Afleveringen
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Dorothy Mashburn hosts Tessa on her podcast, Pay Negotiations Made Simple.
They discuss a variety of topics related to promotion and pay negotiation.
Making the jump from mid-level positions to a director or VP role.Navigating conflict in a way that benefits your career.Encouraging your manager to see you as ready for a promotion.Knowing when to leave a company and when to have difficult conversations to improve your situation.Using a job offer as leverage.Navigating the current job market.Get Tessaâs book here: BUY NOW
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Carrie is a practicing CPA who just received a doctorate in business administration. Despite her new job in operations, she keeps being asked to fill in as a CPA and wants to know how to segue into her new role.
How do you define an undefined role and make yourself indispensable to your company?
In this episode, Tessa explains how to create a strategic role that aligns with the needs of your company.
Creating a Strategic Role:
Define the problems that need to be solved. Ask decision makers what projects would make the biggest difference in 3-6 months and why they hired you.Find a way to quantify your contributions and progress to send regular updates via email. Showing progress will help you gain momentum in the role.Utilize a dashboard. Storytelling. Use face to face time with executives to focus on forward initiatives. Aim for 80% strategic and 20% tactical.
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Zijn er afleveringen die ontbreken?
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Tessa shares notes with fellow career coach Allison Peck of "Alli from Corporate." Alli specializes in helping people transition to the corporate world and stand out from other applicants.
Tessa and Alli discuss a variety of topics:What is the job market like today?
How do you stand out in a sea of applicants?
Can you use AI when applying for jobs?
What is the best way to make professional connections that lead to opportunities?
Should hobbies and interests be listed on a resume? Do recruiters look at social media?
Tools Mentioned in this episode:
CareerBuilder CoLab
Chat GPT
Perplexity AI
You can find Alli from Corporate on all socia media as "Alli from Corporate" and on her website TheAllisonPeck.com
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Mistee works in healthcare and her department is being restructured. She needs to decide whether to take severance or stay on and accept a lesser role. Tessa covers a variety of topics related to Misteeâs situation.
Relevance of the Older Workerâs Benefit Protection ActNegotiation potential within a highly structured field such as healthcareGood leverage vs Bad LeveragePotential benefits accepting a lesser role and staying at the company, especially for older workers - Some benefits may include PTO, a pension, healthcare benefits or other benefits that may have been grandfathered in.Negotiating a structured exit
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Andrew is searching for a job as a strategy consultant after being laid off from his position in corporate finance. He wants to know how to choose a position and company that will best elevate his career and how to be noticed by that company.
How do you stand out in a sea of applicants?
Create an army of people, including family and friends, to find the positions you are seeking.Utilize LinkedIn to make connections and identify opportunities.Create a list of 10 companies you want to work for. Research them and make connections.Contact CEOs via LinkedIn, email, sending packages, or going to conferences where they may be speaking.Create a value proposition for each position you apply for that outlines precisely what you will do for that company.You can find help with resumes at TheJobDoctor.com
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In part two of this special episode, Tessa talks with That Career Coach, Kendall Berg. Kendall shares her tips on networking and brand building.
Human connection is a core pillar of a happy and meaningful life. While work plays a vital role, it shouldn't come at the expense of the relationships that support us, inspire us, and give our lives lasting value.
Work Accomplishments Fade: Projects are completed, goals are reached, and promotions are earned â yet their effect on our lives can diminish over time.
Relationships Endure: Strong relationships with family, friends, and colleagues provide lasting support, joy, and a sense of belonging that often outlasts the immediate impact of any single work achievement.Kendall and Tessa discuss how to be a good manager and how to make the challenging leap from manager to director.
Focus: Quantifiable tasks and their associated time or effort to complete.Tangible: Visible and easily measured.Examples:Answering 50 emails in an hour.Filing a specific number of reports.Building a piece of furniture.
They also discuss mental load and how it differs from workload.
