Avoid These 5 Common Career Change Mistakes

Avoid These 5 Common Career Change Mistakes Avoid These 5 Common Career Change Mistakes Are you feeling stuck in yur current career? Dreaming of making the move to more fulfilling work?I totally understand. Throughout my career, Ive made several career changes. Ive worked in retail management, HR and now resume writing. In fact, Im currently embarking on yet another career (albeit this time its a second career) as a professional artist.Each of these moves enriched my life and Im glad I made each one.But Ive also seen many people make career moves that didnt work out, and over the years, Ive observed some common errors that led to these mistakes. Im sharing them now to help you decide whether a career change would be the right move for you.Here are the top 5 mistakes Ive witnessed over the years.Career Change Mistake 1 Confusing Job Change with Career ChangeIts important to ask yourself whether its your job that you hate, or your career. Too often people mixtur the two up, and wind up changing careers when all they really needed to do was to change jobs.If youre not sure, ask yourself whether there is other work in your field that you would enjoy.Amanda was a client of mine who was frustrated in her marketing role and felt sales would be more suited to her outgoing personality. But upon further reflection, she realized that she didnt dislike marketing she just disliked it within the context of her current environment (a small company where she worked alone). Amanda took her expertise to a large agency, where she thrived on the daily interactions with clients and creative teamwork.So if youre very unhappy in your current work, ask yourself exactly what is making you unhappy. It may be that a job change is all you need.Career Change Mistake 2 Idealizing the Planned CareerDo you remember your first crush? Can you recall how wonderful you thought that person was? How perfect in every way? How just thinking about them would make you sigh with a kind of painful pleas ure?Dreaming of a career change can be a bit like that the new career seems perfect. Especially when compared to what you do now. Adam was a client who made a career change from administrative work to a role within a music management company. He loved music and thought artist management would be glamorous and exciting. But he soon learned that the job involved very little glamour and lots and lots of hard work, much of it just as mundane as the admin work he had left behind.Adams story is a reminder to be realistic about your target career. Talking to people who work in the field is a good way to truly understand what day-to-day life will be like.Career Change Mistake 3 Not Planning FinanciallyLets be realistic. Making a career change usually means taking a pay cut. You do not have the qualifications and experience to command a high salary and it will probably take several years to get your salary back to its current level.This means that, when considering a career change, you must plan ahead financially. Find ways to reduce your overheads, save extra money in advance of the move, or consider taking a second job. Pre-planning in this way will make the change much less stressful.Career Change Mistake 4 Not Being Realistic About the Change ProcessOn a similar note, its important to be realistic about other aspects of this change.The process of looking for a job in your target field will probably be a long and challenging one. Many people give up after just a month or two, but the reality is that a career change job search can take a year or more. And when you do find a new job, its likely youll be starting at or near the bottom of your new profession, no matter how successful youve been in your current career. This drop in status can be hard to accept. Youll have a lot to learn and must be prepared for the hard work that goes with that.If none of this has put you off, you may have what it takes to make a changeCareer Change Mistake 5 Making a Career Change For Someone ElseIts tough to make a career change, and virtually impossible if your hearts not in it. Therefore, it must be your decision. Never make a change because someone else thinks you should. Your parents/spouse/friends/family members dont have to live with the new career you do.On a related note, Ive seen people change careers because someone else they know is successful in their new field. Just because your best friend loves nursing and is good at it, that doesnt mean you will be. Choose something that suits your skills, your personality, and your experiences not someone elses.The Bottom LineMany people make successful career changes and find happiness in their new roles. If you ask yourself some tough questions and answer honestly, you can be one of them.And if nothing in this article has put you off making a career change, congratulations youre ready Be sure to check out our free email course which is called The Five Secrets of a Successful Career Change and good luck

