Latest news with #careeradvancement
Yahoo
11 hours ago
- Business
- Yahoo
How to ask for a raise: 6 mistakes that can hurt your chances — and what to do instead
Only 13% of full-time employees requested a raise in 2023, but 66% of those who did received one, according to a May 2024 Federal Reserve survey. It goes to prove the old saying right: Ask, and you shall receive. Still, asking for a raise at work can be a stressful conversation for many employees. If you ask at the wrong time or in the wrong way, you could hurt your chances. From asking too soon to giving ultimatums, even minor missteps can work against you. In many ways, it's a skill of its own. Here are six mistakes to avoid, along with practical tips to approach salary discussions with confidence and increase your odds of success. Before asking for a raise, it's essential to establish a strong relationship with your manager. Otherwise, the conversation won't go far. 'Before giving a raise, I would want to know what my employee is doing and have a regular cadence where we're meeting consistently,' says Patrice Williams-Lindo, a career coach and manager of five. 'If it's the first time we're meeting, it's impractical to ask for a raise then and there. It's like asking someone to marry you on the first date,' she explains. Set up regular one-on-one meetings with your manager if you haven't already done so. Use that time to keep them updated on your progress, share your wins and make sure you're aligned on goals, including earning a salary increase. It will also give your manager a clear understanding of how you and your work contribute to the team. Do you work for a great organization? Nominate it as one of America's Top Workplaces. Even after you've established a relationship with your manager, avoid requesting a raise in an arbitrary one-on-one meeting, via email or during a casual conversation. Your manager should know the conversation is coming. 'It shouldn't be an ambush,' Williams-Lindo says. 'When you book the meeting, say, 'I'd like to talk about compensation and share the results I've driven,'' she advises. Schedule a dedicated meeting and clearly state its purpose. That way, your manager has time to prepare and come to the conversation with the right mindset. Timing can significantly impact whether your raise request is granted. If you're unsure when your company typically handles raises or promotions, bring it up during your one-on-ones, then use the intervening time to work toward that raise. 'If I'm setting myself up for mid-year, then I need to start at the beginning of the year — if not before — building that case,' Williams-Lindo says. Map out what you want to achieve for the year ahead and start gathering proof points early, so by the time you discuss a raise or promotion with your manager, your case will already be well established. Avoid asking for a raise out of fear or personal financial pressure. Instead, keep the focus on your performance and value. Williams-Lindo suggested saying something like, ''It's been X months — here's what I've done, the caliber of my work and the outcomes I've delivered. That's why I believe I'm qualified for X, Y or Z.' That gives off a different energy than, 'Hey, I don't know how I'm going to pay my rent, and I need a raise.'' Center the conversation on your professional achievements and value. Know what the market is paying for your role and what peers in similar roles (even at other organizations) are making. If you can demonstrate the gap, you're more likely to have a productive outcome. Giving an ultimatum when asking for a raise is a major mistake. Even if you do get the raise, this type of communication can antagonize your manager, damage your professional reputation and ultimately undermine your value. 'This might sound like, 'I need a raise, or I'm quitting.' I appreciate that bravado, but for me, it's a bit of a turn-off, because how did we get here?' Williams-Lindo says. Rehearse your talking points. Calm, professional conversations are far more effective than explosive ones. Be open to negotiation and prepared to compromise on the final amount. Even if you've thoroughly prepared and presented your case well, your raise request could still be denied. If you're told "not right now," ask your manager for specific feedback. There may be outside factors influencing the decision or specific goals you'll need to meet to be considered for a raise in the future. A good manager will explain the reason — whether it's because the company is facing a downturn or because there are performance gaps to work on — and then help you to fix them. Set up a follow-up time — in three to six months — to revisit the conversation. This will indicate that you are engaged and goal-oriented. If your manager is dismissive and doesn't provide clear, achievable paths to advancement, it may be time to reassess if this is still the right place for your growth. This article originally appeared on USA TODAY: how-to-ask-for-raise
Forbes
2 days ago
- Business
- Forbes
Why DuoLingo's CEO Reversed His AI Stance And What It Signals For Work
