5 Tips For Writing An Unforgettable Thank-You Note

5 Tips For Writing An Unforgettable Thank-You Note

Your job interview may be over but the interview process isn’t done yet. There’s another crucial step that could mean the difference between getting hired or getting looked over. That step is sending an unforgettable thank-you note to your hiring manager.

Will a thank-you note really make a difference?

Yes, it definitely will. Writing a thank-you note gives you the opportunity to keep on making a good impression after the interview process is complete. It shows that you care about the company and appreciate the time people put in to meet you. Plus, it shows that you care about the next step in the hiring process and want to take an active part in it.

If you have questions about your thank-you note strategy (like what to put in it or how to send it along), here are some tips on how to write a thank-you note that will really wow your potential employer:

Don’t Send A Hand-Written Note—Email It Instead

There’s a good chance the hiring manager is super busy and wants to make a hire soon. You need to keep up with them. If you write a note by hand and send it in the mail, it may not reach them by the time they make a decision.

To ensure that you’re up to speed in the hiring process, send the thank-you note via email. It will get to the hiring manager much faster.

Send It Sooner Rather Than Later

Man on laptop writes a thank-you note after a job interview

The hiring process moves fast, so it’s important you make a good first impression—fast.

The optimal time to send a thank-you note is within 24 hours of your job interview. That way, the hiring manager doesn’t forget you or the conversations you had during your interview. A quick turnaround on your thank-you note also shows the employer you’re a proactive and eager job candidate.

Be Sure To Say Why You’re Thankful For The Interview

Woman on laptop sends a thank-you note to a hiring manager

Saying “thank you” in your thank-you note is a given. Take it a step further by telling the hiring manager why you are thankful for the interview.

You could mention that you liked learning more about the company, meeting members of the team, and getting to know more about the position. This shows the hiring manager that the job interview was more than just a formal part of the hiring process for you.

Remember Names And Drop Them In Your Note

Man writes a thank-you note to an employer on his laptop

During your job interview, learn the names of those you come in contact with and mention some of them in your thank-you note. You could mention a question they answered for you or give them a shout-out for making you feel comfortable.

This shows that you pay attention to the details and care about those who have helped you throughout the hiring process.

Tell Them Why You’d Be A Good Fit

Woman sitting on grass types a thank-you note on her laptop

Now that you’ve gone through the interview, reiterate why you think you’d be a good fit for the job. You got a glimpse of how the company functions, so now’s your chance to add what value you think you bring to the table.

You can also express your excitement about the position and the company. It will show that you care about the job and it will help you further stand out in the hiring manager’s mind.

At the end of the day, a thank-you note will make you a memorable job candidate, someone the employer would love to have on their team. So, don’t forget to send a thank-you note after your next job interview!

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This article was originally published at an earlier date.

8 Reasons You Got Ghosted By A LinkedIn Connection

8 Reasons You Got Ghosted By A LinkedIn Connection

We’ve all been there, right? You connect with someone on LinkedIn, start a great conversation, and then when you reach out again, silence. You never hear from that person again. Ouch. Looks like you got ghosted by a LinkedIn connection.

Ghosting is when someone abruptly stops communicating with someone else, and it happens all the time in online networking. But, why did this happen to you? What went wrong?

When you’ve been ghosted by a LinkedIn connection, a few things could have happened. Here are some reasons why they haven’t gotten back to you:

1. They’re Too Busy.

We live in a crazy, busy time. Everyone has things going on, and answering LinkedIn messages might not be everyone’s first priority. Cut this person some slack—they might just be swamped with other commitments right now.

2. They’re “On” LinkedIn, But They’re Not Really “Active” On It.

Woman on laptop thinks about messaging a LinkedIn connection

Just because you live on LinkedIn doesn’t mean that everyone else does. In fact, there are tons of people out there who have a LinkedIn profile because they’re required to have one or because they feel they should have one, but they don’t actively use it.

So, if you haven’t heard back from a LinkedIn connection in some time, don’t take it personally.

3. They Saw Your Message, But Simply Forgot To Message You Back.

Man on laptop wonders why a LinkedIn connection hasn't messaged him back

This person might have gotten distracted and forgot to return your message. Again, we live in an incredibly busy time and things come up. Just because they didn’t respond doesn’t mean they weren’t intending to do so.

4. You’re Too Aggressive.

Professional woman on laptop wondering why a LinkedIn connection ghosted her

Sure, sending LinkedIn messages, commenting on their updates, and liking their activity on LinkedIn is fine in moderation, but if you’re too aggressive, you can scare away or irritate your LinkedIn connections.

5. You Didn’t Make An Effort To Get To Know Them.

Man on laptop worried he got ghosted by a LinkedIn connection

Did you make an effort to get to know them and their goals? Or did you make it all about you? Monopolizing the conversation with your story, heartaches, and needs is one of the easiest ways to get ghosted by a LinkedIn connection.

