Technological advancements seem to be at an all time high. New tools, new Web sites, new lingo. It can make your head spin, especially if you didn't grow up in the technology age.
As one news report from NPR explains, new technology is creating a divide between the multiple generations in the workplace, especially between Gen Y and Baby Boomers, leaving Gen X to bridge the gap.
Because most upper management in a company are from the Boomer generation, it may take longer for them to understand the value of social networking and hi-tech gadgets that can keep you connected 24/7.
On the other hand, younger generations seem to be programmed to stay connected whether they are in the workplace or not.
The older generation believes this casual connecting at the work contributes to decreased workplace etiquette. The younger generation believes that their senior colleagues just don't understand.
Bottom line is that technology and social networking are not going away. So it's important for companies to create some barriers to maintain a balance, such as creating social media policies and guidelines, developing technology training so that all employees can keep up.
I was at dinner with friends this weekend when one of my friends, who works in art education, was discussing how she handles some of her volunteers. I told her how good she would have been as an HR professional and she agreed, then lamented a bit about if she knew then what she knows now.
This conversation had me thinking about how many people continue to work jobs that they may enjoy, but could be much better in other positions that they have discovered along the way.
So here's some advice - it's never too late to consider a career switch. Some employees probably never indulge their hidden or newly-found talents in the workplace because they may need different degrees or levels of training. But you can try to make a switch without it being too painful or too involved with new degrees and certifications.
First of all, check out if your company or organization offers internal internships that would allow you to job shadow colleagues in the department or position of your choice. This will provide a "real life" preview of how the job function operates, and what the responsibilities entail.
You can also speak with managers and human resources to see if there is room for you in another department. If you are willing to take a pay cut, you might be able to take an entry-level position that would give you some training, and then take advantage of tuition reimbursement to take course work that will help set your new career in motion.
In some cases, companies may pay for a new degree or certification if you give an employer a commitment to work for them for a set amount of years after you receive your degree.
So don't be afraid to discover a new career, even if it's not what you intended to do. It just might set course for you to do what you love, and love what you do.
Listen up, managers. According to one article, this year companies are cutting back on deploying employee satisfaction surveys to save money and because the poor economic environment have left companies fearful of what their employees might say about them.
If your company is not issuing satisfaction surveys, beware. In many cases these are the only outlets for employees' voices to be heard and the loss of them could be a cause for depleted morale.
You can help your team express their opinions and frustrations, without the use of a survey. If your company has suspended surveys or other opinion gathering methods, allow your team to vent frustrations or provide suggestions for improvement in staff meetings. That way, everyone on the team can be involved feel as though they have a hand in making change.
If you prefer a more intimate approach, create an employee suggestion box where workers can provide feedback and opinions anonymously and without the fear of backlash from coworkers and colleagues.
Without an official survey, workers may feel isolated from top management. So encourage your team to make regular one-on-one appointments that would allow them to speak directly with you as their manager. This will ensure that they are in a position to privately communicate any concerns or ask questions about the company, its performance and their own job status.
Employee satisfaction surveys can help shed light on how a company is performing in the eyes of workers, but it also serves as an outlet for workers to express their concerns and provide feedback in the hopes of effecting changes within a company. Without them, workers could feel that their opinions do not matter and quite possibly contribute to morale issues and eventually problems with retention.
Friendships in the workplace are valuable. They provide you with the socialization that is sometimes necessary to break up the day and make the work environment more pleasurable. Workplace friendships can be life long, or they can be fleeting. Check out this article I found about workplace friendships for more insight into the subject.
Friendships can be very important, but be aware of the positives and the pitfalls.
Pros of workplace friendships:
- Offers confidants for advice or to "vent" when you need it
- Provides each other with an ally you can rely on when you are out of the office
- A friend in need is a friend in deed - in case of emergencies, you have someone who can cover for you
Pitfalls of workplace friendships:
- Competition with raises and promotions could cause hard feelings
- Don't let friendships become a distraction by neglecting work tasks at hand
- Be discreet about sharing personal information in the workplace - save those conversations for weekend excursions
Becoming friends with co-workers and colleagues can be rewarding and during these more challenging times at work, friends at the office can be a welcome relief. Just be careful that your relationship doesn't cloud your judgment as to what your main priority is at work.
