Don’t Burn any Bridges When Leaving Your Current Job

Chances are, you will resign from numerous jobs over the course of your career. According to the U.S. Bureau of Labor Statistics, the average employee stays in a position for 4.6 years

When the time comes to announce your pending resignation, take a thoughtful, sensitive approach. You never know what may happen down the line. You may interact with your colleagues and bosses again in your professional life, so you don’t want to damage the relationships you’ve worked so hard to build.

As noted by author and Harvard Business School professor Len Schlesinger, “the bookends – how you start and how you end – are the most important parts of any professional relationship.” However, people tend to spend a lot of time and energy on making the right first impression and rarely give much thought to their last ones.

Follow these tips to leave your job without torching that bridge:

Be strategic with your time frame.

Regardless of your reasons for leaving, you have one final responsibility to your company, and that is to ensure an orderly and positive transition. Don’t leave your employer in a lurch.

Tell your boss first. After that, decisions surrounding the nature and timing of your departure are up to them. You may, however, weigh in on how your resignation is communicated; for example, by email or at a team meeting. Establishing this up front will help keep the rumor mill at bay.
Ask your manager for direction and close supervision regarding how to tie up loose ends. After you leave, you want your former supervisor and colleagues to feel nothing but positive about your professionalism.
Consider your position before settling on a departure date. If your role will be difficult to fill, try o allow your employer ample time to replace you. If time permits, offer to train your successor. At a minimum, give two weeks’ notice. Generally the higher up you are in an organization, the longer it takes to extricate yourself. On the other hand, giving too much notice is not necessarily wise. The moment you announce that you’re leaving, you’re perceived as an outsider or a lame duck. You won’t likely be invited to certain meetings or team-bonding activities. You don’t want to hang around too long.

Be as transparent as possible.

While you’re under no legal or moral obligation to reveal your next career move, it’s best to take the long view. Your co-workers will find out about your new role the minute you update your social media profiles.

Be honest and straightforward. This enables you to own the message. The more transparent you are, the more likely you are to preserve and build on the relationships you already have. Soon-to-be former colleagues are a critical part of your network – and you want to keep it that way.
Express your gratitude. Even if you’re ecstatic about leaving, adopt an appreciative mindset about the position and people you’re leaving behind. Be grateful for the experience and the things that went well.
Write a positive letter of resignation. Indicate how much you enjoyed your time at the company and mention things you learned. It can be brief, but keep it upbeat.

Career transition periods are optimal times to partner with a professional recruiter who can tap you into their network of contacts and share their advice, tips and resources to ensure a seamless, successful transition. Contact the team at PrideStaff Fresno to learn more.

With 2015 Halfway Finished…Are You on Track to Reach Your Annual Goals?

Here it is, June already. That means it’s time for your six-month business checkup. You developed a great plan for 2015 and how have two quarters of execution behind you. Now is the time to pause for review, reflection and any needed adjustments. Your midyear analysis is a key driver in making sure that you’re on track with your goals.

Are you shooting at the right targets?

“You cannot change your destination overnight, but you can change your direction overnight.”

These are the words of the late Jim Rohn, entrepreneur, author and motivational speaker, as he discussed successful annual business planning. What top priorities did you set for 2015? Midyear is an optimal time to look at the numbers and see what progress you’ve made – and then redefine specific targets if necessary.

Begin with the end in mind. This is critical to successful planning. If you haven’t already done so, create an end-of-year description of success. (If you did this in January, great. But take another look at it.) From here, you should be able to determine the right targets and identify the initiatives you need to accomplish in order to hit them.
Does your forecast need to change? If so, adjust your targets and add or remove initiatives as needed, so you’re ready to go full steam ahead in Q3 and Q4.
What obstacles stand in your way? You may not have seen them coming when you developed your original plan. Identify them so you can start, stop or keep them. Starting means beginning action steps to achieve desired results. Stopping means eliminating things that aren’t working. Keeping means maintaining initiatives that are going well and may need to be accelerated.
Pay special attention to the “stops.” This will help simplify your plan going forward. If you have fewer priorities, you’ll have a higher probability of getting them all done.

