Checklist Changing Industries and Changing Careers

Checklist Changing Industries and Changing CareersChecklist Changing Industries and Changing CareersChecklist of tactical steps to maximize the chances that you will be able to find a new job in a new industry.Parse your resume.Make sure your skills are transferable to the new industry.Compare.Compare your accomplishments and skills to someone in a similar job who has been working in the industry youre targeting. That will give you a better read on your chances and help you figure out how to position yourself against incumbents, said Robert Hawthorne, president of search firm Hawthorne Research.Look at other peoples resumes and see how they describe their experience, said Isabel Walcott, a marketing consultant who specializes in Internet strategies. Sometimes the job is exactly the same, but they call it something different it might be a content management system in one industry and publishing software somewhere else. Find people who are in the kind of job you want and link up with t hem on social networking sites like LinkedIn or Facebook and ask for their advice.Be convincing, even if no one wants to listen.Get ahead of recruiters and hiring managers who only want to consider candidates with industry experience. Make it clear that your experience outweighs your lack of tenure in a specific field, said Michael Neece, chief strategy officer of PongoResume, an automated resume-writing service. Spell out for them how your experience translates to common themes in the new industry, and explain it in terms of the results you were able to deliver in your previous field.Learn the lingo. Minimize the impression that youre a fish out of water by reading industry blogs and using the same terms or jargon as others in the new industry, Palmer said. It may be shallow, but it will give the hiring managers or recruiters enough confidence to keep talking to you to find out how much you really know, rather than dismissing you at the outset.Be willing to take a step back.Your ca reer may have been stellar, but even your most transferrable skills might not be as useful in a new industry as in the old, said Clark Chrinstensen, a career-long industry switcher who is currently chief financial officer of Atlanta-based PS Energy Group. Dont give away all your seniority just to get a foot in the door, but dont insist on a promotion and a pay raise, either, he said.Network online and in person.Connect with other people and use what you learn from people inside your target industry to shape your own presentation, Internet strategist Walcott advised.

