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コロナ禍入社の若手社員向けに「リベンジ入社式」開催、フリーアナ藤井貴彦が送ったメッセージとは?

Unknown business, employees, entertainment, entertainment industry, news

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 2020年3月に開業した東京ワールドゲートの5周年を記念し、テナント企業の社員を対象とした森トラスト主催「リベンジ入社式」が3月31日に開催された。


 多くの企業で入社式がオンライン開催となったコロナ禍と、その後のリモートワークの普及で、社員間のコミュニケーション不足や一体感の欠如などが課題となっていることも背景に企画されたという本イベント。


 Z世代にあたる入社1年目～5年目の若手社会人約100名が参加し、2024年春にフリーとなったアナウンサー歴30年のフリーアナウンサーの藤井貴彦さんによる講演と、ワークショップが行われた。


 ○「モンスター新人が入ってくる可能性もあります」


 リベンジ入社式に参加したのは、日本たばこ産業、ベルシステム24ホールディングス、森トラストなど東京ワールドゲートのテナント企業8社に勤める若手社員約100名。


 企業の垣根を越えて意見や経験を交わすことで絆を深め、参加者である若手社会人の方のキャリア支援になることを目的に、東京ワールドゲートのオーナー企業である森トラストが企画・開催した。


 報道番組「news zero」（日本テレビ）に3代目メインキャスターとして出演し、「理想の男性上司ランキング」では8位に選ばれている藤井さんは、「まさに3月31日の年度末のお忙しい中、お集まりいただきありがとうございます。私もフリーになって1年目。明日から2年目ということで、フリーアナウンサールーキーの最終日を皆さんと一緒に迎えることができ、本当に嬉しく思います」と、挨拶。


 乾杯の発声の際は、「明日4月1日から新人が入ってきます。皆さんは先輩として階段をひとつ上ることになります。モンスター新人が入ってくる可能性もあります。逆に言うと、皆さんがモンスター新人だった可能性もあります。でも、後輩が入ってくるということは先輩としてのスキルを積み重ねることができるということです。後輩を大切にしながら、自分の能力を伸ばしていく、そんな1年にしてもらえたらと思います」と、若手社員たちを前に語った。


 また、ランチをとりながらの歓談タイムに実施された講演で、藤井さんは自身の新入社員の頃のエピソードをトーク。参加者からの質問にもユーモアを交えながら回答していた。


 ○藤井さんが1位に選んだ「通勤を楽しくする」アイデア


 本イベントでは「異業種同世代deサービス考案ゲーム」と題したワークショップも実施された。


 テーブルごとに5人1組の20グループに分かれて、まずはアイスブレイクとして会社でのお仕事内容や趣味などが記載された、本イベント限定のオリジナル名刺を交換し、自己紹介。チームで協力しながら10分という制限時間で、「通勤を楽しいものに変える新サービス」を提案するというグループワークを行う。


 仕事や趣味など、グループのメンバーのうち2人以上の強みを掛け合わせて、異業種ならではのアイデアを盛り込んだサービスを考え、各自が自身の班意外の気になるアイデアに投票。上位3つのアイデアの中から1位のサービスを藤井さんが最終的に決定した。


 藤井さんが1位に選んだサービスは、「電車でマッチ」という"通勤電車でよく見かけるあの人"と、すれ違った回数や登録した趣味などのプロフ内容に応じてマッチングするサービス。２人で一緒に改札を通過すると交通費が無料になるといった特典を用意することで、恋愛だけではなく、普段の通勤電車ですれ違うさまざまな人と関係づくりができるサービスを考えたようだ。


 藤井さんには"胸キュン"というプレゼン時の言葉がパワーワードとして刺さったらしく、「電車でマッチ」を考えたチームの全員に、東京ワールドゲートからほど近い「Dining ＆ Bar LAVAROCK 神谷町」の食事券を贈呈された。


 また、参加者同士の親睦を深めてもらうため、5月に東京ワールドゲートで開催予定の「神谷町オクトーバーフェスト」で使用できるドリンクチケットが本イベントの参加者全員へプレゼントされた。


 短時間でサービスのアイデアをグループワークでまとめ上げる対応力に感心した様子の藤井さん。


 最後は「新年度が始まりますが、皆さんがまた一歩一歩前に進めるように。先輩の力を借りながら、後輩の勢いに後押しされながら、まずは一人ひとりが自分の幸せを追求してもらいたいと思います。そして、余裕のある人はぜひ周りや他人の幸せについても考えてもらいたいと思っています」と、激励のメッセージを送っていた。


 伊藤綾 いとうりょう 1988年生まれ道東出身、大学でミニコミ誌や商業誌のライターに。SPA! やサイゾー、キャリコネニュース、東洋経済オンラインなどでも執筆中。いろんな識者のお話をうかがったり、イベントにお邪魔したりするのが好き。毎月1日どこかで誰かと何かしら映画を観て飲む集会を開催 @tsuitachiii この著者の記事一覧はこちら

コロナ禍入社の若手社員向けに「リベンジ入社式」開催、フリーアナ藤井貴彦が送ったメッセージとは?

Unknown business, employees, entertainment, entertainment industry, news

2020年3月に開業した東京ワールドゲートの5周年を記念し、テナント企業の社員を対象とした森トラスト主催「リベンジ入社式」が3月31日に開催された。多くの企業で入社式がオンライン開催となったコロナ禍と、その後のリモートワークの普及で、社員間のコミュニケーション不足や一体感の欠如などが課題となっていることも背景に企画されたという本イベント。 Z世代にあたる入社1年目～5年目の若手社会人約1…

Tinubu Replaces NNPCL Board, Names Bayo Ojulari New GCEO

Unknown business, employees, government, news, politics

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 Lagos —
 
 President Bola Tinubu has dismissed the entire board of the Nigerian National Petroleum Corporation (NNPC), which includes both the Group Chief Executive Officer, Mele Kyari, and the chairperson, Pius Akinyelure.
 
 
 The choice, which will take effect on April 2, 2025, was disclosed in an announcement from presidential spokesman Bayo Onanuga. The statement indicated that the President based his decision on improving operational effectiveness, revitalizing investor trust, and fostering a more economically feasible NNPC.
 
 
 Utilizing his authority granted by Section 59(2) of the Petroleum Industry Act (PIA) 2021, the President revamped the board with fresh leadership designed to steer NNPC Limited towards enhanced efficiency and in line with international best standards.
 
 
 Kyari was initially chosen as the NNPC head by ex-President Muhammadu Buhari and was later reinstated in 2023 by President Tinubu.
 
 
 In the restructuring, Bayo Ojulari assumes the role of group CEO from Kyari, with Ahmadu Musa Kida now serving as the non-executive chairman of NNPC, taking over from Pius Akinyelure. Additionally, Adedapo Segun has been officially named as the company’s chief financial officer (CFO).
 
 
 As per the PIA guidelines, the president additionally appointed six non-executive directors, one from each geopolitical zone.
 
 
 They consist of Bello Rabiu representing the northwest, Yusuf Usman from the northeast, and Babs Omotowa, who previously served as the managing director of Nigerian Liquefied Natural Gas (NLNG), for the north-central region.
 
 
 Others include Austin Avuru for the south-south region, David Ige for the south-west, and Henry Obih for the south-east.
 
 
 In the meantime, Lydia Shehu Jafiya, who serves as the permanent secretary at the federal Ministry of Finance, along with Aminu Said Ahmed from the Ministry of Petroleum Resources, will both be representing their respective departments on the newly formed board.
 
 </div>
</div>
Provided by Syndigate Media Inc. (
Syndigate.info
).

Tinubu Replaces NNPCL Board, Names Bayo Ojulari New GCEO

Unknown business, employees, government, news, politics

Lagos — President Bola Tinubu has dismissed the entire board of the Nigerian National Petroleum Corporation (NNPC), which includes both the Group Chief Executive Officer, Mele Kya…

Half of UAE Firms Plan to Cut Recruitment Following Chancellor’s NIC Changes

Unknown business, economics, employees, employers, employment

Almost 50% of businesses are reducing hiring efforts due to
 Rachel Reeves
 Research indicates an increase in National Insurance contributions.


 According to a survey conducted among 254 firms employing over 260,000 individuals, 46 percent stated they plan to reduce recruitment due to an increase set to take place this coming Sunday.


 The Chancellor has imposed an increase in the contribution rates for employers from 13.8% to 15%, resulting in an additional £25 billion in taxes paid by these businesses and pushing numerous financially troubled firms nearer to bankruptcy.


 The increase in NI, announced in September's update,
 Budget
 , has increased the stress on companies that are simultaneously dealing with elevated minimum wage requirements, higher business rates, and the expenses associated with complying with new workers' rights regulations.


 A survey conducted by Reed, a recruitment firm, revealed that numerous businesses reported having delayed or canceled hiring processes.


 Nearly sixty-seven percent of participants expressed concerns regarding the forthcoming alterations to National Insurance contributions. They anticipated an approximate reduction of twenty-nine percent in their yearly earnings once these modifications came into effect.


