December 2, 2013
October 21, 2013
How to Survive as a New Manager
By Dave Clemens
You just got promoted. Now you’re a manager and finally on the career path you always dreamed about. But does it feel different to be in a leadership role? You still get up every day and take a shower, have breakfast and drive to work. Your spouse, your children, your friends – they all see you the same. So not much has really changed, right?
Wrong. At work, everything has changed. Why? Because your boss, the most important person in your professional life, needs you to play a completely different role.
You probably got singled out for promotion because you were a strong performer, a producer who achieved excellent results. Now you’re in charge of a team, and your job is to get OTHER people to be strong performers. That’s what management is about. It’s the art of getting results through people. It’s so difficult that most people want nothing to do with it. Of those who take the challenge, many underestimate the complexities of management, and fail. But knowing what to expect when you take on that new position can help you succeed.
First, you need to truly understand what your new position means. It might be tempting to show up for work acting as though nothing’s changed. But that’s simply not true.
You can’t behave around rank-and-file employees the way you did before. In the eyes of those employees, you ARE the organization now. You weren’t promoted only because you were a good performer. The higher-ups recognized that your values were aligned with those of the organization and that you had assimilated its culture. So they made you, in effect, a representative of that culture.
As a new manager, it’s easy to overlook the fact that because you represent the organization, you’re constantly “on stage.” Everyone is watching and listening. Everything you say and do is amplified. If you propagate the organization’s core values and culture through your example, you’ll be on your way to success in your new role.
But if you contradict those values and culture, you’ll create confusion. And if you do it consistently, you’ll erode your credibility and effectiveness as a manager.
There’s another major test to pass. Top executives must be 100% confident that a new manager can be trusted. As a member of the management team, you’ll be privy to sensitive information.
We’re not talking about anything nefarious or illegal. It could be competitive info. Imagine a new product is doing exceedingly well and you want to keep that quiet for a while to slow down your rivals. Or it could be the CEO’s decision to step down, which could cause chaos with investors and other stakeholders if it weren’t announced in a well-planned communications campaign. New managers, like other managers, must hold knowledge like this close to their vests. Remember, indiscretion isn’t a minor error. It’s the ultimate blunder for an aspiring manager.
Many mistakes you’ll make as a manager can be overcome. But a lapse of discretion can be terminal. The consequences are often extremely damaging. Also, it’s a breach of trust, and trust is very difficult, if not impossible, to restore.
Stepping into a managerial role may sound daunting. But it need not be. Knowing where most managers fail and what your boss hopes to achieve from promoting you are the first steps to succeeding as a new manager.
About the author:
Dave Clemens has spent years consulting with HR professionals, researching developing trends, tracking employment case law and reporting on what it all means to human resource professionals. His HR Café blog is read by 14,000+ subscribers three times each week and he is a senior writer for the Compliance & Management Rapid Learning Center online training site. His work has also appeared in the World Press Review, The Associated Press, and in several nationally recognized human resources, employment law and business newsletters. Connect with David via Twitter @TheHRCafe
July 22, 2013
“Big Data”: A Tool for Talent Management?
By Robert Teal, CCP, CBP
The most modest organization has large amounts of information, i.e., “Big Data”, on its operations, suppliers, customers, and especially on its employees. Even knowing as little as length of service, hours worked, job function, performance data, and location can be telling as to which employees are likely to succeed or not. The basis for Big Data decision making is founded in that class that most students ignored or only took the one mandatory course. That course usually covered the statistical foundation concepts of data collection & presentation, variability, central tendency, sampling theory, inference & hypotheses testing, regression & correlation, indexes & time series, and seasonal & cyclical analysis. While an employer with a few dozen employees can manage them with no more of a sophisticated tool than a good memory or paper notebook, even a middle sized organization of a workforce of few hundred needs to look deeper. (more…)
April 15, 2013
Top Ten Best Places to Work
Redfish Technology Inc. Honored on 2013 ‘Best Places to Work’ List
Redfish Technology was named among the “Best Places to Work” in Idaho. Winners are companies that reflect exceptional performance in the areas of Compensation and Benefits, Employee Growth and Development, Work-Life Balance, Workplace Environment, and Company Management.