How to deal with that person at work who is driving you crazy

How to deal with that rolle at work who is driving you crazyHow to deal with that person at work who is driving you crazyGretchen Rubinis the 1 bestselling author ofThe Happiness ProjectandThe Four Tendencies, and is also the co-host of the award-winning podcast Happier with Gretchen Rubin. She recently joinedBob Glazer, host of theOutperform podcast, for a conversation about how to find fulfillment in our relationships and at the workplace- even ifsomeone has been driving you a little crazy.BobWhat is the deficit that leads to being unhappy, or not as happy as someone can be?GretchenIf I had to say what the secret to happiness or the principle cause for unhappiness is, I think the answer is relationships. Ancient philosophers and contemporary scientists would agree on this- to be happy, people need strong relationships. We need to feel like we belong. We need to be able to confide. We need to feel like we can get support, and give support. When you look at the people who are happier , they tend to have more deep relationships.What distinguishes people who are happy and less happy at work? Well, do you have a friend at work? Not just a pal that you can talk about pop culture and sports with, but someone who you feel has your back? If you feel like your manager, the person you report to, cares about you and wants to help you succeed according to your own aims, that makes people happier.Any time were trying to figure out what to do with our time, energy, or money, the things that deepen or broaden our relationships are going to make us happier.BobWhen people are struggling with certain relationships in their life, Ive always felt there were two choices You can either change your relationship with that person, or you can change your reaction to it. I think people struggle with the latter like, I know my friends going to come over and say this. I just cant ignore it, and I get myself all worked up.I was speaking to someone this morning, and they were saying that the y get these small customer service complaints, and they keep them up at night. They know it shouldnt, but it affects their overall happiness. If your reaction to something is causing a disproportionate amount of unhappiness, how do you tune that stuff out?GretchenI dont think the answer is always to get rid of the emotion, becausenegative emotion is an important signal. Sometimes feelings of anger, resentment, and fear are legitimate. Maybe theres a reason that you feel angry, and maybe you want to act on that. Maybe you want to solve the problem. Maybe youre like, Every day my boss makes me feel bad. You could say to yourself, I need to make peace with it- that is one thing to do. Another is to be like, You know what? Im going to get another job.Now, sometimes youre like, You know what? My boss really bugs me, but his heart is in the right place. This is the job I want, so I just need to deal with this in a way that it doesnt drive me crazy. One of the things you can do is to think about gratitude.Gratitude is an emotion that drives out negative feelings like resentment and boredom.Think to yourself, The guys annoying, but he really cares about me. Hes come through for me many times. He believes in me. Cant I just laugh it off when he does this thing that bothers me? Im so grateful to have this opportunity.Another thing is that everything that annoys us about other people can teach us something about ourselves. I really like a schedule- I like to know whats coming up, and have an idea in my head of everything thats going to happen at what time. Im not very flexible about changing at the last minute, so if I had a boss who was always changing the plans, that would really annoy me. But my dedication to a strict schedule would really annoy the boss. So maybe its a situation where its not that one person is right and one persons wrong- theres just a conflict in approach. The question is, how can we create a situation where both people get what they want, instead of bugging each other?Like another thing- Im kind of working all the time. Thats the way I like to do things. I was collaborating with somebody who didnt like to work on the weekends, but I didnt know that. So I was sending work emails all through the weekend, and my view was, Well, you can answer them over the weekend, or you can wait till Monday. I dont care, just do your work in your way.But then I found out this person was really resenting it. So I thought, Okay, I could change, or she could change, or we could come up with a solution so that neither one of us has to change, and we both get to work the way we want. So I learned how to use Delay Delivery in Outlook, and now every Monday morning at 800 AM, she gets five emails from me. That works for her, it works for me, problem solved.Sometimes just by acknowledging, Its not that Im right and youre wrong, or that theres something wrong with you or me- how do we come to a place that works for both of us?Ancient philosophers and c ontemporary scientists would agree on this- to be happy, people need strong relationships.BobIt all comes down to communication.GretchenYes, communication is really the hard thing. I only found out by chance that I was annoying this person- she did not tell me directly. I wish she had just told me, because I wouldnt have been mad. Communication is key, and people often shy away from that. Maybe the more profound thing is that if theres a problem, try to communicate with the person. Is there a solution that we can figure out for this rather than walking around in a simmering state of resentment, anger, boredom, or fear?BobThats a good segue into the work environment.We have tended to associate happiness with engagement, which is why were always measuring it and asking people why theyre happy. We think that if theyre not happy, theyre not engaged, and theyre not doing a great job. What does your research tell you about happiness in the work environment?GretchenNobody wants work that f eels arbitrary or pointless.Without the feeling of growth, people start to feel paralyzed or stagnant, or like their life is going nowhere. People need a sense of purposefulness- that what theyre doing is contributing. The larger idea is growth, and that people are happier when they live in an atmosphere of growth. Are you learning? Are you making something better? Are you adding to the world? For some people, its very important to have a mission, like, Im bringing water to the desert. Then for some people, its like, I just want to do a great job for my team, and deliver this product to a customer whos going to feel like they got what they wanted.The problem with the atmosphere of growth is that its kind of scary at the beginning. You can feel insecure, you can feel resentful, you can feel dumb. Youre like, Okay, Ill give a presentation, and maybe thats really intimidating. Then you do it a couple more times, and then you feel better about it. Youre like, Wow, Ive got a new skill I can stand up in front of a group of 500 people and give a big presentation. Thats growth.And feeling in control- a major happiness stumbling block is when people feel like they dont have control of their time. Are you working in your own way? Are you allowed to make choices? Are you allowed to do things in your own way, or is somebody constantly telling you what to do? Thats not a good feeling. People want to feel that sense of control.BobSometimes growth for growths sake isnt available, but you talked about speaking, ordoing things outside of your comfortable zone.Is increasing your abilities correlated with becoming happier with what youre doing?GretchenWell I dont think it would be just growth for growths sake, because people might get annoyed by that. Like, Why am I supposed to be doing these online modules to teach me something that I dont need to know how to do? Nobody wants to do something that seems totally random- that just feels like being controlled.It needs to feel like purposeful growth, that theres a reason that Im learning this, that Im going to put it to use, that theres some point to it. Saying to people, Were going to go around the room, and everybodys going to public speak so that everybody gets better public speaking- I dont know that that would be helpful in all circumstances. Somebody might be like, Thats just not my skillset. Im not interested in that. You might as well teach me to juggle.BobOne thing we tested this year was getting everyone to focus on their personal goals and share thoseGretchenWhats interesting about sharing goals is that for some people, if they share a goal, its very powerful for them, and that really helps them meet a goal and take a goal seriously and feel like its an act in the world. But theres a certain number of people for whom if they tell people their goals and their aims, they kind of lose their magic. They do better when they keep it private. If they are in a situation where they have to share it, or they do share it for whatever reason, then they often kind of drift away from it. Its not universally helpful for people to disclose.This conversation has been edited and condensed. To listen to the full version,click here.Thisarticlewas originally published on Heleo.