As a manager, one of the first tasks I had to learn was how to delegate assignments to other team members. This wasn't always easy for me. I tend to be a "take charge, I'll just do it myself" type of employee. But as my role continued to expand, I realized that I had no other choice but to delegate some responsibilities to others.
I came across this article that provides ten tips for delegating. These are all helpful and certainly should be taken into account when assigning duties, but here are a couple of my own that I have picked up along the way.
First, don't delegate tasks to just anyone. Some employees will be more astute and responsible than others. Whether it's attention to detail, or negotiation skills that are needed, choose the right employee for the right task.
Delegate the most important assignments to employees who are ready to "level" up. This will put them in the position of thinking at a higher level and give them the experience they need to get to the next skills set.
Don't delegate and then assume the assignment was taken care of. Yes, you want to trust that your employees have fulfilled their work responsibilities, but ultimately you are still accountable for the project's completion. So follow up, not as a micromanager, but just to ensure they didn't have any questions, or needed any additional instructions.
Finally, be sure to spread the wealth around. It will be natural to have one or two employees who you continuously rely upon to get things done, and get them done right. But you don't want them to feel that you are taking advantage them, or have other team members feel that you favor them over the others.
More and more, companies are allowing instant messaging, or IM's, as a way for workers to converse quickly in real time. Although IM-ing is not a new phenomenon on personal time, for the work environment it can be a helpful tool or full blown distraction.
Instant messaging etiquette is no different than email or phone etiquette at work. You have to remember to put your "work hat" on before engaging in any conversations. Although workplaces have relaxed their environments, it is still your place of employment and professionalism reigns supreme to guarantee that productivity is not sacrificed for relaxed demeanor.
If you are allowed to IM at work, make sure the conversation is professional and contains strictly work-related matters. Just like email, there is a record of conversations and a log for how long employees are engaged through chat, which can certainly come back to haunt you if your time card and productivity ever come into question.
You should also turn your chat off or post your away status so that the constant pop up of messages do not pull you away from the tasks at hand. Also similar to email, the need to respond immediately to messages can be overwhelming and distracting.
Keeping your professionalism and good judgment intact are key to utilizing IM, email, texting, or any other real time tools at work. Remember, the best way to lose the privilege of using them is to abuse them.
I recently read an article about junior employees as change agents within their company. But what exactly is a change agent? When I think about employees I would consider change agents, those who come to mind are employees who offer well-thought out ideas and solutions, as well as those who show follow through. But what about junior employees who are just getting their feet wet in the workplace?
Junior employees have a couple of hurdles to jump over if they want to be considered change agents in their company. To begin with, some more mature workers will view junior employees as inexperienced, leading to trust issues. This may or may not be a fair assessment, but it could be reality. So you will have to gain trust in order to be viewed as any more than an entry-level or junior employee.
You should show enthusiasm for your ideas, but don't be too quick to jump the gun on your ideas. Temper your enthusiasm before moving ahead with suggesting your ideas. If your enthusiasm and excitement cloud your judgment, you could be setting yourself up for failure if your plan is not well-thought out.
As hard as it may sound at first, don't be afraid to disagree with colleagues. It is intimidating at first, but don't underestimate your ideas or ability to contribute to a conversation or meeting. You may have thought of something that no one else has. So don't be afraid to show your "know how" and offer alternative ideas.
Without asserting yourself and expressing your ideas, as well as developing a level of trust among your colleagues, it will be difficult to move up the ranks and be viewed as more than a junior employee. And remember, you always want to be viewed as an employee who is a level higher than you are.
For newly graduated employees working at their first job, there are plenty of learning opportunities. Learning how to conduct yourself in meetings, when to contribute and what to contribute; learning how to interact with your boss; learning more and more about your career through experience, the list can go on and on.
But, one the most surprising learning curves may be how to get along with and work with colleagues from differenet generations. Entry-level employees will have colleagues ranging from 25 to over 60 years of age. If you are an entry-level employee, you will probably have more in common with those who have one or two years of experience, but you cannot expect to only work with those you have something in common.
So how do you bridge the gap between yourself and a colleague who may be in their 40's, 50's or 60's?
