4 Tips for Surviving a Company Merger

As the economy continues to recover, there’s been a recent uptick in the number of mergers. And while merging with another business might be good for a company’s bottom line, it can be stressful for its employees. Job loss and uncertainty are big concerns among workers.

So if your company is undergoing a merger with another, or there is a merger on the horizon, what can you do to ensure you not only survive, but thrive, in your Houston job? Here are 4 tips:

1) Expect a cultural change.

Two separate cultures can’t exist together, so expect the dominant company’s way of doing business to prevail. Don’t resist it; accept it and adapt to it.

2) Get to know the new owner and managers.

After a merger, it can be tempting to keep your head down and try not to be noticed. But most new owners are looking for people to step up to the plate. First, learn all you can about the new owner and managers. Then reach out to them via email or by making a phone call. Tell them what your department is doing, highlight your responsibilities, and offer suggestions for improvement within your department or the company as a whole.

3) Do a great job.

This is the time to go above and beyond. You want the new owner and managers to think they simply cannot live without you. So come in early, stay late, and offer to take on additional assignments. Ask the new owner or managers: “What can I do to make this transition easier for you?” Even if they tell you to “keep doing what you’re doing,” the perception will be that you’re an asset, not an obstacle.

4) Be positive.

It can be easy to feel defensive and stressed during a merger. But keep your attitude to yourself. Attend any informational meetings the new owner or managers hold, ask intelligent questions, and introduce yourself to new managers and staff members. You want to be perceived as a team player; not a complainer.

When it comes to a merger, you have to come to terms that things just aren’t going to be the same. But the faster you “get it” and adapt, the better your chances will be for surviving a merger. That said, it’s always smart to prepare a contingency plan. So dust off your resume and begin to rework it, just in case.

Also, if you’re interested in learning about job opportunities in the Houston market, please contact Murray Resources. As an employment agency in Houston, we work with many of the top employers and can give you access to new opportunities in your field.

How to Exit Your Houston Job Gracefully

Whether you’re looking for a new job in Houston or you’ve already landed one, it’s important that you leave your old position gracefully. You never know who you will cross paths with again during the course of your career and you don’t want to burn any bridges. With that said, here are some tips for a smooth exit:

Think of a brief explanation.

People will want to know why you’re leaving, so you’ll want to think of a brief, yet positive, explanation. For instance, you got a new job in Houston that’s a great opportunity to advance your career or learn something new. The trick is to be honest, without being brutal.

Write a resignation letter.

In your letter, thank your employer for the opportunities you’ve had during your tenure there. Also, be clear about the fact that you are leaving and give the date of your final day at work.

Give at least 2 weeks notice.

Two weeks is the standard amount; however, your company may require additional time, so you’ll want to consult with your employee handbook first.

Complete your work.

Just because you’re leaving doesn’t mean you get to slack off in your last days on the job. To ensure a smooth transition for your boss and co-workers, make sure you finish up outstanding projects and leave detailed instructions about any tasks you handle.

Help with the hiring process.

Nobody knows your position better than you do. So offer to help your boss find a replacement and train that person once he or she is hired.

Leave a positive trail.

You know the saying “If you don’t have anything nice to say…”? This is especially true when it comes to your career. Whether there is a co-worker you don’t get along with or a boss you’ve butted heads with, keep your mouth shut. Otherwise, your words could come back to haunt you.

Keep in touch.

It’s a small world and you never know who could play a role in your career in the future. So be sure to give your new contact information to key relationships at your company before you leave. You may even want to send a note or email to those you developed a good relationship with, telling them how much you enjoyed working with them. Even after you’ve left, try to maintain a positive and professional relationship.

And if you’d like to exit your Houston job, but first need help finding a new one, please contact Murray Resources. As an experienced employment agency, we work with many of Houston’s top employers and can place you in a position that’s a great match for your skills and personality.

