Unknown Communication Mistakes How to Fix Them

Unknown Communication Mistakes How to Fix ThemUnknown Communication Mistakes How to Fix Them You may be sabotaging your influence through your verbal and nonverbal communication without even knowing it. Why is it so common for leaders to overestimate their level of influence? First, there is a phenomenon called Illusory Superiority or the Above-average Effect. Most leaders judge themselves better than average in any particular metric, including personality traits, job performance and work-related skills. We tend to overestimate our positive qualities and underestimate our negative qualities. The second reason that leaders believe theyre mora influential than they really are is because our definition of influence is flawed. We have a misperception of what influence is and an outdated, inadequate understanding of what it means to be influential. The common definition of influence is the ability to motivate people to action. This definition doesnt work in todays business environment because we live in a new world of work called noise. Think about how many messages you have already received today. We have noise from our own dialogue and the multitude of messages we receive 24 hours a day, every day. The people youre trying to influence arent paying attention to you if youre sabotaging your influence through your communication. If you dont have their attention, you cant influence them. Therefore, its now more critical than ever to understand what influence is and what it is bedrngnis. In todays competitive world, influence isWorking from an incomplete definition of what it means to be influential Monday to Monday is the first way you may be sabotaging your influence.The second reason goes back to the Above-average Effect. Many leaders believe that if they feel theyre a good communicator , then it must be true. They believe that if they feel influential, then others perceive them this way. This problem is compounded by the fact that few peopl e are willing to give leaders honest feedback about their influence, or lack thereof. As a result, they take their level of influence for granted. It is a natural human tendency to base our opinion of ourselves on how we feel when we communicate rather than on the facts of how we actually look and sound. Our thinking is, I feel good therefore, I am good . More often than not, what we feel inside doesnt translate to what listeners are seeing and hearing. We may believe that we are better communicators than others think we are. Or, the opposite may be true. Others may see us as better communicators than we think we are.To enhance your influence, you need to evaluate your communication based on facts, not feelings. You need to get to the heart of what is really going on by experiencing your communication through the eyes and ears of your listeners and readers. This leads us to the third reason of how you may be sabotaging your influence. When was the last time you recorded yourself speaking on video or audio? If it wasnt within the last three months, there is a strong possibility that you dont know the facts about your communication. There is also a strong possibility that youre sabotaging your influence through your communication without even knowing it.The best way to get factual data about your communication is to watch yourself on video or listen to yourself on audio. Video acts like a mirror, enabling you to see exactly what others see and to hear exactly what others hear when you communicate. What you see and hear is who you truly are when you communicate. Video recording yourself is the only way to reveal the truth of what your listeners see and hear rather than what you believe to be true. As painful as it might be to watch and hear yourself, is it any worse than spending the rest of your career clueless about what others are thinking or saying behind your back? As much as you might not want to do it, videoing yourself is one of the greatest investment s you can make in your life, both professionally and personally. TODAY make a commitment to increase your influence and avoid sabotaging your influence. Is there a difference between how you felt during the recording and how you look? What perception would you have of yourself based on what you see and hear? Would you be influenced by your communication? Influence is the highest form of competitive advantage for both individuals and organizations. When all else is equal between you and the competition, the business goes to the one with more influence. Therefore, influence is more crucial than ever in achieving success. Stacey Hanke is author of Influence RedefinedBe the Leader You Were Meant to Be, Monday to Monday . She also co-authored Yes You CanEverything You Need From A To Z to Influence Others to Take Action . Hanke is founder of Stacey Hanke Inc. She has trained and presented to thousands, helping business leaders get rid of bad body language habits and to choose word s wisely from the financial industry to the health care industry to government and everyone in-between.

