The employees at this company arent allowed to wear shoes

The employees at this company arent allowed to wear shoesThe employees at this company arent allowed to wear shoesHow comfortable are you with seeing the hairy toes of your coworkers?This is the question being posed by Gusto, a San Francisco-based startup. What the startup actually does - helping businesses with human resource management tools - is less interesting than its unusual office policy, which may be a perk or a nightmare, depending on your stance on sweaty bare feet. According to the San Francisco Chronicles profile on the company, the company has a no-shoes policy.When you visit Gusto, you are asked to take off your shoes. To ease their transition into a shoeless world, guests are given disposable paper slippers. You will see Gustos 275 employees padding around their Pier 70 headquarters in slippers, socks or in the all-natural choice of bare feet.At Gusto, you need to take off your shoesHow did this policy get started? At the request of its CEO, who grew up in a shoes-o ff home.We want our office to feel like a home, to be comfortable and authentic, Josh Reeves, CEO and cofounder of Gusto, told the Chronicle. We started Gusto in a house in Palo Alto and had a no-shoe policy there, and we all grew up in shoeless houses.For some of us, the thought of showing off our feet off in all their sweaty, odorous glory would be too intimate. But for these employees, thats exactly the kind of informal, familial vibe the policy is supposed to inspire.Taking off my shoes makes me feel like Im at home, an unnamed Gusto employee told Business Insider. It creates more of a family dynamic, which helps us do collaborative work as a team every day.If the thought of seeing your boss feet grosses you out, then maybe being a Gustie, as the employees call themselves, isnt for you.

