How to become resilient to the dreaded no

How to become resilient to the dreaded noHow to become resilient to the dreaded noWhen your boss turns down your idea, its natural to feel wounded you put yourself on the line with some original pitch, and then it was rejected.The chances are, however, the boss isnt saying no to hurt you. Shes doing it to get you to think up a better idea. And when companies reject you for a job, theyre not trying to ruin your future. Theyre usually looking for the best fit.Thats why the best thing you can immediately do when facing a no is refuse to take it personally. Take a deep breath.The most important thing is to resist the spiral into despair. We may misinterpret that no as a sign that were being undervalued, and well self-sabotage ourselves to meet those lower expectations nothing I do matters anyway, so why even try?But Harvard Business Review research explainshow you can turn that no into a success through a company case study on people who made the best out of their boss rejection.A 2016 s tudyfound that resource scarcity leads to mora creativity as the constraints force us tothink beyond the traditional functionality of a given product.Make it work, even if its garbageHBR uses the story of a retail business managers dilemma on he how made a best-seller out of an inferior product he couldnt returnAfter this managerwas told that he couldnt return a large quantity of poorly-made tube dresses back to the warehouse, he decided to reevaluate the product because otherwise, theyre gonna be sitting here forever. He decided to cut off the flimsy straps and sell the productas a superior beach cover-up. It became a best-seller.As this anonymous manager told a different study, Sometimes when I get stuff that I think is personally garbage, I have to look at it as a challenge How am I gonna make it work?Necessity and limits can be the spark toall creativity, as long as employees and managers feel empowered to take theirresources into new directions.Famous fashion consultant Tim Gun n critiqued the lack of designers making clothes for plus-size women under this mindset. In his Washington Post essay on the subject, he argued that, I profoundly believe that women of every size can look good. But they must be given choices.Theres an art to doing this. Designers, make it work.You may not have an ideal team, enough resources, or unlimitedtime or money, but you have your mind and your will to achieve your goals despite these setbacks. Researchers say that people succeed despite these nos when they overcome threat rigidity, or the fear to think were personally at fault or under threat during times of professional adversity.But you can unstuck yourself. Spend less time worrying about what you dont have, and focus that energy on making do with what you already have. As Steve Martin puts it, Be so good they cant ignore you.

Formal Employee Thank You Letter Sample

Formal Employee Thank You Letter SampleFormal Employee Thank You Letter SampleHere is a sample thank you letter that an employer can write to an employee to recognize the employees good work. This is a more formal example of an employee thank you letter sample. Formal thank you letters serve formal occasions that require recognition beyond a pat on the back or a simple thank you. For example, the company president may want to send a recognition letter to Mark for setting a company sales record. The sales director may also want to follow up the presidents letter with a formal thank you letter of his own for making such a powerful contribution to the companys success. The Human Resources director may want to recognize the department that turned in all open enrollment plans three days early and required no HR follow up. The marketing director can use a formal thank you letter to thank the kollektiv that earned awards in industry rated media campaigns. Keep in mind that a thank you lette r is also appropriate for coworkers, employees in different departments, managers, supervisors, and executives, as well as from the employees boss. No one will ever feel unhappy when a thank you note or a recognition letter is received. 129 Watch Now How Gratitude Makes Happier Employees How to Formally Recognize an Employee or a Team Thank you letters and other employee recognition methods are well-received when they are presented effectively to the employee or team. The best formal recognition is Timely to the event or contribution for which you are recognizing the employee or team.As specific as possible about why you are recognizing the employee or team. In addition to wanting the employee or team to feel rewarded and recognized, you are also communicating the actions or behaviors that youd like to see more of from them.Randomly presented so that employees dont begin to feel as if every time they make a contribution, a formal thank you letter will be forthcoming from the m anager. You want the employee recognition to make the employee feel good about her contribution. You dont want the letter to become an entitlement. Well-written on formal stationery. Employees treasure these letters and they keep them forever framed on their wall, pinned to their cubicle tack board, or in their memory file. The letter needs to look and feel like a big deal- because it is to the employee or team. Frequent thank you letters are an excellent addition to a leaders work toolkit. Heres a sample that you can use as a guide when you write your own employee thank you letters. Formal Thank You Letter Example (Text Version) Dear Mary,Todays presentation went very well and welches well received by the department managers I was also pleased to see that the team accomplished its key goals. I want to personally thank you for informally assisting your project team to stay on track and on target to meet their goals for this most significant contribution to our profitability this yea rWithout your willingness to step up and, despite some pushback from team members, persist in keeping the team on track, the project would certainly have strayed off course. That would have been bad for our customers and business results this year.Specifically, your scheduling of meetings with a specific purpose, your use of an agenda with time allotments, your meeting minutes distributed within 24 hours, and your excellent meeting facilitation really helped the team make progress. They, with your leadership, accomplished the desired outcome- a 5 percent increase in the profitability of the product.On the creative side, taking the team on field trips to see what several non-competing companies had done on a similar project appears to have been a key success factor, too. They brought useful new knowledge into the company.Again, thank you. The project was well worth your time and investment and, on behalf of the entire management team, I want you to know that we really appreciate your efforts.You will also receive a bonus of $5,000.00 to thank you for your contribution. Youll receive it in your next paycheck.Regards,Alison WelnerVice President of Product Management Expand

