One of the most significant issues I’ve seen while working with top talent in HR and payroll is that many professionals don’t manage their careers effectively. My best advice when it comes to managing your career is to think of it as your own business. By shifting your approach, a new perspective of ownership emerges.
In recent years, the “ban the box” initiative has made quite a splash amongst human resources professionals. According to All of Us or None, “the campaign challenges the stereotypes of people with convictions by asking employers to choose their best candidates based upon job skills
and qualifications, not past convictions.” The goal is to remove job discrimination as a barrier from returning to active members of their community after jail or prison.
Most people aren’t “born leaders.” Yet many talented HR professionals find themselves facing leadership challenges as a result of being promoted based on work quality, personal potential, and length of service. Rarely is someone just “adequate” yet promoted or hired on leadership skills alone. So managing and leading – a separate skill on its own – is not always easy for all HR professionals to do. We encourage you to assess your own leadership style and be honest with yourself in terms of whether you’re guilty of these management faux pas. But we’re not stopping there – we’re providing specific suggestions to fix each one.
We have moving on our brains here at Willory. Hopefully, you’ve heard by now that we’ve expanded our personnel and services in Columbus. With that in mind, I wanted to take the time to consider what people should consider when packing up their life and moving for a new job.
I recently watched a video by Gary Vee about not staying in a job for several years when you recognize that it might not be a good fit within a short time frame. Gary argues that staying in a job you hate to make your resume look better isn’t a good idea. But are the first 90 days (or less) enough time to assess a new payroll or HR job?
Consider the following four categories when evaluating your new HR or payroll role:
You’ve outgrown your role and/or patience with your situation or supervisor. That fulfilling sensation you were left with every Friday has been replaced by a sense of dread on Sunday nights. Whatever the reason, the result is the same; you’re looking for your way out. Time to dust off the resume, rekindle those connections and hit the job boards. It’s time.
The root cause of turnover among new hires isn’t likely what you’re thinking. Bad management takes the brunt of the blame, but is it really as simple as that? The reality is chasing away new hires is a collaborative effort. HR, peers, bosses, and working conditions all factor in someone taking a job only to leave it quickly
