With more than 27,500 open internships across the U.S., according to Glassdoor data, now is the time for college students and young professionals to apply to summer internships. Glassdoor combed through thousands of company reviews shared by interns over the past year to identify the companies that offer the best experience, revealing its fourth annual report of the 25 Highest Rated Companies for Internships in 2015.This year, Facebook takes the top spot for the second year in a row with a 4.6 company rating, according to interns. Chevron debuts on the list at #2 with a 4.6 rating, knocking Google to #3 (4.6) after ranking second on last year’s list. Quicken Loans (4.5) comes in at #4, while newcomer eBay (4.5) rounds out the top five.See what other companies cracked the top 25:Why is Facebook so highly rated by interns? Glassdoor dug into Facebook company reviews and its interns report a great company culture that embraces inclusiveness and creativity, feeling like part of the team, working with smart engineers and colleagues on projects that actually get built and impact billions of people. Here’s what some interns had to say:“Great culture, easy to talk to anyone you want throughout the company. I felt like I was given a challenging task and able to grow as an engineer.” – Facebook Software Engineering Intern (Menlo Park, CA)“You are working on a very interesting problems, which actually affect more than a billion people. You also learn a lot from people around you.” – Facebook Intern (New York, NY)We also went inside Facebook to hear firsthand what interns enjoy about working at the company:Want to know where in the U.S. to get hired as an intern? Check out our research on the cities with the most open internships.Also, Glassdoor is excited to launch Glassdoor for Students, a free job search resource customized to meet the specific needs of today’s college students, allowing them to find and research the latest internships, entry-level jobs and salaries, career tips and more. Read more about Glassdoor for Students.What was your latest internship like? Share a review about your experience!
Whether you want a new job, or just want to make sure you already have a great job, Glassdoor has released its inaugural report highlighting the 25 Best Jobs in the UK for 2015.This year, Marketing Manager (#1), Finance Manager (#2) and Mechanical Engineer (#3) stand out as the top three Best Jobs in the UK for 2015. But what other jobs make the list?Want a Job in the U.S.?: If you’ve ever thought about living and working in the U.S., or perhaps you’re already there and want a new job, Glassdoor has also unveiled its inaugural report of the 25 Best Jobs in America for 2015.This new report identifies the 25 best jobs based on each job’s overall Glassdoor Job Score*. The Glassdoor Job Score is determined using three key factors – earning potential based on average annual base salary, career opportunities rating and number of job openings. The jobs that made this list stand out across all three categories.* Methodology: Glassdoor’s 25 Best Jobs in the UK report identifies specific jobs with the highest overall Glassdoor Job Score. The Glassdoor Job Score is determined by weighting three factors equally: earning potential (average annual base salary), career opportunities rating, and number of job openings. Results represent job titles that rate highly among all three categories. The Glassdoor Job Score is based on a 5-point scale (5.0=best job, 1.0=bad job). For a job title to be considered, it must receive at least 25 salary reports and at least 25 career opportunities ratings shared by UK-based employees over the past year (26/01/14–26/01/15). The number of job openings per job title represents the total number of active jobs and/or jobs posted to Glassdoor over the past three months as of 25/01/15. This report takes into account job title normalisation that groups similar job titles.
If you’re going on a job interview, then it’s likely you are going to get the often dreaded “tell me about yourself” question thrown your way.This old stalwart of a question has been around for decades and isn’t going away anytime soon, which is why you better get comfortable answering it. While there is no wrong way to tackle it, hiring managers are looking to learn more about you then what’s on your resume.“In lieu of having people rattle off their entire resume from start to finish, companies ask this question to give candidates a chance to talk about their career and where they are planning to go next, in their own words,” says to Deb LaMere, vice president of employee engagement at Ceridian, a global human capital management software company. “Answering the ‘tell me about yourself’ question brings these words to life, giving some color context and background to the work and life experiences listed within a CV.”When it comes to what companies are trying to ascertain from the “tell me about yourself” question, it is going to vary from one hiring manager to the next.Pablo Terra, Chief Operating Officer of Clarity 2 Prosperity Mastermind Group, a financial planning organization, says he tries to gleam the job candidate’s passion, level of engagement, attitude and interest. “I want to understand what are the values of the individual, what’s important to the candidate and does he or she have shared goals.” A person may look great on paper but the way he or she answers the “tell me about yourself” question goes a long way in determining if the candidate is the right cultural fit.Given it’s an open-ended question, it’s not surprising that scores of job seekers are terrified of getting it on an interview. But it doesn’t have to create sleepless nights and interview anxiety. From staying professional to making eye contact to gauge interest, here’s a look at five ways to take on the “tell me about yourself” interview question and win.Tip 1: Stick to the professional aspects of your life Even if you can bench press two hundred pounds in the gym or can rattle off every popular movie line from the early ’90s, your job interview isn’t the time or place to revel these skills to the hiring manager. A better move: keep it professional. Focus on those things that will make you a good employee and demonstrates how you would be a great fit for the company, says Kim Costa, job coach at Snagajob. She says to use the SET method when answering, which includes providing information about your skills, experience and time you’ve been using those skills. “It shows you are well-rounded and gives the employer a sense of what you bring to the table,” says Costa.Tip 2: Weave “We” into your answer Now more than ever companies are looking for job candidates who can play well with others. Hiring an employee who can’t get along with co-workers can be a costly mistake. One way to demonstrate just what a team player you really are is to weave the word “We” into your answer to the “tell me about yourself” question, says Terra. Instead of saying I was responsible for boosting sales x percent say our team lead the charge to increase revenue for the company, for example.Tip 3: Refrain from boss or job bashingTalking about your previous job or past experience is unavoidable but what you don’t want to do is bash your former employer, says LaMere. By doing that you’ll raise red flags about your attitude, loyalty and worse, whether or not you will do the same thing again when you move on to your next opportunity. “If you had a negative experience, keep the subject out of the conversation unless you can turn that negative experience into a conversation about lessons learned,” says LaMere. “Instead talk about what excites you about the career path that you are in or your previous work experience leading up to your present career.”Tip 4: Make eye contact throughout your answerMaking eye contact has a lot of benefits. It shows confidence, honesty and your level of interest. When it comes to the “tell me about yourself” interview question, it can also cue you in if you are droning on and on, boring the interviewer. “It’s never a good sign if the hiring manger looks down or doesn’t make eye contact,” says Costa of Snagajob. “If they are looking around the room then wrap it up and go on to the next question.”Tip 5: Prepare ahead of timeSince it’s such a common interview question, the best way to get over any anxiety is to prepare ahead of time. Ideally you want to know the content of your resume enough to be able to talk about your experience without needing to memorize it, says LaMere. Make sure your key points place an emphasis on being a team player and how you can contribute to the company, she says. “If you go in blind you won’t have the chance to sell yourself,” notes Costa.
We’re proud to announce the winners of the third annual Glassdoor 2015 Employees’ Choice Awards, honoring the Highest Rated CEOs. This year, Glassdoor has expanded its Highest Rated CEOs awards program to include five categories, honoring CEOs across North America and Europe.This year, according to U.S. employees, Google’s Larry Page (#1, 97% approval), NIKE’s Mark Parker (#2, 97% approval), and H E B’s Charles Butt (#3, 96% approval) take the top three spots, among large companies (1,000 or more employees).Want to work for a great CEO at a smaller company? Check out our annual list of Highest Rated CEOs at Small & Medium Companies (less than 1,000 employees).NEW: Glassdoor has also revealed the Highest Rated CEOs across Canada, the UK and Germany.The 2015 Employees’ Choice Award winners were determined based on employee feedback shared on Glassdoor via an online company review survey. The survey, open year-round to all employees, encourages feedback on whether they approve or disapprove of how their CEO is leading the company, along with insight into their job, work environment and company.Do you love your job and think your CEO should be recognized? Share a review. Reviews submitted during the next 12 months will be considered for Glassdoor’s 2016 Employees’ Choice Awards.Learn more about the Glassdoor Employees’ Choice Awards. To request the full methodology, contact firstname.lastname@example.org.