5 Things to Avoid Saying at Your Office Holiday Party

Your office holiday party is a great opportunity to let loose (a little!), get to know your co-workers on a more personal level, and network with company leaders. But, it can also provide an opportunity to say and do some pretty dumb stuff. Trust us, as a Houston employment agency, we’ve heard it all. And unfortunately, making a serious blunder at a work party can have significant consequences – it could harm your credibility, upset your boss, and, worst-case scenario, you could be out of a job. So here are some things to avoid saying at your office holiday party:

1. Talking about bonuses.

Avoid any talk about year-end bonuses. First of all, you don’t know if the guy you’re talking to got a bonus and if he didn’t, you’ll look like a jerk. Secondly, you can get into rough waters when you start talking about bonus amounts with a co-worker, particularly of you received significantly more or less than that person. So avoid any talk of monetary compensation.

2. Announcing that you’re going to get wasted.

An open bar is not an invitation to get completely drunk. In a work/social situation, you should limit yourself to one or two drinks, or avoid drinking altogether. Most serious office party blunders are booze fueled and the results can be disastrous to your career. So if you’re at your office party and you’re starting to feel a bit tipsy, then it’s time to excuse yourself. You’ll thank us in the morning.

3. Complaining about the venue, the food, or the party in general.

Even if you’re thinking about all the things you could be getting done instead of attending the office party, don’t vocalize your thoughts. Likewise, if you don’t like the venue or the food or some other aspect of the party, keep your thoughts to yourself. You don’t want to be known as the office whiner and, worse yet, you don’t want your comments getting back to your boss.

4. Gossiping about your boss or co-workers.

It’s true – most people can’t get enough juicy office gossip. But don’t go there, especially at a work function. At parties, you typically have to speak louder to be heard and you never know who could be standing right behind you – listening.

5. Commenting about a person’s appearance.

If you’ve reached the point where you’re discussing a co-worker’s appearance and weighing in on whether you think they’re good-looking or not, it’s time to leave the party. Likewise, if you feel compelled to tell a co-worker you find them attractive, then it’s time to run, not walk, to the nearest exit.

The bottom line is that you should view the office holiday party as an extension of your workday. If you wouldn’t do something at a company staff meeting, then don’t do it at your holiday party!

What about you? What are some of the biggest blunders you’ve seen people make at office holiday parties in the past?

5 Things to Avoid Saying at Your Office Holiday Party

Your office holiday party is a great opportunity to let loose (a little!), get to know your co-workers on a more personal level, and network with company leaders. But, it can also provide an opportunity to say and do some pretty dumb stuff. Trust us, as a Houston employment agency, we’ve heard it all. And unfortunately, making a serious blunder at a work party can have significant consequences – it could harm your credibility, upset your boss, and, worst-case scenario, you could be out of a job. So here are some things to avoid saying at your office holiday party:

1. Talking about bonuses.

Avoid any talk about year-end bonuses. First of all, you don’t know if the guy you’re talking to got a bonus and if he didn’t, you’ll look like a jerk. Secondly, you can get into rough waters when you start talking about bonus amounts with a co-worker, particularly of you received significantly more or less than that person. So avoid any talk of monetary compensation.

2. Announcing that you’re going to get wasted.

An open bar is not an invitation to get completely drunk. In a work/social situation, you should limit yourself to one or two drinks, or avoid drinking altogether. Most serious office party blunders are booze fueled and the results can be disastrous to your career. So if you’re at your office party and you’re starting to feel a bit tipsy, then it’s time to excuse yourself. You’ll thank us in the morning.

3. Complaining about the venue, the food, or the party in general.

Even if you’re thinking about all the things you could be getting done instead of attending the office party, don’t vocalize your thoughts. Likewise, if you don’t like the venue or the food or some other aspect of the party, keep your thoughts to yourself. You don’t want to be known as the office whiner and, worse yet, you don’t want your comments getting back to your boss.

4. Gossiping about your boss or co-workers.

It’s true – most people can’t get enough juicy office gossip. But don’t go there, especially at a work function. At parties, you typically have to speak louder to be heard and you never know who could be standing right behind you – listening.

