Higher pay vs. better benefits: Which is more important?

by  in Career and Enterprising
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writing payday on the calendar

So you’re at a career crossroads?

You’ve been offered two jobs, and you can’t decide which is the more pleasing option. Job A offers a higher salary, but Job B comes with better benefits. Which is the right choice for you?

Well, it depends on what’s essential for you. If money is your top priority, then go with Job A. But if you care more about having access to dental care, health insurance, and other welfare benefits, then choose Job B.

No matter what you decide, make sure you weigh the pros and cons of each option carefully before making a final decision.

Pros and cons of higher pay

When it comes to deciding between higher pay and better benefits, it can be tough to know which is the right choice for you.

On one hand, higher pay can be very attractive. It means more money in your pocket, and who doesn’t want that? But on the other hand, better benefits can be really valuable. They can include things like health insurance, retirement savings plans, and upsized paid vacation days.

So how do you decide? Well, it’s crucial to weigh the pros and cons of each option and see which one is more significant for you. For instance, if you’re someone who values having a work-life balance more than having a high salary, then better benefits might be the right choice for you.

But if you’re someone who wants more money right now, then higher pay might be a better option. It all comes down to what’s necessary to you and what you’re willing to sacrifice.

Pros and cons of better benefits
startup office with a ping-pong table and desk

Image Credits: unsplash.com

Let’s take a look at some of the pros and cons of better benefits.

On the plus side, better benefits can attract and retain top talent, which is a big plus for any company. Additionally, better benefits can improve employee morale, which can lead to increased productivity and creativity.

But there are also a few downsides to consider. For one, better benefits can be expensive, so companies may have to make adjustments elsewhere to afford them. Additionally, it can be difficult to balance the needs of different employees when it comes to benefits. Some people may want more flexibility, while others may want more comprehensive coverage.

So, what’s the bottom line? In most cases, it’s going to come down to what’s most critical to you. If you’re looking for a higher salary, then you may need to compromise on the benefits package. But if you’re more interested in having good coverage and plenty of office perks, then you may need to be prepared to settle for a lower salary.

What are some factors to consider when weighing your options?

As you’re weighing your options, here are a few things to consider:

  • The company’s culture: Do they offer adequate benefits? What is the company’s overall morale?
  • Location: Consider the food prices in the area and how that might affect your monthly meal budgets.
  • Your lifestyle: What kind of expenses do you have? How crucial is it to have a certain level of income?
  • Your needs: Do you have any health issues that require special care? Are you planning on having children soon?

Don’t just focus on the numbers; think about what’s vital for you and what will make you satisfied in the long run.

All in all, if you’re more focused on having a higher salary, then go for a job that offers more pay. Conversely, if you would rather have a work-life balance, look for a company that offers better benefits and lesser pay. No matter what you decide, make sure you do your thorough research and compare job offers to make sure you’re getting the most satisfactory offer possible.

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How to survive when your boss never takes their eyes off you

by  in Career and Enterprising
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micromanager

It can be tough when your boss is always watching you like a hawk, but there are ways to make it work.

Even if you don’t agree with your boss, it’s necessary to maintain a professional attitude. This will help keep the lines of communication open and will make it easier to discuss challenging topics. No matter how tough things get, try to maintain a positive attitude.

Keep reading for more deets on this tricky matter.

The challenges of working with a hawk-like boss

It can be tough to work with a boss who never takes their eyes off you. They’re always watching, analyzing, and judging—and it’s easy to feel like you’re constantly under the microscope.

Not to mention, this type of boss can be extremely demanding and often expects the impossible. They want things done their way, and they want them done immediately. And if you don’t meet their high standards, they are likely to tell you in the face.

You’re not being paranoid, your boss is probably micromanaging you
a micromanager boss eyeing his employee

Image Credits: thebalancecareers.com

It’s hard not to feel paranoid when your boss is constantly watching you like a hawk, but the truth is, they’re probably micromanaging you. And there’s a reason for that.

Your boss is probably concerned about the work you’re doing and wants to make sure it’s up to standards. They may also be worried that you’re not taking the time to do things properly and want to make sure you’re not making any costly mistakes.

The best way to deal with a boss who micromanages is to be upfront and honest with them. Explain that you understand their concerns and tell them that you’re taking the necessary steps to ensure the work is done correctly. Thank them for their input and let them know that you welcome any additional feedback they may have.

