Harsh Truths About Being A Manager

Stepping into a management role for the first time is not all glitz and glam. Becoming a successful manager and leader is a challenge of its own. You will need to continuously build on and strengthen your skills in order to best serve your staff. Give yourself weekly goals aimed at building up your leadership abilities to successfully manage your individual employees and shape them into a cohesive team.

 

Be aware that being a manager is more than simply delegating tasks, you will need to put in a lot of hard work. Before you dive into being the all-star leader of your organization’s needs, there are a few harsh truths you’ll need to open your eyes to. Not everyone is cut out for management, so read this to avoid setting yourself up for shocking disappointment and frustration.

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Leadership Success Starts with You: 6 Habits of Successful Leaders

Carol Sandberg, COO of Facebook, states, “Leadership is about making others better as a result of your presence and making sure that impact lasts in your absence.” Being a leader comes with a special line of responsibilities; the actions and attitude you portray directly impacts your employees and their success. What can you do to improve your skills and stand out as an effective leader?

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How To Be An Ethical Leader

Ethical behavior in the simplest form is knowing what is right and how to act upon that knowledge. In our current competitive business world ethics are often pushed aside or brushed under the rug entirely. There is a vast difference between being simply a boss and being an ethical leader. As a manager your actions directly affect your employees and according to Linda Thornton, author of Seven Lenses: Learning the Principles and Practices of Ethical Leadership, having a team that acts ethically in the workplace starts at the top. Ethical leadership has a positive impact on corporate culture and managers who understand this are more likely to attract and retain top talent and clients. How can you practice ethical behavior and lead by example?

 

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June is Employee Wellness Month

June is National Employee Wellness Month. Your Employee’s physical and mental wellbeing directly correlates to their engagement and performance. When your employees feel welcome and a part of their teams, their overall happiness and positivity in the workplace rises. This satisfaction coupled with open communication with management will drive the success of your company. How can managers best assist employee engagement with rewarding performance reviews?

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Profanity in the Workplace

This can be a tricky subject as company cultures vary along with expectations of their employees’ behavior. At times work can become stressful, demanding and even frustrating. Depending on your workplace culture, letting certain foul language slip might be tolerated or even expected. However, at what point should particular language spoken by an employee be considered inappropriate and offensive? What action should managers take?

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Managing Teen Workers

With summer just around the corner, students are preparing for seasonal job opportunities.  Some employers may shy away from hiring inexperienced teen workers. They tend to have limited schedules and are subject to stricter federal and state employment laws. However, these enthusiastic and energetic workers can become valuable assets to your company. You’ll need to employ a special set of interviewing and training techniques when on-boarding these green workers to your team. How can you recruit and manage the teen workforce for a successful summer season? 

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Recruiting the Class of 2018

The graduating class of 2018, where millennials meet generation X, may have a different mindset on career hunting than previous generations. They state are they are most concerned about the type of work they will be doing and whether or not they will have the opportunity to advance in their roles. Those entering the workforce this year expect higher salaries for entry-level positions. According to talent acquisition software company iCIMS, 80% of today’s recruiters report having a harder time filling entry-level positions compared to three years ago. What approach can recruiters and hiring managers take to appeal to this year’s pool of fresh talent?

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Lying on Resumes and Job Applications Will Not Get You Ahead

When it comes to fine tuning your resume and filling out job applications, you may find yourself with gaps or grey areas you don’t know what to do with. While a competitive job market may make it tempting to embellish your experience or education, beware that being caught in a lie on your resume or job application will immediately pull you out of the running. According to a survey by Hloom, 58% of hiring managers report that they’ve spotted lies on applicant’s resumes.

Here’s why you shouldn’t lie and what you can do instead:
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How to Handle Employees Re-entering the Workforce

Nowadays, it is very common for employees to take a leave of absence from their career, but reentering has hurdles of its own. Some leave the workforce to have children, raise their families, or care for sick family members. It can be a challenge for these employees to return to the workforce as their direct experience may seem out of date with ever changing job requirements and their salary expectations cannot be met.  According to Sheryl Sandberg, author of Lean In, 43% of highly qualified women with children are leaving careers or off-ramping for a period of time. What can you do to encourage re-entry and retain returning professionals?

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Don’t Avoid Tough Conversations in the Workplace

Are you a problem solver?

As leaders, managers take on responsibility that can really put your strengths and weaknesses to the test. Many managers struggle with addressing conflict. In fact, a survey conducted by Interact found that 37% of managers reported “they are uncomfortable having to give direct feedback/criticism about their employee’s performance that they might respond badly to.” How can you guide employees to success by addressing this issue head on?

 

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