A surprising number of Americans would quit their job over text

A surprising number of Americans would quit their job over textA surprising number of Americans would quit their job over textEveryone has their own relationship with schmelzglas, and for the most part.its complicated.The Adobe Consumer Email Survey Report 2017, which was carried out by Advanis, explores how U.S. white-collar workers who own a handy use emaille, and why. It provides gritty details.For example,when it comes to something as significant asquitting your job, 76% of respondents feel the need to do it in person over any other method, which makes sense. But a surprising number want to avoid any direct personal contact 11% over email, 7% on the phone, and an amazing 3% via IM.We had to pause there. Lets repeat3% of people would quit their jobs over text message.For such an obviously, patently bad idea, that seems a very high percentage. It should be closer to zero.Lets be clear, dear readers do not quit your job via text message.There are a few other findings that surprised us, too.Heres how long people spend checking emailFirst, people are spending an absolutely bonkers amount of time just reading their email every day.The research found that every weekday, respondents spend a staggering 5.4 total hours on average checking emails.Incredibly, that 5.4 hours was a 27% drop from 2016, which means we used to spend even more time in the past checking email, which is possibly the least rewarding of all human activities.The bulk of that time is spent on work emails for an average of 3.3 hours each weekday, down 20% from last year.When it comes to personal ones, people are reading their email an average of 2.1 hours, a 36% decrease from 2016.Email what is it good for?People clearly think that communicating about an assignments progress is nothing like talking about how youre jumping ship at work. Here are a few of the surveys other resultsabout what people like to discuss on emails.When it comes to quick questions, 35% like using email the most, 15% in person , 25% on the phone and 19% on instant message or textBut where letting your manager know about a crucial issue was concerned, 25% chose email as the best way do so do, compared to 44% who would rather do it in person, 21% over the phone, and 6% via IM.Email Young people are attached to itRespondents in the25-34 age bracket check email more than others 48% ofthem said they looked at email on vacation, compared to 46% of all the people surveyed.Even worse, people under 34 also checked email more in bed than everyone else, with 76% of them reporting doing so - compared to only 54% of all other respondents.47% of people ages 25-34 also check their email while commuting, compared to 32% of all other participants.Younger workers are more prone to certain email behaviors.Heres what people hate most about emailWith the flood of emails we get every day, some are bound to get on our nerves. That being said, the research confirmed the most annoying thing that happens when marketers send respo ndents emails.Among all surveyed, receiving emails from brands too frequently was the vorkaufsrecht that took the cake, with awhopping 50% all respondents choosing this. Badly written messages or those with an excessive amount of words took second place at 27%.The option in sixth place is all too relatable, with 13% of people reporting that they cant stand emails that are too customized to their interests, to the point where they find it creepy, among other results.

