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  1. Jobsearch YouTube Checklist View the full article
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  4. WorkIt

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  5. You asked, she answered! J.T. took your toughest career questions and answered them in real-time! Didn't make it for the live show? No worries, you can still join the conversation and learn what you can do to grow your career in 2020! QUESTIONS ANSWERED IN THIS LIVESTREAM.... How To Apply For An Out Of State Job? JeNelle asks: "How do you apply for work Of state? CA to AZ!" I Keep Applying For Jobs And Attending Interview But I Can't Get A Job! Help Marcella says; How to land a job in this competitive market. I send a lot of resumes and go to many job interviews and nothing? Please HELP! How Can Recruiters Help To Motivate Unemployed Jobseekers? Daniel asks; How do you think recruiters can help motivate unemployed jobseekers? How To Get A Job With A Felony On Your Record? Mike asks; How do you handle overcoming a felony on your record that's over 10 years old? How Can I Successfully Switch Career Fields? Badr asks; I am switching fields. How can I sell my story during an interview? I am completely convinced about my story and career path but the most important thing is convincing the recruiter. How Can I Stay Motivated While Applying For Jobs? Rosa asks; I've been using your strategies and the organization I want to work for is flying me across the country to interview. I'll be interviewing (4 interview panels - 9 people in each panel) What is your best advice to not get mentally exhausted? How To Handle Ageism While Applying For Jobs? Renn asks; Well here's a question for you: how do you deal with Ageism?? I go To job interviews & during the interviews (yes, plural), I'll be told yes a have a job for you but I'm not going to hire you! How Many Years Of Experience Should My Resume Have? John asks; How far back should your resume go? 10 yrs? 15 yrs? Do YOU have a question you want J.T. to answer? Make sure you're following her on LinkedIn so you can stay updated on when she will be taking career questions next! View the full article
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  8. Today I'm going to talk about a subject that's a little hard to discuss, but I'm asking you to power through and really listen to me. We're going to talk about the fact that a recession is coming. It's on the horizon. Not If, But When It's not a question of "if", it's a question of "when". As a career coach, I get really, really worried about everybody in times like these. I've actually been through three market corrections in my lifetime. First, when I was graduating from college, so I was a job seeker. Second, I was in HR and recruiting back in the .com bust, I watched all that happen in Silicon Valley and beyond. And then third, the big recession of 2008. This was when I started my career coaching practice and started this website because I was so worried about people and what I saw. The Millennials I know it's coming and I'm worried for two particular groups of people. The first are the millennials. The millennials have never worked through a recession. They grew up experiencing one, they saw their parents get stressed out, and maybe lose their jobs. However, they've never lived through a recession where a lot of their friends and maybe themselves are going to lose jobs. It's not just a question of people losing jobs, there will be survivor's guilt as well. The first time you feel that is when you realize you kept your job and somebody else didn't. It's horrifying. Some of them are managers and it's going to be the first time they've had to let people go. It's a very stressful thing, especially because we know millennials are super sensitive, super team-based. Those are wonderful qualities to have. But, it means the stress level and the emotional reaction to it is going to be even higher and that concerns me a lot. Baby Boomers I'm also worried about all of the more seasoned workers. Baby boomers and some of the older gen X because we have so many people in the workforce right now. Over half of them are millennials who are younger and less expensive. There's this kind of bell curve that you hit in your career and a lot of older workers are going to be pushed off the cliff of work relevance. This means they probably won't ever get another job that pays as much or as well. That's just the law of supply and demand; when we have more people in the workforce that costs less, it drives the price down, etc. Experience Does Not Equal Security via GIPHY It's very concerning to me that this is going to happen. I can't stop it from happening, but what I can do is coach people right now on the two things you need to be thinking about with respect to your presence in the workplace. It's not just about your experience. The most senior person does not stay, the most experienced person does not stay in these situations. Trust me, I was in HR and recruiting, I have been through many reorganizations. Personality And Aptitude I understand what goes on behind those closed doors; they're looking at two additional things about you as a professional. They're looking at your personality, meaning, what are you like to work with? In times of stress, what is