WorkloadMental Load
Focus: The thought processes involved in managing tasks, responsibilities, and decision-making.Intangible: Not directly visible or easily measured.Examples:Remembering to buy milk on the way home and deciding which brand to get.Planning a birthday party (guest lists, invites, food, activities).Keeping track of everyone's schedules and appointments in a family.Key Differences
Visibility: Workload is visible; mental load is invisible.Measurement: Workload is easier to quantify; mental load is more subjective.Scope: Workload often pertains to job-related tasks; mental load encompasses all areas of life, including work, home, and relationships.Why This Distinction Matters
Understanding the difference between mental load and workload is crucial because:
Reduces Overwhelm: Recognizing mental load can help individuals explain their feelings of exhaustion or overwhelm when their workload may not seem excessive.Promotes Equitable Distribution: Understanding mental load can help partners, families, and teams more fairly distribute invisible tasks and responsibilities.Improved Work-Life Balance: Awareness of mental load can lead to a better understanding of overall work capacity and the potential need for strategies to manage both workload and mental load.
Find Kendall at https://thatcareercoach.net/She is @ThatCareerCoach on all social media.
Her book Secrets of the Corporate Game comes out in November 2024
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In part one of this special episode, Tessa talks with fellow career coach, Kendall Berg, of That Career Coach. Kendall has years of experience in the corporate world with a background rooted in technology complementing Tessaâs background in HR. Together they offer valuable perspectives on todayâs corporate landscape. In this episode, Kendall interviews Tessa. They discuss the âgamesâ played in the corporate world and what happens behind closed doors. In a cancel culture, learning to have crucial conversations may change the course of your career.
Focus: Navigating power dynamics, building alliances, and managing interpersonal relationships to advance one's agenda (positive or negative).Examples:Spreading rumors or subtly undermining colleaguesTaking undue credit for the work of others.Forming exclusive cliques to gain influence.Gossiping and backstabbing.
1. Office Politics2. The Blame Game
Focus: Avoiding responsibility for errors and shifting fault to others.Examples:Refusing to acknowledge mistakes and covering them up.Making excuses or pointing fingers at other team members.Creating a culture of fear, limiting open communication and problem-solving.3. The Appearance Game
Focus: Prioritizing image and perception over actual productivity or substance.Examples:Spending excessive time on presentations and formatting instead of focusing on content.Attending unnecessary meetings to appear busy and engaged.Prioritizing self-promotion over meaningful contributions.4. Strategy Games (These can be beneficial or harmful)
Focus: Navigating power structures, competition, and negotiation tactics to achieve objectives. This can be healthy and necessary in business.Examples:Carefully crafting persuasive arguments to win support for projects.Anticipating the moves of competitors or internal rivals.Building coalitions and networks for influence.Why Recognizing Corporate Games is Important
Avoid Toxicity: Identifying the negative games helps individuals avoid getting caught up in destructive patterns that hurt morale and productivity.Strategic Advantage: Understanding the rules of both negative and positive games allows people to navigate the corporate landscape more effectively.Promoting a Healthy Culture: Bringing awareness to these games can foster a culture of accountability, transparency, and collaboration.Important Note: It's crucial to distinguish between harmless social dynamics and genuinely toxic behaviors. Not all interpersonal maneuvering or ambition is harmful.
Find Kendall at https://thatcareercoach.net/She is @ThatCareerCoach on all social media.
Her book Secrets of the Corporate Game comes out in November 2024
To be a guest on The JOB Doctor Click Here
Order Tessa's Book "The Unspoken Truths for Career Success: Navigating Pay, Promotions, and Power at Work" -
Bradley is the CEO of a company that has undergone significant changes in the last 2 years. He is struggling to keep his employees engaged and motivated.
What is the best way to engage and motivate employees? How do you appeal to different generations?
Employees are most concerned with feeling seen and feeling like they are making a difference. Tessa shares strategies to achieve this goal.
Overcome change fatigueTalk to employees about their personal goals and help them to achieve them.Incentivize managers to encourage employee growth.Ask employees about their superpowers and how they could be utilized most effectively.Shift the reward structure so that employees at all levels are rewarded for performance.Align compensation with behavior. Consider a new pay structure that bases pay on performance.Improve the line of sight. Ensure that employees are recognized for the work that they do.The Gen Z tagline should be, âChoose your own adventure.â Create a menu of reward options that speak directly to employees.Go to TheJobDoctor.com to download a pdf on How Different Generations Think.
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Life happens...This point was certainly driven home when my sons suicide attempt left him partially paralyzed a few months ago, and forever changed my relationship with him, my husband, family and work. Let me take you into my journey with Harvard psychologist and author Dr David Rosmarin on how to get through hard things at home and at work.
