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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).

April 18, 2018/in First Sun Blog/by First Sun Team

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.

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.

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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 : 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.

February 21, 2018/in First Sun Blog/by First Sun Team

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.

February 15, 2018/in First Sun Blog/by First Sun Team

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.

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.

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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Glassdoor.com | February 13, 2018 | Posted by Maurie Backman, The Motley Fool

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