Who wants to talk to someone who just talks about him/herself? Boring. Selfish. No thanks.

6. You Asked For Something Right Away.

Woman on laptop regrets reaching out to a connection on LinkedIn

Asking for favors too soon can really turn people off. You need to take time to get to know them, offer value, and establish a relationship. Otherwise, they might feel like you’re just using them. No one likes that!

7. You Gave Them A Creepy Vibe.

Man on laptop connects with new people on LinkedIn

Whether you meant to or not, you might have done something that gave this person the creeps. If you were too aggressive with your networking strategy, this person might have gotten a bad vibe from you. Or, if you straight up said something inappropriate (i.e., commented on his/her looks, confessed your love, sent messages/images that are NSFW, etc.), this person very likely isn’t going to be a fan.

You might laugh at this, but it actually happens all the time. Don’t be a creep!

8. You Ghosted Them First.

Woman on laptop realizes she got ghosted by a LinkedIn connection

Oh, what a plot twist! You’ve been M. Night Shyamalan’d. You might not realize it when you do it, but if you connect with someone on LinkedIn and you don’t reach out, you’re ghosting them from the get-go. If you reach out weeks, months, or years later expecting them to return your message, they might not know who you are, why you’re connected, or why they should talk with you.

Always start a conversation when you connect with someone on LinkedIn!

If you’ve been ghosted by a LinkedIn connection, think about what you could’ve done differently. Are there problems with your current strategy? Also, take into consideration that it’s not always your fault that you don’t hear back. Sometimes it’s on the other end. If that’s the case, try following up again in a few months to get a conversation started again. Or, move on to someone else.

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This article was originally published at an earlier date.

Executive Spotlight: How To Conduct A Productive Meeting

Executive Spotlight: How To Conduct A Productive Meeting

As a manager or leader in the workplace, a big part of your day is probably spent in meetings—attending them and leading them. For the meetings you set up and lead, how can you ensure they’re a productive use of your (and your team’s) time?

We recently asked our leading executives for their best tips on how to conduct a productive meeting.

Here are their responses…

Ana Smith, Talent Architect & Global Learning Strategist

This is such an important and yet everyday question!

Here are some tips for the super basic ones for me:

  1. Setting a clear purpose and agenda. What do you hope to achieve by the end of the meeting? What topics need to be discussed? Creating a clear agenda will help keep the meeting on track and ensure that all of the important topics are covered. And please share it in advance!
  2. Invite the right people. Only invite people who are essential to the discussion. If you invite too many people, or too few, the meeting will be more difficult to manage and less productive.
  3. Start and end on time. Respect everyone’s time by starting and ending the meeting on time. If you start late, people will start to check their phones or get distracted. If you end late, people will start to get restless and anxious to leave.
  4. Encourage participation from everyone. Don’t let one or two people dominate the discussion. Make sure everyone has a chance to contribute their ideas. Be inclusive. If someone is shy, ask them specific questions to get them involved.
  5. Summarize the key points and next steps. At the end of the meeting, summarize the key points that were discussed and identify any next steps that need to be taken. This will help ensure everyone is on the same page and that the meeting was productive.

In order to make it even more productive:

  • Create a positive and productive environment. Start the meeting by setting a positive tone and encouraging everyone to participate. Make sure the meeting space is comfortable and conducive to discussion. Especially consider this with virtual participants in the meeting.
  • Be an active listener. When someone is speaking, give them your full attention and avoid interrupting. This will show that you are interested in what they have to say and that you value their input.
  • Follow up after the meeting. Send out a summary of the meeting and any action items that were agreed upon. This will help ensure everyone is on the same page and that the meeting was productive. Maybe use one of the various options to create the summaries.
Ana Smith helps people & organizations achieve their full talent potential by developing and co-creating people strategies and customized solutions, and turning them into impactful outcomes and collaborative relationships, using coaching as the “red thread.”

Kathryn Marshburn, Music Program Manager

Creative employees in a meeting

Having thoughtful, efficient meetings with teams should include many factors. Here are some tips for achieving a successful meeting:

1. Provide objectives, goals, and notes from previous meeting minutes, in an agenda format, and distribute them the day before the meeting (preferably by noon). Ask for anyone’s input BEFORE the meeting and add all responses to the agenda and assign team members to specific topics if needed.

2. Once a detailed agenda (that includes all the important topics and issues that need to be discussed) is completed, be sure to distribute it as a Google Doc. (This makes it easy for multiple members to edit and update during meetings on Zoom). Ensure that each agenda item has a specific timeframe allocated to it and that all attendees are aware of the agenda in advance and will be ready to speak on the topic that has their name noted next to the item.

