No. 84 – Sleep On the Offer — Not The Job!

Posted on July 26th, 2016 by in Career Management Tips & Techniques

Compensation negotiations are expected and are your responsibility. In a poll of a thousand human resource professionals, the Society for Human Resources Managers found the following:

· Ninety-two percent said salaries are generally negotiable.

· Eighty-two percent admitted that the first salary offer they make is just a starting point.

· Seventy percent of HR people said they are comfortable negotiating salary.

· Only twenty-one percent of job candidates are equally comfortable negotiating salary.

Whenever you receive a compensation offer, slow down, take a deep breath, and ask for time to think about it. Sleeping on the offer before you accept, decline, or reopen negotiations will benefit you in several ways; it gives you the opportunity to think about the deal and consider each aspect of the package in relation to the whole; it gives you a chance to think of new and creative ways of bridging whatever gap may exist between you and your prospective employer; and it permits you to discuss the offer with your spouse, partner, best friend, or career mentor.

In addition, acting a little hard to get rather than overly eager has a way of increasing your value in the company’s eyes, thereby enhancing whatever leverage you already enjoy. Don’t let anyone pressure you to decide immediately, but set a reasonable deadline for responding. Twenty-four hours is minimal; forty-eight hours to seventy-two hours is fairly common.

~Debra

P.S.   If you have comments or questions, please feel free to contact me.


No. 83 – Self-saboteurs

Even if you’re a hard worker, you could be sabotaging your own career growth by the way you talk or present yourself.

Employees should try to avoid four common types of self-defeating behavior:

-Talking too fast, which makes what you say seem unimportant.
-Talking too much — giving more detail than anyone needs or wants.
-Being too critical or passing judgments on others.
-Being too self-critical or too revealing about your own inadequacies.

Most people don’t need to develop themselves, they just need to get out of their own way.

~Debra

P.S.  If you have comments or questions, please feel free to contact me.


No. 82 – Lavish Praise on Your People

Praise, or recognition, is a debt you owe to people who are making an effort and performing effectively. If you reinforce the actions that you want to see, you will likely get more of the same. If you don’t acknowledge them, people won’t know your degree of satisfaction.

Naturally you praise what you admire the most, adding your reason for it. On occasion, give your people a little more praise than is their due. Mark Twain wrote, “I can live for two months on a good compliment.”

More than one CEO admitted that he or she wasn’t skilled at giving recognition. “I personally don’t need it, so I’m not very good at giving it,” they profess. That’s no reason not to give positive feedback to those who deserve it.

The following steps will help you to appreciate and praise people.

1. Be honest and be specific.
2. Be brief.
3. “Note it” to others.
4. Do it in a timely manner.
5. Give kudos in a variety of ways.
6. Back it up.

A pay raise is one way a boss frequently thinks of as a way of providing recognition. But people need to be appreciated in different ways. One female executive told me, “I was ready to quit because I wasn’t receiving recognition. They just keep throwing more money at me. But that’s not what I work for alone.”

~ Debra

P.S. If you have comments or questions, please feel free to contact me.


No. 81 – How to Give Constructive Feedback

Just as you owe it to people praise them, you owe it to them to provide critique. Face it. People will disappoint you. Regardless of your great example, careful delegation, and optimistic blind hope, people will disappoint.

The first rule is to not shoot the messenger when you learn about a problem. You shouldn’t punish the deliverer of bad news. He or she will clam up next time or sugarcoat information, and you’ll end up not hearing about a problem at a time when you could possibly do something about it.

Before you find fault, double-check yourself: Are you responding to cronyism or favoritism? Are you looking at all sides? Do you have as many of the facts as possible? Are you being fair?

The following steps will help you give constructive criticism in a way that will help the recipient hear and process it.
.
1. Don’t attack.
2. Give it in private.
3. Avoid being repetitious or nagging.
4. Be specific and be brief.
5. Explain the consequences of their action.

The goal is to present the idea that constructive criticism and feedback is the “breakfast of champions.” In reality it is, but in the heat of the moment, it can look like a personal attack if it’s not handled well.

~Debra

P.S. If you have comments or questions, please feel free to contact me.


No. 80 – What Your Boss Really Wants From You

CEOs tell me that they want people:

-Who are full of ambition and goals.

-Who sing—well, silently hum—at work.

-Who stretch themselves every day, and who always have new challenges they’re hankering to take on.

-Who get an emotional kick out of any accomplishment.

-Who are juiced (in the nonsteroid way) every morning to get out of bed and go for it.

-Are hungry (figuratively).

-Are afraid of not fulfilling their destiny.

So seek excellence in the execution of the job at hand, regardless of whether you work for a waste treatment plant, a herpes medication company, or even a politician.

~Debra

P.S. If you have comments or questions, please feel free to contact me.


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