How To Use a Contact Manager (JibberJobber is a Contact Manager)

How To Use a Contact Manager (JibberJobber is a Contact Manager) Im reading David Bradfords book Up Your Game, and on page 41  he talks about using a contact manager. David is the consummate networker who has also had a terrific career.  Hes a grandpa living in Utah and just recently was the CEO of HireVue, and before that, CEO of the amazing Fusion-IO. He is active on social media and has a big, giving heart. Back to the contact manager concept.  In the olden days (well, actually, even today) most people had not heard of a contact manager.  Everyone had heard of a Roladex, which is an old-fashioned device that sat on your desk, and allowed you to quickly flip through cards that had your contacts information on them so you could find their phone number and call them.  Heres a modern-looking roladex (image courtesy wikipedia): According to what Ive found online, ACT! was the first digital contact manager that is, a contact manager on a computer.  It was 1986 (where were YOU in 1986??) and ACT! would be the first of hundreds.  There were a few others that you probably havent heard of, the one I briefly used was Goldmine.  Today you have likely heard of the massive $5B/annual company Salesforce.com.  Perhaps there are thousands of CRM systems now. CRM stands for Customer Relationship Management and this software has mostly been designed for sales professionals.  Some of them LOVE the software, and live-and-die on CRM, and others abhor CRM (because they are people people, and not software nerds). The Roladex, and the little black book of contacts, were for anyone trying to keep track of their friend/family, etc. CRM was really mostly for salespeople.  Who else would pay that much for software that was that hard to use, when all you really wanted was a place to write down a phone number? When David wrote about using a contact manager in his book, I got excited.  He is not using it as a sales professional, hes using it as a real contact manager!  Hes using it to keep track of who is is meeting, what their important phone information is, when he communicates with them, and when he needs to follow-up. Let me break that down, and make this a how to post.  This is more of a how to get value out of a contact manager than how to use any bells and whistles.  And just for fun, Im going to use JibberJobber instead of contact manager. First, store your contacts in  JibberJobber. You can store all of them, but you dont need to.  Dont get stressed that one system (perhaps your email contact list) has contacts that are not in JibberJobber, or that LinkedIn doesnt have all of the same contacts as you have in JibberJobber.  Recognize that these are different systems with different purposes.  The purpose of your contact manager (JibberJobber) is not to have the contacts everwhere else, but to serve as a central repository of IMPORTANT contacts that you are, can or want to nurture.  If someone comes into your life through LinkedIn, eventually theyll probably end up in JibberJobber. Second, record information about those contacts. When you first enter a contact, you likely wont have all of the information you could put in about them.  I usually start with just the first name, last name, and email address.  As my relationship progresses, or as we exchange more and more emails, I will find out other information, like a work address or phone number, which might be in their official work email.  Just collect this information as you get it, and gradually enter it into JibberJobber.  Dont stress about not having it to begin with Third, record important communication as log entries.   When you reach out to someone, or respond to them, log it into JibberJobber.  I dont do this all the time, but as Im starting a relationship Ill log any communication just to put a timeframe around how fast or slow our relationship is forming.  Once I have a strong relationship with someone, I find myself logging communications less, but the quality of what Im logging increases.  For example, we meet at a networking event and I send you an email.  Ill log that email, even though its not going to have anything more substantial than nice to meet you lets get on a call next week.  A few years later Im not going to log every email we exchange, but if there is something big, or important, then Ill log that.  Dont beat yourself up for not logging everything youll get used to what you really want to track and what you dont need to. Fourth, indicate when you need to follow-up with your contacts. This might be one of the hardest things to do, and track, for people who are starting to get serious about networking.  Why?  Because the more you network, the more follow-up you can do!  And it feels rotten to meet people, start a relationship, and then forget when to follow-up, or who they were, or why you should follow-up, etc.  In JibberJobber, youll create action items, which is basically a due date on a log entry.  You can even create recurring action items, which means you can say Ping Johnny every quarter, to help you nurture relationships over the long-term. Keith Ferrazzi says that if you want to be better than 95% of your competition, all you have to do is follow-up.  We know this, but theres a reason why 95 out of 100 people dont do it: its hard to manage! Let JibberJobber be your contact manager and your follow-up tool. The focus is not on sales, rather on relationships. Are you ready to get serious about this yet?  