Monthly Archives: December 2016

How to motivate the employee

Moving up the corporate ladder means more to many employees than getting a bigger paycheck, new research finds.

A study from the people and organizational advisory firm Korn Ferry revealed that 63 percent of employees would prefer to get a promotion with no raise than a salary increase with no promotion.

Dennis Baltzley, a Korn Ferry senior partner and the firm’s global head of leadership development, said employers should take this finding into consideration if they want to hold on to their top workers.

The biggest problem for those who haven’t moved up the corporate ladder, the research found, is that employers aren’t doing a good enough job of creating advancement opportunities. The study found that 56 percent of those surveyed who hadn’t received a promotion within the last year said the main reason was because of a “bottleneck or nowhere to go” within the company’s hierarchy.

In addition, nearly 20 percent of respondents said office politics got in their way when trying to move up the ladder. If they were passed over for a larger role within their organization, 84 percent of those surveyed said their first steps would be to figure out the reasons they didn’t get the promotion and then work to improve in those areas.

The study showed that when they want a promotion, nearly 90 percent of employees first have a discussion with their bosses to identify growth areas that would enable the individuals to move into the next role. “The last thing any boss wants is to have an employee demand a promotion or lament that they were not chosen for a role,” said Peter Keseric, a managing consultant at Korn Ferry Futurestep. “Conversations should start early on and include details on the exact key performance indicators (KPIs) that need to be achieved to earn a promotion, and there should be regular meetings to ensure progress is being made.”

Overall, 38 percent of those surveyed said they expect to be in a position for two to three years before being promoted, with 33 percent saying it should take anywhere from three to five years. “The key is ongoing development and feedback to ensure the professional is ready to take on added responsibility in a role,” Baltzley said. “And, as this survey shows, knowing that a promotion is a possibility is an excellent way to retain top talent.”

People and Purpose About Advetiser

The millennial generation faces a tough job market. Fewer jobs and increased competition mean millennials have to get creative with their career paths. Their professional values aren’t the same as older generations, resulting in a different approach to developing their career. “Millennials simply have a different perspective,” Nicole Francis, director of the Center of Recruiting Excellence at ManpowerGroup, said. “Rather than climbing the corporate ladder, they prioritize people and purpose.” A recent survey by ManpowerGroup confirms this notable difference in millennial career aspirations. Just 13 percent of millennials rank “aspiring to leadership roles” as a top career priority, the survey noted.

Millennials are focused on developing their individual skills, rather than learning to manage others, the study found. Furthermore, 35 percent want to make a positive contribution, while 25 percent want to work with great people, which contrasts with only 1 percent of those who prioritize managing others, the survey showed. “Employers need to show millennials how taking on management roles aligns with their long-term career goals and will help make them more employable in the future,” Francis said. “Demystifying leadership, breaking it down into practical, achievable and desirable skills is an important part of that.”

Since millennials don’t necessarily want to manage others, what do they look for in the people who manage them? Two-thirds of millennials surveyed said they are pleased with their managers. However, most ranked their own people-management style more positively than that of their managers when it comes to listening, offering feedback and giving encouragement. “Just as annual appraisals are slowly giving way to more regular career conversations, we are seeing a significant shift in how individuals like to be managed, and with that, management styles are evolving,” Francis said. She added that, broadly speaking, the millennial generation prefers a more open and familiar relationship. Communication is a high priority, and older managers are still adjusting to this style, Francis said. Hiring managers advise millennials to prioritize an upward path over a perfect fit, in addition to lower initial pay expectations, the survey reported.

Prospective employees should also consider developing soft skills and focusing on networking. Francis offered three tips for millennials trying to choose or change a career. Have regular career conversations. Catch up regularly with your manager about your career path and development. Rather than annual reviews, focus on near-term objectives and implement plans to achieve them. Use these conversations to connect how your work today will enhance your career prospects and longer-term employability.

Easy Tips for Write Job Resignation Letter

If you’re quitting your job, don’t walk out the door without submitting a formal letter of resignation to your supervisor.

A resignation letter may seem like a chore, but many employers require it as part of the exit process as proof that you are voluntarily terminating your employment. Even if your boss or HR manager doesn’t ask for one, it’s still good practice to submit one anyway. In an article on The Balance, Alison Doyle, founder and CEO of CareerToolBelt, noted that your letter can help you maintain a positive relationship with your old employer, while also paving the way for you to move forward.

It’s important to note that resignation letters are not rants on why you’re leaving your job or why you’re unhappy with it.

“Regardless of your work experience, good or bad, it’s not advisable to use a resignation letter to burn bridges with previous employees,” Liz Torres wrote for “You never know who you could work with in the future or what connections your current employer has in your industry.”

Unless your employment contract states otherwise, Doyle advised turning in your signed formal letter as a follow-up to an in-person resignation, ideally at least two weeks before your intended departure. Here’s what career experts have to say about the dos and don’ts of writing a resignation letter.

Resignation letters should be fairly simple and straightforward. Vicki Salemi, a career expert for Monster, said the four basic pieces of information that must be present are:

  1. The date you’re submitting the letter (usually included in the heading)
  2. A formal statement of resignation
  3. Your proposed end date
  4. Your signature

Beyond the basics, it’s a good idea to express gratitude in your letter. Even if you had your differences, thank your supervisor for the opportunity to work for the company.

“Conjure up … the best time at your job, and have that image top-of-mind when you write your resignation letter,” added Alex Twersky, co-founder and vice president of Resume Deli. “Let your boss think they were great, even if they weren’t. [You might] get a good recommendation out of it.”

Twersky added that you should offer your assistance in training a replacement and preparing the team for your departure during your last two (or more) weeks.

Businesses Still Value in Meeting

Videoconferencing technology has made it possible to conduct business meetings from anywhere and any device, which is a huge convenience for many busy entrepreneurs and executives. However, sometimes it’s still worth it to make the time for an old-fashioned face-to-face meeting with your business stakeholders.

According to a survey by Meetings Mean Business and APCO Worldwide, a whopping 96 percent of small business owners say in-person meetings yield a return on investment.

Richard Harper, co-chairman of Meetings Mean Business and executive vice president of HelmsBriscoe, said face-to-face meetings are an important way to create personal connections, drive business opportunities and support local communities. Here’s how small business owners feel about in-person meetings, along with some tips to make the most of face time with clients and partners.

There are certain discussions and decisions that are best made when all parties involved are meeting face-to-face. Negotiating agreements, training new employees, engaging with the community, networking, finding potential hires, building partnerships and exploring new business opportunities all ranked as the top subjects small business owners agree are best done in person. It’s worth it to travel for meetings. The survey found that all of the top reasons to travel for in-person meetings help to grow a business’s bottom line. Making connections with vendors and business partners, and obtaining new customers or business leads are the top two reasons for traveling for a meeting. Ninety percent of small business owners plan to spend as much or more on travel for meetings in 2017 as they did in 2016, the survey found.


“When asking to attend, host or travel to an in-person meeting, stressing the value and return-on-investment to the decision makers will help them understand why meetings are so critical,” Harper said. “Not only do they develop relationships in a more personal and meaningful way; they help businesses win new customers, close new deals and develop high-performing talent.” Tech-focused small businesses value off-site face-to-face meetings. All of the tech-focused small businesses surveyed said meetings yield a return on investment, and this is why they value face-to-face meetings more than other small business owners as a whole. These types of small businesses place high priority on networking (75 percent), and prioritize industry conferences and trade shows (81 percent). Overall, 91 percent agree that connecting face-to-face with customers and attending or presenting at conferences improves their ability to run their business.