Over 50 How to find job satisfaction -

Over 50 How to find job satisfaction - Job satisfaction isnt a typical state of mind for most U.S. workers, according to the  The Conference Boards 2015 Job Satisfaction survey. They found 48.3 percent of U.S. workers are satisfied with their jobs. While that is an increase of 0.6 percentage points from 2014, it still leaves the majority (51.7) of U.S. workers dissatisfied with their work. If youre over 50 and seeking a more satisfying work experience, youre in good company, but you may face challenges many younger, job hopping workers may not see as obstacles. You could be worried your age will make it difficult to find a new position, or your salary requirements and family situation prevent you from taking risks that may or may not pay off in the long run. How can you find that seemingly allusive job satisfaction? Take control and dont let anyone tell you its too late to do something you enjoy in an organization that appreciates you. Despite perceived (or real) challenges, you can take steps to drive your own career bus, no matter what your age. Determine Whats Making You Unhappy What, specifically, do you not enjoy about your current job? Is it the work itself, the people or the company? What would need to change to help you feel more satisfied at work. Once you understand the problem, its a lot easier to search for a solution. Discuss your findings with a trusted advisor or friend. Is it possible for you to make a change to improve the current situation? Is there anything in your control that you can change? For example, if youd like more flexibility, is it reasonable to assume you can get it? If your boss is the problem, can you negotiate a transfer to a different department? If theres nothing redeeming about your job, start thinking about an exit strategy, but if theres something specific that can make your current situation better, youll want to look there, first. Would You Be Happier Working on A New Challenge? If youve been doing the same job for a long time, you may be bored with your work. Do you really need a new job to get excited about work again? Perhaps, but if that isnt your first choice, think about how you can make the most of your existing situation. Can you volunteer for a new project? Maybe you can suggest a new initiative and offer to head it up. Or, maybe theres an interesting committee you might want to join? Find something that engages you and taps into your interests and you could be able to find job satisfaction right where you are. Take a Class Learning something new has the potential to help in two ways. New skills may get you excited about what youre doing. Maybe you can learn how to do something youve always done in a new way. Simultaneously, your training may help qualify you for a new position. It could be your ticket to job satisfaction that has eluded you thus far. Plan Your Exit Strategy Maybe theres nothing redeeming about your job, and leaving is the only way to achieve job satisfaction. Dont convince yourself that your age prevents you from landing a new job. Age discrimination isnt a myth, but its not something you cant overcome. Update your resume so its modern and targeted.  If you’re worried about age discrimination, don’t start your resume with, “Over 25 years of experience in ______.” Do not try to hide your age via a “functional” resume that mashes up your skills without detailing when and where you gained them. Focus on your most recent and relevant 10 years of work history and make a strong case for your candidacy. Embrace Technology Use social media  to demonstrate your expertise and to connect with people who might be able to share useful information or introductions. Prepare to participate in a video interview, and make sure youre tuned into what skills your targeted employers are seeking. They likely want to know youre flexible and able to learn new things. However, theyre probably  even more interested in what you already know. Your years of experience are an asset, not a liability. Make sure you market your accomplishments correctly, and it will be easier to overcome potential objections due to your age. Be Positive It it easy to make a change, or to follow your dreams to a new position? No. Is it possible? Of course! Its just a matter of how much work, time and effort youre willing to put in. Dont let negativity prevent you from moving on. Use your energy to identify and emphasize your unique value proposition. Be able to answer the question, What makes you more qualified than anyone else for the targeted job? You are the only one who can make the change you deserve in your career. Dont delay. Take steps toward career and job success and you wont be sorry. Today’s post is in honor of Job Action Day,  a day for all job-seekers and workers to take stock of their situations and make plans and/or take action steps to improve their careers. Many of my colleagues are sharing ideas about how to find job satisfaction over 50.  I’m delighted to be invited to contribute and to suggest you visit other posts about the topic.  

