​Not sure how to start planning your trajectory to success? Follow these tips to create a strategic career plan that aligns with your goals. In our latest installment of powerLINKS, a quarterly networking event that serves as a platform for Manpower associates to connect, collaborate, and inspire each other, Gracie Marcojos, Deputy Director for Banking & Technology at Manpower Singapore, shared insightful tips on career planning that resonated with attendees. 1. Long-term versus short-term goals When embarking on your career journey, it's essential to have a clear vision of both your short-term and long-term goals. Short-term goals might involve acquiring new skills, securing a promotion, or taking on a specific project. Long-term goals could be career advancement, industry leadership, or starting your own business. ​Think of your short-term goals as guiding posts to help you achieve your long-term goals and remember to set SMART goals that are Specific, Measurable, Achievable, Relevant, and Time-Bound. 2. Why are you in your current role?Now that you have your goals in mind, take stock of where you are in your career by reflecting on the reasons why you're in your current role. Are you passionate about the work? Are you learning and growing? Understanding your motivations will help you align your career path with your values and aspirations as well as plot a roadmap to get there.3. Upskill for the future The job market is constantly evolving. To remain relevant, it's crucial to invest in continuous learning. Identify emerging trends in your field and acquire the necessary skills to stay ahead. This could involve taking online courses, attending workshops, or seeking out mentorship opportunities. Remember, the goal is lifelong employability, not just a single job. ​4. Seize every opportunity Every task, no matter how small, can be an opportunity for learning and growth. Approach your work with curiosity and a willingness to take on new challenges. This mindset will not only enhance your skills but also demonstrate your initiative and dedication to your employer. ​5. The power of networking Building strong relationships with colleagues, mentors, and industry professionals can open doors to new opportunities. Attend events (like powerLINKS), join professional organizations, and leverage social media to expand your network. You never know who might have the inside track on the next big job. ​6. Don't overlook contract roles Contract roles can be valuable stepping stones in your career. They provide opportunities to gain experience in new areas, showcase your skills, and potentially transition into a permanent position. Always give your best effort and demonstrate your initiative, as companies often convert contract workers to full-time roles if they are impressed. ​By following these tips, you can create a strategic career plan that aligns with your goals and sets you up for long-term success. ​The above contains insights gained during the latest installment of powerLINKS is a quarterly networking event that serves as a platform for Manpower associates to connect, collaborate, and inspire each other. Keep a lookout for our next powerLINKS event in November. ​Ready to take the first step towards a fulfilling career? Explore more resourcesor let our recruiters help you get a great job and succeed on the job.​​Other related articleshttps://www.manpower.com.sg/blog/2024/06/career-coaching-planning​

​Don’t wait till you’re unemployed. Invest in career coaching while still employed to clarify your path, set goals, build skills, and position you for success, be it a promotion or transition.​Whether you’re considering a change in your career path or simply want to ensure you’re on the right track, career coaching and proactive planning can be your guide to a successful and fulfilling professional journey. ​Career development conversations with a career coach or your manager can help you identify your strengths, values, and career goals, giving you greater clarity on the next steps to take. It can also aid in the development of realistic goals and a roadmap to achieve them, whether seeking a promotion, a career change, or skill development. ​Greater clarity and proactive career management can give you the self-assurance needed to pursue your career aspirations, increase job fulfillment and overall well-being. ​Many of us have the misconception that career planning and coaching are solely for the unemployed or those who are dissatisfied with their current role. However, these conversations can be helpful regardless of current employment status.​The Best Time for Career Planning​In fact, the best time for career planning is while you’re still employed, here's why. Financial stability: Having a job allows you to explore your options without immediate financial pressure.Leveraging on existing connections: It also allows you to leverage existing professional connections which you may no longer have access to after leaving your current role. These connections may help bring up opportunities you wouldn’t otherwise find.Immediate application of acquired skills: Planning the next step of your career while still in a job will also allow you to immediately use new skills in a professional setting.More leverage during negotiations for internal opportunities: With your manager’s support, such career conversations may open opportunities within your current company. In this case, being a valuable employee can also potentially mean more leverage when negotiating for a promotion or a change in direction.Tips for bringing up career conversations with your manager​How should you bring such conversations up to your manager? Here are some tips you may find helpful:​Be prepared: To facilitate a productive discussion with your manager, before bringing up the conversation, take some time to think about your career goals and areas of interest as well as how they align with your company values. If you realize that switching paths may be the best option, try to anticipate questions about your reasons for wanting to switch paths.Schedule a dedicated meeting: Communicate your