember that you were lucky many times before and just didn't notice it.

Want another refresher? If you're reading these lines, it means you have a computer or a cell phone, you are literate, and are healthy enough to care about things outside of your survival. Make a mental note of that.

4. Take financial risks proportional to your age

Just as you want to diversify your investments perpetually, you want to tie your risk to your age. When you're younger (say, in your 20s) you're able to afford to make mistakes and try again. At this age, not trying is the biggest mistake. That person you didn't ask out because you were shy, that call you didn't make to a friend of your parents who was starting a business, that course you didn't take in college because it started at 8 a.m. are critical in your 20s. They are less critical in your 50s. So make more of them when you are young.

Here's the diversification part comes in: Put money in safe investments younger. The key to making money in the stock market is time. Not timing, time. If you're able to wait long enough, you can make a fortune.

5. Be rebellious

This one could get you in trouble. It could also get me in trouble for advocating for it. But I'm willing to take the risk (see bullet 4).

You should train yourself to do things that stretch the boundaries as much as possible whenever you can. History suggests that pushing the boundaries and being rebellious (in forms of activism, opinions, business ventures, research, and many other domains) proves useful.

If everyone walks to the right and you train your brain to think "what if I walk to the left," you'll at least learn that other options exist. Maybe in due time you'll land on an idea that no one thought of or find a new path that no one saw.

6. Keep a diary

This advice appears in my final session at my Kellogg business class when I give students some "free advice for life." Many of our students want to find a big startup or innovation idea. Here's another way to find your big idea: Keep a diary.

Whenever you encounter something that doesn't make sense - write it down. Your next startup is there.

You walk in the rain with an umbrella, but your shoes still get wet - a startup. You are annoyed that you need to separate the white shirts from the colored one before you do the laundry - a startup. You can't understand why the line keeps disconnecting during your call with customer service and when you restart you have to go over the details again with the next agent - a startup. My list is long and full of these ideas, because I keep a diary.

Those geniuses who had great startup ideas are not smarter than you, nor are they luckier (see tip #3). They just made a note of something in the world that you saw too, but didn't register.

The diary could be a recording or scattered pieces of papers that you combine once a year. But they have to be registered in the moment. Otherwise, you will forget, and when the time comes for an idea, you'll think that you have none.

7. Don't follow your passion

I recently had a conversation with two colleagues of mine - professors Scott Galloway from Stern School of Business and Sinan Aral, from MIT's Sloan - where this topic came up. Scott explained it better than me, but I'd summarize with this: "Follow your passion" is terrible advice. Instead, follow what you're good at and do it in a fantastic way. It will gradually become your passion. People love what they do when they do it perfectly.

8. Have a sense of humor

I recently finished reading Viktor Frankl "Man's Search for Meaning." I can't do justice to his articulation of this advice, but if I were to rephrase it in my own words, it would be, "If you're able to find humor even in the darkest moments, then you will be able to endure the toughest times."

I was once in a room where a colleague of mine, Dr. Yossi Vardi, made the CEOs of Alcatel, Intel, Wix, and Orange wear clown hats while taking serious questions from kids about their role as CEO. I asked him how he got them to agree to that. He said he reminded them that their sense of humor was crucial in getting them to the position of CEO.

9. Develop self-control

Research shows that being able to exert self-control is correlated with health, good relationships, and successful business decisions. How do you train your brain for self-control? You practice.

Here's how: Choose one thing that you don't do - and stick to it. I, for example, decided at age 14 that I would never drink coffee. Accordingly, I have never tasted it. Ever. You can do the opposite - decide that there's something you will do daily. Say, spend a minute doing push-ups. This exercise can be as easy as a one-minute thing, but you have to do it daily. That's the way to train your brain.

Moran Cerf is a professor of neuroscience and business who explores how we can harness our understanding of the brain to improve our behavior, our business, and society.

Read the original article on Business Insider

[Author: insider@insider.com (Moran Cerf)]

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Tue, 13 Apr 2021 11:42:08 +0000 BlogLikes - Find Most Popular Blogs Advice Careers Trends Strategy Mit Brain Health Nordic Don Scott Sloan Kellogg Scott Galloway Kellogg School of Management Yossi Vardi Viktor Frankl Stern School of Business Neuroscientist Moran Cerf Contributor 2019 Original Contributor Moran Cerf Moran Cerf Moran Cerf Alcatel Intel Wix
Free Webinar: Create a happy workplace in ANY industry http://feedproxy.google.com/~r/thechiefhappinessofficer/~3/azIqZJzpKik/

Everyone who cares about workplace happiness has heard about Google, Zappos and Southwest Airlines.

But have you ever heard of the call center Contento in Colombia? I hadn’t until I spoke at a conference in Chile and met the awesome Nicolas Gonzalez Restrepo and heard what a great culture he’s helped create for the 2,000 people who work there.

So join our next free Heartcount webinar on April 22nd and learn how you can create a happy culture – even if your company is not a rich US corporation with a huge budget.

Sign up right here.

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Tue, 13 Apr 2021 08:18:29 +0000 BlogLikes - Find Most Popular Blogs US Careers Colombia Chile Southwest Airlines Happy At Work Happy companies Heartcount Google Zappos Contento Nicolas Gonzalez Restrepo
In Defense of Long-Term Employment with a Single Employer http://feedproxy.google.com/~r/AHarrisonBarnes/~3/-6t5KB_0g4Q/ By Harrison Barnes ]]> Tue, 13 Apr 2021 02:00:13 +0000 BlogLikes - Find Most Popular Blogs Featured Careers Law School Law Firm Job Search Guru Job Search Advice Get The Job Legal Recruiter The Role of Jobs in Today’s World Advancement Office Gossip Being Grandstanders Long Lengths Of Time Long-term Employment Reasons Not To Succeed Single Employer This map shows the highest-paying job in every state, excluding doctors http://feedproxy.google.com/~r/typepad/alleyinsider/silicon_alley_insider/~3/hOeIBXIeir0/what-are-the-highest-paying-job-map-most-common-jobs-2019-4
  • Various medical specializations are the highest-paying job in various states and DC as of May 2020.
  • We found the highest-paying job, excluding doctors and dentists, in each state and DC using BLS data.
  • Chief executives are at the top in 19 states and DC for jobs with at least 1,000 employees.
  • See more stories on Insider's business page.
  • Doctors earn a lot of money across the board, but other professions can also pay well.

    Medical doctors of various specializations are the highest-paying job in many US states, including Washington, Colorado, and Maine. Insider took a look at the highest-paying job in each state and DC outside of the medical field.

    For our analysis, we looked at occupations for which the Bureau of Labor Statistics reported at least 1,000 employees in the state with the highest average salary in 2020, the most recent year that data is available. The data comes from the Bureau of Labor Statistics' Occupational Employment and Wage Statistics program (previously the Occupational Employment Statistics program) and excludes several professions for medical doctors and dentists.

    To get a sense of what occupations, other than doctors, are well paid across the US, we excluded family medicine physicians, surgeons, dentists, anesthesiologists, general internal medicine physicians, obstetricians and gynecologists, psychiatrists, and all other general physicians.

    Chief executives dominate the non-medical occupations; this occupation is the highest-paying job in 19 states and Washington DC. Airline pilots, co-pilots, and flight engineers are the top-paying jobs other than doctors in six states.

    Below we included the 11 different high-paying jobs across the US, apart from doctors, in alphabetical order. We also included their mean annual salary in each state and Washington DC.

    Airline pilots, copilots, and flight engineers pilot

    Roman Becker / EyeEm/Getty Images

    What they do, according to O*NETPilot and navigate aircrafts.

    Alaska: $180,100

    California: $229,110

    Colorado: $200,040

    Florida: $229,730

    Michigan: $248,770

    Nevada: $236,260

    Architectural and engineering managers architectural engineer

    YP_photographer/Shutterstock

    What they do, according to O*NETPlan, direct, or coordinate activities in such fields as architecture and engineering or research and development in these fields.

    Hawaii: $154,070

    Idaho: $151,950

    Louisiana: $157,800

    New Hampshire: $158,100

    New Mexico: $172,910

    Chief executives Jamie Dimon, the chief executive of JPMorgan. Jamie Dimon, the chief executive of JPMorgan.

    Misha Friedman/Getty Images

    What they do, according to O*NET: Develop policies and provide overall direction of companies or other organizations.

    Alabama: $174,910

    Arizona: $178,890

    District of Columbia: $253,820

    Illinois: $225,710

    Indiana: $166,390

    Kansas: $162,510

    Kentucky: $162,670

    Maine: $152,620

    Massachusetts: $231,260

    Missouri: $176,430

    Nebraska: $197,850

    New York: $218,720

    North Carolina: $220,940

    Ohio: $195,200

    Pennsylvania: $227,250

    Texas: $239,060

    Utah: $158,730

    Virginia: $236,820

    Washington: $243,150

    Wisconsin: $185,450

    Computer and information systems managers computer programmer

    Maskot/Getty Images

    What they do, according to O*NET: Plan, direct, or coordinate activities in such fields as electronic data processing, information systems, systems analysis, and computer programming.

    Georgia: $148,760

    Iowa: $126,740

    Maryland: $158,630

    New Jersey: $191,120

    Financial managers sales manager

    Getty Images

    What they do, according to O*NETPlan, direct, or coordinate financial activities.

    Connecticut: $170,500

    Delaware: $176,630

    North Dakota: $140,740

    Rhode Island: $169,070

    Vermont: $112,700

    General and operations managers business

    Shutterstock/fizkes

    What they do, according to O*NET: Plan, direct, or coordinate the activities of public or private organizations.

    South Dakota: $131,890

    Wyoming: $101,060

    Health specialties teachers, postsecondary lecture class college

    Rogelio V. Solis/AP

    What they do, according to O*NET: Teach courses in health specialties, in fields such as dentistry and public health.

    Mississippi: $162,670

    Oregon: $169,060

    Nurse anesthetists nurse anesthetist

    andresr/Getty Images

    What they do, according to O*NETAdminister anesthesia, monitor patient's vital signs, and oversee patient recovery from anesthesia.

    Minnesota: $216,050

    South Carolina: $185,850

    Tennessee: $171,020

    Petroleum engineers petrolum engineer

    Larisa Rudenko/Shutterstock

    What they do, according to O*NET: Devise methods to improve oil and gas extraction and production.

    Oklahoma: $156,390

    Pharmacists pharmacist

    LaylaBird/Getty Images

    What they do, according to O*NET: Dispense drugs prescribed by physicians and other health practitioners and provide information to patients about medications and their use. 

    Montana: $116,710

    West Virginia: $129,440

    Sales managers talking to manager

    Getty Images

    What they do, according to O*NET: Plan, direct, or coordinate the actual distribution or movement of a product or service to the customer.

    Arkansas: $138,030

    Read the original article on Business Insider

    [Author: akiersz@businessinsider.com (Andy Kiersz,Madison Hoff)]

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    Mon, 12 Apr 2021 15:33:20 +0000 BlogLikes - Find Most Popular Blogs Maps Jobs Minnesota Mississippi Montana Mexico Virginia US Alabama Careers Trends Strategy Georgia Bureau of Labor Statistics Arkansas South Dakota Alaska Hawaii Connecticut Salaries Dc Oklahoma Jamie Dimon Columbia Carolina Washington Colorado High-paying Job Rogelio V Solis BI Graphics Andy Kiersz Madison Hoff JPMorgan Misha Friedman Getty Occupational Employment Statistics Maine Insider Washington DC Airline Larisa Rudenko Shutterstock
    The ultimate guide to Amazon's advertising business, which is $21 billion and growing http://feedproxy.google.com/~r/typepad/alleyinsider/silicon_alley_insider/~3/wBxIZ67hCrA/inside-amazons-growing-ad-business-everything-we-know-2019-5

    Alex Wong/Getty Images; Samantha Lee/Business Insider

    Amazon's e-commerce dominance is quickly expanding to advertising.

    The pandemic has drastically cut ad budgets as marketers reign back their spending, but e-commerce advertising is booming as people shop more from home - with Amazon leading the pack.

    EMarketer said Amazon claimed 10.3% of the US digital ad market in 2020, up from 7.8% in 2019 - competing with Google and Facebook for ad budgets. That growth has attracted Walmart, Instacart, Walgreens and other retailers that have joined Amazon in vying for a slice of the pie.

    Here's the latest on what we know about Amazon's moves to grow its advertising business.

    How big is advertising for Amazon?

    Amazon made about $21.5 billion from advertising in 2020, up from roughly $9.3 billion in the year-ago period.

    While that amount is a tiny sliver of Amazon's revenue from retail sales and Amazon Web Services, its cloud business, advertising is one of its fastest-growing areas. The tech giant continues to cut into advertisers' search budgets that mostly go to Google.

    The pandemic's impact on Amazon

    While advertisers have slashed TV and some digital budgets during the pandemic, Amazon's advertising has grown as people do more of their shopping online. Amazon has also increased the advertising potential of Twitch, its live-streaming service whose viewership has grown during the pandemic.

    Ad tech's role in Amazon's ad business

    Advertisers and sellers often cite a lack of data and tools as challenges in advertising on Amazon, which has given rise to a cottage industry of firms that specialize in helping marketers navigate the site. Meanwhile, Amazon has pushed further into programmatic advertising with its OTT arm that sells ads in some Fire TV apps.

    Ad measurement

    Amazon has loads of data about how people shop and has offered advertisers more data to help buy and target ads. Still, advertisers say that Amazon's data can be limited and continue to find new ways to measure ads.