8 bad mistakes that make good employees leave

8 bad mistakes that make good employees leave8 bad mistakes that make good employees leaveIts tough to hold on to good employees, but it shouldnt be. Most of the mistakes that companies make are easily avoided. When you do make mistakes, your best employees are the first to go, because they have the most options.If you cant keep your best employees engaged, you cant keep your best employees. While this should be common sense, it isnt common enough. A survey by CEB found that one-third of star employees feel disengaged from their employer and are already looking for a new job.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreWhen you lose good employees, they dont disengage all at once. Instead, their interest in their jobs slowly dissipates. Michael Kibler, who has spent much of his career studying this phenomenon, refers to it as brownout. Like dying stars, star employees slowly lose their fire for their jobs.Brownout is different from burnout because workers afflicted by it are bedrngnis in obvious crisis, Kibler said. They seem to be performing fine putting in massive hours, grinding out work while contributing to teams, and saying all the right things in meetings. However, they are operating in a silent state of continual overwhelm, and the predictable consequence is disengagement.In order to prevent brownout and to retain top talent, companies and managers must understand what theyre doing that contributes to this slow fade. The following practices are the worst offenders, and they must be abolished if youre going to hang on to good employees.They make a lot of stupid rulesCompanies need to have rules - thats a given - but they dont have to be shortsighted and lazy attempts at creating order. Whether its an overzealous attendance policy or taking employees frequent flier miles, even a couple of unnecessary rules can drive people crazy. When good employees feel like b ig brother is watching, theyll find someplace else to work.They treat everyone equallyWhile this tactic works with school children, the workplace ought to function differently. Treating everyone equally shows your top performers that no matter how high they perform (and, typically, top performers are work horses), they will be treated the saatkorn as the bozo who does nothing more than punch the clock.They tolerate poor performanceIts said that in jazz bands, the band is only as good as the worst player no matter how great some members may be, everyone hears the worst player. The same goes for a company. When you permit weak links to exist without consequence, they drag everyone else down, especially your top performers.They dont recognize accomplishmentsIts easy to underestimate the power of a pat on the back, especially with top performers who are intrinsically motivated. Everyone likes kudos, none more so than those who work hard and give their all. Rewarding individual accomplis hments shows that youre paying attention. Managers need to communicate with their people to find out what makes them feel good (for some, its a raise for others, its public recognition) and then to reward them for a job well done. With top performers, this will happen often if youre doing it right.They dont care about peopleMore than half the people who leave their jobs do so because of their relationship with their boss. Smart companies make certain that their managers know how to balance being professional with being human. These are the bosses who celebrate their employees successes, empathize with those going through hard times, and challenge them, even when it hurts. Bosses who fail to really care will always have high turnover rates. Its impossible to work for someone for eight-plus hours a day when they arent personally involved and dont care about anything other than your output.They dont show people the big pictureIt may seem efficient to simply send employees assignments a nd move on, but leaving out the big picture is a deal breaker for star performers. Star performers shoulder heavier loads because they genuinely care about their work, so their work must have a purpose. When they dont know what that is, they feel alienated and aimless. When they arent given a purpose, they find one elsewhere.They dont let people pursue their passionsGoogle mandates that employees spend at least 20% of their time doing what they believe will benefit Google most. While these passion projects make major contributions to marquis Google products, such as Gmail and AdSense, their biggest impact is in creating highly engaged Googlers. Talented employees are passionate. Providing opportunities for them to pursue their passions improves their productivity and job satisfaction, but many managers want people to work within a little box. These managers fear that productivity will decline if they let people expand their focus and pursue their passions. This fear is unfounded. St udies have shown that people who are able to pursue their passions at work experience flow, a euphoric state of mind that is five times more productive than the norm.They dont make things funIf people arent having fun at work, then youre doing it wrong. People dont give their all if they arent having fun, and fun is a major protector against brownout. The best companies to work for know the importance of letting employees loosen up a little. Google, for example, does just about everything it can to make work fun- free meals, bowling alleys, and fitness classes, to anthroponym a few. The idea is simple if work is fun, youll not only perform better, but youll stick around for longer hours and an even longer career.Bringing it all togetherManagers tend to blame their turnover problems on everything under the sun while ignoring the crux of the matter people dont leave jobs they leave managers.This article first appeared on LinkedIn.