Employee Benefits Can Strengthen Compensation Packages

Employee Benefits Can Strengthen Compensation PackagesEmployee Benefits Can Strengthen Compensation PackagesIn any industry, a solid practice for attracting the most skilled employees comes down to leveraging employee benefits to strengthen the compensation package. Building an appealing comp plan that offers not only fairpay,but also a variety of benefits, can help any organization to beat out the competition. Comprehensive employeebenefit packages often include generous paid time off from work, dental, vision, healthcare, short-term and long-term disability insurance, life insurance, retirement savings plans and flexible spending accounts. According toPayScales 2017 Compensation Best Practicesreport, 44 percent of employers think they are doing a good job of paying their employees, but only 20 percent of employees feel the same. Many employers have plans to improve their compensation strategy, but it can be costly to do this for everyone. Creating an employee benefit program that includes multiple layers of affordable and flexible benefit options can offset these costs, while still appealing to talent. Here are some steps your organization can take to improve the structure and sustainability of your compensation plan and benefits for employees. How to Put Together an Attractive Employee Benefits Package Creating an attractiveemployee benefits packagecan take a lot of research on the parte of the company, but it pays off in the end. The keys are to find out what benefits are available today and what employees need or want the most from their employer. In this article, you will learn how to put theory to work with actionable steps. Learn the Industry Standards The first thing you must do is learn the standards of the industry in which your company operates. This means that you should find out what your competitors are offering their employees in their benefits package. This can be accomplished by speaking with employees at your company who came to you from a competitor or by speaking with colleagues you know from other companies. Use data from several current salary surveys to investigate what related assignment rates and benefits look like in your market. Review your benefits offerings with a benefits werber knowledgeable about your field. Seek Feedback From Current Employees It is also important that you seek feedback from your current employees. This can be done by sending out brief email surveys asking what they like most about the companys benefits program and what is lacking. Another method is by using an internal employee engagement system that measures employee interest in benefits. Biometric information can also help you to see what benefits are being used and whats not getting much use. You should also talk to all of the employees who are leaving your company, whether for retirement or to work for someone else. This topic should be broached during theexit interviewso you can gauge why they are leaving and if it is due to the benefits package you currently offer employees. Work With a Benefits Consultant Companies are becoming more inclined to work with a benefits consultant these days in order to put together an effective package. A benefits consultant will point you in the right direction, answer all of your questions, and even put together a package that meets the needs of your employees. Since they are considered an expert and they work with many of your competitors, they have an added layer of insight that you dont have. Ask for at least two options in benefit packages that can be voted on by a committee of your employees. Make Sure Legal Requirements Are Met for Essential Employee Benefits Privatehealth insurance plansfound in the marketplace must offer the same set of essential employee benefits to everyone at your company. These plans must cover emergency care, hospitalization, outpatient care, maternity and newborn care, mental health and substance abuse care, prescriptions, rehabilitation, lab services, pediatric care and wellness services. This may change somewhat as health care reform continues in the USA, so be sure to have some flexibility in plans being offered. Defined contributions and bonuses can be attractive for employees trying to afford healthcare insurance. Communicate Employee Benefits in Compensation Offerings The next step in strengthening your compensation packages for candidates is to communicate this package when discussing compensation at the time you extend a job offer. Have this in writing and provide information on your employee benefits website and printed brochures. Design an Attractive Employee Benefits Package The benefits package must be attractive to look at for the candidate, not just a piece of paper with words written on it. Instead, make sure the document has pictures, graphs, and tables in it to provide the candidate with a plethora of information about all the benefits offered by the company. Include Benef its Overview in Job Descriptions and Advertisements Whenever your company posts a new job opening to a job board or to its careers page, be sure that the job description includes an overview of the benefits package available for that position. It does not have to be an in-depth description, but it should convey what will be available in a way that will appeal to your targeted talent. How to Discuss Benefits in an Interview When you interview a candidate, make sure that the benefits package is part of the discussion. This will help the candidate know more about your company, the position and what you have to offer them. The benefits should be discussed in the firstinterviewwhen your interviewer gives the candidate the overview of the company and the job available. You can actually get away with discussing the benefits package and not the salary at this time. Retain Employees With Benefits If any of your employees are considering leaving the company for positions elsewhere, y ou need to communicate to them that the benefits they receive are second-to-none. According to Colonial Life, 73 percent of employees say that understanding the benefits they have is very important. In the same survey, 37 percent of employees want information on their benefits that they can understand. As a company, you need to communicate as effectively as possible about the available benefits. Whether this includes creating a newsletter or informational pamphlet or holding a seminar for employees make sure your employees know what they have. In short, companies can attract some of the toptalentin their industry by offering a strong compensation package that includes various forms of benefits. When you perform a review of your benefits and find that they need to be updated, make sure it is a quick process that encompasses your current and future employees. Updated on March 31,2017,by Tess C Taylor

These are the countries with the best work-life balance

These are the countries with the best work-life balanceThese are the countries with the best work-life balanceAll eyes are on the worlds best soccer teams right now, but what about which countries have the best work-life balance for their employees? OK, so it isnt quite as exciting but if you have no work life balance then you have no time to watch soccer so there you go.Reportlinker collected several country data to highlight the different working patternsaround the world and found that our friends in Germany are feeling the most balanced with the average employee working 26 hours per week. France isnt far behind with35 to 39 per week.This is not surprising considering that in France employers have not been permitted to force employees (via threats of being fired) to put in mora than 35 hours of work time per week since 2002. They are working way fewer hours than their colleagues in North America, Eastern Europe and Asia due to these laws. The U.S. falls right in the middle with 34 hours per week.As for other countries with good work-life balance, Scandinavian countries rank quite high as well46.5% of workers putting in 35 to 39 hours per week in Finland26% work 40 to 44 hours (through 2016)Almost 63% ofemployees in Norwaywork 35 to 39 hours per week, with just 6% working 40 to 44 hours.Through 2016 8% of employees in Norway work only 10 to 19 hours per weekIn Denmark(through 2016), 58% of employees worked 35 to 39 hours per week, with only 6% working 40 to 44 hoursCountries where they are putting in way more than 9 to 5In 2016, 56.7% ofTurkeys employeesworked 40- 49 hours per week. Another 15% worked 50-59 hoursIn Romania, about 95% of employees work 40-49 hours per weekBut the country with the most hours worked per week is?InMexico,the average is approximately 43 hours worked per weekUnited States employees fall right in the middle of the global rankings (about 34 hours worked per week), while Germans work the least (about 26 hours).

