New Delhi, Feb 10 (PTI) CPI(M) today accused the Centre of adopting “selfish” approach in imposing successive hikes in excise duty on fuel to collect revenue when petrol and diesel prices are falling globally, and asked it to roll back the same in public interest before the Union budget is presented.”At a time when food prices are on the upswing and when two successive years of drought will further put pressure on consumer food prices, governments selfish approach of garnering (the advantage of) the fall in global oil prices is anti-people and short-sighted,” former CPI(M) general secretary Prakash Karat said.He said, “Before the Union budget is placed, there should be a strong demand that the successive hikes in excise duties on petrol and diesel be withdrawn and the government finds other ways to raise revenues.”In an editorial in the forthcoming issue of party mouthpiece Peoples Democracy, Karat said the government hiked excise duty on petrol and diesel nine times since November 2014.This, he said, “resulted” in increase in tax levied on petrol and diesel by Rs 11.77 and Rs 13.37 per litre respectively.He said the approach benefited both public sector and private oil companies and also the government, which he added, sought to increase its revenue through taxation to bridge budgetary deficit.”If the retail prices of petrol and diesel had fallen in tune with the global prices, it would have helped dampen inflation and price rise. This would have brought down transportation cost and would have had its impact on prices of essential commodities including food items,” he said.advertisementAccusing successive governments of handing over tax exemptions to the corporate sector, he also suggested to the Centre to do away with such concessions to raise revenue and bridge fiscal deficit. PTI ENM KND SC KND
Advertisement Advertisement(Photo Courtesy: Scroll)The Indian Premier League (IPL) is by far the biggest and mightiest cricketing league in the world. Having successfully completed 11 seasons amid several controversies, IPL has been the inspiration for the other cricketing boards to formulate a similar league.In the recent years, former and veteran cricketers have become quite critical of the tournament due to the millions of dollars invested into it and that the selection of the players in the national team being done on the basis of it.In that line, former Indian legendary off-spinner Bishan Singh Bedi has voiced out his opinion regarding the cash rich tournament and it doesn’t make for a good reading. Bedi has branded the league it by calling it as a “scam” and that the competition is a means of money laundering. “I don’t want to say anything about IPL. There’s no bigger scam in India than IPL. Nobody here knows where IPL’s money comes and goes.” Bedi was quoted as saying by India Today.The 72-year old also said, “The second edition of the IPL happened in South Africa and millions of money were taken out of the country without the permission of the Finance Minister.”Bedi also made it clear the selection must not be based on this league’s performance and also made a point stating that the lower income players get involved in betting.“IPL should not be the basis of Indian selection, local T20 tournaments should be. A team has players who are paid high and ones who get less money. The lower income player doesn’t have the skills, how does he catch up? The only way he sees is betting.”The former left-arm spinner further went on to add, “I have a lot of experience in cricket, you can tell what is happening in the match. If we stay blind even while seeing, then it’s our choice.”Also Read:Cricket: Rohit Sharma wishes to perform well and leave a mark in Australia
Today is Equal Pay Day, a day to raise awareness around the gender pay gap and find solutions to reach pay equity. To help, Glassdoor today is hosting a roundtable discussion on pay equality featuring Hillary Clinton, among other leaders, and revealing results of our Global Salary Transparency Survey*.We know the gender pay gap is real and significant, according to recent Glassdoor research, yet talking about pay and salaries remains one of the most prominent taboos in today’s workplace. While some employers are taking strides to address salary transparency, a new Glassdoor survey finds that nearly 7 in 10 employees globally wish they had a better understanding of what fair pay is for their position and skill set at their company and in their local market.This survey also uncovers how employees really feel about what they need to do to get a pay raise, whether their employer discloses salaries internally, whether they have a good understanding of how pay is determined at their company, along with other insights into salary and pay topics.Most Employees Feel They Must Jump Ship to Earn a Higher SalaryThe grass always seems to look a little greener elsewhere and apparently so do the prospects for a pay raise. Conducted in the United States, Canada, United Kingdom, France, Germany, The Netherlands and Switzerland, the survey finds more than half (56%) of employed adults in these countries believe they must switch companies in order to obtain any meaningful change in compensation. However in the U.S., Canada, U.K., France and Germany, employees under the age of 55 are more likely to feel the need to change companies for a raise than those ages 55+.Most Employees Report Their Company Does Not Share Salaries InternallySharing salary information among employees at a company is still not considered common practice, and the survey finds only about one-third (36%) of employees globally say their company does share information internally about how much money employees earn. Americans (31%) are least likely to say their employer shares salary details internally, whereas Dutch employees (50%) are most likely to say they have salary insights.Men Claim More Clarity Around How Pay is Determined Than WomenGlobally, employed men (59%) are more likely than their female counterparts (51%) to believe they have a good understanding of how people are compensated at all levels in their company. This data point raises questions related to whether men have access to more salary data than women, if they perceive to have more knowledge about salaries (vs. actually having pay insights), or if they are asking more direct questions of leadership regarding pay levels.Is Salary Transparency Good for Employee Satisfaction? Good for Overall Business?Also of note, the survey asked employees whether they believe talking about pay is good for employee satisfaction and business. The majority says ‘yes’ to both. Seven in 10 (70%) believe salary transparency is good for employee satisfaction and more than 7 in 10 (72%) believe it’s good for business, too.Check out the complete results of the Glassdoor Global Salary Transparency Survey and detailed employee perceptions by country.VIDEO: Watch real employees share their salaries in Glassdoor’s #ShareYourPay video!PAY EQUALITY ROUNDTABLE: Watch what Hillary Clinton, Glassdoor CEO Robert Hohman and Olympic Gold Medalist & World Cup Champion Megan Rapinoe, among other leaders, have to say about pay equality topics, including potential solutions to reach pay equity.Want to increase salary transparency at your company? Share your salary anonymously on Glassdoor.*MethodologyThis survey was conducted online within Canada, Switzerland, Germany, France, Netherlands, United Kingdom and the United States by Harris Poll on behalf of Glassdoor from October 1-5, 2015 among 8,254 adults ages 18 and older, among which 2,049 are in the U.S., 1,057 are in the UK, 1,019 are in The Netherlands, 1,029 are in France, 1,029 are in Germany, 1,018 are in Switzerland, and 1,053 are in Canada. Furthermore, among all countries, 4,300 are employed full-time/part-time, 930 are employees in the U.S., 531 are employees in the UK, 486 are employees in The Netherlands, 605 are employees in France, 630 are employees in Germany, 628 are employees in Switzerland, and 490 are employees in Canada. All responses noted are from adults who are employed part time / full time. This online survey is not based on a probability sample and therefore no estimate of theoretical sampling error can be calculated.