3. Start the Zoom platform, or other platform, on time as a host.

4. Greet everyone on camera and have a positive, energetic vibe! Welcome any new members or guests. Give team members five minutes to enter the meeting before you start.

5. Welcome everyone and shift to “share screen” to showcase the Google Doc that has the agenda. To keep attendees awake and alert, update the Google Doc LIVE during the meeting by assigning follow-ups, notes, and meeting member names to any input given on the topic. This does work to keep people alert, as they watch you update the document as the meeting progresses.

6. Encourage all attendees to participate and provide their input on the topics being discussed. Ensure that everyone has an opportunity to speak and that there is no domination by any individual or group.

7. Keep the discussion focused on the agenda items and the objectives of the meeting. If a topic is taking too much time or is straying from the agenda, gently redirect the discussion back to the main topic.

8. Following the meeting, distribute the meeting minutes, follow-ups, and action items to all attendees. Schedule follow-up meetings or calls to ensure that action items are completed and that progress is made.

These tips should help execute an amazing meeting. Good luck!

Kathryn Marshburn has spent 12+ years in the music and gaming industries guiding teams on identifying targeted goals with an agile approach resulting in driving revenue and reducing risk.

Michael Willis, Sports Business Operations Executive

Proactive employees lead a meeting at work

In the past, I was never one to encourage frequent meetings. I have encountered managers who wanted to meet solely to look like something was getting done. This caused frustration with the team.

1. Define a Clear Purpose for the Meeting.

Assign a theme as to why the meeting is being called. Why are we coming together? Who needs to be at the meeting?

Assign a timeline. How long will the meeting be?

2. Set a Meeting Agenda.

What will we discuss, and what are we trying to achieve? Is there any old business that still needs attention?

Who is going to do the talking? For how long?

3. Collaboration.

I would let everyone know that this is a working meeting. Allow open engagement and feedback amongst the team. Set the tone of the meeting that encourages and embraces a space where everyone can express their ideas and opinions without feeling afraid. As the leader, I would make sure the discussion stays on topic.

4. End the Meeting.

As I wrap up the meeting with final thoughts, I would ask if there were any final questions or thoughts. I would thank the team for their input and attendance. I will summarize the discussed agenda points and discuss the next steps.

Finally, I would propose a date for the next meeting so that everyone could put it on their calendars.

Michael Willis has 18+ years of experience working with accounting & sports organizations and has managed P&Ls of $10M – $125M+ with budgets of $3M-$50M+. He worked for the NFL for 22 1/2 years, mainly with the game officials working on the financial/accounting side of the business.

How do you conduct productive meetings? Join the conversation inside Work It Daily’s Executive Program.

Beyond The Bottom Line: Key Traits For Future Business Owners’ Success

Beyond The Bottom Line: Key Traits For Future Business Owners’ Success

I am always interested in learning what makes leaders and companies successful. The recent stories of embarrassment with MillerKnoll CEO Andi Owen and James Clarke CEO Clearlink (I will discuss further down the article) had me ask this question again. What qualities go into elite leadership and is it transferable across industries and business sizes? How does one measure leadership?

As one who had an opportunity to lead in multiple industries, I have actual experiences to compare and contrast what we read and see in “real life.” It allows me to see/read about CEOs and their companies and compare them to what I experienced.

One thing I am 100% sure of is that there are specific traits and/or qualities that can serve as a foundation for anyone in any industry and at any level of leadership that are crucial to maximize the business and personal results.

Personal humility and professional will (courtesy of Jim Collins) – The ability to have the resolve to achieve the organizational goals set while also being able to put the needs of the organization and its people ahead of personal ambitions. It comes down to whether you can stay disciplined in the long term while making the tough choices along the way. Will you listen to feedback that allows you to stay humble?

How A Personal Experience Shaped My Future Leadership

Executive/leader sets clear expectations with his employee

In my experience, this is a difficult balancing of will and humility and I was confronted by an employee during one of my roles as president of a division of a large global company. We had an open door policy and the individual couldn’t get her issue resolved with various leaders in the company and she asked if she could speak with me. The HR team was very involved and wanted me to be prepared because no one knew what she was going to share or talk about. As I sat there waiting for the meeting to begin, I was anxious and nervous trying to reflect on something that could come up that would be embarrassing or uncomfortable for the organization that we had not dealt with.

When she arrived, she sat down and said, “Before we start, I wanted to share with you that I don’t always agree with your decisions.”

I thought, Oh boy, here we go.