Waste and Recycling Resume Template 2018s Top Format

Waste and Recycling Resume Template 2018s Top FormatWaste and Recycling Resume Template - 2018s Top FormatCreate ResumeGalen Foster100 Main Street, Cityplace, CA, 91019Cell 555-322-7337example-emailexample.comWork HistoryRoll-off Driver, 12/1997 to CurrentWest Central Sanitation Willmar, MNWhen hired, i did a cardboard route for about six months,wich included a Saturday garbage route.Then i started doing Roll-offs.I have done Roll-offs since that other than about five years ago i drove the Semi hauling garbage to Iowa for about five months.Truck Driver,Utility Operator, 04/1990 to 11/1997Farm tafelgeschirr Elevator Willmar, MNDrove Semi delivering feed and feed ingriedients,when needed worked the Utility position,helping customers load and unload product.Drove a front end loader,forklift and skid loader as needed.EducationMarketing Management, 1986Willmar Vocational Technical Institute -Junior College Willmar MNGoalsBe a positive leader- from personal expieience,I feel its very imp ortant that your Supervisor gives the impression that he or she cares about whats happening,wheather its job related or something going on in your personal lifeFollow through with Co-workers concerns- When someone comes to me with a problem,I will try to get it resolved as soon as possible. I may have to prioritize the situation, even if I cant resolve it right away, I will at least let them know Im still addressing their concern.Try to get to know my co-workers more personaly- Being an Introvert,its easy to just say hi to the employee and continue on my way.I know that with the Supervisor position its important that the other employees feel positively towards you.I believe you have to be a leader for them, but also be prepared to be their friend and at times their parent.I can do thatWork with Customers- As a driver it seems as if we are out there alone at times.When the customer has a complaint,problem or concern, if we can, we deal with it .I enjoy the problem solving part of my job.In summaryI am proud to work for West Central Sanitation.I feel that my life experience will help me be a good Supervisor.I enjoy my job.I have been a Highly depenable employee.I have a strong work ethic.I am dedicated to bettering the company.I feel I have a lot more to offer the company than just driving a Roll-off truck.I look forward to being a team player,helping others and getting things done.Customize ResumeMore Transportation and Distribution ResumesExperienced Waste and Recycling Resume Templates

A Winning Energy Combination

A Winning Energy Combination A Winning Energy Combination A Winning Energy CombinationPirouz Kavehpour, professor of mechanical and aerospace engineering at UCLA, is part of a team trying to combine compressed air storage and thermal energy storage into one advantageous ordnungsprinzip. Compressor energy storage works cheap when you have an alternative source like solar or wind, he says. You store high-pressure air in a container and when you need it, then you just deploy the pressurized air to a turbine to use for electricity. The problem is that to have a system that is useful, it has to be high efficiency and has to work in very high pressure. A major obstacle is when you compress air, you automatically get a lot of heat as the pressurized air temperature will go up by a large amount, he says. The challenge is that you need material that can maintain the integrity in high temperature and high pressure, which can make the process very expensive. It has to make economic sense. When you store energy and want to use it, you always lose part of the energy you stored, he says. Also, compressed air systems in these situations require designing all the components for them. When its not off the shelf, that also can be a large expense.A schematic of an energy system that combines compressed air energy storage and thermal energy storage technologies. Image UCLA Kavehpour says his teams compressed air/thermal energy system started with building a 1 kilowatt version in a lab, after which they were given a seven-figure grant from the California Energy Commission to build a 74 kilowatt system to run for six hours, he says. For the 1 kilowatt version, it was basically a compressor and a tank, then a thermal storage unit attached to it, he explains. It also involved a turbine thats basically a motor thats connected to a generator. Its a proof-of-concept system where if you balance your energy storage between the thermal storage and the compressed air, youll gain that higher efficiency but also, the design is keeping it much simpler. This can work as a standalone storage system or it can be attached to alternative energy, including solar, he says. Its good to charge the system but then spread around the energy it gives throughout the day, he says. A Patient Approach The ultimate goal is to go toward the commercial base but he insists theyre going to be patient in their process. Theres already the idea of design for a larger scale but going step by step is a good way to understand the system best, he says. For the future, Kavehpour also sees the work as possibly being a key help in the maintenance of the grid. If you think of places like New York, they have high power needs but the grid is old and costs a lot of money to upgrade. Its important to consider that this technology doesnt use CO2 production, its not burning anything, and there arent even any chemicals involved. And I think the system can have a lifetime of 40-50 years, much more than batteries . I definitely like where its heading. Eric Butterman is an independent writer. Learn more about innovative technologies and energy solutions at ASMEs Power Energy Conference and Exhibition. For Further Discussion Its important to consider that this technology doesnt use CO2 production, its not burning anything, and there arent even any chemicals involved.Prof. Pirouz Kavehpour, UCLA

