DEAR REWORKER: I WAS DITCHED BY AN EMPLOYEE FOR A “DOCTORS APPOINTMENT”

Dear ReWorker,
I manage field sales reps. I flew in for a scheduled \”field ride\” with an employee and upon arrival she let me know that she had a \”doctor\’s appointment\” and wouldn\’t be available for the field ride.
I sat around the city all day long until meeting the employee for dinner at 6:00 that night, then I caught a flight that next morning. I never questioned the whereabouts or the all-day doctor appointment (maybe it is something serious, who knows?). Instincts tell me that the employee didn\’t have a \”doctor\’s appointment\” and is either working an additional job or has an interview with another company. Does that employee have to take an official day off?
Sincerely,
Stood Up
+++++
Dear Stood Up,
You are the nicest manager on the planet. You have a scheduled all day appointment for which you must fly in, and your employee waits until you arrive to tell you that–oops!–she has a doctor\’s appointment and won\’t be able to make it? And you\’re wondering whether to count this day towards PTO? The employee\’s behavior was 100 percent unacceptable. If it was a sudden emergency, she should have made that clear. Since she met you for dinner, we can pretty much rest assured that it wasn\’t a sudden burst appendix.
So, even if it were for a medical reason, a full day off counts as a sick day. She still gets paid but she has to use her paid time off bank.
But, the bigger question here is what to do about her total lack of respect for you. Youflew in to go on a ride along and she blew you off. It really doesn\’t matter what it was for (given that it wasn\’t an emergency). She should have told you before you purchased the plane ticket.
And this is the problem. You need to talk to your employee about her behavior, because it was unacceptable. I wouldn\’t get hung up on why she was gone, just that she was gone.
If she has medical appointments, that\’s fine, but she needs to notify you in advance. If she wants to take a vacation day to find a job, learn to dance or pretend she\’s a pirate, that\’s also fine. What is not fine is ditching a co-worker, which is what she did. The only exceptions would be for something that falls under the Americans with Disabilities Act (ADA) or the Family Medical Leave Act (FMLA). As her manager, you would know if she qualified for either.
So, your job: Tell her the behavior was not appropriate, she will be docked a PTO day, and if she ever cancels out for a non-emergency again, she\’ll be fired. Harsh? You bet. Realistic? That\’s why they call it work.
Your ReWorker,
https://www.youtube.com/channel/UCCzOJDJZHoBttdHAjJsnN9w?sub_confirmation=1

DEAR REWORKER: I WAS DITCHED BY AN EMPLOYEE FOR A "DOCTORS APPOINTMENT"

Dear ReWorker,
I manage field sales reps. I flew in for a scheduled \”field ride\” with an employee and upon arrival she let me know that she had a \”doctor\’s appointment\” and wouldn\’t be available for the field ride.
I sat around the city all day long until meeting the employee for dinner at 6:00 that night, then I caught a flight that next morning. I never questioned the whereabouts or the all-day doctor appointment (maybe it is something serious, who knows?). Instincts tell me that the employee didn\’t have a \”doctor\’s appointment\” and is either working an additional job or has an interview with another company. Does that employee have to take an official day off?
Sincerely,
Stood Up
+++++
Dear Stood Up,
You are the nicest manager on the planet. You have a scheduled all day appointment for which you must fly in, and your employee waits until you arrive to tell you that–oops!–she has a doctor\’s appointment and won\’t be able to make it? And you\’re wondering whether to count this day towards PTO? The employee\’s behavior was 100 percent unacceptable. If it was a sudden emergency, she should have made that clear. Since she met you for dinner, we can pretty much rest assured that it wasn\’t a sudden burst appendix.
So, even if it were for a medical reason, a full day off counts as a sick day. She still gets paid but she has to use her paid time off bank.
But, the bigger question here is what to do about her total lack of respect for you. Youflew in to go on a ride along and she blew you off. It really doesn\’t matter what it was for (given that it wasn\’t an emergency). She should have told you before you purchased the plane ticket.
And this is the problem. You need to talk to your employee about her behavior, because it was unacceptable. I wouldn\’t get hung up on why she was gone, just that she was gone.
If she has medical appointments, that\’s fine, but she needs to notify you in advance. If she wants to take a vacation day to find a job, learn to dance or pretend she\’s a pirate, that\’s also fine. What is not fine is ditching a co-worker, which is what she did. The only exceptions would be for something that falls under the Americans with Disabilities Act (ADA) or the Family Medical Leave Act (FMLA). As her manager, you would know if she qualified for either.
So, your job: Tell her the behavior was not appropriate, she will be docked a PTO day, and if she ever cancels out for a non-emergency again, she\’ll be fired. Harsh? You bet. Realistic? That\’s why they call it work.
Your ReWorker,
https://www.youtube.com/channel/UCCzOJDJZHoBttdHAjJsnN9w?sub_confirmation=1