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 people8 bad mistakes that make good employees leaveIts tough to hold on to good employees, but it shouldnt be. Most of the mistakes that companies make are easily avoided. When you do make mistakes, your best employees are the first to go, because they have the most options.If you cant keep your best employees engaged, you cant keep your best employees. While this should be common sense, it isnt common enough. A survey by CEB found that one-third of star employees feel disengaged from their employer and are already looking for a new job.When you lose good employees, they dont disengage all at once. Instead, their interest in their jobs slowly dissipates. Michael Kibler, who has spent much of his career s tudying this phenomenon, refers to it as brownout. Like dying stars, star employees slowly lose their fire for their jobs.Brownout is different from burnout because workers afflicted by it are not in obvious crisis, Kibler said. They seem to be performing fine putting in massive hours, grinding out work while contributing to teams, and saying all the right things in meetings. However, they are operating in a silent state of continual overwhelm, and the predictable consequence is disengagement.In order to prevent brownout and to retain top talent, companies and managers must understand what theyre doing that contributes to this slow fade. The following practices are the worst offenders, and they must be abolished if youre going to hang on to good employees.They make a lot of stupid rulesCompanies need to have rules- thats a given- but they dont have to be shortsighted and lazy attempts at creating order. Whether its an overzealous attendance policy or taking employees frequent flier miles, even a couple of unnecessary rules can drive people crazy. When good employees feel like big brother is watching, theyll find someplace else to work.They treat everyone equallyWhile this tactic works with school children, the workplace ought to function differently. Treating everyone equally shows your top performers that no matter how high they perform (and, typically, top performers are work horses), they will be treated the same as the bozo who does nothing more than punch the clock.They tolerate poor performanceIts said that in jazz bands, the band is only as good as the worst player no matter how great some members may be, everyone hears the worst player. The same goes for a company. When you permit weak links to exist without consequence, they drag everyone else down, especially your top performers.They dont recognize accomplishmentsIts easy to underestimate the power of a pat on the back, especially with top performers who are intrinsically motivated. Everyone likes ku dos, none more so than those who work hard and give their all. Rewarding individual accomplishments shows that youre paying attention. Managers need to communicate with their people to find out what makes them feel good (for some, its a raise for others, its public recognition) and then to reward them for a job well done. With top performers, this will happen often if youre doing it right.They dont care about peopleMore than half the people who leave their jobs do so because of their relationship with their boss. Smart companies make certain that their managers know how to balance being professional with being human. These are the bosses who celebrate their employees successes, empathize with those going through hard times, and challenge them, even when it hurts. Bosses who fail to really care will always have high turnover rates. Its impossible to work for someone for eight-plus hours a day when they arent personally involved and dont care about anything other than your output.They dont show people the big pictureIt may seem efficient to simply send employees assignments and move on, but leaving out the big picture is a deal breaker for star performers. Star performers shoulder heavier loads because they genuinely care about their work, so their work must have a purpose. When they dont know what that is, they feel alienated and aimless. When they arent given a purpose, they find one elsewhere.They dont let people pursue their passionsGoogle mandates that employees spend at least 20% of their time doing what they believe will benefit Google most. While these passion projects make major contributions to marquis Google products, such as Gmail and AdSense, their biggest impact is in creating highly engaged Googlers. Talented employees are passionate. Providing opportunities for them to pursue their passions improves their productivity and job satisfaction, but many managers want people to work within a little box. These managers fear that productivity will declin e if they let people expand their focus and pursue their passions. This fear is unfounded. Studies have shown that people who are able to pursue their passions at work experience flow, a euphoric state of mind that is five times more productive than the norm.They dont make things funIf people arent having fun at work, then youre doing it wrong. People dont give their all if they arent having fun, and fun is a major protector against brownout. The best companies to work for know the importance of letting employees loosen up a little. Google, for example, does just about everything it can to make work fun- free meals, bowling alleys, and fitness classes, to name a few. The idea is simple if work is fun, youll not only perform better, but youll stick around for longer hours and an even longer career.Bringing it all togetherManagers tend to blame their turnover problems on everything under the sun while ignoring the crux of the matter people dont leave jobs they leave managers.This arti cle first appeared on LinkedIn.

