The Corporate Shadow Dr. Ryan Giffen

If you have been laid off from your job, it can be a scary and stressful experience. It’s important to remember that there are steps you can take to get back on track and start working again. Here are some of the things I recommend doing after being laid off: -Reach out for help. Don’t hesitate to lean on your network of family, friends, former colleagues, or even potential employers for advice and support. -Take stock of your financial situation. Many people who experience layoffs struggle with financial issues afterward. Make sure you have enough money in an emergency fund, so you don’t fall into debt if something unexpected happens while looking for a new job. -Update your resume and get it out into the world. Make sure your resume looks professional, reflects relevant experience, and is tailored to the positions you are applying for. Use job search websites and apps to find new opportunities matching your skill set. You can also reach out directly to hiring managers or recruiters if you know anyone at a company you’re interested in working for. -Take advantage of any available resources. Some employers offer severance packages or other forms of assistance after lay-offs, so make sure you understand what you're entitled to as soon as possible. You may also qualify for government benefits such as unemployment insurance or training benefits while looking for a new job. -Take care of your mental health. Being laid off can be a traumatic experience, and it’s essential to take time to process the emotional impact of the layoff. Talk to a therapist or counselor if you need additional help dealing with the layoff and its aftermath. These are just some steps I recommend taking if you have been laid off from your job. By proactively seeking out help and staying positive, you will be able to find new opportunities and get back on track with your career.About Dr. Ryan Giffen: With over 20 years of experience, Dr. Ryan Giffen is an expert in human relations and business culture. His career began in hospitality, leading operations and human resource departments for Fortune 500 companies and the like.  Not long after, Ryan found his passion for teaching and consulting. He earned a Ph.D. in Hospitality Management with a Human Resources focus from Iowa State University and now works as an assistant professor at California State University, Long Beach. For over a decade, he has continued to research and speak on organizational culture, relationship intelligence, and leadership effectiveness.  Ryan is also the founder of Inospire, a company helping bosses and employees build stronger relationships with one another as well as the host of the Corporate Shadow Podcast. Connect with Dr. Ryan Giffen:Website (https://ryangiffen.com/)Podcast (https://www.corporateshadowpod.com/)

If you're in a job that you're not enjoying, seeking a new opportunity can feel overwhelming. But with the right approach and preparation, you can find yourself happily employed sooner than you think! Here are some of my tips to consider when looking for a new job while still employed: 1. Think strategically about interview timing: Decide when it's best to interview for another position, such as at the end of your current work day or on weekends. Keep in mind that most employers want to see evidence that you've been able to manage your time efficiently, so interview during times when you know that your current job won't be affected. 2. Network, network, network: Your professional networks can help open doors to new opportunities. Attend industry-related events and conferences, use social media platforms like LinkedIn to reach out to potential employers, and, most importantly - ask for referrals! Having a referral from someone already in the hiring process is critical in making it easier and faster for you to land an interview. 3. Do your research: Know what type of role you are looking for and who is hiring, and do your homework on the company before sending in any applications or attending interviews. Not only will this give you a better understanding of whom they are looking for, but it will also enable you to interview when it doesn't interfere with your current job duties. 4. Get organized: Make sure your documents are up-to-date and easily accessible. Have an organized list of references and a portfolio of work samples before you interview. 5. Be honest: When it comes to job interviews, honesty is always the best policy. If you’re asked why you're looking for a new role, keep your answers focused on what made this particular opportunity stand out and how your current experience can benefit the company. By following these tips, you'll be well on your way to finding a job that suits your needs while still employed at your current position.About Dr. Ryan Giffen: With over 20 years of experience, Dr. Ryan Giffen is an expert in human relations and business culture. His career began in hospitality, leading operations and human resource departments for Fortune 500 companies and the like.  Not long after, Ryan found his passion for teaching and consulting. He earned a Ph.D. in Hospitality Management with a Human Resources focus from Iowa State University and now works as an assistant professor at California State University, Long Beach. For over a decade, he has continued to research and speak on organizational culture, relationship intelligence, and leadership effectiveness.  Ryan is also the founder of Inospire, a company helping bosses and employees build stronger relationships with one another as well as the host of the Corporate Shadow Podcast. Connect with Dr. Ryan Giffen:Website (https://ryangiffen.com/)Podcast (https://www.corporateshadowpod.com/)LinkedIn (https://www.linkedin.com/in/rgiffen)

As a leader, staying on top of talent acquisition and retention is essential to ensure that your workforce is motivated and productive. Maintaining morale is one of the most critical aspects of successful talent management. Unfortunately, many leaders see engagement as a one-time effort instead of an ongoing process, leading to a workforce that isn't motivated or productive. To avoid this pitfall and ensure that you attract and retain talent for the long haul, here are my three tips for engaging your talent: 1. Offer competitive pay and benefits: A competitive salary package will encourage talent to apply for positions with your organization and help keep them around once they're hired. Additionally, offering competitive benefits such as health insurance, retirement plans, paid time off, and other perks can incentivize talent to stay with the organization. 2. Foster a positive work environment: A positive workplace atmosphere is key to keeping talent engaged. Encourage team collaboration, create a mentor-mentee relationship program, and ensure that all employees feel respected and valued. 3. Lead with purpose: Inspiring leadership can make all the difference in talent management. Create a vision for your company and team that talent can believe in, provide regular feedback on their performance, and set achievable goals for everyone involved. By implementing these strategies into your talent management process, you'll be better prepared to recruit and retain productive talent well into the future!About Dr. Ryan Giffen: With over 20 years of experience, Dr. Ryan Giffen is an expert in human relations and business culture. His career began in hospitality, leading operations and human resource departments for Fortune 500 companies and the like.  Not long after, Ryan found his passion for teaching and consulting. He earned a Ph.D. in Hospitality Management with a Human Resources focus from Iowa State University and now works as an assistant professor at California State University, Long Beach. For over a decade, he has continued to research and speak on organizational culture, relationship intelligence, and leadership effectiveness.  Ryan is also the founder of Inospire, a company helping bosses and employees build stronger relationships with one another as well as the host of the Corporate Shadow Podcast. Connect with Dr. Ryan Giffen:Website (https://ryangiffen.com/)Podcast (https://www.corporateshadowpod.com/)LinkedIn (https://www.linkedin.com/in/rgiffen)Instagram (https://www.instagram.com/dr.giffen)Twitter (https://twitter.com/ryan_giffen)

