How to Write a Resignation Letter Due to Personal Reasons

How to Write a Resignation Letter Due to Personal ReasonsHow to Write a Resignation Letter Due to Personal ReasonsSometimes personal issues can make maintaining employment an arduous task. Before ruining your professional reputation or making your personal life unbearable, you may have to make the difficult decision to leave the job.The professional thing to do at this point is to prepare a resignation letter for personal reasons.What You Have to Do FirstYou may have an untenable work environment, a medical issue to deal with, or an overwhelming personal crisis. At the end of the day, your reasons for leaving are yours and yours alone. Depending on your relationship, you can share the information with supervisors, management, or coworkers, but do not feel obligated to have a reason that satisfies anyone.Once you have made the final decision to leave, have a conversation with your immediate supervisor. They will appreciate your honesty. And while no employer wants to lose a good emplo yee, they do not want a distracted one either.Writing a Resignation Letter Due to Personal ReasonsBefore composing the resignation letter, note exactly what you want to say in it. Even if your reasons are work related, do not say anything that will burn bridges. You may need a recommendation later or you may even want to return to the company. Being remembered fondly will help in both cases.Keeping it gracious and formal, open the letter with the facts you are resigning for personal reasons (again, do not feel the need to go into any detail), the exact date of the resignation, and that you will do what you can to minimize the inconvenience this sudden departure may have on production.Open the second paragraph of the resignation letter due to personal reasons with the fact youve already had a conversation with your supervisor and that, at that time, you discussed what would happen with your projects and duties before and after your absence. Offer to work with any replacement within t he allotted time before you leave. If youre comfortable with it, leave contact information should they have any questions.Close out the resignation letter with a polite statement about appreciating your experiences with the company and wishing everyone well.LiveCareer has samples of resignations letter due to personal reasons that can be used as a template for your situation. We also have Resume Builder, a great tool for building documents that will help you find a new job. Related Articles How to Write a Resume ObjectiveHow to Write a Resume SummaryHow to Write a Resume When You Have No Work Experience

The Best Way to Ask for a Raise

The Best Way to Ask for a RaiseThe Best Way to Ask for a RaiseAre you thinking of asking for a raise? If so, you might be feeling pretty nervous. Talking about money at all is taboo in our culture. As a result, many of us feel uneasy about salary negotiation. Research shows that one of the most common reasons for not negotiating salary is feeling uncomfortable asking for mora money. Prepare to Ask for a Raise To overcome those nerves, prepare. Learn when and how to ask for a raise so that your request will be heard by a receptive audience. Then, build a strategy that will help you achieve the best possible outcome. That doesnt mean youll always get a yes, or that your babo will be able to give you the exact amount you request. But properly preparing before you make your proposal can vastly increase your chances of success. Top 10 Dos and Donts for Asking for a Raise Heres a list of the top 10 dos and donts when it comes to asking for a raise. 1. Ask after a big accomplishment . Just scored a deal or landed a big sale? Its a good time to ask for a pay raise. Capitalize on the momentum of your success, and you may find yourself in an ideal position to ask for a salary increase. 2. Write, and rehearse, an agenda. Dont walk into your meeting without having prepared beforehand. Brainstorm a list of concrete reasons as to why you deserve a raise, write them down, and rehearse them to ensure a confident and convincing delivery. In addition to listing your accomplishments, you could mention a recent expansion in your responsibilities at work, additional tasks youve taken on, new strategies youve adopted, projects youve spearheaded, and any plans you have to further increase your departments success. You may also want to consider typing up and printing out a copy for your boss, so they can look it over and discuss with other supervisors if necessary. 3. Time your request accordingly. Familiarize yourself with your companys review policy. Do they carry out perform ance reviews every three months? Every six months? Every year? Discretely discuss with your co-workers, or consult with your human resources department to get a sense of the timeline. If possible, you should also try to align your request with the companys financial trajectory. Try asking when new funding is coming in, when the new fiscal year is starting, or when you think your employer could easily factor in an increase in pay. 4. Dress the part. Even if your geschftszimmer dress code tends to be lax, when it comes time for your meeting, you should look the part. Take those few extra minutes to put on a tie, iron your blouse, or pull your dress shoes out of the closet. Although you dont want to look like youre trying too hard, looking polished and professional cant hurt, and will only help you feel more confident as you make your case. 5. Have other options on the back burner. No one wants to hear no for an answer, but a rejection can present an opportunity to make another proposi tion. Do you want to inquire about working from home one day per week? Are you in need of a new mobile phone or laptop for your work purposes? Is there a conference or industry event youd like to attend? Your boss may be more likely to say yes to a smaller request after saying no to a big one. 6. Dont ask via email, if possible. Although its acceptable to schedule a meeting via email, you really should have the conversation about getting a raise in person. Its the best way to show that youre serious and will also allow you to gauge your bosss reaction to your request. Ask your boss when they might have a block of time free to discuss a question regarding your salary. You might even binnensee if they are available for a lunch meeting, which might be a more comfortable setting in which to have the conversation. If an in-person conversation isnt feasible, heres how to request a raise via email, and a sample salary increase letter to review. 7. Dont ask at a high-stress time. Use common sense when you approach your supervisor about the possibility of a raise. If your boss is particularly stressed and overworked, its probably not the best time to bring up the topic. If you can, wait it out and ask during a lull, or at least when you see that your supervisor is in a good mood. 8. Dont give an ultimatum unless youre willing to lose the job. Be careful about how you broach the topic. You dont want to come across as too demanding. Of course, be confident and assertive in your request, but be aware of your tone and focus on being patient, professional, and understanding. Use caution with how you negotiate. Youll probably want to avoid framing it in a way that sounds like a demand- I need this raise, or else- as you should try to stay on good terms with your boss even if they say no. 9. Dont use information about colleagues salaries as a reason why you should get a raise. Avoid bringing office gossip into your discussion. Even if you know someone makes more money than yo u and you think that you deserve a salary thats equal- or higher- its advisable not to mention it. Its just not professional, and you never know if what youve heard, or overheard, is true. Instead, focus on your own individual experience and accomplishments and why you should get a raise on your own merits, not based on what other people are getting paid. 10. Dont supply too much personal information. Ideally, you should try to craft your proposal in a way that focuses on the reasons why you deserve an increase in salary, rather than why you might need one. There are some things that are better left unsaid when youre talking about a pay increase. Unless you have an exceptionally familiar relationship with your supervisor, its a good idea to avoid citing personal reasons like if your spouse lost his or her job, if youre sending another child to college, or if an investment went schwimmbad and instead keep the emphasis on what youve done to merit a raise. What to Expect After Yo u Have Asked for a Raise Even though you really want to know right away, dont expect an immediate answer. Unless youre at a very small company, your manager may not even have the authority to give you a pay raise even if they want to. It will probably need to be discussed with human resources and/or other company managers. Dont feel badly if your request is turned down. There simply may not be money in the budget for pay increases, regardless of how well deserved your raise may be. Many companies have formal company policies that determine salaries and pay raises, so there may not be flexibility to give you a raise other than when you are eligible for one under company guidelines. The Bottom Line CHOOSE THE RIGHT TIME FOR YOUR REQUEST Try timing your negotiation with the companys financial calendar. When will your boss be most likely to find money in the budget for a raise?ASK AFTER A BIG WIN Have you recently exceeded a major goal or accomplished something big for the company? Now s a good time to make your request.DONT GIVE AN ULTAMATUM If you threaten to leave, you better be prepared to follow through.AVOID GIVING TOO MUCH PERSONAL INFORMATION Your boss doesnt need to know why you want more money. They just need to know why you deserve more money.

