What Is and Isnt a Normal Challenge at a New Job - The Muse

What Is and Isnt a Normal Challenge at a New Job - The Muse What Is and Isnt a Normal Challenge at a New Job Starting a new job can be overwhelming. You’re meeting tons of people, soaking up lots of new information, and figuring out where to eat lunch every day. Not to mention trying to wow your new boss. No pressure. It’s totally normal to feel a little off balance as you’re getting settled in. But how do you know if that unsettled feeling is just new job jitters or something more? While you’re the only person who can truly determine if your new position’s right for you, here are a few examples of what’s totally normal and what’s a blazing red flag. You’re Exhausted...Totally Normal You can barely keep your eyes open at the end of the day. You fall asleep as soon as your plop down on the couch, and you’re drinking all the coffee just to get through each day. Don’t sweat it- that’s totally normal. When you’re in a new job, you’re “on” all day long. Attending trainings, making great first impressions, and soaking up as much information as possible. That is sure to wear you out. Hang in there, you’ll be feeling like your old self again in a few weeks. Read More: The Free iPhone Feature You Need to Enable Tonight if You Like Getting Sleep You Dread Going to Work...Red Flag Your case of the Sunday Scaries has spread to Monday through Saturday, and you have major anxiety when you wake up. Once you force yourself into the office, you watch the clock all day, and you hide out at lunch, hoping to avoid interacting with your new co-workers. If these feelings of anxiety linger beyond you first week, this may be a problem. Something isn’t quite right, and your gut is letting you know it. Spend some time reflecting on what isn’t working for you, and remember that it’s OK if it’s not a perfect fit. Read More: 4 Things You Should Do When You Hate Your New Job That Don’t Involve Beating Yourself Up You Don’t Have Any Friends...Totally Normal At your last company, you knew everyone and really enjoyed socializing with your team. But at this new job, you haven’t clicked with anybody yet, and you’re feeling kind of lonely. While I know this sucks, I also know this is perfectly normal. Forming relationships takes time, so try to be patient. Why not put those networking skills to good use and ask a few co-workers out for a cup of coffee? Read More: 15 Easy Eays to Make Friends at a New Job No One’s Willing to Help You...Red Flag Not your manager, not your office mate, not HR. You’re basically floating around on your own, with no direction. When you ask your boss for some guidance, she blows you off. When you email HR, they’re nowhere to be found. And your teammates? Radio silence. This is so not normal. Sure, there will be times when you hit a roadblock and must wait patiently for your manager to come to your rescue, but if you’re getting no training, no direction, and no attention, something’s definitely wrong. Your new employer should be invested in setting you up for success â€" not ignoring you. Read More: How to Ask for Help at a New Job You Feel Like You Have No Idea What You’re Doing...Totally Normal What was the name of that database again? And when is the next staff meeting? Does your manager really think you can handle that giant new project all on your own? You’re not so sure that you’ve got a handle on this new job- sometimes you even question whether you’re qualified at all. This is completely normal. It takes time to learn the ins and outs of a new job â€" especially if you’ve made a pivot or switched industries. Remember that you were hired because your new employer has faith in your abilities, so you should, too! You’ll get into a groove soon. Read More: 4 Insane Thoughts Everyone Has When Starting a New Job The Job You Were Hired to Do and the Job You’re Actually Doing are Completely Different...Red Flag You thought you’d been hired to manage your company’s new marketing initiatives, but now you’re being asked to make a bunch of sales calls and meet a crazy quota. This is definitely not the role you interviewed for. This is a serious red flag. If the job you’d been hired to do is not the job you’re being asked to do, you may have been catfished. It may be worth having a conversation with your manager, but if the disconnect is so big that it feels like a true bait-and-switch, chances are this won’t be the right place for you and you should start thinking about your next move. Read More: What You Can Realistically Do When Your New Job Catfishes You Feeling anxious or a little insecure as you’re starting a new job is perfectly normal- you’re going through a major life change! But if you’re feeling something deeper than new job jitters, you’ll want to figure out why. Ask yourself: Is this likely temporary or is it something deeper? If you’re simply adjusting to a new environment, you’ll feel more comfortable in a couple of weeks. But, if you’re noticing some serious red flags, it might be time to reevaluate this job.