Getting Hired: 5 Thank You Note Mistakes to Avoid

Your efforts toward getting hired for a position should not end at the job interview. It is important to follow up with potential employers to show them that you really care about earning a spot at their company. This is why it is absolutely necessary that you send a thank you note following an interview. But the gesture alone will not help you. Here are some common mistakes to avoid and tips to help write the best way to write an interview thank you note to a potential employer.
1. Get their contact information The biggest mistake you can make right out of the gate is to not get your interviewer\’s contact information – an error that can prevent you from sending any thank-you at all. Often, the interviewer will offer you a business card, but if they don\’t, speak up and ask them how you may follow up with them after the interview.
2. Don\’t be generic Employers receive a lot of thank you notes from potential employees, so chances are they can tell when you send a very generic response. The gesture alone will get you nowhere. Sending an honest, thoughtful note will let an employer know that you actually got something out of the conversation and care about the position.
3. Say more than just \”thank you\” The point of a thank you note is not just to thank someone for taking the time to meet with you. Instead, use the note as an opportunity to display your enthusiasm for the position and the company. Build upon the previous conversation by mentioning specifics from your interview, and display how you can be an asset to their team.
4. Don\’t leave anyone out It\’s important to make sure that you send a note to every person you spoke with during an interview. Leaving someone out could give that person, and the company, a bad impression. Be sure not to duplicate the same note to each person. As previously mentioned, a generic note will not score you any points with a potential employer.
5. Be prompt It\’s important to send your thank you note in a timely fashion – within a few days of the interview – as employers often have to make quick decisions. If you wait too long to send one, you might be too late. If you\’re sending a thank you note via email, wait at least a few hours after the interview before you send it. If you send an email immediately following your meeting, it might appear that you pre-drafted a generic note, rather than crafting an original message. Looking for an online college degree program that will help you prepare for a career?
Bryant and Stratton College Online offers a variety of programs that incorporate employability skills into the curriculum in order to ensure students are prepared for the job search following graduation. For more information, call 1.888.447.3528 to speak with an admissions representative.
https://www.youtube.com/channel/UCCzOJDJZHoBttdHAjJsnN9w?sub_confirmation=1

“It Seemed Like a Good Idea at the Time” – Ten Social Media Bad Ideas that Can Damage Your Job Prospects

Everybody has lapses in judgment now and then – usually in the company of friends, loud music, and a multitude of alcoholic beverages.  But not until the advent of social media sites did those momentary lapses in judgment have the possibility of wreaking long-lasting damage on your job prospects and career. So now’s the time to make sure you’re avoiding any of these career-busting social media “bad ideas”:
Bad Idea #1: Focusing more on personal than professional information.  Social media used to be primarily for sharing personal interests, information, and connections, so that’s what most people did. Now, however, social media sites and tools have gone mainstream as a way to build your professional brand and visibility among potential colleagues and employers. So make sure you’re not posting so much personal information on key sites such as LinkedIn, Facebook, and Twitter that it displaces the career-focused info you’d like hiring managers to know about you (or consider separate profiles or privacy filters).Social Networks Blogging
Bad Idea #2: Sharing too much information of a very personal nature…and especially if includes a photograph! Generally speaking, resist the urge to regale the world with how many jello shots you had Friday night at Bob’s bar, stories from your bachelor/bachelorette party, or descriptions of how you dressed your pets up for Halloween – especially if any of them are accompanied by photos. Sure, these can be fun things to share, but you don’t want them to cross over into the same space where your professional persona lives (or come back to haunt you later). Consider it TMI!
Bad Idea #3: Discussing any behaviors or activities that would give a potential employer a reason not to trust your judgment.  And here we are, back at Bob’s bar and the jello shots…. The thing to keep in mind is that you’re trying to convince someone to trust your professional maturity (and pay you a grown-up salary) – so yep, don’t give them any reason not to trust your judgment (at least that they can find online).
Bad Idea #4: Making negative, whiny, racist, or otherwise obnoxious comments in general, but especially about a person or employer.  When you start building your professional brand, you’re establishing what you want to be known for (your skills) as well as whom you want to be known as (your personality and character). Making negative or obnoxious comments online pegs you as a toxic personality, and besides poisoning the discussion in any online community of which you’re a part, it will also turn off potential employers, who generally are looking to recruit people who play well with others.
Bad Idea #5: Engaging in confrontational behaviors (flaming, having to have the last word, etc.). This is the younger snarky sibling of Bad Idea #4. Word gets around fast, and people who might have been willing to be good career connections for you (letting you know about job openings, recommending you, sharing their connections, mentoring, etc.) will instead avoid being associated with you. Play nice – career karma really does work, and if you are good to others, it will come back to you in all sorts of good ways (read: job opportunities).
Bad Idea #6: Disclosing information about your employer (unless it’s part of your job). What’s inappropriate versus an okay disclosure will depend on your company, but generally speaking, assume a post about what a fabulous place it is to work, or the great management style they have, or what a great learning environment it provides would be good to go. Comments about massive layoffs, your psychotic boss, or the top-secret product about to be launched? Avoid at all costs – besides possibly getting you fired, you’ll scare off any potential employers who see this.
Bad Idea #7: Lying about your background, skills, experience, or expertise. Okay, we know, it’s mostly just Congressmen and CEOs of major companies that try to get away with this, but if you happen to be contemplating, ah, enhancing your professional assets, don’t! Aside from the ethical issues involved, it’s just way too easy to get found out – and it’s bound to happen at the worst possible point in your career.
Bad Idea #8: Spending too much time on Twitter during work hours. Here’s the thing: everybody you work with (including your boss) can see how much time you’re spending tweeting – rather than working. It’s tough for you to make a case for overtime hours, or increased pay, or a decreased workload, when someone can refer to a twitter feed that shows 25 tweets a day. Especially bad form if they’re about sex, beer, or your boss….
Bad Idea #9: Having abandoned social media accounts or out-of-date profiles.  These tend to reflect poorly on your ability to commit to something and then follow through, plus it’s really pathetic when people try to connect with or follow you, only to be met with a resounding silence. So 1) think seriously about which social media tools you want to use to establish your professional presence and how you will consistently maintain that presence before you commit, and 2) don’t use your company e-mail as the contact e-mail. It’s way too easy to lose access to that e-mail, and then you’ll have to go through unbelievable brain damage to regain access to your site account.
Worst Idea #10: Not having any online presence. It’s now pretty much common knowledge that nearly every potential employer is going to Google you and check out your LinkedIn profile before they contact you for an interview. If you aren’t “findable” online, two things happen. First, people wonder why you’re not online (do you live in a cave? on the run from the law? in witness protection?). Second, prospective employers will move on to another candidate they can find information about. Remember, your goal is to use social media tools to make it easy for hiring managers to find information about you that makes you seem like the perfect candidate for their job, without making them have to work to find that information.
https://www.youtube.com/channel/UCCzOJDJZHoBttdHAjJsnN9w?sub_confirmation=1

