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Posts Tagged ‘Gregory Giangrande’

Should You Hire a Career Coach?

Job-SearchWe know the feeling all too well.

You’re in a job just itching to get out, you’re putting feelers out all over the place to network and you’re getting a little anxious. We get it.

According to a piece in The New York Post, one parent wanted advice as to whether or not he or she should enlist the services of a career coach for his or her job hunting daughter.

Gregory Giangrande, human resources executive in the media industry, suggested exhausting all of your free resources first. Ask your friends and family for advice, reach out to career services at your alma mater and ask for informational interviews.

He writes, “There are few absolutes in the job search, but one is never to pay for a headhunter or job placement firm. They make money placing you. For the average job seeker, I’d exhaust all other free advice from those in your network before retaining the services of a coach.”


How to Handle Working for Family-Owned Employers

Ah, the family business. If you’re not a family member but you’re employed by small business owners who are related and often squabble, proceed with caution.

As per a piece in today’s New York Post, there are a few pointers to keep in mind. For starters, avoid getting drawn into their own disputes.

Human resources executive and columnist Gregory Giangrande writes:

“Remember, no matter what, you’re not family. You’re not going to inherit the business. You are an employee, and you have no more business getting involved in personal family disputes that spill over into business than you do as their guest at Thanksgiving dinner trying to referee a holiday family smack-down.” Read more

Monday Management Tip For New Bosses: How to Get Your Team On Board

Happy Monday one and all! If you’re a new boss to a group, listen up. A few of your employees may not be on board and thanks to some tips in today’s New York Post, there are a few strategies to consider.

Gregory Giangrande, an executive human resources officer in the media industry, explains the first key is evaluating one’s staff to identify strengths and weaknesses “while articulating a vision and strategy for what needs to be accomplished.”

If you really want your team to succeed and thrive (and who doesn’t, right?), you’ll need to let them feel like their contributions count. Per the piece he points out, “But in order for a team to really thrive andthe business to succeed, people need to be bought in and feel passionate about the goals and strategy—otherwise they can’t put forth that discretionary effort to really make a difference.”

If they still maintain a poor attitude, then one bad apple may indeed spoil the bunch. He adds, “Threats don’t work, but if they’re not ‘all in,’ you’d do better to have them all out.”

How to Handle a Bully Boss

If you’ve ever been bullied by a boss, you know the dreaded pit in the stomach feeling. After all, they’re an authority figure and it may not seem so easy to stand your ground. You should feel empowered though knowing you don’t have to put up with it!

According to a piece in today’s New York Post, there are a few ways to handle the situation.

For starters, columnist and human resources executive Gregory Giangrande explains, “First, you want to make sure your new boss really is a bully. Some people confuse bullying with hard-driving, high-performing execs who have little tolerance or patience for poor performance.” Read more

The Scoop on Sick Days: Privacy Rights & What You Need to Know

It’s not atypical to call out sick. After all, we’re all under the weather from time to time. The question though is what happens when your employer asks for medical certification during this time to document it.

Well, today’s New York Post tackles the topic in reference to a reader asking if this violate’s his or her privacy.

Here’s the scoop: The information your health care provider may share falls within the Health Insurance Portability and Accountability Act. This includes the specific type of information it may disclose, to whom and when.

In the piece, human resources executive Gregory Giangrande writes:

“It generally doesn’t govern what questions your employer asks. In fact, your employer is permitted to ask you for a doctor’s note or other information about your health if the information is needed to administer sick leave, workers’ compensation, wellness programs or health insurance. However, your doctor may not disclose such information to your employer without your written consent. It is unlikely your employer is asking why you can’t work and more likely they just want medical certification that you are unable to work.”

Three Ways to Climb the Corporate Ladder (& Move Up After Being in the Same Role for Years)

Some people leverage a role as a receptionist, administrative assistant, intern, mailroom clerk — you name it – to get their foot in the door, make connections and work impeccably to climb the corporate ladder.

Well, not every position is a launching pad. What happens if you’re an administrative assistant at a magazine for 10 years and suddenly you decide to lean on your current job as a stepping stone? According to a piece in today’s New York Post, one of the first action plans encompasses pursuing a college degree.

1. Get schooled. In the piece, Gregory Giangrande, executive human resources director in the media industry writes, “The unemployment rate is three times higher for non-degree job-seekers than those with college degrees. Beyond that, your next step in education is directly related to what your interests are and where your skills lie.” Read more

The Scoop on the General Release & Agreement

In case you haven’t heard of the General Release and Agreement, we’re here to give you some insight.

Here’s the deal: Let’s say you get laid off and an employer gives you documentation for your signature in exchange for severance. Essentially, the document indicates you’ll waive your rights to sue the company and that you won’t say anything negative about it. Read more

How to Handle a Big Promotion With a Tiny Raise

Congratulations! You worked hard, got recognized and landed that coveted promotion!

What happens when the dust settles and you realize your salary hasn’t been properly increased to reflect the new job responsibilities?

Gregory Giangrande, executive human resources officer in the media industry, writes in his New York Post column:

“Speak up, but craft your message and the timing carefully: Express gratitude for the acknowledgment and enthusiasm for taking on more responsibility. And it is legitimate to say you thought the compensation would be commensurate with the new job.”

Essentially, the conversation surrounding the factors relating to compensation could be helpful from a growth perspective to hear upper management’s reasoning behind the insignificant adjustment. Plus, it gives you the opportunity to hold your ground and move forward to “revisit and review the compensation in the future.”

How to Handle Giving Four Weeks Notice & Then Leaving After Two

When we read this piece in today’s New York Post, we couldn’t nod our heads more in agreement. Not that we agree with the scenario but that we’ve seen it happen time and time again.

Loyal employee decides to give four weeks notice to a current employer before jumping ship — ample time, right? Out of respect, the employee wants to wrap things up and leave things on a really good note.

Screeeeeeech! Yes, that would be the sound of fingernails on a chalkboard.

Lo and behold, the employer turns around to tell you they only need you for two weeks and after that, you’re free to leave. And they’re free to stop paying you.  Read more

The Age Discrimination in Employment Act & What You Need to Know

A piece in today’s New York Post reminded us to share information about age discrimination. So many times job seekers may say they removed their year of graduation from college or even nipped and tucked a few jobs so it wouldn’t look like they were overqualified in the work force for two or three decades.

While we think the experience is golden and may be the reason why you get considered for a job in the first place, aging itself can create topics for discussion. For instance, a reader is approaching the age of 40 and his or her father indicated form his own experience it’s very difficult to get promoted after that milestone birthday.

To set the record straight, Gregory Giangrande, chief human resources officer at Time, Inc., explained:

“He may have been referring to a law Congress passed in 1967, the Age Discrimination in Employment Act. This act actually protects individuals who are 40 years of age or older from discrimination, with respect to any term, condition or privilege of employment — including hiring, firing, promotion, layoff, compensation, benefits, job assignments and training.” Read more