Having an “off” day is one thing; feeling like you’re constantly churning with no end in sight can exhaust you and result in a life of misery. In an era where the lines are blurry between work and life, feeling an overwhelming drudgery for your work is unhealthy for the mind and physical being.Whether you’re stuck in a career or certain predicaments have made you lost your way, below are five strategies to consider the next time you desperately need to break out of a career funk.1. Change your environment.In the 1950s, biologist Jonas Salk was working hard to find a cure for polio. No matter how much progress he made, the dark basement in Pittsburgh that he used as his laboratory just wasn’t stimulating the breakthroughs that he needed. So, Salk traveled to Assisi, Italy and stayed in a 13th century monastery to clear his head. His calming new environment proved to be beneficial and eventually, Salk’s head cleared and polio vaccine was developed. Knowing fully well the role his environment played in his success, Salk partnered up with architect Louis Kahn in 1959 to build the scientific facility Salk Institute in La Jolla, Calif. with the goal to “create a facility worthy of a visit by Picasso” that serve as a “crucible for creativity.”But Salk isn’t the only successful person to realize just how important a role our environment plays in our thought process and creative abilities. Numerous studies have found that office design directly relates to innovation. This phenomenon is even more true in the modern workplace when we have smaller spaces to work with and more technologies to distract us from our tasks.The next time you’re feeling disengaged, take a look at the space around you. Is it cluttered? Are walls and high panels blocking your access to natural light? Does your space make you feel isolated and separated from the rest of your team? Is your desk messy or neat? There are benefits to both.A 2011 study found that rounded furniture is more pleasing and inviting compared to those with straight, sharp edges. Office plants are believed to increase happiness and lower stress levels. Certain music is said to boost productivity. And feeling better about your career is sometimes just a few organizational projects away.2. Organize priorities better.When your days are long and dreary and it seems you’ll never get through that long list that needs tackling, it might be time to think about prioritizing differently. First and foremost, learn how to say “no.” Saying “yes” to everything might make everyone else happy to work with you, but it won’t get you out of your always-churning, scrambled worklife.If you haven’t started making to-do lists yet, start now. David Allen, author of Getting Things Done says if you don’t write things down, you won’t be able to know what’s most important. Why? Because your brain wasn’t made for “remembering and reminding,” he said in a video interview with Fast Company in 2008. Instead, your head is designed “for making intuitive choices about stuff.” When you don’t have tasks written down, your psyche won’t be able to prioritize effectively and you end up overcommitting to responsibilities.When you’re spread too thin because you haven’t prioritized your goals and values, it’s much harder to understand your purpose in life.3. Take up a new interest.Whatever you do, don’t let your mind get stale. It’s almost the worst thing that you can do to your career and your life, according to Robert Greene, author of the bestseller book The 48 Laws of Power. When your brain gets rigid, creative breakthroughs are almost impossible because you’re not opening up your mind to full capacity. To inspire that kind of breakthrough, you need to loosen up your brain, almost like exercising the mind. When you feel bored with the work you’re doing, spend some time taking up a new interest or delving into a new subject that has nothing to do with your work to inspire new ideas and perspective.4. Open up your mind.Delving into a new interest is great way for coming up with innovative ideas and thinking differently about your work and life. Opening up your mind can alter the structure of your brain, easing the pain of work responsibilities that have become tedious. Various studies have found that meditation and other forms of relaxation have the ability to mold your brain and create new cells and pathways. One of the more popular classes offered at Google called Search Inside Yourself focuses on what’s happening in your brain when you have different emotions, allowing you to better reflect on emotions instead of react to them. This skill is crucial to have if you are feeling overwhelmed or your work has become tiresome and dull.5. Know that you’ll never be ready — so do what makes you happy.When you think about what you want your life to look like in 20 years, what scenario would make you proud and happy? Is it a different position? Is it a new career? If this is the case, there is no better time to make your move than now. If you wait until you’re ready, it’s already too late. Think about the people who started before they were ready. Before Richard Branson became the business magnate he is today, he was a 16-year-old high school dropout looking to start a small student magazine. His small and humble recording studio became a massive record label and hundreds of companies followed shortly after.Whatever it is that you think will make you most happy, focus your energy on figuring out how to get there. Consider creating a career plan on Google Doc so that you can continuously add to this plan, look back on what you wanted five years ago, and see how far you’ve come.When work is so much a part of your life, hating the job you’re in can be hard to live with. While some feelings may come and go, if the funk you’re in seems to exist more often than not, take steps to shift your life in the direction you think will make you happiest. Remember, our careers are no longer something that most of us can leave at the office, so it’s important to identify your career funk quickly and climb out of it effectively.
Many people have set finding a new job as one of their top goals in 2016. But before the job search and talent recruiting really heats up, Glassdoor is revealing 5 Job Trends to Watch in 2016, identifying key factors that will impact how people find jobs and how employers will recruit this year. According to a recent survey conducted online by Harris Poll on behalf of Glassdoor, 45% of people say they are currently job searching or plan to search for a job in 2016.1 This suggests it could be a year filled with many people on the move and in new jobs. Here’s what job seekers and employers will want to consider in 2016:1. Job Seekers Will Do More Research The way people search for and find jobs has changed, and will continue to evolve this year. People now expect to easily find and have access to more information about a potential employer – the same way they expect to find information online to help them decide where to eat out, buy a product, or even where to go on a trip. In fact, more than three in four (77%) people say they value reviews and ratings from employees at a company, when making a job decision.1 Job seekers have made it clear – They want information from both employees and the employer to make the best job decision possible and will actively be seeking out this information. To help, Glassdoor just launched our new job search experience, allowing job seekers to quickly and easily browse multiple listings in one window, while also allowing them to research companies, see company reviews and ratings, salary data and more all within the job listing itself. This improves on the old way of finding a job, and then researching what it’s really like to work there – Rather, these two processes are married together in one experience, helping people determine if a job or company is the right fit for them faster.2. Employers Offering Transparency Will Have the Recruiting EdgeBecause most people (77%) today value reviews and ratings from employees when making a job decision, employers who embrace and promote workplace transparency will have a recruiting advantage. Most people don’t expect any company to be perfect, but when information is hidden, it can be a red flag. Employers who are up front with job candidates about what’s working well and what needs improvement within their organizations are likely to see a boost in higher quality candidates applying to their open jobs. At Glassdoor, we’re already seeing this – It typically takes half as many resumes for a company to find a hire through Glassdoor than through traditional job boards, at a fraction of the cost, according to third-party recruitment agency data.2 With our new job search experience, it creates an even more effective recruiting pipeline for employers.3. Equal Pay will Take Center StageOver the past year, the debate over equal pay for equal work made headlines around the world. This will likely heat up even more in 2016. Considering that nearly seven in ten (68%) people say that salary and compensation is among their top considerations before accepting a job 1, we can expect more attention on salaries and equal pay this year. Job seekers will likely be researching salaries and fair market value even more before applying to jobs and preparing questions to ask about salary structure and pay increases during job interviews. In turn, this means employers should already be re-evaluating their compensation plans, and clearly communicating with employees and prospective talent about how salaries and pay raises are determined.4. Benefits and Perks Will Matter MoreBenefits and perks will continue to play a big role in the job search and recruiting game in 2016, especially with nearly three in five (57%) people reporting benefits and perks being among their top considerations before accepting a job.1 In 2015, we saw several employers beef up their employee perks, increasing the stakes when it comes to making their company an attractive place to work. For example, we saw Netflix announce that it added unlimited employee maternity and paternity leave for the first year after a child’s birth or adoption. Airbnb gives employees an annual stipend of $2,000 a year to travel anywhere in the world, while Asana employees have access to executive and life coaching services outside of the company, and Zillow allows employees who are traveling to ship their breast milk home for free. It’s likely that more employers will follow suit by adding benefits and perks that matter most for their specific workforce this year. What new perks will hit in 2016? Time will tell, but it’s likely they will continue to help make employees’ lives easier in and out of work, especially those with families.5. Job Searching on Mobile Devices Will Only Increase Already, more than half (54%) of Glassdoor’s visits each month come from a mobile device3, underscoring the impact mobile devices are having on the job search and recruiting process. Thanks to technology, we can expect even more people in 2016 to use their mobile devices to search for jobs – allowing them access to the latest job listings from anywhere, anytime.Ready to find a new job? Start your job search today.Download the Glassdoor mobile app to search jobs and research companies on-the-go.Employers: Want to learn more about how to embrace workplace transparency and engage with job seekers? Sign up for a Free Employer Account.1 This survey was conducted online within the United States by Harris Poll on behalf of Glassdoor from December 21-23, 2015 among 2,031 adults ages 18 and older. This online survey is not based on a probability sample and therefore no estimate of theoretical sampling error can be calculated. For complete survey methodology, including weighting variables, please contact email@example.com. 2 Brandon Hall Group Report: Understanding the Impact of Employer Brand, November20143 Google Analytics, Q3 2015 monthly average
To help students get a leg up on their job search, Glassdoor for Students is a free resource customized to meet the specific needs of today’s students, allowing them to find and research the latest internships, entry-level jobs and salaries, career tips and more.Here’s how Glassdoor for Students can help students everywhere find jobs they love:Find the right job for youGlassdoor for Students has taken the guesswork out of the job search process by providing a customized tool that allows anyone to search for entry-level jobs or internships by company, job title or location. In addition, students can filter their search by job posting recency, company rating and more.Check out this video to learn more!Research different jobs and careersStudents can get a snapshot of what popular jobs and specific careers look like across a host of industries including finance, retail, IT and sales. Want to find out what you could earn as a software engineer? Find this and more, including the cities hiring the most for a specific job title, the top paying companies in a particular industry, and a complete overview with benefits and downsides of that career.Get an inside look at thousands of jobs and companiesNot only can students find internships or entry-level jobs through Glassdoor for Students, they can also access Glassdoor’s millions of company reviews, interview reviews and questions, salaries, benefits reviews, company photos and more. This information comes from those on the inside of the company to help you make a more informed career decision.Get free unlimited Glassdoor accessWhile most job seekers have to give a review, salary report or other user-generated piece of content to get access to Glassdoor, students can bypass this give-to-get model. Students get free, unlimited access to Glassdoor when they sign up with their student email address! Sign up here: https://www.glassdoor.com/Students/index.htmCurious where the best internships are? See Glassdoor’s report on the 25 Highest Rated Companies for Internships.Are you a student? Sign up for Glassdoor today!