Don#8217;t Provide a Job Provide an Experience

Don#8217;t Provide a Job â€" Provide an Experience Don#8217;t Provide a Job â€" Provide an Experience Weve all had that job that left us exhausted and disappointed at the end of every day. Companies that create this kind of environment inevitably deal with high turnover and low productivity. Successful businesses need to create work environments in which employees truly thrive. Common sense tells us that a worker who feels appreciated and excited about their job will always work harder than one who hates coming to work. Give those disgruntled workers the chance to move on to something more engaging, and theyll jump at it. Instead of being a temporary stop for a long series of disgruntled employees, companies should be working to engage employees in positive ways to drive retention. However, many talent professionals find it challenging  to create engaging employee experiences for onboarding, performance, and learning, and 51 percent worry about motivating employees around company goals, according to the State of Talent 2017 Report from talent management solutions provider SilkRoad. Creating Engaging Employee Experiences The first step to increasing employee engagement is simple: Talk to them. Clear, transparent, ongoing communication from the top down is the first and arguably most important step in engaging employees at every point in their career, says Amber Hyatt, SPHR, SHRM-SCP, vice president, product marketing for SilkRoad. Through an agile performance approach, which relies upon frequent manager and employee check-ins, real-time feedback, and two-way communication, organizations can ensure employee expectations and goals align with business objectives. Similarly, companies should look for opportunities to gather feedback directly from employees. Open forums and focus groups for new projects are great ways to solicit input from employees, strengthening two-way communication and boosting engagement. However, this doesnt mean executives can solve all their engagement problems by chatting up employees. A business that provides lasting and successful employee engagement must establish it as a core principle of the corporate culture. Before organizations can excite employees with their cultures, they need to have strong value propositions and echo them throughout all of their efforts, Hyatt says. This creates a solid and unmissable foundation on which to build excitement. Once these foundations are in place, employers should excite employees by recognizing them, Hyatt says. This includes honoring their achievements both publicly and in one-on-one meetings. Next, look for opportunities to invest in building the team, including social events and off-site excursions where team members can get to know one another outside of the office, Hyatt suggests. And of course, utilize frequent communication to keep employees abreast of new customer feedback, project completion dates, departmental reporting, etc. All of these steps combine to create a culture of engagement. Employees who understand the impact their efforts make on organizational goals remain engaged and exited. Find Out What Employees Need â€" Before Its Too Late Maintaining frequent contact throughout each employees tenure helps workers feel valued by the company. Traditional talent management is centered on individual processes employees must complete, including applying for a job, signing an offer, filling out new hire paperwork, and even receiving paychecks, says Hyatt. While automation of these processes may benefit HR, it does little to improve the day-to-day employee experience. Every interaction an employee has with an organization is a single touchpoint in one continuous employee experience in which they form ongoing impressions of the organization. By making the effort to engage employees on a personal level, businesses show each individual worker that they have value and that their voice is heard. By shifting the focus to the employee experience, organizations can create meaningful moments throughout the employees entire tenure, Hyatt says. One great way to do this is by collecting employee feedback at each stage of their journey and acting on it wherever possible. Employees leave organizations for many reasons. Waiting until the exit interview to find out why an employee jumped ship can help you address the problem for future employees, but its too late to do anything about the employee who is leaving. If that feedback had been collected at an earlier point, the organization could have taken steps to fix potential problems and keep a valuable employee from seeking opportunities elsewhere, Hyatt says. By understanding that the employee journey is a continuum of experiences, organizations can ensure they make a positive impact through an agile performance approach with consistent two-way communication, real-time feedback, and alignment with company goals. This engages and excites employees with positive employee experiences.

8 Tips for Gaining the Courage to Speak in Meetings

8 Tips for Gaining the Courage to Speak in Meetings 8 Tips for Gaining the Courage to Speak in Meetings Whether you're a recent graduate, have years of work experience, or are a natural introvert, it’s important to fight against your lack of confidence to talk in meetings- and find ways to gain the courage to speak up and be bold. Below are eight tips for finding your voice in meetings. 1. Speak first Before the meeting, take the time to prepare your thoughts. When the time comes to discuss the topic, be the first to speak. Doing so gives you the opportunity to create the discussion instead of delaying your insights, or hearing someone else offer the same ideas you had. 2. Practice your delivery Part of making yourself heard is speaking smoothly. We’ve all been guilty of relying on space-fillers like “kinda,” “um,” and “you know?” Qualifiers like these detract from the professional image we seek to convey. It might sound silly, but try to practice what you'll say out loud before attending your next meeting. 3. Agree with good ideas Even if you don’t have anything new to add, affirm others’ ideas. Doing so shows you’ve been paying attention, and your colleague will appreciate the kudos and support. 4. Ask questions This is one of the easiest ways to speak up in a meeting. Show you're engaged and involved by asking questions that will spur the discussion or clarify an idea. 5. Take notes This is especially important in longer meetings or meetings that are introducing a new concept. Jot down notes and be prepared to readdress them when the discussion opens. 6. State it clearly To further emphasize your point, consider starting your thoughts with phrases such as “I strongly suggest” or “I recommend.” 7. Believe in yourself Your opinions and ideas are no less valid than anyone else's at the table. Be fearless in owning your beliefs and don’t allow self-doubt to cloud your convictions. 8. Don’t censor yourself Voice your real opinion. If you do that, you'll be seen as the valuable professional with expert opinions that you are. In a fast-changing work environment, businesses need everyone’s best thinking to achieve the best outcomes. Take ownership of your opinions and find the courage to assert your ideas. You’ll be glad you did. And it won’t go unnoticed by your managers and coworkers. A version of this post previously appeared on  Fairygodboss, the largest career community that helps women get the inside scoop on pay, corporate culture, benefits, and work flexibility. Founded in 2015, Fairygodboss offers company ratings, job listings, discussion boards, and career advice.

