Top Finance Companies to Apply to Today

Top Finance Companies to Apply to TodayTop Finance Companies to Apply to Today Are you looking for an interesting, challenging and rewarding job? Then working in finance might be right for you. For many, helping others thrive financially makes for a gratifying and exciting career. And fruchtwein of the time, the salary isnt too shabby eitherBut not all financial institutions are created equally - some stand out above others as excellent places to work. Below, weve hand-picked a few exciting finance companies that employees rave about. Whether youre a seasoned finance pro, or are looking to switch industries, take a look and apply belowAlso, check out our comprehensive guide on the Best Jobs and Career Advice for Finance Majors .Where Hiring Vienna, VA Pensacola, FL Aurora, CO Honolulu, HI Santa Ana, CA & moraWhat They Do The most preferred and trusted financial institution serving the military and their families.What Employees Say Great leadership, relaxed work e nvironment and excellent company culture. - Current Closed Loan Reviewer Where Hiring New York, NY San Francisco, CA Salt Lake City, UT Atlanta, GA Dallas, TX & moraWhat They Do The Goldman Sachs Group, Inc. is a leading global investment banking, securities and investment management firm that provides a wide range of financial services to a substantial and diversified client base that includes corporations, financial institutions, governments and high-net-worth individuals.What Employees Say Plenty of intelligent and motivated people. Theres a coffee chat culture where you can reach out to anyone in the firm or your division to network and gain insights. Pay is great too. - Current Financial Analyst Where Hiring Saint Louis, MO Duncan, OK Ocala, FL Berkeley, CA Exeter, NH & moreWhat They Do Edward Jones serves nearly 7 million investors from more offices than any other investment firm in America.What Employees Say Unlimited income. Independent with the support of a larger e stablished, respected company. Incredible training program, competitive compensation package, your own branch and branch assistant, community based. - Current Field Support Specialist Where Hiring Tulsa, OK Denver, CO Kansas City, MO Fort Worth, TX Phoenix, AZ & moreWhat They Do BOK Financial is a Regional Banking Powerhouse with more than 4,700 employees and operations in ten states within the United States.What Employees Say There is exponential room for growth if you are consistent and hard-working. The benefits are awesome. Having a normal 8-5 (ish), M-F schedule and holidays demonstrates BOKs commitment to work/life balance. - Current Operations Specialist Where Hiring New York, NY Baltimore, MD South Jordan, UT Temple Terrace, FL Columbus, OH & moreWhat They Do Morgan Stanley is a leading global financial services Firm providing investment banking, securities, wealth management and investment management services.What Employees Say Great group of people that work there. MS is super diverse and there are many perks working for a large bank. Comfortable work-life balance. - Current Strategic Financial Analyst Where Hiring New York, NY San Francisco, CA Charlotte, NC Chicago, IL Denver, CO & moreWhat They Do TIAA started out nearly 100 years ago, to help ensure teachers could retire with dignity. Today, millions of people who work at not-for-profits, including academic, research, medical, government and cultural fields, rely on our wide range of financial products and services to support and strengthen their financial well-being.What Employees Say Great benefits, competitive compensation and the culture is very client focused and upbeat. Opportunity to learn many facets of financial services from retirement planning, asset management, Brokerage and a Bank. - Current Product Manager

