Why a Diverse Workforce is Critical, According to a Leader at GoDaddy

Why a Diverse Workforce is Critical, According to a Leader at GoDaddy In Fairygodboss Celebrating Male Allies series, we share the stories of extraordinary male allies across industries, including those who are helping elevate women and pave the path to gender equality in the workplace.Since men still hold most positions of leadership today, we believe its critical that they raise their voices to help advance women at work whether that be through participating in womens ERGs, making aya their female colleagues have a seat at the table and more.ur next male ally is Joe Lawrence, the Diversity Military Talent Attraction Manager atTell us a little bit about yur role. What are your key geschftsleben priorities, and why do you think gender diversity is important in the workplace?I manage our Military Diversity Talent Attraction program at GoDaddy. We have offices all across the globe and strive to create a culture based on acceptance. As such, my job is to make sure were attracting div erse and military talent into our company. When attracting talent, we participate in recruiting events, community meetups, job boards and partnerships within the communities where we live, work and play.I feel blessed every day that I get to do this for a job I meet new people daily and enjoy working with partners in the community. Ive been in the field for almost four years and I have to say its the best role that Ive had in my career.As for why gender diversity is important to me, I feel that its key to have different voices and opinions at the table. Although, we dont all agree with everyones opinions, it can give us a different perspective. In terms of promoting diversity at GoDaddy, we find it critical that our diverse employee population reflects the customers we serve.What is one of the biggest obstacles to workplace gender diversity that you see?Its hard to pick one. I think awareness and company support are my top two. People need to understand why its important to have a d iverse workforce. For GoDaddy, a diverse team offers us a wider set of life experiences which can inform how we build products for our customers. As for company support, we need companies to implement programs and policies that contribute to not only diverse hiring, but also creating opportunities for promotion.At GoDaddy, we have employee resource groups (or ERGs). For example weve created a Women in Technology ERG, a LatinXs in Technology ERG and GoDaddy Veterans ERG. In this way, GoDaddy isnt just encouraging diverse hiring, we are promoting an environment of inclusion.In your opinion, whats the first step men can take to be stronger allies?Participate. Even if you dont think an Employee Resource Group is geared towards your interests or background, I encourage everyone to join all ERGs and learn ways you can be an ally to the group. We can learn so much by participating and opportunities like this will only promote a culture of inclusion.What is one piece of advice that you woul d give to ambitious women in the workplace?Speak up At GoDaddy, we encourage everyone to voice their opinions, as it will only make the company stronger. GoDaddy has done an excellent job of creating a safe space in which all opinions are valued, such as implementing our company-wide employee survey, GoDaddy Voice.Speaking up could also mean raising your hand to volunteer for projects and taking risks in order to learn sohonigweinhing new. Ive taken many risks in my career. Some have paid off and some have not. Situations like this also gives leadership an opportunity to see how you react and how you recover after failures. Lastly, finding mentorship is critical to your career journey. If you have an ally or someone within the company that you can go to for advice, that is very important.Why is your company a great place for women to work?GoDaddy has so much to offer women. As I mentioned, we have our Women in Tech ERG. They work on creating an environment here at GoDaddy that makes us an attractive place to work for women in Tech. GDWIT facilitates career advancement for women and makes sure that we are contributing to the broader industry discussion around gender equity in a meaningful way. Our GDWIT members also have the opportunity to attend large conferences like Lesbians Who Tech, Grace Hopper, and AfroTech to name a few. GoDaddy has also implemented internal programs like GoDaddy Voice, where employees are encouraged to voice their experiences at the company to inform leadership of what is successful or the areas we need to improve on.Internally, we also try to eliminate unconscious bias, by creating evaluations such as employee scorecards in which everyone gets reviewed the same way and at the same time. Lastly, GoDaddy was founded on the idea of empowering the everyday entrepreneur with the tools and support they need to build their business online. Much like how we help our customers, empowerment and inclusion is paramount to our company culture.Tell us about one of your female role models. How has this part made an impact on your career?I have to say my mom. My parents divorced when I was young and it was a rough transition for me. My mom rarely received support from my dad and that was hard for her. She also supported my sisters who were 10 years older than me.She wanted the best for me and at times that meant her going without. After my sisters moved out when I was in the 5th grade, it was just her and me. She worked as much as she could to provide for us and made sure I didnt go without. Now, that didnt mean everything was handed down to me. At that time, not getting something sometimes didnt go well with me and I didnt appreciate what all she DID give to me. But, seeing it now, Im so grateful.In 2016, I lost my mom suddenly five days before Christmas. So its been rough not having her around. She taught me to fight hard and to push through when you are struggling. You may have to go without sometimes but just roll with the punches. That has helped me through my over 20 years of work experience. Its something you cant be taught from a book.Lighting Round What are your passion projects? What do you do when youre not working?I love anything community and meeting new people. I relocated a few years ago to Texas and only knew one person. In just a short time Ive met so many people in my community and its given me opportunities to get involved and volunteer at so many organizations. Besides that, I LOVE travel (New York is my favorite) and then spending time at home with my pups. I have 3 dogs (well, 1 dogs) lol. I have a boxer mix and then 2 chihuahuas. Bailey, Peanut and Gracie Lou Freebush.Lightning Round If you could have dinner with one famous person dead or alive who would that be?This is a tough question to answer. I can think of so many I recently watched the documentary Ruth Bader Ginsburg and found it so fascinating. I never knew her story and in just two short hours I learned so much. Everythi ng she had to overcome and struggles she went through just for being a woman. She fought so hard for gender diversity and other rights for women. I have so many questions to ask her. She was and still is incredibly brave and it not afraid to voice her opinion.Lightning Round Whats your favorite book?Anything by Angela Darling. Shes amazing and is a great friend as wellLightning Round Whats one food you could eat every day for the rest of your life?Thai food Especially Pad Thai or Red Chicken Curry YUMMYDo you know a strong male ally at your company? Send them our questionnaire here.