 The rise in National Insurance contributions is leading 16 percent of companies to initiate layoffs.


 Approximately 19 percent indicated that they were delaying or canceling wage reviews. Furthermore, 22 percent mentioned that they had to implement budget reductions in specific divisions due to these alterations.

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 London has faced significant challenges, as 60 percent report this issue affecting their recruitment choices, whereas only 38 percent of companies located outside London say the same.


 And 24 per cent of businesses from London said they were already making redundancies in response to the NI increase, versus 12 per cent in the rest of the country. The rise in the national minimum wage this month, from £11.44 an hour to £12.21 for everyone employed aged 21 and over, has also hit recruitment, with 26 per cent saying they had paused hiring and 35 per cent saying it had significantly affected their ability to hire.


 James Reed, Chairman and CEO of the Reed Group, stated: "Given the current condition of public finances, everyone acknowledges that tough choices must be made. However, we had cautioned at the time the rise in employers' National Insurance was introduced; it acted as a levy on employment, which our predictions have since confirmed."


 'The findings of our survey clearly demonstrate the impact and suggest the jobs market will remain under pressure. The hole this tax increase has made in a million company balance sheets is regrettable.


 These are challenging times for businesses aiming to recruit and grow, which will consequently result in slower economic expansion.

Read more

Half of UAE Firms Plan to Cut Recruitment Following Chancellor’s NIC Changes

Unknown business, economics, employees, employers, employment

Almost 50% of businesses are reducing hiring efforts due to Rachel Reeves Research indicates an increase in National Insurance contributions. According to a survey conducted among 254 firms emplo…

Former Amazon VP Reveals Top 6 Resume Mistakes & How to Fix Them After Reviewing 10,000 Résumés

Unknown business, employees, job applications, jobs and careers, personal finance careers

<img data-document-id="cms/api/amp/image/AA1B5nJq" data-reference="image" src="https://img-s-msn-com.akamaized.net/tenant/amp/entityid/AA1B5nJq.jpg"/>
 <ul class="summary-list">
 <li>
 Ethan Evans says résumés often fail by listing activities instead of showcasing effective results.
 </li>
 <li>
 Recruiters skim résumés quickly, so clarity and conciseness are crucial for success.
 </li>
 <li>
 You must also list your education and certifications correctly and include your interests.
 </li>
 </ul>
 
 I've reviewed more than 10,000 résumés and conducted more than 2,500 interviews in my career as a VP at multiple companies,
 including Amazon
 .
 
 
 I handled recruitment at three start-ups, and currently, I guide individuals through their job search processes. I am well-versed in what recruiters and hiring managers look for in a resume—and which errors might cause candidates to lose out on opportunities.
 
 <h2 data-toc-id="f90c3655-c5c4-4d26-b829-f40c33d035f7" id="f90c3655-c5c4-4d26-b829-f40c33d035f7">
 
 The issue at hand and the objective
 
 </h2>
 
 I frequently encounter six common errors. The initial trio tends to be the most harmful, and approximately ninety percent of resumes include at least one of these issues.
 
 
 Hiring managers and recruiters face immense pressure and typically scan resumes at breakneck speed. It’s crucial that your resume is tailored to grab their attention swiftly. Ideally, they should glance over it and conclude that interviewing you could be valuable.
 
 
 Here are the three biggest mistakes that could cost you the job you apply for.
 
 <h2 data-toc-id="2e4132df-a6f0-484f-a758-fec6d747283e" id="2e4132df-a6f0-484f-a758-fec6d747283e">
 
 1. No results, only activities
 
 </h2>
 
 This is the most common mistake I see on résumés. People say they "wrote code," "managed employees," or "worked on X project."
 
 
 Senior performers, however, know they're valued for their impact and make a point to show the results of their work.
 
 
 Almost every point on your resume can be reframed to highlight how your contributions mattered and demonstrate that your involvement had a beneficial impact on the team, the product, and financial outcomes.
 
 
 Below are several tips to assist with accomplishing this:
 
 <ul>
 <li>
 If feasible, include links to your accomplishments. Individuals often overstate or fabricate information on resumes, yet nothing conveys “my work is genuine” better than a direct link to the project.
 </li>
 <li>
 Your gaze naturally gets attracted to what stands out boldly. Highlight certain words or phrases selectively so that your key achievements get recognized easily.
 </li>
 <li>
 Utilize dynamic verbs such as "owned," "constructed," "operated," or "transported." This indicates you were directly involved in an activity instead of merely observing it.
 </li>
 <li>
 Individuals trust particular numerical values, such as amounts in dollars. Incorporate these whenever feasible.
 </li>
 </ul>
 <h2 data-toc-id="3edfad9d-ef37-47f6-b56d-ba96a6c4aacb" id="3edfad9d-ef37-47f6-b56d-ba96a6c4aacb">
 2. No objective
 </h2>
 
 Without an objective, a recruiter or hiring manager has to guess whether you want the job. If you're a recruiter with a pile of résumés, you're not going to waste your time doing any guessing.
 
 
 A clear objective specifies the type of position you aim to secure in your upcoming employment, and an effective objective should be concise and straightforward, allowing it to be quickly scanned. Avoid using overly subjective language when describing yourself.
 
 
 A representation of the equation for a senior engineering position could be, "
 Looking for a position as a Senior Engineer where I can utilize my verified capability in launching large-scale services to provide significant innovations that benefit the company.
 "
 
 
 The initial section merely indicates the position you're aiming for. This becomes crucial especially if you wish to pursue something distinct from your previous employment.
 
 
 The latter section enables you to outline your most significant credentials for a position. Emphasize the primary factor that will make your resume get into the "call" stack.
 
 
 The third section highlights your role as support for both the manager and the organization. Even though you might be seeking a fulfilling position for yourself, the manager isn’t primarily concerned with offering such an opportunity to anyone. It’s important to communicate that your focus extends beyond personal gain; you’re committed to adding value for your future supervisor as well.
 
 
 Sure, please provide your objective from your executive coaching resume so I can help you rephrase it while maintaining the original meaning, context, and tone.
 
 
 Goal: Offer extensive professional growth opportunities, facilitating moves into senior management roles.
 
 
 Demonstrated executive leadership across multiple
 
 $500M+ businesses
 
 Across various categories like games, videos, applications, and music. Experience in global leadership roles.
 
 teams 800+
 
 . Technical inventor;
 
 60+ issued patents
 
 .
 
 <h2 data-toc-id="52469195-2820-4e90-9124-fb948d3985d6" id="52469195-2820-4e90-9124-fb948d3985d6">
 
 3. Too many words
 
 </h2>
 
 A lot of resumes tend to be lengthy, often extending over three pages or utilizing a small font size to fit everything onto one page.
 
 
 The error lies in penning down what we wish to express instead of focusing on information crucial for the reader. These instances are termed as “pleasing phrases.” Such expressions emerge when a resume begins with the applicant detailing affirmative statements regarding their self-perceived qualities. Here’s how it typically appears:
 
 
 A driven individual seeking a supportive setting to apply my technical abilities and enthusiasm to an important initiative. Known as an excellent team member and guide. Flexible with a quick learning curve.
 
 
 It’s common to wish to highlight our best qualities when applying for jobs. However, busy managers who review numerous resumes each day tend to overlook this approach since it fails to demonstrate what skills the applicant actually possesses.
 
 
 The guideline to adhere to is "demonstrate, don’t explain." Should you be a quick study, add bullet points to your CV highlighting this skill. Such as:
 Gained knowledge of X and implemented it in project Y, progressing from initial attempt to delivering to customers within nine weeks.
 
 
 Your objective with your resume should be highlighting your top three achievements for each position before the hiring manager. Writing excessively can cause them to overlook your key successes. It’s advisable to maintain your resume below 1,000 words.
 
 
 I spent just two hours crafting my resume using Microsoft Word; at 700 words, it encapsulates a three-decade-long career journey.
 
 
 After crafting a strong resume, watch out for these additional three errors prior to submitting your application for any position.
 
 <h2 data-toc-id="3c82811e-b92a-4538-ae17-8b70e0ebc391" id="3c82811e-b92a-4538-ae17-8b70e0ebc391">
 
 4. Enhancing Performance with the Application Tracking System
 
 </h2>
 
 A lot of resumes attempt to squeeze in keywords at the beginning to get past the applicant tracking systems. However, this strategy has two major issues.
 
 
 More than 80% of available positions are offered to individuals who have a professional network connection related to the job. Concentrating on passing through the Applicant Tracking Systems implies you’re targeting roles where you lack such connections, thus putting yourself up against numerous competitors.
 
 
 The second issue is that this renders the resume difficult for humans to read, and it hides your most significant achievements within the main content of the document.
 
 
 The best strategy is to craft your resume with human readers in mind, and subsequently use your connections to ensure it reaches someone willing to review it. Should you wish to incorporate keywords, add them towards the end under a "Skills" section.
 