10 tips for improving your remote conversations

10 tips for improving your remote conversations10 tips for improving your remote conversationsDue to an increase in employees working in off-site locations, one of the biggest challenges for leaders in recent years is managing these remote employees. Because managers are leid working with these people in a face-to-face environment, they are forced to communicate by text, email, phone, internet, or teleconference. The most challenging types of communication occur without being able to either binnensee the rolle speaking (e.g. phone) or hearing their voice (email, text). In the absence of these additional communication cues, its easy to misinterpret to frustrating interactions and even negative results.Here are 10 tips that can help you be more effective in your communication with others, especially when youre not able to interact in part.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and more1. Prepare beforehand.Taking a minute to deliberately think about and identify your intention and purpose for holding the conversation will help you focus on the desired outcome. You might also reflect upon what you know about the partie, the impact of the topic upon the individual to whom you will be speaking, what you want to gain from the interaction and how your past relationship may influence the desired outcome.2. Establish an agenda. You might prepare an agenda as part of the preparation process. Or, when speaking with an individual, ask them what they would like to accomplish. Once they have had an opportunity to share, then describe your goal for the conversation. Although you have a distinct purpose in mind, expect that when you ask the person what they would like to address, they may not know. If this occurs frequently, it would be helpful to ask the person to identify what they would like to discuss or accomplish before the conversation actually takes place. Outlining your intenti on in advance establishes mutual understanding and purpose prior to the interaction.3. Agree upon a time limitation. Often the amount of time spent in meetings can be overwhelming as well as distracting. Establishing a specific length for a meeting with a hard stop time should increase preparation and contribution. If the time expires and the meeting has not achieved its purpose, then everyone must agree to continue or another meeting needs to be scheduled when everyone can be in attendance. Identifying and sticking to an agreed-upon completion time will increase your credibility as a leader and show that you value others time.4. Give your full attention. Its just as important to schedule uninterrupted time for remote conversations as it is for in-person meetings. If you let other outside calls, interruptions by people in the office, or incoming emails distract you during your interaction, the person on the other end will be able to tell that you are not giving them your full attent ion. Eliminate any potential distractions, maintain focus and be fully present during your scheduled meeting time. Your care and attention to the other person will increase their respect and trust for you.5. Identify virtual cues. I have heard it said that in spite of our efforts to suppress our thoughts and feelings, we are outed by our body. Meaning, what we are thinking and feeling is often displayed in the body language that we portray. If you have the opportunity to interact with someone where you cant see or hear them, these behaviors can give you an idea of what they are truly thinking or feelingSilence/long pauses. People often engage in this kind of behavior because they are not engaged. Their attention is usually elsewhere. Or sometimes they may not speak up if they arent sure what to say, are trying to formulate a response and need time to think it through. Or, perhaps they may be worried about how their response may be received. At other time, the absence of participatio n may signal disagreement with a topic you are discussing. Notice these behaviors and then invite people to participate if they are not already active.Sighs. Sighing can be viewed as the expression of a negative emotion when one is feeling frustrated, anxious, stressed, afraid, tired or sad. When a person begins to sigh in conversation, you may consider asking questions to identify what the sigh is signaling.Hesitation. This behavior may be indicative that the person is uncomfortable with where they are, and they are being asked to do something that they dont agree with or that they dont want to do. Again, you will want to ask a question to understand the meaning behind the hesitation.Word choice.Noticing the words or phrases that people use is a strong indication of what is going on with them. For example, if someone were to say, I hate this you might ask whats to hate or what does this refer to? You must first recognize the words people are using and then ask them for the meaning those words represent for them.Energy or negative emotion. Tone often defines the emotion that accompanies or is manifested in the way that words are spoken. Consequently, word intonation is usually more revealing of a message than the use of words themselves. When tone is misaligned with the verbal message, you know you have some work to do to discover the meaning behind the message. Its important to note that negative emotion represents a violated value. When such negativity is expressed, you must seek to clarify the meaning behind the emotion.Tempo. The pace or speed with which a message is delivered is considered the tempo. The tempo may increase as a person becomes more nervous or anxious about how their message will be received. It is as though the person wants to finish the message as quickly as they can in order to move on to other activities.Being able to recognize these vocal and verbal cues, and then trying to explore what they mean will help create understanding and clar ity in your conversations.6. Clarify meaning of virtual cues. Once you have identified the virtual cues we discussed previously, dont hesitate to ask what those cues mean to the individual. For example, if someone hesitates to agree with something that you are proposing, you could simply say, I noticed you hesitated does that mean you dont agree or have misgivings? Please share your thoughts with me.7. Ask more than you tell.Because you are not face to face, its important to ask questions and listen to the responses to make sure that you are not misunderstanding what is being communicated. Ensure that you have adequate time built into your schedule to allow time to ask clarifying questions. Take the time to identify what the remote person may want to know. Then ask them what they would like or need that might help them to perform effectively.8. Invite confirmation or disconfirmation. When you are not the one performing a remote task, the person working off-site may know more than yo u do about what is or is not working. When offering solutions or making decisions that may affect how these remote employees are doing their jobs, invite their feedback on your decisions or proposals. To ignore this opportunity may frustrate your results. Taking the opportunity to solicit opinions and thoughts on a course of direction will increase commitment, involvement and efficiency.9. Surface evidence. Sometimes when people disagree, the negative emotions of the conflict override the content of an issue. When a disagreement arises, take the time to surface and explore the evidence or data that individuals are using to formulate their differing opinions. This allows the decision-makers to access the information that should be used to formulate an effective solution. Looking for evidence that supports a problem-solving conversation tends to take the negative emotions out of the conversation while allowing you to focus on the issues at hand.10. Summarize. Whether you are making de cisions or just clarifying what was discussed or agreed upon, making a deliberate attempt to summarize and check your understanding will assure that all parties are on the same page and have reached a clear, mutual understanding.Communicating with remote employees can definitely be a challenge. Part of the challenge arises from the infrequency of conversations overall. Not being with them in person is another issue that can cause misunderstandings. Being more deliberate and precise in the way that you converse with others will help avoid frustration and misinformation. Taking the time to implement these tips will not only improve the quality of your conversations, but the quality of your results as well.This article originally appeared on SmartBrief.

