Why Continuous Change Is Good For Business

Why Continuous Change Is Good For BusinessWhy Continuous Change Is Good For BusinessWhy Continuous Change Is Good For Business Blaszczyk, Managing Editor, Resource CenterSuccessful geschftslebenes know that the key to their success is relevancy.But as Jason Jennings points out, eventually every businesswill become irrelevant.As the best-selling author of four highly-acclaimed books on leadership and management, Jennings says that established companies now have two choices stick with the status quo and decline, or completely revamp their strategy to stay vital.He shared some of his ideaswith fromhis latest book, The Reinventors How Extraordinary Companies Pursue Radical Continuous Change (Portfolio, 2012.)Monster What does it take to thrive in this ever-changing and volatile economy particularly from a recruiting and hiring standpoint?JenningsAll it takes to thrive in business is to have aBIG noble strategic objectiveSet of guiding principles known to everyone so that decisions get m ade instantaneouslyGroup of people fully committed to achieving the BIG objective for the betterment of all the stakeholdersSet of key result indicators to measure the progress and keep everyone focusedSystem in place to reward people for the economic value they createSense of ethos thats built on the desire to exceed the expectations of customers.The real problem with most jobs is that they arent big enough for people because they dont feed peoples souls.The challenge to leaders is to make jobs big enough for people so their hearts and souls get fed as well.Monster You say that if a business isnt achieving 5 and 10 percent annual growth today, its likely to lose its top employees. Has the war for top talent become that competitive?Jennings Yes, the war for top talenthas become that fierce but thats beside the point.The reason that those companies that arent growing are certain to lose their most talented people is bedrngnishing is other than same old reason theres not much challe nge left, not any chance for a promotion or mora responsibility and little prospect for more money.Then, theyll leave.Nobody woke up this morning and said to themselves, I sure hope today sucks more than yesterdayEveryone wants a better tomorrow than today. If those better tomorrows cant be found where theyre currently working, bright people will find their future somewhere else. You need growth to attract, keep and grow the right people.Monster How are todays most successful companies achieving that type of business growth while retaining top talent?Jennings Western economies have been growing an anemic 2 to 3 percent for a number of years and every economic forecast is for more of the same in the future. The only way to achieve double digit growth is by thrilling customers.Note I didnt say, satisfying customers.There are many studies that definitively prove that satisfied customers leave. In order to thrill customers you need to stay in front of their changing wants and needs and the only way to do that is to keep your hands dirty.And you can only keep your hands dirty by spending half your time with your customers.Its a sad comment on most companies that the higher you move up the food chain the less time is spent with customers.Monster In your book, you tell the story of a CEO who says that recruiting is no longer just about finding bright people but hiring top talentwith the ability to learn new things. Can you explain the difference?JenningsOne of the surprising findings of our research was that extraordinary companies that embrace constant radical changesare filled with lifelong learners.As we discuss in the book, you can easily spot people who arent capable of being lifelong learners. Lifelong learnersDont have a need to always look good to otherThey dont think that making mistakes make them look badThey relish accountability and getting a gradeThey have no need to steal leistungspunkt from others.There are some bright people out there who always hav e to look good, can never be seen as making a mistake, they dislike accountability and they have no problem stealing credit from others. Aside from the fact that theyre bright and have those character flaws, theyre toxic.Monster Do you have any final recommendations for fast-growing companies who are challenged in finding talent and by employee turnover?Jennings Having screened and studied more than 200,000 companies for my books, Id pass along the following observation.Companies get the workforce they deserve. Its really that simple. And no company can tactically do anything to get a better workforce than they deserve.So it all comes down to the following six rules1.Have a BIG noble strategic objective that will in some way make the world a better place. People want their souls fed as well as their pocketbooks.2.Make sure that everyone not only knows the BIG noble strategic objective but understands how what they do moves the company closer to its attainment. Thats how you achieve authentic employee engagement.3.Make certain that everyone knows how what they do creates economic value, thats it measured and that theyre compensated commensurate with the economic value they create. Thats how people start thinking and acting like the owner.4.Be an organization that makes letting go of ego, yesterdays breadwinners, same old-same old and conventional wisdom an integral part of their company culture. That insures that no one will ever get bored there will always be lots of excitement and just a little more work than its possible to get done.5.Be committed to double-digit growth so that the right people will want to work for you, stay with you and constantly be challenged by increasing amounts of responsibility and reward.6.Be a company with a 100% commitment to good stewardship of all the stakeholders the workers, the customers, the vendors and suppliers, the owners or shareholders and the planet.Thats my sure fire recipe for attracting and keeping the right talent and eliminating employee turnover.Read more from Jason Jennings How to Hire Engaged Workers and Lifelong LearnersAuthor BioJason Jenningsis the author of THE REINVENTORS(May 2012 Portfolio) and bestselling author of Its Not the Big That Eat the Small Its the Fast That Eat the Slow Less Is More Think Big, Act Small and Hit the Ground Running. USA Today named him one of the three most in-demand business speakers in the world.