your personality? What gets revealed about you and how are you to collaborate with? Finally, your aptitude. What's your ability to adapt to change? How good are you at just rolling with it and making things happen and shifting gears? And, on top of all that, being experienced. The Survivors Companies are saying, "Okay, I have to build this new team. This new team is going to be made of the survivors. I need them to be able to get positive and motivated and be productive at the highest level. I'm going to need them to get along in these tough times." That's why companies pay a lot of attention to your personality and your aptitude. Do A Gut Check So what does that mean for you right now? Well, you need to do a gut check. How has your attitude been in the workplace? Are you one of those people that has been rolling with the punches and embracing change and really helping move things forward? Are you somebody who has a lot of strong relationships with your coworkers, peers, and your manager? Are you seen as somebody who is a specialist, a go to person in the organization who provides lots of value and really serves everyone? Don't Just Work In Your Job, Work On Your Career Those are the things you need to get honest about because a lot of times people forget, they just work in their job. "I don't have to have friends at the office, I just need to do my work." It's not enough. In times of change, you also need to be seen as somebody that they're going to want to work through the tough times with. Make sure you're working on your career right now, not just in your job. If you aren't, and you get blindsided, it's going to be so hard emotionally to rebound. Most importantly, if that does happen for you, please get support, get help immediately. Do not try to go it alone. We're all businesses of one. We're in business for ourselves, but we shouldn't be by ourselves. That's why when sudden career curve balls happen, you need mentors, you need support, you need a community. Make sure you get that too. You're Not Hiding The Bad Attitude My advice to you is to do that gut check. Maybe sit down with your boss and talk a little bit about your contributions and what you can do to improve. Are you a good team player? What else can you do to add value? If you're walking in with an attitude, you're frustrated. "They don't respect me. They don't recognize me enough." If you think you're hiding that attitude, you're not! That's mental noted for when times get tough. Stay Relevant Do a reality check, attitude check, gut check, and get in the game. Bring your best personality to work every day. Bring your best aptitude, your ability to change every day, and keep working on your experience. Make sure you're staying relevant. I know this is a hard conversation to have, but it's important that you can't shy away from it! You've got to understand and know what to do because knowledge is power. We have some great career quizzes here on discovering your workplace persona and your communication style! Learning how you add value to the workplace is crucial during this time. We're all in this together and as we always say, if you want to win, you've got to Work It Daily! View the full article
  9. I want to take a minute to talk about the word "unemployed." If you're one of the more than 15 million Americans who is unemployed at the moment, I want you to listen up because I want you to stop using that word in your vocabulary from this day forward. It is a negative word. It is a defeatist word. It sounds definitive and it drags you down and it impacts your job search. Trust me, I know this to be true. What I want you to do is to replace it with the term, "between positions" or "between jobs" because that's really what you are. I recently recorded a new video tutorial on the 10 New Career Rules for 2020 and I can tell you one of them is that, "EVERY job is temporary." In this day and age, people can have as many as nine careers in their lifetime with an average of three jobs in each one. Having gaps in employment is the new normal! We Don't Stay In One Career Our Entire Lives (Never Mind One Job Or Company!) via GIPHY It is natural, normal, and common for people nowadays to have parts in their lives where they will be between jobs. It's just a fact! This means we shouldn't feel bad about it. It is what it is. And that's why I'd like to banish the word "unemployed" from your vocabulary. Let's never say that word again. If someone asks you what's up with your career, simply say you are between jobs. But saying you're "between jobs" won't make your employment problems disappear. A Lot Of People Between Jobs Are Not Approaching The Job Search The Right Way via GIPHY Did you know the average job search in America is nine months? And that's in a good economy. Why does it take so long? Because most job seekers don't understand the new rules to career success and how they impact their job search. If you want your time between jobs to be as short as possible, you need to educate yourself on the best way to ensure your skills are in demand. If you want to learn how to do that, check out my newest tutorial on the 10 new career rules. No More Saying That Ugly “U” Word via GIPHY We won't even mention it from this point forward. You are between jobs and busy learning what you need to do to speed up your job search. You can do this. Don't let your circumstances impact your mindset. P.S. If you are between jobs, be sure to check out my YouTube video on the 3 words never to use in your profile headline as it relates to this same topic! View the full article