Jump on a User Orientation webinar, and lets start by taking baby steps together. How To Use a Contact Manager (JibberJobber is a Contact Manager) Im reading David Bradfords book Up Your Game, and on page 41  he talks about using a contact manager. David is the consummate networker who has also had a terrific career.  Hes a grandpa living in Utah and just recently was the CEO of HireVue, and before that, CEO of the amazing Fusion-IO. He is active on social media and has a big, giving heart. Back to the contact manager concept.  In the olden days (well, actually, even today) most people had not heard of a contact manager.  Everyone had heard of a Roladex, which is an old-fashioned device that sat on your desk, and allowed you to quickly flip through cards that had your contacts information on them so you could find their phone number and call them.  Heres a modern-looking roladex (image courtesy wikipedia): According to what Ive found online, ACT! was the first digital contact manager that is, a contact manager on a computer.  It was 1986 (where were YOU in 1986??) and ACT! would be the first of hundreds.  There were a few others that you probably havent heard of, the one I briefly used was Goldmine.  Today you have likely heard of the massive $5B/annual company Salesforce.com.  Perhaps there are thousands of CRM systems now. CRM stands for Customer Relationship Management and this software has mostly been designed for sales professionals.  Some of them LOVE the software, and live-and-die on CRM, and others abhor CRM (because they are people people, and not software nerds). The Roladex, and the little black book of contacts, were for anyone trying to keep track of their friend/family, etc. CRM was really mostly for salespeople.  Who else would pay that much for software that was that hard to use, when all you really wanted was a place to write down a phone number? When David wrote about using a contact manager in his book, I got excited.  He is not using it as a sales professional, hes using it as a real contact manager!  Hes using it to keep track of who is is meeting, what their important phone information is, when he communicates with them, and when he needs to follow-up. Let me break that down, and make this a how to post.  This is more of a how to get value out of a contact manager than how to use any bells and whistles.  And just for fun, Im going to use JibberJobber instead of contact manager. First, store your contacts in  JibberJobber. You can store all of them, but you dont need to.  Dont get stressed that one system (perhaps your email contact list) has contacts that are not in JibberJobber, or that LinkedIn doesnt have all of the same contacts as you have in JibberJobber.  Recognize that these are different systems with different purposes.  The purpose of your contact manager (JibberJobber) is not to have the contacts everwhere else, but to serve as a central repository of IMPORTANT contacts that you are, can or want to nurture.  If someone comes into your life through LinkedIn, eventually theyll probably end up in JibberJobber. Second, record information about those contacts. When you first enter a contact, you likely wont have all of the information you could put in about them.  I usually start with just the first name, last name, and email address.  As my relationship progresses, or as we exchange more and more emails, I will find out other information, like a work address or phone number, which might be in their official work email.  Just collect this information as you get it, and gradually enter it into JibberJobber.  Dont stress about not having it to begin with Third, record important communication as log entries.   When you reach out to someone, or respond to them, log it into JibberJobber.  I dont do this all the time, but as Im starting a relationship Ill log any communication just to put a timeframe around how fast or slow our relationship is forming.  Once I have a strong relationship with someone, I find myself logging communications less, but the quality of what Im logging increases.  For example, we meet at a networking event and I send you an email.  Ill log that email, even though its not going to have anything more substantial than nice to meet you lets get on a call next week.  A few years later Im not going to log every email we exchange, but if there is something big, or important, then Ill log that.  Dont beat yourself up for not logging everything youll get used to what you really want to track and what you dont need to. Fourth, indicate when you need to follow-up with your contacts. This might be one of the hardest things to do, and track, for people who are starting to get serious about networking.  Why?  Because the more you network, the more follow-up you can do!  And it feels rotten to meet people, start a relationship, and then forget when to follow-up, or who they were, or why you should follow-up, etc.  In JibberJobber, youll create action items, which is basically a due date on a log entry.  You can even create recurring action items, which means you can say Ping Johnny every quarter, to help you nurture relationships over the long-term. Keith Ferrazzi says that if you want to be better than 95% of your competition, all you have to do is follow-up.  We know this, but theres a reason why 95 out of 100 people dont do it: its hard to manage! Let JibberJobber be your contact manager and your follow-up tool. The focus is not on sales, rather on relationships. Are you ready to get serious about this yet?  Jump on a User Orientation webinar, and lets start by taking baby steps together.