interest in professional development to your manager by scheduling a dedicated meeting. This will help display your seriousness towards taking the next step in your career and show that you value their guidance and time. Be sure to prepare your supervisor on the purpose of the meeting when bringing it up to ensure they are not caught by surprise.Focus on growth within the company: Show enthusiasm for your future with the company while demonstrating a desire to learn and grow by first exploring internal opportunities or skill development programs aligned with your aspirations. This can be in the form of internal job shadowing or mentorship. While doing so, remember to present potential ideas for how your career development can benefit the company. Maintain a positive and collaborative approach: During the conversation, be open to suggestions and collaborate on a growth plan that works for both you and your manager. Keep an open mind and be willing to explore options beyond your initial expectations. In the event your plan is rejected, express your understanding of their concerns and try to understand why. You can also ask for time to refine your plan based on your feedback and schedule a follow-up meeting to show your commitment and initiative.In conclusion, taking charge of your career doesn't require a burning platform or a looming sense of dissatisfaction. Taking charge of your career, even while employed, can help you gain greater clarity on your goals and your future trajectory, build valuable skills, and position yourself for a promotion or a smooth transition to a new path. With a proactive approach and the right support, you can navigate career changes with confidence and unlock your full potential.​​Ready to take the first step towards a fulfilling career? Explore more resources or let our recruiters help you get a great job and succeed on the job.​Other related articles:How You Can Step Up to Meet The Skills Gap (manpower.com.sg) From Good to Great: The Art of Being Coachable (manpower.com.sg)Show Me the Money! Master the Art of Asking for a Raise (manpower.com.sg) The Future Is Here as the Landscape of Work Changes Forever (manpower.com.sg) ​

​Hoping to land a banking and finance job in Singapore? The good news is, if you have the skillsets employers are looking for, you should stand a good chance of getting the job. ​ManpowerGroup’s Q2 Employment Outlook Survey found that employers in Singapore’s Financials and Real Estate sector reported the strongest hiring intentions (+45%). Furthermore, 88% of employers in the sector reported difficulty finding the skilled talent they need. ​To fill this skills gap, our recruiters found that employers are increasingly looking to hire non-traditional applicants such as mature workers, mid-career switchers, and people who are returning from a career break. ​If you’re currently looking to get a banking and finance job, here are some tips from our recruiters. ​Don’t neglect the soft skills ​Our recruiters note that soft skills are as crucial as technical skills. Apart from looking at your college degree or relevant experience, employers are also emphasizing skills such as teamwork. ​In fact, ManpowerGroup’s 2024 Talent Shortage survey found that collaboration and teamwork are the top soft skills employers in Singapore seek. ​When it comes to improving your soft skills, a tip from our recruiters is to start with asking for feedback and self-reflection. From there, figure out which soft skills you want to strengthen. Then, look for ways to refine that skill which can be as simple as observing others or attending courses and seminars. ​Tech skills are not only for tech-related jobs ​As for technical skills, IT and data skills are the most sought after. ​As companies in Singapore’s banking and finance sector leverage on technology for business growth, the ability to leverage on tech tools and analyze data is an asset. ​Our recruiters observe that jobs have not gone away. Instead, they have changed to include the use of technology. ​For instance, a relationship manager at the bank may now have to learn how to use machine learning and analytics software to predict customer needs and analyze credit risk. ​To ensure you stay relevant for tomorrow’s job market, our recruiters recommend keeping your eyes on the ground for upcoming tech trends and constantly upgrade and upskill yourself by taking courses. ​Keep an open mind to contract jobs ​Many of us worry that having a record of contract jobs will hinder our ability to secure a permanent role in the future. However, in today’s world, it’s less about permanent jobs and more about lifetime employability. ​In fact, our recruiters have observed that one reason why companies hire contract workers could be to test the candidate while securing the headcount to convert them to a permanent employee. ​Hence, if you are offered a contract role that is aligned with your career direction, take the opportunity to gain experience and get a foot in the door. ​In the event the hiring manager asks about your history of contract roles, a tip from our recruiter is simply to answer, “while applying for jobs, the contract job offer came and since it’s aligned with my overall career direction, I took the opportunity.” ​Understand which areas you need to improve on ​If you’ve been applying for jobs for a while and don’t seem to be getting anything, try to identify what you need to work on. For example, if your conversion from sending your resume out is low, work on your resume; and if you’ve been to many interviews but aren’t getting an offer, work on your interview skills. ​If you need a helping hand, you can always try talking to a recruiter who can arm you with everything you need to get that dream job and succeed in it - from advice on career direction, resume writing and interview skills, to identifying your best fit and sharing information on companies and opportunities aligned with your career goals. ​The tips above are part of the insights gained during ManpowerGroup’s sharing session at a networking event organized by The Institute of Banking & Finance Singapore.