9 Unexpected Ways People Use Glassdoor

9 Unexpected Ways People Use Glassdoor9 Unexpected Ways People Use Glassdoor When Glassdoor first launched in 2008, ur founders had no idea how big it would eventually become. Fast forward nine years later , and weve become the second-largest job site in the U.S., with approximately 45 million monthly visitors checking out and applying to jobs at roughly 700,000 companies. But while Glassdoor has become an indispensable resource for job seekers and recruiters alike, theres still a myriad of ways its being used outside of that realm.It may not be our bread and butter, but Glassdoor reviews and content have been used to provide insight into finances, personal relationships, customer service, and mora. Here are some of the most unique ways that weve heard of Glassdoor being used - feel free to add your own in the comments sectionRichard Branson, CEO of Virgin, may have put it best when he said, Take care of your employees, and theyll take care of your business. Its as simple as that. Theres a growing body of evidence that companies with high Glassdoor ratings and positive reviews outperform others financially. In fact, in March of 2015, Glassdoors Chief Economist Dr. Andrew Chamberlain found that companies on Glassdoors Best Places to Work list outperformed the overall market by 115.6 percent, while 30 companies with the lowest employee satisfaction significantly under-performed the stock market since 2009, Chamberlain writes . Because of this, savvy investors - from hobbyists to hedge fund managers - have used Glassdoor to help ensure that their dollars will see a handsome return on investment.And companies who are in the know about this practice are playing it up. In addition to mora traditional metrics like net income and earnings per share, some companies are highlighting their Glassdoor ratings and awards as a sign of their financial health. With the strong link between Glassdoor reviews and financial performance, investors can brea the easy when a company has impressive ratings on Glassdoor.Its not just individuals who are using Glassdoor to help inform their investments, though. Multinational, publicly traded companies use Glassdoor ratings to help them decide whether or not to they should acquire or merge with a company. With Glassdoor ratings and reviews so closely tied to financial performance, many companies dive deep into company ratings, CEO ratings, business outlook, and whether or not employees would recommend their company to a friend before they seal the deal.You know Glassdoor can help you get a job and invaluable insight into what its like to work at a company - but did you know it can help you get paid more, too? By entering your job title, location, years of experience, and other information into Glassdoors Know Your Worth personal salary estimator, youll receive an estimate of what the going rate for your skill set is - a data point that can be tremendously helpful when it comes to negoti ating. Dont just take our word for it, though Find out what real users have to say about Know Your Worth here .Theres no shortage of parallels between looking for a job and the dating scene - the awkward getting-to-know-you stage, the pains you take to impress the other party, the dressing up but some people take this concept a step further by using Glassdoor to scope out their dating prospects . For example, I cant tell you how many times Ive heard people say that theyve entered their dates title, company, and location to figure out how much they make. But weve also heard tell of singles using Glassdoor to look up their partners work-life balance, job satisfaction, and more. Welcome to dating in the 21st centuryBefore going to a restaurant, staying at a hotel, or visiting a store, people often go to Yelp and read what others have to say about it as a gut-check on their decision. But according to a recent study in the International Journal of Hospitality Management , Glassdoor c an be used much in the same way. After reading negative Glassdoor reviews from employees of a hotel they had visited in the past 12 months, study participants gave significantly lower ratings for overall satisfaction, quality of service, intention to recommend the hotel to others, and intention to return to the hotel, Dr. Chamberlain writes in his summary of the report . The findings of this new study suggest another reason why monitoring and cultivating a healthy workplace culture can be good for business - in addition to it being good for employees, Chamberlain says.If youve got a Tiger Mom (or Dad), watch out - they may be using Glassdoor to plan out your future for you. We at the Glassdoor HQ have heard from many an over-enthusiastic parent that Glassdoor is a treasure trove for investigating which companies, jobs, and majors their children should pursue (and which ones they should avoid). Whether they want to make sure their child ends up at a Best Place to Work , chooses a Highest Paying Job , or studies a Highest Paying College Major , theres no shortage of data for