First of all, you have to remember that when you enter the workforce for your first professional job, there is a "pecking order". More than likely, your manager is going to be 20 and possibly 30 years your senior. So you will need to master the manager-employee relationship off the bat. This is a situation where you can feel comfortable asking more mature colleagues their advice. Life and work experience are a tremendous value that more mature employees can offer entry-level workers.
Secondly, take a cue from workers who have tenure at your company. Pay attention to how they interact with other colleagues and clients. Don't mimic their mannerisms completely, but do take time to understand their tone of voice, how they dress and the manner in which they conduct themselves throughout the work day.
Be sure to take their advice and not be offended if someone pulls you aside and points out behavior you could improve upon or stop altogether. If it's your first job, you are not going to know everything from the get-go. Much of the workplace is about learning as you go. Thank them for their support and appreciate the fact they are telling you before the wrong behavior can result in a big problem with your manager.
Don't forget to give something back in return. As an entry-level, younger worker, you probably have more technological skills than your more experienced counterparts. Offer to help them understand some of the newer technological advancements, and pitch in where you can, especially if you have colleagues with children who look like they could be burning the midnight oil.
We have all been there. The feeling of exhaustion and tiredness at work has crept into everyone's cubicle or office now and then. But you never want to show the outward signs of being too tired to perform your job.
Your reputation is on the line every day at the office. Whether it's the quality of your projects or the manner in which you conduct yourself in meetings, you always want to make a good impression.
But if you are dragging into the office and unable to stay focused because you feel tired, you may be giving your manager a reason to call your ability into question. And that can lead to being passed up for promotions and even termination. So what can you do to inject some life back into your work day?
A blog post I recently read specifically points out what to do when you feel too tired at work. But I think it's important to find out why you are so tired in the first place.
First, you may not be getting enough sleep or have interrupted sleep, which is common for adults. If it's more often than the occasional night when you toss and turn, you may need to consult with your doctor in case you have a sleep disorder, or need assistance with falling and staying asleep.
You should also monitor your diet. Are you drinking too much caffeine during the day or too close to bedtime? This could be the culprit to having "crashes" throughout the day, or having interrupted sleep at night.
When you feel that you are getting tired at work, take a break and go for a walk. Not only will the exercise give you an endorphin rush, but the fresh air and sunshine help pep you up as well.
Also consider the type of work you are doing. Are you stimulated and engaged, or do you find your workload boring and mundane? Talk to your manager about taking on more responsibility or tweaking some of your tasks so that you can learn additional skills. Your boss will certainly be impressed by your willingness to learn and do more, and you can be energized by new and exciting work.
Given the state of our current economy and a not-so bright outlook being predicted for 2009, more and more workers are finding themselves unemployed and trying to keep their heads above water in one of the toughest job markets in history.
In light of this situation, many employers are scaling back on their employees' salaries in an effort to help conserve jobs and avoid layoffs in quick reaction to this economic slowdown.
If your employer is considering or has already decided to make salary cuts, here are some things to consider during this transition:
- Timeline. Ask your employer to explain where cuts will take place, how often they will be made and how long they will last so that you have a clear idea of what to expect.
- Benefits. It's important to find out if the reductions will impact just your salary or your benefits package as well. For many families, living without benefits is non-negotiable.
- Room for Growth. Take this opportunity to evaluate your future with your current employer. If your stuck in a dead-end job or just feel that your priorities don't align with your company's, now may be the time to consider making a job transition.
- Rebound. Will your company be positioned for growth once the health of the economy improves? When the economy does turn around, it's important to know when and if you can expect your salary to return to it's pre-existing level.
There are many factors to consider when deciding whether or not to accept a pay cut. While each worker will likely have a unique set of circumstances to consider when making this decision, it is important to review all aspects of the salary reduction and the impact that will be made on your personal situation.
The New Year is always a good time to take an "out with the old and in with the new" attitude. A recent Big Time post focused on New Year's resolutions that were work oriented. But one article I came across discussed chronic work bad habits and how to break them.
Some of the worst work bad habits are due to complacency or lack of oversight, and can be anything from being late in the morning to conducting too much personal business on company time.
In order to correct bad habits, you have to identify what they are and be honest with yourself about being guilty of them. Keep track of everything you do throughout the day and make a mental check list of how often you do it.