    Who runs Amazon's ad business?

    Amazon is notoriously secretive as a workplace. As Amazon's advertising ambitions have grown, it's cultivated a team of execs who pitch advertisers on its ad business.

    They include several longtime Amazon employees, including Colleen Aubrey, who is part of Amazon's executive suite. Amazon has also hired big names from ad agencies and brands over the past few years to build teams that work directly with advertisers.

    How to get a job at Amazon

    Amazon is consistently looking for advertising talent, but its heavy focus on culture makes it hard for outsiders to break into the company.

    We talked to insiders about how to ace the interview process.

    Read the original article on Business Insider

    [Author: insider@insider.com (Business Insider)]

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    Mon, 12 Apr 2021 10:25:01 +0000 BlogLikes - Find Most Popular Blogs Google Amazon Facebook Media Advertising US Careers Trends Strategy Walgreens Netflix Retail Roku Hulu Amazon Web Services Alexa Emarketer Nordic Andy Jassy Amazon Amazon Facebook Amazon Dentsu AmazonAmazon Alex Wong Getty Tech Insider Amazon Advertising Samantha Lee Amazon While Seth Dallaire Colleen Aubrey Walmart Advertising BI Graphics Samantha Lee Business Insider Amazon Amazon + Mad Ave GoogleInside Amazon Madison AvenueMarketers InstagramAmazon Walmart Instacart Walgreens
    Manage Your Boss With Three Rules https://www.inhouseblog.com/manage-your-boss/

    Manage your boss and your career will feel effortless. Ok, it may be harder said than done, but think of novel ways to increase the effectiveness of your interactions with your boss. Whether you are a General Counsel or a staff attorney, everyone has a boss (and in some cases, many more than one), so these rules apply equally to everyone in the law department. As hordes of lawyers are soon to return to the office, their bosses will once again be up close and personal, and it is time to hone your skills and prepare in advance. These rules are especially important for those who have bosses who themselves are bad managers, or who are looking to get a great start with their new General Counsel.

    “What do you think of when you hear the phrase “The Rule of Three”?  Almost every field or discipline has its own “Rule of Three”…Someone who knows a lot about survival is my friend “Spider”… Major General James A. Marks (Ret.), Spider is an Army Ranger whose military career spanned 30 years…In a recent conversation Spider shared a different Rule of Three, one he created to ensure productive meetings with, as he described them, his “routinely distracted multi-tasking bosses.”  You may recognize those kinds of bosses, but keep in mind that Spider’s bosses included Presidents, Cabinet Members, and Joint Chiefs of Staff! Here is Spider’s Rule of Three:…”

    Read: Manage Your Boss With “The Rule Of Three” at Forbes

    ]]>
    Mon, 12 Apr 2021 10:05:12 +0000 BlogLikes - Find Most Popular Blogs Law Careers Being a Lawyer Law Department Management General Counsel Spider Career Tips for Lawyers James A Marks Ret Spider
    Why you should offer interviews to applicants with gaps in their résumés http://feedproxy.google.com/~r/typepad/alleyinsider/silicon_alley_insider/~3/ibZqAGgBVWU/hr-recruiter-interview-job-offer-time-off-career-jobseeker-unemployed-2021-4 Having come from a non-academic family, I certainly wouldn't have dared to leave any gaps in my résumé before my first job in a local newsroom.

    Westend61/Getty

    • Gaps on your résumé often mean life experience but many people are scared to take time out.
    • I dropped out of my university degree and later left a company job but it made me a better worker.
    • Recruiters should view résumé gaps with curiosity and be more concerned when people don't have any.
    • See more stories on Insider's business page.

    In between jobs, I've chased magic swords. A friend of mine traveled through Vietnam and Thailand. Another spent time taking care of her family and one enjoyed the summer doing nothing at all.

    From a human perspective, a gap in your résumé is obviously a good thing - you've spent that time having pizza for breakfast, entertaining clever thoughts, learning Spanish vocabulary, or devouring all seven Harry Potter books.

    Gaps in your résumé mean freedom and freedom takes courage.

    I'm in my mid-30s now, but from 1992 to 2008 when I was preparing for working life, I feared the résumé gap. Career advisors taught us to see them as the death knell to our careers.

    "People will ask about it," we were warned. "And what are you going to say?"

    Having come from a non-academic family, I certainly wouldn't have dared to leave any gaps in my résumé before my first job in a local newsroom.

    The fear of plunging myself into "economic ruin" would've plagued me and I would've been afraid of how I'd justify myself in job interviews - and whether I'd even be able to respond to the dreaded question.

    teen playing desktop computer game with headphones graphics I dropped out of a university degree and spent my days playing computer games.

    La Bicicleta Vermella/Getty Images

    But now, my advice to anyone with a résumé gap would be to answer boldly.

    I dropped out of a university degree and spent my days playing computer games until I finally got a place on a different program. Although that might not seem like a good use of my time, it taught me a very important lesson - if something doesn't work for me, I have to change it.

    At that point, it was my degree, and later on, it was a company I was working for. Both times, it's been worth it because I've been able to better evaluate my situation and think about my skills and what I really want. My life has improved as a result and I've become a better worker.

    "I don't have any gaps on my résumé," one of my acquaintances wrote to me once. "And I regret it."

    The people I know who do have those gaps have told me they took the time off to recover from mental health issues. Many of them decided they wanted to work for themselves during their breaks, and a lot of them have made it happen.

    What people learn during their time off from their careers gives them the freedom to think differently and maybe even better. Admitting that is tough because it goes against our ideas about the "ideal worker."

    That's precisely the problem. What society demands of professionals today isn't sustainable anymore, or even relevant. If you do your job well only when it works for you, then you are one thing above all else: replaceable.

    People do lots of things in their jobs. They develop ideas, help people, solve problems, manage the chaos behind the scenes at large institutions, tackle climate change, teach, calculate, heal, and program.

    black woman hiking Gaps on your résumé often mean you've got life experience.

    Peathegee Inc/Getty Images

    We're not always equally good at those things and gaps tend to help us improve our performance. We need to remember life isn't a machine and people aren't cogs - life is complex.

    If we don't incorporate that into our lifestyles and into our work, then ultimately there won't be anyone left who can develop the ideas to accommodate our complex lives.

    However, gaps are scary. One of my friends is currently looking for a job but she's scared to spread the word through her networks, whether professional or personal. I think that's a fatal error.

    If we all had the courage to leave gaps in our résumés and if recruiters approached gaps with curiosity rather than apprehension, the world of work would radically change.

    Even taking parental leave is considered a "gap" in your résumé - a career inhibitor or something you shouldn't allow yourself.

    The truth is that work experience rarely makes us discover anything about life. We only get that through life experiences.

    That's why I think recruiters should be more concerned when someone comes into an interview without a gap in their résumé.

    Read the original article on Business Insider

    [Author: insider@insider.com (Isabell Prophet,Jeevan Ravindran)]

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    Sun, 11 Apr 2021 06:00:00 +0000 BlogLikes - Find Most Popular Blogs Interview International Careers Trends Strategy Recruiting Thailand Harry Potter Job Interview Vietnam Career Advice Nordic Recruiters Recruiter BI International Interview Advice Job interview tips Business Insider Deutschland BI General Contributors Strategy Contributors Peathegee Inc International Contributors Weekend BI UK Jeevan Ravindran Careers Contributors La Bicicleta Vermella Getty Isabell Prophet Jeevan Ravindran
    I'm a 17-year-old Fortnite gamer who's won over $646,000 in two years since going pro. I average about 10 hours of gaming daily. http://feedproxy.google.com/~r/typepad/alleyinsider/silicon_alley_insider/~3/15YyicV0wSo/17-year-old-pro-fortnite-gamer-whos-won-over-646000-2021-4 Palma became eligible to play professionally at age 14 and says he practices playing Fortnite for 10 hours a day.

    Diego Palma

    I was 4 years old when my papá first introduced me to my two loves, soccer and gaming.

    When I wasn't running around on the soccer field, I'd sit on his lap for hours at a time, playing World of Warcraft and completing quests together.

    By the time I turned five, at bedtime, he'd read me horror fiction stories by H.P. Lovecraft that took place in a fictional Massachusetts town known as Arkham, which became the inspiration behind my screen name.

    Baby Diego Palma on his dad's computer. Baby Diego Palma on his dad's computer.

    Diego Palma

    As I grew up, I kept playing soccer, eventually reaching the varsity level. During my sophomore year of high school in 2017, I tore my meniscus while playing and had to have surgery. The doctors said I couldn't play for at least a year.

    While recovering from my injury, I started getting into gaming.

    I wanted a PC like the gamers so I wound up taking a part-time job as a soccer referee at little kids' matches on weekends. When I saved up enough money, I bought computer parts and built my own PC with the help of my stepfather, Chris.

    Diego Palma before his knee surgery Palma heading into knee surgery after his injury.

    Diego Palma

    That summer, Fortnite was released and I started playing it a lot. My goal initially was to just play better than all of my friends - until I heard about the 2018 Fortnite Royale tournament at the Oakland Esports Arena.

    I told my parents I didn't only want to compete, but I planned to win.

    At first, my papá was hesitant, but eventually he agreed to take me. According to him, he figured he'd shell out the $10 entry fee and I'd get eliminated quickly and we could leave.

    Instead, I ended up coming in second place for North America in the open competition. But since I was only 13 and at the time, you needed to be 14 years old to qualify, I couldn't progress any further. I ended up taking home $500 worth of prizes - but more importantly, one of the organizers told my father I was playing at such a high level I could probably go pro.

    That year I started playing in a league where thousands of other players all competed through playing scrims, where it took months trying my best to work my way up the ranks to eventually make it into the pro discord.

    In 2019, at the age of 14 when I became eligible to play professionally, I signed with 100 Thieves, a California-based pro-gaming organization which is still kind of surreal to me. Being part of the 100 Thieves team means representing the organization in any branding events they have, like a photoshoot or promotional video. I also have to stream a certain number of hours every month.

    Diego Palma and Dr. Disrespect (1).JPG Palma meeting popular video game streamer Dr. Disrespect.

    Diego Palma

    Shortly after going pro, I had my first big career win when I took home fifth place in the Fortnite World Cup, July 17, 2019. It was an amazing experience because we played inside a huge stadium with a massive crowd. My partner at the time, Brendan Falconer, and I won a combined $900,000.

    Since going pro two years ago, I've won over $646,000 competing.

    I've also earned additional money through my corporate sponsorships. People often ask what I do with all my winnings but besides upgrading my PC from time to time, I don't really spend any of it. I'm not flashy and I don't need much. I want to ensure I plan for my future. My papá created a custodial brokerage account to invest my money in the market and I also have a financial planner for a retirement plan.

    Diego and Falconer going to Sweden (1) Fellow gamer Brendan Falconer and Palma traveling to a competition in 2019.

    Diego Palma

    Before winning the World Cup my identity was largely hidden since school was already out for the summer when I signed with 100 Thieves. Things were different when I started a new school in the fall. Suddenly because of my World Cup win, everyone knew who I was and the attention was overwhelming. I couldn't even go to the bathroom without a bunch of kids following me in to ask me questions. I was stressed and miserable.

    I told my parents I wanted to transition to an online school, I even said I'd pay for it with my earnings. My papá and my stepmom along with my three siblings understood how badly I wanted to go remote because they saw firsthand how unhappy I was.

    At first, my mamita resisted the idea because she was concerned about how it might affect my future chances in college and higher education. It was a difficult time for my family because I had to take a stand and advocate for myself. Finally, after many discussions, it all worked out, and together we decided online school would be the best alternative for me and it has been. I'm glad because my family is the most important thing in the world to me.

    Attending online school has given me a lot more flexibility in terms of my assignments and my schedule so I can continue to pursue gaming and still graduate high school this year.

    Being an esports gamer is like playing any other sport in that a lot of discipline is required.

    I take practice very seriously and average about 10 hours playing Fortnite daily.

    The game saves everything, so it's similar to when pro athletes watch the tape to see their performance and review their mistakes. A lot of what we do doesn't come naturally. We have to prepare, train, analyze, and develop strategies and when you play on a team like I do, you have to collaborate.

    I play in a trio for 100 Thieves along with fellow players Rehx and Epik Whale. I'm the captain of the team. No one ever officially made me the captain, it just sort of happened because I'm a very strategic thinker and a planner so I often guide the team into the best spot. I'm pretty calm, which is important when you are directing people and strategizing together.

    The pandemic has stopped all live events, which I do miss. I got to fly to places like New York City and Sweden to compete and that was a lot of fun.

    Diego Palma, father, stepmom and siblings (1).JPG A younger Palma pictured with his father, stepmom, and siblings.

    Diego Palma

    When I'm not doing homework or practicing for a competition, I relax by watching horror movies, kicking around the soccer ball, and playing other video games like Escape from Tarkoff, because at the end of the day, I'm still a teenager.

    My advice to anyone looking to get into pro-gaming is to start with the basics.

    Practice aiming and perfecting mechanics. Also, take the time to watch videos of pros playing for strategies. My brother Pablo is 16 and wants to go pro like me. The biggest tip I give him is to always make sure to review his old games so he can learn from his mistakes. That's the most important thing you can do if you want to improve.

    As for future plans, my parents want me to continue my education at some point after I graduate high school but for right now, my focus is on being the best player I can be and winning more tournaments.

