'Kyle Doyle is not going to work ... I'm still trashed. SICKIE WOO!'.
That is what the 21 year old call centre employee wrote as his status update on facebook! What a plonker, people just dont learn do they. Remember our thread about Crystal Palace footie player announcing that he was going for a trial at a rival club, 'I facebooked my Transfer'?
Kyle is currently facing an internal investigation after he called in sick for work then updated his Facebook status bar as above. Doyles boss was his friend on facebook and read the incriminating evidence.
According to Yahoo News "The case highlights the increasing use of social networking sites by management. Interviewers and head hunters are checking out user profiles of applicants, and managers are using them to keep updated on employees."
Wednesday, October 29, 2008
Tuesday, October 21, 2008
SALARY NEGOTIATIONS, Asking for a Pay Rise in the current Economic Climate
In this current economic climate is it career suicide to ask for a pay rise?
Imagine the scene – you’ve worked with the same company for a good few years and over the last 2 years you’ve had diddly squat by way of a pay increase, not even the cost of living. With margins being squeezed from all sides how the hell do you ask for a pay rise? When it comes to asking for a pay rise, even the most confident people can suffer a crisis in confidence.
Can you see your boss saying ‘I’m sorry, but the business just isn’t in a position to increase your salary”. Gutted ! All that tension, those sleepless nights lost in a moment as you haven’t prepared your case. Think of the conversation like a job interview, you need to sell yourself to your boss all over again.
Businessballs.com makes a very good point on their website and mention how it is important to recognise the difference between the value of the role that you perform and your value as an individual. The two are not the same. A maximum salary level is probably allocated to your role, you may already be earning this, and no matter what you do you’ll never get paid any more {aside from cost of living}. Your ‘potential earnings’ could be much higher but you will never achieve this by staying in the same position.
We are all aware that salary levels are largely dictated by market forces and the contribution that you, the employee, make to company performance. In this uncertain market I would advise that you focus on developing your value to the employer if you want to negotiate a pay rise.
Here are my top 5 tips to help you with your salary negotiations;
Prove your worth - show how the work you’ve done in the last year has had a positive impact on the company. Justify why you deserve a bigger pay rise – has your job grown with additional responsibilities, do you have a larger team to manage? If your role carries the ability to make a financial difference you need to highlight the costs saved or extra profit or revenue achieved from your efforts.
Research what other jobs are out there - do they pay more or less than you’re currently paid? Show examples of jobs that are similar to yours but pay more. It is important to remember that salary ranges advertised by recruitment consultancies can often be inflated to attract more candidates so be sure to check other sources available to you – from salary surveys to jobs advertised on employer websites.
Look at the company’s profits - if it’s been a bumper year, with senior managers receiving hefty bonuses, argue that you deserve a share of the profits too. Check out shareholder activity - are they getting healthy handouts? If they are, then you can also argue that you should.
Refer to any qualifications earned since your last rise that your employer may not be aware that you possess - employee qualifications often increase the competitive strength and/or customer accreditations of a supplier organization.
Take a risk and suggest that firms who pay more than market average tend to secure the services and loyalty of the best people available.
It is important to keep positive and constructive, don’t be greedy, aggressive, over-emotional or ‘wishy washy’ in your request. You need to consider many external factors which may affect your salary negotiation including the rate of inflation {which surged to 5.2% last month} and the actual budget your firm has for pay rises.
The most important thing to remember is that your employer will only ever give you a pay rise if there is a clear, commercial reason to do so
Michelle Jones ©
Imagine the scene – you’ve worked with the same company for a good few years and over the last 2 years you’ve had diddly squat by way of a pay increase, not even the cost of living. With margins being squeezed from all sides how the hell do you ask for a pay rise? When it comes to asking for a pay rise, even the most confident people can suffer a crisis in confidence.
Can you see your boss saying ‘I’m sorry, but the business just isn’t in a position to increase your salary”. Gutted ! All that tension, those sleepless nights lost in a moment as you haven’t prepared your case. Think of the conversation like a job interview, you need to sell yourself to your boss all over again.
Businessballs.com makes a very good point on their website and mention how it is important to recognise the difference between the value of the role that you perform and your value as an individual. The two are not the same. A maximum salary level is probably allocated to your role, you may already be earning this, and no matter what you do you’ll never get paid any more {aside from cost of living}. Your ‘potential earnings’ could be much higher but you will never achieve this by staying in the same position.
We are all aware that salary levels are largely dictated by market forces and the contribution that you, the employee, make to company performance. In this uncertain market I would advise that you focus on developing your value to the employer if you want to negotiate a pay rise.
Here are my top 5 tips to help you with your salary negotiations;
Prove your worth - show how the work you’ve done in the last year has had a positive impact on the company. Justify why you deserve a bigger pay rise – has your job grown with additional responsibilities, do you have a larger team to manage? If your role carries the ability to make a financial difference you need to highlight the costs saved or extra profit or revenue achieved from your efforts.
Research what other jobs are out there - do they pay more or less than you’re currently paid? Show examples of jobs that are similar to yours but pay more. It is important to remember that salary ranges advertised by recruitment consultancies can often be inflated to attract more candidates so be sure to check other sources available to you – from salary surveys to jobs advertised on employer websites.
Look at the company’s profits - if it’s been a bumper year, with senior managers receiving hefty bonuses, argue that you deserve a share of the profits too. Check out shareholder activity - are they getting healthy handouts? If they are, then you can also argue that you should.
Refer to any qualifications earned since your last rise that your employer may not be aware that you possess - employee qualifications often increase the competitive strength and/or customer accreditations of a supplier organization.
Take a risk and suggest that firms who pay more than market average tend to secure the services and loyalty of the best people available.
It is important to keep positive and constructive, don’t be greedy, aggressive, over-emotional or ‘wishy washy’ in your request. You need to consider many external factors which may affect your salary negotiation including the rate of inflation {which surged to 5.2% last month} and the actual budget your firm has for pay rises.
The most important thing to remember is that your employer will only ever give you a pay rise if there is a clear, commercial reason to do so
Michelle Jones ©
Tuesday, October 7, 2008
JOB SEARCH JARGON
Cant for the life of me remember where I got these from. Wanted to share them with you. I am sure you have some of your own - so please comment!
COMPETITIVE SALARY:
We remain competitive by paying less than our competitors.
FLEXIBLE HOURS:
Work 55 hours; get paid for 37.5.
GOOD COMMUNICATION SKILLS:
Management communicates, you listen, figure out what they want you to do.
ABILITY TO HANDLE A HEAVY WORKLOAD:
You whine, you're fired.
PROBLEM-SOLVING SKILLS A MUST:
You're walking into a company in perpetual chaos.
COMPETITIVE SALARY:
We remain competitive by paying less than our competitors.
FLEXIBLE HOURS:
Work 55 hours; get paid for 37.5.
GOOD COMMUNICATION SKILLS:
Management communicates, you listen, figure out what they want you to do.
ABILITY TO HANDLE A HEAVY WORKLOAD:
You whine, you're fired.
PROBLEM-SOLVING SKILLS A MUST:
You're walking into a company in perpetual chaos.
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