The Secret Truth on One Page Resume Uncovered

The Secret Truth on One Page Resume Uncovered What One Page Resume Is - and What it Is Not You wont get the majority of the parts you audition for, and you may not observe any work for extended amounts of time. There are a couple of approaches youll be able to pare down your resume. The solution to their question will present your character, your discipline, and your strength for a performer. Focus just on your resume as its the strongest advertising and marketing tool and perhaps the only tool you will have to have in your job search program. The resume professional will have the ability to assist you in getting your resume through the software procedure, so its actually seen by an actual individual. Considering all the resources available through software and the online today, it may appear silly that Id counsel you against using a resume template to make an executive resume. There are four outlets where the executive resume video will be able to help you land that 6-figu re career. The more you know more about the work search marketplace the smarter youll be in writing your resume and building a thriving job campaign. When you submit an application for any job, you ought to take a tough look at that jobs description. If you believe taking the same resume in every work interview is sufficient to land you a job, you are totally wrong The aim of your resume is to secure you the interview. Bear in mind that as soon as you get an interview, youll have every chance to elaborate on your experience. You are interested in being able to try to remember every potentially relevant thing youve done so you can create resumes that shine with your most relevant details. The response is 6 seconds for the very first pass. If youre just beginning, 1 page may be enough to sell yourself adequately to any possible employer. Its tough to find a resume down to a single page, but its critical. Its more than enough to get a 1 page resume. If you do have to compo se a resume that is more than two pages long, be sure that its justified. Also, you should keep the work description and employer in mind. Ensure you have the right job title in accordance with your visa requirements. One-page resumes are perfect. Two-page resumes are acceptable, particularly in the event you have been working in the area for an elongated time period or for several employers. One Page Resume Fundamentals Explained All the information that you include ought to be tailored and relevant to the work application. If youre asking for a Product job, your golf skills may not be relevant. You should display all your skills that are related to a specific job position, not fret about page limit or resume format when including such vital information. The skills and other details you will include ought to be related to what it is you are applying for. The Meaning of One Page Resume A great guideline in resume length is to make sure that it remains at two pages the m ost. If you should carry out a specific undertaking, while it is a choreographed sicherheit or script, know it and perform it. Even if youre highly experienced, attempt to keep the amount of pages to a minimum. A template may be a one-page resume, or a two-page resume, but until you understand what you want to spend the resume you dont understand what length will work best. Top Page Resume Choices Every one of us has a powerful and complementary area within the humor domain, which ensures that theres a constant stream of excellent content. A well written one page resume cant only cause you to feel proud and confident, but nevertheless, it will set you in front of different candidates. If youre sure that your website is ideal for a pure single-page experience do it.

