Past Five

Ditch the Corporate "Don'ts" this Holiday Party Season

Why do people always focus on what not to do at holiday parties? Concentrating on the taboo makes us forget what holiday parties are all about- an opportunity to have fun while networking and generating business.

In order to make the most of a corporate gathering, toss the restrictions out the window and utilize some commonsense.

It all begins by dressing for the occasion. Whether a company hosts an ugly sweater party or maintains business professional apparel, it's important to follow the dress code. Showing up under or overdressed causes people to focus on their wardrobe instead of the party at hand.

Once the party is underway, many people worry about when to eat, what to say to clients and how to break the ice. But these are unnecessary concerns that distract us from the party. There's no need to turn away the mouthwatering mini burgers in order to maintain a "professional" façade. Eating throughout the party allows people to maintain high energy levels necessary for socializing.

Although it seems obvious, people should be continuously mingling the entire length of the party, and not just with colleagues and clients. A corporate shindig is the perfect opportunity to meet new people and network.

While it's tempting to stay on safe conversation topics when talking with acquaintances and clients, a holiday party is the ideal occasion to get to know business partners on a personal level. Asking questions about hobbies, spouses, children, pets, etc., demonstrates an invested interest in the relationship.

Holiday parties shouldn't be a source of stress to employees. It's one of the many joys
of the season, so relax and have fun!

Are Job Seekers Above Receiving Training?

If you read "Help Wanted: In Unexpected Twist, Some Skilled Jobs Go Begging," in the Wall Street Journal, you know that Union Pacific is having difficulty finding workers with the necessary skill sets for their open positions. But Union Pacific isn't the only company struggling with this problem. Companies across the U.S. are willing to hire, but can't find candidates with the right level of experience.

Should these subpar candidates be hired merely to lower the unemployment rate? No. However, if companies find strong, hard working candidates, why not offer the position at a lower compensation rate for the first 6-18 months while the "A" candidates (that are lacking a few of the job requirements) are trained in the desired skills? Not only will this help the unemployment rate, but it will also eliminate the lack of qualified workers in the job market. Training is effective, builds loyalty and protects a company from turnover. And the best part is that training can be given to all employees in any division of a company.

But there's always two sides to a coin. While companies need to be willing to offer training programs to augment the desired skill set, employees and candidates need to be willing to take the pay cut and accept training. Job seekers today need to realize they don't have the skills companies are looking for. They need to realize they aren't worth the salaries they were making one, two, three years ago. They need to appreciate an opportunity to be invested in and trained. They should be the first ones in the office and the last ones to leave. If they can do this, then companies should be expected to train and develop hard working, intelligent people.

Now is the time for companies to train their own, at any level, and create their own stable of go-getters. The question is, are there people out there willing to commit themselves if this opportunity arrives?

How to Make Thanksgiving Work for You

If you find yourself unemployed this Thanksgiving, don’t just gorge yourself on turkey and stuffing, make the holiday work for you by implementing these four tips.

Tip #1: Don’t forget about your family

If you’re on the job market, chances are you’ll be asked how your search is going and why you haven’t found a job yet when you’re attending endless family gatherings. The automatic response is to fire back with a defensive comment that could potentially offend the other person. Instead, use the opportunity to explain your situation and expand upon your career goals. Don’t assume that they already know you’re in the job search – ask about who they know and how they can assist you. If they don’t know you need help, they can’t help you!

Tip #2: Fall back on your network

Use the down time during the holiday to get in touch with an acquaintance or a professional associate from your past. Whether it’s a phone call, a quick e-mail or a “Happy Thanksgiving” card, a personalized message goes a long way. Mention that you’re searching for a new job and would appreciate any advice that he/she can offer. By occasionally touching base with your network, you are ensuring that your name is at the forefront of their mind.

Tip #3: Turn a new leaf on industry knowledge

It’s easy to become a creature of habit and follow the industry skills you learned 15 years ago. The problem with this mindset is that new information is constantly being published. Use the holiday to peruse the library for new literature or read a magazine related to your profession. Brushing up on your area of expertise will help you become an expert in your chosen field, making yourself more marketable to employers.

Tip #4: Attitude is everything

No one said job hunting is easy. But when you focus on the jobs you didn’t get offered, you’ll only feel disappointment. It’s been said that, “attitude is everything.” That’s especially true in job searching. During the holiday festivities, take a break and clear your mind. Do something you love – whatever it takes for you to relax. You’ll return from the holidays with a new mindset and refreshed attitude.

Benefits Abound for Temp-to-Perm Employment

Today, many companies are opting to hire new employees on a temporary-to-permanent basis instead of diving right in to direct hire. However, at LaSalle we are finding that job seekers are hesitant to accept these positions because of negative connotations associated with temporary hiring.

If you are able to disregard the so-called, "stigma," associated with temporary work, you will see there are many benefits of temporary-to-permanent employment.

