Why I Love My Job As A...Digital Marketer For A Startup

Why I Love My Job As A...Digital Marketer For A StartupWhy I Love My Job As ADigital MarketerAccording to Hallmark and our Google calendar, February is the month of love. But it doesnt have to beromantic love that were talking about. Some people are lucky enough to fall in love with their job.And thats what were bringing you with ourWhy I Love My Job As A series. Real professionals tell us what their job is, why they love it, andmost importantlyhow people likeyou can excel in the industry like they have.For this piece, we spoke to Miranda Johnson, a absatzwirtschaft Associate here at WayUp, who told us why she loves what she doesand how you could get into the field, too.What do you do?I work on the marketing team here at WayUp, mainly focused on email marketing and digital marketing. I always knew that I wanted to be in marketing, so I was excited to be able to find such an incredible role that teaches me so many different aspects of marketing.What do you love about your job? I love that marketing gives you the opportunity to be so creative but also so strategic at the same time. You have the opportunity to come up with these really great campaigns, emails, etc., and its so great to see your work come to life, but its also so fun to see how your consumers are reacting to your work by measuring it through data, surveys, etc.What tips do you have for future digital marketers?There are so many different aspects to marketing brand management, advertising, digital, social media, product marketing, email, etc. that there is so much to learn. If youre interested in marketing, I recommend learning a little bit of everything, and then finding what you loveBest piece of advice you received on the job?Dont be afraid to try new things Whether its testing a new campaign or making a big career move, you never know how things will work out, so it cant hurt to try itReady To Start Your Marketing Career?Start by searching for jobs and internships on WayUp.

The War Against Completely Free Resume Builder

The War Against Completely Free Resume Builder Using Completely Free Resume Builder Our resume builder is the quickest approach to create a resume that can help you get your fantasy job. Resume writing is an intimidating undertaking for everyone. Make certain you didnt miss whatever could cost you the job that you dream about Things to think about when picking a work website are cost, simplicity of use and potential of locating an appropriate match. Get the Scoop on Completely Free Resume Builder Before Youre Too Late A basic resume is also simpler to read. Is a free resume free of charge. Learn what you should be. Just because youre paid hourly wont indicate you cant advance. Resumizer free resume creator allows you to preview your resume at any location in the creation practice. The process of producing a resume is quite straightforward and straight-forward. Now earning a birthday card on the internet is hassle-free. Make certain you use a trusted and beneficial for mat to earn a lovely birthday card online. All you need to do is simply edit the document to include your own personal info. Our website is likely to make a process of producing a winning resume a matter of many minutes. The times you ought to use a creative resume are fewer than when you need to use a formal resume. You also receive a feeling of what information you dont need to include. When you register an account you may create several CVs at a moment. Particularly for you who are looking for the job that you require. Browsing for jobs can be challenging and confusing. For seekers searching a number of fields, the choice to upload and manage a number of resumes is available. Now, take a look at best free online resume builder websites. There are many on-line builders. With our free resume builder tool youre already 1 step in the proper direction. Unlike a lot of the online resume builder sites that need the user to register, it doesnt need registration. How to Fi nd Completely Free Resume Builder Online Employing a reliable resume builder and free resume templates can help you make the the majority of the results. Our free resume templates will provide you a lot of options to generate your own private statement. You can select from the many free resume templates readily available, build a powerful and impactful resume and get prepared to get noticed The best thing about resume templates is they have many resume samples that it is possible to utilize.

Most Employees Optimistic About Career Growth Opportunities

Most Employees Optimistic About Career Growth Opportunities A University of Phoenix survey has found that 89 percent of American workers say they have opportunities to grow their careers, despite the current weak economic conditions. Of the survey respondents who were not full-time students, 41 percent said they expect to return to school in the future, and 64 percent of these foresee doing so within the next two years. Of employed respondents, 54 percent plan to return to school. There is a skills gap in America, says Dr. Bill Pepicello, president of University of Phoenix. Employers have jobs available, but many companies are having a difficult time finding workers with the right skills to fill those positions.Just under half of respondents said that are taking or would like to take an ansprechbar class to develop their professional skills and grow their careers. Nearly three-quarters of responde nts 25 to 34 years old are most likely to participate in online courses followed by 63 percent of respondents ages 18 to 24. Older workers are also very interested in online learning with 58 percent of 35 to 44 year olds, 46 percent of 45 to 54 year olds, and 21 percent of 55 years and older expect to enroll in an online course.Most respondents with a bachelors degree (78 percent) said education has given them an advantage during the hiring process while 41 percent of respondents without a bachelors degree said so. About 60 percent of respondents not currently enrolled in school full time said returning to school would be important when considering a career change. Most respondents (58 percent) also said that additional schooling would lead to better pay and 43 percent said it would allow them to grow their careers.

