Alexandra Levits Water Cooler Wisdom Healthcare Can You Prevent Quick Quits

Alexandra Levit's Water Cooler Wisdom Healthcare Can You Prevent Quick Quits Hiring and retaining new employees are daunting tasks for most healthcare organizations for a variety of reasons. To start, many are struggling with major skills shortages and even sourcing the proper talent to fill open positions can be an uphill battle. And then, the hiring process in healthcare organizations often takes so long that new employees either take another job instead or leave within the first few months. Resignations that take place within the first three to six months of employment are known as “quick quits,” and given their challenges, it’s critical that healthcare organizations do everything in their power to prevent these rapid-fire resignations. The key is, of course, strategiconboardingin the form of KSR â€" knowledge, support, and relationships. Let’s look at each of these three components. Knowledge Most healthcare workers join an organization enthusiastic to contribute to the best of their ability. However, if they don’t receive proper training and direction, as well as clarity around their roles and responsibilities, they may find themselves at loose ends and wishing they’d taken a different position. In addition to general information about the organization and its policies, your onboarding initiative should include a review of expectations for what new hires are expected to accomplish in a given job. Managers should ensure that these expectations and goals align with what was discussed during the interview process. And because uninformed employees are more likely to be disengaged, there should be an ongoing and seamless flow of role-related information from organization to manager to employee. Support Through its work with healthcare organizations,Gallupobserved that the rapid changes in the healthcare industry have adversely affected two critical items of employee engagement: knowing work expectations and connecting with the company’s mission. Providing this type of information is an important way to offer appropriate support, but managers should also ask each new hire, regularly, what they can do to make his or her job easier. Proactively, new employees should be pointed in the direction of key resources that will help them get around common problems or roadblocks, and managers should be on the lookout for the stress reactions that often occur during times of transition â€" especially in high-pressure healthcare environments. For the rest of this post, check out the SilkRoad blog.

Baby Boomer Career Development Plans - Personal Branding Blog - Stand Out In Your Career

Baby Boomer Career Development Plans - Personal Branding Blog - Stand Out In Your Career When was the last time you had a career development plan? Most of us who joined the workforce, during the 60s, 70s or 80s remember sitting down with our managers once a year to work on a career development plan. That was when you started your career with one company and planned to stay there for thirty or more years. I started my career in the late 1970’s working for IBM. I did not appreciate the value of doing those plans back then. Boy, those days are over! I was asked the other day about the value of creating career development plans for those of us who are in the second half of our working lives? Our employers no longer get invested in our career development. After all, the average employee stays 4.4 years. Who does care? I sure hope it is you! Baby boomer career development plan So, sit yourself down and create your own career development plan. The first question to address is what do you want to do in your career in the next one, three and five years? This can be very hard for many of us. We rarely have thought about what we want to do versus what will employers be willing to pay us to do. But the fact of the matter is that employment values have shifted. What you want, enjoy and makes you happy is considered important not only to individuals but employers. The second question is what direction is the industry heading? You need to keep track of the pulse of your industry. What are the strategic directions? How do trends in your  industry correlate with what you want to do? If they do not match up, you may need to go back to step one OR look at a different industry or career path. The third question is,  what skills do you currently have and what skills do you need to acquire? Many of us in our second half of our work life did not think we needed to acquire any more skills. Boy, were we wrong! Technology is changing the world at an incredible pace and no one can afford to ignore the ways it’s morphing the work world. The fourth question is, how do you integrate these new skills into your online presence (LinkedIn profile, blog, Twitter feed,.), your resume and your personal brand? How are we going to advertise and actively promote our newly acquired skills? Yeah, yeah I know you think you should not have to do this. This final step that is the new piece of your career development plan. How is anyone going to know that you know your stuff? Many baby boomers are leaving the corporate world and entering the world of entrepreneurship. If you’re one of them,  you absolutely have to add the promotion step to your career development plan. When are you going to start on your baby boomer career development? Author: Marc Miller  is the founder of  Career Pivot  which helps Baby Boomers design careers they can grow into for the next 30 years. Marc authored the book  Repurpose Your Career: A Practical Guide for Baby Boomers, published in January 2013, which has been featured on Forbes.com, US News and World Report, CBS Money-Watch and PBS’ Next Avenue. Career Pivot was selected for the Forbes Top 100 Websites for your Career. Marc has made six career pivots himself, serving in several positions at IBM in addition to working at two successful Austin, Texas startups, teaching math in an inner-city high school and working for a local non-profit. Learn more about Marc and Career Pivot by visiting the  Career Pivot Blog  or follow Marc on  Twitter  or  Facebook.