Should I quit my job How to know when its time to go

Should I quit my job How to know when its time to goShould I quit my job How to know when its time to goIn the vast majority of situations, you know in your gut when its time to quit your job.And as hard as that truth is already to face, sometimes the situation is further complicated by the fact that either youve been working at your current company for a long time and you haverelationships with your coworkersthat make it tough to let go, or maybe youve only been there for a short time and feel schwimmbadeanstalt (for them and for your own hire-ability) about leaving so soon.Whatever the situation, if youve been getting a nagging feeling inside that its time to start looking for greener (job) pastures, but are looking for just a little validation ask yourself how many of the below scenarios feel relatable to you. To be fair there are actually up to16 different reasons that people quit their jobs, however, when youre the one actually stuck in that predicament and asking yourself shou ld I quit my job?, just having a reason (or a few) to quit isnt enough.If one or more of these scenarios apply to you, hear it from us quitting and moving on might truly be your best option.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreYoure walking on eggshellsDid you know thatone in five employeesdescribe their workplace as hostile? Walking on eggshells, or that feeling like you have to be super careful with every little word or action, is a classic sign of a hostile or toxic workplace. If you have to tiptoe cautiously around the workplace to avoid explosions from a coworker (you know the one) or even your manager, and youve tried to resolve it but gotten nowhere, its time to find an employer who can create and maintain the kind of environment that feels good.Youve already quit you just havent quit yetWhen you started in your current role, you were great. You burned the candle at both end s, competed with your peers to bring the best ideas and best results, and voluntarily passed on events in your personal life to show your anfhrer how dedicated you were to your role. But now things are differentyou show up, sure. But youre constantly doing only the bare minimum to slide through the day. Maybe you even play Candy Crush when the boss isnt looking or duck out a few minutes early at the end of the day. You do your job but youre not doing it justice, not the way you used to.Its calledpresenteeismand its associated with disengagement. Disengaged employees hurt those around them and its a huge sign that youre not where you should be. If youve quit (but you havent actually quit yet), its time to go. Dont risk your reputation for a job that isnt a fit.You dread going to work in the morningEven if youre settled into what you would consider a pretty decent (or even dream) job, there will be mornings youre not excited to go to work and thats a fact of life.However, if youve fou nd that this lack of excitement about going into work has become a regular, ongoing and increasingly bothersome thing, thats a bad sign. And if that lack of excitement evolves into constant anxiety and dread especially dread that creeps into your mind the night before work, like on aSunday night before the ever-hated Monday morning it truly might be time to find a position thatsbetter for your mental healthand soul.Its too late to forgive and forgetSometimes work situations cause hurt and resentment that just doesnt go away (or that we dontwantto go away). Maybe you were passed up for a promotion or your manager handled a difficult situation poorly, or maybe some person or persons in the organization have done questionable things that go againstyour personal values, and youre still hanging onto those negative emotions. Emotions are complicated.Ask yourself, Do Iwantto move past this? If you want to, its likely you can do that with a few tough conversations and commitment to forgive ness. But sometimes, even with the best of intentions, you might find that there really is no resolution for the hurt and resentment that your current company has caused you. In that case, it might be best for you to simply accept the feelings that you have about the situation no matter how negative or disappointing and move on. And indeed, thats your cue to quit your job andfind another companyto work for.This article originally appeared on Kununu.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 ersatzdarsteller your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

Glassdoor Rallies for Hurricane Harvey Relief

Glassdoor Rallies for Hurricane Harvey ReliefGlassdoor Rallies for Hurricane Harvey Relief Since Hurricane Harvey first hit the U.S. on August 25, Glassdoor employees have watched with heavy hearts as the storm ravaged communities in Texas and Louisiana - areas that several employees and customers have close ties to. Witnessing the devastation that Harvey has wrought, Glassdoor offices across the country have decided to band together and contribute toward relief efforts. As a first step, Glassdoor will be donating $5,000 to the Rockport-Fulton Chamber of Commerce . A small town of about 10,000 people along the Gulf Coast, Rockport was the first area to be hit by the storm and has seen the most destruction, with electricity, roads, cell phone service, and other critical parts of their infrastructure effectively wiped out. The Chamber of Commerce plays a key role in supporting local businesses, and it is our hope that our donation can contribute toward sustainable eco nomic growth in the wake of the hurricane. In addition, each of Glassdoors U.S.-based offices - Mill Valley, CA San Francisco, Chicago and Green, OH - will be launching local drives to lend support to more specific organizations and areas, with Glassdoor matching donations up to $1,000 per office. Organizations to receive funds include the Houston Diaper Bank , JJ Watts Harvey Relief , Houston Humane Society and Corpus Christi Food Bank . Glassdoor is also working directly with its customers in the affected region to extend their Glassdoor accounts as needed.*Our hearts go out to the people and communities impacted by Hurricane Harvey, said Dawn Lyon, Glassdoors Senior Vice President of Corporate Affairs. It will take some time to recover and rebuild and were pleased we can help people in the affected communities get their lives back on track. Restoring the areas devastated by Harvey is certainly no easy feat, but the more people and organizations that pitch in, the quicker w e can help those impacted by the storm regain a sense of normalcy - to that end, we invite you to join us by donating to the Rockport-Fulton Hurricane Harvey Recovery Fund and the organizations listed above. In the coming days, we will also be keeping a close eye on Hurricane Irma and wish everyone in its path well.*If you are a Glassdoor client in an area affected by Hurricane Harvey, please reach out to your rep and they will be happy to assist you.