A Whole New Business Culture

A Whole New Business Culture A Whole New Business Culture Joining a new company can be like moving to a foreign country. Youll find distinctive customs, dress, language, ideas, and rules. To succeed, youll need to adaptespecially if your new employers approaches are quite different from your previous work situation.Make it a priority to learn how employees interact and work in your new location. Remember, evaluations for recognition, compensation, rewards and promotion will reflect how well you perform in the organizational culture.What is organizational culture? Its each employers set of written and unwritten rules under which people perform their work jobs. Unspoken rules, based on shared values and beliefs, form its foundation. Understanding organizational culture is as important as knowing policies and procedures. Ignoring it can thwart your career progress.What brings success in one company may impede you in another. For example, in General Electrics firm organizational culture, managers are expected to use company processes, unquestioningly. Xeroxs fast-paced, fluid culture allows managers considerable latitude in how they get the job done. Mercks culture places strong emphasis on data analysis its managers need a consensus to meet their goals.Gathering Inside InfoOnce youre on board, youll need to find out the realities of working our way, especially preferred behaviors and attitudes, expectations for employee communication and interaction, decision-making and problem-solving approaches, typical treatment of employees and customers.To discover your new workplace realities, develop relationships. departure networking on Day One. Co-workers and direct reports can explain how work gets done in your areas, and throughout the company. Ask your boss and peers in other departments about expectations, and about dealing with top management. Tell people youre genuinely eager for their insights. Listen carefully after youve asked good questions, like theseWhat shou ld I know about how to act?How is success defined here?Whats the biggest mistake I could make?Whos a corporate hero?What are the sacred cows?What were some company history milestones?Organizational culture is often determined by a companys founders. They establish company focus, workplace beliefs and values, decision-making mode, and criteria for rewards. As the culture evolves, ways of working together remain embedded.If the founder is no longer with the company, find out who subsequently held leadership positions. Who failed, and why? How has company culture shifted? Besides conversations, do some hands-on research.An organizations website describes it history, founders, and current CEO. This idealized portrait reveals how a company wants to be viewed by the public.Articles about the company in business media probably afford a wide range of information, perhaps even its organizational culture. Little is hidden in todays electronic universe.Ads and slogans often reflect a companys perceptions of its identity and customers, and recent annual reports reveal company concerns.Learning the JobDoing the job well requires attention to what needs to be done, and the most appropriate ways to accomplish it. Identify your jobs goals and priorities available technologies, systems, and resources and specific kinds of information youll need. Pinpoint senior managements top concerns, and the decision-making hierarchy.Thoughtful observations offer vital organizational culture cluesAre more people working independently, or collaboratively?Do people interact at all levels, or mostly with their manager and peers?When discussing work, do employees use familiar terms, or company-specific acronyms and language? (If its mostly specific, learn these rapidly.)?Is the preferred communication mode e-mail, telephone, or face-to-face?Are memos and e-mails brief, or detailed? Is language formal or informal? Is anyone copied on a message??Are meetings formal, with set agendas, or informal, with a free flow of topics?The challenges of a job change include understanding your responsibilities, getting acquainted with your new boss, learning how to work well with colleaguesand mastering the corporate culture. Thats a real secret to success.Adapted from Understanding and Adapting to a New Organizational Culture, by Anita Attridge, for ME Today.Understanding organizational culture is as important as knowing policies and procedures. Ignoring it can thwart your career progress.

