FWDay2018 - Flexible work, its about finding your Xanadu

FWDay2018 - Flexible work, its about finding your Xanadu The year was 2001 and I had been working at IBM for about 2 years. They had introduced dial-up connections to enable your laptop to be accessed from home. I clearly remember my boss saying to me that he was going to work from home one day a week. My reaction was shock, joy and jealousy all at once. However, within the next 6 months, all the team began working from home at least a day a week. This was way before “flexible working” was the norm in Australia. We were so lucky. Over the next 10 years, I worked 80% from home around the kids, managing growing global teams and coordinating worldwide time zones. At one stage I memorised all APAC country time differences (as well as my children’s dance and sports schedules), so I knew when I could attend conference calls and meetings. What a juggle â€" but I loved every minute! My memory of those years was nothing but positive â€" I had an amazing career, was on tap for my family and all because I worked flexibly. What made this situation easier was the IBM measured employees on outcomes, recognised good work and provided amazing IT systems to support this type of work style. Working flexibly simply allowed me to contribute â€" at a corporate level, at home, as a sister, daughter, friend, wife and mother. In 2018, if employers don’t provide flexible working, they are missing out on a massive talent pool that would enhance their bottom line and build a positive culture. We are seeing a change in Australia and that is wonderful, but we still have a way to go. At the other end of the scale, I work with a number of senior people who would also love the opportunity to work flexibly; imparting their knowledge and mentoring others. This is a growing talent pool that Australian businesses could harness to create a new workforce of flexible employees â€" their investment would be returned 10fold. On this day of Flexible working â€" let’s embrace what Flexible working really means (for employers and employees): Fulfilment Life-changing Engagement Xanadu Integration Balance Learning Equality About Pam Pam Dell is a founding member of the FlexCoach panel of career and executive coaches. She has been on a 30-year journey that encompassed a constant juggle between corporate life and raising 3 children. Her background covers HR, Business, IT, Mentoring, Career coaching, Outplacement consulting, Learning and Development. She coaches people every day to help them be better at what they do, land their dream role, crystalise their goals and achieve their potential. Her passion is seeing people gain confidence to do what they were meant to do (and more!) You can connect with Pam through her FlexCoach profile  here

Does Your Career Have A Blueprint

Does Your Career Have A Blueprint Most expert manufacturers wouldnt fantasy about beginning an undertaking without a lot of outlines. The nitty gritty drawings are basic to managing the way toward building so no significant variables are forgotten about. The diagrams are analyzed, changed where potential issues are noted, and alluded to during the whole procedure. Your profession plans ought to have a lot of outlines, as well. They dont must be enormous bits of paper with charts on them, however there ought to be a cautiously considered arrangement that you follow to ensure all the significant components are being tended to. You ought to be taking a gander at your vocation outline at any rate once every year and pondering these inquiries: Is this still where I need my future to be? Does my resume should be refreshed? Are my person to person communication destinations in a state of harmony? Whats working for me? What requirements to change? In what capacity will I actualize those changes? The finish of one year and start of the new is a well known time for seeing things like this. However, be cautious about making every one of those New Years Resolutions that end up overlooked in February! A great many people choose to hurl the outline they were utilizing and begin once again, at that point they get debilitated in light of the fact that it is a lot of progress, excessively quick, and too hard to even think about maintaining. There is a ton in your life that is functioning admirably, and you need to expand on that great establishment with little changes rather than totally changing a zone. Some of the time, the facts demonstrate that you need to tear down an old structure and begin once again however numerous manufacturers will revamp a lovely more established structure and keep all the great stuff. Your vocation resembles a structure along these lines more often than not, the best can be introduced in an elegantly composed resume and a new position is offered as a result of the great stuff you bring to the position. A diagram is an expert, deliberately structured image of the arranged task that is followed, assessed, and possibly updated when fundamental. The plan for your profession ought to be dealt with a similar way.