3 Ways to Stop Thinking About Work When Youre Not There

3 Ways to Stop Thinking About Work When Youre Not There3 Ways to Stop Thinking About Work When Youre Not ThereWhether you love your job or hate it, you probably think about work on your off hours at some point. You kick around a particularly perplexing aufgabe or grouchy client. You ponder how to deal with your boss latest antics. You brainstorm about how youre going to get the heck out of there. But theres definitely a point at which this moves from helpful to, well, not so much. In my experience, that point is typically when you find yourself panicking in the middle of the night about whats going on at the office, writing work to-dos on your grocery list, and receiving fewer and fewer calls from friends (because, um, all you do is talk about your job). In other words, bringing too much work home- even if that work is just rolling around in your head- can quickly make you an anxious, sleep-deprived, pretty boring dinner guest (and, yes, I know this from experience).I also know that telling yourself to think about work less doesnt quite work, so I loved the tips that Fast Company recently offered for training your brain to leave work at work. Here are a few of my favorites1. Create Transition RitualsYour commute home is a physical act that separates you from the office, but try to add something mental to that activity, too. Laura Vanderkam, the articles author, recommends listening to or reading something light, but I find jamming to your favorite tunes, playing a tough game on your phone, or calling a friend also does the trick. As Vanderkam recommends, ask your family members (or friends or roommates) about their days, and challenge yourself to be a good listener. Focusing on other people and their needs is a great way to get out of your own head.2. Give Your Brain a Different Problem to SolveIf your mind is still spinning after leaving the office, channel that energy into something else. Wondering whether you should attend your cousins destination wedding? T rying to decide what color to paint the bathroom? Use the immediate post-work time to think about that. If youre still getting distracted, hold yourself accountable Ask a co-worker or friend for a problem to solve, then promise youll have some thoughts on it by the time you get home.3. Give Yourself a Worry TimeThis is probably one of the most helpful tips Ive found, especially if Im thinking about a particularly hairy problem Schedule a later time to stress. Think, Ill respond to that email tomorrow morning over coffee, and I wont think about it until then, or That awful meeting is set for Tuesday, so Ill set aside two hours on Monday to prepare for (freak out about) it. As Vanderkam puts it, Often, your brain just needs to know that theres a time for thinking about that issue- and now is not that time.What other ways have you found to leave work at work?Photo of woman on beach courtesy of Shutterstock.

