How to be prepared for unemploment

Downsizing is a word that all of us have become familiar with. More and more companies are doing it everyday. No matter what field you are in there might be a possibility that you could lose your job. People are laid off or jobs are totally eliminated all the time. One of the things you have to do is accept you might lose your job. How do you prepare for this?

Losing your job can be intense and not being prepared is the worst thing that could happen to you. Everyone in these days and times should be prepared if they lose their job. The first thing is to always have a six to twelve month emergency savings account saved up. Start now by setting aside money just for that. You might want to have two savings accounts. One to save for things that you want in the future like a new house, car or that fantastic vacation you have always been wanting to take.

The other savings is strictly for if and when you lose your job. Make sure you have enough money saved up for living expenses to live off of for the next six to twelve months. If you see a track record of people losing their jobs where you work, pay attention. Don't be in denial thinking that it couldn't happen to you. If you are in a lot of debt start trying to get out of it now. Try to pay off as many credit cards as you can.

Don't get into any new debt. If you need a new car, try to hold off as long as possible. If there are signs of people losing their jobs at where you work, don't buy anything that will put you deeper in debt. Postpone any vacations and any other plans that you might have that you have to spend extra money on until you feel secure again about your job. One of the most important things you can do to prepare yourself that you could lose your job is to accept that it could happen to you. Don't think just because you have been with a company for a long time or you have a certain position it couldn't happen. That's your first big mistake. If you don't accept that it could happen to you, you won't feel like you have to prepare for anything.

Preparing yourself for when you might lose your job can be a lot of hard work and discipline. You might have to change your life style to start preparing for this. There will be things you will have to cut back on to accomplish that goal. When you take the time and effort to start preparing yourself for if you lose your job you can't lose. You will have gotten out of debt and have money saved up to live off of until you find another job.

That will give you comfort while you are out of work. But if you are one of the lucky ones who do stay employed, by preparing yourself to be without a job, you will have become debt free and money sat aside to do some of the things you want to do. Either way it go you can't lose if you are prepared.

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Excellent public speaking tips

Public speaking is the number one fear ranking above death in many psychology polls. People are gripped by fear and phobic when it comes to public speaking. Even trained public speakers still feel butterflies in their stomach when getting ready to present a public speech. The famous Greek orator Demosthenes actually put pebbles in his mouth to help him with his speeches to alter the sound quality. Whether public speaking presentations inspire a crowd or instill fear in an audience, many of the key techniques for convincing an audience remain the same. While there may be some argument in the field, and there may be variations on the theme, this article will focus on two key areas, and throw in some of the more classic thoughts. The two key areas deal with audience. Is your audience friendly to your ideas or hostile or of an opposite point of view. This is of vast importance for a speaker. Exploring these factors as well as others is a good starting point for a new public speaker, as well as an excellent refresher course for even veteran public speakers.

First and foremost one must consider whether your audience favors the topic you may be presenting. Do they agree with your point of view? In a debate will they support your points or would they oppose them. While we will look at ideas like credibility of a speaker, and the demographics of the age range, gender, and other aspects of population, we will focus here on the first basic. If your audience agrees with your point of view then it alright to focus or concentrate on the topic to the exclusion of opposing points of view. If your contention is the legalization of marijuana and you think that it is a good thing, because it could be taxed, has great possibilities for medical assistance, and does not have enough of a detrimental effect on motivation to merit being illegal, then that would probably be all you would have to say. If you are addressing Pot Farmers of America, then you obviously are addressing a hypothetical audience that is in your camp, on your side. Studies in social psychology have found that if you present your supporting points for your argument ot a group that is in favor of your main point then they will quickly support or buy into the other apects of your speech. They will listen with some detail and probably even be able to remember the supporting points. Why you may ask? Because it agrees with their preconceived notions, it agrees with the opinion they already have and therefore is appealing to them at the outset.