Dr. David H. Rosmarin is an associate professor at Harvard Medical School, a program director at McLean Hospital, and founder of Center for Anxiety. He has authored several books including Thriving with Anxiety which releases October 17th. David shares 3 strategies to âthrivingâ during times of crisis.1. Make sure your relationships at home are strong.
2. Reduce responsibilities at work.
3. Give up some level of control.
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John graduated from college a year ago without doing an internship. He started contract work to get job experience, but the prestigious company he is working for canât be listed as an employer (only his staffing agency).
Should he quit his current job and look for another that will enhance his resume?
How can he show his experience without listing the specific company?
Tessa explains the importance of being results focused.
She shares her #1 Career Commandment:
Results Are Your Greatest Leverage
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Brett shares his experience with a challenging new manager, attempts he made to improve the situation, and how he ultimately knew it was time to leave.
What makes a toxic work environment?
How to handle differences in expectations with a manager?
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What lessons can be learned from having a negative leadership experience? How do you know when itâs time to go?
Brett and Tessa also discuss the vital role of professional relationships in creating a successful career.
Diagnosing the Toxic Situation:
What did I expect?
What did I observe?
What are the consequences to me, to you, and to others?
What can prevent this from happening again?
Is that how you see it?
Is there something that Iâm missing or that I donât understand? Or is that what you intended?
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Danny worked closely with the STO and CEO of her company for 8 months until she was abruptly demoted and let go with little to no explanation. She was released shortly before her equity vest date and received no severance or vacation payout. She suspects discrimination may be a factor.
Can a company quietly let you go without proper cause? What rights do I have to pursue a claim against the company?
Tessa explains the rights that companies have in regard to termination. She encourages Danny to meet with an attorney. Companies respond to risk and creating a claim presents risk.
How do I avoid an âequity scamâ in the future?
Pre-negotiate a severance for middle level to senior positions.Before time of release, try to negotiate a deal with the company to allow you to land on your feet.Understand how and when equity vests.Address signs that the company isnât happy head on.
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Chance Allred, a.k.a. Mr. Maverick, is Tessaâs former coworker and the subject of the chapter, âLies and Politics,â in her book. Tessa recounts lessons she learned from Chance and asks him to share more details regarding his effectiveness in creating employee satisfaction, building culture, and âgoing fast.â
Read your environment.
As an employee, find out whatâs important to the stakeholders and align yourself with it. Then, you can go fast and achieve results the company will value.
The key to employee retention is enhancing the employee experience.
Connect the dots between whatâs important to the industry and company and whatâs important to the employee. Effective strategies include recognizing employees for their work (among their peers), and building culture through things like serving together, team lunches, and intentional meetings.
5 Things Employees Want:
1. Money
2. The ability to progress and grow
3. To feel like they are making a difference
4. To love their boss
5. To love their peers
Advice for Leaders
Gain influence
Utilize your natural abilities to build relationships and set a vision.
You can read all about Mr. Maverick in Tessaâs book, The Unspoken Truths for Career Success, in the chapter titled, âLies About Politics.â
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Farrah finds herself as a new manager. Eager to do that job well and manage those under her successfully. She also wants those who are her direct reports to know their pathway up the ladder as well.
Get to know your employees. This means getting to know them on a personal and professional level. What are their goals? What are their strengths and weaknesses? What motivates them? The more you know about your employees, the better you'll be able to support them and help them succeed.Communicate effectively. This means being clear and concise in your communication, both verbally and in writing. It also means being a good listener and being open to feedback.Set clear expectations. Make sure your employees know what is expected of them in terms of their work, their behavior, and their contributions to the team.Provide regular feedback. Feedback is essential for helping employees grow and develop. Be sure to give both positive and constructive feedback, and be specific about what you are seeing and how it can be improved.Be a leader, not just a manager. A leader is someone who inspires and motivates others. They set a positive example and create a culture of trust and respect. If you want to be a better manager, focus on becoming a better leader.
5 steps to becoming a better manager:Here are some additional tips for becoming a better manager:
Be adaptable and willing to change. The world of work is constantly changing, so you need to be able to adapt your management style accordingly.Be patient and understanding. Managing people is not always easy, and there will be times when you need to be patient and understanding.Be self-aware. Take the time to reflect on your own strengths and weaknesses as a manager. This will help you identify areas where you can improve.Be open to feedback. Ask your employees for feedback on your performance as a manager. This can help you identify areas where you can improve.Becoming a better manager takes time and effort, but it is worth it. By following these tips, you can improve your skills and become a more effective leader.