Study in China and Gain a Competitive Edge

Finding a job in the United States is as challenging as ever. According to the Economic Policy Institute, unemployment remains high for young college graduates, and those 20-somethings that do find jobs will likely have to settle for entry-level positions.
How does a recent college stand out among thousands of other job applicants? If you studied abroad and gained international work experience while in college, you will have a competitive edge. Especially if you studied in China.

Discovering the Business Culture in China

China has become one of the most popular study abroad destinations for students around the world because of its culture, language, history and powerful influence in the global marketplace.
Beginning in the fall of 2014, The University of Vermont will offer an 18-credit China Semester Abroad program in conjunction with Ocean University in Qingdao. In a moment we’ll describe why this offers a terrific opportunity for UVM students.

But first, why should you consider China?

Fareed Zakaria, author, CNN host and editor of Newsweek International, has described China’s position in the world as such: “China’s rise is no longer a prediction. It is a fact…it is the powerful new force on the global scene.”
As the fastest growing economy in the world today, China will undoubtedly influence how we approach business in the future. China is one of the world’s top exporters and is attracting record amounts of foreign investment. Participating in a study abroad program in China can give students the opportunity to learn Chinese and engage directly with China’s business environment.
Gregory Dunkling, UVM’s Global Team Director states: “We have designed a semester abroad program experience that offers both language and cultural skills to work and live effectively in China. Through a semester-long internship, you will also gain valuable hands-on experience working in a Chinese company or organization. As a member of three-student team, you’ll work to solve a marketing challenge, a human resource issue, or some pre-defined project identified by a sponsoring organization. Our aim is to provide you with real experiences that will build your resume for future employment.”
Even if you have no previous Chinese language background, the UVM semester program will serve your needs.
As China positions itself as an economic superpower, understanding and speaking the Chinese language is a valuable skill and becoming increasingly important in the United States and beyond. Chinese is the language of nearly 20 percent of the world’s population, according to the China Education Center. Native Chinese speakers not only live in Mainland China, but also Taiwan, Hong Kong, Singapore and across the globe.
International students choose to study Chinese language with the expectation of fulfilling employment opportunities in business, education, finance, banking, travel, media and more.
Following give successful years of offering a summer course, “Doing Business in China” in Qingdao, UVM is building on valuable connections with the business and academic community in Qingdao by offering a full semester program with Ocean University.
The UVM China Semester Abroad program is open to any student interested in understanding China’s dynamic culture and economy, and how to work effectively in the Chinese business market.
https://www.youtube.com/channel/UCCzOJDJZHoBttdHAjJsnN9w?sub_confirmation=1

