Dont even think about using these 5 opening lines in your emails

Dont even think about using these 5 opening lines in your schmelzglassDont even think about using these 5 opening lines in your emailsIf every email is different, why do so many of them begin the same way?Heres an aggregated list of opening lines you should steer clear of in your emails.Dear Sir or MadamDont even try this one.Business Insider features commentary from business etiquette expert Barbara Pachter, who mentions how this can ruin an email glaubenszeugnis for the recipient Way too formalLooking for an inspiring way to start your day? Sign up forMorning MotivationIts our friendly Facebook robot that will send you a quick note every weekday morning to help you start strong. Sign up here by clicking Get StartedPlus, this salutation tells the recipient that you have no idea who they are, says Pachter. Why then should the reader be interested in what you have to say? the publication reads.Think about it How would you feel if you received an email that addressed you like this?I th ought I would circle back This ones a classic. How many times have we all fallen into this trap, either in writing or during a conversation with a colleague?Jeff Haden, a ghostwriter, speaker, author, LinkedIn Influencer and contributing editor to Inc., explains this opener in the publication.Heres why he says you should leave this out of your emails Yes, because I didnt respond the first time you emailed. But why will I respond this time especially when the rest of your email is just copied and pasted from your original email?To whom it may concernWeb design and digital marketing company CREATE180 Design features this one on its website. Eric Mohrman, content director and creative writer, writes about it in a blog post.This, Dear Sir, Dear Madam, and other impersonal greetings are a great way to get your email promptly deleted. Its suggestive of spam and immediately signals to recipients that you dont know them - and therefore that they dont know you, he writes. That doesnt help get the rest of the message read. It also makes it seem like youre too lazy to find out a name or that youre mass mailing indiscriminately.Happy MondayAhhh, Monday - this is a sugarcoated reminder that its the toughest day of the workweek.Jenni Maier, Editor-In-Chief of The Daily Muse,explains whyto never say Happy Monday or, alternatively, insert any other day of the week in there. The effect remains the same and you still want to passiv inside a little bit every time you find yourself wishing it. Happy blank is for holidays, like your birthday or Christmas - not for a day of the week that comes around every seven days without fail.Heres her translation of Happy Monday Im about to ask you for something, but I feel uncomfortable diving right into it. So I shall say something kind and friendly instead.One of her suggested alternatives is, Hope your weeks off to a good start.You dont know me, butLaura Spencer, a business author and copywriter, writes on Envato Tuts+, a site offering tutorials and courses on the web, about why this isnt a good way to begin an email. After pointing out that its unnecessary to emphasize that youre a stranger, she mentions that you should get to the point instead.She recommends this alternative Im writing to you today to invite you to the annual company meeting on July 5.

This group of workers sleeps on the job more than any other

This group of workers sleeps on the job more than any otherThis group of workers sleeps on the job more than any otherEmployees in some industries have a habit of sleeping on the job in certain places - but some people do so more than others.Research from Amerisleep shows that construction workers are sleeping on the job (despite notbeing allowed to) more than any other industry.The company surveyed more than 1,000 people via Amazons Mechanical Turk and revealed how many respondents from each industry say they catch up on rest at work. Here are some of the data points that stand out.Heres who shouldnt be sleeping at work - but do it anywayThe research found that a large number of people sleep at work, even though theyre not supposed to.What industries nap the most and how often do people do it?The research also broke down which industries napped the most (counting those that are allowed to and those prohibited from doing so), with tech workers leading the way - although many in th is field are encouraged to do so and even have facilities provided for themTechnology 70.0%Construction 68.2%Government and Public Administration 63.5%Finance and Insurance 58.9%Information Services and Data Processing 58.0%Manufacturing 52.6%Transportation and Warehousing 52.6%Medical and Health Care 52.1%Education 45.6%Wholesale and Retail 42.9%The research then went on to show just how many naps people say they take at work in a month1 nap 30.0%2 naps 20.5%3 naps 12.0%4 naps 9.0%5 naps 9.7%6+ naps 16.8%Sleeping at work, by salary levelThe research showed the number of days a month that people sleep on the job,on average, with those in the highest income bracket - $100K or more - doing it the leastBelow $10K 4.0 days$10K-$14.9K 3.5 days$15K-$24.9K 3.5 days$25K-$34.9K 3.7 days$35K-$49.9K 2.7 days$50K-$74.9K 3.2 days$75K-$99.9K 2.5 days$100K and up 2.4 days

