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A step-by-step survival guide, from the moment your boss breaks the news to when you land your next gig.

You’re called into your boss’s office, and he or she breaks the news. Your mind is racing and your heart is pounding, but your body freezes up. Even if you’ve seen the writing on the wall, on some level it still feels like a surprise. Perhaps you’ve made some mistakes or saw that the organization was moving in another direction. One way or another, the end result is the same.


You’ve just been laid off. Here’s what to do next.

1. KEEP CALM AND CARRY ON

“Stay calm, that’s the first thing,” advises Elaine Varelas, managing partner at Keystone Partners, a Boston-based talent management firm. “Don’t have an emotional reaction, if you can help it.”

Those who can’t help it, says Varelas, should try to stay composed while explaining that they feel overwhelmed at the thought of leaving their colleagues and achievements behind. Responding with anger, shouting, or violence of any kind is never acceptable. “Silence is a much better choice,” she says.

You might rapidly reflect on all the time you’ve spent at the company, how you’re going to break the news to friends and family, and what you’re going to do next—simultaneously—but it’s important to be patient and take note of your manager’s feedback. “There’s a lot of valuable information there,” says Varelas.

Of particular importance to those who have just been laid off is severance benefit continuation—including health care, 401k contributions, and outplacement, says Varelas. They should also ask about company computer and phone policies, any non-compete clauses they may not be aware of, unemployment benefits, potential for rehire, and whether or not they will receive a reference. “You can also offer to transfer information [to your replacement],” says Varelas. “That’s a tough task but very impressive.”

2. GO INTO SPIN MODE

Once the meeting has concluded and you’ve gathered all the feedback you can, the next step is to consider how you’re going to present the news to those that will inevitably ask. “There’s a really tight circle of people to whom you can tell the brutal truth,” says Varelas, including close friends and family.

Beyond that circle, however, those who have recently lost their jobs need to choose their words carefully when describing what happened, and craft a “public statement” that sums up the situation in a measured, factual manner.

That’s going to be something like, ‘The company changed direction, and as a result a number of people were transitioned out of the organization, so now my focus is on finding a new job,’” says Varelas.

The concise and accurate public statement can be used to provide an explanation to potential future employers in online profiles, job interviews, and while networking. It will also inevitably be used by contacts speaking on your behalf as you begin to network.

“That public statement becomes really important, because that’s the statement that’s going to travel without you, so you want that statement to serve you well,” says Varelas. “Your spouse, your partner, your older kids need that public statement as well, because people are going to ask them what happened.”

3. BEEF UP YOUR ONLINE PRESENCE

According to the Jobvite 2015 Recruiter Nation Survey, 92% of recruiters admitted that they use social media to find candidates. As a result, job hunters need to ensure that their online presence is up to date and optimized for potential future employers before they begin shaking hands and handing out resumes in person.

That includes deleting any less-than-professional photos and posts on public social media profiles, updating online portfolios and personal websites to reflect your latest achievements, and building a LinkedIn profile that sends the right message to recruiters.

LinkedIn career expert Blair Decembrele says that those looking for their next career opportunity shouldn’t be afraid to say so in their profile. She says that details such as the type of position they’re looking for, their location, and whether they’re willing to relocate makes it easier for recruiters to consider them for potential positions.

“Adding a summary of 40 words or more makes your profile more likely to turn up in a future employer’s search,” she says. “Review desirable job descriptions for your field on LinkedIn, and include those keywords in your profile.”

4. AVOID THE JOB BOARD BLACK HOLE

One of the most common traps people fall into after getting laid off is focusing too much of their efforts on applying for jobs on online job boards.

“People go to the online job sites, apply to lots of different jobs, and don’t get any responses because their application goes into a black hole,” says Scott Uhrig, a partner with executive search firm Whiterock Partners. “Number one, you’re not making any progress, and number two, you’re not getting any feedback, which you interpret as rejection. So you’ve just been laid off, now you’re getting rejected, you’re getting no responses, and you start this downward spiral of despair.”

While Uhrig suggests avoiding online job boards altogether, he says that if you do come across a role that seems to be a particularly good fit, there are other ways to apply effectively. “Try to network your way into the hiring manager, or contact someone you know already in the company,” he says. However, he warns that “competition for posted jobs is insane,” and that once a job is listed online, it’s probably already too late.

5. FORCE YOURSELF TO NETWORK

Those who have been laid off the need to meet with people face-to-face. In fact, 85% of people [url=https://www.linkedin.com/pulse/new-survey-reveals-85-all-jobs-filled-via-networking-lou-adler]surveyed by LinkedIn found their current gig through networking.


Uhrig says that most job seekers only spend five to 10 hours of their week knocking on doors and meeting their contacts for coffee when they should be dedicating upwards of 30 hours a week to networking efforts. “It’s amazing how little time and effort people who are looking for jobs actually spend networking,” he says.

Filling a schedule with that many coffee and lunch dates may seem daunting, but it’s important to get creative with sources. Start with industry contacts, former colleagues, and others in your direct circle, but cast a wide net, suggests New York-based executive coach Ann Mehl.

“The individuals in your personal circles may not seem like good sources at first glance,” she says, adding that research has found that most people find jobs through second- and third-degree connections. Mehl advises job seekers to “make a list of names from your holiday card list, cell phone directory, email contacts, professional circles, and alumni network.”