5 Ways to Use Video in Recruitment - Spark Hire

5 Ways to Use Video in Recruitment - Spark Hire5 ways to use video in recruitmentThe use of video can completely transform your hiring process. Making video a part of your recruitment strategy will help you attract, recruit and hire better candidates faster.Discover 5 great ways to use video for recruitingWhy should you use videos in recruitment?The answer is simple Because by 2020 85% of all internet traffic in the US will through videos Using video in recruitment is no longer a competitive advantage in the war for talent it is a necessity.If you dont want to be left empty-handed, you should consider incorporating video into your recruiting and hiring process. Making video a part of your recruitment strategy will help you attract, recruit, and hire better candidates faster. Actually, the use of video can completely transform your hiring processUsing video in recruitment has many benefits. Incorporating video in your hiring process will help you improve 3 most important recruiting m etrics cost per hire, time to hire, and quality of hire. With video, you can recruit better candidates faster and save moneyHow to use videos in recruitment?There are numerous ways you can use video for recruiting. Video can be used in every stage of your hiring process from attracting to selecting and hiring top candidates. For example, you can use video to amp up your recruiting brand, attract top talents attention, generate more applications, improve your candidate experience, interview long-distance candidates, and more.To help you get started, weve put together a list of 5 key ways your company can leverage video for hiring top talent.5 ways to use video in recruitmentSo, weve convinced you to implement the video in your recruiting process. But where should you start? What are the best ways to leverage the use of video in recruitment?Start by using video to1. Advertise your open job positionsUse videos to advertise your open job positions. Candidates are sick of reading long jo b descriptions. fruchtwein employers still use the standard boring textual job descriptions. Make your job postings stand out by adding videos to yoursUse the video to show your potential candidates what their day would look like if they worked at your company. Show them your office and let them see their duties and everyday tasks as well as benefits they would enjoy.By adding video to your job descriptions, you will attract the attention of top talent and receive more high-quality applications. A recent research conducted by Career Builder found that job postings with videos are viewed 12% more than postings without video and have a 34% greater application rate2. Showcase your company cultureWhen it comes to company culture, video is worth more than a thousand words. By creating a company culture video, you can provide candidates with a glimpse into your company culture. Show (dont tell) them what is it like to work at your company.Start with a virtual office tour to showcase your beautiful space. Next, provide potential candidates with insight into everyday life at your office. Interview your happy and engaged employees and feature their authentic testimonials. Finally, highlight the benefits you offer.The best part? You can create a great company culture video on your own And no, you dont need expensive equipment and a professional filming team. You can use your own handy and still produce a fantastic company culture video. Dont believe me? Check out this amazing company culture video by LinkedIn3. Explain your hiring processOne of the most commonly cited frustrations candidates face during a hiring process is being kept in the dark. They dont know what to expect, how long will your hiring process takes, how many stages there are, in which one they currently are, and what will happen next.Top candidates wont wait around to find out. Instead, they will accept another offer and youll lose them. But it doesnt have to be that way You can create a video in whic h you explain your hiring process to candidates. Provide a clear outline of every step in your hiring process, as well as the expected timeline.That way, youll ensure that candidates have realistic expectations from the start. This will help you avoid frustrations on both sides, as well as ensure a smoother candidate experience for your candidates.4. Communicate with candidatesAccording to a CareerBuilder survey, an overwhelming 81% of candidates cite the one thing that would greatly improve their overall candidate experience is employers continuously communicating status updates to them. If you want to dazzle candidates and stand in their inbox, video is the way to go.You can use videos to communicate with your candidates in each stage of your hiring process. For example, when you proactively source for prospective candidates, consider adding a video message to your cold outreach. You can a video link or even embed a video within your email. That way, you will give a special touch to your pitch and make it more compelling.You can also use video to communicate with the candidates who have opted into your hiring process. Use video messages to provide relevant, timely updates of their status in your hiring process.You should also use video in the final stages of your recruiting process. Include a video message from your CEO in your offer email to selected candidates. This will help you make your offer attractive. Finally, dont forget your silver medalists. Theyll appreciate receiving a rejection email with a personalized video message.5. Interview top candidatesIncorporating videos in your interviewing process is another great way to improve your whole hiring process. Video interviews can make your hiring process more efficient. Not only do they save you time and money, they also widen your talent pool and provide an effective way to screen candidates.According to Aberdeens talent acquisition research, companies with video interviewing tools in place are 2.7 tim es more likely to improve (reduce) their cost per hire on a year-to-year basis, as compared with companies without such tools in place. The same study also reports that companies who use video interviewing improved (reduced) their time to hire by 60%.Video interviews are irreplaceable for interviewing long-distance candidates, reducing the time per hire as well as the cost of travel expenses. With video interviews, candidates can answer your questions on their own time from anywhere in the world, and you can review the completed video interviews at your convenience. As a result, youll hear from more candidates, easily compare them, and never have to worry about scheduling early-round interviews again.About the AuthorAnja Zojceska is an HR Manager and Content Marketing Specialist at the recruitment software company TalentLyft. She is passionate about researching all the latest recruitment and retention trends and ideas and happy for the opportunity to test them out in a great company like TalentLyft.