Breaking bad habits can be tough, but once you get into the good habit it will be as easy to keep up as the bad one. If you always seem to be 10 minutes late, set your alarm for 15 minutes earlier. Are you moved to balance your checkbook at 11 am or 3 pm? Instead use those times to catch up on email.
Starting off the New Year on the right foot can mean great success for you in the long run. Not only can you focus on breaking bad work habits, but now may be the time to start skipping out on mid-morning cigarette breaks, or the late-afternoon snack run.
It is unfortunate, but becoming more frequent. More and more workers are being downsized or laid off from their jobs. It can be devastating when it happens to someone you know and is close to. What do you say?
First of all, don't avoid the issue. It will probably alter how you spend time together because of their need to job search and save money. So lend a shoulder to cry on, or just be there to provide a pick me up.
You should also be careful about not inviting your friends to do something because they may not be spending as much money on going out. You may think that you are being considerate, but ceasing to make plans with that person is a painful reminder that they are not currently working. So maybe cook dinner at home and rent movies for a change.
Also, don't hesitate to offer to help with their job search. Losing a job can be overwhelming, and some workers have a hard time focusing and deciding where to start. So offer to help your friend become organized and suggest Web sites, organizations or other possible job opportunities.
Lastly, if you are a member of a networking organization, extend an invitation to your friend. Even if you don't have experience in the same industry, networking anywhere could lead to a new opportunity. You can help break the ice by introducing your friend to other members, and they may know someone who can help your friend find a new job.
Layoffs are tough, but the bottom line when it comes to a friend losing their job is to just be a friend back.
Each year, everyone makes the same New Year's resolutions: lose weight, exercise, clean the house more often. The list can go on and on.
If you are tired of making the same old tried and true resolutions, take a new approach this year and try to make your resolutions apply to work. Here are my top New Year's resolutions for the workplace:
- Be more organized. Start small and then grow into a well-organized machine. Maybe now is the time to create folders for old emails, or develop a filing system.
- Conduct better meetings. Find one pet peeve that makes meetings inefficient, and work on correcting it.
- Be a better colleague. This is an easy one that everyone could use some room for improvement. - Take your vacation. It's becoming harder and harder, but this year plan ahead and make time for yourself away from the office. - Turn off the cell phone, blackberry and lap top. This one goes hand and hand with vacation. Technology is great, but you have to shut down so you don't burn out.
It's no surprise that in today's competitive workplace rampant with layoffs and restructurings, hard work or keeping your nose to the grindstone is no longer enough to remain recession-proof. You have to make sure your employer knows you are working hard.
The people who breathe a little easier now-a-days are the ones who find ways to be seen and heard. They don't wait to be noticed. Here are some tips on how you can become visible at work, for all the right reasons. And when you're done here, check out Employee Factor for more expert advice...
1. Decide the image you'd like to portray. Ask yourself how you want to be perceived by your colleagues and boss. Don't be noticed for negative reasons. There is a difference between people who become visible for the right reasons and those who do anything to draw attention to them. How do you want to be perceived come promotion or restructuring time?
2. Speak Up! Communicate clearly and directly. When in meetings, contribute to the conversation. If you have a good idea, share it, and make sure you get the credit for it. Just by asking smart, meaningful questions you can improve visibility.
3. Build Connections. Become a person people want to work with - both within and outside your current organization. Network, volunteer, attend industry functions and trade association meetings. Enter the world of social networking such as Facebook, LinkedIn and the like.
Remember, the more visible you are, the more valuable you are to the company.
It's no surprise that many of us end up developing friendships with our co-workers. After all, we do spend 8+ hours a day with these people! While there is nothing wrong with making friends in the workplace, it is important to choose these friendships wisely and manage them properly. The friends you choose can be a direct reflection of you and can send a strong signal to your other co-workers about your attitude, work ethic and values.
Professional friendships can benefit everyone in the organization by promoting productivity and creating a supportive work environment. However, the same can't be said when workplace friendships go bad.
When workplace friends turn into enemies, a company loses much more than camaraderie. Broken friendships often lead to fighting, bickering, and tattling, all of which divert attention away from the job. On a small scale, broken friendships can destroy teams that need solid interpersonal relationships to function effectively. On a large scale, the lack of trust among employees can seriously damage organizational goals.
