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Abby Langan is a driver for Schneider National that has two associates degrees and was about to attend a 4-year university when the road came calling. Photo courtesy of Schneider National.

Posted February 28, 2017 by

Truck driving jobs: Career tips, salary information and industry insight

 

Looking for truck driving jobs? There’s plenty of opportunity.

The American Trucking Association reports a shortage of 48,000 drivers.

“The trucking industry is similar to other skilled trades that have difficulty attracting young men and women,” says Ellen Voie, President/CEO of The Women in Trucking Association, a non-profit organization with the mission to encourage the employment of women in the trucking industry, promote their accomplishments, and minimize obstacles faced by women working in the industry. “From electrician to welder to diesel technician, these jobs do not seem to be attractive to the next generation.”

Women in trucking

Truck driving jobs were attractive to Abby Langan, however. Langan made a successful career change and is now thriving as an over-the-road truck driver for Schneider, a transportation and logistics company that has a fleet of 10,000 trucks and delivers almost 19,400 loads of merchandise and materials per day. Its customers include two-thirds of Fortune 500 companies. Langan’s story is unique – and inspirational for both men and women seeking truck driving jobs – or a career change in general.

Langan has two associates degrees and was about to attend a four-year college when she landed a job as an internet marketing manager for an automotive dealership. She was highly successful – speaking at conferences, publishing articles and eventually landing a senior-level job that she thought was her dream job. But that life wasn’t for her.

“The fancy office, leather chair and large desk didn’t matter anymore,” said Langan. “I knew there had to be more to life than spending it inside the same four walls and talking to the same people every day.”

Langan has logged over 31,000 miles on the road in 14 months with Schneider.

“Being a truck driver allows you enjoy the freedom of the open road and the ability to see the country – and get paid for it,” said Mike Norder, Director of Marketing at Schneider. “The transportation industry plays a critical role in the economy. Truck drivers are in demand nationwide.”

In addition to a wide variety of truck driving jobs, women are also working in the industry in roles as dispatchers, managers and safety directors.

Truck driving salaries

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Money in a jar for a college fund. Photo courtesy of Shutterstock.

Posted February 23, 2017 by

17 strategies that can help you graduate from college debt free

 

College is expensive. And student loan debt is on the rise. While many believe the only way to graduate from college debt free is by receiving an academic or athletic scholarship, there are actually several strategies one can implement to graduate from college debt free – or with much less debt than the average college student graduates with – which is just over $30,000.

It’s not easy and it could make the path to graduation more challenging, but it can be done. It starts by planning in advance and digging deep to find ways to accomplish this goal.

“The days of going to college without any real pre-planning or self-evaluation are over,” says Bob LaBombard, retired CEO of GradStaff, a company that helps college students and recent college grads identify where there skills fit in the job force  “It’s just too costly and risky.”

Consider these facts: More than half of college students change their major at least once. Further, recent data shows that only about 56 percent of students entering college graduate within six years; almost half drop out.

“Clearly, lack of a clear-cut plan often causes students to waste time, precious tuition dollars and, ultimately, interest in completing a degree,” says LaBombard.

There are many strategies that can help college students cover the high costs of obtaining a college degree, and if done correctly, graduating debt free. We highlight those strategies here:

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Photo courtesy of Shutterstock.

Posted February 21, 2017 by

10 employers that offer tuition assistance for part-time employees

 

It’s no secret that college tuition is expensive. And it’s no secret that student loan debt is an issue because of this. In fact, nearly seven in 10 seniors who graduated from public and nonprofit colleges in 2015 had student loan debt, with an average of $30,100 per borrower, according to the Institute for College Access & Success.