The Importance of Knowing your Roleand When to Leave It

The Importance of Knowing your Roleand When to Leave It The Importance of Knowing your Role- and When to Leave It In a Business Insider article, he saysApproach your career ambitions the same way you approached your romantic ambitions at college. Sure, youre looking for The One, but the only way to find that is by going on a lot of dates. And you should think about your first job as a good first date. Try it out. If you like it, stick around for another year. But if not, ask another employer out. And keep playing the field until youve found the job you want to stay with.This pattern of hopping between jobs while young, before settling down, is in remarkably common. And it makes sense, too. Romantic success never follows from trying to improve your partner it follows from moving on and finding a better match. The same is true in the world of work.Indeed, economic research shows that fruchtwein large pay gains come not from your boss promoting you, but rather from moving to a job tha ts a better fit, with a different employer.If we take Wolfers advice, then 1) its important to first know and understand your role within a company, which then 2) will help you know and understand when its time to jump ship. So, just how do we do this?EvaluateTake some to seriously evaluate the position you currently hold. How many years have you worked there? Has there been any career development or forward progression? Any promotions, added skills or expertise?If youre able to access this information, look at the original job posting (description) you applied to. Do the duties, requirements and even future promises (as far as pay increases, promotions, etc. if offered) reflect the actual role? Are you really responsible for XYZ assignments or was this simply added as a filler to enhance the job description?Setting aside time to really evaluate what you do and how that impacts (or not) the company you work for is important to understanding the value you and your role have with that organization. Are you a key player on your team? If not, does the role provide opportunities for you to advance toward this?AssessMake an assessment of your goals and motivations. What were the initial reasons you applied for this position? What did you hope to gain from joining this company, and have you achieved those goals? If not, do you see plausible potential that you can and will?You also need to assess your passions at this point. Has anything changed since working in this position? Have you discovered new passions and desires youd like to pursue, and if so, will staying in your current position and with your current employer help guide you down those paths? Likewise, maybe as youve worked in this role over time you have discovered you dont actually like XYZ like you initially assumed. Maybe after writing that 100th press release, your dreams of running your own PR firm have fizzled and youve realized PR is not truly your passion. Or perhaps you dont enjoy recruiting as muc h as youd hoped to.Assessing your current stance in relation to where you planned to be at this point and your motivations behind this will also help clarify whether or not your current position is truly benefiting your future.Take ActionAfter fully understanding your current role, value within your company, and its possible benefits and setbacks for your future, its time to take action. So many people become complacent in their careers and on the job. If after evaluating your overall situation you discover that its actually beneficial to step out of your current role- step out of it. Dont be afraid to follow after what your heart truly desires (after youve secured a new position, of course).How miserable to know that your current position doesnt allow you to utilize your full potential, yet youll allow fear to keep you from pursuing your true passions? Dont become complacent in your career endeavors and settle for a role that doesnt offer advancement opportunities or doesnt ultimat ely steer you in the direction of accomplishing your future goals.