January 21, 2013
Jon Piggins – IT Recruiter, Sales & Marketing
6 Tips for Building a High Quality Management Team
By Jon Piggins, Executive Recruiter, IT Sales & Marketing
When recruiting new management, or professionals who can be groomed to move into leadership positions, it is imperative to get the right combination of skills and qualities. When building a team, from the outset recruit new employees with the skills and abilities that will strengthen the department. And additionally look for these qualities in candidates in order to build a high quality management team:
1. Big Picture Thinkers
Of course a candidate must be excellent at what he/she does, and must be a strong contributor to the team or department. Moreover they must fundamentally understand the business, the industry, the competition, and the economy at large. Those who can take your group to the next level must be strategic thinkers who have a grasp of the big picture. (more…)
December 31, 2012
Resolve to Hire the Best Talent in 2013!
Hiring Advice from the Experts at Redfish Technology
Human capital, the most important asset of most companies, comprises the totality of competencies, knowledge, social and personality attributes, and creativity, embodied in the employees’ ability to perform labor so as to produce economic value.
Recruiting the right talent to advance your company’s mission and goals requires finding the right fit for these myriad of considerations. As the demand for leading talent continues to increase, there is more competition over top talent. Companies that are winning at attracting and on boarding the best talent are those who survive and thrive.
The recruiters at Redfish are in the trenches everyday with hiring managers and their teams, and with passive and active candidates, putting together winning combinations. Based on their in-depth experience building out teams, here are their suggestions for hiring managers in 2013.
The Top Resolutions every hiring manager should make in order to hire the best talent!
“Identify 6 to 10 traits you’re looking for in a candidate and then narrow it down to 4 “must haves”. (more…)
November 26, 2012
Cyber Monday E-commerce Records / Productivity / Hiring
Cyber Monday e-retailing predictions!
Cyber Monday is a marketing term for the Monday after Thanksgiving’s online shopping extravaganza. It is the online retail equivalent of Black Friday, the Friday following Thanksgiving Day.
In 2011, Cyber Monday was the biggest day in the history of US e-retailing at $1.25 billion in online retail sales, and beat the other top holiday shopping days.
November 12, 2012
The Top 100 Web Resources for Managers
Managers are asked to fulfill numerous duties in order to keep an organization well balanced and working efficiently. Whether they’re overseeing specific projects, meeting with employees or assisting hands-on with daily functions, a manager’s role is to make sound business decisions that keep the company ahead of the competition.
The following list recognizes some of the top websites and blogs in multiple categories including Management, Human Resources, Operations Management, Strategic Management, Marketing, Finance, and IT Management.
There were many factors that went into the selection of these sites including web presence, number of visitors, content quality and peer recommendations. Each site offers a unique perspective on the subject of management and leadership in a business setting. In order to navigate to each management category, click on the section you wish to go to at the top of the page. Please note: websites are not listed in order of rank. (more…)
October 29, 2012
Leah O’Flynn, Executive Recruiter
Is Testing More Important Than Interviewing?
By Leah O’Flynn, Executive Recruiter, IT Sales & Marketing
Many companies believe testing is more important than interviewing. Testing has long been a part of many evaluation processes from personality testing, character testing and skill set testing. Human Resources often look upon these tests as a requisite part of their screening process. Hiring managers may rely too much on tests. (more…)
September 3, 2012
Hiring Hurricane – 5 Tips for Managing the Urgent Hire
The tech sector is fast paced and always evolving. Hiring in such an environment can be fast and furious when the sales season is ramping up, the project deadlines are set, new releases are ramping up. The hiring process when done with urgency can feel like a hurricane. How do you hire talent in a fast paced environment without succumbing to the storm?
Here are 5 tips for managing the hiring process when urgency has taken hold: (more…)
July 30, 2012
Positive Job Creation Indicators Revealed in the 20th Anniversary Executive Job Market Intelligence Report
Companies are planning on growth, both via new management hires and trading up new hires for existing executive roles to fill gaps or improve teams. Recruiters weighed in on executive job creation reporting they expect 51 percent of employers will be adding headcount through “trading up” with new hires for existing executive jobs and 27 percent will create new executive roles over the next six months. Only 2 percent of companies surveyed intend on continuing the management cutbacks that have been in effect during the economic downturn. (more…)
May 28, 2012
Personnel Mobilization Doctrine
Joanna Bradley, IT Sales & Marketing Recruitment Manager
By Joanna Bradley, IT Sales & Marketing Recruitment Manager
The term “Recruiting” originally meant “to enlist new soldiers”. Every army needs to replenish troops over time, and at certain times they need to grow their numbers to accomplish specific operations.
