Enter for a chance to win the 2017 Out of Office World Championship - The Chief Happiness Officer Blog

Enter for an opportunity to win the 2017 Out of Office World Championship - The Chief Happiness Officer Blog Assist us with finding the best out of office auto answers on the planet! Do you have a great, interesting or imaginative auto answer for your email when youre off on Summer excursion? Or then again what is the best ?Out of office? answer you have gotten this mid year? Present the best auto answer message for an opportunity to win greatness and fun prizes at the 2017 Out of Office World Championship. Much obliged for visiting my blog. In case you're new here, you should look at this rundown of my 10 most well known articles. Also, on the off chance that you need progressively extraordinary tips and thoughts you should look at our bulletin about joy at work. It's extraordinary and it's free :- )Share this:LinkedInFacebookTwitterRedditPinterest Related

.NET Developer Resume Sample and Full Writing Guide [20+ Tips]

.NET Developer Resume Sample and Full Writing Guide [20+ Tips] Sample .NET Developer Resume TemplateJane Fisherjane.q.fisher@gmail.com757-646-1653LinkedIn.com/in/jane-q-fisherTwitter.com/janeqfisherProfessional SummaryLightning-fast, exacting .NET developer with 2+ years of experience. Skilled in ASP.NET MVC, and client-side web development. Seeking position at Citrix. As intern at BrainWild Global, worked on 10+ projects for SQL database design. Developed and maintained over 20 .NET websites with 100% client satisfaction.Work Experience.NET Developer InternBrainWild GlobalNov 2017March 2019Worked in an Agile team of .NET developers for a fast-paced software development firm.Implemented a smoothing function into a client CAD tool that improved UX scores 25%.Worked on 10+ SQL database design projects. Improved speed to complete projects by 35% in 15 weeks.Developed and provided maintenance for 20+ .NET websites, using ASP.NET MVC, jQuery, HTML, and CSS. Achieved 100% client satisfaction and on-time completion.Created remote coding and testing env ironment with bash and Docker scripts.Freelance .NET DeveloperJune 2016Nov 2017Created five real-world eCommerce websites for various clients. One said, Youve increased my revenue by 50% overnight.Created an iOS notes app that uses persistent data storage to archive notes. App received 1,200+ downloads.Education20122016 Stratford UniversityBachelor of Science in Software EngineeringRedesigned the schools alumni fundraising site with .NET. Increased alumni use 30%.For senior project, trained 15 fellow students in ASP.NET MVC.SkillsSoft skills:Time management, interpersonal skills, teamwork, communicationHard skills:Programming, ASP.NET MVC, client-side web development, SQLActivitiesDeveloped .NET site for Salt Coast Animal Shelter. Increased donations 22%.Avid surfer for fun and fitness.Want to save time and have your resume ready in 5 minutes? Try our resume builder. Its fast and easy to use. Plus, youll get ready-made content to add with one click. See 20+ resume templates and crea te your resume here.Sample .NET Developer ResumeSee more templates and create your resume here.One of our users, Nikos, had this to say:[I used] a nice template I found on Zety. My resume is now one page long, not three. With the same stuff.Create your resume nowAre you sure youre just writing a .NET developer resume? Check out these others:Information Technology ResumeProgrammer ResumeWeb Developer ResumeMachine Learning ResumeFull Stack Developer ResumeFront End Developer ResumeJava Developer ResumeDevOps ResumeNetwork Administrator ResumeSystem Administrator ResumeData Scientist ResumeData Analyst ResumeIT Project Manager ResumeWeb Designer ResumeUX Designer UI Developer ResumeNetwork Engineer ResumeComputer Technician ResumeTechnical Resume SampleQA Resume SampleCyber Security ResumeHeres how to write a .NET developer resume that gets jobs:1. Pick the Best Format for Your .NET Developer ResumeThe last thing that DevOps manager wants to hire is someone who cant tie her shoes.Sho w up neat and clean with a well-compiled .NET developer resume.These template steps will keep you validated:Use the resume reverse-chronological format. Its the most respected resume layout for .NET developer jobs.Use legible fonts for resumes and copious white space for the best UX.Put your name and your job title (.NET Developer) up top in a well-defined resume header.Dont list your address on the resume.Group the information on your resume into clear sections.Last, should you save it as a PDF format or Word resume? PDFs dont crash as easily. Use one unless the job ad deprecates them.Pro Tip: How long will a resume for .NET developer jobs be? One page is plenty. The only reason to make it longer is if your name is Gates or Ellison or Zuckerberg.2. Write a .NET Developer Resume Objective or Resume SummaryAh, the internet black hole.Thats where all resumes