Are you working on the right things?

Be sure that your revised plan includes SMART (specific, measurable, achievable, realistic and time bound) goals. Place added emphasis on being realistic. Don’t overload the second six months of the year with tasks and projects in order to make up for lost time.

Check your KPIs. Key performance indicators measure your progress as you drive towards better results. Take time to celebrate all you’ve accomplished up to this point. If you’re not on target, reevaluate and get back on track.

Consider partnering with PrideStaff Fresno as you strategize, plan and implement growth and development solutions. We’ll help you manage your staffing and workflow in Fresno, as well as capture new business opportunities. Contact us today to learn more.

3 Reasons to Follow Up within 24 Hours after an Interview

You’ve completed your interview and, hopefully, left your prospective employer with an awesome first impression of you. Solidify and strengthen that opinion with a brief, friendly, thoughtful thank you note, which you should send within the next 24 hours.

If you’re clearly not the best candidate, your thank you note won’t change that perception. If you’re the clear leader, lack of a note probably won’t stop you from being hired. But regardless of where you stand, a well-crafted note establishes you as an individual who truly understands the nature and importance of professional courtesy.

Your thank you note can make you stand out among the other candidates.

Your thank you note is a signal that you pay attention to details and care about presenting yourself (and, if hired, the company) in a positive fashion. It shows that once after having reflected on your interview, you’re still enthusiastic about the position.

A majority of hiring managers say thank you notes have swayed their hiring decisions when they have a close call to make. As noted by Carol Galle, president of Michigan-based Special D Events, “I recently filled an open position for which I had two highly qualified candidates. It was a thank you note that made the difference. One candidate took the time to create a custom two-dimensional card with our company’s logo and a sincere, handwritten message of thanks. I want to hire people who want to work for my company, and it was clear from her effort that was the case.

Build on your conversation from the interview.

After your interview, you may remember something you wish you had said, clarified or elaborated on. Your thank you note is the ideal place to take care of these details.

Think of it as not just a thank you note, but also a follow-up note. Talk about specific topics that were covered during your interview, and include details you may not have gotten to.
Use your note to strengthen your candidacy. For instance, you might say something like, “I forgot to mention that I will be finishing my MBA this summer. I hope you’ll find that to be an added benefit for the position.”

Cultivate a professional relationship.

Even if you’re not hired as a result of your interview, your thank you note can be a key tool in nurturing your relationship with a hiring manager or recruiter. You also should connect to them via LinkedIn if you have not already done so. Who knows what the future may hold? If this job doesn’t work out, chances are the company will be hiring again soon, or your interviewer may be able to reach out to others on your behalf.

The specialized recruiters at PrideStaff Fresno offer myriad resources, tips and advice to assist in all aspects of your job search process, including interviewing and appropriate follow-up. Read our related posts or contact our team of skilled recruiters today to learn more.

Improve Office Efficiency With These Best Practices

Every manager wants their office to run as smoothly and efficiently as possible. As mid-year approaches, it’s a good time to take a look at steps you might take to enhance operations and improve productivity for the short and long term.

Put Technology to Work for You

Technology is constantly evolving, with more and more programs and tools to make your life easier and your office environment more functional. You might want to consider:

