Be transparent and proactive

An employee should never hear about criteria for his performance for the first time at their formal review meeting. Instead, he should learn about those guidelines upon being hired and they should be discussed regularly, even weekly or daily. Instead the meeting should just be a re-emphasis of critical points. If there’s a self-evaluation or a form that the manager fills out, the employee should be given the opportunity to review it beforehand.

Set goals

Goal-setting is important so each person knows what’s expected of their performance. Document the agreed-upon goals and the plan to get there. Without a shared picture of success, employees are not likely to reach it. Establish how the goals will be measured and how performance will be evaluated.

Keep records

Have evidence of completed projects, missed deadlines, quotas achieved, etc., for the entire review period. Don’t rely solely on your memory or you risk using inaccurate or unfair and unbalanced data.

Use other people

Get feedback from co-workers, other bosses and anyone who reports to him so you have as much data as possible. Start with more casual conversations and develop a procedure for documenting more notable feedback that might sway the ranking of the employee.

Prepare!

Always prepare for the meeting with the employee! Even if you expect the meeting to go smoothly because you’re dealing with a pretty stellar employee, you’re missing the opportunity to properly challenge him. Make sure you’re familiar with the data collected on the employee, so you have a clear picture of what improvements he can make.

Be positive

Focus on the positive more than on the negative, so the meeting has an inspiring and motivating tone. Unfavorable feedback is still important, however, because it helps you identify areas for improvement. Speak directly, don’t mince words, and don’t sugarcoat your message! Otherwise, you miss the chance to tackle behaviors that need to change.

Establish trust

Be sincere, so employees know you share a goal of wanting them to improve. If you believe in him, he’ll believe in himself. Make the meeting a discussion, not a lecture. Since it is, in fact, about him, the employee should feel as though he was given a chance to reply and participate–not micromanaged or patronized. Ask questions about his challenges, aspirations, goals and what he’d like from you.

For more tips on how to nurture your staff and put your company ahead of the competition, contact us today.

The post How to Improve Employee Performance Reviews appeared first on CulverCareers.

New platforms

Since most consumers spend so much time on their phones, mobile technology is still the best digital platform. But with new TV brands, such as Apple TV, Chromecast and Roku, emerging all the time, they’re ripe to start receiving notifications by the end of the year. Amazon Echo, Google Home and other in-home assistants are expected to draw the same type of automated components.

Uniform platforms

Google and Apple are working hard to keep their apps and websites as consistent as possible as users move from mobile devices to desktop and laptop computers. As the transitions between devices becomes more and more seamless, so too becomes the transfer between user profiles. Brands will be able to use tools to access all of that valuable consumer data at once, no matter the platform.

Consumer location and send-time data

As mobile devices improve and refine, companies can collect more detailed data on consumer choices and behavior than ever, thus customizing offers to market preferences. With increased popularity of Apple Watches, Fitbits, Jawbones and other fitness devices, brands can target customers based on their specific body-data as it determines where and whether they’re driving, biking or standing. It’s predicted that devices will help marketers master send-time optimization, isolating the best moments to connect with consumers.

Chatbots and AI

New automated tools, such as chatbots, are finding ways for brands to engage customers to find out about preferences and answer customer queries. Expect these tools to become increasingly more refined and effective as they gather and remember even more data on consumer patterns of behavior. Soon chatbots will know your likes, dislikes and needs and use that information to guide your behavior—where to eat, how to travel and where to shop.

Real-world digital experiences

Just as marketers will look to eliminate the deviations across devices and platforms, they’ll also look to minimize the divide between real life and digital life. In other words, digital marketers might initiate contact with consumers based on purchases made in person or on real-time location. Anticipate even more mobile apps to prompt additional digital ads as users visit certain websites.

For more information on trends and tendencies in marketing, contact us today.

The post Top Trends for Marketers in 2017 appeared first on CulverCareers.

Before you leave the interview

 Ask about the employer’s timeline for hiring at the end of your interview. This will help you figure out at what points you should be checking in and how your check-ins will be perceived. You never want to contact them too soon or too often—not only does this seem desperate, but it’s annoying.

Write a thank-you note

 Your thank-you note should be sent immediately after the interview. Send an email or handwritten note to each person who met with you. Keep it simple and polite—just a few sentences to briefly reiterate your enthusiasm and skills that qualify you for the job. By being prompt and concise, you’re showing the hiring managers you’re efficient and you respect their time.

The first check-in

 If you haven’t heard back a few days after the date they gave you, it’s safe to call your contact or send an email to find out when they expect to make a decision. If they didn’t give you a specific timeframe, you can probably send an inquiry email in a week or so. Be polite and low pressure.

