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.

A NEW STUDY FINDS BAD MANAGERS AREN\’T THE MAIN REASON EMPLOYEES QUIT

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

40 Percent of People Are Unhappy With Their Job

39 Percent Leave for Personal Reasons

20 Percent Are Unhappy With the Organization

How Important Are Customer Service Skills?

If you have a retail job or are have your heart set on a career in the hospitality and restaurant industry then you know customer service should be in your set of employability skills. But what if you’re not earning a hospitality management degree? Basic customer service training is still important.

Almost every job has an aspect of customer service to it and even if you’re not dealing directly with external customers, your boss, people in other departments and your direct co-workers are all like internal customers. Understanding what good customer service takes can help you out if you’re a restaurant manager and a customer is complaining about the way his food was prepared or if you’re a graphic designer meeting with your client about their latest project. To help you prepare for any situation we’ve outlined a few essential customer service soft skills you should have below.

Have respect
Respecting a customer is the absolute number one rule in customer service. No one wants to, or should, be treated as if they matter less than the next person. Showing customers (and your co-workers) respect will make them see you are there to help with whatever they need. This will also help cool hot tempers if you’re dealing with someone who is unhappy. After all, the golden rule of treating others as you would like to be treated still applies.

Be professional
This employability skill is certainly tied to the idea of carrying respect for others. But maintain a professional demeanor is more than just being respectful. Professionalism entails everything from being reliable, showing up on time, under promising and under delivering, owning up to mistakes, etc. Having a professional demeanor is not only a great way to keep your cool during stressful and tense situation but you’ll also stand out to your employer which may mean you’ll be considered for promotions more quickly.

Empathy
If you’re interested in serving customers better, try putting yourself in their shoes. Understanding a situation from the customer’s perspective will go a long way to make sure you they get a good impression of you and your employer. This is important to employers because each person that interacts with a customer serves as a type of brand ambassador, so every positive experience the customer has the more likely they are to become a repeat customer.

Creatively solve problems
While a lot of customer service is making sure patrons have a positive experience, there are times when you’ll be called upon to fix an issue for a customer. In these situations creative problem solving skills are key. Employees who are good at customer service know that it is better to try to help a customer rather than passing them on to someone else, as customers often resent that game of “hot potato.” Listening carefully to the customer (respect), understanding their perspective (empathy) and thinking through all of the options you can offer are all part of creative problem solving.

Strong communications skills
Whenever you are dealing with people frequently on the job, verbal and written communication skills become very important. Being able to effectively communicate your ideas, a company policy or a resolution to an issue helps the customer feel like they are being cared for well and you have their best interest in mind.

The good news about the customer service skills on this list is you can start to develop them now. Practice flexing your employability muscles in your online courses by being respectful of your classmates, integrating professionalism into your classroom behavior, having empathy for your instructors (yes, they are people too!), creatively thinking through challenges you face in preparing for a test and carefully communicating ideas about assignments. If you start developing these skills now, you’ll have no problem showing an employer how valuable you can be after graduation. If you’re interested in earning a hospitality management degree or in another field with a high concentration of customer service, contact an admissions representative at Bryant & Stratton College by calling 1.888.447.3528.

In observance of Memorial Day, a messege to our military students and families

Bryant & Stratton College Online would like to take a moment to thank those in our student community that currently serve, have served, and those who support our military as the Memorial Day weekend comes to a close. We greatly appreciate the commitment, dedication and service of our military students, and we are proud to have them as part of the Bryant & Stratton College Online community.

“For me, Memorial Day is an important tribute to those men and women that made America what it is today through their sacrifices,” said Ed Dennis, Military Relations Manager. “Although we are an online campus, I have gotten to know some of our military students very well and continue to be impressed with how they balance their school work with their military service.”