3 Reasons Youd Need to Use a Functional Resume

3 Reasons Youd Need to Use a Functional Resume3 Reasons Youd Need to Use a Functional ResumeNo luck on the job front? You might want to rethink your resume format. While traditional resumes are generally a safe route, a functional resume could highlight your strengths more effectively, depending on where you are in your career.Unlike traditional resumes, functional resumes allow you to group your work history by skills rather than in chronological order. For instance, check out this excerpt from a sample resume via the Peirce Colleges career guideRelevant Skills Sales and New Account Development Increased a small publications advertising revenue through market research and promotionDeveloped new distribution outlets for a special-interest magazine in Northern CaliforniaCustomer RelationsServed as vendor representative for Jana ImportsCoordinated product information and distribution for 75 field representatives and major accounts.Most job descriptions do not call for one format or the other and it is difficult to ascertain what the reviewers preference may be, says Uva Coles, dean of career management services at Peirce College. Instead of spending time trying to decide what will work best for the reviewer, try to decide which format will tell your story in the most compelling and relevant way.Spend your energy ensuring your resume reflects alignment between the skills required for the role and the skills you have gained over time, she says.1. You are in a career transition. Making a huge career move into a new industry means that its more important for you to highlight your relevant, transferable skills than the chronology of your work history. In fact, Coles says that a functional resume is ideal if youre in a career transition.2. You have employment gaps. A functional resume is a great way to zero in on relevant achievements, which can help deflect some questionable gaps in your work history. In a nutshell, if you want an employer to focus on the what (i.e. w hat you can bring to the table) vs. the when and where (when you last did this work or where it was done), functional may be the way to go, Coles says.3. You have little experience. If you lack enough work history to even fill out a traditional resume, then a functional style would be best suited for you. For instance, recent grads who are new to the work force would be better off grouping the skills they garnered from relevant volunteer experience, internships, and other extracurricular activities.Whatever you do, select the format that demonstrates direct alignment and relevance to the job. After all, its the content, not the look, that matters most, Coles says.Ritika Trikha is a writer for CareerBliss, an online career community dedicated to helping people find happiness in the workplace. Check out CareerBliss for millions of job listings, company reviews, salary information, and a free career happiness assessment.

Goodbye, Tax Season. Hello, Celebration!

Goodbye, Tax Season. Hello, CelebrationGoodbye, Tax Season. Hello, CelebrationCongratulations Your gruppe made it through another tax season successfully - save for a few extra gray hairs and a touch of sleep deprivation. Now, its time to toss aside the calculators and spreadsheets (for a little while, anyway) and celebrateWhats the best way to acknowledge your staff for a job well done? Here are three ways to give employee recognition for achievements this tax season and all year long1. Give some real beans to countOne of the biggest misconceptions about accounting and finance professionals is that theyre adding-machine-addicted geeks crunching numbers all day long in a back room. Thats far from accurate, of course. In fact, there are some surprising facts about the accounting profession that counter the stereotypes.No doubt, your team members will appreciate the inside joke if you present them with two types of beans as rewards for their efforts this tax season a bonus or raise, a ccompanied by a pound of quality coffee or a gift card they can use at a local coffee shop.2. Take them out to a ball gameOr to the aquarium. Or somewhere. Just take them out of the officeFor months, your accountants have been spending hours and hours at a desk squinting at their computer screens and checking, double-checking and triple-checking calculations. They are now in dire need of fresh air and a change of scenery. So, make it a priority to organize a field trip for them.One positive side effect for the business is that a well-planned employee outing or team-building exercises can help enhance camaraderie. But be koranvers to ask for your staffs input in advance so you go somewhere and do something they will actually enjoy. Have a vote, make the arrangements, and blow that Popsicle stand (i.e., your office) for a while.3. Let them have two kinds of timeTwo kinds of time? Time off and more time. While a team outing can be a great way to release some stress, your employees also will likely want time away from the office and their colleagues (and yes, their anfhrer). Give them a day off this month or next, or allow them to take a few extra vacation days later on. This will help them to rejuvenate and prepare for that time after tax season.Think longer term, too. Consider instituting flexible scheduling and telecommuting options your team can take advantage of all year-round to better maintain work-life balance.This can have a positive impact on retention In The People Puzzle Building and Retaining a Talented Accounting and Finance Team, a report from Robert Half and the American Institute of CPAs (AICPA), accounting and finance professionals cited flexible work hours as one of the top three nonmonetary contributors to job satisfaction. (For CPAs at small firms, it was 1.)DOWNLOAD THE PEOPLE PUZZLEGiving employees more control over their time can have an added benefit It can help you be more productive in your position.Actions + words = impactOne other post -tax season staff management tip Offering a heartfelt thank you can go a long way toward making your workers feel valued. You may feel confident your staff members know you appreciate their hard work, but you should tell them anyway, so you can be sure.And if you have employees who went truly above and beyond to get things done right this tax season, extend that thank-you to some form of public kudos. Whether its in a department meeting or an article in the company newsletter, nothing compares to being singled out as the type of professional the business relies on for its success.However you choose to celebrate the end of tax season with your staff, be sure to make it both meaningful and fun. If you do, youll give the dedicated professionals on your accounting and finance teams even more reason to be proud of their accomplishments and to love their jobs.Subscribe to the Robert Half newsletter for articles and resources to help you build and manage a winning accounting and finance te am - all sent directly to your inbox.