    Read the original article on Business Insider

    [Author: insider@insider.com (By Deigo Palma, as told to Jenny Powers)]

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    Sat, 10 Apr 2021 10:45:00 +0000 BlogLikes - Find Most Popular Blogs Gaming Sweden Video Games California Massachusetts New York City Careers Trends North America Palma Nordic Sacramento California Pablo H P Lovecraft Arkham Tech Insider Fortnite Jenny Powers 100 Thieves BI-freelancer Contributor 2019 Laura Casado Pro gamers Diego Palma Diego Palma Baby Diego Palma Diego Palma Chris Palma Oakland Esports Arena Disrespect Diego Palma Shortly Brendan Falconer Diego Palma Before Rehx Epik Whale Deigo Palma
    Latest Law School Rankings Released By US News https://www.inhouseblog.com/latest-law-school-rankings/

    The latest law school rankings are out, and they are a welcome distraction from the highs and lows over the last year. Braggadocio loving lawyers, many kept from the office due to pandemic concerns, will now be dropping not too subtle references to their law school’s performance on Zoom calls and comparing it to the schools of other colleagues. Yes, lawyers are not a shy bunch. Without further ado, check out the latest law school rankings and begin to prepare to discuss them, or at least shield your ears if your law school did not fare well over the last year. New data points are included as to student debt and the percentage of students incurring debt which, although they do not affect ranking significantly, may be new discussion points especially for comparison purposes. Lawyers will now be able to parry with their colleagues with financial data and make clear that, although their law school may not be ranked higher, they paid half of what their colleagues paid and ended up working in the same place. And take this new list with a grain of salt as, once you get your first law school job, you will find that other factors, such as being indispensable, are much more important than where you suffered for three years.

    “Five law schools repeated last year’s results when they snagged the top spots in rankings released Tuesday by U.S. News & World Report. No. 1 is Yale Law School, followed by Stanford Law School, Harvard Law School and, in a tie for fourth place, Columbia Law School and the University of Chicago Law School, according to U.S. News & World Report’s 2022 rankings. The same schools took the top spots in the 2021 rankings, but there were some small changes in the top 14 list…There is a new change in methodology. For the first time, the rankings take into account the average debt incurred in obtaining a law degree and the percentage of law school graduates incurring law school debt.”

    Read: US News releases its 2022 law school rankings; which schools had lowest student debt? at ABA Journal – Daily News

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    Thu, 08 Apr 2021 06:01:00 +0000 BlogLikes - Find Most Popular Blogs News Law Careers US news Columbia Law School Law Schools Being a Lawyer Yale Law School University of Chicago Law School Stanford Law School Harvard Law School
    Managers Need To Have A Plan To Deal With An Active Shooter http://feedproxy.google.com/~r/ItStaffingMotivation/~3/f1c4Au3jBYY/managers-need-to-have-a-plan-to-deal-with-an-active-shooter Nobody wants to think about it, but you do need to have a plan
    Image Credit: COD Newsroom

    I really wish that we did not have to have this discussion. No matter how much manager training you’ve had or how sharp you think that your manager skills are, none of us is ready to deal with a life & death situation that having someone in our office with a gun creates. In the past this never seemed to be a problem. The office was seen as being a safe place where everyone could get along. Sure people might argue, but the worst thing that would happen is that there would be a fight in the parking lot. That has all changed. Are you ready to deal with this new world?


    Preparing For The Worst

    The issue of having someone with a gun in your office is clearly an issue that none of us really wants to spend any time thinking about. If this situation actually happened where you work, what would you do – outside of running from the building screaming?

    The issue of having a person with a gun come into your place of work is an increasing problem. The statistics show that active shooters and workplace violence are increasing year on year. What managers need to realize is that every institution, every entity needs to be concerned with guarding against an active shooter situation. We need to understand that it can happen anywhere and it does happen anywhere. What makes all of this even worse is that it seems to happen in the most vulnerable places, places that are ‘soft targets’ and don’t have great security in place.

    Managers are not going to be able to solve a complex problem like this by ourselves. We’re going to have to find outside firms that can provide us with the products that we’re going to need in order to protect our teams if an event like this was ever to happen. The ideal solution would be a key-less, fob-less access control system for businesses. What managers are going to need is some form of a lockdown solution that is designed to make your company’s safety planning less daunting.

    An active shooter solution should allow a manager to limit access to their workplace in the event of a shooter. It should also enable exits in the event of a natural disaster, or deal with any scenario your company may experience. Solutions like this don’t come cheap. What a manager has to realize is that the cost will depend on the number of doors covered and the size of the organization. However, generally speaking the cost should be in the tens of dollars per door, per month


    Having A Solution In Place

    Managers know that they need access control. In the past we only had keys. The problem with a solution like this is that keys are difficult. It can be all too easy to make copies of key, easy to never get keys back. Managers need a solution that can allow them to change someone’s access in seconds as well as lockdown their workplace from anywhere. Your goal has to be to find a way to make your workplace a welcoming a place and a safe place.

    Safety is an essential component for any company but in recent years, the worst-case scenarios have become a lot worse. The good news for managers is that there are many access control systems from companies like ADT, Honeywell, Kisi, and others that offer an array of solutions for the security concerns of their clients, What managers are going to want to get is a smart building platform that is able to integrate with third-party apps and hardware.

    Managers need to realize that no single tool is the ultimate fix. We need to realize that if any of us thinks technology is a panacea or a wholesale substitute for the human element, that’s a mistake. There’s more involved here – teams still need to be trained as a part of our team building, they need to be on guard, they have to be skeptical. After a solution has been implemented, managers will have to hope that the solution will never be used.


    What All Of This Means For You

    Managers have a lot on our plates already. We are responsible for creating effective teams and helping them to be productive. However, it turns out that that there is something else that we have to be on the lookout for in the modern workplace – an active shooter. We have a responsibility to our team to have taken proactive actions before any such event ever occurs.

    Although the possibility of someone coming into your workplace with a gun may seem a bit farfetched, the statistics show us that this is something that is happening more and more often. What is even worse is that these events seem to happen at sites that are least able to defend themselves. Managers need to create solutions that can allow them to limit access to their workplace. These same systems can provide support in the case of some form of a natural disaster. Solutions are not cheap; however, the cost is based on the size of the area that you are securing. What managers need is a form of access control. The goal is to get a smart building platform that can be integrated with other applications. Managers also have to realize that technology is not the complete solution – teams will still need to be trained on how to react in these types of situations.

    It is my most sincere hope that you never find yourself in a situation where you have to deal with a person in your workplace who has a gun. Nobody should ever have to deal with a situation like this. However, as we read the newspapers and watch TV, we see that this is happening more and more often. As a manager it is your responsibility to make sure that you are prepared just in case the very worst ever happens. Take the time to create and implement a solution so that if something very bad ever happens, you’ll be ready.


    – Dr. Jim Anderson Blue Elephant Consulting –
    Your Source For Real World IT Management Skills™


    Question For You: What do you think that you need to tell your team in order to help them to prepare for an active shooter?


    Click here to get automatic updates when The Accidental IT Leader Blog is updated.
    P.S.: Free subscriptions to The Accidental IT Leader Newsletter are now available. Learn what you need to know to do the job. Subscribe now: Click Here!

    What We’ll Be Talking About Next Time

    Managers know that technology has given us more flexibility in how we work than ever before, and for that, our mental well-being has definitely improved. They know that the human brain can only tolerate so much stimulation before reaching overload. Managers try to combat this by changing the work environment to avoid burning out, giving teams a fresh atmosphere in which to thrive. This helps them stay in the “flow,” that state of mind where employees not only do their best work, but enjoy it the most. The good news is that technology has untethered us from the static workstation. However, there’s a dark side to that bright screen when it comes to team member’s well-being.

    The post Managers Need To Have A Plan To Deal With An Active Shooter appeared first on The Accidental IT Leader.

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    Thu, 08 Apr 2021 05:00:00 +0000 BlogLikes - Find Most Popular Blogs Leadership Safety Careers It Manager Active Shooter Jim Anderson COD Newsroom Control System Team training Time Managers IT manager skills IT manager training IT team building Access Control System Proactive Actions Soft Targets ADT Honeywell Kisi
    The 15 best places to work in Austin, according to local employees http://feedproxy.google.com/~r/typepad/alleyinsider/silicon_alley_insider/~3/Rutpmc016po/best-places-to-work-in-austin-according-to-employees-comparably-2021-4 H-E-B is one of the best places to work in Austin, Texas, according to Comparably's latest ranking.

    Courtesy of Comparably

    • If you are considering working in Austin, Texas, you may be interested in one of these top-rated companies.
    • Comparably used ratings from greater Austin employees to rank the best workplaces in the metro area.
    • The following are the top 15 companies, and the full Comparably list by city can be found here.
    • See more stories on Insider's business page.
    15. NXP Semiconductors NXP Semiconductors

    Courtesy of Comparably

    Industry: Semiconductors

    Employee's quote about the company: "I love the team spirit and innovation we share, both in what we do and how we do it."

    14. Amazon Amazon

    Courtesy of Comparably

    Industry: Ecommerce and cloud computing

    Employee's quote about the company: "Amazon sets the individual up for success. They want you to grow constantly so you can reach heights you didn't know you could. They recognize hard work in each individual and rewards them."

    13. IBM IBM

    Courtesy of Comparably

    Industry: Computer enterprise software

    Employee's quote about the company: "I love the opportunity to learn and grow for a better tomorrow. I see a path now that I never saw before."

    12. Sport Clips Sport Clips

    Courtesy of Comparably

    Industry: Beauty and barbershop

    Employee's quote about the company: "Best company I've ever worked for in the hair industry. It's been consistently positive, and working with my current team leaders has pushed that positivity over the top!"

    11. The Knot Worldwide TheKnotWorldwide

    Courtesy of Comparably

    Industry: Wedding and event management

    Employee's quote about the company: "The team is very welcoming and inclusive. Everyone is encouraged to participate in team activities and is seen as an expert in their role/department. No hierarchy."

    10. H-E-B H-E-B H-E-B is one of the best places to work in Austin, Texas, according to Comparably's latest ranking.

    Courtesy of Comparably

    Industry: Retail supermarket

    Employee's quote about the company: "Just a very caring and giving company. H-E-B really values partners and I feel appreciated for what I do everyday!"

    9. Google Google

    Courtesy of Comparably

    Industry: Internet cloud computing

    Employee's quote about the company: "Google is focused on success for the customer and very concerned about the employee culture being positive."

    8. OJO Labs OJOLabs

    Courtesy of Comparably

    Industry: Machine learning

    Employee's quote about the company: "Our company culture is very much one that leads with empathy. At OJO, I feel included and valued as an integral part of a high-performing team."

    7. A Cloud Guru A Cloud Guru

    Courtesy of Comparably

    Industry: E-learning platform

    Employee's quote about the company: "This is one of the best places I've been, from the recruiting and onboarding phase through the day-to-day employee experience."

    6. OutboundEngine OutboundEngine

    Courtesy of Comparably

    Industry: Marketing and advertising

    Employee's quote about the company: "There is an overarching positive culture here, which makes going to work each day enjoyable."

    5. Rev.com Rev.com

    Courtesy of Comparably

    Industry: Artificial intelligence

    Employee's quote about the company: "Absence of politics, no gaming the system, and nobody who just climbs over others' head instead of doing valuable work. We have something very special going on."

    4. Indeed Indeed

    Courtesy of Comparably

    Industry: Employment and recruiting

    Employee's quote about the company: "To keep it simple, it's been absolutely amazing and a blessing to work here!"

    3. Dell Technologies DellTechnologies

    Courtesy of Comparably

    Industry: Information technology and services

    Employee's quote about the company: "Winning Together is a Dell Company Value and my team exemplifies this through meetings and projects daily. Everyone wants everyone else to succeed."

    2. Realtor.com Realtor.com

    Courtesy of Comparably

    Industry: Real estate tech

    Employee's quote about the company: "Realtor.com has embraced the tech spirit, from the talented team members who genuinely care about the work they're doing, but also each other to the innovation driving leadership keeping us all focused around our North Star."

    1. Whole Foods Market Whole Foods

    Courtesy of Comparably

    Industry: Retail supermarket

    Employee's quote about the company: "Whole Foods is a great place to work, from exciting initiatives and a strong mission to supportive co-workers. Hands down the best company I've ever worked for."

    Here is the full list for Austin, Texas: Best Places to Work in Austin 2021

    Courtesy of Comparably

    Method and data source

    Comparably's latest award of the best companies to work in various cities looks at highly-rated companies according to the employees that work in the area. These city breakdowns include Seattle, Los Angeles, and Austin, Texas, among others.

    Austin, Texas, has gained interest among buzzy employers over the past year, with Oracle moving its headquarters there and other tech companies moving to the growing tech hub. The metro area has also been growing in population size over the past decade.

    To rank the best companies in this metro area, Comparably used anonymous employee ratings from people who work in the greater Austin area. Feedback was collected over a 12-month period, starting on March 22, 2020. Questions asked on the site cover different workplace metrics, like leadership and work-life balance.

    Employee quotes and industry categories mentioned above are from Comparably and provided to Insider. This ranking can also be found on Comparably here as well as the full ranking by city here.