Three boys from the vintage future reading each other's minds The start of 2025 was fraught with headlines about layoffs and changing hiring plans as companies adopt AI into their workflows and daily operations. This is already proving to be an overestimation of the capabilities of AI and its likelihood to replace humans across every job category. Recently the CEO of DuoLingo walked back his statements about becoming an AI first (vs. human managed) company saying that instead he sees AI as a 'tool to accelerate what we do, at the same or better level of quality.' Similarly in a direct challenge to statements made by the CEO of Anthropic, Jensen Huang, CEO of Nvidia, has gone on record saying that 'AI is a tool to enhance human decision making, not a replacement for it', adding that future career success depends on our ability to learn how to use these tools, not ignore or fear them. While most professionals have already started using AI in their daily work, many are struggling to understand how to prioritize their exploration and understanding of these technologies, and most importantly, how to position this new knowledge to employers and leaders for career advancement opportunities. This begs the most obvious question - 'how do I talk about my usage of AI without making it seem like it's doing my job for me'? The answer to this question is actually quite simple, though it does require a bit of thought about how you reprioritize your daily activities. For many of us AI has become a tool that dramatically cuts the amount of time we spend on repetitive or administrative tasks, including repetitive written communication. AI has also opened up our creative capabilities allowing us to rapidly conduct unstructured research across various topics, and even brainstorm strategic plans without the need for hours of brainstorming and data gathering and synthesis. The best way to communicate efficiencies driven by AI is not only to quantify the time that you're able to win back by leveraging this technology, but by clearly outlining the higher value work that you're now able to do with the extra time that you have – higher level work that simply can't be done by a machine. How you think about positioning this for future career opportunities will depend on your level of seniority and domain of expertise. More senior talent (i.e: managers and leaders) should be referencing how these tools have helped you drive increased operational excellence within your team, with a focus on tangible metrics that another employer may want to see in their own company. Individual contributors can highlight specific tools that have helped them double or triple their output, creating demand for this knowledge at other firms that may have been slow to adopt these technologies across similar departments. In a changing technological landscape it's more important than ever to be able to explain how your forward thinking adoption of technology can make you an invaluable asset to a team. This is both due to the fact that there's varying degrees of understanding of new technologies, and different levels of success actually implementing it within particular organizations or departments. Most importantly, this creates an opportunity for people that have actually learned to use these tools effectively to become trusted thought leaders in their respective fields. No degree or certification can replace the credibility that comes with being able to show tangible results from the time invested in learning how to effectively use a new technology. Better to spend your effort actively learning how to solve problems specific to your field or role vs. worrying about some distant future where technology might replace particular functions that humans shouldn't be spending their valuable time on anyways.
Forbes
3 days ago
- Business
- Forbes
5 Reasons Why 'New-Collar Careers' Are On The Rise In 2025
new-collar careers are on the rise The term "new-collar careers" was first coined by IBM's former CEO Ginni Rometty to describe positions that prioritize skills and certifications over traditional four-year degrees. Unlike white-collar jobs that require a college education or blue-collar work involving physical labor, these roles focus on practical capabilities and technical competencies. Today, new-collar positions offer median salaries exceeding $159,000, according to research by Resume Genius, representing a fundamental shift in how the American workforce values human capital. Five documented forces are reshaping career advancement, creating opportunities that favor skills-based workers over traditionally credentialed candidates. Average student debt reaches $37,000 per graduate, according to federal data. Meanwhile, 41% of recent college graduates work in positions that never required a degree to begin with, creating a compelling economic case for alternative pathways. Information security analysts earn a median salary of $124,910, according to Bureau of Labor Statistics data. Workers entering this field early can accumulate substantial earnings while college-bound peers accumulate debt. According to Junior Achievement, 66% of teens aged 13-17 are likely to consider starting a business or becoming entrepreneurs, suggesting entrepreneurial thinking may prepare young people for skills-based career paths. Early exposure to real-world work experience and entrepreneurship programs provides significant advantages. Teenagers who participate in business mentorship programs, internships, or entrepreneurial education develop practical skills that directly translate to new-collar careers—such as problem-solving, communication, project