3 financial tips to help you make a career jump

3 financial tips to help you make a career jump 3 financial tips to help you make a career jump It’s one thing to decide to make a career jump. It’s another to have the means to fund that jump. Finances are one of the most important factors to consider before planning a career change. On my podcast When To Jump, I’ve talked with many entrepreneurs about how they financially managed to take the leap.Here are three of the greatest lessons I’ve learned.1. Utilize the resources available to youHere’s a secret: other entrepreneurs want you to succeed! When they started the website creation tool Weebly, David Rusenko and Chris Fanini wanted to help others grow their own successful business by making it easy to create a website without previous coding and web design skills. In fact, the project was inspired by a friend of the founders who was attempting to create a website and struggling.“When we got started, it wasn’t uncommon that you’d pay $5,000 to $10,000 to build a real website,” Rusenko mentions on the show. “There’s got to be a better way to use technolog y to make this easier and lower the bar for everyone.”Setting out to help others make their dreams a reality, Rusenko and Fanini were driven to create a resource that would let others make the first leap (without burning a hole in their wallets).2. Crowdsource and use your networkBefore jumping into apparel, Kirrin Finch co-founders Laura and Kelly Moffat worked in marketing and teaching, respectively. So when they got into the fashion game, they needed to do a lot of market research for little cost. They began with “guerilla interviews” in public places to gather information.“Try to think of creative ways to find out information that don’t cost thousands of dollars,” says Laura, adding that this could help a new small business decide a direction without spending a ton of money.Furthermore, they emphasize how great crowdfunding resources, like Kickstarter or GoFundMe, can be. On When To Jump, they discuss how these platforms are a great way to first test the market when launching a business by letting you assess the demand for your product, market to your audience, and fund your first production run.3. Appreciate learning experiences as something of valueEssence editor-in-chief Vanessa DeLuca left her job in retail to embark on the not-so-glamorous path to a magazine career. When her retail company relocated, she took it as an opportunity to think about what else she could- and really wanted- to do.“I took a huge pay cut to start a job as an editorial assistant,” says DeLuca on When To Jump. “I used it as an opportunity to learn and get as much experience as I could.”DeLuca moved home and went from working as a buyer in retail to making copies and going on coffee runs, but says she wouldn’t trade the experience for anything: “The coffee and the petty cash and all that doesn’t matter - what matters is I’m getting exposed to all these brilliant editors.”Sometimes, taking a step down the rungs (even if it means taking a pay cut or h aving to move back home), can be the best choice for climbing the ladder.Looking for more tips about changing your career? Check out the When To Jump podcast on  Apple Podcasts  or wherever you enjoy podcasts. Hosted by Mike Lewis, who left his comfortable job in finance to become a professional squash player, the podcast features advice from inspiring entrepreneurs and side hustlers who made the leap.

