How and when to send the dreaded follow-up email

How and when to send the dreaded follow-up schmelzglasleHow and when to send the dreaded follow-up emailIts the job seekers motto, three words of casual desperation Justfollowingup.Its the cheery email subject line that many of us have sent to many a recruiter after not hearing back about a role. Underneath the casual inquiry into how the job application process is going lies a crushing worry that we have said the wrong thing at the wrong time. We dont want to be annoying, we dont want to stand out in a bad way, the people pleaser in us thinks.But in order to win the ultimate prize of a response, you need to understand how to be pleasantly persistent - to push past your hangups and master the art of the follow-up.Here are the guidelines to follow to do it right1) Understand the motivations behind your follow-up and explain themNo one is ever just checking in, and its better for both you and your intended recipient to know explicitly what you want and what your email is intending to accomplish.Marketing and sales platform HubSpot recommendsthat crafting a follow-up email begin with determining your objective. Do you want more information about an application? Are you requesting a meeting? Do you want to thank your hiring manager for the in-person bewerbungsgesprch?Too often, follow-up email writers cloak their intentions in overly polite language, thinking that thats the right approach. But, in fact, the best way to get your recipients attention is to state clearly and explicitly why youre emailing them.2) Being clear means asking for a timeframeTo ease unnecessary agony, Ask a Managers Alison Green recommends asking for a timeframe immediately after a job interview about when you should expect to be back in touch. And whatever timeframe the manager gives you, Green advises you to double it, because hiringnearly always takes longerthan anyone expects it will, including employers. Delays inevitably come up - a decision maker is out of town, or higher priorities get in the way.This is not comforting advice, but it is honest. For your peace of mind, its better to not depend on an email recipients timeliness, particularly if your objective is to find out about a job.But if a timeframe - even a very generous one - has come and gone without a response, youre well within your rights to send a follow-up email asking for an updated timeline.Heres a script you can adapt from Greens column I was hoping to check in with you about the llama wrangling job. I know you were hoping to be moving forward around now, and I wondered if you had an updated timeline you could share. Im really interested in the role and would love to talk further with you about it at any time.3) Be persistent but not pushyIt can be demoralizing to write a follow-up email, but recognize that silence on the end of a hiring manager is rarely personal.Recruiters and hiring managers are inundated with emails every day. In fact, the average U.S. employee currently has 199 unread or unopened emails at any given time. Your initial email could be in that unread pile, which is why its better to err on the side of persistence and do a follow-up.However, theres a difference between persistence and pushiness.If you send an application on Friday, dont follow-up on Monday with a hiring manager. You want to be respectful of a hiring managers schedule.A survey of hiring managers found that the majority think the best time for applicants to follow up is one to two weeks after submitting a resume.Summing upUltimately, these follow-up tips are intended to make your communication as clear as your intentions. Following the follow-up tips can help you garner a response, but they may not get you the positive response that you want.You can pad and primp your email all you want, but as with other social relationships How a person will answer is not up to you. A dating advice columns answer to how long you should wait to text back after a first date applies to follow-up emails as well They either like you, or they dont.

Customize this Gas Station Manager Resume

Customize this Gas Station Manager ResumeCustomize this Gas Station Manager ResumeAchieving a manager position shows your dedication to customers and employees, as well as a track record of strong performance thats been noticed and rewarded. Use your experiences in the oil industry to create an outstanding gas station manager resume that employers take notice of and that ends in an invitation to an in-person interview.Whether youre applying for a manager position at a local station or a corporate position, highlight your experience in terms of the job you want. To show prospective employers your grasp of the many areas of focus required by this job, include keywords that show your understanding of financial targets and operational expertise.Review the gas station manager resume sample below for keywords to include in your document. Create this Resume Darlene Thornton1650 Pointe LanePompano Beach, FL 33060(777)-812-3126d.thorntonsmail.comObjectiveHighly responsible Gas Station Manage r seeking an opportunity to work in a top oil company to aid in generating income and support good customer service. Summary of QualificationsHigh level of flexibilityHigh level of customer service skillsExperience and knowledge of basic accounting Experience and knowledge in fuel, petroleum, and gasolineAbility to work independently and in a teamProfessional ExperienceRetail Gas Station Manager, January 2007- PresentSault Ste. Marie Gas Station, Sault Ste. Marie, MI ResponsibilitiesManaged the daily operations of the gas station.Oversaw sales, inventory, and staff on a monthly basis. Conducted and performed inspections of all gas station equipment and facilities. Maintained and obtained a clean and customer friendly environment for various customers.Enforced and implemented strict policies and procedures of the gas station. Gas Station Assistant Manager, May 2004- December 2006Mid Pac Gas Station, Honolulu, HI ResponsibilitiesAssisted and helped the general manager in managing and supervising the overall operation of the gas station. Facilitated the delivery of goods and merchandise for the gas station and convenience store. Oversaw the price management of fuels and merchandise. Monitored monthly sales and inventory and reported to the general manager. Assisted and helped in daily cash balances of the gas station and convenience store. EducationMasters Degree in Business Management, 2004Yale UniversityBachelors Degree in Business Management, 2002Yale University Customize ResumeMore Sample ResumesGame Artist Resume Game Designer Resume Game Developer Resume Game Producer Resume Garbage Man Resume Gardener Resume Gas Plant Operator Resume Gas Station Attendant Resume Gas Station Cashier Resume Gas Station Manager Resume