    Read the original article on Business Insider

    [Author: insider@insider.com (Madison Hoff)]

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    Wed, 07 Apr 2021 09:01:29 +0000 BlogLikes - Find Most Popular Blogs Google Amazon Careers Trends Features Austin Oracle Austin Texas Best Companies Comparably Seattle Los Angeles Madison Hoff NXP Semiconductors Courtesy of Comparably Industry SemiconductorsEmployee Amazon Courtesy of Comparably Industry IBM Courtesy of Comparably Industry Sport Clips Courtesy of Comparably Industry OJO Labs Courtesy of Comparably Industry Indeed Courtesy of Comparably Industry Dell Technologies Courtesy of Comparably Industry Dell Company Value
    The 4-Step Exercise to Find Your Niche http://feedproxy.google.com/~r/BiggSuccess/~3/r_XRnXBevXs/ [click the title link above to read our full post]]]> Tue, 06 Apr 2021 18:39:55 +0000 BlogLikes - Find Most Popular Blogs Career Business Podcast Careers Niche Professional Development Exercise Focus Opportunity Audioblog Bigg Success George Krueger Mary-lynn Foster The Bigg Success Show George Mary Lynn The Professor And Mary-lynn Find Your Niche Why Job Postings Need to be Updated to Accommodate to the New Normal http://feedproxy.google.com/~r/typepad/1212678279s7910/blog/~3/_ljCgbLXPWk/why-job-postings-need-to-be-updated-to-accommodate-to-the-new-normal.html Article_WhyDoJobPostingsNeedToBeUPdatedToAccomoadateToTheNewNormal_1024x512

    Most jobs postings are miles long and include more information than the applicant needs to know at that moment, plus all the extras or fluff could be keeping great applicants from throwing their hats in the ring. So, how can you de-clutter your job posting and accommodate your talent pool? Here are some tips to update your job postings for the new normal.

    1. Get to the Point
    Many applicants apply to multiple jobs in a day, especially in this climate. You want to make it easy for them to figure out what you’re looking for. A recent college graduate looking for a job in the marketing field will run across many job postings titled “Marketing Assistant.” Consider finding alternative job titles that will make the job more appealing to candidates. “Brand Marketing Assistant for Events” sounds more intriguing than “Marketing Assistant” and provides more insight on what the job entails. Just ensure that the job titles aren’t too obscure, which can have the opposite effect and instead cause confusion.

    2. Priorities vs Benefits
    Think back to when you were applying for jobs. What were some of the burning questions you had? Even better, what are some of the frequent questions you receive when interviewing applicants? Due to COVID-19, the questions your job postings answers should put potential candidates at ease. Job security, social distancing and safety regulations are important to note and also gives the candidate an idea of what your working situation is like. A brief explanation of the work environment should explain whether or not your team is on a hybrid model of rotating between working from the office and at home, or if you are completely remote. If you have any unique benefits be sure to include them as well.

    3. Delete the Fluff
    Now that many of us have been working remotely and realizing what processes can be eliminated from the day-to-day to work smarter not harder, it’s time to do the same for job postings. Involve members of the team that this position will be a part of to help craft the postings. Having the input from other team members will help de-clutter postings that contain too much fluff and out of date skill-sets to attract the right talent. To ensure your job description is the best it can be and as streamlined as possible, try posting it through a cloud generator to narrow it down even more. Cloud generators take specific words from your body of text and enlarge it so you can spot what your recurring qualifications are in the job posting.

    With these three tips you should be able to gain more traction on your jobs and attract great applicants as we continue on our path into the new normal.

    Nexxt is a recruitment media company that uses today’s most effective marketing tactics to reach the full spectrum of talent – from active to passive, and everything in between. Learn more about hiring with Nexxt.

    This article was written by Mariana Toledo.
    Mariana Toledo is a recent graduate and obtained their degree in Communications. They also have a passion for anything public relations and social media related.

    [Author: Julie Shenkman]

    ]]>
    Tue, 06 Apr 2021 11:02:47 +0000 BlogLikes - Find Most Popular Blogs Careers Julie Shenkman Mariana Toledo Mariana Toledo
    The 25 global companies with the best workplace cultures, according to employees http://feedproxy.google.com/~r/typepad/alleyinsider/silicon_alley_insider/~3/yt9Tw1V2VYo/global-companies-best-workplace-culture-comparably-2021-4 Alphabet Inc.'s Google logo.

    Ng Han Guan/AP Photo

    • Career site Comparably just published a new ranking of global companies with the best cultures.
    • The ranking is based on ratings from employees in the US and internationally over a 12-month period.
    • The following are the top 25 companies, and the full list can be found on Comparably here.
    • See more stories on Insider's business page.
    25. PepsiCo PepsiCo

    Courtesy of Comparably

    Global headquarters: Purchase, New York

    Industry: Consumer packaged goods

    Employee's quote about the company: "[PepsiCo] allows you to grow and gain a very diverse experience, working with amazing people."

    24. Adidas Adidas

    Courtesy of Comparably

    Global headquarters: Herzogenaurach, Germany

    Industry: Fashion

    Employee's quote about the company: "I love the work and being part of a successful global brand."

    23. DXC Technology DXC Technology Comparably

    Courtesy of Comparably

    Global headquarters: Tysons, Virginia

    Industry: Information technology

    Employee's quote about the company: "I love the diversity of management and teams, representing the difference in regions of the world."

    22. Meltwater Meltwater

    Courtesy of Comparably

    Global headquarters: San Francisco, California

    Industry: Computer software

    Employee's quote about the company: "Meltwater has a unique blend of culture that permeates into every office worldwide."

    21. RingCentral RingCentral Comparably

    Courtesy of Comparably

    Global headquarters: Belmont, California

    Industry: SaaS/enterprise software

    Employee's quote about the company: "Having a global work force really helps drive the culture of the company."

    20. Dynatrace Dynatrace Comparably

    Courtesy of Comparably

    Global headquarters: Waltham, Massachusetts 

    Industry: Computer software

    Employee's quote about the company: "We have collaboration, the will to help each other, a wide mosaic of skills that fit fantastically together, and great international teammates."

    19. LexisNexis Legal & Professional LexisNexis employees

    Courtesy of Comparably

    Global headquarters: New York, New York

    Industry: Legal information and analytics

    Employee's quote about the company: "Our company's purpose is to globally promote and support the Rule of Law in all that we do. This makes for an inspiring and uplifting workplace."

    18. Medallia Medallia

    Courtesy of Comparably

    Global headquarters: San Francisco, California

    Industry: Customer service and employee SaaS software

    Employee's quote about the company: "We are a global team, in multiple time zones, and we always help each other out to work as a team to accomplish our tasks and projects."

    17. IBM IBM Comparably

    Courtesy of Comparably

    Global headquarters: Armonk, New York

    Industry: Computer enterprise software

    Employee's quote about the company: "I appreciate the inclusion of all types of people and the respect shown between others both laterally and vertically."

    16. TaskUs Taskus

    Courtesy of Comparably

    Global headquarters: Santa Monica, California

    Industry: Customer service outsourcing

    Employee's quote about the company: "Recognition is freely given on a regular basis up to the founder level. Tremendous teamwork in the face of the pandemic."

    15. Trimble Trimble_Comparably

    Courtesy of Comparably

    Global headquarters: Sunnyvale, California

    Industry: Web hosting/navigation software

    Employee's quote about the company: "We are changing from the culture of old, and now looking at the world's social views and adjusting to moving forward."

    14. Apple Apple Comparably

    Courtesy of Comparably

    Global headquarters: Cupertino, California

    Industry: Consumer electronics

    Employee's quote about the company: "Apple gives massive amounts of time and effort to spotlight all the different experiences and perspectives we have access to, and go out of their way to encourage us all in our creativity."

    13. Amazon Amazon

    Courtesy of Comparably

    Global headquarters: Seattle, Washington

    Industry: Ecommerce and cloud computing

    Employee's quote about the company: "Even though we work through different geographies, people are always ready to take time out to guide you. They are caring and careful."

    12. Zoom Video Communications Zoom Comparably

    Courtesy of Comparably

    Global headquarters: San Jose, California

    Industry: Video conferencing software

    Employee's quote about the company: "I love that we can work remote, yet make connections with our own awesome tools with any coworker anywhere in the world."

    11. Sage Sage employees

    Courtesy of Comparably

    Global headquarters: Newcastle upon Tyne, United Kingdom

    Industry: Computer software

    Employee's quote about the company: "Sage cares. It is evident in everything they did and continue to do for colleagues around the world due to COVID-19."

    10. Concentrix Concentrix employees

    Courtesy of Comparably

    Global headquarters: Fremont, California

    Industry: Customer service outsourcing

    Employee's quote about the company: "There is a true spirit of recognition across the global organization."

    9. Boston Consulting Group BostonConsultingGroup Comparably

    Courtesy of Comparably

    Global headquarters: Boston, Massachusetts 

    Industry: Management consulting

    Employee's quote about the company: "I feel so proud to work for a globally recognized leader in the business consulting field. BCG is a fantastic place to work."

    8. Elsevier Elsevier Comparably

    Courtesy of Comparably

    Global headquarters: Amsterdam, Netherlands

    Industry: Content publishing

    Employee's quote about the company: "The most positive thing about the culture is that we are [global], and we are constantly learning from different cultures."

    7. Facebook Facebook

    Courtesy of Comparably

    Global headquarters: Menlo Park, California

    Industry: Social media

    Employee's quote about the company: "Everyone is quite open-minded to learn about each others' cultures."

    6. Chegg Chegg

    Courtesy of Comparably

    Global headquarters: Santa Clara, California

    Industry: Higher education

    Employee's quote about the company: "The cultural diversity and people coming in from different backgrounds with their own set of talents pave the way for us to learn from each other."

    5. HubSpot HubSpot Comparably

    Courtesy of Comparably

    Global headquarters: Cambridge, Massachusetts 

    Industry: CRM software

    Employee's quote about the company: "Great vision and culture. Global teams have considered how we want to grow and how we'll get there — this is inspiring and exciting."

    4. Microsoft Microsoft

    Courtesy of Comparably

    Global headquarters: Redmond, Washington

    Industry: Computer software and electronics

    Employee's quote about the company: "We have great diversity (including geographical diversity), strong work ethic, and crazy smart co-workers."

    3. Samsung Samsung

    Courtesy of Comparably

    Global headquarters: Seoul, South Korea

    Industry: Consumer electronics

    Employee's quote about the company: "Can't ask for a better place to work: positive vibes each day, amazing team, excellent client satisfaction."

    2. Adobe Adobe Comparably

    Courtesy of Comparably

    Global headquarters: San Jose, California

    Industry: Enterprise software

    Employee's quote about the company: "The team genuinely cares about their employees and seek to have a positive impact on the world."

    1. Google Google

    Courtesy of Comparably

    Global headquarters: Mountain View, California

    Industry: Internet Cloud Computing

    Employee's quote about the company: "The most positive thing about the culture and environment is that so many different types of people from different cultures are getting together to work on something and share their ideas."

    Here is the full list of companies: Best Global Company Culture 2021

    Courtesy of Comparably

    Method and data source

    This new list from Comparably looks at top-rated companies with over 500 employees and offices outside the US that are highly-rated by employees globally. 

    For this new global award, Comparably asked employees within and outside the US to rate their company on several topics. The questions, which were asked over a 12-month period starting at the end of March 2020, covered around 20 different key metrics, including compensation and work-life balance. 

    Google, which has over 70 locations from its headquarters in California to offices in other countries like Germany and Thailand, ranked at the very top of this list. According to Comparably, Google has a 4.7 out of 5.0 rating for its company culture, and the majority of employee ratings on the site are positive. 

    Employee quotes and industry categories mentioned above are from Comparably and provided to Insider. You can read the full list at Comparably here.

    Read the original article on Business Insider

    [Author: insider@insider.com (Madison Hoff)]

    ]]>
    Tue, 06 Apr 2021 09:00:25 +0000 BlogLikes - Find Most Popular Blogs Apple Google California Germany US Careers San Francisco Trends Features Companies Thailand Amsterdam Newcastle San Jose Seattle Pepsico Santa Clara Seoul Boston Massachusetts SUNNYVALE Alphabet Inc BCG Cambridge Massachusetts Waltham Massachusetts Best Companies Comparably HERZOGENAURACH Madison Hoff Santa Monica CaliforniaIndustry Courtesy of Comparably Method PepsiCo Courtesy of Comparably Global Adidas Courtesy of Comparably Global FashionEmployee DXC Technology Courtesy of Comparably Global Meltwater Courtesy of Comparably Global RingCentral Courtesy of Comparably Global Dynatrace Courtesy of Comparably Global Medallia Courtesy of Comparably Global IBM Courtesy of Comparably Global TaskUs Courtesy of Comparably Global Trimble Courtesy of Comparably Global Apple Courtesy of Comparably Global Amazon Courtesy of Comparably Global Sage Courtesy of Comparably Global Tyne United KingdomIndustry Concentrix Courtesy of Comparably Global Elsevier Courtesy of Comparably Global Facebook Courtesy of Comparably Global Chegg Courtesy of Comparably Global HubSpot Courtesy of Comparably Global Microsoft Courtesy of Comparably Global Samsung Courtesy of Comparably Global Adobe Courtesy of Comparably Global Google Courtesy of Comparably Global Comparably Google
    Volvo will set parental leave at 6 months for all staff globally as part of efforts to close its gender gap http://feedproxy.google.com/~r/typepad/alleyinsider/silicon_alley_insider/~3/fg7Ek4eNDtY/volvo-maternity-paternity-paid-leave-inclusive-gender-disparity-gap-automobile-2021-4 Volvo's new parental leave policy is inclusive of all genders.

