Forming Better Professional and Office Relationships

Whether you are a CEO or entry-level employee, getting along with others is paramount to success and your career is no exception to this rule.  While tenacity, hard work, intelligence and making the right decisions are all significant factors in the equation to achievement, interpersonal relationships can either make an individual’s career manageable and more lucrative or set up unnecessary barriers to getting what you desire.

Understand that winning anyone to your way to thinking is an art, and that win doesn’t happen overnight nor is it easy.   Rather, building cohesive professional relationships and becoming more persuasive takes practice and patience, and can prove especially trying when there are burdensome co-workers in the equation.

Recognizing the importance that agreeable relationships hold in one’s job is just the first step – executing is the second.  While all job situations and human beings are unique, there are some universal ways to ensure that you increase the trust level, cooperation, friendliness and effectiveness of those around you at the office.  Here are some ways to do so:

1. A 2nd Perspective is the 1st Step – Success in dealing with people, both in business and in life, hinges on your ability to get the other party’s point of view on a given situation and to act accordingly.  A co-worker of yours whom you might perceive as “difficult” may be intimidated, angry or aloof.

Contrary to popular belief, confrontation is not an effective tactic and should be avoided at all costs.  Instead, put yourself in your co-worker’s shoes and determine how you would feel and behave if you were in their position.  Though simplistic, you may find the 2 minute exercise to yield long-lasting insight.

When doing so, remember to always keep an open mind and free yourself of any prior prejudice that you have towards the person or people.  Often, our best ideas come to us when we reflect from an alternative POV.

2. Appreciation, Respect and Praise Beat Confrontation – Make a point to praise and avoid condemnation.  Telling someone they are “wrong” is the most ineffective way to get them to do right.  Regardless of how mistaken they have been, your co-workers have what they think of as logical reasons for their actions. Being confrontational is a great way to make a long-lasting enemies and build resentment within the office.

Rather, if you want to persuade even the most intractable, play to the individuals’ needs for importance and appreciation.  Where confrontation doesn’t work, sincere flattery makes all the difference.

Instead of put downs, focus on being grateful for what your colleagues have done right.  Without exception, everyone likes to have their confidence raised; it’s a universal human desire.

By vocalizing sincere approval and building up their self-esteem, you make these peers more agreeable to assisting you in your endeavors.  Know that even the smallest traces of gratitude will yield some of the biggest professional alliances you will have in your career.

3. Think Pros and Cons, Benefits and Disadvantages – Whether or not they achieve the desired results, the majority of decisions that your co-workers make are geared towards them obtaining something they want.  Determining how you can deliver their desired results will be paramount to your persuasion efforts, as you can’t bait a fish with an empty hook.

To persuade and build better relationships, it is imperative that you reflect upon the situation from their perspective and determine what advantages your co-workers will see from taking action a, b or c.

When approaching others, understand that people like to feel that they are buying rather than being sold.  Think mutual gain and be sincere and honest when conveying a desired action’s benefits.  When we think in terms of advantages and disadvantages rather than satisfying our own needs, we recognize tremendous results.

4. Interest Them by Being Interested – If you want your co-workers to be interested in you, begin by taking an interest in them.  People are only going to do what you want when and only when they believe you have a vested interest in them.

Start to think of your co-workers as people rather than considering them as means to an end.  As a recruiter, I always learn as to what are their likes, dislikes, history and perceived future?  Listen rather than talk; always smile and act enthused.

Ask your fellow employees questions about themselves and put yourself out to do things for co-workers which require time, energy and selfless thinking. Sincere interest is the foundation of a great relationship, as when we take an authentic, sincere liking to people, they begin to like us.

In the End

The most successful people know how to deal with all types of personalities at all different levels of business.  Drive and intelligence come up short without the cooperation of others.  Your most difficult co-workers can become your most important professional alliances if you approach them correctly.

How To Figure Out What You Really Should Be Paid

Not sure if your salary is commensurate with your skills and accomplishments? Curious how your pay measures up to others’ in your field? Want to know what you’re really worth?

Good news: there are ways to figure that out, according to career and human resources experts Steve Kane, Lynn Taylor, Samantha Zupan, and Andy Teach.

Here’s how to determine your value in the labor market:

Look online.