Be Prepared Before Applying to School

Enrolling in classes at Bryant & Stratton College Online is a straightforward process that requires a few short steps to be completed.
The required steps are communicated to our students by their Admissions Representative once they’ve completed their initial admissions interview. There are additional steps that a student can take to ensure their enrollment goes as quickly as possible. The support offered by our admissions staff is second to none. From your first interview all the way until your first day of class, your personal Admissions Representative is there to guide you through the process of getting enrolled.
They will require that you complete certain steps and submit required documents throughout this process. While many of the steps cannot be completed ahead of time, there are a few things that can be done to help speed up your enrollment:
Submit your FAFSA ahead of time It usually takes three-to-five business days for a FAFSA application to process once it has been submitted or corrected. That means that it could take almost a full week for the government to process your information once it’s been turned in. However, there’s nothing that states you can’t fill out a FAFSA for the current school year prior to submitting an application. You can submit a new FAFSA anytime you want by going to FAFSA.ed.gov and beginning a new application. Be sure to remember to include Bryant & Stratton College’s school code (002678) when you apply so that your FAFSA processes with the proper school code and you don’t need to add it later.
Prepare important financial aid documents Some students will need to submit additional documentation in order to complete the financial aid process. These additional steps typically require additional documentation to be submitted before you can continue through the financial aid process. One of the most common steps that need to be addressed is called verification. Verification is a randomly selected process carried out by the government that requires additional documentation to be requested. Tax transcripts are among the most commonly requested documents and by obtaining a copy of them before applying for school or financial aid can help you down the line. It only takes a few steps to order your tax transcripts:
  • Go to http://www.irs.gov  and select the orange heading titled “Tools”
  • Select “Get Transcript Online”
  • Select blue box titled “Get Transcript Online”
    • You will need to follow the directions provided after selecting this option to ensure you get the transcripts for the year in required.
Know who to contact to obtain your high school records Our admissions staff will work to obtain a student’s GED results or high school transcripts. However, your records could be in a number of locations depending on where you took your GED test or when you graduated from high school. Make sure you know if we will need to contact your high school, school board or perhaps even a state agency (typically just for GEDs) to formally request records on your behalf. Knowing who to contact and the procedure for requesting records can save your admissions advisor a lot of time once you apply.
Know how to obtain college transcripts Not every student who is applying for school this fall will have gone to college before but, for those who have, transfer credits can be a big help towards earning your next degree. Every college operates differently when it comes to sending transcripts out for evaluation and a student can help the process immensely by knowing the procedure ahead of time. Knowing the procedure isn’t the only helpful reason to contact your previous colleges. Not only will you be able to find out if you owe any sort of balance that might prevent your transcripts from being released, but you can also obtain unofficial transcripts in many cases. Bryant & Stratton can review unofficial transcripts to determine your eligibility for transfer credits while we wait for official copies to come in. This is especially helpful in determining if placement testing needs to be taken and for scheduling purposes once the semester begins.
There’s no reason to hesitate taking the first step towards making a better future today so keep these recommendations in mind and remember that the application process at Bryant & Stratton is free to all students.
https://www.youtube.com/channel/UCCzOJDJZHoBttdHAjJsnN9w?sub_confirmation=1

PREPARE FOR TALENT CURVEBALLS WITH CROSS-TRAINING

The biggest reason we hire people is because they have skill sets that meet our current needs. But business needs change and, perhaps more frequently, employees’ lives change: people have babies, get married, move on to new opportunities.
It may look like you have every skill your department needs on paper, but when you face these changes, you’ll need people to do tasks and projects they weren’t hired to do. This is not an “if” situation; this is a “when” — so, what can your organization do to handle these inevitable moments with ease?
One of the best ways to prepare for talent gaps is to offer training opportunities across departments. While cross-training, or employee rotation, is often recommended as a retention strategy, it’s also a great succession planning strategy. By arming employees with a variety of skills, you simultaneously arm your company to handle the talent curveballs thrown your way. Here, five tips for setting up effective employee rotation:

1) Realize Limitations

It might seem like a good idea to teach your accounts payable clerk how to do the tasks of your chief scientist, but unless your training program allows employees time to gain a Ph.D. in chemistry, you’re going to have to teach people somewhat familiar skill sets. It’s much easier on you and the accounts payable clerk if you keep cross-training relevant to their current strengths.
Of course, you should also remain open to employees’ interests when it comes to cross-training: Your junior accountant might actually make a great sales associate.

2) Make Time for Cross-Training

If you never give your employees time to train and learn, then cross-training is a moot point. Rotational opportunities should be a priority for everyone, which means managers need to be flexible if their employee is doing a rotation or if someone new comes to their department for cross-training. To integrate cross-training into your company culture, consider making it part of every department’s and employee’s performance goals.

3) Identify Key Tasks

Everyone has responsibilities that aren’t time critical. Of course, everything needs to get done, but not everything has to get done every day — and different types of work require different types of time management. When you plan for cross-training, make sure that employees are not only training their team members about general tasks, but also sharing time management tips for those tasks.

