Why Finding a Job in North Carolina Might Be the Perfect Opportunity for You!

May 24th, 2019

Are you looking for a job and willing to relocate to an exciting state with booming economic opportunities? Of course you are! There’s no need to stay in one place forever, and the more you see of the world, the more chance you’ll have to build strong professional relationships, see new sides of your industry, explore new cultures and make sure you aren’t missing out on exciting chapter of life. Here’s why you may want to consider a job in North Carolina.

The reviews are in.

Why move? Because surveys and reviewers have spent time gathering the data and the numbers don’t lie. US News recently ranked the Raleigh-Durham area as one of the best job markets and best places to live in the United States. Wallet Hub, Zippia and Indeed.com also gave high marks to NC, which makes sense, since our state offers several of the nation’s fastest-growing metro areas.

You’re looking for work in healthcare.

The most popular and highest-paying opportunities in North Carolina cover the standard spectrum (CEOs and marketing managers do well here, as they do everywhere). But the true hot button industry in the state appears to be healthcare. Internists, OBGYNs, surgeons, psychiatrists and dentists thrive in the state, and prospects for these roles seem to be growing as the population expands.

A reasonable cost of living.

Charlotte and Raleigh both have populations of about a half million people (400,000 and 800,000 respectively), which means they have culture, history, events, art and plenty to see and do. But they’re also both surprisingly livable. To get by comfortably in either city, a Huffington Post study recommends a household income of about $53,000 per year. If you’re targeting a position in any of NC’s booming industries, from healthcare to the arts, you should be able to thrive here and save a little for your retirement.

The landscape is beautiful.

North Carolina offers the natural beauty of the coast, plus history, architecture and old-world charm. If you don’t like winter and you’d rather enjoy the beach than shovel snow, this is the state for you!

You have plenty of help.

If you’re heading to North Carolina in search of job opportunities and a fun, active lifestyle, you won’t have to navigate the transition alone. Contact the team at PSU and we’ll connect you to an employer in your chosen field and help you start working your way up the ladder.

Four Reasons to Have Employee Reviews More Than Once Per Year

May 10th, 2019

If you’ve been holding formal employee performance evaluations once every year, usually in early January, then you’re not alone. This traditional review cycle has been the standard for a long time, and plenty of businesses still manage employees using this strategy.

But it may be time for an upgrade, one that better reflects the realities of modern work life and effective employee coaching. Here are a few reasons to drop the old model and embrace a review schedule with more flexibility and frequency.

It’s more memorable.

If you sit with your employee in January and give a directive, for example, “Here’s how to handle a crisis that’s likely to surface once a year, if ever”, you can’t expect your instructions to be remembered when the moment arrives and it’s time to apply them. That’s just not reasonable. But if you deliver you guidance, mentoring, tips, directives, and coaching prescriptions once every quarter or so, they’re more likely to stick.

It’s more actionable and fair.

The same way you wouldn’t issue a directive six months in advance, you can’t reasonably deliver correction and coaching six months after the fact. Watching an employee make a mistake in June and waiting until January to lecture her about it won’t fly. She’ll resent this treatment, and rightly so. Instead, stop her at the moment and deliver your feedback and coaching informally—On the spot if possible. An extra bonus: she won’t keep repeating the mistake over and over for the next six months while you check the calendar and wait.

It gives you an opportunity to observe and praise improvements.

If you had to scold or criticize someone during their once-annual formal evaluation, the moment may have been awkward for both of you. Such moments can be so uncomfortable or discouraging that they often start the wheels in motion that eventually push the employee to seek work elsewhere. Here’s how the old model works: In January, you shine a light on a performance issue. By May the employee is struggling to correct it and simultaneously keeping an eye out for new job opportunities. By June she gets an offer and by July she’s gone. Here’s the new model: In January you deliver your critique. By May you see clear improvements and deliver a new evaluation with a very different tone. By July the employee is fully back on track, up to speed, and thriving.

It helps you reap the benefits of positive feedback.

Positive feedback oils the gears of the employee-employer relationship. If your team is like a garden of plants, your encouragement falls on them like fresh rain. So don’t put it off! Water those plants as often as possible. Formally, informally, in quick meetings or drawn-out sessions, if they’re doing well, let them know!

For more on how to coach and evaluate your teams, turn to the pros at PSU.

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