In addition, Darwin’s Law also applies in the professional world: the younger and stronger ones claim more and more space for themselves, while you yourself are getting older and are no longer able to withstand everyday stress as well. High time to dare new ways! For example, change from leadership to consulting. I too currently have a very stressful but cool job as an executive. But I’m also thinking about whether I’ll still be able to handle this job when I’m over 50.

THE SALARIES FALL FROM 50

Current salary studies confirm this: If you want to have a career and make big money, you have to hurry. Because the fastest climb up the career ladder takes place in the first 10 years. Likewise, the highest salary jumps are made between the ages of 30 and 40. Among other things, this is due to the fact that it is usually at this age that the decision is made whether to take on management positions and personnel responsibility.

However, the earnings curve does not continue upward for long. As the analysis of 250,000 data records shows, the maximum salary of 58,539 euros is reached on average at the age of 52. After that, salaries fall. And not only in Germany. A study by the U.S. provider of salary software Payscale from 2019 has shown that even in the U.S. managers in the 50th earn the most.

Of course, there are exceptions. Chief physicians, for example, are also quite high on the earnings scale at an older age. Or scientists who habilitate and realize their career plans much later. Even top managers with personnel responsibility for many employees can enjoy high salaries practically until the end of their career band. Nevertheless, after the age of 50, large career and salary leaps are hardly possible. Many then go from stressful full-time jobs to part-time or change employers. But why not become a consultant in your own company?

TRAIN MANAGERS!

Through their life experience and many years on the job, managers reaching the age of 50 have gained valuable experience, knowledge and skills that their younger colleagues do not have. They have authority and enjoy great respect in the company. A perfect basis for becoming consultants and training junior managers. As they rise to top management level, young managers need not only stamina, but also experienced mentors and trainers. And who better to impart leadership skills than someone who has made a career as a top manager himself?

This decision requires a lot of courage and foresight, but the math works out. Executives who have switched to consulting emphasize that their lives have become much less stressful and still filled with meaning. They recommend taking this step in good time. Instead of treading water and being overtaken more and more often by younger ones, rather make a clean handover in time and take on new responsible functions.

Training new generation of managers, imparting leadership skills is a great challenge and important task in professional and personal terms. It requires experience, personal skills, methodical knowledge and good communication skills. So when advancing one’s career becomes increasingly difficult, one simply has to change perspective and change the direction of personal development. Be ready for new challenges and switch from leadership to consulting.

CONCLUSION

While an older age does not automatically mean a career stop, the chances of further promotions decrease significantly over time. At the same time, after long and hard years of work, more emphasis is placed on a work-life balance. Adapting to changing circumstances in good time and redefining one’s professional role is enormously important. Specialists and managers over 50 bring with them a wealth of experience and expertise and can find new professional fulfillment in training and advising young managers. By understanding a company as a complex organism, generational change can be compared to healthy cycles. Becoming an interface between the generations and taking on the promotion and training of young managers is an honorable task for older employees. I will see what I will be doing in 20 years. I, too, will be 50 then – perhaps I will become a consultant or use my part-time commitment at the university and educate students. The time will bring new horizons!

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Image: https://pixabay.com/de/photos/frau-silhouette-sonnenuntergang-570883/

Der Beitrag Career over 50: from management to consulting? erschien zuerst auf agile Companies.

However, internal projects in particular often falter and are not ideal for the employee’s own career. While external projects are visible and supported by management due to customer requirements, the internal project is often delayed but nobody is interested in it.

This means that your own career comes to a standstill. But how can you still get ahead? For this I give you in this article four steps how you can push the internal projects like a customer project in the company.

FOUR STEPS TO SUCCESS

A customer project has strong stakeholders, deadlines and customers. This is the reason why the project often progresses so well. But you can create these criteria for yourself. The customers are always the employees and managers of the company. Therefore, create powerful back-up for yourself through the managers and adapt the product or service to them in a meaningful way through feedback. To do this, simply follow four steps.

STEP 1: STAKEHOLDERS

Look for customers – these are usually managers who work in the company. You need strong stakeholders behind functions. You will also notice that as soon as 2-3 managers are in the meeting, other managers will also want to be in the meeting because it seems important.