Employee Motivation and Recognition Practices

Employee Motivation and Recognition PracticesEmployee Motivation and Recognition Practices

4 tips for achieving peak leadership fitness

4 tips for achieving peak leadership fitness4 tips for achieving peak leadership fitnessYou should be doing something to develop your leadership capabilities at least weekly, and I can tell you how. When it comes to leadership development, fruchtwein leaders are faced with two challenges. They are either too busy with other priorities or, given the overcrowded leadership landscape, they dont know where to start to find high-quality leadership development.As a result, leaders either ignore their development altogether, take a transactional, check-the-box approach doing an activity or two peryearto develop themselves, or they invest their time in the wrong activities. You simply cannot expect results with that approach, and leadership is too important to miss the mark.Here are two important realities. First, leadership development does not need to be overly time consuming or expensive to be effective. Second, opportunities for low-cost, high-impact leadership development are all around . You just need to know where to look and how to make the most of existing activities.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreSo on to the big question. How.You may have heard the recommendation for physical fitness that before you begin any fitness routine, you should consult your physician. Your leadership fitness is no different. Before you begin any leadership development endeavor, you need an accurate assessment of how you are showing up as a leader in order to know what you should work on.Tip No. 1Complete a good, reliable leadership 360 assessmentand get the one-hour (or so) feedback and coaching, if that is an option. For the good ones, it is usually offered. The results and coaching will help you focus in on your strengths and areas for improvement. Ultimately, they will help you develop your game plan and ensure you make the most of your time and efforts.Tip No. 2Over time an d with practice, develop your ability to self-assess your leadership skills.It is not a substitute for a formal assessment which you should complete every 12-18 months. However, try giving yourself a grade on general leadership or specific leadership skills such as giving an employee feedback or presenting to the executive team, or a number of other regular leadership responsibilities. The grade is less important than your rationale for the grade.Although there are limitations with self-assessment data, as you become more accurate, it will allow you to refine your skills in the moment rather than waiting a year or more for your next formal assessment. For example, if for several weeks you find yourself giving yourself anything other than an A in an important aspect of leadership such as employee feedback, refocus your efforts on what is needed to elevate your performance in that area.With feedback in hand, you should hone your game plan. Identify the activities you can incorporate i nto your regular routine.Tip No. 3Incorporate ways to elevate your leadership game at least weekly.Like any important endeavor, you must put in the effort if you want optimal results. Think about the development the same way you would think about your physical fitness. You need to build your core and maintain flexibility.Build your core by knowing all aspects of your business, understanding the competitive landscape, and honing your technical and leadership expertise through trade publications and podcasts. There are a wide variety of activities you can pursue to maintain your flexibility such as having a mentor, teaching others,Tip No. 4.Pause, reflect, and re-energize.You need time to process information. Leaders today face increasing demands, and that is showing no signs of declining. If you continue to run your engines on high, you risk burnout. Even the most elite athletes in the world understand the importance of recovery time. It is part of their routine.If you want to be an elite leader and if you want learning to stick, you need to do the same. Learning works through a combination of action, feedback, and reflection. Leaders have no shortage of action. However, leaders Ive worked with face a shortage when it comes to feedback and reflection. Feedback allows us to calibrate a new point of view against a currently held one, and reflection allows us to make sense of the amount of information coming at us.This needs to be self-driven. Build in formal, structured time to unplug, and use that time to reflect and re-energize. When reflecting, think about what worked well for a recent activity, what could be improved, and how you would approach similar activities in the future.When you incorporate leadership development into your regular routine - at least weekly - you are working toward your peak leadership fitness. Using the tips provided in this article, take that first, or next step today.This article originally appeared on SmartBrief.You might also enj oyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