​Question: I have a performance appraisal session coming up with my manager. What should I do to prepare for it in order to get a good review? Also, how should I do a self-appraisal that puts me in a good light?Feeling anxious about appraisals is normal. While nerve-wracking, performance appraisals are an essential part of the productivity management process to help organizations and individuals excel. ​The main goals of appraisals are to help organizations:Assess, communicate, and improve employees’ performance and identify areas to improve to ensure their development is in line with organizational objectives.Create a transparent and constructive feedback loop by facilitating open dialogue between employees and leadersAt the end of the day, appraisals are meant to help both organizations and employees excel. To make the most out of your review with your manager, it is important to approach the session with a positive and open mindset. View it “as an opportunity for both personal and professional growth rather than mere criticism,” advises Ms.Thikhamporn Khamkaen, Associate Director of Professional Perm, ManpowerGroup Thailand.Likewise, managers conducting the performance appraisal should also keep in mind that reviews are not meant to be a one-sided affair, but a mutually consultative feedback session where both employers and employees can bring up issues important to them.The (Not so) Secret Ingredient to Acing Your AppraisalPreparation is essential for a productive appraisal session. Prior to your review, allocate sufficient time, at least one to two weeks, to reflect on your accomplishments for the year, the challenges faced and areas for improvement. However, as most appraisals are done annually, it is always good to regularly record your work progress and achievements to avoid missing anything, says Ms. Loan Cao, Operations Manager, Staffing Outsourcing & HR Consulting Services, ManpowerGroup Vietnam, who recommends doing this weekly or monthly. Tips for Preparing for The Performance ReviewConduct a Self-Assessment: Reflect on your performance for the year and evaluate what you have done well, areas that you found challenging and needed more support as well as your goals for the coming year. Prepare information that supports your points, including quantifiable metrics and examples so that you will come across as being more objective. Some questions you can ask to help you get started:What are my key accomplishments and contributions since the last assessment period?What specific skills or competencies have I developed or improved upon?What challenges or obstacles have I encountered, and how did I address them?How have I contributed to team projects or collaborations?What are my career aspirations, and how can I align my current efforts with my long-term goals? What are some of the support I would like to receive from my manager that I think will help me grow?Need help planning a career map? Click here for tipsDon’t Point Fingers: While you are encouraged to provide feedback and share about your challenges, it is important to not turn it into a complain session or point fingers at others for your performance shortfalls. “Avoid going in with the view that ‘I am right, and he is wrong’, otherwise such appraisals would be counterproductive and not helpful to anyone,” advises Mr. Rohit Chattree, Operations Director for Manpower Singapore.  Doing so may convey that you lack professionalism and accountability, even if some of your claims may be valid. It may also indicate that you are not receptive to feedback, which can be a red flag for managers. Focus on the Next: Employees should adopt a forward-looking mentality during employee evaluations. “Focus on what is next and what contributions you can make for the projects that are ahead of you” instead of lingering on past achievements, advises Mr. Chattree. If you feel that you did not perform well for the year, take accountability for it, and proactively come up with a plan to address performance issues and how you plan to achieve your goals. The key is to show that you’re receptive to your manager’s feedback and seek to improve. It also helps if you highlight the support you need during the session so that your manager is aware and has a clearer idea of how to help you excel and grow. As you prepare for your performance review, keep in mind that it's not just a review of past achievements, but an opportunity for growth and development. Here's to your success in your next performance appraisal!