But how do you find such managers? Approach the managers and introduce their service or product initially. Then you need a regular meeting once a month – ask managers to come to this meeting. Record the requirements of the managers in e.g. Jira tasks and mark the managers as stakeholders.

Also make sure that managers come regularly and write to them if necessary. Also prepare minutes and send them to managers if they could not attend.

STEP 2: RECORD ACTIVITIES IN A BACKLOG

A backlog is a list of tasks still to be completed within a project or requirements still to be met by a product. The goal is to create maximum transparency and to define, document and prioritize the tasks with the stakeholders. You will notice that as soon as the backlog is full, managers will fight over you as a resource, making your product seem even more important. You are now an integral part of their strategy. This makes your product or service more important! Also escalations are now easy because you have powerful stakeholders.

STEP 3: PRODUCT

Continue marketing your product or service. Create wiki pages, videos, and generate word of mouth within the company.

Step 4: Review

Now show the stakeholders and managers regular new features and progress of the product in the regular meeting. It must always be apparent that progress is being made. Also a list of new features should be promoted on the service/product wiki page.

CONCLUSION

Internal jobs are not easy but if you take these four steps to heart, you can very well build pressure internally and hit the ground running with the product/service. What is the consequence? On the one hand, you can build up your own team from your own position with the help of the backing of the managers (become a team leader) or switch to a stakeholder team and become a manager there thanks to the good contacts. It is now up to you!

Image: https://pixabay.com/de/photos/laptop-mockup-grafiktablet-tablet-2838921/

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Der Beitrag Internal service providers – with stakeholders to success erschien zuerst auf agile Companies.

Find goals

It is important to get new eyes, a new angle, a new perspective on the things that are needed right now. Sure, it is commendable if you remain faithful to your tasks and perform them conscientiously. You should continue to do so. But sometimes your place of employment simply needs more. At some point, it’s no longer enough to simply do what you’re told to do, to always do what you always do. That’s how you quickly get lost in the crowd. No, you have to strive for more! Do what you can and even more! Does a colleague need help? Help them! Does a certain area of work in the company, in which you do not work, need support and you have the necessary capacities? Lend a hand!

Do something every day

It’s not about pulling out trees with your energy or imposing yourself on somewhere or someone. It’s about doing a little bit more every day. Giving each day meaning because you are there doing what you can and want to do. Write goals on your to-do list every day. You don’t have to go overboard. As the picture so beautifully shows, one additional task per day is enough. The important thing is that you consistently stay on the ball! Complete your tasks as you always do and then put an icing on the cake, a task, on top. Your employer will definitely not miss that! With one additional goal per day, your performance increases 37-fold over the entire year. That’s a lot, it’s noticeable. Performance always stands out! Many motivational guides tell us to always give 100 percent, but they are so wrong. It’s the 101 percent that matters. It’s the extra work that matters. Only it is seen, because everything else is unfortunately taken for granted. Write your 101 percent on your to-do list. Every day. It’s the only way to stay on the ball and make your performance visible. Then it won’t be long before you get promoted.

Conclusion

So, to sum up, it’s always worth doing extra tasks to succeed. In the end, you only stand out from the crowd because of that performance that is not taken for granted. Everything you do in addition stands out. You are not the moon that is shone upon, you are the sun that shines itself.

Picture: own Picture

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Der Beitrag Step by step to success – every day little effort but constant! erschien zuerst auf agile Companies.

In the economic area of the DACH association alone, there are more than 16 million users, and 756 million worldwide. The platform has also managed to become more interactive, with the conversation rate increasing by almost 50% in 2021.

So the founders here have managed to acquire diversity and thus advance to a personal social media. This is exactly where you can start to get that all-important expert status.

Create personal content from your everyday business life, push your profile and your reach. We outline below how exactly this can work and what other tips can be implemented.

tips for building expert status

Become an expert with your profile, it’s not hard. But you have to put in a little bit of work to achieve that. To do this, in the first place, you can post “content” regularly. Above all, it helps to give the “postings” of others a thumbs up and share them!

The best way to do this is to pick a niche, a targeted topic and post content about it regularly. People will associate you exactly with this specific topic after some time, you will then be perceived as an expert.

It is really important to post good content on the topic. If someone even has a contact who is looking for a topic, for example, they will then recommend you. This way you can get a good job!