“I couldn’t possibly list all the achievements of our students, but would like to recognize a few,” Ed went on to say. “Jennetta, one of our spouse students, is a great student that is not only a mother, but a full time student who consistently receives an A in her courses. I had the pleasure of meeting her, and was truly impressed by her drive to excel in school. Ryan, who is currently serving in Afghanistan, provides inspiration for others by truly leading by example. He is not only an NCO responsible for completing his duties, but made the choice to move from being a part time student to full time this semester while serving active duty. Lauren provides a great example of our National Guard Soldiers that continue to manage their families, work, and college. She is on track to be our first National Guard Online Campus Graduate. A couple weeks ago, I was able to meet Shay, a veteran and student, for the first time in person. She is very passionate about achieving high grades in the classroom and setting up our Student Veterans Group. Anyone who has the chance to talk with her will quickly realize that she is very driven and wants to be a force for positive change. It is an honor to get to know each of you.”

From all of us here at Bryant & Stratton College Online, THANK YOU for your service!

Christopher Allen, Tanesha Anderson, Mariana Ayala, Brunika Bagley, Danielle Barthel, Constance Beringer, Valdeen Burris, David Callari, Steven Cano, Benjamin Corpus, Sarah Crawford, Pensrikimoni Diston, Kirbie Duff, Amanda Gaudet, Edward Gelster, Angelina Hall, Andrew Hatchette, Lusan Hogue, Takoa Hogue, Karell Joyner, Luke Langlois, Darcie Larsen, Shay Leech, Brandon Lewis, Lauren Martin, Cassandra Maske, Alosia Mason, Brittany McDonald, MaryAnn McKeever, Christopher \”Chrissy\” Miller, Tia Perry, Lan Pham, Tawain Pompy, Sharee Santiago, Stefanie Strosky, David Wienk, Dolly Crabtree, Ryan Dahl, Michael Demello, Stephanie Langenfeld, Lauren Martin, Ehren Murrow, David Zimmerman, Jessica Schaffer, Kawanna Harvey

What to Say (or Not) When Building Your Network on LinkedIn

Two of the most powerful strategies for building your professional presence on LinkedIn are networking with others on the site and having people recommend your work and/or your skills. But how you reach out to people for networking and recommendation requests can either help you establish a great professional relationship with them or give the impression of carelessness and laziness.

Requesting Links and Recommendation

Links are network connections you establish with others on LinkedIn that enable you to share information, contacts, and updates in your careers and/or job status. Generally, you send link network requests to people you know or have met or have something in common with.

Recommendations, on the other hand, show up on your profile next to the job entry they’re related to – in other words, if your supervisor at your previous employer writes a glowing recommendation for you, it will show up next to that company’s entry in your job history.

Don’t Default to the Defaults

LinkedIn has automatic defaults for both of these request types to make it easier for you to reach out and touch someone, but the smart move is to ignore the default requests and instead tailor your requests to each individual and his or her place in your life or career. So, for example, if requesting that someone “link” with you, you have this default message: I’d like to add you to my professional network on LinkedIn.

Instead, you want to send a request that notes what you have in common and why you’d like to connect and stay in touch, such as:

[Name], I’ve just gotten started on LI and would like to connect with you so we can stay in touch now that we no longer work together – would you like to link?
[Name], I really enjoyed meeting you at/during [event], and would like to stay connected – would you like to link?
[Name], I really enjoyed the class I took with you and appreciated your support and interest in our success as students. I’d like to stay connected with you – would it be okay for us to Link?
[Name], I’ve really enjoyed your posts in the [name of LinkedIn group] group; I’d like to connect with you if you’d like.

Note that you’re addressing the person by his or her name, which makes it clear that you’ve taken the time to personalize the message, and you’re not just blasting everyone in your Outlook address book with a mass invitation to link. Its human nature: people appreciate feeling special. And you want the person you’re reaching out to feel that your connection is important enough to you to make an extra effort.

Recommendations work the same way. Here’s the LinkedIn default message:

I’d like to add you to my professional network on LinkedIn.

