Job Transition

27 Jun


I am back at it again, writing about contemporary business tactics and how they suck! I started my blog for a class on social media at theUniversityofNevada,Reno, but now I am doing it out of passion. I wanted to jump back into blogging by going over the job transition process that takes place in American business as a whole, and sum up my recent experience of transitioning between one job and another.

The transition process between jobs is defined as get pissed off, search for job, apply and interview, put in two week notice, possibly get counter offer from current job, and most likely start orientation at new job after two weeks of miserable waiting at current job. I have been through (am currently in my two weeks while writing this) the entire process. I was disappointed with my current job and its lack of opportunity for a recent college graduate so I started applying to other companies. I put out a few resume’s as a way to vent my frustration with my work situation, as I do quite often, but quickly realized that I should take the process more seriously and target jobs that I can easily get; so that’s what I did.

To my surprise, within a few days a company with the opportunity I so desperately needed called me. I set up an interview with a VP from said company and laid out the exact reasons I was leaving my company, what I expected from his company, and when I could start. The VP understood everything I wanted, my reasons for leaving my current company, and said they would be able to accommodate me at his company. I was ecstatic!!! I followed up with an interview with the acting manager at the location I would come to work at and waited for my offer letter.

When my offer letter came, all of my expectations were met and I took it to my current job the next day. I was expecting my current company to offer me a counter offer, ask what it would take to keep me, or at least seem like the last five years of service to them was appreciated, I was wrong. I felt appreciation by the individuals in the office when I put in my notice but not for my contributions, for my person. I was awe struck by the fact that the same company that had paid for my last 5 years of college, the company I had perfect attendance at, the company I had taken on a managers role for no more money and with no title change had no interest in keeping me. To tell you the truth, I was seriously hurt!

Now I knew, it was time for me to leave my current company and take the offer with the new one. It was time for me to “pull the trigger” on taking a new position with a company I didn’t really know but offered what I needed. I left the office and went back to work, making sure that everything that needs to get done for the next person to take the role and learn it was completed. I sat at a company that didn’t even try to keep me when I had only an offer letter, not five years of history, to pull me away from it.

What still blows my mind is that I just got done filling out the exit interview paperwork and I can’t push my self to burn the bridge. I mean this company has soooooo many dirty secrets and so much dirty laundry that I can have multiple federal agencies at its door tomorrow, but I still can’t pull my self to say a single detrimental or insulting thing on the exit paperwork. Some say that would be considered unprofessional, but to me not saying how I feel feels like a rape victim sending a thank you card.

Christmas Motivation

20 Dec

The holidays are a great time to be a manager, employees give you gifts and you can really feel the holiday cheer. When it comes getting gifts around Christmas managers get gifts from not only from employees but from their vendors as well. Managers might get caught up in all of this gift getting and forget that employees like to get gifts too. I have talked about how giving employee’s gift cards can have a great effect on their moral, but giving your employees company branded merchandise can really hit the heart during the holiday season.

Giving your employees t-shirts, coffee mugs, coats and other merchandise can not only make your employees feel like they are appreciated but motivate them during the holiday season. Fostering a family spirit during the holiday seasons is taking advantage the season and using it for bringing your work force together.

Bringing your employees together during the holiday season is what managers should focus on, building the employee/employer relationship. That is what it is all about, managers taking steps to motivate and bring together their work force! At our company managers raffle off branded merchandise to the employees and we love it. We feel that worm holiday cheer when we are considered by our managers!

Compilation for Managers

12 Dec

I can foresee me changing themes with my blog soon, or taking on another blog that will be a little more fun to write so I wanted to put together a compilation for the managers that have followed me. I don’t intend to stop writing this blog, just plan to make the content more in-depth, thus I plan to have fewer postings. Before I change pace I wanted to put forth this list of great sites for managers that I have found helpful in establishing my personal brand. And don’t worry, I will get the link to my new blog out as soon as I figure out a way to tailor the subject line a little better.

Well here it is a list of sites that managers should keep up on. Included in this list is some blogs that have helped me evolve my managerial thinking. Please cruise through these sites and learn what you can. I hope they have helped you as much as they have helped me.

These are some of the sites that have changed how I think about management. I don’t want my followers to think that I have a clue as to how to manage people or resources, life is a learning process. I do however advocate that people try to be the best manager they can be, this means admitting that they can never achieve their best, again life is a learning process. Continuing to evolve in management is the key to being a great manager, adapt and overcome obstacles that lie in front of you will never fail.

Space at the Work Place

1 Dec

Many places that I have worked in the past have had a locker room. Many places have had employee mail boxes. Some places even provided me with a desk, and these spaces were mine. I mean they belonged to the company, but I had a real attachment to them. I felt like the space given to me at work was like my room in a house full of people angling to get ahead and by any means necessary. I felt like my office, desk, cubicle, locker, and/or mailbox were my space, and when someone entered my space they needed permission. I understand that managers have reasons to enter into their employee’s space, but when it happens employees feel violated.