  10. A common question I get from job seekers on LinkedIn is: "What is the best way for employers to notice your LinkedIn profile and how should it be set up?" Well, the answer is pretty simple. Optimize Your LinkedIn Profile So It Matches Recruiters Search Criteria Optimizing your LinkedIn profile so it matches the search criteria of recruiters is the most important first step for beginners. Here's why. Recruiters search on LinkedIn for candidates by conducting keyword searches based on skill sets. They choose and use the skill set definitions you find in the "Skills & Endorsements" section of your LinkedIn profile. Their initial searches are pretty basic. They put in a couple of the key skill sets the hiring manager said are must-haves for the job, add a location, and then LinkedIn's search technology goes through and finds all people who have the most amount of keywords in their profiles with those skill sets in that location and ranks them. Now, LinkedIn's search algorithm takes in a few other things like how much traffic your profile gets (aka how many people are already visiting your profile), and how many followers or connections you have. There are other factors, but the overriding one is your skill sets because it's your relevance to the job. If you don't know how to optimize your LinkedIn profile to make sure the right skill sets are in the right place, and if you haven't figured out what the 5 or 10 key skill sets are that recruiters are constantly using to search for the type of position you want, then you are getting bypassed by recruiters because they aren't seeing your profile. It's not being included in their search results! How Can You Tell If Your LinkedIn Profile Is Working? You'll know when you've properly optimized your LinkedIn profile for keywords because you will see a lot more views on your profile. And, the more views you get on your profile, the higher up you land in a recruiter's search results. It's just like internet searching and SEO. That's how you get employers to find your LinkedIn. The takeaway? Optimizing your profile with the right keywords is the secret to getting found by recruiters. If you want to be found, you've got to give them the right data in your profile! View the full article
  11. Employees at Toast, or Toasters as they are referred to at work, have a lot to be excited about. Toast, Inc., headquartered in Boston, is a cloud-based restaurant software company that provides restaurants with a management and point of sale system. Toast's services are currently in high demand, which means endless growth opportunities for current Toasters and numerous job opportunities for prospective Toasters. Putting The Focus On Company Culture Toast is not afraid to boast about its company culture. Toasters work hard in a fast-paced environment, so having a company with a strong culture is one way to show appreciation for those efforts, according to Employer Brand Manager Natalie Audelo. "What you see at Toast is authentic," says Audelo. "It's real, not just talk." Two major components of that culture are the phrases "bring your full self to work" and "no ego." Toasters are a diverse group with many talents and are encouraged to be themselves in the workplace, while the "no ego" mantra is observed from the top-down. Executives at the company don't sit behind glass windows and are often seen interacting with Toasters, says Audelo. "We treat everyone here with the same level of have to check your ego at the door." Audelo says Toasters also have a real appreciation for the work they do in helping restaurant owners run their businesses more efficiently. "There's a real cool component to the technology and the impact it has on our customers." Employees seem to appreciate the company's mission and culture. "The opportunity that we have to become the leader in the restaurant [point of sale] industry is the kind that you're lucky to see even once in your career. It remains a privilege to work alongside the incredibly talented team here," one employee wrote in a review. "The culture and environment is excellent. Everyone is happy to be here, and gives their all everyday - not because they are forced to, but because they believe in this company's mission and the product we sell. It's truly something to get behind," another employee wrote. A Team That Plays Hard, Works Well Together "Work hard, play hard" is a phrase that sometimes gets thrown around when employees describe the culture at Toast. Audelo says having that type of culture is a way to keep Toast's growing workforce connected. The company holds fun gatherings, such as open-mic nights and seasonal celebrations. Toasters recently enjoyed great food and drinks from local customers at their annual Oktoasterfest celebration. Smaller teams within Toast will also schedule gatherings to do fun activities outside of work, such as bowling or cooking classes. "It's easy to become siloed as you grow," Audelo says. "But, what helps companies scale well is staying connected to everyone and what they're doing....these