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Plan Each Career Move


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Are you well settled in your job and wondering what the next step is going to be in your career? There are probably will not be one unless you take the initiative. Here are some tips that can get you going. Hone your communication skills. You should show a genuine and non-judgmental interest in the viewpoints of others. Listening is far more important thank talking.

Most people do not listen at all, but focus on what they going to say next. Good listening often means concentrating only on the task at hand. Like a detective, ask questions that get to the bottom of someones real concern or agenda. If nobody knows who you are and what you do, will they call you when a job that is perfect for you becomes available?

Most people only start networking seriously after they have been fired. Such people have an air of desperation about them. They turn up at networking functions and pounce on any executive who comes within range. The real art of making friends and networking with other people is to take an active interest in their lives. To widen contacts, you should do something once a week where you will likely to meet new people, be it sporting activity, a class, or a party.

You never know whom you will meet and you will have fun as well. Within the organization you work for, get to know everybody you can, even people from other departments you do not need to work on a daily basis. You know you are a genius, but does anyone else? For many, self-promotion is far to close to boasting for comfort. To complicate this, modesty, humility, and a self-effacing nature have been traditionally viewed as attributes particular in Asia.

But if you are uncomfortable drawing attention to your accomplishments, however modest they may be, you will not get ahead. People equate confidence with competence. If you are confident about a product you are selling, you will get less than optimum results. In an organization, you are always selling yourself to your team and to your superiors. If you are not confident about yourself or your message, do not expect strong results. If you project inadequacy, people will sense it. You may not always feel confident, but you must always look confident.

Make An Amicable Exit

Do not burn your bridges by condemning your company before leaving - you might want to work there again in the future. To the  disgruntled employee who has finally decided that it is time to quit and say goodbye to a dissatisfying or unrewarding workplace, an exit interview may seem like the ideal opportunity to say what you have always wanted to but never found the right opportunity.

After all, you are never going to see your manager or personnel officer again, are you? But is a blast of criticism the right approach - or can you further your career interests by toning down your verbal barrage? The thinking behind exit interviews is quite straightforward. Departing employees are about to walk out of the door with a mind crammed full of knowledge about the company, its personnel policies, staff and managers.

So by getting the outbound worker to spill the beans on their personal impressions and feelings, human resource (HR) managers can end up with some pretty useful in sights into the "inner workings" of their organisation. Hence the kindly, sympathetic tone that most exit interviewers will aim to adopt when conducting an exit interview. They will want to encourage you to "really share your feelings" as part of an ongoing information-gathering process about how the company is run and what about it needs to be changed.

For the employee, such an interview can also be helpful, especially if it offers a chance to really clear the air and tidy up all those loose ends. The big question, though, is whether this is the right time to be offloading a hefty dose of angst. People are rarely at their most rational when leaving a job, and it is easy to go a bit overboard, condemning co-workers and slamming everything from the company's equal opportunities policy to the dreadful quality of the coffee in the vending machine.

Should you care about going out in a blaze of vitriol? Careers advisers usually reckon you should, and for a number of reasons. The first, and probably most important, is that you might at some point want to go back. It might be difficult to contemplate at the time of your departure, but your existing employer might become a prospective employer again a few months or even a few years further down the line.

What is said in the heat of the moment now might come back to haunt you later when you see a tempting job in the company you roundly condemned 12 months ago. The personnel or HR manager may be willing to overlook your criticisms, but if you do not get the job, you will always wonder whether or not you shot yourself in the foot all that time ago.

Also, if you work in a specialised field, or a limited geographic area, you may well find that the person you criticised in such ringing tones turns up as a co-worker or manager in another job - and that your insults have not been forgotten. Third,. have a think about how you want to be perceived, and how you want to perceive yourself as you go into a new job or job search.

Do you want to be remembered as constantly negative, over-critical and downright uncooperative? And do you want your lasting memories of the company to be of your barrage of gripes and moans at your exit interview? Probably not. Give it a week or two, and the chances are you will be glad that you kept your harshest criticisms to yourself. It may not be as satisfying as a no-holds-barred session, but it might be a far better bet for your future career.

 

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