We will now show you in 5 sub-points what else you can do:

1. helpful content: help others with your profound knowledge!
2. marketing tool: Dare to post for attention for your products.
3. algorithm: it prefers “postings” with many “likes” and comments.
4. monitoring: use analysis tools and measure your own performance
5. format: brevity is the spice!

To 1. post your posts really regularly. Some even rely on fixed days in a fixed rhythm. You can post 1-5 times a week, a little more in the beginning. Visibility is generally 48 to 72 hours and then decreases.

Regarding 2. direct advertising is not a good idea. Avoid overly promotional content, PR comes naturally through good relationships. Prefer relevant information that helps your readers in their business. Tips and tricks or your favorite tools, this is content that will bring you valuable contacts.

Re 3, the algorithm likes anything that gets people talking, because it’s based on spotting candidates for “recruiters”. Furthermore, “hashtags” help you activate your readership, one puts a “#” right in front of relevant terms for this. You can also “tag” people by putting an “@” directly in front of their names. However, such “mentions” should really only be used in a targeted manner in order to prevent the content from being abstracted by artificial intelligence.

To 4. do you already use the address https://www.linkedin.com/sales/ssi ? If you call it up, you get a free impression of your own ranking. Your personal value reveals how well you generate relationships and where your brand lands in the “ranking”. From a value of 60, you are very good at it. Also note the data about your page views and the number of your “followers”!

Re 5. With around 1300 characters, you only have a certain number of words available for your “posting”. Keep the text as crisp as possible! A teaser at the beginning makes the reader curious and increases the click rate. The read rate in turn pushes the algorithm. Good images and especially 3-4 minute long videos increase the open rate and keep the reader on the post.

conclusion – in 5 steps to become a network professional

Above all, good content that is geared towards your target group, but also personal, will help you. It’s a tightrope walk, but it can give you expert status in a social media network, which can have a good impact on your career.

Follow our tips and people will connect you with your topic online. Be an expert starting today! Push your LinkedIn profile first and consequently your professional career.

Image: https://pixabay.com/de/photos/unternehmer-start-start-up-mann-593361/

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Der Beitrag Get expert status in LinkedIn – here’s how! erschien zuerst auf agile Companies.

I would like to tell my story and then honestly show a few results from my assessment center on managers. Especially when applying for a position as a department head, for example, you measure yourself as a 30-year-old against people who are 20 years older. So you have to try to catch up 20 years in just 5 years of professional life. But how does it work?

Preparing for a management career starts early!

During my studies I already specialized in management and learned management as a craft. I made preparations for this for 5 years, which I would like to list below.

Reading and practicing

What you can do during your studies is to gain your first experience in clubs or as chairman of the student council, as I did for me, and to read many books. You can already read the entire management literature, which basically hardly changes at first. Then the master’s thesis should also go in this direction and possibly a doctoral thesis, as with me. Really learn management as a craft – it is not a privilege but a discipline that can be learned.

Reading tip: Literature analysis

Look for mentors

Then look for mentors – ideally who are currently managers themselves. There are also programs at the university (buddy programs). Now ask these people openly: “Would you make me a team leader and why not?” – The answer to my question was very frightening for me and I wrote down the feedback in detail.

Reading tip: Find mentors

Watch manager

In my position as a working student, I also had the opportunity to observe managers. How do they work – what do you do well and what do you do badly? What makes these people different from other people? I also went to a management consultancy and was also very close to managers.

Reading tip: Away from the employee mindset

Find new leadership methods

It is important that they understand that management and leadership is also a craft like programming etc. So you can learn. The problem will always be that you will be accused of having no experience. Then you just learn new concepts so that you cannot have any experience with them because they are too new.

Established managers in particular tend to undergo little further training. This is how you can set yourself apart with transformative leadership and participatory approaches. On the one hand, try to become a little like established executives, but set yourself apart with new concepts. In the end, you have to stand out as a young and modern manager. In the interview you have the choice between the established manager with more traditional approaches and the experimental approach with you and new methods.