Instead, address the person by name, and always format your requests for a favor as a reciprocal relationship – this is what makes it okay to ask for a favor. Also, be specific, if you can, about what strengths you’d like them to mention (and when you do a recommendation for them, be equally specific).

Some possible language:

Name], I’m working on building my LinkedIn presence, and wondered if you’d be willing to write me a brief recommendation based on our work together at [project, organization, company]. Specifically, if you feel comfortable doing so, could you comment on my [strengths]? I’d be happy to write a recommendation for you as well; if so, is there any area of expertise you’d particularly like me to comment on?
…based on my work for you at [project, organization, company]
…based on my work as a student in your [title] class

Your goal with the recommendations you’re requesting is to continue to position yourself as a professional others would want to work with, and to provide evidence of why you should be hired.

Reach Out and Touch Someone

Not sure who to link to or request recommendations from? For links, think as broadly as possible: former colleagues, friends, people who you know through volunteer work, members you’ve gotten to know through professional associations, classmates, former classmates, teachers, administrators who you’ve gotten to know in college, and others whose paths you’ve crossed and liked enough to want to stay connected with.

For recommendations, you’ll want to be a bit more selective – a positive recommendation from a co-worker is always great to have, but a glowing recommendation from a boss or company executive tends to carry the most weight with prospective employers. Best case: you’ll have at least one or two positive recommendations from someone who can speak highly of your skills and/or expertise for each job listed in your LinkedIn profile.

Although it takes a bit more time to personalize your networking request for a link or recommendation, the payoff in terms of the impression from your LinkedIn professional network is well worth the effort. For more help on how to translate your Bryant & Stratton degree into a successful career check out our Career Life Prep services.

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

How Social Media has Influenced Marketing for Hospitality and Tourism

In earning a hospitality management degree you have the ability to further develop your skills and knowledge in working directly with customers or behind the scenes to ensure positive guest experiences. It used to be that guest experiences were shared with family and friends in person. Thanks to social media, an individual can now share their experiences with hundreds of people in their network—with just a quick click of a mouse—which has the potential to have a tremendous impact. You’ve probably noticed already how social media can quickly spread positive or negative reviews from guests as well as how social media and hospitality are linked together as hospitality businesses use social media to improve their visibility.

According to research from BrightLocal (PDF), people are reading fewer reviews, but trusting the opinions of other customers at a higher level. Because of this, those working in the hospitality industry doing hotel marketing or restaurant social media marketing strategies should understand how social media could be used to ensure a positive guest experience.

Start listening to hospitality social media

The first and most important step for social media marketing use in the hospitality industry is identifying social networks where people are talking about your employer and closely monitoring the conversations. These sites should include Facebook, Twitter, TripAdvisor and Yelp, but additional research might show that other channels should also be monitored. Listening to what has already been said by customers will give your employer a good idea of the organization’s reputation and give you a clear snapshot of strengths, as well as areas for improvement.

Extend customer service to social media

If during social media listening it is found that people are mentioning that they recently used your employer\’s services or plan on doing so in the future, this could be acknowledged with “thank you” or “we look forward to seeing you.” This is a quick way to engage with customers and personalizes their experience.

Offer apologies if needed

Not every customer will have a stellar experience, but the way a negative experience is handled can speak a thousand words. If a customer or guest shares via social media that they were unhappy with their experience or post a negative review; it is important for your employer to respond as soon as possible with an apology. If possible, it is also a good idea for them to offer a gesture to make up for their dissatisfaction, like a discount for their next visit.

as part of your social media strategy Share positive feedback

People don’t only share negative experiences, but positive ones as well. Reposting or highlighting posts where customers or guests speak well about your employer and their experience is always a good idea. As shown in the survey by BrightLocal, reviews can have a big impact and sharing those positive recommendations can help manage your employer’s reputation.

Social media can be a huge asset and tool for those working in hospitality management and, if used correctly, can help improve and enrich guest experience. Understanding how social media impacts the industry will help you in providing quality customer service and will impress any future employer.