5. Commenting about a person’s appearance.

If you’ve reached the point where you’re discussing a co-worker’s appearance and weighing in on whether you think they’re good-looking or not, it’s time to leave the party. Likewise, if you feel compelled to tell a co-worker you find them attractive, then it’s time to run, not walk, to the nearest exit.

The bottom line is that you should view the office holiday party as an extension of your workday. If you wouldn’t do something at a company staff meeting, then don’t do it at your holiday party!

What about you? What are some of the biggest blunders you’ve seen people make at office holiday parties in the past?

5 Tips for to Re-entering the Houston Job Market

Whether you’ve taken some time off from searching for a new job, or you stayed home for a few years to raise your kids, the prospect of re-entering the Houston job market can seem a bit…well…overwhelming. But have no fear. Follow these tips to help make the plunge easier and get hired faster.

Tip #1: Be upfront about your employment gap.

It can be tempting to gloss over those five years you spent as a stay-at-home mom. But not including details about your employment gap is a mistake. First of all, it causes the prospective employer to make assumptions about what you’ve been doing. In addition, you’re missing out on an opportunity to position the gap as a positive. For instance, “As a result of my five years as a stay-at-home mom, I’ve learned to multi-task with ease.” You get the picture. So be sure to include the details of your employment gap – whether in your cover letter or on your resume.

Tip #2: Don’t forget to include community involvement on your resume.

Some people seem to think that if you don’t get paid for a job, it doesn’t count. This couldn’t be further from the truth! Community involvement is a valuable component of any resume. And who knows? The hiring manager may be involved in a similar activity, which will allow the two of you to connect on a personal level.

So whether you sit on a museum board, are a member of the PTA, or volunteer at your local library, be sure to include the details of any community involvement or volunteer activities on your resume.

Tip #3: Be honest in your interview.

When hiring managers see a gap in employment, they are automatically curious. So don’t be surprised if they ask you about it during your interview. Whatever you do, don’t fabricate the facts – just be honest about the situation.

Tip #4: Make sure your skills are current.

Haven’t used a computer in a while? Then it’s time to update your skills. Take a class at your community college or enroll in a career training course. Most employers don’t want to have to train new hires, and are therefore more likely to offer the position to someone who has the right skills.

Tip #5: Focus on the bigger picture.

The fact of the matter is that if you’ve been out of the Houston job market for a while, you may very well have a harder time finding a new job when compared to someone who never left. But don’t get discouraged! While you might need to take a job that’s a step down from your last position, think about the big picture and how this move will help you reach your ultimate career goal.

In the process of re-entering the Houston job market?

Please contact Murray Resources. As a leading employment agency, we can give you access to a variety of job opportunities with top Houston employers – whether you’re looking for a position in accounting, administration, or management. We can also work with you to craft a strong cover letter and resume, and help you to position your employment gap in a positive light. Contact us today. We can help.

Inspiring Talent During Tough Economic Times

One day the pundits say the economy is getting better, the next day it’s getting worse. So whom do you believe? No one really knows. But for the employees who work at your Houston company, this constant uncertainty breeds fear. What’s worse is that if your firm has experienced layoffs in the recent past, then you are more likely to lose top performers in the near future.

Why is that?

Because when a company suffers layoffs, many times, top performers become demoralized and overworked – and eventually leave in search of greener pastures. Don’t let this happen!

So how can you retain and inspire your hard working team? Here are some steps to follow:

Be open.
When times get tough, people tend to draw their own conclusions if they don’t have any other information to go on. Even if you have some bad news to share, it’s better to be forthcoming than to withhold the information.

Involve employees in creating solutions.
It’s time to rally the troops and enlist them in developing solutions. Have a meeting about the biggest challenges your company faces over the next year and invite employees to develop some solutions.

Know that actions speak louder than words.
Your employees are going to begin to doubt your credibility if you keep telling them that things are looking up, but then operate as if the sky is falling.

Meet with employees one-on-one.
Review the current situation with each employee individually and lay out the challenges and opportunities you see for them ahead. Also be sure to clearly outline your expectations of them. If you see layoffs in the future, let your employees know specifically what they can do to help offset them.