Practice important skills and abilities

You should also practice skills that a manager must be able to do – presentation and language are important. Holding discussions, preparing strategies and process management are also important. You have to be really good at these points! The perception must also be lightning-fast! Established executives often rust – this is where you can set yourself apart. Look fitter, more vital and fresher! The necessary skills are:

• Communication and presentation
• customer focus
• Promote cohesion and motivation
• Reflection on your own personality
• empathy
• To take responsibility

The application: now it’s getting serious!

Now the time has come – you start your first applications as a manager in other companies or internally in the company. Now a comparison is made between you and other applicants – the difference: you are 15 years younger. But how do you assert yourself? I did several assessment centers between 2017 and 2021 and summarize a few statements here.

It is important to select executives very carefully – a study shows that otherwise executives are the real productivity killers: “Most employees only do what they should. Only 15 percent of people have their hands, hearts and minds at work. Most of the employees first and foremost wants to be inconspicuous: 70 percent of employees have little emotional ties and only do their job according to regulations. ” says the business week! For this purpose, over 1,400 employees were questioned in a study. The results are that only one in five thinks their manager is good and feels motivated. This also spurred me on: I wanted to do better!

Typical exercises: presentation skills, role play, group discussion and self-presentation

There are different exercises in the assessment – I would like to briefly address each of them and give tips – then in the next paragraph I will show a few summaries of the results of my assessment center. In any case, take part in assessment centers without a chance: you will receive valuable feedback.

In presenting yourself, it is important that you show vision. Mine is, for example, “I want to put the company’s ideas into practice and work actively with experts to implement them.” Show yourself as an active designer of your own résumé – show how you have been preparing for a management position for years and also say that it is not important to you to be the boss but that you enjoy tasks.

In role play it is important to have a clear structure and to listen actively. Ask the right questions. In group discussions, I always recommend that you position yourself as the moderator. Summarize the discussion on a regular basis. This is how you show yourself as a manager. In the presentation I recommend using a lot of stylistic devices and storytelling.

Reading tip: Storytelling

My results from various assessment centers

Now the question remains: what has the preparation brought me? Often only an application and / or an assessment center can answer this question. Am I good enough for a management position due to the preparation and professional experience in consulting?

Of course, assessment centers are only snapshots and you can certainly manipulate them – but that’s never been my point. I wanted objective and true feedback on myself. I want to improve – which is why my feedback in the assessment has really always helped me. In the following I will show what has been recognized as good for me and what has been recognized as a learning area in the assessment.

What was good?

It is particularly good that I have a transformational leadership could demonstrate. This type of leadership is often called very promising in terms of agility. In times of digitization, demographic change and virtual teams, it is important to counter the increasing complexity through increased self-organization. My experience shows: Self-organization needs leadership – leadership that guarantees the necessary freedom to develop creativity and motivation, but also service provision and controllability.

A second strength is presentation and communication. Young people can set themselves apart particularly well here. Good powerpoints, clear, pictorial messages and eloquent language as well as the storytelling technique make the difference – according to the assessment, I was also able to make good use of all stylistic devices such as rhetorical questions, I-messages, active listening and the involvement of the audience.

A third strength is motivation and promoting cohesion. Here I included the employee particularly strongly. It definitely requires empathy and as a young person you can learn by talking to established managers and actively listening to employees.

A fourth strength was the customer and service quality. You learn this particularly well through my time at IT service providers, I think, and customer and service quality in particular are central components of agility. Just remember: The customer pays my salary – his wishes are a gift!

What else should I learn?

So far, every assessment has had almost the same recommendation, just in different words. To be honest, I wasn’t quite sure what to think of it until 3 weeks ago. With the transformational leadership style, I would not be able to control people properly and also not be able to hold people accountable. That’s why it was suggested to me to learn a transactional leadership style – Command and Control – my absolute opponent.

I had a lot of arguments against it and discussed a lot with mentors about it – nothing convinced me that this style should be promising – above all, a search on Amazon for transactional leadership style only results in books with criticism or books from 1970. Nevertheless, I noticed that not every employee can always be motivated and that people also step out of line – so it is still important to use command and control from time to time. So I was convinced.

I now have an older manager as a mentor and am also learning something of this style to expand my portfolio of leadership methods. If numerous mentors and independent reports confirm this to me – then I will be happy to learn this better in the next 2-3 years.

Was the preparation worth it?