go to die.But not you. Youll stand out because youll write a .NET developer resume profile.Why will it work?Because youll build it with evidence they should hire you.If you have 2+ years of .NET developer experience, write a career summary. Thats just a starting paragraph with skillsplus your professional achievements to back them up.If you have under 2 years of experience, write a career objective. Showcase your skills more. Tip: add transferable wow moments from school and other jobs.For example? If you did a side project that won an Awwwards prize, definitely put that in your resume for .NET developer jobs.Pro Tip: Itching to get started on your .NET resume profile? Take a breath. Itll be so much easier if you build your other sections first, then circle back and summarize them.3. Write a High-Level .NET Developer Job Description for Your ResumeYou need to show youre not like all the rest.SoWhat is a .NET developer?Its someone who uses .NET and related tools like SQL and AJAX to make software products.You have to prove thats you. Not by telling them you had .NET duties and responsibilities, but with evide nce of metrics you improved.So make your .NET developer resumes work experience section like this:Insert your newest job up top with a respected job title (.NET Developer).Add your company name and start/stop dates.Toss in 35 resume bullets. Pack them with responsibilities and accomplishments.Dont say, responsible for. Use resume power words and metrics, like, Worked on 10+ projects, and improved speed by 35%.Not sure which achievements to pick? Use the ones that prove your job skills best. Custom fit your resume by matching them to the .NET developer job description in the ad.How big are your job accomplishments? Show the hiring manager by adding numbers.Pro Tip: Add more bullets near the top of your .NET developer resume, then less as you go down. Make it an upside-down Christmas tree of awesome.4. Write a Functional .NET Developer Resume Education SectionSurprise:Your .NET developers resume needs a compelling education section.That means zero fluff.Use every square inch to prove .NET developer skills:Start with the school name, type of degree, and years.Strut your school projects, clubs, teams, awards, and honors.Add GPA if it was A++. Otherwise leave it out.Pro Tip: Writing an entry-level resume for .NET dev roles? Add more school projects, classes, and achievements under each. Make em look almost like different jobs.5. Spotlight Your .NET Developer SkillsUse this .NET developer resume skills list in your resume:.NET Developer Resume SkillsHard Skills:ProgrammingASP.NET MVCClient-side web developmentDatabase managementSQLOracleUnit testingAJAXHTML, CSS, JavaScriptjQueryDebuggingSoft Skills:Human interaction skillsTime managementCreativityCollaborationAnalytical mindsetActive listeningCommunicationboth verbal and writtenDetail orientedOrganizationStop!Dont force all those skills for jobs into your resume for .NET developer openings.Use the top ones in the job ad, mixing both hard soft skills.Pro Tip: Talk about your nonspecific job skills if your .NET deve loper experience is thin. That means showing when you used interpersonal skills, creativity, collaboration, and so on.When making a resume in our builder, drag drop bullet points, skills, and auto-fill the boring stuff. Spell check? Check. Start building your resume here.Create my resume nowWhen youre done, Zetys resume builder will score your resume and tell you exactly how to make it better.6. Add Other Sections to Your .NET Developer ResumeDont stop there!List projects, volunteer work, and other sections in your .NET developer resume.Stuff them with achievements.Examples:.NET projects.NET developer certificationsUnpaid workMedia mentionsConferencesPublicationsAwards honorsActivitiesSportsHobbiesLanguage skillsKudosHow to list certifications on a resume: Are you an MCSD or MVP? Put that by your name and in a certifications section below education.Pro Tip: Dont be afraid to list several cool .NET projects youve done. Make sure to show how you used key .NET skills in each to maxim um effect.7. Attach a Cover Letter to Your .NET Developer ResumeWho wants a .NET developer cover letter?Recruiters.You really ought to have a cover letter, but you dont need a generic one.SoInitialize with the best cover letter format.Always start a cover letter with a solid hook.Explain why you love the company so much.You should end a cover letter with a tempting offer like, Id be happy to explain how I reached 100% client satisfaction for 20 websites.Pro Tip: When should you follow up on a job application and .NET developer resume? Three days? A week? Try both. You wont annoy employers, and each one is a new shot at getting hired.Thats it!Thats how to write a resume for .NET developer positions.Still shaky on how to write a dot net resume? Worried you dont have enough experience? Give us a shout in the comments. Wed love to talk!