But there are surefire ways to lessen student debt load, while gaining valuable job skills and experience at the same time. (more…)

10 unique side jobs to help pay student loan debt - rock climbing instructor

Posted February 16, 2017 by

10 unique side jobs that can help pay off student loan debt

 

Robin Rectenwald has a full-time job working for WordWrite Communications a Pittsburgh, Pennsylvania public relations firm, that she absolutely loves. But that hasn’t stopped her from finding unique side jobs to help pay off her student loan debt. Rectenwald graduated from Duquesne University in 2012 with 20 different student loans and $100,000 in loan debt. Now, in 2017, she only has five loans left, and is quickly whittling down the amount she owes.

Before landing her first full-time job in 2012, Rectenwald worked part-time as a customer service representative at Gateway Clipper Fleet, a Pittsburgh sightseeing organization. She worked in the ticket and sales office, where she learned about marketing, sales and customer service – all valuable skills in her current role – and for any future opportunities. She worked for Gateway Clipper Fleet for four years, using that money to make extra payments towards her school loans. Rectenwald recently switched to a new part-time job as a customer care representative at ShowClix, a ticketing software company. For this job, she works from the comforts of her own home answering phones and responding to emails from customers looking to buy tickets to international events.

“Even though I’ve grown as a professional in the PR field and have had a number of promotions that increased my salary since starting out as an entry-level professional, I continue to work a part-time job because I’m trying to save as much money as possible,” says Rectenwald. “With this part-time income, I’ve been able to pay off several student loans and I’m currently using this extra money to pay tuition out-of-pocket for grad school.”

Rectenwald takes these part-time jobs seriously, and puts in maximum effort – something her managers have noticed. She was offered a full-time job in the marketing department at Gateway Clipper Fleet, and is writing a crisis communication plan for ShowClix as part of her grad school program.

“These part-time jobs have not only expanded my network and presented additional career opportunities, it has also given me a unique perspective on marketing and communication strategies.”

And it’s also helped her greatly reduce her student loan debt, and time it would take to pay the loans back.

That’s what Eric Hian-Cheong is also trying to accomplish. He works full-time for a public relations firm in McLean, Virginia, but also has two, unique part-time jobs. He makes $11 an hour as a part-time rock climbing instructor at a local fitness center, and also works as a second shooter/assistant to a local wedding photographer.

“Why limit yourself to just one other part-time job?” said Hian-Cheong.

He works up to 8 hours a weekend, and nets up to $400 a month as a rock climbing instructor – which is right around what he pays each month for his student loans. That job also provides a free gym membership – saving him another $95 a month in gym membership fees.

These jobs have helped Hian-Cheong improve his self-confidence, he says, and also provides an incredible social life outside of the 9-to-5 job.

“I have several friends whose social lives revolve around their 9-to-5, which can get a little unhealthy at times,” says Hian-Cheong.

It’s also helped him network and communicate with a wide variety, and diverse group of people, helping him develop communication, interpersonal, critical thinking, and speaking skills, as he must provide instructions, detail, and clarity, when instructing individuals and a class.

Rectenwald and Hian-Cheong are among the many recent college grads supplementing their income, and paying off student debt with the help of a unique side job. What are some other unique part-time job opportunities one can pursue to help make extra cash to pay off student loans? Consider some of these options:

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Portrait of waiter holding menus in restaurant. Photo courtesy of Shutterstock.

Posted February 14, 2017 by

Why employers covet soft skills developed working in the restaurant and retail industry

 

Note to those restaurant employees who get frustrated going to work on a Saturday night while friends are preparing for a night out on the town.

Employers understand the sacrifices you are making, and in the long run, it will pay off. Why?

Because employers covet recent college grads and entry-level job seekers who have restaurant industry experience. Sure, that doesn’t help when you feel you are missing the must-attend social event of the year (you’re really not) because you have to go to work, but it’s going to pay off when applying for that first job.

Same goes for that retail worker, who goes to class all day and closes up shop every night, or who has to pull a double shift on a Sunday when other workers call in sick (because they did go to that social event the night before).

Thousands of college students and recent college grads work restaurant jobs and retail jobs, and whether they know it or not, they are developing transferable skills that employees seek in recent college grads and entry-level job seekers.