Does this look familiar?​Dear John,We’d like to thank you for your interest in our company. Although your interview demonstrated your credentials and experience, at this time we’ve decided to move forward with another candidate.We wish you the best of luck with your job search. Once again, thank you for your interest in our company.Regards,HR for the company that didn’t want you​Chances are if you’re reading this, you’ve received a similar rejection message at some point in your career. I know job hunting can be a long, discouraging, and frustrating process, especially when you face rejection after rejection, and hearing “no” over and over again can really take a toll on your confidence and make you want to give up. However, there are many ways to deal with job search rejection in a healthy, productive way. With the right mindset and strategies, you can persist through the nos to eventually land the yes.Here are some strategies to overcome rejection and keep your job search on the right track:​Don’t Take It PersonallyFirst, when you get rejected for a job, try not to take it personally. The reality is the odds might already be against you. The numbers vary wildly, but reports have found that anywhere from 70% to 85% of job openings are never posted publicly and are filled by internal candidates, through networking, or other recruiting methods.As difficult as it may sound, you need to realize that in most cases, the decision likely has little to do with you as a person. Hiring choices involve many factors that are outside of your control. Maybe they had someone else in mind from the start, needed specific skills you lack, or simply didn’t see a culture fit. Instead of blaming yourself and feeling crushed, remember that rejections are an inevitable part of the process. Being rejected for one role just gets you closer to the right one.​Reframe the ExperienceIn fact, try to reframe rejections as learning experiences. Did your interview skills fall short? Use it as an opportunity to improve. Look at what you can tweak in your strategy and application materials to be a stronger contender for the next job.For example, study up on the STAR method - discuss the Situation, Task at hand, Actions you took, and the Result. Practice applying STAR to common questions so you can emphasize your skills with dynamic examples. Or if you lacked key qualifications, make plans to take courses, get certifications, or build skills to develop those areas. Analyze what you can tweak in your strategy and materials to be a stronger candidate next time.Each “no” brings you one step closer to the right “yes.”​Take Breaks When NeededJob hunting for weeks or months on end can be draining, both mentally and emotionally. Over time, the constant effort and rejection wears you down. When you start feeling burnt out and unmotivated, it's important to take occasional strategic breaks.Give yourself permission to recharge your batteries by taking a weekend or a few days to focus on uplifting activities unrelated to your job search. Whether it is exercising, pursuing your hobbies, meeting up with friends, binging your favorite shows, or anything else that helps to recharge your batteries, take time for yourself.The key is to do whatever activities lift your spirits during this time. Avoid thinking about the job hunt or dwelling on the rejections. Let yourself fully recharge and decompress. The key is balancing your break with maintaining your motivation and momentum. Come back from the break feeling renewed with a fresh, motivated mindset. Remind yourself that you have so much to offer the right employer, and your dream job is out there waiting.​Update Your Application MaterialsSpend time improving your resume, cover letters, and online profiles based on what you’ve learned from past rejections. See if you can get feedback from experts on how to strengthen your materials. Adjust your approach and language.Some specific ways to level up your materials:Customize your resume for each application, tailoring the content to better match the job description, including fixing any resume gaps smoothly by adding a brief explanation line or using a functional resume format to focus on skills.Strengthen your LinkedIn profile with a customized headline, summary section highlighting achievements, and engaging content that shows expertise.Leverage your network for job leads, referrals, recommendations, and introductions. Don’t be shy about reaching out. Your network is out there for this very purpose.Review your cover letter to ensure they communicate your passion for the company and role, along with how you’ll add value.Reach out to a trusted friend, colleague, or mentor to review your resume materials and provide any impartial feedback from improvement. If possible, seek out a career coach who could help you improve your resume.​It might feel tedious and overwhelming but take the time to refine and tailor your application documents to each role, and eventually you’ll have polished pieces that really impress hiring managers.​Expand Your Job SearchIf you've been laser-focused on landing one specific job title at a particular company or in a single industry, it may be time to expand your search horizons.Try looking for new types of roles, companies, or industries that could also be a great fit for your skills and experience. For example, if you've only been applying to marketing jobs at tech startups, expand your search to include related positions like Communications, PR, Events, or Digital Media roles. Consider established companies or agencies in your domain as well.If possible, widen your job search geographically too - be open to new locations and opportunities to relocate that align with your career goals. Leverage sites like LinkedIn to explore options more broadly across multiple industries and places.Avoid getting tunnel vision and limiting yourself to just one narrow focus. Broadening your search significantly multiplies your chances of landing interviews and receiving offers.​Get Encouragement and SupportThe job search process can be incredibly demoralizing and difficult to handle alone. Make sure to seek out encouragement and emotional support from others.Vent candidly to close friends or family members who will listen empathetically when you need to get frustrations off your chest. Join online or in-person job seeker support groups to commiserate and share advice with others going through the same struggles. Knowing you're not alone can lift your spirits.Having a strong support system provides invaluable comfort and encouragement that helps you persist despite the ups and downs. Don't underestimate the power of community and how much positive reinforcement from others can impact your attitude and morale. Surround yourself with positive people who will lift you up.​Stay Positive and PersistentDespite the rejections, do your best to stay positive, keeping in mind that the perfect job for you is out there. It just may take a little time and effort to find it. But if you stick with it and don’t give up, the right opportunity will come your way. Focus on the future, not past nos. With the right mindset and tenacity, you will eventually land the yes you’ve been waiting for.Dealing with constant rejection is one of the most frustrating parts of the job search. But by shifting your perspective, regrouping, and employing positive strategies, you can get through this challenging process successfully. Believe in yourself and your abilities. Stay motivated and don’t take no for an answer.