This is also a good reason to craft your speeches towards a specific audience and even IF it seems your topic does not tie into Protect the Rare Soon to Be Extinct Cockroach, then you had better tie your speech into that belief system somehow IF you can. This of course can go towards credibility, so on should not stretch your powers of persuasion too much. What is key here is, does your audience agree with your presentation, and if not you might be able to craft it to fit. In the final analysis though, you might have to approach it from another angle altogether, and that is the second major section of this article, convincing those who oppose your point of view.

When an audience is in opposition to your point of view, studies in social psychology have proven that it is of primary importance to address the oppositions arguments. If you just present your arguments or supporting points in favor of your topic, then you will lose your audience. They will shut down, turn off, tune out and others feel you are not a credible speaker. Primarily because they do not feel you are being intellectually honest. You are not addressing the real issues, the real arguments you are not basically addressing them. Therefore you must present your argument, then your main points, and then state the oppositions primary argument, then rip it to pieces. Discredit it. By doing this you address the opposition and give them something new to think about. They look at the weak spot in their position as well as the supportive information you have give them. You have planted the seed of doubt. You may have swayed them to your way of thinking. You might be a fine public speaker with excellent credibility, vocal tone, good body language, hand gestures, excellent research and material in the body of your speech, a powerful beginning, a rousing ending, good humor and a key joke. But if you fail to address the opposing point it will all have been for naught. If the argument is that the United States is a parallel model to the Roman Empire, with similar economic, social and political structures and you present that, but the audience doesn't agree, you have a problem. Some of the audience members may feel the United States has pulled out of an economic slump similar to that of the Roman Empire, where the middle class was being unduly taxed and it destroyed the finances of the Empire. The opposing point is that the United States will not repeat history, will not decline and fall. The speaker will have to address that issue even if it is not voiced, IF that is one of the strongest arguments against his or her thesis. It might be addressed by stating that economics are cyclical and fluid and that the United States might be experiencing unprecedented economic boom right now, but that eventually unless are changed in a more permanent mode, depression will follow, or at least the continued erosion of the middle class. If you as a speaker feel the opposition might have several strong points address several of them being sure to be balanced but to plant the seed of doubt at the very least, and try to undermine the foundation of the opposing viewpoint. This allows you the balanced view of being fair and educated in the eyes of your audience.

While there is a vast amount of material on public speaking studies do not lie. Credibility of the speaker is important. Knowing the age of the group, their political affiliation, their religion, their gender and more are all important. Having a commanding presence, charisma, a strong voice, excellent posture and so many other tricks of the trade are polish upon a gem in the rough. However the two key secrets of public speaking success are found in the field of social psychology and are reflected above. Know thy audience. Are they most likely to be in favor of what your present or oppose it. Is it a mixed audience? If so be prepared to address the opposition. With these two keys you map out victory in your presentations. All the rest is really just window dressing.

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Successful recruitment strategies

In a labor market where employees are hard to come by, recruiting becomes essential. It is no longer possible to just post a ¡§help wanted¡¨ sign and expect the unemployed or underemployed to line up at your door¡Xespecially if your business is computer-related or service-related. Many service managers say that they are now in the position of constantly recruiting, even when they don¡¦t have an immediate opening.

The first step to effective recruiting is to fully understand the type of employees you need and what skills and knowledge your employees need to succeed at your business. Skills are those abilities needed to perform the job while knowledge is what the employee needs to know to perform the job.

The second step is to identify potential employees who have the necessary skills and knowledge. It is important at this point that you think beyond the traditional employee groups from which you have always hired. Yes, graduating students and workers with experience in your industry is one place to draw from. But with an ever-shrinking market and with an increasingly competitive economic environment, you need to draw people in from outside your traditional pools. Consider some of the following categories:

„h Former employees

„h Volunteers

„h Homemakers

„h Students

„h Family members of present employees

„h Legal immigrants

„h Military personnel and their dependents

„h Older workers

„h People with mental or physical disabilities

„h Ethnic minorities

„h People looking for a new career

„h People new to the community

„h People looking for part-time or telecommuting work

„h People currently on welfare or assistance

Now you have to determine how you will reach the people in these groups and let them know about opportunities at your business. Don¡¦t ignore traditional methods such as job postings or classified advertising, but be prepared to expand beyond this¡Xespecially if you are trying to reach groups of people who have NOT been reached through your traditional recruiting techniques.