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Aysezgicmeli/Shutterstock.com

Posted February 07, 2017 by

10 strategies for securing a summer internship

Remember what your teachers and professors constantly said, from kindergarten through college? There are no bad questions.

The same goes for internships. There are no bad internships. Whether it’s at a small company, large company, start up, non-profit, public or private company, government agency (the list goes on), there is tremendous value in an internship.

In fact, there are even hidden benefits of internships that go bad.

But obtaining an internship takes hard work, planning and preparation. And to obtain an internship this summer, college students and recent college grads need to start the process now.

“The internship cycle is a moving target and seems to be starting earlier and earlier,” says Kathleen Powell, Associate Vice President for Career Development for The College of William & Mary in Williamsburg, Virginia, and President of the National Association of Colleges and Employers. “In fact, college career centers work with many employers who are looking to fill internships in the fall semester. But don’t let that dissuade you, start the process now.”

So what does one have to do to land an internship this summer? Follow these tips and strategies for success:

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Female boss yelling at employee at work. Photo courtesy of Shutterstock.

Posted January 26, 2017 by

Disciplining and terminating employees: A guide for first-time managers

 

For many managers, especially first-time managers, giving candid, constructive feedback is the toughest part of their jobs.

And that’s why disciplining and/or terminating employees is so difficult for recent college grads and entry-level managers, says Don Maruska, founder and CEO of three Silicon Valley companies author of How Great Decisions Get Made and Take Charge of Your Talent.

“Many supervisors shy away from giving effective feedback because they fear how employees will react,” says Maruska, who earned his BA magna cum laude from Harvard and his MBA and JD from Stanford, and also previously led projects for McKinsey & Company, a trusted advisor and counselor to many of the world’s most influential businesses and institutions. “When they finally give the feedback, they often have built up such frustration that the feedback becomes an unproductive battle rather than a positive step forward.”

Because many managers lack the proper training, preparation, or confidence disciplining or terminating an employee, they may ignore the situation. That’s the wrong approach.

“Don’t let the sun set without giving feedback on any performance that isn’t on target,” says Maruska. “That may sound like a tough standard, but every day that goes by only makes the situation more difficult.”

Tips for disciplining an employee

Lois Barth, a human development expert, career/life coach, motivational speaker and author of the new book, Courage to Sparkle, says managers should look to educate and create consensus versus simply just disciplining an employee, or scolding them for poor performance or breaking company rules or policies that don’t quite warrant termination. When there is a situation when you have to discipline someone, focus on their behavior versus them as a person, says Barth.

“As a manager, when you can call out their behavior versus their value as a human being, people will feel less defensive,” says Barth. “Instead of punishing the employee, use your authority as a leader to educate them on why that policy is in place. When people can wrap their mind around the why they are usually pretty good with the what.”

Maruska provides this highly effective formula for providing feedback when disciplining employees that yields constructive results:

Intention: State your intention clearly in terms that show what’s in it for the employee and the firm. For example, “Sam, I want you to be a productive and successful contributor to our team’s growth.”

Observation: Describe what you observe in objective terms. Think through your feedback so that you can deliver it in ways that identify behavior rather than challenge the person’s worth. For example, “When the sales reports arrive after noon on Friday, our team can’t get the results out in time for the sales people to plan next week’s priorities.”

Request: Make it simple, short, and direct. For example, “Sam, will you give me a plan for how you can reliably deliver the sales reports by noon each Friday?”

Confirmation: Be clear about your agreement. For example, “I’ll look forward to your plan by the close of the day tomorrow. OK?”