Producteev: This is a task management program to assist with the administration and delegation of group projects. The software enables you to easily assign tasks and receive real-time progress reports from all participants. Producteev regulates and organizes work flow and is accessible on Android devices, as well as computers and laptops.
datapine: This program allows you to readily report, view, and share data throughout your office. It generates charts and graphs, which you can edit and send without hassle and share via interactive dashboards. High-standard charts can be created quickly through simple drag and drop functions. The cloud infrastructure permits all team members to view updated material from wherever they are at any given time.
Boomergang: Like many of the best tools, the value of Boomergang lies in its simplicity. It acts as a personal task manager and can be installed with any Gmail account. Boomergang keeps track of the emails you send and receive, ensuring that nothing important slips through the cracks.
Scheduling tools: Regardless of which office tool you use to track the whereabouts and activities of your team members, make sure all employees use it to notify others when they are traveling, at a client site, working from home, or on vacation.
Wireless capability: Build an infrastructure that allows server and email access wherever an individual may be in the office; for instance, the conference room, training room, or reception area.
Training to share: Train employees in technology that encourages remote sharing of information. This might include SharePoint, Skype, WebEx, Live Meeting, or GoToMeeting.
Electronic filing standards: Develop and implement an efficient electronic filing system to eliminate duplication of information and significantly cut down on filing time. Centralize printing facilities in strategic locations.
Cell phone options: Encourage employees to share their cell phone numbers with coworkers so they can be contacted when out of the office. Make sure everyone respects the privacy of their colleagues and keeps shared cell numbers confidential.

The Human Factor

Happy employees are productive employees. As you strive to optimize efficiency via the latest technical advances, don’t forget to treat your team members like the talented individuals and valuable contributors they are.

Be ergonomically friendly. Something as simple as ensuring that employees are physically comfortable at their desks or work stations goes a long way. Research ergonomic tools and tactics so people aren’t straining their bodies or putting their health at risk simply by sitting in the wrong chair or having their computer monitor in the wrong position.
Encourage community. Create opportunities for individuals to get to know one another and share their experiences and skills. Reserve time in meetings where the agenda allows for personal communication, rather than focusing solely on business.

The workforce development experts at PrideStaff can help you to maximize efficiency and productivity, as well as develop your industry-leading staffing strategy. Contact our team of expert recruiters today to learn more.

How to Proceed When You Say the Wrong Thing in an Interview

Your interview is possibly the most stress-filled step in your entire job search process. You worked really hard to get it. You prepared by researching your prospective employer, anticipating the topics that would likely be covered, and finding the perfect outfit. You got there on time and it felt like things were rolling smoothly along … until … that moment when you said the wrong thing. Was that out loud??!

You can’t rewind the clock and have a do over. But there are steps you can follow to take the sour lemons of your misspoken words and make lemonade.

On-the-Spot Triage

In a medical emergency, the first thing doctors do to save a patient’s life is move into triage mode, doing whatever it takes to stabilize the situation and prepare for long-term healing. Immediately after your verbal faux pas, take a deep breath. Think about what you would like to say instead, and then ask your interviewer politely if you can rephrase your answer.

Remain calm. Just like those ER doctors, panic or hysteria will only make things worse. On the other hand, you may impress your interviewer with your ability to stay cool under pressure – as long as that’s what you do.

Redeem Yourself

Mistakes made during interviews make it easier for hiring managers to eliminate you as a candidate. But at the very least, you can learn a valuable lesson from saying the wrong thing. In some cases, you may be able to help your interviewer to understand and overlook your words.

Reflect on your interview experience. Think about all the right things you said and the overall appearance you made. Then you can look at your misspoken words with a less defeated attitude.
Learn from it. Don’t wallow in self-pity. A single mistake or bad day is no excuse for not following up or not interviewing for a while. Instead, focus on what you’ll do differently the next time around. Write down the question you mishandled and your new response. Practice it prior to your next interview opportunity until you have it down pat.
Forgive yourself. This will help you regain your self-confidence and do better in the future. It’s natural to feel uneasy for a while, but don’t let this feeling linger or discourage you from reaching out to the employer to rectify things. Accept your mistake and move forward.
Explain what went wrong when you write your thank you note. Don’t make excuses, but do acknowledge your blunder. For instance, if you believe your response was off target, send a well-crafted note admitting your misunderstanding of the question. But be careful. Make sure you only draw attention to mistakes that you’re absolutely certain the employer caught. Don’t call attention to an issue that they might otherwise have missed.
Never apologize for a poor interview. Remember, you don’t know what the employer is thinking, and maybe it wasn’t as bad as you think. If you said something specific that requires an apology, make that judgment call, but don’t keep reminding the interviewer what went wrong.