The experts suggest you start with an online search on sites like Payscale.com, Indeed.com, Salary.com, Glassdoor.com, or the Bureau of Labor Statistics website, which all provide ballpark salary estimates for any given profession.

“I think that getting information from salary-related websites is a great place to start,” says Andy Teach, a corporate veteran and author of From Graduation to Corporation: The Practical Guide to Climbing the Corporate Ladder One Rung at a Time. “I can’t speak for the accuracy of these websites because a lot depends on how many people supplied salary information and when they supplied that information. But as I said, it’s a starting point, not an ending point.”

HR expert Steve Kane agrees. He says these sites generally offer an accurate salary range for each profession—but the ranges tend to be large, and the information isn’t specific to your skills, accomplishments and circumstances.

“People are usually somewhere in the range, but these sites don’t always contain enough information to determine if one’s pay is appropriate,” he says.

Every person is unique, so compensation packages are not always one size fits all for the same job at the same company, adds Samantha Zupan, a Glassdoorspokesperson. “However, doing as much research as possible can help set your expectations as to where you may fall.”

Keep in mind that you don’t necessarily deserve the “average” pay.

The average pay is just that; it’s the average of all the salaries that have been assimilated or submitted, Teach says. “It doesn’t mean that it’s what you should expect or deserve. If you’re an above average worker with a great work reputation, then it’s safe to say that you probably deserve to be at the top of the salary range or at the very least, above the average.”

Lynn Taylor, a national workplace expert and author of Tame Your Terrible Office Tyrant, agrees. She says no two employees are exactly alike, and “there are many factors that weigh into what you should earn.”

Factor in your prior experience.

If you’re new to the workforce, the company, or the profession, you might make less than someone who has been in this job for years. So, when you look at that salary range you found online–you’ll probably want to place yourself somewhere at the bottom if you have little or no experience, or somewhere toward the top if you’re an established professional.

Consider your location.

Are you in a big city or a small rural town? Are you in the South or the Northeast? Depending on your job—there’s a good chance location will play a role in your compensation.

The BLS website breaks down salary data by the 100 Metropolitan Statistical Areas, so check there to see the average pay in your city.

Think about your level of education.

In some professions, a bachelor’s or master’s degree could bump your salary significantly. If you go back to school and earn a degree while you’re working, make sure your employer is aware of this accomplishment.

Think about your responsibilities.

Another important factor to consider is what your responsibilities are compared to other employees, Teach says. If your manager assigns you a wealth of responsibilities, clearly he or she values you as an employee, and trusts that you can get things done. If you’re given more and more responsibilities with no pay increase, there’s a good chance you’re worth more than you’re making.

Consider awards, on-the-job training and courses taken.

Any achievements that lead to concrete results, such as increased sales or reduced expenses or turnover, will increase your value, Taylor says.

So, if you’re constantly winning “Employee of the Month” or engaging in training courses related to the job, and it’s not reflected in your pay, you should bring this up at your next review.

Factor in your soft skills.

Are you a good manager or team leader? Do you know how to motivate others? Do you communicate and present well? Are you upbeat? These are all things to think about when figuring out what you’re worth, Taylor says.

“Soft skills count for a lot. If you’re a great confidante to your boss and can role model upbeat, motivational leadership; that can be worth its weight in gold.”

Think about your level of contribution and accomplishments.

Kane says pay is “ultimately determined by your level of contribution.”

Teach agrees. “What you should be making really depends mostly on your accomplishments,” he says. “As a former boss once told me, ‘Andy, all I care about is results.’ If you’re an employee who always gets results, you can maximize your salary potential.”

Discuss salary with other professionals in your industry.

Tap mentors in the industry and ask them for their advice and feedback on what a fair compensation package would be, given your personal work and education history, as well as the location of the job and company, Zupan says.

While talking salary is historically taboo, you may be surprised how open trusted colleagues are when it comes to sharing salary, she adds. “One tip is to politely ask a colleague if they’d be willing to meet with you for coffee to get their take on how best to tackle the topic of compensation with your boss. Even if colleagues are hesitant to provide some specifics around compensation, they may offer some valuable insight on the topic.”