Interview Questions to Ask a Manager Candidate

Interview Questions to Ask a Manager CandidateInterview Questions to Ask a Manager CandidateInterviewing a candidate for a management or supervisory position is a lot different than screening someone to work on the front-line of your company. After all, they are going to mentor and guide the employees under their charge. And they will be accountable for the way the department runs and ultimately functions. So you want to find the right person for the job. That means coming up with the right questions to ask during the bewerberinterview. The following sample job questions about a candidates management style, experience, outlook and personality will help you assess your his supervisory skills. They will also help you determine whether he is a good fit for your company. Feel free to use these questions in your own interviews or use them as a base to develop your own. As you interview potential management employees for your company, you will find out over time which questions yield the m ost useful information. Youll want to ask the questions that best support your final candidate selection. Before You Begin Youll want to make sure your candidate ticks off all the requirements on your list before you schedule that interview. You want to make sure the person is motivated, is a people person and is results oriented. Furthermore, he should be experienced, and be able to work well under pressure. Finally, he needs to be approachable, personable, work well with a team and have a great attitude. There are two types of questions youll want to ask - those that focus on the candidates experience, and those that provide insight into his behavior and personality. Questions That You Always Ask Management Candidates Always ask these management interview questions. The answers give you valuable knowledge about the candidates experience. How long have you worked as a manager?How many employees reported directly to you in your management job? Here, you are asking about the number of employees he or she directly supervised with wertzuwachs assessment and compensation assignment responsibilities.Describe the exact responsibilities and activities over which you had oversight for these employees. This will give you insight into what his job duties were in his previous position. How do you prioritize your role as a manager? This is important, because a manager will have to be able to recognize opportunities and situations that will need immediate attention, while being able to put off things that may be less important for a later time. Behavioral Management Interview Questions How would you describe your management style? Youll want to see how he manages so you can determine whether his style matches that of your company. How would the people reporting to you describe your management style?What are your strengths and weaknesses as a manager and supervisor?Describe the work environment or culturein which you have experienced the most success. How did you help contribute to that culture and success? Again, the answer to this question can give you some insight into whether the candidates style will mesh well with the employees in your company. How have you dealt with a difficult or underperforming employee in the past? How did you address the situation? Did the employees performance improve? If not, what did you do next?How have you rewarded an employees excellent performance and hard work?Tell me about a time when you reorganized a department or significantly changed employee work assignments. How did you approach the task? How did the affected employees respond to your actions?How you have managed employee performance in the past? Describe the process you have used for performance feedback. Describe how youve developed relationships with new coworkers, supervisors and reporting staff at your last job?How you have been able to provide direction and leadership in your previous departments? Asking a candidate this will help you f igure out if he is motivated and considers his team a priority. What do you feel are the most significant contributions of a manager in the workplace? How have you demonstrated these in your past jobs as a manager?What would you identify as thekey contribution of a manager in the workplace? During the Interview As the interview progresses, dont forget to take notes and engage the candidate. But remember, as the interview progresses, dont just stick to your script - ask follow up questions. Something your interviewee says may trigger another question that may not be on your list. The Bottom Line These tips on how to assess your candidates management interview question answers will assist you to select the best management employees for your organization. Do keep reading to see how to approach your candidates answers. They can seriously have an impact on the candidate you choose for your open position.