Here are some important guidelines to keep in mind when considering your workplace friendships:
Practice the Golden Rule: By treating those in your office the way that you would want to be treated, you will communicate your willingness to be a team-player. In short, use your manners.
Set clear boundaries: There should be a clear line drawn between friendships in and out of the office. It is your responsibility to make sure interactions during work time are professional and focused. Make sure that work is not secondary to being part of the office community.
Play fair: Be sure to equally support the strengths and weaknesses of your entire team in relation to how to best complete a task. Showing favoritism in the workplace can only foster negative feelings, which ultimately impact workplace morale and distract from the overall bottom line.
If you don't have anything nice to say, keep quiet: Spreading office gossip can not only deteriorate the quality of the workplace, but it can threaten to negatively impact your career. Be discreet about your friend's confidences, and think carefully about the type of information you choose to divulge.
While there are many pros and cons to fostering friendships with your co-workers, it is important to keep these relationships in the proper perspective. If you think your office friendship puts you or your friend in a compromising position on the job, talk about it. If necessary, withdraw yourself from situations that might be conflicts of interest.
I read an article the other day about humor in the workplace, and my first thought was "what's so funny?" The economy is suffering, unemployment is going up and stress levels are at an all time high. Then I realized the point of the article - now is the BEST time to inject a little laughter in the workplace.
Going to work during stressful times usually doesn't result in high productivity and enjoyment in the workplace. So why not lighten the emotional load by keeping the workplace relaxed and fun?
It helps when managers and higher ups are involved in keeping things light and humorous. That way, other employees can take a cue from superiors about what is and isn't appropriate at work.
Humor is welcomed, but can go too far. Being cruel or making fun of people is no way to inject humor into the workplace. So make sure that laughter comes at the expense of events or situations, not co-workers.
The office doesn't have to be a laugh a minute comedy show, but it doesn't have to be solemn and serious either. Keeping your sense humor about you at work not only makes going to the office a little easier, but it can be healthy. Just remember that old saying...laughter is the best medicine.
Inevitably, there will come a time in every employee's career when you hand in your two weeks notice. No matter what your motivation for making a job transition is, you are likely to be quite busy while facing your impending life change. However, it is extremely important that you do not forget a critical component of your exit- your workplace legacy.
I am sure that we all can recollect the departure of a former colleague. After the formalities subside and the employee has made their final appearance, the whispers begin. Despite all of the positive workplace attributes that your former co-worker contributed to the success of the company, it is a safe bet to assume that their name will come up in conversation.
While many people will simply respond to this by saying, "Who cares?" You're long gone and have moved on to the greener pastures on the other side of the fence. Wrong. Each person you leave behind is a potential future gateway to a new opportunity. Even people hired after you leave might form an opinion about you. And you'll most likely never get a chance to defend yourself.
In an effort to ensure your own lifelong employability and survive a career transition with your reputation in-tact, it is important that you protect your workplace legacy. Every job moves on without you, no matter how good you are at what you do or how involved you are in the organization.
However, there are ways that you can safeguard your workplace legacy:
- Don't burn bridges
- Complete all assigned projects thoroughly and on-time
- Maintain professionalism at all times
- Never speak negatively about co-workers and supervisors
- Keep criticism constructive
- Communicate workplace needs, goals, status updates, etc. often
- Deal with workplace issues immediately
- Show others what you did and how you did it
- Get involved in company initiatives and community events
- Contribute to creating a positive, productive workplace environment
The bottom line is that you cannot control what others say about you when you are not around. You will likely get blamed when things go wrong after you're gone. However, you will ultimately win the respect of your work associates by dictating your own workplace legacy.
The cold and flu season is not quite here yet, but it is quickly approaching. I can tell you that my family's cold and flu season starts at the beginning of the school year, when all of the tykes are sneezing, coughing and sniffling in the classroom.
What's interesting, is that the office isn't too different from the classroom when it comes to fighting colds. Workers show up with tissues and cough drops in hand, trying their best not to take sick time for the common cold. But what they don't realize is they are exposing everyone to their germs, jeopardizing office attendance, and morale, for a least three to four days per colleague.