But then she got very reflective and said, “The entire organization knows that only one person can make the decisions and because you do three things, we respect you and trust the decisions. One, you explain to us the need for a decision or change in a way we can appreciate and understand and you allow us to ask questions. Two, you share that several people inside the organization and others outside were ‘consulted’ about the options and risks/rewards. This,” she said, “shows you care about our perspectives and we know that we were empowered to have a voice. Three, you explain the ultimate decision, how you landed on it, and relate it to life choices or decisions so we can relate to the situation in a real way. It allows us to process it and understand the necessity of it and implications if we don’t change.”

Those “lessons” have carried with me for over 14 years since this happened, and I have tried to follow that model when big difficult decisions have to be made that disrupt the norm of the business.

What Has Changed In Leadership Focus Coming Through The Pandemic

Female executive/leader communicates with her team during a crisis

Fast forward to today, let’s face it: I didn’t have to have my decisions exposed and debated by millions of others who go on Twitter and other platforms. In the past 3+ years, we have had an extraordinary opportunity to watch, in real time, all sizes of companies and business leaders have to perform in the spotlight. Not only is social media quick to praise or admonish them, but employees are also speaking out and we can see the results in the amount of people changing companies and jobs.

So I ask myself as I study leadership, has it changed what it takes to be a great leader or has it adjusted the percentage of which leadership muscles a leader needs? More importantly, do we have people in these leadership roles that are skilled enough to manage through it? Leadership has been and always will be about how you are able to gain followership because people want to because you have created meaning beyond their job versus having to because they need a job.

I don’t see the leadership transformation necessary to excite employees, engage them in the future you want to see, and above all develop the transparency and trust required. Just recently Andi Owen, CEO of furniture maker MillerKnoll, told employees, “You can visit Pity City, but you cannot live there.” Tone deaf! I understand she is frustrated yet there is no sense of understanding of where her team is. Or how about James Clarke, CEO of Clearlink, a digital/marketing company? He praises an employee for selling her dog to come back to the office and suggested it was unfair for parents to take care of children while on the clock. Wow!

No doubt, It is hard when you are having to communicate over a Zoom call and you cannot read people easily and I respect that. It is just so important to pause before going on a call like that and remind yourself of the outcome you want and know that it could go viral no matter which way you go. CEOs want to inspire, motivate, and improve productivity while employees are clamoring for flexibility, higher pay given inflation, and more feedback not less. Both can be true if you have that as your intention. Sorry, being a CEO is hard.

Employees have made their voices clear and going forward I would argue that beyond knowing how to deliver strategic vision, financial acumen, and commitment to innovation, a business owner/leader has to pay close attention to talent optimization and development along with how authentic, flexible, transparent, and empathic they are. Building a diverse, inclusive culture that allows you to leverage your skills and the collective one of your organization. It means the financial P&L has to balance against the P&L (people and listening) that employees are focused on.

How To Learn About What The Best Are Doing & How You Can Apply It

Leader talks to coworkers

A few recommendations for those of you who are navigating this and unsure where to begin:

1. Find admired companies/leaders who are good at it – Tim Cook (Apple), Safra Katz (Oracle), Rosalind Brewer (Walgreens), Vicki Hollub (Occidental Petroleum) Lisa Su (ADM chipmaker), Satya Nadella (Microsoft), Becky Hammon (coach WNBA/former NBA assistant), and Brian Cornell (Target) are examples to look at. As far as companies, these are all good examples and I would also offer Nike, Korn Ferry, Patagonia, REI, and those that are classified as B-Corps. Just read up on what they are doing and how they are navigating all these challenges. They are not doing it all perfectly but these folks are determined to challenge themselves and their organizations to continue to lead.

2. Books/Newspapers/Podcasts/Webinars РSeek to listen to or read about inspiring leaders and business owners to help you not feel alone in your struggles while also getting real ideas on how to think about handling situations better. Personally, I have tried to focus on brands that I can connect with across platforms and are consistent with their reporting. For me, on business, I love listening to/reading anything WSJ, NPR, Korn Ferry, Vistage Worldwide, and CNBC. When it comes to people I follow, I love podcasts that have a lot of wide-ranging, high-performing people that allow me to do research and follow their work. Some examples of that are The Learning Leader Show With Ryan Hawk, Gary Vee, The Ed Mylett Show, On Purpose with Jay Shetty, and, when she was doing podcasts, Bren̩ Brown. Their books, webinars, and podcasts are all ways I learn more about how to lead in the times we are in both personally and professionally.

As a former CEO and president of four different companies and industries, I am intellectually curious to hear what others have been experiencing and see as the key to great leadership. If you have some thoughts, please share them here, or to my email, [email protected]. As a chair and facilitator, I would love to talk to NH/ME business owners that are interested in discussing how to be a great leader in these times. Our belief is leaders learn best when in a group of non-competing other owners while in a safe confidential environment. If that is of interest, let me know. REALITY ALWAYS WINS. ALWAYS.