The question now remains: Was it worth it and was the preparation good enough for me to be able to take on such a position? I would say yes! – after only 2 years in the job I was a technical manager and after 4 years at 29 I was a disciplinary manager. After changing jobs at the beginning of 2021, I was even able to keep the disciplinary responsibility.

In general, the feedback was that I have mastered many skills very professionally – you can tell that I’ve read a lot of books and really learned everything – you hardly recognize hands-on in me. Everything depends on in-depth knowledge of management and leadership. That made me very proud!

What I am missing is experience – but I will collect it now. It is important for me to continue to grow and to consistently pursue my path. I am grateful for the great amount of feedback and will continue to implement it diligently.

Preparation does not replace experience, but it creates advantages

I think it was worth my preparation. The preparation does not replace experience, but you can better set yourself apart as a junior manager in the assessment. The extensive knowledge has also shown itself to be a USP: Modern teams often have to be managed with a high level of abstraction and methodological knowledge. Especially executives with long experience who define themselves as “practitioners” often lead with a pronounced hands-on mentality, which, with increasing complexity, leads to an overburdening of the executive and can make it a bottleneck.

You can surpass experience with new methods

In conclusion, in many cases I was even able to set myself apart from the scores of significantly older managers. I think that the fact alone shows that as a young person you absolutely want such a position. For me, the following applies anyway: Especially as a younger applicant, I have to give 200% as much gas and show that I want it! Nobody runs a marathon without adequate training! Not even you!

In general, the assessments helped me a lot in order to know what and how decision-makers think. Of course you can argue about anything, but in the end it is important to convince the decision-makers. I found the feedback from all assessments very valuable and always printed it out and read it very often – even months later.

Conclusion

It is not easy to become a manager and you have to prepare very well. As a young person, you have to catch up a lot and be quick. With good preparation and mentors, you can be well trained to start your job. Then it is important to build up skills and shine in the assessment with new approaches.

Of course, this does not replace years of experience, but you can only do it if you get a chance to implement it as a young person. I don’t know if I’m doing better or worse as an experienced manager, but my employees like to work for me and I think that’s the main thing.

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Der Beitrag “You are too young for a management position” – you can still do it! erschien zuerst auf agile Companies.

there is a promotion for daily work

In general, we receive a salary and a position for the completion of tasks which are defined in the employment contract and which are specifically assigned to us by a supervisor. Now many employees do this work in 40 hours and improve in the quality or speed of the work execution. In return, employees expect your salary to be increased and a promotion to be pending. Unfortunately, this view is often wrong.

Imagine someone working at a reception. He does the job very well and is getting faster and faster. But the job of the reception manager demands to think outside the box and to act on new processes as well as across hotels. So are you ready to promote the employee who works faster and faster but alone? I do not think so!

Take on additional tasks

My tip is that the first step is to optimize your day-to-day business so that you have 30% of your working time free. Now is the time to find out your manager’s goals and help them look good. So take on additional tasks. It is precisely these additional projects and tasks of the supervisor that can bring you a promotion.

Let’s take the example of lawn mowing again. In addition to the lawn, the employee now also takes on projects for you, such as caring for the roses, because he realizes that it is important to you that the roses are more beautiful than those of the neighbor. Are you now ready to pay an additional tip or even make the employee the head gardener and assign them to other gardeners? I guess so!

The supervisor is often unable to promote

Furthermore, your superior can often not promote you. They cannot be turned from a team leader to a team leader. So you have to try to inspire the boss-boss. To do this, you have to take over topics from the boss and important lighthouse projects that are his focus. Do not hide in your own team and be careful when contacting the boss-boss that the boss doesn’t get jealous.

Away from the employee mindset

The requirements for employees and managers differ significantly. A good employee is by no means a good manager. So if you want to be promoted, you must first make an advance payment: From tomorrow onwards, stop acting like an employee but be a manager. So move away from the mindset of the employee!

Reading tip: Away from the employee mindset

Conclusion

Promotion is an important topic in the job and it is important for many employees to achieve it. One generally has a job to do the assigned work. Doing these faster and better often doesn’t mean more salary or a promotion. One possibility is to optimize your own working hours and take on special projects from your superior. Stay tuned and actively ask about additional tasks! Your task is also to get to know the boss-boss: So try to establish contact with the upper management levels. You can do this by actively addressing them or by having projects with management attention.

