Employment and Career Resource Blog

It’s a common scenario in gaming companies today: A key member of your staff tenders his or her resignation and you’re told that you can’t fill that position until the company improves its bottom line.  Furthermore, you’re advised that merit increases will be consistent with the national average and there will be no bonuses this year.

So, how do you retain the employees who are key to your company’s success and how do you motivate your existing staff to assume the remaining workload of departing employees?

How do you do more work with fewer people?

More importantly, how do you make sure you don’t suffer additional turnover when your overstressed, overworked staff members are feeling overwhelmed by their growing workload with half of last year’s incentives?

First, keep in mind that increasing workloads aren’t something new…gaming companies have experienced this trend for quite some time.  Our industry growth has exceeded employee availability in the past 10 -15 years, and subsequently, people have been working at a harried pace, not only since the 2000 recession, but well before that in the previous decade.

However, one thing is certain: people are weary and overstressed by the increase in their workload, the rapid pace of change and the uncertainty of the economy.

Understanding that you have probably read a thousand articles on motivating employees, I offer a few suggestions that have worked for other companies within and outside of our industry:

First, determine what motivates your staff members in these six areas:

• Career progression
• Lateral assumption of increased job responsibilities/skill broadening
• Acquisition of new technical skills (typically requiring outside training or certification)
• Acquisition of portable management, administration and people skills
• Work/life balance
• Money and other forms of compensation.

You can’t know what motivates them, unless you ask them. To encourage more open communication you may want to ask some of these questions:

• If you could change one thing about your department to make it more effective, or to make it more fun, what would it be?
• If you could add or subtract one thing to your supervisor’s management style to help them become a better-performing manager and a better people developer, what could they do differently?
• If you could focus on one area where you would like to develop your own skills or gain more experience to broaden your resume and prepare for your next move in career progression (at our company or elsewhere), what would it be?
• What would motivate you to leave our company?
• What would have to change in your present position for you to stay, despite a better offer?
• What’s your next logical move in career progression and how long do you think it will take you to get there?

At the executive level, consider the following compensation vehicles for employees who are:
1. Star performers
2. In mission-critical positions
3. Marketable

• Stay bonus – if you are unable to pay a bonus based upon profits, this incentive is payable at the end of a defined period, as long as the employee remains with the company
• Success bonus – if the company exceeds profits in the following year, as a result of the specific contributions of the key executive, the incentive is increased above past percentages
• Enhanced severance – give employees an element of protection in troubled times

Challenge the Top Performers
Some of your superstar employees who feel they are currently “treading water career-wise” may start looking for opportunities with your competitors.  One way to head off this threat lies in developing your “keepers” now so that they don’t jump ship once another opportunity comes along.

When outstanding performers feel they are on the fast track, are given an opportunity to prove their abilities, and sense appreciation for their contributions, they’re more likely to stay with the organization.

Staff Recognition
Finding ways to recognize your employees’ accomplishments and to give them more of your time, can increase the satisfaction they experiences as they drive volumes of work day in and day out.

Listen to What They Are Saying
Take time to chat with your employees – in the break room, dining room, through key communicator groups, at social events and have an open door policy so your staff feels free to make suggestions for improving the workplace, complain about things that bother them and give their opinion on company policies and programs, such as benefits, training, performance appraisal or disciplinary systems, etc.

Remember – competitors aren’t trying to woo your underachievers – they’re stalking your top performers.  Today’s cost-containment programs make it a serious challenge for companies to foster employee commitment and reduce turnover.

A good starting point is finding out why employees would leave your company and what motivates them. With that information in hand, you can focus on strategies that make them want to stay.

Casino Careers recognizes the contributions of Paul Falcone, director of international human resources at Paramount Pictures in Hollywood, CA, in his article “Retention Tactics that Work “ published by the Society for Human Resource Management and Carla Joinson, a contributing editor to HR Magazine, and author of “Doing More with Less – How to Motivate Your Overworked Staff During Lean Times.”