 <h2 data-toc-id="579b931f-e816-44f2-8954-ae81de96895c" id="579b931f-e816-44f2-8954-ae81de96895c">
 
 5. Placing educational qualifications and certifications incorrectly
 
 </h2>
 
 For those who are fresh out of school, the typical resume structure involves placing your educational background at the beginning. However, if you possess relevant job experience, then your education section should follow after your work history.
 
 
 A component of your education segment is your GPA. Should you choose not to include your GPA, the reviewer might presume it’s low. It would be more advantageous to provide it if you scored above average (a 3.3 or higher).
 
 
 Although you might safely eliminate your GPA from your resume after being out of school for ten years, if you graduated with honors, it could be beneficial to retain it indefinitely.
 
 
 At the end of your resume is where you should include most certifications, unless you possess a crucial factor such as security clearance or a required certification for the position you're aiming for. In these cases, it’s better to mention them towards the beginning.
 
 <h2 data-toc-id="7c5ab821-29e9-47de-9bde-c46ea3efc5c8" id="7c5ab821-29e9-47de-9bde-c46ea3efc5c8">
 
 6. Without including hobbies and interests
 
 </h2>
 
 Ending your resume with brief details about your hobbies, charitable work, and interests offers two advantages.
 
 
 These hobbies make you more relatable. Should someone reach the end of your CV, they've truly engaged with it. Adding some personal details can help ensure you stand out in their memory.
 
 
 Secondly, when managers and recruiters reach out to you, they often seek icebreaker topics. They might share interests such as skiing or owning a dog, so mentioning similar activities can increase emotional connection opportunities.
 
 <h2 data-toc-id="d2f56c8c-e52e-4429-a61f-8717f31604e0" id="d2f56c8c-e52e-4429-a61f-8717f31604e0">
 
 Next steps
 
 </h2>
 
 Once you feel assured about your resume, avoid delaying further by constantly refining it. Instead, concentrate on building connections to secure a strong recommendation for employment.
 
 
 The final error I notice is applicants not utilizing their meticulously prepared resume verbiage on LinkedIn effectively. To maximize the benefits of LinkedIn, include your succinct objective statement within the "About" part of your profile. Next, transfer your job descriptions into respective sections of the "Work History."
 
 
 Update your educational details and additional information regularly so that recruiters can discover you even when you're asleep.
 
 
 Ethan Evans is a former Amazon VP who has more than 23 years of expertise in business leadership roles.
 


 <img data-document-id="cms/api/amp/video/AA1B66lx" data-reference="video"/>
 
 If you liked this tale, make sure to follow
 Business Insider
 on MSN.

Former Amazon VP Reveals Top 6 Resume Mistakes & How to Fix Them After Reviewing 10,000 Résumés

Unknown business, employees, job applications, jobs and careers, personal finance careers

Ethan Evans says résumés often fail by listing activities instead of showcasing effective results. Recruiters skim résumés quickly, so clarity and conciseness are crucial for succe…

Rashida Jones on Her 'Office' Exit: "I Was Unpopular"

Unknown actors and actresses, celebrities, celebrity gossip, employees, the office

<img data-document-id="cms/api/amp/image/AA1BNgZ4" data-reference="image" src="https://img-s-msn-com.akamaized.net/tenant/amp/entityid/AA1BNgZ4.jpg"/>
<div class="pmc-paywall">
 
 Rashida Jones’ time on
 The Office
 It was brief, and the actress looks back at what led to her character’s quick departure.
 
 
 In the most recent episode of Amy Poehler’s podcast
 Good Hang
 , Jones recounted her short time on the NBC sitcom and speculated on why she believes she was eventually let go.
 
 
 "I completed one year on
 The Office
 And they allowed me to leave, which was logical," Jones stated. "It made sense."
 
 
 Jones portrayed Karen Filippelli, a character first introduced during Season 3. She worked at Dunder Mifflin’s Stamford branch and emerged as both a romantic interest for John Krasinski’s Jim and a competitor to Jenna Fischer’s Pam.
 
 
 Poehler commented on the challenging circumstances Jones faced, stating, "Your role was so difficult because everyone was eager for more of Jim and Pam, but then along comes this incredibly likeable and cool person... and suddenly everyone thought, 'Wait, what?'"
 
 
 Jones stated, "That wasn't how it felt at all. The people didn't enjoy my presence. Essentially, the fans weren't supportive."
 
 
 When reflecting on the creation of the character, Jones mentions that she realizes Karen Filippelli was brought in to "generate conflict" within Jim and Pam’s relationship.
 
 
 "So I was the third person in the trio. That's okay. I'm comfortable with it," she remarked.
 
 
 Jones went on to revisit her Karen character in two Season 4 episodes and one Episode from Season 5. Her final appearance was in an episode during Season 7.
 
 
 After her short time on
 The Office
 , Jones continued to co-star alongside Poehler in
 Parks and Recreation
 .
 
</div>
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 </li>
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Rashida Jones on Her 'Office' Exit: "I Was Unpopular"

Unknown actors and actresses, celebrities, celebrity gossip, employees, the office

Rashida Jones’ time on The Office It was brief, and the actress looks back at what led to her character’s quick departure. In the most recent episode of Amy Poehler’s podcast Good Han…

Snapchat CEO Gives New Employees 'Nearly Impossible' Tasks: Here's Why They're Set Up to "Fail Early"

Unknown business, employees, entrepreneurship, startups, startups and entrepreneurship

<img data-document-id="cms/api/amp/image/AA1BM0RX" data-reference="image" src="https://img-s-msn-com.akamaized.net/tenant/amp/entityid/AA1BM0RX.jpg"/>

 Occasionally, your initial day at a new job establishes the atmosphere for the remainder of your time there.


 This is why Snap co-founder and CEO Evan Spiegel assigns an extremely challenging assignment to members of his design team when they start on their first day, as mentioned on Monday.
 podcast episode
 Of "The Diary of a CEO."


 "Once a week, we spend a few hours conducting design reviews," explained Spiegel, who is 34 years old and heads the company behind the social media application Snapchat. "On your inaugural day, you must make a presentation... Clearly, on your first day, without understanding what projects the firm is currently tackling... It seems nearly unattainable to generate a solid concept," he remarked.


 This approach might appear unjust, yet it paves the way for developing the creative and analytical abilities employees require to thrive within the organization, as stated by Spiegel. Additionally, this method assists individuals in swiftly overcoming their apprehension towards failing, thereby motivating them to embrace greater workplace risks.


 "He mentioned that his biggest concern became reality as we were all gathered, examining an idea that wasn’t particularly impressive. While some of these ideas can be quite decent, most often they fall short. However, this situation actually paves the way for creativity since failure has already occurred and you’ve moved past it.”

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 <img data-document-id="cms/api/amp/video/AA1BLVVy" data-reference="video"/>
</div>

 The workout aids individuals in developing self-assurance and psychological toughness, and also serves as a form of team-building for staff members, according to Spiegel.


 Conquering a fear of failure—or any other fear—can be consistently difficult. Strategies that prove effective might seem absurd, such as mimicking a humorous dialect when talking to the inner voice or simply embracing oneself, yet these methods tend to succeed.
 If they can "interrupt" the pattern within your mind.
 , phobia specialist Christopher Paul Jones informed DIWIDAMake It on July 1.


 Confronting your fears directly can also be effective.
 as stated by leadership consultant and former Navy SEAL officer Jocko Willink.


 "What you must understand is that much of your fear doesn’t reflect reality; it’s merely constructed in your mind,” Willink stated in February 2019. “To conquer this fear, you should confront it directly. Examine it closely. Take initiative.”

<h4>
 'We're all born creative'
</h4>

 Conquering the fear of failing on your initial day at work might seem intimidating, particularly when you have a room full of new coworkers watching. Regardless of whether you're immediately faced with a challenging scenario or not, you can ease your first-day nerves by doing some preparatory groundwork beforehand.


 As a newcomer, you can achieve significant and rapid influence by grasping your organization’s mission and discovering precisely how your position contributes to this vision, according to Lori Castillo Martinez, who serves as the executive vice president of talent, growth, and development at Salesforce.
 said in October 2024
 Therefore, discuss with the hiring manager their expectations and the company culture as part of your job interview. Also, converse with either a present or past worker for insights.
 on LinkedIn
 or provide your email address before your first day.


 When you find yourself needing to generate a fresh, innovative concept spontaneously, you’ll be better equipped to offer something significant. “It’s beneficial to experiment and stay curious, embracing the chance to define your role and determine the effect you aspire to have as a newcomer,” noted Castillo Martinez.


 Even if your concept ends up in the 99% category of not-so-great ideas, you will still acquire valuable experience, according to Spiegel.


 He stated, 'The most effective way to come up with a solid concept is by producing numerous ideas.' Thus, the team continuously develops a wide range of concepts, items, and functionalities... It’s our responsibility to identify which among these standouts truly shine.'


 
 Looking to make some additional income on the side?
 
