A survey this year by the Society of Human Resource Management ( SHRM) found that 56% of companies use social media for recruiting, up from 34% in 2008.
The site most commonly used is LinkedIn ( 95%)
52% of recruiters believe that these sites are efficient for recruiting executive/upper management (CEO, CFO), up from 22% in 2008. 58% also believe they are efficient for recruiting other management positions, up from 13% in 2008.
84% of recruiters say it is the best way to recruit passive job candidates, those who may not apply or be actively looking for a position. We know that some companies today like to recruit just those candidates who are currrently working. Using a site like LinkedIn may give then more control and expand the base of candidates they consider.
Monday, November 14, 2011
Monday, March 7, 2011
Is Your Boss Wrong About You?
Performance reviews are supposed to be an objective evaluation of an employee's performance, based on measurable criteria. But how often does that happen? And how often does a job lend itself to actual objective metrics?
Samual Culbert, a professor in the Anderson School of Management at UCLA, is the author of "Get Rid of the Performance Review! How Companies Can Stop Intimidating, Start Managing-and Focus on What Really Matters."
He asserts that performance reviews are subjective and based on how comfortable your boss is with you, not on how you contribute to overall organizational results. So you may refrain from criticizing your boss or giving feedback on a better way to accomplish some result, as a way to maintain a harmonious relationship with your boss. In an ideal situation there should be healthy "push-back" between employees, including bosses and subordinates. But how often does this actually happen?
We know that the number one reason why employees leave an organization is their boss. Personality conflicts, and setting unreasonable or ambiquous performance goals or arbitrary metrics can contribute to unhappy employees. So getting a new boss is a way to improve your performance appraisal. Culbert asserts that a performance preview, where the boss and employee together are responsible for setting goals and achieving results is an effective alternative for the employee, the boss and he organization. Bosses are taught to manage employees and to listen to their employees, and employees want that collaboration.
What do you think?
Samual Culbert, a professor in the Anderson School of Management at UCLA, is the author of "Get Rid of the Performance Review! How Companies Can Stop Intimidating, Start Managing-and Focus on What Really Matters."
He asserts that performance reviews are subjective and based on how comfortable your boss is with you, not on how you contribute to overall organizational results. So you may refrain from criticizing your boss or giving feedback on a better way to accomplish some result, as a way to maintain a harmonious relationship with your boss. In an ideal situation there should be healthy "push-back" between employees, including bosses and subordinates. But how often does this actually happen?
We know that the number one reason why employees leave an organization is their boss. Personality conflicts, and setting unreasonable or ambiquous performance goals or arbitrary metrics can contribute to unhappy employees. So getting a new boss is a way to improve your performance appraisal. Culbert asserts that a performance preview, where the boss and employee together are responsible for setting goals and achieving results is an effective alternative for the employee, the boss and he organization. Bosses are taught to manage employees and to listen to their employees, and employees want that collaboration.
What do you think?
Monday, August 23, 2010
Leadership Challenges for Middle Managers
In a recent issue of a publication from the Center for Creative Leadership, they speak of the complexities of working in a middle management position.
These challenges fall into three categories:
1.Getting the top and the bottom of the hierarchy to work together. Top management sets the strategy, but unless that strategy is clearly communicated, it is difficult to get the bottom of the organization to work in tandem with the top. In addition to effectively communicating the strategy, the bottom of the organization needs to see how their jobs contribute to the achievement of the strategy.
2.Collaborating across the organization. You have to align and integrate work with your peers from other work groups to generate a shared commitment to broader organizational initiatives. Some of your work is shared, but you also have independent responsibilities. You compete for resources and manage groups that have very different agendas. You have many demands coming from different directions, and often little postive feedback.
3. Having a demanding job and demanding roles outside of work. You might be caring for children as well as elderly parents. You may have spouses and partners you want to spend time with, commitments to volunteer organizations and your community, while trying to live a healthier and fuller life.
Benefits of a Middle Management Position
But with challenges, your work is interesting and you have the opportunity to collaborate with experienced executives and peers. When effective, you can have a significant influence on the organization.
CCL research shows that managers who have multiple life roles tend to be more effective leaders than those who focus single-mindedly on work. Their life experiences in different areas feed off of each other and help them to develop as leaders while they improve their relationships outside of the organization.
These challenges fall into three categories:
1.Getting the top and the bottom of the hierarchy to work together. Top management sets the strategy, but unless that strategy is clearly communicated, it is difficult to get the bottom of the organization to work in tandem with the top. In addition to effectively communicating the strategy, the bottom of the organization needs to see how their jobs contribute to the achievement of the strategy.
2.Collaborating across the organization. You have to align and integrate work with your peers from other work groups to generate a shared commitment to broader organizational initiatives. Some of your work is shared, but you also have independent responsibilities. You compete for resources and manage groups that have very different agendas. You have many demands coming from different directions, and often little postive feedback.
