I was such a bad micromanager that all my employees quit

I welches such a bad micromanager that all my employees quitI welches such a bad micromanager that all my employees quitYou dont learn to walk by following rules, you learn by doing and by falling over, Virgin founderSir Richard Branson has written. Thats true, but falling over also hurts. Even better than learning from your own painful mistakes is learning from someone elses, which is why Id like to tell you the story of how my micromanaging led my first employees to quit.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreSalaries and cake dont make up for micromanagingI was incredibly young when I started my design agency at just 22 years old, and like many young bosses, I worried about whether my employees would respect someone with so little experience under her belt. I responded by hiring two designers straight out of college who were even younger than me.I was completely inexperienced as a l eader, but I was determined to be a good boss. I paid my employees extremely generously. I made sure they were working on cool projects. I took them out to lunch. I even personally baked them birthday cakes.But, in hindsight, I realized I also micromanaged them. The same anxiety about my performance that led me to insist on hiring grads fresh out of university caused me to watch them like a hawk. Their desks were placed so I was literally staring over their shoulders. After I would close a lead, I would hand work off to them, instructing them exactly how and when to complete it. When other work would come in, Id demand they drop what they were doing. Id take over their projects mid-flow to adjust things.After about a year, the inevitable happened. Both employees called me into a meeting and demanded huge raises before reeling off a long list of complaints, from the uncomfortable chairs to a lack of public recognition for their contributions. I was stunned, and even though I tried to offer some concessions and one a bump in pay, they quit that very day. Weeks later, they even attempted to poach my clients by undercutting my prices.Luckily, my clients were all very nice and told my ex-employees that integrity was more important than talent or cost. But without staff, I lost important clients as I simply couldnt keep up with their needs.I was hurt. I was mad, and then after about a month of moping around feeling like a failure and a terrible boss, my husband gave me a talking-to. Lesson learned. Do it again, he told me. Youre going to be better next time.I picked myself up and I started the process of hiring again, determined to do everything better the second time around.Discovering the power of humilityFour years later, I have a kollektiv of 10. Ive done nearly everything differently this time around, but the most important change to my leadership style was adding a lot more humility.The funny thing about being a young boss is that you feel like you need to pro ve yourself all the time - to prove you know more than your team and have all the answers. When I first started my company I felt like I had to hire people younger than me because that was the only way they would respect me. I also never dared to ask for their opinion, or what they thought our agency needed to be better.But thats the wrong approach. Respect as a leader, I learned, doesnt come from being more skilled or more experienced. You dont need to know how to do everything better. Instead, you need to know how to admit your own limitations and respect and support the essential contributions of others.The second time around I wasnt afraid to hire people older than me. I hired designers who knew things I didnt and taught them to me. One of my designers has five years more experience than me. My project manager is 10 years older than me.In order to tap into that experience, I had to start being more open about what I dont know. Ive learned to admit, I have no clue how to solve t his. Theres nothing wrong as a leader with saying, I think were better figuring this out together. I set the vision, I bring in the clients, I make the final decisions, but my teams ideas are just as valid and valuable as mine.Thats reflected in how I run my business in so many ways now. When I brought my current team on, we went through a branding exercise together so that the website reflects all of our contributions and visions. Their names are on each project they lead. Peering over shoulders has been replaced with morning check-ins, Slack, scheduling flexibility, and lots of team activities.Thats been great for the atmosphere in the office and the quality of our work. Its also been great for the business, which is growing steadily, and for retention. Ive kept my team for four years now, even though other agencies have tried to lure them away.But its also been great for me personally as a leader. It feels like a weight has lifted from my shoulders, like its no longer all down to me to figure everything out. Instead, we - all of us - are in it together. Getting to this place meant I had to stop micromanaging, but doing that, I discovered, really meant confronting my fears about being such a young leader.When I was scared to show my inexperience, everything fell apart. When I was brave enough to admit it and ask for help, amazing things happened. I hope other young founders can learn from my fumble without having to take the same painful knock I did. Humility, not control, is what makes you a great leader.This articlefirst appeared in Business Insider.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