    Reuters

    • Volvo has announced it will set parental leave at 24 weeks for all employees in all countries.
    • CEO Håkan Samuelsson said the move would help reduce the gender gap and support career development.
    • The policy is inclusive of all genders and also applies to adoptive, foster, and surrogate parents.
    • See more stories on Insider's business page.

    Volvo has announced it will set parental leave for all parents at 24 weeks in all countries in a bid to eliminate gender disparities at the company.

    "We want to create a culture that supports equal parenting for all genders," chief executive Håkan Samuelsson said in a press release. "When parents are supported to balance the demands of work and family, it helps to close the gender gap and allows everyone to excel in their careers."

    The new policy is effective as of April 1 and comes weeks after calls for paid parental leave in the US to be made permanent legislation. A survey conducted by The Economist in March also found the US ranked below average on women's equality in the workplace.

    Maternity leave at Volvo has always been six months but for fathers, it was determined by national legislation, according to the Financial Times.

    However, Volvo's new policy is inclusive of all genders and allows all legal parents to take 24 weeks of parental leave, including adoptive, foster, and surrogate parents as well as both partners in same-sex couples.

    Head of corporate functions Hanna Fager said Volvo wanted to "lead change in this industry and set a new global people standard."

    father baby Companies with generous parental leave schemes reported higher levels of employee retention and engagement.

    Getty

    "It will cost millions of dollars, but it is the right thing to do, and we hope others will follow," Samuelsson told the Financial Times. He also said it would benefit the business long-term as buyers would "choose brands more on values than on horsepower."

    A survey of more than 440,000 parents at around 1,200 companies by Great Place to Work showed that companies with generous and paid parental leave schemes reported higher levels of employee retention and engagement.

    Samuelsson told the Financial Times the move would likely result in more women occupying executive positions, adding, "We don't want to see females overtaken when they have kids."

    A third of Volvo's executives are women, Reuters reported, although they are working to increase this to 50%.

    The next ten years look to be transformative for the Geely-owned company, with a shift to only electric cars by 2030.

    Read the original article on Business Insider

    [Author: insider@insider.com (Miguel Ángel Moreno Ramos,Jeevan Ravindran)]

    ]]>
    Tue, 06 Apr 2021 06:20:33 +0000 BlogLikes - Find Most Popular Blogs Parenting US International Careers Trends Strategy Adoption Gender Pay Gap Volvo Financial Times Economist Maternity Leave Parental Leave Nordic Paternity Leave Reuters Geely Hakan Samuelsson Volvo Group Samuelsson BI International Great Place to Work Reuters Volvo Gender Balance Gender Disparity Adopting Same-sex Couples Geely Group Parenting (Reviews Gender at Work BI General Contributors Strategy Contributors Business Insider España International Contributors Jeevan Ravindran Careers Contributors Miguel Ángel Moreno Ramos Jeevan Ravindran Gender Inequalilty Gender Diversity At Work Gender Diversity Careers Queer Couple Financial Times However Volvo Hanna Fager
    People Management: Knowing When to Hire More People https://www.effortlesshr.com/blog/people-management-knowing-when-to-hire-more-people/

    Although most companies around you might downscale or maintain a lean workforce, your business may be producing tremendous work than your staff can manage. This might be high time your company considers the next step of hiring more employees. You may be anxious about the responsibility and cost of growing your workforce; many business owners are. However, bear in mind that being an entrepreneur is about investing.

    Additionally, hiring extra employees is generally an investment that you anticipate a return. Successful people earn 10 to 20 times more return on their investment. As a medium or small business owner, you plan and again get concerned about adding more staff. Though some entrepreneurs feel comfortable employing full-time staff in the initial days of business startups, others will find it worth waiting for their business to grow. Before you make such a vital decision, consider all possible options. Below are five thing that may help you realize the right time to have additional workers:

    Customer Service Is Failing

    Have you observed that the number of complaints to customer service is increasing? Maybe the complaints are related to issues to do with refunds or delivery. Tactlessly, an inadequate workforce may lead to clients dropping via the cracks, or you might lose potential clients whose questions are not answered. Is fulfillment delayed for orders, or is your response time leading to additional complaints?

    If you are struggling to offer excellent customer service, it could be the best time to expand your workforce. No company wishes to lose existing clients or disregard potential ones simply because they are too overwhelmed to answer enquiries.

    You Waste Quality Time on Unnecessary Tasks

    Take a good look at your present state. Do you regularly close your business premises with many incomplete tasks? Do you work at home as commonly as at your office?

    If you often find yourself slowed down by organizational tasks (at the cost of far more vital revenue-producing and client acquirement activities). That is a clear indication that you require more employees to perform tasks such as paying bills and answering phones. Once free from the endless list of small tasks you can better spend your time developing long-standing progress plans.

    Frequently Missing Meetings and Deadlines

    It is a good sign that you are within the right time to employ additional workers if you consistently miss meetings and important deadlines. Missing meetings and deadlines not only call into question your abilities but also leave a poor impression on potential customers, who might eventually lose sureness in your proficiency to work up to their expectations.

    In such a case, hiring more staff may help you accomplish your plans to handle essential business matters competently.

    Your Staff Is Noticeably Overworked

    Consider your employees’ current amount of work to help you decide whether there is a need to hire more employees. It is an easy observation, and you will notice when your staff is toiling to ensure that the job demand is met. They may even undergo increased stress levels, lack consideration to detail, or request more time off because of illness. Do not try to overlook these alarming signs.

    Unorganized Work Routine

    When you spend a large part of your day firefighting and in chaotic mode, think of reconsidering your routine task. Seeing work piling up despite your best efforts to retain it as organized as you wish indicates that you require hiring more workers. Most businesses only realize this need when monitored by an outside agency and panic to find the compulsory emails or documents. You may easily employ part-time staff or even an intern who will streamline your documents and perform other minor administrative assignments.

    Some problems can be alleviated with proper time management, extensive training, and effective prioritization. Despite that, people have their limits. Think of facility management. Can one person manage a hotel by themself? Even with the best facility management training , one person cannot expect to handle every responsibility alone.

    Once employed, your additional staff’s strong points should be well-capitalized while adapting to their limitations. Look out for the above instances, which may alert you it is time to employ more staff.

    Read original post at Effortless HR Software

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    Mon, 05 Apr 2021 10:00:08 +0000 BlogLikes - Find Most Popular Blogs Careers People Management Employee Hiring
    How You Get Paid is a Pretty Critical Job Consideration http://feedproxy.google.com/~r/WaterCoolerWisdom/~3/4JWHKzpNtGg/how-you-get-paid-is-a-pretty-critical-job-consideration.html When looking for work, we tend to think about certain key factors. Will the job be something I enjoy doing for many hours per day? Will I get along with my coworkers? What’s the salary or hourly rate?

    But we might forget about a simple question that can make or break our financial livelihood: How easy or difficult will it be to get paid by my new employer?

    Think about what happens when you aren’t paid accurately or on time. You might have to spend a lot of time going back and forth with your employer’s accounting department. You might not be able to make your rent, or you may need to eat into your savings. In other words, “how you get paid” is far more than an administrative detail, and treating the subject as an afterthought is a mistake.

    Several years ago, I worked very hard as a birthday party hostess for a new children’s play center. I earned $11 per hour, but when my employer realized I was receiving up to $100 a day in customer tips, they cut my hourly pay by 50%. I wasn’t able to buy a car as planned that year due to the unexpected loss of income, and from that moment forward, I gave a great deal of attention to pay. What is it going to be, how will I get the money, and how can I ensure I fairly receive it?

    The next time you apply to a new employer, here are three things to keep in mind.

    What is the pay structure – and is it legal?

    This is an especially relevant question if you are thinking of working for a small business or startup. Your new employer should have a plan in place for paying employees in accordance with the Equal Employment Opportunity Commission and the Fair Labor Standards Act in the U.S. This means that it must:

    • Procure an Employer Identification Number (EIN)
    • Ensure new employees file a W-4 form
    • Schedule pay periods that correspond to IRS tax withholding
    • Have a payroll administration system
    • Report payroll taxes regularly
    • Have policies in place for overtime, sick and vacation time, and other paid time off (PTO)
    • Understand what constitutes an employee versus an independent contractor and is classifying workers correctly

    To determine if your target company is a reputable business, check out online databases such as FEIN SearchDun & BradstreetExperian, and Guidestar. For a fee, you can gain access to an organization’s EIN and current financial standing.

    Note that if you are applying to a large company with many offices or locations, it’s probably safe to say it checks the right boxes. You should, however, confirm the details with the human resources professional managing your hire.

    What are employees saying?

    When deciding to take any new job, it’s worthwhile to ask how people in your role today feel about their experience. If at all possible, try to meet these workers during your interview process.

    The conversation can be casual, but should include questions like: “What’s a normal day like working here?” “Do you feel your manager values and appreciates you?” And on the topic at hand: “Is getting paid simple and reliable?”

    Glassdoor search is useful in uncovering potential red flags because comments are often published by former employees, and therefore likely to be both honest and informative. Alternatively, take a look at your own network to see if you’re connected to someone who works there (or are connected by a degree of separation) to gather additional intel.

    For the rest of the piece, check out the Ceridian Dayforce Wallet blog.

    ]]>
    Mon, 05 Apr 2021 10:00:00 +0000 BlogLikes - Find Most Popular Blogs Technology Careers Compensation Irs Best Practices Equal Employment Opportunity Commission GuideStar PTO EIN HR Issues Employment Trends FEIN Search Dun Bradstreet Experian
    Five Life Changes to Become More Supportive https://www.jibberjobber.com/blog/2021/04/05/five-life-changes-to-become-more-supportive/ Last week I had an eye opening chat with one of my favorite people, Shelley Benhoff. You can watch it on YouTube here.

    Pluralsight YouTube Shelley Benhoff

    I asked Shelley about her advice for girls and women who are interested in a STEM/tech career. I also asked her for advice to guys who work with women in STEM, and how they can be more supportive. This has really been on my mind lately (as I was getting ready to talk to her about it), and I just can’t stop thinking about it. I recently woke up with some very specific ideas I think will help people be more supportive of women, and really, anyone, at work.

    I have to say, I think most of us are trying to make work a better place. If that is you, think about these five ideas. I know they have helped me think about how I can support others.

    First, nurture an abundance mentality.

    I hate hearing people are mad that someone else got a job or promotion because of reasons outside of performance. Of course, this happens. And no, it is not fair. But you need to change your focus from disgust and hate and jealousy to thinking “okay, how can we make this pie bigger?”

    Abundance mentality is so powerful. Instead of thinking “they got that job, and so there is no other opportunity for anyone else,” think “they got that job, and we are doing really well, and soon there will be more opportunities.” Abundance mentality is the opposite of zero-sum game theory. Zero-sum game says “if they get something, I don’t.” But during my entire career I’ve never seen where someone gets an opportunity and that shuts doors for everyone else.

    Please, I beg you, start thinking about abundance mentality. There is an abundance of opportunity. We just need to find or create it. When you start to believe in abundance mentality it becomes a lot easier to support others, even when we think they got something we thought we deserved.

    Second, celebrate wins of others.

    When my wife and I bought our first house we were over-the-moon excited. The house was really nice for us, and where we were at. I had just gotten my first real (big) job, and we had a couple of kids. The house was big enough for us to grow into. And it had a (very old but functional) hot tub under a covered patio!

    We had friends and family come over… you know how that is. People are curious to see how others are doing, so they come see your new digs. My wife was shocked when some people made comments that expressed jealousy, or other negative feelings. She really thought others would be as excited for as as we were, and was disheartened to hear comments that were less than supportive. We had a few conversations and she taught me an important lesson: Instead of comparing our lives and wins and accomplishments with others, we need to celebrate with them.

    Is this easy to do? Not always. When you feel like you have worked harder, are smarter, etc., and you deserve goodness, and then you see someone else get what you thought you deserve before you get it, it’s hard. Shakespeare wrote plenty about jealousy. The old religious books write about jealousy. This is nothing new. Recognize that jealousy is not good, nor is it healthy. Work through the jealous feelings and get to a point where you genuinely care about others to the point of being happy for their wins.

    This goes hand in hand with abundance mentality thinking. If you think the pie is a limited size it’s easier to be jealous. When you shift to an abundance mentality you can think “they got goodness, and we can all get goodness!”

    Third, recognize your colleague has a whole world outside of work.

    It’s critical that we think about people as humans. They have a mother, father, aunt, spouse, kids, even neighbors and other friends, outside of work. When you have jealous, unsupportive feelings about others you are discounting the goodness that others see in them. Maybe they donate their time or resources to good causes. Your lack of support impacts their ability to function and contribute to their other circles.

    I think too often we see one another at work as a title, a role, and sometimes a competitor. We worry about what they’ll take from us, not realizing that when they get a raise, promotion, bonus, or even just recognition, that might carry over into how they parent, or their outside relationships. Why shouldn’t we be happy for, and supportive of them, as they have professional accomplishments?

    Many times when we think about our own accomplishments we think about how that will change our home life, or our future. We need to think of our colleagues as humans, and afford them the same benefits.

    Fourth, admit that you can’t possibly do it alone.

    Funny story: When I was in college I had finally settled on a major. It wasn’t computer science… it was the business college alternative (computer information systems). I had two programming classes, and a handful of other tech classes. I looked at others in the college of business, especially marketing and management, and thought “well, good luck getting a job or having a meaningful career.”