How Recruiters Can Help Your Small Business

How Recruiters Can Help Your Small BusinessHow Recruiters Can Help Your Small BusinessSmall geschftliches miteinanderes are feeling bullish about the future, according to some reports. The Index of Small Business Optimism, for example, reached its highest level since 2004, reports the National Federation of Independent Business (NFIB).But if your company is to adopt and capitalize on that optimism, youll need the right employees in the right roles. And thats not easy in a todays tight job market.A new survey from Robert Half suggests many small businesses are facing serious hurdles when it comes to recruiting and hiring. Here are some of the findings of our survey of more than 1,000 U.S. small and midsize business ownersNearly half of respondents said they have underestimated the complexity of the hiring process.Alfruchtwein two-thirds admitted to problems with their hiring process.The vast majority (81 percent) confessed to having made a badeanstalt hire.A recruiting Catch-22One rea son for the hiring difficulties cited by respondents could be that many small businesses lack in-house recruiting resources. That often leaves hiring duties in the hands of the business owner or top-level managers whose time and resources are already stretched thin. Because of competing demands, hiring often drops to the bottom of their priority list.This could well leave your company in a Catch-22 Youre short-staffed because youre so busy. But youre so busy because youre short-staffed.The real costs of a bad hireWhen you dont have time to properly vet candidates, you increase the odds of hiring the wrong person. And that risk is coming home to roost for small business owners. Four out of five survey respondents said their business has been saddled with a bad hire. Costs of a Bad Hire Revealed from Robert Half And bad hires cause more than a bureaucratic headache for small and midsized businesses. Business owners estimated that their team wasted an average of 45 hours of precious time hiring and onboarding people who ultimately did not work out.Thats bad enough, but the effects spread much further. For exampleMore than half (53 percent) of respondents reported increased stress on the team that worked with the bad hire.Forty-six percent said productivity decreased.Nearly one-quarter (23 percent) lost customers, and 18 percent said the companys reputation was damaged because of the bad hire.One in five (20 percent) business owners said bad hires have caused them to lose confidence in their managers ability to make good hiring decisions.But whats most critical is what it will take to fix the situation. Its not a question of whether or not a bad hiring decision will adversely impact the business, says Paul McDonald, senior executive director at Robert Half. The more important question is, how long will it take the business to recover, and at what overall cost?Got 17 weeks to spare?When y ouve hired the wrong person for the job, you usually find out right away most survey respondents said they knew within a month.But thats just the first part of a four-month odyssey, the study found.To begin with, it took small business owners almost a month, on average, to realize they had a bad hire on their hands. After that, they said it took them an average of 8.8 weeks - more than two months to terminate an employee. And that only got them back to square one. They still had to search for and hire a new employee, which took them another five weeks, on average.That means four months of increased stress for the team, decreased productivity and - depending on the role - damaged customer relationships.Hidden small business hiring hurdlesStill, managers are often unaware of all thats involved in starting over - and not making the same mistake again. They simply repeat the process of recycling an old job description, posting it online, and then waiting for the right person to appe ar from the ether.And even when that person seems to appear, your work is not yet done. You need to check references. And even if the person has the perfect resume, you have to consider the soft skills - organization, communication, leadership - that make for a great employee and colleague. After all, more than one-third of failed hires result from personality conflicts or a poor fit with the culture. And in a tight job market, the chances of hitting the nail on the head with that approach are even lower.Once you consider the hiring process as a whole, you begin to see why nearly half of the small business owners surveyed said they underestimated its complexity before diving in.The power of a recruiterIf posting a recycled job description doesnt do the trick, whats the answer for a small business? Many survey respondents reported success from reaching out to a recruiter or staffing agency. It helped them get the right person for the job, get them up and running more quickly, and l eft them free to concentrate on the pressing demands of running the business.How exactly did that approach work? By partnering with a staffing firm, business owners said they were able toReach more candidates. Among respondents who have used recruiters, 76 percent said the recruiter was able to find a candidate they wouldnt have found on their own.Save time and resources. For 45 percent of business owners, evaluating candidates based on their skills and potential fit was the most challenging step in the hiring process, and 26 percent admit it takes them too long to fill open roles. Yet 43 percent said working with a recruiter saved them time because the staffing agency did most of the work. Thirty-six percent said they saved money by finding someone more quickly than they could have on their own.Get a guarantee. One third (33 percent) of businesses working with recruiters said they do so for the service guarantee. Be sure to ask recruiters about their placement success rates - and the guarantees they offer if a new hire doesnt stick.Maintain productivity. The survey suggests that some business owners may be missing an opportunity to lift the burden from existing staff and keep projects moving while they are trying to replace a failed hire Only 18 percent of respondents said they bring in temporary professionals to help with excess workload while roles are vacant. That can also give you a chance to evaluate a temporary employee for a potential full-time role.