On the Job by Anita Bruzzese How to Respond to a Demotion

On the Job by Anita Bruzzese How to Respond to a Demotion Have you ever been demoted? If so, you're not alone. A survey finds that 46 percent of human resource managers say their company has demoted an employee. Most of those demotions hit male professionals and those ages 18 to 34. If you think about it, the first thing you would want to do after being demoted is deliver a significant hand gesture to your boss and walk out the door, possibly kicking a nearby trash can for good measure. Or, go into a massive sulk and do only the bare minimum required to still collect a paycheck. The survey supports this: For those who are demoted, 52 percent quit while 47 percent become disengaged. Such reactions won't surprise an employer. First, they may have demoted you in an effort to get you to quit. Second, they demoted you and are paper-trailing you so that they can fire you in the near future as your performance deteriorates. But what if you don't quit? What if you turn the tables and actually get better at your job? If you take that course of action, then you've taken control of your career instead of letting a demotion derail it. It won't be easy. You're going to be pissed, frustrated, depressed and demoralized by the demotion. The demotion may not even be the result of poor performance, but have to do with internal politics or restructuring. Whatever you're feeling and whatever the reason you were demoted, you have to be smart about it and understand that if you decide to leave, it's going to be much easier to find another job if you depart on good terms. That means you've got to prove you're of value. How? By turning in work where you show proven value and results. When you've been demoted, it's going to be more important than ever that you: Suck it up. Don't let them see you sweat or cry. All they should see written on your face is steely resolve and determination. Get specifics. Make sure you're 100 percent clear on the performance issues that got you demoted and what your boss believes you need to do to correct them. Craft a battle plan. Make no mistake: You're going to have to fight to regain ground and get your career back on track. Write out what you need to accomplish in the next week and coming months. Communicate in writing. Let the boss know what you're doing to improve. Daily email reports can provide a way for you to prove you're making changes. You can also give these reports in person, but written evidence will help the boss clearly see the steady progress you're making. Add value. Craft a plan to cut customer turnover, make a process more efficient or improve safety. This is a move designed to make you more valuable to your current employer -- but also beef up your resume so that if you decide to leave you can demonstrate your worth. Being demoted is no fun. But there's no reason to let it define you. Once it happens, you cannot change it but you can use it to spur new actions that will help you with your current employer -- or propel you into a job that is a better fit.

Are You Comfortable Asking For Favors - Personal Branding Blog - Stand Out In Your Career

Are You Comfortable Asking For Favors - Personal Branding Blog - Stand Out In Your Career I like to think of myself as a giving person. I consistently promote other people and their work and enjoy doing so, but at some point, you will need help. Actually, I know youll REQUIRE help because we all need support in order to progress in our careers. This support could come in the form of a mentor, who has been there, done that, and can help you learn from their mistakes and successes. You may need support from your teachers, parents, friends, coworkers, the media, bloggers or whomever else one day. Asking for favors is a necessary evil and part of life. [youtube=http://ca.youtube.com/watch?v=CU1YH15Uu9Q] Subscribe to my podcast series You wont be comfortable asking for favors if youve never helped anyone else in the past. See, if you take care of your community, asking for help is a breeze. If youve give enough value to people in the past, the second you start asking for a favor, they will finish your sentence! Ignoring peoples requests will work directly against you in the future, when you need their support.