Tips For Writing a Resume For a Child Development Care Worker

Tips For Writing a Resume For a Child Development Care WorkerWriting a resume can be one of the most important parts of employment for a child development care worker. It can mean whether you get a job interview or not, and it can also help you land a job in the first place.While a resume does not need to be lengthy, there are some things to say for a child development care worker that will make them stand out from the crowd. If you want to be hired for a job in this field, you have to keep these points in mind. Here are some tips for writing a resume for a child development care worker.There are many resumes for a child development care worker. Some have nice graphics, but there are also those that are very basic. But no matter what type of resume you're using, you want to make sure it stands out from the rest. One of the ways to do this is to highlight your special skills, abilities, and accomplishments in a professional way.Remember, you can't show what you know, you have to show what you can do. Even if it's something you've done before, make sure you emphasize that in your resume. You may even be hired by employers who don't need any experience, so making it an advantage to say you've done it before can be important. Plus, it gives them a better idea of your skill set and knowledge.When you're writing your resume, think about what you're applying for. You want to make sure it focuses on the best qualities of the company you're applying for. Make sure you look for some keywords that will help you stand out. This will help your resume to be more searchable, and it will help you stand out from the other candidates. Another thing to consider when you're trying to write a resume for a child development care worker is how to deal with personal information. This includes your name, address, phone number, etc. Don't put this stuff on your resume unless you absolutely have to. You can always delete this later.Remember, if you want to become a child development care worker, you've got to show them why they should hire you. Just don't go too over the top, because you might look like you don't care about your work. Instead, show them how great you can be and have some awesome accomplishments to back it up.

Millennial Multi-Millionaire From Protester to Wealth Advisor

Millennial Multi-Millionaire From Protester to Wealth Advisor On a brisk September afternoon nearly seven years ago, Kate Poole joined hundreds of demonstrators in Lower Manhattan for the first day of Occupy Wall Street, a protest encampment that would remain in the global financial capital for almost two months. Like many of the protesters, Poole was young and angry about the lingering economic fallout from the Great Recession. Unlike many, she had two trust funds in her name worth millions of dollars â€" a fact her mother had revealed to her just a few months earlier, albeit one she didn’t tell any of the demonstrators that day. While economic disquiet has loomed over millennials saddled with college debt or unable to afford health insurance, it has also touched some of the generation’s well-off. These wealthy 20- and 30-somethings have come together in organizations like Resource Generation, which brings together rich millennials to give away their money for the express purpose of redistribution. “What does it mean to have compassion for 99-percenters but not be in the 99%? It’s an existential crisis for people to walk through,” says Ian Fuller, managing director at the wealth management firm Westfuller Advisors and a board member with Resource Generation. The money in Poole’s family originated in an early 20th-century straw hat factory in downtown Baltimore and a tract of land nearby â€" both owned by her maternal great-grandfather, she says. At age 5, when her parents divorced, Poole moved with her brother and mother into her great-grandfather’s large home outside Baltimore. She says she remembers vacations to the Galapagos, South Africa, and Austria. “I knew my family was wealthy,” she says. “But it wasn’t talked about as something I needed to think about.” Compunctions about her wealth boiled over on a study abroad trip in Southeast Asia during her junior year at Princeton University. She spent a month at a Buddhist temple in Bangkok called Santi Asoke, where brown-robed monks lived communally and sold household goods for just enough to break even. “To mark them up would’ve been a demerit, in terms of karma,” Poole says. She had an insight that would guide the next decade of her life: “What we believe about the economy should directly connect to what we believe about spirituality and ethics,” she says. Kate Poole, at left, with Tiffany Brown giving a presentation in June about their financial advising work. courtesy of Kate Poole After she returned to the United States and graduated from Princeton, Poole learned of the trust funds in her name. Her mother said she had set aside the money for a big future expenditure, like a down payment on a house, Poole recalls. What her mother wouldn’t say: how much money was in the trust, and exactly how it was invested. The stonewalling angered Poole. “It wasn’t like I needed the money to survive,” Poole says. “I felt it was something I needed to deal with because it could be doing harm in my name.” Her mother continued to refuse, Poole says, fearing that her daughter would mismanage the funds. It took a couple of years and many arguments with her mother before Poole learned exactly how much she was worth. “Every time we talked about it, we cried,” Poole says. Meanwhile, Poole was developing some professional expertise around values-based investing â€" first at the Schumacher Center for a New Economics, a group that promotes local and sustainable investment, and then as a researcher for economist Michael Shuman, who focuses on similar topics. Those jobs were giving her specific ideas about what she wanted to do with her money. Finally, she says, her mother relented. “I was expecting $100,000 or $200,000,” Poole says. The trust funds had $2.1 million. “I was like ‘holy shâ€",’” she says. It was several more years until Poole had full control of the money. As she gained access, Poole says she began giving some away â€" the total has reached $600,000, she says â€" and investing much of the remainder in an array of community development financial institutions, a set of government-backed lenders that focus on low-income communities, as well as direct loans to community projects. She donated some stock holdings she had particular moral qualms with â€" like Exxon and international mining firm Newmont Mining, which she said were “destructive and violent to the planet.” (By contrast, she retained her Berkshire Hathaway shares, although she says she intends to give those away.) Poole also co-founded Regenerative Finance, an organization that brings together affluent millennials, educating them on investing and helping them make zero-interest loans. One typical recipient: Renaissance Community Cooperative, a cooperatively run grocery store in Greensboro, N.C. Meanwhile, she was traveling nationwide and giving investing workshops, where she heard a common refrain from younger attendees: “Tell me where to invest my money.” To that end, she has recently become a financial advisor. Now based in Asheville, N.C., Poole works for the firm Natural Investments, where she helps affluent millennials find ways to sync up their investments with their social and political values â€" even if those values include undoing economic inequality altogether. “Rich young people reach out to me all the time,” she says. “They feel a disconnection between the activism they’re doing and what their money is doing.” Meanwhile, she and her mother are back on good terms. They even talk about investing, Poole says. (Her mother declined to comment beyond saying that she was proud of Kate’s work â€" and that her daughter’s investment “knowledge and recommendations” had even influenced other members of the family.) “For the older generation, building wealth was a loving thing to do for your family,” Poole says. “I’m thinking more broadly about what is meant by ‘family.’”