4.0★ Strategic Finance Analyst GitHub San Francisco, CA 4.0★ 23 hours ago 23h 4.0★ 4.0★ Senior Sales Operations Business Analyst GitHub Boulder, CO 23 hours ago 23h 4.0★ Inbound Sales Development Representative GitHub United States 4.0★ Diversity breeds innovation. Period.It’s just that simple for Nicole Sanchez, VP of Social Impact at GitHub. Sanchez has been working to increase diversity in tech since before many of today’s hottest startups were even formed— yes, including Facebook and Google. From her position at AmeriCorps in the ’90s to her time spent operating her own diversity consulting firm, Sanchez has been diligent about bringing people from all backgrounds together. And not just because she thinks it’s the right thing to do. It’s because she has seen firsthand the astounding results that teams can achieve when they eschew homogeneity and embrace their differences. Now, at GitHub, she’s leading a team that’s on the forefront of the movement for diversity and inclusion in tech — and their results speak for themselves. Under Sanchez, GitHub has hired more women of color (now comprising 10 percent of the company) and Latinos (6 percent), increased the number of women in leadership (35 percent) and partnered with a number of socially-minded companies creating world-changing innovations (think: 3D printed medical equipment) to name just a few.We sat down with Sanchez to discuss how inclusion is tied to tech innovation, her vision for GitHub and what folks get wrong about diversity.Glassdoor: How would you describe your role at GitHub?Nicole Sanchez: Part of why my team is called social impact is because we’re focused on the benefits that diversity yields, and we know from lots of data that people who are building tech will build it to solve the problems they’re facing. We have plenty of apps that tell us how to find a date or get food delivered to our front door, but not enough around how to find clean water, track the health outcomes in your neighborhood or other things that impact communities of color. We’re aiming to diversify not just the company, but open source overall, because we believe that if you support an inclusive culture, the kinds of technical innovations we’re going to see will be very different in this generation. Another part of our mission is community partnerships with organizations like Maven, which teaches queer youth how to become involved in tech careers, and Code 2040. The third thing we do is leverage our platform for positive social change. We help more people come onto the platform to build a new type of disruptive technology that can solve problems that are faced by millions of people rather than just you and your cohort. And we believe open source is the way that’s going to happen. So my role’s not just about the diversity of the company itself — it’s about building a product lots of different people can use. Glassdoor: What are some examples of innovations that diverse teams have created on or at GitHub? Nicole Sanchez: There are several that I like to support, but one that blew my mind really early on was GliaX. They uploaded the specs for 3D printed medical equipment on GitHub, so technologists in conflict zones can access them. Getting a 3D printer in once and materials after that is much easier and more efficient — an entire stethoscope, for example, will cost between $2.50 and $5 to produce as opposed to having to order thousands of dollars’ worth. Another one is REFUGE restrooms. At a hackathon hosted by Trans*H4CK, some gender nonconforming and transgender folks built an app that allows people to crowdsource safe, free public restrooms. We know that violence can and has often occurred in bathrooms when people have been misgendered or forced to use a bathroom that doesn’t match the gender with which they identify. And on this app, you can open it and walk down the street and see where there’s a safe space to use a restroom. It’s so specific in terms of being a problem, but the solution is so elegant, relatively simple and impactful.We’ve also supported a major initiative in the United States with the former administration and the Department of Housing and Urban Development (HUD) called ConnectHome where we helped connect 28 communities living in public and HUD-assisted housing with internet in their homes for the first time — we put about $500,000 and several thousand hours of staff time into that. Once they were up and running, we made sure they had access to GitHub and sent people out to do training and introduce them to careers in technology.The list goes on and on, but those are some of the things I like to highlight. It helps people understand that Social Impact is not just the philanthropic arm of GitHub — while that’s true, we’re also connected right back to the business. If we’re not investing in a more diverse group of users and employees, we’re going to be left behind in an increasingly crowded space. Glassdoor: Many companies blame a lack of diversity on “the pipeline problem.” In your opinion, what are the real reasons that companies aren’t succeeding in diversity?Nicole Sanchez: It’s a lot of things. Here’s the quick version — diversity is not one of those things that will stick if you treat it like an ancillary exercise. People think diversity is about recruiting and hiring, so they’ll stick it over in HR and be done with it. It’s usually kept very far away from the CEO. If your mandate is not coming from senior leadership, though, your ability to create a truly diverse staff and an inclusive culture plummets… I’m not looking for CEOs to know how to [drive diversity initiatives themselves] yet, but what this sector needs is CEOs who clear the path for experts to come in and do the work. In coming to GitHub, one of my requests was that I report directly to the CEO, and I do. It clears a path for my team to explain what we’re trying to do and get the resources we need, and it indicates to the company that this is as important of a business initiative as finance, sales, engineering, etc., which has allowed us to recruit a much more diverse crowd of people than ever.Glassdoor Employees’ Choice Award Winners Revealed: Highest Rated CEOs (2016)Another thing is if you ask people who are [inexperienced] to do this, it’s not fair. Right now, it’s seen as a talent acquisition function just like anything else and that’s not the case because [it involves] everything from the brand and credibility of your company to its reputation… A lot of tech companies don’t realize communities of color talk to each other. We have networks and events and we know which companies our friends and family have gone to. Many tech companies don’t have this network because they’ve stayed so homogenous for so long. Clemson University turns out the most black Computer Science Master’s students every year in the country, but [tech companies] don’t have an in, and can’t figure out why someone from Clemson wouldn’t want to come all the way to San Francisco to work for their hot startup. They don’t have a good narrative for that and don’t know how to talk about it, and this is where they ultimately fail.The last thing I’ll say is that I think there are companies that want diversity, but also don’t want anybody to feel uncomfortable. And I don’t know how to do that because this is hard stuff society is working on. One of the first things Social Impact at GitHub did was say we’re going to normalize conversations around race, class, gender, sexual orientation and religion, and that was new for a lot of people. It made some people very nervous, but others relieved because they’d never been at a place where they could talk about these things. That was a major first step in trying to do things differently.Glassdoor: What would you say to companies that acknowledge they may not be diverse in terms of race or gender, but say they make up for it in diversity of thought? Nicole Sanchez: Diversity of thought is a huge cop out for a lot of reasons. You have diversity of thought any time you put two