How to Get a Job in the Cannabis Industry

How to Get a Job in the Cannabis IndustryHow to Get a Job in the Cannabis Industry Cannabis is one of the fastest growing - definitely most exciting- industries on earth. While many of us have enjoyed successful careers in entertainment, wellness, and associated fields, the cannabis industry is unlike anything weve ever seen, shattering projections at every turn.This growth creates enormous buzz, yet it leads to a plethora of questions around what really are the specific opportunities that exist in cannabis today. And most importantly, how do you take your existing skills and apply them to this ever-burgeoning new sector?Here are five crucial tips to help you navigate the waters and find a home within this blossoming, nascent fieldCannabis has many different sectors people dont ever think about. Youve got retail, cultivation, science, patient care, research & development, distribution, manufacturing, packaging, lobbying, legal- and a heck of a lot more.The first thing you have to decide is what sector is most interesting to you By looking into the different areas and figuring out where you have some existing relevant knowledge, you could find your newest passion just like that.A lot of us are finding that pro skill sets attained in other fields translate perfectly to cannabis the more you understand how the field works the clearer your potential niche becomes.And like any job hunt, your favorite search engine is definitely the place to start. You can find plenty of cannabis-specific job boards and even cannabis placement agenciesThe more research you do, the more objectively you can learn about companies and know what questions to ask as you seek out that perfect match.Depending on the current legalities in your area, it might be time for relocation. Many people are willing to move- this is something to consider. If you cant, then try public policy. Change the lanes where you live, insteadEveryone is getting bombarded with applications eve ry day. If you want to stand out in the best possible way , I say show up.Many people whove broken into Green Flower Media have done it by being different. It could be as simple as dropping your resume off in person or videotaping your wares. Make a good impression in a way that suits you best.Always contact the hiring manager or HR department and not the CEO. I can attest firsthand- the latter doesnt work.You should learn about that one special geschftliches miteinander before you jump in Get educated. Ask great questions about how a business needs to improve. Be knowledgeable have an opinion.This shows you are able to jump in and do any job. Whats better than that? This type of flexibility is desirable, because people dont realize that with cannabis there are so many darn hurdles that need jumping.Offer to get involved right now use your always-evident positive attitude. You will undoubtedly stand out.Cannabis has a ton of names reefer, grass, pot or weed. However, if youre loo king to land a job in this industry stick with our plants real name cannabis which is the standard word (read acceptable) now.For example, if you come into a job interview using the word marijuana, know this that welches once a really obscure Mexican slang term that was used to trick policymakers into first prohibiting cannabis back in the 1930s So dont appear behind the times. After all, who wants to go back to Prohibition- yechh . Bottom line If you want a cannabis career you have everything to gain by familiarizing yourself with its history, just as you would any other field you are diving into headfirst.Max Simon is founder & CEO of Green Flower , the global leader in cannabis education and training.