Where Do You See Yourself In 5 Years? (Top Sample Answers)

Where Do You See Yourself In 5 Years? (Top Sample Answers)

“Where do you see yourself in five years?” is a surprisingly common interview question that not many people are ready for. It’s not a question you can answer without some preparation and an understanding of what interviewers are looking for. This guide will make it easy to give a fantastic response to this question and […]

The post Where Do You See Yourself In 5 Years? (Top Sample Answers) appeared first on Career Sherpa.

Common Grammar Rules For Resumes

Common Grammar Rules For Resumes

The simple purpose of the resume is to get you noticed and have employers contact you for an interview. To achieve this, resumes will typically break some common grammar rules.

For example, all sentences are written like headlines without pronouns. Employers won’t be asking whose resume it is when your name is already on it, front and center. It is, therefore, unnecessary to include pronouns like “I” or “my” anywhere on your resume.

Resumes need to read like quick, bite-sized bits of information. Adding pronouns can make the information difficult to digest because there is unnecessary clutter around the facts the hiring manager wants to know. For instance, a resume including pronouns would read something like this:

I launched the product to a new international market. My efforts resulted in the company’s sales revenue doubling within 2 years.

A more effective approach would read:

Launched product to new international market, doubling company’s sales revenue within 2 years.

See how the latter version says the same thing but gets to the point quicker? Also, notice how we did not spell out “two” because numbers draw the eye to your sentence.

Here are some common grammar rules around resume writing:

6 Common Grammar Rules To Follow In Your Resume

1. Forget about “I.”

There is no need to use “I” anywhere in your resume. For bullet points, just start with an action verb like “Delivered,” “Achieved,” “Produced,” etc. Follow these action verbs with quantifiable accomplishments and you’ll stand out to recruiters and hiring managers.

2. Keep your sentences in the first person.

Hiring managers will cringe if they see that your resume is written in the third person. It’s even worse if you switch up points of view halfway through your resume. “Excel in developing comprehensive financial models,” is correct (first person) whereas “Excels in developing comprehensive financial models,” is not correct (third person). For all non-current positions, you can use the past tense so you won’t have to worry about using the wrong point of view.

3. Keep sentences short.

Fragments are encouraged. Long, descriptive sentences and bulky paragraphs are not going to impress recruiters and hiring managers. Why make it harder for them to figure out what kind of value you provide?

4. Use bullet points for achievements so they are noticed.

Break down information into easily digestible bits. Big blocks of text will likely get skimmed or overlooked entirely. Short bullet points where you quantify your work experience (using numbers) will definitely get you noticed by all the right people.

5. Take out fluff.

All you need is simple language. Do not use flowery phrases that would not come up in normal conversation. Any kind of resume fluff will hurt your chances of getting a call from an employer. Hiring managers will see right through it. When it comes to your resume, less is more.

6. Show the most important achievement first, starting with the quantifiable accomplishment.

For example, “Reduced costs 40% by bringing services in house.” It’s all about grabbing and keeping attention. If you can grab and keep a hiring manager’s attention while they’re reviewing your resume, you’ve already gotten much farther in the hiring process than most of the other job candidates.

Remember that employers generally scan your resume for eight seconds to do the preliminary screening that puts you in the yes, no, or maybe pile, so follow the rules above for the best results!

Need more help with your job search?

Become a member to learn how to land a job and UNLEASH your true potential to get what you want from work!

This article was originally published at an earlier date.

Executive Spotlight: How To Share Difficult News With Employees

Executive Spotlight: How To Share Difficult News With Employees

As a leader, you face unique challenges in the workplace. A common scenario you might have to navigate as an executive or manager is sharing difficult news with employees. How can you effectively communicate the difficult news while staying positive and helping your employees look to the future?

We recently asked our leading executives for their tips on how to share difficult news with employees.

Here are their responses…

Ana Smith, Talent Architect & Global Learning Strategist

Sharing difficult news with employees is never easy, but it’s important to do it in a way that is honest, compassionate, and transparent. Here are some ideas on how to do it:

  1. Prepare yourself. Please be prepared! Before you share the news, take some time to think about what you’re going to say and how you’re going to say it. Be clear and concise and avoid using jargon or technical language that your employees might not understand.
  2. Be honest, be clear. Don’t sugarcoat the news or try to make it seem like something it’s not. Be honest about the situation and what it means for your employees. It is key to create a “frequently asked questions” list to ensure that there is consistency and clarity.
  3. Be compassionate and empathetic. Remember that your employees are people with families and bills to pay. Be sensitive to their feelings and offer your support during this difficult time. Try and put yourself in their shoes and the complexity of the situation they’re going through.
  4. Be transparent. Share as much information as you can about the situation, even if it’s not all good news. The more information your employees have, the better they’ll be able to cope with the situation. When you can’t answer a question because its confidential nature requires it, call it like it is: “This is confidential and, therefore, I’m not able to disclose at this time.”
  5. Be open to questions. After you’ve shared the news, be prepared to answer your employees’ questions. Be honest and direct, and don’t try to avoid their questions.
  6. Be available for support. After you’ve shared the news, let your employees know that you’re available to support them. This could mean offering them time off, providing them with resources, or simply being there to listen.
  7. Take care of yourself. It is also important to take care of yourself in order to be in the best shape to take care of others.

