The Story That Inspired Me to Start a Business Based on Empowering Women

The Story That Inspired Me to Start a Business Based on Empowering Women Sometimes, when were feeling silly, my daughter and co-conspirator in business, Lily, and I dance around ur house singing Drakes Started from the Bottom. My favorite part of that song is the line now the whole team here. To me, making it in the business world is so much sweeter when you can bring yur team along with you, and thats the ethos thats guided me as a founder and CEO. To say I was raised in humble surroundings would be an understatement. I grew up in a trailer park in Salt Lake Citywhich was a step up from the apartments we lived in before thatwith my single mother, who worked two jobs to provide as best she could for us. Those early years marked the beginning of my internal struggles. At 14, I ran away from that trailer, opting instead to live on the streets, couch surfing when I could find a place, and covering up my feelings with drugs, alcohol, and other destructive behavior. This upbringing stunt ed my ability to get a proper education or even traditional employment, but its also what inspires me to put womens empowerment at the center of my business. Many sober years later, I run a multi-million-dollar company, LunchboxWax. We have 40 salons across 12 states. I believe it is my purpose in life to create economic opportunity for women through LunchboxWax to ensure they have the options in life I lacked in my youth. And the best part about our growth is seeing women rise with the business.Take Tina Maxwell, our Quality and Training Director. Her rise from waxologist to a director at LunchboxWax corporate epitomizes whats possible when you allow your employees to prioritize their personal growth. After 8 years with us, shes leaving her position and a department she helped build from the ground up. Shell be just 20 miles down the road, owning and operating her own salon.Tina embodies the intrapreneurship model we seek to foster. This model means we treat our salons like labs, t esting out what works, whats fun, and what makes guests feel confident and beautiful inside and out. This starts on day one for our waxologists, most of them young women who may or may not hold a traditional four-year college education (spoiler alert I also never got a college degree). We build in two hours of professional development each week for waxologists to pursue creative marketing, customer engagement or other skills that allow them to practice intrapreneurship and share their creative ideas.Thats what a culture-first company is to me one that recognizes the power of its employees and focuses on their personal and professional growth.The best leaders are visionary and yet head-heart connected, Carrie Morgan, Lunchboxs Vice President of Culture and Leadership, shared in an interview recently. If a business is too heart-driven, it cant become successful or sustainable. If its too bottom-line oriented, it creates more dysfunction... The best leaders (and companies) seek balance and find their true north, grounded in integrity.Creating this sort of workplace culture pays dividends beyond happy employees. It strengthens our communities, because our people have time for their families and can nurture their life outside of work through hobbies, volunteering, or a side hustle. And it strengthens our business, because our people believe in something bigger than themselves and are excited to be a part of a brand that is leading a movement toward beauty rooted in confidence and economic empowerment.More inspiration5 Incredibly Inspirational People Who Prove Hard Work Pays Off99 Inspiring Life Quotes15 Famous People Whose Stories Will Inspire You To Be Persistent

The Tried and True Method for Technical Resume Writing Tips in Step by Step Detail