Living in Permanent Potential is a Tragedy - Classy Career Girl

Living in Permanent Potential is a Tragedy Most people live their lives in permanent potential. One of my coaches told me this. They have potential, everyone else sees it, they themselves can sense it, yet they never ACT on it. They never USE that potential. It never materializes into anything. It’s just there.  Their potential is a dusty trophy they keep on the top shelf.  Eventually, they get so used to it they forget about it. But, oh, 20 years from now, they can tell the story of all they “could have” been and done. But never did. What a tragedy.  I identify with this crowd. You see, until recently, it was me. I came to the United States with my family when I was 5.  We came because this country carried the promise of POTENTIAL. All the things we could do and become that were not available in our home country.  So we were encouraged to live to that potential. I was the smartest kid in the class, pushed myself to do great not only in class but in sports and student leadership. I did so well, I got a full ride scholarship to college. I didn’t stop there. In 2008, when the sky was falling for everyone else, I had a job offer before I started my last semester of college. I was full of potential! The sky was the limit. The world was my oyster. But while working in corporate America, a small change happened. All of a sudden, I was no longer the one who controlled what I could do with my potential. There were rules, regulations, red tape and standard practices. Years of giving it my all and being so slowly rewarded for it started taking its toll. I heard people talk about my potential, and I knew that I had it, but all of a sudden, it seemed that I was no longer in control of WHEN it would materialize in my career. I allowed myself to believe that OTHER people were responsible for determining when I could act upon my potential. When I decided to launch my own business, the hardest part for me was to gather the courage to go and do. Now, I know most people who know me would disagree with that statement. They’ve seen me put myself out there on Periscope, Facebook Live, and speaking in front of crowds. But when it came time to make an offer and  get clients, I always stalled. I had gotten so comfortable looking at how big my potential was, that it scared me to actually live it out. I had to spend time alone with myself and allow myself to be brutally honest with my feelings. Allow myself to admit that I was the one holding myself back. No one else. It was MY fault, my responsibility, my choice. That was the best part. Because  if I was the problem, that meant I was the solution as well. How many of you are in the same boat? You feel like you’ve been working away. There is always so much activity. Yet you’re in the same place where you started? You’ve made no progress. Are you ready to be brutally honest with yourself? Are you ready to claim responsibility? Are you ready to start LIVING your potential instead of keeping it as a dusty trophy on a shelf? The first step is to admit that you are not where you want to be. The second step is to identify where do you want to be. Now start filling in the gaps. Remove any activity that will not help you get to point B. Listen to the thought leaders that will help you get there faster (hello, Classy Career Girl!). Don’t wait until the end of your life to realize that you’ve only scratched the surface of your potential (Henry David Thoreau).   At whatever cost â€" start now! Related Post: 6 Female Leadership Strengths That You Should Be Proud Of

Listen to Interviews with 3 Career Experts in the Get Ahead Club Today!

