Don’t Keep This Secret from Your Boss!


Being up-front with your boss about your career plans can pay dividends. Unless your plan involves moving on to another employer in the near future, it’s worth letting your manager know your goals. Here are three ways that it might pay off:

It Helps Your Boss Assign Projects that Can Help You Progress

Giving your boss an idea of where you want to take your career can help influence the type of work they give you. You may be included in projects that can help you gain skills and experience that you wouldn’t otherwise get. This may involve working with other departments, which can help you network as well.

It Helps Your Boss Identify Job Openings That Match Your Goals

When a company identifies an employee that excels in their job, they want to keep them around. By letting your boss know your long-term plans, they can keep an eye out for openings in the company that match your career path. This puts you in line for promotions and beneficial lateral moves.

It Helps Your Boss Know How to Keep You Happy

Managers want to keep their employees happy, but they may not always be able to meet a specific goal such as a large raise or a particular promotion. However, when you share all of your goals for salary growth or career development, it can open up additional ways that your boss can keep you happy and motivated. If they can’t make a promotion happen right now, maybe they can get you a bonus, or if money is tight, maybe they can advance you into a role that will position you for the growth you want.

Four Signs It’s Time To Look For a New Job


It’s easy to get lulled into a feeling of safety and comfort at work, but don’t let those feelings hide the truth of your situation or keep you from considering opportunities that could make you happy. Here are four signs that it may be time to start looking for your next career step.

You’re Bored with What You Do on a Daily Basis

Have you lost that feeling of excitement about what the day could bring?? Do you feel like your main job during your workday is to turn off your brain until the clock hits 5pm? We can’t always maintain the same level of excitement we bring to our first days on the job, but if you are simply bored with what you do, and can’t seem to find a way out of it, it’s time to start looking for a new job. Not only will this feeling of boredom turn every day into a slog, but your work quality will begin to suffer, and management will take notice. You might as well leave now on your own terms.

You Feel Stalled in Both Growth and Learning

Are you feeling stalled in your career? If you feel like your professional growth has ceased, and you and your manager can’t identify new opportunities for development, you need to start looking for new work. Even if you do like your co-workers and don’t mind what you are doing, if you feel like you’ve hit a wall in your growth and can’t get passed it, the feeling will only get worse over time.

Your Skills and Duties Have Increased, but Not Your Salary

If you’re growing your skills and contributions to the company, but not seeing that reflected in a growing salary, it may be time to start looking for an employer who won’t take your contributions for granted. Talk to your AppleOne Hiring Advisor to discuss how your current salary compares to others with the same level of experience and job duties.

Your Life Has Changed, and So Have Your Priorities

Priorities change over time, and when they do, you need to evaluate whether your current position is still a good fit for your needs. Whether you want to work 80 hours a week with frequent travel to climb your way to the top, or you want to find a position that will let you get home to spend time with a new and growing family, finding a job with the right balance for you will help you feel satisfied and fulfilled.

Ace Your Annual Review!

For many employees, the end of the year means that annual reviews are just around the corner. While annual reviews are a part of corporate life, they should not be taken for granted as they can serve as a way for you to reflect on where you are and where you want to be. Below are some steps you can take to ensure you are prepared for and get the most out of your review:

Look Back At the Year and Review Your Achievements

Be honest about yourself when you are getting ready for your review. Think about where you have thrived during the year and where you may need some work. What were your top achievements? Could you have done anything different to improve your standing in the company? Think about where you could improve yourself in the next year, along with where you think you are doing things correctly.  Don’t be negative about yourself, just be realistic.

Look At the Guidance Your Manager Gave You Last Year and See If You Followed It

One of the best things about annual reviews is that your manager will give you advice on where you can improve during the next year. Before you get advice for the new year, look back on coaching from last year and ask yourself whether you have succeeded in following it.

Treat It Like A Yearly Job Interview

Are you planning to move up in your company? Do you want to make the impression that you are ready for a new challenge? Treat your annual review like it is a yearly job interview. Remember to prepare and practice answers ahead of time, and just generally make the review a constructive experience. You will find that things will go smoother when you plan ahead.

Consider Whether It Is Time to Move On

Your yearly review is a great time for you to consider where you are and whether it is where you want to be. If you feel stuck in the position you are in, or you are unfulfilled with the company, you may want to consider trying something new. There is no time like today to change things up if you are looking for a new challenge.

Demystifying Salary Negotiation

 Salary negotiations are uncomfortable. With the inside tips below, you can learn how to navigate the conversation with confidence and improve your results.

We walk confidently into meetings every day to demonstrate our value on behalf of our employers. But for some reason, doing the same on behalf of ourselves sends many of us running for the hills. Negotiating for compensation that reflects your market value and experience need not be the dreaded task many consider it to be.