How to Get a Lazy Co-worker to Meet Deadlines - The Muse

How to Get a Lazy Co-worker to Meet Deadlines - The MuseHow to Get a Lazy Co-worker to Meet Deadlines Weve all been there A colleague is a week late with his part of your teams presentation, and youre debating whether or not to send him yet another, Hey, hate to bother you, but when can we expect this? email. You dont want to be rude, but hes making it harder for you to do your own job. And while you may not be too concerned with how he looks, you would hate for your manager to think you dont understand deadlines.Pestering people is one of the less fun parts of working with others, but as any organized, motivated person will attest, youre often forced to do it in order to reach your own goals. However, rather than assuming thats part of working on a team, you can bypass it altogether by emphasizing three things at the abflug of any project. 1. Emphasize Why Youre Giving the AssignmentOften times, people are reluctant to complete a project if they dont see the benefit for themselves i n it. Especially if it seems like sitting down and doing it will require a ton of extra time or energy- or, if it seems like grunt work an intern could do. So, any time you assign work to someone (or, alternatively, are assigned to work with someone who you think might slack off), do what you can to make it clear why you think he or she is perfect for the role. Is this her specialty? Do his reports always stand out due to the visuals he adds? Does this help her work on a skill thatll lead to a promotion down the road? If you can turn the task into a compliment, it makes it more much likely that the person will get it done, and get it done well. 2. Emphasize Why the Deadlines UrgentEver notice that even when you hint to a colleague that you really, really need something done quickly, he still takes his time? Thats because you need to explain not only that its urgent, but why exactly thats the case. Saying that you need reports done by the end of the week sounds pretty serious, yet it rarely results in making people want to work any faster. However, saying that the reports need to be completed by Friday because the investor meetings on Monday- and theyre expecting to have results from your team to review over the weekend- adds more context to the hard deadline. 3. Emphasize That Youre in This TogetherSending repetitive Did you do this? emails day after day gets aggravating really quickly, not to mention, it can make you sound like the ultimate micromanager. Additionally, it gives off the vibe that you dont trust your colleagues to get their work done.Instead, at the outset of the project, meet with your colleague to set a realistic timeline for smaller parts of the project, as well as a deadline for the final product. Working together to select a date and time makes your co-worker feel like he or she has a say in it- and makes it harder to ignore. If youre still running into problems after implementing these three ideas, you can also delegate your nudging to a s hared calendar, task management system, or to-do list that sends automated reminders. Armed with all these strategies, youll spend less time poking the person two cubicles over from you and more time actually getting your work completed.Photo of deadline notebook courtesy of Shutterstock.

Veterinary Technician Scholarships

Veterinary Technician ScholarshipsVeterinary Technician ScholarshipsThe veterinary technician career path is a popular and high profile option that has shown extremely rapid growth in recent years. There are many different specialties that a vet tech can pursue after completing their basic education, but achieving that vet tech degree can be a costly endeavor (whether the student chooses to attend traditional courses or to use distance learning programs). There are several available scholarship options that can help defray the cost of attendance. Here are some of the scholarships that may be of interest to students of veterinary technology The American Kennel Club (AKC) Veterinary Technician Scholarship Program offers more than two dozen scholarships each year to full-time vet tech students. The program has had several high-profile co-sponsors in past years including Hartz and Bayer. Applicants must be enrolled in an AVMA accredited vet tech program and hold a student membership in t he NAVTA organization. Awards range from $1,000 to $2,500. Cengage Learning offers an award that is more of a contest than a true scholarship.Instructors of veterinary technician students are encouraged to submit an online nomination to recognize their more outstanding students. Students are then entered in a drawing (held three times yearly) that awards the winner up to $300 to titelblatt the costs of taking the Veterinary Technician National Exam (VTNE). The winning names are drawn one month prior to the application deadline for each testing window. The International Association of Pet Cemeteries and Crematories (IAPCC) offers the annual Doyle L. Shugart Scholarship Program for veterinary technician students. The program is open to all vet techs enrolled in an AVMA accredited program (and it is also open to second-year or higher veterinary students). Applicants must submit an essay of 250 to 500 words that emphasizes the importance of respectful aftercare and helping clients deal with the loss of a pet. The winning student receives a $1,000 scholarship and publication of their essay in the IAPCCs quarterly magazine. Oxbow Animal Healths Veterinary Technology Scholarship is offered to vet tech students seeking a career in the field of exotic animal medicine. The application process requires a resume, transcript, reference letter, and a 300 to 500-word essay detailing why the applicant wants to work in the exotic animal field. The 2015 application deadline is March 1 with recipients announced on May 1. Two awards are available each year in the amount of $500. The Pet Care Trust offers the Sue Busch Memorial Award for veterinary technician students. The award is a $500 scholarship that is given to ten students each year. Applicants must be in their final year of study and be nominated by their school for the award. Selection criteria include academic achievement, interaction with animals, volunteering in the community to promote animal welfare, and participatio n in college clubs. The Society for Veterinary Medical Ethics (SVME), in partnership with roter planet Petcare, offers a student essay contest each year as well as an additional Veterinary Technician Student (VTS) award. The essay contest award consists of a $1,000 prize plus an additional $1,000 to allow the student to attend the AVMA Annual Convention and present their essay. Entrants who are also enrolled in an AVMA accredited veterinary technician degree program are eligible for an additional VTS award of $250 and publication of their essay on the SVME website. It is possible that one essay could win both awards. Many vet tech schools also grant scholarships exclusively to students enrolled in their own programs, so it is always a good idea to check with your college advisor as to the availability of such awards. Other sources of veterinary technician scholarships may include state associations and specialty-specific organizations.