Tips for terminating an employee

Terminating an employee can be stressful and nerve-wracking for first-time managers. Managers who have access to HR departments, or legal resources within their company should utilize those resources before terminating an employee. It may even be beneficial to have HR lead the meeting, and/or be present in the room during the meeting. HR can also provide the terminated employee with information on paperwork, issue the final paycheck if applicable, and provide any other legal, contractual information, or papers to sign. If it’s a small company, don’t hesitate to ask the company owner or other leadership to be in the room when terminating an employee. Eric Meyer, a partner in Philadelphia-based Dilworth Paxson LLP’s labor and employment group, recommends at least two people be present during any termination meeting. The reason, says Meyer, is so one person can take notes of what is said. If there is litigation, this will avoid a dispute about what was actually said.

In some cases, a termination is obvious, and warrants nothing more than a straight-forward statement, simply saying “thank you for your work, but we have decided to terminate your employment.” Be prepared for the employee to be frustrated, especially if they don’t feel it’s warranted.

If the conversation goes deeper, do not attack the individual.

“Terminations get messy when the terminated employee feels that his or her self-worth is on the line,” says Maruska. “You need to separate performance from the person.”

If feedback is given during a termination meeting, especially if an employee is let go through a layoff, or because the company is downsizing, highlight the strengths of the employee, and tell the employee you’d like to support them in their next step or opportunity. “This is not only more humane but also quicker and cheaper than making the termination a contest of wills,” says Maruska.

And finally, practice before you go live with either a discipline or termination meeting. Being straightforward and clear can be a tough transition for recent college grads, especially new managers who are now managing friends, so find opportunities to practice giving feedback with another manager, colleague, or friend. Focus on your tone, body language, and non-verbal cues to come off polished and professional. Most of all, be confident in your delivery.

Having difficult conversations is difficult. But it’s part of what it takes for millennials to be a good manager. Follow these tips and prepare now to succeed later when terminating or disciplining and employee.

Want more management tips and career advice? Stay connected to College Recruiter by visiting our blog, and connect with us on LinkedInTwitterFacebook, and YouTube.

Congratulations, you're hired! says manager to selected candidate. Photo courtesy of Shutterstock.

Posted January 24, 2017 by

5 hidden skills new managers develop that benefit career growth

Becoming a manager provides great on-the-job training opportunities for the recent college grad or entry-level employee. It not only provides opportunities to grow as a leader, but also as a professional. In fact, many managers – years down the road – realize that the hidden skills they developed as an entry-level manager helped them grow professionally, more than they ever realized.

How so? Becoming a manager – a good manager that is, forces individuals to learn how to see things differently, act differently, and grow as a professional, differently than they may have if they weren’t in a leadership position early in their career.

Here are five of those hidden skill sets good entry-level managers develop that prove beneficial as they advance in their career, from Deb LaMere, Vice President of Employee Experience at Ceridian, a human capital management firm:

  1. Active Listening: Active listening is a beneficial skill that should be developed early on in ones’ career. It means taking a step back and really focusing in on what your employees have to say. By doing so, you will hear and learn about situations or issues at work or beyond that may be affecting your employees. This is information that you may otherwise miss if you didn’t take the time to actively listen.
  2. Ability to recognize non-verbal cues: Developing the ability to read non-verbal cues such as facial expressions or posture is an important skill when it comes to managing people and solving issues. Why? Because sometimes what people say is not entirely what they mean. Alongside listening, non-verbal cues provide insight into potential issues that may need further discussion and solving. Also, as a manager, you need to become more self-aware of any non-verbal cues that you may be expressing. This type of self-awareness will help you gain more control over your message delivery when giving feedback.
  3. The ability to adapt and change: Another valuable skill to hone in on is being able to change your leadership style to meet the needs of the situation. Even as a manager, you yourself will report to someone. Your style of leadership around those who you report to may need to be different from the style you display around your direct reports. In some cases, you need to be supportive of the individual employee as their leader and in others, you need to put the company’s mandate first. You’ll quickly learn, as a manager, how to work with different personalities, leaderships styles (including your own and your boss’ leadership styles), and the many quirks, challenges, and perspective each individual brings to the workplace.
  4. The art of recognition: The art of recognition is a skill that every leader should have when it comes to motivating employees. Remembering to say thank you goes a long way. If you take the time to recognize the work that employees are doing, it makes them feel valued. They will respect you further and you will be seen as that leader who is supportive – someone who people will want to work with, for a long time.
  5. You are a role model: Lastly – and this is not so much a skill, but an important value that both new and seasoned managers should uphold – remember, that you are a role model. That means regularly doing the right thing even when you think no one is watching or paying attention. Leadership is nothing, without integrity.