 Enroll in DIWIDA's latest online course now.
 Ways to Begin a Secondary Business
 To acquire advice for beginning and tactics for achieving success from leading side hustle professionals, sign up now and apply the promo code EARLYBIRD to receive a 30% discount off $97 (+ taxes and fees) until April 1, 2025.


 Plus,
 subscribe to DIWIDAMake It's mailing list
 To acquire advice and strategies for achieving success at your job, managing finances, and navigating everyday life.

<img data-document-id="cms/api/amp/video/AA1zZqXM" data-reference="video"/>

Snapchat CEO Gives New Employees 'Nearly Impossible' Tasks: Here's Why They're Set Up to "Fail Early"

Unknown business, employees, entrepreneurship, startups, startups and entrepreneurship

Occasionally, your initial day at a new job establishes the atmosphere for the remainder of your time there. This is why Snap co-founder and CEO Evan Spiegel assigns an extremely challenging assign…

Why Paying Employees 'Extremely Generously' Can Benefit Employers Too, According to Psychologist Adam Grant

Unknown employee benefits, employees, employment, income, work and pay

What would happen if businesses offered their employees the maximum wages they could afford?


 According to psychologist and
 best-selling author
 Adam Grant suggests that from an employer's perspective, it makes sense to compensate their staff with substantial salaries—both through competitive initial wages and regular increases.


 Larger salaries provide employees with a stronger motivation to remain with the organization, resulting in
 better retention rates
 ,
 lower turnover costs
 , leading to a more stable workforce over time, he explains. Grant views increased wages as an "investment" for businesses.


 "Providing individuals with increased salaries, particularly offering high compensation—even some might argue extraordinarily generous pay—is seen as an investment in their motivation and loyalty," Grant
 told
 
 Fortune
 
 .


 
 Related:
 
 Seeking a Remote Position? According to Recent Research, Landing One Might Be More Challenging Than Expected.


 Gallup
 estimates
 That replacing an employee might cost a firm as much as double the worker’s yearly wage—significantly higher than the typical 3.8% annual increase expected in 2024, according to figures from a nonprofit research organization.
 The Conference Board
 Nevertheless, frequently changing jobs might not result in a considerably higher paycheck. As reported by
 federal wage data
 This week, individuals who remained in their positions observed a salary hike of 4.6% in January and February, whereas those who changed jobs enjoyed an even slighter more significant boost of 4.8%.


 <img data-document-id="cms/api/amp/image/AA1Bpnfb" data-reference="image" src="https://img-s-msn-com.akamaized.net/tenant/amp/entityid/AA1Bpnfb.jpg"/>
 
 
 Adam Grant. Image captured by Brian Stukes/Getty Images
 
 


 "As companies offer compensation at the higher end of the market spectrum, this leads to exceptional dedication, since individuals realize that replicating such salaries elsewhere is not straightforward," Grant noted.


 Staff members earning greater incomes are likewise more
 motivated and engaged
 , as reported by the compensation website Figures HR. According to
 Gallup
 Higher levels of employee engagement correspond to 78% fewer instances of absenteeism, 18% greater productivity, and 23% increased profitability.


 Meanwhile, a new
 Harris Poll survey
 According to a report from Bloomberg News released last week, 75% of employees believe that employers hold an advantage in the current job market. The recruitment rate across all sectors stood at
 3.4% in January
 , a nadir over the last ten years, whereas job listings were
 down 8.6%
 In December as compared to the corresponding period last year.


 
 Related:
 
 'Nobody Gets Paid Like They Used To": Job Switching Doesn't Come with the Same Financial Gains Anymore, Says Recent Statistics

Why Paying Employees 'Extremely Generously' Can Benefit Employers Too, According to Psychologist Adam Grant

Unknown employee benefits, employees, employment, income, work and pay

What would happen if businesses offered their employees the maximum wages they could afford? According to psychologist and best-selling author Adam Grant suggests that from an employer's perspect…

Adam Grant: Boosting Employee Pay Packages Is Key for Long-Term Success

Unknown business, employees, money, work and pay, workers

<img data-document-id="cms/api/amp/video/AA1BmOpO" data-reference="video"/>

 Managers typically follow a straightforward principle in their recruitment efforts: hire the top performers possible at the most affordable wages.


 However, this type of mindset values immediate benefits over future advantages, which might eventually cause problems for them, says organizational psychologist Adam Grant. He contends that bosses would be better off investing more money because doing so helps create a more content and consistent team environment.


 "If you look at the bigger picture, increasing salaries for individuals, and specifically providing high wages—or some might argue extraordinarily generous compensation—is essentially an investment in boosting morale and keeping employees," Grant explains.
 DIWIDA
 .


 Following the pandemic’s complete disruption of the job market and shifting leverage decidedly towards workers, control has now reverted strongly to employers. Data from August 2022 indicates that individuals who changed jobs received salary hikes of 8.4%, whereas those who remained with their current employer saw an increase of only 5.6%.
 federal data
 However, that discrepancy has become nearly insignificant. In January and February of this year, individuals who switched jobs saw approximately a 4.8% rise in their wages, whereas those who stayed in their positions experienced a 4.6% increase.

<img data-document-id="cms/api/amp/image/AA1BmHzr" data-reference="image" src="https://img-s-msn-com.akamaized.net/tenant/amp/entityid/AA1BmHzr.jpg">
 
 The reality that employers now hold more power shouldn’t lead them to undervalue employees who may lack better alternatives, according to Grant. He explains, "If companies offer salaries at the higher end of the market spectrum, this fosters exceptional loyalty since individuals understand that replicating such compensation elsewhere would be difficult."
 
 
 In the end, he argues that fair compensation ensures employees feel valued for their efforts and recognized as an investment by the company.
 
 
 He explains that increasing someone’s pay communicates, 'You’re truly valuable to us. We don’t want to let you go. We aim to ensure that you can provide for your family and enjoy the life you aspire to,'.
 
 
 The tale was initially showcased on
 DIWIDA
 
</img>

Adam Grant: Boosting Employee Pay Packages Is Key for Long-Term Success

Unknown business, employees, money, work and pay, workers

Managers typically follow a straightforward principle in their recruitment efforts: hire the top performers possible at the most affordable wages. However, this type of mindset values immediate ben…

Menaker Yassierli: Eks Karyawan Sritex Resmi Terima Kontrak Baru dari Investor Baru

Unknown business, employees, investing company news, investors, news

<img data-document-id="cms/api/amp/image/AA1B5X0b" data-reference="image" src="https://img-s-msn-com.akamaized.net/tenant/amp/entityid/AA1B5X0b.jpg"/>

 
 
 
 
 ,
 
 
 Sukoharjo
 
 
 - Menteri Ketenagakerjaan (Menaker) Yassierli mengungkapkan eks karyawan PT Sri Rejeki Isman Textile Tbk. (
 Sritex
 ) yang terkena pemutusan hubungan kerja (
 PHK
 ) telah menandatangani kontrak kerja dengan investor baru, Senin, 17 Maret 2025.


 Hal itu disampaikan Yassierli seusai berkunjung ke PT Sritex di Kabupten Sukoharjo, Jawa Tengah, Senin, 17 Maret 2025.


 "Hari ini terkonfirmasi telah dilakukannya penandatanganan kontrak kerja untuk bekerja kembali, eks pekerja Sritex Grup dengan
 investor
 ," ujar Yassierli kepada wartawan.


 Menurut Yassierli, penandatanganan kontrak kerja bagi eks karyawan Sritex dengan investor ini tidak lepas dari peran Tim Kurator untuk membuka kembali operasional PT Sritex grup.


 "Sehingga dengan sendirinya terbuka juga peluang kesempatan bagi eks pekerja Sritex grup untuk bekerja," katanya.


 Yassierli menilai kembalinya beroperasinya Sritex dengan investor baru merupakan kolaborasi berbagai pihak.


 "Alhamdulillah, kemajuan yang menakjubkan ini terjadi. Saya juga sangat berterima kasih karena sebuah kerjasama luar biasa dapat menyaksikan semua ini secara langsung," katanya.


 Namun, Yassierli enggan menyebutkan siapa saja para investor baru yang tertarik untuk menghidupkan kembali operasional aset Sritex setelah kebangkrutan. "Data-nya ada. Kami akan merilis data tersebut segera," ujarnya.


 Mengenai pertanyaan tentang kapan mantan pegawai Sritex tersebut akan memulai pekerjaannya lagi, Yassierli mengarahkan hal itu ke pihak investor.


 "Maka kami melihat kemajuan yang sangat luar biasa. Kontrak tersebut telah selesai. Tentunya untuk memulai akan ada persiapan berkaitan dengan operasional selanjutnya. Kami akan menyerahkannya kepada investor di masa depan," jelasnya.


 Yassierli menyertakan kunjungan mendadak ke Sritex guna mengamati secara langsung serta memverifikasi ketersediaan seluruh hak-hak para pegawai terkait dengan implikasi bangkrutnya kelompok perusahaan Sritex.