Listen to Interviews with 3 Career Experts in the Get Ahead Club Today! If you havent yet joined the Get Ahead Club, I highly suggest doing it today because I am interviewing three amazing women!  Look who I get to interview today! I cant wait! Click here to join us live or listen to the recordings for only $1! Interview #1: July 29th (Monday) at 6pm PST (9pm EST) The Author of  Social Networking for Career Success: Using Online Tools to Create a Personal Brand Miriam Salpeter is owner and founder of Keppie Careers, a coaching and consulting firm helping job seekers and entrepreneurs leverage social media and other tools to achieve their goals. She has appeared on CNN, and major media outlets, including The Wall Street Journal, The New York Times and others have quoted her advice. In addition to her own blog, Miriam writes for U.S. News World Report and for Aol Jobs.com. Miriam coaches job seekers and entrepreneurs about using best practices to land great opportunities by offering clarity, confidence and know-how. She believes everyone controls his or her own future and her job is to provide the road map to success. Interview #2: July 29th at 1pm PST (4pm EST) The authors of Mean Girls at Work: How to Stay Professional When Things Get Personal Kathi Elster and  Katherine Crowley  create the yin and yang of their company, K Squared Enterprises. Since 1989, they’ve combined their complementary expertise to develop a unique method for dealing with difficult people and challenging conditions at work. Their inside-out approach transforms the way businesses uncover and resolve their greatest interpersonal dilemmas. Bestselling authors, educators, public speakers, and veteran consultants, Katherine and Kathi are seasoned guides in the area of professional fulfillment through self-awareness and self-management. They use humor and a slue of engaging techniques to mediate solutions for individuals at every level of employment â€" from executives to managers to frontline employees. But, what is the Get Ahead Club? I created the  Classy Career Girl Get Ahead Club  for all levels of professional women. You will love this club if you are just about to graduate from college, if you are an experienced professional or if you are a busy working mother who wants to learn how to have it all. This is my entry level of membership  and a great way to have ongoing access to me and other career experts at a very affordable rate. I have been interviewing experts about professional topics for over two years on my blog. But, I realized something was missing.  There were no action steps or the ability to ask my expert guests any questions because the call wasn’t  happening  live.  It wasn’t giving me enough interaction with you and I didn’t feel that you were getting enough out of my interviews to take back into their career.  So I decided to raise the bar so you can use what you learn today and make yourself an absolute success in your career!! These women that I pick to interview are women that I REALLY want to talk to. I have heard them speak before and they have completely inspired me.  So I am being very picky and only choosing the best experts and successful professional women that I REALLY want to talk to. So I won’t waste your time. This is as good as it gets! Hope I get to welcome you into the club today! ??

Personal Branding Interview Daniel Pink - Personal Branding Blog - Stand Out In Your Career

Personal Branding Interview Daniel Pink - Personal Branding Blog - Stand Out In Your Career Today, I spoke to Daniel Pink, who is the New York Times bestselling author of A Whole New Mind: Why Right-Brainers Will Rule the Future, and the author of the new book called Drive: The Surprising Truth About What Motivates Us, which arrives in late December.   This is one of his first interviews before his new book comes out, so we spoke about how he was influenced to write it, what his thesis is, and then dove deep into what drives people. What influenced you to write Drive and how does it connect with the message in your previous books? I actually wrote a little about motivation in both FREE AGENT NATION and in JOHNNY BUNKO. But it was the central idea in A WHOLE NEW MIND that were moving to a world where creative, conceptual, empathic abilities matter most that really got me thinking. How do people develop those sorts of abilities? That question led me to the science motivation and the answers I found surprised me. From your research, what are the common factors that motivate people in the workplace? Why do old routines not work anymore? First you have to have the baseline rewards in place a decent salary, some benefits, an ok work environment. Without those, there will be no motivation at all. But beyond that, the main insight from 40 years of behavioral science is that what I call If-then motivators If you do this, then youll get that can be effective, but that they work in only a surprisingly narrow band of circumstances. And for creative, conceptual tasks, they rarely work and often do harm because they narrow our focus so severely. Since more of us are doing that sort of work, the motivational operating system we have in place needs an upgrade. Badly. How does intrinsic motivation work on the job, at home, and in ourselves? The key is to understand that we have several drives. Drive #1: We have a biological drive: we eat to sate our hunger, drink to slake our thirst, and so on. Thats part of being human, but thats not all we are. Drive #2: To seek rewards and avoid punishments in our environment. But thats not all we are either. Drive #3: To direct our own lives, to get better at things that matter, and to connect to something larger than ourselves. Its that drive what some think of as intrinsic motivation thats essential to high performance and even personal fulfillment. Are any companies currently leading the way with this new form of motivation? Sure. One of my favorites is Atlassian, an Australian software company. Once a quarter, they do something very cool. For 24 hours, they let their developers can work on anything they want, any way they want, with whomever they want and then show the results to the rest of the company. That one day of intense autonomy and autonomy is critical to genuine motivation has produced a whole array of software fixes and ideas for new software that might not have emerged otherwise. In terms of your career and brand, how does this new book support your overall mission? Im trying help people see whats going on around them in a new, and more accurate, light and then use those insights to improve their work and their life just a bit. If DRIVE does that for a few readers, thats incredibly motivating. - Daniel H. Pink is the New York Times bestselling author of A Whole New Mind: Why Right-Brainers Will Rule the Future, which has been translated into 20 languages.   He also authored The Adventures of Johnny Bunko and Free Agent Nation.   Dan’s articles on business and technology appear in many publications, including the New York Times, Harvard Business Review, Fast Company, and Wired, where he is a contributing editor. He has provided analysis of business trends on CNN, CNBC, ABC, NPR, and other networks in the U.S. and abroad. He also lectures to corporations, associations, and universities around the world on economic transformation and the new workplace.   A free agent himself, Dan held his last real job in the White House, where he served from 1995 to 1997 as chief speechwriter to Vice President Al Gore.   His next book is called Drive: The Surprising Truth About What Motivates Us, which arrives in late December.