6. BE REALISTIC

While these steps can help, it’s important to maintain reasonable expectations. For example, Mehl advises job seekers to look at the networking process as a way of staying up to date on what’s happening in their industry rather than as a direct path to the next job opportunity.

“These are low-risk conversations; you’re simply checking in,” she says. “Treat this as an exploratory expedition. You’re getting back into the mix, gaining some data on the market, and building momentum.”

The slow-and-steady approach is far more likely to produce positive results in the long run. In fact, research has found that half of all jobs never get advertised publicly, and only 2% of applicants who submit resumes online are interviewed.

“If you start developing meaningful networking relationships with people at organizations that hire people like you, over the course of the next three to six months, there’s going to be a position that opens up, and they’ll contact you before they post that job,” he says. “Now your competition is five people, not 500.”

STAYING PREPARED IN THE EVENT OF ANOTHER LAYOFF

When it comes to maintaining a steady career, the old adage, “Hope for the best while preparing for the worst,” rings true. Once you’re back to work you can prepare for that worst-case scenario by continuing to network with your contacts, helping out others in your industry whenever possible, and keeping a running list of career accomplishments, just in case they’re suddenly needed again.

Notoriously, Americans are not the beneficiaries of premium wage, vacation, or unemployment rules. According to Glassdoor's report, The United States is not very competitive with other countries when it comes to taking care of its workers.

America cannot have a growing economy or lift the wages and incomes of our citizens unless we continue to reach beyond our borders and sell products, produce, and services to the 95% of the world’s population that lives outside the United States.

10 International Labor Benefits That Americans Would Like to Have

PERCUSSION BAR

Benefits such as health care, retirement plans, paid vacations and paid parental leave are benefits that some US Employers offer to attract quality talent. In much of the world, however, workers expect these "extras" guaranteed rights and enjoy the benefits that most Americans can only dream of having.

WORST WEEKS

In the United States, the work week is five days, from 9 am to 5 pm, with a standard of 40 hours. In the Netherlands, a four-day week and around 29 hours of work is a standard for much of the country's population. In Denmark and Norway, the average is 33 hours. Irish employees work an average of 34 hours per week.

GOOD PENSION PLANS

Most Americans have very little, if any, money saved for their retirement. But in much of the world, jobs offer lucrative pensions, which guarantee safe retirement. Denmark has what is considered the best - sustainable, with good advantages, and high integrity. The Netherlands follows a semi-mandatory fixed rate system based on average lifetime earnings.

MATERNITY PERMIT

The United States is one of only nine countries that requires unpaid maternity leave, and the others are small and poor nations. All EU countries must offer at least 14 weeks of maternity leave. In Great Britain, new mothers can receive up to 52 weeks. In Bulgaria, parents receive more than 400 days at an almost complete salary.

PATERNITY PERMISSION

Many countries offer paid vacations not only for new mothers, but also for new parents, or those who are in sweet waiting. The Organization for Economic Co-operation and Development (OECD) found that 31 of the 41 industrialized nations have paternity leave. Japan gives 30 weeks to new parents; South Korea gives around 16 weeks.

GENERAL PARENTAL PERMISSION

Only 12 percent of Americans receive family leaves to care for their 8-year-old or younger children, or other family members, according to the Center for American Progress. France and Germany offer three full years, although not all are paid; The Nordic countries offer less time, but with full payment.

PERMISSION FOR DISEASE

Time off paid, or sick leave, is not a guarantee for American workers, but it is a standard in most of the rich countries of the world. Employees enjoy more generous sick benefits in Denmark, which offers up to 104 weeks off with a 90 percent salary. Norway grants up to 52 weeks of sick leave with full pay, in which the employer pays one part and the rest government.

HOLIDAYS PAID

In the United States, the average worker receives 10 days of paid vacation per year. Workers in the EU have 20 days, or four weeks - not counting holidays. Denmark, France, and Sweden give their employees, full-time, 25 days, or five weeks per year. Finland offers 40 days of paid vacation annually.

UNEMPLOYMENT PAYMENT

In the United States, unemployment payments are determined by the state, and usually, equal 40-50 percent of wages for 26 weeks. In Denmark, workers get 90 percent of their previous earnings, for up to two years. In France, workers under 50 can claim benefits for two years, and employees aged 50 and over can deduct three.

TELEPHONE AND FLEXIBLE SCHEDULES

A critical component of the balance between work and personal life is a flexible schedule and time spent in the office. At best, a quarter of US workers work remotely, but at least 80 percent would like it, according to GlobalWorkplaceAnalytics. In India, more than half of the country's employees work from home. In Mexico, 30 percent use telework.

COMPENSATION FOR DISABILITY

In the United States, a disability can quickly lead to poverty. This is not the case in many parts of the world. In Austria, Belgium, Germany, and Luxembourg, for example, employers pay full salary for six weeks to employees who become ill or suffer a disability. After that, health insurance is who pays - in Germany, it's 70 percent of the salary for up to 78 weeks for three years. Norway guarantees disability compensation as a universal right and grants permanent benefits of two-thirds of a worker's wages in the years before the date of the disability.

WELLNESS PROGRAMS IN THE WORKPLACE

US employers excel in welfare programs. More than half of all American workers have access to programs designed to curb discomforts such as stress, smoking, obesity, and hypertension. Only 23 percent of European employees can say the same thing. In Latin America, it is 5 percent, and only 1 percent in Africa.