How Your Employer Brand Can Benefit From a Bad Review

How Your Employer Brand Can Benefit From a Bad ReviewHow Your Employer Brand Can Benefit From a Bad ReviewMore than 20 years ago the Internet reinvented job advertising, job searching and employer research. But every technology advance seemingly comes with its dark side. The proliferation of online reviews for just about everything has left many geschftsleben owners, chefs, product manufacturers, book authors, entertainers and employers with a love/hate relationship with reviews. As individuals they now depend on them for purchase decisions, but as business owners they often dread reading bad reviews, fearful of unfounded complaints and fake reviews from competitors.Bill Tancer, author of the book Everyones a Critic Winning Customers in a Review-Driven World and general manager for global research at Experian Marketing Services, calls business owners reactions to reviews a form of cognitive dissonance. In an interview with Simply Hired, he elaborated on some of the ideas discussed in the book. The classic example of cognitive dissonance is a chefs reaction to a bad review. How can that be? he asks, knowing how much effort went into preparing the food.The human mind experiences conflict when it considers two observations that both cant be true. Just as a reaction to an entre is obviously a matter of taste, employers also have fans and detractors. Where one spends at least a third of ones day is a big decision, and job seekers increasingly consult reviews before accepting an offer. According to a 2014 survey, nearly 8 in 10 Americans at least sometimes check reviews before purchasing a product or service.While reviews can be difficult for recruiters and HR managers to look at, Tancer writes, Every valid negative viewpoint in a review has the potential for helping you improve your business. Think of it not a criticism but as data.Harnessing the Power of Bad ReviewsTo help with the cognitive dissonance business owners experience when reading reviews of their busine sses, Tancer recommends an exercise in desensitization, outlined below. While Tancer is not a business owner himself, he experienced the cognitive dissonance of bad reviews firsthand after the release of his first book, Click What Millions of People Do Online and Why it Matters.Despite the difficulty of considering the points made in the bad reviews, he said, I found that there welches some truth to the criticism. One reviewer said thatClick was too promotional because he only used one source of data- his employers.I used that information to ask my publisher to get an editor who would be harder on me for this book. I wanted someone who would push me to use different data sources and make sure I didnt get promotional.Exercise in DesensitizationOnce you step past the cognitive dissonance, thoughtful evaluation of reviews can help you get a better understanding of your employer brand and decide how to improve it and highlight it.Before doing this exercise for your own company, try doin g it for a previous employer.Spend a few minutes putting yourself back on site at that job.Take out a piece of blank paper and draw a line down the middle and label the columns pros and cons.Write in the appropriate column everything you remember, from the office environment, your former manager and colleagues, the work you did, the review process, the perks, etc.Now go through the online reviews of the company, sorting by five-star reviews to find werkstoff for the pros column and scrolling or sorting to the end to read one-star reviews for the cons.Once youve got your list and the aggregate list from the reviews, look for similarities, differences and things you missed in your own assessment. Are there any patterns to the comments? Any eye openers?One of the hidden values of online reviews, Tancer said, is that often the aggregate opinion of online reviewers can reveal perspectives you may have missed.When you do this for your own company and find the patterns, use this informatio n to decideWhich negative comments can be addressed through HR practices, employee communication or should be communicated to specific department managers?Which positive comments indicate an aspect of working at the company that can be highlighted in employer branding materials or otherwise communicated to candidates?Reviewer Bias is RealBut theres still a danger in the natural bias of reviewers. There are always people with gripes, Tancer said. Maybe they got fired or had a bad experience. And then there are the company defenders. This is common among reviews for many business types.People who are infrequent reviewers tend to give either one staror five stars, said Tancer. The unique situation for employers is that most people only hold one job at a time and average tenure lasts several years. Infrequency is the nature of employment reviews. Those who review restaurants or products have many more opportunities to write reviews.Are the Best Really the Best for Everyone?Tancer comple ted the same exercise in desensitization for Freakonomics, a popular book about economics and incentives that he admired. In evaluating the reviews of a runaway bestseller, he was surprised to find it had several hundred 1- and 2-star reviews. The perspective that every author, no matter how popular or acclaimed, had to confront bad reviews made him feel less alone.After doing the desensitization exercise for a current or past employer, Tancer recommends doing the same evaluation of reviews for a best-in-class company (e.g., one on a best places to work list).The more popular something is, the more critical people can become, he said. Popularity lends itself to more scrutiny. Is this really as great as everyone says it is?In Everyones a Critic he describes reading the one-star reviews for a famous California restaurant, The French Laundry. Many of the reviews were about the difficulty of getting a reservation or the high cost, rather than the food itself, though one reviewer wrote, anybody who could grill a steak or chop carrots could cook this food. Theres just no way to please everyone.A few bad reviews might be good for you, Tancer said. A study by Reevoo found that that 68 percent of consumers trust reviews more when they see both good and bad scores. Close to a third suspect fake reviews or censorship when there are no bad reviews.Bad reviews communicate that the fit isnt for everyone, Tancer said. Employers invest in their brands because they want to find more employees who are a good fit. People looking for a new job have obviously left or want to leave because that company or position is no longer a fit. Perhaps they even have written negative comments about their current or most recent employer.On the whole, Tancer believes that reviews are beneficial because they can be the impetus to improve quality. Now I keep a list of common criticisms, challenge myself to address them and return to those reviews to come up with ways to keep improving.Theres no r eason employers cant do the same.Read more from this seriesWhy You Need to Embrace Employer Branding This YearYour Company Culture Doesnt Have to Be Perfect - Just Authentic8 Ways to Create a Desirable Employer Brand for Candidates