Conducting a job search using the Internet has definitely transformed how jobseekers contact hiring companies.  The availability of copying and pasting a text version resume into a form at a company’s website has laid the foundation for an easier and more convenient process.  No longer does a jobseeker need to spend hours with the traditional method of printing and mailing his resume to countless recipients.

With the Internet’s convenience, a breeding ground for scam artists continues to grow each year as well.  Identity thefts have increased to an overwhelming 10 million cases per year, and many of them are the result of phishing – not surprisingly, the employment industry is under attack as well.

Phishing is an attempt to extract personal information through what appears to be authentic emails.  If you are job searching, an email from a seemingly interested recruiter, for example, may not raise a red flag with you.  You may think that the contact person and company listed are legitimate, yet looks can be deceiving.  Knowing what to look for and how to spot fraud (or potential areas for abuse) can be the best deterrent to ensuring you have a safe experience while conducting your job search.

1.) Be leery of submission invitations.

Scammers and spammers follow the same patterns.  Mass emails are sent to an enormous list of recipients.  Not everyone on the “hit list” is searching for a new job; however, only a small number of people need to be convinced, or tricked into believing, the email is authentic in order for the scam to be deemed successful.

Receiving an email from a recruiter who states, “We find your qualifications to be perfect for one of our clients.  Please complete our online application through the below link.”

* Ask yourself several questions and investigate:
Did you send your resume to this recruiter?  Visit the company’s website
(type the web address into your browser, avoid clicking the link in the
email).
* Do they appear to be reputable and have career opportunities in which you
would have an interest?
* How did they hear about you?  Call the company if necessary.  Always proceed
with caution when you receive a cold-contact email from someone.

2.) Avoid responding to requests for personal information, such as a social security or credit card number.

Let’s say you receive an email from what appears to be a well-known job bank.  The email states that your account needs your contact and payment information to be updated in order for service renewal.  You click on the link and you’re taken to a page that looks professional.

The link appeared safe, but you were taken to a site that may be designed to defraud you.  Reputable companies will rarely ask for personal information via email so examine every incoming email for validity.

3.) When purchasing from a resume writing or resume submission service, for example, ensure information is encrypted upon hitting submit.

Encryption, in short, ensures the private information you submit online is kept safe.  When at your browser, you can recognize an encrypted form when the root URL starts with “https:” instead of “http:” or seeing the padlock present in the bottom right corner of your screen.  Purchasing from companies having added security measures in place can ensure your private information avoids the hands of ill-willed people.  Learn more about encryption by reading Jeff Tyson’s article titled, “How Encryption Works,” at  howstuffworks.com

4.) Read and understand the privacy policy of sites you patron.

The Better Business Bureau possesses a strict policy for members who do business online.  A privacy statement must be displayed on the company’s website, no exceptions.  High business practices are a necessity for maintaining the trust of online buyers; and the BBB understands the critical importance of trust among consumers.

A privacy statement outlines what type of customer information is collected and how it’s used.  Alliances and partnerships, for example, arrange for Company A to sell or pass on client information to Company B.  The information transferred or sold could be basic, like name and email address,
or far more in-depth like name, address, social security number, and phone number.  No matter how basic or detailed the information, the company must have the logistics spelled out in their privacy policy.

5.) Report any suspicious behavior.

Reports show an estimated 80% of online fraud goes unreported.  If the proper authorities aren’t aware of the magnitude of fraud that actually exists on the Internet, then getting the much-needed funds to battle the problem will take more time.  The Internet Fraud Complaint Center (ifccfbi.gov) has an online complaint feature for individuals to report phishing attacks.  The IFCC report process requires basic information, including information on the perpetrator and type of fraud.

In addition to filing a complaint, forward the fraudulent email to the legitimate company.  Phishing is smearing the good names of countless companies, and notifying the company about the scam can also help the fight. Companies being brought onboard will ensure well-rounded efforts to this
epidemic.

6.) Avoid giving your information out freely.