The Ultimate Solution for How to Create a Professional Resume

The Ultimate Solution for How to Create a Professional Resume How to Create a Professional Resume and How to Create a Professional Resume - The Perfect Combination Career Perfect is a wonderful supply of resume advice and seems to have a superb reputation online too. Computer skills on resumes are becoming more and more crucial for accountants. Functional Resumes would likewise be useful for freshers who havent worked for any provider yet but possess the needed knowledge and techniques. Ruthless How to Create a Professional Resume Strategies Exploited Be very cautious when employing any type of image, unless youre an expert designer. Youre able to import the simple information from social media such as Google, Facebook or Twitter. Visual resume is about visuals, utilizing visual facets of graphic design to permit visual imagery and total visual appearance to speak for itself. When you own a presentation on career-related theme, you will be sure to require related visuals. Al ong with the principal sections you need to include, the following are some other critical elements to conschablone for professional resumes to showcase yur abilities and abilities in the simplest way possible. When youre asking for a job which relies on the strengths of the person, you want a resume template which you can inject a little more personality into to make it pop. Each one of our creative style templates provide a perfectly balanced mixture of personality, professionalism and a little style. The most suitable format presents your work history and abilities in the greatest possible light. With the resume in the appropriate format, you can produce a very good impression on the recruiting professionals. For instance, it includes a skills page at which you can use icons to clearly show your proficiency in a variety of categories. Its possible to never underestimate the ability of a good resume format, especially if you are looking for employment. The majority of the templates are supplied by named, resume writing specialists and thus the quality is extremely good. Using How to Create a Professional Resume For example, if youve got a substantial employment gap since your final position, you can want to use a functional resume rather than a chronological one. When applying for employment in a big company that you may find they use specialized software to help weed out candidates. A resume dictates skills, experience and other details about the candidate. Based on the business or position youre applying for, it may ask that you bring some personality. When you have prepared and submitted your resume to an employer the hope is you will be requested to attend work interview to go over further whether you are going to be suitable. Whatever certifications youve got, make sure theyre related to the work opening. You might be thinking, Yeah, I already knew that, but what you might not know is that a resume written to make an application for an i nternal position is somewhat different from the resume you would write if you were trying to find a work elsewhere. Instead, you will highlight relevant abilities and achievements from previous work in the neatly-aligned bullet points. Maybe youve been in a position to pen your own resumes previously, and maybe theyve gotten you the job that you desire. Or you might be unexpectedly laid off, and must start work search. Each time you apply to get a job that you have to personalize your resume based on the area, company and wanted job. Whether you prefer to submit an application for a designers job in a creative agency, or desire to submit an application for a hot job in a major bank, professional resumes are going to have you covered. Definitions of How to Create a Professional Resume A resume maker can assist you by offering tips on the professional resume structure together with provide a variety of resume examples to pick from. When choosing to use our resume maker, there a re several different categories to pick from while browsing templates and styles for the sort of position youre trying to land. There are lots of free resume templates readily available online but sometimes it can be very tricky to select the best one that is most suited to you. Sometimes all you will need is a traditional style template thats clean, clear and right to the point. Get exploring and you might be spotting something you feel is going to earn an effect on your job seeking process. Getting the most of a resource that wont only help save you time, but is demonstrated to elevate your opportunity of scoring a work simply is logical. Maintaining an updated resume template is necessary for all ages of workers, as you dont know when that wonderful opportunity will strike. However much or what kind of work experience youve got, theres a resume format that is likely to make your qualifications shine.