Here are some creative ways you could notify people about your employment opportunities:

„h Sponsor work-study programs.

„h Invite students at local high schools or colleges to spend a day at your business shadowing an employee.

„h Provide mentored internship opportunities.

„h Post notices at churches in your targeted communities.

„h Meet representatives from minority agencies within the community.

„h Post notices at youth centers.

„h Advertise on bulletin boards, at the supermarket, library, health club, Laundromat, child care center, family restaurants, etc.

„h Place fliers on car windshields in parking lots.

„h Speak at ¡§English as a Second Language¡¨ classes.

„h Distribute leaflets at immigrant settlement centers.

„h Have an older worker whom you employ speak at a senior citizens center.

„h Distribute fliers at senior citizen housing complexes and meeting locations

„h Publicize in your employee publications or on employee bulletin boards information encouraging present employees to recommend family members for employment.

„h Offer a cash award for employees recommending a family member who is eventually hired and remains on the job for a specified time.

„h Visit schools that train people with disabilities.

„h Become acquainted with directors of local agencies offering services to people with disabilities.

„h Speak at adult evening education classes.

„h Go to businesses that are closing and tell employees there about your employment opportunities.

„h Post on electronic bulletin boards where there seem to be a high concentration of employees with the skills you are seeking.

As the job market continues to shrink, you may find that you need to be creative to reach even your traditional pool of employees. Managers in the service industry have shared some of the following creative strategies:

1. Turn your best employees into headhunters for your business. When there is an opening, ask your high-quality performers to refer people they know who would make good job candidates.

2. Look for good service no matter where you are. If you receive good service from a grocery store clerk, bank teller, restaurant, dry cleaning attendant, write them a thank you note that concludes with a comment that you could use someone with the commitment to service that they demonstrated and to call you if they are interested in talking about job opportunities.

3. Look among your customers. If you have a satisfied customer, find a non-obtrusive way (such as a card or sign in your business) telling them that you¡¦d like to talk to them about job opportunities.

4. Set up an employee hotline and keep it updated. When prospective job seekers call the hotline, they get a recorded message giving them a list of job openings and a brief description of each.

5. Sponsor a recruitment day each year and advertise it on a local billboard several weeks ahead of time.

6. Hold career fairs¡Xnot just at colleges but at high schools with career programs as well.

7. Partner with welfare-to-work programs who will train and mentor people whom you can employ.

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How to quit your job

Quitting your job means two things. First, you are ending a business relationship. Secondly, you are quitting, not bargaining. Let’s explore each one of these.

Despite the friendships and camaraderie (or antipathy, for that matter) you may have developed at your current job, you are still ending a business relationship. For that reason, you need to quit in writing. Even if you’re leaving a job flipping burgers, crafting a resignation letter will make you look more professional. If anything, it gives you good practice.

Your letter should be in business format, and it should include the following items:

* your intent to leave

* the date on which you will leave

* the date on which you are submitting the letter

* your signature

That’s it. You don’t need to apologize, say thank you, or explain why you’re leaving. All that needs to go in your personnel file is the bare facts.

Your letter may end up being quite sparse, and that’s okay. While you do need to address the letter to an individual, the real recipient of it is the business.

Here’s an example of a resignation letter:

Jane Doe

1234 Main Street

Anytown, USA

555-555-5555

Human Resources

The Company

1234 Big Business Street

Anytown, USA

[Date you submit]

Human Resources Manager:

This letter is to inform you that I am resigning my position as [Position Title] with [Employer Name]. My last day will be [Date of last day].

Sincerely,

Jane Doe

Whoah, the address takes up more room on the page than the resignation itself. Make sure that your effective date is at least two weeks from the date you turn it in. Longer if you’ve signed a contract with a specified time. Resist the urge to pad and apologize. Put the letter in an envelope, addressed with the name, title, and department of the appropriate person. Place a copy of it with your personal papers. You are ready to handle the niceties in person, where it counts.