Bartender Job Description for Resume Explained

Bartender Job Description for Resume Explained In buchen to earn an engaging sales associate resume objective, it is essential to communicate your abilities and experience. In their day-to-day routine, bartenders must complete several tasks in order to fulfill all job obligations. Completing your CNA Resume is a great way for you to see the worth of your work. You are going to want to pick the suitable one for you. Youd want to concentrate on non-technical. You also dont wish to be dishonest. Bartender Job Description for Resume at a Glance Branded account arent aloof for executives. The work title of a server can fluctuate from business to business. In fact, a program manager would be the best suited. As you fill out an application for work in person, you might be requested to finish a paper program. Whenever that you put in an application to have a new job, take a look at your resume to ensure that it isnt actually only targeted, but additionally current. Bear in min d, that theres no harm if your accomplishments are over by the conclusion of the very first page. You wish to stress the positive qualities of your business and why a work seeker would want to work for you. Your personality will also play an important part in real estate sales. A bartender can create an important impact as advisers. One of the absolute most important attributes a bartender must have is strong communication abilities. Its better to go through your bartender job description and highlight all the abilities and experience regarding the job which you have. Your work (while youre searching for a job) is to be certain you fit what theyre looking for. Your work (while youre trying to obtain a job) will be certain you fit what theyre hunting for. In addition, you can look for bartender jobs on Monster. If you want to put in an application for a position of a host or hostess with an establishment then youre able to use the expert bartender resume. Anyone whos looki ng to put in an application for a job of a bartender or has experience for a bartender and is seeking to earn a resume for themselves can take advantage of the bartender resume samples. Make certain that you exhibit the proper body language, like the ones stated below, in order for the employer to think about your bartender resume. Thus, the bartender can receive a work anywhere. When youre a fresh graduate and want to find an outstanding job opportunity, it is probable you require a best CV describing all your present abilities, qualifications plus the remainder of the things generates you suitable for just about any job. If youre asking for a bartending vacancy at a well-known restaurant or club in your region then there are chances that youd be facing stiff competition. If it comes to being a bartender there are tons of responsibilities that one needs to carry out. You need to be at the high of the heap if you will be employed. If you would like a career in the bar and res taurant business, becoming a Server Bartender is a fantastic entry point to obtain valuable experience. Organization Bartenders are often busy running all around the bar and serving a number of clients. To find out more on what it requires to be a Bartender, take a look at our complete Bartender Job Description. If youre looking for Bartender Cv Template youve come to the proper location. Hence, you should be in a position to present your aims clearly and carefully in your CV. In conclusion, the objective promotes your job in the appropriate path. As you are aware that the career purpose is the very first section of you CV and hence it ought to be written accurately, it is likewise important to compose different sections carefully. After drafting your Bartender CV example, now is the time for you to get ready for the interview portion which may lie ahead. Job descriptions should have a list of essential bodily requirements essential to execute the work, with information spec ific to the specific restaurant. If not, you might opt to publish References located on request. Your studienplan Vitae Examples for Administrative assistant must be an impressive advertising and marketing piece or it is not going to make it simpler to get off to an exceptional start with an expected employer. Dont neglect to tailor it to the work description.