them to pore over.If a company is engaged in financial wrongdoing, they probably arent exactly going to come out and say it. But according to a recent study, their Glassdoor reviews could speak volumes as to whether or not theyre operating honestly. This joint study between George Washington University and Hong Kong Polytechnic University found a link between negative Glassdoor reviews and the likelihood that a company would be investigated for fraud by the U.S. Securities and Exchange Commission. The studys results suggest that managers shouldnt dismiss employees complaints about culture. If managers dont listen to employees feedback and attempt to correct the problem, a dysfunctional culture could lay the foundation for an accounting scandal down the road, Dr. Chamberlain says .Glassdoor can be a journalists best friend - and not just because it helps them find a job or get a rais e . Journalists use Glassdoor in a variety of ways, from viewing the hottest job openings, labor market trends and whos hiring in their city, to how to ask for a salary raise, to what led to a CEO being hired at or dismissed from a company, says Scott Dobroski, Director of Corporate Communications at Glassdoor. And Dobroski of all people should know - he often spends much of his day-to-day talking with reporters who turn to him for insights on the stories theyre working on. Glassdoor is used in news stories about business, careers, real estate, HR, personal finance, retirement, and more every journalist in the world can use Glassdoor in some way, Dobroski says.Whether youre looking for a customer relationship management tool, marketing platform, or human resources information system, the difference between a good vendor and a bad one often comes down to customer service. So what exactly makes for great customer service? For one, somebody who actually enjoys coming to the office on a day-to-day basis. Before they sign contracts with vendors, more and more companies are turning to Glassdoor to see what employees think about working there. As the saying goes, happy employees equal happy customers - so what better way to predict how satisfied youll be with their services than checking out Glassdoor reviews?

6 Times Being an Out-Of-State Job Applicant Helps (and Hurts) You

6 Times Being an Out-Of-State Job Applicant Helps (and Hurts) You6 Times Being an Out-Of-State Job Applicant Helps (and Hurts) You When clicking submit on an online job application, youve probably stared straight into your computer screen and wondered whether your application would ever be seen.These uneasy feelings are compounded when you apply for a job in another state. Even if your resume lands into philanthropisch hands, something as simple as your mailing address could hold you back.Join the club. About 86 percent of millennials - and 77 percent of employees overall - say theyre willing to relocate for work, according to a 2017 Bamboo report .When submitting your application for an out-of-state position, youve probably reconsidered including your home address on your rockstar resume . Some applicants even worry about the area code of their contact phone number.Hiding your location from hiring managers might get your resume chosen from the stack. But it will be revealed during the interview process.Here are three scenarios when living out of state might prevent you from getting a job.The mora widely shared a job post, the more applicants it attracts, and the harder it is to score an interview .These days, you might see application tickers noting how many views a job post has received, or even how many applications it has garnered.So if youre living in a smaller city and looking to make a move to San Francisco, New York or somewhere in between, realize youre not alone.Human resources managers might be concerned that even if youre the better candidate , youre also a riskier one. Youll be making a big move and having to juggle your new living situation with your new job.To make yourself more attractive, you could use your cover letter to show you have a handle on the new city. You could mention, for example, that you already have a new home lined up. You might even cite examples of times you adapted to new surroundings in the past.Comp anies expand their budgets to hire senior employees some are willing to go far and wide to bring in the right leaders. For entry-level roles, however, a human resources team might not want to devote part of its budget to flying in and hosting out-of-state job interviews . New graduates with general skillsets are easy to find locally.Nobody wants to be on the hook for the expenses involved with funding your relocation if the relationship doesnt last, said Tyson Spring, founder of Elever Professional , an executive search firm and staffing company.If youre a new or recent graduate, you could erase a companys concerns over cost by offering to pay for your moving expenses.If you want to work for the state government, many states like Colorado require you to have been a resident for at least a year. In the private