3. Having a demanding job and demanding roles outside of work. You might be caring for children as well as elderly parents. You may have spouses and partners you want to spend time with, commitments to volunteer organizations and your community, while trying to live a healthier and fuller life.
Benefits of a Middle Management Position
But with challenges, your work is interesting and you have the opportunity to collaborate with experienced executives and peers. When effective, you can have a significant influence on the organization.
CCL research shows that managers who have multiple life roles tend to be more effective leaders than those who focus single-mindedly on work. Their life experiences in different areas feed off of each other and help them to develop as leaders while they improve their relationships outside of the organization.
Tuesday, August 17, 2010
Evaluating Organizational Culture
Organization culture is defined as “a common perception held by the organization’s members’; a system of shared meaning.” A dominant culture expresses the core values that are shared by a majority of the organization’s members. In a strong culture the core values are intensely held and widely shared.
You need to choose an employer whose culture is compatible with your values and one in which you’ll feel comfortable. Here is a list of things that you can do to assess an organization’s culture.
• Observe the physical surroundings, including office furnishings, clothing worn by employees and hair length.
• Who did you meet and who do you think has input into the hiring decision?
• What is the style of the people you met? Is it casual or formal?
• Does the organization have formal rules and procedures printed in a policy manual? If so, how detailed are these policies?
• Ask questions such as, what is the background of the founders and current senior managers? What are their functional areas? Were they hired from within or outside of the firm?
• How do they integrate new employees into the organization?
• How does the person you would be reporting to define his or her job success?
• How do they define fairness in term of reward allocations?
• Who is on the “fast track” at the organization and what has put them there?
• Who is considered to be a deviant in the organization and how has the organization responded to this person?
• Can you describe a decision made here that was well received and one that didn’t work out? What were the consequences for the decision-maker?
• Can you describe a crisis or critical event that recently occurred in an organization? How did top management respond and what was learned from this experience?
You need to choose an employer whose culture is compatible with your values and one in which you’ll feel comfortable. Here is a list of things that you can do to assess an organization’s culture.
• Observe the physical surroundings, including office furnishings, clothing worn by employees and hair length.
• Who did you meet and who do you think has input into the hiring decision?
• What is the style of the people you met? Is it casual or formal?
• Does the organization have formal rules and procedures printed in a policy manual? If so, how detailed are these policies?
• Ask questions such as, what is the background of the founders and current senior managers? What are their functional areas? Were they hired from within or outside of the firm?
• How do they integrate new employees into the organization?
• How does the person you would be reporting to define his or her job success?
• How do they define fairness in term of reward allocations?
• Who is on the “fast track” at the organization and what has put them there?
• Who is considered to be a deviant in the organization and how has the organization responded to this person?
• Can you describe a decision made here that was well received and one that didn’t work out? What were the consequences for the decision-maker?
• Can you describe a crisis or critical event that recently occurred in an organization? How did top management respond and what was learned from this experience?
Tuesday, July 27, 2010
Coping and Recovering from Burnout
Coping Strategies
If you think you are suffering from burnout, create a plan to nurse yourself back to health. The following lists contain steps you can take to get rest and relief from the constant stress that results in burnout.
At work:
• Take it slower, take breaks from work. Leave work a little earlier.
• Don't strive for perfection, but for "good enough."
• Use support services effectively and delegate when possible.
• Try to keep to a regular schedule, and don't be constantly available to clients.
• Don't take work home with you.
• Reduce your commuting time and leave the driving to others by taking public transportation when possible. This also has the positive affect of reducing air pollution.
• Take regular vacations from work. Long weekends once a quarter are good ways to avoid burnout without taking off long stretches of time. Don't take work with you or check voice mail messages or e-mail when you are away.
• If you are unhappy with your job, determine what changes are needed and develop an action plan.
• Connect with nature daily- take a walk; eat your lunch outside in nice weather.
At home:
• Try to get 8 hours of sleep a night. We are a sleep-deprived society and this lack of sleep contributes to accidents, low productivity and mistakes.
• Get help with chores. Hire a housekeeper and someone to do yard work.
• Don't be a perfectionist who strives for the Martha Stewart/Better Homes and Gardens look. You don't have to be a gourmet cook and live in a designer showplace to be happy.
• Organize your household so the burdens are spread around.
• Eat healthy - three small meals every day, including fruits and vegetables, and healthy snacks. Drink planty of water. Eliminate or reduce your caffeine intake.
• Exercise regularly- aerobic exercise is a great stress release.
• Get help with childcare.
• Practice simple living techniques.
• Live under your means.
• Pay off your debt.
• Reduce your tendency toward consumerism. Buy only what your need or cannot live without. This will reduce trips to the store and save you money.
• Meditate.