4 Factors That Make Teams Work Together Well - The Muse

4 Factors That Make Teams Work Together Well - The Muse4 Factors That Make Teams Work Together WellIt would be remiss of me to write an article about teams without using this old nugget, so Im just going to get it out of the way, and then we can all move on. Theres no I in team. There, I said it. But now that Ive typed it out, Ive noticed its an anagram of mate. That sounds better already, right? Your team can also be a mate, a pal, a best bud. And if thats really the case for you, then congratulations Youve hit the work jackpot.But, on the other hand, they can sometimes be hotbeds of partieality clashes, misunderstandings, differing work styles and- small wonder after all that- a revolving door of unhappy ex-colleagues. What are the factors that make some slick, high-performing units, while others couldnt organize the proverbial craft beer tasting session in an artisanal brewery?Well, for me there are four factors process, climate, focus, and flow (dont worry, Ill explain). If you d ont have balance where these critical pillars are concerned, then your team is likely to be a tense and tricky place to spend your 40-plus hours a week. So, if youre looking to improve the way everyone works together, read on1. ProcessYou might be a group of creative geniuses, but unless there is some structure in place, the output isnt likely to be that inspiring. All teams, no matter their function, need processes- and I dont just mean How Things Are Done. Im talking people processes, too.Things like, does everyone have clarity of purpose, both individually and for the team? Are there efficient interdependencies going on, and does everyone know who to work with on specific projects? Do they have the right mix of skills and styles to complement each other professionally and gel on a personal level too?If people dont know where they stand, in relation to whom, and what the point of it all is, then you have a problem. One you get these things locked down, everyone can breathe, safe i n the knowledge that theyre doing the right things, for the right reasons- and with the best possible people.2. FocusWhats the vision for your team, and does every member share in it? Because if your groups lacking in a strong mission, it will also lack potency and self-belief. A shared vision brings with it accountability, a commitment to getting stuff done, and a strong desire to deliver. It also puts you all automatically on the same side, and that counts for a lot when youre coasting along, unsatisfied and looking for something to believe in.And if your people are drifting aimlessly along, its focus changing with every quarterly review, then this is an occasion where a strong leader really needs to take the helm, gather the troops and generally inspire the team like their life depends on it. Youll need to promote the company purpose and the mission of the group, and then make sure every single person knows their part in accomplishing it.3. ClimateIf you could do a weather report on the people you work with, what would you say? Would it be looking stormy overhead, with some black clouds moving in? Or are you looking ahead to weeks of unbroken sunshine? OK, these are the two extremes, and most teams will vary as people, workload, and focus change- but there were likely some honest words that leapt to your lips when I asked that question. Teams want to get stuff done- thats why they exist after all. But if the output comes at the expense of respect, honesty, and trust, then theres likely to be a big revolving door on the office which just keeps on spinning. Creating a climate in which everyone feels able to be candid, in which mutual respect is the default, and where everyone is enabled to be productive isnt a quick or easy task, but its completely, utterly necessary to get the best possible output. 4. FlowHands up if youve ever been in a team working in perfect flow? Just like they say about being in love, if youre not sure, then you havent. And if you have, then youll remember it as an exhilarating, motivating, rush-of-blood-to-the-head halcyon time of your career. A group of people in full flow is a beautiful thing to behold. Innovative, agile, bubbling over with more ideas than they can handle, and working in true harmony. And on the other hand, a team where each person is working without the safety net of cohesion and trust can be a pretty ugly place too. It might take a lot of work to reach full flow- everyone has to be fully on board, and that alone can be a hard-fought battle. But when youre all in, everything is possible. So, if youre the leader of a team that isnt working, and you just cant figure out whats wrong- think about the balance of the four pillars of process, focus, climate and flow. Yes, I know that transforming into a high-performing unit can seem daunting- if not impossible- but by looking at each of these separate factors in turn, you can begin to build a strategy that will lead you toward true team success.