Tuesday, we kicked off Day 1 of the 3rd annual Glassdoor Summit in San Francisco where we tackled the topic “Transforming Through Transparency.” Speaking to approximately 700 attendees and nearly 8,000 people live streaming from 13 countries, Glassdoor co-founder CEO Robert Hohman introduced the day with a rousing speech about the power of transparency, both in terms of attracting top talent and thriving as a company.“Transparency is the ability to understand; it’s the ability to be open and honest about what we know and expect. Transparency is the new normal,” said Hohman. “With that transparency comes a tremendous responsibility, but with it also comes an enormous opportunity.” Transparency equals a creative and strategic opportunity to have more control over the growth of your business and the culture of your company.And, he said, candidates are watch. According to Glassdoor research, 62 percent of candidates feel better about a company that responds to reviews on Glassdoor. 70% are more likely to apply when employer brand is managed and 90% find employer perspective useful in job search.Furthermore, transparency and a positive company culture will improve your bottom line. Glassdoor research shows that it all starts with the company’s culture and work environment, as well as how managers engage staff and promote the corporate brand. Why? Because when staff is engaged and believes in their company’s vision, they perform better. Better performance results in higher earnings and profit margins, which boosts employee morale. It’s a win-win.With the groundwork laid for creating a transparent company culture, a series of a dozen talent acquisition experts took the stage and spoke in breakout sessions about a variety of cutting-edge topics.Feeling left out? Well, don’t. We’ve got a recap. Here’s what you missed on Day 1 of the Glassdoor Summit:1. “Trust your people.”Chief of HR Operations of Nestlé Purina Steve Degnan stepped in for president Nina Leigh Krueger who came down with a cold. Despite the last minute pitch hit, Degnan scored a home run as he discussed how Nestle Purina tackles prickly reviews from employees on Glassdoor and how the 100+ year-old company has embraced transparency. His advice to HR leaders? Trust. Trust your leader. Trust your people. Trust your teams.2. “Don’t assume your C Suite has the best ideas on culture.”Katie Burke, the VP of Culture and Experience at Hubspot turned up the energy to offer attendees 8 key ways to make culture a business priority. Instead of a top-down method of creating a viable company culture, Burke shared that the C Suite’s expertise only goes so far. With laughs from the audience, Burke cut to the point, “Executives don’t usually have the best ideas for what to do with culture.” She shared an example from HubSpot where a normal employee wanted to promote community at work so he started Waffle Wednesdays where he and a group of colleagues made waffles for coworkers to help them get over hump day. “Acting on employee-generated ideas is one of the greatest ways to scale culture.”[Related: Tune in for Day 2 of the Glassdoor Summit by Streaming the Event Live! Click to Join]3. Invite employees to participate and promote your brand their way.Speaking on the topic of the “Role of Social Advocacy In Diversity and Inclusion Recruiting,” Lisa Smith-Strother, Global Head of Employer Branding & Diversity Talent Attraction at Ericsson, used tangible examples of how a brand crafted a strategic digital campaign “Ericsson Sees the Real You” to increase diversity, promote company culture, and redefine their brand. Her big takeaway? “Be innovative, take chances and allow employees to participate and promote your brand in their own voice”4. #MyFirstJobWho doesn’t love a career journey testimonial? Those of us at Glassdoor love hear about executives’ first jobs. Uber’s Head of Talent Brand Andrew Levy kicked off his working career at the age of 14 as a box breaker. Yep, he broke-down cardboard boxes to earn money as a teen. Nestle Purina’s Steve Degnan started his professional career as an ordinance officer in the U.S. Army, including 3 years in the Federal Republic of Germany in a Pershing II Missile Brigade. GD Summit host Lars Schmidt worked at Publix Super Market in South Florida bagging groceries, where he started on his 14th birthday at the behest of his father. And Glassdoor CEO Robert Hohman’s first job was baling hay. Cue Drake’s “Started From the Bottom.”5. Get crazy, creative and confident about company culture.Industry know-it-all William Tincup did not disappoint as host of a crazy rapid fire Q&A around employer branding and recruiting. Macy Andrews, Director, Culture and Global Talent Brand at Cisco; Tom Gimbel, Founder and CEO at LaSalle Network; Ed Nathanson, Founder at Red Pill Talent; and Leela Srinivasan, CMO at Lever, all scrambled to answer questions on the fly. No prep, no corporate comms speak, just honest and hilarious insights. Our favorite question of the session? “What if my CEO is an asshole?” Tom Gimble’s response, “Leave.”6. Ask the expert.During the breakout sessions, attendees had the unique opportunity to get experts to weigh in on their biggest strategy and operations questions. For example, Seth Wear, Senior Manager Talent Acquisition at Rockwell Collins, fielded questions around recruitment metrics and how HR professionals should be using data analytics to get the most out of their hiring processes. Small business professionals and one-man HR teams posed over 20 questions to Wear as he pinpointed the best tools to use, how to calculate cost per hire and attract the best talent.7. How Did Uber Built an EVP from Scratch? With Data, In-House, and A Whole Lot of ScrappinessOne of the most popular breakout sessions came from one of the most popular startups to hit the scene in years: Uber. Head of Talent Brand Andrew Levy invited hundreds of attendees to see the secret employee sauce of Uber, namely their employee value proposition. “We’re making cities safer, smarter and more connected. And we’re doing it on a global scale,” he said about one of Uber’s EVP pillar. But how do they do it? “We reject the status quo, and we’re relentless in our pursuit of the most creative solution. We’re breaking new ground. It takes both big swings and precise strokes, effort, and expertise.” Internal surveys of Uber corporate staffers revealed that employees are natural recruiters and brutally honest internally. So what? Levy says use insights from employees to create the employee value proposition. What you think is the reason behind why employees love your company may not be so. Ask them, listen to them, create a culture for them.8. Listen up.“The essence of a great recruiting conversation is listening,” said Lars Schmidt, co-founder HR Open Source and founder of Amplify Talent. While on a break from his hosting duties, Schmidt raved about the Ericsson presentation from Smith-Strother and Katie Burke’s prevention. However, he also wanted to drive home a key point off stage: Recruiters must listen to a candidate’s needs and wants before pitching them on the role.9. CHRO = The CMO of PeopleWill the CMO of People be the next role companies have to hire? According to Peter Navin, the former CHRO at DocuSign, it just might be. Talking about the “Future of HR Leaders” Navin offered insight into what the future of recruiting looks like and how the recruiting trends will affect the HR org chart. The goal of a CHRO is to build a high-performing, great place to work. How? Data-driven story telling. Navin’s takeaway: “When you build a great story you have an incredible advantage at the top of the funnel.”[Related: Tune in for Day 2 of the Glassdoor Summit by Streaming the Event Live! Click to Join]10. Find clarity in “Mutual Purpose”Ask yourself and your team, “How are your recruiters measured? How is the employer branding function measured? Where do our goals overlap?” These are the first steps to creating a mutually beneficial EVP according to Brandy Ellis, Talent Marketing Strategist, MaxPoint. With a great illustration of fishing using a tackle box to land a big fish, or ideal candidate, Ellis did a fabulous job in her breakout session entitled “Teach Recruiters to Fish with an Employer Brand Tackle Box.” Attendees scored a great, free EVP template following the Q&A.11. “Be you.”“If you do what everyone else does, nobody cares,” said Ed Nathanson, founder of Red Pill Talent, on the employer branding panel. “Do something that will resonate with the audience you want to attract and do it in the way that is absolutely genuine. You have to be okay with people hating it, because some will. But be genuine.”Tune in for Day 2 of the Glassdoor Summit by Streaming the Event Live! Click Here to Join.
Today, the White House doubled down on its support of working families.First, the Department of Labor is finalizing a rule to require employees of businesses doing work on federal contracts to earn up to seven paid sick days a year. While the United States is the only industrialized country in the world where employees aren’t guaranteed the right to take a paid sick day off of work, President Barack Obama is seeking to change this during his last months in office.“This rule ensures that workers will have the peace of mind to know they will still earn a paycheck if they have to miss a day because they are sick, or need to take care of a sick child or loved one. It will be good for working families, help business compete to attract and retain talent, and keep our nation healthier,” wrote Senior Advisor Valerie Jarrett in a new compelling essay.Secondly, the administration announced that the Equal Employment Opportunity Commission (EEOC) is publishing its final and approved collection of summary pay data by gender, race, and ethnicity from businesses with 100 or more employees to improve enforcement of our nation’s equal pay laws.Despite overwhelming support for equal pay, women still make less than their male peers. The President has fought to close that gap through legislation as well as by announcing a White House Equal Pay Pledge that has now been signed by more than 50 of America’s leading businesses, including Glassdoor.President Obama spoke to Slate.com about the initiative and why all Americans should prioritize improved work policies like paid sick leave and equal pay. Here are the highlights!SLATE: Why should most Americans care about paid sick leave?PRESIDENT OBAMA: Everybody gets sick. So when people don’t have paid sick days, they might have to choose between taking care of themselves and putting food on the table. For Americans living paycheck to paycheck, a lost day of wages can be a huge loss. Or when a child gets sick and has to stay home, parents may have no choice but to care for them and lose a day’s pay as a result. That’s simply not a tradeoff the wealthiest nation on Earth should be asking working parents to make.Coming to work sick is bad for employees, co-workers, and customers alike. No one wants a colleague coming in and getting you sick. No one wants to be served by a waiter who’s under the weather. I’d much rather go to a restaurant knowing that if a chef or waiter is sick they have the choice to stay home without losing their paycheck.That’s why it’s so important that this new rule becomes final today. It will give additional paid sick leave to more than 1.1 million federal contract workers in the first five years, including nearly 600,000 who currently receive no paid sick leave at all.But just as importantly, this rule means that the federal government is putting our money where our mouth is. We know that providing at least seven paid sick days a year to our contracted workforce will give us the best value for taxpayer dollars and is good for workers and business alike. That’s the same decision that companies large and small throughout the country have made, and we hope our leading by example will convince others to do the same.So we’ve been doing everything we can to increase Americans’ access to paid sick leave. We’ve called on Congress to pass the Healthy Families Act, a bill that would give Americans the ability to earn up to seven paid sick days a year. We’ve called on states and cities to pass similar legislation, and many have taken up that charge. And we’ve called on businesses to step up and adopt these policies, just as the government has.SLATE: The United States is the only developed country in the world that doesn’t have some kind of national paid sick leave requirement. Short of the legislation you’ve called for to change that, is there anything else that either you or your successor as president can do to make sure more workers can take a sick day?PRESIDENT OBAMA: As long as I’m president, I’m going to work every day to convince Congress, states, cities, and businesses to expand access to paid sick leave. We’ll continue to make the case for why sick leave is important to everyone, but we hope that the American people will as well.While only Congress can mandate that every employer offer paid sick days, we have seen tremendous progress across the country as folks come together in their communities and make the case to their state legislatures