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Your #Career : #CareerAdvice – How Do I Go from Outstanding to #Terminated ? …One of the Most Consistent Findings from my Research concerns #PerformanceReviews . Prior to Being Let Go, nearly All of the People I Interviewed had Received Glowing #PerformanceEvaluations .

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The vast majority of managers provide an annual performance review for their direct reports. We’re all familiar with the drill. Has the employee met their goals? Do they have strong productivity and attendance? Do they demonstrate customer service? Are they a team player? And generally there is a rating system that accompanies these questions. Managers fill them out, discuss the results with their employee, and send the form to Human Resources.

Performance Reviews Should… 

This “event” provides an opportunity for us to appreciate our team member, thank them for their contributions, get to know more about their own goals, and provide them feedback for professional development. Sound familiar?

It stands to reason that if an employee had something they needed to work on, a manager would address it with them — if not before the performance review, at least during the review. Unfortunately, this is often not the case.

I interviewed 65 people for my book, “Fired: How to Manage Your Career in the Age of Job Uncertainty.” They were from all regions of the United States and worked at all levels of the organization. I was intentional about getting a diverse representation of demographics, professional levels and types of employers. Every one of the people interviewed was let go from his or her job.

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Glowing Performance Reviews

One of the most consistent findings from my research concerns performance reviews. Prior to being let go, nearly all of the people I interviewed had received glowing performance evaluations. They thought they were doing a great job and their performance reviews confirmed it.

And yet they were let go.

There were a few exceptions to this; those were mostly people who had a new supervisor. In these cases, the interviewees reported having strong performance reviews until they got a new boss, and then they received a less than positive performance review.

Job Security and Performance Reviews

Although it isn’t what we managers espouse, the rule of thumb is that great performance evaluations do not necessarily mean job security. We say we will have honest dialogue. We promote coaching and training. We talk about transparency and integrity. But, as one of my interviewees commented, “I see it all the time where I work now. People get good reviews and two months later they get terminated. If someone can make a better way (to do performance reviews), they should.” I can see all the Human Resources professionals out there nodding.

Another of my interviewees asked, “How does this happen? How do I go from outstanding to terminated?” I think we can all agree that unless there are extenuating circumstances like the employee commits an egregious offense, this shouldn’t happen.

The Big Why

So why does it? A few things are at work here. First, giving an employee honest feedback is difficult. Many managers would prefer not to engage in a difficult conversation. They fear their employee’s reaction or they don’t want to address a conflict. They may not have the interpersonal skills necessary to address the issue. So people get satisfactory reviews even when they don’t deserve them. And sometimes they lose their jobs because no one intervened.

Second, sometimes the manager him or herself may not have given adequate orientation or direction about the job requirements and the organization’s culture, emphasis on the culture. Studies show that being a “fit” is more important to job security than job competence. So the employee loses his or her job because they weren’t adequately prepared.

Third, and most importantly, there are a lot of factors at play besides job performance which impacts a person’s job security, such as leadership transitions, economic considerations, and office politics and relationships. These have nothing to do with job performance.

We Can Do Better

While we can’t control every variable, as leaders we can help other managers understand the importance of clearly and explicitly stating expectations and providing the training employees need to do their jobs. It’s also incumbent on all leaders to help employees understand the culture, including the unwritten rules of the organization. And while hardly anyone looks forward to a difficult conversation, we can foster an environment where managers are encouraged, expected and taught how to provide clear instruction and feedback to employees about how they are doing their jobs. We owe it to our employees and the people they serve.

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Nancy is contributing author to the FSC Career Blog (www.firstsun.com/fsc-career-blog) & is particating member of the FSC LinkedIn Network (over 17K+ members).

 

FSC Career Blog | June 5, 2018

Your #Career : How To Craft A Strong (And True) Narrative About Why You Got #Fired …Just Parted Ways with your Last #Employer in a Less-than-Desirable Manner? When a #HiringManager asks, “Why Did you Leave?” Don’t Jump into the Reason Immediately. Here’s How to Spin It the Right Way (without dodging the question).

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Just parted ways with your last employer in a less-than-desirable manner? Chances are you’re finding it tricky to land a new job. You may find yourself in an uncomfortable position when a job interviewer asks you, “So why did you leave your last company?”

You’ll need to walk into that job interview with a narrative that reflects well on you, no matter what actually happened. The challenge is to create a story that positions you positively in the eyes of potential employers–yet remains true to the facts. Here are the four things your narrative needs to accomplish in order to walk that line successfully.