10 Ways HR Managers Can Improve Employee Productivity in the Workplace CareerMetis.com

10 Ways HR Managers Can Improve Employee Productivity in the Workplace â€" CareerMetis.com Human resource management, at its very core, is about maximizing talent within an organisation to achieve its goals. This is the reason why, for decades, HR professionals have been experimenting with ways to improve the productivity of their employees, as this can significantly reduce labour-related costs while still achieving profit.In recent years, many technology companies have developed tools that would increase the efficiency and productivity of employees. These tools would normally eliminate mundane, repetitive tasks so that employees can focus more on important matters.With the proliferation of technology in the office, many HR professionals tend to forget that productivity isn’t just about equipping the employees with the right tools, but also about cultivating a positive attitude and work ethic in the workplace. Technology can’t easily address both of these.evalHowever, intangibles such as having comfortable working conditions, fostering healthy relationships among emplo yees, and having a fun company culture are proven ways to motivate employees to be more productive.In fact, various pieces ofresearchhave shown a correlation between employee satisfaction and the success of a company. It’s up to HR teams and managers to find out what changes they can implement to improve employee satisfaction and productivity.Before jumping into implementing new policies, thorough research should be done first. Start by identifying the productivity levels of your employees and teams with the help of a performance tracking system.Provide feedback based on the results. Listen and learn from your employees. By keeping communication lines open, you’ll find out why some employees aremotivated and productivewhile some are not.Based on the most common reasons, you can now map out an employee engagement plan. Here are the common reasons and their corresponding solutions that you can include in your plan:1) If employees feel under-appreciatedevalOne of the common reasons employees are demotivated and unproductive is that they feel they don’t get enough recognition.If most of your employees feel this way, you can set up a rewards program in the form of bonuses, prizes, sponsored training, and the like. You can also organize contests to encourage them to reach specific KPIs.2) If employees are burned outevalWhile we want employees to deliver 100% every day at work, pushing them too much can lead to burnout. This can cause major problems down the line aside from the decline in productivity.Encourage them to have a healthy work-life balance. You can increase the number of your vacation leave allowance, organize game nights every month, or offer discounted gym memberships.Most importantly, you have to assess the workload and distribution among each team and the members. Maybe it’s time to hire a new employee.3) If employees feel stuckGrowth is an important aspect of many professionals. Companies that encourage employees to take career development st udies, keep up with the latest technological changes in the industry, and trust their employees with important work are rewarded with loyalty.evalFor more ways on how toimprove employee productivity, check out this infographic from e-days.

5 things to know before you try to motivate your employees with money - The Chief Happiness Officer Blog