The Debate Over General Labor Resume

The Debate Over General Labor Resume General Labor Resume - Dead or Alive? Bear in mind you will require a cover letter to have the greatest chances of landing employment. If you are searching for a position as a general laborer, you will be considering the following resume objectives. The statement should convey the value youll be bringing to the company if youre offered the chance to work with them. You should definitely incorporate a resume objective statement in your resume when you submit an application for a job to be certain that you could break the ice at the very first try. When choosing an employee make sure they understand the preventative measures in place to decrease the chance of fire hazards. If youre asking for a management position, you can select a few sayings by the fantastic management gurus. You should demonstrate the employer you are able to work with people. Prospective employers find it impossible to read your mind. Again, provided it isnt a busines s recruiter doing work for your small business, you truly dont have to take into consideration your boss learning. Nearly every job involves working on a team in some manner. Because general labor is a wide field, youre going to want to emphasize a couple of your strongest qualifications and achievements at the surface of the page to grab the readers interest. Also indicate the sort of work environment in which you wish to be used in your career objective. With some research its possible to learn to appropriately utilize them. If youve come up with a few innovative science projects or some exceptional project which can help to enhance the working of the present system, make sure that you mention it in your resume. Who Else Wants to Learn About General Labor Resume? Emphasize your present skill set, abilities and anyspecial machinery and equipment certifications you need to convince employers to read the remainder of your resume. Youve got transferrable skills that you might elend have tapped into. My abilities and abilities align perfectly with the qualifications necessary for the opening at your business. Any extra computer skills you have is only going to increase your resume. General laborers working with hazardous materials, also referred to as hazmat, must get a federal hazmat license. As an overall laborer looking for work in a manufacturing facility, you will need to impress employers with a well-targeted resume. An overall laborers work is extremely huge and applicants can be employed to execute a massive selection of tasks based on the organization or agency hes applying for. The work of an overall laborer depends on the industry that theyre working in. Construction is happening each and every day. Construction jobs could be similar. Prospective construction workers might not understand how lots of the essential skills they already have. An individual must also be in possession of a good understanding of using various construction eq uipments in order to be a construction laborer. Project superintendents appearing to employ a new worker will want to understand the tiny details of your previous experience, so they can understand whether youd be a great fit. Employees generally feel that a powerful resume is sufficient to fetch them with the dream job. Entry-level construction jobs typically dont have any educational requirements, though large school-level training programs are sometimes a huge help. People working in various areas may have known of openings that would suit you. General Labor Resume Features Employing an overall laborer resume sample, like the one below, is a fantastic method to find the inspiration and assistance you need as you write. OurA Sample Resume FormatsA will help lead you through the essential requirements required for a nice and presentable resume with clear layouts which are available for print or download. Resume editing is a fundamental factor of being successful. As a way to prepare adequately, these tips will be convenient. Before you opt to submit an application for work, always make sure your CV is current.