Unfortunately, we do not always have to deal with good bosses from whom we can learn and inspire ourselves to succeed in our careers. Before ascending to that "star" worker, check that he has the qualities to be a leader.

The incompetent leaders are more common than we think, so it's important to know identify them not to follow their example and learn to deal with them saving you problems.

Deciding whether to promote an employee to a managerial position is a decision that many entrepreneurs must face. Not every employee was born to be a leader. Pay attention to the characteristics of the potential candidate before offering you a promotion, instead of just seeing how well the individual has developed in your business.

Here are 7 warning signs that show that maybe a good employee will not be a great boss.

1. Never Ask For Help

When a qualified employee does not ask for help, he may seem very talented and proactive. Although it is great to have collaborators of this type, they do not necessarily translate into good managers. A 2007 study by the Institute for Corporate Productivity found that 46% of the companies surveyed doubted the ability of such individuals to delegate tasks.

Good bosses know how to commission their subordinates and ask for feedback from their team. If an employee never asks for help from his peers, it can be a sign that he will not get close to others once promoted.

2. Ignore the problems of their peers

Employees who give "extra" in their projects, but who avoid helping others, do not serve to be managers.

A Gaqllup analysis found that 57% of employees who feel ignored by their bosses do not commit to their jobs. Good managers are willing to help their employees when they need it and do not ignore the obstacles of their teams.

3. Put the blame on others

When something goes wrong in a project, does the employee share the responsibility?

Good managers know themselves responsible when a problem arises and are the first to react to try to solve things.

An employee who is promoted must demonstrate integrity. According to a survey TellYourBoss.com, 20% of employees ensures that your boss lacks this feature.

4. Lack of Passion

Before you upgrade to an employee, look at your level of passion. Good managers inspire their teams. According to a LeadershipIQ study, people who interact with their bosses at least 6 hours a week are 29% more inspired than those who only live for an hour or less.  

5. Do not focus on long-term goals

Many employers have rockstar workers who meet weekly goals and exceed expectations. But just because an employee is good at achieving short-term goals, does not mean that they understand that what is urgent should not always be addressed before the important thing.

Good bosses see the whole picture. They know how to create short-range goals with which their teams approach the general goals.

6. not interested keep learning

Although no employee knows EVERYTHING about their work, take the initiative to learn everything possible is critical. If a collaborator does not show this "hunger," he may not be the best candidate for the position.

Pay attention to those employees who are looking to improve their capabilities. Suitable candidates for managerial positions have initiatives that seek to make their personal/professional development a priority.

7. They leave just at 5 pm

Employees who are in a hurry to exit the office right at the time of departure (or even earlier) each and every day, may not be the best candidate for the managerial position. Although it is not absolutely necessary to work late every day, doing it when it is needed is crucial.

Suitable candidates for management positions are willing to spend the time to achieve work goals and help when needed.

What are other signs that need attention before promoting an employee?

No one likes to feel that their skills are underutilized or that their potential is wasted. It is a relatively mixed feeling. According to a recent study, 35% of millennia with an undergraduate degree believe that their first jobs did not require a higher education diploma.

Of course,  having graduated does not make you a more intelligent candidate than those who do not. Everyone can be too smart for the job he occupies, because too graduated or just in the wrong job, in the wrong sector or bad business.

Here are some signs that it's probably time to find a new challenge: 

1. You are bored

Bored consistently is the clearest signal that you are too smart for your work, according to a LinkedIn post from Liz Ryan, CEO, and founder of Human Workplace. "If you're overwhelmed to the point of asking yourself a lot of sugar and caffeine to stay awake, then you're not in your shoes," Ryan says. 

Michael Kerr, lecturer and author of " The Humor Advantage, " says that getting bored does not necessarily mean nothing. "You may be all the time doing other things or helping other projects out of boredom and to stimulate your mind.

2. You do not need to make any effort

Tasks that do not scare you seem to be a problem for the rest of the team. Of course, it's great to be comfortable and above average in some areas, but if you surpass everyone all the time, it may be a chance to realize that you are too skilled. 

"If you finish all that you ask and do more, it could be a sign that you are too smart for your role," said Ryan Kahn, career coach, founder of  The Hired Group, and Author of "The Guide to the Recent Grad." This is an excellent sign and a reason to apply for a promotion if you can excel at your position and to charge you for projects with greater responsibility and added value. "

3. Your colleagues are stuck in their place

If your colleges fail to follow when you explain a complex idea or are opposed to rethinking certain things because "we have always done that," it may be a sign that they do not stimulate you intellectually. Even if they are friendly and hard-working, it will not do you much to stay in a position that does not push you. "You do not improve by playing with people who play in one (or two or three) divisions below, " Ryan says.

4. You do not learn anything

A job should always offer learning opportunities, whether you are unhappy at work or completely excited about what you are doing. If you find that you no longer have anything to learn in your job, it is probably time to step up or change business.

According to Kerr, there is a lack of intellectual stimulation in the workplace, when one experiences more and more "boredom, lack of energy and lack of motivation in the face of the current workload, to the point of being often distracted or Deconcentrated to the point of no longer doing his job properly. "

5. Your leader has no vision

"You can not have the sacred fire while working for someone who does not know what a vision is or where to find one,  " Ryan said. Your leader should be someone you can learn from and with whom you can exchange ideas. If he has no idea how to develop his service or advance your career, it is proof that he does not have much to offer you.