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Lyle is a lieutenant in the police force. He wants to be an innovator in the areas of policy and culture and is considering a pivot to HR.
What are things to consider when moving from the public to the private sector?
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What is the best way to prepare for a role in HR?
Tessa explores differences in the public and private sectors and where she feels Lyle can make the most impact. She also discusses the importance of finding a role and a company that utilizes his unique skill set and aligns with his values.
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Heidi works for a community health organization as a Family Nurse Practitioner. She has noticed discrepancies in her pay and that of her colleagues and isnât sure how to approach a pay negotiation with HR.
How can I work with my manager to create a convincing proposal for a pay raise?
Tessa explains how to create compelling visuals and highlight things that differentiate you from other employees. She also explains the best way to make your manager an ally in pay negotiations.
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Eileen is making a career change within the healthcare industry. She is beginning pay negotiations and wants to make sure she is asking the right questions.
What questions should I ask during a pay negotiation?
Is PTO something that can be negotiated?
SalaryBonusesBenefitsPTO (possible at smaller companies)Professional Associations/AffiliationsContinued educationTravel stipendsPaid electronics (laptop, cell phone)Home office expensesTitleSeverance
Tessa recommends choosing your top 3 things to negotiate. She provides multiple areas of negotiation to consider and questions to ask around each:GUIDELINES FOR NEGOTIATION
Do your research. Before you even start negotiating, it's important to know your worth in the market. This means researching salaries for similar positions in your industry and location. You can use online resources like Glassdoor or Salary.com to get this information.Be confident. When you're negotiating, it's important to believe in yourself and your worth. If you don't, your employer will likely pick up on that and be less likely to give you what you want.Be prepared to walk away. If you're not happy with the offer, be prepared to walk away from the negotiation. This shows your employer that you're serious about getting what you want and that you're not afraid to walk away from a good opportunity if it's not right for you.Be flexible. It's unlikely that you'll get everything you want in a negotiation. Be prepared to compromise on some things in order to get what's most important to you.Be professional. Even if you're not happy with the offer, it's important to be professional throughout the negotiation process. This means being respectful of your employer's time and being polite even if you disagree.Negotiating a job offer can be daunting, but it's important to remember that you have the power to get what you want.
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Ben is a member of the LGBTQ+ community and has worked for the same company for 17 years. His manager makes political comments related to LGBTQ+ issues that make him uncomfortable. Previous conversations addressing this have been unsuccessful, and he doesnât know what to do.
What is the most effective way to address a manager who creates an unsupportive work environment by sharing political beliefs?
Tessa shares why itâs best to confront the situation head-on instead of going to upper management. She explains how to use âmagic phrasesâ to keep the conversation going and avoid either party feeling cornered:
- Is that what you intended?
- Do you see it differently?
- Is there something I am missing or donât understand?
She also recommends being crystal clear in the conversation by explaining what you expect, what youâve observed, and asking if this was intended.
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Sarah enjoys her job in ecommerce but feels that there is little room for growth. Her current pay is not on par with market value and she needs guidance in addressing this with management.
If Iâm already at the top of my pay range but my duties and responsibility have increased, how can I best approach a raise?
Tessa provides scripts to use with your manager. She explores potential responses from management and how to counter each using a variety of tactics such as if-then statements and even counter-offers as a last resort.
Should your resume be creative or strictly business?
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Should you include your âside hustleâ on your resume?
Tessa explains the most important parts of a resume: the value proposition, professional highlights, and your secret sauce.
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Hannah is struggling to communicate with her manager of 8 months and recently received negative feedback in a performance review. She is confused and unsure of how to improve the situation.
How can I build a trusting relationship with my manager?
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Should I go to HER manager for help with the situation?
1) Remove tension in the relationship by working on the negative feedback provided. Check in with your manager for input on how things are progressing. If your manager is struggling to provide specifics, use a scale and ask what it would take to get to a 10.
2) Set clear objectives and encourage discussion. Meet every 2 weeks to discuss priorities and to get the managerâs input.
3) Develop advocates in other departments.
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