I was on a call with our leadership team this morning, one in which everyone was in the office and never thought to include me (waiting on Zoom)—that’s another issue. Anyway they were talking about pictures for a campaign and my boss makes a comment about wanting diversity but to make sure the 50 somethings look like 50 somethings, not like her and this other team member. Then someone else adds in like “oh ya, like around the block.”
I am the oldest member of our team by 4 years. I have gray hair because I have an allergy. I was crushed. I am already feeling excluded by this group, left out of conversations, etc. partly because my job handles a different customer. I feel so isolate because everyone is “too busy” but I am the only one for my function. Now I wonder if they just think I am the “old lady “
Please help. I am so depressed now.
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Hello, I am new to this group and new to HR.
Currently doing a Cert IV and do some HR at work.
Just wondering what peoples thoughts are on performance reviews - trying to engage employees more and was thinking of conducting an employee survey but wasn't sure where to start
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Hello, I am about to conduct our first employee survey as part of our performance management review.
Any ideas on how I can word this so that employees participate? We have a very low moral amongst employees and am trying to engage conversation to get their input.
Should this survey be anonymous so that employees feel like they can express their feelings more?
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I just graduated with a Bachelors degree in computer science and I am struggling to get my first tech position.
Any advice? I feel super discouraged with many of applications since November. Only a couple of interviews.
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I just started a new job last month where you only move up by applying for a job.
A job above me was open and I applied for it and got it after only being on the job two weeks. An associate has been going around telling anyone who will listen that I was not qualified for the higher position and that I must have done something manipulative to get the promotion. She even reached to former employees to tell them about the promotion. I have been told that I have a defamation case. I have confronted this employee and explained what happened but it has not stopped her. We do have union representation. Should I approach my union rep? I did bring it up to my supervisor but as far as I know she did approach the subject with the employee.
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"I did a TON of work leading an ERG!
But I have no idea how to put it on my resume, or if it even belongs there..."
Oooo, my friend! Your ERG leadership role absolutely, 100%, should be on your resume if you are seeking out a new leadership/management role.
Now that THAT is out of the way, let's talk about HOW to include that role on your resume.
1️⃣ List it out as its own role.
Just because your ERG leadership position wasn't your Full-Time job, does not mean it hasn't earned its own place on your resume!
You can include your ERG leadership role as a separate role with overlapping timeframes (totally fine) so that you can give it the real estate it has earned for accomplishment-driven bullet points.
2️⃣ Include your ERG role within a leadership subhead of your current role/company.
If you've been in a role for a long time OR if you are looking to switch into a new function or industry, I like to break up bullet points into a few subheads.
Think about the key skills and experiences you are utilizing in your current role that are RELEVANT to your next target role. If leadership or project/program management are on your list, you can include your ERG leadership role and key accomplishments under one of those subheads.
3️⃣ Focus on quantifiable accomplishments.
Metrics, please! People, money, scale, scope. Numbers help tell your story.
Start here: Did you grow your ERG membership? Did you secure funding to host events or programs? Did your ERG touch an increasing number of folks within your businesses through your activities? That's gold!
4️⃣ Double down on those accomplishments.
If you're getting stuck on your accomplishments as an ERG leader, list out the responsibilities of the role. But don't stop there!
Take that list of responsibilities and then ask yourself - because I did THIS responsibility well, what was the positive outcome?
OR if I didn't do this responsibility well, what would have been the negative result?
Either question can help you turn responsibilities into accomplishments.
5️⃣ Include ERG Leadership as an area of expertise.
I love a good Skills or Areas of Expertise section on a resume, and I especially love a really TARGETED Skills/Areas of Expertise section.
ERG Leadership itself can be listed as an area of expertise but you can also break this down further. What skills/experiences did you build in this ERG role that would be highly valuable to your target companies?
To make sure you're including the right stuff here, review job postings, LinkedIn company profiles, and company websites.
✍ Ready to get writing? ✍
Off you go!
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