A Startling Fact about Salesman Resume Objective Uncovered

A Startling Fact about Salesman Resume Objective Uncovered For instance, a job applicant could be interested in both an overall management team position, in addition to an advertising job. Just about any job would meet up with the objective. For example, a healthcare technologist whos certified like a and may build resumes. There is no lack of job seekers. Make certain there are not any grammatical and spelling errors. My aim is to find the job. Your objective ought to be well-stated to be able to show employers that youre a representative communicator and enthusiastic about working with their company. The purpose on a resume tells a possible employer what your teen hopes to escape his job. Salesman Resume Objective and Salesman Resume Objective - The Perfect Combination You do not have to choose a single objective which you use for every single application. After that, a format is going to be reviewed, including the 3 components of a very good objective statement. Your l anguage in your objective needs to be compelling, but specific to what you could do. For this reason, you may try to look at the several examples of career objectives you can state in the salesman resume. A great sample clinical resume aim would be say what youd prefer to achieve to your health care investigation. As mentioned before, in the event the work applicant has multiple objectives, then theyre likely to require several versions. The second case in point is a powerful method to sidestep the problems of an overly narrow or overly extensive objective. People seeking to locate jobs want to get a great professional resume to take advantage of their chances of work over others. Some jobs require a certain sum of travel on a normal basis. Disability Friendly Used jobs are sourced from a site, business or service that van roles which can be performed buy essays com people with certain varieties of disabilities. Generally labor, its important to tailor your objective to the position you would like. Sales position where my abilities and experience can effectively be utilized to raise sales revenue. Stick to the standard education and experience format, but be sure your resume can lead prospective employers to your on-line presence, Collamer states. In most instances, a resume objective is merely a couple of sentences long. Now, if you prefer to provide your car salesman example more sample on your resume, it is possible to additionally list them in a different sales skills section. Therefore, observe the salesman resume objective in addition to sales resume skills. A well crafted car salesman resume objective can help highlight your abilities and demonstrate that youre a suitable fit for the job. Just like for a brand-new car, your resume needs to highlight your strong capabilities. Experience in any sales position will prove to be quite important on your resume. When youre looking to land up a job in a reputable business house you will want t o get a detailed resume. The same as selling a brand-new car, your resume must highlight your strong capabilities. Your Resume Sample for Ticket Sales needs to be an exceptional advertising and marketing piece or it wont make it simpler to get off to a fantastic abflug with an expected employer. Job descriptions are full of keywords that you may use in your objective. You are able to also Simple Resume Template. Utilizing Word, you may make your own templates for just about any application, including resumes. Salesman Resume Objective - What Is It? Your resume objective needs to be relevant and targeted to every different job prospect. The issue with objective statements is they focus on what you want instead of how it is possible to satisfy the requirements of the employer. If youre going to compose an objective statement, it should be specific. An excellent objective statement can highly improve your odds of finding the job. If you arent absolutely clear of what you w ant, envision a best position that will value you for the principal characteristics and experiences you wish to be hired for. If you wish to emphasis on your previous knowledge in your resume career objective below are some examples youll be able to look at. Remember there are two kinds of skills, hard skills and soft skills, and that you need to incorporate both. Submit the one which best highlights your abilities and abilities.