Be sure to hand over your letter to the appropriate individual in person. You want to be up front about what you’re doing. On a differently practical level, you want to make sure that she receives it. Tell the individual that the letter is time sensitive, and that you will be available for the remainder of the day to discuss its contents. Be available.

Different companies and people react differently to resignations. Depending on your job and your relationships, some companies will escort you out the door. Others will try to tempt you to stay by offering more money, promotions, lateral transfers, and so forth. If you are escorted out, so be it. It doesn’t mean that you’ve done anything wrong or ruined your relationship; it just means that’s how they do business. Turn down offers. They seem attractive in the short term, but few people who rescind their resignations are happy.

Some companies will ask you to perform an exit interview. Avoid criticizing your employer or harping on suggestions you’ve offered in the past. In a sense, you are no longer responsible for anything other than wrapping up your work. In your absence, criticisms you make may be misinterpreted, and you can end up accidentally burning bridges.

When pressed, say that you think you’ve found an opportunity that fits you better. Don’t gloat over a new salary or benefits package. Don’t bad mouth the place you’re leaving. Do enjoy going out to that farewell lunch or party with your coworkers. Be generous with information about your job, projects, and responsibilities on your way out. One of your goals of leaving is not just to make it smooth for you, but also for the place you are leaving.

Finally, after you’ve left, continue to maintain your personal relationships. Don’t push too much for work gossip; you aren’t a part of that pack anymore. Do let people know that your life is all right and that you think of them.

About those thank-you’s that you were tempted to put in your resignation letter? Write them now. Thank the personnel department for any assistance with exit paperwork. Thank your old boss or supervisor for easing your transition—even if they didn’t. If appropriate, pass business their way, and make sure they know who it came from.

If you stick to these guidelines, you’ll end up leaving a job. But you won’t end up stepping on toes, offending people, or cutting off a part of your life.

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How to conduct a successful and effective business meeting

The bane of every worker or volunteer is the meeting that lasts for hours and accomplishes little. While some people simply stifle inner groans and tolerate whatever contortions managers, the board, or a committee wants to make, other people have identified and implemented ways to make meetings more meaningful for the participants.

Several talented managers have defined meetings as falling on a scale between rambling and unstructured to focused and structured. The goal of most of these managers is to get their meetings as far over toward the focused and structured as possible. In that vein, an effective meeting might be defined as one that:

-Takes only as much time as is needed to accomplish its goals

-Sticks to the subject

-Meets its objectives or goals

There are several practical tools that anyone chairing a meeting can use to make a meeting more effective. These tools are ones that have been suggested by top-level managers, meeting experts, association resources, and books and articles on the subject. They are intended to be practical resources that can be used immediately to make meetings more effective.

Agendas

It is nearly impossible to talk about effective meetings without discussing agendas. A properly prepared agenda can have a tremendous influence on the meeting¡¦s outcome. Some agendas are more effective than others. Cyril Houle, author of ¡§Governing Boards¡¨, says that a meeting agenda should be carefully planned: ¡§The items listed should not be merely sketchy notations indicating generally what is to be discussed but should be described at such length that the board will know what to expect. The person responsible for the presentation of each item should be noted, as should the expected length of time for its consideration at the meeting. Due care must be given to keep the agenda of the board meeting from becoming too full. If matters can be handled outside the meeting, they should be.¡¨ (Houle, Governing Boards, Jossey-Bass, San Francisco, CA 1989)

Many managers recommend that the meeting agendas be as detailed as possible. Simply putting down ¡§Treasurer¡¦s Report¡¨ is too vague and allows for too many unexpected issues to be brought up during a meeting.

Another manager suggests listing only committees on the meeting agenda that have something to report. Traditionally, an agenda might list every single committee, which leaves the committee chair feeling that they have to give some sort of report, even if they don¡¦t have anything to say.

Communication

Communication between meeting attendees is important. Letting all participants see an agenda before the meeting starts helps them come prepared to each meeting. It gives them a chance to review issues before the meeting begins and even get questions answered outside of the meeting.