5 things to know before you try to motivate your employees with money - The Chief Happiness Officer Blog Do financial rewards motivate employees to work better? I really dont think so. Companies that use rewards and bonuses to make employees happier and more motivated are largely wasting their money. The promise of a bonus has never really done anything for me personally, and the research in motivation is very clear: Rewarding people for better performance tends to reduce performance. See the book Payoff by Dan Ariely for some great real-life studies. But maybe Im wrong it wouldnt exactly be the first time :) So I recently asked this question on twitter and LinkedIn: Have you ever received a bonus or other monetary reward at work, that was given in a way that made you happier at work and/or more motivated? If so, what about the reward was it that worked for you? The replies clearly show that we cant completely dismiss the use of monetary rewards and bonuses at work and they also reveal when they actually make people happier and more motivated. Here are 5 lessons from the replies I got. 1: Financial rewards work better when they are surprising One factor that showed up in may comments was that surprising rewards work much better than expected ones. This is a crucial finding because many companies promise certain rewards when employees achieve certain goals, making the rewards expected and reducing their effectiveness. Here are some examples: My husband recently received an unexpected bonus, for exceptional service. It was not asked for, not expected but welcomed with great warmth and happiness. I have this clear recollection of my former manager handing me a gift certificate for a lunch. Compared to my other bonuses and incentives this was nothing in a monetary perspective and yet it made a huge impression the reason being that it was unexpected. He just wanted to appreciate my work. Yes I have the fact that it came out of the blue and was accompanied with a handwritten card from the bosses meant all the difference in the world. One time. It came as a complete surprise (as opposed to those entitled bonuses) + some nice personal words to go with the $$$. It came as a surprise, so was a reward rather than incentive, and with a genuine, and face to face, conversation about why it was being given. 2: Financial rewards work better when theyre clearly tied to recognition People also found rewards motivating when they were given as recognition for good and meaningful work. Yes, when it was clearly linked to the result we as a team had made. Everybody got paid from the hard work and because we succeeded. Being part of a result and seeing that in your wallet I believed made us happier. I was fortunate to work for an executive who understood the value of appreciation. The company didnt have a bonus system as such (at least not for my level) yet, from time to time, when I had done a particularly good job he would come to my office, give me feedback on the extra value of this effort, an gave me 3 bottle of good red wine, paid for a pair of expensive sunglasses I was looking at, ? smaller tings like that. He frequently gave med feedback on what I have done but sometimes, it was just a tad more than that and it made me feel good and truly appreciated ? and really wanting to do what it takes to experience that again. Oh by the way the executive was not my immediate manager, but the managers manager. 3: Financial rewards work better when they are given as a good experience Many people mentioned that theyd gotten rewards that were given as a good experience rather than as a monetary amount. At one of my workplaces the bonus system allowed me to study an MBA. The reward system was built on pretty simple financial KPIs and depending on the result my employer would pay for the following year?s tuition.that affected my motivation positively. Yes anything you can share with your family is great! They also suffer from us working hard :-) Good question Alexander ! I worked during 5 years for a Hotel group chain in the world, with work contracts of limited duration for each mission. One day, between two contracts, my manager offered me (to reduce my waiting of my working visa for Kenya and to thank me), a free Flight where I wanted in the world. 10 days after, i left with my best friend for Mauritius island !! Beautiful reward of my work : to offer me a moment to rest !!! Looking back I am more happy with a dinner my great boss gave me many years ago than a loyalty bonus of substantial value from an ahole years later. Does go on vacation and bring me the receipts you look like you need it count? If so, yes and what worked was the fact that this particular boss noticed that I was run down and ragged and did, in fact, sorely need a vacation, and that I was going to find an excuse not to go unless she did something about that, too. Also, I couldnt really afford a trip at the time, so the money did actually matter, too. 4: Financial rewards work better when people need money This one aint exactly a mystery if employees need money, giving them money makes them happy. A friend of mine once told my managers manager that I was so tired (I was working 14-16 hours a day, seven days a week for 3 months) I had fallen asleep in the cinema watching the latest 007 movie (so, not something by krzysztof kieslowski). My managers manager said that hed reimburse my ticket. I thought nothing of it, but got a note from him saying that theres money for a dinner also, and then a 2.500 USD extraordinary payout. It made a huge difference and impact, I felt really appreciated (because money was a factor in my life back then). Today, it wouldnt make any big changes. Once, when I was young and working at my first real job. When Christmas arrived I got a box full of Christmas related food and snacks. This was also my first time living on my own I expected nothing and was very happy to get food and snacks that I could not afford on my own back then. 5: But many say rewards dont work for them I got so many replies from people who said that they had never received a financial reward in a way that worked for them. In some cases, they even made things worse. Here are some of the replies: I have also tried being incentivized where it felt more like a stressful factor than an incentive. I think for me at least the task has to hold meaning and the reward has to be at a reasonable level to balance out the extra effort. Never. I was always rewarded with recognition, a new problem to solve and more responsibility. The pay was always more than I wanted to spend, and I never thought about it Nope. Did once get one so small the entire team thought of giving it back. As a reward for our efforts it was actually a demotivating insult. No bonus is better than a belittling bonus IMO. Yes, momentarily. Because the amount was substantial. Another time, yes, because I didnt expect it. Both times, the feeling lasted about a week.. then it was same old, same old Honestly, no, I don?t think I have. I?ve valued the money, and sometimes felt trapped in my role and retained by the expectation of receiving it, but not felt motivated by it. Achievement, thank yous, helping my team, making things better and purpose all motivate me more. Only ever earned sales commission as a bonus, and never has it had any effect on my motivation or behaviour. In the past I?ve received a surprise bonus at the end of a big project and it was a moment of happiness and motivation. ?Hey, these people appreciate the work we did!? But when the next three projects finished up and no such bonus appeared, it was demoralizing in that the Board appeared to have lost interest or appreciation for the years of work that went into the projects. The upshot Monetary rewards are one tool that companies can use to motivate employees and keep them happy its just that for some companies its the only tool they use reliably and that is doomed to fail. If your employees need money, giving them money will make them happier. If they dont, you might find it? much more effective to: Make the reward a surprise Give an experience instead of money Give the reward as recognition for good work And note that these three can easily be combined, making rewards that much more effective. And ESPECIALLY note that if when companies give bad rewards they can actually backfire and make employees less motivated. How dumb is that? Related posts Jobs, careers and callings: The surprising truth about what motivates us at work 3 reasons why bosses should reward effort rather than results Book review: Payoff by Dan Ariely Thanks for visiting my blog. If you're new here, you should check out this list of my 10 most popular articles. And if you want more great tips and ideas you should check out our newsletter about happiness at work. It's great and it's free :-)Share this:LinkedInFacebookTwitterRedditPinterest Related