Future of Finance

Future of Finance Future of Finance FUTURE OF FINANCE Managers were asked if their accounting and finance functions are currently using or expect to use AI: Currently using 24% Expect to use within the next three years 29% Expect to use within the next five years 21% Don’t expect to use within the next five years 26% Tips for managers to ease worker anxiety around new technology: Upskill staff to increase the department’s strength and the company’s success. Deploy change management to keep staff informed and boost morale by conveying key benefits of digital transformation. Offer stretch assignments to remind workers of their value and leadership potential.

Why I Quit My Job After 2 Days

Why I Quit My Job After 2 Days Why I Quit My Job After 2 Days Life is far too short to do things that make you feel miserable. It makes much more sense to do things that make you feel engaged and actually bring pleasure to your life. Last June, I started and quite a new job as a Plant Manager for a manufacturing startup. The job came with lots of responsibility and prestige . The earning potential was great and there was a lot of room for career advancement. The company also had an amazing product that I saw as very innovative. Something that’s really important to me is making an impact with my work. After seeing the operation I knew immediately that my presence could be felt there on day one. And it was. My first day was spent meeting with each member of my team and learning the various processes. After a few hours, I was able to bring forth ideas to exponentially reduce cost and provide opportunities for learning . The team was responding well to me. I even started taking action towards developing one knowledgeable employee into an effective Production Supervisor. There was only one problem, though. The hours. My working hours would be from 5am - 5pm. I knew from my interviews that the job would consist of a lot of working hours from time to time and that part of my job would be to stabilize the operation to where such hours would not be needed. However, it was never expressed to me that I would be expected to work 12 hours most days with the occasional 13â€"14 hours. I expressed my concerns at the end of day one and informed the company of my desires to terminate employment. The response from the company was for us to work together to come up with a solution and for me to wait until the end of the week before making a final decision. I told the company that this was fair and that I would be open to trying to figure things out. Their expressed desire to work through things helped me to settle in and not make a hasty decision. After my second day of work, it became clear to me that I would need to move on. This was after working a 12-plus hour day. I was miserable . I spent most of the day standing on my feet and dealing with more machine downtime than I could care to count. I don’t want to sound spoiled or ungrateful for turning down a well-paying job with huge upside, but it just wasn’t a good fit for me. I’ve worked a number of long days in my career and I’m sure I have many in my future. The problem is that I wasn’t being completely honest with myself about what I wanted. At this point in my career, I want to do work that makes me feel alive, work that stretches and challenges me. For a long time, I’ve done work that’s familiar and work that I already knew I was good at. That’s the real reason why I accepted the position. As mentioned already, I really liked the product and thought that it could be a game changer in its industry. I was essentially looking at dollar signs and following ambition. When choosing a career opportunity and accepting a job, it’s important to make sure that it aligns with what you want for your life. Something that’s important to me is having time to read and write. Working such demanding hours would leave very little time for self-learning, creating art, and reflection. Being able to have time to incorporate these elements of life into my routine is crucial to my success. Taking time to get to know yourself and understanding your values can take you a long way. Using those beliefs as guiding principle for decision-making can help you avoid a lot of pain and heartache. Article written by Rob Hill for Thrive Global . Reprinted with permission.