6. You are

"You tend not to talk in a meeting because you are afraid that the participants will take you for a gentleman or madam, or you are trying to get noticed," Kerr said.

7. You have reached the point of managing your superiors

"We all make mistakes, but if you realize that you're constantly resuming the work of your leaders or identifying opportunities to improve it, it's probably a sign that you're too smart, For your position, "says Kahn. 

For Kerr, if you spend your time looking at your leader and thinking you could do his job, then you probably deserve a promotion.

The head of the company usually negotiates his salary when he is incorporated, whenever there is a change in his responsibilities or in exigent circumstances of the business, or annually, that is to say, within the reasonable exercise of revisions. Your salary is based on the results of the company and the salary structure of the company if it is a large multinational. 
But in general, senior managers do not "ask for wage increases," in their most literal sense.

In the case of other average positions of the company may occur circumstances in which the level of responsibility and professional competence have become out of date about the market; This fact may lead to talk to the boss to request a review. In this line are our recommendations.

First, you must take into account the company's budget cycle, and when they are accustomed to considering wage revisions. This is important because if the boss has not budgeted for an increase, it can be tough, even if you consider it right, to get a review.

In other circumstances, the time to ask for a raise is the same as when you have been promoted, your responsibilities have increased, you have had significant success, or you have made any extraordinary and objectively recognized contribution.

You must take into account the culture of the company, it is something that every professional, and also, every manager should know. That means knowing the internal processes and ways of communication: who to address, how and when: in general, it is preferable to speak openly face to face with the boss, and request an interview with him specifying the reason for the "demand."

Among the arguments to be made, in addition to those already mentioned, you should include your contribution to the company, your degree of integration in it, the economic progress of the company, and that of the salary policy and structure compared to other professionals who Have a similar level of responsibility.

A good exercise can be to write a note about the reasons, contributions, and intentions, before having an interview with the boss: it will serve to clarify the ideas, to be able to expose them with order and not to forget any important point. Whether this note is a script for the interview or a memorandum is written, it will depend on the culture of the company, although in general, it is more convenient to do it face-to-face in a typical conversation between professionals.

Finally, assessing the economic value of promotion is complicated since remuneration typically depends on the contribution and level of responsibility of the person and therefore is a very relative value.

Threatening to leave the company to go to another and play with counter-offers: the decision to leave a business for economic reasons, which may be valid at any given time, should never result in the game of counter-offer.

Harmful attitudes:

• Press with another offer;
• Threatening to leave;
• Showing himself angry, grumpy, uncomfortable, annoying, discontented. Apart from being detrimental to the professional himself, he does not earn anything, but quite the opposite;
• Not having objective reasons, but asking for a salary increase without reasons;
• Yes, even if it's New Year! 

Here are some tips on humor.

• Eliminate the word salary of your speech, shriek less that of "improving our working relationship."
• Do not ask for a raise: it suggests "stay on the active line and work progress."
• Do not speak of yourself, but of the work of your boss: he will adore you for it.
• Study the humor of the boss and don't choose the moment in which you have just spent the expenses of the phone on talking to him.
• Take advantage of the path of your superiors and return them with a "to see if it's true that I'm so good."
• Never comment on your boss's family. No, not even good.

Wandering around the office wearing tattered trousers and a pitying face does not work, but you don't need to look more boss than the boss.

Don't walk your union card all over the office: if necessary, use it. No, only if it is necessary.

The gift to your partner is very seen, imaginative: Better your boss!

And the most important: "Boss, you and I deserve a raise, don't we?"

Why your salary doesn't increase as it should be? Expert says, most of the time companies won't increase your wage if you don't request for it. 
And when it comes time to ask for raising pays, you have many doubts. Know the strategy to handle the situation. Let's learn how to ask for a raise when you are underpaid.

Most workers, at some point in their careers, have to negotiate with their boss for a raise. Getting it is an art, and you are smart if you have done it already. But if not, You have to know how to choose the moment and handle the situation, usually tense. Here we offer some practical guidelines to avoid unexpected mistake when asking for raise. 

1. Training

Find out what are your company's criteria for pay increases. Who did it successfully and who offered it to them. Look for the reason why other employees get the wage raise.

• Write down all the arguments you can have in your favor. Another trick is to try to involve a friend in the process. Seek for a person to write "devil's advocate" answers that try to pull down your arguments.
• Simulate an interview with that friend in which he plays the role of human resources manager (and you as a candidate for a salary increase).
• If possible, record the video interview and watch: Are you nervous? Do you look convincing? Surely you say some phrase with hesitation: write it down. Some people do this with a simple pocket recorder. If it helps, we will tell you that good salespeople implement this system frequently. They call it "Theater of sale"; And you are selling yourself, aren't you?

