Four important ways to chill out after a tough day

Four important ways to chill out after a tough dayFour important ways to chill out after a tough dayWhen something super embarrassing happens to you at work, or you flubbed a big presentation because your boss didnt buy into your vision,its easy to want to crawl into a hole when 5pm rolls around. But multiply that feeling by many days, and you see your life slipping away into stress and anxiety. Why choose that when you can choose a happier path?Heres how to decompress after a rough day in the office.Practice mindfulness on your commuteChris Plehal writes about avoiding distractionin a Headspace article about practicing mindfulness on your commute.When you enter the train, listen to the sounds around you. Where are people talking? Where are they quiet? Do your best to find a distribution policy away from conversations, loud children, or music. Dont worry too much about the train noises or announcements at this point. Just find the quietest place you can, Plehal writes.So what can you do?Maria Gonzalez provides specific practices you can adopt while driving to and from work in a Harvard Business Review article.To use your daily driving commute to help you practice conscious thinking and improve your mindfulness, start by getting into the car and acknowledging the intention that you aspire to be mindful during the commute. Take a few deep breaths. Once buckled up, but before you start to drive, become aware of your body. Feel your hands on the steering wheel, the contour of your body on the seat, your foot on the pedal. Make an effort to be aware of the body and feel present. Start to drive and notice that you are looking as you drive through your windshield, into your mirrors. Now become aware that you are listening. Notice the sounds you hear, Gonzalez writes.Crack open that book you meant to readWith all the staringwe doat our computer screens everyday, we dont get a lot of time away from technology.It can be tempting to scrub Facebook, Instagram and Snapchat from top to bottom when youre trying to distract yourself, but agood story can help take your mind off of whatever is stressing you out by getting you involved in emotions deeply. The catharsis helps you move on.When you finally make it back home, head to a room where you can enjoy reading in silence. If yourhome is loud because thekids are running around or someones blasting music outside your apartment, consider heading to a local library or sitting in a park with a good read before the sun goes down.Turn your phone offLike Mark Twain said about the weather, we often talk about turning our phones off but we rarely do anything about it. Really turn it off. Maybe even go an extra step and leave it in another room for moreclarity, so that you have to walk to get to it.Were so into what our phones provide that we can emotionally connect to them, but we dont have to after a rough day. Spending time away fromyour phone screen will give you the mental space needed to reflect andmove forw ard.Put things into perspectiveOne of our tendencies when things go badly is to assume theyll go badly forever. We picture a future in which one mistake rebounds on us forever. This is rarely the case nothing is permanent, and momentary pain or agony passes. Fahd Pasha writes about how its not the end of the world in an article for Monster Canada.This might be the most important thing Ive learned from having a bad day. It may seem that everything is daunting and you might feel that youre stuck in a rut. However, this likely isnt the first time youve been faced with a challenge, and remember, you can get through it. Its helpful to take a deep breath and remind yourself that tomorrow is a new day, Pasha writes.Seeing the bright side and changing your mindset is a practice. Instead of seeing every dicke bretter bohren mssen as what fresh hell is this? instead see it as an opportunity to learn and do better. Instead of personalizing everything as a referendum on your personal capability , stand back and evaluate what it all means. All of our experience is just information we can use.And remember this your state of mind is always in your hands. How you recover aftera long, a tough day at work can set you up for either unhappiness or success the next morning. Why not choose success?