Job Interview Skills to Help You Get Hired

Job Interview Skills to Help You Get HiredJob Interview Skills to Help You Get HiredAcing an einstellungsgesprch is a science as much as it is an art, andit requires diligent preparation along with the ability to be at ease in the bewerbungsgesprch room. Its also thatyoube comfortable and confident in discussing why you are the best fit for a role. Interviewing is a skill in and of itself, onein which your ability to interact with the interviewer and toarticulate your thoughts are factorsthatarejust as important in getting the job as arethe qualifications listed on your resume. Here is a list of interview skills that willhelp you get hired. Interview Preparation Winging it is never worth it. Not only will your interviewer see right through it, but your answers (and your self-confidence) will seriously suffer if you neglect toproperly prepare. You should dedicate atleastan hour to your preparation. Heres a sample formula outlining a 60-minute preparation exercise 5 minutesre-readi ng andanalyzing the job description, focusing on the essential requirements and responsibilities, in order to tailor your answers andtohomeinonthe most important aspects of the job.5 minutesre-reading your resume and titelseite letter to review how you pitched yourself in the first place.15 minutesresearchingpotential interview questionsspecific to the position and the industry.20 minutespracticing answers to these questions and recalling specific examples from your work experience, such as major accomplishments, challenges, or milestones that will serve as anecdotes to strengthen your responses tosituationalandbehavioral-based interview questions. 15 minutes researching the company, looking into their history, mission and values, and recent projects. Indeed, practice makes perfect. In addition to practicing these steps on your own, ask a friend or family member to pose as an interviewer so you can get used to answering questions in real time. Be on Time There are very few (if a ny) excuses that will redeem a late arrival. Do whatever you need to do to get there ten to 15 minutes in advance of your interview time, whether itsplanning your outfitand packing your bag the night before, setting five alarms,asking a friend to give you a wake-up call, or leaving extra early to account for potential transportation obstacles. Think Before You Speak A well-thought-out answer is always better than a rushed one. Of course, you dont want to sit there in silence for five minutes as you ponder an answer, but itisacceptable to take several seconds to think before you speak. Avoid the ums and uhs and buy yourself time by repeating the interviewers questions back to them, or byusing a phrase like, Thats an interesting question or, I was actually just thinking about that when I read an article on a similar topic, and If youre really stumped,you can say, What a great question. Ive actually never been asked this before let me just take a second to think about this. Finally ,know what to do if you really cant answer a question. Speak Clearly, Cohesively, and Calmly Nerves can get you talking a mile a minute, and so can the simple desire to convey as much valuable information about yourself as possible. However, talking too fast can make you look rushed, flustered or anxious. Make a conscious effort toslow downand speak calmly and clearly. It willhelp you avoid interview stress. Be Confident, Not Arrogant Although you should be willing and able to promote yourself, your experience, and youraccomplishments, make koranvers you dont come across as arrogant, narcissistic, or self-important. No matter how good you are at your job, youre going to run into countless obstacles if you lack theemotional intelligenceto work on a team and get along with managers, co-workers, or clients. Focus on exuding a kind and balanced sense of confidence, and when you discuss your achievements, be sure to give credit where credit is due in order toshow that youre a tea m player. Actually Listen Anyone can nod, smile, and say Right or Exactly over and over, but how many peopleactuallylisten? Interviews are especially trickybecause you do need to be listening to your interviewers question while mentally preparing your answer. However, if you dont listen well in the first place, you might miss the entire point of the question, and as a result, your answer couldfall totally flat. Stay in the moment and dont let yourself zone out, even if it feels like the interviewer is endlessly blabbing on. Preparation will help tremendously (so thatyou have material ready to discuss and wont have to come up with it all on the spot), butgood listening skillsand the ability to stay focused are key. Express Optimism, BothWith Your Words and Your Body Language No company wants to hire someone with a schwimmschwimmbad attitude. No matter how difficult your situation is, dont bring any baggage into the interview room. That means dont bad-mouth your former employe r or any other companies youve been associated with,anddontcomplain about your personal circumstances. Be natural, expressing reasonable perspectives through a lens of optimism. For example, if you have to talk about a challenging situation, you should include a mention of how you may have helped solve it, and what you learned that made you a better employee. Remember,your body languagedoesmatteras much as your words. Walk in with a smile on