The Secret to Great LinkedIn Recommendations

The Secret to Great LinkedIn RecommendationsThe Secret to Great LinkedIn RecommendationsTheres a reason executives with recommendations get three times more inquiries. Follow these steps to get meaningful testimonials.With more than 50 million members (about one new member per second), its no wonder LinkedIn has gained a reputation as crucial to the modern networking toolkit. Be forewarned, however Establishing a profile on LinkedIn will do you little good unless you augment it with rolleal testimonials, known as recommendations, from other users.Recommendations are displayed on your profile for employers, recruiters, colleagues and clients to see. LinkedIn reports that people with recommendations are three times as likely to get inquiries through LinkedIn searches.By providing independent support for your talents and highlighting qualities that may notlage automatically shine through in your job history, recommendations help to emphasize the traits that set you apart from the crowd .Requesting recommendations is easy. LinkedIn breaks it down into three steps1. Choose what you want to be recommended for.You can request recommendations for each job listed on your profile. As a best practice, departure with your most recently held positions. First impressions are everything. Since LinkedIn organizes your career history into reverse-chronological order, recommendations for the most recent jobs arent just the best representation of your current talents they are also going to be the first thing that people will see when viewing your profile.At this point, you should also consider the special qualities, skills or accomplishments to which you want to call attention. This leads us to Step Two.2. Decide who youll ask.You can request testimonials for each position from up to 200 recipients at a time. While sending your requests in one big batch may seem like a quick way to get this task out over with, you are likely to get back the same effort from recipients that you p ut in.As LinkedIn likes to remind us, Relationships matter. A few well-crafted testimonials from authoritative sources will say volumes more about your talents than a dozen blurbs from people who are just being nice and not taking the time to write a meaningful statement about their experience working with you.Take your time and send your requests one by one.When choosing which people you want to ask, think about the perspective each person offers and the type of audience to which their perspective will appeal. Your managers, business partners, coworkers and clients will all have different outlooks on your performance.Heres an example of two different strategiesGoal A Connect with recruitersRequest recommendations from your colleagues. Goal B Network with potential investors for your new ventureFocus on gaining recommendations from clients and partners.Once you have narrowed the field, review each persons profile to see the recommendations they have provided other people. Are the re commendations personalized, or is it a one-size-fits-all approach? Are they grounded with specific statements about a persons accomplishments, or are they filled with over-exaggerated praise? In most cases this wont be a big issue, but it is something to consider before clicking the Send button.3. Provide specific details to your references.LinkedIn provides a brief sample message that can be used to request endorsements. While it is okay to use this as a template, be sure to personalize each message to its recipient. Since you are contacting people with whom you presumably have a good relationship, this shouldnt be too difficult.Make the task easier for the other person by offering specific details about what you would like her to vouch for and why. Offer to answer any questions and let the person know that you would be happy to reciprocate by writing a recommendation on her behalf.After you receive a recommendation from another LinkedIn user, send a thank-you note Even though Link edIn recommendations are not as formal as traditional letters of recommendation or reference requests, they still take time and effort to write. And if someone declines your request, dont be offended. LinkedIn is a public forum, so many users choose not to provide recommendations to certain people or groups of people for personal or ethical reasons. For example, your last boss may not feel comfortable providing a recommendation for you if she is still employed by the company at which you last worked.Finally, dont just ask for LinkedIn recommendations. Give them.If you get in the habit of providing unsolicited recommendations to people you feel have done quality work, the goodwill you spread will return to you in the form of new endorsements. Remember, the recommendations you make for others are also a part of your profile and showcase other aspects of your business acumen than the recommendations you receive.