Meeting Calendars

A meeting calendar can help a manager running a meeting determine when reports will be given and schedule issues to be discussed. This keeps participants from feeling that every issue must be discussed at every meeting. One manager said he uses the meeting calendar to help impose discipline at meetings. While the manager may not want to forbid anything that is not scheduled, he or she should encourage participants to stick to it.

Controlled Environments

Many managers have found that they can manipulate the meeting¡¦s physical environment to have a positive effect on the efficiency of meetings. Some managers even go so far as to remove all chairs from a meeting room, forcing participants to stand so that the meeting will go faster.

Even those managers that don¡¦t take things to such an extreme note the difference in length and meeting efficiency based on when they are held, where they are held, and the amenities available.

Meeting Procedures

Every meeting must have some sort of procedure by which it is run. General Henry Robert developed meeting procedures in 1876 by adapting the rules followed by the U.S. House of Representatives. Since that time, Robert¡¦s Rules of Order have been generally accepted as an efficient way to run a group meeting.

Some people, though, may resist Robert¡¦s Rules of Order as too stifling or because they inhibit debate. However, when used correctly, Robert¡¦s Rules can do just the opposite. They are ultimately meant to ensure that the majority is able to accomplish its goals while the views of the minority are protected and heard.

A danger to Robert¡¦s Rules of Order is what Edward Scannell, director of the University Conference Bureau of Arizona State University and past president of Meeting Planners International, calls ¡§motion sickness.¡¨ He points out that not all items require motions. If participants can agree to something quickly, then they should do so and save the procedures for when they are needed.

Consent Agendas

For every item opened for discussion, someone will feel obligated to say something. However, not all items that come before a group need to be discussed. There are always routine actions that must be voted upon due to tradition, bylaws, or policies. These might include contract renewals, ceremonial decrees, setting meeting times, etc. One way to reduce the amount of time spent on these routine items is for the chairperson to develop a consent agenda.

The consent agenda is given to all participants before the meeting. When the meeting starts, any participant can request that an item be removed from the consent agenda and opened for general discussion. All other items are voted on together, without further discussion.

It is important to note that the consent agenda should be used only to save time, not to push something through on an unaware team or board. The only items that should be placed on a consent agenda are those that are highly likely to pass unanimously without discussion or amendment.

Straw Votes

A straw vote is as much a consensus-building tool as a time-saving tool. A straw vote involves introducing an issue and allowing a moderate amount of discussion. When the chairperson senses that there is a majority or consensus on an issue, he or she can ask for a non-binding¡Xor straw¡Xvote on the issue using a show of hands. This enables participants to see whether there is a consensus and how other people are voting. If there is a clear majority, the chairperson can ask, ¡§Are you ready to vote?¡¨ The straw vote can cut down on discussion time as it reveals when a group is ready to vote, often long before they realize they are ready.

Discussion-Only Items

Some group shave found they can save time by bringing up an item at separate meetings. The first time an item is brought up it is either introduced without discussion (preferably at the end of a meeting) or introduced for discussion only. At the next meeting it can be brought up for a vote without any discussion. This method allows participants to work out any problems they have with the item between meetings instead of on the spot. They can then come to a meeting more prepared and comfortable with their decision.

The reward to implementing the tools discussed here can be a more effective meeting style.

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You get the feeling at your desk. You’ve done so much in the past six months. Has anyone noticed or appreciated it? You want to find out and now. You desire to ask for a raise, but, is the timing right? You get paranoid...don’t want to mess up your chances; don’t want to seem to pretentious. You feel that you’re doing so much more than your co-workers and you want to be noticed and appreciated! What’s wrong with that? Absolutely nothing. But, one thing, you’ve got to get your ducks aligned before you attempt to do the dirty deed...

Timing It Right

If you have been in the position long enough to feel confident, comfortable, and able to handle an additional workload and your time spent there exceeds six months or more--by all means, considering asking for a raise. If what you desire is a change of position or a promotion, DO NOT consider this type of situation if you have been with the company for less than six months. It looks too hasty and gives the impression that you are not fully “into” your current position, which you should be with all of your heart at this point. It is great to show ambitions, the willingness to move around, or usefulness in different sections of the company, but too much ambition may actually be a “setback” in certain situations and frowned upon by certain skeptical employers.