Want to know more about social media and hospitality management? Contact the Admissions office to find out about our hospitality programs.

DON’T BE AFRAID TO SAY, ‘YOU’RE FIRED’

When people get promoted into a management role, the going phrase is that you now have “hire and fire” power. Almost everyone enjoys using his or her hire power — it’s great to build your own team and see each individual employee grow. But fire power? Unless you’re a cold-hearted person, you generally don’t enjoy using your fire power — ever.

But should you?

If you think the answer is “no,” consider the hiring and firing operations of the federal government for a moment — you’re more likely to die than to be fired in a government job. Then, think about the level of service provided by most government organizations: Do you want to run your business with the efficiency of a DMV? Then don’t fire anyone. But if you want to be better than that, you need to be willing to let people go when it’s warranted.

When “Fired” Is the Right Choice

This doesn’t mean you should just start firing people whenever you feel like it. So, when should you let someone go? Here are three of the most common reasons to warrant a fire:

1) The employee is a toxic person: A toxic employee may be a skilled high-performer, but is also someone who causes problems right and left. This person makes the whole office miserable. Your best employees don’t want to work with a bully and will move on. Do you want to replace your good (and kind) employees when they quit?

In addition to the bully, you may have a gossiper, a harasser or a generalized jerk. You don’t need these people in your office if they impact company culture and workplace relationships, no matter how good they are at the technical side of the job.

2) The employee is a poor performer: Everyone needs training time. But, if that time has long since passed and your employee still performs below his peers, firing should be considered. How much time and money are you losing because your employee can’t do his job properly? How much time are your other employees spending fixing his mistakes?

Perfection isn’t a standard that any boss should require and mistakes will aways be made — no matter how great you are at your job — but, if you have someone who consistently under performs after considerable coaching and mentoring, it’s time to let that person go.

3) The employee lacks the skill set you need: If someone lacks the skills to do the job and the skills are not something that you can provide through training — or you’ve given ample training and the employee simply can’t grasp the topic — it’s time to let her go. This is often the most difficult fire for a manager to make, especially if the employee is a great teammate.

If you’re in this situation, you should let the person go, but it shouldn’t be a standard “firing.” It should be classified as a layoff, which means you’re eliminating the position that she was doing and replacing it with a different job description. Offer help in the job hunt, give a great reference and a fair severance package.

The Right Way to Fire People

When you decide that you need to let someone go, make sure that you do it properly. The most important thing you need is documentation. For instance, if you want to fire someone for poor performance, but you’ve never documented anything about the person’s need to improve, you shouldn’t fire him or her. Likewise, you can’t fire someone for being a bully if you’ve never documented a problem.

Most importantly, if you do fire someone, communicate the reason to your remaining staff as honestly as you can. Some managers are afraid that if they fire someone, the rest of the staff will be fearful that they’re next. This is only the case if you’re not clear about why the employee was let go.

Firing someone is never an easy thing to do (and rightfully so), but the best managers understand that it’s an important skill set to have if you want to maintain a positive and productive workplace. You will have the opportunity to hire new people with the right attitude, performance and skills for your department, and the end result will be better performance all around.

Explaining cousins

From time to time I’ve noticed fellow bloggers expressing confusion about distant cousins. They will write something like “my second cousin twice removed (whatever that means).” As a professional historian who also assists with genealogical research, I am here to end your confusion.

People who share the same mother and/or father are brothers and sisters. People who do not share a parent but share at least one grandparent are first cousins. (Often, when we say “cousins,” we are referring to first cousins.) People who do not share any grandparents but share at least one great-grandparent are second cousins. People who do not share any great-grandparents but share at least one great-great-grandparent are third cousins. Tracing the human line back to Adam and Eve (or at least as far back as Noah), all people on earth are cousins to some degree, whether they are first cousins or thousandth cousins.

