How to Solve Issues When Theres No HR Department - The Muse

How to Solve Issues When Theres No HR Department - The MuseHow to Solve Issues When Theres No HR Department You and your co-worker had a spat. Your boss keeps throwing you under the bus. Youre looking to make an internal transfer or want to ask for a raise, but you have no idea how to approach the subject.When your company doesnt have a dedicated or reliable HR team (or any HR employees at all), dealing with certain workplace issues or questions can be intimidating- especially if you dont have the best relationship with your boss or the issue in question is with your boss. Deep breath This doesnt mean youre completely alone. All you need are allies to help guide and empower you to make the right call.There are several different kinds of allies you can turn to. They can help you express your frustrations, come up with a thoughtful solution, and formulate a detailed and professional plan so that youre prepared to confidently handle what might be an uncomfortable conversation. And remem ber, you dont have to rely on just one ally- pick the combination of people that makes sense for you and your particular situation. Turn to...Advocates on the InsideLets say your relationship with your direct manager is going south, quickly. Theres zero communication or little support, and your interactions are terse at best. Its time to turn to an inside ally.These people know the office culture- and hopefully your manager- backward and forward, so they can easily offer guidance on interpartal issues. Before we think about who exactly these people might be, heres a script for how you might initiate a conversation with them Thank you for taking the time talk to me today, I respect your opinion and trust you to keep this conversation confidential. Here are the issues I have and see in my relationship with my manager, heres what I want, and heres how I am going to say it. I would really like your advice on how this all sounds and if you think theres a better way to address it.So who a re these inside allies?A Hiring ManagerWho else did you bewerbungsinterview with to get your job besides your boss? Suggest meeting with them for a coffee date offsite- theyre the ones who most likely work closely with your manager and understand what makes them tick. They also probably know you and how you work, so they can tailor their responses accordingly.A Trusted ColleagueDo you have a relationship with another manager or colleague you trust and respect? This shouldnt be your work best friend who you vent to at happy hour, but someone you have more of a professional relationship with. Tap this person for a confidential meeting to ask for advice.Turn to...Friends Outside of WorkLets say your emotions are too raw to have a professional conversation just yet. For example, your project partner took credit for the amazing slide deck you spent the last week perfecting, and youre now seeing an incredibly bright shade of red. The goal of leaning on your friends is to make sure you can first take care of yourself so that you eventually can handle the issue at work professionally. These allies are the perfect audience for the emotional-but-probably-not-work-appropriate speech you want to get out of your system, so that you can approach a conversation with a mentor or colleague in a calmer state- and the ones wholl make sure you actually take action once the emotions have subsided. A Friend You Can Be Vulnerable WithThis is the friend who gives you a safe place to vent freely (emphasis on safe). This should be someone whos completely unattached to your work environment, and who you trust to keep your frustrated rant confidential. A Friend Who Will Hold You AccountableThis is the friend who texts you first thing in the morning to make sure you make it on time to your weekly workout (or insert any other activity that helps you stay sane). If you need to have a direct or difficult conversation with someone at the office, your motivator can hold you accountable for fol lowing through and later follow up to make sure any changes you push for actually stick. Turn to...External ExpertsWhat if the issue is just too complex for your non-HR allies to handle? Its time to call in an expert from the outside to coach you through it. This person may not be able to sit in the meeting with you, but they have the knowledge you need and can be your cheerleaders along the way. For example, I was the first person to go on maternity leave at my last company, and I needed to figure out how to take care of myself and my future child while also following my companys policies and tying up any loose ends. With the help of my ally, a seasoned HR professional who also happens to be a close college friend, I felt empowered to call a maternity leave planning meeting with my boss and came with a thorough checklist in hand. A Third-Party HR CompanyWhile your company may not have HR onsite, they may work with a third-party vendor to help with onboarding, benefits, and payroll. Sometimes this even includes access to HR consultants who can help you navigate tricky issues. Check your benefits paperwork for a phone number you can call or a website you can check for resources.A Career CoachWhy not entrust someone whos done this before, a lot? Many career coaches and consultants will create tailored strategies, example scripts, and go through mock conversations to make sure youre equipped to handle any difficult situations at work.A TherapistWhile a therapist may not have business expertise, theyre experts in how to explore and manage what may be personally holding you back, and can help in creating a plan of action. Ask yourself honestly, is this anxiety or fear Im feeling about more than just this issue at work? Therapists can help guide your self-discovery into the whys of your emotions and behaviors in a safe place.An HR Friend or MentorThis can be someone you know directly, a friend of a friend, or someone in your professional network. The point is, speak ing to someone whos in the field and has probably faced this problem a decent amount is a great way to get an honest, unbiased opinion.Armed with the support and guidance from your allies, its time to address that issue head on. (For more advice on having difficult conversations with a co-worker or boss, try this article and this one or this one.)Navigating workplace problems is never easy, and its even more difficult without HR. But by building a trusted team that can help you with various aspects of a tricky situation, you can handle just about anything.

