When Two Companies Come Calling How to Choose Between Two Jobs - Your Career Intel

When Two Companies Come Calling How to Choose Between Two Jobs - Your Career IntelAfter months of hard work and interviews, you find yourself in an unexpected place You have two job offers, and youre wondering how to choose between two jobs. Before comparing job offers, get them in writing.How to Choose Between Two JobsWhen choosing between two jobs, you should consider four areas.Money. Carefully scrutinize the compensation packages.SalaryBonusStock options401(k) matchHealth and other insuranceVacationOther benefits can also be parte of the total package paid family leave, tuition reimbursement, sick days. Be aware that one job offer may have one perk but not another.Career. Any job you accept will affect the arc of your career. Some questions to ask includeWhich job offers better advancement?Which job aligns with long-term career goals?Will you have opportunities to learn new skills?What are the deal breakers?Job. Dont get swept away by Google-esque perks nice kitchen, onsite laund ry, or nap room. Instead, go back to the original job description.What will you be doing every day?What are your responsibilities?What does a typical day look like?Is travel involved?What is the commute like?Does the company offer flexible hours or work from home?Company Culture. As you are choosing between two jobs, evaluate the company culture. Trust your instincts.What are the hours and work pace? Are people arriving at 600 in the morning or leaving at 730 at night?What is the dress code?Did you see any red flags, such as the boss checking email during the interview or someone who seemed off?How did the company treat you as an applicant?What is the workspace like? Offices? Open floor?What is your sense of your future colleagues? Fun? Collaborative? Bored? Irritable?What does the companys angeschlossen presence tell you?Are there employee reviews online?How to Compare Job OffersWhen comparing job offers, the questions above are a great place to start. Now what?Step 1. Make a chart listing the pros and cons of each job based on your answers. Your chart should have four main categories compensation, career, job, company.Step 2. Once your chart is complete, assign a score to the pros and cons of each job (say, 1 through 10, 10 being the highest). The scores help establish your priorities. As you assign scores, take your time.Weigh salary and other benefits against your personal satisfaction. If one company offers a salary that is 25% higher but you would be miserable there, you may want to look more closely at the other offer.Determine if the job is one you would enjoy and how the job advances your career.Think about the reputation of the company and how that might affect your reputation.Ask yourself if you fit in with the culture of the company.Step 3. Talk with a trusted friend, colleague, family member, or mentor. They can often provide insights and perspectives you may have missed. Conversations help clarify what matters most to you Salary? Values? Advancem ent? New challenges?Step 4. When youve made your decision, dont burn any bridges. Turn down the losing company with grace and professionalism.

7 Signs Microaggressions Are Allowed To Thrive At Your Office

7 Signs Microaggressions Are Allowed To Thrive At Your Office As a term, microaggression can feel a bit ambiguous, even though it pops up frequently in media and social contexts unterstellung days. Merriam-Webster defines microaggression as a comment or action that subtly and often unconsciously or unintentionally expresses a prejudiced attitude toward a member of a marginalized group (such as a racial minority).These harmful behaviors can emerge in a wide range of situations...including in the workplace. If youre concerned that your geschftszimmer might be negligent about addressing and condemning microaggressions, unterstellung 7 signs signal that your worries arent misplaced.1. The decisions of women in your workplace are questioned at a far higher rate than those of men.Gender-based microaggressions unfortunately persist in many industries and work environments, and even when women earn promotions into leadership positions, they frequently find themselves confronted by insidious attempts to undermine their authority. Forbes reports that 36% of women have dealt with colleagues questioning their judgement, as opposed to only 27% of men.2. Not only are people of color in the minority, but their names are constantly confused.Companies who fail to actively recruit and hire minority employees are guilty of macroaggression as well as the micro- version, but even those that do strive for a diverse population of workers can become a breeding ground for insensitivity and discrimination. A prime example occurs when employees of similar racial backgrounds are regularly confused for each other and called by the incorrect names. The coworkers committing these infractions may not consciously intend to undermine their colleagues, but their inability (or unwillingness) to learn the right names speaks to a troubling trend of depersonalization.3. Underhanded compliments occur on a regular basis.A genuine compliment from one coworker to another typically gets a positive recept ion...but when said compliment comes with racial or gender-based subtexts, its less than welcome. An example provided by Business Insider involves gratuitous and over-the-top conversations about the hairstyles worn by black women Your hair looks nice today is appropriate verbiage for a workplace compliment, but Is that your real hair? or Your hairs so amazing Can I touch it? feel explicitly tied to racial stereotypes and should therefore be adamantly avoided.4. Its assumed that employees over a certain age wont want anything to do with social media outreach or web-content generation.Ageism in the workplace isnt just the provenance of TV shows like Younger- its also a grievous reality affecting many industries. Evidence can manifest in obvious ways- like a companys refusal to hire anyone over the age of 40 (which is, of course, illegal)- or in more nuanced ways, like restricting job responsibilities involving web content or social media activity to younger employees. Basing these ass ignments solely on age rather than on interest and experience happens more frequently than it should, and if its happening in your workplace, its a clear sign that microaggressions are part of your company culture.5. Certain tasks and areas of work are blatantly (or even subtly) linked with specific genders.While your coworkers may think theyre paying their female colleagues a compliment by praising their office party-planning skills or constantly asking for their help when cleaning up after a meeting or when making photocopies, theyre actually feeding into a presumption fueled by sexist views on a womans place in the working world. By the same token, constantly turning to your male coworkers for help with tech issues (although these employees have no particular training or experience in tech) also contributes to this problem.6. LGBTQ colleagues are forced to endure clumsy matchmaking efforts from their coworkers.Playing Cupid between two friends or acquaintances isnt a problematic move in and of itself. However, LGBTQ folks often endure poorly-conceived matchmaking attempts by their friends with little consideration of their personal preferences or tastes the old I know two single gay people, so they must be a match assumption is, regrettably, alive and well. While its an absurd oversimplification in any context, these behaviors are particularly inappropriate in a work setting.7. Coworkers interrupting each other happens constantly and is rarely reprimanded.Office cultures that permit microaggressions often foster other forms of disrespectful interactions between employees, and a clear symptom of these environments involves an acceptance of regular interruptions. If your colleagues regularly talk over each other in meetings, making it impossible to express a cohesive point, thats a sign of communication dysfunction that can easily feed microaggressions.