Incredible Facts About Writing Resume References Uncovered by the Pros

Incredible Facts About Writing Resume References Uncovered by the Pros The References section on your CV is a very important part which may not be entirely omitted. Hence, they cannot be provided by any individual. Select references that are legitimate. Second, your references may not wish to openly share private information. Resume references When it has to do with your references, theres some tricky etiquette to take into account, the most obvious being that you need to list somebody who can speak highly of you. 1 thing you ought to learn is the way to list references on the resume. bedrngnis everybody can offer personal references. Youre also likely to need to understand how to choose and request references. Make certain you get the info youre looking for. In the event youve resolved to divide references the former way, avoid empty space. When you first think about somebody to use as a reference for a work program, you must ask their permission not just to use and g ive out their contact info but directly if theyd be in a position to supply a reference as some folks may prefer not to. Choosing references ought to be a careful course of action. Resume Dictionary describes four unique forms of resumes. Writing Resume References - What Is It? Resume Writing Lab provides the answers just read the next. References lists are a fundamental part of the work application procedure, together with cover letters, resumes, and interview follow-up letters. If you should understand how to list references for work, follow the tips above. References form an essential portion of your job application. The Ultimate Writing Resume References Trick For a lot of job applications you wont need to incorporate any references with your resume. You need to be sure the people selected as references will give rise to your job search. Your references are your private evangeliststhey should know you quite well and be in a position to talk about your qualifications for the job which youre pursuing. The only time that it is acceptable to include references with the resume in a work application is when theyre requested directly in the work vacancy description.

Military Puts an End to Geographic Bachelor Program

Military Puts an End to Geographic Bachelor ProgramMilitary Puts an End to Geographic Bachelor ProgramIn the past, if a married soldier decided not to relocate their family during an assignment, they could continue to draw a basic housing allowance (BAH). The married soldier would do this to pay for housing for their dependents while they lived in the barracks if sufficient space was available. This concept was known as being a geographic bachelor. The program refers to those military members who choose to live separately from their family during a permanent change of station (PCS) and not as a result of orders. Past Practices In the past, when a tafelgeschirr member lived away from their family as a geographical bachelor they were allowed to live in the new duty stations barracks. However, with the announcement, all five branches put an end to the program for stateside installations and those installations in Alaska and Hawaii. Married soldiers who are voluntarily separated from their families will no longer be authorized space in Army barracks. In some rare cases, if a base has excess barrack housing available they may be occupied by the married member for a monthly fee. The policy is a continued effort to provide quality housing- in the form of barracks lodging- for single soldiers. It is also hoped that the change will create a better tool in matching up the programming and requirements for unaccompanied personnel housing. Also, the policy does not apply to overseas drehorts. Still the Existence of Geographic Bachelors Soldiers entitled to basic allowance for housing (BAH) at the with dependent rate are usually paid that benefit based on the location of their assigned duty station. If a service member is assigned to a location with a lower BAH then they were previously receiving they will receive the lower allotment. Families may choose to live apart for many reasons. Perhaps the children are attending a school or there is an elderly family member w ho the non-service spouse must continue to care for. At times, there may be a situation where the members family cannot move with them due to the medical needs of the spouse of a dependent child. In these special circumstances, the member may apply for approval of geographic bachelor status but the approval of this request is based on availability and is rare. It is also important to understand that the voluntary separation of the family will not immediately receive the payment of a family separation allowance (FSA). These funds are paid only in cases where the military need forces the separation. Armys Holistic Barracks Strategy This change came at a time when the Army was making numerous changes in the way it houses single soldiers via the Holistic Barracks Strategy approved by the secretary of the Army. The housing change for geographic bachelors supported the strategy initiative ensuring housing entitlements for single soldiers could be met and all permanent unaccompanied pe rsonnel housing facility categories matched the identified permanent fete housing requirements. The Army authorized single staff sergeants to live off post and provided the Installation Management Agency with $250 million to repair the Armys most deficient barracks under the Barracks Improvement Program. Geographical bachelors in all rank categories transitioned to local community housing through attrition whether caused by permanent change of station orders, renovations being made through BIP, deployment, or for the convenience of the government as determined by the local command. The local on-post Housing Services Office or the Community Housing Relocation and Referral Services assisted soldiers in securing affordable and safe off-post properties whether they chose to rent or purchase homes. This information was current as of January 2019.

