Diversity Hires – Creating a Diverse Workplace

Workplace diversity should be a top priority for Hiring managers and HR departments. Diversity should not be a cut and dry matter of compliance, but a proactive and inclusive mindset and value of your company. Research has shown that diversity contributes to success in the workplace. For example, McKinsey & Co. 2018 research shows that racially diverse companies outperformed non-diverse companies by 35% and that gender-diverse companies were 21% more likely to experience above-average profits than companies lacking diversity.

Widen the scope; avoid focusing on diverse hiring for a single position, but rather focus on how to incorporate it into your company culture. Company diversity begins before the hiring process even starts. It takes a commitment and conscious effort to consider and implement a 360° approach to inclusive hiring. It is important for HR and management to understand their organization’s mission statement and core values and how diversity contributes to their overall success. 

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How To: Employee Performance Reviews

Conducting an employee performance review is no small task nor should it be treated as such! There are several things to consider when developing a structured, well-thought-out employee performance review process. Not having a clear format, not knowing what HR procedure is, and not preparing yourself will only set you up for failure. Reviews are used to drive the success of your employees and your company, of course, you want to do what you can to achieve the best possible outcome! So, what are the key ingredients to a beneficial performance review?

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Your Perfectionism Could Be Hurting Your Job Hunt!

Job hunting is nerve-racking, time-consuming, and there are a lot of elements that need to be crafted perfectly. We get it! You’ve been spending hours tailoring your resume, cover letter, and LinkedIn profile, and have gone over countless interview questions making sure you are well prepared.

You then start stressing over the details. Maybe even comparing yourself to other job seeker’s profiles and cover letter examples, changing your wording, then changing it back. Sound familiar? Well, your perfectionism is starting to kill your job hunting vibe, and it’s killing it fast!

Read further for reasons why perfectionism & job hunting don’t mix:

1: Don’t overthink it!

Yes, you want a polished, well-written resume along with the perfect cover letter to match. Here is where perfectionism can really get in the way. You begin to worry about who you make your cover letter out to, how to promote yourself to each different company, and if it’s too short or too long. Yes, these are things that should be on your checklist but not to be obsessed over. What really matters is the content of your skills and explanation of your cover letter. Directly address your talents, your passion, and the reason why you would make a great fit for the role. Obsessing over how you present every single detail will only get you behind. You don’t want to spend too much time preparing to apply to jobs than actually applying to them!

2: Don’t just apply to the jobs you’re “perfect” for.

Job descriptions are written for dream candidates, and in harsh reality, that candidate is likely nonexistent. It’s merely a wish list, good recruiters and managers try to find the best match that comes as close to their list as possible. If you are only applying for the jobs that you feel you are a 100% fit for, you are missing out on a lot of opportunities.  If you can fulfill about 60-75% of the job description, go for it! Don’t be shy, get yourself out there and apply!

3: Everyone’s a critic.

Having your materials proofread is most definitely important. However, when you have the career coach, the mentor, partner, parent, AND five friends review your materials, you’ll be rewriting for days! A lot of your cover letter content is subjective to the reader and you will get varying opinions until your head spins. To avoid an endless editing process, narrow down your list of trusted reviewers to a maximum of 2-3 people.  Be sure to hit the basic checklist for accuracy, format, spelling, and grammar.  Use your valuable time uncovering more open jobs to send your stellar application to.

Having a perfectionist mentality is NOT a bad thing, but, you need to know when you’re crossing into the red zone of overthinking and over-editing yourself.  Don’t forget, you are good enough and a great job for you will come! Don’t waste time fussing over every little thing, so you can have more time networking and actually submitting yourself to open jobs. The last piece of advice we have to offer: stop second-guessing yourself, and for goodness sake hit submit and move on to the next one.

The Value of Hiring Candidates That Have Been Laid Off

In the process of scrutinizing resumes, an often overlooked yet key group of individuals is employees that have been laid off. Whether it’s due to downsizing or company reorganizations due to mergers or acquisitions, these are vital candidates. These applicants are more than capable and should be considered alongside the mythical “purple squirrel candidate.” It’s time to break the stigma around these job candidates!

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How to Properly Apologize to Coworkers

In the workplace, employees can have varying opinions and perceptions and expectations. On any given project or conversation clear communication is essential, however, this can easily be blurred. Misunderstandings do occur and without proper remedy, they can potentially lead to bigger problems and even legal claims.

SHRM columnist Jathan Janove explains that in his 25 years of experience as an Employment Attorney, he has found that apologizing can actually prevent most issues from escalating in the workplace. The key is how one apologizes. As a leader, you can teach your employees how to appropriately apologize by educating them on emotional intelligence.

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Internal Transfers: What to Consider

When an employee comes to you and asks to move to another team or transfer out of your department entirely, what do you do?

As their manager, you’ve got some work to do before you give this employee an answer. First, decide if you can afford to let the employee move off of your team and if you can replace them. Then, to see if a transfer is the right decision for the employee and your company, there are a few things you need to consider. Find out why they want to move and how their performance reviews stack up before you reach out to HR and other teams or departments for openings.

You’ll want to hold on to valuable and hardworking employees, so it’s important to consider all factors and how a transfer can benefit the employee as well as your company.

 

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“What IS Your Passion?”

When figuring out what kind of impact you want your career to have on you and the world, the one question everyone asks is, “What is your passion?” If you find yourself overwhelmed by this enormous question, wondering what your one true passion is and how you can possibly turn it into a full time gig, you’re not alone.

This is a big, expansive question, what IS your passion?? You may easily have a hundred and one answers, or, you may struggle to even come up with one. Let’s break down this question to get a clearer idea of who you are, what you want, and what you do and don’t like doing. Whether you’re starting fresh or looking for more satisfaction in your current role, there are a few more useful questions you should be asking yourself to find your direction.

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Cost Of Caregiving On Employees

In the hustle and bustle of the daily grind, we often forget the reality of our employee’s and colleague’s responsibilities outside of work. Whether these responsibilities are to an elder relative or to their dependent children, approximately 43.5 million Americans are currently providing unpaid or informal caregiving. Your employees and colleagues are finding it more difficult to balance successful career development while fulfilling their caregiving responsibilities.

Employers need to take into consideration the caretaker benefits they can offer employees. Joseph B. Fuller, Professor of Management Practice at the Harvard Business School, states “The costs associated with voluntary turnover and lost productivity driven by caretaking duties are much more substantial than employers take into account.”

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How To Tell A Coworker They’ve Made A Mistake

A fellow coworker comes to you and asks you to review their completed project. You take a glance and there is a problem, and it’s a big one. There’s not just a missing data slide or a few misspelled words, but the whole project is wrong and definitely needs to be re-done.

You absolutely need to tell them there are errors or discrepancies. You don’t want to sound like a “know-it-all” or come across condescending but you just can’t let them proceed with a project that completely missed the mark.

So, exactly how do you tell them they are wrong? Whether it’s your office BFF, a new hire, or even your supervisor, there are a few tips on how to handle this potentially difficult conversation.

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When An Employee Gives Notice

California is an at will employment state, meaning employers and employees can end employment at a moment’s notice. When it comes time for an employee to resign, it is usually a simple process in which the employee gives their notice with an end date.

But, what if you receive just a verbal resignation from an employee you clearly will not miss? Receiving this resignation can leave you jumping for joy, however, you’ll want to withhold from celebrating until you have received written confirmation with an agreed upon end date! Once a team member gives notice, it’s time to partner with HR so you can systematically navigate the resignation process to avoid any road bumps along the way.

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