You can do your best to avoid catching, and spreading colds by following a couple of tips to stay healthy. One Forbes article that I read recommends frequently washing your hands, keeping alcohol-based gel cleansers handy, and boosting your immunity.
These are all tried and true methods, and here are a couple of more to consider. First and foremost, if you have the sick time to take a day and rest, do it. Not only will you heal faster, but you won't spread germs. Also, never go to the office while running a fever. It can be dangerous, and could be the sign of a very serious illness.
You can catch a cold at any time, but especially during cold and flu season. Be sure to take your vitamins and eat healthier to boost your defenses against sickness. Consider picking up homeopathic methods of defense, which may help you from getting a full blown cold.
Bottom line is that no matter what you do, you may still find yourself fighting a cough and cold at least once this year. The key is to stay as healthy as possible throughout the year, and either limit the severity or avoid catching it all together.
Q: Dear Seymour, I am passionate about the election and my candidate. Is there a downside to sharing this at work?
- Submitted by Wanda Arden, New York, NY
A: Dear Wanda,
It's great that you are so involved in politics! The right to vote is one of the greatest privileges we have as Americans, and it's wonderful that you are so passionate about participation. However, since not everyone agrees on candidates or issues and it's often easy to offend, here are some ideas on how to display your enthusiasm without stepping on toes.
Channel your passion.
Just because you need to be professional doesn't mean you can't be patriotic. You can get excited about the election without being specific about a candidate or issue. At the office, convert your excitement for your candidate into passion for the right to vote. Encourage coworkers to vote, and approach your boss with an idea or two about how to remind your department about Election Day, registering to vote, or key debate dates.
Be sensitive.
People are often very responsive to political discussions, but not always in a way that's appropriate for the office. Even if you can keep your emotions in check during a political discussion, it's possible that others can't and their outburst may make other coworkers uncomfortable. Be considerate of everyone's feelings.
Keep everything professional.
Even though the workplace is a community in many ways, it's important to remember that an office should be a professional environment. When your coworkers think of you, you want them to remember the quality of work you do and not your political affiliation. Even though you're free to believe what you please, discussing beliefs in the office could put the spotlight on you in the wrong way. You don't want to jeopardize your reputation.
Remember that you never know who may be listening.
Even if you think you know the opinions of someone you're talking to, it's not always possible to know everything they believe or even who may be listening in on the conversation. You don't want to offend anyone accidentally.
If someone else is talking about politics, try to avoid the conversation.
If a coworker insists on bringing up specific issues or candidates, politely steer the conversation to other topics. If they insist on pressing you for your opinions or are aggressive about their own, say that you have an important deadline approaching and really need to get back to work.
Keep it extracurricular.
If you know someone else in the office loves politics and likes to discuss it, it's okay to talk to them about it--just make sure it's outside the office. Invite them to lunch and once you're off campus, let the debate begin.
As long as you're respectful of your coworkers, you should be able to enjoy a great election and keep your workplace reputation intact.
We have all heard the expression that time is money. When it comes to conducting meetings at the office, time can be precious and meetings can be tedious without accomplishing much.
Everyone needs to learn how to use their time wisely, so meetings should be conducted with respect for everyone's schedule and time constraints. One article offers several tips and advice for conducting efficient meetings in the office. I find this list helpful, and have a couple more to add.
First, make sure that a meeting is necessary. Sometimes, tasks can be accomplished just by asking a few pertinent questions of key members of your team instead of gathering everyone together to go over the information.
Learn how to take efficient notes. Multiple meetings are often held because in subsequent get togethers, all information wasn't captured or retained. Learning how to take notes and get as much information at the beginning of a project will help cut back on the number of meetings that need to be attended.
My favorite meeting tip, establish rules. Parameters such as time constraints on how long each person has to present, and keeping questions until the end will help cut meeting times in half.
It's one of the most difficult lessons to learn, especially for younger workers - how to handle your relationship with your boss.
As one article points out, there are several behaviors to make sure you are performing up to the standards of your superiors. Some of those include improving your communications skills, anticipating your boss' needs and learning their pet peeves.
These are all important factors in entering into a healthy and productive relationship with your managers. But in order to incorporate these behaviors into how you work with your superiors, you may need to evaluate some of your personality traits that may have change while at work.