2. Preparation

• Find out what are the average salaries has in the sector based on the companies geographical location.
• Find out about the salaries paid to the company. Ideally, you have some contact with it (union representatives often have this kind of information and can provide it to you).
• Be prepared not to say "agree." Remember that in most cases the employer has a margin of negotiation.
• Do not say at first what amount of money you want to win.
• Make a coherent list of all the reasons that justify that you increase the salary (production, profits contributed to the company, innovations, savings that you have obtained for the company, etc.).
• Make sure the employee evaluation standards in the company where you work. It is easier to negotiate keeping in mind the company's evaluation systems than taking out your sleeve systems. If the company evaluates the employees for the benefits they report to the business, no matter how diligent and careful you have been over the past years, it will not do any good.
• During the negotiation always use real examples. Don't walk in the branches or argue. It raises the increase as one more step in your career and not as a claim.
• Do not use blackmail in vain. Say, if you do not raise the salary, you will leave the company. Do it! Otherwise, your prestige will be at ground level. [Put another way, do not use that argument if you do not have your backs covered with another solid offer.]
• Never give personal reasons to request such a raise. That will devalue your work. 

Figure out what you actually should be paid. To have healthy finances in your business, it is fundamental that you set a salary. Learn to calculate the real value of your work.

When they decide to start a business, many entrepreneurs have a dream: to achieve their financial independence. But if you are the owner of the company, how to calculate the real value of your work? This is an important point to keep a business's finances healthy, especially during the early years.

In principle, your salary will depend on what you spend to live, your current financial situation and the income you will need in the medium and long term. Therefore, the first factor to consider is to know what your personal expenses are and then identify the areas of opportunity for saving. Once these amounts have been calculated, it will be easier to determine how much you should earn.

There are two common mistakes you should avoid: assigning a payment that your company can hardly afford and bring the entire business income to your personal account. On the other hand, depriving yourself of pay for your work will not only make you despair soon but also seem unprofessional to your potential partners. In that sense, it is recommended to be cautious and realistic.

Make a comprehensive list of your annual spending as detailed as possible, so you have a clearer idea of how and in what you spend. Warning: If you fall in red, there is a good chance that your business will also do so.

Determine how much you are worth

Once you have finalized the calculation of your monthly expenses, you will have a basis to determine how much your salary should go up. Although there are variables that are difficult to measure, such as investment in time, academic preparation or work experience.

There are two methods to calculate your value in the world of work:

1. The value in the open market.

Given your knowledge and skills, how much would an employer pay you? Although that salary does not take into account the extra time invested in starting your business, you should not leave aside the income you are sacrificing to undertake as a useful benchmark to determine your salary.

2. Similar Companies. 

How much do business owners (of similar size to yours) pay themselves in the same industry and geographic region? To obtain comparable salaries, consult other people who are in the same situation as you or ask for advice in the local chambers or associations.

It should be noted that none of these methods consider the extra work you will be assuming the owner or the risk that it entails starting a business. Therefore, some entrepreneurs add to their first salary between 3 and 5% to offset additional responsibilities and risk. Or, there are those who are satisfied with the idea that the long-term success of your company will compensate for setbacks.

Always think about your business

Since you know how much you need to live a quiet life and what the salary you deserve, it is time to compare the figures with your company's real finances. To do this, you need to review the cash flow projection in your business plan and make sure you are getting enough money to cover your own outline and other operating expenses.

On a possible level, your cash flow should report a considerable surplus to pay your salary at market prices, reinvest funds in the company and leave a small margin of error. Unfortunately, the history of several entrepreneurs starts with a deficit, for a period that can go from six months to two years. The advice is to start with the minimum wage range and when you pass the boot time test, consider a possible increase based on market growth.

Another option to make your salary an incentive and do not suffer is to design a scheme of commissions. That is to say, to your minimum wage you can add an amount to an account for new clients and closure of deals. In addition to motivating you to work harder to earn extra income, you will help develop your business. These commissions will be a reward for the effort.

You could also, for example, decide that when your business reaches black numbers, you will take a percentage of the profits each fiscal quarter as a bonus. This figure can vary, depending on the goals you as a landlord set, the personal financial needs and the philosophy of reinvesting the profits of the company.

Starting a business requires a lot of patience and some sacrifices. So the advice is that you put into practice the idea of investing some profits to aspire in the medium term to a salary like the one you would have if you were employed. The moment your company begins to report earnings, it is time to reevaluate your salary. 
Generally, this translates into a wage increase equivalent to the percentage of the annual growth rate of the business.

However, as with your bond structure, there is no gold equation to determine the appropriate increase. You must calculate it according to the nature of your industry and the goals of your company.

Whatever the decision you make during the first stage of your business, check your compensation every six months as the cash flow and capital needs model can change dramatically as it evolves. This monitoring will depend on the adjustments to your salary, which should be for both the organization and your personal finances.

HOW MUCH DO YOU NEED IN REALITY?

Complete this table with your data

• $ _________ Rent / Mortgage 
• $ _________ Medical 
• Insurance $ _________ Auto Cost (monthly, insurance and maintenance) 
• $ _________ Other transportation expenses 
• $ _________ Recreational Activities (restaurants, movies, exhibitions, etc.) 
• $ _________ Food 
• $ _________ Services (light, Water, gas, maintenance, etc.) 
• $ _________ Communication services (telephone, cell phone, pay TV, etc.) 
• $ _________ Payment of credit and department cards 
• $ _________ Personal care (gym, aesthetic , etc.) 
• $ _________ Payment Of taxes 
• $ _________ Other expenses 
• $ _________ Total annual expenses

Analyzes the results 

1. $ _________ Amount of personal savings invested to start the business 
2. $ _________ Salary or other income 
3. $ _________ Result of adding the two previous concepts 
4. $ _________ Result of subtracting the total annual expenses less the previous sum: essential annual minimum wage 
5. $ _________ Divide the previous result by 12: monthly essential minimum wage 
6. $ _________ Total annual expenses: annual minimum wage 
7. $ _________ Divide the previous result by 12: monthly minimum wage

You can write a cover letter to send your resume in response to a particular offer to apply to a company that interests you. Needless to say, a cover letter has to be very professional. In this article, you'll learn "how to write a perfect cover letter for winning the job application."