5 Things Job Seekers Want in a Company Culture

5 Things Job Seekers Want in a Company CultureTo attract the best talent, your company culture needs to stand out. Job seekers want to work in environments they love, but theyre bedrngnis finding what theyre looking for.In the race to attract the best talent, in a job seekers market, employers are focusing on the next best office perk. Theyre scrambling to provide what they think professionals want, but what do they actually need from a company culture?In the competition to offer the latest and greatest culture and benefits, employers are missing out on the basic qualities job seekers want. To attract candidates, think like a job seeker and align your culture to better address their unmet needs.To get started, here are some things job seekers are really looking for in a company culture, that you may be overlooking Clear goalsWhat professionals want One of the most overlooked things employees value about their jobs is the work itself. Among U.S. and Canadian employees surveyed by Virg in Pulse this year, 53 percent said interesting and challenging work is the number one reason they love their company.The companys mission was another top reason employees said they love their employer, and the amount of employees who ranked it as important grew 20 percent from last year. Employees dont want to just show up to the office, mindlessly do their jobs, and go home every day. Professionals want to connect to the work they are doing and the meaning behind it. As the job market improves, job seekers care more and more about finding work they feel passionately about.How to add it to your company culture Although employees think the mission and values of the company they work for are important, a majority dont know what that mission entails, a 2013 survey from TINYpulse found. Among survey respondents, just 42 percent knew the mission, vision, and cultural values of their organization.In addition, 43 percent of employees in ClearCompany and Dale Carnegies How Leaders Grow Tod ay survey claimed to be familiar with company goals, but couldnt list any specifically.Close the gap between employee goals and company goals, and build a culture that centers on them. First, educate employees on the companys mission and values, and make it a focal point in the workplace. Then, speak with each kollektiv member about their personal values and interests, and use them to set individual goals. Explain how these goals contribute to the companys overall mission, and show them the impact of their hard work. During the hiring process, talk about the companys mission with candidates. Ask candidates about their career goals, and show them how they can align with the overall goals of the company.During the hiring process, talk about the companys mission with candidatesClick To TweetAccessible leadershipWhat professionals want The relationship employees have with leadership is more important to them than you think, the Virgin Pulse study found. Among employees surveyed, 60 perc ent said their relationships with their employer positively impacts their focus and productivity at work. Whats more, 44 percent said their relationship with their employer positively impacts their stress levels. Professionals want to connect and work closely with company leadership. Job seekers are looking for a company culture that values employees at every level, where managers and kollektiv members work together to achieve their goals.How to add it to your company culture Communication is the key to solid relationships between employees and leadership. According to a survey of 1,000 U.S. employees conducted by 15Five, 81 percent of respondents would rather join a company that values open communication than other popular benefits.Encourage employees to communicate openly and often. Set the tone for the office culture by building relationships with employees based on mutual respect and transparency. Invite team members to discuss any topic, and check in regularly with each employe e to discuss and diffuse problems, concerns, and conflicts.During the hiring process, show your company culture and remain open with candidates. Let them know what to expect from the process, give them feedback in the interview, and keep them updated on their status.Create an open company culture, where leadership integrates into the team and builds meaningful relationships with each team member.Financial well-beingWhat professionals want Professionals care about money, but their needs go beyond salary. In fact, 40 percent of those surveyed by Virgin Pulse said they wished their employers cared more about their financial well-being. Employees are stressed about their money, and its affecting their work, a survey conducted by SHRM found. Among more than 400 HR professionals surveyed in June 2014, 37 percent indicated that employees had missed work due to a financial emergency.Financial well-being is an important part of employee satisfaction, and professionals want to work in an envi ronment that helps employees manage their finances and the stress they feel because of it.How to add it to your company culture Caring about the financial well-being of employees doesnt mean paying everyone more it means the organization helps employees better understand their money. Although 81 percent of HR professionals surveyed by SHRM said they provide retirement planning and consultations to their employees, a majority dont provide financial literacy training for investing, financial literacy training for basic budgeting, or credit score monitoring. Offering workshops, education, and tools to help employees better manage their money