You should never get caught discussing salary with a co-worker, Teach says. “Unfortunately, in order to get the most accurate salary information that will help your cause, you probably have to talk to co-workers about their salary or about their knowledge of the salary range. The key is to do it as discreetly as possible. Pick one co-worker whom you trust and is in-the-know and swear them to secrecy.”

Taylor suggests you ask salary questions through social media, using a general name. “For example, if you work at a bank, you can use a LinkedIn group that is associated with banks to get salary feedback.”

Figuring out what you should make isn’t easy, but doing your research can make a big difference when it comes to being paid fairly, Zupan concludes.

The Best- And Worst-Paying Jobs In America

Though C-level executives are infamous for what many consider to be their excessive pay, it turns out those sporting scrubs in the operating room bring in a bigger paycheck, on average, than those wearing suits in the corner office. That’s according to the latest Bureau of Labor Statistics’ Occupational Employment and Wage Estimates survey.

In operating rooms across the country, anesthesiologists, the highest-paid workers in the U.S., earn an average of $111.94 an hour, for a mean annual salary of $232,830, according to the BLS. That’s about the same as they made last year — but anesthesiologists, like others in medical work, can pay well into six figures a year in medical malpractice premiums.

The BLS survey reflects May 2012 salary and employment data gathered from more than one million businesses. Nine of the nation’s 10 highest-paying occupations are in the medical field, including surgeons, internists, orthodontists, and general practitioners.

Doctors’ salaries are so high not only because of supply and demand but also to offset the amounts they have to invest in education and malpractice insurance. The 29,930 anesthesiologists in the U.S. also work long shifts and play an integral role in keeping patients alive during surgery to earn their sizable salaries. According to the American Society of Anesthesiologists (ASA), the high pay reflects the responsibility and risk involved in their job.

The ASA defines anesthesiology as the practice of medicine dedicated to the relief of pain and total care of the surgical patient before, during and after surgery. In the operating room anesthesiologists are responsible for monitoring and controlling the patient’s heart rate and rhythm, breathing, blood pressure, body temperature and body fluid balance, as well as the patient’s pain and level of unconsciousness.

Like other physicians, anesthesiologists accumulate hefty tuition bills as they’re required to complete a four-year undergraduate program, followed by four years of medical school, a one year internship and at least three years of a residency.  They may further specialize in a subspecialty by completing one to two more years in a training program.

The ASA says that the number of anesthesiologists has more than doubled since the 1970s, while patient outcomes have improved significantly. Fifty years ago, deaths attributed to anesthesia were approximately 1 in 1,500. Today, the chance of a healthy patient suffering an intraoperative death attributable to anesthesia is less than 1 in 200,000.

“Anesthesiologists are highly satisfied with their important work in and outside of the operating room,” says an ASA spokesperson. “It is very rewarding for anesthesiologists to be able to bring patients in and out of surgery safely. They also find it rewarding to be able to care for patients throughout the entire surgical process. Anesthesiologists never leave patients’ side and are their lifeline before, during and after surgery.”

The second highest-paying job in America: general surgeon. These 42,410 high-earning medical professionals bring in $110.84 an hour, for an average annual salary of $230,540.

No. 3 is obstetricians and gynecologists. There are 20,880 of these professionals in the U.S. right now, and they make 104,21 an hour, on average—making their total annual income about  $216, 760.

Chief executives, the only non-doctors who crack the list of top-15 earners, earn an average of $176,840 per year. That figure pales in comparison with what some execs at very big companies take home. In 2012 the highest paid chief executive in the U.S, McKesson’s John Hammergren, earned $131 million. The second-highest paid CEO, Ralph Lauren, took home $67 million in salary, bonus and stock. Chief executives hold the No. 10 spot for America’s highest earners.

At the other end of the wage spectrum, employees in the food service industry dominate. Six of the 10 lowest-paying jobs are food preparation and serving related occupations, while three are personal care and service occupations. The only low-paying job that isn’t in either of those two areas is farmworkers and laborers (No. 8).

The lowest-paid workers of all, shampooers, earn $8.94 an hour–or an average annual salary of $18,600 (for full-time workers). More than 13,500 people in the U.S. hold this position.

Another 2.94 million workers are in food preparation and serving jobs, the second worst-paying occupation. They earn just $9 an hour, or $18,720 a year for full-time workers.