The cover letter gives you the opportunity to communicate in a less "dry" way than the curriculum, to present yourself properly, as well as to express your motivation and uniqueness. Discover how to write a "winning" cover letter, designed to get the interview you want.

How to Write a Cover Letter?

A cover letter has to be very professional and be drafted in a clear, concise and without spelling mistakes. Its content should be aimed at explaining why the candidate meets the requirements of the position, highlighting and directing the attention of the coach to the skills, abilities, and knowledge that the candidate has demonstrated, with concrete examples based on his previous experience or his experience labor.

Since the structure of a cover letter must be concise, in every letter of motivation the following parts must be present:

• Greeting: Each letter should be addressed to the person with whom you are interested in speaking, that is, the person who can hire you. To respect the structure of the motivation letter, you can try to go directly to the person you are going to work for if you are given the job. Talk to the company to make sure you have the correct name, and write it correctly.
• Introduction: The introduction has to appeal to the reader. The cover letters are letters to "sell" you are made to attract the attention of the person who can hire you. Introduce yourself and explain the purpose of the letter: why you are interested in the company you are writing to, the sector and the particular position. If you know the company to which you choose, use it. It mentions projects that are being developed, recent awards or recent favorable comments about it. If you are responding to an advertisement for a job offer, this is the place to mention it.
• Body: This is the next part of the resume cover structure, which you have to take advantage of to "sell" you well, to show the company, what you have to offer and why they need to hire you. So, explain here what you can bring (achievements, experience), what skills and abilities you have and can use to develop job functions.
• Closing: You can not have what you have not asked for. At the end of the letter, ask for an interview. Be creative, do not use the topic "I'm waiting for your call." Mention that you can call to arrange an appointment or meeting, not an interview. Proposed. It ends with some standard compliment but close, followed by your signature. You can also include your phone number under the name, as a reminder.

Professional Cover Letter Writing Tips

The cover letter is as important as the resume itself. It is the gateway to us, our representative. Therefore, we must pay particular attention to it, and worry not only about what we put but also how we put it.

Here are some practical tips to help you:

• Use clear and concise language. It is always better to put short and straightforward sentences and avoid fancy phrases.
• Write short, separate paragraphs and use action verbs.
• Use a cordial and respectful tone.
• Do not be rhetorical.
• Be positive, let your optimism be reflected in your words, but avoid using a ton too effusive and colloquial.
• Avoid pity.
• Describe your skills, your expertise, and achievements without pedantic.
• Do not repeat what already appears in the curriculum, but highlight what you consider most remarkable.
• Do not tweet someone you don't know.

Caring for the presentation

The presentation of the letter or the curriculum is as important as the content of the letter. Keep in mind that when it comes to selecting candidates for a position the first impression counts a lot. Personnel managers have little time to dedicate to your resume or your letter, so it should be attractive and distal professionalism.

We recommend that you consider some simple tips:

• The letter should not take more than one sheet.
• The paper must be of quality, of standard size and without any damage.
• Always send original letters, never photocopies.
• Put as much attention in the envelope as in the letter. In the envelope, write the data cleanly, without erasures or erasures. Remember that the name and address must be identical to those written on the letter.

Although a computer usually writes the cover letter, some companies may ask you to write it by hand. In this case, we recommend that you follow these tips:

• Make sure the rows are straight.
• Write with black, blue fountain pen, instead of a ballpoint pen.
• Leave wide and regular margins.
• The letter should appear neat, but not decorated too much.
• The rubric should be the one you normally do.

Do you know many bosses sabotaging the employee's career advancement? Bosses eager for power, but afraid of losing it can undermine the productivity of their teams. Let's read "how to tell if your boss is sabotaging you?" and build a successful career.

The fearsome bad boss comes in many varieties. There are incompetent, the lazy, those who are always on the defensive, those who usurp the authorship of our work, those who prefer to exercise command using intimidation.

Jon Maner, a professor of management and organizations at the Kellogg School of Management, has studied a very specific kind of bad boss: he deliberately sabotages his team's cohesion to protect his own leadership status.

How to tell if your boss is sabotaging you

Maner's research demonstrates that there are leaders who are able to intentionally marginalize the most productive members of their own team, to limit communication and the creation of friendly ties among their members and to compose teams with incompatible people if they think that it Will help maintain their leadership.

The danger involved in this type of bad boss is significant.

"It can lead to the disintegration of the group at a basic level," says Maner. "If the team is made up of people who do not get along and are not allowed to communicate effectively with each other, then, in reality, the group ceases to exist."

Maner and his colleague Charleen Case, a doctoral student at Kellogg School, observed that power-hungry leaders (those motivated by domination) more often undermined group communication and cohesion than those who are avid for respect (those motivated by prestige). These power-hungry leaders were more inclined to behave in this way when they were told that the group hierarchy was unstable and that they could lose their place at the summit. And they used to undermine cohesion by isolating the most qualified member of the team.