Download FlexJobs Guide to Find a Remote Job and Start Working from Home

Download FlexJobs Guide to Find a Remote Job and Start Working from HomeDownload Guide to Find a Remote Job and Start Working from HomeIf youre in the market for a job that lets you work from home, has a resource just for you. Weve created a free guide to help you find a remote job.How to Find a Remote Job and Start Working from Home is the definitive job search guide for anyone who wants to find a professional-level, legitimate remote job. With 29 pages of effective, useful tips, tools, and information, well guide you step-by-step through exploring the remote job market, identifying solid opportunities, applying for jobs, and nailing the interview.Quizzes, checklists, actionable tips, and real-world examples? This guide has them all Founded in 2007, has been the go-to source for professional-level, legitimate remote jobs (a.k.a. work-from-home jobs) and other flexible jobs for over 10 years. During that time, weve learned a lot about how companieshire for remote jobs and what makes job seekers successful in landing a remote position. And we want to share that knowledge with you.Heres just some of the information and advice we share with you in the guideQuiz Is Working from Home for You?Common Career Fields for Remote WorkCompanies with the Most Remote JobsJob Search Tips to Find Your Remote JobRemote Job Application Tips Resumes, Cover Letters, and Interviews, with ExamplesWhat You Need to Know About Work-from-Home Job ScamsSneak Peek Sample Pages from the Guide If remote work sounds like the right move for your career, this free guide can be your helpful career advisor, giving you the tools, knowledge, and confidence to make it happen.Download our free guide SaveSaveSaveSaveSaveSaveSaveSaveSaveSave