Related: This Is How To Answer Your Most Dreaded Job Interview Questions

1. SHOW RESPECT FOR THE COMPANY YOU LEFT

First, avoid answering the question directly. Do not immediately say, “I left because . . . ” It may feel like a dodge, but it’s important to lay a strong foundation first. To do that, start off by making it clear that you respect your former employer. No firm is likely to want you if you put down your previous company; any reasonable hiring manager will worry that you’ll eventually turn on them as well.

Sometimes being positive might take an effort, but it’s one worth making. That also means resisting the urge to blast the company on social media or even on platforms like Glassdoor that let you post anonymously. It often doesn’t take a sleuth to guess who might’ve uploaded a rant.

So kick off your account of why you got fired, laid off, or quit on a note of positivity–pretty much no matter what. Employees occasionally leave for high moral principles, criticize a company’s practices, and land on their feet by attracting a like-minded employer. But these scenarios are typically the exception. The general rule to follow is to speak favorably about your latest work experience.

Related: Exactly What You Should Do After Getting Fired

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2. EMPHASIZE WHAT YOU LEARNED

Next, turn to the contributions you made in your last job–how you advanced the goals of your company and strengthened your own skills. Sure, there were some areas that were less exciting, but in the narrative you’re crafting you don’t need to discuss everything. Explain how you gained professional experience in the role and how it positions you for the new one you’re interviewing for.

Mention, too, the leaders who influenced and mentored you, and describe how they helped you mature in your role. (By the way, don’t wait long after your departure to let those allies know you appreciated their mentorship. It’s not only common courtesy, but this bridge building will come in handy when you need a reference.)

3. STATE IN ONE SENTENCE WHY YOU LEFT–AS POSITIVELY AS POSSIBLE

The previous two steps should only take a few sentences–don’t spend too much time laying this foundation, otherwise your interviewer might cut you off and press you to give a straight answer.

Now we come to a crucial part of your narrative: explaining why you left your last job. Don’t lie. Clearly and succinctly state what happened, taking care to put the best possible face on the reasons for your departure. For instance, if you left as part of a corporate reorganization, emphasize those changes above all others. Those are “forces beyond your control,” and don’t reflect on your abilities or the quality of your work.

If you quit, explain that you contributed a great deal to your last firm but wanted a company where you could offer still more. If you were fired, explain (with an eye on your new firm) why the fit wasn’t quite right, but why you’re well-suited to this opportunity. Once you’ve laid the groundwork, these trickier lines are much easier to deliver candidly, confidently, and compellingly.

4. SHOW HOW EXCITED YOU ARE ABOUT THE NEW OPPORTUNITY

Your storyline isn’t done yet. Close out the narrative by showing excitement about the firm you’re interviewing with.

As the president of a company I founded and directed for 25 years, I interviewed tons of job candidates, and anyone we hired–no matter their work history, warts and all–had to convince me in their interviews that they’d love working here. The best candidates had researched our firm, and had thought long and hard about the position they were applying for. They talked more about the excitement of the job and spent less time simply praising themselves. They knew about our core offerings and who our major clients were. They did not overuse the word “I” but talked about themselves in terms of what they could accomplish in the new role. This positive, forward-looking, enthusiastic approach not only got them hired, but these were the folks who contributed the most as employees.

Good jobs are hard to come by, while bad jobs can continue to affect your career trajectory long after they’re over. Don’t let that happen. Present yourself in the best light, and others will see you that way. If you can develop, write out, and learn this narrative, you’ll be able to deliver it confidently and spontaneously in all your career conversations.

 

 

FastComapany.com | April 18, 2018 | BY JUDITH HUMPHREY 4 MINUTE READ

#Leadership : How to Gain your #Employees Trust, take Care When #Changes Need to be Made…One of the Greatest Threats to #EmployeeEngagement is UnCeremonious or UnDignified Dismissals.

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I was at a conference last month and had the chance to hear from several people who had read my book, “Fired:  How to Manage Your Career in the Age of Job Uncertainty.” One of them told me their organization was having to do a reduction in force. It was going to be a very difficult–the organization’s leaders truly cared about their employees. She then shared that  and her boss used the book to make sure as they planned the layoffs, they did everything they could to help the employees affected transition successfully.

