Employment and Career Resource Blog » Managing Your Career http://casinocareers.net Tips and Resources on Careers & Employment Thu, 10 Dec 2009 19:49:51 +0000 http://wordpress.org/?v=2.8.6 en hourly 1 Telltale Layoff Signs http://casinocareers.net/telltale-layoff-signs/ http://casinocareers.net/telltale-layoff-signs/#comments Mon, 29 Jun 2009 16:52:30 +0000 casinocareers http://casinocareers.net/?p=99 The unemployment rate is gradually rising showing the first sign that the economy is clearing its volatility hurdle.  This sudden rise can also be contributed to the numerous layoffs in the last six to eight months.  Companies who laid off thousands at the start of 2001 are scheduling another round for later this year.

Employees are sometimes shocked and dismayed by these unforeseen layoffs.  The truth is a layoff or shutdown is generally not some hidden secret.

Problem signs…

A company does have various telltale signs of a potential layoff or shutdown.  Generally, a company who shows a combination of the following (not just one) is experiencing underlining problems:

~ Management or executive level restructuring
~ Patchy layoffs or elimination of a second shift
~ Drastic production slowdown; inventory drops; salary/hiring freezes

As some individuals tiptoe their way to their desk, hoping to go unnoticed from managers with pink slips in hand, others are taking their career by the horns and preparing for their fate.

Proactive rather than reactive…

Preparation is your best defense.  Knowing how to handle this type of situation can be key to ensuring your mortgage gets paid, the kids are fed and you have something to do from 9 to 5.

~ Read the papers, listen to the news and keep your ear to the wall.  If there is even the first hint of a layoff or shutdown, you should be the first to know!
~ Ensure your résumé is updated and caters to today’s technological requirements.
~ Know who IS hiring within your target industry/field
~ Save more money than ever before!  Unemployment benefits and severance packages will help – more than likely – on a temporary basis only.
~ If your company is cutting back, you should too.  Controllable expenses include morning cappuccinos or dining out for lunch daily; these are WANTS, not NEEDS.

Preplan your next career move.  Research related positions, salary, number of jobs available, peak hiring areas, etc.  This research will help you decide if you wish to stay in your current position or retrain.  By taking control of the situation – before it takes control of you – will make a huge difference.

Written by Teena Rose, Certified Professional Résumé Writer.

]]> http://casinocareers.net/telltale-layoff-signs/feed/ 0 Internet Etiquette http://casinocareers.net/internet-etiquette/ http://casinocareers.net/internet-etiquette/#comments Mon, 29 Jun 2009 16:48:22 +0000 casinocareers http://casinocareers.net/?p=97 Internet etiquette improves the legibility of your correspondence, increases your efficiency and protects your company from liability…

Many of us start our business day by turning on our computer and retrieving our email. Most of what flows into our In-boxes is a combination of spam, unsolicited promotional offers, friends who are checking-in, and business-related correspondence.

The challenge is to delete the unwanted garbage, determine which emails are important and respond to them in priority order.

Since most of us receive an abundance of email, it’s important to respect the time of others and develop email correspondence that is more likely to be read, than deleted.

If your company’s employees are able to deal professionally with email, they can assist in the important task of maintaining a competitive edge.

Moreover by educating employees as to what can and cannot be said in an email, protects your company from awkward liability issues.

Here are a few tips that may assist you to better manage what you receive and send to others, using “netiquette” – the etiquette of cyberspace.

Use professional language – do not use terms that might be interpreted as being biased, libelous, offensive, defamatory, or profanity.

Be personal and use names whenever possible. Do not send out generic emails, or send copies to everyone and expect them to respond.  The cc: field can be confusing since the recipients might not know who is supposed to act on the message.

Use templates or drafts to respond to frequently asked questions (i.e. directions to your office, customer inquiries, etc.). If emails require a lengthy personal response, acknowledge receipt of the correspondence and explain when you will have the opportunity to provide the detailed response.

Use an auto responder for occasions when you are out of the office, or if the email address receives applications or resumes.

Don’t send a message in all CAPS.  Capitalized messages are equivalent to shouting. Use normal capitalization and separate your paragraphs with a space.

Remember that your typed words don’t convey emotion or the tone of your voice – so in moderation, use punctuation, colors, italics, or bold letters, to express surprise, a question, humor or emphasis.  Be careful when writing satire or using sarcasm. Ensure that the color of your text is easy to read against the background.

Use proper grammar and spelling and avoid abbreviations. Your email is a reflection of who you are – using spell check is easy and prevents you from appearing illiterate.

Protect yourself & your friends’ email addresses. If you are emailing multiple individuals, put only “your” name in the TO field and then put the email addresses of those to whom you are sending the correspondence in the ‘BCC‘ slot.

Pay attention to the content of your writing. Keep your emails concise and logical. Make sure your email has a purpose and answers all the questions your readers may have by communicating the 5 “w’s” and “h” (who, what, when, where, why and how).

Compose your email so that your recipients don’t have to send several emails back and forth to determine what you want. Get to the point – clearly state the objective of the email and what you expect from the recipients. If you are soliciting their input, define the specifics of the information you are seeking and the deadline by which you must receive it.

If you are answering someone’s questions, respond to all of the questions quickly and thoroughly, or explain why you don’t have the answers.

Remember that someone else may read your email – so do not discuss confidential information, and ensure that what you have written will not offend someone else if they receive a copy of your correspondence.

When responding to someone’s email, include enough of their message so they know what you are referencing. Maintain their communication verbatim if you think that the information will be needed for future reference, i.e. deadlines, appointments, specifications for an advertisement, etc.