The Tried and True Method for Technical Resume Writing Tips in Step by Step Detail The look of your resume is essential. Resume ought to be written in a fashion that describes your entire profile in a systematic way. 1 approach to sharpen your focus is by way of an objective statement. Your resume should be formatted in an easy, professional method. Facts, Fiction and Technical Resume Writing Tips Adequate work and giving a massive wage is the dream of several individuals. Nobody is paid to just produce effort. An important part of your resume is the work objective. Any appropriate experience from the telecom industry is going to be a bonus. Its possible to discover all sorts of job in the telecommunication market. More than a few companies receive hundreds of resumes at any particular time. They can get a great number of resumes and most of the time they scan the resumes. The Ultimate Approach to Technical Resume Writing Tips Success in discovering the dream job is dependent largely on candidates resume. Youve got to describe all the appropriate experience youve got. When youre asking for work in the tech business, its important that your resume to accurately reflects your abilities and experience in the specialty. You might want to change the skills you list based on the responsibilities of the job. The Tried and True Method for Technical Resume Writing Tips in Step by Step Detail fruchtwein technical positions will require some sort of degree, which means you will need to include your education on the resume. The information has to be relevant to the position youre applying for. Thus, the aforementioned information will let you draft your very own effective architecture resume which can help you to get the wanted job. Its also essential to include information on the subject of the certifications and teaching license within it. One other important consideration for your resume is the kind of paper you use. Folks expect to understan d how specific youre about tailoring your cover letter according to the specifications of the business and job profile youre applying for, so you need to make sure comes across in your cover letter. When you fully know how to position yourself, writing your summary statement will be a lot simpler. Your resume need to have a skilled and neat appearance. ur resume builder will provide you with tips and examples about how to compose your resume summary. Need to a cook is offered by other sections. For instance, ensure you include keywords from the work description in your resume. Is intended to help you will help him secure a careful accounting of making a good. After you have your resume sample in place, after that you can make modifications in the sort of deletions or additions as per any specific requirement. You should be exceedingly careful in making use of a template to compose your resume. The format of your resume ought to be easy and plain. Things You Wont Like Ab out Technical Resume Writing Tips and Things You Will Employers simply dont have the opportunity to read every page. Effective resume writing can be hard, but its the most crucial thing you can do in your job search. If youre job hunting, look at posting your resume to your FB page. Resumes are always accompanied by a cover letter, also referred to as a work application letter in some specific countries.

Employee Incentives and Rewards Why Theyre Essential for Maximum Production - Spark Hire

Employee Incentives and Rewards Why Theyre Essential for Maximum Production - Spark HireEmployers, supervisors and managers- you have GOT to incorporate incentives and rewards into your production goals planning OK, so be honest. Did you just cry out yes or did you cringe? Your guess is as good as mine as to why the inclusion of employee incentives rewards is nott an expectation of management by now. Whether its ignorance or just plain laziness, there really is no excuse for managers not to craft some kind of motivational structure to your goal planning. Failing to do so doesnt help you or your employees.To explain, I will refrain from loading this post with statistics like the ones that have already been ignored by our potential cringers in the crowd. Instead, let me offer some personal testament. The president of the company I work for understands what a vital component of a healthy workplace culture employee incentives and rewards are. Let me tell you just a few of the small and simple, yet powerful, ways she implements incentives and rewards and how Ive personally witnessed their effects1. Recognize LongevityOn each anniversary- she recognizes annually- congratulate and thank employees for their commitment and contributions to the organization. Not a real people-person? A simple card left on a desk would do the trick. My president also gives a gift of $10 per year on the anniversary. Also, the anniversary date is shown on the company intranet so that other executives and coworkers can recognize too. For my coworkers and I, our anniversary date is like a professional Christmas morning. What will be on your desk when you come in on your anniversary? She always leaves a card and sometimes a small candy bar or other small treat2. Allow Employees to Let Their Hair Down- SometimesHosting a jeans or casual day is a really easy and completely cheap way to communicate to your employees that you are a real person who appreciates an occasional, comfortable day at the office. Pair earning casual days with a goal as a great incentive- itll be one that employees quite literally can feel the reward of. We have jean Fridays- mostly throughout the summer- when business gets the busiest for us. She generally sets a specific time-frame (four weeks, maybe) but if we do well, she often extends it noting, because you all have been working so hardjean days are extended for X number of weeks.3. Spoil Them, Modestly Is there a snack or treat that youre known for making for your family? Are you famous for a silly impression of someone or something? Would the office enjoy a game of some kind? When they do well, or when they need a pick-me-up, share some love. My president is famous for cakes. We get cake for every occasion, and sometimes just as a surprise. She doesnt make it herself, but its always something different and tastes delicious, and in the middle of an otherwise hectic or slow afternoon it helps us get back on track.We all know that nobody ever dre ams of a job just punching in and out without so much as a smile or a pat on the back throughout the years, so dont let that happen under your watch. If you need inspiration, consider the worlds best boss of NBCs hit show The Office, Michael Scott. The show depicts Michaels annual Dundies awards as an occasionally offensive, yet effective reward system The point is that your employees connect positive rewards with you, and their company.renommee Courtesy of Guy.com

