HOW EMPLOYERS PLAN TO MOVE FORWARD IN THE NEW YEAR

1. REPLACING LOWER-PERFORMING EMPLOYEES
Employers are taking advantage of the large number of top talent in the current labor pool to strengthen their work force. Thirty-seven percent of employers say they plan to replace lower-performing employees with higher performers in 2010. When asked to grade their current work force, 25 percent rated them an “A” 60 percent a “B”, 15 percent a “C” and 1 percent a “D”. Less than one-half of a percent felt their current staff was a failure.

2. EMPHASIS ON SOCIAL MEDIA TO STRENGTHEN BRAND
The economy required companies to make some tough decisions about their businesses, which had a negative impact o their brands. Close to four-in-ten (37 percent) employers plan to put a greater emphasis on social media in 2010 to create a more positive brand for their organization. One-in-five employers plan to add social media responsibilities to a current employee, while close to one-in-twelve (8 percent) plan to hire someone new to focus or partially focus on social media.

3. REHIRING LAID-OFF WORKERS
Companies needed to scale their businesses to market last year and four-in-ten employers say they were forced to lay off workers. Among those who had lay-offs in 2009, thirty-two percent of employers now say they plan to bring back workers and the-in-ten are either doing it now or plan to do so in the first six months of 2010.

4. FLEXIBLE WORK ARRANGEMENTS
Companies plan to continue providing employees with greater flexibility in hopes of maintaining a better work-life balance. Thirty-five percent of employers say they plan to provide more flexible work arrangements in 2010, compared to 31 percent last year. Among those who will offer flexible work arrangements, these arrangements include:

5. CUTTING PERKS AND BENEFITS
Even as companies look to the new year and toward growth opportunities for their businesses, many are still choosing to trim perks and benefits. Thirty-seven percent of employers say the will cut perks and benefits in 2010, up from 32 percent who said they trimmed in 2009. Perks and benefits employers plan to trim in the new year included bonuses, medical coverage, suspended 401k matching and office perks such as coffee, tea and condiments.

6. REHIRING RETIREES AND POSTPONING RETIREMENT
Companies understand the intellectual capital mature workers bring to their organization and 27 percent say they are open to retaining their workers who are approaching retirement. Sixteen percent say they are likely to rehire retirees from other companies in 2010. Additionally, one-in-ten are likely to provide incentives for workers at or approaching retirement age to stay on wit the company longer.

At the same time, workers have expressed interest in postponing retirement. Thirty percent of employers report they have received request from workers approaching retirement age to stay on with their company, up from 22 percent last year.

7. FREELANCE OR CONTRACT HIRING
While employers still plan to be cautious regarding the number of full-time employees they add in the new year, many will turn to freelance or contract employees to help keep their businesses moving forward. Three-in-ten employers anticipate hiring freelancers or contractors in 2010, up slightly from 28 percent in 2009. Six percent expect to employ more freelance workers or contractors than last year, while 15 percent expect to hire the same amount and 10 percent plan to hire fewer.

8. GREEN JOBS
Employers will continue to turn some of their focus to the environment in the new year. Eleven percent of employers say they plan to add “green jobs” in 2010 the same amount who said they added them in 2009. “Green Jobs” are positions that implement environmentally conscious design, policy and technology to improve conservation and sustainability.

9. BILINGUAL RECRUITMENT
Employers have identified having a diverse work force as an important measure of success as they begin to rebuild their businesses after the economic downturn. One area they plan to focus on is building a bilingual team. Four-in-ten employers said they plan to hire bilingual candidates in 2010 and half said that they had two equally qualified candidates; they would be more inclined to hire the bilingual candidate.

10. BUSINESS TRAVEL
While employers are inching away from cost containment and more into growth, one area they still plan to save money on is business travel. Forty-three percent of employers say that in their organizations there will be less business travel in 2010 than in 2009.

Manufacturing grows in Feb., jobs gauge rises

NEW YORK – The manufacturing sector expanded in February for the seventh straight month while a measure of employment jumped to the highest level in more than five years.

The pace of manufacturing growth was slower than in the previous month, and fell short of economists' expectations.

The Institute for Supply Management, an industry trade group of purchasing executives, said Monday its manufacturing index index read 56.5 last month, slightly slower than the 58.4 reading in January. It was also slower than the 58 level expected by economists polled by Thomson Reuters.

A reading above 50 indicates expansion.

ISM said its employment measure grew for the fourth time in five months, accelerating to 56.1 in February from 53.3 in January. February's number is the highest since January 2005.

"With these levels of activity, manufacturers are seemingly willing to hire where they have orders to support higher employment," said Norbert Ore, chair of ISM's manufacturing survey committee.