    Yes, I was immature, short-sighted, and dumb.

    Anyway, at my low point in this thinking I remember walking through the liberal arts building with the English and history majors. I remember thinking they made some really, really bad decisions. They chose easy majors to get through school, and would pay for it later when they tried to have a meaningful career. I regret that line of thinking.

    Fast forward a bit and I had an epiphany: while I might be the one to create cool technology, or lead teams that created cool technology, without people who knew how to write and communicate and do other things, I would not be able to see the success I wanted. I needed other people. I needed their diverse skills and thinking.

    Since then I’ve worked with some brilliant non-technologists. Wordsmiths, presenters, negotiators, leaders, etc. My thinking was so myopic I couldn’t understand why I’d need others around me. And then, when I had them around me, and I could see their brilliance, I realized I was probably the least important around.

    No… even that is wrong thinking. We all contribute. We are all needed. We all add value.  Please, appreciate what others can bring, when they feel safe. Think about what you can bring when you feel safe! Appreciating this can help you move past the feelings of jealousy and into a place where you are supportive of others.

    Fifth, remember others supported you, even when they maybe shouldn’t have.

    At some point in your career you were wrong. You were new, stupid, immature, and probably made plenty of mistakes. I’m not saying that “marginalized people” are stupid or immature or full of mistakes, but I want you to remember that when you were a dork, or an expensive investment, someone took a chance on you. Whether that was hiring you in the first place, sending you to training, giving you a promotion, letting you work on a hard project or with a key customer, you have likely been the beneficiary of someone giving you a chance.

    The reality is that someone supported you. I’m not saying they put you on easy street. I’m sure you have worked hard and taken advantage of opportunities. But I’m sure that some people thought, “Maybe I’ll give this person a chance and see what they can do.” I beg you to give this same opportunity to others. Help them with a chance, and then mentoring and coaching. Some of the most rewarding parts of my career have been when I’ve done that, and seen people step up, grow, and deliver.

    Bonus, do all of this without any expectations.

    I know how disheartening it is to support someone, to go to bat for them, and get nothing in return. Not acknowledgement, not a thank you, not even a head nod. Maybe, you support someone, and it bites you later.

    Please support others without expecting or hoping that you’ll get anything more than self-fulfillment. The more you expect in return, the higher the chances people feel your intentions are not genuine. I’m not saying to give everything away and hope for nothing, but if you were to give and support because it is the right thing to do, goodness will come back to you. It might be through wealth and friendships, but it might just be through a peace of mind you get from a clean conscience, and knowing you have lived a good and noble path.

    This is our life.

    Our life is too short to be a jerk, harbor unfounded hatred, and be jealous. Sure, you could do that, but you’ll live in a level of miserable that you don’t need to. Doing the things above have allowed me to have more joy and happiness than when I don’t.

    Let’s all work for an more enriching, meaningful life. Supporting others is a great way to get there.

    ]]>
    Mon, 05 Apr 2021 09:46:42 +0000 BlogLikes - Find Most Popular Blogs Careers Shakespeare SHELLEY Personal Branding Joe Job Seeker UNsocial Networking Already Employed Shelley Benhoff
    The 25 large companies with the best outlook, according to employees http://feedproxy.google.com/~r/typepad/alleyinsider/silicon_alley_insider/~3/bWKETZDwQBA/large-companies-best-outlook-according-to-employees-2021-3 Zoom Video Communications ranked No. 1 in Comparably's Best Company Outlook in 2021 list for large companies.

    Courtesy of Comparably

    • Comparably released its ranking of the workplaces with the most highly-rated company outlooks.
    • The large company list is based on ratings over a 12-month period from employees at companies with over 500 employees.
    • The following are the top 25 large companies, and the full list can be found on Comparably here.
    • See more stories on Insider's business page.
    25. Facebook 25 Facebook_Facebook

    Courtesy of Comparably

    Location: Menlo Park, California

    Industry: Social media

    Employee's quote about the company: "What makes me happy is knowing I'm a part of something big — working with smart people on big complex challenges impacting billions of people."

    24. TaskUs 24 Culture_TaskUs_Comparably

    Courtesy of Comparably

    Location: Santa Monica, California

    Industry: Customer service outsourcing

    Employee's quote about the company: "I love the friendly team atmosphere, and the acknowledgement of even the smallest successes."

    23. Public Storage 23 PublicStorage_LinkedIn

    Courtesy of Comparably

    Location: Glendale, California

    Industry: Real estate

    Employee's quote about the company: "Great job stability, a financially strong company, and a lack of predictability."

    22. Apple 22 Apple_LinkedIn

    Courtesy of Comparably

    Location: Cupertino, California

    Industry: Consumer electronics

    Employee's quote about the company: "We have a healthy and happy environment. Listening and responding to my needs and desires creates a partnership and not just a workplace."

    21. Credit Karma 21 CreditKarma_Comparably

    Courtesy of Comparably

    Location: San Francisco, California

    Industry: FinTech

    Employee's quote about the company: "I've never worked for a company where people I meet are thrilled with what we offer."

    20. Medela Medela

    Courtesy of Comparably

    Location: McHenry, Illinois

    Industry: Medical devices

    Employee's quote about the company: "I love the new challenges I face daily. It keeps me wanting to strive for excellence, work on problem-solving skills, and continue to improve."

    19. SentinelOne SentinelOne Comparably

    Courtesy of Comparably

    Location: Mountain View, California

    Industry: Cybersecurity

    Employee's quote about the company: "I am most excited about the challenges that are ahead of us."

    18. Medallia Medallia Comparably

    Courtesy of Comparably

    Location: San Francisco, California

    Industry: Software as a service

    Employee's quote about the company: "It's the perfect place for those who don't want to be bored and like staying on top of their game in a proactive way."

    17. Smartsheet Smartsheet

    Courtesy of Comparably

    Location: Bellevue, Washington

    Industry: SaaS/enterprise software

    Employee's quote about the company: "There is an excitement around what we are building, and what we can unlock for our customers which I love, but the main reason I am satisfied at work is because I am given autonomy to do my job and make a difference."

    16. LHC Group LHCGroup

    Courtesy of Comparably

    Location: Lafayette, Louisiana

    Industry: Healthcare

    Employee's quote about the company: "Our company motto is 'It's all about Helping People'. I truly feel this and wake up wanting to do this everyday."

    15. Qualtrics Qualtrics

    Courtesy of Comparably

    Location: Provo, Utah

    Industry: SaaS/market research

    Employee's quote about the company: "I appreciate how well-known our brand is in the market, so I really enjoy hearing perspectives about us from outside parties and new acquaintances. It makes me proud to be part of the company."

    14. Dynatrace Dynatrace Comparably

    Courtesy of Comparably

    Location: Waltham, Massachusetts 

    Industry: Computer software

    Employee's quote about the company: "We are already a great place to work and are doing very well as a company, and there's even more we can do to become even better."

    13. Insight Global InsightGlobal Comparably

    Courtesy of Comparably

    Location: Atlanta, Georgia

    Industry: Staffing and recruiting

    Employee's quote about the company: "Just getting group chat updates of everyone's successes throughout the week keep me going and push me to do better."

    12. ZoomInfo Zoominfo Comparably

    Courtesy of Comparably

    Location: Vancouver, Washington

    Industry: Software as a service

    Employee's quote about the company: "I appreciate working with great people, seeing my team advance both as a team and as individuals to become stronger, smarter and unique."

    11. Chewy Chewy Comparably

    Courtesy of Comparably

    Location: Dania Beach, Florida

    Industry: Ecommerce

    Employee's quote about the company: "I love supporting agents, I love chatting with friends here, and I love feeling like these people would care about me even if I wasn't another Chewtopian."

    10. nCino nCino Comparably

    Courtesy of Comparably

    Location: Wilmington, North Carolina

    Industry: Financial services

    Employee's quote about the company: "Our product is truly world-class."

    9. Boston Consulting Group BCG

    Courtesy of Comparably

    Location: Boston, Massachusetts 

    Industry: Management consulting

    Employee's quote about the company: "I love working on solving interesting, important problems alongside great people and ideas."

    8. Chegg Chegg Comparably

    Courtesy of Comparably

    Location: Santa Clara, California

    Industry: Higher education

    Employee's quote about the company: "The fact that the work we do has a meaningful impact in the lives of millions of students across the world makes me happy."

    7. HubSpot HubSpot Comparably

    Courtesy of Comparably

    Location: Cambridge, Massachusetts 

    Industry: CRM software

    Employee's quote about the company: "I make my own schedule depending on my goals and quota, working from home with my cat on my lap. Never bored and learning a lot about a big amount of industries."

    6. Google Google

    Courtesy of Comparably

    Location: Mountain View, California

    Industry: Internet cloud computing

    Employee's quote about the company: "Intangibles are great. People are cool, opportunities are around, quality of life in general is high."

    5. RingCentral RingCentral Comparably

    Courtesy of Comparably

    Location: Belmont, California

    Industry: SaaS/enterprise software

    Employee's quote about the company: "Love my teammates and the sense of achievement. We are building something potentially great, changing the culture and processes while evolving the product."

    4. Microsoft Microsoft

    Courtesy of Comparably

    Location: Redmond, Washington

    Industry: Computer software and electronics

    Employee's quote about the company: "What makes me happiest here is that Microsoft's products and services touch almost every person on the planet."

    3. Peloton Peloton

    Courtesy of Comparably

    Location: New York City, New York

    Industry: Health, wellness, and fitness

    Employee's quote about the company: "I've always wanted to work at Peloton and I am excited to market a product I so wholeheartedly believe in. I love my projects and how I get to be creative."

    2. Adobe Adobe Comparably

    Courtesy of Comparably

    Location: San Jose, California

    Industry: Enterprise software

    Employee's quote about the company: "I love the work I do. The teammates are awesome. I wouldn't change a thing about Adobe."

    1. Zoom Video Communications Zoom Zoom Video Communications ranked No. 1 in Comparably's Best Company Outlook in 2021 list for large companies.

    Courtesy of Comparably

    Location: San Jose, California

    Industry: Video conferencing software

    Employee's quote about the company: "I like the sense of belonging to a place that is making positive changes in the world while being very humble."

    Here is the full list of large companies: Best Companies Outlook 2021 Large

    Courtesy of Comparably

    Method and data source

    Comparably just released its "Best Company Outlook in 2021" rankings, the first award category in its 2021 schedule. To develop the large company list, rating workplaces with over 500 employees, Comparably asked employees to anonymously respond to questions including "how confident are you about the future success of your company?"

    The anonymous ratings were then used to create the overall ranking. Ratings were collected over a 12-month period starting from March 22, 2020. 

    Employee quotes and industry categories mentioned above are from Comparably and provided to Insider. You can read the full list at Comparably here.

    Read the original article on Business Insider

    [Author: insider@insider.com (Madison Hoff)]

    ]]>
    Mon, 05 Apr 2021 09:00:28 +0000 BlogLikes - Find Most Popular Blogs Google Adobe Microsoft Careers San Francisco Trends Atlanta Features Companies Glendale Bellevue San Jose Santa Clara McHenry Provo Cambridge Massachusetts Waltham Massachusetts Dania Beach Peloton Best Companies Comparably Wilmington North Madison Hoff Courtesy of Comparably Location HealthcareEmployee Boston Massachusetts Industry Smartsheet Courtesy of Comparably Location Santa Monica CaliforniaIndustry Facebook Courtesy of Comparably Location Credit Karma Courtesy of Comparably Location HubSpot Courtesy of Comparably Location Dynatrace Courtesy of Comparably Location Peloton Courtesy of Comparably Location Medela Courtesy of Comparably Location Adobe Courtesy of Comparably Location TaskUs Courtesy of Comparably Location LHC Group Courtesy of Comparably Location Best Company Outlook Courtesy of Comparably Comparably Public Storage Courtesy of Comparably Location Medallia Courtesy of Comparably Location Lafayette LouisianaIndustry EcommerceEmployee New York City New Courtesy of Comparably Method
    The 25 small and midsize companies with the best outlook, according to employees http://feedproxy.google.com/~r/typepad/alleyinsider/silicon_alley_insider/~3/ZR64h0BiVuI/small-and-midsize-companies-best-outlook-according-to-employees-2021-3 Pendo was highly-rated by its employees for its company outlook, according to Comparably's latest award category.

    Courtesy of Comparably

    • Comparably released its ranking of the top workplaces with the best company outlooks.
    • The small and midsize list is based on ratings from employees at companies with fewer than 500 employees.
    • The following are the top 25 small and midsize companies, and the full list can be found on Comparably here.
    • See more stories on Insider's business page.
    25. Axios AXIOS Comparably

    Courtesy of Comparably

    Location: Arlington, Virginia

    Industry: Publishing

    Employee's quote about the company: "I appreciate the great people and all of the exciting work we do to contribute to Axios' continued growth."

    24. inDinero inDinero Comparably

    Courtesy of Comparably

    Location: Walnut, California

    Industry: Financial services

    Employee's quote about the company: "I'm surrounded by a team of innovative thinkers who want to continuously improve our processes, client experience, and employee satisfaction."

    23. Discord Discord Comparably

    Courtesy of Comparably

    Location: San Francisco, California

    Industry: Social network

    Employee's quote about the company: "We are shipping, at speed, features that really matter to people."

    22. Flexion Therapeutics Flexion Therapeutics

    Courtesy of Comparably

    Location: Burlington, Massachusetts 

    Industry: Biopharmaceutical

    Employee's quote about the company: "Our product is making a difference and changing the quality of life for so many patients."