Another person at the same conference told me that she too is having to look at organizational changes and that the book is helping her think more intentionally about those affected.

I am glad to see that my book is having an impact with leaders who truly care about their employees and their organization’s culture.  I had hoped it would help leaders with tough decisions as well as people at the other end of them.

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One of the greatest threats to employee engagement is unceremonious or undignified dismissals.  We’ve seen them in the news.  You may have witnessed them at work.  Someone is perp walked out the door.  Or at 4:55 pm there is an email saying someone “…is no longer with XYZ Company.” Or maybe you’ve heard managers blame or scape goat the person who was let go.  The remaining employees who see their friends treated poorly in a termination wonder, “Am I next?”   or “Is this company worth my loyalty?”

It is so difficult to let someone go, whether they “deserve” it or not.  Handling these gut wrenching decisions with grace and dignity helps leaders keep the trust with their employees.

As one of my book reviewers, John Franklin wrote,

“This is a must read for everyone, whether you have been fired or not, and in doing so, will expand our understanding of others and will make each of us more compassionate human beings.”

I am grateful that these leaders took the lessons learned in the book to heart.  Please share your stories with me as well on my web site www.jobuncertainty.com

Dr. Nancy Koury King is a contributing author on the FSC Career Blog (https://www.firstsun.com/fsc-career-blog/) & is a participating member of the FSC LinkedIn Network ( www.linkedin.com/in/fscnetwork ) . 

As mentioned above, her publication of the book, “Fired:  How to Manage Your Career in the Age of Job Uncertainty”  & is available on Amazon below.

https://www.amazon.com/Fired-manage-your-career-uncertainty/dp/1978407130

 

First Sun Career Blog | April 10, 2018

Your #Career : On Thin Ice ( #JobTermination) ? …. Have you Ever Wondered If you Were on Thin Ice at Work? You are Doing your Job, Contributing to the Company and Even get Good #PerformanceReviews . But Something is Different.

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Have you ever wondered if you were on thin ice at work? You are doing your job, contributing to the company and even get good performance reviews.  But something is different.  You can feel it, but you can’t quite pinpoint it. Maybe you were left out of a meeting. Or someone made an odd remark to you.  You wonder if you’re being paranoid, if you are making a mountain out of a molehill.

To write my book, “Fired:  How to Manage Your Career in the Age of Job Uncertainty” I interviewed 65 people who lost their jobs.  I asked them if they saw it coming.  The vast majority of them said they were completely shocked.  Then, I asked them if looking back, they could see some of the signs.   With hindsight being 20/20, many of them were able to identify warning signs that their jobs were in jeopardy.

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One of the biggest signs was changes in interaction patterns at work.  For examples, meetings were canceled or removed from their calendars.  Co-workers avoided them or cut conversations short. There were even out of the blue comments like “Are you still here?”  or “I hope you quit before I have to fire you.”  Most of the time, the people I interviewed said they  brushed off the comments and kept working.  But in hindsight, they could see that these were signs they were about to be let go.

The unfortunate reality is that many people are aware of an impending termination before the employee is told.  Human resources, security, information technology, the supervisor’s manager may be notified  that the dismissal is coming.  Sometimes word leaks out and others become aware.

Knowing someone is about to be let go is awkward.  It’s hard to “act normal.”  People generally don’t want to be fake or lie, so they avoid.  Others make nervous jokes.

The lesson here is: Pay attention to changes in interaction patterns at work and listen to that little voice inside of you telling you something is wrong.  Then develop an exit strategy and a back up plan in case you need them. 

Dr. Nancy Koury King is a guest author on the FSC Career Blog (https://www.firstsun.com/fsc-career-blog/) & is a participating member of the FSC LinkedIn Network ( www.linkedin.com/in/fscnetwork ) . 

As mentioned above, her publication of the book, “Fired:  How to Manage Your Career in the Age of Job Uncertainty”  & is available on Amazon below.

https://www.amazon.com/Fired-manage-your-career-uncertainty/dp/1978407130

 

FSC Career Blog (https://www.firstsun.com/fsc-career-blog)  | March 25, 2018

#Leadership : Take These Steps To Boost Morale After #Layoffs …The #Employees who Remain After a Round of Layoffs will Likely have High #Anxiety. Here’s How to Lessen the Impact & Get Everyone Back on Track.

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You might think that employees who survive layoffs feel lucky or valued, but a study by outplacement provider RiseSmart finds that surviving team members have unique challenges that can hurt their productivity, and 43% of companies are not prepared for the impact.