If you have several points to make, use bullets, numbers, or letters to separate them. This makes each item easy to identify.

Remember that many recipients have email programs that wrap text, so keep sentences and paragraphs short.

Not everyone has a high-speed Internet connection, so refrain from sending large attachments, such as Adobe PDF’s, graphics that aren’t zipped, or video clips that take a long time to load.

Email individuals appropriately. Don’t use company time to write personal emails, send jokes, or forward chain letters.

Don’t use your business email address for personal correspondence such as shopping orders, vacation resort information, religious messages, etc.

Have a good virus scanner and ensure that it is updated so as to prevent opening or sending viruses.  Determine if the company has an email policy that requires employees to add a disclaimer at the bottom of every external mail, saying that the recipient must check each email for viruses and that your company cannot be held liable for any transmitted viruses.

Only use the “high priority” flag when it is an absolute priority and do not overuse the “Reply to All” button.

Be aware that when you send an email in rich text or HTML format, the reader might only be able to receive plain text emails. If this is the case, your message may not be legible to the recipient.

Do not copy a message or attachment belonging to another user without permission of the originator. If you do not ask permission first, you might be infringing on copyright laws.

Use the email signature tool that automatically provides your full name, title, company name, phone number, fax, and email address at the bottom of your correspondence.

Use the “shift/delete button” to eliminate spam, or use email software to automatically move spam to a designated folder. You can always review it quickly before deleting its contents, to ensure that wanted messages didn’t get routed there by mistake.

If you are a manager or above, check with the Legal Department to determine if the company has an email policy that includes the do’s and don’ts concerning the use of the company’s email system. If so, distribute it to all of your employees. Ensure that they are trained and understand the importance of email etiquette and monitor that the company policy is being followed.

]]> http://casinocareers.net/internet-etiquette/feed/ 0 Improve Your Time Management Skills http://casinocareers.net/improve-your-time-management-skills/ http://casinocareers.net/improve-your-time-management-skills/#comments Mon, 29 Jun 2009 16:46:21 +0000 casinocareers http://casinocareers.net/?p=96

Introduction

“If I just had more time…” is everyone’s wish. There isn’t any more time. We have all that’s been made. Each day we get 86,400 seconds, 1440 minutes, or 24 hours. Each week – 168 hours. No more!

The average person works about 1600 hours a year. That means each wasted hour costs about $12.50 for someone making $20,000 a year. And as your salary increases, so does the cost of wasted time.

Mix a little self-discipline with a commitment, and you’ll spend your time wisely. Here are some steps to control time.

Make a Commitment to Be Organized-Determine How You Use Your Time

  • For three or four days, keep track of what you do with your time.
  • Divide your day into 15-minute blocks.
  • Record what you did for each block.
  • Don’t wait until the end of the day to record it. Do it throughout the day.
  • List interruptions and who or what interrupted you.
  • Give each activity a degree of importance; for example, A, B, C.
  • After three or four days, analyze how you spent your time. Find out what you could have eliminated, what wasted your time, who interrupted you most, what you could have delegated, when you got to your most important task, how you spent the beginning of your day, and when you were the most and least productive.

Set Long- and Short-Term Goals

Without goals most time management tips have no meaning. You have to know where you’re going before you know what to do to get there. You waste time if you spend it on something that doesn’t lead to a goal.

  • Write down your professional goals for the year. These should dovetail with your company’s goals.
  • Make short-term goals based on your long-term goals.
  • List what you want to have completed each Friday for two or three weeks.Important: Everything you list must lead to your goals. Otherwise, you’ll spend time on the wrong things.

Schedule Your Time

  • Start with the list of things you want to complete by Friday.
  • Start a “To Do” list for each day of the week. Don’t keep it in your head. Put it on paper. Again, list only things that lead to your goals.
  • Each morning, refine your “To Do” list for that day. Prioritize your list of things to do for the day with an “A” for the most important ones, a “B” for the next important and “C” for the least important.
  • Pick the time of the day you want to work on an activity. Allot so much time per activity. Try to complete each one in less time. You’ll get more done this way.
  • Some thoughts about your “To Do” list: -Don’t schedule every minute of the day.

    -Schedule the most difficult task for your most productive time of day.

    -List the most unpleasant task as your first chore of the day. And do it first. It will occupy your mind if you put if off.

    -Don’t start with a lot of easy-to-do C’s before getting into your A1. The day will be gone before you get to A1.

    -If your A1 looks overpowering, break it into parts and work on them.

    -Set aside some time to think and relax.

    -Keep one “To Do” list, not a lot of scraps of paper.

How To Handle Interruptions

Sometimes interruptions are part of your job. Know which ones are. Then, take the attitude that without telephone calls, customers, visitors, employees, etc. you may not have a job. Next time they won’t seem like interruptions.Here’s what to do:

  • Intercept interrupters before they get into your office. Talk to them as you slowly walk away from your office.
  • If they want to meet, go to their office. You can leave when it’s convenient.
  • Explain that you’re busy on a priority task. You’ll give them more time later.
  • Don’t have your desk visible through your office door. If they can’t see you, they aren’t tempted to interrupt you.
  • Have something on each chair in your office so they can’t sit anywhere.
  • Stand up when they come in. Remain standing and glance at the clock.