Whether you’re at the end of a phishing attack or the job application requires more information than you’re willing to provide, proceed with caution.  Much like you’ll analyze job opportunities; intensely examine each person who receives your personal information.  With safe online practices,  you’ll get the best return from your job-search efforts – instead of spending hours filing a police report and calling credit bureaus and credit card companies.

~~~~~~~~~~~~~~~~~~~~~~~~~~~~
Written by Teena Rose of Resume to Referral (http://www.resumebycprw.com)
Teena Rose is a certified and published resume writer and author of “20-Minute Cover Letter Fixer” and “Cracking the Code to Pharmaceutical Sales” (available at CareerEpublications.com).

Introduction

You had a meeting a week ago with one of your co-workers to discuss a project you’re working on together. You thought your co-worker was going to gather some data that you needed to complete the project report. Now your co-worker is telling you that she thought you were going to pull the numbers together.

What went wrong?

You were both the victims of miscommunication. No more important (and more often overlooked) key to effective performance exists in the business world, than good communication skills. But even in an atmosphere of cooperation, messages can be misunderstood and the problems can develop.

Why Communication Fails
Misunderstandings are the result of faulty or incomplete communication. Here are several reasons that even given the best intentions, communication can break down:

* Non-verbal signals: Researchers tell us that there are scores of non-verbal expressions.  Some of these expressions can be similar. For instance, consider how the expressions for surprise and fear look.   Because of this, you need to be extremely careful about jumping to conclusions when ” reading non-verbal cues.   When in doubt, ask, “You look like you’re puzzled. Are you?”

* Semantics: Just as a non-verbal expression can be the same or similar for two or more emotions, a single word or phrase can have more than one meaning. For instance, in recent years, the phrase “That’s really bad” has taken on a completely opposite meaning.

* Lack of time: We sometimes try to communicate important bits of information when we’re pressed for time. The best single bit of advice here is simply, “Take the time to do it right.”

* Memory: We are bombarded with countless messages each day. It’s not surprising that we sometimes forget some of them.

Again, the solution is simple: “if it’s important, write it down, or dictate it on a “things to do” recorder.” And if someone is trying to deliver a complex or important bit of information to you while “on the run” ask the person to write it down and give you the information in “hard copy,” or email it to you.
* Personalities: Whenever people are involved, interpersonal difficulties can develop. You know that you’re more likely to have communication problems with “that jerk in finance” than you are with your best friend in production.

Be alert to your own biases and take steps to avoid letting them interface with your communication.

Here’s a 3-Stage Approach
Of course, there are other reasons that communication can break down. Those given above are just some of the most common.

Consider this three-stage approach for avoiding miscommunication through verification, clarification and follow-up:

* Verification: this word is defined as “testing the truth or accuracy of.” People often do not wait until they have all the information they need before forming an opinion. In conversations, especially, we’re often “thinking ahead” because we can listen at a much faster rate than we can speak.

Verification takes place whether you’re giving or receiving a message and involves very basic questions, such as:

When receiving: “So you’re saying that…” “Let me make sure I understand you…”

When giving: “I want to make sure you understand what I mean. Could you tell me how you interpreted what I just said?”

In both cases you want to verify that the communication has been perceived accurately. At first it may seem somewhat awkward to be asking these questions.

But when you have used this approach for a while, you’ll find that it comes more naturally. The value of avoiding problems and complications in the future far outweighs a little initial discomfort.

* Clarification: This stage involves questioning when you’re receiving information and explaining when you’re giving it. It’s the natural follow-up to stage one, especially in those instances where the message being sent is not being understood clearly.

Many of us are hesitant to ask too many questions for fear that we’ll appear stupid. Consider how much more “stupid” you’ll appear if you do something incorrectly or take the wrong action because you failed to clarify in the first place.

On the other hand, when you’re giving information be aware of this natural hesitance. Encourage the other person to ask questions so that you know you’re getting your point across accurately.

At the end of any discussion, make sure that both you and the other party (or parties) understand what should happen next, if anything, or what decisions have been made.

By taking extra steps to make things clear, you can avoid misunderstandings later.