The Networking Email That Actually Works

The Networking Email That Actually Works The Networking Email That Actually Works Networking is the #1 way to land your next position. Point blank fact. I know you don’t like it. I know you think it’s hard. But do what’s hard, so your job search can be quick. 1 thing I have come to hate over my 19 years of supporting candidates, is when bad networking happens to good people. Yes, I’m talking to YOU! Here’s an example of the bad networking This is usually what's inflicted on an otherwise innocent party: “It was really good to meet you (or connect with you online) earlier! I’m reaching out to my network because I’m strongly interested in finding my next role. I’m in operations. In case you know anybody I can contact, please let me know.” Several things occur to me about this scenario: 1) Nowhere in there do I see that you (bad networker) care a lick about me (innocent bystander.) 2) It’s nice that you’re in operations. But what does that MEAN? If I need to think about it, then, news flash: I’m not going to. 3) Who do you mean, “anybody?” I know a LOT of anybodies. Shall I go through my Rolodex and figure this out? No. #justno The curse of the bad network is that you’re asking vague questions. Therefore, you’re going to get vague (or worse yet: no) responses. By the way, this is analogous to writing your resume using vague language. You know, to present that “consulting” gig you’ve been on for the last 6 months. It goes a little something like this: “Currently offering technology advisory and consulting services to a broad base of clients across several market verticals. Manage projects, administer budgets, and deliver innovative solutions.” That’s nice, except: what projects? For whom? When? And what, exactly, was innovative? That’s a resume that won’t get a response, I guarantee you. Back to networking: if you want your networking to be less hard, and if you want it to actually be a successful vehicle that drives you through your job search and into your ideal role â€" sooner rather than later â€" then get specific about what you’re asking for. (I also am aware you’re allergic to “specificity.” If you don’t “leave your options open” then you might miss out on something.) Ok, but I need you to stop thinking that. Get specific. Here’s how to do it right: “Jim! I hope you are having a great day! I am reaching out to my network because after 15 years as an Operations Manager at the factory level, I've decided to leverage my expertise into a Multi-Site Operations Director on a regional or national scale. I'd like to seek your help. Here are a few job titles I'm seeing that mostly describe what I'm looking for: Director of Operations Operations Control Manager Planning, Operations & Facilities Lead And some of the organizations that look interesting to me are: First Vehicle Services Modis Siemens Do you have a lead in any of those organizations at their Philadelphia, Trenton, or Wilmington locations? I'd appreciate it if you could share those or make an introduction. Thank you for giving this some thought for me. Please don't hesitate to reach out to me should I be able to help you also.” Now, THAT’S a networking email that’s confident (not begging), drills down into what exactly it is that you do, ask for specific people at specific organizations, and shows that you care about the other person. Now. Let's kick things up a notch. You’ve just learned how to talk to networking contacts. Let’s step it up so that you have the exact strategy to immediately talk to the recruiters and decision makers, in a way that immediately communicates your value AND prompts them to pick up the phone to call you. I’m going over what to do in my full online program, “5 Secret Job Search Hacks For The Age 50+ Job Hunter!” Register today so you get in on this limited-seating presentation.