events really humanize that." Toasters showcase some of these fun activities on the Life at Toast Instagram page. Toast also puts an emphasis on employee recognition and strong internal communication. Peer-nominated "Toastie Awards" are a way Toasters can nominate each other for good work. Quarterly winners receive stock, an amazon gift card, and dinner with company executives, Audelo says. Another way employees are recognized is through the company's popular internal Slack channel "Appreciate," where Toasters can leave messages of appreciation for each other. Toasters can also casually interact on a daily basis at the Toast Pub, the company's social hub, where employees can chat over snacks and coffee or play a game of shuffleboard. The pub is often used for small pop-up events and collaborative projects.There's Always Room For Growth There are a number of examples of Toasters starting with the company in one role and advancing into another or changing directions within the company. "We put a big emphasis on growing our people," Audelo says. "Especially since our hiring is only going to continue to accelerate." To foster employee growth and learning, employees are given a $1,200 professional development stipend to use on books, conferences or any type of course or program related to career growth. Additional benefits available to employees include unlimited vacation time and flex hours, a wellness stipend that can be used on any type of personal wellness activity (gym, spa, acupuncture, mental health, etc.), and on their five-year anniversary employees are given a one-month paid sabbatical to use as they please. Toast has doubled in size in the last year and currently employs 2,400 people and shows no signs of slowing. In addition to its headquarters in Boston,Toast also has offices in Omaha, Chicago, Portland (Oregon) and Dublin, Ireland. Want to know what it's like to work at Toast? Check out Toast's careers page. Toast earned Work It Daily's Culture Champion Badge. Are you interested in having your business featured by Work It Daily? Learn more about Work It Daily's Champion Badge Program and get your business in front of job seekers looking for their next great job opportunity. View the full article
  12. Drift is the fastest-growing technology company in Boston, but it remains committed to fostering a company culture of openness and teamwork. On the surface, that may not seem like an easy task for the conversational marketing platform that has gone from 82 employees to 300 in 18 months, and could be up to 475 employees by the end of 2020. But, when you hire the right people, the culture often follows suit, according to Dena Upton, vice president of people at Drift. Upton says, in a competitive environment where there sometimes seems to be an "arms race" among companies for the best benefits and perks, Drift's employees remain the company's biggest perk. "They believe in the product, they believe in being disruptive in marketing," Upton says. "They're excited about what we're doing." Drift Is Committed To Its Leadership Principles Upton says a big part of having the right kind of company culture is hiring people who will buy into the company's eight leadership principles. For those who buy in, the opportunities for growth and success are unlimited. Those principles are: Put the customer at the center of everything you do. Create a culture of respect and trust. Practice extreme ownership. Have a bias for action and deliver daily results. Stay scrappy. Push for high standards. Be a curious, learning machine. Seek feedback, not consensus. Upton says Drift is clear about their expectations and they want employees who are up for the challenge. The company's founders also put a lot of focus on having a diverse workforce. "If you're coming to Drift, you're looking to make an investment in yourself and challenge yourself every day," Upton says. "Drift is a place where you can constantly reinvent yourself." Employees who buy into the company's leadership principles seem to enjoy the challenge. "I've been continuously pushed outside of my comfort zone, provided unprecedented learning opportunities, and more than anything, I've been empowered to make Drift a better place," one employee wrote in a Glassdoor review. "While it hasn't always been easy, it has been truly rewarding." "The leadership principles the company strives towards are truly inspiring, and having a solid understanding of what they are and how you can implement them in your current role leaves you with a very clear understanding of how you can level up within Drift," another employee wrote on Glassdoor. Good Communication Is Essential To Drift's Success As Drift continues to grow, "extreme transparency" remains at the center of its culture. Upton says that decisions made by the company's top executives are quickly shared with everyone. The company also promotes transparency with their two weekly meetings, Monday Metrics and Show & Tell, which happens every Friday. At the Monday meeting, Drift executives go over key metrics of the business, and the different teams within the company discuss what they're focusing on for the week, while Friday's Show & Tell is a relaxed way to revisit the goals of the week and discuss what was accomplished. Upton says the meetings are a way to bring the