“Most of the focus is on the employees who are leaving, and that’s understandable,” says Dan Davenport, president and general manager of RiseSmart. “Not enough attention is paid to the impact on the surviving employees by companies.”

Anxiety and a drop in morale are commonly felt, says Davenport. “Employees wonder what’s going to happen next,” he says. “They’re also worried about their former coworkers who are leaving the organization, wondering if they’ll land on their feet. This can lead to a loss of productivity.”

Companies need get in front of the potential impact by putting a plan in place, says Davenport. “You can’t eliminate the impact on productivity and morale when you have a layoff, but you can do a lot of things to minimize impact,” he says.

HAVE A GOOD COMMUNICATION PLAN

Start by sharing as much information about the layoff with the survivors as possible. Most managers aren’t adept at delivering this kind of information, so provide training when necessary, says Davenport. “They need to understand how to address the team,” he says. “Prepare them with messaging and notification training to make sure the process is a smooth one and doesn’t lead to legal liability.”

Be transparent about what is happening, how many people are affected, and how positions were selected, Davenport continues. “Reducing headcount is a business decision,” he says. “Explain how laid-off employees are being cared for, and be transparent about the future. Talk about what to expect when going through stages of transition and how work will be distributed, and discuss the possibility of future layoffs.”

Not delivering the right message or even ignoring it altogether can have a sizeable impact on business; 70% experience a negative impact on future talent acquisition efforts, and 81% report a negative impact on brand, according to the study.

 

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HELP EMPLOYEES DEVELOP RESILIENCY

Another tactic that can help surviving employees move forward is offering lessons in resiliency, suggests Davenport. Consider holding mindfulness training in the office, such as meditation or journaling classes. Learning how to “build in a pause” when reacting to situations will help employees learn how to process information and take out emotion before they react. Engaging in gratitude exercises, such as by journaling, can also increase positive emotions and reduce stress.

“It’s important to help employees keep their focus on the future,” says Davenport.

HOLD ACTIVITIES TO IMPROVE MORALE

Finally, arrange events where employees can get together and share feelings, suggests Davenport. “Employees need to feel safe and comfortable in sharing,” he says. “It takes three months or longer for your surviving team to return to productivity. If you don’t do anything, it can take longer.”

Share your vision of the company’s future and connect each individual employee to the goals you have set, Davenport says. Offer career development, provide coaching, and encourage mentorship programs.

“Employers need to understand that employees who remain will experience the same stages of grief and loss as the employees who were let go,” says Davenport.

FastCompany.com | February 21, 2018 | BY STEPHANIE VOZZA 2 MINUTE READ

Your #Career : 4 Ways to Protect Yourself From a #Layoff …Whether because of #Mergers, #Downsizing, or Organizational Shifts, each Year, Countless Workers Inevitably Find Themselves Losing their #Jobs Through No Fault of their Own.

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Whether because of mergers, downsizing, or organizational shifts, each year, countless workers inevitably find themselves losing their jobs through no fault of their own.

It happens to the most seasoned and dedicated among us, and that’s perhaps the scariest thing about getting laid off — no one is immune. That said, there are certain steps you can take to minimize your chances of getting laid off, and reduce your anxiety along the way.

1. Have a unique skill

Though soft skills — those that apply to virtually any position — are always a good thing to work on, at the end of the day, you’re probably not going to get to keep your job in a round of layoffs by virtue of your solid time-management ability alone. That’s why it pays to work on honing one particular skill you know your company absolutely needs. If you’re an IT professional, maybe it’s a complex software that’s needed to keep the workflow going. If you’re a designer, maybe it’s that cutting-edge graphics program that’s been giving your company its competitive edge. No matter what skill you’re best suited to focus on, if you set yourself apart as the one person who’s an expert in that arena, your company might hesitate to give you the boot.

How to Answer the Question ‘Why Do You Want to Leave Your Current Company?’

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2. Know the business inside and out

Maybe you’re the best copy director your company has ever seen. But if your knowledge base is limited to effective sales pitches, and you’re not well-versed in market research, finances, or analytics, then you might still find yourself out of a job if your company is forced to slash positions. On the other hand, if you make an effort to educate yourself on all aspects of the business, your company will have a much harder time letting you go.