NAVAL AVIATION - PILOT (AOC) - Qualification Factors

NAVAL AVIATION - PILOT (AOC) - Qualification Factors NAVAL AVIATION - PILOT (AOC) - Qualification Factors OVERVIEW: Age: At least 19 and less than 27 at time of commission. Waiver up to 48 months for prior AD service. Education: - BA/BS in any major.- No restrictions, but technical degrees preferred.- Min 2.0 GPA Training: - OCS (12 wks)- API Basic/Intermediate Advanced Winged (18-24 mo)- FRS (6-12 mo) Vision/Med: - 20/40 max uncorrected, correctable to 20/20 (waivers NOT considered). Phorias: No obvious Heterotropia or Symptomatic Heterophoria. Refraction: ±6.00 sphere; -3.00 cylinder. - Color vision required.- Depth perception required.- PRK only eye surgery waivable. LASIK not waivable for aviation, SPECWAR or SPECOPS. PRK and LASIK not waivable? for any community if pre-surgery refraction exceeds specifications shown above. Professional: N/A Service Obligation: 8 yrs Active Duty from earning wings. Special Info: - Must be within anthropometric limits. No waivers.- Height restrictions: 62 - 78 (male) 58 - 78 (female) (Note: * applicants under 63 will not likely pass anthropometric measurements)- Applications will only be considered if available for OCS within 18 months unless applying for BDCP.- Should be able to swim prior to OCS.- Flight pay during training $125/mo. ANTHROPOMETRIC MEASUREMENTS: In order to lower attrition rates and provide better quality applicants for Officer Candidate School and follow on training pipelines, CNRC is working closely with aviation community representatives in all areas. One particular area of concern is the anthropometrics measurements of pilots and naval flight officers. A strict process is used in Pensacola to measure applicants in order to determine which air frames they may qualify to fly. These measurements are based on several factors including height, weight, functional reach, buttocks knee length, and sitting height which is used to ensure the aviators safety on sitting in the cockpit as well as emergency ejections. These measurements include everything we have measured previously with the exception of buttock leg length. After studying the data the aviation community has come up with more accurate guidelines to apply for measurement ranges. The following are the accepted guidelines that should ensure compatibility with all pipelines. For applicants who may be close to limits, I have access to the anthropometrics  website to enter data directly to check measurements. For qualified applicants who are possible selects who are close to limits, ?we may also explore the option of sending them to Pensacola to check their measurements first hand. FOR MALE SNA: 1. Thumb-tip Reach FR: 29.5 inches or greater2. Buttock Knee Length: greater than 22 inches, but less than 26.5 inches3. Sitting Height: greater than 34 inches, but less than 38.8 inches FOR FEMALE SNA: 1. Thumb-tip Reach FR: 29.5 inches or greater2. Buttock Knee Length: greater than 22 inches, but less than 26.5 inches3. Sitting Height: greater than 33.5 inches, but less than 38.8 inches FOR SNFO (MALE OR FEMALE): 1. Thumb-tip Reach FR: 27.5 inches or greater2. Buttock Knee Length: 20.5 inches or greater3. Sitting Height: 32 inches or greater The following guidelines give directions as far as height concerns. Generally an applicant between 66 and 74 will be compatible for all pipelines. FOR SNA: 1. IF 64 INCHES OR GREATER, BUT LESS THAN 76 INCHES: - MOST LIKELY ANTHROPOMETRICALLY COMPATIBLE WITH AT LEAST TWO PIPELINES (SOMETIMES THREE) 2. IF GREATER THAN 76 INCHES, BUT LESS THAN 78 INCHES: - MOST LIKELY ANTHROPOMETRICALLY COMPATIBLE WITH ONLY ONE PIPELINE (NORMALLY PROPS), BUT POSSIBLY TWO PIPELINES (DEPENDS ON SITTING HT). 3. IF LESS THAN 64 INCHES: · SAFE ANTHROPOMETRICS COMPATIBILITY WITH ANY PIPELINE IS HIGHLY UNLIKELY! · INDIVIDUAL IN QUESTION SHOULD BE SENT TO NOMI FOR OFFICIAL ANTHROPOMETRIC MEASUREMENT AND EVALUATION BY NASC FLIGHT PHYSIOLOGIST FOR SNFO: 1. IF BETWEEN 64 INCHES AND 78 INCHES: - MOST LIKELY ANTHROPOMETRICALLY COMPATIBLE WITH TWO PIPELINES (PROP JET), BUT POSSIBLE AIRCRAFT RESTRICTIONS SUCH AS THE EA-6B FOR INDIVIDUALS WITH SITTING HEIGHTS GREATER THAN 37.4 INCHES. 2. IF BETWEEN 60 INCHES AND 64 INCHES: MOST LIKELY ANTHROPOMETRICALLY COMPATIBLE WITH TWO PIPELINES (PROP JET), BUT POSSIBLE AIRCRAFT RESTRICTIONS SUCH AS THE T-2, F/A-18, AND EA-6B FOR INDIVIDUALS WITH FUNCTIONAL REACHES LESS THAN 27.5 INCHES (T-REX ARMS). Finally, weight limits prohibit any training for applicants over 235 lbs. This is due to the safety concerns of ejection seats. No candidate will be allowed to enter training who is over 235 lbs. PROGRAM DESCRIPTION: Community Overview.  Navy pilots  are members of the select, highly skilled  Naval Aviation team.  The Navy maintains and operates more than 4,000  aircraft  including carrier-based jets, land-based patrol and reconnaissance aircraft , transport planes and sea and land-based helicopters. The Navy offers the worlds most advanced and extensive training for candidates who qualify as skilled aviation professionals in a high-quality organization.  