The Benefits of Providing a Financial Education for Employees

The Benefits of Providing a Financial Education for EmployeesThe Benefits of Providing a Financial Education for EmployeesThe Benefits of Providing a Financial Education for Employees DeZubeFinancial education can be a significant benefit for employees. But did you know it also benefits employers?Employees who are better at managing their finances are less likely to end up with financial woes. That may also mean fewer requests for salary advances or hardship withdrawals from company 401(k)s.Financial stress can impact your workforce in negative ways by reducingworker productivityand increasing absenteeism.In fact, financial angst is more common than you might realize. More than half (52 percent) of respondents from PricewaterhouseCoopers 2016 Employee Financial Wellness Survey said theyre stressed about their overall finances 28 percent said their financial problems were a distraction at work.Financial education for employees can be a budget friendly investment with easy setup and la sting value.Large Company BenefitsMany large companies recognize the benefits of offering workers some financial education.Communications conglomerate Cox Enterprises provides employees with free access to one-on-one phone consultations with money coaches. These conversations titelbild topics such as debt counseling, retirement planning, budgeting and student loans, says Senior Manager of Public Relations Elizabeth Olmstead. A Know Your Numbers initiative provides a partal retirement readiness statement to eligible Cox employees to help them stay on track with saving for a comfortable retirement.These programs have had positive results and led to higher employee participation rates in retirement savings plans. Management cares about these programs and helps drive them as educational tools for employees to understand and utilize their benefits, says Olmstead.Organize Initiatives EconomicallyThe good news is that offering financial education and advice neednt cost a lot of money or ta ke a lot of time. Even informal sessions can have profound influences.Nest DC, a boutique property management company in Washington, D.C., schedules a brown bag lunch-and-learn about personal finances for employees. The sessions had a huge turnout and ran three times as long as expected. The meeting showed the company how eager employees were to learn about finances, says Managing Director Veronica Vivas.Nest DC ended up buying access to an online finance program, then offered employees a chance to win a $1,000 drawing in exchange for watching the programs videos and completing short quizzes. It was low cost $10 per person per month, including the budgeting tool, Vivas said.The focus on finances led more people to sign up for the companys SIMPLE IRA (Savings Incentive Match Plan for Employees Individual Retirement Account.) Financial education also helped boost employee morale and cross-team relationships. A group of employees were inspired to save money by cooking lunch together i n the company kitchen instead of going out to lunch.Tap Service ProvidersCompanies that supply benefits to your organization can be a resource for financial education. MassMutual, for example, conducts free, on-site financial workshops called PlanSmart for its clients employees.The great thing about our program is its a turnkey solution employers can plug into, says Allison Mislow, regional PlanSmart director for Barnum Financial Group, Shelton, Connecticut. While the four week, face-to-face program is typically offered only to employers with 500 or more employees, Barnum makes an exception for firms with higher on-site headcounts, such as law or engineering firms.Each week the presenter talks about a financial topic and gives employees homework that applies the lessons to their own financial lives. At the end of the four weeks, employees have a greater understanding of where they stand with investments and how well theyre saving for retirement.The program incites employees to take action, too, with 58% of participants increasing their contribution to 401(k) within three months.Your benefits provider may offer similar programs. Outsourced HR management firm strategic HR inc., Cincinnati, recently asked its retirement plan administrator to send someone in to speak to the companys 15 employees about retirement benefits and general finances. It was a huge hit and demonstrated a need for further training, says President Robin Throckmorton.Explore Smaller OptionsSmall organizations can usually find a local Certified Financial Planner willing to provide financial education, says Aaron Kahn, an independent, fee-only CFP with Wealth Management Strategies, Inc., Pittsburgh.While he does charge a fee to do roundtable discussions with employees, Kahn says the fee provides unbiased advice from someone whos more of a sounding board than a ausverkauf person.I was doing a round table a few weeks ago with a group of mostly Millennials. They were well paid but had student loa ns and they couldnt decide whether it was worth sticking with their current loan balance, consolidating their loans or dumping all their extra income into their loans, says Kahn. Someone from an investment firm might tell the employees to put extra income into investments, while a life insurance company adviser would likely suggest buying a life policy he says. A neutral adviser will discuss pros and cons of each option and how to calculate the best return.Whether you choose to use a financial adviser or a reputable program, implementing financial education for employees has clear benefits forboth organizations and workers alike.