your face, offer a firm handshake, and sit up tall at the table, leaning slightly forward to engage in the conversation. Show Interest, Without Desperation Sometimes, it can be helpful to think of an interview as a (professional) first date. An air of disinterest, apathy, or monotony will likely turn off an interviewer, as will overenthusiastic desperation. No matter how much you want or need the job, refrain from acting desperate pleading or begging has no place in a job interview. The key is to express earnest interest in the role and in t he company, and passion for the work you do. Keep in the back of your mind that you are a valuable asset as an employee. Know More Than Your Elevator Pitch Although you should be able to give anelevator pitchin which you introduce yourself, recap your experience, and promote your most valuable professional assets, make sure youre comfortable talking about yourself beyond that. Know how to discuss both yourstrengths and weaknesses, and emphasize yourbest qualities and greatest skills, while putting a positive spin on your areas of improvement. You should also be able to exert some level of control over the conversation. For example, if an interviewer tries to trip you up with atricky questionlike, Have you ever had a bad experience with an employer? or Tell me about a time a coworker was unhappy with you, you should be able to answer their question while bridging your response into a positive an idea or example that shows how you learned or grew from the situation. You should als o havequestions of your own to ask the interviewer. Express Gratitude Dont underestimate the importance of saying Thank you. As soon as your interview concludes, you should thank your interviewers for their time and for the opportunity to learn more about the position. When you get home, you should always follow up with athank-you email. Otherwise, the interviewer may take your silence as a sign that you arent really interested in the position. Key Takeaways Practice Makes Perfect Take time to practice your responses to the most frequently asked interview questions.Prepare in Advance Interviews are less stressful if you get ready ahead of time, and figure out what youre going to wear, and where you need to be.Follow-Up is Important Always follow-up after a job interview with an email or note thanking the interviewer for the time.

5 Mistakes Not to Make at Your First Job

5 Mistakes Not to Make at Your First Job 5 Mistakes Not to Make at Your First Job Even if you graduated with honors and were a superstar during your summer internship, starting your first job can bring on a whole new set of challenges. You have a big learning curve ahead of you, you need to feel your way around the office culture, and you want to impress a group of people with whom who you’ll probably be working for a very long time.So, how do you get off on the right foot? You’ve probably already heard some common advice about dressing appropriately, being on time, and investing in a retirement plan. However, when I talked to some of my fellow seasoned managers, they also brought up some less-obvious advice, based on mistakes they often see new professionals making. So before you suit up on that first day, read on for some important advice on what not to do.Mistake #1: Getting Involved in Office Politics When you’re new to an office, it can be easy to trust your co-workers when they start complaining, talking about others, or throwing out office conspiracy theories about what upper management is plotting next. They know the ropes, so they must be right- right?Not exactly. Some of these veterans may have grown a cynical streak over the years, so it’s better to keep an open mind about your new co-workers and company than to be swayed by others’ opinions and experiences. Plus, gossiping by the water cooler when you should be working will hardly make a good impression on your boss. When the office politicking or complaining starts, it’s okay to smile, nod- and not get involved.Mistake #2: Trying to be a Maverick on the First DayAre you excited to dive in and make a difference as soon as possible? Hold on just a sec. The truth is, you’ll impress your supervisor more by learning the ins and outs of your job duties and department first. No one ever appreciates the overeager new employee who thinks she can solve all the department’s problems before even really understanding how things work.Once you’ve got a good grasp on your job, feel free to ask for some of the more exciting opportunities you see or make suggestions for process improvements. You’ll have plenty of time to start making more meaningful contributions- just make sure that you’re doing a stellar job at your job, first.  