How do you get there? Sit in on other teams’ meetings, and ask to collaborate with various groups on recurring projects. The more exposure you get to different areas of your company and how they work, the more your management team might end up fighting to keep you.

3. Keep up with your business associates

It’s no secret that networking has been proved to help countless searchers land jobs, but many people find themselves networking defensively — that is, they only start reconnecting with contacts once they’re out of a job and need help. But if you make a point to stay in solid touch with your associates regularly, you’ll protect yourself in the face of layoffs in two ways.

First, if you network extensively within your company, you’ll have more people around to speak highly of you, which might spare you from getting the ax. Second, if you have associates you contact regularly, you won’t come across as taking advantage by reaching out for help if you are indeed let go. Or to put it another way, it’s a lot easier to ask a favor of someone you’re in touch with regularly than to sneak up as a blast from the past wanting assistance.

What to Never Say When Networking

4. Boost your emergency savings

Having more money in the bank won’t do a thing to help you avoid losing your job. What it willdo, however, is buy you some peace of mind that if you are let go, you won’t have to immediately resort to credit card debt just to keep up with your finances. Having that stress removed might, in turn, help you focus better at work, thus reducing your chances of landing on the chopping block. Plus, if you are laid off, you’ll be less pressured into taking the first job you find because you’re desperate for money.

Though layoffs are sometimes inevitable, there are things you can do to lower your odds when your company is going through them. If anything, working on the above suggestions will give you someplace to focus your energy so you’re not utterly fixated on the thought of losing your job.

This article was originally published on The Motley Fool. It is reprinted with permission.

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Your #Career : How Getting Fired Could Be the First Step Toward a Better You…Few Things are More Motivating than Losing your Job. Don’t Squander this Opportunity to Learn About Yourself and Embrace a New Direction.

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Getting fired can feel like rejection or the painful end of something. It certainly doesn’t feel good. It can cause you to go into protective mode and tell yourself a story that wasn’t your fault. It also can lead you to beat yourself up for not meeting expectations.

Laid off Worker with Box

People get fired for many reasons. Perhaps the business wasn’t doing well and needed to cut costs or restructure. Maybe your boss really was an idiot and the two of you didn’t get along — so you subtly self-sabotaged yourself. Or maybe the job wasn’t serving you. Think back. Did you find yourself wasting time because your heart wasn’t in it? Did you get complacent and flatline instead of looking for ways to challenge and motivate yourself?

Whatever the situation, I guarantee you will be better off somewhere else in the long run.

Grieve. Then get moving.

Allow yourself to grieve for a short time. Then, stop feeling sorry for yourself and start to look on the bright side: You now have countless opportunities to consider.

Getting fired isn’t the end of the world. It isn’t even the end of your career. If it was unexpected, odds are there’s no predetermined path laid out for you. Take this opportunity to assess and regroup. What is it that you truly want to be doing? Are you satisfied in your current career, or do you need to pivot?

Most important, remember you have it within you to bounce back — with new self-knowledge that will help you become stronger than ever before.

You might want to look into specialty training or further education. Or maybe you need time off to do some soul-searching. Whatever you decide, realize you now have many different paths from which to choose. More than one is bound to make your life more fulfilling than it was at the job you left behind.

Related: 6 Habits That Turn Dreams Into Reality

Success breeds complacency.

Oftentimes people who reach a certain level of success cease to strive for more. Their basic needs are met. You might linger for years in a job that’s only mildly fulfilling you. If you’re thinking, “It can’t get much better than this,” you’re functioning but not really really thriving.

Getting fired gives you a different perspective. Take a look at your life and your next moves with fresh eyes and a beginner’s excitement. What else might you want out of a job that would make you passionately excited to get up every morning? You — and your eventual employer — deserve more than just complacency.

Related: Getting Fired Was Step One to Increasing My Pay 1,000% in 3 Months

 

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Failure is your best teacher.

Absolutely none of the world’s most successful people took a straight, smooth, always-upward path. Taking risks and reaching for something more naturally means you will get turned down and endure rejection. In fact, stretching beyond your job description could be the reason you got fired from the position that didn’t fit.

Failure isn’t an end, and it certainly doesn’t mean there’s anything wrong with you. Failure teaches resilience, empathy, and self-confidence. The experience is painful, but the lesson it teaches can be quite a gift.