Provide market pay.
While it may not seem like a good time to be handing out raises, you may run into big problems if you’re under-compensating your employees. Honestly evaluate your pay and benefits to make sure you’re offering a competitive package – particularly to your top performers.

Celebrate successes.
Make sure that you celebrate important milestones with your employees. Doing so will create an environment of positive reinforcement.

During times of crisis, true leaders emerge. It may seem easier to sit back and let events take their course. But, in the process, your team may fall apart. Now is the time to step up, inspire, and re-energize your team!

If you have any questions about managing employees during tough times, please contact Murray Resources. As a leading employment agency serving Houston, TX, Murray Resources can help you develop a retention plan for inspiring and retaining your top talent. Contact Murray Resources today to learn more.

Inspiring Talent During Tough Economic Times

One day the pundits say the economy is getting better, the next day it’s getting worse. So whom do you believe? No one really knows. But for the employees who work at your Houston company, this constant uncertainty breeds fear. What’s worse is that if your firm has experienced layoffs in the recent past, then you are more likely to lose top performers in the near future.

Why is that?

Because when a company suffers layoffs, many times, top performers become demoralized and overworked – and eventually leave in search of greener pastures. Don’t let this happen!

So how can you retain and inspire your hard working team? Here are some steps to follow:

Be open.
When times get tough, people tend to draw their own conclusions if they don’t have any other information to go on. Even if you have some bad news to share, it’s better to be forthcoming than to withhold the information.

Involve employees in creating solutions.
It’s time to rally the troops and enlist them in developing solutions. Have a meeting about the biggest challenges your company faces over the next year and invite employees to develop some solutions.

Know that actions speak louder than words.
Your employees are going to begin to doubt your credibility if you keep telling them that things are looking up, but then operate as if the sky is falling.

Meet with employees one-on-one.
Review the current situation with each employee individually and lay out the challenges and opportunities you see for them ahead. Also be sure to clearly outline your expectations of them. If you see layoffs in the future, let your employees know specifically what they can do to help offset them.

Provide market pay.
While it may not seem like a good time to be handing out raises, you may run into big problems if you’re under-compensating your employees. Honestly evaluate your pay and benefits to make sure you’re offering a competitive package – particularly to your top performers.

Celebrate successes.
Make sure that you celebrate important milestones with your employees. Doing so will create an environment of positive reinforcement.

During times of crisis, true leaders emerge. It may seem easier to sit back and let events take their course. But, in the process, your team may fall apart. Now is the time to step up, inspire, and re-energize your team!

If you have any questions about managing employees during tough times, please contact Murray Resources. As a leading employment agency serving Houston, TX, Murray Resources can help you develop a retention plan for inspiring and retaining your top talent. Contact Murray Resources today to learn more.

Management Best Practices: Providing Constructive Feedback

The job of every manager is to provide their employees with the tools they need to be successful and thrive. One of the best things you can do as a manager, is provide your employees with honest, constructive feedback. Developing proficiency in this area is essential to building good relationships with and motivating your team. To help get you started, here are four tips for providing feedback the right way:

1. Be proactive. Nip issues in the bud and avoid messy interpersonal tangles that result from neglected communication. If you meet with employees regularly to give feedback, it conveys, “Your success is important to me, so I want to be accessible to you.”
2. Be specific. Although it’s not easy to provide negative feedback, it’s important to be as clear as possible by giving specific examples that illustrate your point. Instead of saying, “Your attitude is bad,” say, “When you miss deadlines, then cross your arms and look away when I discuss it with you, it gives me the impression that you don’t care about the quality of your work. Can you help me understand this behavior better?”
3. Develop a progress plan. Be clear about the specific changes in behavior that you expect in a specific period of time, and follow up as scheduled.
4. Link employees’ performance to organizational goals. Reinforce the value of your employees’ contributions by giving specific examples of how their work and positive behaviors serve the organization and its customers.

If you’re looking for more great ideas to spark performance in your team please give Murray Resources a call. As Houston’s leading Staffing and Recruiting Agency we can help ensure you get the best return on your human capital investment.