During job interview negotiations, one of the things that makes the difference in whether or not someone accepts a job depends on “extra” compensation.
I’m talking about things like extra vacation days, or possible an upfront cash bonus for accepting the job.
Here’s the mistake too many people make: They presume their new employer will remember and live up to their agreement, and they don’t get the extra compensation written in the offer letter.
I’m telling you now: ALWAYS GET IT IN WRITING IN THE OFFER LETTER.
I’ve seen multiple situations where someone has an under the table agreement, but then the manager who made that deal left for another job. The new manager didn’t make the deal, and thereby doesn’t honor it – and since it wasn’t an on-paper agreement between the employee and the company, there’s no stopping them!
I can’t reinforce enough how important it is that all deals/agreements are officially documented.
It’s a simple step that you’ll never regret.
According to this research, 92% of adults fear something about the job interview/search process.
Uncertainty is understandable. There is so much that’s unknown about seeking a new chapter in your career. What opportunities are really out there? Will the market be better or worse within the first year of a new job? What kind of competition is vying for the same jobs you want? How long will the whole process take?
This recent article set out to ease the minds of stressed out job seekers, delivering 4 bits of advice to consider:
Now, I like all of these considerations. They are empowering and should help cheer up anyone who’s down about their search.
But I do think they are easier said than done. To truly embrace this advice, you need a strategy that you can count on to keep you accountable to these tips.
This is where you need to seek the advice of a mentor or Career Coach – to truly help you see the big picture and understand what it takes to have a healthy mindset as you enter a job search.
If you’ve been in a job search recently, what would you add to this list?
My latest St. Louis Post-Dispatch column is all about the career killer that no one thinks will catch up with them: Procrastination. Get a taste of the column below, and hit the jump to see the whole thing.
Look at any workplace in America, and you’ll find someone who just can’t seem to get their job done on time.
Sometimes it’s because of a lack of communication. Other times because there was never any real task definition or deadline. There are several legitimate reasons a job may not get completed, but none matter if they lead to a reputation as “the one who can’t finish a project.”
The silent career killer I speak of is procrastination. Are you at risk of becoming its next victim?
If you’re lucky, 70 percent of your job consists of duties that give you energy — tasks you truly enjoy. Even then, that means 30 percent of your job consists of things you don’t look forward to. And it’s only human nature you don’t race in to complete these things. But it’s still no excuse… Read the rest of this column here.
Per to the U.S. Bureau of Labor Statistics, it now takes laid-off workers who earned $100,000 annually up to 24 months to land another job paying that same amount of money or more, compared with 10 months on average for all workers.
If you’re a six-figure job seeker, this is not good news.
While I’m never one to say that money is what makes you happy in your career, it definitely plays a part. If you’re used to being compensated a certain amount for what you bring to the table, suddenly getting significantly less is not a good thing.
But there are things you can do to set yourself apart in your search. This article does a nice job of outlining some specifics, including reco’s for your resume and networking approach.
But one of the biggest things you should ask yourself is why you seek that six-figure salary. Is it out of pride? Is it based on the cost of living you’re accustomed to? Or is it truly representational of the only kinds of jobs that can make you satisfied?
Dig deep about what truly makes you happy in your career.
Money can definitely play a major role. But it shouldn’t solely determine the role.
According to this Boston Globe article, more and more doctors are abandoning the idea of private practice and opting for salaried hospital jobs instead. Per the article:
Last year, 64 percent of job offers filled through Merritt Hawkins, one of the nation’s leading physician placement firms, involved hospital employment, compared with only 11 percent in 2004. The firm anticipates a rise to 75 percent in the next two years.
The article does a good job of outlining why this change is occurring, but the takeaway should be this: Even professional systems as tried and true as “the doctor’s office” aren’t immune to major change.
Change hits every kind of career and every kind of professional out there. How will you cope, embrace and make this change work for your benefit?
That’s the theme of my book RINGMASTER, and it’s a question you should ask yourself BEFORE change next impacts your career.
I recently read an interesting blog post titled Job Search: Why People Leave ‘Good’ Jobs.
It’s an interesting read that presents several insightful reasons people leave seemingly good jobs – and at the end, it suggests money can be a major motivator.
But while money seems like a major reason good employees leave for greener pastures, data suggests otherwise.
In his book, The Seven Hidden Reasons Employees Leave, Leigh Brenham claims that 89% of managers believe that most employees leave for better pay. Yet Brenham cites data from Saratoga that reveals 88% of the time something besides money is the root cause.
What are some of these causes? The article suggests overwork and imbalance, lack of feedback, no room to grow, and being oversold on the job in the first place as reasons people leave. All of these are very valid reasons – and I have a couple to add:
Have you ever left your job for one of these reasons? Or maybe a different one?
I am honored to speak the St. Louis chapter of the Healthcare Businesswomen’s Association later this month, where I will be presenting “From Status Quo to Star Performer: 8 Powerful Change Strategies to Direct Your Career Future.”
The event is Thursday, Feb. 27 from 8 a.m. to 9:15 a.m. at Express Scripts in St. Louis. HBA members and nonmembers alike are welcome to attend.
“From Status Quo to Star Performer” is built around my latest book, Ringmaster, which focuses on helping employees and managers succeed in a changing workplace. The presentation will include eight points from which I will outline ways in which everyone in the workplace can make the most from change.
I will cover topics such as behaviors that drive change within an organization, how to create a value-added culture in the workplace, and how to promote healthy responses to change and to reactions to change. Since everyone experiences frequent change in the workplace, these strategies are designed to be valuable for any level of employee in any industry.
The presentation will take place after registration and a networking breakfast, and there will be a book signing to follow. Registration is open to members and nonmembers of the HBA, but space is limited. For more information and to register, please visit http://www.hbanet.org.
I hope to see you at this informative and entertaining event!