The Best Thank You Note to Send After a Promotion - The Muse

The Best Thank You Note to Send After a Promotion - The MuseThe Best Thank You Note to Send After a Promotion When Tina Wascovich got a promotion early in herbei career, she picked out cards and gave handwritten thank you musiknotenzeichennzeichens to her manager as well as a senior VP, both of whom she felt had been instrumental in helping her take a step up. The high-level executive was so enthusiastic about her note that he wrote her one in return to tell her how pleased hed been to recommend her for the promotion. Everyone felt good about Wascovichs accomplishment and about themselves. Who wouldnt want that?If youve just been promoted, well then first, you deserve a big congratulations, and some celebrations are certainly in order. Go on, do a happy dance, raise a glass, treat yourself to a promotion gift, or all of the above. But while youre basking in the glow of validation that comes with a shiny new title or role, take a moment to consider how you got there, who mightve helpe d you along the way, and how you can acknowledge that support. Its the perfect time to show appreciation to your anfhrer or your company for a promotion and the recognition of the value your contribution is making to the company, says Wascovich, a Muse career coach. One easy and effective way to do that is with a thank you note.Why You Might Write a Thank You Note for a PromotionWriting a thank you note for a promotion, unlike for an interview, is not a must-do, more like a really-nice-to-do. In fact, I think that if you do this, it will be remembered by that boss likely for a long time because today people are not writing handwritten notes or much of anything, Wascovich says. To get a note of appreciation from someone on your staff that recognizes that you may have helped them on their career path, that makes an impact on anyone in a supervisory management or leadership role, who will be more likely to go the extra mile for them in the future.Al Dea, a Muse career coach and the fou nder of CareerSchooled, also emphasizes that its all about gratitude and appreciation. Having been on the receiving end of such thank you notes, he says, I was super thrilled to see they got promoted and it made me feel good knowing that they considered me to have played a small role in that.Who You Should ThankThe most obvious person on your shortlist for a thank you note following a promotion is, not surprisingly, your direct manager. Theyre often the one most closely involved with your success, but theyre not necessarily the only one. Think about whether your boss boss or another senior leader played an active role in your growth as an employee or in advocating for or approving your promotion. Or perhaps you have a formal or informal mentor outside your reporting structure or even outside of your organization. To summarize it, I would thank people who you thought were instrumental in helping you achieve that, says Wascovich. What a Thank You Note After a Promotion Actually Looks Like (With Examples)If the logistics allow, consider a handwritten note. It shows that you took the time, in todays digital age...to walk outside, go to the store, pick out a card, buy the card, write something thoughtful, and give it to someone, says Dea. That shows a genuine kind of sincerity behind it. And while the gesture may be small, I think that another person would appreciate it.That being said, if you dont work in the same office or dont have someones physical address, an email is a perfectly good vehicle for your thank you note as well. Either way, you dont have to write a novel. Your note should be short and sweet. Here are a couple ways to go A Formal Thank You NoteDear Name,Its been a pleasure to learn and grow under your leadership. Thanks again for recognizing my contribution with this promotion. I look forward to continuing to work together.All the best,Your NameA Thank You Note With Specific ExamplesDear Name,Thank you so much for recognizing my hard work and belie ving I was ready to take on a new role and more responsibility. Im grateful for something specific they did that helped you get to where you are, e.g. your guidance as I took on the X project and learned to lead a cross-functional team how you went to bat for me to make this promotion happen, and excited to thing youll be taking on in your new or more senior role, e.g. lead this new team or take on such an important client.Thank you,Your NameOther Ways to Show Your GratitudeEveryone has their own way of showing gratitude, and you shouldnt be afraid to go with your gut and do whatever feels most natural. If a thank you note doesnt seem quite right, you could set aside some time at your next one-on-one- or in a separate meeting- to express your appreciation in person. If you got a huge promotion and theres someone who played a major role in that, Dea says, you might even consider getting them a small gift or taking them out to lunch. The bottom line is that you want to genuinely and a uthentically thank someone. How you choose to do that is up to you and certainly it needs to jive with what you feel comfortable doing, Dea says. Im less concerned about the mechanism of how you do it and more about the spirit of deciding to go and do it.What to AvoidOne time in high school, I profusely thanked a teacher for a high grade on a research essay I wrote, says Muse writer and career coach Abby Wolfe. He looked at me and said, Why are you thanking me? Youre the one who did the hard work. And he was right.She learned that theres a balance to strike between recognizing someones contribution to your success and owning your accomplishments. After all, she says, youre the one who worked hard to get the promotion. Youre the one who earned it.Even worse than letting your thanks cross the line into too much in such a sincere way is to write a note you dont really mean simply to check a box, Dea says. If you dont feel an honest desire to thank someone and do so out of obligation, i t could come across as inauthentic and fall flat. If you, like me, are now convinced that writing a genuine thank you note for a promotion is a meaningful gesture, remember too that its never too late to show appreciation, says Wascovich. Even if it comes a few weeks or months later, we can brighten someones day. Now, excuse me while I make a run to the stationery store.