Minimize Telephone Interruptions

If answering the telephone is not the major part of your job, here’s how to use phone time to your advantage:

  • Do easy jobs while on the phone–sign papers, read if you’re waiting, or organize your desk and papers.
  • Develop a plan for screening and delegating calls. Train people how to answer the phone.
  • If you can, establish times when you can take phone calls.
  • Bunch your returns call at a time you need a break.
  • Plan what you’re going to say if you’ll be discussing complex matters. Jot down points to be covered. Thus you avoid having to make a second call to mention something you forgot.If you’re in a service organization where answering the phone is a major part of the job:

    -Analyze the times when most calls come in.

    -Develop some idea of trends.

    -Once you find out when you get most calls daily and weekly, plan work for non-peak phone times.

Controlling Paperwork/Email

The best way to control paperwork is not let it get on your desk. Have someone screen your mail and organize how you’ll handle what finally gets to you. Handle email the same way, read, respond, delete or place in a Follow-Up Folder.

  • If possible, handle a piece of paper only once. If you can’t complete the action required, do at least part of it. Example: set up a meeting time or request a printout.
  • Answer as much of your mail/email as you can when you first pick it up or open it.
  • Don’t ask for copies if you don’t need them.
  • To avoid amassing paper, store information on computer disks.

Other Time Management Tips

  • Ask yourself these three questions: What are my subordinates and I doing that doesn’t need to be done? Does anyone really need to do these things? What am I doing that others can do?
  • Use waiting time to read, plan, study, review, or write.
  • Isolate yourself from your office staff when you have to complete a major task.
  • Use travel time to plan, listen, read, think, or write.
  • Redesign forms that take too long to complete. Ask this question: Is anyone using all the information provided?
  • Take a hard look at those periodic reports to see if they can be written less often.
  • Send agendas before meetings.

    Reprinted with permission from Communication Briefings (http://www.briefings.com)

]]> http://casinocareers.net/improve-your-time-management-skills/feed/ 0 How To Negotiate A Raise http://casinocareers.net/how-to-negotiate-a-raise/ http://casinocareers.net/how-to-negotiate-a-raise/#comments Mon, 29 Jun 2009 16:45:32 +0000 casinocareers http://casinocareers.net/?p=94 Although the task of asking for a raise may seem very complex, it actually is quite simpler than you might think.

First, let’s review some of the wrong reasons to ask for a raise.  The first mistake made is requesting a raise because of new financial responsibilities (debt) within ones personal life, i.e., mortgage or car payment, child, or credit card debt.  Employers are concerned about their employees, however, dishing out raises to every person over their head in debt would be a constant burden.  Another wrong reason to ask for a raise, is due to difficulty getting along with coworkers and authoritative figures.  Personal conflict does not constitute an increase in pay.

There are possibly only three main scenarios to ask for a raise:  added responsibilities, promotion, and outstanding performance.

§         A raise can be a reachable goal if the company has experienced a growth spurt requiring added duties or to cover projects outside of the positions original scope of work.

§         Unfortunately, a promotion does not always insinuate a raise.  Some companies promote employees without supplying a raise to ensure that person can handle the position prior to reaping the rewards of it.  This ensures some peace amongst both parties if the added duties and title are taken away.  I am sure I speak for a lot of people when I say, “we accept money quicker, than we give it away.”

§         In my experience, outperforming the employers expectations is the most concrete way to land a raise.

Make a list and check it twice!  This list should include: meeting date/time (annual review), detailed list of added responsibilities or the reason(s) for the request.  Also, take this opportunity to include key accomplishments, higher education, and qualifications which have added to your value while employed.

Although, asking for a raise may seem reasonable and achievable, the answer may not be in your  favor.  Some businesses cannot afford the added expense, therefore, be prepared to discuss an alternate plan.  Simply, mention you are disappointed and would like to discuss the subject again in three or six months.  A big mistake often made is threatening to find another job or quitting….this route will only burn a bridge.

Before you enter the room, take a deep breath.  Preparation is the key to success.

——————————————————————————–

By Teena Rose, Résumé to Referral,

]]> http://casinocareers.net/how-to-negotiate-a-raise/feed/ 0 How To Advance in Your Organization http://casinocareers.net/how-to-advance-in-your-organization/ http://casinocareers.net/how-to-advance-in-your-organization/#comments Mon, 29 Jun 2009 16:44:39 +0000 casinocareers http://casinocareers.net/?p=92

Developing A Career Mission Statement

A professional career objective is usually best planned in the context of a long-term personal vision. Where do you want to be in your work life in 10 years? Some people consider this point as a “life mission” or “purpose” and then draft for themselves a mission statement. To do so, consider the career alternatives. Questions to ask yourself are:

  • How can I build relationships that will support my new role?
  • How can I best assume a leadership role?
  • What must be done to maximize my organizational positioning?
  • How can I improve people’s impressions?
  • What can I do to improve my efficiency?
  • What are the politics of this organization?
  • What issues are facing the organization that could result in my making a contribution outside of the normal scope of my job?
  • What issues do I need to renegotiate or clarify with my boss?
  • Can I engage others in a work team that is self managed so that I can give people the impression of my self worth?
  • Who do I know today and what should I know tomorrow?

Taking Control

Once you have analyzed the above, you must begin taking control and changing things to attain your mission statement. One of the major issues facing you is “how to maintain high performance, while you change.”Demonstrating agility, resilience, tenacity, and innovation leads to a positive development in one’s career and improves your opportunity for advancement.

More and more individual success depends on an entrepreneurial approach to work and career management.

So, one of the critical steps to career advancement is demonstrating entrepreneurship. On the whole, American work organizations are successfully adapting to massive global change. In doing so they have significantly changed how work is done, how work is managed, and how individuals must behave to succeed in their careers.

