Enlightened employers implement policies that provide flexible working hours, or condensed periods of work that provide for more “leisure time”. Yet for many of us, we still seem to be at the office 24/7, or we harbour the guilty secret that our work actually gives us more or “kick” than our so-called leisure-time.
For men it turns out that a limp one is a very big deal that could have serious impacts on their future prospects. However that same does not apply to women. Firmness it turns out is very much a male issue.
We are often attracted to jobs because of the money, but it is not usually the money that drives us to leave. This is normally due to other factors like status, self-development, surroundings, relationships with the boss and other workers. So how come we don’t take these into consideration when we make our choices?
Fraud in the workplace is far more widespread than most us will publicly admit. I am not talking about employees taking the pens home or wiring a lazy eleventy trillion from the pension fund into their offshore accounts. I am talking about that sense that many of us have from time to time that we are not as good at our jobs as our colleagues appear to believe we are – that we are frauds and sooner or later our manifest limitations will be cruelly exposed.
The authors make the point that proactive personalities are more closely associated with supervisor ratings of overall job performance than that reported for any of the Big Five personality factors
One of the most popular mantras of career coaches is “believe in yourself”. This is an attractive and positive sounding message, that clearly can be beneficial for some people in some circumstances. There are many people in the workforce who get trapped into self-limited thinking about their abilities and achievements, and as a result ...
Question: Are we focussing to much of our advice and coaching on resume and interview preparation when we should be spending more time coaching candidates in how to a) nurture a positive employment reputation and b) how to directly manage relationships with referees to maximise positive references. We all know about Search Engine Optimisation, can I suggest we now need Referee Engagement Optimisation?