entire company together and make sure employees are invested in the company, even as it continues to grow. "We want it to still feel like a small company, even if it's 300 people." The Perks Of Working At Drift One of the most popular perks of working at Drift is the company book club, where employees can choose from a large list of books to order from each month. Upton says the company is a big fan of reading and the club is an opportunity for employees to quench their thirst for knowledge and be entertained. Employees can also gain additional knowledge through Drift's "Seeking Wisdom" podcasts and through the company's speakers series, where notable people in the profession share their experiences. A daily perk offered by the company is catered lunch. Upton says employees aren't obligated to eat at work, but the company offers the benefit so employees have one less thing to worry about during the day. Drift also offers sabbaticals to employees every three years. The sabbatical is a paid month off and the only requirement is that those who take the sabbatical share their experience with the team when they return. Upton says some employees have used the sabbatical to travel to India, motorcycle through Vietnam, and some have just taken "staycations" at home. "It's a time to reflect and invest in yourself," she says. Drift has offices in Boston, San Francisco, Seattle, and will soon open an office in Tampa. The company continues to grow and is on the lookout for new talent. Want to know what it's like to work at Drift? Check out Drift's careers page. Drift earned Work It Daily's Culture Champion Badge. Are you interested in having your business featured by Work It Daily? Learn more about Work It Daily's Champion Badge Program and get your business in front of job seekers looking for their next great job opportunity. View the full article
  13. When it comes to caring about employees, Malouf believes that actions speak louder than words. The Utah-based bedding and furniture manufacturer honors that belief by offering a strong benefits package to not only make Malouf an attractive place for new talent, but to build camaraderie among current employees, making them want to stay with the company over the long-term. Founded in 2003, Malouf consistently ranks as one of the top places to work in Utah and ranks #8 on Glassdoor's Best Places To Work 2019 list for small and medium-sized businesses. While the company's employee benefits package is only one piece of the puzzle, it's a large piece.Malouf's Employee Benefits Malouf covers 100% of the health insurance premiums (medical, dental, and vision) for employees and their families, including non-married partners. The company also offers a $35,000 life insurance policy, long-term disability, and a fully vested 401(k). "We are all about caring for our employees and that runs on a deeper level," said Malouf Employee Experience Manager Matt Vance. "Our appreciation for our employees is very real and we put our money where our mouth is." Vance explains that an employee's well-being goes beyond just medical benefits. For example, Malouf offers significant product discounts where an employee can buy a $3,500 mattress for less than $1,000. "We want our people to sleep well," Vance said, noting that a well-rested employee is a happy employee. Malouf's focus on employee well-being also includes free salon services once a month, weekly yoga, and an on-site gym with a basketball court. Vance said the company uses data analytics and employee engagement surveys to constantly keep its pulse on employee needs, feedback, and concerns. Vance noted that research shows companies that rank high for employee satisfaction perform better on the stock market than S&P 500 companies. "Happy employees are more productive and loyal and they provide better service to customers," Vance said. Malouf's robust benefits package currently has a perfect 5.0 rating on Glassdoor. "The benefits at Malouf are unmatched!" one reviewer wrote on Glassdoor. "The insurance premiums are covered 100% for employee and family, the perks are unbelievable," another reviewer wrote. "Hands down Malouf takes excellent care of their employees." There's Always Something Cooking At Malouf Making sure that employees are well-fed is also a major priority at Malouf as employees will often eat a gourmet, farm-to-table lunch together in the Malouf kitchen. The company has an in-house culinary team, grows produce from its garden, and makes its own bread, according to Vance. As an example of the kitchen's gourmet food offerings, one of the company's most popular meals is a paper fish dish made from Hawaiian sea bass. "Everything is knock your socks off good," Vance said. "It's next level for sure." Employees agree. "Lunchtime is the best—there is no restaurant in town that can compete with our delicious and healthy lunches," said a Malouf employee on Glassdoor. Lunches are catered at Malouf's distribution centers where the economy of scale does not justify an in-house kitchen facility. Including healthy food options for all employees at all sites is a goal, according to Vance. The company also likes to bring the workforce together and show appreciation by throwing parties. Malouf recently held a family-friendly carnival complete with animal shows at its summer gathering. The