to pass paid sick days laws. That local organizing has increased coverage to millions of Americans, and it’s building momentum that can ultimately lead to congressional action.Since I first called on them to act, we’ve seen four states pass paid leave laws, over 25 localities take action on paid sick leave, and 22 localities take action on paid family leave. California, Massachusetts, Oregon, and this year Vermont have all passed bills, joining Connecticut, which did so in 2011. Philadelphia, Chicago, Minneapolis, and St. Paul have joined trailblazers like San Francisco, Seattle, New York City, and the District of Columbia in requiring paid sick leave for folks working in their cities. Businesses have been heeding the call, too, and some businesses now require their suppliers to provide paid sick leave as well.Another way in which our workplace policies have not kept up with the times is that many Americans don’t have access to paid family leave. California, New Jersey, Rhode Island, and now New York have created these programs to allow moms and dads to stay home with a new child or care for a seriously ill family member without losing their entire paycheck. Until Congress acts and guarantees every working American paid family leave, we’re going to see more states follow in their footsteps.SLATE: Aside from sick leave, what else do you think the executive branch can do to improve working conditions for Americans without the help of Congress? PRESIDENT OBAMA: Over the last seven-and-a-half years, we’ve done everything we can to grow and strengthen the middle class. Our policies have promoted greater opportunity for employment, higher wages and incomes, fairer pay for women, workplace flexibility and paid leave for parents, affordable health insurance, more affordable college, and adequate retirement benefits. A recent report showed that last year, across every age, every race in America, incomes rose and the poverty rate declined. A typical household’s income increased by $2,800, the largest single-year increase on record, and the gender pay gap has fallen to the lowest level ever.But we’re not resting on our laurels. In fact, today, we are announcing another key step to help reduce the gender pay gap. The Equal Employment Opportunity Commission has finalized a rule requiring every business with 100 or more employees to submit pay data broken down by gender, race, and ethnicity on an annual basis. Collecting and reporting this information will encourage employers to take voluntary action to address any existing pay gap, and it will help improve enforcement of our nation’s equal pay laws.As for federal contractors, we encourage them to offer paid family leave if they want to attract and retain the best workforce. That’s why leading businesses have chosen to offer generous paid family leave benefits. I’ve done what I can through executive action to lead by example by directing federal agencies to advance up to six weeks of paid sick leave to employees who have a new child, and urge Congress to pass a bill giving them another six weeks of paid family leave on top of that.TELL US: What Do You Think About The Expansion of Paid Sick Leave? Share on Facebook @Glassdoor
DISCOVER: Search Open Roles at Digital Agencies In Your Area!Derek Nelson is a partner and creative director at Clique Studios, where he helps build and introduce innovative solutions for the digital market. Based in Chicago, Clique Studios is an award-winning design and engineering company, building digital experiences for high-growth organizations. The start of your career—or a mid-career shift—can be overwhelming. There are so many possibilities, and the decision to pursue one path or the other can have a huge impact on the rest of your life. How can you possibly decide?The early stages of a career don’t have to be about titles, roles, or even industries. They should be about gathering experiences and embracing opportunities. If you pick one industry or platform too soon, you’ll learn binary information: you like it or you don’t. That might be important to know, but it’s not always enough to take meaningful long-term action.Digital agencies, however, can be an ideal place for ambitious self-starters to launch a career. Through agency work, you can discover what you’re good at by taking on a variety of experiences, roles, and opportunities. Because you interact with so many people (i.e., clients, co-workers, cross-discipline teams, partners, etc.), you become less dependent on a single manager or colleague. And you get to embrace new technologies while doing it.Whether you’re a developer, designer, project manager, or marketer, digital agency work will give you enough data and flexibility to understand who you are, what you’re good at, and where you’ll thrive.Do You Have What It Takes?Don’t get me wrong. Digital agencies are great places to get started, but they aren’t made for everyone. Those who are successful at agencies are self-starters, able to execute in uncertain environments, and have a deep need to be really great at what they do.In a different environment, you can reliably execute from fixed requirements. But rigid processes only go so far when you’re working with different personalities, industries, and projects. That means having flexibility when a perfectly planned day gets turned on its head.This also means that the phrase, “That’s not my job,” never applies. The ability to teach yourself to handle any problem is valuable—not just to the agency, but to yourself as well.Above all, those who find success have a deep desire to get better at what they do. At Clique Studios, we’ve learned that this doesn’t have to mean they’re great right away. Instead, we look for people with the curiosity and determination to one day be great. If you can demonstrate those traits in an interview, you’re off to a good start.Landing the Perfect Agency GigIf you haven’t considered a digital agency before, don’t worry. There are a few ways to start exploring the possibilities.1. Find the agencies you love. It’s important to think about what size of agency you would like to work for. If you work for a large agency with hundreds of employees, you’re most likely to be dedicated to one or two accounts for a long time. You’ll have the peace of mind of working on projects for name brands with wide reaches while not feeling spread across too many responsibilities.Midsize and smaller agencies are more likely to direct your craft across multiple accounts. You’ll run into fewer bureaucratic hurdles and witness more of your decisions see the light of day (for better or worse!). Ask yourself: What kind of setting and environment do you think will bring the most opportunity?[Related: Check Out Digital Agencies In Your Area]2. Take initiative. Remember, agencies love self-starters. Don’t be afraid to reach out, even if the agency doesn’t have a job posted.When you make that contact, show passion for the agency and the work itself. Demonstrate a connection to the company’s mission and clients.We recently had a competitive search for a designer and more than 200 applicants to sort through. The person we ultimately decided on was somebody who expressed interest before the position was even open. She wrote a long, thoughtful note about how she had followed our agency for a while in the hopes that something came up. It’s an easy way to differentiate yourself and an easy way for agencies to differentiate the missionaries from the mercenaries.[Related: 25 Best Cities for Jobs in 2016]3. Tell a story (or five). Once you land the interview, prepare to tell your stories. You can say, “I’m great at executing in uncertain environments,” but that’s not nearly as powerful as a story to demonstrate.Regardless of where the stories come from—college jobs, internships, high school sports, whatever — build up a knowledge bank of 15 stories you want an interviewer to know about you. Then, no matter the direction of the interview, you can turn the conversation to one of your anecdotes.One of the best things you can do early in a career is to not close yourself in. Digital agencies provide the experiences you will need to grow and succeed—no matter what your future holds.
My first thought was “Oh sh*t—How do I deal with this?”When we launched Know Your Worth internally, I experienced the tool in just the same way that many HR professionals are going to experience it – maybe worse. Our entire company was encouraged to log on and try out the tool, which I did. I entered a few basic details about myself and up popped the estimated median base pay I could earn in my local job market.Before I could even dig into the data, there were knocks on my door. Employees from various teams stood holding printouts of their own estimated market values. Managers came to my office asking how to talk to their teams. We were in the middle of a performance review cycle, and employees even began pasting screenshots of their market estimate into their self-reviews. The conversation was starting whether I liked it or not.I thought, “I need to really understand this.”My worry was not really about our pay –we regularly review formal market data and factor that into our compensation packages. However, the questions from employees were a sign that I needed to better understand the Know Your Worth tool, understand the data behind it and think about how it in the context of our total compensation and rewards philosophy. And, most importantly, I needed to quickly think through how we wanted to communicate with our employees about pay.[Related: Check Out Our Know Your Worth Employer Guide]Glassdoor is in a period of significant growth. With approximately 700 employees in multiple locations, we are much bigger than we were when we started 8 years ago, but we are still a start-up. We are changing rapidly, and our compensation and rewards philosophy has to evolve to keep pace. I joined Glassdoor in April and was already planning to work with our executive team on a strategy for compensation for the next phase at Glassdoor, but as most HR professionals know, it is a complex and time-consuming challenge to define or redefine a compensation philosophy that will allow for growth and future eventualities. With the pending launch of Know Your Worth launching, I realized I needed to get clarity on our compensation and total rewards strategy in short order.At its core, Know Your Worth is designed to help people understand their worth in today’s market. They can use it as one factor in evaluating if they are being paid fairly, and help determine if they should attempt to negotiate their pay and/or explore other opportunities. Unlike some other tools that I have seen come and go in the past, the data behind this tool is not only impressive, it’s real time. Know Your Worth uses patent-pending data science and machine learning algorithms that leverage millions of salary reports shared by employees on Glassdoor, while analyzing real-time supply and demand of today’s local labor market. Know Your Worth also factors in typical career transitions of people doing similar work. Each person’s market value, and pay range, is unique to them and private, and will be recalculated weekly and tracked over time.That’s powerful.But it is also challenging if you are the employer.Much like how employee reviews and CEO approval ratings on Glassdoor disrupted the industry 8 years ago, Know Your Worth is the next iteration of transparency and empowerment. We are in a new world where candidates and employees have access to more information, and the worst thing that I could do as CHRO is to dismiss it…or panic. I realized the best thing I could do is to slow down, learn more about it and put it in context. I also realized Know Your Worth had the potential to help inform our compensation going forward.