​In today's fast-paced and competitive job market, it's essential to have the right mindset and skills to succeed in your career. One key trait that can make all the difference is being coachable. In a world where continuous learning is the name of the game, being coachable is like having a superpower that propels you towards your goals and further success. When you're coachable, you're open to learning, feedback, and advice from others. This allows you to grow and develop your skills faster, making you a valuable asset to any organization. ​​What Does It Mean to Be Coachable? First things first, let's define what it means to be coachable. Being coachable is about having an open mindset, a genuine thirst for learning, and a willingness to grow both personally and professionally. It's about recognizing that none of us have all the answers and that we can benefit from the wisdom, guidance, and expertise of others. Being coachable means being receptive to feedback, adaptable to change, proactive in seeking opportunities for improvement, and it's a mindset that sets you up for success in any career endeavor. ​​The Benefits of Being Coachable Being coachable has numerous benefits, both for yourself and your employer. By being open to feedback and willing to make changes, you can develop your skills faster and become better at what you do. This can lead to increased job satisfaction and higher pay in the long run. Additionally, when you are coachable, you are more likely to be viewed as a team player and a valuable member of the organization. This can lead to more opportunities for career advancement and increased job security. ​​Embracing the Growth Mindset So, how can you become more coachable? It starts with having a growth mindset; a concept popularized by psychologist Carol S. Dweck. A growth mindset is the belief that our abilities and intelligence can be developed through dedication, effort, and a willingness to learn. This means that you see challenges and setbacks as opportunities to grow. You are open to feedback and willing to make changes to improve. You also take ownership of your mistakes and see them as opportunities to learn, rather than as failures. ​Here are some other benefits that come from being coachable:​Accelerating Learning: When you're coachable, you tap into a vast reservoir of knowledge and experience. By embracing feedback and seeking guidance from mentors, colleagues, or experts in your field, you can fast-track your learning and avoid common pitfalls. Why waste time reinventing the wheel when you can learn from those who have already mastered the terrain? ​Enhancing Self-Awareness: Being coachable forces us to confront our blind spots and recognize areas where we can improve. When we're open to feedback, we gain valuable insights into our strengths, weaknesses, and opportunities for growth. This heightened self-awareness becomes a powerful tool for professional development, allowing us to refine our skills and build a strong foundation for success. ​Adaptability in a Rapidly Changing World: In today's dynamic work environment, adaptability is key. By being coachable, you develop the agility and flexibility to navigate change with ease. You become more resilient, better equipped to handle challenges, and more receptive to new ideas. As technology continues to reshape industries, those who can adapt quickly will thrive. ​Building Stronger Relationships: Being coachable strengthens your ability to collaborate and build meaningful connections. When you're open to feedback, you create an environment that encourages constructive dialogue and fosters trust. Your colleagues and superiors will appreciate your receptiveness, leading to stronger mentorships, partnerships, and opportunities for growth. ​Developing Leadership Skills: Coachability is not limited to entry-level employees; it is equally vital for aspiring leaders. Effective leaders recognize the importance of being receptive to input and learning from their team members. By demonstrating coachability, they inspire trust, motivate their teams, and foster a culture of continuous improvement. Leaders who embody coachability also set a powerful example, encouraging their employees to follow suit. ​​The Challenges of Being Uncoachable On the other hand, being uncoachable can create setbacks in your career. When you are not open to feedback or advice from others, you may miss out on valuable opportunities to learn and grow. This can lead to stagnation in your career, as you continue to make the same mistakes and fail to develop new skills. Additionally, being uncoachable can harm your relationships with colleagues, managers, and other people in the workplace, leading to a negative work environment and decreased job satisfaction. ​In a world where adaptability and continuous improvement are paramount, being coachable has become an indispensable trait for professional success. By embracing a growth mindset, seeking feedback, adapting to change, pursuing continuous learning, and nurturing collaborative relationships, you can unlock your full potential and create a fulfilling and prosperous career. Remember, being coachable isn't a one-time event but a lifelong commitment to personal and professional growth. ​​