RiseSmart Offers New Employee-centric Career Management Solution

RiseSmart Offers New Employee-centric Career Management Solution RiseSmart, a leading enterprise career management solutions provider, has announced the beta release of RiseSmart Compass, a cloud-based solution to drive high levels of engagement, retention, and performance through providing workers with a way to define their own career development path. RiseSmart Compass is focused on all employees within an organization and gives them the tools to forge their own career direction while providing companies with complete visibility of the capabilities and motivations of their talent bases. Sanjay Sathe, CEO of RiseSmart, said, Disengaged employees cost the U.S. economy up to $550 billion annually in lost productivity, based on a June 2013 Gallup report. One of the primary causes for this lack of engagement is a perceived absence of career opportunities. A 2012 study by Randstad indicates that a ful l 86 percent of employees who leave their jobs cite lack of career development as a factor. This is the problem RiseSmart Compass was specifically created to address.The primary features of the platform include A career roadmap allowing employees to set their own goals, milestones, and action items. On-demand career coaching where employees can access resources for specific career coaching paths. An internal mobility tool where employees can search and apply for opportunities within their organization that can move them along their career development path and improve retention. A networking and community tool where employees can build internal networks through community forums, contact-management tools, and a mentor-matching platform. A real-time feed where employees can see how their colleagues feel about their jobs or company. HR analytics for an organizational view of skills, job activity, and goal tracking.Too many workers today just go with the flow when it comes to their caree rs, often because they arent getting the direction they need to grow and succeed. This results in workers who are disengaged and dissatisfied. RiseSmart Compass encourages people to be proactive and goal-oriented when it comes to their careers pick a direction and get there as opposed to just letting your career happen to you. Its a win-win for employers and employees, concluded Sathe.