29% of workers say stress leads to productivity problems in the office

29% of workers say stress leads to productivity problems in the office29% of workers say stress leads to productivity problems in the officeNew data fromcollaborative work management platform Wrike shows that 29% of American workers surveyed reported that stress leads to productivity problems in the office. Taking a look at a more specific breakdown, eight percent agreed that stress causes me to shut down and be unproductive and 21% said that I can handle some stress, but my work quality suffers.How stress impacts employees performanceSurprisingly, Americans didnt have just bad things to sayStress causes me to shut down and be unproductive 8%I can handle some stress, but my work quality suffers 21%Stress affects me personally but doesnt affect my work or work habits 20%A little bit of stress can help me focus and get work done 33%My best work comes from high-stress situations 5%I dont let work stress me out 11%These things wreak havoc on employees stressHeres how people with differen t stress levels respondedReceiving email or text messages from a superior outside of work hours 18% of people with no to low stress and 32% of people with moderate to high stressNotifications of new emails or messages during work 10% with no to low stress, 19% with moderate to high stressBeing unable to locate information I know Ive seen in the past 27% with no to low stress, 42% with moderate to high stressReceiving assignments with unrealistic deadlines 44% with no to low stress, 69% with moderate to high stressToo much time spent in meetings and not enough time to do actual work 22% with no to low stress 37% with moderate to high stressHeres what happens to a stressed workforceAmong people working at companies making a whopping yearly revenue of more than $51 million, 38% say they have moderate stress, 28% say its high but sustainable and 24% say its low, but present. Six percent say its unsustainably high and four percent say their work stress is nonexistent. The report goes on to say that 11% of workers at these employers say that work stress negatively impacts their home life every day.This perpetual impact on home life is causing employees from successful companies to head for the hills. Of the 11% who say that work negatively impacts their home life every day, 77.5% report having looked for another job as a result of stress, and nearly half (45%) have actually quit their job, the report continues.But while 63% of women surveyed overall said that being able to work from home would make them feel less stressed, 52.2% of men agreed.Does this data remind you of yourself?If so, keep in mind that there are a variety of ways to deal with an onslaught of stress at work, whether its during the holidays or year-round.

Employers Report Prevalence of Fake References on Applications

Employers Report Prevalence of Fake References on Applications Employers Report Prevalence of Fake References on Applications You want to make sure you are including your biggest cheerleaders among your job references, said Rosemary Haefner, Vice President of Human Resources at CareerBuilder. Before choosing someone, ask yourself Did this person understand my full scope of responsibilities? Can he or she vouch for my skills, accomplishments and work ethic? You also want to make sure that you ask your former colleagues if you can list them as a reference. If someone is unwilling, it helps you to avoid a potentially awkward or damaging interaction with an employer of interest.Other key highlights from the survey include 15 percent of workers reported listing references without first seeking their approval 80 percent of employers reported to contacting references during the initial evaluation and 16 percent of this majority contacts references before initiating a job interview 69 perc ent of employers have experienced instances where they have changed their mind about a candidate after speaking with a reference 47 percent of these said their opinion had been negatively affected by a reference and 23 percent reported developing a more favorable opinion. Nearly one-third of respondents reported no influence one way or the other.Master the art of closing deals and making placements. Take our Recruiter Certification Program today. Were SHRM certified. Learn at your own pace during this 12-week program. Access over 20 courses. Great for those who want to break into recruiting, or recruiters who want to further their career.