I have experienced many personalities of workers, and not all of them are easy to work with, or manage. So here are the three traits that I believe are the most detrimental to one's career. Consider this...are you:
- Rebellious against authority? You know the type. These folks have always found ways to do the opposite of what they are told, or hate taking direction from others. If you fit into the category, you come off as condescending or combative in your dealings with your boss. So swallow your pride and temper your attitude.
- The doormat? Some workers think that they only way to woo their boss is to be constantly available for their every whim. But this can backfire. If you are only there to perform your boss' scut work, then you will never be seen as anyone more than a "doer" or underling. So help out when your boss needs it, but make sure you balance it with stepping up to the next level.
- Flying under the radar? These are the workers who perform their job just well enough to get by. Clients don't complain about them, colleagues are indifferent to their presence in the office, and managers don't seem to be concerned about what they are up to. If you fall into this category, it can be a dangerous area to be. For one, you will probably never be considered for promotions, because your talents don't shine through. Your name may also come up if there are cuts backs or layoffs.
Now, if your personality aligns with one of the three above you need to be conscious of it and then keep it in check. Don't be afraid to ask co-workers who have a good relationship with their boss how they do it, especially if you have the same one.
Remember, the best way to get ahead is to develop a good working relationship with your boss. Not only will it make your day-to-day work life easier, but you should eventually be able to turn this rapport into a mentor-mentee relationship as well. Good luck!
Happy hour is a time honored, workplace tradition of team building and bonding with co-workers. But as one recent CareerBuilder survey points out, happy hour has more often than not, turned into a pitfall for acting unprofessional.
Some of the highlights of the survey include:
- 15 percent go to hear the latest office gossip.
- 13 percent go because they feel obligated.
- 10 percent shared a secret about a colleague.
- 8 percent kissed a colleague.
- 8 percent said they drank too much and acted unprofessionally.
Ok, so the above doesn't sound like a recipe for successful team building, but it also doesn't mean that happy hours are not beneficial to the work environment.
Although some workers may over indulge in drink, make sure that you are not one of them by limiting yourself to a two drink maximum. It is also important to eat a meal or at least appetizers.
If you are in charge of organizing a happy hour, make sure to keep it short, probably two to three hours at the most. That way, those who feel obligated to attend do not feel trapped or have to be uncomfortable about leaving too early, and co-workers who are close friends can continue their night out if they choose. Also, make sure everyone is aware that a happy hour is taking place, so some workers do not feel left out.
Happy hours are meant to be fun and festive, and they can bring workers close together. Just be careful about how much "fun" you do have, and keep conversation casual...you may even want to consider taking the "work" out of happy hour!
Talking politics at work has always seemed taboo. I know my mother always said that there were two subjects she would never discuss in mixed company: religion and politics.
However, one column points out that politics is no longer an
off limits" topic at work.
This can still be a difficult subject, so keep in mind a few pointers when talking politics:
- Stay objective and keep a level head
- Be willing to listen to others' points of view
- Be respectful
- Keep the conversation light
- When all else fails, steer clear of the conversation all together
All in all, as in any conversation, make sure it is a two-way exchange where both sides have equal opportunity to express their views.
I wonder how many of our readers wear ties to work on a regular basis? What about pantyhose for women? No doubt that the everyday work environment has become more relaxed, but are dress codes still necessary parts of today's workplace?
An article in the Wall Street Journal explored how different generations view work place dress. Not surprising, more mature workers have a more traditional take on dressing for work than their younger counterparts.
Take for example the subject of pantyhose. The article noted that some female Gen X and Y workers admitted that they have never even owned a pair of pantyhose, much less worn them.
True, workplace casual seems to be implied now. But do some workers take advantage of the "perk"? I say yes. Casual is one thing, but slovenly or unkempt is quite different.
To make sure you understand the limits of your workplace dress code, pay attention to your co-workers and try to emulate their style and how they dress at work. If there are varieties of dress, clarify with your manager or supervisor before being too bold in your attire.
I am interested in knowing about the types of work dress codes our readers' have. Do you work in a traditional work environment with more conservative dress requirements, or does your company fully embrace business casual or less? Also, how many managers have had to discuss inappropriate dress with employees? Are dress codes for work still necessary?