How to Run a Cost-Benefit Analysis

How to Run a Cost-Benefit AnalysisHow to Run a Cost-Benefit AnalysisA cost-benefit analysis is a key decision-making tool that helps determine whether a planned action or expenditure is literally worth the price. The analysis can be used to help decide almost any course of action, but its most common use is to decide whether to proceed with a major expenditure. Since its based on adding positive factors and subtracting negative ones to get a net result, it is also known as running the numbers. The Basics A cost-benefit analysis finds, quantifies, and adds all the positive factors involved in a proposed course of action. These are the benefits. Then all the negatives, or costs, are identified, quantified, and subtracted. The difference between the two indicates whether the planned action is advisable. The real trick to doing a cost-benefit analysis well is making sure you include all the costs and benefits and properly quantify them. Should we hire an additional ausverkaufperson o r assign overtime, or will we be better off putting our free cash flow into securities or investing in additional capital equipment? Both of these questions can be answered by doing a proper cost-benefit analysis. First Stab at a Cost-Benefit Analysis Say you are a production manager and you are proposing the purchase of a $1 million stamping machine to increase output. Before you can present the proposal to the vice president, you need some facts to untersttzungsangebot your suggestion. You need to do a cost-benefit analysis. First, you list the benefits. The machine will produce 100 more units per hour. The machine will replace three workers currently stamping by hand. The units will be of higher quality because they will be more uniform. You calculate the selling price of the 100 additional units per hour multiplied by the number of production hours per month. Add another two percent for the units that arent rejected because of the higher quality of the machine output. Then a dd the monthly salaries of the three workers. Thats a pretty good total benefit. Then there are the costs. The machine costs $1 million and it will consume electricity. Thats about it. You calculate the monthly cost of the machine by dividing the purchase price by 12 months per year and divide that by the 10 years the machine should last. The manufacturers specs tell you what the power consumption of the machine is and you can get power cost numbers from accounting. You figure the cost of electricity to run the machine and add the purchase cost to get a total cost figure. You subtract your total cost figure from your total benefit value and your analysis shows a healthy profit. Youre ready to present your analysis to the vice president, right? Wrong. Youve got the right idea, but you left out a lot of detail. A Better Example Take another look at the benefits first. Dont use the selling price of the units to calculate the value. The sales price of any item includes many addition al factors that will throw off your analysis if you include them, not the least of which is aprofit margin. Instead, get the activity-based value of the units from accounting and use that number. You added the value of the increased quality by factoring in the average reject rate, but you may want to reduce that a little because even a machine wont always be perfect. Finally, when calculating the value of replacing three employees, be sure to add overhead costs and benefits costs in addition to their salaries. Accounting is your source for the exact number of the companys fully burdened labor rates. You may have overlooked other details. For instance, you may be able to buy feedstock for the machine in large rolls instead of the individual sheets needed when the work is done by hand. This should lower the cost of material, another benefit. Now reconsider the costs. In addition to its purchase price and any taxes you will have to pay on it, you must add the cost of interest on the pu rchase. Even if the company buys the machine outright, you will have to include a sum in the lost interest it would have earned if the money had not been spent. Check with finance to find out the amortization period. The machine may last ten years but the company may not keep it on the books that long. It may amortize the purchase over as little as four years if it is considered capital equipment. If the cost of the machine is not enough to qualify as capital, the full cost will be expensed in one year. Adjust the monthly purchase cost of the machine to reflect these issues. There may mucksmuschenstill be some details you overlooked. More Costs The devil is in the details. In this case, here are some of the overlooked costs Floor space Will the machine fit in the same space currently occupied by the three workers?Installation What will it cost to remove the manual stampers and install the new machine? Will you have to cut a hole in a wall to get it in or will it fit through the door? Will you need rollers or machinists with special skills to install it?Operator? Somebody has to operate the machine. Does this person need special training? What will the operators salary, includingoverhead, cost?Environment Will the new machine be so noisy that you have to build soundproofing around it? Will it increase the companys insurance premiums? An Accurate Conclusion Once you have collected all the positive and negative factors and have quantified them you can put them together into an accurate cost-benefit analysis. Some people like to add up all the positive factors, then add up all the negative factors, and find the difference between the two. Others prefer to make a running list that combines both factors. That makes it easier for you or anyone reviewing your work to see that you haveincludedall the factors on both sides of the issues. For the example above, the cost-benefitanalysis might look something like this Cost-Benefit Analysis Purchase of New Stamping Machine(Costs shown are per month and amortized over four years) Purchase of Machine .................... -$20,000includes interest and taxesInstallation of Machine ..................... -3,125including screens removal of existing stampersIncreased Revenue .......................... 27,520??netvalue of additional 100 units per hour, 1 shift/day, 5 days/weekQuality Increase Revenue ..................... 358calculated at 75% of current reject rateReduced material costs ...................... 1,128purchase of bulk supply reduces cost by $0.82 per hundredReduced Labor Costs ....................... 18,5853 operators salary plus labor o/h New Operator ................................. -8,321salary plus overhead. Includes trainingUtilities ............................................ -250power consumptionincreasefora newmachineInsurance ......................................... -180premiums increaseSquare footage ...................................... 0no additional floor space is requir ed Net Savings per Month ........................... $15,715 Yourcost-benefitanalysis clearly shows the purchase of the stamping machine is justified. The machine will save your company more than $15,000 per month, almost $190,000 a year. This is just one example of how you can use acost-benefitanalysis to determine the advisability of a course of action and then support it with facts.