An interesting article ran in last week’s Selling Power Newsletter for Hiring & Recruiting titled “Why Do Salespeople Leave?” According to Compensation Resources, Inc. (CRI), obtained turnover statistics and trends from a broad range of industries and company sizes. The results indicate that both voluntary turnover and overall turnover have slightly increased in 2006 over 2004 when the last data were collected. The report identified an important shift in the motivators for leaving noted by employees. In 2004, the top reasons for moving on were better pay and better benefits. In 2006, the top reasons for leaving an employer is the desire for better opportunities and increased responsibilities. “More and… Read More
Continue ReadingThe Joys of Management
From Bob Rosner’s Working Wounded blog: Worst Employee “I once asked one of my people to stop reading a People Magazine at her desk and to get back to work. She began to cry and went on disability for two days.”
Continue ReadingDo You Deserve a Raise?
I just received an interesting email from Salary.com: Do you deserve more than a 3.7% raise? Your increasing skills are worth more than the standard 3.7% cost of living increase.Be prepared for your next salary review by purchasing a Personal Salary Subscription today. I received a 13.25% raise because of Salary.com information – Satisfied Salary.com Customer I have never encountered this approach, but I am intrigued by an employee showing up to a salary review with a detailed report. I don’t know how I would take that as a manager. Another part of the email mentioned: “Thanks for all your help. This is an amazing tool. It has helped me… Read More
Continue Reading“Bet On Yourself”
CareerJournal.com has a long article entitled Get the Most Pay Out of Your Job. The article follows a typical format of 10 tips for employees and there are some solid suggestions. In the list, point #2 hit on a topic dear to my own belief: 2. Bet on yourself Having a bonus tied to performance goals and hitting them can get you more money annually…The key to receiving more bonus money is superior performance. If you meet your goals, you should receive your target bonus amount. But at some companies, if you exceed the targets set for you, you may receive an award that exceeds your target bonus. At Biogen… Read More
Continue ReadingResume Fodder
I read somewhere recently a suggestion to simply punt the “Objective” section on your resume. I initially scoffed at the idea, but now I am starting to think that is sage advice. This morning I was looking through resumes and came across this objective: To find a position where I can contribute as part of a team that strives to emphasize the importance of effective communication through design. Dump the objective section of your resume. More than likely, it is filled with broad, superfluous statements that may be more detrimental than helpful.
Continue ReadingThe Aesthetics of Resumes
Resumes seem to be getting a lot of air time on the internet lately, including our blog. I just read an interesting article this morning and thought I would share a couple of points that the author brought to my attention. The article is written for the job seeker, but if you would like to read it, you can find it online at the Minneapolis StarTribune website. It is titled – Don’t Sell Yourself Short. One of the author’s sources gives these suggestions: I like to see key words (job titles, degrees) in bold – that way I can immediately see whether the work history and education matches the needs.… Read More
Continue ReadingBad Jobs with Good Money
This story from BusinessWeek – Worst Jobs with the Best Pay – may only interest me. The title made it worth the read. Let’s start with a stat from the article: A recent Salary.com survey found that 65% of workers plan to look for a new job within the next three months. The most common reason for leaving? Not enough pay. None of that is surprising to me. In fact, that reason sounds like the easiest to provide in a survey. I would question how many are leaving due to their direct boss or the company culture. The reason I speculate on this topic is found later in the article:… Read More
Continue ReadingDebunking the High D Myth
Many companies believe that the High D (Dominance) selling style is ideal for successful sales. First, some descriptors of this style: Direct Daring Innovative Blunt Competitive Bold Risk Taker Problem Solver Challenge-Oriented Self-Starter Inquisitive Power These traits are all admirable in a salesperson but this style, if unchecked, if a ticking time bomb. Yes, sales requires a drive, even an aggressiveness to be successful. In a previous post, I briefly discussed this style in regards to a current news story. The salesperson I mentioned could be a case study in High D sales behavior. Another experience from this salesperson. He used to visit prospects and put an intense sales push… Read More
Continue ReadingAnecdote – So What?
Let’s keep the “so what?” principle going before the weekend. Recently in a face-to-face interview for a business development role candidates were asked – “How have you developed territories in the past?” The question was purposely vague to see if they would ask for clarification to understand what we were specifically looking for before responding. Ideally, the candidates would not only explain how they went about developing a new territory, but the impact it had on their company (the so what? factor). One candidate stood out from the rest and not in a good way. He did not ask qualify the question nor did he give it much thought. In… Read More
Continue ReadingDecreased Employee Loyalty
Inc.com has an article from earlier this week discussing worker loyalty in regards to age. I don’t think there are any surprises here in that older workers are more loyal than younger workers. First off, I think this analogy is one of the best I have seen to describe Gen X and Y’s approach to employment: Kevin Marasco, vice president of marketing at Jacksonville, Fla.-based Vurv Technology, a provider of Web-based workforce-management systems, explained that younger employees manage their careers as they would an investment. Just as they want to buy and sell a stock at the right time, younger workers want to build career equity by joining and leaving… Read More
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