What To Say When Connecting On LinkedIn - Work It Daily

What To Say When Connecting On LinkedIn - Work It Daily While it’s not so difficult to add a connection on LinkedIn when you already know the person, approaching someone you don’t know, like a hiring manager, recruiter, the head of the department you want to work for, or a contact that can help get you through to the decision maker is a different story. Related: 3 Ways To Improve Your LinkedIn Headline Here are tips on how to approach people you don’t know, or don’t know very well, and what you can say to get them to connect with you on LinkedIn: 1. Have a reason to connect. Don’t send a blank invitation to connect. It’s unlikely that they will accept it. If it’s a hiring manager who interviewed you, but you didn’t get the job, it may still be a relationship worth maintaining. Your message could say, “Thank you for the interview opportunity. I would love to be considered for future positions that come up and have you as a professional connection no matter where we may possibly cross paths again.” The act of simply taking time to write a personal message with your invitation makes you worthy of consideration. 2. Share what you have in common. Find ways to form common ground before sending out the connection request or Inmail. For example, when you’re both a member of the same group, it’s easier to approach the individual. People also want to know or be reminded how you know them or found them. So you can say something like, “I’m also a member of XYZ on LinkedIn. I noticed you’re the head of the Marketing department at 123 Company, and I was hoping you could share some advice to how you got started in your career because I’m looking to pursue a similar path.” This approach is less likely to come off like a cold-call. If there are other things you have in common, like a similar education or background, share that as well. 3. Mention a mutual acquaintance. Whenever possible, it’s easier to start an introduction with the help of a mutual acquaintance. After the help of an introduction, it’s up to you to build rapport. If it’s with a contact for a company you want to work for, you may consider a message like, “I’m a former colleague of John Smith, who you know. I’m considering a position at 123 Company. Would you mind if I ask you some questions related to your experience with the application and interview process?” 4. Don’t ask for a job on first contact. Avoid sending your resume on first contact. Initial contact should focus on starting a conversation, and you can best do that by asking for general advice rather than requesting for a job. Also remember to keep questions open-ended so you can build conversation, not end it. 5. Congratulate and give recognition. Who doesn’t like to be greeted with a nice word of recognition like “Congratulations on the recent award for….” or “Great article published in….” It informs the individual you admire their work, making it easier to get their attention and find reason to connect with you. Having a good network of connections is NOT about quantity, but the quality of the people and the strength of the relationships. Take the time to really evaluate who is worth connecting with, and when you do try, have a compelling reasons to why you want to connect with them so they will consider your request. This post was originally published on an earlier date. Photo Credit: Shutterstock Have you joined our career growth club?Join Us Today!