Test Drive: Temp-to-perm employment allows you up to 12 weeks to experience everything the job has to offer. Perhaps the position is exactly what you are looking for, but maybe your micromanaging supervisor is too much to handle. In either case, it's a win-win situation. If you don't like the position, you can end the assignment and search for other opportunities. If you love it and work hard, there may be a job offer at the end.

Expand Your Knowledge: A temp-to-perm position is a great opportunity to learn another line of business, acquire a new set of skills or absorb information that could be useful in the future. Many companies also offer training programs for their temp-to-perm employees. In these instances, if an offer is extended you will have all the tools to succeed on the job. If an offer is not extended, you will have added to your skill set and increased your wealth of knowledge, escalating your market value as a job seeker.

Potential Pay Increase: If you work hard and collaborate well with staff, it's possible you will be extended a permanent offer. Not only will you now receive company benefits, but you will also earn a pay increase. The amount will vary depending on the company and position.

Other benefits of temporary-to-permanent employment that stress the temporary side include:

Boost Your Resume Experience: If you have minimal work experience, a temp-to-perm position is perfect for beefing up your resume. Although the position may not be your ideal career, you can include newly acquired skills on your resume that may help you snag your dream job.

Pursue a Variety of Careers: If you are uncertain of your career path, a temp-to-perm position allows you to dapple in a variety of fields in order to find the perfect fit.

Earn Money: If you are unemployed and job searching, a temp-to-perm position allows you to earn money while continuing your job search on the weekends.

How to Revive a Dead Career on Halloween

Tip #1: Rise at the witching hour

Set yourself up for success before stepping into the office. Resist hitting the snooze button and wake up a few minutes earlier to do something you love. Run outside, cook a healthy breakfast or meditate as the sun rises; instead of feeling drained before you start the day, you will have more energy to power through it.

Tip #2: Carve out a relationship with your manager

Every employees main purpose is to make their boss's life easier, so work independently and anticipate your manager's needs before he or she asks about them. Connect with your manager on a personal level; ask about his or her passions outside of work, and find the opportunity to engage those interests in conversation. The extra effort and positive attitude you put into the relationship will not go unnoticed.

Tip #3: Enchant your co-workers

Everyone likes to be acknowledged for their hard work or a job well done, and your co-workers are no exception. Speak up when a colleague closes a big deal or completes an extensive project. Although their work may not directly affect you, the buzz of sharing praise can foster positivity in the workplace and a feeling of camaraderie among staff.

Tip #4: Brew something new

While you may be comfortable in your routine, it may also be the source of your dissatisfaction. Bring excitement to your job by asking for assignments outside of your job description. Challenge yourself everyday to say or do something that feels out-of-the-box. Not only will your employer be impressed with your initiative, but the change of pace and new variety of work will be a stimulating addition to your everyday tasks.

Tip #5: Don't be afraid to say, "Boo!"

If you are usually a wall flower in meetings or brainstorming sessions, it's time to break out of your shell. Don't let fear hinder you from contributing to your company's missions, and in turn, your career satisfaction. Voicing your ideas will gain respect from your peers, increase your enjoyment and make a difference in your career.

How to Ask for a Raise

In this economy, is it even possible to ask for a raise?

The answer is, maybe. But, it’s not that simple. There are certain steps you must take before you even consider asking the question.

1. Evaluate Your Company. Is your company profitable? If not, then the answer is a definite no.
2. Be Realistic. Don’t just go to salary.com, you must look at yourself comparatively to people doing the same job as you. Are you doing better than them? Are you bringing extra value to the role and company? If so, consider asking.
3. Assess Your Worth. Have you taken on slack for an employee who recently left the company? How have you affected morale? Do you add or take away from the culture? What tangible results have you produced for the company?

If you can positively answer these questions then you should consider asking, but first you must master the “art” of asking for a raise.

1. Be Confident, Not Cocky. When asking for more money, your tone of voice matters. Make sure to be confident, yet not come across as demanding.
2. Know When to Ask. The best time to ask for a raise is during a performance review or when feedback from your manager is positive. If you’re continuously delivering at high levels and receiving consistent positive feedback, this is a clear sign a raise may be in sight.
3. Have Good Reasoning and Tangible Examples. Outline your job description in comparison to what you are doing on a day-to-day basis. Make sure to provide in detail the tasks or initiatives you independently began or what you did that was above and beyond management's expectations. If you’ve directly helped or developed a product to increase profit, revenue, or the customer base make sure to mention it.

Remember even if you do all the steps above, make sure you’re mentally prepared if your employer says no. Instead of becoming upset or quitting, ask your boss how you can improve and what steps you need to take in order to receive a raise in the future. If you’re proactive and positive, your chances of a raise will one day be in sight.