Questions to Ask During a Media Job Interview

Questions to Ask During a Media Job InterviewQuestions to Ask During a Media Job InterviewThe joy you had when you landed a media job interview has probably been replaced by worrying about what you may be asked when youre in the hot seat. Think about what you want to find out about the job during the interview. The answers you get from a potential boss will give you insight into whether the job is right for you and help you avoid being the victim of a schwimmbad job interview. Prepare yourself with these 8 questions to ask during your media job interview. What is Your Management Background? A simple question gets the conversation going. You want to know whether you and your potential boss have a common past. If youve held the same types of jobs, lived in the same states or have some other connection, mention it. It sets you apart from the others who are interviewed and lets you find out whether you share links like that you used to live in Los Angeles, and thats where he went to college. In media, these answers also tell you whether his hintergrund is creative, financial or managerial. If youre a creative writer, you may want someone else with creative skills as a boss, rather than someone whose focus is on following the company policy guide. Whats Your Perfect Day Like as a Media Manager? This question gets you into the heart of the rolle who may lead you. Youve moved beyond the facts of his background to his hopes and dreams. An answer like, A perfect day would be on the golf course, with the office running itself, maybe just a light-hearted response, but it could signal that the boss is less hands-on. That might allow you to have more control over your day, without someone breathing down your neck. In contrast, a response like, Wed have a world exclusive on our magazine cover and sell out all our advertising space, shows the boss is competitive with specific goals. You can decide if you thrive best with a highly-driven leader in news management. What Are the Management Challenges You Face? Asking this will show you the frustrations in this workplace. If you hear, Theres never enough money to cover stories the way I want, shows this manager may have financial battles and might even be bitter about it. Every time I get new hires trained, they leave, might indicate there are personnel issues or that its leid a happy work environment. On the positive side, it could simply be a case of new hires being incredibly ambitious and getting better jobs elsewhere. Every media manager faces obstacles of some kind, includingratings pressureandkeeping employees happy. Dont let the responses immediately scare you from accepting the job. Where Do You See Yourself in Five or Ten Years? You need to know if your potential boss plans on sticking around. If he hits the road six months later, youre left proving yourself again to a new boss, without having time to create a track record of achievement. Theres nothing wrong with a manager who ha s personal ambition. You can end up following him up the corporate ladder or replacing him when he moves on. But its important to know if he has his eyes on the exit door as hes interviewing you. If he does, you may not get the training you need to get started correctly. What Do Your Competitors Do Better Than You? If the answer is, nothing, then the walls are still up youve not made your way into the managers head or heart. Even if the job is a top company, there has to be something admirable he sees in a competitor. You want to know where the manager wants to take his team. Because whatever he thinks a competitor does better is where hell put his focus. They break stories faster than we do, gives you an opening to tout how youve hustled to get an exclusive. They have more Facebook fans, presents a way to emphasize your social media skills. What Happened to the Previous Person to Hold the Job? Now your attention shifts from getting to know your possible new boss to finding out more about the job. Learn what was expected of the person who held the job and whether the outcome ended happily. It just didnt work out, could set a low bar that you can easily leap across. Maybe it shows that unreasonable expectations were made. In either case, you need to find out more, though personnel policies may prevent the manager from telling you everything. She won a Pulitzer Prize and now works for a national newspaper, presents the opposite issue. You will likely feel there are huge shoes to fill, but at least you know the company produces great work. How Much Does the Media Job Pay? Thats probably what you most want to ask. There are risks in asking this question too early or too directly. You dont want to appear as though money is all you care about. You also shouldnt show that you assume youre getting the job just by being in the office. Wait for the manager to bring up the subject. If hes talking about employee benefits, cost of living or whether theres an e mployment contract to sign, then its natural to ask. Prepare yourself in case the manager throws the question back at you, How much do you think it pays, or What would it take to get you to accept the job, are attempts at getting you to say a number. In a friendly way, avoid answering this question. Thats because if you say, $75,000 and the manager was prepared to offer you $100,000, youve likely cost yourself a lot of money. Youre hired might be the managers response, as he mentally congratulates himself for saving $25,000. Its better to say you dont know the cost of apartments in his city or the condition of the local advertising market, so it would be impossible for you to guess. You want the manager to give the dollar figure. Whats Next in Your Search? As youre leaving the interview, you deserve to know where the manager goes from here. He needs to tell you how and when hell make a decision. Dont be disappointed if you didnt get hired on the spot. Some managers have to check with their own bosses before inviting you to join the company. Ask if you can email or call to check with him in a couple of days or weeks. Make sure to send a follow-up thank you notenzeichen for the interview promptly. Most interviews will leave you with excitement, yet some concerns. Weigh all of the managers answers instead of just the ones that turned you off thats what hes doing as he considers you. That way, youll make the right decision when considering whether hes the one to lead you as you move up in your media career.