[Related: Download Our Salary Negotiation eBook]I sat down with Robert Hohman, Glassdoor’s co-founder and CEO, to talk about the tool, how we felt it factored into base pay, and how we should communicate about it to our teams. I gave feedback to the engineers and product teams about how the product could be stronger from an HR perspective, and they made changes.It was clear that as an organization, we had to figure out where this new information fit into our pay structure and we had to help educate not just our managers but also our employees. We are still in that process right now.The way we are thinking about this is as follows:1. Market Snapshot: Gather information about the market you compete in for talent. For us, this includes participating in formal compensation surveys, analyzing what we are hearing in our recruiting conversations, gathering data from exit interviews, looking at salary data posted on Glassdoor and now we will also use the data from the Know Your Worth tool. All of this combined gives us a market “snapshot.” Know Your Worth is a useful starting point from which to frame conversations.2. Market Positioning: Next, we are considering where we want to position ourselves relative to that market and what our overall compensation philosophy should be. This includes factoring in the locations where we have offices and what those local talent markets look like as well as segmenting our workforce into different talent groups to be sure we are tailoring our approach where we need to and not assuming “one-size-fits-all” when it comes to market positioning.3. Determine Pay Mix: We are also spending time determining the right pay mix, with the correct balance of base, bonus and equity elements, as well as considering where those fit into our overall rewards program. The reality is we don’t typically come out on the high end for base pay because of our other compensation elements. This means in many instances our employee estimated Know Your Worth market values exceed their current base bay. The reality is, many of our employees could likely earn more base pay at another company, but we think Glassdoor’s total compensation package in aggregate is very competitive.4. Communicate: Lastly, and very importantly, we need to think about how we communicate with managers and employees about our total rewards approach so that they understand what that means for them both now and in the future.We know that base pay is important but it is not the only reason employees want to work for a company. So it is critical to ensure that employees understand the role of compensation and benefits in your overall employment value proposition. The EVP varies by company, and the value that employees place on compensation also varies from one employee to the next.But in the end, employees want to know that they are being paid fairly, both with respect to their colleagues internally as well as what they can expect to earn elsewhere. So being transparent about your rewards philosophy and compensation practices can really help with that.Showing your employees that your organization is not afraid of transparency or of employees having more pay information can go a long way. I find most employees do understand that base pay is only one slice of the overall “rewards” pie. The overall pie at Glassdoor consists of base salary, bonus (or commission), equity, benefits, the value of the work we do and the chance to be part of a powerful mission, opportunities for career advancement, formal and informal learning opportunities and the chance to work with amazing people.At Glassdoor, we want to be sure that the complete pie is taken into account by our employees as they look at their estimated market value through Know Your Worth.As someone who has been in human resources for over 20 years, I am fully aware of how Know Your Worth will disrupt the industry. Honestly, it took me two or three days to wrap my head around it; two or three days of using the tool, talking to colleagues and thinking about its implications. I am now more than confident.I, honestly, have now concluded that having Know Your Worth will help make us all better – better employers and better employees. I stood in front of our entire company recently at an all-hands, right after Know Your Worth was launched internally. I wanted to make sure that employees understood our approach to compensation and how the Know Your Worth tool will fit into that approach. I was able to genuinely say that I am excited to have more transparent conversations about pay.Now, my response to anyone showing up with their Know Your Worth estimate is, “Let’s talk about it – this estimate is a helpful input but it’s just one input. Let’s talk about where it fits into our overall approach to compensation and rewards.”The good news is I now have an engaged and more informed person coming to talk to me about compensation. We can discuss their job title, their years of relevant experience and what they input into the Know Your Worth tool versus what we might be factoring into our own calculations. We can discuss the fact that Know Your Worth represents the estimated median base pay, and put that in context of their total compensation and rewards. And perhaps most importantly, we can get to common ground where both the employee and HR have a shared understanding about where they fit in the company. In some cases, these conversations have also illuminated real gaps we needed to fill and that is also important.Ultimately, Know Your Worth is all about transparency. It is a tool that helps to have an open, healthy conversation with your employees about pay. It’s incumbent upon us as employers to remind people to look at that calculus for themselves. Being afraid of employees getting access to Know Your Worth is a self-defeating proposition.My personal organizational philosophy is: I don’t want anyone employed here as a hostage. Arming employees with information about the market is useful and empowering. Rather than being concerned by employees who have access to Know Your Worth, I’d challenge my colleagues in HR and management to make sure that you’re true to what your employment value proposition is all the time and be open to real conversations. If you want people to be at your company because they want to be there, be transparent. Let’s make sure that we’re being fair, consistent and transparent, and that our employees can feel it.
Next year is bursting with tech innovations, potential IPOs and cool companies hiring like crazy. Since the jobs market is booming, the unemployment rate is steady at 4.9 percent and the U.S. median base pay rose 3.1 percent year over year in November to $51,372, it seems like 2017 has an exciting outlook.This may just be the perfect year for you to find a job you love.Take a look at a few of the awesome companies looking to make 2017 their biggest year yet!1. Dropbox In 2016, Dropbox added scanning capability to its iOS app and introduced Dropbox Paper for online document collaboration, plus it’s recently allowed paying mobile users to designate entire folders for offline access. This is a clear sign to us that Dropbox is moving fast and in the right direction. With growing reports that Dropbox will IPO in 2017, this is one we’ll be watching closely and seeing how employees react. From marketing program manager to diversity technical sourcers, Dropbox is also staffing up. Now may be the time to apply.2. Truth InitiativeTruth Initiative is dedicated to achieving a culture where all youth and young adults reject tobacco. In 2016, they rolled out a compelling campaign about the Smokers’ Wage Gap, noting that smokers earn 20 percent less than non-smokers which translates to a loss of up to $10,000 a year. According to insiders, Truth will be launching a new, gripping campaign during the Grammy awards. We wouldn’t be surprised if that had to do with vaping. In a new report in which he cast “vaping” as an emerging public health threat for young people, Surgeon General Vivek Murthy said the growing use of e-cigarettes by American teens “has the potential to create a whole new generation of kids who are addicted to nicotine.” Based in Washington DC, Truth is hiring a research assistant, digital marketing analyst and more to help fight for tobacco-free lives.3. GenslerThe San Francisco-based architecture firm is now the biggest in the world and boasts clients like Facebook, Airbnb and Salesforce. As the trend of innovative and beautiful office spaces continues to grow, Gensler is at the forefront of creating high-performing and collaborative work environments. We expect their work will only continue to wow as large companies lead the way in building solar-powered offices that don’t rely on fossil fuels. Plus, Gensler is one of the 2017 Best Places to Work, with employees raving about their company culture, innovative projects, and talented people. Interested in joining a winning team? They’re hiring.4. LiveNationLiveNation has been one of the go-to outlets for entertainment and music, but 2017 promises the next level of interaction. Citi, LiveNation and NextVR recently announced a partnership to produce a series of up to ten live virtual reality concerts as part of the banking concern’s longtime “Backstage with Citi” initiative, which rewards card members with thousands of events annually. In full swing in 2017, the series will transport fans via virtual reality technology into an immersive experience with what the companies’ claim are the “world’s biggest artists.” The initiative will include select concerts and “backstage” experiences with artists. Radio heads, get in while jobs are still available.5. TeslaWith Tesla’s Model 3 expected to hit markets next fall with its $35,000 price tag, we could all see more of the sleek sedans on the highways. Plus, Tesla and Uber are both vying to break into (really, create) the driverless car industry, making autonomous vehicles synonymous with Elon Musk’s brainchild. Needless to say, Tesla is one of the companies to watch in 2017. And with over 3,000 open jobs available at the motor company, you could be a part of history if you just apply.6. WeWorkRenting out office space to businesses, freelancers and entrepreneurs, WeWork is effectively a real estate management company. However, WeWork has an extremely high $15 billion valuation, which is more closely aligned with major Silicon Valley tech companies. At a tech conference over the summer, company CEO Adam Neumann stated he was not afraid to take the company public, and indicated he was eager to make his investors money. Could 2017 be the year? We’re excited to see if it is. The business model and the co-working spaces popping up across the country address a real need as more and more Americans look to work remotely. Oh, and in case you’re wondering, they’re hiring this month too! Sales leads, community managers, analysts and even director-level positions are all open and accepting resumes now.7. Vice MediaWhat began as an indie magazine in 1994 has now morphed into a global media company now operating in 30 countries.Vice Media is a news outlet that often reports on edgy topics, such as sex and drugs, and is marketed to millennials. According to PrivCo estimates, Vice’s valuation at IPO may be close to $5 billion. “The reason why Vice News is successful is because there was this sort of misconception that young people don’t care about news, they don’t care about international news—all of which as people realize now is completely untrue,” said Shane Smith, founder of Vice. “They just didn’t like the way news was presented to them.” Solidifying deals with HBO and a new nightly news show on their own channel in 2016, next year promises to see more unique programming and dynamic coverage. And we’re tuning in, for sure.8. NextivaOver 100,000 companies rely on Nextiva for their business VoIP communications and cloud technology. In 2017, this number will only grow as businesses look for simpler and more efficient ways to communicate. The Arizona-based company prides itself on its “Amazing Service,” and its focus on the customer and customer care. Based on the way the team treated the analysts and consultants at the recent nextCon event, it’s clear that the company really lives and breathes “Amazing Service.” Nextiva is in the process of setting up more international infrastructure based on the success of small-and-medium businesses and big franchises like Burger King, Taco Bell, Target and even the Conan O’Brien Show. Looking to work in telecomms? Nextiva could be your next big step.9. SlackThe team communication startup has been a Silicon Valley darling ever since it hit the tech scene, especially in discussions around diversity and inclusion. But 2017 promises to be the year of Slack. Next year, Google Drive will automatically extend permissions on a file to members of a Slack channel where the file is shared. Forget the manual share—Slack will do it for you. You’ll also be able to view more detailed previews of a file’s contents, whether it’s a document or spreadsheet, right within Slack. And a new Google Drive Slack bot will now ping you about changes to a file. #Winning. If you were looking for an excuse to leave your current job for the hottest startup on the scene, Slack has given you plenty of reasons. Jobs are in demand, so polish your resume now.
America’s labor market in 2016 was one of the healthiest in a generation, with rising pay, record numbers of unfilled jobs and historically low unemployment. However, it’s also a time of great uncertainty, with technology and automation changing the way we work forever.At Glassdoor, our economic research group has a unique perspective on the labor market, with access to millions of real-time job listings, salaries and company reviews that help us keep a pulse on what’s happening today in hiring, pay and the broader labor market.In this study, we highlight five big labor market trends our experts saw unfolding during 2016, and five big changes in the job market they predict will reshape work and hiring in 2017 and beyond, including:Why every employer is hiring tech roles.Pay gains finally showing up for America’s workers.Why employers are struggling to hire key roles.How HR is being transformed by data science.Automating and the changing workplace.Rethinking flashy perks and benefits.A growing push for pay transparency from the federal government.Finally making progress on America’s gender pay gap.Realizing the limits of the “gig economy.”To learn more, read the full report and see our press release.