The Army Mantra to Get You Through Work Obstacles -The Muse

The Army Mantra to Get You Through Work Obstacles -The MuseThe Army Mantra to Get You Through Work Obstacles In the five years I spent in the Army, I picked up a number of useful phrases that have stuck with me even now that I work in the civilian world. One of my favorites stems from my time spent in the company of combat engineers- soldiers whose duties include tackling rough terrain through blowing stuff up (demolition) and building things (construction).Breach or bypass, they would say whenever we came to a sticking point in a plan. It could be a canceled training event that we were counting on to fulfill a mandatory requirement, an uncooperative commander holding up a deadline, or even the mundane (like computers crashing)- if it was identified as an obstacle to getting the job done, it triggered those three important words.In the Army, a breach is a mission when you use all available means to break through or establish a passage through an opposing forces defense. In other wo rds, its when you refuse to take no for an answer. It can mean finding a way to sign the client, negotiating for the raise you deserve, or pushing to finish a project by the deadline. Bypass is when you maneuver around an obstacle while maintaining your momentum. I like to think of it as a boulder in the river you want to be the water flowing around the immovable rock, not the dead tree limb stuck against it. Maybe its a budget that you cant increase, so you find creative ways to pull off the event youre tasked with throwing. Or, maybe its finding a way around a manager who says, Weve always done it that way, by demonstrating to your team that it can in fact be done differently.Whatever it is that must be breached or bypassed, do what you need to do to keep moving ahead. If its a factor you cant influence bypass and go under, over, or around it. If its something you have the power to break down- breach. The two options help force you to think through challenges to find solutions, ra ther than stalling out at the first roadblock and throwing your hands up in frustration. And thats why its become my go-to when Im struggling to solve a problem.