The irony, of course, is that the person who exhibits this behavior is the one who has the most personal interest in fostering collaboration so that the group is productive and who should know how to do it best.
Also read: 10 Questions To Ask Before You Quit Your Job

Watch out for the power-hungry boss who feels threatened

Maner and Case carried out a study in which they made university students believe that they were going to lead a group in the execution of a verbal task. The higher the category score, the more rewards it would earn.

Participants were told that one of the members of their team was highly skilled in this task. They were then assigned to one of three experimental conditions. In the first, they were told that, as leaders, they would oversee the work and distribute the prizes among the group. In the second, they said they would supervise the work and assign the awards, but also that the hierarchy was variable and that another could become a leader. The third experimental condition was that of an egalitarian control group where there was no leader and in which all members would share the prizes equally.
Also read: 5 Things the Successful Leaders Do Every Day

The researchers sought to answer two main questions: who are they and in what situations are leaders who sabotage communication and cohesion in their group even though they know that cohesion improves their functioning? And will they often isolate the most qualified member of the team?

The researchers observed, as had been predicted that leaders who were in a variable hierarchy and who had previously scored high on an evaluation of their desires for power were the most likely to sabotage their group. And that his favorite way of doing it was chasing the most qualified member.

In one experiment, these leaders put the expert to work in pairs with a sick colleague who knew that he would not get along with him. In another experiment, he was put to work alone in a room, even after being told that working closely with his peers would increase his performance.

"I am amazed how willing these leaders are to undermine the success of the group for the sake of its own power," says Maner. "These talented and skilled members of the group are most capable of contributing to its success. But instead of seeing them as allies of great value, they are rather a threat to leaders fearful of losing their power. "

How to avoid such bad behaviors at work

These kinds of interactions are not merely theoretical; Are given in offices daily. In fact, Maner's investigation had its origin precisely in a friend's complaints about the misconduct of his boss.

What can organizations do, what they want is for their teams to function as cohesively as possible, to avoid this type of sabotage from above?

One of the keys is to take measures so that the labor security of the leaders depend on the success of their group and to know that they are going to have to account for their actions, says Maner.

"Knowing that their decisions are public and that they can have consequences for the support they receive, I think it would help correct this wicked behavior," Maner suggests.

Another proposal is for organizations to institutionalize lines of communication and collaboration between teams, so so terrible boss has difficulties to hinder them.

How to make managers feel secure in the stability of their power is a more delicate matter, since organizations need to strike a balance between creating an environment in which administrators feel confident and the ability to change leaders when Circumstances.

Maner proposes to build periods of stability, perhaps two or three years, in which the managers know that their positions are safe and interspersed with times when it is known that the person in charge can change if necessary, something like the system Of presidential elections every four years.

"What could help leaders to perform to the fullest would be to know that they will not lose their position today or tomorrow, that they can really try to carry forward their future plan, whatever it may be, and if it does not work, it will not work," He says. "But at least they will have had the opportunity to put it into practice."

How to find the best leaders

It also raises the question of finding leaders who are more interested in gaining prestige and respect than power. This is particularly challenging since many of those who ambition for power select themselves to hold leadership positions, while those who seek fame may be happier working in lesser positions.

"For organizations, the key is to identify these people and elevate them to leadership positions, whether they request it or not, because they will not always strive as much as the power hungry to conquer high-ranking positions in their organization," says Maner.

But Maner warns that these leaders motivated by prestige should not be seen as a panacea. "Our work has painted a magnanimous portrait of those prestige-oriented leaders," says Maner, "but I think that's probably an oversimplification."

In future research, Maner hopes to explore how prestige-led leaders make their decisions when they are forced to choose between what will make the group happy and what's best for the organization.

"There are preliminary indications that they are capable of undermining the goals of the group to maintain their prestige in the eyes of their subordinates," he says.

Ultimately, the purpose of research is to help organizations function quickly and productively.

"The ultimate goal is to learn how to help groups perform better," he says. "That means selecting more competent leaders and helping them give their best. If we can understand what induces leaders to act in a way that harms their organization, we will be better armed to combat those behaviors.

How to appear more confident at work? When you lose confidence at work, what should you do to regain work power? 
The level of security we exhibit is as important as the level of preparedness we demonstrate in certain situations.

It's happened to me a few times in my life, and maybe it's happened to you. I am in a risky situation (interviewing the prime minister, leading a major meeting, giving a speech in front of many people) and suddenly my mind goes elsewhere, and I wonder why someone will have trusted me to do this.

As time has passed, I think less about it and spend my time on more productive things. But still, I always think about it, especially when I enter a territory that is unfamiliar to me.

This kind of thinking is usually called impostor syndrome. I have talked to many people, women especially, to realize that most of us feel that way sometimes because we have a crisis of confidence.

It is important that we solve this because the level of trust that we exhibit can be as important as the ability we have to succeed in different situations. Trust is what gives us the courage to act competently. I share three strategies to make you feel more secure in what you do. The first two come from investigations that have received a lot of attention from the media, the latter is based on my own experience.

