A satirical look at Bernard Madoff in manga form.
A satirical look at Bernard Madoff in manga form.
Great advice. I knew of volunteering, temp agencies, internships, but bidding on jobs was something I hadn't thought of.
Good article. Agreed with all the points. I've had the pleasure of management a number of overachievers and I stumbled upon a few of the suggestions in the article on my own. One point that you can't overlook is that you can channel an overachiever to raise the overall capability of the team by asking him to share knowledge or cross train. Even the least communicative overachiever will cross train someone if they feel that it allows them to move onto a more interesting project once someone else can become the new backup support on an existing project.
I liked *some* of the ideas, but I groaned a little bit when I saw stuff like "on the spot praise" as a motivation technique. That's not a motivation technique, it's just what you should do if you think someone did well. Doing it as a means of motivation just comes off disingenuous and hammy. And some of the other suggestions like offering a leadership role skates on thin ice. Leadership often entails more responsibilities and many employees won't accept that without a commensurate increase in salary. I also didn't like the job titles suggestion as employees aren't impressed with being called a Communications Delivery Associate if all they do is deliver the mail - that's no means for motivating anybody. Overall, the article could've been better if some of suggestions didn't read like something you'd see in the movie Office Space.
I mostly agree with these and would add a few more:
1. Telecommuting - allowing an employee to work from home on occasion can be cost neutral; 2. Group coupons - a little hustling from management can score your company employees 50% off, buy one get one free coupons from local restaurants, theaters, gyms. It's usually no cost and most businesses will agree to do this as a way of promoting themselves; 3. No micro-management - I know of nothing that can tick off an employee faster than the sense they are being constantly watched or told what to do down to the tiniest detail. This gets down to the issue of trust. No one likes to work where they aren't trusted.
They're sort of late. Dell already offers laptops and PCs loaded with Ubuntu. And large companies are already playing with other options like thin clients, Citrix and Google apps. If your company is just full of people that just need base office, email and expect to run all their business applications via a browser interface then there's lots of solutions out there rather than buying something from IBM.
This isn't a knock on IBM. I applaud them getting into Linux PCs. It's just the party's already started.
Advice could've been better. Don't write "achieved significant results" instead write: "Increased sales by $5200" or "reduced downtime from 2 hours to 3 minutes". Vague wording on a resume extolling vague results aren't helpful at all. Write detailed accomplishments. If you've saved the company. Write how much. If you've increased customers. Write how many or by what percentage. Stuff like that matters.
Mistakes 3, 4 and 5 are spot on. Nothing more irritating than having someone answer a cell phone during an interview. It automatically signals that the person isn't interested enough in the position to focus on the interview instead of his phone. Also, not having researched the company before hand just looks unprofessional. It means you haven't invested the same time knowing the company as they have invested in trying to get to know you. Overall, great advice.
Strange. I've interviewed many people in over 8 years as a manager and I don't ever recall asking most of those questions. And I think those questions are rather gimmicky. The point of an interview isn't to see whether or not you can intimidate or trap an interviewee but to assess whether or not they're a good fit for the position and to ferret out holes (if they have any) in their qualifications.
Many large organizations out there use something called Behavioral Interviewing (google it, if you've never heard of it). It's a process where instead of asking directed questions, you ask the interviewee to tell a story about how they overcame a problem or how they reacted to a situation. If you want to prep for an interview, go look up some of the common questions asked during a behavioral interview and write out how you would answer it (the answer will vary depending on your experiences).
Favorited. There were a number of sites that I had never heard of.
Interesting article and I liked the fact that it highlighted that sites like Facebook can widen your circle of contacts. While that doesn't necessarily lead to a job immediately, it can bear fruit later on. One piece of advice I'd add is that to not just rely on online connections. If you meet someone in real life, ask if they have a Facebook or similar account. Real life acquaintances can expand your electronic connections and vice versa.
Good advice, though it doesn't list social networking as a powerful tool to find jobs. Some of the advice in the reply to the article was spot on and very good.
Interesting more than useful. I could see how HR / marketing people could game this by posting fake reviews of their company ("best place I've ever worked, blah, blah") and that of their competitors ("...a sweatshop with no opportunity for advancement, blah, blah"). Also, what's to prevent the crank who's been fired from the company from posting a series of rants. I sincerely hope the web site designers have thought of that already and put in appropriate checks and balances.
Ha ha. Reminds of a real job description I saw years ago where the receptionist position required the ability to answer phones, speak English, look professional. The ad asked applicants to bring their resume, completed application and *I'm not making this up* a certificate certifying their virginity. This wasn't a US based posting, and I was shocked that the local foreign office could get away with asking for something like that.
I didn't like this article that much, largely because I disagreed with so much of it. Nice doesn't necessarily mean you're not assertive, which is what the author seems to imply. I've been many managers who were kind, empathic and friendly but could make decisions, give constructive feedback and stand up for themselves. On the other hand, I've seen many not-so-nice managers who were so blinded by their self interest and arrogance that were exceedingly poor managers (I often wondered how they got to be managers in the first place). Bottom line: managers have to be effective people persons, because if you're in management you *should be* delegating and conversing with others all the time. I don't see how jerks have any sort of advantage in that category.
Wrote this yesterday. I'd love some feedback on it.
It's a neat home, but I keep wondering where all the hobbits are
I'm not a gardener but that's darn impressive. I applaud your creativity and patience!