company has previously held casino nights and celebrations around Halloween and Cinco de Mayo. They also throw a large Christmas party in Salt Lake City every year. "Our company events really build the culture here and help employees get to know each other. We work hard to know everyone's name and that creates a family-like atmosphere and builds a lot of mutual respect across departments," a Malouf employee said on Glassdoor. Malouf Gives Back Giving back is another major focus at Malouf, according to Vance. Malouf recently became a Benefit Corporation to reinforce sustainability initiatives and is focused on fighting human trafficking through the Malouf Foundation, where a portion of every Malouf purchase goes to supporting the foundation's efforts. Employees are encouraged to volunteer through the company's charitable time-off program. "We feel fortunate and confident in how we treat our employees and what we're able to achieve in our industry and in society," Vance said. Vance credited the company's founder, Sam Malouf, for his humble approach that sets the tone for the company's focus on its employees and charitable endeavors. A Growing Company Malouf started as a two-person operation in 2003 and has grown to 450 employees currently. Vance said the company expects to be up to 1,000 employees in the next 3-5 years and will have a new office that can fit up to 1,200. In addition to its main office in Logan, Utah, Malouf has distribution centers in North Carolina, Texas, and Ohio. Want to know what it's like to work at Malouf? Check out Malouf's careers page. Malouf earned Work It Daily's Benefits Champion Badge. Are you interested in having your business featured by Work It Daily? Learn more about Work It Daily's Champion Badge Program and get your business in front of job seekers looking for their next great job opportunity. View the full article
  14. By the end of 2015, Power Home Remodeling Group was a growing company with a strong culture that had just been named as the best place to work for millennials by Fortune Magazine. But Michael Hansen saw the potential for so much more. Hansen served 7 years of active duty in the U.S. Marine Corps and had recently become a team leader at Power. "I noticed our camaraderie [at Power] was the closest thing I found in corporate America that matched the Marine Corps," Hansen says. Both Hansen and company leadership had wanted to start a veterans program for awhile and realized that with a strong company culture already in place, the time was finally right. In 2016, the exterior home remodeling company launched the Power Veterans Initiative. Since that time, the results have been a success for the company and the workforce. Veterans Help Power Grow Its Workforce Hansen, founder of the Veterans Initiative and Power's national director of military affairs, says the goal of the initiative is to capture some of the best and brightest talent from the military to help Power scale and grow. He says the company is consistently growing at a rate of 20 percent annually and the Veterans Initiative is a large part of that. "It's not a charity, it's not a philanthropic endeavor. This is a strategic business initiative because we're able to capture unique access to unique talent that we normally wouldn't get from our traditional talent pipeline," Hansen says. Hansen says veterans are coachable, trainable, and adaptable—all skills that are essential to not only adapting to life at Power, but to ultimately succeeding and growing at Power. Whether it's sales, marketing, or operations, veterans are succeeding across the board. Veterans are currently the top performers in sales in 10 out of 16 Power territories and veterans currently lead in every statistical category in customer development, according to Hansen. "They got a breadth of work experience that's equally, if not ten times better, than some of the other applicants we're getting just because of the magnitude of leadership and responsibility they had to uphold in the military." Employees with senior military experience have been a huge asset in Power's strategic planning efforts as far as scaling and logistics, as many have experience supervising and moving soldiers and equipment during military missions, skills that transfer well into Power's workforce, Hansen adds. The Sky's The Limit For Power's Veteran's Initiative Power currently employs 225 veterans, which represents 8 percent of its workforce, and 13 percent of the company's new hires are veterans or military spouses. Power's workforce is expected to double in the next five years and veterans and military spouses could make up 15 percent of that workforce, according to Hansen. The company will also have better access to military talent through legislation that allows for internship and corporate fellowships for military personnel. Hansen says this will provide an opportunity for mid/senior-level military personnel to do three-month, government-paid fellowships with Power. "We can use that three-month fellowship as a bridge to expose them to us and find a better position and customize a position for them with is," he says. Veterans who are with the company for 90 days are eligible for a $3,000 signing bonus to help them with the transition to the job. Outside of the Veterans Initiative, Power has a strong