​Asking your boss for a raise can seem intimidating, but it's a normal and necessary step for career growth. It's a conversation that requires careful preparation, confidence, and effective communication. However, with the right approach, you can increase your chances of success and secure the salary you deserve.Here are some ways to achieve the recognition and financial rewards you desire:​1. Assess Your Worth and AccomplishmentsBefore initiating the raise conversation, it's crucial to evaluate your worth within the organization. Take a step back and objectively assess your accomplishments, the value you bring to the table, and the impact you've had on the company's success. Vague statements about working hard don't provide compelling evidence you deserve more pay. Come armed with cold hard metrics that quantify and demonstrate your value. Show how you contribute to the bottom line with facts like increasing sales by 30%, cutting costs by 15%, or improving productivity by 40%. Provide concrete examples like landing major new clients, retaining key customers, or receiving rave reviews and feedback. Back up your assertion that you provide unique value with numerical examples.Make your life easier by tracking accomplishments and completed tasks on a regular basis. By recording these metrics on a weekly or monthly basis throughout the year, you can have a readily available record of your achievements. This can prove beneficial during performance reviews that include self-assessments or management touchbases.​2. Research the MarketThe next step in building a compelling case for a raise is being well-informed about salary benchmarks and industry standards for your role and work responsibilities. Don't arbitrarily throw out a raise number. Do your homework and find data on comparable salaries for someone with your role, experience, and performance. Sites like Glassdoor, PayScale, and Salary.com provide ranges based on position, company size, and location. Know what the market rate is for your skillset so you can anchor your request in reasonable expectations, not just what you want. Being aware of norms also prevents inadvertently asking for too little. Come armed with researched numbers.​3. Timing is EverythingTiming can make or break your request for a raise. Pick your moment wisely when asking for a raise. Avoid high-stress crunch times like right before a major deadline or during hectic seasons like the holidays. Look for windows when your manager seems more relaxed and receptive. The beginning of a new budget cycle or after completing a successful project are opportune times. Scheduling a meeting for late afternoon on a Friday could find them in a good mood ready for the weekend. Capitalize on positive energy and events versus adding one more thing to their plate.​4. Craft Your PitchIt’s time to put your plan into action. Start by preparing a well-crafted pitch that highlights your achievements, the value you've added to the company, and your future potential. Remember, confidence is key. Present your case with conviction, articulating your contributions in a way that showcases your expertise and the positive impact it has had on the organization. Script out your justification and think through likely objections or questions. Focus on the benefits to the company like improving retention, motivation, and performance. Practicing aloud ensures your delivery sounds polished, calm, and professional, not nervous or entitled. Preparation leads to greater clarity and a higher chance of success.​5. Embrace NegotiationApproach the raise conversation as a negotiation, rather than a one-sided request. Consider suggesting a phased rollout, performance triggers, or a smaller upfront amount with review for more later. Be prepared to discuss alternative compensation options, such as bonuses, additional vacation time, professional development opportunities, improved benefits, etc. Show your willingness to work collaboratively to find a solution that satisfies both parties.​6. Maintain Professionalism and OpennessDuring the conversation, maintain a professional and positive attitude. Avoid becoming defensive or confrontational if your request is met with resistance. Instead, approach the discussion as an opportunity for growth and understanding. Listen actively to your manager's feedback, ask thoughtful questions, and demonstrate your commitment to the company's success while emphasizing your own aspirations.​7. Follow-Up and AdaptAfter the initial conversation, follow up with a thoughtful email summarizing the discussion and any agreed-upon post-conversation actions. However the request turns out, thank your manager for their time and consideration. Make it clear you respect their decision and appreciate the opportunity to have an open dialogue. Don't threaten to quit or engage in hardball tactics. If the raise is declined, ask what steps you can take to earn an increase in the future. Maintain the relationship in a cordial, professional manner that leaves the door open for future opportunities.If you employ these strategies, you’ll be better positioned for personal growth and financial success. But remember, if your request is declined, it's not the end of the world. If you consistently face obstacles to advancement or fair compensation in your current organization, you may consider exploring opportunities elsewhere. Update your resume, network with professionals in your field, and keep an eye out for openings that align with your career goals.If you’re not being fairly compensated, someone out there will be willing to pay you what you’re worth. Go after what you feel you deserve.

