How to Answer Salary Questions in an Interview -TheJobNetwork

How to Answer Salary Questions in an Interview -TheJobNetworkTheres a bunch of things youre not really supposed to talk about in interviews. Politics, religion, that weird growth you noticed on your arm this morning. Ideally, we could add salary to that list as well more specifically salary questions. googletag.cmd.push(function() googletag.display(div-gpt-ad-1467144145037-0) ) The job application process has a number of separate stages applying, interviewing, job offer, then salary negotiation and acceptance. Most employers stick to this, and let the money talk wait until things are further along. But if they jump the gun and ask you up front for a) your current salary or b) desired salary, what do you do?DONT bring up salary firstIt can be tempting to wrap up a great interview with, So what would my salary be? The interview is about selling yourself, and packaging yourself, so keep the emphasis on your awesomeness as a candidate. Putting a dollar figure on that awesomeness comes l ater, after they decide they want to hire you, so its best not to appear too eager. Also, it shifts the focus away from your skills and qualifications, and puts a price tag square on your forehead. And the interviewer just might not be the appropriate person to discuss salary in the first place. Many companies keep the financial negotiation part limited to HR, while your interview might be with someone who has little control over that aspect.DONT feel obligated to talk numbers.If they ask you what you expect the salary to be for this position, its okay to defer by saying, Im sure the company offers a ritterlich range, and I look forward to discussing that in the future. Answering the question directly can be risky go too high, and they may stop considering you. Go too low, and you may get low-balled on the salary after you get a job offer, if they know they can get away with a lesser amount.DO keep things vague.If the interviewer asks you what your current salary is, you can estimat e a range, and bump it up slightly to include any benefits you might have. Dont lieif you tack on $10K to what youre currently making, the true numbers will likely come up later, making you look look both foolish and shifty.DONT bust out your W-2 from last year.Even if youre asked about your current salary, its not really appropriate for anyone to ask you for specific documentation at that point.DO shift focus away from money as quickly as possible.Emphasize that while the salary is obviously an important part of any job, youre more concerned about opportunity and growth. You can say that right now, youre more interested in talking about how youd fit in with this position.DO some research up front, and have a number in mind.Even though there shouldnt be extensive talk about the salary at this point, you should already have a good idea of the range, whether its from the initial job description or some basic research about the job title or company. That way, if the subject does come u p and you name a number because you feel put on the spot, youre working with reasonable figures.In an interview, the focus should be on you, not on the financial bottom line. But if it does come up, being prepared to deflect it and move on like the smooth operator that you are will help you get through an awkward moment.