As for the distinction of “once removed” and so on: my first cousins’ children are my first cousins once removed. My first cousins’ grandchildren are my first cousins twice removed. My second cousins’ children are my second cousins once removed. My second cousins’ grandchildren are my second cousins twice removed. And so on. In other words, the levels of removal are differences in generation, even if (as is the case with me) you are closer in age to your first cousins once removed than you are to their parents, your first cousins.

The generational removal can go the other direction as well, but only if the kinship is not closer. For example, the parents of my first cousins are my uncle and my aunt, not my first cousins once removed. But, since the grandchildren of my first cousins are my first cousins twice removed, I am also their first cousin twice removed.

I hope this information is helpful. J.

Get a Jumpstart on the Admissions Process

The college admissions process used to involve an elaborate set of steps including hand-written forms and a plethora of paperwork. Fortunately, the internet has completely transformed the experience. There are a number of resources available to students who may need to obtain transfer credits before applying or for those who simply want to do additional research prior to making their decision. The admissions process is also easier online. Prospective students can complete the bulk of their college admissions forms and requirements online, using a computer, keyboard, and about an hour or two of uninterrupted time.

1. Call the admissions office. Before you begin filling out your online applications, call the Admissions Office and speak with a counselor. During a complimentary interview, the admissions counselor will speak with you about your academic goals, as well as your background. The counselor will also go over the application process so you know what to expect. Lastly, the admissions staff can answer any questions you may have, and guide you in the right direction if their academic programs aren’t exactly what you are looking for.

2. Fill out the application. Once you have been given the green light from the Admissions Counselor, it’s time to fill out the online application. This involves a simple series of questions including:

Current contact information
Military affiliation if any
Citizenship status
Your academic history
Desired enrollment status
Academic area of interest
Whether of not you need financial assistance

Once your application is complete, you will hit the “Submit” button and it will be sent directly to our admissions office. It’s that simple!

3. Financial Aid. Many college students use some form of financial aid in order to decrease their college tuition, living, and/or school supply expenses. Even if you don’t need financial aid, it is a good idea to speak with a Financial Aid Counselor. You may qualify for grants and scholarships that can significantly reduce your out-of-pocket expenses. If you do require financial assistance, Financial Aid Counselors can walk you through the process and help you determine where to apply. There are two kinds of assistance:

Grants and scholarships. These can come from public or private organizations and never have to be repaid.
Loans. These are also offered via public and private organizations but they do have to be repaid, often with interest.

It’s never too early to begin researching financial aid options as most financial aid programs have application deadlines.

4. Transcripts. At some point during the college admissions process, you will need to send your high school and college transcripts (if applicable). If you have a GED, you can contact your state government’s GED office to request a copy.

Once you have completed these five steps, you can sit back, relax, and wait for your notification of acceptance. Contact the Admissions Office at Bryant & Stratton College to begin your college admissions process today!

FROM THE EMPLOYEE MOTIVATION DESK: 3 THINGS ALL MANAGERS HAVE TO KNOW

Great managers understand what makes teams function and they leverage this knowledge to drive performance and execution. They are always investing in the development of their employees, individually and collectively. To become talent managers and leaders, working to understand motivation is pretty darn important, and tough.

Theories aside for the moment (and you will certainly see different theories integrated below), here are three basic aspects to work motivation that everyone really does need to consider:

1. Can They or Will They?

When an employee is stuck, ask yourself the core question that drives all behavior- “Can this person do what it is I am asking them to do?”

Motivational challenges, many times, are not motivational challenges- they are skill gaps. Your reaction to a struggling employee has to be based on the right thing. If someone is unable to do something because they don’t have the skill, they need training (obvious, right?). Whether this comes from you, your L & D leader, or a partnership of both (which is awesome!), objectively, and consistently, evaluate your talent.

Managers often give stretch assignments to force a skill gap and then coach to close the gap. Motivating employees requires that managers are always checking on how people are doing and making those decisions.