13 times looking for a job is totally terrifyingÂ

13 times looking for a job is totally terrifying   by Amber Rolfe Petrified of making mistakes in your job search? You’re not alone…Job hunting can be a terrifying experience, no matter how long you’ve been doing it for. From forgetting to change the company name on your cover letter, to drawing a blank at an interview, the possibility of something going wrong can be pretty scary â€" no matter how irrational your fears may be.Here are 13 times looking for a job can seem totally terrifying:When you forget to update your CV Five ways to refresh your CVFree CV templateWhen employers underestimate your skills  When an employer checks your social media profiles How to make your social media profiles recruiter safeFive ways social media is costing you the jobWhen everyone’s rushing to apply for the job you want How to make your CV stand out from the crowdWhen you get a call to ask if now’s a good time for a phone interview Telephone interview: Dos and don’tsTelephone interview questions and answersWhen they ask you to interview on Skype Video interview tipsVideo interview questionsWhen you literally can’t get out of bed to get ready How to become a morning personWhen your flatmate tries to hurry you out of the bathroom  When you weren’t told the dress code so you just have to wing it What to wear for an interviewWhat not to wear to an interviewWhen maps sends you in the wrong direction12 things you should never do at an interview  When youre seriously intimidated by your interviewer Six types of interviewers that you need to knowWhen your mind goes blank when they ask the first questionHow to: Deal with stress in an interviewWhen an interviewer makes you do roleplay activities  Group interview tasks and activitiesTired of being scared by your job search? Find your perfect position nowFind a job What Where Search JobsSign up for more Career AdviceSign up for moreCareer Advice Please enter a valid email addressmessage hereBy clicking Submit you agree to the terms and conditions applicab le to our service and acknowledge that your personal data will be used in accordance with our privacy policy and you will receive emails and communications about jobs and career related topics. Features

How to Overcome Stereotypes in the Workplace - Classy Career Girl

How to Overcome Stereotypes in the Workplace Women have made huge strides in tackling issues of inequality in the workplace over the last decade. Even with these improvements, the statistics about gender stereotypes in 2017 still make for grim reading. Whether it’s in boardrooms or on construction sites, women are hugely underrepresented. Nowhere is this trend more noticeable than the United Nations, where only 10% of the 193 member states currently have a female leader. The main root of the problem continues to lie in outdated stereotypes. Unconscious biases, which we learn from a young age, continue to shape our behavior and choices in ways that we don’t even realize. Unless women and men unite to tackle the problem, generation after generation of girls will  remain  trapped  in the same cycle. We don’t want that to happen. A fair society benefits everyone â€" both socially and financially. To help make sure you know how to overcome stereotypes in the workplace, we’ve come up with a list of six actions to take, below: How to Overcome Stereotypes in the Workplace 1. Call out Bias Straight Away If you come across stereotyping in your work environment, make sure that it’s addressed immediately. Letting stereotyping go unchallenged only adds to the continual merry-go-round of unconscious bias. You may get some initial blowback, but if you explain your opinion fairly, attitudes should gradually start to change. 2. Keep Discussions One-On-One In most cases, offensive stereotypes arent used intentionally and the offender may not realize what they are doing. It’s best to ask to speak to them in a private setting. This way, they’re more likely to take what you say into account. If this doesnt work or you feel uncomfortable, there are definitely times when you may need to talk to HR to help you have this conversation. 3. Excel By Using Your  Strengths Being an exemplary employee will get you noticed, regardless of your gender. Set yourself ambitious work targets each month and make sure you achieve them. Identify your female leadership strengths  and be proud of them!   Men often have different strengths than women and that is why diverse teams of men and women work well together. Review the strengths below and think about what strong points you already have. Remember, the goal is to be PROUD of the strengths you bring as a woman instead of trying to be like a man. 4. Practice Being Assertive Assertiveness is an easy way to gain respect from the men on your team and it can help men become more confident in you. Men respect a woman who speaks her mind and challenges others. Men want to hear your voice, because you have different strengths than them and bring a different viewpoint to the team. Luckily, the founder of this career site, Anna Runyan, has written and entire article for you on how to be an assertive woman at work.  This is a must read if you are feeling like its hard to stand up for yourself. You’ve made it so far in your career by being true to yourself. Follow your instincts and let your talent shine. 5. Band Together There’s always strength in numbers. It’s our responsibility as women to work together to ensure we’re judged by the same parameters as our male counterparts. By having a support network in place, more women will feel confident enough to stand up against injustices by making their voices heard.