Related: A Special Guide to Growing Stronger, Feeling Better, and Bouncing Back After Failure

“Failure is neutral — it’s how you emotionally hold it inside of yourself that is not,” says Ashley Stahl, a career coach to millennials. “In truth, failure is just feedback that it’s time for you to course-correct. Use failure as an opportunity to evaluate where you add the most value as a worker, and celebrate the fact that you’re not great at everything.”

Be honest with yourself so you can move forward.

So, what do you do now that you’ve been fired? You can look ahead by being honest about your past. Ask yourself the hard questions — the ones whose answers might reveal you bear some responsibility.

What could you have done better? What part did you play in getting fired? Would you be happy at a different job in the same field, or might you actually want to do something else?

Look at the pros and cons of your last job.

What did you love? What did you hate? Did you like the culture, or do you need something different? Smaller, larger, more service-oriented?

As best you can, isolate the characteristics you most want in your next job. Otherwise, you risk falling into something that looks just OK. Real progress means you’re moving closer to fulfillment, not just into another position that won’t engage you on a deeper level.

Start making phone calls.

Call your friends, if you haven’t already. Let them know you’re looking for a job in your sector or primed for something new. Networking is your lifeline. Your friends, family members, and colleagues should know a skilled and employable rock star is available to join their team. Take all the introductions, advice, and sympathetic ears offered.

Most important, remember you have it within you to bounce back — with new self-knowledge that will help you become stronger than ever before.

 

Entrepreneur.com | November 17, 2016 | Murray Newlands

 

Your #Career : Getting Fired Was Step 1 to Increasing My Pay 1,000% in 3 Months…”Gulp.” My Boss had just Told Me the Company was Going in a Different Direction when that Embarrassing Sound Squelched from my Throat.

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Though I had under $3,000 in savings and no immediate prospects, I wasn’t devastated. I was relieved.

free- Office Space

Movie: Office Space

I’d been blogging for a premium men’s site for nearly a year. After writing four 800-word articles a day for months, I was burned out, bleary eyed and begging for the end. My heart had abandoned the work. I knew I wasn’t growing as a writer because my only challenge was to eek through the day without going cross-eyed.

I needed a wake-up call.

Luckily, I got canned. My newfound joblessness made me evaluate what I was doing. It forced me into action. Having stashed $3,000 in the bank, I had two months to plan and execute something better than churning out bad articles for peanuts, or I’d be homeless.

Here are three factors that shaped my plan.

I knew I couldn’t skimp out on quality to make a living because it had just gotten me fired. It also caused me to hate writing.
I refused to work with one-dimensional clients, who would sooner fire me than help me grow as a writer.
And I needed to work with real people in real life. The faceless business relationships had gotten me quick cash, but I still hadn’t found the security I needed to flourish as a writer. I wanted to be needed on a team where my growth was valued as much as my contributions.
Considering all this, I put a massive effort into getting the right clients and being the right writer. Here’s what I did.

 

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I looked for the right clients.
I spent four hours a day researching the best companies within 100 miles of my home in Albuquerque. I poured through different companies’ websites and marketing materials to see where I could be useful. When I found a good match, I’d spend a couple hours drafting the perfect proposal for how I could enhance their business.

Then I made a couple daily cold calls to the companies I really wanted to work for – to let them know I was serious. I also scoured the local newspapers to see which businesses were doing cool things I could feel good about supporting.

I improved as a writer.
Two months of expenses gave me a bit of breathing room but not enough to be comfortable. I knew I had to improve as a writer and make myself indispensable, or I’d be broke and begging for change. So I learned about my profession as if my life depended on it. It helped that my life actually depended on it.

When I wasn’t researching new companies and drafting new pitches, I was nose-deep in any writing book I could get my hands on, such as The Elements of Style and Sin and Syntax. When my eyes got too tired to read, I practiced what I learned writing for authority websites and random freelance gigs. I disciplined myself to spend four hours a day each on learning, writing and job hunting.

Far from getting burnt out, I got hungrier for success. Job hunting landed me interviews with some of the best companies in town, where I met with creative directors and marketing managers. They showed interest in my work, and it motivated me to keep pushing ahead.

Because I had put so much effort into improving as a writer and approaching new companies, I had faith that I’d land the right job.

If you’re looking for job security, a bigger paycheck and better opportunities, just remember the the most important word you’ll ever read: Quality.

I increased my pay.
At precisely the time my savings ran out, I was hired by a wellness company that I’d put days into researching and pitching.