Civilians transition  to  aviation officers  during 13 weeks of intensive academic and military training at  Officer Candidate School  (OCS),  Naval Air Station  (NAS) Pensacola, Fla. NAS Pensacola is famed as the birthplace of Naval Aviation. Established in 1914, it is often called the Annapolis of the Air. Aviation training is conducted at the Naval Aviation Schools Command(NASC) at Pensacola. OCS is challenging, requiring hard work and long days to build confidence and pride. Upon successful completion of preliminary training at OCS, future Navy pilots, NFOs and AMDOs are commissioned as Ensigns. All Ensigns entering aviation programs will then complete a six-week air indoctrination course at NASC, Pensacola. Active duty obligation. Candidates will serve a minimum of eight years on active duty from the date of designation as a Naval Aviator. Candidates who do not complete the Navy pilot program will serve four years from the date they are disenrolled from flight status unless released by the Deputy Chief of Naval Operations (Manpower, Personnel, and Training). Training Pipeline following commission. As a student pilot, youll learn basic airmanship skills, instrument and formation flying, and basic acrobatic maneuvers. Youll also master the art of solo flight, earning the qualification to move on to more demanding training in a specific type of aircraft. Your intermediate and advanced pilot training will occur in one of five naval air communities. These five pipelines are jet (strike), turboprop (patrol and reconnaissance), multi-engine jet (strategic communications), carrier turboprop (airborne early warning) and helicopter (rotary). The pipeline you are in will determine the specialty flying skills you are taught, such as basic air combat tactics, gunnery, low-level flight and carrier landings. Youll also learn land and water survival techniques - key aspects of the Naval Aviation challenge. Youll earn your much-coveted Wings of Gold when you successfully complete your advanced training. With your Wings, youll join the ranks of the most respected aviators in the world-Navy pilots. Before being assigned to your first operational squadron, youll join a Fleet Replacement Squadron (FRS) for training in the specific type of aircraft youll fly in the fleet. Carrier Landings. One of your greatest challenges will come with your first carrier landing. Youll bank your plane into a sharp left turn, lining up with the carrier deck while you drop just the right amount of speed and altitude. Its hook down, wheels down as you approach the carrier flight deck at well over 120 miles per hour. As your wheels touch down, youll throttle forward to full power; your tailhook grabs the arresting cable, slamming you to a complete stop. Theres no feeling in the world to match your carrier landing - until you taxi your plane to the catapult for your first carrier launch. Helicopter Flight. As a  helicopter pilot, youll fly a variety of demanding missions from the decks of several different types of  Navy ships. Your mission could be  anti-submarine warfare  or tracking potential enemy ships. Or you could be searching for  underwater mines  or flying vertical replenishment missions, transferring supplies from one moving ship at sea to another underway. And always present, is the instant, emergency requirement for search and rescue including flying over hostile territory performing Combat Search and Rescue (CSAR). Multi-engine Turboprops/Jet. As a multi-engine turboprop/jet pilot, youll fly a variety of missions, from strategic communications to tracking and surveillance of submarines to  collecting intelligence. Piloting a multiengine E-2 Hawkeye early warning aircraft could find you flying radar surveillance warfare missions from a carrier at sea or from a shore air station. Whatever plane you fly and whatever your mission, as a Navy pilot, you are an integral part of a highly skilled, results-oriented professional team. Locations of initial fleet assignments. Before being assigned to your first operational squadron, youll join a Fleet Replacement Squadron (FRS) for training in the specific type of aircraft youll fly in the fleet. As a Pilot, you may be detailed to various locations on the Pacific Fleet, Atlantic Fleet and overseas. Special pay/bonuses. Naval aviation officers receive  aviation career incentive pay  in addition to their regular salary. Student aviation officers receive $125 per month flight pay during flight training. The monthly amount of  flight pay  received depends on time in service and increases by hundreds of dollars within a few years to the current maximum of $840.00 per month. In addition, you may be eligible for a  retention bonus  at the end of your initial commitment, currently worth up to $245,000 over a 25-year career. Basic eligibility requirements. Applicants must be citizens of the United States. Applicants must be at least 19 years old and of such age that they will not have passed their 27th birthday on commissioning. Maximum age limit may be adjusted upward to their 31st birthday on a month for month basis for active duty and prior military service applicants. Applicant must have a Bachelor of Science Degree from an accredited College or University; have a cumulative grade point average of at least 2.0 on a 4.0 scale. Major: No restrictions, but degrees in technical disciplines preferred. Mental: AQR 3/ PFAR 4/ PBI 4. The Commander,  Navy Recruiting Command  (CNRC) will endeavor to select candidates with the highest mental qualifications, accepting minimum scores only when market conditions or exceptional cases warrant. Physical: Must be physically qualified and aeronautically adapted in accordance with the physical standards established by the Chief, Bureau of Medicine and Surgery (CHBUMED). Applicants must have 20/40 or better, uncorrected vision correctable to 20/20, normal color and depth perception.  Active duty  military members  accepted as candidates must obtain an aviation physical exam from a qualified Flight Surgeon to determine aeronautical adaptability.