Sharing difficult news with employees is never easy, but it’s important to do it in a way that is honest, compassionate, and transparent. By following these tips, you can help your employees cope with the news and move forward in a positive way.

Ana Smith helps people & organizations achieve their full talent potential by developing and co-creating people strategies and customized solutions, and turning them into impactful outcomes and collaborative relationships, using coaching as the “red thread.”

Michael Willis, Sports Business Operations Executive

Serious leader shares difficult news with employees at work

As a leader, I would plan a course of action fitting the news’s nature. Knowing that I need to have a difficult conversation with my team, I would collect as much information as possible to be a resource.

1. Arrange an urgent meeting.

As the news is known to management, getting out a statement or starting an immediate conversation is a way to deal with the situation head-on.

2. The meeting will be face to face.

To convey difficult news, the team needs to see my face and feel my empathy visually. The team might also need the support of each other.

3. Tell the truth.

Be as transparent as possible. In delivering bad news, give as much information as you can.

Please keep in mind that sometimes bad news comes from the top. And, at certain times, management will withhold information to a need-to-know basis.

4. Allow time for reactions.

Once the news has been delivered, take any questions that might be raised. This is my time to show empathy and understanding to the team. Offer any professional services that might be available.

5. A look to the future.

Briefly discuss a new path forward considering the impact of the bad news. This is a time to heal and move toward the future.

Michael Willis has 18+ years of experience working with accounting & sports organizations and has managed P&Ls of $10M – $125M+ with budgets of $3M-$50M+. He worked for the NFL for 22 1/2 years, mainly with the game officials working on the financial/accounting side of the business.

Lisa Perry, Global Marketing Executive

Leader shares difficult news with employees during a work meeting

Sharing difficult news with employees can be challenging, but it’s important to do so thoughtfully and sensitively to ensure that employees feel supported during this time. When it’s time to deliver the difficult news to employees, follow these steps to ensure you’re prepared and confident:

  1. Prepare for the conversation: Before communicating the news, take some time to prepare yourself. This might involve practicing what you want to say, thinking through potential questions or concerns employees might have, and ensuring you have all the necessary information.
  2. Choose the right time and place: Make sure you choose an appropriate time and place to share the news. Ideally, you’ll want to choose a quiet and private location where employees can feel comfortable expressing their feelings and asking questions.
  3. Be transparent and honest: It’s important to be transparent and honest when sharing difficult news with employees. Explain the situation as clearly and objectively as possible, and avoid withholding any important details that might affect their understanding of the situation.
  4. Show empathy: Show empathy and compassion towards employees who are affected by the news. Acknowledge their feelings and concerns, and let them know that you are there to support them.
  5. Provide resources: Provide employees with the resources and support they may need during this time. This could include access to counseling services or other support resources.
  6. Follow up: Following up with employees after sharing difficult news is important. It shows that you care and are committed to supporting them through this challenging time.

Overall, sharing difficult news with employees requires sensitivity and empathy. By taking the time to prepare yourself, choosing the right time and place, being transparent and honest, showing empathy, providing resources, and following up, you can help employees feel supported and cared for during this time.

Lisa Perry helps companies build leadership brands, driving loyal customers & delivering profitability. She does this through a process that builds brands consumers love. Her goal is to help companies develop, monetize, and grow their brands.

How do you share difficult news with employees? Join the conversation inside Work It Daily’s Executive Program.

How To Respectfully Decline A Job Offer (Email Examples)

How To Respectfully Decline A Job Offer (Email Examples)

Figuring out how to decline a job offer can be a bit daunting at first. You don’t want to be disrespectful or burn bridges, but you also need to make it clear that you’re no longer interested in the role. This guide will teach you how to respectfully decline a job offer without any awkwardness. […]

The post How To Respectfully Decline A Job Offer (Email Examples) appeared first on Career Sherpa.

Ghost Jobs: What They Are & Why They’re Hurting Job Seekers

Ghost Jobs: What They Are & Why They’re Hurting Job Seekers

An article recently came across my desk about a new phenomenon: “ghost jobs.” In this article, The Wall Street Journal reports that there are actually thousands and thousands of ghost jobs currently posted on job board sites.

So, what is a “ghost job”?