For more information, see LaSalle Network's segment on NBC's Smart Money

 

 

Going Back to Basics

Last month I had the opportunity to see Starbucks CEO Howard Schultz speak at an Entrepreneurs' Organization event. Schultz spoke about his 2008 decision to shut down every U.S. Starbucks for a few hours in order to re-energize and re-educate his employees on how to make the perfect espresso. The goal of the closure was to revisit their standards of quality and improve the "Starbucks Experience."

I thought this was brilliant. And I decided to do the same.

Last Wednesday, LaSalle had a four hour hands-on meeting to re-gain our focus and re-educate ourselves on LaSalle's basic principles, values, and core competencies. 

We went over the basics of our business: recruiting, interviewing, and selling, but most importantly, I wanted to emphasize the importance of empathy, LaSalle's primary core competency. Whether it's client, candidate, or employee relationships, understanding what the other person is going through is key to success.

As I told all our staff in Wednesday's meeting, I have had their jobs. I audited time sheets, processed invoices, made collection calls, stuff envelopes, licked envelopes, did reference calls, recruited permanent candidates, cold-called companies for five hours straight, the whole nine yards. I did it all. I empathize.

Whether you're a new salesperson, a longtime manager or an office assistant, the key to success is putting yourself in the other person's shoes. Your livelihood depends on others success and theirs on you. While it's easy to get caught up in your day or your duties, your individual successes will come from having empathy for your co-workers, clients, customers, and in our industry, candidates.

Though 2011 is shaping out to be one of LaSalle's best years, as a CEO it's important to continually motivate and re-engage your staff. Whether it's re-teaching the basics, empowering employees to make a difference or instilling the value of empathy, as a leader it's important to take the time to re-instill these values. And if it takes shutting down the business for a few hours then so be it. The long-term gain is worth the short-term loss.

Are Women Better Bosses?

Are women better managers, bosses, leaders? Well, since four fifths of my executive team are women, I would say err toward the side of yes.

Throughout the past few years, I’ve been overly impressed by the performance of LaSalle’s female leaders. They successfully build consensus to reach decisions, openly communicate, and inspire their team for continuous achievement and accomplishment.

While some people say that women bring emotion into the workplace, I say “Of course they do!” but that’s a good thing. Give me passion or give me death!

The stereotype is that women experience more emotional extremes than men, but emotion, if positive, will create a constructive and supportive environment that is good for the workplace and critical for business success.

Throughout the day, regardless if an employee accomplishes a large goal or a small task, I hear these women cheering and outwardly congratulating their team. I see the Director of Human Resources become infinitely more excited for an employee’s birthday than her own. And I’ll see our Vice President of Sales jump up and down when a business development manager receives an order.

These women worked hard for their successes and have pushed through barriers to get there. Not one of these four women were handed opportunities on a golden platter; they worked hard and earned to be where they are today. Because of their perseverance, they equally push and elicit this out of their team.

Not only are these women great bosses, but they are role models. Without the women of LaSalle, our company would never be where we are today.

A Great Accomplishment

I am very proud to announce that LaSalle Network was just named the “Top Five Best Staffing Firms to Work For” by Staffing Industry Analysts, the global advisor on contingent work.

This is a huge honor to be recognized by the staffing industry’s leading analyst and I am very proud of every LaSalle employee for contributing to this award.

When I started LaSalle in 1998, I made it a priority to put my employee’s first. I had previously worked in multiple companies where I didn’t feel appreciated or recognized, and I never wanted my staff to feel like this.

I implemented a team-based staffing structure, fostering collaboration instead of competition, and encouraged a policy of honest and open communication between management and staff. I wanted to make sure every employee always felt they could voice their concerns and their opinion mattered regardless.

Ultimately, the more employees know they have support from you, the more they will support your organization.

Congratulations to all of my co-workers at LaSalle...now the entire industry knows that being a LaSallian is truly something special!

The Art of Over-Communicating

I recently read a blog that stated “recruiters over communicating with hiring managers” was a sign that a supplier is not acting in the clients’ best interest.

I highly disagree with this statement. Over-communicating, especially in the staffing industry, elicits strong relationships, trust, and success.

In order to build this trust and give your clients what they want, you must know the ins-and-outs of your clients: their business model, management philosophy, company culture, etc. It may take an extra phone call or meeting to learn this crucial information, but you can never obtain too much knowledge about what type of candidate would be a good fit.

It is also important to keep in mind that businesses change and so do their needs. If your client wanted one thing the prior year, it does not mean they will feel the same the next. You should continually check in on your clients to find out about possible internal re-structuring or changes in their marketplace or industry.

Clients want quality, speed, and affordability in a vendor, but there is no substitute for a reliable and trustworthy partner. Of course individual judgments are crucial, such as if your client tells you they want a certain level of communication. But, the key is to not be shy because you're afraid of over-communicating.