The Brilliant Career Advice from Deloittes CEO in One Sentence

The Brilliant Career Advice from Deloittes CEO in One SentenceThe Brilliant Career Advice from Deloittes CEO in One Sentence Afterjust a few moments with Cathy Engelbert, it becomes crystal clear that women can have it all. As theCEO Deloitte ,sheleads the largest professional services organization in the United States with nearly 80,000 professionals. Engelbert not only knows what it is tolean in at the head of the table, she knows how to wield that power.Since she took office in 2015, Engelbert has grown the accounting and auditing firm successfullyin the face of Brexit, job-stealing robots (as she described automation recently ), and the competition that is nipping at herbei heels to transform consultancy. That adds up to$17.5 billion in US revenues in the fiscal year ending May 28, 2016. But beyond the dollars and cents, Engelberts work has earned her a 94% approval rating among employees and a spot on Glassdoors Highest Rated CEOs list this year.Her secre t to success? Building a team that brings you solutions instead of challenges, listening to and collaborating with them- that ultimately prioritizes yur focus on issues where you can have the most impact, not just scratch items off the to do list, Engelbert tells Glassdoor. To me, productivity is directly related to the personal relationships you are able to build.To summarize Engelberts brilliant leadership strategy in one sentenceEngelbert talks to Glassdoors Amy Elisa Jackson about the future of work, employee engagement and what she looks for in Deloitte job candidatesGlassdoor What does leadership mean to you? Cathy Engelbert Leadership is a platzset of choices, not a title or a box on an organizational chart. It means stepping up and being proactive to take on challenges, at any stage of life. To me, its about relentlessly pursuing the best interest of ur people, clients, and community. And its impossible to lead well unless you know whats on the minds of clients and professi onals. So, I spend a lot of time in the in the field with clients and with our teams serving those clients.Glassdoor Whats been your most rewarding moment as CEO? Your most challenging?Cathy Engelbert One of the most rewarding moments for me was when, nearly a year ago, we announced Deloittes Paid Family Leave Program, which allows our employees up to 16 weeks of fully paid family leave to support a range of life events impacting them and their families. We had been studying family leave over the course of belastung year, and we wanted it to focus on the life cycle of our people, from the moment they join our organization to the day they retire. So, I said we need to have something that is more inclusive than just parental leave. We did analysis after analysis and came up with this inclusive model- a program for women and men for taking care of family members. One of the best messages I got when we announced the program last year was, I hope I never have to take it, but it gives me peace of mind to know its there. Its really about how we come together as a Deloitte family to support each other through both the good and hard times.Instead of calling it the most challenging component of being CEO, Id say that one of the biggest surprises has been the sheer velocity of business. Its moving exponentially, faster than anyone couldve predicted, and we need to be at the forefront helping our clients navigate it in order to keep up and help them differentiate themselves. And this has meant that weve had to shift and transform, and that can be challenging with more than 80,000 people.Glassdoor What do you do to foster employee trust and engagement?Cathy Engelbert On trust, its really about authenticity and transparency. We live in a world where people can sense insincerity or corporate-speak from a mile away. Companies and leaders have to be authentic in tone, voice, and action. Its not just about saying the right thing but talking about what matters most to your company and your people, and backing that up with action.On engagement, its about purpose and meaningful work. Its finding assignments for people that stretch and challenge them, and make a real impact for our clients and our communities. Its making our people feel entrepreneurial and that they are making a difference. In our organization, youre literally one phone call away from being able to solve almost any problem that a client could face, in a way that I believe is really unique in the marketdistributions-mix. Thats an energizing prospect as you come to work every dayGlassdoor How do you help build a great organizational culture here?Cathy Engelbert We are very deliberate about fostering an inclusive culture at Deloitte. My appointment as CEO was an outcome of that inclusive culture. Its also about our professionals feeling connected to their work environment, that they feel a sense of belonging and actually want to grow their careers here. About a year ago at Deloitte, we i ntroduced the concept of a culture of courage. Its a concept that resonates with a multi-generational workforce. Its about driving a culture of innovation that gives us the freedom to experiment, try new things, or take a different approach to solving a challenge. This promotes diversity of thought and perspective, and creates an atmosphere where we try to shift to where bold thinking is the norm, not the rarity or one-off. Glassdoor Your employees love working here as we see the strong rating on Glassdoor How do you make this a great place to work day in and day out?Cathy Engelbert There isnt a more essential asset at Deloitte than our people, and I think the answer here is twofold. First, its about the culture of courage I just mentioned, and empowering our people to bring their best to work every day. Second, its about thinking of investing in our people as our R&D. We foster ideas about supporting our people at every stage of their careers- providing access to whats important to them during their lifes journey, like fitness subsidies, continued learning opportunities (through Deloitte University, our professional development facility in Texas), paid family leave, mentorship programs, community opportunities, retirement and pension benefits, and so on.Glassdoor What are some of your productivity hacks or ways that you manage your time?Cathy Engelbert A couple of things. One is certainly taking moments of recovery, even if they are small. This includes not looking at my phone first thing when I wake up, and taking moments throughout the day.Cathy Engelbert Another is prioritizing people over tasks. It may sound counterintuitive, but building a team that brings you solutions instead of challenges, listening to and collaborating with them- that ultimately prioritizes your focus on issues where you can have the most impact, not just scratch items off the to do list. To me, productivity is directly related to the personal relationships you are able to buil d.Glassdoor Any advice for burgeoning leaders?Cathy Engelbert Life doesnt go in a straight line, and you cant predict where it will take you. But if you raise your hand, have confidence to do different things, take risks and build your capabilities, you will be seen as a leaderGlassdoor What was your first job?Cathy Engelbert I worked in a pediatricians office in high school and college but Deloitte was my first job out of college in 1986. Our scale, depth, and breadth, which I mentioned earlier, has given me so many opportunities to reinvent my path and stay constantly challenged over the last 30-plus years. Ive had multiple careers within Deloitte.Glassdoor List three fun things about yourself.Cathy Engelbert I grew up one of eight children. From an early age we were competitive, whether that meant over breakfast cereal or 2-on-2 basketball. My three older brothers picked me to play, and they didnt let up on the intensity just because I was in the game. I was just another pla yer on the court. I appreciated that. I grew up with a love for sports, playing varsity tennis, basketball, and lacrosse throughout high school. During my time at Lehigh University, I served as the captain of both the lacrosse and basketball teams. Now, I enjoy golf. A highlight was playing in the AT&T Pebble Beach Pro-Am.I ran for class president in fifth grade, and my campaign slogan was Have taffy, vote for Cathy. I won in a landslide due to handing out taffyGlassdoor Grab your smartphone, whats the last app you opened and what did you do with it?Cathy Engelbert Oh, thats easy. The airplane apps- Im always on a planeGlassdoor What are your strategies for dealing with hard days?Cathy Engelbert Keeping in mind that you need to get the small things right- and the big things will come easier. And that you must be your best in the darkest moments. I admire grace under pressure.Glassdoor Its clear you inspire many of your own employees who inspires you?Cathy Engelbert My parents. My father worked three jobs. My mom worked while raising her eight kids, and in fact she still does today in her 80s. Together, they sent eight kids through college.Glassdoor What type of people do you like to hire and why?Cathy Engelbert Among other things, we look for curiosity and agility- people who are committed to what they do and have a mindset of never graduating . With the innovation and disruption today, theres never a point in time when we can stop learning. And the job you want- the job Deloitte will need someone to do- may not exist yet today. So we look for people who always stay curious, ask questions, and never stop learning.Photo courtesy of Fortune Magazine.