New year, new you. Isn’t that the saying?! Whether you’re looking for a life overhaul this month or just looking to be your best self in 2017, now’s the perfect time to:Refresh your approach to your jobGet inspired about the potential of your careerStart taking action steps to starting a creative side projectFinally start creating a game plan for getting your entrepreneurial idea off the ground Here are 7 books we highly recommend to help you get inspired and motivated to boost your career (and life!): Originals by Adam GrantThe tagline for this book is “How Non-Conformists Move the World.” Read: how not being like everyone else is actually an asset. This book will help you see the benefit to taking the road less traveled and then get you ready to blaze your own path.Presence by Amy CuddyAfter reading Presence, you’ll be ready to make 2017 the year of confidence, poise, and, well, an unforgettable presence. Go beyond power posing and into the depths of social psychology with this popular Harvard social psychologist.Grit by Angela Duckworth This breakaway bestseller is flying off the shelf, so there’s a high probability you may have already received this book as a holiday gift. Angela Duckworth is dethroning the idea that possessing intelligence and talent is the foundation for success. Instead, it’s this idea of “grit” that’s the secret to getting what you want.Getting More: How You Can Negotiate to Succeed in Work and Life by Stuart DiamondDo you want to ask for a raise this year? Or seal an impressive business deal? Want access to the insights on how to be a better negotiator from an expert negotiator? Then read this book. Bonus: You’ll also learn how to apply your new negotiations skills to your advantage outside of the office.Emotional Intelligence by Daniel GolemanYou know all about IQ, but do you know about EQ? EQ refers to your emotional intelligence, and it’s arguably just as important as your IQ. This book stands the test of time as an ultimate resource on how to increase your EQ.The Power of Habit by Charles Duhigg How do you make good habits and then how do you keep them? This book is not a step-by-step on what exactly you should do to make a habit and stick with it. Rather, this book goes far past the superficial and into the depths of business and psychology to explain how habits work.Damn Good Advice (For People With Talent) by George Lois Take a break from dense chapters with this artfully created book. But don’t let the whimsy fool you: it still packs a punch with relevant, insightful, and influential information on how to succeed in your career.
The news gets worse. Only 52 percent of respondents indicated that how they spend their time matched their organization’s strategic priorities and almost half said they were not giving enough attention on guiding the strategic direction of the business. McKinsey & Company concluded that time challenges influence the wellbeing of the entire company as well as individuals. When you experience the birth of a child, your personal time management skills are forced to flourish. Tasks and activities that used to require hours are suddenly completed in half the time, and saying no to the non-essential (an invaluable time management strategy) is easier than ever. Both the ability to make tough decisions about your time and to complete work quickly and efficiently will position you for a promotion in no time. Call it corny, but you can’t deny that today’s challenges have a way of preparing you for future challenges. As you adjust to the life challenge or change you’re facing, remember that sometimes you can turn a tough break into a lucky break by focusing on the leadership skills you’re learning on the side. Also on Glassdoor: We try our best to avoid challenges and obstacles at any cost, but there are some things in life that you just can’t avoid. And as much as we don’t want to hear it at the time, going through tough life moments can help us prepare for more responsibility in life — and work. How? It’s all about leadership skills. Here’s a look at how three common emotional challenges can position you for a promotion and prepare you to be a better leader:A Break Up Teaches You Emotional IntelligenceIt doesn’t matter who leaves who — breakups are rough. Whether you thought you’d be together forever or just the opposite, going through a breakup can spike your stress levels, drain your energy, and all around make for a miserable month. But let’s think about what really happens in a breakup: you acknowledge your boundaries, you compare what you want to what someone else wants, and you make a decision. This combination defines a character trait that executives and leaders need to have in spades: emotional intelligence. According to the Harvard Business Review, emotional awareness is a critical leadership skill. In fact, Rutgers psychologist Daniel Goleman writes, “without [emotional intelligence], a person can have the best training in the world, an incisive, analytical mind, and an endless supply of smart ideas, but he still won’t make a great leader.” Understanding the signals that emotions send about relationships and managing your own and other’s emotions is a uniquely important trait for you to develop to prepare yourself for a promotion, and going through a breakup is a powerful way to learn those skills.The Death of a Loved One Grows ResiliencyNothing can prepare you for the death of a loved one, and nothing can speed along the recovery process— grieving for the loss of an important person in your life is not a process you should rush through.It won’t take away any of the pain, but as you work through the stages of grieving you should know that you’re working your resiliency muscle, and it will help you work through challenging events later in life, too — especially challenging situations at work.Resilience is another important leadership skill that can make or break your chances at a promotion, and it perfectly captures what we experience when we the death of a loved one throws us off our life plan: we must practice the ability to recover from setbacks, adapt to change, and keep going in the face of adversity. As renowned psychiatrist and holocaust survivor Viktor E. Frankl writes, “We must never forget that we may also find meaning in life even when confronted with a hopeless situation, when facing a fate that cannot be changed.” And compared to the experience of losing a loved one, the challenges you face in a work situation will seem increasingly minor and manageable.The Birth of a Child Forces You to Master Time ManagementThe birth of a child is a celebration. But just ask any new parent what they’re feeling and you’ll find that adding a baby into the mix expands and challenges your emotions all the same. The emotional and physical impact is just as life changing, but in a much different way. What does a new bundle of joy have to do with getting a promotion? As stressful as the early days of a new baby can be, it also forces you to practice a valuable leadership skill: time management. Just consider this: when McKinsey & Company polled 1,500 executives about how they spend their time, the company found that most leaders were not satisfied with their current approach to time management:9% of respondents were “very satisfied”Less than half were “somewhat satisfied”About one-third were “actively dissatisfied” The Best Places to Work in 2019
Employee engagement is really indispensable for any company’s success. However, it’s not always easy to stimulate engagement, make people feel comfortable at work and passionate about their activities. According to the Glassdoor Employee Engagement Report, employee satisfaction has a causal and statistically important effect on company value. Moreover, salary is not the key driver of satisfaction and engagement: this factor is the #5 priority with culture and values, career opportunities, senior leadership, and work-life balance coming first. Beyond that, there is an evident relationship between years of experience and happiness: older workers tend to be less satisfied at work. Taking into account the above-mentioned facts, the importance of leveraging employees’ strengths and emphasizing their unique selves considerably increases. By engaging the staff, you can determine whether the individuals are able to deal with challenging tasks and assume more responsibilities. Finding new ways of engagement (beside a salary increase) certainly requires much time and constant efforts. However, it’s worth the cost. Here are 5 things all managers can consider to entice and stimulate the team, making work more effective. 1. EmpowermentIt’s a clever idea to put your employees in situations, where they can show their worth, unleash potential, at the same time enhancing confidence and reinforcing their self-trust.And you, as an experienced and wise leader, should allow your team members to make unsuccessful attempts while they are exploring exciting possibilities and seeking smart solutions. Furthermore, it’s reasonable to create for your employees a position of influence to understand how they will react and what they will demonstrate. Do a test to learn how your employees will perform a leading role and collaborate with others. For sure, your team members want to feel entrusted, so, don’t go too far with micromanaging, grant them a chance to take independent decisions and bring positive outcomes. 7 Skills to Develop Now To Become An Awesome Manager2. Tension release Quite often leaders don’t devote time to engage their employees and start unconsciously creating tension, expecting them to behave in a certain way and forgetting that they are bright personalities. When employees are endorsed to work in the way they choose, fulfilling their own potential and not pretending to be someone else, they are sure to develop an entrepreneurial attitude they lacked before and contribute to the company’s growth. Moreover, employees respect those leaders who let them show individual distinguishing characteristics and apply natural skills. So, do not make them stay reserved by ignoring their future opportunities and imposing a broad array of severe limitations and tight constraints. Instead, show avid interest and create a warm atmosphere at the workplace. 9 Inspiring TED Talks Every Manager Should Watch3. GamificationDon’t get confused: the usage of gamification to engage employees has little to do with the game in its original sense. In turn, gamification’s appeal arises from memories and skills people learned from games in the childhood. Today, you can make your employees enjoy a vast range of sophisticated gamification applications and wearables: FitBit, for example, engages teams to do sports collectively and earn rewards for health activities; Task Hammer allows to carry out employees’ must-do lists interactively. You can also make use of other custom business intelligence applications to guarantee engagement within the company. Besides, try to create your own contest for different departments and inspire people to work efficiently and with more zeal. Rajat Paharia in his book explains the 10 key mechanics of gamification you should take into account: fast feedback, transparency, goals, badges, leveling up, onboarding, competition, collaboration, community, points.4. Success sharingDon’t be afraid of sharing your success with employees: make them part of your accomplishments so that they can feel important, trusted and can naturally generate engagement. Team members understand that their leader is not always right and perfect. They desire to support him/her and get acquainted not only with success, but also with possible vulnerabilities. That’s why remember to be transparent and share your journey, full of ups and downs.The 9 Pillars of Employee Engagement5. TrainingEncourage your employees not to rest on laurels, but to keep improving their skills and acquiring new professional knowledge. Strive to show that you are always at their disposal and willing to help attain their short-term and long-term winning goals. Engage them into internal and external training: motivate to participate in various workshops, seminars, conferences, and internships, delegate new responsibilities when they prove to upgrade their skills.Without any doubts there are much more ways and methods to engage employees. And you are able to create your own strategies and techniques fitted for your corporate culture. However, the above-mentioned tips can really be of great help for leaders involved in businesses of all stripes and colors. Yana Yelina is a website design and development expert at EffectiveSoft, a custom software development company with 250+ specialists who boast expertise in different business domains (healthcare, trading and finance, logistics, e-commerce, etc.).