4 Reasons Complaining to Your Coworker About Another Coworker Is a Bad Idea

4 Reasons Complaining to Your Coworker About Abedrngnisher Coworker Is a Bad Idea 4 Reasons Complaining to Your Coworker About Another Coworker Is a Bad Idea Jack drives you crazy at work.He is on your project team, and his laziness and lax standards are pushing you to the edge yet again. So you pop into Susans (another coworker) office to vent your frustrations.You have just inadvertently started a firestorm that has the potential to further erode yourrelationshipwith Jack, compromise your relationship with Susan, and sabotage the trust and cohesion that exists within the entire team. Of course, you didnt mean to cause problems you simply wanted to vent your annoyance.Here are four reasons whycomplainingabout a coworker to another coworker is never a good idea (and four things you can do instead that will help)1. Venting might feel good at the time, but when it comes to talking trash about another partie, it always has a bite.Its one thing to vent outside of work to someone not as sociated with the team.This expression may release steam, and trusted friends canhelp you craft a plan for movingforward with the object of your frustration.But at work, on a team, it will feel at best like gossip and at worst like total and complete betrayal to the person in question.Missing the opportunity to get directpeer feedbackincreases the likelihood that the person in question will feel caught off guard, slandered, and treated poorly. Broken trust is hard, if not impossible, to rebuild.What to do insteadVent with friends at home, seek empathy on your challenges, and then take your issue straight to the source. The last step is the most important because it eliminates the dangerous triangle that gossip creates.2. The innocent coworker you speak with cant help but be affected by your perspective.Susan, in the scenario above, may have previously really liked and trusted Jack. But now that you have sharedyour complaints, her view of Jack is forever tainted. She no longer sees h im in a positive light, and she may go on toseek confirmation of the problems you mentioned, whereas she used to open-heartedly interacted with him in true partnership. Plus, she now has to try to keep a secret, since you asked her not to share anything, so she has to suppress what she knows you feel about Jack every time she sees him.What to do insteadIf you need it, ask the non-involved colleague for feedback onyourapproach toaddressing the situation. This makes it about you, not the coworker who is upsetting you. Make sure you let the non-involved coworker know that your intention is to work it out with the other person and that you know you have contributed to the problem.3. Trust is the primary currency of healthy partnerships, and talking behind someones back erodes trust.To trust, we must be vulnerable. At work, that often means admittingmistakes,being honest aboutwhat we dont know, and/orasking for help. Receivingcritical feedbackis the ultimate vulnerability, and strong par tnerships allow us togrowthrough this critical feedback.But if we get feedback from athird-partyinstead of the person who should be delivering it, thaterodes the faith and confidence that are essential for team health.What to do insteadSpend time thinking about and preparing to deliverfeedback forthe colleague who annoys you in a caring, concise, and clear way. Delivering this to them willbuild trustand confidence, resulting in an increased ability to talk honestly with each other, solvehard problems, and work together oninnovations and ideas. The coworkermay not stop the annoying behavior altogether, but at least they can now begin working on it. What really matters is that you are clear, direct, caring, and compassionate. Your goal should belearningto work better with your coworkers, not drawinga line in the sand.4. Most of us want to know the truth and strive to improve once we get it.Despite the fact that most of us want to run screaming to the hills when we hear those dreaded w ords, May I give you some feedback? we also secretly crave it.The impression we make on others is our impact at work, and when delivered with care, most of us want to embrace and learn from the observations of others.Jack, in this scenario, is not consciously trying to annoy you. Bringing his behavioral impact on you to his attention guarantees that at least the two of you now have a basis for co-learning and sharing as you work together.What to do insteadOffer feedback in the spirit of learning and with an intention to remain in partnership, rather than exit stage left. In addition togiving feedback, ask for it, so that you can walk your talk with this colleague. Most problems between people are contributed to by both parties, so what do you have to learn?A version of this article originally appeared on SUCCESS.com.Moe Carrick is the founder ofMoementum Inc.and haswoven a cohesive and provocative tapestry of personal leadership experiences,Fortune100 consulting, academic and instit utional learning, keynote addresses, authorship, strategic partnering, and masterful facilitation. Moe grounds her approach in a unifying and undeniable truth Successful work is dependent upon human relationships. Shefeels privileged to work with clients likePrudential Financial, REI, Nike, TechSoft3D, and many others.