Therefore, career advancement is based on assessing what work one is good at, and who in the company will appreciate affiliation and the service rendered. Demonstrating emerging managing skills is also key to career advancement. Some of those attributes are:

  • Thinking of systems and enhanced ways to improve efficiency.
  • Networking within the company and building an infrastructure of comrades within the organization that you can exchange ideas, and thoughts on improved productivity.
  • Teamwork is key to understanding group decisions and facilitation.
  • Information Management and knowing what is needed, how to get at it, and where to go.
  • Knowing how to operate in an environment of ambiguity, and yet demonstrating successful maneuvering. For example, during the launching of a new game there are many unknown events that could hinder performance. Maintaining a positive attitude and being resourceful is key to demonstrating control and maneuvering around issues.
  • Managing and initiating change. For example, while managing a new game, there may be suggestions on how to improve upon the flow of the game, or enhance how it is operating.

Appearance

In addition to the above, is the notion of who you are, who you appear to be. So dress the part. Good grooming is key to career advancement and success.

  • Wear suits that are tasteful (muted colors, appropriate lengths, properly tailored).
  • Wear professional shoes that match your suit.
  • Keep hair length and style consistent with those on the “executive level.”
  • Be conservative with jewelry.
  • Make sure accessories match your attire and are in good taste.
  • Take notice of those who are successful; what are their grooming habits?
]]> http://casinocareers.net/how-to-advance-in-your-organization/feed/ 0 Finding a New Job May Involve Positioning Yourself for an Industry Transition http://casinocareers.net/finding-a-new-job-may-involve-positioning-yourself-for-an-industry-transition/ http://casinocareers.net/finding-a-new-job-may-involve-positioning-yourself-for-an-industry-transition/#comments Mon, 29 Jun 2009 16:43:16 +0000 casinocareers http://casinocareers.net/?p=90 The writing was on the wall, your company’s profits were down and cost-cutting programs were in effect everywhere. And even though you’ve had a stellar performance record for 10 years, you’ve just been advised that you’re being downsized.  Downsized – a nice way of telling you that your head is on the chopping block.

Having spent most of your employed life with this company, you’re at a loss.  You’ve never formally sought or interviewed for a job, and you’re not sure where to begin…

Start by thinking of the things you’d like to do – list the jobs you’d enjoy and know you’d do well.  Then list the companies you’d like to work for and the different industries for which your skills are applicable.

Self-Evaluation

Self-evaluation can help you determine what you are looking for in a career, as well as what you have to offer. Below are 20 questions developed by executive recruiters to help you know yourself and your career aspirations better.

1. Would I work better in a large or small organization?
2. How important is geographic location to me? To my family?
3. Am I a loner, or do I work better as a member of a group?
4. Am I more comfortable following than leading?
5. Do I analyze better than I execute?
6. Do I prefer to work with people or things?
7. Do I work more successfully under pressure?
8. Am I a good planner or idea person?
9. Am I a good listener?
10. Do I think well on my feet, make decisions well?
11. Do I express myself well orally? In writing?
12. What characteristics do I admire in others?
13. Which function of my job do I perform most effectively?
14. Which function of my job do I perform least effectively?
15. What do I enjoy doing most?
16. In the past six months, what accomplishment has most satisfied me?
17. What have I done to correct my shortcomings?
18. What level of responsibility do I aspire to in five years?
19. What should I be earning then?
20. How will I achieve these levels? What skills do I need?

Source: Seton Hall University

What Are your Accomplishments?

Now the hard part begins – analyze what you’ve done over the past decade.  This is no easy task and requires consideration of the following:

  • Identify the different industries in which you have worked and describe the responsibilities and areas of expertise you developed in each
  • List the industries with which you came into contact as part of each of the jobs you’ve held
  • Identify other industries to which your skills/areas of expertise are applicable
  • Identify the industries in which you would like to work
  • List the job titles you would like to have
  • Describe why you have the skills to do these jobs
  • Write down your educational degrees, certifications, awards, professional licenses, college activities, professional societies, memberships – community and professional organizations, etc.
  • Describe the companies you’ve worked for, type of business, total sales/profits, number of total employees, number of employees in your division and under your supervision
  • Describe the industry in which you currently operate and where the companies you worked for stood among their competitors
  • Explain the purpose of the major jobs you have ever had, budget(s) you managed, functional areas of authority and responsibility, scope of your function, did you liaison, serve on committees, develop policy, etc.
  • List all major achievements during your employment with those companies (situation when you got there, what actions did you take, what tangible benefits/improvements did they result in, etc.).

Developing An Effective Resume

Once this arduous task is completed, you’re ready to construct your resume.  Begin with a bulleted synopsis of your areas of expertise and be specific.  Don’t give a generic description, like, “possess 10 years of senior management experience as Director of Finance.”

Instead list areas of expertise that are applicable within and outside of the gaming industry; such as, internal audit, statistical analysis, payroll, collections, record retention, budget development, tax filing submissions, etc.

Your resume needs to be written based on your quantifiable accomplishments, not where you worked –it needs to convey what you can do for any company, in a concise, easy to read format.

Have several friends, both in and outside of your present industry read your resume and provide their input.

Where to Look for a Job

Now you’re ready to start the job hunt. Begin by networking – contact all of the friends and associates you have made over the years.  Solicit their suggestions about potential career opportunities.

Visit niche web sites with jobs in the industries in which you have an interest (job boards, professional associations, industry newsletters, etc.). Identify the most successful companies in those industries and explore the career listings on their web sites.

Sites like CareerBuilder are affiliated with a host of newspapers and feature their print classifieds that you can browse online.