* Follow-up: Have you ever attended a meeting where it seemed that everything was going well, good decisions were being made and discussion about steps to take in the future seemed clear? And did you later discover that there was never any follow-up and that nothing really developed from the discussion?

That’s what often happens with our conversations. We make some decisions, identify a course of action to pursue – but never follow-up. This is a critical area that you must gain control of to avoid miscommunication.

For instance, following a meeting on budget preparation, you might sum up as follows: “Okay, now Les, you’ll be gathering figures on XYZ and will have them prepared by December 1. Pat, you’ll be looking into ABC and will have a report to me by November 15. We’ll be meeting again on December 15 to wrap this up. Did I miss anything?”

At the clarification stage, set a time to follow-up on the discussion if follow-up is appropriate. Then do it.

Some Additional Tips

* Avoid making comments such as,, “You don’t understand,” during the clarification stage. Statements like that can result in defensive reactions. Instead, you could say something such as, “I don’t think I’m making myself clear. What I meant is…”

* Don’t let personal biases interfere with the quality of your listening.

An attractive, charming person or somebody you like personally will be easier for you to understand. You may find it difficult to listen to someone because of his or her physical appearance, speaking ability or your negative feelings toward the person. In cases where a personal bias exists, make an extra effort to stay alert.

* Avoid daydreaming. Because we can listen at a rate of 400 to 600 wpm but can speak only at fewer than 200 wpm, there is a tendency to let our minds wander when someone is speaking to us. So, make a special effort to listen to what’s being said.

* Use “I” messages when giving criticism. Take responsibility yourself rather than trying to place blame (even inadvertently) on the other person. For instance, “I feel confused” is better than “You’re confusing me.”

Remember: There is no magic formula to guarantee that you will never experience another misunderstanding or disagreement. You will not always “get your way.”

The most you can hope for is to minimize misunderstandings and increase your chance of getting your points across to others. And you can – by using the three-stage formula of verification, clarification and follow-up.

Reprinted with permission from Communication Briefings (Briefings)

If you’ve been in a job search for more than a few months, you already know that one of the greatest challenges is maintaining a positive attitude. Without it, going through the motions can feel as demotivating as running a race in lead boots. You begin to think “What’s the use? I’ve already sent out 50 resumes this week with nothing to show for it.”

If you find yourself in an emotional slump, here are three things you can do to regain a positive, optimistic outlook:

1. Write out an action plan that includes job-search activities in these four areas:

* Search and respond intelligently to online and print job openings. To optimize your results take the time to customize your cover letters to each opportunity.
* Research potential employers to contact proactively in search of not-yet-posted job leads. Make sure your research includes contact names of key executive within the organizations. Again, customize your cover letter or resume accomplishments to illustrate your ability to work successfully in their company and/or industry.
* Contact members of your personal network of friends, former colleagues and professional association members to let them know of your search. Continually build your network through new professional associations, job fairs, trade shows and business networking events. Involve yourself with others who will tell you of job leads in the “hidden” job market.
* Invest in an online resume distribution that allows you to target your resume to employers and recruiters most likely interested in your qualifications. You’ll see quick results allowing you to jumpstart your interview activity level.

Once you have your action plan, schedule these activities just as you would if employed on the job. Plan your work and work your plan.

2. Choose an accountability partner and support group. These are essential to keep you motivated and on track with your action plan and schedule. An accountability partner helps you reach your activity goals. A live support group (vs. online chat group) keeps you actively involved with others who understand your situation and can lend emotional support. Caution: avoid negative groups of job seekers who will drag you down by their pessimistic outlook.

3. Allow yourself to enjoy simple pleasures. Spend an evening with a great book. Take a walk on a sunny afternoon. Play football with your son. Meet a friend at a coffee shop for a long chat. Often job seekers think they don’t deserve any fun until they’ve found a job. The truth is there is more time for simple pleasures while unemployed than any other time in life. Once you’ve put your job-search action plan into practice and you’ve spent your time wisely in productive activities, reward yourself a little. You deserve it!

By Deborah Walker, CCMC, Resume Writer ~ Career Coach, www.AlphaAdvantage.com