3 Ways to Make Your Resume Stand Out From the Crowd

3 Ways to Make Your Resume Stand Out From the Crowd 3 Ways to Make Your Resume Stand Out From the Crowd When it comes to the job market, your first impression is made by your resume. This means that an awesome resume can really increase your chances of landing that plum position you’ve been dreaming about. However, the wrong one can ensure that you’ll never get a chance at a callback from a company. Let’s take a closer look at how you can help your resume stand out from the rest of the pile in the recruiter’s inbox. 1. Keep it crisp and professional Many people make the mistake of thinking that only the resumes content counts. The rest is just window dressing and really doesn’t matter when, actually, that’s far from the truth. While a potential employer isn’t going to be distracted from a skimpy, unimpressive resume by a lot of flash and dazzle, it’s important to realize that they will notice the way it’s presented. Avoid using rumpled, flimsy sheets of paper that don’t add anything to the look of your resume. Also be careful of details like formatting and grammatical errors. Sloppy presentation  can give an employer the impression you’d take just as little care with your work. 2. Follow directions Often, an employer will include special instructions as to what to include when it comes to resumes they receive in response to a job posting. However, you’d be surprised at how many people actually fail to follow simple instructions, thus removing themselves from consideration before they’re even out of the gate. Read the job posting very carefully to ensure you follow directions. If they request a cover letter, include one. If they want to see certain points included in your resume, make sure to include them. You’d be surprised how far ahead of the game this puts you in certain cases. 3. Present yourself as a professional Use professional language when crafting your resume, as well as proper grammar and spelling at all times. Definitely avoid making the mistake of thinking that printing your resume on fluorescent colored paper or using a silly font is going to endear you to a potential employer, because it won’t. Stick to premium-grade, professional-looking paper and solid fonts that are widely accepted as professional, such as Times New Roman, Arial, or Helvetica. You should also make sure that your email address sends the right impression. This isn’t the time to be silly or edgy. Consider opening up a new account that is simply your name, barring all other options. At the end of the day, putting together a resume that stands out isn’t rocket science. It just takes simplicity, know how, and attention to detail.Master the art of closing deals and making placements. Take our Recruiter Certification Program today. We're SHRM certified. Learn at your own pace during this 12-week program. Access over 20 courses. Great for those who want to break into recruiting, or recruiters who want to further their career.

ASMEs Five Strategic Technologies Bioengineering

ASMEs Five Strategic Technologies Bioengineering ASMEs Five Strategic Technologies Bioengineering ASME's Five Strategic Technologies: Bioengineering May 31, 2019 This is the third in a series of ASME News articles on the Societys five strategic technology focus areas. This article will discuss ASMEs activities related to the topic of bioengineering. Bioengineering the technologies associated with the application of engineering processes in developing devices, pharmaceuticals, biologics, food supplements and other products for the prevention and treatment of disease was selected as one of ASMEs five strategic technology areas because it is a rapidly evolving field on which the Society felt the contributions of mechanical engineers could have a significant impact. The bioengineering landscape is highly fragmented, however. While there are a number of smaller, mostly research-focused associations involved, the field lacks a clear lead society. Through its Alliance of Advanced BioMedical Engineering (AABME) platform, which was launched in 2017, ASME aspires to become the go-to destination for resources and content to help bridge the gaps in the bioengineering field. One of the fundamental challenges in bioengineering which requires collaboration between engineers and medical professionals is communication, since words such as stability and strain have different meanings for physicians, engineers and others working in the field. To help rectify this situation, ASME has launched a new Bio Lexicon on the AAMBE website. ASMEs Bioengineering Division made substantial contributions to the Lexicon, which is expected to feature approximately 165 bioengineering terms by July 1, according to Christine Reilley, business development director for Healthcare at ASME. Another major ASME bioengineering program this year will be the conference Visualize MED: Modeling the Future of Medicine, which be presented Oct. 22 in Minneapolis, Minn. The daylong event, which will be held at the Millennium Hotel, will feature a program packed with interactive sessions and panel discussions addressing how modeling and simulation of medical devices one of two emerging areas within bioengineering on which ASME is focusing can speed product development and the regulatory submission process for medical devices while increasing patient safety and improving device performance. Scheduled speakers include representatives from such companies as 4Web Medical Inc., ANSYS, Dentsply Sirona, Front End Analytics, HeartFlow Inc., Medtronic Synopsis Inc., and System Insight Engineering, as well as the Houston Methodist Research Institute, NAMSA, the National Institute of Dental and Craniofacial Research, and the University of Minnesota. To learn more about the event, visit go.a sme.org/visualizemed. Another area the Society is concentrating on is cell therapy, Reilley said. To that end, ASME is collaborating with biomedical pioneer Dean Kamens Advanced Regenerative Manufacturing Institute (ARMI) on the forming of a standards committee for 3D bioprinting equipment. ASME is also involved in preliminary discussions with the Society of Thermal Medicine about establishing a subcommittee related to thermal medicine the manipulation of tissue temperature for the treatment of disease since thermal medicine therapies are based on the principles of heat transfer. Other bioengineering-related activities and programs currently underway at ASME include: The 2018 release of the new ASME Journal of Engineering in Medical Diagnostics and Therapy; The recent Bioprinting, Bioinks and Biomaterials for Tissue Engineering webinar, which is now available on demand, and the upcoming Building Trust in Modeling webinar, to be held on June 25; The publication of Mechanical Engineering magazines Bioengineering Special Report last month; and The recent publication of the books Electromagnetic Induction Imaging: Theory and Biomedical Applications and Silver Nanoparticles: Properties, Synthesis Techniques, Characterizations, Antibacterial and Anticancer Studies. Other bioengineering related products and programs are currently being developed by the Society. Be sure to check future issues of ASME News for updates.