A “ghost job” is a job that isn’t real. It’s a job for a company that isn’t actually hiring, or at least hiring for the role advertised in the job posting. More than 1,000 hiring managers were surveyed, and 27% of them admitted that they’ve left these jobs up for over four months, never intending to fill them.

Why Hiring Managers Leave “Ghost Jobs” Up For Months

@j.t.odonnell I’ve been saying this for months! Now there is proof!!! #ghostjobs #jobsearch #jobsearchtips #careertok #jobtok #job #career #careertiktok #jobtiktok #jobs #careers ♬ original sound – J.T. O’Donnell

Over half of the hiring managers surveyed said the reason that they left the jobs up for so long was to give the impression or illusion that the company was growing. The worst part? One-third of them said they left the jobs up because they wanted to give the appearance that they were actually trying to hire to help their overworked staff.

If you’re looking for work right now, you probably realized it’s harder than you thought to find a job. And applying online is getting you nowhere. These “ghost jobs” are impossible to spot among the real job postings on job board sites.

The solution? Learn how to conduct a proactive job search.

Once you learn the better way to look for a job, you won’t have to worry about “ghost jobs” anymore. Good luck, and go get ’em!

Need help conducting a proactive job search?

Become a member to learn how to land a job and UNLEASH your true potential to get what you want from work!

6 Reasons A Flexible Work Schedule Will Change Your Life

6 Reasons A Flexible Work Schedule Will Change Your Life

Having a flexible work schedule is becoming one of the most sought-after job perks. According to a survey conducted by FlexJobs, 97% of respondents said a job with flexibility would have a positive impact on their overall quality of life.

Here are a few reasons why a flexible work schedule might change your life:

1. It Can Allow You To Do What You Love Outside Of Work

Woman on laptop works a flexible work schedule

Erik Freeman, a benefits advisor representing Aflac, strongly believes today’s employees work far more hours than those of past generations. However, he lives by a different credo. “I work to live, not live to work,” he explains. “With Aflac, I create my own schedule around my life goals, like raising a family and producing rock albums with my band.”

Luis Correa, who is also a benefits advisor representing Aflac, says that working as an independent agent allows him to thrive both at work and outside of work. “It has provided me with the flexibility and financial resources to create my own schedule in a way that allows me to pursue my passions and still be fully committed to servicing my clients,” he states.

2. It Can Give You The Opportunity To Focus On Your Health

Happy man on laptop working from home with a flexible work schedule

Freeman believes having time to focus on mental health, wellness, and hobbies is huge, and his opinion is shared by many others. According to the FlexJobs survey, 79% of respondents said a flexible work schedule would make them healthier, and 87% said it would lower their stress levels.

Freeman, who once worked long hours in retail for another company, says he often went home completely exhausted from helping so many people and meeting high expectations. As a result of stress, he ended up gaining weight, losing energy, and developing harmful personal habits to cope with the stress. “If companies really want healthy employees that create efficient results, they need to take a big look at how they’re helping their employees stay up with their life goals,” he says.

3. It Helps Free Up Time For Family And Friends

Working mom holds her baby while on a flexible work schedule

For Heather Siems, a district sales coordinator representing Aflac, having the flexibility to spend ample amounts of time with her family while still working full time was a huge selling point when she accepted the opportunity with Aflac. “I knew that I wanted the flexibility as I started a family, so I could go to dance practices and soccer games but still work full time,” she says.

Having a flexible schedule as well as the ability to work from home has allowed Siems to spend more time with her family and watch her children grow.

4. It Can Give You Time To Travel

Man on laptop with a flexible work schedule works from home

Do you wish you had more time to travel? You’re not alone. More than half (58%) of FlexJobs’ survey participants said they want a flexible work schedule for that reason.

For Shyla Syverson, an Aflac benefits advisor from Montana, being able to take vacations and trips on her own time is a huge bonus. “I started working as a benefits advisor with Aflac for a variety of reasons, and one of those was for the flexibility that being an entrepreneur can offer,” she says. “As a result of really hard work and taking care of my policyholders and clients, I have been able to travel more than I ever imagined possible. I can enjoy the great outdoors of Montana and also travel the world.”

5. It Can Make You A More Productive Employee

Woman takes a break while on a flexible work schedule

Working in an office atmosphere 40 hours a week may affect your productivity. Between interruptions from co-workers, a loud atmosphere, and other distractions, it can be hard to focus on your projects. Studies show that having a flexible work schedule can actually make you a more productive employee. Having the ability to work whenever and wherever you want can help you to complete your tasks more efficiently.

Syverson says she believes workplace productivity is enhanced by a healthy time-off policy. “When an employee knows they can take time off without there being backlash or feelings of guilt, they will want to work hard for the company,” she explains.