Fast food cooks and dishwashers trail close behind, making a meager $9.03 and $9.10 an hour, respectively.Full-time workers in the positions earn $18,780 and $18,930 a year, on average.

The gap between America’s highest- and lowest-paying jobs widens if you include perks and benefits. Health insurance, for example, often represents a third of an employee’s salary and isn’t offered for many low-paying jobs. The good news, however, is that workers across the U.S. made slightly more in 2012 than the previous year. The mean salary for all workers rose from $45,230 in 2011 to $45,790 last year.

Why Nike Will Outpace The Sports Apparel Market's Growth

Sports giant Nike is among the leading players in the sports apparel market. Its market share in the global sports apparel market has historically increased from 3.9% in 2007 to 4.9% in 2012 as its apparel sales grew at a pace above industry average during the period.

We believe the company is well-positioned to grow its market share to 6.5% in the long run on account of factors such as strong competitive position, rapid sales growth, participation in major sporting events as well as continued launch of innovative products.

The major risks to Nike’s market share growth stem from increased competition from niche and local players as well as due to counterfeit products. Nike’s apparel sales have recently weakened in Western Europe and China, and if these problems continue, it could affect Nike’s future growth. Nike brand apparel accounts for 35% of our valuation for the company’s stock.

What Is The Growth Potential In The Global Sports Apparel Market?

The global sports apparel market was worth $135 billion in 2012, according to our estimates. We expect the market to grow at a CAGR of 4% during 2012-2019 to reach $178 billion. Various factors are expected to drive market growth such as growing fitness consciousness, rising income levels in developing countries, the growing popularity of sports apparel for women as well as the trend towards stylish and comfortable sportswear.

Rising demand from Asia Pacific and Latin America due to growing economic prosperity in these regions coupled with a trend towards leading a healthy lifestyle will be the key catalysts for market growth.

What Is The Competitive Landscape In The Global Sports Apparel Market?

The global sports apparel market is highly fragmented with the presence of various global and local brands. Nike, Adidas, Reebok, Puma, Asics, Under Armour, Lululemon Athletica, VF Corporation, HanesBrands, Bauer Performance Sports and Quicksilver are some of the key players.

Apparel Sales Of Some Of The Leading Players In The Market (in millions)

Company	Fiscal 2010	Fiscal 2011	Fiscal 2012	CAGR (2010-2012)
Adidas (includes Reebok)	$7,023 (€5,380)	$7,484 (€5,733)	$8,211 (€6,290)	8.1%
Nike	$5,026	$5,513	$6,333	12.3%
Puma	$1,229 (€941.3)	$1,352 (€1,035.6)	$1,504 (€1,151.9)	10.6%
Under Armour	$853	$1,122	$1,385	27.4%
Lululemon athletica	$712	$1,001	$1,370	38.7%
Asics	$427 (¥42,576)	$439 (¥43,685)	$470 (¥46,838)	4.9%

Note: Nike operates on a June-May financial year and Asics operates on a April- March cycle. Lululemon Athletica has a ‘February – January’ fiscal year. Others have a January- December financial year.

Adidas and Nike are the leading players in the global sports apparel market with a combined market share of around 11% (estimated) in 2012. Adidas is slightly ahead of Nike with $8.2 billion in apparel sales in fiscal 2012 against Nike’s $6.3 billion. We expect fierce competition between the two companies in the future as they both vie for market share in key markets and compete aggressively for sponsorship of major sporting events such as the Olympics.

During fiscal 2010-2012, Nike’s apparel sales saw a 12.3% CAGR, which was higher than the growth rate seen for Adidas, Puma and Asics. We believe Nike’s apparel sales will continue to grow rapidly in the future driven by an innovative product portfolio, superior market position and enhanced marketing activities.

Under Armour and Lululemon Athletica, which are newer players in the market, have registered impressive growth in the past. These companies focus on niche market segments such as performance apparel (which are engineered to keep athletes dry and cool) and yoga-focused sportswear, respectively. While these companies pose some threat to Nike, the latter is also making a play within these upcoming market segments. Given its strong brand recognition, we expect Nike to gain market share in these product categories in the future.

What Is The Geographical Breakdown of Nike’s Apparel Sales?