The Definition and Purpose of At-Will Employment

The Definition and Purpose of At-Will Employment The Definition and Purpose of At-Will Employment Freely work portrays the business connection among managers and representatives in about each state. This sort of work relationship implies that the organization doesn't offer tenure or ensured work for any period to any representative without an employment contract or composed heading from the CEO/President. With voluntarily work, either the organization or the worker can fire the business relationship whenever, with or without cause, and with or without notice. Desires for the Employer Freely business doesn't imply that businesses can self-assertively terminate representatives without great confidence correspondence, decency, and non-biased practices. Courts are progressively finding for workers in case when the business tells the representative that he has released him voluntarily. Bosses must show a decent confidence exertion to address the workers execution or different issues that prompted business end. The business needs to archive the representatives execution issues and the endeavors that were made to enable the worker to improve. This documentation is recorded in the workers faculty record. In the event that a claim happens because of business end, the business is ensured by the documentation that hinted at the work end. It is particularly obvious if the entirety of the reports are marked by the worker to show that she saw the records. Desires for the Employee In like manner, the representative has certain commitments to the business. Among these are to work with sensible expertise and care, do legitimate business orders and not unveil secret organization data. Specialists suggest that a representative gives his manager fourteen days notice when he stops. This notification permits the business and worker to tidy up last details. It additionally offers the business the chance to start searching for another representative before the bygone one leaves, limiting the measure of time the position is unfilled. Never Fire an Employee Just Because You Can Since we have voluntarily work ought to never be utilized as the motivation to terminate a representative. HR and business law legal counselors guidance can vary broadly on the amount to tell a worker at the end meeting, however neither HR nor the legal counselor would suggest telling the representative that the end is on the grounds that the business can. Its vastly improved to allude to the historical backdrop of representative exhibition gives that were reported en route. Essentially tell the representative that in light of the entirety of the exhibition issues talked about previously, his work is ended. Test Employment At-Will Policy It is a smart thought for managers to incorporate a work voluntarily strategy in their representative handbooks for simple reference. Coming up next is an example which ought to be modified to your business. The Company doesn't offer tenure or some other type of ensured work. Either the Company or the worker can fire the business relationship whenever, with or without cause, with or without notice. This is called Employment At-Will. This work voluntarily relationship exists paying little mind to some other composed explanations or arrangements contained in this Handbook or some other Company records or any verbal proclamation actually. Dynamic Discipline and Employment At-Will: While the Company may choose for follow its progressive control method, the Company is not the slightest bit committed to do as such. Utilizing dynamic control is at the sole prudence of the organization in a work freely work environment. Exemptions to the Employment At-Will Policy: Nobody with the exception of The Company's CEO/President can go into any sort of business relationship or understanding that is in opposition to the past articulation. To be enforceable, such relationship or understanding must be recorded as a hard copy, marked by the CEO/President, and authorized.

The Interview Feedback Loop - Copeland Coaching

The Interview Feedback Loop I’ve been talking to a number of job seekers lately about illegal interview questions. They keep coming up, and I keep asking myself why that is. When you’re a job seeker, you may not realize how common illegal questions are because you’re interviewing for only one or two jobs at a time. But, surprisingly, they’re popping up in job interviews quite a bit. Common illegal questions include: What is your marital status? How many children do you have? Are you planning to have more children? How old are you? Honestly, it’s hard to understand why these questions are coming up. I have wondered how hiring managers don’t seem to know what not to ask. And, I’ve wondered why they’re even asking at all. In some cases, the hiring manager may be simply trying to make small talk. They may be trying to get to know you. But, it’s really hard to say. In some cases, the hiring manager is clearly asking the question for unethical reasons. But, in other cases, someone may have been trying to make casual conversation and may have unknowingly stumbled into murky waters. So, why does it keep happening? My best guess is this. Hiring managers are rarely trained on what not to ask. Human resources often assumes that in today’s day in age, we all know what not to ask. Then, when the hiring manager does ask these questions, the candidate doesn’t react negatively. The reason is this. If you want the job, you don’t get upset by a potentially off-putting question. That’s a fast way to eliminate yourself from the candidate pool. So, the hiring manager gets no feedback in the moment. After the hiring process, if you’re not selected, you have little to no interaction with the company. You are at times lucky to get an automated rejection email for your time. What’s a company to do? I propose that companies should install a system to solicit feedback from candidates. This would close the loop on hiring. The company could ask the candidate for anonymous feedback about their interview. It could then be routed to human resources who could be alerted to potential issues in questions. This would protect the company’s interests, educate the hiring manager, and improve the experience for the job seeker. It’s a win-win-win. One company that is implementing something similar to this process is Amazon. After a candidate interviews with Amazon, they receive an anonymous survey titled “rate our phone interviews.” The survey asks whether or not the interview experience was frustration free. It also asks for what they could do to improve, and it gives the job seeker a free form text box to provide feedback. Implementing this sort of feedback treats the job seeker like a valued player in the process â€" similar to a customer. And, this is a great foundation of mutual respect on which to build a future working relationship. I hope these tips have helped you. Visit CopelandCoaching.com to find more tips to improve your job search. If I can be of assistance to you, don’t hesitate to reach out to me here. Also, be sure to subscribe to my Copeland Coaching Podcast on Apple Podcasts or Stitcher where I discuss career advice every Tuesday! If youve already heard the podcast and enjoy it, please consider leaving a review in iTunes or Stitcher. Happy hunting! Angela Copeland @CopelandCoach