When you find an opportunity to which you wish to apply, review the responsibilities and required qualifications of the job.  List your accomplishments relative to each. Use them to write an eye-catching cover letter.  It’s a time-consuming process, but well worth the effort if it sets you apart from other candidates and lands you the interview.

Developing Interviewing Skills

Every company and hiring manager will have different interviewing skills and tactics. You may interview with a highly structured manager that will ask every official question, or you may experience a friendly chat with a manager who wants to determine if your personality will “click” with the rest of the staff.

The format of the interview may also vary:

  • Panel interview – mainly performed for upper management positions.  The purpose of this interviewing procedure is for the key members of the staff to meet and question each candidate, enabling them to discuss them afterwards to determine which is best suited for the position.
  • Phone interview – this type of interview is becoming more popular because it is more casual and allows the interviewer the opportunity to discuss matters with a candidate prior to an official meeting.
  • Interview discussion – this can be a boring and meaningless conversation. Take the opportunity to discuss your skills that can increase the company’s bottom line and productivity. Show how you can produce results.

Prepare for the interview by being fully knowledgeable about the position and the company. Obtain copies of the annual report and search the Internet for SEC information, or information about the company and recent events.

Make sure you know the interviewer’s first and last name and can pronounce both properly – remember the commercial about the candidate who referred to his potential employer (Mr. Du’mass) as Mr. Dumb Ass?

Effective communication is a key element in your job search strategy. How you communicate affects the lasting impression, so select your words carefully.

  • Be able to articulate what you can do and give examples of work-related accomplishments that demonstrate competency in the areas of expertise required for the position.
  • Describe your education/experiences to reflect a well-rounded knowledge of the position’s responsibilities and elaborate on why they make you the ideal candidate
  • Practice your responses to different questions in front of a mirror or with others.
  • Be able to walk through your resume with no mistakes on dates and titles, articulating your progress in each position, the challenges you encountered and why and when you left each position.

Be Aware of Body Language and Demeanor

There are many signals you can convey during an interview. In addition to a professional appearance, consider the following tips:

  • Make good eye contact
  • Do not fuss with your hair, jewelry, fingernails, or clothing
  • Be careful not to cross your arms or tap your fingers and appear defensive or nervous
  • Watch how you position yourself and your posture
  • Stay relaxed and attentive – listen carefully
  • Watch the signals from the interviewer, read their body language and adjust your comments if you appear to have lost their attention
  • Be confident and non-critical
  • Avoid apologizing profusely
  • Avoid making similar comments and being repetitive
  • Admit when you do not know something as opposed to trying to fake it
  • Never smoke, or do anything that is physically unappealing
  • Never appear agitated, argumentative, or give the impression of being overqualified

Questions You Can Ask

The interviewing process is a two-way communication. Don’t be afraid to ask questions, such as:

  • What goals/accomplishments will be expected of the person assuming this position?
  • What resources are available to him/her?
  • What is his/her level of authority – for operational expenses, hiring staff, formulating policy/procedure, etc.?
  • Do not discuss compensation in the first interview. When appropriate, respond to questions about what salary you expect by asking what is the current salary range. If a specific number is suggested that is lower than you expected, ask if it is negotiable, or indicate that you must take time to consider it, as well as other options.

Handling Sensitive Questions

  • Be discreet and professional when responding to questions about former employers and co-workers
  • Be prepared to answer questions about areas where you have no practical experience
  • Practice answering questions about your weaknesses – you can’t hope to improve personally and professionally without being cognizant of your strengths and weaknesses
  • If confronted with a question that makes you uneasy, respond to the question with a question; such as, “I’m not sure I understand what you are asking, could you rephrase the question?”

What the Interviewer Is Looking For

Use the interview as your opportunity to explain:

  • What you do best and how you do it
  • What you are looking for
  • What you can do today and in the future
  • Key elements that qualify you for the position
  • Things about you personally that provide information about your ethics and work habits
  • What you know about the job and the company
  • Your strengths and an awareness of your weaknesses

If you successfully land the job, you’ll need to learn how to negotiate your employment agreement.  There are articles on this site that address that topic.

]]> http://casinocareers.net/finding-a-new-job-may-involve-positioning-yourself-for-an-industry-transition/feed/ 0 Evaluations, Feedback, and Objective-Setting http://casinocareers.net/evaluations-feedback-and-objective-setting/ http://casinocareers.net/evaluations-feedback-and-objective-setting/#comments Mon, 29 Jun 2009 16:41:46 +0000 casinocareers http://casinocareers.net/?p=88

Introduction

Completing a comprehensive and effective performance appraisal is good managerial practice. The purpose of an evaluation, is to provide the employee with a constructive assessment of his/her performance, to highlight the positive attributes, and identify areas (if applicable) to be improved in order to be successful in the position.The following are tips and suggestions on how to prepare such an evaluation.

Preparing an Evaluation:

Being able to complete a high quality evaluation requires a review of the original objectives that were agreed upon at the beginning of the plan year. If you do not have an objective-setting process, then think back upon the objectives that you expected the employee to achieve.

  • Which goals were achieved? How?
  • Which goals were NOT achieved? Why not?
  • How has performance progressed during the cycle?
  • How have they contributed to team efforts? If you have set clear and precise objectives at the beginning of the year, then you can point to the accomplishments and shortcomings, but again if this is not a practice, then assess the level of achievement against established company goals.

How to Handle Problem Performance:

One of the most difficult tasks of a manager is to deliver negative, yet constructive feedback. Often these surprises can be avoided if objectives are established in the beginning of a plan year and you ensure that there is a quarterly review of accomplishments or deficiencies against these agreed upon goals. This ensures no surprises at performance review time.However, in many companies performance reviews are a once a year event, and can be a painful exercise. One way to ensure that there are no surprises is to consider starting the process with the request of a self-review. This way you the manager have only to respond to the comments presented to you via the self review document and you can be better prepared to structure a response, particularly if you are in disagreement with the perceived level of achievements.

If the preparatory quarterly objective process is not a usual event and a self-review is also not a usual practice then, it is recommended that you consider this process:

If you are dealing with a problem performer, do not commence with the negative comments…start with the positive.

If management commences with a negative comment, they may be met with defensive reactions. Be prepared to read the body signals as your message shifts from the positive to the areas requiring improvement.

Consider how to maintain control of the feedback session to ensure that such tactic maintains a positive tone, but does not prevent you from communicating the areas that need to be addressed.

For example :“The Shift Managers have indicated that you have made a significant contribution which saved payroll, with your suggestion to change the scheduling hook-up of the Dealers.”

If you avoid providing the negative feedback , it may result in the employee continuing to perform in an unsatisfactory manner, without knowing how to improve. In the end this is a no win situation and results in a disgruntled manager who is frustrated and an employee who senses frustration, but is unable to point to the cause.

However, once you have reviewed a positive behavior, occasionally insert an area for improvement. For example:

“However, when you implemented the change, you failed to communicate the rationale for it to the Pit Managers, who received many questions and were unable to explain the reason we changed the hook-ups.”

How can performance be developed?

List the main factors that need to be improved upon, also considering the positive accomplishments. Establish measurable, agreed upon goals.

Performance Feedback when expressed with Ratings:

Many Companies attempt to quantify and employee’s accomplishments as simply as possible via a rating or numerical rank. Since this is one of the sole opportunities to provide recognition for accomplishments and to give feedback, a simple numerical rating without elaborating in objective behavioral terms is a missed opportunity.However, ratings are often delivered as the opening to the performance appraisal. Some ratings are numerical or are expressed in adjectives. It is suggested that you avoid the rating scenario until you have delivered the words. Ensure that the words mirror the rating for example:

“You consistently deliver a high quality of work and have mastered a creative ability. Your peers consider you to be a consistently top performer with little room for improvement. Therefore you have met most of their expectations and your performance is considered exceptional.”

As soon as that rating is delivered as “exceptional,” expect no further listening on the part of the employee. So avoid giving the initial perception that the rating is exceptional with “little room for improvement” if there are areas in which you expect the employee to improve. Also, descriptive ratings ranging from, “exceptional,” “above average,” “satisfactory,” and “needs improvement “ are more relevant than simple numerical ratings.

So in Summary:

  • Know how to handle problem performance
  • Understand the importance of giving feedback & setting objectives
  • Provide the opportunity to recognize accomplishmentsHelp to develop their abilities and achieve full potential
  • Provide the opportunity to solicit feedback
  • Place emphasis on the performance area that is most critical to role
  • Do not assign a higher rating than deserved to avoid confrontation
  • Do not compare the employee against other individuals, rather than against the standards for the job
  • Do not allow first impressions to distort your evaluation
  • Do not only focus on recent performance
  • Do not allow one single incident to effect your overall perception
  • The assessment and the information conveyed should be objective, factual, accurate, and bias freeProvide more evidence for particularly high or low ratings
  • Include details about the situation or task, the action and the result
  • Highlight the best evidence/documentation
]]> http://casinocareers.net/evaluations-feedback-and-objective-setting/feed/ 0 Enhancing Your “People” Skills http://casinocareers.net/enhancing-your-%e2%80%9cpeople%e2%80%9d-skills/ http://casinocareers.net/enhancing-your-%e2%80%9cpeople%e2%80%9d-skills/#comments Mon, 29 Jun 2009 16:38:48 +0000 casinocareers http://casinocareers.net/?p=86

Behavior Training:

All organizations, whether they are manufacturers of a product, conducting scientific research, providing services, etc., have only four resources to utilize: people, money, material, and time. Most organizations will tell you that the most important ingredient is people. This is especially true in the service business.

The skills with which employees complete their tasks, their attitudes toward their work, and their behavior toward their guests, has immediate impact on the guest experience. Of course, behavior is much more important when providing a service, than when making a product.

Influencing employee behavior is perhaps the most important part of a manager’s job.

Maintain & Enhance Self-Esteem:

Behavior training is built around improving your employees’ perceptions of self-competence. There is a direct impact of self-esteem on job performance. An employee who feels competent is much more likely to perform competently.Build your employees’ self-esteem by:

  • Praising specific tasks/jobs
  • Acknowledging contributions and accomplishments
  • Giving special assignments
  • Asking for their ideas
  • Seeking their opinions
  • Recognizing their feelings
  • Giving tangible rewards
  • Noting important events about their lives
  • Supporting their actions
  • Delegating
  • Asking for help
  • Sharing experiences
  • Admitting when you’re wrong

Focus on Behavior Not Personality:

Effective managers have the ability to reduce defensive behavior on the part of their employees. This is particularly necessary when discussing job-related problems such as complaints, poor performance, and poor work habits.

When you focus on personality traits of the person, you increase the odds of eroding the employee’s self-esteem. In such a situation, it would be typical for your employee to become defensive and engage in mechanisms that deny, falsify, or distort reality. One way of reducing defensive behavior is to focus on the work problem or the behavior, rather than on your employee’s personality or attitude.

Use Reinforcement Techniques to Shape Behavior:

Because behavior is a function of its consequences, reinforcement techniques are a potent method of changing behavior – either strengthening desirable behavior or diminishing undesirable behavior.There are four strategies that you can use to change behavior: positive reinforcement, negative reinforcement, punishment, and extinction.

  • Positive Reinforcement: One way to increase the likelihood of a performance or behavior re-occurring is to follow that performance with a positive event. A positively reinforced response has a greater probability of re-occurring simply because it pays off.
  • Negative Reinforcement: Another way of increasing the likelihood of an event re-occurring is through the use of negative reinforcement. Negative reinforcement increases the likelihood of a desired response by improving or eliminating adverse conditions. For example, if by using the guest’s name, the employee no longer hears complaints from you, then the behavior of using the name is negatively reinforced.
  • Punishment: One way to decrease the likelihood of re-occurrence of a behavior, is to follow the behavior with an unpleasant event (i.e. verbal counseling, or a written reprimand).
  • Extinction: Another way of decreasing the likelihood of the re-occurrence of a behavior, is to have the behavior followed by no response. Subsequently, the lack of reinforcement or response, may extinguish the behavior (i.e. response to someone who gossips).

“Actively” Listen for Feeling and Content:

One tool that will aid you in effectively leading your people is the skill of active listening. The term “actively listening” or “empathetic understanding” means the ability to pick up, define, and respond accurately to the FEELINGS expressed by the other person. When active listening is employed, the person perceives that he is being understood. This perception frees him/her to explore his/her own feelings, to express his/her own ideas, and to rely less on defensive behavior.

Active listening encourages your employees to think for themselves, to diagnose their own problems, and to discover their own solutions. Active listening conveys trust and is one of the most effective ways of helping a subordinate become self-directing, responsible, and independent.

Maintain Communications and Set Specific Follow-Up Dates:

Often, the most effective solutions to an on-the-job situation can be determined only if open communications are established and maintained between managers and employees. The “boss”, can always speak up and make use of his/her “high potency” position. A good manager encourages employees to talk more freely, encouraging them to offer personal reactions, opinions, suggestions, and problem-solving ideas in a non-defensive manner, which builds their self-esteem, self-confidence, competence, and personal involvement.

By providing a specified time to review matters currently being discussed, you can provide practical structure to your interactions with employees as well as built –in opportunities for re-evaluation, reinforcement, and even further communication. Encourage your employees to take the initiative to provide more input or suggestions at the next meeting. ]]> http://casinocareers.net/enhancing-your-%e2%80%9cpeople%e2%80%9d-skills/feed/ 0 Developing Goals to Enhance Your Career http://casinocareers.net/developing-goals-to-enhance-your-career/ http://casinocareers.net/developing-goals-to-enhance-your-career/#comments Mon, 29 Jun 2009 16:38:05 +0000 casinocareers http://casinocareers.net/?p=84

Get a Head Start….

You are now in 2002. Look back at the career goals that you set for yourself when you entered the new millennium. What has worked and what has not? This article will assist you in assessing your career achievements and goals and help you construct a plan that will help you to accomplish the goals you had hoped to attain.

Developing the Action Plan

You can define what you really want via a goal setting process. There are several steps to take NOW as you start 2002 to ensure that you are accomplishing the set goals.
Goal setting is a constructive way to set up a process that brings the end result in clear focus.

1. Take the time to identify your values. This will give you a basis around which you can set your goals and orient your entire life. Genuine values are those interests strengths and qualities which have always intrigued you or to which you have been attracted. Make a list of your top five or six values. If you are having trouble, then consider the compliments you have received lately. Examples relative to improving yourself in your job, would be learning a new skill or improving upon an existing skill, such as public speaking, written communication, improved financial/analytical skills, learning the computer and how to maneuver via the Internet.

2. Define several major goals and be very precise and specific. Consider what you would like to accomplish for the short term. Set your goals so that they are just out of your immediate reach. For example be very specific such as “By next year I will be working in a company that will be innovative and interested in attracting talent which has knowledge in web-based technology.” Carefully outline a plan to achieve this goal.

Choosing a company that provides you with opportunities for growth in areas commensurate with your career objectives can be tricky. However, there is abundant information regarding a company’s practice toward its employees on their web sites, and public job postings. Interaction with their HR Department will also give you insight to the corporate culture.
3. Challenge yourself to make certain that the goals you have selected are really your own, confirm your motivation. For each of your three goals, ask yourself:

  • What value does this goal honor?
  • What are the personal and professional benefits for me to accomplish this goal?
  • What resources do I need to accomplish this goal?
  • What help, assistance, or collaboration do I need?
  • Am I willing to do whatever it takes to reach this goal??

4. Take action by breaking each of your goals into separate steps. It may require additional education, assistance, or information gathering, to achieve the goal. For example if you are interested in training yourself in a skill – consider online courses, evening college or company sponsored classes, as well as information available in libraries, through videos/cassettes, and professional publications.

5. Ask for help from everyone you trust, respect and admire in helping you reach your goals, including working with a coach or mentor. Let people know that their support is welcomed. Motivation is often promoted through others. As an example your family will willingly give you feedback to help you improve yourself, so ask them what you might be able to do to improve on your skill that you want to change.

6. . Commit to yourself by writing each goal and action step on a timeline. If you find yourself slipping, then take another look at the questions above and the level at which you feel you will achieve such goals. Shift your behavior from procrastination to being personally accountable. Develop a written game-plan with expected dates in which to accomplish the task and celebrate overcoming each milestone.

Hang in There and Be Persistent

Lastly, whatever goals you have set-up don’t give up. Many goals may fall to the side if you expect too much too soon. Be patient and realistic with yourself and remain focused on your target. When you fall off track or slip up, forgive yourself and get right back on track. ]]> http://casinocareers.net/developing-goals-to-enhance-your-career/feed/ 0 ‘Small talk’ your Way To a Successful Career http://casinocareers.net/%e2%80%98small-talk%e2%80%99-your-way-to-a-successful-career/ http://casinocareers.net/%e2%80%98small-talk%e2%80%99-your-way-to-a-successful-career/#comments Mon, 29 Jun 2009 16:36:34 +0000 casinocareers http://casinocareers.net/?p=81

Introduction

Small talk is the most commonly used form of human communication available to us. Most people, however, consider this sort of casual conversation a waste of time. They think of small talk as shallow, mechanical, meaningless chatter.What these people don’t know is that effective managers, dynamite marketing personnel and other accomplished communicators often begin their more successful and productive conversations with small talk.

A period of small talk before a business meeting helps you:

  • Build confidence
  • Learn something about the other person
  • Establish a sense of unity
  • Set the mood for a discussion
  • Gain support for your ideas
  • Create a bridge to more meaningful dialogue

How Small Talk Benefits You

Small talk is a natural prelude to any serious discussion. It provides you and everyone else involved with an opportunity to size up and evaluate the situation.Small talk is the human’s way of sensing a situation before jumping in. But its effectiveness is not just in words you use. Small talk is most effective when your other senses are also on alert.

Through small talk, you can:

  • Put people at ease while creating a smooth transition from the initial greeting to the business at hand. Diving into a business discussion without a preamble makes people uncomfortable and results in a more strained interaction.
  • Persuade people to be more receptive to your ideas
  • Encourage others to reveal aspects of themselves
  • Initiate professional opportunities in situations even outside the structure of the business setting.

Some Tips for Success

To be successful at small talk, however, you must have something to say.Here are some suggestions:
  • Be informed. Read the news (t.v. newspapers, online news, etc.) The daily news is an excellent conversation starter and, by staying informed, you’ll always have something of value to say.
  • Be prepared with topics useful to your cause, interest or business. Maybe you’re looking for a particular antique, shopping for a new car or considering hiring a computer consulting firm and need direction. Small talk is a natural networking opportunity.
  • Practice speaking on a variety of random topics. Either ask someone to throw topics out while you speak on each subject for three minutes or drill yourself on topics of your choice.
  • Develop a list of topics you’re comfortable talking about.
  • Ask questions. If someone is speaking on a subject that you know little about, ask and learn.
  • Find out about the other person. Those who are most admired for their small-talk are those who encourage others to talk about themselves.
  • Locate common ground. Does this person share an interest in boating, country music, woodworking, bicycling or hiking, for example? Is she a grandmother? Is he from your home state? Become clever at discovering little commonalties with people you meet.
  • Give and take. Don’t monopolize the conversation.
  • Listen so it shows. Listening is at least as important in small talk as speaking. Demonstrate a sincere interest in what the other person has to say. It could make the difference between a successful business transaction and a failed one.
  • Expect to learn. Look at small talk as an opportunity to learn something new. Learn by being interested in what the other person has to say.

Some Topics to Avoid

When small talk is frivolous, meaningless and ineffective, it isn’t the fault of small talk, but rather the purveyor of the small talk. As with any form of communication, there are taboos.Avoid the following in small talk:

  • Go-nowhere topics. Until you become proficient at changing the subject or leading the conversation, avoid topics – like traffic or the weather – that don’t go anywhere.
  • Big topics that go on and on and on. Keep small talk small by avoiding subjects that require wordy explanations. Learn to put otherwise lengthy dissertations in a nutshell.
  • Controversial subjects. Stay away from politics, religion and related issues with people whose opinions you don’t know, particularly in business settings.
  • Cliches. Try to avoid repeating the old tried and over-tried phrases that pop out of our mouths automatically during small talk opportunities.
  • Criticism. When you don’t know the person you’re talking to, don’t criticize anyone else. The “overdressed hag” across the room might be his wife. The “back-stabbing overachiever” may be her favorite nephew.

Improve Your Small Talk Skills

Once you understand the importance of small talk, you’ll be much more aware of what takes place during these casual conversations.Here’s how to improve your skills:

  • Practice, practice, practice – with friends, family members, store clerks, strangers at the bus stop, etc.
  • Join organizations where you receive training in speaking, Toastmasters International (Toastmasters), for example. Or enroll in a class or seminar in communication or interpersonal relationships.
  • Socialize. Accept more invitations, join a trade organization or a club that is in line with one of your hobbies or interests. Or go out and mingle in public places. Being with strangers who have similar interests provides the perfect arena for small talk opportunities.

Make a Smooth Transition

When small talk is a prelude to business, it will be necessary at some point to draw it to a close and begin the meeting. The best way to do this is through a purposeful transition. One way to learn to recognize good transitional points in the process of small talk is to watch television talk show hosts in action. Most of them have impeccable timing and great style in making transitions.Here are a few suggestions:

  • Learn to lead. Although knowing how to follow is vital to successful small talk, leading is equally important, particularly when the transition depends on you.
  • Recognize an opening and jump in. Say: “Let me tell you what we’re going to do in the interview.” “Shall we get on with our meeting?”
  • Stop Monopolists in their tracks. If possible, wait for them to take a breath or to pause. Then break in with a comment about their topic and immediately lead the conversation in the direction that you want it to go.Reprinted with permission from Communication Briefings (Briefings)
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