If they give you a new date to check in, abide by the same rules. Wait for a few days after the deadline; then call or email. If you don’t hear anything more, move on. It’s possible they have yet to make a decision or this might be an indication of how they operate—slow and cumbersome.

Still no word?

 If you still haven’t heard a final decision after several weeks, only send a follow-up if they seemed really interested in you. There’s a fine line between being enthusiastic and overly aggressive, so if they don’t seem interested, don’t pester them.

If the job is still open after several months, it might not hurt to check in again. You’ll show you’re still interested in the company after all this time. Even if that particular position wasn’t right for you, they might be able to find you something else. 

Don’t put all your eggs in one basket

 Be patient and continue pursuing other job prospects while you wait. You might never hear back at all or you might hear back much later than expected because they’re really extremely diligent in this process. Either way, you don’t want to put your job search on hold! You never know, you might find something better!

For more tips on how to develop great sales skills or advance your career, contact us today.

The post Interview Follow-Ups That Make You a Must-Hire appeared first on CulverCareers.

Be a people person

Your team is filled with a cast of characters – individuals with different personalities, skills, talents and challenges. You have to enjoy working with them and putting them in positions to succeed. Treat everyone equally and don’t let your personal biases affect the team dynamic.

Be flexible

It’s not your way or the highway! Be open to new processes and ideas, especially those of your team. While you shouldn’t compromise your expectations, you might have to adapt your leadership style to fit the needs and individuality of your team members.

Teach and learn

Guide and use constructive criticism, but don’t control. Recognize everyone’s strengths and weaknesses and challenge your team to improve. Praise successes and jump in to help when obstacles arise. While a boss already knows it all, leaders are willing to learn from those with less seniority and respect the skills and experience of team members.

Motivate and inspire

Bosses limit the creative process and self-expression, which kills motivation and innovation, causing employees to resent them. Instead, figure out what gets your team to perform at the highest levels and expect greatness from them. Cheer their successes and encourage self-sufficiency.

Give credit and accept blame

Leaders know that success is a result of teams’ efforts and are humble enough to praise and reward those employees responsible for it. But when the team fails, you also need to accept responsibility and not blame your team. See that those failures are learning opportunities.

Communicate

Listen and inquire, don’t dictate and demand. Actively seek thoughts and ideas about critical topics from your team, and be willing to share information that empowers them. Check in with the group and with individuals as needed and clearly communicate your expectations.

Be hands-on

You want to allow for autonomy and be able to delegate big responsibilities; however, know when you need to step in. Show your employees you trust them to do a good job and make sure your team has the necessary time and resources. But go the extra mile and demonstrate you’re part of the team, willing to take on the same tasks you ask of them.

Being an effective leader is important to the success of your employees. At CulverCareers, we understand what it takes to be a great leader. Contact us today for more information.

The post Become a Leader Instead of a Boss appeared first on CulverCareers.

But those discrepancies can be easily exposed, and when that happens, you risk losing any chance of being hired. Or worse, you could later be fired from the job you misrepresented yourself to get! Here are three reasons it’s important to be completely honest and accurate on your resume.

Employers perform background checks

Most employers complete thorough background checks including a sweep of your references. Whether it’s a gap in your work history or a specific project that you claim to have worked on, these facts are easy for employers to verify when they call a former supervisor. Even if it’s only a small discrepancy that’s discovered, you’ve jeopardized your credibility and reliability, and potential employers will start to wonder if there’s something larger and more serious you’ve been dishonest about.

It will be obvious when your start work

If you can’t demonstrate the abilities you claimed to have on your resume, you could be fired. Your new supervisors and co-workers will have expectations of you that you won’t be able to meet. This failure will be more obvious than if you had just asked for help in learning how to tackle a new task. Whether they uncover your lie or they’re just disappointed with your poor performance, this is not a good first impression to make.

You’re cheating yourself

It’s exhausting and stressful to maintain a lie or to “fake it” on the job! You’d rather start at a new position with a clean slate where you can focus completely on taking in your new surroundings, trying to master your new tasks and responsibilities, and getting to know your co-workers. You shouldn’t also have to worry about keeping your story straight or covering up your weaknesses!

Instead of succumbing to the urge to exaggerate on your resume, make yourself stand out by putting your strongest attributes, experiences, and skills first. Mention your non-work related experience, such as volunteering, or certifications you’ve earned. Whether an inconsistency comes out in the interview process or after you’ve started your job, you don’t want these embellishments or misrepresentations coming back to haunt you.

For more information on how to construct a quality resume and land your dream job, check out our website at https://culvercareers.com.

The post Why Being Honest on Your Resume Is Important appeared first on CulverCareers.