Database Developer Resume - Is it a Scam?

Database Developer Resume - Is it a Scam? Database Developer Resume Help New database models, as opposed to conventional relational ones, make usage of raw and unstructured data from various devices and sources. Otherwise, you ought to keep the headers data short and easy. This dataset is simply a placeholder with no true content. This option gives you the ability to display a customized message to users in the event theres no data to display. The Dos and Donts of Database Developer Resume There are many ways to view a query execution program. Listing the skills in a very simple manner provides you the green light. As the database administrator, your task is to organize massive data in a manner which makes life and work easily for the firm. This job is all about communicating directly with users of the site in order to give assist. This means you have to make it past the robot eyes as a way to progredienz your application. You need the assistance of other equally qualified data administrators to repair the issue. Online coding tests might be great means to screen Java skills. Facts, Fiction and Database Developer Resume This is nearly a bonus question. Job boards offering a performance-based rate (pay per click, pay-per application or even pay per hire) may provide you better results and a great deal more value for the money. If and once an opportunity you desire is available, your resume will be up-to-date and you will be prepared to submit On the off likelihood that you must wind up noticeably a wonderful site developement, you will need to stay on the ball. The new exam was updated to reflect the most recent services and best practices regarding the developer role. Those who pass either exam will get the exact same advantages and badging to showcase their accomplishment. These aspects would be helpful to highlight in your CV. Do the above, and youre going to require a data warehouse to store all of your interview requests. Below youll f ind information how you are able to use programming tests and which ones to pick. Sure all the information that you will need is in the CV you just have to find the ideal ones. This will say a great deal about you as an individual and as an employee. Concerning expectations, it actually is dependent upon the candidate and your requirements. How to demonstrate the experiences in your resume is a significant question makes you most proper for practically any work profile. If youre certified based on each version, your certification is very good for a couple of years from the date it was attained. What You Should Do to Find Out About Database Developer Resume Before Youre Left Behind You ought to take an exam so as to earn Microsoft certification. A synonym may be Front End Engineer. How to Stand Out You might need to start looking into earning Microsoft SQL Server Certification to demonstrate that youre a database development professional. Experience is an absolute must if you need to be a Data Administrator. If this SQL Developer resume example was not sufficient for you, youre absolutely free to review a few other samples and templates from our website. SQL Server should maintain all indexes even if they arent used. The Argument About Database Developer Resume Just like you ought to have a superior comprehension of data to permit you to organize them effectively, we included valuable information about how to compose key sections of your application. The database developer works in several sectors, performing a number of tasks and obligations. The application automates the intricate calculations necessary to manage municipal H20. Finally, you ought to be able to make sure our database techniques zustrom effectively and securely on a daily basis.These professionals also create methods and systems made to generate the managing of data efficient and potent. Based on your specialization, you could be in a position to focus your certification on dat a platforms or company intelligence. Youre going to be working with different data administrators. Business logic developers shouldnt be in the work of verifying table relationships.

