This may be hard to imagine, but people are not choosing your company, product, or service because you’ve been in business for a hundred years.
Way too often, potential job candidates make assumptions about what an employer is looking for. Then they decide to take themselves out of the running based on those assumptions, whether they’re valid or not. Many talented applicants have sold themselves short by giving up on a position before even applying.
Sadly, job seekers aren’t the only ones thinking inside their little boxes and missing out on potential opportunities. Plenty of employers also make assumptions and generalizations that keep them from hiring amazing talent.
We all know how important a first impression is. It can be a friend maker, a breath taker, or a deal breaker.
As business becomes more and more competitive, simply filling open positions isn’t enough. You need serious talent. And you want serious talent that will stick around.
Providing employee benefits is expensive. So is employee turnover.
If you’re thinking of both of these things as two giant, financial burdens that are sucking the life out of your business, maybe it’s time to shift your perspective.
LinkedIn is your professional presence. It’s your online business card. It’s a virtual networking event that never shuts down. Yes! You’re invited. And yes! You should participate.
But that doesn’t mean there aren’t any LinkedIn no-nos.
Do you often find yourself thinking, “What if this improbable thing happens?” Or “What if that terrible result happens?”
Using “What if…” scenarios to guide our behaviors is tricky. Sometimes it can be the safe way to go. As in, “I can’t run out into the street. What if there’s a bus coming?” But often, we let our "What if..." questions push us in the wrong directions.
Many business owners are convinced that what customers care about is price. They assume that if there are two options available, clients will choose the cheapest one. No matter what.
And because they believe in this concept wholeheartedly, they proceed to build their business models and marketing strategies around it. Which has the unfortunate effect of training their customers to behave as if this is so— whether or not it actually is.
You hire your employees for their knowledge, skills, and winning personalities. But then what?
Do you plunk them in their positions and assume they will continue to thrive indefinitely? If you’re a busy employer, HR manager, or supervisor, this may sound tempting. But today’s cutting-edge capabilities can quickly turn into yesterday’s news. Before you know it, your trailblazing new hires could be left in the dust.
Raise your hand if you love random meetings!
Okay, then, raise your hand if you love weekly team meetings. Quarterly check-in meetings? Client check-in meetings? Committee meetings?
If you’re like most people, you’re not a huge fan. And you’re probably frustrated with the lack of preparation, organization, progress, and productivity.
If you do have your hand in the air, you’re probably in the minority. Perhaps you’ve never been to a meeting. Or maybe, just maybe, you’ve learned the secret to great meetings.