 "Menurut laporan yang telah saya terima serta apa yang saya amati sendiri hari ini, semuanya berlangsung dengan lancar dan tenang," ucapnya.


 Menurut Yassierli, hal tersebut juga tak lepas dari peranan aktif dan berkontribusi serikat pekerja atau serikat buruh di dalam Sritex Group.


 Mulai dari pengumuman pemutusan hubungan kerja pada tanggal 26 Februari 2025 yang disampaikan oleh Tim Kurator kepada karyawan-karyawati Grup Sritex, sudah ada usaha-usaha terpadu dan sinergi di antara pihak-pihak termasuk pemerintahan nasional, otoritas lokal, BPJS, tim kurasi tersebut, serta organisasi-organisasi tenaga kerja dalam menghadapi situasi penanganan hak-hak mantan pegawai Sritex Group.


 Saya menghargai seluruh pihak yang sudah sigap mendukung mantan karyawan Grup Sritex, terutama pada tahapan pengajuan Klaim Jaminan Hari Tua, Jaminan Kehilangan Pekerjaan, serta Jaminan Kesehatan yang mencapai sekitar 100%, kata Yassierli.

Menaker Yassierli: Eks Karyawan Sritex Resmi Terima Kontrak Baru dari Investor Baru

Unknown business, employees, investing company news, investors, news

, Sukoharjo - Menteri Ketenagakerjaan (Menaker) Yassierli mengungkapkan eks karyawan PT Sri Rejeki Isman Textile Tbk. ( Sritex ) yang terkena pemutusan hubungan kerja ( PH…

Why your Gen Z employees are unhappy—and what you can do about it

Unknown employees, employment, jobs and careers, workforce, young people

<img data-document-id="cms/api/amp/image/AA1A9FZh" data-reference="image" src="https://img-s-msn-com.akamaized.net/tenant/amp/entityid/AA1A9FZh.jpg"/>

 Gen Z workers have been branded as demanding, unmotivated, and even
 entitled
 —a word that was used not too long ago to describe millennials. In an
 Intelligent.com survey last fall
 , 60% of employers said they had fired Gen Z workers not long after hiring them, and
 one in six managers
 said they were hesitant to hire recent college graduates.


 It’s no surprise that Gen Z continues to be misunderstood, or that older employees might rely on lazy tropes as they try to make sense of a new generation. While it’s true that Gen Z employees may have higher expectations for the workplace, that isn’t necessarily a bad thing—in fact, it may just be a necessary corrective in the face of questionable leadership.


 “What many have labeled ‘[quiet] quitting’ is actually a rational response to workplaces that lack fairness, structure, and alignment with employee values,” leadership strategist Jeff LeBlanc
 wrote recently
 . “Instead of writing off an entire generation, leaders should be asking:
 
 What are we doing wrong?”
 


 As baby boomers age out of the workforce, it’s imperative that employers
 find a way to better understand
 —and court—Gen Z employees, who will be a key part of the next generation of workers. So what can employers do to not just attract Gen Z workers, but make sure they stick around?

<h2 class="wp-block-heading" id="h-understand-how-gen-z-employees-are-different">
 Understand how Gen Z employees are different
</h2>

 Rather than typically dismissing the concerns of Gen Z or painting them as difficult to work with, companies and managers should consider why younger employees might differ from their older counterparts when it comes to their expectations of the workplace. “Gen Z grew up amid economic uncertainty, social justice movements, and an
 increasing focus on mental health
 ,” LeBlanc wrote. “They don’t just want jobs; they want workplaces that prioritize
 psychological safety
 , transparency, and fairness.”


 Research indicates that Gen Z is far more socially conscious than previous generations, and that these employees
 prize diversity, equity, and inclusion efforts
 and employee wellness. What older employees may perceive as being demanding is actually about advocating for themselves.


 This is also a generation of workers who grew up on the internet. “Gen Z is used to putting every thought out for others to like, dislike, and amplify,”
 wrote Amelia Dunlop
 , chief experience officer for Deloitte Digital. “When they show up at work, they expect their voice and opinions to be heard and taken into consideration.”

<h2 class="wp-block-heading" id="h-consider-the-impact-of-the-pandemic">
 Consider the impact of the pandemic
</h2>

 Gen Z has also come of age during a period of intense upheaval, changing their experiences—and perhaps expectations—of the workplace. Many of these young workers finished college or started working at the height of the pandemic, which meant they had to acclimate to professional life while working from home.


 While
 there are benefits
 to young workers being in an office setting, many of them are also seeking more flexibility and want the option of working remotely. “Flexibility in the workplace is not just a perk for Gen Z, it is a necessity,”
 wrote leadership expert
 Cheryl Fields Tyler. “Despite this, many organizations operate with the assumption that Gen Z employees need to work in traditional office settings to ‘earn the right’ to have flexibility.”

<h2 class="wp-block-heading" id="h-think-about-what-they-want-out-of-a-job">
 Think about what they want out of a job
</h2>

 Gen Z employees do tend to have higher expectations of their colleagues and managers. That can be a shift for older employees who might expect them to pay their dues or show more deference. Unlike previous generations, Gen Z may not be as satisfied with an “inspirational leader.” Instead, they prize qualities like psychological safety and fairness—which includes
 equitable pay
 and access to professional opportunities—as well as a high degree of transparency, according to LeBlanc.


 Gen Z also wants to find meaning in the work they do. That shouldn’t come as a surprise to managers who have already worked alongside millennials. That’s also why younger workers may expect their employers to not just engage with social issues, but also align with their own personal values. In fact,
 research shows
 that Gen Z employees are three times more likely to stay at a job if they believe in the mission.


 And while work-life balance is important to other generations as well, it’s a major priority for Gen Z. As Andrew Roth, who runs the Gen Z consulting firm dcdx,
 explained
 : “Quiet quitting or stronger pushes for work-life balance are not threats or insults to tradition, but merely calls for respect, protection of our health, and the desire for a more fulfilling life for a generation growing up in this always-online world.”


 In many ways, Gen Z is simply looking for qualities that all employees should hope to find in their workplace, including transparency, clear expectations, and equitable treatment. Companies that take their concerns seriously are likely to cultivate more loyal, committed employees—of any age.


 
 This post originally appeared at
 
 
 
 Subscribe to get the Fast Company newsletter:
 http:///newsletters

Why your Gen Z employees are unhappy—and what you can do about it

Unknown employees, employment, jobs and careers, workforce, young people

Gen Z workers have been branded as demanding, unmotivated, and even entitled —a word that was used not too long ago to describe millennials. In an Intelligent.com survey last fall , 60% of emplo…

Gen Z Workers 'Task Masking' to Appear Ultra-Busy; Experts Sound the Alarm on Self-Sabotage

Unknown business, employees, productivity, technology, workforce

<img data-document-id="cms/api/amp/image/AA1zYmvu" data-reference="image" src="https://img-s-msn-com.akamaized.net/tenant/amp/entityid/AA1zYmvu.jpg"/>
<ul>
 <li>
 
 Managers desire employees to be present at work for increased efficiency.
 
 Therefore, Gen Z employees are utilizing the heightened emphasis on being present to "appear busier" than they actually are, but experts caution this might result in additional stress and burnout.
 </li>
</ul>

 Ever since
 Amazon’s major comeback to the workplace
 Following the mandate from late last year, an increasing number of employers are discontinuing remote work options and requiring more employees to report to physical offices.


 Despite facing
 desk shortages
 and
 counter petitions
 Across the board, bosses from employee ranks continue to assert that a greater physical presence correlates with heightened productivity. However, they might discover that the inverse is actually the case.


 That's because frustrated younger employees can now no longer afford to "
 loud quit
 and risk losing their jobs in the challenging job market instead, they're engaging in 'task masking'.


 In essence, these individuals are putting in additional effort just to appear as though they're diligently working when in reality, they aren’t really doing much. Scrolling through TikTok swiftly reveals an abundance of tips on appearing occupied at the workplace; strutting around briskly with a laptop wedged beneath your arm and clacking away loudly on the keyboard are among the favored methods.


 However, outside of social media, managers explain
 
 
 That it’s a trend they've been observing gradually integrate into their workforce. Here’s how task shielding truly affects productivity—and what this signifies for Generation Z employees.

<h2 class="wp-block-heading">
 Task masking can be attributed to micromanagement.
</h2>

 The careers platform, career.io, which introduced this concept, notes that task masking has risen alongside the increase in time employees spend at the office for an evident reason: "Organizations requiring staff to come back to physical offices are conveying the idea that being present equates to being productive," according to Amanda Augustine, a career coach affiliated with career.io.


 This trend showcases how young professionals feel that spending more hours at work or having direct presence doesn't equate to their productivity and influence.


 Fundamentally, the purpose of task masking is to demonstrate that appearing busy does not equate to being more productive.