sector, you might see similar requirements on job descriptions or learn about them during a first interview.Even if no requirement exists, you might be penalized for a lack o f familiarity with a city or region.The tech scene in Austin has a far different culture than the tech scene in Silicon Valley and the Bay Area the New York advertising and media culture differs dramatically from Los Angeles, Spring said.This is not to say that people cant make the switch, he continued, but when faced with two very similar skillsets, the off-the-resume attributes abflug to come into the assessment.Spring added that a candidates network and knowledge of a given city could make a local candidate a better bet. The stronger network might make the new hire more helpful with recruiting and employee referrals , for example.Strengthen your connections in the city where youre hoping to live and work. You can do this by joining a national association tied to your field and attending conferences. You might also look through your LinkedIn connections to see if any of your college classmates ended up working in your preferred city.Many job applications will ask you if youre wil ling to relocate for the position. That reveals your status as an out-of-state applicant right away.Here are three scenarios when that status might help your case.The scope of your desired role should tell you a lot about whether the hiring manager will prefer a local candidate. If youre hoping to work for a national corporation that happens to be housed in Portland, Oregon, for example, you wont be expected to be an expert in the Pacific Northwest. In fact, they might even value an outsider that adds diversity to the team.But there will still be a cost to bringing you on board.In instances where relocation is budgeted for, your chances of being hired are probably just as good as someone local, said Tiffani Murray, a human resources consultant. The reason for this is that the company has already decided, through researching the market for talent, that they may have to look outside of the city for the best hire.Having unique experience or skills can push you over the top. When a pplying for out-of-state roles, ask yourself what helps you stand out from the competition. If youre a content marketer who can also code webpages or entwurf infographics, for example, that might set you apart.When you discover whatever it is thats unusually useful about your background, highlight it in your application. Make the case that its worth paying for at least the travel expenses required for an in-person interview.Understandably, hiring managers are put off by out-of-state applicants who say theyre willing to shift their entire life to take a particular job. Theyd feel especially guilty if you moved across the country only for the job to not work out months later.When possible, being transparent about your interest in a job and your ties to the companys city can help your case. Maybe you tell the hiring manager about your nearby friends or family, your past trips to the city or that youre moving with a significant other whos already found a job.These sorts of reasons for relocating give a company the impression that you know what youre getting yourself into, that youre ready to lay down roots. That lessens their risk of hiring an out-of-state applicant who sours on the new city and decides to quit the job .If you dont have ties to the city, dont worry. You might also try to use the opposite to your advantage. If youre leaving San Francisco for the lesser-known Santa Fe, for example, you might pitch yourself as someone having big-market experience who can help drive innovation.If youre feeling bold, you can offer to cover your own moving expenses, helping reduce the companys cost of hiring you.I have secured entry- and mid-level jobs in big cities on three separate occasions, in part, by explaining to the hiring manager that IBeing a relatively recent graduate furthered my argument. The companies knew I welches green and ready to pay my own way toward more professional experience. But you dont have to be in your early 20s for this strategy to wor k.Consider covering the following details in your killer cover letter You might wait for the company to ask whether youre willing to finance your move, in case they make the offer first. Just ensure that you lay out the timeline of your move. A company might be willing to wait on you if youre paying your way to town.When youre an out-of-state job applicant, you dont just have to prove youre right for the job . You also have to prove youre right for the area.Unlike local candidates, youll have to show you can adjust to the cost of living and a potentially different salary in a new state. Itd be wise to perform your own research on the jobs pay, the states taxes and your possible living situation before even applying.If the math makes sense and the job description is a match, its up to you to put in the work to make the job happen.This article was originally published on Student Loan Hero . It is reprinted with permission.