My recommendation to managers is that when you feel that entering into what an employee feels like is their personal space, they should do so with the utmost respect. You never know the value that employees put on their space, so managers should consider steps they can take to ensure they respect their employees while taking care of the managerial duties.

One such step is to inform employees when you need to occupy their work space. Sometimes situations arise that dictate you not inform them of the fact that you are going into their space; when possible, employees need to be informed. Another tip is when you are looking for something in an employee’s space, find it and move on. Don’t snoop in an employee’s space that is a way to ruin a trusting relationship quickly!

Education and Motivation

29 Nov

I work at a company which pays for me to go to college, well they reimburse me the cost if I pass my classes, and it has done a great deal to help motivate me to achieve a higher standing in the company. I don’t have the opportunity for upward mobility because I work in a remote area, but when I graduate college I am considering moving to Winchester Virginia where our corporate headquarters is located. This will enable me to hold a position in which I can start my journey up the corporate ladder. My hard work in school, and the fact that my company pays for it, go hand –in-hand because I know that achieving good grades is what they pay me to do. And doing a good job in school allows me to achieve not only my own life objectives, but in the long run it will allow me to put my knowledge to work for my company. What keeps rattling around in my brain is the connection between my company paying for my schooling, and the motivation it gives me.

Paying for my classes makes me want to achieve more at work because I feel like I owe it to my company. I fell like tuition reimbursement is not just a perk of my job; it is an investment in my future at my firm. I believe that my company has seen fit to pay for me to reach the top if I am ambitious enough to reach for it. I have noticed that many people in my company don’t attempt upward motion, and for that I am not disappointed them because they feel like they have topped out in our organization. Knowing ones limits and not attempting schooling is not a bad thing, but many people I work with are not able to feel the pride that I do from achieving my personal goals through organizational means.

It has long been my opinion, the five years I have been in school that an organization grows its talent and motivates its workers by putting stock into them. They put forth the means for individuals to improve themselves and in doing so they foster intrinsic motivation, drive to succeed, and loyalty. Managers should back tuition reimbursement for their workforce because it is a catalyst that will eventually ignite a more motivated worker, one that has more to offer the company.

Vacation: An Employee’s Perspective

28 Nov

Where I work at, vacation is given at the first of the year and if you don’t use it you lose it. I receive a generous amount of vacation days every year, and do my best to use every day I am given. I don’t like to end the year by giving unused days back to the company, even though I will be given more days at the beginning of the following year. I enjoy my time away from work and feel like I work to achieve it. I feel like when I am on vacation my company is taking care of my obligations, my bills, as a favor for my continued service to them. I feel like I am being given time away to tend to being me, hanging with my family and pursuing my passions.

The ability to do what I like with my time while getting paid is a gift that many employees don’t receive from their companies. I do understand that many companies don’t have the means to provide paid vacation for their employees, but I feel like when employees are no given sufficient time away from their jobs they are left to fill the voids in their lives with their work personalities or vice versa. This is dangerous in more than a few ways; it blurs the lines between who people are on the clock and how they define themselves through the exercise of their personal values in off time. I also believe that employees don’t fully develop their work persona’s, meaning that they will develop an amalgamation of what they feel is acceptable at home with what is acceptable at work, and project this hybrid persona in professional circumstances.

Crossing the lines between personality at work and personality at home can be a consequence of not allowing employees enough time off. Employees need time to embrace who they are and what they value outside of work. When they don’t get enough time off, they might forget who they are at work and let what is acceptable conduct only at home into the work space.

Tactics for Managing Sports and Work

26 Nov

ImageI have noticed that sports and work go hand-in-hand. What I mean is that sports are talked about at work more than anything else. Me and the other guys at work meet at the coffee pot first thing Monday morning and talk about the weekend football. Then we hit the water cooler in the afternoon and try to get each other to take crappy bets on upcoming games. Though I don’t take part in it, because it is stupid, the rest of the guys spend most of the day talking about their fantasy football. I can’t imagine the amount of time the guys I work with spend on their computers and cellphones screwing with their fantasy football. As you can imagine, sports and work are intertwined and they aren’t going their separate ways any time soon.

What is a manager to do when productivity slips due to this sports work relationship? Managers don’t have many options when it comes to limiting what their employees talk about, but they can drive productivity. What managers can do is offer tickets to popular sports games to employees that only care about sports. Taking advantage of what employee’s value in an effort to extract productivity from that sports fanatic slacker.

Managers need to take advantage of what employees enjoy and offer the incentives that employees desire to get what they need from their people. The ends will always justify the means, that is if the end is a damn productive employee. So when it comes to sports, let the guys talk. Don’t try to limit or drive what is talked about at the coffee pot, listen in and use it as a way to inspire employees to be more productive.