Being a manager is hard work – not everyone can do it. But you are in that role, and have a great opportunity to develop hidden skill sets as a young professional. So take advantage of both on-the-job, and formal training programs to become the best manager one can be.

“You will want to be sure that you have up-to-date skills in the areas of leadership, change management and the technical aspects of your role,” says Shirley Weis, former Chief Administrative Officer for Mayo Clinic, where her work involved overseeing 60,000 employees and $9 billion in revenues. Weis recently published the book Playing to Win in Business, an Amazon bestseller. “Formal training will help you feel more comfortable in your new position and give you the confidence to become an expert in your field.”

To continue to develop these skills now, and throughout one’s career, focus on cross-training opportunities and finding a mentor, says Nancy Saperstone, Senior HR Business Partner with Insight Performance, recognized as a national industry leader in human resources, providing proven and cost-effective HR solutions.

“Learn other sides of the business,” says Saperstone. “Don’t just stay in your silo’d responsibilities. The more you can understand the business, where your group fits in and how it impacts the rest of the company, the more you can contribute.”

As a new manager, you will want to get to know other managers in your organization.  They are now your peers, so set up a time to meet each one individually and get to know about the challenges they are facing as well as ask for advice about how you can learn the new rules of the management game, says Weis.

Finally, find someone in the business that can be a mentor, says Saperstone. At the same time, be a mentor to someone more junior than you.

“Not only will you help them grow, but it’s always good to get a different perspective from someone else,” says Saperstone.

Becoming a manager provides all sorts of new career growth opportunities. Developing skill sets such as these not only will help young professionals now, but as they advance in their career. Take advantage of these opportunities now to reap the rewards later.

Want more management tips and career advice? Stay connected to College Recruiter by visiting our blog, and connect with us on LinkedInTwitterFacebook, and YouTube.

Posted January 19, 2017 by

It’s crucial for managers to learn to communicate across generations

 

The first thing one needs to realize once they move to a management role is this:

Your job has changed! Drastically.

Many people happily take on the title of ‘manager’ while assuming that most of what they will do and be responsible for on a day-to-day basis won’t be all that different, says MacKenzie Kyle, a management consultant and author of The Performance Principle: A Practical Guide to Understanding Motivation in the Modern Workplace. Given that there is limited time each day, and that management responsibilities are their own full-time job, this can result in significant personal stress, working excessive hours as the person attempts to do two jobs, and feeling like he or she has to ‘waste’ time on activities like communication and reporting, which doesn’t produce the same immediate and obvious results as ‘production’ work.

But, as a manager, it is now a big part of your daily job to effectively facilitate the flow of information. So don’t expect that as a manager you’ll get to avoid those regular status meetings or email updates; instead, you’ll be the driving force behind them.

“You are moving to a role that includes a significant component of communication,” says Kyle.

And that means communicating with different personalities, styles, and generations. That in itself is another great challenge all new managers must master. Especially for Millennials trying to communicate and report up across generations, specifically with baby boomers.

In fact, reporting challenges between generations in the workplace are an offshoot of the Grand Communication Canyon between Baby Boomers and Millennials, says Chris Butsch, author of The Millennial’s Guide to Making Happiness, a positive psychology book for young people driven by humor, science, and stories from Millennials around the world. So what’s driving these generations apart? Well, they both want something the other isn’t providing.

Millennials want feedback.