Market	% of Nike Apparel Revenues by Region(Fiscal 2012)	Annual Growth In Apparel Revenues (excluding currency impact)		Future Orders Growth (excluding currency impact)
		Fiscal 2012	First nine months of fiscal 2013
North America	39%	18%	22%	11%
Western Europe	22%	2%	0%	(5)%
Greater China	14%	9%	(11)%	3%
Emerging Markets	13%	25%	20%	16%
Central & Eastern Europe	7%	24%	18%	11%
Japan	5%	(1)%	(1)%	5%

While developed markets such as North America and Europe comprise 39% and 29% of Nike’s apparel sales respectively, Greater China and emerging markets account for 14% and 13%. We think the strong growth in China and emerging markets will be important for Nike to gain market share in the long run as these regions are seeing higher growth compared to the developed markets. In addition, Nike must maintain above-industry average growth in developed markets to grow its market share in the global sports apparel market.

Though Nike’s apparel sales continue to see impressive growth in the North American region, the demand recently weakened in Western Europe and China. While future orders from Western Europe fell by 5%, we think this mainly reflects difficult y-o-y comparisons as the sales in the prior year were driven by Euro Champs and the Olympics. Moreover, we believe Nike could recover its growth pace in China as it is taking steps to bring down its regional inventory levels, increasing its marketing activities to enhance its brand image, and realigning its product portfolio to suit Chinese preferences. The recent future orders growth from Greater China indicates a degree of recovery in the Chinese marketplace.

Taking into account that the global sports apparel market is forecast to grow at a CAGR of 4% during 2012-2019 and that Nike has historically achieved double-digit apparel sales growth and is expected to continue its strong pace in the future, we expect Nike’s global sports apparel market share to rise to around 6.5% in the long run.

The factors that could pose threats to Nike’s market share include increased competition from local and niche players as well as the problem of counterfeit products. While we expect Nike’s apparel market share to reach 6.5% in the long run, if it remains at the present level for the rest of our forecast period, it represents just over 5% downside to our price estimate. On the other hand, if it climbs to near 10%, we see around 15% upside to our estimates.

Our $58 price estimate for Nike is around 10% lower than the current market price.

13 Big Mistakes Job Seekers Make And How To Avoid Them

There are a lot of ways you can go wrong during your job search. You can fail to devote enough time to it, or you can get so involved you become isolated from family and friends. Those are among the most common mistakes job seekers make, according to a study by Connie Wanberg, Jing Zhu and Edwin A. J. van Hooft. The researchers wrote a paper on their study titled “The Job-Search Grind: Perceived Progress, Self-Reactions, and Self-Regulationof Search Effort,” which was published in the Academy of Management Journal in 2010. Though the study was conducted two years ago—Wanberg says its findings are still entirely relevant today.

Taking too many breaks from the search, particularly after making progress.

It's OK to take the occasional breather, but don't allow yourself lengthy breaks every time you make progress. "Don't rest on your laurels after posting a job application or getting an interview," Wanberg says. "Keep your effort going!"

Not dedicating enough time to the process.ot dedicating enough time to the process.

Almost 44% of job seekers spend less than three hours per day looking for a new position, yet, research shows that people who put more time into their job search find jobs sooner, Wanberg says. "If you are unsure about what to do next, visit your local workforce center, read a job search book, peruse the internet for tips, or talk to others for advice on how to increase and expand your search effort."

Letting emotions and frustration get the best of you.

etting emotions and frustration get the best of you.

Looking for a job can be grueling and emotional, but there are ways to stay calm. "Make sure you are exercising daily, eating right, and that you have a good support person to talk to," says Wanberg. "When you have a bad day in your job search, try to get together with a friend or family member and do something fun together."Putting all your 

Putting all your eggs in one basket.

ggs in one basket.

Even if you are extremely confident about a particular job opportunity, don't devote all of your time and energy to one potential position. It's best to continue your search efforts and pursue several jobs while you wait to hear from your preferred employer.

Failing to bounce back from a day without progress.g to bounce back from a day without progress.

Stay positive and motivated. "Make a daily to-do list,"Wanberg suggests. "Treat your job search like a sales job. Remind yourself daily about the things you have to offer an employer. Believe in yourself."

Getting distracted by errands, household tasks and child care, and Getting distracted by errands, household tasks and child care, and leaving too little time for the search.eaving too little time for the search.