Reading tip: to raise a salary

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Der Beitrag Get out of everyday life – there are no promotions for everyday work erschien zuerst auf agile Companies.

Opportunities staff unit – close to the board

The staff unit can help to ensure that you receive a lot of information from an assigned manager and, above all, from the Make top management known can. This network in particular is a strong asset.

Also the Experience with overarching projects – across departmental boundaries – helps you to build strong references. For example, I restructured 300 employees in the staff unit. References like these are a great boost for your own career.

Furthermore, you can do very well from Managers learn by observing them . What does the manager do well and what does he not do so well? If you are later in the same situation, you can always remember: How did my manager react and should I react in the same way? This experience and your network in the company help you quickly become a manager. You can also benefit from the observations in the beginning and make fewer mistakes.

Risk department – the eternal advisor

At the same time, however, there are also risks associated with the staff unit. On the one hand, you could be seen as the manager’s secretary. You therefore have to get out of the role quickly and represent your own topics – i.e. not just work on the department head – but develop your own style and advance topics independently. Don’t become the secretary or the “man for everything”.

The second problem is “the eternal advisor”. You have no management experience on the staff and quickly become a consultant. One would like to have you everywhere but the responsibility should be borne by others, because you are only the advisor and you only know it theoretically. So try to take responsibility for the issues quickly on the staff and build up a standing for yourself. Take the staff position as a stepping stone to the team leader and switch as soon as you can.

Conclusion

You will notice that you are very close to top management thanks to the staff position and that you can build up a good network. This can help to get a management position quickly and to build up very good references. Above all, the overarching topics are worth gold in a career.

One problem in particular is the stamp of the eternal advisor. You have to try to step out of the shadow of the manager quickly and also take responsibility. You have to position yourself and learn a lot from the manager. A staff position is a curse and a blessing at the same time!

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Der Beitrag Staff position – curse or blessing? erschien zuerst auf agile Companies.

Reading tip: Get a raise

Negotiation seminar – is it worth it?

Negotiating is not easy and certainly not everyone was born with this talent. But the good news is that you can learn to negotiate. There are numerous seminars on this. The contents of such seminars are often basics and strategies, checking facts, the give and take principle and numerous practical exercises.

For this I have the negotiation training from www.engarde-training.com/de looked more closely. Engarde is a professional with many years of experience and conducts first-class negotiation training at various locations.

Tips for better negotiation

In general, the following applies: The more urgent an aspect is for your negotiating partner, the faster he will negotiate with you. Conversely, little progress is made with an aspect that is not a priority for the negotiating partner. So the first tip is always one Urgency to decide to manufacture.

There are not solutions in every negotiation that are uncompromising for both sides. So get one up quickly WIN-WIN situation . Come up with suggestions for the negotiating partner that you suspect will accommodate them.

Always put the The situation is clear on the table . Often times you have certain constraints due to management or guidelines. The advantage: Your negotiating partner does not have to be annoyed about why you refuse certain proposals.

Determine the point in time : This aspect applies particularly to salary increases. Pick a good time. The negotiating partner has to want to negotiate at all and, especially in the case of a salary increase, you should make sure that you have performed well shortly beforehand.

The personal interests of the negotiating partners also play a role in negotiations. Try to find out a little more about the person you are negotiating with. Are there any personal preferences of the person?

Conclusion

Each of us negotiates. Every day. It’s about big decisions but also small, often mundane decisions such as pocket money or housework. Particularly large decisions such as a salary increase, more responsibility or a promotion require special negotiation skills. In this case, training on negotiation can help to negotiate better and more confidently. You shouldn’t miss out on such an opportunity. For this purpose, I took a closer look at a service provider and also listed the contents of the training. I think it can be worth it.

Der Beitrag Negotiate better and achieve more – is negotiation training worthwhile? erschien zuerst auf agile Companies.

• Change of job to a new employer: 30%
• Company-wide salary increase: 16%
• Internal job change or promotion: 16%
• New collective agreement and company bonus: 10%
• Target achievement: 9%
• Duration of employment: 8%
• Additional tasks: 4%

The results of the study show that the majority of workers received a raise when they changed jobs. I have also examined other studies and these are almost the only and best way to get a raise. In view of the other factors, an employee also seems to have almost no influence on the salary. In particular, we cannot actively control company development, length of employment and collective bargaining agreements.