How Front-Line Employees Build Customer Loyalty

How Front-Line Employees Build Customer LoyaltyHow Front-Line Employees Build Customer LoyaltyMost businesses spend more time and energy trying to find new customers than they spend retaining the customers that they have. The logic behind customer retention is simple- it costs far less money to keep current customers happy than to spend much more money to recruit new customers. Loyal customers tell their friends about your business and will spend more money than new customers. Personal Touch I dread eating at airports. If you travel as much as I do, you are probably familiar with the 3 bs as they apply to airport fare schwimmbad food, bad attitudes, and bad timing. I had an early flight to catch at the Ontario, California airport recently. I found myself standing outside the closed and gated doorway to an Applebees restaurant ten minutes before they were scheduled to open. I just knew they would be late and expected to receive the usual grumpy tafelgeschirr common at most airport s the world over. But, I was wrong. Bam The clock struck five, the lights popped on and this charming lady opened the doors. She greeted me with a smile, a warm hello and told me to sit anywhere I wanted. I had never seen such a positive attitude at 500 in the morning. For the next hour, I watched Felicia cheerfully greet customers, many of whom she called by name. They were the regulars she said. Felicia was the remarkable person who made that small restaurant pleasant and memorable. Next time I return to the Ontario Airport, I guarantee you this is the restaurant I am going to visit first. 7 Steps to Build Customer Loyalty Here are seven steps to building this kind of customer loyalty. 1. Select the right people. In the book, ?From Good to Great, Jim Collins said, People are not your most important asset, the RIGHT people are. Most businesses do a poor job of hiring people. They hire just anyone and distributions-mix them on the front-line with customers. Spend more time recru iting and hiring the right people with good personalities. Focus on those who are friendly and demonstrate an interest in and enthusiasm for the job. Consider using personality profiles as part of the hiring process. These profiles help identify the true personality characteristics of your applicants. Theyll help you find your next Felicia. 2. Improve your customers experience. Good service is not good enough- the customer experience should be sensational. A recent Gallup survey showed a customer who is emotionally connected to your place of business is likely to spend 46% more money than a customer who is merely satisfied but not emotionally bonded. 3. Set performance standards. Outline the behaviors you expect from your employees tell them your requirements for how employees should act, speak, and respond to customer needs and requests. One of our clients developed a list of twenty customer service commandments that outline actions he wanted his service people to demonstrate. Deve lop your own that fit your business. 4. Sustain on-going training. Good customer service skills are not natural for most people. Effective customer service training must be reinforced and taught on a recurring basis. For example, the Ritz-Carlton hotels provide a thorough customer service training program for all of its employees during their orientation. Then each supervisor conducts a daily line-up to review one of the commandments with his employees ten minutes before each shift. 5. Reward top performers. Specify incentives for demonstrated good customer service behavior. Yes, employees want to be paid well, but they also want to be treated with respect and shown appreciation. The front-line supervisor has the greatest impact on motivating and retaining employees. Reward those who exceed the standards and provide development for those who do not. 6. Find out what your customers want. Survey your customers and reduce your defection rate. On average, businesses lose 15-20% of their customers each year to their competition. All businesses encounter this defection rate, but few do much about it. To improve customer retention, one client sends out a customer service report card to its top customers every month. This requires the customer to make an evaluation based on four specific criteria. They tally the results and make sure employees see the scores. This motivates the employees to do a better job. 7. Take complaints seriously. For every complaint you receive from customers, there are at least ten other customers who visited your business who have the same criticism- they just didnt share theirs. A portion of those ten people just took their business to your competitors. Look at customer complaints as a golden opportunity for improvement.