Mistake #3: Not Asking for HelpNo one will expect you to know everything. In fact, if you’re unclear on something, your co-workers probably prefer that you ask questions now instead of guessing and making a mistake you’ll have to fix later. It’s perfectly okay to admit when you need help or clarification, and there are plenty of people around you who were once in your shoes and would be happy to share their expertise. So ask them!Also don’t be afraid to reach out to a variety of people besides your boss- you might find a great mentor or friend in the process.Mistake #4: Not Communicating EnoughAfter you’ve learned the ropes a bit and are off and running, remember that you still need to keep your boss actively in the loop about what you’re working on and the progress you’re making. Get an idea of how often your boss likes to be updated, both in general and when you’re working on a particular project. Does she want to debrief at weekly meetings, or would she prefer periodic emails detailing the latest updates?In addition to these regular updates, be sure to communicate anything important that comes up- including the bad news. The last thing you want is for your boss to be in a meeting and hear about something for the first time, leaving her unprepared. As my own boss likes to say, “I don’t like surprises.”Mistake #5: Not Appreciating the OpportunityChances are, your first professional job is not going to be exactly what you had in mind. My first job in export customer service was certainly far from glamorous: I had to deal with irate customers, perform routine data entry, deliver bad news, and learn about papermaking (yawn!).But you know what? It was a good opportunity. After all, cu stomer relationship skills are always highly desirable, and learning the paper business showed I could pick up new things quickly. In addition, I learned how the corporate world worked, and I gained some valuable contacts and mentors.Even if your first job isn’t necessarily your dream job, don’t dismiss it as a waste of time. Think instead about the new experiences you’re gaining- running meetings, putting together presentations, dealing with clients, or even just spending time at a company that will look great on your resume. Even a small change in perspective make “paying your dues” at a so-so job seem much more worthwhile.Photo of woman at work courtesy of Shutterstock.

Handling Employee Violation of your Social Media Policy

Handling Employee Violation of your Social Media Policy Handling Employee Violation of your Social Media Policy Handling Employee Violation of your Social Media Policy Bennington, Contributing Writer Remember Cisco Fatty, a.k.a. the University of California student who back in early 2009 posted the infamous tweet about an internship with the software giant? Cisco just offered me a job! Now I have to weigh the utility of a fatty paycheck against the daily commute to San Jose and hating the work. You already know how this story ends. A Cisco employee discovered the tweet, the offer was rescinded, and a firestorm of publicity ensued. Since this was among the first cases where a status update resulted in the loss of a job, Cisco Fatty became a case study/cautionary tale of social media recruitmentthat will live on in the history books of Web 2.0. These days, however, status firings have become downright common. From CNN editors and waitresses, to hospital employeesand, yes, even pieorogis, it seems no one is immune to being shown the door over a post that doesnt sit well with their boss. However, despite the increasing number of dismissals related to social media, most have remained internal matters between employers and their staff. That is, until now. Guidelines to Help Formulate your Social Media Strategy In onerecentcasethat involveda companys social media policy, the National Labor Relations Board (NLRB)filed a complaint against an employer who fired a staff member for badmouthing her supervisor on Facebook. The Facebook casewas eventually settled out of court and required that the company not discipline employees who are asking for union representation; the companywill also revise their employee handbook policy around workers discussingwork conditions with their co-workers. This is obviously scary territory for employers. On one hand, you have the fear of disgruntled employees doing some serious company brand damage online. On the other, you have the risk of being sued for violating the National Labor Relations Act. To obtain some perspective on this issue from a legal perspective, we spoke with Eric Kinder, a Labor and Employment member with Spilman Thomas and Battle PLLCand with Donna Galatas and Jackie Torres from The Galatas Groupto weigh in on the human resource standpoint. Here is what they had to say: 1.)Are social media posts considered free speech? Kinder: Free speech in the employment setting is a loaded term. Private employers dont have First Amendment concerns in that there is no constitutional duty from them to allow or tolerate free speech, but they do have to consider the National Labor Relations Act and various state laws that prohibit employers from disciplining employees for off-duty conduct. While many of the off-duty conduct laws were drafted to address an employees use of tobacco off the worksite, many of them are written broadly enough to encompass use of social media, blogging, or other online activities. In addition, the NLRA protects an employees right to engage in concerted activities regarding the terms and conditions of employment. Many online activities, especiallysomething like a Facebook post regarding wages or working conditions that is shared with co-workers, are forms of concerted activity that are protected under the law until it reaches the point of being disloyal to the employer. Disloyal can be complicated to define, but it distinguishes between comments that are merely complaining about work from ones that actively seek to reduce business by driving customers away. Galatas /Torres: We strongly believe that social media posts should be considered free speech, however, there are certain aspects of social media use that should be considered within the scope of an employers control. Employers should consider participating in appropriate social media venues and should put in place a social media policy to supplement an internet use policy. A few examples of specific issues which should be addressed include: clarifying infringements on company confidential information and intellectual property rights, slanderous or libelous statements that cannot be supported by evidence and are detrimental to the business, and failing to state that comments made are personal opinion and not made on behalf of the company. 