Cover Letter Writing Tips

Cover Letter Writing TipsCover Letter Writing Tips

3 Common Recruiting Problems Caused By Your Job Posting

3 Common Recruiting Problems Caused By Your Job Posting3 Common Recruiting Problems Caused By Your Job PostingAs we dig deeper into the craft of writing highly effective job deutsche post ags, it becomes important to align your job posting efforts with core company goals. Whether your company is swamped with so many resumes for every open position that no one can possibly review them all or you spend your days looking at a near empty candidate pool, you can refine your job postings to solve your problem.If you arent sure how your job posting goals compare to your recruiting goals, consider the following three common hiring scenarios that you can fix with the perfect job posting.You arent getting enough candidatesIf you receive one perfect candidate for each job post you submit, then youre the model of efficiency and should be applauded. However, this is rarely the case. According to our research, not getting enough candidate response for a job posting is the most common problem compa nies face when they begin recruiting. If your current job posting isnt performing, first abflug with keyword and SEO adjustments to get mora eyes on the page. If possible, compare how often your posting showed up in search results to how often it was viewed. Speak the language of the job seeker to make sure potential employees understand whether or not this position would be a good fit for them. Review the job posting to make sure you have explained how candidates will contribute to the company, and describe your company in a way that makes it sound like it is worth contributing to.Youre getting too many candidatesIf you arent getting enough response from your job posting, this particular problem might sound like a blessing. But imagine if you posted a job listing and immediately received hundreds of responses. You would need several hours to sort through the resumes and cover letters and make a long list of potential interviews, all without the guarantee that the perfect candidate is waiting at the end of the interview round.If youre getting too many candidates from your job posting, its worth editing your posting to be more specific about the job itself, the company, the industry and the requirements. Start by adjusting the requirements to eliminate the largest number of candidates, then refine the rest of the list until the flow of candidates slows to something reasonable.Youre getting unqualified candidatesIf youre getting a large number of candidates and all of them appear to be decidedly unqualified for the position, its a clear sign that your job posting is too vague about the minimum requirements of the job. In this situation youd want to edit the position requirements to be more clear and review the preferred skills and education to see if you should upgrade them to true requirements to cut down on the unqualified candidates who are applying. You may also want to review the job title and introductory paragraph to see if there is anything that might en courage an unqualified candidate to click and submit their resume when its so clear that they are not qualified for the position.If youre fighting against these three common hiring scenarios, tweak your job posting with your overall company goals in mind to refine the candidates that respond to your post. The next post in the series will provide additional detail and examples for strategically crafting the perfect job posting.

U.S. Military Non-Punitive Measures of Disciplinary Action

U.S. Military Non-Punitive Measures of Disciplinary ActionU.S. Military Non-Punitive Measures of Disciplinary ActionIn addition to the mora serious discipline tools under the Uniform Code of Military Justice, commanders and supervisors have a diverse set of administrative tools to assist in correcting inappropriate behavior. Counseling, admonitions, reprimands, and extra training are tools which, while deriving their status and authority from unit commanders, are usually delegated down the chain to the supervisory level. Such administrative actions are sometimes called nonpunitive measures. The use of nonpunitive measures is encouraged and, to a degree, defined in the Manual for Court Martial, R.C.M. 306(c)(2), which states, Administrative action. A commander may take or initiate administrative action, in addition to or instead of other action taken under this rule e.g., NJP, court-martial, subject to regulations of the Secretary concerned. Administrative actions include corrective m easures such as counseling, admonition, reprimand, exhortation, disapproval, criticism, censure, reproach, rebuke, extra military instruction, or the administrative withholding of privileges, or any combination of the above. Counseling as Military Discipline In the military, counseling can be formal or informal verbal or written. Most military personnel are counseled to one degree or other several times per day. Enlisted soldiers, however, tend to envision the more formal written counseling, typically used to inform of minor infractions or performance deficits. For these purposes, most military branches have printed forms for counseling session documentation but many supervisors prefer to document a counseling session via written letter. While the effects of a single counseling session may not seem to hold tremendous significance, one should be aware that counseling which documents inappropriate behavior can be used ata later time- for example, in support of an administrative de motion action or administrative separation, or in justifying lowered performance evaluations. Admonitions and Reprimands in the Military The only difference between an admonition and a reprimand is the degree. A reprimand is more severe than an admonition. As with counseling, admonitions and reprimands can be verbal or in writing. Unlike counseling, admonitions and reprimands are censures, meaning onedid something wrong. Records of admonitions and reprimands can be filed and later used to justify more serious measures, such as nonjudicial punishment actions, administrative demotions, and administrative separations. One should be very careful when providing a written response to counseling, admonitions, and reprimands, as any response becomes part of the written record. The same is true about refusing to sign receipt of counseling, admonitions, and reprimands. Extra Military Instruction in the Military The term extra military instruction (EMI) is used to describe the practice of assigning extra tasks to a service member who is exhibiting behavioral or performance deficiencies for the purpose of correcting those deficiencies through the performance of the assigned tasks. Normally such tasks are performed in addition to normal duties. Because this kind of leadership technique is more severe than nonpunitive censure, the law has placed some significant restraints on the commanders discretion in this area. The authority to assign EMI to be performed during working hours is not limited to any particular rank or rate but is an inherent part of the authority vested in officers, NCOs (non-commissioned officers), and petty officers. The authority to assign EMI to be performed after working hours rests with the commanding officer or officer in charge but may be delegated to officers, petty officers, and non-commissioned officers.