How To Stay Motivated At Work After A Summer Holiday

How To Stay Motivated At Work After A Summer Holiday Rejoice, summer holiday season is upon us! Unfortunately, what this inevitably brings with it is the dreaded back-to-school feeling. Whether it’s a job you’ve been in for 20 years or a brand new job we’ve created a guide to help ease you back into work. After all, one minute you’re sipping a wonderful glass of pina colada in some corner of the world whilst watching the sun go down; and the next there’s that dreaded feeling which creeps up when you realise that you have to make your way back to the office and tackle those tasks you promised yourself you would ‘after the holiday’. It’s easy for your motivation to take a beating over the summer holidays and it can be awfully hard to feel fired up for work again. But it doesn’t all have to be doom and gloom. Here are seven ways to help you brighten up your life post summer holiday and just in time for leafy autumn. Arrive early One of the best things to do is get in early, turn your attention to your to do list and get going when it’s fairly quiet, before everyone else arrives and you’re pulled in every directions with countless meetings. Work at your own pace Are you a morning person or an evening person? Plan and schedule challenging tasks for a time when you’re at your most efficient. If you seem to work best in the mornings, avoid going through emails and replying to each one of them first thing when you step through the door. Instead, pick the big, tough-to-do tasks and get them out of the way. You can also try and schedule important meetings for when you know you’re going to be at your best. Put that phone down It  can be upsetting to get back to the desk after a long holiday but avoid texting, emailing, tweeting about it or even calling someone to let off steam. Before you know it, you would’ve spent an hour (or two or three) reminiscing about your holiday while precious time at hand is lost. Instead, take a walk or a quick break and do something that energises you. Prioritise and cut the frills Your time is your best resource at work. Make a list of who and what you need to spend your time and energy on to achieve your targets. Post-holiday catch ups take up most of one’s time at the office â€" but learn to be smart with your time and try sticking to your to-do list each week. Work Out It might already be on your personal to-do list but working out and taking an hour off to work on your health is known to increase productivity. It’ll lift your spirits, which means your motivational levels can be improved dramatically. Go on, hit the gym. Take your breaks seriously It’s easy to get carried away and turn into a workaholic for a couple of days after  a long holiday but avoiding break time will only lead to you burning out. Recharge your batteries every now and then â€" even if this means stepping away from your computer every couple of hours and catching the sunlight for a few minutes. Book your next holiday What? Think it doesn’t work? Try it for yourself and see! Booking yourself a new holiday is proven to be the best antidote to post-holiday blues because it gives you something to look forward to again and as is a great way to boost your morale.