can ease their stress, and show that you care about finances. In addition, create a culture in which money and salary are transparent topics. After all, a survey of 71,000 employees conducted by PayScale this year found that a companys ability to communicate clearly about compensation is one of the top predictors of employee satisfaction. In the s urvey, 82 percent of employees who were paid lower than the industry average, but whose employer was open about their salary, were satisfied with their work. In comparison, employees who were overpaid, but didnt have open conversations about salary,were less likely to be satisfied. Keep communication about pay open and transparent with employees. Explain what they are paid and what they can do to increase their salaries. In addition, be transparent about salary information during the interview, job offer, and negotiation process, to bring the best talent onboard.Keep communication about pay open and transparent with employeesClick To TweetMental healthWhat professionals want Money is a big deal, but it doesnt mean everything to employees. After their financial well-being, 36 percent of professionals in the Virgin Pulse study said they want their employers to care more about their emotional health. Stress takes the largest toll on employees emotional health. From their daily commutes to their never-ending inboxes to tight deadlines, difficult coworkers and clients, employees encounter stress in nearly every part of their workday. Job seekers are looking for employers who strive to create stress-free work environments. Professionals want a relaxed office culture where their well-being is valued over the companys bottom line.How to add it to your company culture Although stress and erschpfung are major problems in the workplace, the simple solution is often overlooked taking breaks. Among employees surveyed by Quantum Workplace this year, 76.7 percent said they want time off to recharge, but just 45.3 percent of employers provide that perk. In addition, 71.1 percent said they want stress-relief breaks such as naps, massages or required breaks, but only 28.4 percent of employers offer sufficient break time.Encourage employees to take regular breaks during the workday, and suggest that they take some time off after a stressful period. Create a nap space, bring in a massage therapist once a month, or chase employees away from their desks a few times a day, to create a low-stress environment and ease the minds of your hard-working team.One of the most stressful parts of the day is the commute to and from work. And many employees find that when they reduce the stress from their commute they are more productive, according to a survey conducted by FlexJobs in August.In the survey, 97 percent of respondents said a job with flexibility would have a positive impact on their overall quality of life, while 87 percent said that flexibility would lower their stress levels. To create a culture that values work life balance and mental well-being, allow employees the freedom to determine when and where they work. Flexible working hours should be just that flexible. One set arrangement wont fit everyones lifestyle. Give employees a few options, whether that involves working from home full- or part-time, setting their own hours, or a mixture of both.Healthy lifestyleWhat professionals want Employees are taking a greater interest in their health, and they want their employers to help them make better choices. Among employees surveyed by Virgin Pulse, 28 percent ranked maintaining good health as the top factor influencing their overall well-being and happiness at work.Employees want to work for companies who value health and fitness, and work in an environment that helps them reach their personal health goals not one that sets them back. How to add it to your company culture Professionals are aiming to improve their diets and increase their exercise, and want an employer and coworkers who support their decisions. Free food and snacks are trendy perks, but employees are more concerned with the quality of the food they eat. In the Quantum Workplace survey, 73.7 percent of employees surveyed said they want their employer to provide healthy cafeteria and vending options, yet just 45.6 percent of employers are doing so.Avoiding the temptati on of the cake in the office break room is difficult enough give employees healthy alternatives to make the choice easier. In addition to providing healthy food options, encourage team members to bring in healthy recipes to try and swap. Doing so will position health and wellness as an important part of your company culture. Exercise should also be included in a culture that values healthy lifestyles. While 50.5 percent of employees say they want an onsite fitness center, accommodating that desire isnt possible for every organization. But many employees really just need more time to workout in their busy schedules 49.8 percent said they want time for healthy activities at work. Allow employees to take workout breaks during the day. Bring the whole team together by bringing in fitness professionals to lead group exercise classes and other activities, a few days a week. Organize after-hour or weekend physical activities, to encourage your employees to get active and show them you ar e invested in their health.How to show your employees you are invested in their health CompanyCultureClick To TweetUnderstanding what job seekers want in a company culture can help you to craft a work environment new talent is excited about and current employees love.How does your company culture attract new talent? Let us know in the comments below