management, and financial literacy. What this means for you: The traditional college track may no longer offer the best return on investment, especially in fields where practical skills are more valued than academic credentials. Starting skill development in high school through entrepreneurship programs, real-world jobs, or internship experience can provide a crucial head start. Labor market data reveals dramatic shifts in hiring practices. Information security analyst roles show 33% projected growth through 2033—nearly triple the average rate, according to Bureau of Labor Statistics projections. Computer network architects are projected to experience 13% growth. Health services managers are seeing a 29% expansion. Marketing manager roles look to grow 8% annually. Major employers, including IBM, Google, and Apple, have removed degree requirements for numerous positions, prioritizing demonstrated competencies over educational backgrounds. According to Resume Genius data, 65% of employers will prioritize skills and practical experience over formal education by 2025. Why this matters: The job market is actively rewarding practical capabilities over academic achievements. Workers who focus on building demonstrable skills in high-demand areas can access opportunities that were previously limited to college graduates. Online learning platforms, bootcamps, and industry certifications have made advanced skills accessible without traditional institutional barriers. Workers can acquire specialized knowledge in a matter of months rather than years. Professional certifications carry increasing weight with employers. Industry-specific credentials often signal more relevant expertise than broad academic degrees, particularly in rapidly changing technological fields. The speed advantage is significant: cybersecurity professionals can earn a CompTIA Security+ certification in three months, compared to the four years typically required for a traditional computer science education. What this means for career changers: You can pivot to high-paying fields in months, not years. A focused certification program can provide faster entry to lucrative careers than returning to school for another degree. For young people still in high school, combining entrepreneurship programs or business competitions with technical certifications creates an even stronger foundation for new-collar success. The remote work revolution fundamentally altered career accessibility. Every high-paying new-collar role identified in Resume Genius research offers remote or hybrid options. This geographic freedom reduces cost pressures that traditionally favored college graduates. Workers can maintain competitive salaries while living in affordable areas, maximizing purchasing power compared to peers tied to expensive metropolitan markets. Remote work capabilities particularly benefit younger workers who may lack the resources to relocate to expensive business centers for traditional career opportunities. Why this matters to you: Location no longer limits your earning potential. You can access six-figure salaries while living in affordable areas, dramatically improving your quality of life and financial position compared to traditional career paths that require expensive urban living. Artificial intelligence is on the rise, but it is increasing the demand for roles that require human judgment, creativity, and relationship management. Resume Genius excluded positions with automation risk above 50% from their analysis. The remaining roles require strategic thinking, empathy, and complex problem-solving that machines cannot easily replicate. These roles are rooted in judgment, empathy, and real-time decision-making—qualities that AI can't replicate. What this means for your future: Focusing on skills that complement rather than compete with AI provides job security. Roles requiring emotional intelligence, strategic thinking, and complex problem-solving will become increasingly valuable as automation handles routine tasks. All these forces feed off each other. Student debt pushes people away from college. Employers can't find the skills they need. Technology makes learning faster and cheaper. Remote work opens up geography. AI makes human skills more valuable. The result? A completely different job market. Resume Genius research shows this isn't temporary—it's how the economy will work going forward. Companies win, too. They can hire from a bigger pool of candidates, spend less on recruiting, and get workers who can start contributing immediately—no need to train someone for months when they already know what they're doing. Workers can now choose strategies that align with their learning styles, financial situations, and career goals. Success can be more readily attained in new-collar careers if workers focus on developing practical skills, engaging in continuous learning, and achieving demonstrable results. If you can prove your value through portfolios, certifications, and real-world achievements, you will thrive regardless of your educational background. The economic and technological forces driving new-collar careers show no signs of slowing. The question isn't whether these opportunities will continue growing—the data suggests they will. The question is how quickly traditional institutions will adapt to this documented reality.