Some Tips For Writing a Resume With Little Experience and Undeclared College Degree

Some Tips For Writing a Resume With Little Experience and Undeclared College DegreeWriting a resume can be hard, and sometimes it is confusing to a person who has little experience. An online service can help those who have little experience or college experience to write a resume. There are many different services that can help, and here are some of the things that you should look for when you use a service to help you write a resume.First, when you have little experience and no college degree, you should know that sometimes it will be harder to find jobs. Sometimes people with good resumes to get jobs, but sometimes people with resumes like yours don't. In some cases the jobs that you think you have may be filled by other candidates that are not as qualified as you are. You want to make sure that you have a great resume, but you also want to make sure that it is well written and able to stand out in your industry.Second, if you are looking for resume writing help, make sure that th e resume writer you are looking at does not charge a lot for their services. A writer can be very expensive, and some people will pay much more than what you need for a resume. You want to make sure that you are not paying too much for resume help.Third, make sure that the resume writer you are using is an expert on the topic of the job you are applying for and is well versed in the area that you are applying for. You do not want to waste your time trying to help someone who doesn't understand your specific industry or field. A writer who is familiar with the job and who understands the industry that you are applying for is best for your resume.Fourth, make sure that you are honest with your resume. You don't want to be dishonest with a resume, and it is much better to have your resume written with you being completely honest than to have someone else take advantage of you. You need to make sure that you are clear about the job that you are applying for, and that you are honest with your resume. If you are unsure of the position you are applying for, you need to be careful.Fifth, make sure that the writer you are using is going to be writing your resume for you. You want to make sure that they are someone who is knowledgeable about the particular industry that you are in, and you want to make sure that they can explain things clearly and correctly. When you are working with a service for the first time, you may feel that they are overstepping their boundaries.Sixth, make sure that you are going to be spending some time each day to spend writing a resume. This may seem like a silly point, but you do not want to sit down and write a resume all day long. Some people may be used to working from home, and they may not want to sit down and work on a resume every day.Lastly, if you are worried about writing a resume, it is easy to hire a professional to help you. You can find plenty of writers that you can work with, and you should go to several different websites an d see who can best fit your needs. Many writers can get back to you within a day.