Salary Negotiation Tips Honor Thy Wealth and Prosperity

Salary Negotiation Tips Honor Thy Wealth and ProsperitySalary Negotiation Tips Honor Thy Wealth and ProsperityIf youre not at least a little embarrassed by the size of your first proposal for compensation, youre not negotiating right.The Ten Commandments of Salary Negotiation (Part 10) Salary expert Jack Chapman offers 10 lessons on salary negotiation in the vein of the Ten Commandments.When shopping for a house once, I welches told by a realtor that if I wasnt at least a little embarrassed at how low my offer was, it was not low enough. Similarly, negotiating a salary or raise, if youre not just a little red-faced at your ideal number, youre not thinking high enough.It has to pass the laugh test, however. If its ridiculously high, theyll just laugh. Likewise, an employers offer must pass yours, lest you laugh because its ridiculously low.Once, my daughter asked for my negotiation advice and (surprisingly) followed it. She had been a star document organizer in a nationwide class acti on lawsuit with 800 trials pending and mountains of e-paperwork to track, file and retrieve at a moments notice. She lived in Manhattan on zu sich $35,000 = $17.50-per-hour annual salary. After she left the firm, for reasons other than salary, they ran into trouble. They called her back and asked her to consult with the remaining paralegals to show them her organization and retrieval system.My daughter and I figured that $150 per hour would be fair. Once they had agreed on her consulting role, timing, independent contractor status and the other details, her old boss said, I suppose we can departure at the usual $35,000.She laughed.They flunked her laugh test.When you present your number, dont share a small number share your ideal. Your Wow number. (Quick reminder, though. Remember Commandment 1. Wait until youre sure theyre ready to make you an offer.) Your ideal number should make you blush a little (or its not high enough).Make sure, of course, its bolstered by a solid value propo sition. (See Commandment 5.) Let them know the rationale behind the numbers, and you can soften the economic blow by saying, This may be just a bit out of reach, but I think I owe it to you to tell you what would really excite me. Its _.Think about it. Why would you start negotiations any lower?Theres a curious phenomenon. In negotiations, the first number you put out will act as a magnet and pull their number toward it the higher your number assuming it passes the laugh test, the stronger the magnet.The only worry in going first and going high is that you might catch your employer off guard and the ideal number has such strong magnetism that s/he agrees to overpay you. However, if you feel bad/guilty for taking advantage of his/her poor negotiation skills, you can always give it back You can always say, You know, I think I was a little too demanding in the negotiations, and while I expect to be your star employee, I want you to feel good about my earnings. Why dont we take 10 perce nt of my earnings and give them to a charity we can both agree on?To the best of my knowledge, no ones ever done that, but just in case youre too timid or embarrassed to go for the gold, remembering this might help you engage that last little bit of motivation to Honor Thy Wealth and Prosperity.Read other installments in this seriesPart 1 Salary Negotiation Tips Thou Shalt bedrngnis Speak Too SoonPart 2 Salary Negotiation Tips Thou Shalt Not Regret Salary DisclosurePart 3 Salary Negotiation Tips Let the Employer Make the First Salary OfferPart 4 Salary Negotiation Tips Thou Shalt Not AgreePart 5 Salary Negotiation Tips Know How Much Money Youre WorthPart 6 Salary Negotiation Tips Thou Shalt Covet Thine Own Benefits and PerksPart 7 Salary Negotiation Tips This Is the Job Thou CovetethPart 8 Salary Negotiation Tips Thou Shalt Not Worry about Earthly EconomyPart 9 Salary Negotiation Tips Thou Shalt Not Take the personenname of Thy Salary in VainPart 10 Salary Negotiation Tips Honor Thy Wealth and Prosperity

Top Graphic Design Keywords for Your Resume

Top Graphic Design Keywords for Your Resume Top Graphic Design Keywords for Your Resume