Forbes
12-06-2025
- Business
- Forbes
5 Reasons To Accept A Job Offer From Your Former Employer
The phone rings, and it's your former manager with a job offer to come back to your old company. Your initial reaction might be one of confusion, skepticism or even a little satisfaction. After all, they reached out to you. But then the doubts start creeping in. Does accepting a job offer from your previous employer mean you're taking a step back in your career? According to ADP Research, boomerang employees accounted for 35% of all new hires in March 2025, up from 31% the previous year and marking an all-time high. This trend spans industries, with the information sector leading with a remarkable 68% of new hires being former employees. Companies like Cognizant have welcomed back 13,000 former employees from 40 countries, with Chief People Officer Kathy Diaz reporting a 40% surge in returning employees over the past two years. These numbers paint a clear picture. Returning to a former employer isn't a regression but rather a career advancement. If you're considering a boomerang opportunity, here are five compelling reasons why accepting that job offer from your former employer could be the smartest career move you'll make. When you return to a former employer, you already understand the company's culture, decision-making processes and key relationships. This institutional knowledge translates into immediate productivity gains. Nela Richardson, ADP's chief economist and ESG officer, describes boomerang employees as having "the best of the new hires and the best of the existing workforce in one person. They get the fresh ideas, the fresh outlook, the new experiences, and someone who's been perhaps successful in their former role." While external hires spend months figuring out how things work, you can jump in and make an impact from day one, positioning yourself for high-visibility projects and rapid career advancement. Document specific examples of how your institutional knowledge will create immediate value. Prepare concrete scenarios that demonstrate how you can address current challenges or contribute to ongoing projects without the typical learning curve. Create a 30-60-90 day impact plan to present during salary negotiations, highlighting quick wins you can achieve based on your existing knowledge of the company. A job offer from a former manager puts you in a uniquely powerful negotiating position. Your previous employer already knows your capabilities and work ethic, while you've gained external experience that makes you more valuable than when you originally left. You can command higher compensation based on the skills and insights you've acquired elsewhere, combined with your existing knowledge of the company. Research current market rates for your role and create a comprehensive compensation package that includes both monetary benefits (salary, bonus, equity) and non-monetary perks (remote work, flexible schedules, additional vacation time, professional development budget). Schedule informal conversations with former co-workers to learn about the company's current salary structure and recent changes in benefits or work arrangements. The experience you've gained at other organizations sets you apart from internal candidates. Your outside perspective helps you spot solutions and opportunities that long-time employees often miss. You bring fresh eyes to ongoing challenges and can share ideas from different industries, making you invaluable for driving innovation. Before accepting the job offer, prepare specific examples of best practices, technologies or methodologies you've learned that could benefit your former employer. Focus on innovations that address known challenges or could create new opportunities. Identify several concrete improvements you could implement in your first six months, backed by successful examples from your external experience. Organizations evolve, and the reasons you originally left might no longer exist. Leadership changes, cultural shifts and strategic pivots can transform a workplace dramatically. What felt like insurmountable issues might have been addressed through new management, policy changes or organizational restructuring. Create a list of specific questions to ask about changes in leadership, policies and culture. Also, look for structural improvements, like new reporting relationships or revised performance management systems. Schedule one-on-one meetings with former colleagues who are still at the company to receive honest feedback about the current environment and any changes that have occurred since your departure. When a former employer extends a job offer, especially through personalized outreach, it signals that you're someone they've specifically identified as valuable. This targeted approach suggests that they're serious about bringing you back and are probably willing to make a competitive job offer. Evaluate whether the outreach feels personalized or like mass recruitment. Genuine interest should include specific details about why they want you back and what role they envision for you. Ask specific questions about why they're reaching out now, what's changed since you left and what unique value they see you bringing to the organization in this new context. While accepting a job offer from a former employer can be beneficial, you should proceed carefully. Be honest about what's driving you to consider going back by asking yourself tough questions and being mindful of potential red flags. Trust your instincts during this evaluation process. If conversations with trusted sources reveal that little has changed, or if you're still experiencing the same negative emotions, returning might not be the right choice. The rise in boomerang hires highlights clear advantages for both employers and returning professionals. When considering a job offer from a former employer, evaluate it as rigorously as any major career decision. Reflect on how the role aligns with your long-term goals, what has changed since your departure and where you now have greater leverage. Rejoining a previous employer lets you combine institutional knowledge with a fresh perspective. When the timing and circumstances are right, returning could be one of your smartest career moves.