All About ASVAB and Commissioning

All About ASVAB and CommissioningAll About ASVAB and CommissioningOnly two of the military services use the ASVAB for commissioning qualification. The other services have separate officer qualification tests, such as the Air Force Officer Qualifying Test (AFQT). Army. Applicants for Army OCS (Officer Candidate School) must score a minimum of 110 on the Armys GT Line Score of the ASVAB. Marine Corps. Candidates for Marine OCC (Officer Candidate Class) or PLC (Platoon Leaders Course), must score a minimum of 115 on the Marines GT line sore of the ASVAB. Candidates can also qualify with a minmum combined score of 1000 on the verbal and math sections of the SAT, or a combined math and verbal score of 45 on the ACT. Return to ABCs of the ASVAB Main Menu

8 Things to Do If You Havent Job Searched in Years

8 Things to Do If You Havent Job Searched in Years8 Things to Do If You Havent Job Searched in YearsLooking for a new job can be a daunting prospect for anyone, but if youve been out of the workforce for quite a while, the idea of seeking employment can be downright terrifying.Many people find themselves in exactly this fleck, however, as they attempt to re-enter the working world after years away to care for children, deal with a personal or family health crisis, pursue additional education, or follow a dream.Fortunately, you can take a few simple steps to get back into the swing of things.Here are eight suggestions to consider if you need a job but havent job searched in years1. Start with some research.If you havent been looking for a job in years, you may be surprised at some of the changes in the marketplace. Take a few minutes to learn about the latest resume trends, brush up on your job search habits, or figure out how to talk to employers about your time away from the office. The blog is a good place to start, as it offers many resources and tips to help you get up to speed on todays employment market.2. Update your resume.The resume you used five years ago isnt going to cut it now. Dust it off and make it better. For example, if you gained additional education or training while you were out of the workforce, emphasize that. If you completed relevant volunteer work, explain your duties and accomplishments. Refreshing your resume is definitely worth the time and effort.3. Use your network.Getting your foot in the door with employers, or getting them to take a chance on you and interview you, is one of the hardest tasks if you have an unusual career path or a resume with some gaps, says an article from Career Sidekick. And when somebody who is trusted by an employer introduces you directly or recommends you for a position, the employer immediately trusts you a lot more. While this doesnt guarantee theyll hire you, it definitely boosts the chance youll get interviewed.4. Treat your job search like a full-time gig.When you havent been on the job for a while, you may be a little rusty in your personal best practices related to work. Treating your hunt like a job will help you rediscover those skills. Set your hours, follow a task list, send out lots of resumes, and do everything else youll do once youre back at work.5. Hone your skills.If you didnt stay up to date with your industry while you were out of the workforce, now is the time to pursue online courses, certifications, or other educational opportunities. Treat this as one of the daily tasks of your job search. As you complete courses, add that information to your resume and mention them in your cover letter. Employers will want to hear how you improved your skill set during your time away.6. Embrace flexibility.This may mean exploring remote or part-time positions to get a toehold with a company you love, but it also may require other tough decisions. If youre holding out for th e perfect position and its been more than six months, its time to switch tactics and consider things you would not have before, says an article from Ladders. Be willing to look outside of your city and outside of your network for jobs, even if this means switching career fields or taking a lower-level position. While you may not want to move for a job, its important to think of necessity go where the jobs are, and once youre in a secure position, you can strategize your next step from there.7. Offer meaningful ideas to potential employers.Some managers are hesitant to hire people who have gaps in their resumes. If you include specific plans for how you can help their businesses in your cover letter or an interview, you can overcome some of that reticence. Demonstrate your value and work ethic to an employer by offering meticulous and creative solutions to problems, says an article from Learnthat.com. Dont go into an interview with an aim to correct the employer, but show that you ha ve an awareness about what issues the company might face, and show them what you can do to offer a solution.8. Ooze positivity, in person and online.You will get frustrated, anxious, and maybe even angry as your job search proceeds. Thats to be expected. But dont let negativity creep into your conversations with others. Instead, make aya people who speak with you at networking events or communicate with you in cyberspace come away with a positive impression of your enthusiasm, skills, and experience. This can be difficult when youre feeling down, but it can also help you find the job you want. And the sooner you secure a position, the sooner your job search will be over.These suggestions may boost your search, but its still likely to take awhile to get back to work. Be diligent, stay patient, and maintain your focus. Remember youve done this before, and you can do it again.BROWSE OPEN JOBS