    21. Grammarly Grammarly Comparably

    Courtesy of Comparably

    Location: San Francisco, California

    Industry: Information technology

    Employee's quote about the company: "I love seeing how our product develops and improves each day, how happy users get back to us with the kindest words of appreciation."

    20. Contentstack Contentstack Comparably

    Courtesy of Comparably

    Location: San Francisco, California

    Industry: Content delivery network

    Employee's quote about the company: "We have the best customer satisfaction I have ever experienced. They are not just customers, they are fans."

    19. Levelset Levelset Comparably

    Courtesy of Comparably

    Location: New Orleans, Louisiana

    Industry: FinTech

    Employee's quote about the company: "I do something great that other people depend on to make their life easier and make our world better."

    18. Greenhouse Software Greenhouse Comparably

    Courtesy of Comparably

    Location: New York City, New York

    Industry: Recruiting software

    Employee's quote about the company: "We very clearly make the best product on the market."

    17. Fyber Fyber Comparably

    Courtesy of Comparably

    Location: San Francisco, California

    Industry: Digital marketing platform

    Employee's quote about the company: "It's satisfying to see the massive progress that the company has made since I joined and how, through team work, we're able to break new growth records and find new opportunities."

    16. Branch Metrics BranchMetrics Comparably

    Courtesy of Comparably

    Location: Redwood City, California

    Industry: App marketing

    Employee's quote about the company: "The opportunity that we have is huge and it is going to be one hell of a ride."

    15. Classy Classy Comparably

    Courtesy of Comparably

    Location: San Diego, California

    Industry: Crowdfunding software

    Employee's quote about the company: "Mission, values, people, culture, and a great product!"

    14. BigID BigID

    Courtesy of Comparably

    Location: New York City, New York

    Industry: Data analytics

    Employee's quote about the company: "A capable, nimble, well-funded software engineering enterprise that starts with founders who are technically solid and market-aware, driven by short and longterm visions."

    13. EQRx EQRx Comparably

    Courtesy of Comparably

    Location: Cambridge, Massachusetts 

    Industry: Pharmaceutical healthcare

    Employee's quote about the company: "We could be making a monumental difference in the future of the drug trial process."

    12. Snyk Snyk Comparably

    Courtesy of Comparably

    Location: Boston, Massachusetts 

    Industry: Security software

    Employee's quote about the company: "We make a huge difference for our clients and their customers, and working with an amazing team is a blessing."

    11. VoteBash Votebash

    Courtesy of Comparably

    Location: Wilmington, Delaware

    Industry: Market research

    Employee's quote about the company: "We will forever change the way people interact with the companies they buy from."

    10. Beiersdorf North America Beiersdorf North America Comparably

    Courtesy of Comparably

    Location: Wilton, Connecticut

    Industry: Consumer goods

    Employee's quote about the company: "I'm inspired by our company mission and how we truly help and add value to other's lives through skincare."

    9. SalesLoft SalesLoft employees

    Courtesy of Comparably

    Location: Atlanta, Georgia

    Industry: SaaS/sales automation

    Employee's quote about the company: "Teammates, leadership, customers working in tandem to grow, create efficiencies, and level up."

    8. Drift Drift Comparably

    Courtesy of Comparably

    Location: Boston, Massachusetts 

    Industry: Enterprise software

    Employee's quote about the company: "I really love our leadership team and mission. I think they are investing in the right places and I think we truly are on a rocket ship."

    7. A Cloud Guru A Cloud Guru Comprably

    Courtesy of Comparably

    Location: Austin, Texas

    Industry: E-learning platform

    Employee's quote about the company: "There's never a dull moment. I'm literally working my dream job and intellectually challenged every day. My career path has grown exponentially during my time here over the past two years."

    6. Theorem Theorem

    Courtesy of Comparably

    Location: Encino, California

    Industry: Information technology and services

    Employee's quote about the company: "I know that we are shipping software to users that's better than what they have."

    5. Eargo Eargo

    Courtesy of Comparably

    Location: San Jose, California

    Industry: Medical devices

    Employee's quote about the company: "I love that I represent a company and product that genuinely helps people."

    4. Pipefy Pipefy Comparably

    Courtesy of Comparably

    Location: San Francisco, California

    Industry: SaaS

    Employee's quote about the company: "We have the possibility to create something huge from scratch, create a legacy, and impact positively many people's lives."

    3. Pendo Pendo Pendo was highly-rated by its employees for its company outlook, according to Comparably's latest award category.

    Courtesy of Comparably

    Location: Raleigh, North Carolina

    Industry: SaaS/enterprise software

    Employee's quote about the company: "I can really make a difference and move the needle at Pendo."

    2. Alida Alida

    Courtesy of Comparably

    Location: Toronto, Canada

    Industry: Computer software

    Employee's quote about the company: "I love being able to be a part of a growing team. Fast and furious with a great work-life balance. What more could someone ask for?"

    1. GoodRx GoodRx Comparably

    Courtesy of Comparably

    Location: Santa Monica, California

    Industry: Pharmaceutical healthcare

    Employee's quote about the company: "We are solving some of the complex problems in healthcare (drug pricing and access to quality care) with a bunch of talented creative people."

    Here is the full list of small and midsize companies: Best Companies Outlook 2021 SM

    Courtesy of Comparably

    Method and sources

    Comparably is releasing its latest set of awards, the first of which are the workplaces with the best company outlooks.

    To do this, the career site used anonymous employee ratings from March 22, 2020 to March 22, 2021. The small and midsize ranking includes companies with less than 500 employees. Employees were asked to anonymously answer different questions to get a sense about how employees feel about the company. This includes if they would recommend the workplace to a friend. 

    Employee quotes and industry categories mentioned above are from Comparably and provided to Insider. You can read the full list at Comparably here.

    Read the original article on Business Insider

    [Author: insider@insider.com (Madison Hoff)]

    ]]>
    Mon, 05 Apr 2021 09:00:10 +0000 BlogLikes - Find Most Popular Blogs New York City Careers Toronto San Francisco Trends Atlanta Features Companies San Diego New Orleans San Jose Santa Monica Arlington Redwood City Wilmington Cambridge Massachusetts Best Companies Comparably Pendo Pendo Pendo Madison Hoff PublishingEmployee Wilton ConnecticutIndustry Boston Massachusetts Industry Drift Courtesy of Comparably Location SalesLoft Courtesy of Comparably Location EQRx Courtesy of Comparably Location Eargo Courtesy of Comparably Location Courtesy of Comparably Method inDinero Courtesy of Comparably Location Burlington Massachusetts Industry BiopharmaceuticalEmployee Contentstack Courtesy Levelset Courtesy Austin TexasIndustry Pipefy Courtesy of Comparably Location SaaSEmployee Alida Courtesy of Comparably Location
    Where to Find Jobs http://feedproxy.google.com/~r/AHarrisonBarnes/~3/piL9vq9C1Zg/ By Harrison Barnes ]]> Mon, 05 Apr 2021 02:00:04 +0000 BlogLikes - Find Most Popular Blogs Featured Careers Career Advice Job Listings Job Postings How to Succeed Finding a Job Job Openings Career Business New Position Career Delivery Websites Job Listing Sites Public Interest Sites Recruiter Sites Where To Find Jobs 5 Reasons Every Job is an Opportunity http://feedproxy.google.com/~r/TheChangeBlog/~3/Q9cb5NUHxMY/

    Opportunity is missed by most people because it is dressed in overalls and looks like work.

    – Thomas Edison

    A part of me wanted to blame myself. Another part wanted to blame employers for not recognizing talent. And yet another part wanted to blame God.

    I was working a job I didn’t care for after years of studying and preparing for an occupation in my field. Sound familiar at all?

    By my final semester of college, I’d heard the gamut of wisdom and statistics shared by leadership figures and polls alike: “Most employers don’t even care about college degrees.” “Only about 27% of graduates work a job in their field.”

    I blew it off at the time, believing that I would be the successful exception to those naysayers. I graduated with a B.A. in English Language and Literature/Letters with good grades and a thorough enjoyment for the education I received. Not only did my courses give me a better understanding of the field, but more importantly, they opened my mind to higher education. I gained respect and garnered interest for many different subjects across a bunch of different studies.

    I always loved writing and believed that one day I could make a living off of it. After graduating, I was excited to get out there and demonstrate my skills to the world.

    You can imagine my disappointment when I failed to do that.

    I applied to several local newspapers, journals, and digital media outlets, citing my prior experience writing feature articles in my alma mater’s publications as a hard sell. I never heard back from most applications. Some rejected me. My own college even turned me down for a course editing position. Everywhere I looked, I ran into brick walls. My degree wasn’t earning me the career I felt entitled to claim.

    But life doesn’t slow down when you can’t find work. So what did I do?

    I did what many people have to do. I found work wherever I could, simply to survive. I got married after graduation. I needed to provide.

    Through my last two college semesters, I worked part-time as a sales associate for a battery and light bulb store. I kept telling myself it was just a temporary position to get me through college and financially stable. It had nothing to do with what I studied in college. I wasn’t passionate about household appliances or electrical engineering.

    But when career plans fell through, I started selling batteries and repairing smart phones full time. I did that for a little over a year.

    Eventually, I looked elsewhere and found work at an ophthalmic clinic as a technician. Like my last job, I held little interest in healthcare and even less in eye care. But appearing like a more promising career path to me, I took the dive into a field I knew nothing about.

    If, only a year prior, someone told me I’d be managing ophthalmic equipment and scribing for ophthalmologists, I’d call them crazy. But that’s exactly what I did.

    Fast-forward a little over two years, to the present. I’m currently a freelance writer in the healthcare and medical devices field. Full time. How did I get here?

    Through my rocky career path, I learned something: rather than complaining about my circumstances and blindly waiting for change, I decided to change my perspective a bit. Eventually, I discovered that every job is an opportunity for growth if I’d only recognize it.

    Here are 5 reasons why every job you have is an opportunity, no matter how uninspired you are about it.

    1. Every Job is an Opportunity to Learn

    This was a huge one for me. Twice I was thrown into a field that held little English or writing significance. How would I be of any use? I couldn’t tell a battery blueprint from an OCT scan.

    The answer: with an open mind and dedication, you can become good at just about anything. Degree or no degree, experience or no experience. And that knowledge can be a powerful asset applied to nearly every corner of your professional and personal life. Its value translates to more than just dollars.

    For example, I knew absolutely nothing about ophthalmology, optometry, or eye care when I began at the clinic. But I was eager to learn—not just for the sake of the job, but for the sake of learning. So I spent two years navigating through the nuances of eye health.

    Ultimately, it was only because of my exposure to the healthcare realm that I am now able to offer freelance writing services in the profitable healthcare industry. An industry I understand thanks to that job.

    It’s vital to remain humble wherever you end up, and never stop learning new things. One of the challenges of achieving your career dreams is to remain highly adaptable to your situation, ever willing to master something new. As the saying goes, “A jack of all trades is a master of none, but oftentimes better than a master of one.”

    Every job involves a skillset with universal application to some extent. Recognize your abilities and how they can transfer to other job options.

    2. Every Job is an Opportunity to Improve

    Let’s face it: we all have weaknesses. Whether it’s a mindset issue, a bad habit, lacking a certain skill, or even a physical limitation, every one of us has an Achilles’ heel in our work lives. Many jobs—especially jobs outside of your passion—force you to patch these chips in your armor, strengthening your skill set and value as a professional.

    I was never an outgoing kid. I avoided confrontation like the plague and preferred not to speak with strangers. I was comfortable keeping my head down, doing what I was told, and not asking any questions. I never pressed a matter and hardly ever offered creative suggestions.

    Do you think that handled well when I was a sales associate? Absolutely not! Part of my paycheck depended on customer service and sales.

    Instead, I was forced to step outside of my comfort zone and sharpen my weaknesses. I became familiar with customers. I accepted responsibilities. I stood up for store policy and confronted all the strange happenings that can only be found in customer service. As a result, I became bold and confident—skills that are highly attractive in the business realm.

    Improving your weaknesses can provide you with more opportunities throughout your life, and each job you take acts as an arena to test your abilities. Fight to become better every day!

    3. Every Job is an Opportunity to Excel

    Through the various jobs I held over the years, I noticed something somewhat surprising, particularly in lower-wage jobs (but nevertheless prevalent across many occupations): the bar for work excellence is much too low.

    Workers are late to their shifts, achieve the bare minimum in their work performance, call out on a consistent basis, and complain behind their superiors’ backs. They look forward to going home as soon as they begin working. This negative attitude can be understandable in context, but should never be permissible.

    While the widespread adoption of the “live for the weekend” mindset is unfortunate—and can seem tempting when you aren’t passionate about your job—it does provide one enormous benefit for the career enthusiast who takes pride in their work: it offers a huge platform to demonstrate work ethic and excellence. When competition for enthusiastic performance is low, gaining recognition for quality work is easier than ever.

    What are some extra duties you could do to impress your boss? Chances are, even the smallest demonstration of going the extra mile could do wonders for promotion and future opportunities within and without the company. Accountability is also a major asset to employers.

    Standing out from the crowd and moving forward is what sets apart successful careers from stagnating jobs. Don’t just talk up a big game within the circles of your work—show your commitment to excellence, and do every task with an optimistic attitude.

    And the extra benefit of pursuing excellence in the workplace? That attitude will likely cross over into your personal life and radically shape how you handle any complication which flies in your face.