10 Tips for Effective Employee Performance Reviews

10 Tips for Effective Employee Performance Reviews10 Tips for Effective Employee Performance ReviewsAre you interested in tips about how to make wertzuwachs reviews successful in your organization? While performance review methods and approaches differ from organization to organization, universal principles about how to talk with an employee about his or zu sich performance exist. Whetzu sichbei its a performance review, a salary adjustment meeting, or the implementation of a performance improvement plan (PIP), these tips will help you mora confidently lead the meeting. These tips are applicable in your daily conversations with employees. They are also critical in your periodic, formal meetings with employees to discuss job goals and performance. These ten tips will help you make performance reviews positive and motivational. They will improve- not deflate- your ability to interact with your reporting employees. Performance Review Tips The employee should never hear about positiv e performance or performance in need of improvement for the first time at your formal performance discussion meetingunless it is new information or insight. Effective managers discuss both positive performance and areas for improvement regularly, even daily or weekly. Aim to make the contents of the performance review discussion a re-emphasis of critical points. In the interest of providing regular feedback, performance reviews are not an annual event. Quarterly meetings are recommended with employees. In one mid-sized company, job planning and evaluation occurs twice a year. Career development planning for employees is also scheduled twice a year, so the employee discusses his or her job and career, formally, four times a year. No matter the components of your performance review process, the first step is goal setting. It is imperative that the employee knows exactly what is expected of his or her performance. Your periodic discussions about performance need to focus on these signi ficant portions of the employees job. You need to document this job plan goals and expectations in a job plan or job expectations format, or in your employers format. Without a written agreement and a shared picture of the employees goals, success for the employee is unlikely. During preparation and goal setting, you need to make how you will evaluate the employees performance clear. Describe exactly what youre looking for from the employee and exactly how you will assess the performance. Discuss with the employee her role in the evaluation process. If your organizations performance review process includes an ?employee self-evaluation, share the form and talk about what self-evaluation entails. Sharing Performance Review Format Make sure that you also share the performance review format with the employee, so she is not surprised at the end of the performance review time period. A significant component of this evaluation discussion is to share with the employee how your organizat ion will assess performance. The employee needs to understand that if he does what is expected, he will be considered a performing employee. In some organizations that rank employees, this is the equivalent of a three on a five-point scale. An employee must do more than just perform to be considered an outstanding employee. Avoid the horns and halo effect in which everything discussed in the meeting involves positive and negative recent events. Recent events color your judgment of the employees performance. Instead, you are responsible for documenting positive occurrences such as completed projects, and negative occurrences such as a missed deadline, during the entire period of time that the performance review covers. In some organizations, these are called critical incident reports. Ask the employee to do the same so that together you develop a comprehensive look at the employees performance during the time period that your discussion covers. Solicit Feedback Solicit feedback f rom colleagues who have worked closely with the employee. Sometimes called 360-degree feedback because you are obtaining feedback for the employee from his boss, coworkers, and any reporting staff, you use the feedback to broaden the performance information that you provide for the employee. Start with informal discussions to obtain feedback information. Consider developing a format so that the feedback is easy to digest and share with the manager. If your company uses a form that you fill out in advance of the meeting, give the performance review to the employee in advance of the meeting. This allows the employee to digest the contents before her discussion of the details with you. This simple gesture can remove a lot of the emotion and drama from the performance review meeting. Preparing for a Discussion Prepare for the discussion with the employee. Never go into a performance review without preparation. If you wing it, performance reviews fail. You will miss key opportunities for feedback and improvement, and the employee will not feel encouraged about his successes. The documentation that you maintained during the performance review period serves you well as you prepare for an employees performance review. If needed, practice approaches with your Human Resources staff, a colleague, or your manager. Jot notes with the main points of feedback. Include bullet points that clearly illustrate the point you plan to make to the employee. The more you can identify patterns and give examples, the better the employee will understand and be able to act upon the feedback. Meeting With an Employee When you meet with the employee, spend time on the positive aspects of his or her performance. In most cases, the discussion of the positive components of the employees performance should take up more time than that of the negative components. For your above average performing employees and your performing employees, positive feedback and discussion about how the emplo yee can continue to grow her performance should comprise the majority of the discussion. The employee will find this rewarding and motivating. No employees performance is completely negative- if so, why does the employee still work for your organization? But, dont neglect the areas that need improvement either. Especially for an underperforming employee, speak directly and dont mince words. If you are not direct, the employee will not understand the seriousness of the performance situation. Use examples from the whole time period covered by the performance review. Conversation is Key to a Productive Performance Meeting The spirit in which you approach this conversation will make the difference in whether it is effective. If your intention is genuine, to help the employee improve, and you have a positive relationship with the employee, the conversation is easier and more effective. The employee has to trust that you want to help him improve his performance. He needs to hear you s ay that you have confidence in his ability to improve. This helps him believe that he has the ability and the hilfe necessary to improve. Conversation is the keyword when you define a performance review meeting. If you are doing all of the talking or the meeting becomes a lecture, the performance review is less effective. The employee will feel as if he was yelled at and treated unjustly. This is not how you want employees feeling as they leave their performance reviews. You want an employee who is motivated and excited about his ability to continue to grow, develop, and contribute. Aim for performance review meetings in which the employee talks more than half of the time. You can encourage this conversation by asking questions such as these. What do you expect to be the most challenging about your goals for this quarter?What support can the department provide for you that will help you reach these goals?What are your hopes for your achievements at our company this year?How can I be a better manager for you?How often would you like to receive feedback?What kind of schedule can we set up so that you dont feel micromanaged, but I receive the feedback that I need as to your progredienz on your goals?What would be a helpful agenda for our weekly one-on-one meetings? If you take these performance review tips to heart and practice these recommendations in your performance review meetings, you will develop a significant tool for your management tool bag. The performance review can enhance your relationship with employees, improve performance for your organization, and enhance employee-manager communication significantly- a boon for customers and work relationships. Did you enjoy this article? Youll want tosign up for the free HR newsletter nowbecause you want to read all of the new articles as soon as they are available.