4) Plan for Key Tasks

After identifying key tasks and priorities for each position, identify who can do the tasks if the main employee is out. You may think this is impossible — who else can handle critical legal documents if you only have one attorney? If you don’t have another employee who’s interested in learning about business law, consider building a relationship with a law firm as a backup. Will this cost you? Yes. But will it be better (and cheaper) than dealing with panic if your in-house attorney suddenly quits? Yes.
This certainly creates a little extra work, but it also plays into the succession planning you should already be doing in HR. If your IT manager’s appendix bursts and no one else can restart the server, you don’t want to say, “Gee, we probably should have cross-trained someone to do this critical task. Instead, we have to wait for the anesthesia to wear off.”

5) Keep an Eye Out for Surprises

You may find out that your HR manager has a special knack for payroll, or that your payroll manager is fantastic at screening candidates when she cross-trains with your recruiter. Nobody should feel that their job is in jeopardy when you cross-train, but you may find out that certain people have talents and interests they didn’t know they had. Keep that in mind for succession planning.
It may be impossible to have every task and department perfectly covered, but as you begin this process, you’ll develop a business that can handle the unexpected. And that’s well worth the effort.

Online vs. Campus Classes – What is the Right Choice?

Deciding whether or not to pursue your degree online or on campus can be a tough choice. Both online and campus-based classes offer a number of significant benefits to students. Some students are served best by the flexibility and convenience of online courses while others need to be in the classroom to truly succeed.
As you make your decision between attending classes online or on campus with Bryant & Stratton College, consider this questions before making your final choice.
  1. What is my ultimate academic goal? If your major area of interest lies in business administration, IT, or the administrative and managerial-oriented aspects of health services, an online program can be an efficient way to go at your own pace. You can take classes around your work/life schedule and get the theoretical and book-based learning you need for those fields. However, there are careers in which face-to-face, guided instruction and/or hands-on practice with supervision are required. In these cases a campus program, or a program that integrates both campus-based and online classes, is your best option.
  2. What kind of person/learner am I? Are you self-motivated? Do you find you are adept at creating step-by-step plans to achieve your goals? Or are you an extroverted learner who needs to be physically present with others in order to feed off their energy and enthusiasm to fuel your learning process? Make a list of your learning characteristics and your choice will become more clear. The best online students are those who are disciplined enough to make the time to do their work, rather than needing a specifically scheduled time or place where they must be physically present on a regular basis. An online school is also advantageous for those who struggle to sit in one place for extended periods of time because you have the freedom of timing, space, and movement as you learn.
  3. What is my financial situation? If you will have to work part- or full-time in order to maintain your life while you attend school, online classes are the answer to your conundrum. You can create a personalized academic schedule that works around your professional time clock. Saving money on gas, wear-and-tear on your car, and/or transportation fees is a big advantage in online learning. Also, government financial aid and loans can usually be applied to accredited online schools.
  4. Do I live near a reputable college campus? Moving away from home to attend a college campus that offers the program you want is not always possible. An online school can be attended from literally anywhere on the planet with computer and internet access. Geographic limitations are nonexistent with online classes. Online schools have made continued education available to millions of people who live in rural environments, economically depressed areas, or far from the academic program of their choice.
If you are still not sure as to which type of college would be best for you, contact the admissions counselors at Bryant & Stratton to discuss your concerns. We are an accredited online school, offering a wide range of certification and degree programs. Our admissions counselors want students to be successful and will provide professional input as to the best learning environment for you.

FROM THE EMPLOYEE MOTIVATION DESK: WHAT MOTIVATES YOU (MIGHT NOT MOTIVATE ME)

Like many of you, I spend a lot of my time thinking about workplace motivation.  This is the first in a series of posts on how we can better understand workplace motivation.
Motivating employees and organizations makes up a large part of talent management.  People use the word motivation (like, “I’m not motivated today…”), but many people in organizations don’t specifically understand what motivation is. If you ask a number of people, in a variety of different professions, from different cultures and different generations, you are quite possibly going to be greeted with a host of different definitions: money, happiness, attention from the opposite sex, peace.
Since there are so many different understandings of motivation, perhaps it is best to start by defining what motivation is not.
  • It isn’t simple and it isn’t impersonal.
  • It isn’t random.
  • It isn’t something managers should dismiss or take for granted.
The initial intent of this post was a “Top 5 Things” about workplace motivation so I started writing a list of motivational factors and stopped at sixteen and realized that was the wrong tack. So, I did what Gen X’r would do: a google search. That returned 29.5 million results in less than .4 seconds. It isn’t that complicated…or is it?
So, how does one start to discuss workplace motivation?

Seeking Pleasure or Avoiding Pain?

Sometime around 350 B.C., Aristotle started the conversation about workplace motivation when he wrote “the aim of the wise is not to secure pleasure, but to avoid pain.” Sitting right there in those words lay the majority of the thinking around motivation at work. It is this sentence that drives us to crave deep details about the why we work or don’t work.
If you ask people what they love about work you will often hear about things that are more emotionally positive (i.e. salary, benefits, co-workers, managers). When you ask people what they dislike about work, you will hear about painful factors at work (i.e. salary, benefits, co-workers, managers). As a fairly observant reader, you will notice the lists are often eerily similar- but it is where they diverge that creates the interest. No doubt you know people that could change jobs and get more money and better benefits. Similarly, you know people that tolerate horrible bosses and distrustful co-workers because they get a “sweet deal.”