Wanberg suggests you establish a routine. "You might spend the morning checking for new job openings and researching companies, and the afternoon on networking or planning networking activities, and following up on any openings you've applied for. Keep household tasks for evening as if you were working full time. See if you can swap child care with another family member to allow you to have uninterrupted time."

Failing to get help reviewing your resume.Failing to get help reviewing your resume.

You might think your resume is flawless, but chances are you're wrong. Have at least two or three people review your resume for spelling errors, irrelevant information, and skills you haven't profiled.

Not diversifying your job search.Not diversifying your job search.

Some people rely solely on online job postings; others depend only on networking. Find a balance. "If you are not a very social person, ask yourself if you are spending too much time in front of your computer," says Wanberg. "You need to be contacting people you know and going to business socials or events. Have you contacted your university alma mater? It is really helpful to meet with alumni from your university in your field. If you are a person who is very social, you may need to spend more time researching companies and looking at online postings and hiring trends."

Failing to tailor your resume with relevant key words for each job application.Failing to tailor your resume with relevant key words for each job application.

Customizing your resume is crucial. A tailored resume tells an employer that you've done your homework and you're serious about the job. If you're not sure how to do this, use the internet or ask a friend, former colleague, or career expert for help.

Jumping into a search with expectations that are either too Jumping into a search with expectations that are either too specific or too broad.specific or too broad.

Approach the job search with an open mind, but set some boundaries for yourself. "If you apply too broadly, you will waste a lot of time on applications that will not yield interviews," Wanberg says. "Companies want applicants who closely fit the job posting. On the other hand, if you apply too narrowly, you will not find many jobs to apply for. It is a tricky balance to learn."

Becoming isolated from friends and family because you spend too Becoming isolated from friends and family because you spend too much time searching for jobs.much time searching for jobs.

Build in some social time every week, advises Wanberg. "Your networking meetings will be a part of this. However, it is important to schedule something with friends or family because you are not seeing coworkers every day. This can get isolating."

Forgetting to include occasional breaks for personal or social activities.Forgetting to include occasional breaks for personal or social activities.

It's important to take breaks for social activities and personal time, but limit yourself. Frequent and long breaks can destroy your chances of finding employment.

Rushing into the process too quickly.Rushing into the process too quickly.

Do your homework. "Looking for a job is a process that has a big learning curve," Wanberg says. "Talk to others who have been in your shoes about lessons they've learned and mistakes they've made. Consult job search books or go to a job search class."

7 Tips For Young Professionals Starting A New Job

Starting your first “real” job can be nerve-racking. You’re probably excited to have landed a full-time gig–but also scared about meeting new colleagues, learning office etiquette, and making the transition from your college classrooms to your corporate cubicle (or whatever your new workspace may consist of). The days of slacking off — rolling out of bed and running to class in whatever sweats you can find, taking naps between Spanish 101 and college algebra, and staying up until 2 a.m. doing yesterday’s assignments — are over. That doesn’t fly in the professional world.

Starting a new job requires some preparation and lifestyle changes. “A lot of people look at getting the job offer as the finish line, but really it’s the start of another run,” says Rosemary Haefner, the vice president of human resources at Careerbuilder.com.

Here are 7 tips for young professionals starting a new career:

Dress for success. Start by recreating your wardrobe and sprucing up your appearance. Dress appropriately for the job you’ve landed. Remember that first impressions can be lasting. If you’re dressed to impress, you probably will. “One size doesn’t fit all,” Haefner says. “People assume ‘professional’ means a suit, but it depends on the company or industry.” Haefner encourages new employees to ask what people typically wear, before your first day. “You don’t want to show up in a suit if everyone wears jeans,” she says. But it’s better to be a bit overdressed the first few days.

Relax. If you exhibit apprehension, you may not be taken seriously. Be aware of your nervous habits and try to control them. If you ramble when you’re nervous, make it a point to limit your chatter.

Be confident. Don’t be narcissistic, but show your colleagues that you deserve to be there. Don’t hesitate to share your thoughts, and believe in your ability to succeed in your new position. One way to exhibit confidence: invite your colleagues to lunch. Haefner says this tactic shows that you aren’t the typical quiet new employee.