The Hidden Gem of How to Make a Resume for First Job High School Student

The Hidden Gem of How to Make a Resume for First Job High School Student The How to Make a Resume for First Job High School Student Game You may also list course work linked to the job that youre applying for. For lots of people, a resume is off-putting as they dont think that they have any appropriate experience nor do they know how to approach it. Filtering out resumes for mechanical engineers is simple when you get started using the people that seem odd. You may discover a range of great, absolutely free templates that are simple to work with for your high school resume. Employed like a sales associate could typically be quite an exhausting endeavor because its not simple to persuade people to get items. The third sort is the combinational kind of resume which as the name implies, borrows features from both of the other kinds. Utilize your campus address and cell phone, so you wont lose out on a possible prospect. How to Make a Resume for First Job High School Student Fundamentals Explained While the dearth of experience can be a drawback, it does not have to be an insurmountable hurdle. If youre considering using one in your teacher resume, there is not any need. A whole lot of students will profit from a rest between lesson the quantity of strain and anxiety they can believe. Distinct students may get the classes, one special question at the very saatkorn period, and learn to address difficult problems based in your example. During its core, a resume is quite straightforward, it is a one-page document showcasing you. The process might seem daunting. It can be especially difficult writing your first resume when youve got zero experience too. The significant part describing your prior experience is to go in-depth of what you accomplished more than that which you were accountable for. How to Make a Resume for First Job High School Student and How to Make a Resume for First Job High School Student - The Perfect Combination Examine the work ad to find out if you ought to add it. An interview may also be needed to land the job, but a resume is vital to begin the approach. Now, when you have worked work during your teenage decades already, we normally tell you to compose a resume summary. Youre eager to start on your very first job. How to Make a Resume for First Job High School Student - What Is It? To look for connections to the jobs you desire. If you maintain your resume updated, are always going to have it ready to go once an opportunity presents itself. Concentrate to the quantifiable outcomes of someones endeavors and roles, and to what you will want to provide you a potential employer. All you would love a prospective employer to comprehend about you personally and also your capacity to lead is also included. The 30-Second Trick for How to Make a Resume for First Job High School Student Thus, the faculty is readily available for registration whatsoever occasions. Save The Student has gathered a list of totally free on-line courses that will seem great on your resume. Top How to Make a Resume for First Job High School Student Choices For instance, if the work description mentions accounting, you are going to know to include your math abilities. Your work is always to thoroughly take an exhaustive research ahead of enrolling within an internship. A scarcity of job experience doesnt indicate too little work experience. The moment you get a new experience, add it. Generally, you are going to want to use a mixture of soft and difficult skills. Your computer skills will be especially attractive and ought to be highlighted. Guarantee that the skills are related to the job which you desire. On-the-job training will probably be supplied to teach you the way to prepare a bevy of beverages. As a sales associate you might also will need to understand different payment procedures, learn how to manage supervisory rankings, and also offer your customer working with the service he or shed like. Employing a student resume template can help save you time and effort and offer you ideas on which sections to include and the way to complete them to be able to draw the ideal employers. An interview could always result in a future position for a math teacher. Teachers who arent able to manage the classroom are challenged to create positive learning outcomes. While it might appear a small premature, its very important to students to create good social networking habits from the get-go. Keep reading to learn our top few strategies for writing a winning high school resume. You may be a great kollektiv player. So, you will have a great deal of competition. Theres a lot of competition for jobs for high school students, which means you should make sure that you stick out from the crowd.