How to Build a Successful Workplace Wellness Program

How to Build a Successful Workplace Wellness ProgramHow to Build a Successful Workplace Wellness ProgramEmployees spend an average of almost nine hours a day at work- more awake hours than any other place- so it seems logical that employers would want to develop a workplace that encourages and promotes healthy behaviors. Effective and successful workplace wohlbefinden programs can help improve an organizations culture and change lives. Companies can also benefit from lower turnover rates, fewer absences, increases in productivity and higher job satisfaction. Designing a Wellness Program Decades after the launch of the Wellness Council of America, one might think that the steps for getting a wohlbefinden program off the ground are easy- give employees a gym membership or stop bringing in sweet treats. Hold Weight Watchers meetings or teach yoga classes onsite for interested employees. kooperation employee athletic endeavors such as running in a 5k by paying their entry fees. Howev er, its not that simple. Lack of employee engagement, a shortage of leadership support, and complicated incentives all have the potential to derail all have the potential to derail your wellness program before it starts. Here are a few tips on how to build a successful workplace wellness program and some things you will want to avoid as you build your successful workplace wellness program. Plan First Dont rush into a workplace wellness program. Instead, take your time to develop a formal strategic plan with measurable goals. Without a plan, you will always be reacting to the pressure of the day instead of focusing on specific objectives. As part of this plan, be sure to get buy-in from management and include as many employees and departments as you can. Consider recruiting employees for a wellness committee to help you reach across the entire company. The more people involved, the easier it will be to spread the korrekt about the program. Dont assume you need a large budget. Exe rcise creativity in identifying free activities to improve employee health. Things like walking meetings or healthy potlucks can help promote a healthy workplace without breaking the bank. Optics and Inclusiveness Show your employees they are valued. You want your wellness program to demonstrate that the company cares about employees health, not give the impression the company is coercing them to take a Health Risk Assessment. Keep it simple and straightforward- dont be negative or insult employees and dont build a wellness program with only the intent to decrease health care costs. Dont build a complicated wellness program. If employees dont understand wellness offerings or dont know how to participate, they will get frustrated and give up. Position the wellness program as something much bigger than just a human resources (HR) initiative. Think about how the program will strategically impact the business and how it plays a role in your culture. However, involve HR and be sure t o apply equitable principles to your program to ensure inclusiveness. For example, if your organization has a night shift, provide night shift workers the same access to wellness events and programming as the day shift. Stick with It Give your workplace wellness culture time to develop. Dont stop the wellness program because it hasnt saved millions of dollars, but make sure you have realistic expectations. Behavior change takes time, and most wellness programs do not see a positive return on investment for at least 18 months. One thing to remember is that you wont be able to tell if the program is working if you arent measuring it. Look into ways to collect data on your employees health status. Biometric screenings are a great way to collect objective data. Once the program is up and running dont put it on autopilot. Run regular reports and assess how your wellness program is improving employee health. Your program should evolve with your employees. Another way to plan for succe ss is to avoid selecting programs that are not relevant to your workforce. A smoking cessation program, for example, will do little to impact costs if smoking and its related illnesses are not cost-drivers for your health insurance plan. Prioritize Privacy Dont forget to address employee privacy. Some employees may ask, What do they need that information for? Can they fire me because of my poor health? Stress repeatedly that personal health information is confidential. Benefits Wellness can have a profound effect on your company culture, turnover rates, recruitment efforts, and overall productivity. Follow these recommendations and your workplace wellness implementation will go so smoothly, that youll wonder why you waited so long to get started.