6. It Can Make You Appreciate Your Job More

Man works from home while on a flexible work schedule

A recent study conducted by Leadership IQ revealed that people who work from home are 87% more likely to “love” their job than people who do not.

Being able to spend time with your family, having the ability to travel, and being able to pursue your passions outside of work all contribute to a solid work-life balance. This makes sense because when you are happy outside of work and productive when you are working, you are generally more satisfied.

Do you want a flexible work schedule?

These are just a few of the benefits stemming from a flexible work schedule—there are many more. Aflac offers flexible, independent contractor (or agent) roles that can give you the power to do the things YOU want to do. If you are interested in pursuing a career that allows flexibility, check out opportunities with Aflac.

Need help finding a job with a flexible work schedule?

Become a member to learn how to land a job and UNLEASH your true potential to get what you want from work!

This post is sponsored by Aflac. Aflac agents are independent agents and are not employees of Aflac. Aflac herein means American Family Life Assurance Company of Columbus and American Family Life Assurance Company of New York. This post was originally published at an earlier date.

Risk Management Is Critical. Don’t Forget Your Third-Party Risk!

Risk Management Is Critical. Don’t Forget Your Third-Party Risk!

Most organizations understand the importance of having a comprehensive risk management program for their operations, processes, and systems. They obviously need to manage their costs to prevent financial losses, but there is much more, such as protecting the assets (including in the event of a business disruption) while complying with legal and regulatory mandates. If they don’t, they could harm their brand image, customer trust, or stakeholder confidence. When organizations proactively identify, assess, and mitigate risks, they can enhance their resilience, sustainability, and long-term success.

Most organizations can’t do it all by themselves and hire external parties (such as vendors, suppliers, or service providers) to support them with specific products/services. Any external party that plays a significant role in the organization’s environment is considered to be a third-party vendor. Each of these third-party vendors will have risks. Since they should have their own risk management program, you’re not responsible for any of their associated risks, right? Wrong! According to the Federal Reserve, “The use of service providers does not relieve a company of the responsibility to ensure that outsourced activities are conducted in a safe and sound manner and in compliance with applicable law and regulations.”

Types Of Third-Party Risk

Third-party vendor/service concept

Each of these third-party vendors has risks that may adversely impact your organization’s operations, reputation, and security. So why aren’t more organizations focused on third-party risk as much as they should be? For some, it’s because they aren’t aware or don’t fully understand the potential risks while others “trust” their third-party vendors. Either reason isn’t going to be acceptable if something bad happens and it affects your organization.

Third-party risk specifically refers to the potential risks and vulnerabilities that arise from hiring a third-party vendor. Some of the top risks that you should be aware of are:

  1. Cybersecurity risks – information security incidents and data breaches including ransomware
  2. Compliance and regulatory risks – non-compliance with various legal or regulatory regulations
  3. Operational risks – business disruptions in the event the third-party vendor is unable to deliver their products/services (e.g., if they have a material shortage) which could lead to operational inefficiencies
  4. Reputational risks – unethical practices, labor abuses, etc. that a third-party vendor does which may damage its reputation
  5. Financial risks – financial losses including penalties, litigation costs, or loss of customers

Mitigating Third-Party Risk

Risk mitigation concept

If something bad happens to your third-party vendor, you want to be as prepared as possible. Since each third-party vendor is different, how can you best mitigate these risks? Proactively implement a robust third-party risk management (TPRM) framework. Comprehensive TPRM minimizes potential risks introduced to your organization by third-party vendors who want to work with you. Some considerations are:

1. Start by doing your due diligence and completing a comprehensive analysis before signing any contract. Review third-party experience, licenses, pending legal issues, etc. The depth and formality of the due diligence will depend on the products/services the third-party will supply. Some contract items are costs, performance metrics, right to audit, data ownership, and termination rights.

NOTE: For your existing third-party vendors (already signed contract), continue with the other considerations. Consider item number one when the current contract comes up for renewal.

2. Risks can be related to compliance, operation, and reputation, to name a few. Review contractual agreements, risk assessments, compliance/regulatory requirements, business continuity/disaster recovery, etc. Do an assessment of the risks analyzing the impact and likelihood that they could occur.

3. Consider having an exit strategy detailing exit criteria and procedures to ensure data and assets are securely transferred or disposed of (just in case).

4. Perform ongoing monitoring including evaluating their financial condition and reviewing their internal and information security controls (e.g., obtaining their SOC reports).

5. Continuously evaluate and update the TPRM based on business operational changes, regulatory changes, and emerging risks.

The organization’s (internal) risk management program is critical. Because the third-party vendors have a significant role in the organization’s environment, the (external) TPRM is important too. Organizations need to address both sets of risks to effectively manage their overall risk landscape.

For more information on third-party risk, follow me on LinkedIn!