The marketing manager and I were about the same age, and we liked each other. I was excited to be her go-to writer. The company brought me on for in-house copywriting and editing, which I had zero experience in. But, because of my portfolio, my dedication and the sincerity of my interviews, the company had faith in my ability to add value to their team.

I started writing articles at $450 per piece and editing at $45 an hour, which gave me time to put my best effort into the work. Sometimes I’d spend five hours writing and refining. Sometimes I’d spend seven. But I never submitted a piece that I wasn’t completely satisfied with.

Because I shifted my focus to quality, I wowed my colleagues and cemented myself as the writer who knew his craft. And instead of getting fired over the phone, I was asked to collaborate on bigger projects. I even was referred to other businesses in the community.

Today I earn 10 times more than I used to because I bring 10 times the value. And after devoting so much of my time to learning and improving, I’m confident in that value. So are the companies who hire me.

Here are 10 things I do differently now.
I constantly encourage myself, and challenge myself to become better.

I visualize the businesses I want to work with; how excited they are to work with me; how good it feels to be needed; and how accomplished I feel while writing my best.

I write and edit for several hours each day – no matter what.

I limit my use of social media, email and text messages, committing to hours of real work before checking any incoming information.

I read as much about writing as I write, and I read great authors to break down their style.

I never rush myself. For every article published I spend many hours over several weeks writing, revising, editing and polishing. I only submit work that increases my reputation.

I take care of my body through diet and exercise so that I have the energy to focus for hours on end.

I give myself time to detach completely from work and relax. I recharge by meditating, listening to classical music, going for walks and playing my favorite sports. If quality work means taking care of my personal needs for most of the day, then I just do less work.

I choose quality friends because I know they influence my behavior. So if I have a choice to be around complacent and underachieving people, or to be alone, I choose the latter. In the words of George Washington, “It is far better to be alone than to be in bad company.”

I journal. Every night I reflect on what I did, how well I did it, where I need to improve and what I can accomplish tomorrow.

I increased my pay by 1000 percent in three months by learning as much as I could, by disciplining myself to improve as a writer and by finding the employers who would invest in my best work. My quality of life skyrocketed along with my quality of work.

If you’re looking for job security, a bigger paycheck and better opportunities, just remember the the most important word you’ll ever read: Quality.

 

Entrepreneur.com | July 25, 2016 | Daniel Dowling

#Leadership : 5 Signs it’s Time to Fire Your Problem Employee…As a Manager, It’s your Job to Deal with Tough Employees.

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Career Guidance

About The Author

Ashley Faus is a marketing professional at a presentation company in Mountain View, CA. She writes about corporate, marketing, and MBA topics on her blog, consciouslycorporate.com. When she’s not in classes for her MBA, Ashley enjoys working out, scrapbooking, and performing in musicals.

Your #Career : Best Money Moves When You Get Laid Off…The First Quarter of 2016 saw 76% More Job Cuts than the Last Quarter of 2015

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If you’ve ever been laid off, you know how it stings. I’ve been there, too, and, sadly, growing numbers of workers have lost their jobs lately. The first quarter of 2016 saw 76% more job cuts than the last quarter of 2015, according to global outplacement consultancy Challenger, Gray & Christmas.

fired-layoffs-let-go-box-leaving-work-3

If you become an unfortunate victim, you’ll have a myriad of financial decisions to deal with pronto. And they’ll demand clear thinking. So, just in case a job loss happens to you — or if it recently did — here are nine money moves you need to make:

1. Ask the nitty-gritty questions. Find out whether “any severance is being offered, whether the company has a written severance policy, when your insurance will be cut off, and — possibly most importantly — why you are being fired,” says Donna Ballman, author of Stand Up for Yourself Without Getting Fired. “You’ll need this information when you apply for unemployment, if you want to talk to an attorney about potential legal claims, when you apply for a new job and when you have your next doctor’s visit,” counsels Ballman.

(More: 5 Ways to Prepare for a Possible Job Loss)

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2. Get your employment-related financial stuff. If it’s not a quick shuffle out of the building with Security or HR, tap into your computer and make copies of: documentation of anything your employer owes you (say, commissions and bonuses); any employment agreements, confidentiality agreements and non-compete agreements you signed; your performance reviews, commendations, awards, disciplines, recommendation letters and anything else about your work that might be useful to a lawyer or to your state unemployment compensation agency, advises Ballman.