However, if someone genuinely has the skill and isn’t performing… NOW we have a motivational problem. While we will get into more specific ways to motivate people in future writings, a simple best practice is to create a culture of feedback and not let unmotivated people linger without having focused discussions. If unmotivated people linger, that is no longer the employees responsibility, the manager needs to own the fact they permit it to occur.

2. Motivation is Mathematical

This brings us to the second point: understanding how motivation is constructed and deconstructed. Simply put, motivation can best be understood using simple math.

Choice x Effort x Persistence (where each variable equals 0 or 1)

You identify motivation problems when one variable is absent.

Choice

This is complex but great managers empower employees by teaching them that actions and behavior are under their control – it’s their choice. When employees understand ownership and autonomy they take charge of situations and accept responsibility for less than optimal outcomes, rather than look to throw someone under the bus.

Effort

Once employees choose to engage, they invest effort in the work. Effort is best understood as learning strategies (i.e. time management, project management, communication). Many times people disengage from projects because they use ineffective strategies (or none at all) that waste time. Invest in teaching employees different strategies to be more productive (Evernote, Dropbox and Todoist have made my life much easier).

Persistence

Many times, people become demotivated and slow down or quit midstream. An obstacle (time, lack of skill, other people) often act as barriers to productivity.

Here’s a challenge: as a manager, examine motivational challenges in these terms. If you do, you can strategize how to prevent them from repeating.

3. Considering Emotionality

Motivation is personal and things that are personal are often emotional.

Managers create emotional environments that drive motivation (one way or another) not necessarily by being “nice” but by:

Being clear;
Setting expectations and goals that align vertically;
Having vision and purpose for their functional area (or they do the opposite which usually results in low morale and high turnover); and
Consistently delivering feedback.

When managers are clear and consistent, employees understand their work environment. When this happens, employee buy-in increases, they choose to engage and are more likely to persist when obstacles appear. In others words, effective managers remove the emotional roller coasters and create an emotionally stable organization that positively influences employee behavior.

Where do you stand? Consider the following questions:

Do you create an environment of high expectation and clarity, but also of support?
Do employees come to you when they are confused or make mistakes?
Have you created an environment where employees can take ownership or do they fear you?

Very few things are simple and direct. Hopefully, this jumping in point helps set a foundation for upcoming posts on motivation. If you have thoughts or questions or comments, please leave a comment below.

Will a New Degree at Your Old Job Get You a Raise?

Most people know and understand that the combination of education and work experience will likely help you earn a better salary. In fact, that is exactly the reason why many adults go back to school after they have been in the workforce.

But, does earning your degree while working guarantee you a raise? No, it does not. However, with the right timing and strategy you just might get a raise when you ask for it.

“Ideally, you should ask about the raise before you get the degree to set the expectations,” said Abby Kohut, award winning, human resource professional, contract recruiter and author.

One approach is to be straight-forward and ask whether earning a degree, will you in turn equate to a raise in pay. However, it’s advisable to take a more strategic approach.

“The best time to hold the conversation is during the normal performance review cycle,” Kohut said. “Begin the conversation by discussing your work performance and accomplishments on the job. Then, explain how the degree has given you additional information that will help you produce even more.”

If you have already earned your degree, share the good news at work.

“Alert your boss that you have recently gotten your degree and invite him or her to the graduation,” Kohut said. “And if you get ‘no’ for an answer when you ask for a raise, don’t be grumpy, disappointed or have a bad attitude on the job. Ask when he or she might be willing to consider it and tell them you will work hard to get it.”

You can ask for a raise at any time, but you will always have to justify why you are asking for it. So, take a deliberate approach where you make the connection between your past accomplishments at work, your recent educational attainment and your future contributions to the company’s goals. Kohut’s final tip:

“Never assume you will get an increase in pay. Get your degree because you want one and to help with your future employment not the current job.”

Food Hubs Gain Traction, Get Noticed

Food hubs are in demand and making headlines.