Motivation is Personal (And Isn’t Just About Money)

So, where does that leave us? Simple – there is no one simple way to understand motivation. Motivation is personal; it is about working with and for people you trust and respect. But it is also about synergy. It is about working in an environment that accounts for physical satisfaction, social needs and emotional desires. It is about every manager adopting the mantra of “always be developing.”
A manager has a direct and profound influence over workplace pleasure and workplace pain. Management and motivation focus on continually striving toward meeting the physical, social and emotional needs of the employees. Impactful management goes beyond having a menu of benefits and trips and perks and remembers that while productivity and execution often result in financial compensation, retention and workplace motivation is driven by working in a climate where people are happy, being developed and being invested in.
So, for the sake of simplification, here are five points to consider about workplace motivation:
  1. If you are the boss, the environment you intentionally (and unintentionally) create drives motivation.
  2. Motivating employees isn’t just carrots and sticks – not just about huge compensation packages but about the whole package – workplace satisfaction.
  3. People aren’t motivated by the same things (just like you can’t build a house with only one tool).
  4. Having a cool office with tons of perks is great, but interpersonal relationships by the people in charge are essential.
  5.  
Motivation is personal. The fifth one is blank for you to personalize.
If you have thoughts on workplace motivation – what works, what doesn’t, and what’s at the core of this discussion in the first place – please leave a comment below.
https://www.youtube.com/channel/UCCzOJDJZHoBttdHAjJsnN9w?sub_confirmation=1

5 Questions to Ask Your Professor in an Online Class

If you are registered for an online course this semester, you may still be acclimating to a learning experience that is much different from a traditional, in-person class. Perhaps the largest difference is that you likely have not met your professor in person, and the vast majority of your interaction throughout the semester will be solely online. Just because you are not meeting with your professor face-to-face on a frequent basis, however, does not mean that you cannot ask him or her questions. Here are five important questions that every student in an online course should ask his or her professor:
  1. Why did you choose this specialty?
If you have not yet done so, you may wish to contact your professor to introduce yourself and to tell him or her why you are interested in this class. It is equally important to ask your professor how he or she became interested in the field. This may provide you with more insight into what will be emphasized in the course, and it can help you make a great impression on your professor.
  1. What are your expectations in this class?
It is also wise to ask your professor about his or her expectations during the course. You can ask how often you will receive assignments and take tests—this may also be outlined in the syllabus. You can likewise inquire about how often your professor expects you to communicate with him or her, as well as anything else that you may need to know to succeed in the class.
  1. How can I prepare for success?
It is important to show your interest in success, as well as your commitment to working hard. Ask your professor about the typical characteristics of successful students in his or her course, and then try to emulate these characteristics.
  1. Is additional help available?
At same point during the semester, you may find yourself struggling with the material. It is always smart to ask early on in the course what types of assistance are available, and to ensure that they will be sufficient for you. If the professor is not offering extra help, ask what additional resources he or she can recommend for success in the class.
  1. What can I do to improve?
Once the course is underway and you have turned in your initial assignments, it is a great idea to ask your professor what you can do to improve. If you are writing papers, for example, you can ask for suggestions about how to better develop your revision or research skills. Ask this question early so you can begin improving, but also continue to ask it throughout the class to build on your progress throughout the semester.
As with any other course, the key is to form a strong relationship with your professor. It is important to demonstrate to your instructor that you are committed to the course, interested in the subject, and willing to work hard in order to do well.
Catherine Martin is a contributing writer for UniversityTutor.com, the world’s largest global marketplace for finding independent tutors.

What Does Sustainable Agriculture Mean to You?

Laurie Reese uprooted her life in the Pacific Northwest to learn how to become a farmer. The 54-year-old grandmother resigned from her office manager job and drove cross-country with her 76-year-old father last spring to join UVM’s Farmer Training program.
The granddaughter of a California almond farmer, Reese grew up in a suburb of Los Angeles, where her parents had chickens, gardens, and goats. Her own children grew up with horses, gardens, and other animals. In her 50s, she finally decided to take things a step further and pursue sustainable agriculture. (Read our recent profile of Laurie).
“This is my dream, and I now know it’s never too late to realize it,” she says.
Laurie created a video for a class project highlighting all that she loves about the UVM Farmer Training Program and what sustainable agriculture really means.

So what does sustainable agriculture mean to Laurie? Watch the video to find out:

UVM Farmer Training Program is a six-month, farm-based program where students learn by managing UVM’s Catamount Farm, taking classes from local experts, and experiencing diverse, local farms in the Burlington area

Health Care Reform: How Did We Get Here?