2.)When can an employer legally terminate an employee for their online behavior? Kinder: This will vary from state to state, as more states are passing all-encompassing off duty conduct laws that prohibit, at least potentially, an employers ability to discipline an employee for online actions. That does not mean employers are without any mechanism for regulating an employees online activity. First, an employer has the right to discipline employees for their online behavior during working hours; an employee is at work to do work, not to send Twitter updates, post on Facebook or maintain a blog. The one caveat to this rule is that employers must be consistent in enforcing this social media policy; an employer cannot discipline employees when they make negative comments about the company, but ignore other non-work related activity while an employee is on the clock. Second, an employer can, and must, intervene when an employees online actions are placing the employer at legal risk such as betraying confidential information, or violating the Federal Trade Commissions rules on endorsements of the companys products, or threatening or harassing a co-worker. Third, employers can act when an employee has crossed a line and acted disloyally. Complaining about your boss or your pay isnt disloyal; telling people that the hospital where you work is unsafe would be disloyal though if there are real safety concerns raised, the employer needs to address them. 3.)Can an employer legally examine a candidates social media presence as part of the recruitment process? Kinder: The concern about recruiting with social mediais primarily one of allowing improper information (such as race, religious beliefs, sexual orientation, etc.) to taint the selection process. In addition to including numerous pictures which will reveal a candidates age, sex and race social media sites allow and encourage individuals to proclaim their religious and political beliefs. Once an employer reviews the website, it will be charged with knowledge of all this information that should not be included in the hiring process. My general advice to employers is not to review a candidates social media presence before selecting the individuals to interview, so that the interview selection is devoid of or blind to any improper information. No matter what, any employer that plans to review any candidates social media should obtain the candidates written consent to conduct searches of all internet and social media websites, preferably as part of the release in the employers application. 4.) How should an employer prevent a legal situation around social media policy from occurring in the first place? Galatas /Torres: Its very simple. Educate and communicate policy and expectations to staff using several different methods and venues. In addition, an employer should welcome all feedback from employees, both positive and negative, and use the information to increase employee engagement and employee retention and company advocates,to help address employee concerns that otherwise might not surface, and transform the organization into an employer of choice. Kinder: It seems when it comes to social media, the best defense is still a good offense. So if you dont have a policy in place or one that is about blocking social mediain the workplace, now is the time to a social media policy. That said, the NLRB case is proof that, even with air-tight social media guidelines, employers are still vulnerable to complaints and worst case scenario lawsuits. So the bottom line here is to use this advice as a starting point to understand how you should (and should not) be using social media as an employer. Legal Disclaimer: None of the information provided herein constitutes legal advice on behalf of Monster. Author Bio Emily Bennington is coauthor of Effective Immediately: How to Fit In, Stand Out, and Move Up at Your First Real Job(Ten Speed Press, 2010). She is a frequent speaker to students and organizations on the topic of career success and the host of Professional Studio 365, a popular blog for new grads transitioning from classroom to boardroom. Emily can be reached at ebennington@msn.com or on Twitter. Stay on topof social media While weve no doubt benefited in big ways from social media, it has caused major strife as well. But one thing is certain: Its not going away. That means you need to know what to be on the lookout for, what kind of workplace policies to implement regarding social media, andobviouslyhow to use social media to your advantage in terms of marketing, brand awareness, and recruiting. Could you use some help with that?Sign up for exclusive https://www.youtube.com/ adviceand well send you the latest recruiting tips, hiring trends, management strategies, and even some awesome deals. Pretty sure youll like us.

