A Publication of WorkMonger
and TrulyHired
|
|
|
|
Over the years — and especially because of the COVID pandemic—employee recognition has become increasingly important for executives and HR leaders who want to meet their business objectives and improve team performance with engaged employees. So what does employee recognition mean, and why should leaders utilize it?
|
|
|
OpEd/Conversation Starter
|
|
|
We all want to feel that we matter for the hard work we do. Mattering in the workplace is more important today than ever, given the prevalence of remote working. But it’s a two-way street. Employees must let their value be shown, but employers must implement actions that recognize and reward that performance.
|
|
|
What WorkMonger is reading right now.
|
Employee rewards and recognition matter more than you think because it is directly related to job satisfaction, employee engagement, and increased productivity. This article discusses the importance of employee appreciation for organizational success and some ideas on how you can appreciate employees.
|
|
|
Career Corner: Ask a Recruiter
|
Tips for transitioning back to full-time work after extended leave (i.e. parental, medical, unemployment, etc.)
|
|
|
I’ve worked with several clients over the last year who are in the process of transitioning to work after taking extended leave (parental, medical, unemployment, etc.). Though they’re excited to have landed a new job, many share their worries about the actual logistics of going back to a traditional work schedule (especially if they are also navigating child care, elder care, their own health and wellness needs, etc.).
Here’s some guidance I have shared:
- Going back to a traditional/paid job may be both energizing and draining for you (doing unpaid care work at home is also a very real, time-consuming job, as is caring for yourself and your physical/emotional needs). It can be an opportunity to do work that you enjoy or make you feel competent in a new way, but working several consecutive hours can be tiring as well. Be kind to yourself as you navigate the first few weeks/months of re-entering the paid workforce!
- Make mornings as easy as possible. Pick out your attire, pack your lunch, shower, etc. Try to do as little “thinking” in the morning as possible (unless you naturally wake up hours before and have plenty of time!). This also applies if you are responsible for children or other dependents - organize as much as possible the night before!
- You might feel out of practice when it comes to being around other professionals all day, or sitting for hours at a time. Reflect on what might be tricky for you, and try to plan around it. For example, make time to take short breaks to walk every couple of hours.
-
- If your life has changed a lot since you were last in a paid job, such as growing your family, having a new medical condition to treat, or an elderly parent you now care for, plan ahead as much as you can - put all doctor’s appointments in your calendars, your kids’ anticipated school closures/holidays, meetings with lawyers/banks, etc. and share with your manager/team when appropriate. *I work with several clients who started their career at a time when working through lunch, coming into work sick, never taking a vacation, etc. was their norm and this can feel like a departure.
- Check-in with people around you - new jobs involve learning curves, some steeper than others, and you won’t get it all right on the first day! Set small goals, connect with your manager and your friends/family about how things are going and where you might need more support.
|
|
|
Create or Update Your JobSeeker Profile
|
|
|
WorkMonger’s mission is to bring lasting systemic change to the education sector by revolutionizing how education organizations and professionals connect for meaningful, non-teacher positions. Apply today to work at WorkMonger!
|
|
|
|
|
Breakthrough Public Schools' mission is to develop a growing network of distinctive school options that prepare Cleveland area students for success in life. They are looking for an experienced in Special Education to be their Exceptional Student Education (ESE) Specialist. The Exceptional Student Education Specialist will work to ensure the successful ongoing development, implementation, and assessment of the school's exceptional education program. As part of the network Teaching and Learning team, the ESE Specialist plays a central role in managing a portfolio of schools to ensure compliance, instructional, and student achievement outcomes.
The ideal candidate has 3-5 years teaching experience within exceptional student populations. 3-5 years leadership experience required; urban setting strongly preferred.
|
|
|
|
|
KIPP DC is a community of high-performing, college-preparatory public schools in Washington D.C. At KIPP DC schools, students develop the knowledge, skills, and confidence to become Washington DC’s next generation of leaders. They are looking for a Talent Development leader to be their Director of Talent Development. The Director of Talent Development will be responsible for developing and implementing systems that support regional staff to grow professionally and be successful in their roles. The Director will focus on systems for onboarding, professional development, performance management, and retention of HDQ employees.
The ideal candidate has 5-7 years of work experience in talent development, DEI, or recruiting in education or nonprofits. This person also possesses experience leading adult learning and adult facilitation.
|
|
|
|
|
KIPP DC is looking for a senior leader in Talent Acquisition to be their Managing Director of Talent Acquisition. Investing in talent is one of KIPP DC’s top five priorities in KIPP DC's 2025 strategic plan. The Managing Director of Talent Acquisition will play a key role in ensuring this priority is met. The Managing Director will lead KIPP DC’s efforts to find, attract, select and hire high-quality, committed and diverse team members into all of the organization’s roles.
The ideal candidate has 12+ years of work experience, with at least 7 years of previous recruitment experience required and previous experience working in a similar sized school system required.
|
|
|
|
|
EMERGE empowers & prepares high-performing students from underserved communities to attend and graduate from selective colleges & universities across the nation. They are looking for an expert in building an organizational culture to be their Managing Director of People and Culture. The Managing Director of People and Culture is a new role created to drive the organization towards its goal to be the leading college access organization, with a culture that attracts and retains the most talented educational equity advocates. This position will report to the VP of Operations and will work closely with the entire leadership team to achieve the organization’s People, Culture, and DEIA goals.
The ideal candidate has 7+ years of experience with a focus on HR, Culture or People initiatives , 3+ years of experience leading a team. This person also possesses experience developing talent and workforce strategies and policies.
|
|
|
TrulyHired is a quick, easy, and tailored job board that specializes in providing JobSeekers with non-teaching roles at impact-driven education organizations. Here are a few of the amazing roles we have available. Check them out and apply if you're interested!
|
|
|
Want to get notified when there are new roles posted on TrulyHired that fit your preferences?
Now you can with TrulyHired's new Job Alert function!
Click the button below to have new opportunities delivered straight to your inbox.
|
|
|
Sent by WorkMonger ● P.O. Box 163331, Austin, TX 78716-3331 ● Contact Us
|
|
|
|