7 Tips Your Boss Should Be Following To Avoid Team Burnout

7 Tips Your Boss Should Be Following To Avoid Team exhaustion Not to get all cheerleader-like, but there are times when the gruppe you lead may need a boost.The loss of zip may go beyond simple ennui and could signal a lack of focus for the mission and the project. So here are specific suggestions for getting everyone on the team reinvigorated.Whether you are leading a team or are part of a team that is treading water and showing signs of exhaustion and depletion, it is necessary to bedrngnisice the signs, address expectations and fix the team dynamics. And no, a team retreat to the beach or the mountains will not alone fix what ails the team.Tools that build deeper understanding between people add value to teams of any kind, from universities to traditional businesses to sports teams, Jennifer Dulski, the head of groups and community at Facebook and author of Purposeful Are You a Manager or a Movement Starter?, writes in If your team is burning out due to chaos or controversy, Glor ia Feldt, president and co-founder of Take The Lead, suggests you use your power to change the dynamic by embracing the controversy. As she explains in her Leadership Power Tool 4,It gives you a platform. Nudges you to clarity. Its your teacher, your source of strength, your friend, especially if you are trying to make a change.1. Call for a meeting to address concerns. Burnout affects everyone at some point, but when the whole team is in a slump, there is frequently a systemic or underlying problem. Get the group talking openly and safely about whats going on with a campfire chat. Pull chairs in a circle, ask for someone to raise anissue and go around the room allowing anyone to comment, writesSarah Beth Aubrey,CEO of A.C.T. Aubrey Coaching Training, in Forbes.2. Brainstorm to come up with a set of agreements.Team leaders expect workers to be on time, to do their jobs, to meet deadlines, to produce results, and to get along with each other. Team leaders and workers alike tend to get frustrated, stressed, and even burned out when these expectations arent met, writes Andrew Wittman in Harvard Business Review. Forging agreements together takes courage, time, and effort however, the results are a high-performing team that thrives, especially under pressure. A team that is committed to resolving conflict instead of escalating it can flourish in a climate that defeats the negative effects of stress, and banishes burnout, Wittman writes.3. Listen to your team members and make them feel their contributions are welcome. The best thing a manager can do to inspire and excite an unmotivated team is to take time to listen to ideas they have on becoming motivated. Oftentimes, employees who are unmotivated dont feel valued. Therefore, to change this negative into a positive, managers should try to implement as many employee ideas as possible. When employees feel valued, their work productivity is at an all-time high, writes Nicole K. Webb,CEO of NK Webb Group LLC, in Forb es.4. Schedule breaks and rewards. Crunch times are inevitable for most businesses. For accountants, its the first couple months of the year. A beach resort would be busiest during the summer. Retailers experience it during the holiday season. Sometimes, this isnt bad this intensity can help your team kick it into high gear. But you cant expect your employees to fire on all cylinders 24/7. Theyre human. They need time to relax, destress and recover, John Rampton writes in Entrepreneur.5. Minimize change for change sake. To the extent theyre able, leaders need to be judicious about which changes to make when Whats absolutely necessary, and whats incidental or can wait? A stressed-out team wont be very effective at implementing the changes you need them to. When your team begins to burn out, you put the outcome of the change at risk, so try not to lose sight of that end goal. Be thoughtful about how much change youre introducing at once, and be sure to support the emotional, mental, a nd physical well-being of your teamwhich is only as strong as its most stressed-out member, writes Suzan Bond in Fast Company.6. Encourage creative thinking. One important but often overlooked skill to nurture is associative thinkingmaking connections between seemingly disparate ideas. Developing this skill can spur high-potential employees to become more creative and innovation-minded, according to Kellogg Insight. When Carter Cast, now a clinical prof of innovation and entrepreneurship, was the CEO of Walmart.com, he had an interesting exercise to get his high-potential employees thinking creatively. The first twenty minutes at Monday senior leadership meetings were devoted to a simple question What did you see over the weekend that struck you? People then had to explain how the company might act on these new trends or observations.7. Pay attention to the workload and offer time management techniques and tips. When you notice that someone is doing less work than they used to, you have to catch the moment before a complete burnout. You can also encourage them to develop their routines and share your own experience with this to further reinforce such ideas on them. If, for example, youre used to a quick morning stretch, healthy breakfast, and working during your activity peaks, explain how that routine affects your productivity. You can teach them how to make priorities as well. Procrastination is the ultimate risk as it leads to a burnout since they are leaving too much work to complete shortly before the deadline. When they have a system of priorities and follow a schedule, they will avoid that pitfall, writes Eva Winslow in Born2Invest.Every team in every sport gets a day off now and then from practice and competition. That does not mean as a team leader to avoid burnout you need to schedule a day at the amusement park now and again in order to restore team dynamics. These strategies will help in avoiding or alleviating team burnout, but so will paying atte ntion to balance.Work hard, play hard has become an overused mantra and it shouldnt be assumed that all employees will share this principle. Some might want to work hard, then relax. Others will talk about working smart instead of hard. Businesses need to understand that the ideal work-life balance is different for everyone and however they envision this, it should be supported, writes Samantha Caine, client services director at Business Linked Team, in Real Business.This means recognizing when employees are striking a poor balance and ensuring they get the downtime they need to maintain personal happiness alongside productivity in the workplace.--Michele Weldon is an author, editorial director at Take The Lead and senior leader at The OpEd Project. Her latest book is Escape Points. micheleweldon