10 Job Interview Questions Employers Cant Ask

10 Job Interview Questions Employers Can’t Ask When picking an ideal career/job, going through the interview process is always a must. While it is good enough to prepare for the first step, it is also important to know the kind of questions asked.There are appropriate queries in an interview as much as there are inappropriate ones. Being aware of the laws surrounding this area can assure you, as the applicant, that you ought to be hired based on your skills instead of stereotypes. Here are some questions that can raise red flags:1. “What is your race/color/ethnicity?”evalAsking about this is illegal. In no way can race/color/ethnicity be used to measure a candidate’s ability to perform well in the career/job, unless if you are applying for a modeling agency that requires specifics.2.“How old are you?”Age is not a clear basis for assuming the level of ability and maturity. This can be another case of discrimination towards applicants. For an alternative, the employer can ask whether or not you are over the age of 18. Thi s can be an assurance that you are legally old enough for the job.3.“Are you pregnant?”Asking about pregnancy can potentially lead to off-topic discussions. Instead, the employer can ask questions about your general plans in the future such as your long-term career/job goals and the like. This can measure your commitment.4.“Do you have a disability/Are you disabled?”Though the disabilities can affect your performance, it is crucial to avoid this kind of question. The employer can instead ask you if you can do the specific duties required of the job.5.“What is your religion?”Knowing a candidate’s religious affiliation may give the employer an idea of the kind of work schedule you may have. However, directly asking about your beliefs can sound discriminative. The employer can simply ask about your availability instead.6.“Do you belong to any political organization?”This question has little to no relation to an applicant’s qualifications for the position. Candidates are not required to share their specific affiliations towards their employers, but if needed, they can ask you if you are a member of an organization that is relevant to the career/job.7.“Do you drink/smoke?”Asking this directly can be a personal attack to the applicant, as it can imply that the employer is prejudiced against your vices. Although smoking/drinking can affect work performance and career, the employer can instead ask if you had been disciplined in the past for violating company policies through alcohol and cigarette smoking.8.“Do you have children?”evalUnderstandably, family obligations can interfere with the applicant’s career/job, but it is more important to not assume or pry into such situations. The employer can instead get to the point and ask you if you are willing to work overtime when the need arises.9.“Are you married?”Likewise, marriage can still affect the applicant’s work life, but it is irrelevant to ask this question directly. The employe r, however, can ask about your career plans and gauge it from there. Alternatively, marital status can just be noted on tax and insurance forms.10.“Are you in debt?”Your credit history does not measure your performance in the job. Employers can ask permission before obtaining such information when truly necessary, especially if the position you applied involves financing and auditing.The goal in a job interview is to get information while at the same time building rapport with the candidate. However, it is important for both employer and applicant to know what questions are considered off-limits.evalOne way to make the company grow is to protect it from legal issues by avoiding the inappropriate questions. With this, professionalism is preserved, and decency is assured.

This workplace is NOT afraid of colors (and yours shouldnt be either) - The Chief Happiness Officer Blog

This workplace is NOT afraid of colors (and yours shouldnt be either) - The Chief Happiness Officer Blog I took this picture at?one of our clients in Denmark. Their offices are in a building that used to be?a paint factory and they have fully embraced that history and esthetic in their?workplace design and layout. Walking around their building?I felt inspired and energized. Then I?see a traditional beige-and-grey cubicle landscape and I despair for all humanity :) I dont want to overstate the role of office design it is definitely not what makes or breaks a workplace. But I cant help wonder why companies are so afraid to display?some identity, variation, playfulness and (not least) bright colors in their buildings. Its not that hard here are some great examples: 10 seriously cool workplaces. 12 ways to pimp your office. dPOPs office is underground and AMAZING. Meet me in the UFO. And please dont confuse well-designed with fancy and expensive. Some companies spend tons of money on really exclusive furniture and still end up with an office that is boring and lifeless. Thanks for visiting my blog. If you're new here, you should check out this list of my 10 most popular articles. And if you want more great tips and ideas you should check out our newsletter about happiness at work. It's great and it's free :-)Share this:LinkedInFacebookTwitterRedditPinterest Related

Career Tips for a Happy, Healthy Holiday - Hallie Crawford

Career Tips for a Happy, Healthy Holiday Career Coach was recently asked to contribute some career tips for an article in Best Self Atlanta magazine. In the article, Best Advice Tips for a Happy, Healthy Holiday, she gives the readers career tips on work related issues. The article also delves into  tips related to food, family, fitness, and travel. Here were some of the career questions Hallie answers: Asking for time off is a sensitive subject for many employees. What is the best way to broach the topic with your boss? Is there anything employees should avoid doing when asking for time off? Is it important to look like a team player and avoid taking holiday time off? What tips do you have for employees who want to pull their weight but also enjoy their vacation? Click here to read the article! Are you interested in getting more career tips? Or, do you need help finding your ideal career? Why not set up a free consultation with to see if career coaching can help you? Schedule a free consult with HallieCrawford.com today