reputation nationwide for their focus on energy efficiency, sustainability, and solar and clean technology. Hansen says Power is a "growth-minded organization" that's expanding across the country. The company is headquartered in Chester, Pennsylvania and has 16 satellite locations serving in 24 states. "We're really just building the tracks across the country, so as new clean technologies continue to become available, we're trying to be the best interface for the consumer so they can be at almost net zero or producers of their own energy," he says. The Veteran's Initiative has played a major role in the company's success and that success goes back into the initiative. "By aligning our military program with a business strategy, we're actually able to propel our business and the propulsion of the business is allowing us to grow this initiative," Hansen says. Hansen hopes other companies will follow Power's example and treat veteran initiatives as an essential part of their business plan, and not just a feel-good measure. "As a veteran my goal is to show people what we're capable of and also tell other veterans of what they're capable of and I think because of that, not only are we changing the narrative about veterans across the country but we're changing the narrative about veterans to veteran themselves." Power Aims To Keep Its Workforce Connected Power brings portions of its workforce together on a yearly basis during three company summits. One summit focuses on women, another focuses on diversity and inclusion, and the last one focuses on veterans. These summits include leadership training and team-bonding activities, according to Hansen. Hansen says Power has a 12-person special events team that works to put together and promote company-bonding/community service events throughout Power's different territories. Power also ends each year with a company-wide retreat to Mexico. "We really try to promote connecting people with each other and their communities and that over time across the aggregate of the company creates this very big groundswell of connection to community and connection to each other," he says. Want to know what it's like to work at Power Home Remodeling Group? Check out their careers page. Power earned Work It Daily's Leadership Champion Badge. Are you interested in having your business featured by Work It Daily? Learn more about Work It Daily's Champion Badge Program and get your business in front of job seekers looking for their next great job opportunity. View the full article
  15. Staying active at work can be a real challenge. It's easy to get sidetracked with projects and meetings, and not even realize you've been sitting for a couple (or more!) hours. So, how can busy professionals be more active during the work day? Thankfully, there are a few simple ways you can change your daily routine so that it is more active and you are less sedentary. We all know how important it is to be active throughout the day so we are expending energy, moving our joints, working our muscles, and staying flexible. With that in mind, here are four tips to be more active at work today! Track Your Steps & Calorie Burn Our first tip is to have something to track your steps and calorie burn throughout the day. You can use an Apple Watch, a Fitbit, or just a pedometer so that you have something monitoring your activity level and telling you that you're moving enough. Plus, it feels like a real accomplishment when you know you've met your goal of 10,000 or 20,000 steps! Park Farther Away From Your Destination via GIPHY It's all about squeezing more activity into what you already do. When you're running errands or going to work, for example, instead of looking for one of the closest parking spots, try to park as far from the door as possible (if it's safe!). Just think how many more steps you'll walk if you do this all day long! Take The Stairs via GIPHY Our next tip is stairs, stairs, stairs. Wherever you are—at work or at home—always take the stairs. It may take you a little longer, and you may be out of breath at the top, but it's worth it. Taking the stairs is so beneficial to your overall health and cardiovascular system. Make it a goal to take the stairs at least once a day, if not two, three, or four times. Start now, and see how much easier it is to walk up the stairs in a month's time. Add Activities To The Ones You Already Do During The Day via GIPHY Lastly, try adding some type of activity to activities you already do. For example, we all go to the bathroom. So, before or after every visit to the bathroom, do something. Whether it's squats, lunges, push ups, or another body weight resistance exercise, you'll be sure to get moving if you make it a goal to do so! We hope this motivates you to add a little more activity to your busy workday. If you don't have time to go to the gym, you can still incorporate physical activity into your existing daily routine. Over time, making these small changes to your daily routine will make a big difference! Like what you learned today? Be sure to follow Amber on Instagram at @AccentuateWellness to discover more fun workouts, healthy recipes, and helpful lifestyle tips! Note: Individuals should always speak to their physician before making any significant dietary or lifestyle changes. View the full article