Data Entry Operator II Job Description

Data Entry Operator II Job DescriptionData Entry Operator II Job DescriptionData Entry Operator II Job DescriptionThis data entry operator II sample job description can assist in your creating a job application that will attract job candidates who are qualified for the job. Feel free to revise this job description to meet your specific job duties and job requirements.Data Entry Operator II Job ResponsibilitiesMaintains database by entering, verifying, and balancing data.Data Entry Operator II Job DutiesPrepares source data for entry by compiling and organizing data establishing priorities.Enters data by operating data entry equipment coding information resolving problems.Verifies and balances data by reviewing data pulling and returning data to user for correction.Completes data management by sorting, batching, and archiving files.Accomplishes department and organization mission by completing related results as needed.Data Entry Operator II Skills and QualificationsData Entry Skills, Problem Solving, Analyzing Information , Typing, Decision Making, Attention to Detail, Dependability, Thoroughness, Independence, Informing Others, Results DrivenEmployers Post a job in minutes to reach candidates everywhere. Job Seekers Search Data Entry Operator II Jobs and apply on now. Find outmore abouthow to hireResume Search Spotting Exceptional TalentEvaluate a Job Candidates Social SkillsSample Interview Questions How to Interview

7 Questions to Ask Yourself About Your Job Search

7 Questions to Ask Yourself About Your Job Search7 Questions to Ask Yourself About Your Job Search4Taking the plunge into a new job search should not be taken blindly. Although it is nearly impossible to prepare for everything you may face, it is important to have some foundation to build upon. To get that foundation started, there are a few questions to ask yourself about your job search.Before taking off full speed in your job search, you should make sure you have everything you need to provide employers with your best you. From making sure your resume is polished to updating your social media accounts, you wont want to overlook even the tiniest of details. To get a plan started, the below seven questions will help you to learn more about your job search and how to be successful.Here are seven questions to ask yourself to learn more about your job search.What are my career goals?Knowing what you want out of your career will help you lay the foundation for where you need to begin. T hink about your hobbies, your dream job, and what you are good at. Then, do a little research and explore different companies, industries, and jobs that would meet your needs.What kind of company culture do I want to be a parte of?Sometimes this can be overlooked in a job search, especially when you begin to feel desperate to find a job. However, knowing the type of culture you want to work in will help to narrow your search based on companies that match your needs. While this doesnt mean you cant explore different company cultures, knowing the type you work best in will help to foster a long-term relationship.What is my personal brand?Your personal brand is what you are going to need to sell to employers. If you dont know what they are, try to sit down a take stock of what your skills and experiences are, as well as what you have to offer employers. Once you feel confident with your brand, youll be able to use it to relate to employers and show them why your brand is best for their company.Is my cover letter, resume, and portfolio polished and up to date?In a time when mountains of resumes arrive for each job opening, having yours polished and nearly perfect will help to keep you from easily disqualifying yourself. Dont forget to also customize each of these documents for every job application, as well as incorporate your personal brand.What goals and plans do I need to make for my job search?Most people are motivated when they have deadlines or goals to meet. Your job search should be no different. Set job search goals and then set timelines. Its also important to make plans for how you will tackle the job search, such as setting times for sending resumes and reminders so that you follow up in a timely manner.Am I, or how will I, network and use social media?Networking and social media are some of the most important tools in any job search. With recruiters using social media to find candidates, and employers depending more on referral programs, a strong netw ork and social media plan can make all the difference in your results.What job search resources will I use?Outside of social media and your network, there are thousands of resources to help you be successful. Check out various resume writing services and professional organizations, and decide which job search services you should pay for to make sure you get the most support in your search.By answering a few questions, you can begin to formulate your job search plan and set off on solid footing. The more prepared you are in a job search, and the more attention to detail you afford, the better your chance for success.Readers, what questions do you ask yourself about your job search? Share your tips with us and other readers in the comment section below.

What Everybody Else Does When It Comes to Writng Resumes and What You Need to Be Doing Different

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Resume Writing Services Exposed

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