Troublesome co-workers How to deal with difficult people

Troublesome co-workers How to deal with difficult people Troublesome Co-workers How To Deal With Difficult PeoplePosted October 13, 2011, by Helen Isbister You can choose your friends, but you cant choose your colleagues. It is inevitable that you will come across the workmate from hell (WFH) at some stage in your working life. Even if the WFH napalms your every idea, takes credit for your moments of brilliance and then bitches about you as soon as your back is turned, there are strategies that you can employ to keep your sanity and your job. The amtsstube can be like a school playground sometimes, so its important to be able to negotiate your way to professional success and sanity. One of the first steps in dealing with difficult people is to understand their devilish nature, so you can take up defensive arms and beat them at their own game. The bully Stealing your lunch money has been replaced with stealing your clients. Flushing your head down the toilet translates into accidental ly spilling red wine on your pristine white shirt at the Christmas party, and while they no longer call you piggie, they will leave a doughnut on your desk before you start work each day. Coping with the bully Bullies usually feed off reactions, so curb your emotions and try not to let it show that they are getting to you. Avoid confrontation, but if youre in the right you should stand your ground. Workplace bullies are often cowards, so dont be afraid to voice your concerns to your boss or an HR professional (particularly if its your boss thats doing the bullying). If things still dont improve, you might consider finding another job. Either that, or get promoted into a position where they have two options give up their bullying ways or get out. The credit thief These smooth operators were the kids who would go through your bag, copy your homework and then get free lollies at the canteen because of their hard work. These days they are after big bonuses or an early promotion. Coping with the credit thief To keep your work out of the credit thiefs thieving little hands, you may have to step up security on what you are doing. If you have a brilliant idea, keep it under tight lock and key until you have unveiled it to the boss. Make aya your boss, and no-one else, has regular updates of what projects you are working on. The know-it-all Sure knowing stuff is a positive thing, in fact its usually beneficial to doing a job, but some knowledge is best left to a friendly game of trivial pursuit. Two heads are better than one and if no-one else can get a roger in at meetings because the self-proclaimed bro Einstein is always showing off and sticking their hand up first, the fresh and original ideas may never get a chance to be expressed. Coping with the know-it-all Rolling your eyes and biting your tongue might be the only tactic you can use against this annoying piece of work. It wont necessarily calm down their know-it-all ways, but it may soothe your nerves. If you w ant to be more proactive, try the egalitarian tactic and propose that each person at the meeting gets to have a go. During general office time, you might suggest some quiet time. If all else fails, plug in the earphones and pretend to be preoccupied with your iPod. The stress head Hyperventilation, sweaty palms, raised voices and panicky body movements may trick the office stress head into thinking they are being productive, but it usually just gets the whole office on edge and grinds all actual productivity to an abrupt standstill. Coping with the stress head The best way to deal with this convulsing mess of nerves is to stay cool, calm and collected yourself. Stress breeds stress, and the last thing the stress head needs is you feeding their fervent and fretful energy with hyperactive levels of your own. If they bark requests at you, just respond calmly and dont play into their little game of getting everyone to freak out with them. Alternatively, sit them down and get them to br eathe into a paper bag its a proven anti-hyperventilation trick. The backstabber In front of the boss, they are sweet as pie, but turn your back for a moment and theyre ploughing into you with staples, scissors or any other sharp office implement they can find. Metaphorically of course, but it still hurts the workplace vibe when everyone but the backstabber feels they cant leave the office for fear of being verbally knifed in the back. Coping with the backstabber De-clawing this catty colleague may take a bit of snaky manipulation of your own. It also takes a collective group effort. One-sided bitching is like a one-person conversation it definitely takes two to talk trash. Set the example by standing up to this blade-tongued colleague next time they start slicing into one of your co-workers and before you know it they will have no-one left to bitch about. Keeping your back to the wall at all times may be the only other way to prevent blood spilling on the office floor from this k nife-wielding wacko. The hermit The resident office hermit is by far the least offensive on the roll call of office persona non-gratas. They slink into the office cubicle well before the rest of the team arrive, and silently tap away the day without so much as a glance towards any of their office co-inhabitants. Its not so much what they do, but rather what they dont do they dont contribute to the workplace banter, dont discuss what they are working on and dont get involved. All they seem to do is add unnecessary dullness to the workplace. Coping with the hermit It is most likely that the office hermit is just shy so getting them to come out of their shell might be all there is to it. Ignoring them will only make things worse, so include, invite, embrace. Entice them out of their shell and into the swing of office life. They may not be up to attending all the office shindigs in the beginning, but pulling them out of the wallpaper camouflage is a start. The office gossip There is no denying that workplaces are hotbeds for steamy gossip. If Shelley from marketing is dating Bruce from accounts, if the boss has got one eye on geschftliches miteinander and the other on the new receptionist, and if two staff members were spotted slinging insults at each other in the cafeteria then theres no wonder its providing solid fodder for lunchtime chitchat. But there is a very important line between harmless office gossip and gossip-mongering that fuels malicious rumours. Coping with the office gossip Generally it is best not to buy into office politics and gossip no matter how juicy Usually because its not true and also because if you play the sordid secret squirrels game, youll be fair game if there are things you want to keep under wraps yourself. The teachers pet This upwardly mobile career ladder climber is the equivalent to the much-hated social climber. They dedicate a significant proportion of their talent and energy to getting ahead and they dont care how they do it. These unscrupulous suck ups will do anything to get a better job title, a gold-plated name plaque on their office door, the more spacious corner office, the leather-bound executive chair or your job. Coping with the teachers pet There is nothing wrong with ambition but if you are working with someone who is using dubious tactics to get to the top, you may need to fight fire with fire. No, this doesnt mean using the same dubious tactics. Make sure your own work is above and beyond what they are doing and youll be the one reaping career rewards in no time. The jaded colleague This is the person who has been sitting at their desk well past their career use-by date. They have lost all enthusiasm for their work, and like a leech they will inevitably suck out all your passion for your job too. The highlight of their day is packing up and walking out the door. Until then, theyll stare blankly at the computer screen, paint their nails, and waste both their time and yours. Coping with t he jaded colleague Move desks, move offices, move to the next state. Do anything to make sure you get yourself away from the negative rays of this washed-up colleague. Your mother wasnt lying when she said you only get out of something what you put into it and its exactly the same in the workplace. Maintain your enthusiasm and approach your job with vigour, then reap the rewards of promotion which is another way to escape before you become jaded too. The distracter This person means well, but they can prove to be the most destructive to your work. They pop up consistently throughout the day and hang around making idle chitchat about nothing at all for long periods of time. They are the ones who never grew out of primary school percussion improvisation sessions their phone volume, as well as their personal volume, is stuck on monotonous loud. Coping with the distracter You have to nip this one in the bud early before they program you into their radar and target you every time they have the itch to gabble on endlessly. You can try telling them politely but firmly that you have a deadline to meet but, for the dedicated distracter, this is nothing. Try a distracting tactic yourself. Look out the window and say something like My God, what the hell is that? and as they peer out into the void, take off fehlte nicht viel and, whatever you do, dont look back. Heres how to have 5 difficult work conversations that youve probably been avoiding. ResourcesMy first resumeCover letter for my first jobCareer Insider StoriesShelley Lask - Body Positive Health & FitnessInterested in becoming a?Human Resources OfficerGeneral ManagerBusiness ManagerAccountantOffice AdministratorPopular Career Searcheshow to deal with workplace bullyinghow to deal with bullying in the workplacejobs for creative peoplehow to ace your next interviewhow to solve bullying at workplace CoursesBachelor of Social WorkEnquire Online Enquire OnlineCertificate III in Health AdministrationEnquire Online En quire OnlineBachelor of Criminal JusticeEnquire Online Enquire OnlineCertificate III in Allied Health AssistanceEnquire Online Enquire OnlineHelen IsbisterRelated ArticlesBrowse moreFuture trendsThe Future Of Work 4 Trends To Look Out ForTeleporting to work, robotic colleagues and holographic boardroom presentations is this what the future of work will look like? We review the trends you can expect to seeCreative careersHospitalityHow To Become A ChefYou make a mean souffl, can chop vegetables at the speed of light and have relatives lining up for your food at family BBQs but could you handle the heat in a real commercial kitchen?StressWellbeingExtinguish the niedergeschlagenheit With Annual LeaveStressed out, feeling under the pump or have loads of pressure on you at work? Sound like youre burning out. The answer Annual leave.