As you prepare for your next interview, consider working with a professional recruiter from PrideStaff. We can help you improve your opportunities, put your professional skills to the best possible use, and make your job search strategy a success. Read our related posts or contact us today to learn more.

Don’t Let the Summer Heat Ruin Team Productivity

When it’s hot, it’s hot. And when it’s summer, work may not always be the first thing on your employees’ minds. The kids are out of school, vacations are beckoning, and the pool looks pretty darned good right about now …

As an employer, you can scarcely afford to let productivity or profitability suffer just because the days are longer and the mercury is creeping upward. Use this season as a time to try something new when it comes to team building. Chances are, everyone will appreciate the break from routine and experience renewed energy and a more positive attitude as a result.

Have Some Fun

Capitalize on the power of play during the summertime, as you create powerful teamwork activities and build bonds between coworkers.

Take a field trip. What better time than summer to plan a group outing to a ball game, concert or outdoor farmer’s market? Or, offer up an escape to go sailing or paddle boating? Team canoeing or kayaking require each team member to fulfill a unique role and lead everyone to work together. Plus, the group might even get wet and cool off in the process. Oh, shoot!
Plan a field day or picnic, complete with food, games and prizes. Get everyone off site and encourage your employees to get to know one another – or get to know one another better. Feelings of camaraderie often are more contagious when people are free from the confines of their office, cubicle or other workspace.

Work Together to Give Back

Remember the recent Ice Bucket Challenge to raise funds and awareness for ALS? There’s nothing more powerful than a common cause to build a team

Let your employees decide as a group what type of volunteer activity they’d like to support. Take suggestions and have everyone vote. You’ll get a chance to learn about which causes people care about, even before you get started.
Facilitate a volunteer outing with a local non-profit organization. It can be a full day, a half day or even a few hours, if it’s something like writing letters or preparing care packages for service members. Provide a break from the typical work routine while at the same time doing something meaningful, as a team, to benefit others.

Plan a Professional Development Activity

Continued learning and growth are primary motivators for employees. This doesn’t have to happen individually. Have your team take part in professional development activities together and use this as a chance to encourage people to learn collaboratively.

Facilitate a team compatibility exercise. A few examples are Strength Finder and the Myers-Briggs Personality Index. These tools promote open communication and respect for different work styles and personalities.
Find creative ways to share each person’s results. For instance, participants might predict their coworkers’ results ahead of time or suggest a celebrity who they think bet represents them.
Other options for professional development events include guest speakers and online seminars.

The staffing and workforce development experts at PrideStaff Fresno will partner with you to identify your unique needs on a year-round basis. We’ll help develop a customized plan to blend your requirements with our proven expertise. Contact us today to learn more.

Does Your Employment History Scare Future Employers?

There’s nothing you can do to change your employment history – so if you’ve experienced layoffs or career gaps, or jumped frequently from job to job, your best plan is to showcase your strengths and the unique value you bring to the table. You do this through your cover letter and resume, as well as your personal presentation in interviews.

Be prepared to play up your experience as it relates to the job being filled. Highlight the key responsibilities you’ve held and the professional skills you’ve acquired. Then present these in a clear, concise, and honest manner.

Layoffs and Job Hops and Gaps – Oh My!

The best way to handle the bumps in your employment road depends on your specific job titles and companies. For instance, you may be able to lump two or more similar positions under one heading. Simply list this on your resume as “Sales Representative, ABC Company and XYZ Company, 2/07 – 4/09.”

Consider a functional resume.

Use your Objective Statement to summarize your career goal, as well as illustrate your strongest qualifications. This will draw attention to your selling points and downplay your work chronology.
You don’t have to include every job you’ve ever had.

may be grouped under one time period; for example, “IT Consultant/Network Specialist – 4/12 – present” and then list project highlights.
Use your cover letter to explain your work history and put a spin on your circumstances.