Globe and Mail
11-06-2025
- Business
- Globe and Mail
Can you be ambitious at work with little kids at home? How to get ahead without burning out
Question: I have two young children and I'm having difficulty balancing work and family. My partner and I both work in demanding jobs, and between scrambling to pick them up from daycare and their frequent illnesses, we are both running ragged. I am ambitious and I want to advance – how can I progress in my career at this time in my life? We asked Marlene Lenarduzzi, chief risk officer at EQ Bank, to tackle this one: I know the feeling. I have three adult children, and my husband and I both had demanding careers early on. When my kids were little, I remember older women saying to me, 'Enjoy it. It goes by so fast.' But when you're in the middle of it, it can't go by fast enough, because it really is hard. So, first off, be kind to yourself. Acknowledge that yes, this is hard, and this too shall pass. Next, ask for help. Use your network, your family, your friends. And don't be afraid to ask your kids to lend a hand with chores. You'll be surprised at how much they can do. Mornings are busy; everyone's trying to get up, get fed, get dressed, get out the door on time. I kept the cereal bowls, the milk and the cereal at a low level, so the kids could make their own breakfast from when they were four or five years old. It teaches them good life skills and builds their character. When it comes to discussing challenges with your manager, you want to be known as someone who can deliver results and come up with solutions. If you're coming to them saying, 'I have this problem, what are you going to do about it?' That doesn't work well. But if you are coming to them saying, 'This is how I'm going manage this time in my life,' that will go a lot further. So, if you need to drop your children at daycare in the morning and it's hard to get in to work before 9:00 a.m., come up with a solution that says: I will start work at nine. I will leave at 4:00 p.m. because I want to pick my children up from their after-school program. But I will log in at 9:00 p.m. once they're in bed to catch up on what I missed. If you have a reputation for coming to work with great attitude and delivering results, your manager isn't going to care that you aren't available for 8:00 a.m. meetings. I also felt that once I had children, I became hyper-efficient when I was at work. I didn't waste a lot of time. But I do want to say that it's also important to cut ourselves some slack and recognize that we are human. You shouldn't feel guilty about the time that you need to be with your kids, either because they're sick or you want to attend a school assembly. That's so important too. If you want to get ahead, don't forget your network. Make time for those connections. I know it can be challenging to have a drink with colleagues after work if you need to get your kids from daycare, but maybe you can find a lunch or a coffee in the morning to meet with people in your network. You'll find that a lot of people are in the same boat. I'm hearing just as many men saying, 'I have to leave early today because I'm taking my son or daughter to hockey practice,' or something like that. I think there's much more flexibility and understanding for different ways of connecting. These women are leading in male-dominated industries – and they're hiring all-women teams Annastacia Plaskos runs Fix It Females, a home renovation business that does everything from house painting to drywalling to building. The business rapidly grew from three to nearly 40 employees within a few years – all of them women. Hiring only female workers was intentional for Ms. Plaskos, who grew tired of having to prove herself to the male tradespeople she was working with, along with experiencing sexism and pay disparities in the industry. 'For me, showing other women you can do this, that it is possible [is important],' she says. 'You can make the same amount of money that a male can in this industry. It is doable.' Protect the sacred space of leisure from being contaminated by work Gloria Mark, a leading researcher on attention and distraction and University of California informatics professor, warns us to beware of leisure contamination: The tendency while taking a break to still be wrestling with work and family responsibilities. It's a mental spillover of stress into those rare moments that are meant to be restful. 'Psychological detachment – fully detaching from stressors during leisure time – is crucial for recovery from stress. But achieving it in our always-connected, always-on, busy culture is getting harder and harder to do,' she writes on her Substack blog. Feeling stuck in your job? How being the 'CEO of your career' can help you get that promotion 'Be explicit about what your goals and aspirations are. Don't assume that your manager or your organization knows what you want,' says Liz Samson, head of industry relations and operations at Square Canada. 'Come to that conversation prepared with a list of accomplishments and their impact. It shows that you're being proactive and makes your manager's job easier. Share that list in advance to give your manager time to reflect on it. Being proactive and humble and actively asking for feedback really demonstrates a growth mindset.'