Also on Glassdoor: The Best Cities for Jobs in 2018 Related Content on Fast Company:I Hire Engineers At Google—Here’s What I Look For (And Why)Six Digital Job Search Tips To End Your UnemploymentHow You’ll Search For A Job In 2017Three Things Recruiters No Longer Look For (And Three They Still Do)Screw “Personal Branding”: My Top Three Social Media Resolutions For 2017 Entry-levels jobs usually aren’t much fun. They tend to involve a lot of drudgery that feels like a step down from the level of your work you did in college. Often when you’re fresh out of school, you end up taking the first job that comes your way, no matter how uninspiring, because you’re anxious to start making money (or, let’s be honest, pay back your student loans).But some people are lucky to land the internships and entry-level jobs of their dreams, or to quickly score positions at top companies within just a few years of graduating. How? Fast Company spoke to several of them—plus a few recruiters on the inside—to find out.Treat Your Coursework Like Interview PrepKévin Lancelin admits that one of the reasons he landed a job offer from Nike before he graduated was cliché: “It was really about being at the right place at the right moment.” An employee on the team he was interning on had recently left, and space opened up for him.But that’s only part of the story. Lancelin, an apparel designer for the brand’s activewear line, NSW, had deliberately put Nike in his crosshairs years earlier. At Créapole, the Paris art school where Lancelin studied, it was considered standard practice to look for design work in France after graduating. But “I really wanted to go to the Netherlands to Nike,” he recalls.So Lancelin chose activewear coursework within his fashion degree program, and in his third year “built a stronger portfolio really based on the Nike atmosphere and values.” Then he says he “aimed high and told myself, ‘I have nothing to lose,’” and applied. He got it, and eight months later the internship turned into a job offer.Looking back, Lancelin sums up his strategy this way: “I really studied to impress Nike.”Nike’s Most Commonly Asked Interview QuestionsSolve A Real-Life Problem“Wherever you can bring reality into something that you see as a problem or an inefficiency, those are the things that really stand out to us since that’s what we do every day,” says Hyla Wallis, a university recruiting programs manager at Facebook.Wallis leads the team responsible for hiring the more than 1,000 interns Facebook brings on board each year in the U.S., most of whom become full-time staff. What type of problem-solver does she look for? “We had a student who actually collected a database to show events or activities [and] volunteering opportunities within their community that they couldn’t find [elsewhere],” says Wallis, “and they built something and shared it out.”Because everyone’s coming through the door with minimal or zero work experience, recruiters and hiring managers have to look for other signs of what candidates can do. Any examples you can show a hiring manager of “something you thought of, you created . . . and got other people to use,” adds Wallis, can help put you over the edge.Keep Up With your Friends at Cool CompaniesSix months ago, designer Charlene Chand joined Taco Bell’s marketing team, where her job is to design restaurant posters and drive-thru menus that make the “Quesalupa” (“essentially a taco with a quesadilla as the shell”) look maximally mouthwatering. Chand, 26, started her career in UX/UI design at smaller companies, but when a friendly acquaintance from college posted on Facebook about an opening on her team at Taco Bell, Chand decided to take the leap.The standard networking advice for undergrads and entry-level job seekers is to tap your alumni network—which you should. But sometimes just keeping an eye on where your own classmates land—including those “loose connections” in your college network—is better than reaching out to someone who graduated a decade ago.“Taco Bell is the first ‘big’ company that I’ve worked for,” Chand says, “and giant corporate places are a bit scary.” But the team she interviewed with seemed to like her small-company experience and assured Chand the work culture was intimate and close-knit. She says they were right. “Being a graphic designer at Taco Bell is fun—it’s upbeat, it’s cool, [and] it’s catering to an audience that I’m familiar with. I’ve learned so much in six months.”How To Network Like A ProShow Some Low-Key Hustle—And Nail Your Cover LetterFace it: When you apply to your first job or internship, your resume isn’t going to be that impressive. Your real task is to show your potential, not your track record. That’s where cover letters—otherwise reputed to be taking their last gasps—still matter.When Landon Peoples, 23, applied to intern at Vogue, he recalls, “I was living in a dorm on the Lower East Side, going to a private Christian college. I had no prior fashion experience, no contacts. I also didn’t study fashion,” Peoples adds, “and I made a point of that.”“I looked at my favorite editors and people I always looked up to and none of them did either,” he says. When Peoples was still in high school, he recalls, “I tweeted Eva Chen [formerly Teen Vogue’s beauty editor and now Instagram’s head of fashion partnerships] and I just asked her, ‘What do I major in?’” Peoples says (paraphrasing) that she told him to “study something that you’re already really good at so you can excel,” and the rest just comes down to passion.This was useful intel later on when it came to drafting a knockout cover letter for Vogue. Peoples knew it was his best shot at showing off his writing chops, his perspective on the magazine, and what he thought he could bring to it.It worked. A second internship (at the beauty site Into The Gloss) and a few years later, and Peoples landed an editorial assistant gig at Refinery29, which soon turned into his current role as staff fashion writer. When he first applied, he did a little digging again, and found the email address of the fashion features writer. Then he sent her his application, too.“I wasn’t aggressive there either, though,” says Peoples. “I literally was just like, ‘I just did this, have a look.’ I think that’s key.” Much the way he’d tweeted Chen, he says, “I kept it super short.”What Do Employees *Really* Say About Working For Refinery29Pitch To The Job Description, Not The Company“I know that as someone new to the job market, people may not be able to point to prior experience and say, ‘I can do this job because I’ve already done XYZ,’” says BuzzFeed recruiter Dan Geiger. “But a lot of entry-level hires tell me, ‘working at BuzzFeed would be a dream!’—which is cool because it is a fantastic company,” he says. But it’s better to get enthusiastic about the specifics of the role, not just the brand.“I also want someone to take the effort to really read a job description, pay attention to the fine details, and create an application that speaks to the job, as well as the company,” says Geiger.Taylor Smits, a recruiter at Refinery29, agrees. Gushing about the company, he says, “puts all the work on me . . . So rather than saying you are about to graduate with a marketing degree and you want to work at Refinery29, you should mention your ability to work with analytical data in Excel, Tableau, or Domo; your internship that taught you how to use Google Analytics; or how you learned to drive traffic to websites in college using Facebook ads.”“One approach focuses on what you want,” says Smits. “The other focuses on how you can help my company. Which one do you think I want to see?”This article was originally published on Fast Company. Republished with permission. Know Your Worth
Search For A New Job Today Also on Glassdoor: The wait is over — our annual list of the Highest Paying Jobs in America for 2017 is here. With positions spanning industries from tech to healthcare to legal and beyond, there’s something for just about everyone. And, given their high salaries, perhaps it’s no surprise that these positions are highly in-demand.So if you’ve got dollar signs in your eyes, but still want to make sure you love the company you work at, check out (and apply to!) these 19 companies below.1. TeamHealthCompany Rating: 4.1Hiring For: Physician, Physician Assistant, Nurse PractitionerLocation: Albuquerque, NM, Grove, OK; Johnson City, TN; Joplin, MO; Rhinebeck, NYWhat Employees Say: “Flex time, not micromanaged, chance to address problems found with management and they listen and act on it, no work station sharing, onsite gym, great breakroom, everyone is willing to help and answer questions from the supervisors down to co-workers. Being cross trained in order to handle different claims problems from difference insurances and different states all at the same time keeps it from being repetitive and makes it interesting and constantly learning new things.” —Current EmployeeSee All Open TeamHealth Jobs2. WalgreensCompany Rating: 3.2Hiring For: Pharmacy Manager, PharmacistLocation: Jackson, MS; Memphis, TN; Overland Park, KS; San Francisco, CA; Tempe, AZ; Wilmington, DEWhat Employees Say: “I absolutely love it here. I was worried because it was my first foray into pharmacy and retail, so I was concerned about the culture (negative, very young, etc.). It is absolutely the opposite. My teammates and the pharmacists take a sincere interest in helping me learn and grow, and are incredibly kind and patient. The overall store atmosphere is great – the same store manager has been with the company since that particular location opened! Awesome retention.” —Current Pharmacy TechnicianSee All Open Walgreens Jobs3. GECompany Rating: 3.8Hiring For: Patent AttorneyLocation: Evendale, OH; Norwalk, CT; Schenectady, NY; Wauwatosa, WIWhat Employees Say: “GE is always trying to improve, not because regulators are forcing their hand to do as such, but because they are trying to build a strong company from the ground up. Lots of corporate initiatives that filter down to help create a focused, strong culture.” —Former EmployeeSee All Open GE Jobs4. BiogenCompany Rating: 3.5Hiring For: Medical Science LiaisonLocation: Na Ah Tee, AZ; New York, NYWhat Employees Say: “Great salary and atmosphere. Biogen truly cares about its employees whether permanent, contractor, co-op, or intern. They invest time in developing their employees by offering many easily accessible resources.” —Former EmployeeSee All Open Biogen Jobs5. Post Consumer BrandsCompany Rating: 3.3Hiring For: Enterprise Architect, Plant ManagerLocation: Lakeville, MN; Northfield, MNWhat Employees Say: “Big company resources and caliber of talent in a small company, entrepreneurial culture. Global brands, strong future prospects for business growth. Good relationship with holding company (Post Holdings, Inc.).” —Current EmployeeSee All Open Post Consumer Brands Jobs6. CisionCompany Rating: 3.1Hiring For: Application Development ManagerLocation: Jersey City, NJWhat Employees Say: “Supportive working environment, where you feel valued. Communication thrives here, and the you will feel at ease being yourself. The workforce is highly diverse. There are some opportunities to grow since the industry is constantly changing.” —Former Bilingual Media ResearcherSee All Open Cision Jobs7. Ghirardelli ChocolateCompany Rating: 3.8Hiring For: Research & Development ManagerLocation: San Leandro, CAWhat Employees Say: “Free chocolate, supportive environment, plenty of room to grow in the company, large, stable company, plenty of divisions for a variety of jobs/experiences. Great family/work life balance. Wonderful support from upper management and everyone pitches in to help when needed. Opportunity to travel if you wanted to. Above average pay for job description.” —Current General ManagerSee All Open Ghirardelli Chocolate Jobs8. ICI