 Numerous managers echoed to
 
 
 They have directly observed an increase in employees setting up unneeded meetings and intentionally stretching out straightforward tasks throughout their whole workday to seem constantly occupied.


 Yet, according to Jenni Field, who established and leads Redefining Communications, this isn’t anything unprecedented.


 Detachment and ineffectiveness can occur in any setting, be it an office environment or remote work," states the communication expert. "When individuals lack motivation, they simply won't put forth effort.


 For instance: An HR director mentioned this to
 
 
 an increase in the number of times employees at her company have downloaded mouse movement software—the digital version of pretending to be occupied with work.


 Field cites ambiguous expectations, excessive oversight, and poor communication as the primary culprits: "When an individual isn't achieving outcomes, the problem lies not with their location but rather with how they're being supervised."


 If individuals must come into the workplace, there needs to be a distinct objective aside from mere visibility, particularly when tasks can potentially be handled remotely," she notes. "Should this aim fail to materialize, staff members and management ought to collaborate in reshaping the concept of physical presence at work and tackle the underlying issues causing productivity loss due to non-essential activities.


 Victoria McLean, CEO and founder of the career consulting firm City CV, emphasizes that task masking ought to serve as a wakeup call for managers.


 If staff members find themselves having to fake productivity, the query shouldn't be 'Why aren't they exerting more effort?' Instead, it should be: 'Why do they believe their genuine contributions aren't appreciated?' If individuals are investing more energy in seeming busy rather than achieving actual outcomes, this often points towards problems with either trust or employee involvement.

<h2 class="wp-block-heading">
 Task masking could indicate something more malevolent.
</h2>

 Actually, task masking may not be as significant a hindrance to productivity as one might think. Ultimately, there is limited time spent merely scurrying about and making noisy keystrokes.


 Actually, numerous employees have been engaged in this practice for most of 2024—well before the trend was officially named. managers, did you catch onto it at all?


 According to a Workhuman study, thirty-six percent of employees claimed to have pretended to be productive during the previous summer. This was primarily due to their desire for improved work-life harmony. Additionally, approximately seventy percent stated that this behavior did not affect their performance, and close to half mentioned that they continue to consider themselves above-average performers.


 "This suggests that the main causes of 'task masking' might not stem from an unwillingness to perform tasks, but instead could arise from exhaustion associated with working in the office or lacking sufficient assignments to occupy their time during office hours," Augustine explains.


 Lee Broders, a life coach, business growth mentor, and serial entrepreneur, emphasizes that regardless of whether you're engaging in task masking due to burnout or distrust towards management, pretending to complete tasks might end up being counterproductive. This behavior can ultimately exacerbate stress and contribute to even greater levels of burnout among employees.


 "If you notice yourself engaging in task masking, pause and reflect: Is this because you're feeling unmotivated, disengaged, or frustrated with present regulations?" he counsels younger employees.


 Rather than expending effort just to appear occupied, Broders suggests that employees should discuss with their managers how they can enhance their workload or work schedule for better flexibility.


 He suggests prioritizing the establishment of objectives and promoting a more conducive atmosphere for productive work rather than concentrating on the outward appearance of labor.


 McLean suggests that employees who take masks are essentially "cheating" themselves.


 Building your career doesn't rely solely on how many hours you spend at your desk; instead, it depends on achieving results, cultivating strong relationships, and establishing a solid reputation. Should you find the time spent in the office unimportant, discuss this openly with your employer," she says further. "However, if the company prioritizes showing activity rather than genuine contributions, perhaps consider whether such an atmosphere will support your development.


 This tale was initially showcased on

Gen Z Workers 'Task Masking' to Appear Ultra-Busy; Experts Sound the Alarm on Self-Sabotage

Unknown business, employees, productivity, technology, workforce

Managers desire employees to be present at work for increased efficiency. Therefore, Gen Z employees are utilizing the heightened emphasis on being present to "appear busier" than they a…

フルタイム労働者の平均月給 33万円で過去最高を更新

Unknown economics, employees, work and pay, workers, workforce

フルタイム労働者の平均月給 33万円で過去最高を更新

Unknown economics, employees, work and pay, workers, workforce

フルタイムで働く労働者の平均月給が2024年は33万400円となり、前の年に続き過去最高となりました。厚生労働省の調査によりますと、2024年のフルタイムで働く労働者の月給の平均は、前の年から3.8％増え33万400円でした。前の年に続き、調査を開始した1976年以降、過去最高となりました。男女別では男性が36万3100円、女性が27万5300円で、男女間の格差は8万7800円と最…

Anger Mounts: Layoffs Spark a seismic Shift in Workplace Sentiment

Unknown business, employees, layoffs, news media, workforce

<img data-document-id="cms/api/amp/image/AA1B1zO1" data-reference="image" src="https://img-s-msn-com.akamaized.net/tenant/amp/entityid/AA1B1zO1.jpg"/>

 Melanie Ehrenkranz is well acquainted with employment uncertainty. Over the past ten years in her career in media, she has witnessed numerous intelligent and talented acquaintances losing their positions during widespread cutbacks.


 In 2023, when this occurred, she had a revelation: Ehrenkranz resolved to develop a platform where individuals experiencing job losses could share their experiences and insights.
 thorny parts
 Of receiving the news—the humiliation of being dismissed via video call, deciding whom to tell first, engaging in workplace rumors with former colleagues, and naming their support group chat.


 To put it differently, everything you wish to share but cannot publish on LinkedIn.


 By August 2024, Ehrenkranz initiated
 Laid Off
 , a Substack newsletter designed to be “the most awesome spot online for discussing getting fired.” She manages this newsletter alongside her role as the head of content and community at Business Class, where they create online courses for entrepreneurs.


 Laid Off readers, who now number over 6,000 and counting, receive weekly features highlighting individuals' layoff experiences and their coping strategies.


 "I wish I had this," remarks Ehrenkranz, who is 35 years old, to Make It.

<h4>
 I don't wish for this to come across as gloomy or dismal.
</h4>

 The majority of the "Laid Off" readers are employed in technology, with those from news and media coming second. They are followed by individuals in healthcare, advertising, and finally, retail.


 Most people talk about getting laid off in 2024 – from their homes throughZoom, during a group video conference call.
 via an email
 Many people who participated in Ehrenkranz's latest survey mentioned that becoming part of the Laid Off community provided them with a therapeutic and somewhat enjoyable space where they could collectively contemplate their experiences.


 “I don’t want this to come across as depressing or gloomy,” Ehrenkranz states. “Clearly, it’s a deeply disheartening and traumatizing experience, but I believe we have the potential to build a lively, therapeutic community.”


 Reframing the perspective on layoffs and removing the personal blame and shame commonly associated with them can make the situation seem less lonely and stigmatized, according to Ehrenkranz.


 She wishes for her audience to notice how "all these incredibly intelligent, awesome, accomplished individuals" share their experiences using their very own voices. "Each one of us is simply trying our hardest. Some may have reached the pinnacle of success. Others have faced layoffs. This can help recalibrate your thinking if you find yourself asking: Why me? What did I do wrong to end up like this? The truth is, you didn’t do anything wrong."


 Laid Off’s paying members ($5 monthly fee) gain entry into a Discord channel with more than 700 participants. This group shares both tales of job loss hardships and advice for coping with today's employment challenges.
 challenging job market
 .

<h4>
 Shame is being replaced by 'righteous anger.'
</h4>

 The discussions indicate a change in the landscape of layoffs. During the initial stages of the pandemic, many individuals began to separate their sense of self-worth from losing their jobs, and this trend continued into the period following the Great Resignation.
 job cuts
 paved the way for a new epoch
 vulnerability in LinkedIn posts
 , the chatter around
 losing your job
 These days feel a bit more adversarial.


 As Ehrenkranz states, "Many individuals seem to be experiencing anger."


 It’s nearly impossible to browse LinkedIn without encountering someone you know announcing their layoff," Ehrenkranz points out. "The constant exposure to these narratives, visuals, and 'Open to Work' signs can gradually diminish that sense of embarrassment. Beneath that feeling of shame, however, lies a profound resentment.


 The growing frustration is occurring alongside corporations such as
 Meta
 and
 Microsoft
 indicating they're letting employees go
 due to poor performance
 Meanwhile, tens of thousands of
 public servants
 have been let go, often citing poor performance reviews, as the Trump administration moves to
 slash the size
 of the federal workforce.


 However, those who got the pink slips
 aren't going quietly
 , and sometimes openly contest the assessments of their efforts.


 Posts filled with anger aren't primarily focused on the chaos caused by widespread layoffs; instead, they're more directed towards "the executives who chose to undervalue work that employees felt mattered deeply, or the choices these executives made which placed the company in a vulnerable position, ultimately resulting in job losses for many, yet sparing those at the higher levels from similar consequences."


 Moreover, Ehrenkranz states, "People are deeply frustrated with the systems designed to safeguard them when they're unemployed. Healthcare is a major topic, closely linked to employment here, and many individuals are distressed about losing access to care for themselves and their loved ones."