Militaries, to facilitate this process, have established recruiting commands. These units are solely responsible for increasing military enlistment. The mission of the United States Army Recruiting Command (USAREC) is to recruit candidates for service. This process includes the recruiting, medical and psychological examination, induction, and administrative processing of potential service personnel. (more…)
April 16, 2012
Retirement Prospects Post Great Recession
By Robert Teal, CCP, CBP
Lowered 401(k) accounts balances, declining home values, lay-offs, reduced earnings, increased debt levels, all devastated the confidence of many near-retirement age workers following the 2008-2009 financial crash. The natural reaction for many workers is to remain in the labor force and attempt to recoup losses, pay down debt and somehow make-up for their diminished financial status. Postponing retirement age does have the potential value of an increased monthly social security benefit amount. (more…)
April 2, 2012
Hiring Best Practices & the EEOC
In some countries it is standard to include a photo on your resume, as well as your marital status, age, and other juicy tidbits that are considered to be completely out of the professional and legal employment scope in the United States. Including that kind of information when applying for a job seems hard to imagine here in the United States. (more…)
March 5, 2012
Republished with permission from the UBM Midsize Enterprise Strategies February 2012 Newsletter strategy section.
Finding And Hiring The Right IT Staff
By Alicia Stein
Many middle-market CIOs lack the resources—staff and budget—to fulfill all of their organization’s IT initiatives. Even though the last recession displaced millions of workers, it still remains difficult for CIOs to find individuals with the right mix of talent and skill. (more…)
January 23, 2012
Employee Compensation in 2012: Pent-up Demand
By Robert Teal, CCP, CBP
During the recent recession, numerous organizations froze wages, reduced benefits and hours, and eliminated staff in an effort to remain competitive. By all official counts, the recession reportedly ended over two years ago, yet corporate compensation budgets are still very much stalled in a slump. With unemployment above 8%, many employers feel little or no pressure to increase wages or benefits. However those employees who have foregone raises or even suffered reductions are becoming restless. Yes, they were grateful to have jobs, while at the same they are beginning to question what their loyalty really bought them. Even in the best of times, a rubber band will only stretch so far before it snaps. So what options are available to an organization which needs to retain its talent in the face of little or no desire to increase costs? (more…)
December 26, 2011
Why We Need to Hire Fewer and Fewer People
Dr. Ira S. Wolfe
By Ira S Wolfe
With an election year approaching and unemployment still high, lots of lip service and media ink are being wasted on ways to fix the jobless recovery. What a crock of $#!%.
While it is unquestionably heart-breaking to see good, hard-working, well-intentioned people become victims of corporate greed and negligent governance, much of the responsibility for getting a job (and keeping it) should fall on the shoulders of the individual and that includes individual executives and business owners. (more…)
December 19, 2011
Happy Holidays from our team to yours!
Whether you will get merry at Christmas, illuminated at Hanukkah, or dec’d out for Kwanzaa, we hope you have a great yearend!
Redfish is celebrating a great 2011.
Rob Reeves, President, CEO – Redfish Technology
“Amid the Noise and Haste of 2011, we’ve managed to stay the course we set and solidify our partnerships in both the Tech Sector and the Clean Tech Sector. (more…)
December 6, 2011
‘Tis the Season … for quitting your job!?
By Jonyt Meyer, guest contributor
If you aren’t happy in your job, or your organization suffers from retention issues, this may be worth reading.
For the first time in years I find myself foregoing a tradition that has for me been a very valuable career drill. Each year as the Holiday season approached, I would sit down and create a Pros/Cons list, the list covering considerations for remaining with or moving on from my current company. Instead of using this to drive a year end career decision, it was meant to remind me of the positives while creating a “to-do” list for the year to come. My intent being that if I was ever incapable of significantly improving the cons list based on my to-do activities, that would be my indicator that it was time to move on to new opportunities. (more…)
November 21, 2011
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