people in a room together, even if they’re twin brothers. The problem is if you don’t actively engage people on different parts of the human spectrum, you won’t get as wide a diversity of thought as you otherwise would. Being a Latina doesn’t make me think differently, but my experience informs how I look at problems… The blind spots people have on homogenous teams are not because they can’t solve a problem, it’s because they don’t even know that there is a problem.Glassdoor: You’ve written that underrepresented minorities often “know we’re invited to your dinner party, but your house is not somewhere we want to hang out.” What can companies do to become more welcoming?Nicole Sanchez: The first few key diverse hires have to be people who are willing to be the first ones in, and can still flourish and vouch for their experience. One of the key mistakes companies make is when they decide they want to diversify, they hire all junior engineers from underrepresented backgrounds. And these are the least experienced people, so the cultural implications are going to be different than they thought. It’s not about the actual work itself — it’s about “I don’t feel comfortable here and I can’t put my finger on why.” It’s better if your first Latina in, for example, is someone who has been doing this for 20 years and can help demystify for other Latinas what’s going on and what we’re trying to fix.And remember that not every black and brown person wants to be working on that. There are so many people from underrepresented backgrounds who are hired to be something else (a marketing manager, an engineer, etc.) but they’re pulling double duty as a diversity expert. And that’s terribly unfair.Glassdoor: What else do people “get wrong” about diversity and inclusion?Nicole Sanchez: People often say, “I don’t care if you’re black, white, red, green or blue — if you’re a good enough engineer, I’ll hire you.” And that’s just not the case. If it were, our numbers overall would look way different than they actually do. Most companies have continued to pattern match and mainly only hire white engineers. People sometimes ask me, “How far do you want to go with this?” and I say “I don’t know, but we’re nowhere near the line.” If your employee statistics were to mirror the demographics of the United States, we would still have a really long way to go. [When people feel threatened by diversity], I think it’s much less about that being a reality and much more about the feeling of having new competition.Another thing I hear people say is “you think all white men are the same.” I clearly don’t think that. I chose one white guy to marry. If I thought all white guys were the same, I would’ve just picked anyone walking down the street, but I didn’t — I chose my husband! [Comments like that] are about people feeling threatened by a changing world and demographic much more than anything that has merit.Glassdoor: You probably get asked questions about diversity like this all the time. What’s one topic you don’t often get asked about that you wish you would?Nicole Sanchez: One thing I’d like to talk about more is diversity numbers. It was good in 2014 when companies released their numbers, and they are a snapshot of a moment in time, but they only tell one part of a story. And you can tell more of a story with more data. I’d like companies to report on year-over-year retention rates. If in 2015, 3 percent of employees are African American and it’s the same in 2016, people often ask, “Why haven’t they grown?” But what people don’t know is that it’s often not the same people. The turnover is so great that some of these companies are having to dig the hole and refill it, which tells you a lot about their culture. So we have our data people [at GitHub] not just measuring how many people we have total, but also the tenure of people and how quickly they’re turning over. Right now, the outlook is good in terms of our retention. We’re much smaller than a lot of other companies who are doing this, but I’m interested in getting to the next level of companies reporting on what’s really going on. Are you able to keep the people you hired two years ago? That’s a much more interesting story to me than the growth numbers, even though those are important.This interview has been edited and condensed for clarity.Glassdoor’s 4 Highest Rated Women CEOs in 2016 Manager, Sales Development – AMER GitHub San Francisco, CA 23 hours ago 23h 23 hours ago 23h Outbound Sales Development Representative GitHub United States Inside Solutions Engineer GitHub San Francisco, CA 23 hours ago 23h Manager, Workplace Operations GitHub San Francisco, CA Procurement/Strategic Sourcing Manager – Marketing and Events GitHub San Francisco, CA 4.0★ Field Marketing Manager, DACH/Central EMEA GitHub Remote Available Jobs at GitHub 23 hours ago 23h 4.0★ 23 hours ago 23h 23 hours ago 23h 4.0★ 23 hours ago 23h Technical Director GitHub Orange, CA 23 hours ago 23h 4.0★ See more jobs at GitHub
They’re often the first ones in the office, and the last ones to leave. They’re responsible for steering the ship through both smooth and rough waters. They’re the ultimate decision-makers, leaders, strategists, and visionaries. They’re CEOs, and their job is no easy feat. Given all of the challenges that CEOs face, the fact that they show up to work day after day is pretty admirable in itself. But the recipients of Glassdoor’s Highest Rated CEOs award are not just showing up to do their jobs — they’re setting an example for leaders everywhere.This year, Glassdoor has recognized the top CEOs among U.S. Large Companies (1,000+ employees) and U.S. Small & Medium Companies (fewer than 1,000 employees), as well as in the UK, Canada, France, and Germany*. Topping the list of Highest Rated CEOs for U.S. Large Companies for 2017 is Clorox CEO Benno Dorer with a 99% approval rating. Dorer’s achievement marks a number of firsts for the Highest Rated CEOs award — the first time Dorer has received this award, the first time that a consumer goods company has secured the top position, and the first time that Glassdoor’s U.S. Large Companies Highest Rated CEOs list has expanded to include 100 CEOs, making Dorer’s accomplishment especially noteworthy. Employees cite Dorer’s focus on professional development, transparency, and his vision for the company as some of the top reasons he excels as a CEO.Although Dorer tops the list, he’s certainly in good company — other top-ranking CEOs are as follows: Top 5 Highest Rated CEOs: U.S. Large1. Benno Dorer, Clorox – 99% Employee Approval2. Jim Kavanaugh, World Wide Technology – 99% Employee Approval3. Michael F. Mahoney, Boston Scientific – 99% Employee Approval4. Craig B. Thompson, Memorial Sloan Kettering – 99% Employee Approval5. Martin Rankin, Fast Enterprises – 99% Employee ApprovalTop 5 Highest Rated CEOs: U.S. Small & Medium1. Justyn Howard, Sprout Social – 99% Employee Approval2. Taylor Olson, Slingshot – 99% Employee Approval3. Brady Harris, Eliot Management Group – 99% Employee Approval4. Lane Rankin, Illuminate Education – 99% Employee Approval5. Ken McElrath, Skuid – 99% Employee ApprovalOn behalf of everyone at Glassdoor, we offer a heartfelt congratulations to all winners. Senior leadership truly sets the tone for company culture, and is a top influencing factor of employee happiness — so if you’re in the market for a career change, you may want to consider applying to one of the great companies listed above, or another on the list. After all, company culture is truly top-down.Think your CEO deserves to make next year’s list? Share a review, and it will be considered for Glassdoor’s 2018 Employees’ Choice Awards.Employers — wondering why your CEO didn’t make the list, and how you can become eligible for next year’s awards? Read here.*Each list was compiled using Glassdoor’s proprietary algorithm, and each CEO approval rating determined based on the quantity, quality and consistency of reviews during the period of eligibility. For the full methodology, visit here.