Mika Brzezinski and SoFi exec teach us how to Get That Raise

Mika Brzezinski and SoFi exec teach us how to Get That RaiseMika Brzezinski and SoFi exec teach us how to Get That RaiseYou may watch her co-host MSNBCs Morning Joeon TV before heading to work during the week, or be clamoring for a re-released copy of her latest book,Know Your Value, but media mogul Mika Brzezinski has entered a partnership with finance company SoFiin an effort to educate people about leveraging what they bring to the table.Brzezinskisat down with Libby Leffler, SoFis Vice President of Membership, to talk about asking for the money you deserve at work during the Get That Raise eventin New York City.SoFi also launched a tool to help employees negotiate their salaries using hard data.Brzezinski answered a question about the best advice shes gotten, recalling something her Morning Joe co-host Joe Scarborough told her after she welches denied a raise at NBC.The best piece of advice that Ive received is probably theyre not supposed to like you which was screamed at the to p of his lungs by Joe, to me, when I came back after a very tense moment with a manager - a female manager at NBC - when I didnt get the raise like, a third or a fourth time. AndI got emotional. Because she told me I that shouldnt ask for it because people arent gonna like me.I was like, what? She goes, yeah, people are gonna start thinking youre a problem, its a really bad time for the company, the TV personality said. And I got pulled into that button that I think women push because we know it bugs us. And I think thats dirty. Thats dirty pool, and I shouldve said that. I shouldve said a couple of things or like, given her a really important signal. And if I had, we would be friends today.But because I didnt, and I walked away, slinked away and I was even kind of teary, um, Joe was like, What happened in there? And I was like, she said people wont like me, and he was like, what? And then all these f-bombs, and then, Theyre not supposed to like you Theyre supposed to give you t he money Brzezinski added. And Im like, I dont get that, and so, for me, I actually think its being respected.Respect is really important from the get-go. And you build for it, it takes over time, but pushing back in real time wouldve garnered that respect.Brzezinskis newest text hit bookshelves on September 25, and is part of a larger, nationwide initiative with the same name that is reportedly focused on empowering women to express their worth in business and in life.Its clear that employees often face a ton of obstacles during the salary negotiation process - in fact,a recent survey of more than 1,100 SoFi members found that 42% said they feel they will not have a strong enough argument (imposter syndrome) and get declined.SoFis Membership Sttarifgy Lead on talking money at workBut Brzezinski wasnt the only one at the event who doled out candid money advice - Alexandra Dickinson, Membership Sttarifgy Lead at SoFi, sat down withLaddersto offer salary negotiation tipsOn the bes t way to prepare for a negotiationThe best way to prepare for a negotiation is to do really good research. And I like to say that good research starts on the internet and finishes in person. So, we have a free tool from SoFi at getthatraise.sofi.com, where you can put in information about what you do and where you live, and itll give you back market rate salary data so you can get that broad salary data survey. You can also put in info about what you do now, what your accomplishments are, where you see yourself going, and itll give you a professional presentation that you can print out and take into your boss. Or, you dont have to print it, but take into your boss to help you have that discussion, she said.And then the other component of that is talking to actual people who would have a good sense of the market rate for your job. So, people in your industry mentor types who hire at your level, and getting a sense from actual people as well as a broader scope on the internet.On t alking money during the hiring processIn terms of stage of the hiring process I advise people that you do wanna put a number out there first. A lot of us have heard, oh, never make the first offer, but thats actually not your best plan. If you can get really good research about what is reasonable and what the market rate is, and what a stretch goal might be. The thing is, though, you dont wanna bring it up too soon, right? So, they might ask you, like, on the phone screen, so, how much are you looking to make? At that point, its really too soon to have the conversation cuz you just dont know if youre a good fit for each other, Dickinson told Ladders. You wanna wait until they want you, they need you, they gotta have you - thats really the time to talk about money. So ideally you can just say, You know, Im not ready to answer that right now because I have a lot of questions about the role. Can we revisit this when we get a little further down the process? On talking money when youv e already worked somewhere for yearsSo, if youve been at a job for a couple years, you wanna strike while the iron is hot, so, right when youve accomplished something really great, you helped move the needle for your team, for your manager it doesnt necessarily have to be during your performance review. For some companies, the budget and the performance review cycle are not related, so you do have to learn a little bit about how the process works at your company, Dickinson said. But in generalyou wanna take the context into consideration of how your company is doing. If youve been posting losses for a few quarters, like, maybe nows not the greatest time to ask, but if everythings going well and you just had a major accomplishment at work, that would be a good time to think about it.On why she gives everyone the same adviceI give the same advice to everybody I find that when you give women specific advice, Oh, do this because youre a woman, it tends to just psych you out andjust pe rpetuate, honestly, the feeling that oh, its different for women than it is for men. Ive worked with plenty of men who have anxiety about it too. So Im all for supporting women and advancing their careers, but I dont give different advice for women versus men, Dickinson told Ladders.On how she feels about using silence as a negotiation tacticLove it. Speech is silver, silence is golden. You know, itcan be comfortable with silence, you can sometimes gain the upper hand. So, it might sound a little uncomfortable to folks, but if you can say, According to my research, the market rate for this position is, Ill make up a number, $100,000 and heres why I think Im a great candidate for this role, X, Y, and Z, so, I would like a salary of $105,000, and zip it, and just wait. You know, you can sometimes get a little advantage by being willing to do that, Dickinson said.