By Betty Rambur, R.N., Ph.D.
Health care reform can be difficult to understand. But if you consider the history of health care coverage in the United States, it becomes easier to grasp how the current approach became unsustainable and why health care reform is necessary.
There are three main approaches to universal access, and, with the implementation of the Affordable Care Act of 2010, the United States will have tried them all, in one way or another:
Access via an employer mandate: The United States’ employer-based system originated in the early 1900s, when many people did not want to use hospital services or – even if they did – could not afford to pay. In 1929, Baylor Hospital had a novel idea: ask teachers to pay $6 a year for a pre-set number of potential hospital services. Other hospitals adopted this approach, and soon the American Hospital Association formed Blue Cross, which included more participating hospitals and, thus, more choice. Physicians followed with Blue Shield. Over time, employer-based insurance remained voluntary in the United States, although some states, such as Hawaii in 1974, adopted mandates requiring employers to offer health insurance. However, employer-based insurance leaves out the unemployed and retirees. To solve this conundrum, the U.S. enacted Medicare and Medicaid in 1965. Now, nearly 50 percent of U.S. health care is publicly funded through Medicare, reimbursing care for Americans over 65; Medicaid, which provides for low-income populations and individuals with disabilities; and Tri-Care, for military personnel.
Public funding through taxes: Medicare and Medicaid are examples of publicly funded systems. Because these approaches have only one payer, the federal government, they also may be called single-payer systems. One of best-known national examples of a single-payer system is Canada’s.
Requiring citizens to have health insurance: Sometimes called an individual mandate, this approach has been used in Switzerland and the Netherlands and soon will be implemented in the United States. Supporters of individual mandates recognize that everyone uses health care at some point in their lives and thus should pay into the system.
Over time, the United States’ combination of employer-based insurance, Medicare and Medicaid resulted in soaring health care costs. These approaches operate in a fee-for-service reimbursement environment: the more you do, the more you are reimbursed. When it comes to health care, however, more is not always better, and fee-for-service reimbursement can lead to over treatment.
Even so, the United States’ tradition of employer-based insurance, Medicare and Medicaid is reflected in the Affordable Care Act, also known as Obamacare. The new system, however, provides the opportunity for experimentation with different models of organization and reimbursement and includes both individual and employer mandates. States have the opportunity to test models that may work better for their individual populations.
Under the new law, you will have the opportunity to compare the pros and cons of different health insurance packages.
And though it is not clear what the U.S. health care system will look like in 2020, one thing is certain: It is likely to be funded and delivered differently than it was in 2010

The Top 5 Things to Remember When Taking Online Classes

Taking an online course can be a welcome change of pace from a traditional, in-person class, no matter whether it is your first or fifth experience with online education. However, if you are about to take your first online course, you may be nervous about how to do your best. If you are, take note of the top five things to remember when learning online:
  1. Research the class and school
Before you enroll for an online class, it is important to research the course and the host university. Occasionally, students who are in need of college credits will select a school other than their home institution, but they may do so blindly, based only on the available classes. At the very least, you should ensure that the school you choose is accredited. If it is not, the credits you earn may not be transferable. You should also be cautious when selecting courses. Different online classes fulfill different requirements, and not all courses are equally useful. Speak with your academic advisor or registrar before you commit to any class.
  1. Complete coursework on time
Once you enroll in an online course, it is time to turn your attention to your classwork. In an online course, you may have fewer deadlines, and there may be no set class sessions. It may thus be very easy to procrastinate, and you may soon find yourself overwhelmed with work. To avoid this outcome, establish deadlines for yourself that will enable you to complete the coursework gradually over the semester.
  1. Set a reasonable class schedule
Just as procrastinating can swiftly lead to an overwhelming situation, so, too, can a class schedule that is too busy or a single course that is too difficult. Many students underestimate the difficulty of online classes—this is one reason why it is important to conduct research prior to enrolling. If possible, review the curriculum, and ask others who have taken the course for their opinions. Treat online classes like regular in-person courses when arranging your schedule, and avoid overburdening yourself.
  1. Communicate early and often
Because online courses are held in the virtual world, students often forget that their instructor and peers exist in the real world—and that the success of the class partially depends on their participation. Remain in constant contact with your professor, checking in weekly if you can, to ensure that you understand the material and have submitted all assignments to date. Communication is key, even if it is done digitally.
  1. Be original
In any course, it is important that your work is your own. Even when a class is online, it is not okay to present others’ material as your own. It is also not okay to cheat on exams, even if you are not being supervised in the ways that you would be in a brick-and-mortar classroom. Eventually, you will be caught. Ultimately, the simplest way to ensure that an online course goes smoothly is to treat it just like you would a regular class.
Does an online degree sound like the right fit for you? Check out the online degrees we offer at Bryant & Stratton College and get started on your new future