How to discover your career superpower

How to discover your career superpowerHow to discover your career superpowerWhitney Johnson is a world-leading business thinker, the author of the new book Build an A-Team, and the host of the Disrupt Yourself Podcast. She recently sat down with Claire Daz-Ortiz, former head of social innovation at Twitter and author of Design Your Day and Twitter for Good, to talk about optimizing your - and your teams - learning curves for a successful, creative, and fulfilling career.Claire Im really interested in your idea that people make changes in their careers based on gut feelings.Whitney We have this sense inside of our bodies when its time to do something, and so often we dont listen to it - yet our gut actually serves us very, very well. Our bodies are unterstellung data centers that give us all this information, and we should listen to them more. When people quit a job or decide to jump to a new learning curve, they may not even be able to give you all the logical reasons why, but the y knew that there welches something in their gut that said, It welches time for me to do something new.Claire So, tell me how you knew that Build an A-Team was going to be your next book, and why this mattered to you so much at the time.Whitney At least for me, book ideas come gradually. I cant think of an aha moment, but what I do know is, a couple of things happened. I wrote this book called Disrupt Yourself, which helps you figure out when its time to make that jump, and actually gives you a framework to logically follow when your gut is telling you to do something. A few things that happened after I wrote Disrupt Yourself. One, people would say to me, I want to disrupt myself, but how do I make sure that my boss will let me do it? And if Im a manager, how do I get my people to disrupt themselves?In other words, How do I create this ecosystem where people are actually comfortable, willing, able, and required to disrupt themselves? So that was the genesis of me thinking about thes e ideas from the point of view of a manager. I would also have people read Disrupt Yourself and say to me, Well, Im not going to have you come in and talk to my company, because everyone will leave. But if an organization is actually going to stay competitive and innovative, the only way to pull that off is if you let the people inside of your organization disrupt themselves. Because people who are bored either leave or, if they stay, theyre not engaged, which is really bad as a company. So this book came about for a couple of different reasons, but the fundamental perspective is, if you want to be competitive, youve got to let your people disrupt themselves.Claire Lets talk about this idea of disengagement in the workplace and how that relates to hiring. You say, Heres what usually sets the stage for a new hire Were shorthanded and overwhelmed, a key employee has moved within the company, opted for a fresh start elsewhere or taken a leave of absence, maybe business has suddenly ram ped up with a signing of a new client or the winning of a large contract - we need help in the form of a body who can step into the role today and do the job now. Someone to solve our pain. Desperate, we hire the partie who we perceive to be the most qualified to fill the void and for a time, they do. Marry in haste, repent at leisure goes the adage. Because we hired someone at the top of the curve, within months they are bored and looking around for a new suitor. Soon, were back at square one, overwhelmed on the rebound and poised to hire in haste again. Talk to me about this.Whitney You go to a place called Butte, Montana for the answer. Butte, Montana is known as the richest hill on earth. In mid-1800s there was the gold rush - miners came and the early rush was disappointing, so a lot of those early speculators sold off their claims. So the next wave of miners comes in and they discover copper. Well, copper in the mid-1800s was not valuable. But as technology advanced and elec trical wiring became a thing, then copper became extremely valuable. So these people, these miners who were patient, theyre actually now known as the Copper Kings.I think of Butte, Montana when people say to me, I cant find anybody to hire. My question is, Are you looking for the gold standard, the silver standard, when in fact copper would do? When you hire for potential, not for proficiency, time is on your side. Time positiv confidence equals boredom. When you hire for potential and not for proficiency, its the equivalent of buying low and selling high from a stock market perspective.Claire One of the companies you talk about in the book is called Chatbooks. They basically put your Instagram posts into cool little books that you can give to friends and family. But you talk about them in relation to this idea of what you call giving people real responsibility. Can you talk to me about that?Whitney Chatbooks is a good example of a company that didnt get the business model right imm ediately. They started with one business model, that didnt work, but fortunately, they hadnt run out of money. They started with another business model, that didnt work - again they hadnt run out of money, so they tried a third time. They finally started to do some of the lean startup methods so they could get the business model right. Like you said, they print these lovely little books and hire candidates for high-performance creativity, and they want qualities like grown-up, amazing, kind, and optimistic.If you want to be competitive, youve got to let your people disrupt themselves.Often times, theres not this immediate, obvious fit. One of the co-founders, Vanessa Quigley, told me, If theyre excited, if theyre flexible, if theyre going to work hard, then were willing to hire them and move them around over time. Their marketing director took over the email campaign for six months while they looked for someone to do that job, but then once they found someone to do that job, then t hey were able to move her into doing a content initiative. Theyre finding people, letting them start at the bottom of the curve, moving to the top, and once they do, they allow them to jump to the bottom of a new learning curve.Claire So how does this relate to this idea of creating a milestone chart? What is that and how does it work?Whitney A milestone chart comes from a conversation Heres our vorstellung for the company, heres our vision for the team. Whats your vision for your job here? Whats your vision for me as a boss for you? And, here are some things that we want you to get done in the first week, in the first month, in the first three months.If you can give them these milestones of things that are fairly easily achievable, it allows them to start getting their footing, to gain some traction at the bottom of the curve, while still having some constraints. Once they get three months in, theyll be able to figure out if this is the right curve for them. Sometimes people end up in the wrong role when you hire them and so early on, you want to have those milestones to constantly check for fit and make sure that over time youre iterating until you find the actual right role for them.Claire Its interesting that people tend to lead with what they do well, but not what they do best.Whitney What happens is that every single person has genius, every person has a superpower. Because its your superpower, its this thing that you do reflexively well, so you dont notice it or value it at all.Ill give you a great example from my own career. I remember when I moved into equity research, I was so proud of the fact, because here I was a music major in college. I built these financial models and was proud of myself, but that wasnt my superpower. My superpower was the fact that I could connect investors and I was great at making stock calls. But guess what I wanted to tell everybody I was good at? Building financial models. I didnt want to talk about my superpower because my superpower couldnt possibly be valuable.So part of the job of a great boss, of a great leader, is to identify the superpowers of the people who work for them and then persuade them that those superpowers are actually valuable and then get them to use those superpowers.Claire You talk about this idea of a best by date for an employee. Like the thing you see on a milk carton. What does that mean? What does that look like and how does it help on both sides, from the hiring perspective and from the employee perspective, and understanding where you are in the S curve, and if its time to stick around or move on?Whitney If you think about this S curve or the learning curve, youre going to be at the low end of your learning curve for six months to a year. Where youre inexperienced, you dont quite know what youre doing, youre figuring stuff out, youre probably coming home from work a lot of days feeling discouraged like, Did I take the wrong job? And if youre the boss, youre thinking, Oh, I may have hired the wrong person to the wrong role.But its just that youre figuring stuff out, and the exponential growth of your learning hasnt kicked in. But then after about six months to a year, you move into that knee of that curve and thats the sweet spot, that steep part of the S. Mapping against the 10,000-hour rule, youre going to be in that place two to three years on average. And this is where youre very competent, and this is where you want most of your people on your team, in that place where they know enough but not too much - you can challenge them, you can push them, you can give them stretch assignments.Then two to three years later, you get to the top of the learning curve, and thats the stage of mastery. You can be at that place for six months to a year. And at that point in time, everything is very easy for you. Your brain knows exactly what its doing, but youre also getting bored. Because youre bored, this plateau can quickly become oppressive if you dont jum p to a new curve. And so youre best by three to four years and then its time for you to jump to a new curve. You need to learn, and then you need to leap, and then you need to repeat. When youre willing to honor that cycle, that biology of change, your people are going to be the most productive, theyre going to be happiest and most engaged. And thats good for them, but its especially good for you as a boss and for an organization.This conversation has been edited and condensed. This article first appeared on Heleo.