Do you really need meaning at work

Do you really need meaning at workDo you really need meaning at workYouve likely heard this before Kegerators, ping-pong tables, and company retreats are nice perks to offer, but they dont really scratch the surface on what millennial employees want from their careers.So, if leidlage in-office baristas and company-sponsored gym memberships, then what? What exactly do they want to wrap their supposedly greedy and entitled mitts around?It all boils down to this one loaded word meaning.You say Ill get a raise in a year if the company hits a certain number? So what? asks Elizabeth McLeod in an open letter from millennials that went viral on LinkedIn, I need something to care about today. Talk to me about how we make a difference, not your ROI report.Its a common cry heard from millennials across the country- theyre in search of purpose-driven careers. But, this concept can undoubtedly feel both overwhelming and totally intangible to employers who are eager to retain their younger talent. In all honesty, it feels intangible to me- a millennial who has admittedly echoed this same complaint myself.So, what exactly does meaning at work look like? And, beyond that, how important is it really?Sorry boomers, its not a generational thingThis search for meaningful careers has largely been attributed to the millennial generation. Were entitled. Were overly connected. We think we should be able to work where we want, when we want, and how we want- and spend the rest of our time stuffing avocado toast into our faces with reckless abandon.But, heres the thing The desire for work thats meaningful isnt just a generational thing. In fact, it applies to pretty much everybody.I think everybody- people from all generations- wants a sense of meaning from their careers, explains Bruce Tulgan, Founder of RainmakerThinking and author of leid Everyone Gets a Trophy How to Manage the Millennials.Just take a look at Maslows Hierarchy of Needs, and youll see that this sense of prestige, acco mplishment, and achieving ones full potential appears toward the top.To be clear on this, there are a lot of things people need in life, shares Dr. Alec Levenson, Senior Research Scientist with the University of Southern California Center for Effective Organizations and co-author of What Millennials Want From Work How to Maximize Engagement in Todays Workforce.You have to satisfy a lot of base desires and needs first before you can talk about higher order needs. And, purpose and meaning are high-order needs- very high-order.Nobody has come up with any research that has shown- using that kind of frame- that Millennials are any different than any other generation, Dr. Levenson adds.Defining meaning What is it really?While its good to know that this isnt just another opportunity to peg Millennials as whiny and entitled, theres another big question that lingers What exactly is meaning?Its a concept thats notoriously difficult for employers and employees alike to define- and for good rea son.Part of the reason this isnt a specific that is easily acted on by employers is because every individual has a different idea of what makes work meaningful for them, explains Dr. Jennifer Deal, whos also a Senior Research Scientist with the Center for Effective Organizations and Dr. Levensons co-author.For example, for some people having meaning at work is mostly about the content of the work itself, she continues, For some it is about opportunity, for some it is about the people they work with, and for some it is about making the world a better place. Each individual will have a different combination of factors that makes work feel like it has meaning and purpose for them.It means different things to different people, echoes Tulgan, Overall, I think when people say they want their work to have a sense of meaning, they mean they want their work to contribute to something larger than themselves, larger than just the effort necessary and the specific outcomes of the tasks and resp onsibilities.Meaning comes largely from how the person doing the work thinks about the work, he adds, Meaning in work is so much about the interpretive lens of the worker.Meaning and money Do millennials expect too much?When you come back to the core issue of what millennials want out of work, meaning is undoubtedly a big piece of the puzzle- but, make no mistake, thats not the only thing on the list.They also want professional development (one Gallup study says that 87% of millennials say development is important in a job). Flexibility is another critical factor. Need proof? Thirty-four percent of millennials have quit their jobs because flexible work was not an option.Oh, and they want decent pay too- in fact, one Business Insider study claims that millennials ranked salary as more important than meaningful work.Feel confused? Considering the fact that it sounds like millennials are in search of a career unicorn, employers are left feeling that same way.This was a huge hot button on the article I wrote, explains McLeod, a millennial herself, I had a lot of older people messaging me saying, Work is for money, nothing else, suck it up And, I see why its frustrating- if you have sucked it up at a job you hate for 40 years- to have some young person suggest that work doesnt have to be like that.McLeod does admit that millennials may have some unrealistic expectations, but that the search for meaning isnt one of them. No one should spend 50 hours a week doing something they dont care about, she says.Tulgan, however, is a little more willing to admit that many millennials have their heads in the clouds when it comes to what they expect out of their jobs- aside from just a paycheck.Our research shows that most millennials are trying to wrap their working life around the kind of non-working life they value, he says, So, if millennials are hoping to make good money, have lots of flexibility, and also do work that seems meaningful to them (either a lot or a little), t hen they are hoping for dream jobs. Such jobs certainly exist. But, if you have to make a living, then usually there are trade-offs in a work situation.Theres a little bit of blame at the feet of people like myself who teach undergraduates and make it out to be like the world of work is something where you should be looking for meaning, admits Dr. Levenson, For people who have found themselves careers where its meaningful to them, thats awesome. Thats great. But, that tends to be the minority of the population.Dr. Levenson explains that it really all comes back to basics- and particularly Maslows Hierarchy of Needs. People cant be looking for meaning in work if theyre worried about not having enough money to make ends meet, he shares, If youd ask people to prioritize, theyd say thats a nice thing to think about, but Im having too many struggles with stability to worry about meaning.The search for meaning Not a new conversationThe bottom line is that meaning at work is an important c onsideration- for some people more than others. And, the research and statistics are all there to back that up.We can sit here all day and argue whether this expectation of purpose is too high, says McLeod, But, the reality is, companies who are purpose-focused dramatically outperform their competitors in terms of revenue, retention, engagement, innovation and profit.With all of that said, this conversation about meaning isnt exactly a new one- as a matter of fact, Dr. Levenson describes it as old wine in new bottles.Ultimately, when it comes to successful management, retention, and engagement, Dr. Levenson claims that employers already know what they need to know- its just a matter of implementing it.We actually know what to do, he concludes, If companies did 80-90% of what they should be doing in terms of setting appropriate goals, giving feedback, using performance management, showing employees how to improve, mentoring, providing opportunities to develop, and rewarding employees , then an enormous number of problems leaders see amongst their people would disappear overnight.