There is a salary for daily work

In general, we receive a salary for completing tasks that are defined in the employment contract and which a supervisor will specifically assign to us. Now many employees do this work in 40 hours and improve in the quality or speed of the work execution. In return, employees expect your salary to be increased. Unfortunately, this view is often wrong.

Imagine that someone mows your lawn and you pay 30 euros for it. You get the same performance over and over again: the lawn has been mowed. You actually notice whether the employee is faster or better. So are you ready to pay more money for it? It is the same when an employee does his day-to-day business better and faster.

Take on additional tasks

Look at the few factors in the list above that you can influence. 4% of employees received more wages through additional tasks. My tip is that the first step is to optimize your day-to-day business so that you have 30% of your working time free. Now is the time to find out your manager’s goals and help them look good. So take on additional tasks. It is precisely these additional projects and tasks of the supervisor that increase your salary.

Let’s take the example of lawn mowing again. In addition to the lawn, the employee now also takes on projects for you, such as caring for the roses, because he realizes that it is important to you that the roses are more beautiful than those of the neighbor. Are you ready to pay an additional tip? I guess so!

Conclusion

Salary is an important topic in the job and it has to be increased for many employees. According to studies, however, it is often hardly controllable for employees. Salaries are generally available for doing the assigned work. Doing these faster and better often does not mean more salary. One possibility is to optimize your own working hours and take on special projects from your superior. Stay tuned and actively ask about additional tasks!

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Der Beitrag You don’t get a raise for a better job – it really works! erschien zuerst auf agile Companies.

Now the stress starts – write applications and work your way from rejection to rejection until it works. Is it always like that? No, because it is not necessary for people who work permanently on your network and therefore often do not have to apply at all. In addition to this blog, I also work full-time for the company and I have never had to apply to my four previous employers. There was always an offer through good contacts to make decisions about the company. Because an old popular saying already says “Relationships only hurt those who don’t have any”. In this article I would like to show you how to use your contacts in a meaningful way.

People hire people

Contrary to all objectivity and assessment centers, in the end it is people who hire people. The first step towards your own network is definitely an account with networks like LinkedIn and Xing. But it is not a matter of accepting people there, but rather developing a system.

On the one hand you take up existing contacts that you know and on the other hand you add new contacts from the company, trade fairs and other events. Even in everyday life, you should always plan 20% of your working time for active networking. Not only does it help you get the job done better, but it also helps you advance professionally.

“ Networking is hard work, but it is the greatest security in professional life! “

The second tip is that you choose a specialist topic on social networks. This can be, for example, agility or the digital workplace. Now share content and exciting articles on this topic. I recommend at least 2 preferably 4 per week. You don’t necessarily need your own content – of course that would be better, but external content is also sufficient, e.g. an article from T3N and much more.

Now the contacts in your network will slowly but surely see you as an expert on a topic and will contact you if necessary.

Third degree contacts are often key

You make contacts when you don’t need them, in order to benefit from them when you need them. Often the right contact is not the right contact for a new job in the network – but there is always someone in the network who knows someone who knows someone …

A study by the Nuremberg Institute for Employment Research shows that every third position is awarded through contacts. This means that more jobs are filled through relationships than through advertisements or the agency of the Federal Employment Agency.

Maintaining contacts: tips

If you close contacts, then don’t water it down and do so arbitrarily. Make sure that you have important decision-makers and people that many other people know on your list. Unfortunately, normal corporate employees are often of little use to you. It is the few decision-makers (bosses, budget managers, owners) who can really help you. Use the time wisely to maintain contacts.

Try to write to the contacts regularly and briefly inquire about the current situation. Ask about your profession or private events. Make small talk. Write with someone at least 5 times before you ask for anything.

Conclusion: The construction is difficult but it is worth it!

Contacts are very important! Do not expect too much at the beginning and maintain regular contacts. Also filter important from unimportant contacts (decision-makers). Bring yourself up to date with contacts on a regular basis and actively address them. Stay tuned!

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Der Beitrag New job in times of Corona – this is how you use contacts! erschien zuerst auf agile Companies.