What to Tell Your Boss at Your Performance Review - The Muse

What to Tell Your Boss at Your Performance Review - The MuseWhat to Tell Your Boss at Your Performance Review Sure, performance reviews are a time to get feedback on your work throughout the year. But sometimes we forget that its also a time to share your own goals (and even suggestions) for the future with your boss. After all, youre part of a kollektiv, and talking about whats working, whats not, and what would make you a better professional can only help your boss be a stronger leader. Plus, its a great chance to show that youre committed to your success- and to the companys. To learn more about what employers want to hear more of, we asked nine entrepreneurs from the Young Entrepreneur Council (YEC) what they wish their employees would tell them at their next performance review. 1. What Makes You HappyIn any review, of course well talk about performance. Well review the year, talk about company progress, the employees progress, and my own opportunities to improve. Its standard fa re. But what I want employees to talk to me about is what makes them happy (or unhappy) in their job and life and how the company or I can help maximize that happiness. If they ask that, then they know I care. John Tabis, The Bouqs Company2. How You Want to GrowEntrepreneurs value employees who are constantly striving to make themselves better- having a more skilled team leads to a better company. I love when my employees say, I want to learn more about this, or I really think I could help the company by moving into this area. Its up to each employee to figure out how he or she can be best utilized in a growing company. - Brittany Hodak,ZinePak3. What Youd Really Like to Work OnI am always looking for my employees to tell me things they would like to pursue within the company. By suggesting a project they would like to manage, it shows me their continued interest in the company. I feel confident that if its a project they are suggesting, then they will excel at it. - Phil Laboon,Cle ar Sky SEO4. How You Envision the FutureA review is a perfect one-on-one opportunity to really talk about your goals, your future, and also the future and state of the company itself. During review season, when Im taking a big picture perspective and examining the components of a company as parts and as a whole, every employee adds value and can contribute a different perspective to the conversation. - Fabian Kaempfer,Chocomize5. How You Want to Contribute to the Companys SuccessAll CEOs want to hear that their employees have a new level of dedication to the company and feel a personal growth in day-to-day morale. But more than anything, Im looking for employees who ask me how they can contribute to our vision because they see company success as ours. Show your boss that you see business growth as a joint endeavor. - Joe Apfelbaum,Ajax Union6. What You Need to Do Your Best WorkSupporting employees and providing an atmosphere and structure in which they can strive is one of the most important and challenging parts of building a business. So, regardless of how good or experienced managers are, getting your honest suggestions about how to help is invaluable. - Carlo Cisco,SELECT7. Which New Technologies and Practices Would Work BetterWorker productivity has been growing by about 2% annually since WWII. But if staffers arent equipped with competitive tech, your team will fall behind the competition. I love it when team members keep me informed of new performance-enhancing options. And performance reviews are the perfect way to contextualize a conversation about the benefits of adopting new tools and methods. - Manpreet Singh,Seva Call8. What You Want Your Boss to Stop DoingMost companies, including ours, innovate and improve through addition. Employees are regularly bringing up ideas of what we could add to our products or operations that would make the company better. I wish employees would also tell me what we should stop doing (innovation through subtraction) . What can we remove that would make us a better company? - Bhavin Parikh,Magoosh, Inc.9. What Isnt Working- and How to Make it BetterMy employees are in the trenches and live the business operations day in and day out. I want to hear from them what isnt working. I want to give them permission to own the companys success and their happiness at work. At the same time, I want them to tell me how it can be fixed. Always come with a problem and a solution. - Kristi Zuhlke Kimball, New Consumer Solutions LLC