Customize this Outstanding Pharmacist Resume 2 Sample

Customize this Outstanding Pharmacist Resume 2 SampleCustomize this Outstanding Pharmacist Resume 2 SampleCreate Resume OBJECTIVETo contribute to a pharmacy team as a pharmacist who serves the needs of a diverse patient population, while gradually increasing my clinical role over time.WORK HISTORY2001- 2002 Staff Pharmacist, White Oaks HospitalClinically monitored patients and provided clinical support to physicians Supervised education programs for entire pharmacy staff, including 11 pharmacy technicians and 5 staff pharmacists Processed prescriptions for inpatient pharmacy2000-2001 Staff Pharmacist, LEFT-RITE DrugsProcessed prescriptions rapidly in a community pharmacy averaging 320 prescriptions dailyCounseled public on prescription and non-prescription medications1998-2000 Staff Pharmacist, Community Mental Health CenterManaged reservierung entry and prescription verificationProvided clinical support to physicians and patientsDispensed prescriptions for both inpatient and outpat ient pharmaciesSupervised staff education of 8 pharmacy technicians and 2 pharmacists1994-1998 Staff Pharmacist and Assistant Pharmacy Manager, Xyz CarePromoted to assistant pharmacy manager after 1 yearsSupervised staff, situational projects, and staff educationResponsible for order entry and prescription verification for 3 dispensing systemsManaged control substances inventoryEDUCATION1994 Doctor of Pharmacy, with clinical emphasis on antibiotics.University of MyState at MyCity. 1988 1990 Pre-pharmacy studiesMy UniversityLICENSEMyState Pharmacist License No. 001-9876543 valid till March 2003PUBLICATIONS Smith, Jane.Antibiotic-impregnated cement use in US hospital restrooms.Am Hosp Pharm 2099 550000-55.Smith, Jane and Doe, John.Oral Antibiotic Usage in Hospitalized Patients.Hosp Antibiotics Today 1999 55555-5, 555-5, 555.Customize Resume