Quip Diversity Scholarship

Quip Diversity Scholarship Below is an article originally written by Belinda Gu at PowerToFly Partner Quip, and published on March 1, 2017. Go to Quips page on PowerToFly to see their open positions and learn mora.Last year, we introduced our first-ever Diversity Scholarship program, and it welches one of the best things weve ever done at Quip. Not only was it a hugely fulfilling, motivating, and inspirational experience for the Quip team, but we made a tangible difference in the lives of the scholarship winners. Were thrilled to announce that were doing it again, and the applications for the 2017 Quip Diversity Scholarship are now open.Why we do thisAt Quip, we emphasize building a company that prioritizes work-life balance, inclusivity, and diversity. Part of it is culture, part of it is hiring, and part of it is community outreach. With this program, we hope to have an impact beyond our team, and do a small part to encourage students getting started in computer science, with these values in mind.Thats how it all started, and its the main reason why we will continue to do it. But theres another motivating factor for the Quip team too the impact it has on us, in the Quip office. For 2016s scholarship, more than half our engineering team was involved in reading applications, meeting the applicants, and answering questions. Even our co-founders, Bret and Kevin, met with candidates to answer questions and talk about engineering. So many incredible, deserving students applied, and our only regret was not being able to make an impact for every single one of them.How it worksThe Quip team will choose 10 recipients 5 winners and 5 runners-up to visit our office in San Francisco for a full day of learning, mentorship, and meeting the team (all expenses paid). At the end, each scholarship winner will receive $5,000 and each runner-up will receive $1,000 toward their education.Were looking for applicants whoAre part of a group that has been historically underrepresen ted in STEM (including but not limited to students who are Women Black, LatinX, American Indian, LGBTQ+, first-generation, and/or people with disabilities)Have demonstrated interest or declaration of studying computer science or a related field.Are currently enrolled as an undergraduate or masters student in the U.S. or Canada, graduating in 2018 or later.Apply nowIf this sounds like you, please apply Applications are due on Sunday, April 16 at 1159pm PDT.Visit the application One of the biggest challenges in almost all industries today is achieving gender parity. Gender diversity provides huge benefits in the workplace. pWhile some industries have made significant advancements in gender diversity, some industries lag further behind... and the construction industry is well-known for being in the latter category. If someone says, construction workers, youll likely picture a group of men in yellow hard hats analyzing an architects plans or laying bricks on top of a scaffold. And men at work signs only help to reinforce this image.pThis stereotype is rooted in reality. When was the last time you actually spotted a woman on a construction site? Or hired a female plumber or carpenter? Your answer is most likely never. In fact, the Bureau of Labor Statisticsreports that only 3.4% of the total of 8.3 million construction employees are women.pBut the construction industry has a lot more to offer than steel-toed boots and hard hats, and it needs women to help advance the industry in this era of rapid change. Here are 5 reasons why women joining the workforce or looking to make a pivot should consider a career in construction.h21. Fuel Innovation/h2pNot only is diversity the socially and morally right thing to do, but it is also actually an excellent business strategy. pResearch presented in the Harvard Business Reviewshows that diverse teams develop more innovative ideas. This is further supported by a study conducted by Gal lupon the performance of gender-diverse teams versus single-gender teams, which found that the difference in backgrounds and perspectives led to better business performance and problem-solving. h22. Capitalize on Demand/h2pThe construction industry is currently experiencing a labor shortage. The industry itself is booming and projected to be one of the fastest-growing industries, with total spending projected to exceed $1.45 trillion in 2023/a. However, most construction companies are unable to meet the rising demand. pAccording to the Associated General Contractors of America/a, more than 80% of contractors are experiencing difficulties filling hourly craft positions that represent the bulk of the construction workforce.pAnd demand isnt limited to individual contributor roles. Given the industry boom, there are a number of open stable and high-paying roles (any project managers out there?) waiting for the right candidateh23. Leadership Opportunities/h2pAccording to the Bureau of La bor Statistics/a, women compose only 7.7% of the total 1 million managerial positions in construction.br/pBut given the highly collaborative nature of construction work, more women in leadership roles would help drive innovation and enhance productivity.Furthermore, as a woman in construction in a leadership position, youd have the unique opportunity to drive change for the industry and make it a more attractive option for other women.h24. High-Income Potential/h2pSalaries for many skilled positions in construction are on the rise, making a construction career a prime choice for women looking for a high-paying job,pThe 2018 Construction Craft Salary Surveyconducted by the National Center for Construction Education and Research revealed that salaries for many skilled craft areas are increasing. Project managers and project supervisors topped the list at $92,523 and $88,355, respectively. The next set of highest-paying jobs include those of combo welders ($71,067), instrumentation tec hnicians ($70,080), pipe welders ($69,222), power line workers ($68,262) and industrial electricians ($67,269). Of the 32 categories of workers in the survey, 19 positions earned an average salary of $60,000 or higher.h25. Sense of accomplishment/h2p The construction industry can give employees a unique sense of achievement. Yes, the job is stressful and the work can be demanding, but nothing beats the feeling of being able to build something from the ground up. pHow many professionals in other industries can point at a school, a hospital, or a skyscraper and say I helped build that?pThe construction industry has a long way to go in combating gender bias and supporting women in the workforce, but given the current demand for workers, theres no better time to pick up a sledgehammer (figurative or literal) and smash the gender stereotypes plaguing the construction industry.