1. Change the way you talk to yourself. 

There is a great story of Laura Starecheski on the curious science of speaking alone. It turns out that many of us scold or criticize in ways that destroy our confidence and affect our behavior. Researchers say it is very effective counter this negative attitude thinking better things positive.

This may sound silly, look at you in the mirror and say "I'll give a great speech today!" May not revolutionize our self-perception and may even feel like a self-affirmation. In fact, it can stress you even more. But research shows that if we talk in the third person, things go better. Apparently, using the third person will give us some emotional distance and allow us to give that motivational speech that we would provide to someone else.

2. Change the way you behave. 

It turns out that not only our thoughts can shape our confidence, our movements as well. Social psychologist Amy Cuddy did a study on nonverbal cues and how they affect us.

If we learn and become smaller, we feel that we have less confidence. If we have a pose of power, we feel powerful and are perceived as such. Our body changes our mind, says Cuddy. Your advice to avoid impostor syndrome? Take two minutes to adopt a pose of power before entering a challenging situation. As she puts it "if you feel you should not be in a place, pretend. Do not pretend until you get it - fake it until you become that. "

3. Change your self-description. 

None of us are perfect, we all make mistakes regularly. When I take over this part of myself and am open to my imperfections and mistakes, I feel paradoxically more confident. There is something about changing my personal humility and failure that makes me feel stronger. It allows me to be better at apologizing, learning from my mistakes, and growing. It is somewhat uncomfortable, but it gives me power in a certain way. I have control of my own narrative, regardless of mistakes.

My job is making me depressed what shouldIi do? I want to quit my job but can't find another one. Do you want to quit your job, but can't due to extenuating. What can you do when this thought invades your head?

"I hate my job, but I can not quit for lack of options."

"I hate my job because everything has become so routine. My pay is not sufficient, and I've postulated all the other posts I've found, but I didn't pass the first round of interviews. Obviously, no matter how much I hate my job, I can't leave. I feel trapped".

This is one of the most frequent complaints we hear from our clients. They are people whose level of distress is high because they hate their job, but this anguish is increased because there are not enough opportunities in the job market. As happens to almost all of them at some point, they get sour on the inside as a direct consequence of the dark future that awaits them with their present employer. They feel low paid, little appreciated and unable to continue pretending to be motivated.

What to Do When You Hate Your Job, but Can't Leave

What should you do when you feel stuck in this kind of routine in the work environment? 
Also read: 10 Questions To Ask Before You Quit Your Job
Here you have a guide based on the experience of our clients so you can guide your actions and gain control over your future and your happiness.

1. Get rid of all your emotions. 

Getting into this routine probably took years, so think that it will take you at least several months to turn the situation in your favor. Think of this as if you were in a game of Poker - do not show your emotional cards and only demonstrates the face of play that is necessary to get ahead in your current line. Disconnect that cable that feeds you the feeling of hatred and connect the autopilot. If you continue to be so emotionally involved in this very deadly situation, you will be exhausted and will not be able to see beyond your anguish. This sacrifice will be worth it because you know that you have dreamed of being free to decide whether to stay for a better salary or to leave to accept a better offer. 

Practice yoga, meditation or some activity that helps you deal with the anxiety that generates this situation without becoming an employee disconnected from work.
Also read: Why Accepting a Part-time Job Could Affect Your Career

2. Become indispensable. 

Do not give them excuses to say goodbye, on the contrary, become necessary. Engage in special projects, support new initiatives. They need to perceive that you are loyal and reliable - become a fundamental piece of the gear of that "machine." Remember that your actions can speak louder than your words, so use them to your advantage.
Also read: 10 Things You Should Never Do With Your Employees

3. Channel your energy to self-discover what you want. 

Instead of spending hours thinking about how much you hate your current situation and your boss, project yourself in all the directions you think you could stand out for. What do you do best in your current job? Common sense says you should follow your passion and find a way to have the dream job that makes you "happy." This may have some logic, but given your immovable situation, we want to put our finger on the pulse of the job so you can stand out and also get a salary.
Also read: Eight Tips to Launch Your Second Career

4. Change the rules of the game. 

Why wait for job applications? Hope your CV and send it to companies throughout the region with the apparent desire for a position in them. Have a list of thirty to forty companies. Do not contact them in a very natural or very formal way - show genuine interest in each of these enterprises. It may sound like a significant effort, but sending 40 emails is not so difficult. Most of us carry this figure on an average day.  

Maybe you think that you do not want to move to another city. Write them the same. The idea is to generate interest in what you offer. If you generate interest from other companies in your skills, you increase your value in the market - and you make what in English we call leverage, increasing your bargaining power when it comes to sitting with a potential employer.   

Paving the way for other tangible options when it comes to negotiation will make your company take you more seriously than if you came to the office only asking for a salary increase. Who knows, maybe renegotiate your current wages and working conditions and money.

5. The game of waiting. 

Wait patiently for the answers to your questions. Do the necessary follow-up without being overwhelming, but maintaining interest in the company. Keep being indispensable in your current job. Keep all your information up to date. 
Also read: 13 Fundamental Rules To Become a Successful Entrepreneur

6. Steps of opportunities 

Ideally, you will only have to go from level one to five in a single opportunity, but if you do not achieve the expected results, review the following areas: Is your CV or your introductory email communicating the message persuasively enough? Did you make a broad enough selection of potential employers?  

Once you start getting answers and offers, THEN you begin to develop your trading strategy.