How to Read Body Language During a Video Interview - Spark Hire

How to Read Body Language During a Video Interview - Spark HireWhile the responses a candidate delivers during an interview matter, their non-verbal cues also help to paint a picture about who this individual is as a professional especially during video interviews. Decoding a candidates body language and coupling this knowledge with what you gain from their verbal replies allows you to gather crucial insight about whether this partie might be an appropriate fit for your open role.A recent survey by CareerBuilder shed light on several red flags to be aware of, as far as body language is concerned. Here is the hidden meaning behind unterstellung non-verbal signs and signals PostureOur posture can speak volumes about how we feel about a conversation. When were fascinated by what the other person is saying, we tend to lean in. When were disengaged, were more likely to lean back in our chairs. When youre watching candidates video interviews, observe their posture. You shouldnt see people leaned all the way back in their chairs, with their feet on the desk. This can be a sign theyre either bored by the topics at hand, or are feeling far too comfortable with their chances of landing the job and arent taking the process seriously.Our posture can speak volumes about how we feel about a conversation.Click To Tweet Fiddling with hair, nails, or jewelry.As common nervous habits, you might see applicants tucking hair behind ears, twisting rings around their fingers, playing with necklaces, or picking at their nails. They may be unaware of these tics, which can signal a lack of self-confidence. These issues may go away should this person land the job and become more comfortable with you. However, they could be damaging if the individual is in a client-facing role and will continue to find themselves in high-pressure situations where they need to make a positive impact right away. Poor eye contact.While they may not be sitting across from you having a conversation, eye conta ct is still important during a video interview. If you notice a person rolls their eyes as they speak or allows their gaze to dart around the room, you have to wonder what theyd be like if brought into a meeting or asked to give a presentation. Tics can signal a lack of self-confidence.Click To TweetStrong, steady eye contact is key. At the same time, a person who just stares into the camera can appear menacing, so you want someone who is able to maintain good eye contact in a non-threatening way. Failure to smile.A job interview should be taken seriously, of course, but that doesnt mean that smiling is forbidden. You want a candidate who seems genuinely excited and enthusiastic about the opportunity in front of them. One way to determine this is by looking for someone who answers their video interview questions with a warm, natural smile. Fidgeting in their seat.Much like how playing with your hair, nails, or jewelry is distracting, moving around in your seat detracts from the powe r of your words. If you notice a candidate delivers a response while twirling in their chair, take this nonverbal behavior into consideration. Think about the impression theyd give off should you bring them on client meetings or ask them to interface with high-powered executives within your company. Crossed arms.This subtle gesture makes a job candidate look standoffish. Coupled with a lack of smile, its a negative body language cue that may indicate the person isnt actually that interested in the open position.Crossed arms can also signal a person expressing frustration. People who typically cross their arms in this manner usually do it for self-comfort. Whatever the reasoning, crossing your arms during a video interview is almost always a signal that something is off. Using too many hand gestures.Many people talk with their hands without fully realizing it, but going overboard with hand gestures makes it hard to focus on the homilie the person is delivering. A few hand motions fo r emphasis every now and then is acceptable, but it shouldnt become distracting.Learning how to decode body language makes the video interview process more informative for those looking to add to their team. Watch out for these interview red flags and youll be able to make a thoughtful hiring decision that ensures this new team member is part of your staff for the long-haul. What other ways can you read body language during an interview? Let us know in the comments section