Survey 41% of employees feel shamed for taking vacation

Survey 41% of employees feel “shamed” for taking vacation Survey 41% of employees feel “shamed” for taking vacation Do you ever get nervous before asking your employer for permission to use your vacation days?New research from  Alamo Rent A Car found that this year, 41% of employees reported feeling like they were being “vacation shamed” - which the study defines as “being made to feel a sense of shame or guilt by coworkers, their supervisor or their employer for taking time off to go on vacation.”Other results showed that social media plays a large role in not only how people plan out their vacations, but also how well they rate them. Thirty-nine percent of families say social media images have affected what they decide on for vacation, and 23% of those surveyed have witnessed a family vacation go off the rails because of social media overall.Rob Connors, vice president of brand marketing for Alamo Rent A Car, commented on the research in a statement:“The majority of U.S. families believe the biggest benefit of taking a family vacation is spending time together. But many people aren’ t taking full advantage of their relaxation and quality time together on vacation because they’re distracted by work and, more recently, by social media.”“Vacation shaming” happens in the office:27%  say they’ve “vacation shamed” people they work with17%  say feeling like they’re experiencing this could potentially stop them from “planning” to or  taking time offWork and social media distractions16%  say it’d be impossible for them to “unplug from social media” when vacationing with family43%  â€œwish” it was possible to take time off from social media platforms59%  report working during time off, and 57% do so because they’d rather not be swamped when they returnSocial media pressure:16%  of families surveyed reported that their time off was impacted “by how good” the images would look like online20%  of families “sometimes feel pressured to” put up pictures of family vacation so other users know they’re having fun25%  of parents feel this wa y, vs. 14% of those without children34%  of millennials say they’ve made vacation plans according to “how good” they think the pictures would look onlineSocial media’s influence on free time:60%  of millennials say their time away from work is impacted by it,  versus 29% of those outside that generation56%  of families use Facebook for vacation ideas39%  of families say social media images have impacted what they do on vacationWorkplace vacation days:40%  think they “need to justify” taking time off51%  of employees with paid time off used it all57%  of dads didn’t use all days, compared to 40% of momsAfter vacation, it’s not over:93%  of moms think more free time after family vacation is necessary “to recover” from it, versus 88% of dads26%  surveyed think going on vacation with their families takes more of a toll on them “than relaxing”

This is the top reason employers expect more people to quit this year

This is the top reason employers expect more people to quit this year This is the top reason employers expect more people to quit this year A new report from Glassdoor finds that more than one-third of people in charge of hiring, 35%, predict that more workers will resign this year.The top reason, according to these folks?You guessed it: Cash is king.Looking for an inspiring way to start your day? Sign up for  Morning Motivation!It’s our friendly Facebook ?   that will send you a quick note every weekday morning to help you start strong. Sign up  here  by clicking Get Started!Glassdoor finds that 45% of hiring decision makers believe salary is the main reason why workers jump ship for new positions. But Glassdoor also reported that while 48% say salary and compensation hold the most weight when it comes to choosing a job, less than one in 10 job postings online feature information about salary.Here’s how employers can improve workers’ experiences on the job.Tips for getting employees to stayHere’s what employers can do.Be transparent from the beginningGlassdoor  found that 98% of people working and looking for jo bs reported that “it would be helpful” having salary ranges included in open job listings.Carmel Galvin, Chief Human Resources Officer at Glassdoor, commented on the research in a statement: “Pay can be a big motivator for employees to take a job, however, very few job listings actually include pay information, even if this is overwhelmingly what job seekers want. If candidates were better informed about how their pay and career could progress during the initial job search and recruiting process, they would be less likely to take a job that turns out to be a bad fit.”Give employees the tools they need to excelThis could just make things easier for both parties.A blog post by specialized staffing firm Robert Half explains why “training and development” is an important for keeping employees around.“In any position and industry, professionals want the possibility for advancement. Smart managers invest in their workers’ professional development and seek opportunities for them to grow. Ask each of your direct reports about their short- and long-term goals to determine how you can help achieve them. Some companies pay for employees to attend conferences or industry events each year, or provide tuition reimbursement or continuing education training,” it says.Talk to veteran talentEmployees want support that also improves their lives outside of work.An online “‘how-to’ guide”  on workers’ retention from The Wall Street Journal says that employers should “conduct ‘stay’ interviews.”“In addition to performing exit interviews to learn why employees are leaving, consider asking longer-tenured employees why they stay. Ask questions such as: Why did you come to work here? Why have you stayed? What would make you leave? And what are your nonnegotiable issues? What about your managers? What would you change or improve? Then use that information to strengthen your employee-retention strategies,” it says.