Be innovative. From day one, confirm that you bring something new to the table. If this applies to your new position, be sure to offer your boss or colleagues ideas for how to enhance the product or company. Most young professionals in a new job take the back seat the first few days, but Haefner suggests jumping right in. “Be there to contribute, or to volunteer for a project when nobody else raises their hand.”

Separate your personal and professional lives. Once you’re settled in, avoid making personal calls, sending personal emails or taking long lunch breaks. Show that you are dedicated to your new job and that you want to be there. If you have nothing to do, offer to take on another task or help a colleague who looks overloaded. Not only will you impress the boss, but the days will fly by.

Communicate. Always be in touch and in tune. Speak up and ask questions, make suggestions and periodically check in with your boss. “Listening is just as important as speaking,” Haefner says. “Start a conversation with your boss to ask how you’re doing.”

Challenge yourself. Just because you did some research before your interview doesn’t mean you know enough to be successful there. Haefner says it can take time to get to know the company itself, but it is important to do research, look back at old projects, and find out what has worked for the company or your team in the past. Once you’ve had the opportunity to become acquainted with your new workplace, evaluated the work environment, observed your fellow employees, and surveyed the office protocol, work flow and discourse, you should set goals for yourself.

Getting through the first few days, weeks or months in a new job is tough, but remember to focus on what you want to get out of the experience.

Employees Who Stand Out Stay Standing: The Secret to Job Security

Standing out is the secret to gaining peace of mind that your job is secure. Whether you stay employed with the same company you are with today, or whether another company picks you up, your future is bright when you make the effort to be that person who can’t be overlooked.

For the CEO of any company, nothing is more important than finding the right people to hire. Once the leader finds that right person, she has to figure out what position to assign that person to so they can put their talents and abilities to good use. After all, if a company is going to pay a person, they need to know that they are getting the most out of every dime they put into them. It is critical to figure out the role each person should have in order to maximize their impact in the company.

As important as it is to assign people to the right role, in my years as a CEO I learned that an employee who is good will be good in many roles, because good = good. If someone is smart, has a good attitude, is teachable, is willing, is humble, is enthusiastic, then you can plug them into several positions throughout the company and they will excel at each one of them. Certainly some talents are so specialized that a CEO is smartest to focus a person on that one talent, like programming or IT, but the reality is that a good employee is one that you will literally make a position for in the company.

When a company experiences hard times, the great leaders must ensure that their good employees are retained. Even during the downturns and layoffs. If layoffs become necessary, leaders should look to cut five other people in order to retain just one good one, as that one good employee will bring far more value in the future than five average employees will. In addition, great performers set the standard for other employees as the company begins to hire and grow again, whereas average employees don’t elevate their fellow workers.When someone was good in his job, I would move heaven and earth to create a position for him in order to retain that person in the company. I would find a way to use his talents and skills anywhere, because a good employee is really hard to find. That is why, over the years, I had so many employees that I moved from one area to another during their life at my company. They were so good that I found ways to use them in any area I could in order to retain them, and in order to continually teach them in order to maximize their impact on the company. I transitioned good people from position to position throughout the organization, moving them to wherever the need was greatest at the time.

Job security comes from making sure that your daily performance is so amazing that any company would be crazy to let you go. Be smart, be willing, be excited, be humble, be dependable, be a top performer in whatever job you are given so that you will always STAND OUT!  Job security should have nothing to do with the position you hold in a company – nothing. If you are genuinely good at what you do, then any company worth a salt will always keep you as a top choice to retain even if it means moving you to another more necessary position in order to keep you. An employee who stands out and is a top performer should never have to worry about their job security again.

Some might be thinking, “What about when the entire company shuts down?” or something more catastrophic like that occurs. The fact is that even in those circumstances, a top performer who stood out will be the very first to be referred to a different company when their company goes under. A top employee will have other companies who go out of their way to recruit them when things like that occur, because a good reputation of hard work and integrity will spread faster than wildfire in the business community. A good employee is hard to find, so word can’t help but travel fast.

Each of us has control of whether we will be that person who stands out. Each of us has control over whether we will be a top performer. If we go into each day with a focus on standing out and doing a great job, then we can all go home at night feeling confident that our jobs will be secure, one way or another.