A pickup in business investment in equipment and software, increases in exports and slower cutbacks of inventories is helping drive production gains.

Of the 18 industries ISM surveys, 11 reported growth, led by machinery, paper products and apparel. Five declined, led by wood products, furniture and primary metals; two were unchanged.

ERROR ON THE SIDE OF EXECUTION

For every hour, day and or week you delay in developing and executing your plan for obtaining a job, developing a career plan or taking an in depth assessment of where your skills, experience and flexibility are relative to the demand for your skills will affect your employability and earnings.

AVOID ERRORS OF EXECUTION

• You don't have to have everything perfect to start. The key is to Start Now.
  
• Use the available technology, coaching and other tools to leverage yourself.
  
• Your Competitors have the pedal on the medal and their eye on the prize.
  
• The elephant in the room is "raising the bar" each day.
  
• Over your employment life, waiting can cost you a significant amount of cash.
  

MAKING THE A-LIST

Looking for a great way to earn that raise or promotion? Get on your manager's A-List.

It's a simple fact: if you consistently show your manager that you're doing a great job, you'll progress further, faster. Start by finding ways to get noticed and separate yourself from the pack. To help, try using these techniques to create a lasting positive impression:

1. COMMUNICATE CLEARLY.
When in doubt, especially if you or your manager is new to the job, err on the side of clarity. Ask questions when things are unclear, as opposed to making dangerous assumptions (what's “soon” to you may not be “soon” to your manager).

Provide your manager with regular updates about your projects and plans. Be careful, though, not to go overboard – ask him directly if you're providing enough information or too much.

2. LIVE UP TO YOUR COMMITMENTS.
The phrase “under promise, over deliver” may be an oldie, but it's still a goodie. Don't shy away from new challenges; just make reasonably sure you can hit an objective before taking on the additional responsibility. By consistently delivering high quality work in a timely manner, you will undoubtedly gain your manager's attention.

3. UNDERSTAND WHAT MAKES YOUR MANAGER TICK.
If you don't already know them, learn your manager's pet peeves – and avoid them.

Find out what his priorities are – and incorporate them into your own (e.g., if your manager is a numbers guy, quantify all your results). Anticipate his needs by providing what you know he'll want before he asks (e.g., if you know your manager will ask for three quotes before approving a purchase order, get all three before approaching him). Show him that you understand the issues he faces and you're sure to make your mark.

4. PROVIDE SOLUTIONS ¬– NOT JUST PROBLEMS.
Hey, stuff happens. Everyone makes mistakes. But if something does go wrong, view it as an opportunity to set yourself apart from chronic excuse-makers. Own up to the problem or mistake and come to the table with potential solutions. Your manager will appreciate your ability to think for yourself and manage a difficult situation.

5. MIRROR YOUR MANAGER.
Observe how your manager communicates with you and mirror his preferred method: if your manager likes email, use it; if he prefers voicemail, phone in your updates.

When possible, keep office hours similar to his: if he's a morning person, start coming in a little earlier; when he's working late to meet a deadline, offer to stay and help.

Last but not least, emulate the way he dresses (i.e., level of professionalism). If you want to impress the manager, start dressing like one yourself.

6. BE POSITIVE.
When you celebrate a departmental success, send a congratulatory email and copy your manager. The gesture will draw
attention to your project's success as well as your leadership skills.

During more stressful times, strive to maintain a positive attitude. For every two complaints or suggested improvements you make to your manager, point out eight positive things. Your consistent optimism and enthusiasm will not go unnoticed.

7. TACKLE NEW PROJECTS.
Examine your department to identify weaknesses, process gaps or other potential problems. Approach your manager with ideas for overcoming these challenges and take responsibility for seeing the project through.

Alternately, if your manager comes to you with an idea for improvement, respond to it constructively. Instead of throwing up roadblocks, keep an open mind and brainstorm ways to tackle the project together.

8. TAKE A CALCULATED RISK.
A manager will notice a talented employee who demonstrates his desire for excellence by occasionally sticking his neck out. So when the time is right, make a bold move. Volunteer for a difficult assignment or challenge the “status quo” to improve work processes. Your courage and enthusiasm will increase your visibility and earn the respect of your manager and co-workers alike.

Sources used to write this article:

Heller, M. How to Impress
Your Boss.
http://www.howtodothings.com/careers/how-to-impress-your-boss

Six Ways to Impress Your Boss.
http://www.black-collegian.com/
career/impress1299.shtml

Steen, Margaret. 10 Habits that Bosses Love.
http://hotjobs.yahoo.com/jobseeker/tools/ept/printallept.html?post=480&eptTemplete=careerarticles