3. Scrutinize any severance agreement. It could contain a non-compete clause blocking you from working at certain places, for example. “Be clear on the restrictions you’re agreeing to in exchange for a severance payout. Be certain you aren’t giving up vested benefits. The agreement should clearly state the status and amounts of your 401(k), stock options or pensions,” says Ballman.

(More: Don’t Let a Job Loss Harm Your Retirement)

Your best move is to tell HR or your boss that you need some time to evaluate any severance agreement. If you’re being asked to sign something you don’t fully understand, don’t. First, talk to an employment lawyer; you can find one near you at the National Employment Lawyers Association website.

4. Examine your final paycheck. “You may be entitled to payout of all your accrued paid time off or vacation pay if the company doesn’t have a use-it-or-lose-it policy or if your state requires it,” says Ballman. If you’re paid by the hour, check to be sure you’ve been compensated for all the hours and overtime you worked.

5. Line up health insurance. Many employers cut off your health insurance the day you lose your job; some continue it to the end of the month. Initially, if you don’t have a spouse or partner’s health plan to fall back on, you might opt for landing coverage through COBRA (The Consolidated Omnibus Budget Reconciliation Act), which lets you to buy it under your ex-employer’s group plan, generally for 18 to 36 months.

Some employers subsidize or pay the entire cost of health coverage, including COBRA coverage, for terminating employees and their families as part of a severance agreement. You’ll have 60 days to decide whether to sign up for COBRA; the insurance is retroactive to your loss of coverage date.

Your other option: buy an individual health plan from your state insurance marketplace or directly from an insurer.

Losing job-based coverage is a “qualifying life event,” allowing you to enroll anytime, not just during the normal Open Enrollment period.

If you’ll need health insurance between the time you lose your job-based coverage and when a Marketplace policy starts (for example, you or a family member needs medical care), you may want to sign up for COBRA, since it’ll continue providing benefits until your Marketplace plan kicks in.

6. Consider replacing any employer-sponsored life or disability insurance you had. If you purchased either type of coverage this way, you may want to buy your own policy now. If so, compare prices by using online insurance brokers such as Accuquote.com, FindMyInsurance.com, andLifeInsure.com.

7. File for unemployment insurance. “Some people hesitate to apply,” says Ballman. “Why? It’s your money. What do you think they’ve been paying in from your paycheck all this time? It may not be a lot of money, but it will help tide you over.” Apply by contacting your state’s unemployment agency as soon as you are fired or laid off.

Whether you’ll qualify for unemployment benefits depends on your state. To check your local law, visit the “Find Local Help” area of the U.S. Department of Labor’s CareerOneStop site. Before taking any freelance assignments or a part-time job, read your state’s unemployment insurance rules; some work may reduce your benefit.

8. Be sure you get all your vested retirement funds. Any of your 401(k) contributions belong to you, of course, but your employer’s contributions (or matches) typically must be vested before they’re yours. You’ll vest, or own, a certain percentage of your employer’s contributions each year once you qualify for them.

9. Manage your retirement account. Chances are, when you leave your employer, you’ll want to transfer your accumulated retirement savings to aself-directed IRA that offers you more investment choices.

After you receive the funds from your employer plan, you have 60 days to complete the rollover to an IRA or other tax-deferred plan. Wait too long and the amount will be taxed as ordinary income; if you were younger than 59½ when the distribution occurred, you’ll face a 10% penalty, too. A direct rollover straight to an IRA or a plan at your next employer is best, so the money never comes into your hands. Ask your plan administrator to make the payment directly to another retirement plan or to an IRA.

You can, alternatively, leave the money in your ex-employer’s plan, and sometimes that’s more cost effective. Large corporations often negotiate with financial service firms for lower fees than you can get on your own in an IRA account.

My advice: Meet with a financial adviser to figure out what’s best for you. As a rule, I think an adviser should have the Certified Financial Planner designation, awarded by the nonprofit Certified Financial Planner Board of Standards.

Just don’t cash out your 401(k) balance. If you do, you’ll owe income tax on any withdrawals and possibly that 10% penalty. As I wrote in this Next Avenue post, extracting retirement money before retirement is a weighty problem; nearly 45% of workers cash out their retirement accounts when changing jobs, according to the Women’s Institute for Secure Retirement (WISER).

The last thing you need after losing your job is a wallop from the Internal Revenue Service.

Forbes.com | May 1, 2016 | Kerry Hannon, Contributor