The Paralegal Job Description Keeps Expanding Robert Half

The Paralegal Job Description Keeps Expanding Robert HalfThe Paralegal Job Description Keeps Expanding Robert HalfThe paralegal job description is tough to pigeonhole - it varies considerably from one firm to another, depending on size and other factors. But theres no question that the role has expanded in recent years, making the paralegal position one of the most rapidly evolving legal jobs.Both law firms and geschftliches miteinanderes look to these legal professionals to perform multiple functions. They are increasingly expected to handle substantive legal work, including duties previously performed as part of the legal job descriptions of junior-level lawyers, such as research, trial preparation, patent filings, and regulatory and eDiscovery matters. By allocating work that doesnt require a licensed lawyer to paralegals, firms are able to keep legal costs in check and meet client demands for more cost-effective services.Aspects of the paralegal job descriptionIn addition to the considerable legal duties performed by paralegals, the paralegal job description often calls for technology expertise. Newly expanded paralegal roles require candidates to be skilled at using eDiscovery software, e-filing systems and various practice management applications. In some firms, especially smaller ones, paralegals also use their technical skills to assist with the day-to-day aspects of practice management, such as tracking legal time and expenses and other administrative tasks. kreuzung or blended paralegal/legal secretary roles are becoming more common in listings of legal jobs as organizations streamline legal support functions to improve efficiencies.Robert Half Legal is the premier provider of legal staffing and consulting solutions for law firms and corporate legal departments. Let us help you find the right job for you.GET HELP FINDING WORKLegal professionals benefit from practice area expertiseAlthough the paralegal job description will probably continue to come w ith the implicit requirement that professionals wear multiple hats, todays legal market now favors specialists over generalists. A majority (66 percent) of lawyers interviewed by Robert Half Legal cited practice area expertise as the most marketable attribute for paralegals. Technological proficiency followed, with 13 percent of the survey response.Paralegals with expertise in in-demand areas, including litigation, compliance, healthcare, contracts, real estate and intellectual property are seeing strong demand from law firms and corporations.A sample of employer postings for paralegal jobsTo illustrate how the paralegal job role has evolved - and the most sought-after skills - heres a sample of job requirements listed in a handful of current paralegal jobs postingsParalegal - Candidate must feel comfortable working in a small law firm environment, wearing many hats and taking on leadership. At least three years of litigation experience is a must, with substantive trial prep expe rience being a strong plus. Duties include drafting litigation documents and various trial prep duties.Senior contracts paralegal - This person will be the subject matter expert for contracts and report to a corporate attorney. Requires drafting, analyzing and negotiating a wide range of contracts and agreements. Must have the ability to identify and assess risk and communicate effectively with internal team members, business partners and outside counsel.Intellectual property paralegal - Provide assistance to attorneys and trial teams with all aspects of intellectual property case management, including the discovery process trial preparation case investigation tracking and communicating case-related dates and information database maintenance and the review and preparation of documents, reports and correspondence. Position involves direct contact with clients.Litigation paralegal - Manage all aspects of large-scale, complex litigation. Requires full understanding of litigation mot ion practice, discovery, arbitration, trial and appellate procedures.As these examples demonstrate, paralegals have become indispensable legal team members. And, as law offices continue to evolve and operate more like traditional businesses, the paralegal job description is likely to keep changing as well.Robert Half conducts exclusive research and offers free resources you can use to advance your career.CONTINUE READING