23 hours ago 23h Deli Associate F&M Deli & Restaurant Mount Laurel, NJ You may not have had much life experience in your twenties, but you didn’t have a huge mortgage payment or the kids’ college tuition looming in the future, either. And now, in your forties, you’re feeling restless in your job, yet you feel paralyzed by the financial risk that comes with a major career change.It’s ironic that when we have the most to offer in the workplace and should feel the most confident, we also have the most responsibility — and most acute fear of financial risk.The good news is that, with a little re-framing, you don’t have to be held back by these fears. Here’s why.How to Make Your Career Change Dream Into Reality1. You Have Plenty of TimeIf you are in your forties, you’ve probably logged more than 20 years of experience in your industry. But you still have another 20 years to do something you’ve never done before.When I was in my forties, I held a primary position in a technology startup. Burned out from long hours and working for someone else, I knew it was time for a change, but I felt like it was too late.Then I looked at my father, an innovative pediatrician, who started writing books in his fifties. At 69, he wrote a million-copy bestseller. He was 28 years older than I was when I began rethinking my life plan. That’s when I knew I had plenty of time to create a robust new career.And I did. I’m now the CEO of a growing company that helps individuals and companies thrive through strategic planning, team alignment, execution, and accountability.2. Don’t Be Trapped by Your Current Title or Skill SetBy your forties, you’ve probably mastered the skills required for your current job. I like to call these skills your “know-whats.” It’s easy to think those skills are all you know.But your “know-hows” are what are really important. They are the processes you’ve mastered — activities like recruiting, hiring, onboarding personnel, building a team, creating a budget, facilitating a project, managing people, giving presentations, and resolving conflict. These know-how skills will be valuable no matter what industry you want to work in.Don’t get stuck in your know-whats. Instead, make a list of your know-hows. (Remember, these are the processes you know how to do.) Then think of those as your signature strengths.Ask a Resume Writer: How Do I Showcase Transferable Skills?3. The Limitations You Had as a 20-Something No Longer Hold You BackThis third point became clear to me when I met Linda, a woman who had successfully developed relationships with key accounts in the printing industry. When she hit her forties, she began to notice that her employer had become blind to changing trends in the industry. Knowing that the company would eventually lose out to the competition, she decided to take the next step.But she was hesitant. Lowering her voice, she told me, “What you don’t know is that I don’t have a college degree. My mother said I wasn’t that smart and didn’t deserve one. Once people learn that, they won’t hire me.”What Linda did have was a solid track in her industry. Once she got over the hump that the college degree was the holy grail, she was able to start working for a thriving business in a different industry that valued her experience.So, ask yourself: Are you holding onto old beliefs about yourself that no longer apply?4. Recognize That the World Has ChangedEven though the gender wage gap still exists, there have been changes in the workplace over the past 20 years. Women are more common in fields that used to be dominated by men.We are thriving in every field from technology to manufacturing. And the virtual world has created a new horizon that never existed in the past. New companies, new industries, new flexibilities — take advantage of these unlimited possibilities.5. Not Changing Can Be Riskier Than ChangingWhen faced with changing our careers or our jobs in our forties, it’s tempting to believe that it’s just too frightening. We focus on all the risks of changing — but we rarely ask what risks there are in not changing.Ask a Resume Writer: How Do I Showcase Transferable Skills?Dissatisfaction at work can affect many other areas of your life — your health, your relationships, even the example you set for your kids. Staying in a bad work situation could even lead to depression or anxiety.Here’s the wonderful truth: You have this one precious life to live. And you are right smack dab in the middle of that life. It’s OK to take that leap in your forties. You have experience, you are no longer who you were at 20, your list of know-hows is probably very impressive, and every day, the world of what’s available is opening up wider and wider.And, if you don’t risk changing, we may never learn what’s truly possible.This article was originally published on DailyWorth. 3.1★ 3.5★ 23 hours ago 23h 4.7★ 2.8★ ICU Registered Nurse Del Sol Medical Center El Paso, TX Part-time Day Associate Crew Carwash Indianapolis, IN 23 hours ago 23h Registered Nurse (RN) – Charge Nurse – $7,000 Sign On Bonus EmpRes Healthcare Management Gardnerville, NV 23 hours ago 23h 2.5★ 3.1★ 3.4★ N/A 4.8★ 23 hours ago 23h 23 hours ago 23h Service Advisor Prime Motor Group Saco, ME 23 hours ago 23h 23 hours ago 23h LCPC – Licensed Clinical Professional Counselor Above and Beyond Family Recovery Center Chicago, IL 2.3★ Registered Nurse Supervisor RN Waterbury Gardens Nursing and Rehab Waterbury, CT Director, Advanced Technology Policy General Motors United States 23 hours ago 23h RN, Registered Nurse – OP Chemotherapy CHRISTUS Health Houston, TX Certified Nursing Assistant CNA Towne Nursing Staff Hollis, NY 23 hours ago 23h
Whether you’re telling a coworker you’ve made a huge mistake or you’re a manager who needs to lay someone off, every time you deliver bad news you run the risk of being shot as the messenger. Why? Because as social creatures, we’re naturally drawn to phrases and excuses that drain the perceived painfulness of our message — but often only make that message more painful. But you don’t have to fall for these lame linguistic leanings every time you share something unpleasant. Even if the only bad news you have to deliver today is, “I’m going to be late!” here are five phrases you should avoid if you don’t want to make the bad news worse.13 Annoying Words and Phrases Keeping You From Getting Hired1. “I’m so sorry, but…”“Managers sometimes appear uncaring when they announce bad news because they worry they might look weak,” writes Kevin Daley, founder of Communispond Inc, for The Harvard Business Review. “It’s better to worry about looking uncaring. Be compassionate, but don’t apologize for your bad news or talk at length about how bad you feel.”For those who have to figure out how to deliver bad news on a regular basis, keep in mind that, “I’m sorry, but…” is the quickest way to make delivering bad news negatively impact how people perceive you. Any variation of this phrase — for example, “This is so unfair, but…” or “I don’t think this is right, but” — will undermine your authority and make people wonder why you’re delivering a message you don’t support. 2. “While I have you here…”“Bad news should never come as a surprise,” writes Robert Bies, a professor of management at Georgetown University’s McDonough School of Business, for Forbes. “Failure to warn senior leadership of impending bad news, such as poor sales or a loss of a major client, is a cardinal sin. So is failure to warn subordinates about mistakes in their performance and provide an opportunity for them to make corrections and improve.”How To Deal With Someone Who Made A Serious MistakeSo if you’re a manager, don’t pull someone aside at the end of a meeting or drop a bad news bomb in passing. Set aside calendar time or wait for a regularly scheduled 1:1 meeting to speak. If you’re a coworker, make your message clear by saying, “Hey, I have some bad news to share, but I think together we can figure something out — do you have time today to meet privately?”3. With too many detailsShare context, but share it quickly, says Daley: “Too much background up front can make you look insecure about getting to the bad news itself. If you played a part in what went wrong, or took part in a decision that will be painful for [people] to hear, admit it.”Especially if you’re trying to figure out how to deliver bad news in response to an impromptu question, putting off bad news with too many details will look like you’re making excuses for it. Don’t be tempted to over-explain what caused the problem, how it could have been avoided or who else is to blame — just get to the point.4. “I’m not clear on the details, but…”Never hide the facts, says Bies. “While [withholding information out of fear, or to save face] may be a natural reaction, withholding information can cause a wrong diagnosis of the actual problem or an underestimation of the extent of the cause of the bad news.”Hiding what you know or not having all the details before you share bad news won’t solve any problems — it will only make things worse. Make sure you have all the information you’ll need before you share the unpleasant update.5 Ways Your Hiring Manager May Be Lying To You5. Without planning ahead“Once you know that you have to convey a difficult message, start thinking about