5 reasons why your boss should be let go from the company

5 reasons why your boss should be let go from the company5 reasons why your boss should be let go from the companyHorrible bosses can make every day at work a nightmare - hereare five reasons why your bad boss should be let go.1. They crossa lineGiven the current climate surrounding sexual harassment and assault in the workplace, this should be abundantly clear, but even with recent efforts like the Times Up initiative, we know that instances ofteneither go unreported for a myriad of reasons or slip through the cracks as an open secret.But ideally, your boss should never be able to sexually harass or assault you and get away with it.2. Barely shows up to workTheres a difference between occasionally being away on business trips while representing the company, and hardly being in the bro at all.Everyone has to show up to work, but if your boss doesnt, its hard to escalate situations to direct management, get all your questions answered, check in on how youre performing, and put out ma jor work fires that you really need assistance with.When your boss consistently fails to show up to work, they also fail the team and the company as a whole.3. Uses intimidation tactics to bully youSteve Tobak, a management consultant, a former senior executive of the technology industry, an executive coach, and managing partner of Invisor Consulting, writes in Inc. about the psycho-bully.Some managers run their groups or companies like games for their own sick amusement. Okay, thats not entirely fair. The truth is that theyre usually victims of their own dysfunctions, meaning theyre not usually aware of being egotistical, controlling, narcissistic bullies who treat everyone like pawns and act out their childhood traumas on those unfortunate enough to end up in their sphere of influence.4. Blatantly disregards company policyYour supervisor honestly couldnt care any less about it.Author and career expert Alison Doyle features violating company policy in a story in The Balance on reas ons why employees get fired, but this also applies to bosses.Policies vary from company to company, and its a good idea to carefully review your companys policies when you get hired. Some companies, for instance, may have a policy on office dating, appropriate conduct in person and on social media, and much more. Make sure to follow unterstellung rules.5. People have a lot of bad things to say about themHeather R. Huhman,a career expert, founder and president of Come Recommende and a hiring manager,writes in Entrepreneurthat one reason to fire a supervisor is that employee complaints are on the rise.Something is obviously wrong when the human resources department starts receiving complaints from employees. Look for patterns in these complaints. Is the complaint always the same, though made by multiple people?Are women complaining more than the men or vice versa? Typically it takes an awful lot of dissatisfaction for employees to decide to contact HR, so all complaints should be take n seriously and investigated fully.