Find out How Your Boss Might Be Watching You at Work

Find out How Your Boss Might Be Watching You at Work Find out How Your Boss Might Be Watching You at Work More companies are monitoring their employees electronically. Active monitoring of employees has risen recently from 35 % to 80 %. Why? What can you do about it? Privacy in todays workplace is largely illusory. In this era of open space cubicles, shared desk space, networked computers and teleworkers, it is hard to realistically hold onto a belief in private space, said Ellen Bayer, AMAs human resources practice leader. Why Companies Monitor Employees The reasons companies monitor employee activities are valid business reasons, not just a desire to snoop. The AMA listed (in alphabetical order) five reasons given by survey companies as to why they monitor their employees. Legal Compliance. In regulated industries, taping telemarketing activities gives both the company and the consumer some degree of legal protection. Also, electronic recording and storage may be considered part of a companys due diligence in keeping adequate records and files.Legal Liability. Employees who are unwittingly exposed to offensive graphic material on colleagues computer screens may charge a hostile workplace environment.Performance Review. Customer service and consumer relations personnel are frequently taped as they field calls, and tapes are reviewed with supervisors to evaluate and improve job performance. Productivity Measures. Net-surfing, personal use of office e-mail, and/or dialing up 900 numbers expend time and assets on non-business related activities.Security Concerns. Protecting the value of proprietary corporate information is a primary concern in an age when e-mail and internet connections continue to expand. Work is carried out on equipment belonging to employers who have a legal right to the work product of the employees using it, Bayer said. It should be noted that the survey revealed that 90 percent of the companies engaging in any of these practices inform their employees that theyre doing so. Also, most of the monitoring is performed on a spot-check basis rather than an ongoing 24-hour basis. Your Rights As an Employee As an employee, very few. According to the Privacy Rights Clearinghouse New technologies make it possible for employers to monitor many aspects of their employees jobs, especially on telephones, computer terminals, through electronic and voice mail, and when employees are using the Internet. Such monitoring is virtually unregulated. Therefore, unless company policy specifically states otherwise (and even this is not assured), your employer may listen, watch and read most of your workplace communications. Their Fact Sheet 7: Workplace Privacy has a very good summary FAQ about employees rights, or lack therefore, with respect to phone calls, computers, email, and voice mail. Obligation of Managers to Monitor Managers have an obligation to their company to monitor the activities of their employees to ensure compliance with applicable laws and policies. They monitor their behavior, their adherence to the dress code, the way they greet customers. The need to monitor their electronic activities is equally as great and the reasons are the same. They should be sure to let employees know that they are being monitored electronically, in addition to letting them know what is being monitored and why what is acceptable and what is not. The easiest way is to develop and publish the companies policies with regard to the use of computers, the internet, email and voice mail. Managers should monitor for compliance and discipline as they would for any other company policy.