The labor shortage is only going to get worse, driving business decision-making in the years to come.Employers are struggling to find qualified employees, which will only continue as the population ages and more jobs are automated. To attract and retain top talent, businesses must focus on offering competitive wages and creating a positive work environment.Technology can help bridge the gap by automating some tasks, but it can't replace human interaction entirely. Businesses will also need to invest in training programs to help employees keep up with changing trends.The labor shortage is a sign of things to come, and businesses need to start preparing now if they want to stay ahead of the curve.About Dr. Ryan Giffen: With over 20 years of experience, Dr. Ryan Giffen is an expert in human relations and business culture. His career began in hospitality, leading operations and human resource departments for Fortune 500 companies and the like.  Not long after, Ryan found his passion for teaching and consulting. He earned a Ph.D. in Hospitality Management with a Human Resources focus from Iowa State University and now works as an assistant professor at California State University, Long Beach. For over a decade, he has continued to research and speak on organizational culture, relationship intelligence, and leadership effectiveness.  Ryan is also the founder of Inospire, a company helping bosses and employees build stronger relationships with one another as well as the host of the Corporate Shadow Podcast. Connect with Dr. Ryan Giffen:Website (https://ryangiffen.com/)Podcast (https://www.corporateshadowpod.com/)LinkedIn (https://www.linkedin.com/in/rgiffen)Instagram (https://www.instagram.com/dr.giffen)Twitter (https://twitter.com/ryan_giffen)

When it comes to having tough conversations with co-workers, it’s important to remember a few key things. First, be clear about what you want to say. Avoid dancing around the truth, as Brene Brown says, because it’s unkind. Second, make sure you’re speaking to the other person in a way that they will understand. Be respectful and try to see things from their perspective. Finally, be open to hearing what they have to say in return. If you can approach tough conversations in this way, you’ll be able to resolve any issues that come up and maintain a positive working relationship with your co-workers.About Dr. Ryan Giffen: With over 20 years of experience, Dr. Ryan Giffen is an expert in human relations and business culture. His career began in hospitality, leading operations and human resource departments for Fortune 500 companies and the like.  Not long after, Ryan found his passion for teaching and consulting. He earned a Ph.D. in Hospitality Management with a Human Resources focus from Iowa State University and now works as an assistant professor at California State University, Long Beach. For over a decade, he has continued to research and speak on organizational culture, relationship intelligence, and leadership effectiveness.  Ryan is also the founder of Inospire, a company helping bosses and employees build stronger relationships with one another as well as the host of the Corporate Shadow Podcast. Connect with Dr. Ryan Giffen:Website (https://ryangiffen.com/)Podcast (https://www.corporateshadowpod.com/)LinkedIn (https://www.linkedin.com/in/rgiffen)Instagram (https://www.instagram.com/dr.giffen)Twitter (https://twitter.com/ryan_giffen)

Layoffs continue to be front and center, thanks primarily to the shadow of a potential recession.Layoffs can often seem appealing for companies looking to reorganize or cut costs. However, without careful consideration, layoffs may do more harm than good. There is evidence that a lack of leadership during periods of reorganization can increase employee dissatisfaction and turnover in the long run.Layoffs rarely achieve their intended outcome. While companies may save some money upfront due to lower wages and benefits costs, this benefit is often negated by hiring and training new employees, not to mention the loss of institutional knowledge when experienced workers are let go. Ultimately, while layoffs may appear to be an easy fix in the short term, they often bring unintended consequences that ultimately hurt companies more than they help. As such, leaders must think carefully before taking such drastic steps as workforce reductions, instead focusing on alternative measures that minimize disruption while still addressing organizational needs.About Dr. Ryan Giffen: With over 20 years of experience, Dr. Ryan Giffen is an expert in human relations and business culture. His career began in hospitality, leading operations and human resource departments for Fortune 500 companies and the like.  Not long after, Ryan found his passion for teaching and consulting. He earned a Ph.D. in Hospitality Management with a Human Resources focus from Iowa State University and now works as an assistant professor at California State University, Long Beach. For over a decade, he has continued to research and speak on organizational culture, relationship intelligence, and leadership effectiveness.  Ryan is also the founder of Inospire, a company helping bosses and employees build stronger relationships with one another as well as the host of the Corporate Shadow Podcast. Connect with Dr. Ryan Giffen:Website (https://ryangiffen.com/)Podcast (https://www.corporateshadowpod.com/)LinkedIn (https://www.linkedin.com/in/rgiffen)Instagram (https://www.instagram.com/dr.giffen)Twitter (https://twitter.com/ryan_giffen)