how you will say those words,” writes Sharlyn Lauby on her popular blog, HRBartender. “Sometimes as managers, we are asked to communicate bad news that was decided by senior management. The last thing we want to do is throw anyone under the bus, so find the best way to deliver the message using your own voice.”As the person trying to figure out how to deliver bad news, you have an advantage over the recipient: you already know what the bad news is. That gives you time to carefully plan your message so that it will be received in the most productive way possible.When it comes to communicating in the workplace, nothing catches you off guard like having to share something negative. Study this list to make sure that the next time you deliver bad news, it doesn’t spell bad news for your relationships at work. Restaurant Manager The Saxton Group Waco, TX Restaurant Manager Old Chicago Peoria, IL 3.2★ 4.8★ See more Manager jobs Store Manager Northern Tool + Equipment Midland, TX 3.5★ 23 hours ago 23h 23 hours ago 23h 4.7★ 4.3★ 3.4★ 23 hours ago 23h 23 hours ago 23h 23 hours ago 23h N/A Restaurant Manager Hideaway Pizza North Little Rock, AR Canvass Manager HomeGuard Roofing & Restoration Denver, CO Manager In Training Crew Carwash, Inc. Cumberland, IN Manager Cafe Rio Mexican Grill Lynnwood, WA 3.8★ Kitchen Manager Famous Toastery Myrtle Beach, SC 23 hours ago 23h 23 hours ago 23h 23 hours ago 23h 3.3★ Store Manager Infinite Hair & Beauty Opelousas, LA 23 hours ago 23h Restaurant Manager Red Lobster Orland Park, IL 23 hours ago 23h 3.4★ Available Manager Jobs
CNA – Certified Nursing Assistant Life Care Centers of America Fort Worth, TX 23 hours ago 23h 3.5★ 23 hours ago 23h 3.4★ Chili’s – Cook Star Concessions Dallas, TX 3.0★ 23 hours ago 23h 3.2★ Residential Plumber Gold Medal Tinton Falls, NJ CNA Evangelical Lutheran Good Samaritan Society Lennox, SD Part-time Evening Associate Crew Carwash Avon, IN 23 hours ago 23h RN – Soin Medical Center – ICU – Full Time – Nights – **$12,500 Sign-On Bonus Kettering Health Network Beavercreek, OH 3.0★ Most people wouldn’t turn down more money. And with many paying back student loans on top of covering basic living expenses, trying to make some extra cash can become a top priority.It seems the easiest way to do that is by asking for a raise. But your employer might not be on board with your timeline for a salary bump. That doesn’t mean you can’t get a financial boost from them, though. Some companies provide benefits that employees might not be taking advantage of to cover certain costs.Here are five ways you can get “free” money from your employer without getting a raise.1. Tap Into Your Health Savings Account (HSA)Nearly 43 million people have overdue medical debt averaging $1,766. That’s a lot of debt to to deal with on top of your other expenses. While having a higher salary could help you save for an emergency fund for medical issues, there’s another option to relieve the burden: contributing to a Health Savings Account (HSA).Some companies that offer HSAs also contribute to such accounts, which means free money to cover medical costs. This money can be used to pay for medical expenses such as prescriptions, copays and deductibles, reducing the overall cost of some medical bills. What’s more, that contribution is tax-deductible, and the balance in your HSA account can roll over from year to year.Check with your human resources department to find out the options available at your company and how you can tap into this extra money.10 Companies With Perks That Save You Money2. Use Your Company’s 401(k) Matching ProgramSaving for the long term can be a challenge: 69 percent of millennials surveyed are not saving for retirement, according to online lender Earnest. Although it can be hard to think about setting aside money when you have to manage student loan payments, it can help with future financial goals — especially if your employer offers a match on retirement plans.Many companies offer a 401(k) matching program as an employee benefit, under which they contribute a percentage of the amount you put into your account. That’s bonus money, which will earn interest.Let’s look at some numbers. Say you’re 30 years old making $40,000 a year and contributing 10 percent of your salary to a 401(k) plan with a goal to retire at 65. You’d have nearly $574,000 in your account in 35 years. If your employer offers a match of 50 percent of your contributions up to six percent of your salary, that balance will jump to over $745,000.It might not put immediate cash in your pocket, but if you didn’t take advantage of the benefit, you’d be passing on an extra $171,000 at that critical retirement age.3. Negotiate More Paid Time Off (PTO)Extra vacation time isn’t the same as cash, but it’s a good bonus that could benefit your bottom line and mental health.Having more downtime can help you relax and reboot, ultimately making you a happier and more productive employee. It could help get you recognized in the long run, especially when a raise and promotion are possible.Also, you could use that extra time off to earn cash with a side hustle. Either invest in starting a side business or sign up for one of the many sharing economy gigs, such as Uber. For example, if you get five bonus PTO days a year and spend six hours of those days driving for Uber, you could make about $450 since drivers can earn an average of $15.13* per hour, according to the ride-sharing company.Also, you might be able to use this calculation as a bargaining chip with your boss to seek more PTO if your employer is unable to provide the raise you want.4. Find Out if Your Job Offers a Referral BonusCompanies take on a lot of risks when hiring a new employee. Yes, they can use a thorough vetting and interview process, but they can’t know if it will work successfully. That’s why having a referral from a current employee is helpful.After all, wouldn’t you trust the suggestion from a friend to be set up on a blind date rather than go through an online dating service?Because an employee referral is beneficial for employers, some of them offer a referral bonus system, which pays you for recommending talent. Some companies pay hundreds to thousands of dollars depending on the position.Also, some companies will offer a bonus if you bring in a new business prospect that could be profitable. Talk with your management and human resources folks to see what referral system they have, or suggest one.5. Request to TelecommuteWorking from the comfort of your bed in pajamas sounds nice. And it can help you save money. Since you don’t need to go into the office, you’d be cutting down expenses for gas, lunch, and dry cleaning.By working remotely full time, you can save an average of $4,668, according to research from FlexJobs. Even telecommuting for half the time could save you about $2,000. Sure, that’s not a boost in your salary, but it’s a lot of money that could go toward savings or other financial goals.100% Remote! 13 Cool Companies to Apply to TodayFree Money From Your Employer Comes in Many FormsMaking more money at your job isn’t always about increasing your salary or getting a promotion. There might be untapped resources available through your employer that could help your bottom line in the short and long run.Do some research and talk to your human resources department to find out what benefits your company offers. That could include child care stipends, covered fertility treatments and more. Bottom line? Having and using this information could mean more money.This article was originally published on Student Loan Hero. It is reprinted with permission.Browse Open Jobs 23 hours ago 23h Baker Traditions Spirits Thackerville, OK 23 hours ago 23h 2.8★ 2.8★ WP – Food & Beverage – Assistant Manager – Winter Season – Full Time Winter Park Resort Winter Park, CO Find Jobs Near You 23 hours ago 23h 23 hours ago 23h 2.4★ Member Service Supervisor (MSS) BJ’s Wholesale Club Quincy, MA Line Cooks Red Robin Hurst, TX 3.6★ 4.8★ 23 hours ago 23h 23 hours ago 23h