Get Back in Control, Avoid Always Being Busy

Get Back in Control, Avoid Always Being Busy In my last article I talked about how it’s okay not to be ambitious, as well the importance of finding fulfilment at work and in life in ways that suit you. In our 24/7 work environment we are always busy, always on the move and always under pressure but technological developments have offered opportunities to change the way we work and where we work. Most of us have to work, at least some of the time, to keep the wolf from the door and cater for our needs and wants. It’s great if you find a job you love  and can  work at something that you describe as your ‘passion’. However, that doesn’t happen for all of us; some never find a job they even remotely like. Worse, when we get back from a week on holiday, the email inbox is overflowing and the same old routine is waiting to suck us back into the vortex of busyness. We tell ourselves that being busy means we are successful, making progress, doing important stuff. Most of us spend a lot of time at work and too many people seem to feel they don’t have control over their working lives. Working on a  flexible basis and managing our work responsibilities to dovetail with other interests and commitments  is important. Some organisations, like ours, operates on a  Results Only Work Environment where each person in the organisation is 100% accountable and 100% autonomous. Prioritise down time The ROWE concept was created by Jody Thompson and Cali Ressler and aims to give managers the tools to define goals which may or may not be met by the results of individual contributors working for that manager. This focus on results allows significant freedom to the organisation to focus less on the minute details of employee daily routine and more on results. It’s the quality of work that matters, not the hours spent at the desk It doesn’t really matter if the work is done in the serviced office or the under-the-stairs office cubby, on Monday morning or Sunday afternoon. What matters is that good work is delivered as agreed. Then, when we’ve finished being busy, busy, busy we can head for the park, or bake a cake or write an essay. Time spent doing things other than work is not necessarily being wasted, if we are learning and exploring it all adds to the rich mix, and is where creativity at work tends to come from. Be realistic You are probably not really as busy as you think you are, Nils F. Schott, the James M. Motley Postdoctoral Fellow in the Humanities at Johns Hopkins University, who specialises in the philosophy of time, says that humans enjoy being busy when a task is fulfilling but may feel weighted when a task feels obligatory or when they feel pulled in two directions. We tend to fritter away our time or fill it with obligations that need not be a priority. It’s more important to make time for the things you want to achieve than to be constantly complaining about how busy you are. Take a break That’s not a recommendation to reach for a chocolate bar, though I wouldn’t usually say ‘no’ but a suggestion that you break your working day from time to time. Bob Kustka, founder of Fusion Factor, a productivity and time-management consulting firm in Norwell, Massachusetts says, “The longer you work, the less efficient you are. Workers are like athletes in that they are most efficient in concentrated bursts. Working energy, like physical energy, is best used in spurts where we work hard on a few focused activities and then take a brief respite”. German designer Tobias Van Schneider dislikes the term “work-life balance” because it assumes one side (work) is evil and unenjoyable and must be balanced out with the other side (life) that is good. He says that if you don’t enjoy your job enough to look forward to it, it may be time to seek new employment or change your perspective.