• Practice yoga or other relaxation techniques.
• Listen to relaxation tapes.
• Play with your children and pets. They tend to center us and get us in touch with what's important in life.
• Keep a journal.
• Listen to music. Spend no more than one hour a day watching TV or surfing the internet.
• Massages are also great ways to relax.
• Take Hot Baths with lavender essential oil.
• Practice your faith/pray.
If you think you are suffering from burnout, create a plan to nurse yourself back to health. The following lists contain steps you can take to get rest and relief from the constant stress that results in burnout.
At work:
• Take it slower, take breaks from work. Leave work a little earlier.
• Don't strive for perfection, but for "good enough."
• Use support services effectively and delegate when possible.
• Try to keep to a regular schedule, and don't be constantly available to clients.
• Don't take work home with you.
• Reduce your commuting time and leave the driving to others by taking public transportation when possible. This also has the positive affect of reducing air pollution.
• Take regular vacations from work. Long weekends once a quarter are good ways to avoid burnout without taking off long stretches of time. Don't take work with you or check voice mail messages or e-mail when you are away.
• If you are unhappy with your job, determine what changes are needed and develop an action plan.
• Connect with nature daily- take a walk; eat your lunch outside in nice weather.
At home:
• Try to get 8 hours of sleep a night. We are a sleep-deprived society and this lack of sleep contributes to accidents, low productivity and mistakes.
• Get help with chores. Hire a housekeeper and someone to do yard work.
• Don't be a perfectionist who strives for the Martha Stewart/Better Homes and Gardens look. You don't have to be a gourmet cook and live in a designer showplace to be happy.
• Organize your household so the burdens are spread around.
• Eat healthy - three small meals every day, including fruits and vegetables, and healthy snacks. Drink planty of water. Eliminate or reduce your caffeine intake.
• Exercise regularly- aerobic exercise is a great stress release.
• Get help with childcare.
• Practice simple living techniques.
• Live under your means.
• Pay off your debt.
• Reduce your tendency toward consumerism. Buy only what your need or cannot live without. This will reduce trips to the store and save you money.
• Meditate.
• Practice yoga or other relaxation techniques.
• Listen to relaxation tapes.
• Play with your children and pets. They tend to center us and get us in touch with what's important in life.
• Keep a journal.
• Listen to music. Spend no more than one hour a day watching TV or surfing the internet.
• Massages are also great ways to relax.
• Take Hot Baths with lavender essential oil.
• Practice your faith/pray.
Wednesday, June 30, 2010
Are You Burned-Out?
Burnout is defined as the various physical, emotional and mental reactions caused by repeated stress.
"In order to burn out, a person needs to have been on fire at one time."
Ayala Pines
Effects of Stress
The negative affects of stress are documented by research studies. Prolonged, unrelenting stress can produce psychological and physiological consequences including:
Anxiety
Depression
Hypertension
Impaired Immune System Functioning
Increased risk of coronary heart disease and cancer
Who is at Risk?
Corporate downsizing has placed increased responsibilities on those who survive, adding more pressure and longer hours. Small business owners are at risk since there are fewer people to do all the work. Therapists, lawyers, health care professionals and others in the various service professions are traditionally at risk for job burnout. Also at risk are executives, and others who work long hours or get little fulfillment from their work.
With a greater percentage of single parent families and longer workweeks, more people today suffer from burnout. Single working parents are often stressed from the pressures of working the equivalent of two full-time jobs.
Certain personality characteristics often make some people more susceptible for burnout. These include perfectionism, idealism and workaholism. People with these characteristics sometimes have difficulty delegating and frequently feel that there is too much work for them to do. Service professionals can suffer from not setting limits with work hours and availability to clients, and from taking work home with them.
Symptoms of Burnout
How can you tell if your are suffering from burnout? If you are experiencing three or more of the following, you probably are.
Feeling overwhelmed
Having trouble making decisions
Short-tempered
Low energy-tired all the time
Loss of enthusiasm for work
Increase in use of cigarettes, alcohol and caffeine
Moodiness and irritability
Insomnia
Depression
If you think you are suffering from burnout, first determine if the main source of the stress is coming from work. Could it also be your home environment, family demands, your health, a relationship, or a combination of some of these? To gain clarity, keep a journal. Write down your thoughts daily.
Next Time:
Coping and Recovering from Burnout.
Monday, May 24, 2010
HR Can Help Your Career
Employees often view HR departments as where to go to get a form or a question answered about benefits.
By HR can actually help you develop your career by:
By HR can actually help you develop your career by:
- Providing suggestions of how to make contacts with those in the organization who may help you advance your career
- Supply ideas of alternate career paths when one road is blocked
- Offer opportunites for coaching and mentoring
- Be an avenue to showcase your accomplishments and how you have contributed to the organization
- Mediate issues betweeen you and your manager
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