Cheryl Strayeds Advice to Meet a Big Career Goal- The Muse

Cheryl Strayeds Advice to Meet a Big Career Goal- The MuseCheryl Strayeds Advice to Meet a Big Career Goal- The MuseTheres a big career goal youve been dreaming of. You want to move into management, change careers, start a side hustle, or establish yourself as a thought leader.So, you researched it and came up with a plan. As you began, you had a lot of fire and energy. But, then, you found you couldnt take the necessary steps to follow through.In other words, you revamped all of your materials, but stopped yourself from applying to any jobs in a new field. Or, you designed the first half of a website for a side gig, but couldnt decide how to finish it, so its yet to go live. Or, you drafted a post an on issue in your industry, but you never got around to publishing it.People who think you just need to put in a little more time or effort have it all wrong. You set time aside repeatedly, and genuinely want to see it through. In fact, its your quest to perfectly attain your dream thats holding you back. Cheryl Strayed, the number one New York Times Best-Selling Author of Wild has been there. Writer Catherine Clifford points to part of an interview Strayed gave to Tim Ferriss, where Strayed saysWhat I had to do was that humble thing and say Guess what, its true, I might be writing a mediocre book. I might be writing a book that nobody ever reads. And I just have to surrender to the truth of that, and I have to surrender to this notion that even if I am mediocre, what matters more to me than writing a great novel is writing a novel. And that was a huge lesson.Ironically, it was allowing herself to write a book that would be just OK that freed Strayed up to keep going and finish a memoir- a memoir, that you might recall, was turned into an Oscar-nominated movie starring Reese Witherspoon. The pressure we put on ourselves to do everything perfectly can be suffocating. But, if you shift your mindset from focusing on being successful to finishing what you set out to ac complish- regardless of the results- youll find its suddenly easier to keep going. It worked for Strayed, and could be just the new thinking you need as well.