CPA Salaries and Demand Are Up

CPA Salaries and Demand Are UpCPA Salaries and Demand Are UpThe 2019 Robert Half Salary Guide for Accounting and Finance Professionals contains some great news for public accountants hoping for a pay raise CPA salaries continue to be strong across the board.Accountants who are well versed in tax and audit are especially in demand. For example, the midpoint CPA salary for public accountants with one to three years of experience in tax services is expected to be $57,500 in the year ahead. Those with a similar amount of audit expertise can expect a midpoint salary of $52,000. At the midpoint, candidates have average experience with the necessary skills to meet the job requirements.Work your way up to manager, and the salary goes up, too. A senior director of tax services, for instance, can expect a median salary of $134,000 in 2019.How does your compensation package compare with the average range in your city? You may be due (or overdue) for a pay raise. Starting salaries vary widely fr om city to city - San Francisco has a market variance of 41 percent, as an example - so use our Salary Calculator to find out what CPA salaries are offered in your city.How to ask for a higher CPA salaryMany professionals, including accountants with in-demand skills and years of experience, feel uncomfortable bringing up the topic of a pay raise. But management wont know whether employees are dissatisfied with their salaries unless theyre told. Whats mora, executives would much rather increase their staffs take-home pay than lose them to the competition. So dont wait for your supervisor to pay you what youre worth. Start preparing now,1. Pick the right time.Its not a good idea to ask during peak periods, such as the height of tax season or the end of a fiscal year. Your request may need to go further than your immediate boss for approval, and theres a greater chance of things getting shelved or falling through the cracks when management is busy. Ideally, the right time to ask for a pay raise is after the busy season and when your boss isnt getting ready for a vacation. Even better is to bring up the topic after youve just had a big win, such as landing a major corporate client or when the department exceeded its quarterly goal.Read All You Need to Know About CPA Jobs and Then Some.2. Schedule a meeting.You need your bosss full attention when you make your case for a pay raise. This isnt something you stop your manager in the hall to discuss. Make sure you have enough time so you dont feel rushed. One possibility is to bring up the subject at the end of your annual performance review. You could also ask during a regularly scheduled one-on-one session, or request a meeting to discuss just this topic.3. Know your value.How much more money should you ask for? Even knowing that salaries are on the increase for pubic accounting jobs, you likely dont know what others in your firm make, so the next best thing is to use the Salary Guide. When deciding on a number, ai m for somewhere above the median but not more than 5 percent above your current salary. Be ambitious enough that youll have room to negotiate, yet realistic enough that your boss doesnt question your judgment.4. Present your case.A managers decision whether to award a pay raise is often a question of value What is an employees contribution worth? So before your meeting, have a list ready of the many ways youve added value to the firm, such as projects youve completed and the number of clients youve served. If youve received thank-you notes from happy colleagues or satisfied clients, include those kudos as well. Be sure to leave this list with your manager, who may need to explain to their own boss why you deserve that raise.5. Be ready to compromise.Negotiating salary may lead to your boss countering with a lower amount or offering you the full increase on the condition you take on additional responsibilities. Whether you accept this is up to you, but consider the offer and respond with respect. Take 24 to 48 hours to decide, if necessary.Beyond CPA salariesIf your salary is already above market value or your employer is not in a position to offer a pay raise right now, you can try asking for employee perks and benefits.The Salary Guide points out that public accounting firms havent historically been places that allow a healthy work-life balance, but thats changing as employers work harder to retain top talent. Depending on your situation, you could request additional time off, a flexible work schedule or a few days a week of working from home.Another alternative is professional development. This can mean the company helping you to obtain industry certifications, placing you in a mentorship program or paying for your membership to professional groups. In addition, management could assign you to projects with the intention of building your hard and soft skills as a precursor to a versetzung and raise.Demand is up for CPAs, so take advantage of the moment. No fi rm wants to lose star performers, and few managers can afford to spare the time it takes to recruit, hire and train new accountants. The time is right for you to ask for a pay raise and get what your expertise is worth. Tags