N/A 3.4★ 2.8★ 23 hours ago 23h LCPC – Licensed Clinical Professional Counselor Above and Beyond Family Recovery Center Chicago, IL Part-time Day Associate Crew Carwash Indianapolis, IN When you’re eager to find work, it’s natural to blast out your resume to as many employers as you can, hoping that some of those hiring managers will bite. But what happens when you’re called in for an interview for a job you realize you don’t actually want?It’s not a totally uncommon scenario, and initially, you may be inclined to pass on that interview rather than waste your time — and other people’s time — discussing a role you’re not interested in. But in reality, there are plenty of good reasons to attend a job interview, even if you don’t intend to take the job.Interview Experience Never HurtsAttending job interviews can be nerve-wracking, so the more experience you have under your belt, the more confidence you’re apt to gain. Candidates are often advised to do trial runs before attending actual interviews, so if you’re invited to meet with a company you don’t think you’ll end up working for, you can use that interview as a test run of sorts in order to do better in the future.Here’s Your Job Interview Preparation ChecklistExpanding Your Network Can Help Your CareerIf you’re a strong interviewee who has an easy time talking to new people and building relationships, attending the occasional needless interview, so to speak, can actually help your career in the long run. That’s because every interview you go on gives you the chance to meet new people and make new connections, and that, in turn, can lead to different opportunities down the line.You May Decide That You Do Want the JobMaybe you applied for a role at a marketing firm that seems data-intensive, when in reality, you’d rather spend your days doing something more creative, like developing marketing campaigns. But it’s not always easy to convey the entire scope of a role in a single job description, so if you’re willing to take the time to attend an interview, you might find that the job in question is more appealing than you thought. In our example, you might realize that the so-called boring data-analysis job you were convinced you’d turn down is actually quite creative in nature, making it a position you’d consider accepting.A Better Job at the Same Company Might Become Available Later OnIf you go into an interview for a job you’re convinced you don’t want, there’s a good chance that you’ll walk away from that interview feeling the same way. But if you manage to wow the people you talk to at that company, there’s a good chance they’ll contact you the next time a better opportunity opens up.6 Ways to Hack Your Resume and Get a Better JobOf course, if there’s absolutely nothing redeeming about a given interview you’re asked to attend — say, the job is a dud and the company’s future seems bleak — then by all means, politely decline. Otherwise, it never hurts to take a few hours out of your day and see what an interview has in store. It just might end up leading to a great job one way or another.Related Links:7 Ways to Maximize Your IncomeForget Mars: The City of Tomorrow Will Be in Arizona3 In-Demand Jobs That Let You Work RemotelyThis article was originally published on The Motley Fool. It is reprinted with permission. Hot New Jobs For You 2.3★ View More Jobs 23 hours ago 23h 23 hours ago 23h 23 hours ago 23h 4.8★ 3.1★ ICU Registered Nurse Del Sol Medical Center El Paso, TX Paramedic* Mecklenburg EMS Agency – Medic Rochester, NY 23 hours ago 23h Director, Advanced Technology Policy General Motors United States 4.7★ 23 hours ago 23h 23 hours ago 23h 23 hours ago 23h Deli Associate F&M Deli & Restaurant Mount Laurel, NJ 3.0★ Registered Nurse Supervisor RN Waterbury Gardens Nursing and Rehab Waterbury, CT Service Advisor Prime Motor Group Saco, ME Registered Nurse (RN) – Charge Nurse – $7,000 Sign On Bonus EmpRes Healthcare Management Gardnerville, NV 3.5★ 23 hours ago 23h 23 hours ago 23h RN, Registered Nurse – OP Chemotherapy CHRISTUS Health Houston, TX 2.5★
23 hours ago 23h What makes this mental gymnastics so terrifically boosting to your brain is that you’re forced to use all the information — all the letters — and totally rearrange it in your mind. Try this for five minutes a day, three days a week. Increase the amount of letters in the words you are alphabetizing as you get more proficient. —Mike Byster, Psychology Today Lose the letter E. Challenge your friends to use words in conversation that don’t have the letter E (the most oft-used vowel in the English language) in them. It’s great work that will get you thinking in new directions.Add a series of one-digit numbers in your head . . . fast. Quick! What’s 8+6+9+3+2+4+7?6. Take a class.Learning something new can help you look at the things you already know how to do from a completely different angle.6 Classes That Will Help You Add In-Demand Skills to Your Resume7. Freewrite.Freewriting is the act of picking a topic, setting a timer for a short amount of time and writing as fast as you can without stopping to edit. It flows best if you do it with a pen and paper rather than on a computer. The timer adds some pressure to keep writing, forcing your brain to think creatively instead of conventionally.8. Draw a picture.You don’t have to know how to draw — just pick up whatever tools you have on hand (even crayons!) and tap into a completely different part of your brain. It can free your thoughts.9. Mindmap.Write a word or phrase. Draw a circle around it. Draw a branch and a related word or phrase. Circle that. Repeat. The practice unlocks ideas.10. Take a walk.A Stanford study revealed that walking frees your creativity both during the walk and for a short time after. Give it a try!Related Links:How to Write the Perfect Email — Tips and TricksWhat is Concise Writing, and Why Does it Matter?Grammarly Spotlight: How Do Grammarly’s Products Work?This article was originally published on Grammarly. It is reprinted with permission. Interior Designer – St. Louis & Dallas Oculus Saint Louis, MO 23 hours ago 23h Registered Nurse Supervisor RN Waterbury Gardens Nursing and Rehab Waterbury, CT 23 hours ago 23h Pest Control Technician United Pest Solutions Seattle, WA 23 hours ago 23h Director, Advanced Technology Policy General Motors United States LCPC – Licensed Clinical Professional Counselor Above and Beyond Family Recovery Center Chicago, IL Registered Nurse (RN) – Charge Nurse – $7,000 Sign On Bonus EmpRes Healthcare Management Gardnerville, NV Deli Associate F&M Deli & Restaurant Mount Laurel, NJ 23 hours ago 23h N/A 23 hours ago 23h N/A 5.0★ 2.5★ RN, Registered Nurse – OP Chemotherapy CHRISTUS Health Houston, TX 23 hours ago 23h 4.5★ 3.5★ Service Advisor Prime Motor Group Saco, ME 4.7★ 23 hours ago 23h 3.1★ 2.8★ 3.4★ Although the jargon may be a bit overused, people who think outside the box are often labeled as innovators, a desirable quality in life and business. It’s easy and safe to go with the flow, but leaders buck trends rather than follow them.Why is it hard to think outside the box?We’ve all been in that meeting where the team was encouraged to “think outside the box.” The problem is that we’re creatures of habit, and most of us prefer the comfort of familiar routines. Thinking outside the box can mean challenging long-held beliefs. It’s about answering “These are our best practices” not with a nod, but with a raised eyebrow.Companies often avoid risks that could have a negative effect on their profits, even when there are plenty of success stories to illustrate that some risks not only pay off, they pay off big. Steve Jobs was fired by the board of directors of the company he founded. But later, after Apple bought the NeXT operating system his team created, Jobs went on to become the CEO of Apple and stocks rose 9,000 percent under his leadership.Despite the chance for failure and rejection, risks are essential for growth on a personal and business level. And yet, although we’re often told we should think outside the box, we’re rarely told how.How to Think Outside the BoxWhen you’re struggling to come up with fresh ideas, there are some simple tricks to help you step out of your comfort zone and think in an innovative way.1. Ask a child what they would do.With their vivid imaginations, kids are natural innovators.2. Simplify it.If you think your problem is too complex for a child to understand, take some time to figure out how to explain it simply. Richard Feynman, the late Nobel Laureate in physics, is attributed with saying, “If you can’t explain it to a six-year-old, you don’t really understand it.” Sometimes the very act of figuring out how to explain a complex problem in simple terms results in an innovative solution.11 Tips for Hosting an Amazing Group Brainstorm3. Ask “What would I do differently if I were starting from scratch?”Routine is the enemy of innovative thinking, but so is precedent. Sometimes, we struggle to shift away from the way we’ve always done things. Imagining a clean slate can help you change perspective and think outside the box.4. Ask why.Most of the pushback we get — whether from management, colleagues or our own brains — comes with a simple phrase: “That’s how we’ve always done it.” We’re hardwired to resist change, especially when what we’ve been doing has been working okay, if not spectacularly. When the routine is the roadblock, “why” is the battering ram. Asking “But why have we always done it that way?” can reveal flaws and make way for creative thinking.5. Flex your brain muscles.Psychology Today suggests a few surprising exercises that can get your brain unstuck when you’re trying to think outside the box.Alphabetize letters in words. Take any word (one you’re reading, or just thinking) and alphabetize the letters. So, the word B-R-A-I-N would become A-B-I-N-R. 23 hours ago 23h Administartive Assistant Sentry Mechanical Pittsburgh, PA Hot New Jobs For You 23 hours ago 23h View More Jobs
RB Leipzig midfielder Naby Keita wants to join Liverpool this summer, it has been revealed.The Independent says the 22-year-old is keen to move to Anfield.Keita is aware of Liverpool’s interest and dreams of joining the Reds.However, his move could be halted by Leipzig’s £70m asking price.Liverpool have reportedly made a £45m bid for the midfield maestro but the Bundesliga outfit are standing firm.Reds boss Jurgen Klopp has personally requested the signing of Keita.Klopp’s interest could see the youngster snub a new contract offer from Leipzig and force through a move to Anfield.