Rely on Data

Better access to data improves the quality of salary negotiations by making it possible to start on common ground. The new salary negotiation is starting to look more like this:

  • Agree on a benchmark job.
  • Agree on your proficiency and performance level.
  • Agree on the market value of the job.
  • Agree on where your salary should fall.
  • Agree on what performance is necessary for future salary increases.

The good news is, when it comes to statistical salary data, there are several resources on the web including and the Bureau of Labor Statistics. However, many employers have found salary data on these sites to be inflated, so you may need to adjust some of your expectations or be prepared to provide additional justification to hit the top of a salary range derived from online salary surveys alone.

When to Negotiate

When you are considering a job offer on your own, employers expect you to counter-offer and often structure their offer with that in mind. Thank them for their offer. Express clearly that you want to work for them. Lay out the reasons you feel the position should pay more than what was offered. Then, you can confidently make a counter offer.

For example: “Thank you for the opportunity. Everybody I have met here and all of my research have convinced me this is the place I want to work. I am looking forward to getting started. I’ve been checking salary sites and talking to some of my peers in similar positions, and given the average base salary for the position and my five years of experience designing Excel pivot tables, which you said are so important to you, I was expecting an offer in the $65,000 to $70,000 range.”   

When you are working through a third-party agent such as a recruiter, your agent is already doing all of this on your behalf. Trying to renegotiate after a negotiation has been completed, frequently jeopardizes the offer. So make sure your agent understands your salary goals at the outset rather than trying to renegotiate after an offer is made.

Similarly, when you are on the job, do not wait for your review meeting to broach the topic of a raise. Your manager may have already worked with senior leaders to determine raises, and it may be too late at that point for a negotiation. Instead, start laying the groundwork for the raise you want in advance of a review meeting. 

Gain your manager’s support by equipping him or her with your achievements — those things you did that made or saved the employer money or improved a process. Your manager can use this evidence when working to get the raise you want approved in advance of your review. Do not forget that you can also negotiate for other compensation such as the chance to work on prime assignments, special parking spaces, flexible scheduling or other perks if a more generous raise is truly out of reach. 

When Not To Negotiate

Sometimes, the time is not right for negotiation. Often, an employer will start the conversation by saying they’ve put their best foot forward and made the best offer they can. In an “all-in” situation, there really isn’t any room for negotiation and if the offer is outside of your range, there likely is not budget to offer more. 

Other times, an employer will lead with an offer that is completely fair and within your desired salary range and to haggle might leave a bad taste in your future employer’s mouth. Ultimately, feeling the situation out is up to you, but you want to weigh the reward of seeking higher compensation against the risk of possibly contaminating what might already be a great job with a fair offering by asking for more.

Enjoy the Discussion Fearlessly

You should be excited to negotiate. If someone is extending an offer to you, or if you are a current and valued employee, that means your skills are in demand. They want you! Thinking of yourself as a valuable commodity is the first step towards getting your worth.

Don’t Assume Everyone Else is a Great Negotiator

Statistics vary, but a 2011 survey found 18 percent of people never negotiate or make a counter-offer when taking a new position. Many more leave thousands on the table because they weren’t prepared. Just the fact that you are reading this and looking for more information probably puts you ahead of most of your co-workers.

“Desired Salary” Disclosure

Desired salary is one of the most common questions asked when people talk about negotiation. It often comes up early in the interview for a new position as companies try to screen out candidates through an online form or an initial interview. While there are several ways to evade the question, the best answer is to not be in this position at all. Up to 80% of jobs are found through networking, so it is much more advantageous to try and steer your resume to a hiring manager through a connection versus battling thousands of candidates applying online.

But often, this phase of the discussion is unavoidable. If you’re asked to disclose verbally, you can broaden it by saying “I’m glad you asked, but my desired salary will depend on the nature and full scope of the position and its responsibilities, so I’d like to learn more about the job before I respond.” That way, your future employer knows that you value your abilities and their needs and will give them a fair estimation of where the two meet.

If however, the disclosure is part of a job application or a form, such a disclosure early in the process may be unavoidable. In those cases, putting an honest range in place is the right thing to do, with your low number being the low end of what you consider fair, and the high number being the high end of what you reasonably believe your labor is worth.

Fair Pay

Can getting a giant raise from $50,000 to $75,000 ever be a bad thing? It can be if your coworkers are all making $90,000 and other opportunities in your field are offering six figures.

In most cases, you should judge your salary goals against your current worth in the marketplace, not what you’ve made in the past or what others around you are making.

It’s Not Just What You Say, It’s How You Say It

Your entire body language — from how you sit and stand to how you speak — will determine how you are perceived. In her book “Knowing Your Value,” author Mika Brzezinski talks about self-sabotaging language that kills your chances for effective negotiation before you even start. Don’t walk into your boss’ office to request a raise and start out with phrases such as “I don’t know if you’ll consider this, but…” or “I don’t know if there’s room for this in the budget, but…”