The Biggest Myth About Myperfectresume Reviews Exposed

The Biggest Myth About Myperfectresume Reviews Exposed The Pain of Myperfectresume Reviews Another important consideration to keep in mind while you proceed through the resume builder is that you are always going to have access to live help when you require it. When picking a resume builder, you want to make sure you get one which is simple to update and will provide you with a document that could be edited. When it has to do with working with an online resume builder you will need to understand what areas youre struggling with and what areas youre good with. You are going to be able to discover the greatest free resume builder which could help you make a professional resume that will grant you an impressive job prospect. You can decide to compose your resume and cover letter in a variety of languages. The point is to let you can boost your CV as much as you desire. Should you need access to unlimited resumes and cover letters youll need to pay more. 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2oKLqlw

Learn recursion from The Good Place bit.ly/2oKLqlw We need gender neutral dress codes in the workplace. If you dont yet agree with that statement, look no fartherbei than a 55-page presentation given to women executives at Ernst Young in a June 2018 training. pThe presentation, which made headlines last month when an offended participant a href=https//www.huffpost.com/entry/women-ernst-young-how-to-dress-act-around-men_n_5da721eee4b002e33e78606a target=_blankleaked it to the Huffington Post/a, reinforced gendered stereotypes of how women should dress and present themselves at work. Some highlights, which are actually lowlights in terms of equality in the workforce/pul class=ee-ul ee-ulliA list of appearance blunders for women to avoid, including no-nos like too-short skirts, plunging necklines, bottle blonde, flashy jewelry/liliOutfit and grooming suggestions to minimize distractions from your skills sic set like good haircut, manicured nails, and well-cut attire/liliAdvice on how to dress dont flaunt your body sexuality scrambles the mind/li/ulpThe women, there to invest in their professional development, were elend learning how to be better leaders or combat sexist stereotypes at work, but instead were being lectured to about what to wear and how to groom themselves./ppWhile the presentation wasnt the official EampY dress code, it does highlight bias and assumptions made around gender that women have to manage. And this particular training focused only on the male-female binary. Employees who identify as transgender or nonbinary might feel even more burdened by dress code policies based on gender. /ppImagine how much more productive all employees, regardless of gender, could be, if they werent focused on avoiding dress code policing./ppTraditional gender-based dress codes can also discriminate on the basis of race. Many grooming guidelines for women, including rules on acceptable haircuts, are extra burdens for black employees, pa rticularly those who want to wear their hair in natural styles. a href=https//daily.jstor.org/how-natural-black-hair-at-work-became-a-civil-rights-issue/ target=_blankIn 2010, Chastity Jones got a job offer/a to be a customer service representative from Catastrophe Management Solutionsbut the offer was contingent on her cutting off her locs. When she refused, the company took back the job offer, and when she sued, with the help of the Equal Employment Opportunity Commission, she lost her case in 2013 and again in 2016, when her appeal was dismissed. /ppAnd beyond forcing women of color to maintain their hair in a way thats deemed acceptable, gender-based dress codes can also discriminate against people of certain religions. Employees whose faiths keep them from cutting their hair or necessitate that they wear certain clothing (including head coverings) shouldnt be forced to adapt their beliefs to what their employer deems professionally appropriate for a woman at work./ppThe possibi lity for gender-, race-, and faith-based discrimination posed by prescriptive employee dress codes has a href=https//www.hrc.org/resources/workplace-dress-codes-and-transgender-employees target=_blankled the Human Rights Campaign to recommend/a that if an employer has a dress code, it should modify it to avoid gender stereotypes and enforce it consistently. Requiring men to wear suits and women to wear skirts or dresses, while legal, is based on gender stereotypes. Alternatively, codes that require attire professionally appropriate to the office or unit in which an employee works are gender-neutral./ph3Okay, So Gender Neutral Dress Codes Sound Good. What Do They Look Like?