What Every Extrovert Needs to Know (Infographic) - The Muse

What Every Extrovert Needs to Know (Infographic) - The MuseWhat Every Extrovert Needs to Know (Infographic) Being able to understand different personality types is crucial to having good relationships. Extroverts, for example, are typically known to be the life of the party- they love being around other people and rarely hesitate to try something new. But being a social butterfly isnt the end of the story. Just because theyre outgoing and bubbly doesnt mean theyre happy 24/7. While an introvert may choose to cancel plans for the night in an effort to recharge, an extrovert should still go to the office happy hour- because, again, individuals with this type of personality thrive around others. In fact, if they dont get enough human interaction, theyll end up feeling pretty drained. So, extroverts, check out this infographic to discover more about your natural disposition, the types of career paths that are most suited for it, and how to best interact with introverts. And you know what , even if you dont fit into this category, you should still read on. You can learn a heck of a lot about the people who do, which is especially helpful if you want to be a better co-worker, leader, and friend.

Air and Space Expeditionary Force (AEF) Deployments

Air and Space Expeditionary Force (AEF) DeploymentsAir and Space Expeditionary Force (AEF) DeploymentsThe Air Force has shifted to an air and space expeditionary force (AEF) structure to organize operations. This restructuring has returned the Air Force to its expeditionary roots and led to streamlining of the ways it organizes itself and presents its forces. An expeditionary military force by definition is one that can conduct military operations on short notice in response to crises, with forces tailored to achieve limited and clearly stated objectives.In plain language, the Air Force has taken their combat wings- Active Duty, Reserves, and National Guard- and assigned them to one of ten AEFs. How Deployments Work Heres a possible scenario. AEF No. 1 might be composed of F-15 or F-16 flying squadrons and maintenance or support squadrons from multiple bases throughout the United States, both active and reserve. When its time for that AEF to deploy, personnel from all of these d ifferent squadrons, located at different bases, will all deploy as one large organization. Everyone knows in advance when their particular AEF deployment window is, based on what AEF their wing (or base) has been assigned. If a deployment is required within that window, the members of that AEF know theyll be the ones to go Ideally, this structure helps to eliminate most of the scenarios that led to no-notice deployments. As part of the AEF, a squadron commander will receive a unit task code (UTC) that tells him or her how many 3-level apprentice supply troops to deploy, how many 5-level technician supply troops to deploy, and how many 7-level supervisor supply troops are needed for the deployment. Readiness Ten deployable AEFs have been constituted. Two AEFs, trained to the task, are always deployed or on call to meet current national requirements, while the remaining forces train, exercise, and prepare for the full spectrum of operations. In addition, the Air Force maintains a total of five bomber group leads (BGL) to support the on-call AEFs, as well as on-call lead wings to open expeditionary bases. Rotation Cycle The rotation structure provides Air Force personnel a measure of predictability for their lives and stability for their training. Predictability also is key for traditional guardsmen and reservists who must balance military duties with full-time civilian employment. The 20-month AEF cycle includes periods of normal training, preparation, andon-callor deployment eligibility. The approximate 14-month normal training period concentrates on unit missions and basic proficiency events. The 2-month deployment preparation period focuses unit activities in theareaof responsibilityand specific events required for the 4-monthon-callor deployment eligibility period that follows. Following the deployment oron-callperiod, units will enter into a major command (MAJCOM) defined recovery period. Personnel assigned to the BGLs are on the same 20-month cycle . Future Goals The ultimate goal of the Air Force is to make sure a given AEF will be able to deploy in 48 hours- fast enough to curb many crises before they escalate. According to Air Force Vision 2020, the Air Force will be able to rapidly deploy additional AEFs- up to five AEFs in 15 days. Information derived from Air Force Pamphlet 36-2241, Volume 1