“I’m often asked why we seem to need feedback at every turn, and the answer is quite simple: this is the system we’re used to,” says Butsch. “We’re the most educated generation in America’s history; with over 50% of us holding college degrees. That means more than any generation before us, we’ve spent more time in the education system receiving precise feedback on everything. Even in college, which prepares us for work, we received a percentage score on every deliverable: Here’s what you did right, here’s where you screwed up, 89%, B+.”

But baby boomers are industrious and often bottom-line driven, says Butsch. So if you are a new manager communicating with a baby boomer follow these guidelines from Butsch when managing the flow of communication in the workplace:

Imagine this scenario: Yesterday morning, your client asked for something you have no experience in. This afternoon the manager who you report to asks this:

Haven’t heard from XYZ client in a week- how are things going?

BAD REPORT: Yesterday morning they asked for something I don’t know much about, so I’m kinda stuck. Could you help?

This response creates more questions and more work – baby boomers – often senior managers in today’s corporate hierarchy, hate this. Instead, impress them by showing how much work you’ve already done, covering the three bases above:

GOOD REPORT: (1) Things are well and we’re speeding towards go-live by Monday EOD. I’ve completed 5 of the 7 tasks this week. (2) However, they’ve asked for recommendations for ideal CRM software, and (3) while I’ve thoroughly researched the top 4 options (Pipedrive, Salesforce, Insightly, and Zoho), I don’t feel qualified to make a recommendation without experience. Could you connect me with someone who might have experience in this area?

The latter response tells them things are going well, you’re on schedule, and you specify precisely where you need help.

The biggest thing to remember when communicating as a manager, whether it’s with direct reports, or to senior leaders is this, says Butsch: Stop treating everyone the same.

Butsch references a 75-year-long Harvard study that found the No. 1 indicator of life satisfaction is the quality of our relationships. If you build relationships with the people around you, you’re also building trust, likability, and efficiency between you.

“Building a working relationship doesn’t necessarily mean being buddy-buddy with everyone; it means understanding them,” says Butsch.

How can new managers understand the many different personalities and work styles across generations in the workplace? Start by making mental baseball cards, says Butsch. Like this:

Danielle (hospital director)
Likes: directness, short meetings, short emails
Hates: getting lost in details, anyone who’s late

Kyle (scheduling software analyst)
Likes: positive feedback, 1-1 attention, clear walkthroughs
Hates: feeling lost, going too long without feedback

So if communicating with Danielle and Kyle, Butsch would spend an hour walking Kyle through a new workflow, then fire Danielle a 1-sentence email letting her know that the scheduling software is on track.

As you build these relationships, and start to understand each person’s own unique style – and quirks – you’ll simply enjoy working with more people, and will also build trust with them, meaning you’ll feel more comfortable asking for favors or support in times of need, adds Butsch.

The reality of the job of manager is often different than expectations, and a large number of people don’t find the activities of being a manager – all the communication, supporting other people to do the actual work while dealing with many of their problems, rewarding, says Kyle. But the manager’s role is to coordinate and support the production work (not to do it) and this requires significant time spent simply communicating with the members of the team. Learning how to communicate successfully with different personalities and across generations is a big factor in one’s success as a manager.

Are you ready to make that change? Then you’re ready to succeed as a first-time manager.

Want more management tips and career advice? Stay connected to College Recruiter by visiting our blog, and connect with us on LinkedInTwitterFacebook, and YouTube.

Photo by StockUnlimited.com

Posted January 17, 2017 by

Realistic expectations: Master these 7 traits to become ready for a move to management

 

Some employees, ready or not, are promoted into management roles as a reward for succeeding in their previous job. Others, through education and professional training, get hired into management roles. No matter one’s road to a management job, there is no one-size-fits-all guide that determines when one is really ready to be a manager.

“Unfortunately you can’t teach management in 10 minutes,” says Jayne Heggen, President of Heggen Group, a management consulting firm.