How to build a culture of psychological safety

How to build a culture of psychological safetyHow to build a culture of psychological safetyPsychological safety is the foundation of high-performing gruppes.Google research shows it can make or break a team. When people dont feel safe, they are less inclined to take risks. Fear prevents employees from speaking up, providing honest feedback, or sharing their ideas.Trust, curiosity, and confidence?- ?on the other hand?- ?broaden our mind. Research by Barbara Fredrickson shows that positive emotions encourage divergent thinking and creativity.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreIve written a lot about psychological safety, how to build a fearless culture, and how to develop a safe workplace. Today, I want to share actionable tips to encourage trust and participation.Lets make it safe to speak up. Trust is like water. We dont see it, but its there. Your team should relax and float.1. I ncrease Self-AwarenessTrust departures with yourself. If you want someone to trust you, you must trust them first.Self-awareness elend only helps us grow but also uncovers our blindspots. Feedback is vital to understand how we deal with trust.Several leaders seed fear without realizing it. Others do it on purpose. VWs leadership style back in 2015 was based on fear. The top executives believed that terrorizing subordinates was the way to a superior design.In 2017, after US regulators uncovered the diesel engine hoax, CEO Martin Winterkorn resigned. He took full responsibility?- ?but denied any wrongdoing.Most executives believe they are self-aware, but very few are. Winterkorn fell victim of the self-awareness trap.VW had an unsafe culture. Fear and intimidation kept employees from calling out the hoax. People stayed silent even after the cheating was revealed. Only 1 of the ten supervisory members?- ?Bernd Osterloh?- ?spoke up.Self-aware leaders embrace vulnerability?- ?they are no t afraid of recognizing mistakes. Thats the first step to heal an unsafe culture.As Osterloh said, We need in the future a culture in which problems arent hidden but can be openly communicated to superiors.Self-awareness makes us both trusting and trustworthy.2. Facilitate ParticipationThe cost of silence is deceiving. According to Harvard professor Amy Edmondson, companies waste millions of dollars. Thats the price they pay because their employees stay silent.Organizations have a silence problem, but most dont realize it. Its hard to detect when employees are not being honest. Silence can encourage groupthink, default consensus, and people keeping ideas to themselves.Design meetings to encourage full engagement.Practice conversational turn-taking. Provide each team members their turn to speak up. Managers or loud people should always go last?- ?they can influence or intimidate others.Hold silent meetings. Square uses them so people can prepare before discussing a challenge. Partici pants are giving 30 minutes to review a document before the conversation starts.Brainstorm in writing. Introverts and minorities get intimidated with loud, fast-paced ideation sessions. Let everyone write down their ideas on their own first before everybody shares theirs.Practice Progressive Collaboration. Everyone starts working alone, then in pairs, then foursomes, and finally as a whole group. The 124-All is perfect for both brainstorm and feedback sessions.3. Design TeamRitualsRituals are an effective and straightforward way to drive meaningful change. They accelerate collaboration, creativity, and trust.As IDEOs Tim Brown said, Rituals create a constant nudging so that, over time, a culture learns to do something naturally and intuitively.Team rituals have a special power to bring people together. They help correct or reinforce behaviors in a human, non-threatening way.Promote vulnerability by sharing work in progress. Flipboard has a weekly ritual called Mock OClock. Every Fri day, the team convenes around a huge table. Everyone gets a sneak peek into new features or tools and can provide feedback to their co-workers.Call out bad behaviors with a No Talk card. DoTank uses it to neutralize talkers during innovation workshops. To increase participation, facilitators must stop someone from stealing all the attention.Invite people for a Lean Coffee. Stride has increased inclusion and participation with this open, no-agenda meeting format. Everyone shares topics they would like to discuss. Then the entire team votes what items will be covered.Make it Personal. Stories create connections. They inspire people to open up and share. DIY employees get together over bagels and coffee to share what they like doing outside of work.Encourage authenticity. Camino Information Services gets an Angry Bird desk plush toy for every new hire. Employees can choose the one that best fits their personality. Their Angry Bird expresses who they are.These are just examples. Read ho w to design your own team rituals.4. Establish Adult Rules NormsMost companies say they trust their employees, but then their rules show the opposite.Control is the enemy of trust. If your corporate rules treat people like kids, dont expect them to behave like adults.Thats why dumb rules frustrate your best people, as I wrote here. Organizations punish 97% of employees because the other 3% are offenders.If you want to create a safe culture, start by creating safe norms.Assuming good faith is a fundamental principle on Wikipedia. The rule encourages the community to trust others?- ?that comments and edits are made in good faith. The assumption is that most people try to help the project, not hurt it.Rules should empower people, not hinder their potential. Instead of telling people what not to do, rules should encourage them to make the right choices.Many companies have an unlimited vacation policy. Some remove the approval process from expense reports. Everything employees submit is reimbursed?- ?no questions asked.Trust is not built with words, but with acts.The same happens with mistakes. Most companies tell people to take risks and break the rules. But, theres a lot of uncertainty about the real consequences.Having clear rules of engagement removes the fear of being punished. I always advise my clients to have a mistake policy. Dont just say its okay to err. Be explicit that nothing will happen.5. Reward and Punish BehaviorsThe organizational culture is defined by the behavior you reward and punish.Trust cannot be built with a lofty Powerpoint or corporate purpose.The actions of both managers and team members create Psychological Safety. Trust is fragile?- ?hard to build, easy to destroy.Managers define who gets promoted, works on the cooler project, or attends leadership training?- ?their actions signal what gets rewarded.Rewarding the wrong people destroys trust. Not doing anything when people are not abiding by the company values is equally damaging.Team members play a critical role too. If you let someone get away with murder or to gossip behind others back, you are making the culture less safe.What you praise, call out, share, or ignore shapes the culture.Everyones behavior contributes to building trust. What do you reward and punish?Want to learn how to build Psychological Safety at your organization? Contact me or check out this workshop.This article first appeared on Medium.

Infographic Job Seekers Use Social Media to Get Hired - FlexJobs

Infographic Job Seekers Use Social Media to Get Hired - FlexJobsInfographic Job Seekers Use Social Media to Get Hired 134LinkedIn, and Twitter ( is on all three). And four out of ten job seekers are super social, meaning that they have over 150 contacts on these three social networking sites.What about you? Are you a super social job seeker? Have you harnessed the power of your social network to help you find a new job? Check out this infographic created by Jobvite to see how other job seekers are using social media to get hired, and pick up some tips for yourselfClick on the infographic to learn how job seekers use social media to get hired