Four Types of Bad Team Players

Being a good team player is an employability skill that nearly all employers require and it’s not hard to figure out why. Have you ever been part of a dysfunctional team? Perhaps you had to tackle a big cross-departmental project at work and your team spent the time aimlessly tackling unimportant tasks. Or maybe you had a school assignment and your group struggled to get it done between bickering about the topic. Equally as bad, maybe one person (you?) got so frustrated he or she did the whole project by themselves. If you’ve ever faced this or a similar situation then you know the importance of good teamwork and being a team player
But, not all team projects have to be difficult and just by correcting bad teammate behavior in yourself, you could dramatically improve the experience next time. To help we’ve listed the four most common types of dysfunctional team members. Do you recognize yourself in any of the descriptions below?
The Talkinator – It’s easy to get excited when starting a group project, but this type of person often forgets the word “group” in this situation. Working together is dependent on everyone being heard and feeling encouraged to share their idea. If one person dominates the conversation then resentment may build in other group members, resulting in them opting out of participation.
The Wallflower – The opposite of the Talkinator, a wallflower is a teammate that sits on the sidelines and doesn’t participate. Being part of a group project is an active duty role. If you’re a shy person or an introvert try to participate in another way, take notes during meetings, ask questions or vocally agree with someone. Also if you’re part of a group that has a wallflower type, try engaging them directly during meetings by asking them what they think of an idea or start off by having everyone go around the room to provide a status update on their part of the project.
The Snail – These are the people who are slow to change course or just plain resistant. When working on a group assignment it is important to be flexible. Priorities, focus and even deadlines can change and these elements are often out of the control of the group. By not adapting this person can slow progress and create frustration in the group. If you have a snail on your team, try talking to that person about their concerns. You may be able to help them understand the need for change or they may raise valid points of objection.
The Heel-Digger – A variety of opinions is great during a group project, as long you can eventually reach a consensus. But sometimes you’ll find a team member that believes he or she is so right that they refuse to agree with the group and waste time arguing. This person has yet to learn the lesson of picking the right battle so you might have to do it for them. Don’t let one person hold up progress on inconsequential matters. However, if your team is arguing about something that impacts the entire project, work hard to understand everyone’s point of view and find a compromise.
Bryant & Stratton College Online aims to help students maximize their employability for career success through its Employability Series and Career Resources. This set of core competencies is integrated in to the College’s online degree programs, to complement occupation-specific training and help graduates get hired.
Interested in learning more about the online degree programs offered by Bryant & Stratton College Online? Call 1.888.447.3528 to speak with an admissions representative.
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A NEW STUDY FINDS BAD MANAGERS AREN\’T THE MAIN REASON EMPLOYEES QUIT

Good management is important. We all know this. In fact, multiple studies have shown that not getting along with a manager is often the strongest influence on employee engagement—and eventual departure. Or, at least, that\’s what we thought.
According to new research from IBM on why employees quit, the old HR adage \”people don\’t leave companies, they leave managers\” is being called into question. After surveying 22,000 people, IBM found out the following:
  • 14 percent leave because they are unhappy with their manager
  • 40 percent leave because they are unhappy with their jobs
  • 39 percent leave for personal reasons (e.g., spouse relocation, child care, health, etc.)
  • 20 percent leave because they are unhappy with the organization
  • 18 percent leave due to uncertainty in the organization, following a change
Even with the ability to pick multiple reasons for leaving, only 14 percent named their boss as a reason for leaving. Of course, this doesn\’t mean that we don\’t need good managers. But it does mean that HR and the senior staff should think more holistically about why people quit before pinning it on individual managers. Let\’s take a closer look.

40 Percent of People Are Unhappy With Their Job

Is it the work? Is it the pay? Is it the coworkers? All of these things can weigh in on an employee\’s mind. If we don\’t have interesting, challenging work and growth opportunities, people will go elsewhere. If we allow toxic employees to torment their co-workers, people will go elsewhere. While the work needs to get done (and some work just will never be interesting), we need to make sure that we\’re offering the best that we can.

39 Percent Leave for Personal Reasons

Can you fix personal reasons? Maybe and maybe not. If a spouse is in the military and gets transferred, your employee will need to move. If you can\’t bear to see the employee leave, consider the option to let people work remotely. If the employee doesn\’t accept, then you\’ll know it\’s probably a bigger issue with the role than \”personal reasons.\”
Childcare is also an important consideration when it comes to personal departures. Subsidizing daycare, allowing more flexible schedules and part-time work, and ensuring that overtime never comes as a surprise will make it easier to retain working parents.

20 Percent Are Unhappy With the Organization

Unhappiness with the organization, or sensing organizational uncertainty, is an issue that stems from the top. Are leaders being honest with employees, or are they making unexpected and unexplained changes?
While it\’s easy to say, \”people leave because they don\’t like their managers,\” that answer often lets everyone else in an organization off the hook. By facing the fact that there are several other reasons people quit their jobs, company leaders can improve retention by evaluating a range of potential issues. If you want to retain your best employees, it\’s time to start looking at the big picture.
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