Source: Adapted by Jake Emen from Jeff Shuck’s Nonprofit 911 Presentation “Event 101 for Fundraisers” Clarify your mission. Many of you will already have this part done, but it’s vital nonetheless. You need to be able to tell people what your vision is and how you plan on achieving it if you want them to participate in your event, cover it, donate to you or anything else. The root of failure begins right here with events. If you can’t explicitly and easily express what your mission is, don’t move forward. Assess your resources. Even if you don’t realize it, you have lots of resources at your disposal. Money, your staff and your volunteer network are all resources. Time is a huge resource, which is why you don’t set the date of your event first, because it constricts that resource. Your relationships, the awareness about your cause and your brand are all resources. Decide upon your scope. Hammer out the overall elements of the event itself. Try composing a simple list with two parts. One is the “must have”, the other is the “nice to have.” You can avoid getting attached to things you cannot afford or things that won’t add any real value. Remember that the event is being held for something; you are not throwing an event just to throw an event. Identify your needs. Not all problems can be solved or targeted with an event and all of your problems can’t be solved with one single event. You need to figure out what individual problem you are trying to solve and what you need to do in order to solve it. An event with the goal of increasing advocacy can and should take a much different shape than an event targeted towards raising money. Set a goal. Articulate in measurable terms what exactly you are trying to accomplish, whether it be money raised or awareness. Make it specific with a total dollar amount or perhaps new addresses acquired. As you continue the planning process for your event you need to be able to refer back to this specific goal in order to see if you are heading in the correct direction. Set your budget and set your date. As mentioned previously, if you set the date first you eliminate one of your most important resources, time. Keep in mind that your budget is just a shopping list, nothing else. Lots of different things can be achieved, on various scales of usefulness or success for $5,000 or $50,000. Figure out your needs, your goals and how you plan on addressing those first and fit the event to suit that overall strategy. Are you tired of fundraising events that don’t raise any funds? What about awareness events that don’t generate any awareness? The old way of thinking is out, which means when planning your next event don’t start with a budget or a set date and location. Plan your next fundraising event using these six steps to ensure success.
Many organizations struggle with a fragmented view of their supporter base because data about constituents is spread over many different places. Paul Hagen, former Forrester Research Senior Analyst and founder of Hagen 20/20, argues that moving towards an integrated view of constituents helps organizations save time, improve revenue, and increase the impact on mission.About Paul Hagen: Paul Hagen is the president of Hagen 20/20, a consulting firm that provides business strategy & planning, technology strategy & selection, project/program management, and coaching services to nonprofit organizations, green and “CleanTech” businesses, and social enterprises. Paul has over 20 years of strategy, technology, marketing, market analysis, channel development, and project management experience.
Posted on November 17, 2011November 13, 2014Click to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)The second day of the partograph meeting began with a discussion of how to overcome some of the challenges to partograph use identified on Day 1. The most significant challenges, as identified by polling attendees, included health systems failures and a lack of human resources. Additionally, participants noted that, while the main purpose of the partograph is as a decision making tool, it is most often used as a record keeping tool. Other challenges noted during discussions included a lack of training, acceptability of the partograph as a tool, and a failure of leadership.Barbara Kwast, Grace Omoni, Florence Gans-Lartey and Jim Litch then presented on evidence gaps related to partograph use and made suggestions on how to fill them.The meeting closed with various discussions about how to prioritize action, generate consensus and take next steps in order to ensure that the partograph is an acceptable tool to monitor labor in low resource settings.Share this: ShareEmailPrint To learn more, read:
To register for the webinar, click here.Share this: ShareEmailPrint To learn more, read: Posted on April 2, 2013March 13, 2017By: Sarah Blake, MHTF consultantClick to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)PATH and Merck for Mothers are hosting a webinar next Wednesday, April 10 at noon (EDT) to present the findings of PATH and Merck for Mothers’ year-long collaboration to identify innovations with the greatest potential to impact women’s health and lead a discussion on the importance of new technologies. Panelists will include Priya Agrawal, Executive Director of Merck for Mothers, Claudia Harner-Jay, Chief Commercialization Officer at PATH and PATH Analytics Commercialization Officer Tara Herrick.From PATH and Merck for Mothers:During this one hour webinar, panelists will:Share the technology assessment methodology.Demonstrate PATH’s new technology assessment tool which can help innovators, funders, and others compare maternal health innovations in various stages of developmentIntroduce the findings from the year-long assessment of nearly 40 technologies.Respond to questions.
Through coordinated action, the permalancers at MTV Networks have won concessions from corporate parent Viacom. (Gawker once again has all the news.) A huge victory for these workers, other than the ability to keep their health insurance, is that Viacom has recognized them and their needs. When the company makes decisions in the future, it will have to take the freelancers at MTV Networks into account.
Clients: can’t live with ‘em, can’t live without ‘em! Over the years, freelancers have been sharing the challenges that they face in working with clients (a big problem being nonpayment) and we realized that, with an organization this big, we could really do something about it. That’s why Freelancers Union staff and members created a new tool, the Client Scorecard, to help freelancers help themselves. This tool allows you to rate companies—good and bad—as well as check out potential clients before accepting a gig. Let us know all about your experience by rating companies you’ve freelanced for through the newly launched Client Scorecard. Did they pay you on time? Was there a struggle to get a contract? Were they paying market rate? Over time, we hope this platform will allow freelancers to help and protect each other and hopefully keep the corporate world just a little more honest. So, take a few minutes to rate companies—past and present—that you’ve freelanced for. We’re already seeing big players, like Conde Nast, J.P. Morgan, MoveOn, National Geographic, Ogilvy, and the New York Times being reviewed (bet you can’t guess who got the most stars!). Anything you enter can be anonymous, so full steam ahead! The more reviews we have, the more useful the tool, so be sure to tell all your freelance friends about it.