There are a few things you can do to make working with a hawk-like boss easier

Always try to stay calm and be professional. It’s crucial to convince yourself that your boss is probably just trying to do their job, and they aren’t trying to make your life difficult. If you can stay focused and on task, it will make things easier for both of you.

Why not try to build a rapport with your boss? If they see that you’re someone they can trust, they may back off a little bit. And finally, be sure to communicate with your boss often. Let them know what you’re working on, and ask for their input when necessary. This will help them feel like they’re part of the process, and it will show that you’re open to their feedback.

You might feel like you’re constantly being watched, but you’re not alone. For starters, try to stay on your boss’s good side. This may mean working a little harder than you usually would, but it’s worth it in the long run. Also, don’t forget to speak with your boss periodically. Let them know what you’re working on and ask for their intake when needed. This will help build a better relationship between the two of you and make them less likely to watch you like a hawk in the future.

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Questions to ask yourself before you hire your first employee

by  in Business Solutions, Career and Enterprising
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a man in suit and tie

You’re ready to take the plunge and hire your first employee. Congratulations! This is a big step for the future of your business.

But before you go ahead and post that job ad, there are a few questions you need to ask yourself. What kind of company culture do you want to create? How will this person contribute to the growth of your business? What are the specific skills and qualifications you’re looking for in your ideal candidate?

Allow us to help you answer these questions and more, so that you can find the perfect fit for your team.

What is your budget for this role?

You need to be realistic about what you can afford, and it’s crucial to know what the salary range should be for the position you’re filling.

Various factors go into determining an appropriate salary range, such as the skills required for the job, the location, and more. But a good rule of thumb is to make sure that the salary you’re offering is in line with what other companies are paying for similar positions.

If you’re not sure where to start, there are a lot of great online resources that can help you come up with a fair salary range for your position. So take some time to do your research before putting together a job offer that will attract the best candidates.

What are the key performance indicators for this role?

What are the specific tasks and responsibilities that this person will be responsible for? To get a better idea of what you’re looking for, start by making a list of the essential skills and qualities that are required for the position.

Think about the specific goals you have for your business and how this new employee can help you achieve them. Define what success looks like in terms of their performance, and measure it against these key performance indicators.

What qualities are essential for the role you’re hiring for?
a woman in a meeting with her colleague

Image Credits: unsplash.com

Start by thinking about the qualities that are essential for the role you’re hiring for. For example, if you’re hiring a salesperson, you will probably want someone outgoing and aggressive. If you’re hiring a copywriter, you will want someone knowledgeable in writing persuasive content.

Once you have a good idea of what qualities are essential for the role you’re hiring for, start thinking about candidates who fit that description. Narrow it down to five or six candidates and then do some more research on them. Check their references and see if they would be a good cultural fit for your team. Only when you’re sure that you’ve found the perfect candidate should you extend an offer.

What kind of training and development will this employee need?

Will they require on-the-job training, or will they need to be signed up for extra courses? Will they need to be certified in a certain area? And don’t forget about ongoing development.

You will want to create a plan for both initial and ongoing training and development. This will help keep your new employee up-to-date on the latest trends and developments in their field, and it will also help them grow and develop as a professional.

How will you know if the person is a good fit for your company culture?

After all, you want to make sure that the person is a good fit for both the job and the team. You don’t want someone who is going to be a disruptive force or who is going to clash with the rest of the team.

So how do you go about assessing company culture fit? First, take a look at your core values and see if they match up with those of the candidate. Second, ask how the candidate has handled conflicts in the past. And finally, take a look at the references they provide and see what others have had to say about them.

As we close, what is the role you’re looking to fill? What are the qualifications for the position? How much will this employee be paid? How much work are you willing to put into training this individual? Do you have a solid onboarding process in place? These are just a few of the questions you will need to answer before bringing someone on board. By taking the time to ask yourself these questions, you will set yourself up for success and avoid many common hiring pitfalls.

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Can’t agree with your spouse’s spending habits? Here’s what to do

by  in Marriage & Family
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a woman with shopping bags

You and your spouse can’t seem to agree on anything when it comes to spending money. You want to save for the future, but your spouse wants to enjoy life now. What do you do?

There’s no straightforward answer, but it’s crucial to take some time to figure out what’s important to you both. Maybe you can compromise by saving a little bit each month, or by scaling back on other expenses so you can put more money towards your savings.

Whatever you do, don’t ignore the issue. It will only get worse over time. Talk to your spouse and try to find a solution that works for both of you.