8 Ways to Promote Employee Value Proposition to Your Organization CareerMetis.com

8 Ways to Promote Employee Value Proposition to Your Organization Employees are an integral part of any organization- small or large. Therefore, it’s imperative to promote employee value proposition to an organization. High productivity, a sense of loyalty and minimal attrition rates are something that every organization strives for.And the only way to ensure these three elements to a great extent is when you promote employee value proposition to an organization.The Herculean TaskevalIf you’re a business owner, Human Resources Manager or decision-maker, you might wonder what are the top ways to promote an employee’s value to an organization. There’re lots of myths as well as a few time-tested and proven practices to do so.However, given our modern corporate culture and cut-throat competition combined with pressures that an employee faces, promoting employee value proposition to an organization often proves a Herculean task.Therefore, let’s look at some conventional and unconventional top ways to promote an employee’s value to an organiz ation. You could adapt these to suit your location, nature of the business, employee demographics and other vital parameters.In this article, I’ll guide you on these top ways to promote employee value proposition to your organization, from my own experience and those of other decision-makers, HR managers and industry experts. But first, let’s comprehend what the term ‘employee value proposition to an organization’ actually implies. And its various consequences.Defining Employee Value Proposition to an OrganizationThat’s the first thing to do.1) Start with the Recruitment ProcessEvery organization recruits or hires employees when a new vacancy arises due to reasons ranging from the expansion of business to forays into a newer market, among others. Furthermore, companies also recruit to fill the void caused by the exit of any employee for any reason.You’re hiring because you require the services of an employee. The organization needs someone to perform certain specific tas ks and endeavors to hire the right talentfrom the vast job market. And once this recruitment process is complete, the organization spends time, effort and resources in molding the new employee to fit into its corporate culture.2) The Cost of Employee’s ValueevalevalDynamics of this process will reveal, the entire chain entails a cost for the organization. Not only in terms of money but also in effort and time. Obviously, no employee can hit the road running, whether it’s selling donuts and coffee or creating complex engineering designs.Therefore, organizations seek to indirectly recover these expenses from the employee or fresh recruit. Performance and productivity are the only metrics upon which they can astutely judge an employee’s value to the organization.3) Retention is KeyHowever, a highly motivated and productive employee doesn’t herald the end of this process for employers. In fact, it ushers an altogether new set of processes in another paradigm of human resources m anagement.Unless an organization takes specific and measurable actions, the value of the employee diminishes over a time span. And that’s what organizations need to be wary about.Unless they strive to promote employee’s value, organizations can face five specific scenarios.evalEmployee attrition.Low productivity.Abject demoralization at all echelons.Inability to retain market position.Overall retardation of the organization that could lead to closure.Obviously, no organization willingly and wittingly wishes to fall prey to these afflictive scenarios. Hence, it’s imminent to adopt top ways to promote employee’s value to an organization, through these conventional and unconventional practices.Promoting Employee Value Proposition to an OrganizationThis brings us to the question, what are the best and top ways to promote employee value proposition to an organization.Obviously, there’re no set rules or answers to this corporate conundrum. Because each organization is unique by nature. However, you can adapt these ways to promote employee value proposition to your organization.4) Provide Digital SkillsThere’s a famous quote by Bill Gates, Founder CEO, Microsoft. He says: “Unless your business is on the Internet your business will soon go out of business.” I’m a firm believer in this adage. A look at Internet proliferation figures worldwide will prove that eCommerce in Business-to-Business and Business-to-Consumer sectors is on the surge by the second.Surely, your organization would have an online presence. And if it doesn’t, it’s high time to get online. For obvious reasons.Therefore, the first way to promote employee value proposition to an organization is by providing them digital skills. There’s a wide spectrum of digital skills your organization and provide employees to add value. Top among these rank digital marketing, Artificial Intelligence for specific processes, data analytics and online Customer Management Systems.This is possible by sending select employees for a good digital marketing course, which are fairly inexpensive. These employees would acquire specific skillssuch as optimizing your online presence through your website, implement social media strategies, email marketing, and promotions as well as data analytics.evalAny employee whom you equip with such skills would definitely add immense value to the organization. Because these are economic resources that allow an organization to gain that head-start over competitors.Understandably, this is an unconventional way to promote employees’ value to an organization. However, these skills will withstand the test of time and can propel an organization into the next generation of operations.5) Monthly Appraisal of All DepartmentsWhile working for a European shipping giant in Corporate Communications, there was a superb practice the top boss had implemented. At a meeting of all staff held on the last Friday of the month, this senior executive would read the p erformance of every department. She would appraise each department on the basis of target achieved during the month, to attain the overall annual objective. Of course, this appraisal would be given beforehand by various department heads, including myself.There would be no criticism of any department or any individual. However, the mere appraisal of proximity to the target would spur employees and department heads to exert extra efforts or rework strategies to step up productivity. It would lead to better cooperation and coordination between various departments to achieve a set annual target.These monthly appraisals