/h3pIn their simplest (which, in my opinion, also means best) form, gender neutral dress codes at the workplace can take the form of General Motors dress policy. When now-CEO Mary Barra was VP of global human resources for the automotive giant, a href=https//qz.com/work/1242801/gms-dress-code-is-only-two-words/ tar get=_blankshe replaced their 10-page dress code with two words/a Dress appropriately. /ppIn the article linked above, the author explains why Barras dress code works so well She avoided assumptions, instead choosing to trust her employees judgment, which in turn empowered all employees and was particularly impactful for women. /ppFor workplaces that need more specificity about what employees can wear, HR should follow in the footsteps of other institutions that have successfully adopted gender-neutral dress codes. Namely, high schools./ppAfter a wave of protests, social media outrage, and thoughtful advocating, a href=https//www.dispatch.com/news/20180919/more-schools-revamping-sexist-dress-codes target=_blankseveral schools have revamped their dress codes/a, which tended to put undue burden on female students. New guidelines apply to all students, regardless of their gender. Instead of specifying the length of skirts versus shorts or the width of a cami strap versus a tank top, a h ref=https//www.usatoday.com/story/life/parenting/2019/07/15/gender-neutral-dress-code-gets-approval-roanoke-virginia-school-district/1734009001/ target=_blanka Virginia high schools new gender-neutral dress code/a simply defines what must be covered clothing must cover areas from one armpit across to the other armpit, down to approximately three to four inches in length to the upper thighs./ppstrongWhat does that look like at work?/strong /ppSpell out specific dress code rules by article of clothing, not by gender, use non-gendered pronouns, and make sure that any grooming guidelines could apply to anyone. Dont place burdens on anyone based on their gender, and try to empower employees to manage their own appearance in accordance with professional expectations./ppFor geschftlicher umgang casual workplaces, try this, a href=https//www.forbes.com/sites/forbeshumanresourcescouncil/2018/09/28/gender-based-dress-codes-human-resources-diversity-and-legal-impact/355d9f064f53 target=_blanka dapted from Forbes/a Employees should dress in business casual attire, which could include casual slacks and skirts, collared shirts, blouses, or sweaters. Inappropriate attire includes sportswear, jeans, and unkempt clothing, among other options. Please exercise good judgment./ppFor business formal workplaces, you could use the following Traditional business attire, including dresses, suits, and pantsuits, is required for external meetings with clients or prospects. Employees should use discretion on other occasions and are expected to demonstrate good judgment. /ppAnd for casual workplaces, which are on the risea href=http//blog.indeed.com/2019/08/20/casual-dress-in-workplace/ target=_blankaccording to Indeed/a, 50% of companies allow employees to dress casually every day, as of 2019go with something simple, like this, a href=https//www.thebalancecareers.com/simple-sample-dress-codes-for-business-attire-1917931 target=_blankadapted from The Balance/a Dress comfortably for work, bu t please do not wear anything that could offend your coworkers or make them feel uncomfortable. That includes clothing with profanity, hate speech, or exclusionary language. Your clothing, while casual, should show common sense and professionalism./ppNo matter the level of formality your dress code needs to define, make sure youre thinking from the perspective of all employeescurrent as well as futureand creating an environment where they can thrive./pp----/ppstrongWant to share these tips with your company? /strongShow them this handy one-page guide on creating a gender neutral dress code/p p class=shortcode-media shortcode-media-rebelmouse-image img alt=Gender Neutral Dress Code Guide class=rm-shortcode data-rm-shortcode-id=UGVL4K1574631551 data-rm-shortcode-name=rebelmouse-image data-runner-src=https//assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yMjEwMDE3Ni9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTU3NDc2NjEyMX0.5akge t5uOA_9aHMcPUxY1YM_Zn2w2Yhcj7m_HSCqg7I/img.jpg?width=980 id=a14b6 type=lazy-image/ /ppbr//p