The No. 1 Thing That Causes Millennial Employees to Quit

The No. 1 Thing That Causes Millennial Employees to Quit More than a third of the workforce in the United States is between the ages of 18 and 34 year old, which means that millennials have surpassed Generation X to represent the largest share of working Americans. Its critical, then, that companies know how to recruit and retain millennials and studies show that its not all aboutbeer taps in their communal kitchens, craft coffee or bagel fridays.Why do Millennials quit?Research recent commissioned by Jive Communications in Utah found that flexible working hours, the option to work remotely, speedy technology and an open company culture are key to reeling in the millennials and actually keeping them around. The number one reason millennials leave their jobs, the study found, is because they dont like the atmospheres of their geschftszimmers a mixture of all those factors.Jive Communications looked at 2,000 millennials and asked them about their workplace requirements and why they le ave. Thirty-seven percent said that having a job with flexible hours is essential, and a quarter of those reported that theyd left jobs because they couldnt work flexibly. The ability to work remotely welches also an important factor for 63 percent of millennials surveyed who said they might not be interested in future jobs if working remotely wasnt an option. Sixty-four percent of the millennials surveyed also said that theyd leave a job if it was too difficult to take sick or personal days. Meanwhile, over 70 percent said that they strongly prefer fast in-sekretariat technology and, without it, 20 percent of the millennials polled said they would actually quit.But thenumber one reason they left was because, simply, they didnt vibe well with their office atmospheres. In fact, the study found that the average millennial has already had three jobs, and the majority of them start to look for another job before they hit the three-year mark in their current positions. Another24 percent are only at a job for six months to a year before they start hunting again, and 30 percent start looking between a year and 18 months.Its hard to get work done in a bad or inefficient environment, which is why prioritizing a fun and positive office culture with effective working solutions is a must for companies in retaining and developing millennial staff, said John Pope, CEO of Jive Communications.These numbers arent so surprising, however. Previous research as drawn similar results. According to a 2014 report by the Intelligence Group, 72 percent of millennials want to be their own boss one day and, according to a 2015 survey by accounting firm Ernst Young, millennials are the most likely generation to say that they would change jobs or careers, give up promotion opportunities, move their family to another place or take a pay cut to have flexibility and better manage work and family life.What do Millennials want?Yes, almost all of millennials work for more money and good health benefits (more than half of millennials say that compensation is more important to a job offer than corporate mission), but almost all of them would consider working for less, by as much as 12 percent, for certain other perks. Millennials are willing to give up a percentage of their salary for long-term job security, a management structure that emphasizes mentorship, a better career trajectory and, you guessed it, flexible office hours, according to research from survey software firm Qualtrics and venture capital firm Accel Partners (a Qualtrics investor).The survey suggests that a total of 77 percent of millennials would be willing to take a salary cut of at least three percent in exchange for long-term job security. Sixty-seven percent would be willing to take a pay cut of at least three percent to work at a company that offers good mentorship opportunities. And about 76 percent of millennials would take a pay cut of at least three percent to work for a company that offers flexibl e office hours.Consistent with Jive Communications recent research, the bulk of millennials Qualtrics surveyed (80 percent) also said that a company culture with which they can jive is important to them. Theyre looking for companies that emphasize personal growth above all.So while companies are reeling millennials in with in-office games and sports opportunities, theyre retaining millennials with promises of job security, mentorship opportunities and flexibility. This also means that, contrary to popular belief, millennials arent necessarily the lazy job hoppers America thinks they are. The Pew Research Center recently reported that millennial workers are actually just as likely to stick with their employers as Gen Xers were when they were young adults. In fact, among the college-educated, millennials have an even longer tenure than Gen Xers did in 2000 when they were the same age as todays millennials. When they do hop jobs, its for the legitimate aforementioned reasons.Forbes wri ter Rick Gilis points out that what is different about millennials is the size of their generation.The boomers began retiring at about the same time millennials began to enter the workforce, and therein lies the aufgabe There arent enough Gen Xers around to backfill the rapidly depleting workforce, he explained. Hence, theres a need to promote millennials beyond entry-level and into mid-management and senior positions that they may or may not be prepared for. The job hoppers are reacting to a very rich and lucrative job market. The offers are coming fast and furiously. You too would take the interview(s) and consider making the move, so if you really want to place the blame somewhere, dont point at young people who are jumping at opportunity.Perhaps its the businesses and not the millennials that need to do some adapting. Or maybe just a bit of both.--AnnaMarie Houlis is a multimedia journalist and an adventure aficionado with a keen cultural curiosity and an affinity for solotravel . Shes an editor by day and a travel blogger at HerReport.org by night.