of the department would work wonders. It would instill a sense of team spirit and belong among rank and file. And the increase in cooperation and coordination would ensure everyone exerts extra efforts- either to meet targets or exceed them, as the case merits.evalI’m highlighting this example because it would promote employee value proposition to an organization. Her m eetings clearly sent the message across that each team member, regardless of seniority or function, is equally valuable to the overall profitability of the organization.6) Work from Home OpportunitiesevalOver five percent of America’s workforce works from home, says Bureau of Labour Statistics of the Federal government. And this number will grow exponentially within the next five years, according to projections by BLS and other agencies. Now, this requires some serious consideration.Why are an increasing number of organizations allowing their employees to work from home? This is the first question to ask if you’re looking at ways to promote employee value proposition to an organization. There’re several answers and most of them point towards one fact: promoting employee’s value to an organization.The surgein real estate prices and infrastructure render it difficult for thousands of organizations to open branch offices at multiple locations. Therefore, they’re hiring remote workers or telecommuters- meaning people that work from home. There’s a lot for companies hiring remote workers other than merely saving costs on leasing or buying office space.For one, remote workers enable companies to hire from a very vast talent pool that’s available across the country. And it permits telecommuters the flexibility to choose work hours.But there’s lots more. On average, a single American worker spends about 200 hours every year only on commutes. In countries such as India, this figure is much higher, with urban dwellers commuting for as many as four hours a day or even more.These long commutes stress employees even before they commence the day’s work. The result is a loss of productivity.Furthermore, telecommuters are known to enjoy better lifestyles and earn more money as a result of higher productivity and flexible working hours.Therefore, to promote employee value proposition in your company, try offering the work from home option, where possible. Esp ecially if your organization will be expanding to distant markets. By offering to telecommute jobs, you’re actually adding employee value proposition to the organization. Not only is the organization able to save costs of leasing or buying office space but also enjoy higher productivity.Attrition rates among telecommuters are also relatively lower than regular office-going employees. Therefore, one of the top ways to promote employee value proposition to an organization is definitely through remote work or telecommute, work-from-home jobs.7) Transparent Management SystemsA transparent management system is one of the topmost ways to promote employee value proposition to an organization. Understandably, some level of opacity is necessary because an organization cannot pass sensitive information down the echelons. By transparent management systems, I’m implying clear policies related to matters that directly impact an employee and her or his welfare.Lack of transparency in various issues pertaining to employees is one of the main causes of attrition. Unless an organization has well-defined rules and regulations to inform every employee about its vision, mission, the role of the employee, rewards and penalties and other important issues, there’s ample scope for disgruntlement. Often, employees may believe that some decision is arbitrary and might feel their interests are not taken care of.Therefore, any HR manager of the Administration Manager has to take on the task of keeping every employee updated on any shifts in policies as well as the financial health of the company, when necessary.Rumors and misinformation reign supreme at organizations that don’t have a transparent management system. Because information doesn’t filter down to people that matter. This cascades as insecurity and tempts excellent employees to seek secure jobs elsewhere.Complete opacity and complete transparency aren’t necessary for modern-day management to promote employee value p roposition to an organization. Instead, an astute blend of both serves an organization as well as every employee much better.8) Job v/s CareerSomething that HR and Admin managers neglect nowadays for reasons unknown is defining employees that are doing their job and employees that are building a career. Understandably, distinguishing between the two is an arduous task because there’re obviously no obvious signs. What should you as an HR or Admin manager do in such cases to promote employee value proposition to an organization.My answer is simple: separate wheat from the chaff. Or identify employees that are mere workers and those serious about developing a career.This isn’t quite as easy as I say. Yet, it’s possible. A review of Resume or CVs of employees will give you a slight idea of who’s building a career and who’s merely doing a job. Because those doing jobs would most likely have several career changes on their Resume or CV. Another way is observing those who are bui lding long-term relationships with clients, suppliers and business associates and those whose dealings are cursory.Because an employee building a career will have objectives that coincide or run parallel to those of the organization. It doesn’t matter if they’re not outstanding employees because they’re not in a race to gain incentives and promotions. Instead, they’re doing something that’s genuinely enabling the organization to surge forward.Once you know who’s there to build a career, it’s easy to form a core team. And this core team usually promotes employee value proposition to an organization. You can invest in developing various talents of employees that are building their career.Again, that doesn’t mean you terminate those who are merely doing a job. Far from that. Instead, like HR or Admin manager, you can take various steps to highlight that such employees can look forward to a fruitful and rewarding career with the organization rather than jumping jobs at r egular intervals mainly for money and designations.In ConclusionPersonally, I hold that an employee-employer relationship is sacrosanct. No organization can survive without employees, save a one-man-show neighborhood ice cream vendor. Therefore, the best thing to do is to try and promote the employee value proposition to an organization. You’ll help both employees and the organization.