    4. Every Job is an Opportunity to Meet New People

    In my own freelancing pursuits, I’ve come to realize the importance of networking and developing professional relationships with those around you. Especially in the field I wish to work in.

    Even though the bulk of my previous jobs were not the ideal way I wanted to spend my time, getting to know the various coworkers I encountered proved incredibly useful for climbing the ladder to my dream job. Referrals are out there; sometimes they pop up from the most unlikely of people.

    And when that coworker one day becomes a CEO in search of new, dependable talent? If you made a positive, memorable impression, that could be your ticket to moving up—a ticket you wouldn’t have in the first place if you hadn’t given that boring job your 110%.

    I’m continually surprised by the connections I have to big name figures and marketers simply through the people I’ve met. Platforms like LinkedIn are fantastic for networking in this way.

    And aside from professional networking opportunities, representing your best self to those around you can foster long-term relationships which last a lifetime. Get to really know your coworkers and appreciate their stories. More often than not, they have dreams they’re pursuing just like you. Encourage each other to take action to achieve those dreams.

    5. Every Job is an Opportunity to be Grateful

    Each of the previous four points relies on this final mindset: be grateful for every position you find yourself working.

    No matter how bleak, dull, or uninteresting the job may be to you, it acts as an influential experience in your life just like any other impactful life event. You should treat it with humility and respect. If you can’t find value in your work and you truly live for the weekend, you’ll find an enormous chunk of your life has been wasted.

    But you can always choose to be grateful. And once you are grateful for that nine-to-five job, you’ll be acutely aware of all the opportunities it grants you in your pursuit of that dream career.

    Think of it this way: some people don’t have jobs. Other people can’t afford their living expenses with their low income. You could always be doing more work for less money instead. I know. I’ve been there.

    Count your blessings no matter where you end up. Because at the end of the day, your work life is an important part of your personal life. Your future career success is molded by the lessons you learn along the way. I sincerely doubt many people turn out successful right off the bat—something I wish I could tell myself a couple of years ago.

    And those are five reasons every job is an opportunity. I’m sure there are plenty more. It was only because of the growth I experienced in my past jobs and the expertise I learned from them that I finally springboarded into a sustainable career in writing. I leveraged my journey into my dream, and I still climb the ladder in pursuit of that dream.

    In the end, I suppose it’s a matter of perspective—a claim I’m sure many readers have heard countless times. You can choose to focus on the worst aspects of your job, cast the blame on forces outside of your control, and let life happen to you without a plan to move forward. Conversely, you can assess the opportunities right in front of you and tap into their potential. Gain control of your career path. Take steps to get moving.

    And always, always view a sunrise as a gift.

    What opportunities do you see in your current occupation?

    The post 5 Reasons Every Job is an Opportunity appeared first on Possibility Change.

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    Sat, 03 Apr 2021 18:55:04 +0000 BlogLikes - Find Most Popular Blogs Career Careers Linkedin Mindset Thomas Edison Achilles
    The Mosaic That is Innovation: New Article in TD Magazine http://www.michaelleestallard.com/mosaic-innovation-new-article-td-magazine Light bulb representing innovation

    According to a World Bank analysis, innovation is on the decline. Given innovation’s role in moving organizations and society forward, what can we do to encourage it?

    One way to foster innovation is to encourage connection in our work cultures. In a new article published by TD magazine, my co-author Katharine Stallard and I explore how connection contributes to innovation by examining the creative process surrounding the hit Broadway production Hamilton. TD is the flagship publication for The Association for Talent Development (ATD), formerly ASTD, the world’s largest association dedicated to those who develop talent in organizations.

    Read the full article and consider how connection can help your team to become more innovative.

    Photo by Johannes Plenio on Unsplash

    The post The Mosaic That is Innovation: New Article in TD Magazine appeared first on Michael Lee Stallard.

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    How to Remove Suffering From Pain http://feedproxy.google.com/~r/TheChangeBlog/~3/eYQFkk-gnN4/

    Don’t resist the pain. Experience the pain. When you experience pain and just observe it, it no longer exists as suffering.

    This was the message from Ronan Oliveira, who is one of the trainers for the fitness program that I am currently going through.

    He was making this point because one of the exercises in the program required you to hold the dumbbell you were using while keeping your muscle contracted until you literally couldn’t hold it any longer.

    He was talking about how training is not just about improving your fitness and strength but also a journey about experiencing something uncomfortable — something that takes you to your limits.

    Ronan then went onto say, “the whole fitness journey is about experiencing something new and then noticing how it feels.”

    This statement became a revelation for me. I started to ponder that this idea he was talking about applies to beyond just fitness but life period.

    And what if this is a simple definition of what life is truly all about?

    What if we replaced the word “fitness” in his statement with “life”?

    Consider this idea for a moment:

    “Life is just about experiencing something new and then noticing how it feels.”

    Doesn’t that in many ways beautifully sum up the human journey?

    Growth. Transformation. Change. Evolution.

    But those can’t happen without experiencing our fair share of pain and discomfort along the journey.

    Discomfort and pain come with the territory and when it arrives we expend much of our energy trying to resist it. The immediate reaction of our mind is to avoid it — because we label pain, discomfort, or anything that makes us uncomfortable as negative. Our knee-jerk reaction is to seek ways to make it go away so we don’t have to feel it.

    But what happens when we resist pain and discomfort?

    It then becomes suffering.

    I remember when I would get a sore throat or even a simple head cold when I was younger, my immediate response would be to hurry over to the pharmacy so I could douse myself with over-the-counter medicines.

    I knew it wasn’t going to get rid of the actual sickness but as far as my mind was concerned, it allowed me to mask the symptoms so I wouldn’t have to actually experience the feeling of being sick.

    Looking back, this was a form of resistance.

    This shows up in other “unpleasant” situations in our lives like being at the beach on a beautiful day but the water is freezing. You want to go in to enjoy the ocean but you don’t want to feel the cold.

    So what do you do?

    You go in but you do everything in your power to resist experiencing the cold.

    You slowly dip your body into the water — bracing your shoulders as a way to shield yourself from the dreaded cold temperatures and to siphon some warmth.

    Your teeth are chattering and you begin to shiver.

    All of these reactions from your body are a by-product of your desire to not feel the cold.

    You are resisting the discomfort caused by the coldness and hence you are suffering through the experience.

    And while you set the intention to have the experience of enjoying the ocean, you are resisting the full experience and all the feelings that come along with it.

    Because to experience true coldness without the suffering (shivering, teeth chattering, etc.), you have to pay attention to how the cold actually feels.

    You have to notice how the water feels on your skin… how the sensations of coldness feel throughout your body.

    To truly know what coldness is like, you have to allow yourself to feel it.

    So, back to my trainer Ronan’s statement from earlier, that paying attention to pain removes the suffering.

    Yes, the pain and discomfort from the freezing cold water will still exist… but if we choose not to resist it by actually feeling it, we are no longer suffering.

    Instead, the pain and discomfort just become an experience.

    This is about deliberately stepping into something uncomfortable and unpleasant.

    Leaning into the discomfort, breathing into the sensations, and bringing your whole mind to the experience.

    This mindset is at the heart of practices like yoga and meditation.

    In yoga, when the stretches and poses feel hard on your legs and your lower back, the instructor will tell you to breathe into the pain and pay attention to it.

    In meditation, one of the first things you learn (hopefully) is that thoughts, feelings, and distractions are all part of the experience — to simply notice them and not resist. The meditation itself becomes a way to experience what it feels like to be distracted and to have racing thoughts.

    Because we can’t truly experience what something actually is unless we allow it.

    We can’t truly experience what something feels like unless we immerse ourselves in it.

    Whether it’s the muscle pain from holding a dumbbell, the cold sensations permeating through our bodies from the ocean water, or even the tension and frustrations we experience when we clash with someone — there is always something to be witnessed and felt in our experience even when we believe it’s unpleasant.

    Is there a temperature to what you’re feeling? A texture? Maybe even a color? Perhaps, a sound?

    You may not buy into this idea that paying attention to pain removes suffering. But if you were to bring your full attention to what the discomfort you’re experiencing actually feels like, your mind likely wouldn’t realize you’re not suffering anyway.

    It’s too busy noticing the sensations happening inside you… that it doesn’t have time to be focused on suffering… or anything else for that matter.

    Like I said this is something I’ve started to ponder, that life indeed might be about just experiencing something new and then seeing how it feels.

    What have you experienced lately that has been uncomfortable or even painful? How did it feel?

    Please keep in mind I’m using the word pain very loosely here as what it means varies from person to person. Also, if you are indeed suffering from chronic pain or illness, in no way is this meant to minimize the realness of what you are feeling.

    The post How to Remove Suffering From Pain appeared first on Possibility Change.

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    Sat, 03 Apr 2021 12:43:47 +0000 BlogLikes - Find Most Popular Blogs Fitness Careers Mindset Don Ronan Ronan Oliveira
    Mental Toughness http://feedproxy.google.com/~r/AHarrisonBarnes/~3/g0GgdycbSy0/ By Harrison Barnes ]]> Sat, 03 Apr 2021 02:00:31 +0000 BlogLikes - Find Most Popular Blogs Featured Careers Life Lessons Good Coordination with Employees will always give you the Best Results https://www.effortlesshr.com/blog/good-coordination-with-employees-will-always-give-you-the-best-results/

    You relationship with the staff of the company determines your HR skills. It is the HR skill that make you interact with the employees in an efficient way. Here we shall discuss a few of the tips that will help to coordinate well with your employees.

    Have a Dream:

    Understand what you need to achieve—and why. Try not to trust that your association will characterize what HR ought to be. There are loads of models accessible and a little exploration will situate you to the scope of the alternatives accessible. Make it your business to understand what’s conceivable. Study all that you can discover and coordinate with others to turn into your own master. In case you’re being met, articulate your objectives. In case you’re now working, layout them each possibility you get. Examine your thoughts with your initiative group to get their info and purchase in.

    Be a Mastermind:

    Each top association needs HR pioneers who line up with the organization’s objectives by realizing what those objectives are and supporting them. At Wynn, we needed HR to be in excess of a division. That implied representatives at each level knew and comprehended their part in supporting our way of life and HR ways of thinking.

    For instance, the organization needed a lean and engaged group, so we planned HR devices that supervisors and workers could use to enter and recover their own HR-related exchanges and data. We showed them how to utilize them and checked their use and adequacy. Having these self-administration apparatuses permitted the HR group to become vital accomplices instead of value-based representatives.

    Become an Extraordinary Communicator:

    Adjust the style of a speaker you respect. Practice resoundingly, and afterward stand up at each worker assembling and report on the great stuff your HR group is doing. Utilize your abilities to help other people impart all the more successfully in gatherings, at organization and local area occasions, and in fresh recruit directions.

    Be Adaptable:

    In the first place, be sufficiently interested to find what you don’t have the foggiest idea. It’s not difficult to do the stuff we are open to doing, yet you need to find out about the new stuff that is occurring because of the speed and volume of progress all through your industry and calling. Distribute time both on the web and through systems administration to uncover new issues and the accepted procedures others recommend to manage them. Consider supporting business and industry bunch gatherings at your organization site to permit your staff to cooperate with others.

    Second, attempt new things. The world’s changing and the static approaches you’ve utilized in the past frequently need refreshing.

    Third, be an insightful change ace. Our HR jobs give us the ideal stage to consider, lead conversations about and impact change. Unbending adherence to yesterday forestalls receiving new and beneficial things tomorrow. That is the place where an open and adaptable outlook serves HR experts well. Arranging either for the things we need to do or the possibilities for when things don’t occur precisely as arranged is a keen method to act.

    Fourth, deal with these progressions successfully. It’s one thing to discover extraordinary thoughts and another to execute them. Extraordinary thoughts require significant investment and exertion to execute, and somebody needs to oversee them. Gain proficiency with the accepted procedures of undertaking the board so you can lead these changes. Understand what’s accessible, utilize every one of the devices you can discover and play a main job in the execution of your HR plans.

    Be a Full Accomplice:

    Team up with every division head separately to realize what their requirements are and what they anticipate from HR. Cooperation is the most ideal approach to get HR thoughts and practices acknowledged and executed in your association.

    Invest energy working in each office, lead center gatherings, run preliminary projects to evaluate acknowledgment and convenience of your thoughts, and start a warning gathering to give contribution to your arranging interaction.

    Choose division preparing administrators, line bosses who assume on the liability of figuring out what preparing is required in their territories, just as when and how preparing ought to be introduced, and screen participation and post-preparing execution and practices.

    This sort of coordinated effort gave our HR division fantastic knowledge into the reasoning and setting of all regions of the association, and caused us know whether we were giving what the association required.

    Face Challenges:

    Most HR experts are hazard loath, likely on the grounds that they’re not supported (or trusted) to face challenges. Yet, effective professionals comprehend the need to take risks and the worth that can result.

    There are many medical billing companies in Dallas TX that have hired HR managers in order to interact with the customers and employees within the company.

     

     

    Author Bio:

    Arslan Haider is the author of the above blog. He is a Senior SEO Expert at MediaHicon (deals in SEO Services). Apart from that, he loves to post blogs with valuable content.

     

    Read original post at Effortless HR Software

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    Fri, 02 Apr 2021 10:00:47 +0000 BlogLikes - Find Most Popular Blogs Careers Management Wynn Dallas TX Arslan Haider SEO Services Apart
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