WoeBot is a robot that gives you a therapy session at your desk

WoeBot is a rointernet bot that gives you a therapy session at your deskWoeBot is a robot that gives you a therapy session at your deskThis we know Too many people struggle with their mental health in silence, especially at work. The stigma around mental health is still strong.Its time to change that. About one in five Americansare depressed, a condition that can wreck a persons mood, relationships, and productivity. More than half of people suffering from depression havent sought any treatment for it in the past year despite the painful consequences.Enter Silicon Valley techies with a solution that cuts out the middle man - or any man at all. If you cant (or dont want to) talk to humans about your problems, why not try a judgment-free chatbot?Created by a team of Stanford psychologists, WoeBot is a Facebook Messenger bot thats programmed to monitor your moods by checking in with you daily on how youre feeling.Heres how it works WoeBot is based on cognitive behavioral therapy princip les where you learn to break out of negative patterns by identifying their causes and by putting those negative thoughts in perspective.You can tell WoeBot how youre feeling and it will offer feedback, and suggest helpful videos and word games.I can capture patterns of your moodWhen I tried the two-week free trial, WoeBot first began by explaining its purpose to me Im hoping to capture a snapshot of your emotional life as it unfolds in real timeThe aim is that over time I can capture patterns of your mood that we can reflect on together and perhaps even link certain moods to certain situations.The word capture caught me off guard. Was this a chat with a friendly robot or an animal poacher?I welches never under any delusion that I was talking to a real therapist, but for those that may feel like youre talking to someone with a medical license, Woebot offers a disclaimer.This might surprise you, butI am a robot, WoeBot will tell you before beginning a session. As smart as I may seem, Im not capable of really understanding what you need.This low bar of expectations made me feel like I was wasting my time. To spice the session up, I decided to go off script from the multiple choice, pre-selected answers Woebot offered me in conversations. I typed the word suicide and Woebot immediately responded since I had triggered its crisis systems.If you tell WoeBot about suicidal thoughts or self-harm, it will direct you to emergency help services, but it wont get you physically there. After informing me of emergency hotlines, Woebot changed topics and asked if I would like to select an anxiety buster activity or listen to relaxing music.The interaction served as one more reminder that I was talking to an algorithm, filled with sophisticated rules and systems, yes, but not human empathy. If I really had needed serious help, I shouldnt turn to a chatbot.We trust robots with our feelings more than humansSo if WoeBot doesnt believe its really understanding what you need, whats the benefit in using it?It appears that simply having our words heard- even by a robot- helps alleviate a lot of our stress. At the very least, WoeBot has been found to have more value than a self-help e-book. Before WoeBot was released to the commercial masses, it was subjected to empirical research and peer review. In a 70-participant experiment, people who used WoeBot over a self-help e-book self-reported lower depression and anxiety levels.Apparently, we also feel more comfortable talking to robot therapists than human ones. A 2014 study on a similar therapy bot found that participants who thought they were talking to a robot therapist were more likely to disclose what was really bothering them and have a productive therapy session.When the participants were told that humans were behind the virtual therapist with a human face, they would clam up and show less signs of sadness. We feel less judged when we think its only a computer on the other side, researchers concluded.Not HIPA A-compliantBut significant ethical and privacy hurdles remain for therapy chat bots to go mainstream. WoeBot promises that a human may never see what you type but thats not a promise it can keep. WoeBot is not a licensed medical provider bound by the Health Insurance Portability and Accountability Act to keep your medical information private. Although WoeBot will anonymize its users, Facebook can still read the content of your messages and know exactly who you are.When therapy and technology collide, it also inevitably leads to ethical minefields. As reported by The Verge, therapists on the Talkspace app are not always able to report patients to authorities when they discuss dangerous situations due to the apps anonymity.So talk about your feelings with a therapy bot if it helps you work through problems. But know that for better or worse, a bot is not the only one listening in.CORRECTION (11/27/17) This article originallycontained an imprecise description of the ability of therapis ts on the Talkspace app to report patients to authorities.