ServicesCompany Rating: 3.3Hiring For: Corporate ControllerLocation: Virginia Beach, VAWhat Employees Say: “The Program Management team is extremely supportive to individual contributors. The corporate office HR department resources are supportive by providing details of benefits. They take the time to be proactive educating employees by setting up seminars and are available to explain and to help with all the aspects of being a remote employee on a customer site.” —Former EmployeeSee All Open ICI Services Jobs9. ESPNCompany Rating: 3.8Hiring For: Software Engineering ManagerLocation: Bristol, CTWhat Employees Say: “Resources to help you succeed and further your personal growth is readily available. Wonderful and caring co-workers, a multitude of options and departments to really pursue your passion and interests, Disney tickets.” —Web EditorSee All Open ESPN Jobs10. Epic GamesCompany Rating: 4.5Hiring For: IT ArchitectLocation: Cary, NCWhat Employees Say: “The company is very aware of each employee and their happiness at work. Food and entertainment is supplied, as well as a full gym and quiet rooms. With the happiness of the employees of the utmost importance, they are able to attract the most talented people in the industry as well as keep their current employees at their best performance.” —Current Technical LeadSee All Open Epic Games Jobs11. Dealer.comCompany Rating: 3.7Hiring For: Software ArchitectLocation: Burlington, VTWhat Employees Say: “Dealer.com not only cares about the services they provide and their clients, but they also care about their employees. I have never been with a company that does so much for their team. In house gym, personal training options, massages, volunteer days, networking events, etc. With all of these offers, and the amount of pride you feel in the office, I never want to leave this company.” —Current Digital Campaign CoordinatorSee All Open Dealer.com Jobs12. HiscoxCompany Rating: 3.2Hiring For: Solutions Architect, Data ArchitectLocation: Atlanta, GAWhat Employees Say: “Fun group of people, transparent, you can make a difference and no matter your title or role, you are important. Marketing leading organization with young employees. You will learn a lot in a little bit of time. Best place I ever worked.” —Former ManagerSee All Open Hiscox Jobs13. Marsh & McLennan CompaniesCompany Rating: 3.5Hiring For: Actuary, Systems ArchitectLocation: Philadelphia, PAWhat Employees Say: “Pros: Opportunities available across all operating companies. Flexible work schedule. Challenging work. On the right team, this can be an excellent place to work. Decent benefits. 1 day off per year to volunteer. Inclusive workplace.” —Current EmployeeSee All Open Marsh & McLennan Companies Jobs14. SalesforceCompany Rating: 4.3Hiring For: IT Program ManagerLocation: Indianapolis, INWhat Employees Say: “I love this type of environment. They believe in the Ohana spirit, which is family. It is very much like a family. The benefits are amazing, the ongoing training is great, great work environment, and they truly take care of us. I genuinely like going into work.” —Current Customer Success ManagerSee All Open Salesforce Jobs15. Gordon Food ServiceCompany Rating: 3.6Hiring For: UX ManagerLocation: Grand Rapids, MIWhat Employees Say: “In addition to the profit sharing, smart people, lovely office environment, annual ‘meeting’ (celebration), excellent employee recognition, and great company vision and philosophy, you genuinely feel appreciated and valued on an individual level. Innovation and change are encouraged and not stifled as may be the case in more traditional corporate environments. There is a lot of opportunity to move around within the company if you’d like to do so, and leadership cares about your success. It is a great team to be a part of.” —Current Corporate Office ProfessionalSee All Open Gordon Food Services Jobs16. AgFirstCompany Rating: 4.0Hiring For: Scrum MasterLocation: Columbia, SCWhat Employees Say: “I work with all the technology I need to develop instructional design: appropriate software, conference rooms with great tech features, Citrix environment to work remotely. I have an official agreement to work one day per week from home, a perk I enjoy. My supervisor and management are upbeat, personable, and dedicated to helping me succeed here. Everybody I’ve worked with in the company so far is friendly and kind. There is a sense of professionalism here to get the job done, but enjoy one another.” —Current Instructional DesignerSee All Open AgFirst Jobs17. SynacorCompany Rating: 3.2Hiring For: Financial Planning & Analysis ManagerLocation: Frisco, TXWhat Employees Say: “Our new CEO has incredible business instincts and has what’s best for Synacor and its employees in mind, benefits are great, good culture, great teams and collaboration, lots of opportunity to learn, diverse and complex company with multiple state and country locations, renovations underway of all offices that need [to be] modernized, snacks and coffee in all offices, team events for holidays, HR dept is stabilizing and supportive, and managers are very flexible with working hours which makes work/life balance great.” —Current EmployeeSee All Open Synacor Jobs18. GSE SystemsCompany Rating: 3.1Hiring For: Nuclear EngineerLocation: Sykesville, MDWhat Employees Say: “Salaries are competitive (outlying Baltimore suburb). The projects are interesting and do provide good engineering/programming experience. Many talented programmers and engineers who are enthusiastic about quality simulations; they are key to finishing projects and keeping our long-time customers. Flexible work schedule and relaxed core hours.” —Current Systems EngineerSee All Open GSE Systems Jobs19. American TowerCompany Rating: 3.3Hiring For: AttorneyLocation: Woburn, MAWhat Employees Say: “I am very happy to come to work everyday. The culture is very laid back and everyone is very friendly. No micromanaging in my department. Very flexible with hours and cool events throughout the year including a paid Friday off in the summer for the Canobie Lake company outing. You start with 3 weeks of PTO, 3 floating holidays, a day each to spend time at a child’s school or with the elderly and a volunteer day. All holidays off and Black Friday.” —Current EmployeeSee All Open American Tower JobsEditor’s Note: The companies considered for this article must be actively hiring for at least one job on Glassdoor’s 2017 Highest Paying Jobs in America report. Companies were then selected by our editorial team and are featured in no particular order. Companies selected represent a range of company sizes, locations and industries. Know Your Worth
50 Highest Paying College Majors The Best Cities for Jobs in 2018 Every new manager messes up at some point. What really matters is whether he or she responds with grace and humility, is quickly able to formulate and enact a recovery plan and learns from the mistakes — things that not everyone does.In our research at Jhana, we’ve identified 10 of the most common new manager pitfalls.1. Doing instead of managing.Although there’s nothing wrong with rolling up your sleeves from time to time to help your team accomplish a pressing goal, you’re now being paid to direct and oversee others’ work — not do it yourself. So don’t keep doing what made you successful as an individual contributor. Instead, focus on helping others do their jobs well.2. Overcommitting.It’s natural to want to please others, establish credibility and make a big splash. But target those wins carefully. Try to get comfortable saying, “I don’t know yet, but I’ll get back to you.” Promising too much too soon will backfire and erode your credibility.3. Failing to manage and communicate in all directions.Your direct reports are your most important priority. True or false? False! They are very important but don’t make the fatal mistake of forgetting about your new boss and peer managers. You need to manage and communicate up as well as down — not to mention sideways, so your team doesn’t become siloed.4. Changing things that are better left alone.Finally, you have your chance to do things your way. You can’t wait to make some big changes and show how great you are at this whole manager thing. Not so fast! Just because something seemed like a good idea from where you sat as an individual contributor — or just because something worked in your previous company — doesn’t mean it’s the right approach.10 Things I Wish I Knew About Managing On Day One5. Relying on your newfound power to get the job done.Expecting good results simply because people are supposed to listen to you might seem to work at first. But those results will be built on a foundation of resentment and fear, rather than goodwill and trust.Set high expectations, but actively welcome alternate ideas, and integrate that feedback into your plans. Also, explain why you’d like people to do things. You don’t want to be the managerial equivalent of a parent who says, “Do it because I said so.”6. Badmouthing the previous manager.Regardless of whether you’re replacing someone terrific or terrible, keep your opinions to yourself. Dragging someone else through the mud usually sullies the dragger as much as — if not more than — the draggee!7. Aligning yourself early on with any one person or group.Don’t assume you understand the politics of your new situation, even if you were promoted from within. Instead, spend the first few weeks getting to know key stakeholders and their relative political standing in the organization.Who has been successful selling their ideas? Who hasn’t? Who influences big issues like budgets? Once you know the answers to these questions, you can position yourself accordingly.7 Skills to Develop Now To Become An Awesome Manager8. Falling prey to “analysis paralysis.”Some new managers get overwhelmed by all of the options and information coming at them and just freeze.Take a week or two to get a lay of the land, and then decide on a course of action. It’s better to move forward with something that’s 80 percent of the way there than spend precious time crafting the “perfect” plan.9. Acting like another one of the gang.Don’t pretend that the new power dynamic that goes along with your job doesn’t exist. It does. While you can still have great rapport with your team, you need to put fairness above fraternizing.Be careful about going to lunch with the same crew every day (if you want company, invite everyone on your team). If you socialize with direct reports outside of work, try not to talk about it around others, who might feel marginalized and wonder if it’s going to hurt them on their performance reviews. You get the idea! You’re the manager now. Act like one.10. Unknowingly repeating one of your past managers’ bad behaviors.It’s natural when something goes wrong, we draw on memories of things we’ve seen before. If you had good managers, no problem. But many of us have had bad managers (whether we realize it or not). Beware of replicating negative behaviors instead of forging a healthier path.Avoiding major mistakes is the beginning of the new manager’s journey, not the end. It takes years of small steps and daily effort to become a truly great manager. In the meantime, there are three things every new manager can do to improve: get a mentor, do a lot of reading on the topic of management and practice, practice, practice.Rob Cahill is the co-founder and CEO of Jhana, which provides bite-sized performance support for people leaders to build the skills they need to be successful, in a simple, on-demand format they’ll love. Rob started Jhana to help millions of people get the great manager they deserve, but often don’t have. He currently serves on the Board of Directors for Teach For America’s Bay Area region. This article was originally published by Jhana. Reprinted with permission. Also on Glassdoor: