Appreciation is the single most important thing for job satisfaction

Appreciation is the single fruchtwein important thing for job satisfactionAppreciation is the single most important thing for job satisfactionCompensation data and software company PayScale released newdata on employee engagement, showing that appreciation is the thing employees value most when determining how they feel about their companys culture.The reportsays that how people are paid relative to the market for their position matters relatively little in terms of employee satisfaction. What does matter is how employees feel about how they are paid, which has 5.4 times as much impact.The researchers surveyed mora than 500,000 workers for the report. Here are just a few of the findings, plus what companies can do to boost their success in the employee engagement department.The older you get, the more likely you are to stay put at workPayScales research found that employees ages 20-29 had an 8% higher chance of going on the job hunt again compared to those ages 40-49. The 30-39 year- olds were sandwiched in the middle of those two age brackets.But as ages climb upward, people are far less likely to leave Those 50-59 are 15% less likely to jump ship, while those 60+ are 50% less likely to.Why people leavePayScale found that company outlook had the biggest impact on intent to leave employer, (more than appreciation, development and others). The researchers found that someone who strongly agreed that their employer would be successful down the line is half as likely to aim to quit over the following six months than someone with a neutral perspective on this concept.Someone who strongly thought the company wouldnt succeed was 2.6 times more likely to leave compared to the neutral employee, the report found.How companies can make employees feel more engaged at workThere are a variety of ways to do this.Prioritize making workers feel like they matterMaking workers feel appreciatedwas just one of the takeaways of PayScales research.Its likely that employees would enjoy the benefits of having a heftier paycheck, but after citing things like spot bonuses and merit-based pay increases as ways to show workers appreciation, PayScales report makes it clear that money isnt the only solution.Encourage managers in your organization to get into the habit of providing timely and positive feedback for a job well done. Employees need to regularly hear the message that their work is seen and valued. They need to understand, and feel that the company understands, how their work contributes to the companys mission. Finding ways to convey appreciation can be a simple, cost-free way to increase employee satisfaction across the board, the report says.Dont keep employees in the dark about their performanceOutside research has found that letting employees know how theyre doing in the office goes hand-in-hand with recognizing their work.Giving workers positive feedback and chances to climb the corporate ladder can go a long way.Dont forget to encourage bondingTim Eise nhauer, Co-founder and President of Axero and a developer of Communifire,writes in Entrepreneurabout how doing this can help employees feel more engaged.Having fun together bedrngnis only breaks up the routine but also encourages creativity and collaboration. Sponsor a company softball tournament or host a monthly dress-up day, where employees can wear their ugliest sweater or sport a crazy hair color. Of course, management must also get in on the action, which further contributes to authenticity, visibility and communication, he writes.Appreciation is the single most important thing for job satisfactionCompensation data and software company PayScale released newdata on employee engagement, showing that appreciation is the thing employees value most when determining how they feel about their companys culture.The reportsays that how people are paid relative to the market for their position matters relatively little in terms of employee satisfaction. What does matter is how employees feel about how they are paid, which has 5.4 times as much impact.FollowLadders on FlipboardFollow Ladders magazines on Flipboard coveringHappiness,Productivity,Job Satisfaction,Neuroscience, andmoreThe researchers surveyed more than 500,000 workers for the report. Here are just a few of the findings, plus what companies can do to boost their success in the employee engagement department.The older you get, the more likely you are to stay put at workPayScales research found that employees ages 20-29 had an 8% higher chance of going on the job hunt again compared to those ages 40-49. The 30-39 year-olds were sandwiched in the middle of those two age brackets.But as ages climb upward, people are far less likely to leave Those 50-59 are 15% less likely to jump ship, while those 60+ are 50% less likely to.Why people leavePayScale found that company outlook had the biggest impact on intent to leave employer, (more than appreciation, development and others). The researchers found that someo ne who strongly agreed that their employer would be successful down the line is half as likely to aim to quit over the following six months than someone with a neutral perspective on this concept.Someone who strongly thought the company wouldnt succeed was 2.6 times more likely to leave compared to the neutral employee, the report found.How companies can make employees feel more engaged at workThere are a variety of ways to do this.Prioritize making workers feel like they matterMaking workers feel appreciatedwas just one of the takeaways of PayScales research.Its likely that employees would enjoy the benefits of having a heftier paycheck, but after citing things like spot bonuses and merit-based pay increases as ways to show workers appreciation, PayScales report makes it clear that money isnt the only solution.Encourage managers in your organization to get into the habit of providing timely and positive feedback for a job well done. Employees need to regularly hear the message that their work is seen and valued. They need to understand, and feel that the company understands, how their work contributes to the companys mission. Finding ways to convey appreciation can be a simple, cost-free way to increase employee satisfaction across the board, the report says.Dont keep employees in the dark about their performanceOutside research has found that letting employees know how theyre doing in the office goes hand-in-hand with recognizing their work.Giving workers positive feedback and chances to climb the corporate ladder can go a long way.Dont forget to encourage bondingTim Eisenhauer, Co-founder and President of Axero and a developer of Communifire,writes in Entrepreneurabout how doing this can help employees feel more engaged.Having fun together not only breaks up the routine but also encourages creativity and collaboration. Sponsor a company softball tournament or host a monthly dress-up day, where employees can wear their ugliest sweater or sport a crazy hair c olor. Of course, management must also get in on the action, which further contributes to authenticity, visibility and communication, he writes.This article originally appeared Nov. 10, 2017.

Tips for Asking Friends and Family for Job Search Help

Tips for Asking Friends and Family for Job Search HelpTips for Asking Friends and Family for Job Search HelpAsking family and friends for job search help is a great way to hear about job opportunities. Your friends and family care about you, and most of them will gladly help you in any way they can. However, there are ways to reach out to friends and family that are more helpful than others. Read below for tips on how to network with family and friends, as well as examples of letters requesting job search help. Tips for Asking Friends and Family for Job Search Help The best way to reach out to family and friends is through an email or letter. Read below for advice on how to write the most effective letter. Be specific. Your friends and family will be able to help you better if you tell them what you are looking for. Are you hoping for job leads? Informational interviews? New contacts? Let them know what you want so that they can help you.Keep it short. Your letter should not be t oo long your friends and family are busy and will be more likely to read a shorter letter or email. You might even use bullet points or a list to make it easier to read.Attach your resume. You might attach a resume to your letter or email to provide more information to your friends and family. This will also allow you to keep your letter shorter. Send some personalized letters. If you have particular friends or family who you would like to ask a specific favor perhaps they work at a company you want to work for, or they have a contact you would like to meet send them individualized letters. This will increase your chances that those people will respond to you.Be patient. Its hard to be patient when youre job searching, but its important. Wait a couple of weeks or even a month before sending one short follow-up email. In this email, say you are still job searching, and would still appreciate the assistance. Avoid sounding frustrated or upset. Be thankful. Individually thank every p erson who offers you help with your job search. Even if their advice was not particularly helpful, you would want to express your gratitude. Who knows when you will need their job advice again? It is important to remain kind and considerate. Also, remember to offer your help when someone you know needs a new job. What to Include in Your Letter or schmelzglas You will want to include a brief, friendly introduction to your family and friends. After your introduction, explain that you are looking for a new job. Provide a very brief explanation of your background (a description of your last 1 3 jobs), your ideal job, and a list of 3 5 companies you would love to work for. You can include this information in paragraph form or in a list. After this, explain what specifically you are looking for from your family and friends, whether it is alerts on job openings, informational interviews, or something else. Conclude with a thank you to express your gratitude. In your signature, includ e contact information even if they are friend and family who know your contact information, it is still useful to include this. Sample Letter Asking Friends and Family for Job Search Help Dear friends and family,I hope all is well As many of you know, I have been working as a marketing assistant at XYZ Company in New York for the past four years.I am currently looking to relocate to Washington, D.C., and am searching for a new mid-level marketing job in the city.If you hear of any open positions in marketing (particularly within the nonprofit sector) or can think of any contacts you might be able to put me in anflug with, Id greatly appreciate hearing from you.Ive attached my resume Id appreciate any help you can offer.Thank you all so much I look forward to catching up with each of you soon.Best,Firstname LastnameEmailPhone ExpandSample Follow-up Letter Asking Friends and Family for Job Search Help Dear friends and family,I hope all is well Thank you so much for all the leads and a dvice you have sent me so far as I look for a new marketing job in Washington, D.C. (specifically within the non-profit sector).I just wanted to let you all know I am still looking for a job opportunity, so if you hear of any open positions, or can think of any contacts you might be able to put me in prise with, Id greatly appreciate hearing about them.Ive attached my resume once more Id appreciate it if you could show it to any contacts you have in the industry.Thank you againBest,Firstname LastnameEmailPhone ExpandSample Personalized Letter Asking for Job Search Help Dear Aunt Elizabeth,I hope you are doing well It was so nice to see you and Uncle Jim at the Christmas party last month.As I believe my mom told you, after three years working for XYZ Marketing Company in New York, I am moving to Washington, D.C. I am currently looking for a mid-level job in marketing, specifically within the non-profit sector.I remember you telling me that you are former colleagues of James McMartin of ABC Advertising Agency. Do you think you would be able to put us in touch? I would love to ask him for an informational interview. He is so experienced, and Id love to hear his advice about the marketing industry in D.C.Thank you so much in advance. Talk to you soonLove,First nameEmailPhone Expand

Strategies to Improve Your Payroll Staffing

Strategies to Improve Your Payroll StaffingStrategies to Improve Your Payroll StaffingIts a hot job market now for accounting and finance professionals. This is great news if youre job-hunting - but leid so great if youre responsible for payroll staffing.The Robert Half Salary Guide for Accounting and Finance Professionals highlights payroll as one of next years in-demand areas. In particular, organizations seek experienced payroll managers, especially ones who have their CPP (Certified Payroll Professional). With plentiful job openings but not enough skilled payroll candidates, whats a hiring manager to do?Here are six ways to refine your recruiting strategies so you can take your payroll staffing to a higher level to attract and hire the professionals your company needs1. Know what skills you need in this roleUnless you plan to provide training, youre probably looking for someone with competencies in data entry, payroll processing software and systems. Excel expertise is in demand , and in some areas, multi-state and international payroll processing experience is a must.As Carlie Boese, an Accountemps branch manager, points out, payroll clerks and payroll managers must also possess the right soft skills, such as theseCustomer service - Payroll is one of the most thankless jobs out there. No one goes to the payroll department on pay day and thanks them for their check. They only hear about it if something goes wrongA solutions-oriented approach - When there is a problem or a complaint, you need someone with the right attitude who can take that issue and think, What can I do to solve this?Dependability and attention to detail - Payroll is a deadline-driven position that affects their coworkers livelihood, so error rates must be low.2. Offer above-average salariesIf youre having trouble recruiting skilled payroll professionals, the problem may lie with the wages. Compare what youre offering with the latest local averages, which you can find using the Salary G uide and our Salary Calculator.Lets say youre a manager in Las Vegas and need to hire a payroll supervisor. The salary midpoint for that role is $71,000. A candidate with less-than-typical experience may be willing to accept less than that, but not someone with a rich work history, CPP credential and stellar technical abilities. 3. Sweeten the deal with extrasMoney is not always the most important factor to a payroll job seeker, says Dora Onyschak, Robert Half metro market manager and vice president.Find out what is important to your top candidate, she suggests. Is it a flexible work schedule? An easygoing work culture? Extra time off? The ability to work from home? There are many nonmonetary benefits that an organization can offer to overcome not offering top dollar.Many payroll functions today are accessible via cloud-based platforms, which means staff dont need to be physically in the office 100 percen t of the time. The mora flexible your company can be with scheduling and work locations, the more job seekers will be tempted to say yes to your job offer and keep their motivation in the workplace.Also consider your overall compensation package. The typical insurance package - medical, dental, vision, life, disability - and retirement plan are the minimum. Can you offer more? Some companies are getting imaginative with benefits, ranging from pet insurance to sabbaticals.4. Search from multiple frontsCourtney Angelo, Accountemps senior staffing executive, says she recommends a variety of recruiting tactics to find qualified candidates, from posting job openings online to broadening your network of referrals. As Angelo suggests, Good people know good people.Other strategies shes used? Take advantage of your companys social media outlets, like Twitter, LinkedIn and Facebook, to maximize your employer brand, advertise job openings and form relationships with potential candidates.Also , go passive. Many top-notch payroll professionals arent actively looking to move on but would be interested in finding out more about cool opportunities. To find these passive candidates, step up your networking efforts at seminars and professional conferences.You might even try recruiting from within. Who better to serve as your next payroll manager than your sharp payroll clerk? When you promote existing staff, you save significant time and resources otherwise spent on recruiting and training. Youre also creating an environment where excellence and hard work are rewarded, which boosts morale.5. Move faster with payroll staffingMost employers take their time when deciding who to bring onboard. After all, hiring the right people is important when the cost of a bad hire is high. But if you wait too long, your first choice may lose interest and accept another job offer.In Phoenix, where Angelo works, unemployment is at its lowest in 10 years, with job creation at its highest. Its not unusual for top talent to get multiple job offers, so she warns, Employers will lose out on top candidates if they drag their feet.One solution is to streamline the hiring process. Keep the committee on the small side so youll have fewer calendars to coordinate. Try to schedule all interviews over one or two days, using video conferencing if necessary, and then make a decision quickly. And rather than checking references and backgrounds before making a formal job offer, flip it around Make the offer contingent upon satisfactory checks.6. Use temporary professionalsYou need a new payroll clerk or manager either because someone has left or the company is growing. Either way, as long as that vacancy remains unfilled, existing employees have to pick up the slack. Taking on extra duties can lead to stress and wear down an otherwise-productive team.An interim payroll specialist can help you get through a rough patch. Another option is to bring in someone with a temp-to-hire strategy. Tha t way, you can quickly fill a vacancy without having to invest much in the way of time or effort. If the payroll worker proves to be an invaluable addition to your team, with the right skill set and the right fit, you can quickly offer a full-time position.Its a candidate market for accounting and finance professionals, especially when it comes to skilled payroll clerks and managers. So scrutinize your recruiting strategies, revamp them if necessary, and start landing the workers you need.Looking for temporary help in payroll to move your business forward? We can help.1.855.432.0924