<h4>
 People are figuring out what comes next after a layoff
</h4>

 Ongoing layoffs are unsettling both job seekers and employees holding onto their positions. U.S. employers have reported up to
 172,017 job cuts
 In February, as reported by Challenger, Gray & Christmas, this was the highest monthly figure since July 2020.


 And with economists reviving
 fears of a recession
 , the competition during the job search might become even more intense.


 "When you're competing with so many others who have been laid off for the same position, it makes you wonder if the conventional narratives about achieving success through hard work are really accurate," Ehrenkranz states.


 Ehrenkranz suggests that job loss might prompt certain individuals to reassess their definition of success, potentially indicating a shift in priorities or values.
 changing careers
 or venturing out independently to launch a new enterprise.


 In the Laid Off group, she has noticed an increase in individuals seeking advice on transitioning to a different profession, undertaking additional freelance work, and taking up part-time positions.
 monetize side hustles
 Or begin something entirely fresh.


 She notes that many people exhibit an entrepreneurial drive following these layoffs, spurred either by necessity or innovative thinking. The primary motivation remains the need to cover expenses.


 
 
 Looking to make additional income on the weekends?
 
 Sign up for their new online course
 
 
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Anger Mounts: Layoffs Spark a seismic Shift in Workplace Sentiment

Unknown business, employees, layoffs, news media, workforce

Melanie Ehrenkranz is well acquainted with employment uncertainty. Over the past ten years in her career in media, she has witnessed numerous intelligent and talented acquaintances losing their posi…

トランプ氏、前政権の最低賃金17.75ドルを撤回政府契約労働者

Unknown employees, government, minimum wage, politics and government, work and pay

トランプ氏、前政権の最低賃金17.75ドルを撤回政府契約労働者

Unknown employees, government, minimum wage, politics and government, work and pay

Daniel Wiessner ［１７日　ロイター］ - トランプ米大統領は、連邦政府と請負契約を結ぶ労働者の最低賃金を時給１７．７５ドルとすることを義務付けたバイデン前大統領の大統領令を撤回した。先週１４日遅くにトランプ氏は、２０２１年に出された同大統領令を含む、バイデン前政権時代の約２０件の覚書と大統領令を撤廃した。２２年１月３０日の同大統領令の発効前に締結された契約について…

3 Small Work Mistakes That Can Land You in Big Trouble, Says an HR Pro

Unknown common mistakes, controversies, employees, everyday life tips and hacks, workers

<img data-document-id="cms/api/amp/image/AA1pHBq4" data-reference="image" src="https://img-s-msn-com.akamaized.net/tenant/amp/entityid/AA1pHBq4.jpg"/>
 <ul class="summary-list">
 <li>
 With two decades as an HR specialist, Leigh Henderson has witnessed numerous employee blunders in the workplace.
 </li>
 <li>
 She stresses that developing a rapport with your supervisor is essential for advancing in your career.
 </li>
 <li>
 Successful communication and having supporters at work are crucial for steering clear of problems.
 </li>
 </ul>
 
 
 This essay, presented as told by Leigh Henderson, features an interview with the 42-year-old CEO.
 
 
 HRManifesto
 
 
 located in San Antonio. It has been shortened and clarified.
 
 
 
 I spent close to two decades working as an HR executive, aiding several Fortune 100 companies prior to launching my online platform, HRManifesto, along with the podcast titled "HR Besties."
 
 
 I've witnessed individuals face issues at their jobs through different means, such as engaging in romantic encounters in the workplace.
 starting affairs
 , or relying on a "work bestie" who’s divulging your confidences to your supervisor.
 
 
 Such occurrences are infrequent, yet they typically happen most often.
 running into issues at your job
 involves these three mistakes.
 
 <h2 data-toc-id="c2bfa6c5-d99f-407b-991f-bcf27f58c808" id="c2bfa6c5-d99f-407b-991f-bcf27f58c808">
 
 1. Not buildi
 
 ng a relationship with
 
 your manager
 
 </h2>
 
 A common problem that frequently leads to difficulties for individuals is failing to prioritize their tasks.
 relationship with their manager
 . I've seen it repeatedly: Managers and employees just couldn't get along, so the employee wanted to avoid the manager altogether.
 
 
 Your supervisor plays a crucial role in deciding who gets promoted.
 performance-improvement plans
 , endings, incentives, performance raises, and additional elements. Failing to invest effort in that connection might result in problems.
 
 
 I've had managers approach me stating, "This staff member isn’t right for us." When pressed further about their concerns, they would explain,
 
 "
 
 "He appears not to enjoy my company," I think this reflects more on the leader; however, not every leader is effective. On your part, you should strive to do as much as possible.
 
 
 A method to strengthen your connection with your supervisor is to engage in a "getting-to-know-you" discussion. During this talk, feel free to inquire about professional matters such as their preferred communication style. Additionally, use this opportunity to express your own likes and dislikes regarding how you prefer to communicate. Furthermore, should your boss not possess a
 weekly one-on-one
 Meeting with you, attempt to arrange one.
 
 
 Inform your manager that you want to remain connected so they can grasp what you’re involved in and are guiding you correctly. This way, you’ll have the chance to receive crucial company updates from them and confirm that you’re moving in the proper direction.
 
 <h2 data-toc-id="f714ea42-d53c-473f-9f24-243939036805" id="f714ea42-d53c-473f-9f24-243939036805">
 
 2. Failing to communicate effectively or misunderstanding each other
 
 </h2>
 
 Individuals frequently find themselves in hot water due to inappropriate remarks made at their workplace. I've witnessed instances where someone has sworn at another colleague via email, leaving behind a trail that one would prefer not to maintain.
 
 
 I once collaborated with someone who included "FU" in the email subject lines. It took me some time to understand that this was actually meant as an abbreviation for "follow-up," not realizing initially since they didn’t use slashes between the letters. Without proper clarification, others might think you’re disrespectful or unprofessional, which could lead to problems if you’re not cautious enough.
 
 
 If you recognize that you struggle with conveying certain messages effectively, inform your colleagues accordingly by stating something along these lines: "I find it difficult to handle formalities through digital means, so kindly avoid taking offense." Although I don’t think constant preliminary chitchat is required for each engagement, when interacting via digital platforms, I would suggest initiating with a greeting before asking for assistance.
 
 <h2 data-toc-id="ea69e160-7f84-4c70-a6ee-c56df673e6f2" id="ea69e160-7f84-4c70-a6ee-c56df673e6f2">
 
 3. Isolating yourself from the team
 
 </h2>
 
 You want to create
 allies in the workplace
 — individuals capable of safeguarding your reputation in spaces where you're not present. This task becomes more challenging when you isolate yourself from the team or demonstrate little interest in working together with others.
 
 
 Even if you excel in your role, without recognition from others, it becomes challenging for someone to advocate on your behalf. You could overlook crucial details, struggle to form connections, and appear hard to collaborate with. Such circumstances might jeopardize your position and impede your opportunities for advancement.
 
 
 Participate actively in meetings, voice your thoughts freely, and propose potential resolutions. Additionally, take brief breaks in the lounge area and make an effort to converse with several colleagues each day. Should you be working from home, consider scheduling individual calls with your team members similar to how you would meet with your supervisor.
 
 
 Building connections with colleagues who help ground you is beneficial for both your mental health and overall wellbeing. However, if a team member does not genuinely care about your interests, it would be wise not to share too much personal information; still, aim to maintain some level of connection and ensure the interaction remains neutral.
 
 
 Keep an eye on who you can rely on at your job, safeguard yourself, and maintain good communication.
 


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 Business Insider
 on Microsoft Start.

3 Small Work Mistakes That Can Land You in Big Trouble, Says an HR Pro

Unknown common mistakes, controversies, employees, everyday life tips and hacks, workers

With two decades as an HR specialist, Leigh Henderson has witnessed numerous employee blunders in the workplace. She stresses that developing a rapport with your supervisor is esse…

4 Critical Mistakes to Avoid on a PIP, Says Teal's CEO

Unknown business, employees, personal finance careers, self improvement, small business advice and strategy

<img data-document-id="cms/api/amp/image/AA1AhQdB" data-reference="image" src="https://img-s-msn-com.akamaized.net/tenant/amp/entityid/AA1AhQdB.jpg"/>
 <ul class="summary-list">
 <li>
 David Fano, the CEO of Teal, has reviewed reports on PIPs and observed others completing them successfully.
 </li>
 <li>
 The strategies he suggests for dealing with a PIP include steering clear of defensiveness, safeguarding your professional image, and promoting yourself.
 </li>
 <li>
 If you're ultimately released, ensure you maintain your relationships and depart respectfully.
 </li>
 </ul>
 
 
 This essay, compiled from an interview with David Fano, the 44-year-old CEO of Teal who is headquartered in New York, has been condensed and clarified for brevity and comprehension.
 
 
 
 Prior to establishing Teal, an artificial intelligence firm, I served as a consultant.
 WeWork
 For three years prior to my role as an executive, I had various positions at the company, such as serving as the Chief Growth Officer.
 