Have a conversation about their spending habits

You need to have a conversation with your spouse about their spending habits. You can’t just keep silent and hope that things will change. Be honest with each other and open about the family’s financial situation.

Come up with a plan together that will help you both stay within your budget. If needed, you can also seek the help of a financial advisor to get both of you guys on track. Start being transparent with each other and take small steps to fix the problem.

Set a budget that you both can agree on

You both agree that you need to set a budget, but you can’t seem to agree on how much money you should be spending each month. You want to be frugal, while your spouse wants to live a little more extravagantly.

How can you compromise? Well, one way to compromise is by setting a budget that’s somewhere in the middle. This way, you’re both getting what you want, and you won’t be fighting unnecessarily about money anymore. Win-win!

Understand their spending triggers
a toy cart with miniature shopping bags and boxes

Image Credits: africa.businessinsider.com

If you can’t seem to agree with your spouse’s spending habits, it’s necessary to take a step back and understand what’s driving that behavior. For example, is your spouse constantly spending money because they’re stressed? Or are they trying to compensate for something they feel insecure about?

Once you understand what’s triggering the spending, you can start working on solutions together. Maybe that means finding different ways to deal with stress or communicating more openly about money. But it’s going to take some effort from both of you to get on the same page. So don’t be afraid to have more conversations—it could be the key to a more financially secure future for both of you.

Manage your expectations

This means that you can’t constantly be nagging them about the money they’re spending—that’s only going to put more stress on the relationship. Instead, try to discuss it. 

Agree on how much money each of you is allowed to spend without asking the other for permission. And try not to get too hung up on the small stuff. At the end of the day, you’re going to have to learn to live with your spouse’s spending habits—or, at the very least, learn to endure the situation.

Build up your savings

Ultimately, if you and your spouse can’t seem to agree on how to handle your finances, it’s time to start building up your savings. That way, you will have a cushion to fall back on if things get tough. Start by setting a budget and sticking to it. Track where every penny goes, so you have a clear understanding of where your money is being spent.

When you and your spouse can’t agree on spending habits, it’s wise to sit down and talk about it. Come up with a budget that works for both of you, and stick to it. If you’re feeling overwhelmed, take it one step at a time. Tackle the biggest expenses first, and work your way down. There will be times when you will have to make tough decisions, but remember that it’s good to compromise and put yourselves in each other’s shoes. With a little bit of effort, you can create a healthy financial future for yourself and your family.

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MOE Teachers and Allied Educators to Get up to 10% Salary Increase from October 1

by  in Career and Enterprising
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Over 37,000 Ministry of Education (MOE) teachers, allied educators, and kindergarten teachers will get a 5 to 10 percent increase in their monthly salary from October 1, according to MOE. In a press release last August 16, MOE said that 35,000 education officers, 1,600 allied educators, and 800 preschool teachers in MOE-run kindergartens will receive the pay bumps.

The salaries for teachers and allied educators were previously reviewed in 2015, while the scheme for preschool teachers in MOE-run kindergartens was last introduced in 2019. MOE’s current move will ensure that the educators’ overall salary packages remain competitive, so that it can continue to attract and retain good educators.

Aside from this, the 30-year retention plan for teachers will also be enhanced. Moreover, teachers who do not hold key personnel appointments could also be eligible for a higher salary ceiling from next year, with the introduction of a general education officer (GEO) 5A substantive grade.

ENHANCED RETENTION PLAN

MOE’s 30-year retention plan for education officers, also known as the CONNECT Plan, will also be enhanced by about 20% from next year. Currently, a flat rate quantum between $3,200 and $8,320 is set aside for officers each year. The amount depends on their length of service. Payouts comprising a portion of the money accumulated are given every 3 to 5 years of their career.

From 2023, MOE said that the annual deposit quantum and payout ratio will be increased to better support the education officers in the earlier years of their career.

NEW SALARY GRADE

To better recognize the contributions of well-performing teachers who do not hold key personnel appointments (e.g., subject head or senior teacher), MOE will also establish a new general education officer (GEO) 5A substantive grade from 2023.

Image Credits: pixabay.com

MOE highlights that “teachers are the core of our education system”, which is why the Ministry will continue to provide opportunities for educators to learn and develop themselves throughout their careers.

“This includes providing in-service courses to help teachers deepen their content mastery and pedagogy, as well as exposing teachers to diverse experiences outside the classroom through external work attachments,” said the Ministry.

Sources: 1 & 2

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