But whether one is a first-time manager, new manager, or seeking a career in management, there are certain skills, traits, and attributes that all good managers have. Mastering these traits can help all managers succeed in a leadership role. Here are seven traits managers must master to successfully prove they are ready to move into a management role:

1. Be willing to change: Many new managers get promoted because they are good at doing a job, says Heggen. Realize that what worked as an individual contributor won’t necessarily work now. “New managers need to understand their own tendencies and learn when they need to change their management style based on the person and the situation,” says Heggen. Adjust and adapt based on individual and team characteristics.

2. Understand mistakes will happen: Mistakes will happen and that’s okay, says Karen Young, the award-winning founder and President of HR Resolutions, a full-service human resources management company. “What’s important is how the mistake is handled,” says Young. “Are you prepared to accept ownership of your mistake? Are you prepared to go to your boss and say this happened, caused by you or your staff member, and this is how we are addressing it? It’s important to create a safe environment for your employees – one in which they feel comfortable coming to you with mistakes.”

3. Conflict identification and resolution: The ability to identify and head off conflict is an important trait new managers need to develop, says Liz Sophia, Senior VP of Marketing for Hodges-Mace, an employee benefits technology and communications company. “New managers tend to shy away from conflict and are more passive aggressive in dealing with employee issues,” says Sophia. A good manager will identify issues upfront and work quickly to resolve them. Conflict resolution is best done in person when available. If not, via phone. Don’t use email or text to solve issues/problems.

4. Hold employees accountable: A manager must hold employees accountable, says Young. That means team members must understand expectations, and follow through on those expectations. As a manager, you’ll have to correct mistakes along the way. When doing so, remember to praise publicly, and constructively criticize privately. “Fixing another’s mistakes is often easier and quicker if you do it, but you, as the manager, have accomplished nothing by doing that,” says Young. Learn how to manage without cramping the style of team members.

5. Learn how to manage up: Managing up is a manner in which a manager works with their boss to effectively get the training, support and resources needed for the position and department. For example, if you want to add a full-time employee into the department, do not go and say “we’re sooooo busy, everyone’s stressed, no one can get their job done.” That’s what the whiny manager does, says Young. Instead, back up requests with proof. Saying something like: “if we added an additional employee, we would save $X.XX in overtime, employee A would be able to begin to make outbound calls to generate more business; employee B would be available then to assist me with Project C.” Always make a business case.

6. Lead by example: You have to be willing to lead by example, says Sophia. If there is no policy around working from home, yet you tend to work from home yourself, it sets the wrong tone for your employees. If you overreact and treat other team members poorly, others may follow that lead. You also have to be mature enough to handle confidential information and not leak it or use it to strengthen your position. Managers set the tone and positive attitude/image of the team/department. Don’t portray negativity or hostility.

7. Strong communication skills: This seems like a no-brainer, but just because one is a manager doesn’t mean they are a skilled communicator. “Knowing how to communicate with different audiences is key,” says Sophia. Communication also includes, tone, body language and non-verbal communication cues. Understand how these affect people’s view of how you are communicating with them. A smile can ease tension, and make one feel more relaxed. A frown, or scowl, can intimidate. These non-verbal cues can change the message greatly.

Mastering these additional skills are also key to proving one is ready to become a manager, says Sophia:

  • Be humble and accept input from others.
  • Be willing to admit your mistakes, but learn from them and don’t repeat.
  • Give your team and peers proper credit for their ideas/contributions. A simple hand-written thank you note goes a long way.
  • Know that you don’t have to be perfect in all areas, but make sure that you have folks on your team who compliment your weaknesses.
  • Acknowledge your areas for opportunity/growth and nurture them – invest in yourself professionally.

Becoming a good manager takes time, practice, and the ability to continually learn and adapt. Mastering these seven traits is a good start for the aspiring, or newly hired manager wondering if they are ready to manage.

Are you a new manager looking for more management tips and advice? Stay connected to College Recruiter by visiting our blog, and connect with us on LinkedInTwitterFacebook, and YouTube.