Over the holidays, the Associated Press published, “Food Hubs Link Consumers with Nationally Farmed Food,” which ran in print and online across the country in outlets including The New York Times and Denver Post.

The article mentions UVM’s new Food Hub Management Certificate Program — the nation’s first Food Hub academic program – which starts this month.

UVM’s new program offers a blend of hands-on, community-based, online and on-campus learning to prepare students for effective management of local food hubs and provide essential tools to advance their career in food systems.

Why Local Food Hubs are Growing

The idea of a food hub isn’t new, but the surge of new food hubs is a response to the growing demand of healthy, local food. More than 300 food hubs around the country are also providing small farms another outlet to sell locally raised food to consumers.

The number of food hubs has doubled over the last six years, and many are in urban areas, with the Northeast leading the way.

Right here in Burlington, the Intervale Food Hub works with 30 farms, 15 specialty producers and 1,100 members who pick up their weekly bundles at various sites around the city. The venture started in 2008 with just 192 members and 24 farms.

Read the AP Food Hub article.

UVM’s Food Hub Certificate Program

The UVM Food Hub program was designed by the pioneers who created the first Food Hubs and a diverse team of nationally-recognized experts, including food hub practitioners, technical assistance providers who specialize in food hub development, and several members of the National Good Food Network. All classes will be taught by food hub practitioners.

What is Public Health? UVM Prepares Students for Careers in Public Health.

By Jan Carney, M.D., M.P.H.

The study of public health focuses on improving health in communities and populations. While clinical health professionals focus on prevention, diagnosis, and treatment of disease and injury in individuals, public health professionals are concerned with prevention of disease, injury, and death in entire populations.

Public health professionals also work to ensure access to health care for all and to promote healthy behaviors in communities and entire populations. Researchers may study the interplay of genetics, behaviors, the environment, health care, and social and economic factors to determine their impact on public health in different settings. They often use epidemiology, the foundation science or “language” of public health, to discover health risks and how to reach specific populations with interventions to improve their health.

The study of public health – including the implementation of prevention measures, the promotion of healthy behaviors, and research into global and community health – spans a variety of academic disciplines and professions. Among them:

Biostatistics: Statistics are used to track health trends and population health.
Clinical practices and procedures: Public health concerns influence the practices and procedures of clinicians in medicine, nursing, dentistry, pharmacy, and even veterinary medicine.
Emergency medical services and disaster preparation: Public health considerations have an impact on the training and licensing of first responders and how communities here and abroad prepare for and respond to disasters.
Environmental health: Public health professionals focus on protecting food, water, and air. They research how various environments affect the health of populations in communities, workplaces, and schools.
Epidemiology: Preventing, tracking, and responding to disease outbreaks and food and water contamination is a cornerstone of public health.
Global health: Public health professionals research health issues in cultures and populations worldwide and track diseases within various countries and across borders.
Health education: Public health focuses on educating specific or broader populations about healthy habits and health risks, whether it’s delivering sex education to teens, implementing anti-smoking campaigns community-wide, or promoting vaccine awareness among parents.
Health laboratory practices: Public health awareness results in biological tests, screening, and environmental samples to prevent disease and contamination.
Health care management: Knowledge of public health has an impact on quality of health care, finances, and human resources in hospitals; implementation of procedures, policies and practices; and more.
Health care policy: Public health professionals work with policy makers on laws that increase access to health care for all and promote healthy populations.
Insurance: Public health professionals work with insurance companies to research health care trends, study populations, and implement policies.
Nutrition, exercise, and wellness: Promoting healthy eating habits and exercise, researching healthy habits and considering the impacts of stress on various populations all have dramatic effects on public health.
Women’s and children’s health: Public health professionals promote and research healthy behaviors and practices that benefit the health of women and children.

Overall, the study of public health has a great impact on the health and quality of life for individuals and communities worldwide.