Document Everything

Documentation and keeping “record” of what you do and what you’ve accomplished is key. Take notes on good things people have said about you. Is there anything specific in writing that reflects a good job you’ve done? Save everything that you do.

Meeting with “The Boss”

Before you meet with the boss, do some research on salaries for your position and use that as a guage for the raise. Usually, you won’t get more than 15 percent. Choose a day that is midweek, to make an appointment with your boss. If you feel that other events such as, the birth of a new baby, a new apartment or any extra responsibility in your life should be mentioned, by all means mention it. You have nothing to lose.

A Couple of Pointers Around the Office

Know who is who (who is important and who isn’t). Watch who you relate and associate with everyday if you are a newcomer to the company. Sometimes, you may initially be misled by certain individuals who have no scruples regarding a bright, green, and eager “new person” on the block. Take a couple of lumps, but don’t act out the naive newcomer to all around you. People only feed on that; they don’t support or nourish it.

Don’t Worry; Be Happy

Stay away from all negative people in your daily workday. Life is hard enough, as is adapting to new positions and you do not need Mr. or Mrs. Cynical going off about “this lousy place” in your presence. Do not allow anyone to color your view of things too much; but, be wary and shrewd. Do not entertain information about past employees, firings, harrassment, etc. You have too much at stake. Usually, employees will reveal this information all their own out of sheer ignorance. Be smarter than that!

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How to write a small business strategic plan

A strategic plan can help to steer a company to operational success over a short or long period of time. If an enterprise pokes along without a sense of direction, it may end up going nowhere. That is why you need to write a strategic plan to guide your organization through good times and bad.

Many companies form strategic planning committees, with members from all major departments. Every area should be represented so that no employee feels left out or disenfranchised. Employee representation is vital for staff buy-in and implementation.

Organize monthly meetings, with the chair setting an agenda and, with the committee's help, establishing a timeline for completing a draft of the plan. After each meeting, the committee report should be published in the company newsletter or in a special section of the Web site, if applicable, to keep everyone informed of the document's progress.

Feedback should be sought from non-committee employees on a routine basis. As each draft of the strategic plan comes together, it should be reported in company media, with feedback invited by a certain time. Or copies of the plan can be circulated with a request for proposed editing changes by a specific date. That way no one can say he or she did not have a voice in setting the company's future goals.

Goals to be considered may include objectives like these:

-Improve safety by increasing parking lot lighting

-Increase customer satisfaction by reducing turnaround time on orders from four days to two.

-Enhance the foyer appearance by adding live plants and carpeting.

Larger or long-range goals should be set under broad categories:

-Customer satisfaction

-Employee safety

-Product integrity

-Workplace harmony

As one goal is met, replace it with another. There are always ways in which to improve company performance.

In additional to operational objectives, five- and ten-year goals should be emphasized, along with the steps for reaching them:

Five-year plan:

-increase profits by 25%

(expand customer base through sales calls, increase advertising budget by 10%)

-increase staff by 10%

(hire full-time employee each year for five years)

-add 2,500 square feet of production space

(purchase adjacent lot and erect a pole building)

-reduce waste by 20%

(double-check product content daily)

-decrease absenteeism by 30%

(offer $200 annual bonus for perfect attendance)

These clear-cut, measurable goals and steps can be attained through employee motivation and cooperation. At staff meetings take time to explain the purpose of the plan and the overall value to the company, its employees, and your customers. In putting the plan on paper, divide departments or areas into sections, list the steps for achieving each goal along with a timeline for completing the action step, and circulate the plan for final approval before pronouncing it complete.

When the plan is formally adopted, be sure that each employee gets a copy. Make reference to it at staff meetings, retreats, and other special programs. The committee should review the plan at least once a year for updates and reprioritization. A competent strategic plan can provide the structure and vision that will lead your company to the next level of achievement.

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