I am not much of a movie person, but occasionally I will take a deep dive and acquaint myself with what’s trending and what’s current in the world of popular culture. And this has brought me to this year’s Academy Award nominations. If last year was #oscarssowhite then this year seems to be #oscarssocolorful.For the first time, there are actors/actresses of color nominated in every major category. A Black screenwriter and editor were also nominated. Typically, there are very few people of color recognized for their work at this level. Social media platforms like Twitter have erupted with glee that this year’s nominations actually look more like America compared to the homogenous groups of years past. But, should we really be rejoicing?I ask this question because it still concerns me that we are celebrating that which should come naturally to us—that which we should expect—that which should happen if we allowed the genius of creativity and art to guide our perceptions of greatness and not racial biases.Unfortunately, this is also a concern in the world of freelancing. A while ago, an online discussion emerged as to whether or not Black business owners/freelancers should use images of people of color when advertising and marketing their services. Some argued that stock images of White people would be more universally appealing and would attract “mainstream” clients. They also felt that too many colorful images would alienate or deter potential White clients. Others contended that freelancers of color should not have to hide behind stock images and they should not be burdened with solving a systemic problem that shouldn’t even exist in 2016-2017.Sitting on a virtual bench watching people volley back and forth, I was a spectator in a conversation that was both enlightening and painful. I have never hidden the fact that I am a Black woman. My face is the profile picture on my business’ Facebook page and I often write about the intersections of race, gender, culture, and identity.As such, there were aspects of the conversation that simply did not resonate with me. I firmly believe that no one should erase or downplay his/her racial or ethnic background and the value of one’s work should not be underestimated because of others’ misconceptions about race or their implicit or expressed biases.But I am also more seasoned than a 22 year old who is just starting out and who wants to attract a diverse clientele. Hindsight being 20/20, I should have said this: Be confident in your craft. We don’t often talk about what acts of racism and prejudice do to one’s spirit. In the midst of dealing with it, you can’t succumb to the idea that you, or your work, are less than. We ALL miss out when we diminish our own greatness to make others feel comfortable. We still live in a society where some people will not give you a chance because of their prejudices associated with the color of your skin, especially in our current political climate.I would never tell anyone to hide who you are, but be realistic. You will be googled and upon glancing at your picture—before clicking on a link—someone will decide to take their business elsewhere. Remember, this is not a reflection of your value or your worth. I never believed in the idea of a post-racial society, but I do believe that we can become more of an equitable society. I often encourage members of underrepresented groups to become freelancers or creative entrepreneurs. Because of this, I would love to see more freelancers who are truly free to just be themselves. At times, you may not meet other freelancers who look like you, but be encouraged that there are those who will act as allies, who will support you, and who will stand in solidarity for racial equity. Sincere advice, genuine respect, and authentic friendships can bridge differences.
A contract is the foundation of a good working relationship. However, too often freelancers work without one. Working without a clear agreement can lead to issues down the road including nonpayment, a problem at 70% of freelancers face at some point in their career.As the Freelance Isn’t Free Act goes into effect, NYC freelancers are going to need to have good contracts. But all freelancers need strong contracts, which is why we partnered with AND CO to create The Freelance Contract.The Freelance Contract is a contract building tool that is simple, easy to use, and offers guidance to help freelancers protect their work.Go to The Freelance ContractThe Freelance Contract can be customized for use across many industries and types of gigs – from long-term agreements to one-off projects. We also provide tons of guidance along the way to help freelancers protect themselves with a contract.This launch is just the first step – and like everything we do, its strength comes from the power of our network. Use The Freelance Contract to protect your work and share it with your colleagues to help create an industry standard.Send us your feedback to firstname.lastname@example.org to help us improve The Freelance Contract and evolve it into a tool that ensures Freelance Isn’t Free.As Freelancers Union’s Founder and Executive Director, Sara Horowitz has been helping the new workforce build solutions together for nearly two decades. Sara is a life-long resident of Brooklyn, NY.
This is a post from a member of the Freelancers Union community. If you’re interested in sharing your expertise, your story, or some advice you think will help a fellow freelancer out, feel free to send your blog post to us here.As a proud expat of the 9-to-5 culture, the freedom of freelance thrills me. I work only on projects that interest me, and only when I feel like it. I can (and often do) work in yoga pants. There’s no clock to punch and no boss to moan about. That’s the dream, right?Not always.After saying “toodle-oo” to my previous career, I struggled to set a schedule. While I liked the freedom of freelance work, I also craved predictability. Without structure, I fell into a funk. I rarely changed out of my pajamas. Cheetos became my best friend. It was like my passion and motivation hit a wall.I fell into something that I like to call the “possum effect.”I spent my childhood summers in rural Oklahoma, where I stumbled across my fair share of wildlife. One summer, my dad was trying to trap a mischievous skunk that had been pestering our chickens. He never caught that skunk, but night after night, without fail, he always caught a large gray-haired possum. After feasting on the skunk bait, the possum fell asleep in the cage and had zero intention of leaving.Night came, and we opened the cage for the possum once again. I thought he would run free, but he did nothing. Nada. He just sat there. All he had to do was step out of the cage and he would be free. But he liked the safety and predictability of the cage, even if it meant he didn’t have his freedom.I unknowingly fell into the same dilemma. I was a freelancer now and my cage was open. There was no mandatory work day or silly quotas to fill. I could do whatever I wanted with my time! Why did I choose to stay in the cage, clad in flannel and covered in Cheeto dust?It was time to shake things up. I realized I needed a set schedule to ignite my passion again.The freelancer’s scheduleThe beauty of freelance work is that you’re the boss. Every freelancer and line of work is different, and that means you have to set up a schedule that works for you. Sure, it’s helpful to sneak a peek at other freelancers’ schedules, but it’s your job to find what really works.Some freelancers work just fine without a set schedule. I salute you, brave people, for doing this. I found that I’m not one of those people, and I need a schedule to stay honest.It took some trial and error, but I finally found a schedule that works for me. Here are the five essential tasks I schedule into my day to stay focused, healthy, and successful. Which ones are on yours?EmailEmail makes the world go ‘round. But you know what? It’s a total time drain. I fall down an endless rabbit hole of to-dos and long-winded emails. What I thought would be a quick minute of email becomes a half hour ordeal.No more! I now set aside two times each day specifically for checking my email. I check in the morning to put out fires and set priorities for the day. I also check at the end of the day to make tomorrow’s to-do list.WorkThis is the meat and bones of my daily schedule. The coup de gras. The money maker.I section off four hours each day solely for client work. I took care to schedule my work time when I’m at my most productive. I get into a flow state in two two-hour chunks each day, and it works! I get tons of work out the door with ample time for other tasks.EducationFreelancers often overlook this, but education is a critical part of our job. We have to stay competitive to succeed. The first step to being the best freelancer on the block is to stay educated.I schedule thirty minutes every day to learn something new about my industry. Whether I’m listening to a podcast while folding laundry or catching up on Search Engine Journal first thing in the morning, I make it a point to stay informed.ExerciseI prioritized exercise during my stint in the 9-to-5, but it wasn’t easy. When you’re chained to a desk for up to 10 hours a day, it’s tough to make time for more than a short walk to the break room. However, now that I freelance, I have ample time for exercising how I want, when I want.I exercise twice a day now. I’ll either walk around the block or do yoga in the mornings. In the late afternoon I head off to the gym to use their lap pool. I even got a standing desk so I can avoid sitting down all day.However you do it, make sure there’s room in your schedule to move. Regular exercise helps you stay more focused and energized, which is something we all need.BreaksMy brain works best with periods of intense focus followed by short breaks. While you could define exercise or education as breaks, I don’t. I intentionally schedule 15-minute breaks throughout the day to goof off. I let myself scroll through Instagram, play with my cat, and watch Netflix.Freelancer burnout is real. I know the temptation to work, work, work and then work some more. But if I don’t make myself take a break, I get fed up with writing. And isn’t that the point of freelancing to begin with? To be our own boss? To live a life that’s more authentic and enjoyable?I will always prioritize breaks because they help me be a better worker.The bottom lineYou don’t have to dictate your freelance schedule like it’s boot camp. Heck, you don’t even have to follow the same schedule every day. But if you’re like me, it’s important to set up some kind of structure to stay honest. The lack of structure can result in burnout, sadness, lack of motivation, and even freelance failure.Embrace the freedom of the freelance lifestyle while keeping yourself accountable. Set up a daily schedule that works for you, not one that keeps you in a cage.Kenzi is a full stack marketer turned freelance writer. She specializes in writing content that scores more business for marketing agencies.