Possible Danger Signs on Writing Expected Graduation on Resume You Need to Be Aware Of

Possible Danger Signs on Writing Expected Graduation on Resume You Need to Be Aware Of The Foolproof Writing Expected Graduation on Resume Strategy By the moment you finish reading, you should understand what you have to do to impress What You need to Do If you havent any work experience, then you need to stick to the exact format. Start by building a master list of basic skills youve got. You will get an excellent job only so long as you distributions-mix in effort. There are a number of things to take into account if you would love to locate your expected graduation date. You may also specify the length of time youve been attending school separate from the expected graduation date the very same way that you would list the length of time you worked at a specific job. Also acknowledge the opportunity to consent a good look at the accomplishments, skills and experience you havent circled. Or, do you feel that omitting the graduation date is a sensible approach to advertise the best qualities that could maximize your odds of being called in for an interview. Even if applying for an unrelated job, you need your resume to demonstrate that youre a well-educated and hard worker. For managers, it really is advantageous to acquire an expert style as it will give an excellent effect to any prospective businesses. Entry-level jobs are in no brief supply, since you can plainly see. When you submit an application for work in a particular industry, you want prospective employers to know that youre knowledgeable in that field due to your academic studies. Recruiters wont require the excess info. Take a look at the work offer and see whether its better to add. Resumes arent simple to write. The Chronicles of Writing Expected Graduation on Resume Youre going to want to tailor your resume to the work description. Take a look at the accomplishments, skills and experience youve listed. Possessing different resumes for every type of job or company is a brig ht option. The New Fuss About Writing Expected Graduation on Resume Demonstrating responsibility and leadership qualities can help compensate for the shortage of an official title. Hiring managers arent expecting you to have lots and a great deal of work experience early in your career, but theyre expecting you to demonstrate that youve got the skills it requires to be prosperous. You dont have to have work experience to get skills. Then write by the side of all the skills youve got. If you know a possible employer will want to realize that you have the proper credentials before considering your other experience, place your education near the top of the webpage just below your contact info and skilled summary. Just think about the place it is possible to find the individuals who you need to comprehend. Consider ways to make your experiences and characteristics relevant. There are quite a lot of regions on the web at which you could acquire at no cost. The Appeal of Writi ng Expected Graduation on Resume If you have many years of experience, you might want to place education below that. The absolute most important point to keep in mind while you document your education is honesty. If you dont have lots of work experience to demonstrate your abilities and capabilities at work, it can be important to list any appropriate college coursework, even when you didnt graduate with a degree. If youve got little to no work experience, a coursework description can demonstrate you have the wisdom and skills necessary for the job via your education.

Constructive Criticism 101 How to Give It Without Seeming #8216;Critical#8217;

Constructive Criticism 101 How to Give It Without Seeming 8216Critical8217 When criticized no matter how constructive the criticism is intended to be most people become defensive. To minimize defensiveness and maximize effectiveness, it is helpful to approach constructive criticism as a full communication. Full and complete communication leaves no room for misinterpretation. Keys to Giving Constructive CriticismBefore addressing the issue you intend to criticize, ask permission to speak directly about what you landsee. By asking permission, you deflect the initial automatic defensive reaction to criticism and open the door to full and complete communication.After you have established permission to speak to the heart of the issue, address what you see from your own experiences. By creating this type of relativity, you come across constructively, rather than critically.When providing constructive criticism, full and complete communication requires you to speak so that others can understand what it is that you are communicating. As the person giving criticism, it is your responsibility to make sure that you communicate in such a way that the intended receiver actually understands what it is that you are saying.Once you have spoken the information that you had permission to share, be open to further discussion. Encourage questions and ask the receiver to tell you, in their own words, what they got out of what you said. In doing so, you have the opportunity to make sure that what you said was not misinterpreted in any way.Do not leave people feeling wronged. Emphasize that mistakes are part of how we learn. What is important is that they learn from the constructive criticism in order to avoid making the same mistake(s) in the future.Finally, always acknowledge and thank the person you are talking with for allowing you to contribute to their practice.Ultimately, criticism is not hing more than an opportunity to learn and grow but itis not always easy to see that. Whether criticism is seen as critical or constructive is ultimately up to the person on the receiving end. However, as someone giving criticism, you have the opportunity to set the stage and ensure that what you have to say is given and taken in the best light possible.