Do You Recognize These Crazies?

I’ve worked for the crazies. There was the assistant dean who didn’t have a clue what I was working on and a company president who didn’t believe in voicemail or email. And don’t forget the boss who falsified expense reports using my name.

Yes, there are bad managers, and then there are bad managers who belong in a special class all their own. Managers have a great opportunity to lead and be positive role models to others. However, too many do not take their role or their responsibility seriously.

Today, Brian de Haaff, CEO of Aha! identifies and tells us how to deal with these three types of managers.

The Rock Collector: This manager has no idea what he is really looking for. But that will not slow him down. Instead of moving forward with purpose, his direction seems to change course each day. He sends you chasing after a goal that was never defined, and thus impossible to achieve. If you have a rock collector for a manager, you will rarely please him and your self-confidence can waver over time.

I call him a rock collector because no matter what you bring back, it is never the right rock. It’s too smooth, or shiny or even too large. How can you avoid the scavenger hunt each day? Try to pin him down on specific, measurable goals that you can achieve to mark your progress. Ask him to clearly define what he wants you to accomplish.

The Double-Speaker: This manager is well-versed in the art of duplicity and manipulation, always looking out for No. 1. Depending on who she is talking to, she will share whatever she thinks the other person wants to hear. She is so used to double-talk that she does not even realize she is doing it

If you have this type of manager, you may have to dig deep to find the truth and compare notes with others to determine which story is most accurate. My suggestion: learn her body language, which will betray her dishonesty. And take careful notes whenever she gives you a direction. When she flip-flops, you have the evidence and can kindly point out that she is flipping around like a fish out of water.

The Life-Styler: This manager is joie de vivre personified, and his careless attitude towards life extends to work. While he does not want anything to come between him and his fun, he seems blissfully unaware of everyone else’s hard work on his behalf. If you have something important to discuss, you have to catch this life-styler in between long lunches and hours spent on the links.

Someone needs to be the adult, so it might as well be you. Step up, and be equally cheerful but firm. Explain that you need answers, and that the work cannot be accomplished until you have them. Your boss will hopefully realize his laziness is costing the organization and will start behaving more responsibly. Your co-workers will be silently celebrating your courage as well.

These managers are not necessarily bad people. They have simply picked up bad habits or never learned how to lead well. So how can you deal with these personalities? Be transparent in what you say and what you do, and continue to focus on delivering quality work.

Source: Brian de Haaf is the founder or early employee of six cloud-based software companies and is CEO of Aha!, a software company.

Recruiting: How Tech Can Help

It’s not easy to apply for a new job these days. It’s also not easy to recruit the right candidates. LinkedIn plus talent management tools like Taleo have created an environment where companies must continuously optimize candidate conversions.

What was once a job-board-to-career-site-to-apply process has become much more complex.

We tend to think of the candidate journey as having three distinct phases: discovery, nurturing and applying. There are some parallels between this journey and the buyer’s journey as defined by a digital marketer. Just as buyers now start their journey with research on Google, and social media and rating sites, so do job seekers. CareerBuilder recently released data showing that as many as 73 percent of candidates now begin their job search on Google—far more than any traditional job board.

This is all part of the discovery phase of the new-candidate journey. The variables that go into this phase alone have turned organizations’ top-of-the-funnel recruiting strategies upside down. It’s more vital than ever that companies consider and optimize their employer brand, social recruiting strategy, the content they create, how easy their jobs are to find on Google and much more.

Once job seekers actually make it to the career site through one of these entry points at the top of the funnel, it’s no longer a one-and-done scenario. The best digital marketers understand they’re not going to convert every buyer in their first interaction, and recruiters need to think the same way about candidates. This is where the nurturing phase of the candidate journey comes into play.

Today’s leading companies are deploying tools like job alerts and talent networks on their career sites, enticing job seekers to opt-in and essentially become part of their candidate pipeline. Candidates may not be ready to apply, but they’re interested in the company and its positions. When used correctly, a pool of candidates that chooses to be contacted can deliver major returns to key metrics over time such as cost-per-applicant and time-to-fill.

In some scenarios, large global companies are able to build up such a pipeline that reaches several million people in a short period of time. As one example, a consumer electronics retail chain organically grew its talent pipeline with the use of job alerts, and virtually eliminated its job board spend for the holiday hiring surge simply because it had a massive group of people waiting to hear about new opportunities in each location.

When candidates are ready to apply—which could be on their first visit to the site or after visiting over time via nurture marketing—today’s companies have to be prepared to impress them with an awesome apply experience. This means the ability to apply on any device, with the same level of quality that matches modern consumer brands. This is perhaps one of the greatest areas of opportunity, given that so many companies are behind the curve in their apply experience.

The new candidate journey has been influenced by job seekers’ changing behaviors and preferences for finding information. Use these tips to optimize your candidate conversions and stay ahead of your competition.

Source: Mike Roberts is a writer and researcher. At Jibe, a candidate experience platform solution, his focus is on helping talent acquisition professionals stay up to date on the latest recruiting strategies, technology and trends.

Five Things Great Managers Do Every Day

 

Are your employees fully engaged at work? Chances are, they’re not.

Three quarters of employees reported they don’t feel engaged at work, according to a study by Dale Carnegie Training. But one of the biggest factors that made people feel engaged was a positive relationship with their immediate supervisor. Managers have a huge influence on how well employees perform—and the results are not always based on whether you crack the whip or offer the best rewards. Often, it has much more to do with interpersonal relationships.

If you want to be that personable boss who drives employee engagement, Promotional Consultant Today encourages you to try these five things from best-selling author Bernard Marr.

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1. Lead by example.

You could view this negatively, or you could see it as an opportunity. Employees feel resentful when they are asked to do things they believe their superiors would not or could not do, so walk the talk. This goes not just for work tasks but also for attitude. For example, if you’d like to cultivate a more cheerful attitude in the workplace, start by being more cheerful.

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2. Ask questions—and listen to the answers.

Nothing will breed resentment and disengagement faster than the proverbial “suggestion box” that never gets opened. The best leaders regularly talk to their employees and ask what’s going well and what’s not. When you get feedback about something that isn’t working, really listen to it, take it to heart and decide how you can respond. It may be that you can’t immediately make a change (for any number of reasons) but just letting an employee know that they’ve been heard and that you’re taking their concerns seriously makes a difference.

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3. Give constructive feedback.

No one likes being told they’re doing something wrong. But people do like to know if there’s a faster/better/easier way to accomplish a task. Sandwiching constructive feedback with praise is another good habit that will help employees feel both appreciated and supported.

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4. Actively build your team.

Look for ways you can mentor, teach and train your existing staff to grow beyond the skills sets for which they were originally hired. And when it is time to fill a position, fill it with care, seeking not just a warm body to fill a chair, but the right combination of personality and skills to be an asset to your team.

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5. Take care of yourself.

As part of leading by example, spend the time and the effort to take care of yourself. Exercise, take breaks and make sure you get enough sleep. If your team members see that you prioritize self-care as a means to better productivity, they will do the same.

Follow these tips to being a better leader, and you’ll be leading a better team.

Source: Bernard Marr regularly writes about management, technology as well as the mega-trend of big data for LinkedIn and Forbes.

Compiled by Cassandra Johnson