3 Unique Ways to Get a Promotion at Work - The Muse

3 Unique Ways to Get a Promotion at Work - The Muse 3 Unique Ways to Get a Promotion at Work Do you know someone who has run a marathon? Did you notice how he or she trained? Marathoners are very systematic in their training. They log their mileage, pace, and rests so they can best measure their progress and performance. Without tracking they would have no knowledge of their improvement. They might as well be running in place. Your career’s a marathon, too, but do you track your performance? Do you have a system in place to measure your improvement and reach your goals? While marathon training often involves fancy GPS watches, microchips in your shoe, and other technology, all you need for your career are tools you already have- some Excel or Google Drive spreadsheets. Here are three easy ways to track your success and boost your potential this year. 1. Start a Learning Log Have you ever found it difficult to think of the things you’ve accomplished off the top of your head when asked? Despite being busy all day, every day- your mind suddenly goes blank and you can’t think of any recent wins. A learning log is a great way to combat that (common) problem, and you can create it using a spreadsheet. Title the first column “Date” and the second one “What I Learned.” At the end of each day, fill that second column with something you learned about yourself, your job, your company, your industry- really anything. You’ll find you not only can rattle off information way better when prompted, but you’ll become acutely aware of your progress (or lack thereof), things happening at the company, and how you prioritize your work. This puts you in position to foresee potential inefficiencies, become a champion for your company, work smarter, and at the very least- share what you’re doing when prompted. Bonus: You’ll also make the most of your days. If you find that it’s 2 PM and you haven’t learned anything significant yet, you’ll refocus your efforts for the remainder of the day. 2. Create a Promotion Plan What pairs really nicely with the learning log is another spreadsheet, called a Promotion Plan. It’s a document that you’ll create to use when you have a meeting with your manager to discuss your performance. (Already have that performance review on the calendar? Now you’ll be prepared!) Here’s what your Promotion Plan should include: Position Requirements Audit List out the requirements of the position you would like next, or whatever responsibilities you would like your promotion to include- this can be within your department or even on another team. If you’re unsure of those requirements, take someone who’s currently in that position out for coffee. (Of course, if you work at a small company and moving up would involve this person losing his job- tread carefully. You don’t want to come off as cutthroat.) Then create three columns, titled “Needs Some Love, Meets, Exceeds.” Fill these out as honestly as possible. When the time is right (and you might need to set a meeting), ask your boss to also weigh in on where you stand. Individual Requirements Label the next group of tabs “Requirement One,” “Requirement Two,” and so on. Here’s where you can go more in-depth on any items that need some love. For example, if delivering presentations is a requirement necessity of the job you want, you should jot down any time you give a presentation, even if only to your internal team members. If there aren’t any upcoming opportunities, you should step up and volunteer to present at a meeting. You can also use this to motivate yourself to develop the required skill outside of the office. For example, sign up for an online public speaking course, join Toastmasters, or even watch TED talks. Just Be sure to log all activities related to the required skill, and any accomplishments that happen as a result. Now, when you meet with your boss- or he or she presents the case to promote you to his or her managers- there’s a document that can speak for your motivation as well as your achievements. 3. Create a Feedback and Kudos Folder This is your final document. Here’s where you log any and all verbal and written feedback you receive as it comes in. Save those emails from clients about your great work, as well as the notes from colleagues that say you really helped the team on a certain project. Anytime a co-worker or client says, “You’re really good at that,” or “I appreciate you taking care of [XYZ],” or “Thanks for helping me with [a certain project],” you should add those kudos to a running document as well. It can feel awkward to keep track of people saying nice things about you, but having a running list of compliments will inspire you to master those skills that need improvement. Just remember not to sell yourself short. It’s easy to think, “Oh that was just a passing comment: It’s not that important. I won’t track it.” Instead of the, “Oh that was just” mindset, take the opposite approach and assume it's all significant. You can always go back later and decide if you’d like to cut something. It’s much easier to make a case for your promotion when you have tons of compliments you need to whittle down, as opposed to no examples of positive feedback. Not to mention, it’s a nice little ego boost on a day when things aren’t going according to plan. Remember, your career is a marathon. To avoid running in place, you need to measure your performance. You don’t even need any fancy technology: These three spreadsheets will give you a system to track your progress and achieve your goals.