Happy Q4 friends!
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YOU DO YOU
No Degree? Land Your Dream Job Anyway
Back in April, we talked about landing and preparing for interviews when you have no college degree. Let’s take it up a level. Let’s talk about finding and positioning yourself for the dream job. Light on education? Get knock ‘em out with your experience. Seek out a project or task that aligns with your dream job. Own it. Turn your experience into a job-landing narrative. Read more about this idea of establishing your Minimum Required Credibility (MRC). Search hashtags instead of job boards. (You might have to skim through a lot of info, but your patience could return a rare gem.)
Bookmark the niche site NoDegree and job boards with advanced education level filters, such as Job Case. Get a seal of approval (aka fancy certification.) According to the Society for Human Resource Management, 9 out of 10 companies will consider candidates without traditional 4-year degrees, especially when the candidates have recognized certifications.
Facebook Social Media Marketing Professional Certificate from Coursera
Learn HTML Certificate from Codecademy
Leadership Training Certificate from GoSkills
Change Management Certificate from Cornell
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Communication Ground Rules for Every Workplace Structure
When evaluating their workplace communication ecosystems, many companies confuse having a strong internal communication platform with having a strong internal communication strategy. Slack and Microsoft Teams make it easier for people to communicate, but just having these tools doesn’t guarantee the optimal dissemination and digestion of top-down internal communication, announcements, and information. In other words: People can be connected on these platforms all day every day and still feel completely confused and out of the loop. Here are some internal communication ground rules for clearing things up: Evaluate Messages for Clarity In this post, Psychology Today shares Soul Pancake’s The Science of Love clip, which focuses on relationships, but nevertheless points out a fundamental human tendency to focus on our needs and neglect considering others’ needs. “We so often find ourselves on one side of the fence because we only know what we need out of a friendship. But we never even think about what the other person's needs are,” the host points out. Takeaway: Consider what your audience needs and wants along with what you need and want to communicate. Let Reach and Relevance Inform Your Strategy Make sure your messages are actually reaching the relevant people at the right times by taking these basic steps.
When you make communication decisions, consider:
What medium will reach the most employees?
What time would be best for most employees?
Use an accessibility checker, such as Outlook’s, before sending messages.
Consult with appropriate audiences before sending particularly sensitive messages.
Takeaway: People aren’t eagerly waiting for your messages. Put it in a little work to reach them. Consolidate and Streamline If you’re overwhelmed by trying to figure out which tools and channels to use for communication, then your audience is probably overwhelmed as well. Intranets, or tools that essentially achieve the same one-touch consolidation, will make everyone’s lives easier.
Banana Tag/Staff Base, an internal communication hub
Smarp, a platform that helps you deliver highly personalized communication
Poppulo, a platform for delivering personalized, relevant information to distributed teams
Vevox, a consolidated polling and Q&A platform to keep everyone in the loop
Takeaway: Keep people in the loop, not in an overwhelming loop.
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Salvaging Morale During the Morale-Busting Great Resignation
For better or for worse, the COVID-19 pandemic prompted many people to reflect, reprioritize, and rethink what they do and how they do it. All this reflection contributed to the Great Resignation, the upswing in career departures and shake ups breaking U.S. Bureau of Labor Statistics records. So what do we do if we’re not the ones heading off to the greener pastures of dream jobs and more family time? How can we salvage and even boost morale when a default mindset would be, frankly, to feel down and left behind? 1) Don’t panic. First determine if you have a problem and also quantify it using this nifty formula from Who is Driving the Great Resignation, Harvard Business Review: Number of Separations per Year ÷ Average Total Number of Employees = Turnover Rate 2) Confront the issue. We can learn from and apply the underlying philosophy that helped Franklin D. Roosevelt’s New Deal transform a post-Depression America into a prosperous one:
Fail and learn
Listen as you lead
3) Boost your cultural resilience. Even the happiest companies can’t hold on to everyone. All companies can certainly bolster their ability to absorb departures while minimizing negative consequences. Reducing the risk of unwanted resignations: Four proactive strategies, Economist Education, recommends practicing 4 Ds (distribute, double-up, develop, and delight.) Read the full post for details on each one.
In case you missed it...
Office Otter converts your convos into tasks automatically so you won't miss a to-do ever again.
Goody "To me, from me". It's always a good idea to treat yourself. Create a free account, get $20, gift yourself chocolates, and keep being a boss.
monday.com is a stunning free project management tool that can either supplement your workflow or become your sole solution to get things done.
Noom helps people change their long-term habits and achieve sustainable weight loss.
NEW & NOTEWORTHY
World-class Executive Assistants lead their leaders. Learn how in Momentum HQ. Visit our Treasure Trove page. We'll continuously add resources to this page, so bookmark it for easy access. Access every previous newsletter in our Archives.
Can't wait until next week's The Assist? Here are some recs to tie you over until then:
Learn how to host an unforgettable virtual mixology class.
Get tips on how to create an employee reward system.
Check out these list of Business Newsletters.
SPILL THE TEA
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