Determining Active Duty Rank for Prior Service

Determining Active Duty Rank for Prior ServiceDetermining Active Duty Rank for Prior ServicePrior tafelgeschirr members who enlist in the active duty Army will have their initial enlistment rank determined as follows Current Army Reserve and Army National Guard Members A current member of the Army Reserves or Army National Guard who has completed Initial Active Duty Training (IADT)?? (1) If prior service applicant has elend been awarded an MOS and enlists within 12 months from the date released from active duty (IADT), the enlistment pay grade will be the grade held at time of release from IADT, unless the Reserve Component has promoted the applicant to a higher grade. Applicant must produce DA Form 4187 approving the promotion to the higher grade. (2) If applicant has been awarded an MOS and enlists within 12 months from the date released from active duty (IADT), the enlistment pay grade will be the grade held at time of release from IADT but not less than E-2. (3) If applicant has been awarded an MOS and has 12 months service after release from IADT, the enlistment grade will be the grade currently held up to the grade of SPC (E-5). Applicants in the Army Reserves and Army National Guard who hold the rank of SGT (E-5) and above, will have their active duty grades determined according to the rules below.? Former Members of the Regular Army, Reserves, and National Guard (1) If applicant was last separated from any Component or is a current member of the Army Reserves or Army National Guard in grades E-1 through E-4 with not mora than 7 years Active Federal Service (AFS) and enlists within 24 months from the date of separation, the enlistment grade will be the same grade held at time of separation. If enlisting more than 24 months from completion of military service obligation, reduce one grade for every additional 6 months, but do not go below the grade of PV2 (E-2) unless separated as PV1 (E-1). (2) If applicant was last separated from the active duty Army in the grade of SGT (E-5) with not more than 12 years total active service and enlists within 24 months following separation, or is a current member of the Army National Guard or Army Reserves, the enlistment grade will be SGT, provided the applicant has completed the appropriate NCOES leadership requirements or its equivalent and provided a valid vacancy exists for the primary military occupational series (PMOS) in the grade of SGT. If no vacancy exists in former PMOS, the enlistment grade will be SGT, provided applicant accepts retraining in the MOS provided by the Army Human Resources Command and does not have more than 12 years active Federal service. If enlisting after 24 months from completion of military service, the enlistment grade will be determined by the Army Human Resources Command. (3) If applicant was last separated from any Component or is a current member of the Army Reserves or Army National Guard in the grade of SGT with not more than 12 years AFS, or in the grade of SSG (E-6) with not more than 17 years AFS, or in the grade of SFC (E-7) through SGM (E-9) , regardless of years of service but with fewer than 20 years, the enlistment grade and eligibility will be determined by the Army Human Resources Command. Applicants with more than the numbers of years indicated above are not eligible for enlistment in the active duty Army. Former Members of Non-Army Components Former members of the Air Force, Navy, Marine Corps, and Coast Guard, including current and former members of their Reserve Components,will have their active duty Army rank determined by the Army Human Resources Command, after an examination of their military records and experience. All prior service, regardless of component, are authorized to enlist at the advanced paygrade for non-prior service, if that is more advantageous.

How to Develop Outstanding Customer Service Policies

How to Develop Outstanding Customer Service PoliciesHow to Develop Outstanding Customer Service PoliciesTo be competitive, all businesses must adhere to outstanding customer service practices and policies. If your business does not have a customer service policyor needs to revamp existing ones, start by creating an outline. What to Consider When Developing Your Policies The following questions can serve as a foundational guide for developing your business plan, feasibility study, or business model to create or improve customer satisfaction. Use these to create your outline Do you have a return or exchange policy?How will you resolve customer complaints?How can customers resolve problems, place orders, or reach you with questions? (For example, will you have an autoresponder or will customers receive a personal response?)Will you join the Better geschftlicher umgang Bureau, professional associations, or other groups or associations that can boost your credibility and visibility?Wh at is your privacy policy? (All websites must have a privacy statement if you capture or exchange any kind of data about your site visitors or customers. If you capture medical data, you may also need to comply with HIPAA confidentiality laws as well.) Importance of Good Customer Service How to Lose Customers Attracting customers is half your goal in business. You also need to focus on developing strategies for customer retention because repeat and referral customers are vital to sustain and grow your business. To accomplish this, it is essential to have customer service policies in place.Treat Customers, Employees, and Stakeholders Equally Customer policies and relationship standards should be part of your mission statement, neither receiving substandard or preferential treatment over employees, contractors, or even stakeholders.This concept of treating all as equal has received much attention and has becomea business model for success for many mega-corporations. In Firms of E ndearment How World-Class Companies Profit From Passion and Purpose, authorsRajendra Sisodia, David B. Wolfe, andJagdish N. Sheth write, Successful companies that spend millions of dollars less on marketing and advertising than their industry counterparts, but have found tremendous success by following a business model that values stakeholders, employees, and customers equally. Successful Business Tip If you have customers, you absolutely must have a customer service policy in place. If your business has a website, information regarding your customer service policies and privacy practices should be clearly and prominently stated for your customers- not buried deep within your website.