Hey Managers: Give a Turkey, Don’t be a Turkey!

24 Nov

I have said in my blog postings, time and time again, that trying to motivate your employees by throwing money at them does not really work. So throw turkeys! That’s right, hit them with a turkey. Just kidding, what I mean is the holidays are a time when management, acting together or individually, has that rare opportunity to let down the defenses. When the holidays are upon us, the best thing a manager can do is hit the floor and ask people what their plans are. Then when you have shown your employees that you are interested in them, hit them with a gift card for a turkey, a turkey card might only be $20 but it will make a big impression.

How many times have you been to the market, out to eat, hit the drive through, or were clothes shopping and when you were being rung up for your purchases remembered that you had an old gift card in your wallet/purse for $20. You say, “O-yea, I have this gift card too” then the cashier takes $20 off your bill and you feel a lot better about having to fork over your cash. That’s how people feel when they get a turkey gift card each year from their managers, they already know their grocery bill is going to be outrageous because of the turkey dinner they have to buy for an entire family, but management where they work has stepped in with a gift to soften the blow.

There is also a bit of psychology associated with the simple gift of a gift card around the holidays. Employees, over time, feel like the people they work with are like a family. They but heads a little, they disprove or approve of what eachother do from time to time, they support eachother in bad times, and they congradulate eachother in good times; all the while, knowing they are under the watchful eye and guidance of management. So when management says, “we have a turkey gift card for each of you this year” employees feel like they have had special thought given to them, and feel a little loved in their company. Like a child that gets a very special present for Christmas, they feel like they have been thought of and are important.

So during the holidays don’t act like a turkey, give a turkey and be a friend and reinforce that bond of family amongst your employees.

Give a man a check and you will pay his rent for the month, give a man an opportunity and you will help him build his dream!

21 Nov

I like to read studies about management and what motivates employees. I have noticed that what motivates employees, and is shown to do so time and time again, is not necessarily what managers do. I don’t understand, why do managers, which I am studying to become one, not implement programs and procedures that are proven to have the strongest results? I believe that the studies I am reading end up clouded in a managers mind once they get out of college, or once they have been in an environment long enough to get away with doing what they have always done.

I would like to talk about forward momentum and how it is the greatest motivation technique. When you sit down at your computer and Google “what motivates employees” you are guaranteed to see on the first page of results articles that say, “not money.” I agree, money does not motivate me. Let me explain something I AM BROKE AS A JOKE!!!! but money does not make me want to work harder, it only makes my life outside of work easier. I get bonuses, great pay, and tons of vacation, but what motivates me most is the thought, the dream that one day I will have an office with a corner view. I work harder for the dreams of moving up to one day have the opportunity to come to fruition.  

Like most workers, let me correct myself, in accordance with the American dream and the fundamental appeal of capitalism, I hope to attain my dream of reaching the top of the pay scale and having all of what I believe I deserve. I work hard for the opportunity to move ahead. I know that money will come to me; I know I can earn money, but I dream in corporate offices and business suits when it comes to work. I don’t need money, I need an opportunity to work for my dream.

I am sorry, I have taken this to a personal note. I did not want to do this, I like to remain objective, but I feel like I speak for the general worker when I say money isn’t everything. I mean I know that no one will tell their boss this, but I hope that the managers reading my blog, and the future managers in class with me as I write this posting will take my words to heart. Give a man a check and you will pay his rent for the month, give a man an opportunity and you will help him build his dream!

You Have to Be Real With People

18 Nov

While blogging about management tactics I feel like I have gone so deep into the process of management that I get away from fundamentals. What I mean is that there are some really simple ways to manage people. Looking to the extremes is great, I like to cover out of the box stuff like that, but some of the most effective management tactics are the ones right in front of your face. My previous blog posting mentioned one of the tips from How to be a Good Manager: 8 quick tips,, this blog is a great aggregation of quick tips on how to be a good manager. I want to expand on one more of these tips before I move on, and that is their #4 “Be Real with People.”

You have to be real with people, all people, and all the time. This means being yourself and letting people know who you are. Don’t have multiple personalities, don’t be one person at work and another at home because this could cause you to have some serious credibility questions down the line. People need to know that you are a regular person, meaning that you aren’t some psycho alcoholic who litters and drives like a nutcase, outside of work.

To take it a little deeper, you need to stay true to your fundamental values at work. Don’t compromise what you believe in, don’t back down to a superior when you wouldn’t to a subordinate, and be as ethical in your person as you are in your business practices. Stability, normalcy, and accountability are all respectable traits as a manager and will be rewarded with respect and admiration. The thing to remember is to be real to yourself, no matter what your position on the corporate ladder.