Don’t be apologetic, just be honest. There’s no shame in having taken time off to raise a family, go back to school, or care for a sick family member. A negative attitude may affect the overall quality of your presentation.
Show how you’ve stayed active and relevant.

This might include coursework, community service, or volunteer assignments. If the technology in your field has evolved, demonstrate that you’ve moved with it.
Honesty is important.

It may be tempting to fabricate or stretch the truth when it comes to your past. This is never a good idea. There will be consequences when your deception is uncovered – and it most likely will be.

The professional recruiters at PrideStaff can help you to optimize your potential career opportunities and find a job where you put your skills to their best use. We’ll partner with you and link you to our broad client network. Contact us today to learn more.

3 Common Mistakes New Managers Make in the Workplace

The transition into management isn’t easy. According to at least one study, it can be almost as stressful as divorce. And with current levels of employee engagement hovering around a dismally low level of about 30 percent, there’s no question that management is a challenging discipline. It’s no wonder new managers can easily take wrong turns as they transition into their roles. Common new management mistakes include:

Failure to Delegate

As a new manager, it may be tempting to tell your direct reports to “just let me do that.” But if you hate being micromanaged – and most people do – imagine how it makes them feel. Plus, it just adds more to your plate, which is already overflowing as you adjust to your new responsibilities.

Time spent micromanaging is time that should be spent leading. Your job is to get the results you need in the short run and over time. This means hiring great people, helping them learn and then giving them space to do their jobs well.
Guide more and do less. Rather than spend time trying to do everything yourself, set clear expectations up front, communicate with your team regularly and check in on progress. Intervene when needed and be accessible, but remember: being a hands-on manager is different than being a micromanager.

Not Getting to Know Employees

In order to manage effectively, it’s critical to develop strong levels of rapport and trust with each of your employees. Get to know them both as workers and as individuals.

Learn their passions and their pain points. Find out what motivates them and makes them tick. Find out what their short and long-term career objectives look like. Find strategic ways to fuel those passions and alleviate those pains.
Don’t hide behind technology. Email is an easy way out and can be very effective, but it’s not a panacea. In fact, the human touch is essential to successful leadership. Manage by walking around and as you do so, address everyone by name and ask about their weekend, their families, and their favorite sports and hobbies.

Trying to Be Everyone’s BFF

While fostering strong one-on-one relationships with their employees, it’s important for new managers to develop their team as a cohesive whole. This means maintaining professional distance at times. Being perceived as a friend may undermine your ability to get the job done.

You need respect more than you need friendship. Positive relationships are important, but you also need to be listened to and taken seriously. Strike the right balance, forging relationships while maintaining control and delivering the results your own management expects.

The staffing and workforce development experts at PrideStaff can help you optimize the power of your management team, whether it means sourcing new talent or strengthening your existing players. Read our related posts or contact us today to learn more.

Onboarding Tips for New Employees

The first weeks and months of a new job are a transitory time between the excitement of the offer and the reality of the role. You’ll experience a wide spectrum of experiences and emotions as the dust settles. In the midst of it all, you want to make the best possible first impression and prove to your coworkers that you were the right choice. Planning correctly at the start will put you on course to quickly be viewed as a key contributor.

Don’t wait for the first day.

Soon after accepting your offer, speak directly with appropriate parties including the hiring manager. Convey your excitement and enthusiasm for your new position.

Make early connections via social media, especially LinkedIn. Remember to put your best professional foot forward. Now is the time to optimize and refresh your total online presence.

Create a 30/60/90 day plan.

Build your professional strategy around how you’ll get to full productivity faster by mapping out a course to follow during your onboarding period. Set measurable, realistic goals and benchmarks for success at 30, 60 and 90 days.