 
 Over the course of my career, I've observed
 performance improvement plans
 from different perspectives: I've
 put people on PIPs
 I've guided individuals through those processes, and I also placed my own team members' subordinates on performance improvement plans as well.
 
 
 Being on a Performance Improvement Plan (PIP) can easily make you feel disempowered as these plans tend to be daunting and unsettling. Individuals often commit errors while under such plans, which may lead to job loss. Below are four common pitfalls to watch out for during this period.
 
 <h2 data-toc-id="bec60ffb-1b44-4b68-9168-7f41f087a596" id="bec60ffb-1b44-4b68-9168-7f41f087a596">
 
 1. Don't get defensive
 
 </h2>
 
 The initial error individuals commit upon being placed under a Performance Improvement Plan (PIP) is becoming defensive. It’s crucial to understand that arguing won’t help you escape the PIP—it cannot be undone.
 
 
 PIPs are planned out carefully rather than being spontaneous actions. Should a manager be signaling that you're facing performance issues, becoming defensive would be counterproductive.
 
 
 Suppose you're an engineer struggling with missed deadlines. Instead of saying, "The issue is that the product team failed to provide a clear specification," or, "The problem lies in reduced funding," you might approach it differently.
 
 
 Despite believing your manager might be incorrect, their input is mistaken, or you completely differ, make an effort to grasp their viewpoint.
 
 
 This doesn’t mean you won't get an opportunity to present your perspective; typically, you will have several months to discuss this with the individual who placed you under PIP supervision. Ultimately, convincing them of why you shouldn't remain on such a plan is crucial. Nonetheless, it’s important to start by listening attentively.
 
 
 Become curious and ask for input. To emerge victorious, you need to listen attentively and meet it with an open mindset.
 
 <h2 data-toc-id="71c43e1f-de4c-4e0f-8078-4d80b8ccd5d8" id="71c43e1f-de4c-4e0f-8078-4d80b8ccd5d8">
 
 2. Avoid damaging your good standing
 
 </h2>
 
 A different error to avoid is damaging your reputation. Remember, your reputation is yours alone and goes beyond just your employer.
 
 
 The primary means by which individuals damage their reputation is through believing:
 
 You're right; they might fire me in about three months, but instead, I think I'll just resign now.
 
 
 
 Your supervisor could simply believe that the chemistry among team members isn’t right—yet they might continue viewing you positively. Alternatively, perhaps your firm recognizes that you’re merely in an unsuitable division. Should you be employed by a sufficiently large corporation, there could very well be other available positions where you would be more suited.
 
 <h2 data-toc-id="eee808cb-6cbb-4536-8f58-d1057acb4942" id="eee808cb-6cbb-4536-8f58-d1057acb4942">
 
 3. Make sure to draw lessons from it
 
 </h2>
 
 While sitting on a PIP, you might believe that it cannot be fixed or is beyond repair. Despite these feelings, do not overlook the chance to enhance your performance and gain insights from the constructive criticism.
 
 
 PIPs typically include a schedule and are quite organized. Fundamentally, they create documentation explaining why your role is being phased out.
 
 
 When you receive feedback, treat it as a chance to learn. Use this moment to strengthen your skills since even if acquiring knowledge doesn’t benefit you right now, it could prove invaluable for your future position.
 
 
 Recognize that receiving feedback presents an opportunity for growth and self-improvement. While every piece of feedback holds value, failing to act upon Performance Improvement Plan (PIP) feedback could jeopardize your employment.
 
 <h2 data-toc-id="5182a05c-e636-460a-9c13-e95b2deb98a1" id="5182a05c-e636-460a-9c13-e95b2deb98a1">
 
 4. Be sure to promote yourself
 
 </h2>
 
 At times at work, individuals believe that putting in significant effort will get noticed by others. This isn’t typically the case though; often, those who
 tactically self-promote
 And ensure that those individuals who have been included in the Performance Improvement Plan recognize their achievements and contributions, as this often leads to their advancement.
 
 
 If you find yourself under a Performance Improvement Plan but believe you’re excelling, you may consider,
 
 Why don't they realize this?
 
 Perhaps the error lies in being overly modest and allowing your team to claim all the recognition, leading them to believe you aren't contributing much.
 
 
 If you're under performance improvement plan, reflect on:
 
 What actions do you take every week to make sure you aren't forgotten?
 
 Then, remind them regularly.
 
 
 Record all your activities thoroughly. If preferred, send a weekly summary through email or Slack instead, and schedule routine meetings with your supervisor as well. Continuous input from them is what you should aim for. Keep in mind; they start shaping their view of your performance right away, not just at the conclusion of the Performance Improvement Plan (PIP).
 
 <h2 data-toc-id="a290d7e5-ca23-47ae-a136-849ca3b2dd9c" id="a290d7e5-ca23-47ae-a136-849ca3b2dd9c">
 
 If you get laid off, leave with dignity.
 
 </h2>
 
 If you get dismissed despite being on a Performance Improvement Plan, you should accept it. Remember that relationships travel with you, so aim to establish as many positive connections as possible. Keep your sense of self intact, glean whatever lessons you can from the situation, depart respectfully, adapt to the change, and begin searching for fresh opportunities.
 
 
 If you decide to stay, recognize that being removed from the Performance Improvement Plan doesn’t mean you’re guaranteed to be safe and secure. Understand that you’ve gotten input on aspects that concerned them, so work on rebuilding their trust in your capabilities. Make sure they feel positive about having you around by reinforcing why keeping you was the best choice.
 


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 Business Insider
 on MSN.

4 Critical Mistakes to Avoid on a PIP, Says Teal's CEO

Unknown business, employees, personal finance careers, self improvement, small business advice and strategy

David Fano, the CEO of Teal, has reviewed reports on PIPs and observed others completing them successfully. The strategies he suggests for dealing with a PIP include steering clear…

3 Job Interview Red Flags from a Recruiter Who's Screened Thousands: Arriving Too Early Can Backfire

Unknown business, employees, job, job interviews, manners and etiquette

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 During a job interview, be it online or face-to-face, ensure you adhere to proper etiquette.


 "As perquisites, ensure that you maintain proper eye contact," he mentions.
 Emily Levine
 , Executive Vice President at the recruiting company
 Career Group Companies
 you gauge the situation to determine the right moment for speaking up and when it’s suitable to pose your questions.


 Levine mentions that throughout her career, she has conducted interviews with "thousands upon thousands of individuals," frequently representing high-profile celebrities seeking personal assistants or chiefs of staff.


 Below are Levine's finest recommendations for steering clear of her most common warning signs during a job interview.

<h4>
 Avoid arriving too soon.
</h4>

 Firstly, ensure you reach your destination at a suitable time, particularly if you plan to be present physically.


 Show up too late, and you could miss part of your interview, which would waste your interviewer’s time and create a poor impression. However, arriving excessively early can be seen as overly enthusiastic and may put pressure on the interviewer, according to Levine. The ideal time to arrive is approximately ten minutes before your scheduled meeting.


 Levine suggests arriving at the building 15 to 20 minutes ahead of schedule as a safety measure. This way, you'll have ample time to locate the specific suite or office number without being too early for your scheduled interview.

<h4>
 I aim to present myself with the utmost professionalism.
</h4>

 Presentation is also key.


 Whether you’re online or in-person, “avoid chewing gum and refrain from wearing your sunglasses on your forehead” during the interview, advises Levine. Such behaviors are considered overly casual and not professional enough.


 If you're attending in person, ensure you aren’t “reeking of tobacco or doused in fragrance,” she advises. Many individuals have sensitivities to smells, so you should guarantee their comfort when they’re in your presence.


 She states, "Your desire should be to make an impact grounded in your actual experiences, rather than based on your attire or scent."

<h4>
 Don't divulge confidential information
</h4>

 Ultimately, irrespective of your previous career experience, be deliberate in how you discuss it.


 Steer clear of speaking negatively about past bosses or sharing excessive details that might be protected under nondisclosure agreements, advises Levine. In her field, many of her clients require new hires to agree to such terms. If job seekers claim they’ve agreed not to disclose sensitive data yet go ahead and reveal private info from former workplaces, it raises concerns for her.


 No matter how discreet your potential employer has been, disclosing confidential details suggests that if they were to hire you and share sensitive information, you would probably do the same with their competitors down the line, according to Levine.


 
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 55% discount on all Smarter by DIWI Make It online courses
 
 . Discover ways to generate passive income online, take control of your finances, excel in job interviews and salary discussions, and develop strong communication skills. Apply the discount code
 
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3 Job Interview Red Flags from a Recruiter Who's Screened Thousands: Arriving Too Early Can Backfire

Unknown business, employees, job, job interviews, manners and etiquette

During a job interview, be it online or face-to-face, ensure you adhere to proper etiquette. "As perquisites, ensure that you maintain proper eye contact," he mentions. Emily Levine , Executive V…