Tips for Writing an Effective Cover Letter

There have recently been a plethora of conversations surrounding the importance of including a cover letter with a resume. Bryant & Stratton College spoke with many industry professionals and found that there are companies, such as Microsoft, who will completely discard an applicant’s cover letter. However, there are many companies and hiring professionals strongly base their hiring decisions on an applicant’s cover letter.

The moral of the story is that it is always a great idea to include a cover letter when you are submitting a resume. A proper cover letter can serve as a selling point to a hiring manager when they are combing through a pile of applications. Setting yourself apart from the competition can be your saving grace in the current job market that is suffering from the growing skills gap issue – allowing you to make a great impression on a potential employer before you even walk in the door. I wanted to share two key elements that you should employ when designing your cover letter.

Follow the Three Paragraph Rule
This is something many of us see when researching how to design a cover letter. While the “three paragraph rule” may be redundant, it can significantly improve the way your cover letter is viewed. The three paragraph format allows you to express your interest in the company in a concise setup – without being overly long-winded. So what is the three paragraph rule? Brian Penny put together a brilliant “three paragraph rule” explanation in an article he wrote for Lifehack, stating:

Your first paragraph should introduce yourself. State your name. Make sure this paragraph is straight and to the point or the reader will lose interest. Don’t just list that you have experience in management. Tell them that you manage top teams and get results. Be specific about the results and gear them toward the company. It’s great that you always exceeded your production goals. What did that accomplish? More money for the company? Better quality products? This is your chance to say something great about yourself. Don’t hold back.

Your second paragraph should be five sentences about your career goals and why you want to work for the company. The only 2 things you need to adjust to personalize your cover letter for the position are the header “Dear Mr/Mrs/Dr _____” and the 2nd paragraph. Look up a couple facts about the company and find ways to align your goals with the goals of the company. If you’re applying for a marketing company and you’ve won sales awards, let them know both. It may sound like you’re telling them something they already know, but in doing so, you’re showing them that you did your research. This paragraph is vital in showing the company that you’re not just some desperate job seeker spamming every company you can find. It shows you put in your due diligence and selected them. Your third paragraph should list you and the company as a team.

End the letter by saying that you look forward to learning more about the company (keep It generic so you don’t have to change it each time). You’re excited to work together. Focus on how all of your past accomplishments and future goals are in line with the company’s. Use “we” statements to give the sense that you already feel like you’re working with them. You’re more likely to get a response from a someone who sees you as a comrade, brother in arms, etc.”

Do Not Reuse Your Cover Letter
This is a mistake that occurs within the job search world all too often. As applicants lazily recycle their cover letters, employers are bogged down in a sea of generic, old cover letters and resumes. While this is unfortunate for the employers in this scenario, it can give a diligent applicant an enormous leg up in the competition. It is important to rewrite your cover letter, catering the each company you are applying to. This makes for a much more personal experience for both the interviewer and the interviewee.

Whether you are seeking long-time employment opportunities, a summer job between semesters, or diving into the world of freelancing, a well-crafted cover letter should always be implemented when diving into the job-seeker’s world. Just because a company is looking for an applicant with a skillset that matches yours, doesn’t mean they are going to hire you. It is vital to give them a reason to look at your resume.

Taylor Tomita is a creative writer residing in Boise, Idaho. Focusing on various angles of education and business, Taylor has been able to help many individuals overcome concerns within these fields.

40 Percent of People Are Unhappy With Their Job

39 Percent Leave for Personal Reasons

20 Percent Are Unhappy With the Organization

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40 Percent of People Are Unhappy With Their Job

39 Percent Leave for Personal Reasons

20 Percent Are Unhappy With the Organization

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Start listening to hospitality social media

Extend customer service to social media

Offer apologies if needed

as part of your social media strategy Share positive feedback

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When “Fired” Is the Right Choice

The Right Way to Fire People

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1. Can They or Will They?

2. Motivation is Mathematical

Choice

Effort

Persistence

3. Considering Emotionality

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Why Local Food Hubs are Growing

UVM’s Food Hub Certificate Program

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