Work with your manager to develop objectives within the framework of overall business goals. This will likely involve holding meet and greet meetings with stakeholders and key colleagues. Check in regularly with your manager to renegotiate deliverables as needed and manage expectations as you learn more from stakeholders.
Look for opportunities to make a difference. Scout out the best places to make the greatest change for the better. It may be a new product or program idea or a vertical market to pursue. Think about how you can quickly start to bring real value to the organization.
Set realistic goals and course correct as needed. Tether your goals to what’s reasonable for a new hire. Include straightforward items like meeting people and understanding products, as well as moderate to slightly complex objectives related to your job duties.

Find key resources and forge key relationships.

Seek out the people who can help you get things done because of their institutional knowledge or relationships with other key players.

Identify critical resources and how to access them. This could be anything from office supplies to investments in technological assets. The more quickly you know the basics, the sooner you can contribute. Also, this is an opportunity to get to know the support team at your new company.
Move closer to the superstars. These are employees who excel at the same or a similar role as yours or are clearly successful and well connected to and within the company. You usually can spot them on multiple emails or via personal reference or interaction.

Learn the politics.

Observe, listen and learn. Show that you understand why practices are followed a certain way and that those practices are sound. Be alert for cues related to ownership and territory. The better you can blend partnerships with ongoing learning, the faster you’ll gain support for your ideas.

Keep your chin up.

There are bound to be some minor disappointments as you adjust to your position. Displaying energy and enthusiasm goes a long way toward making a lasting, positive first impression. Starting a new job is very high on the stress meter, so give yourself a break. No one expects perfection right out of the gate.

Want to learn more about transitioning into your next great job – or finding it in the first place? Read our related posts or contact the recruitment experts at PrideStaff Fresno today.

An Employee Handbook Can Save You from an HR Meltdown

Your employee handbook is more than just a “necessary evil” imposed on you by your legal department. It can be a powerful tool for workplace success. Recent research has shown that 22 percent of staff turnover occurs within 45 days of employment. If new hires feel lost, they need strong support and clarification to understand their work, and your well-designed handbook fits the bill. In addition, it can be a valuable resource for your veteran employees in cases where policies, procedures or benefits come into question.

How to Make Your Handbook Effective

It’s not enough to simply have an employee handbook. The secret it its success lies in how well and how consistently you use it.

Management behavior must clearly support handbook content. Leadership team decisions must reflect what you’ve published and be consistent across the organization.
Your handbook should empower employees to succeed. Its primary focus should be to ensure fair, consistent treatment of every member of your workforce and support of relevant desired behaviors – not just to enforce rules or punish non-compliance.
Language should be conversational, direct and written at an appropriate level for the majority of your employees. Neither tone nor style should be legalistic, overly technical or full of acronyms. Content should portray employees as valued and respected team members, not just commodities or order takers. Include a welcome letter that is warm, worker-centric and signed by your president or CEO.
Focus on outcomes. Use your handbook to paint a picture of desired results, then give examples of how to achieve them. Provide standards and expectations and let employees know how outcomes will be judged.
Illustrate your company culture. Your employee handbook should be representative of the daily work experience at your organization. It should give every new hire a good sense of what you are as a company, as soon as they walk in the door.
Keep it genuine. People can see through the diatribe of a slick but substance-lacking publication.

The Value of a Good Handbook

Your well-written handbook serves as written documentation of company policies and procedures. It helps you hold employees accountable for their conduct and sets the stage if you should need to defend your business from potential liability.

Use these questions to assess the extent to which you use your employee handbook as a tool for success:

How often do you train managers and supervisors on the stated policies and procedures? How proficient are they in answering questions about information in your handbook?
Do you schedule periodic reviews of your handbook to ensure it continues to meet organizational needs?
How often and how well do you communicate policies and procedures to your workforce?

The workforce development experts at PrideStaff Fresno can assist as you develop the tools you need to build and maintain an industry-leading team. Contact us today so we can familiarize you with our staff, our resources and our custom-designed services to achieve your ongoing strategic business goals