​Organizations pursuing pre-pandemic remedies for post-pandemic realities will underperform.We are in a different place than we were two years ago. Our world has been turned upside down: our offices, our family dynamics and our priorities. And just as we are getting a handle on all those things, companies are asking us to return to the office while the pandemic continues to evolve.Inevitably, there has been pushback from those who would rather quit than return to their job as it once was. Employee attrition is at an all-time high as workers are leaving to retire early, explore entrepreneurship, or find a better fit at a different company.This phenomenon has been labeled the Great Resignation, but that only describes the symptom. The root cause is the Great Realization, a broad change in how people look at their lives and their livelihoods. Organizations that address the Great Realization will thrive. Organizations pursuing pre-pandemic remedies for post-pandemic realities are going to underperform.Right Management works with thousands of individuals through our leadership, career and coaching work annually. From this experience, we have identified the following themes that characterize the employee sentiment of today. Organizations that understand and address these themes will emerge as the most attractive employers, because individuals will feel like they belong and want to bring their best every single day.​Setting individuals up for success from day oneThere is an unprecedented number of job openings across the economy. That means that each successful hire – internal or external – is critical to success. How individuals are welcomed into a new team sets the stage for success or failure.​High-performing companies invest in new hires with comprehensive onboarding programs starting with assessments to ensure fit, pre-hire to post-hire learning, networking, and coaching that fits with the needs of the role.​When new hires know that their new manager and company are investing in their success, their willingness to learn, adapt and stay increases.​Balancing flexibility and effectiveness in the hybrid work modelFlexibility in when and where you work used to be a special perk for the select few with enlightened managers or gig-like business models. There was no precedent to show that it was possible at scale. The sudden exodus from corporate offices has taught us that we can work remotely and in many cases be more productive. As a result, more jobs are offering remote options and technology is making it even easier for us to collaborate.​Successful employers will have to accommodate flexible work arrangements that address individual needs while also being mindful of equity and fairness in defining where and how work gets done.​Alignment of company values and employee careersPeople seek meaning in their work and are increasingly looking for companies aligned to their own values. They want to understand how their day-to-day work links back to a broader impact and how they can develop as individuals and progress their careers.​The bar is higher for companies to have a compelling vision and to help individuals see how they fit into that vision, both in their roles today and in their career progression. Managers need to be enabled to have these conversations and create the optimum environment to guide careers.​Creating belonging through inclusionWe have all felt the sting of being excluded at some point in our lives. We feel the need to fit in by outwardly adapting to an established culture. Flipping the script, however, can be far more valuable to organizations. When people feel a sense of security – safety in being able to express their perspectives and needs without censure — they will pay less attention to how they are perceived and more attention on value-driving work.​Equipping organizations with the tools to foster a sense of inclusion will create an environment where all individuals can bring their full selves to work. This will increase capacity, focus, and creativity and lead to stronger business performance.​The Great Realization as an OpportunityWhile the prolonged uncertainty around the pandemic has been challenging, we believe there is also a silver lining in that it has offered us a sense of possibility. The Great Realization represents not only a broad change, but also a great opportunity.  We have raised our standards for how we want to spend our time.  We have learned that we can handle a lot more than we thought we could. Successful companies will recognize this shift in priorities among their employees and embrace it by investing in their employees and creating a sense of belonging.​Right Management has been helping organizations evaluate, develop, mobilize and transition their talent for over 40 years. Let us help you thrive in the new next.

​No matter the industry, every business around the world is undergoing dramatic changes to the way it operates. From the increasing use of and investment in technology to the rapid transformation in skills needs and development to workplaces going hybrid or fully remote, every organization must adapt or run the risk of being left behind.  ​“What we've seen happening is companies that were maybe procrastinating, overthinking, or overengineering things like tech transformation,” says LinkedIn’s Head of Search & Staffing UK&I Adam Hawkins. “Then they were forced to do it, and they did it quite seamlessly because they had to and they realized the upside potential. It's sort of the fear of jumping off a cliff and realizing you can actually do it.” ​Speaking at the ManpowerGroup Talent Solutions Transform Talent event, Hawkins outlined three areas that are accelerating the future of work: digital transformation, workforce transformation, and workplace transformation.  ​​Digital TransformationRelating to all things artificial intelligence (AI), automation and data, and how data and technology is democratizing the playing field, driving productivity, and creating a competitive edge, Hawkins breaks down the changes into three waves of automation: the algorithmic wave, which is where machines have the ability to take simple computational tasks and provide analysis on strips of data, which businesses can then use for competitive advantage; the augmentation wave, featuring the rise of robotics that can undertake manual tasks; and the third is the autonomy wave, which is about automating physical labor.  ​At the end of the day, Hawkins notes it’s how companies analyze and utilize all the data they’re gathering as part of their digital evolution. That’s where he sees tremendous opportunity for businesses who enhance data literacy skills within their organization.  ​“Only one in five people are confident with their data literacy skills, just 11% of business leaders trust their teams to use data in an effective manner, and 50% of organizations lack the data literacy and AI skills to achieve business value with that data,” Hawkins says. “Data needs to be driven from the top. Not just having analysts, but actually integrating data into all conversations across how the business is run and filling the skills gap. This needs to become an ingrained part of their culture.” ​​Workforce TransformationThe rapid evolution of technology is effectively shortening the lifespan of the relevant skills workers within businesses possess. According to the World Economic Forum's Future of Jobs Report, as adoption of technology increases, 50% of all employees will need reskilling by 2025. ​​Hawkins advises organizations to view this ongoing transformation from two fronts: skills evolution, including upskilling, reskilling, and mobilization of skills across the business; and attracting and retaining the best people in your workforce. ​“Having a formalized process for greater diversity, which equals greater perspective and brings a competitive edge. Bringing in people that may not be the perfect fit for the role, but how we align cultures and values and the potential to drive greater value in the business. It will be about acquiring skills and potential,” says Hawkins. “Businesses that really assess and build confidence are the ones that remain competitive and keep their people. ​​Workplace TransformationTalent is no longer constrained and remote teams are powering technological innovations. Flexibility will be the name of the game. Not just for how businesses operate, but for recruiting and retaining talent. According to the EY 2021 Work Reimagined Employee Survey, more than half (54%) of employees surveyed from around the world said they would consider leaving their job post-COVID-19 pandemic if they are not afforded some form of flexibility in where and when they work.  ​What this does, according to Hawkins, is create a trust contract that is all about collaborating with employees and creating a fairer and more inclusive workplace with people doing different work, at different times, from different places. And, he says, those are the companies that are getting ahead. ​“They're the ones that are able to segment their workforce in terms of their team and team norms, and also make sure that the best fit policies are in place. Spaces themselves will become more inclusive, they'll become more creative, collaborative and we'll see a greater rise of things like design thinking, where people come into the office not to work but to collaborate,” Hawkins says. “Companies that are really figuring this out are the ones that are going to be able to attract and retain and develop the best people within the organization.” ​Ultimately, Hawkins puts the onus on employees to guide the actions of their employers.  ​“It's time for employees to decide what kind of organization they want to experience, and the experiences they want to create, and the environment and culture they want to nurture to help deliver their best work,” says Hawkins. “I think it's the time where we see those that are less cautious will definitely see the upsides and those upsides will be significant.” 

​The impact of tech means that soft skills are more important than ever – which means that skills you already have may be more useful than you realized. While all skills need update, there are certain core soft skills that can transfer from one role to the next and have a lasting impact over time.​As technology transforms organizations, skill needs are changing rapidly, and companies are struggling to find the talent they need. ManpowerGroup's report — Robots Need Not Apply: Human Solutions in the Skills Revolution— surveyed 20,000 employers across 42 countries on the impact of automation, and found that soft skills that are of greatest value are the hardest to find.​Developing soft skills can have an immediate and long-term impact on your career. The soft skills employers want most are communication, collaboration and problem solving, according to ManpowerGroup’s 2018 Talent Shortage Survey.When considering professional development, here are soft skills that everyone should add or refine in their repertoire.​CreativityOne of the ways to differentiate yourself is to become the person known for generating the greatest and most creative ideas for problem solving. This process shouldn’t be viewed as another thing to add to an already over-scheduled day but viewed as a means to create a competitive advantage. Follow this model for producing ideas to make the creative process more accessible.​PresenceIn terms of communications skills, a sense of presence includes the gravitas of how you behave or act, how you speak and how you present yourself. These are skills that can be learned and developed. Seeking coaching and solid skill building in personal career management can guide and support leaders in building executive presence in a way that compels people to follow you, which increases your ability to collaborate.​LearnabilityNew problems will arise as the digital landscape continues to change how we work. In order to meet these new challenges, learnability is necessary. Learnability is the desire and ability to continually learn and grow throughout careers. Ask yourself, when was the last time you read something from an unusual perspective? When have you taken the time to wrap your head around a new industry? When have you engaged in conversation on a subject outside your comfort zone? To keep your learnability skill sharp, take the time to find unfamiliar topics and dig beneath the surface.​For those wishing to move up in their career, soft skills are critical. Even though they’re not the skills added to a resume, they undergird and complement all other abilities. Embrace them, and they’ll continue to benefit you throughout a career.