I am looking forward to hearing your take on this subject!
The saying goes that it is better to give than to receive. But when it comes to giving constructive criticism, a good manager always needs to know the best way to deliver their comments without hurting others' feelings or self-esteem.
I think that one of the most difficult jobs of a manager is to give employees a critique that is helpful and can be used to improve daily work habits. I recently read a really good article that offers a few tips about how to deliver constructive criticism to an employee. After reading the article, I thought this would be a good place to add to the list and share some insights.
For starters, if your criticism isn't something pressing that effects the day to day, make a note to bring it up during the employee's review. This is always a good time to bring up areas of improvement. Not only does an employee expect it, but it will be during a meeting where both manager and employee are standing on neutral ground.
Second, try to make it a two-way conversation by asking questions. For example, you might want to consider addressing an issue by saying "I noticed you are struggling with XXX, is there anything a can help you with or giving you advice on?" This shows that you not only are you paying attention to your workers' on a daily basis, but by proactively offering support you build trust for workers to approach you when they may need assistance with their work.
Last but not least, ask your own employees where YOU could improve. By asking their opinions, you show that you are not above taking criticism yourself, and it creates a more cohesive team that is better equipped to not only work together, but improve together.
We've all had 'em...the coworker who is angry with the world, never satisfied and does their best to be a pain in everyone's neck.
Some articles refer to these "team members" as toxic. I like to refer to them as bottlenecks. The reason? Usually, productivity is delayed or stopped all together because their attitude causes an inability to work as a team member or contribute to projects in a useful manner. Not to mention their actions can contribute to depleting morale.
So what do you to counter these co-workers?
Start by realizing that some people are just unhappy and will do anything to bring others down with them. It's hard to do, but don't let their poor disposition and attitude bog you down with them.
There is also the possibility of avoiding contact all together, but this could prove difficult if you are placed on the same team as the offending co-worker. If this is the case, remember to tread lightly and don't antagonize the situation.
If all else fails, and this colleague continues to intrude on your work environment and morale, then consider speaking with a supervisor or HR. It's hard when you feel like you are reporting or "tattling" on a co-worker, but more than likely this person is affecting others too.
In the end, stay positive and try "killing them with kindness".
Have you ever been to Disney World and taken a tour of the animation studios? If so, you'll notice that the animators have decorated this workspaces in the theme of the film that they are working on. For example, I was there when they were working on Lilo and Stitch, which took place in Hawaii.
The cubes were all decorated with hula girls, plastic coconut shells and tropical flower leis to inspire their creativity. The result: a multi-million dollar grossing film that includes a beloved character, stuffed animals, lunch boxes, Disney rides, well, you get the picture.
Now think about your work environment. It's difficult to always come up with the next bright idea when you spent half or most of your time in an office with four white walls, or worse, a cubicle in the middle of the office.
I recently read a column about how creativity also spurs productivity. As you can see with the Disney example, it can't hurt to have inspiration. So go ahead, add pictures, flowers, quotes or other elements that motivate you. Allow your personality to show through too. You could encourage your co-workers to do the same, and before you know it, your creative juices will begin to flow.
Gas prices are taking their toll on workers, not to mention the escalating price of food. If you are trying to cut back on the expense of fuel, talk to your boss about working from home. Not all companies have this perk, and some companies limit the type of positions that have the ability to telecommute. But, if the option is there it is worth the savings to check it out.
If telecommuting is not the answer, then ask your supervisor if it's possible to work a compressed schedule to take the edge off of having to drive to work every day of the week. It might amount to only one day a week, but it's still a slight cost savings.
One other idea is to discuss with your manager the possibility of incorporating a public transportation pass or allowance into your yearly raise to supplement your gas expenses.
Last but not least, don't forget the value of carpooling. Sharing a ride with others also cuts back on the frequency of filling up, and helps the environment.
Q: Dear Seymour, I recently became a manager for the first time, and now find myself facing my first big presentation! Any advice on how to prepare?
- Submitted by Lyla Sulian, Oakbrook, IL
A: Dear Lyla,
For some, preparing for a presentation is a process that is easy and painless, while for others, it's just painful torture. Most of us fall somewhere in between. It's inevitable that one day you would have to make a presentation at work. There are certain tools, tips and techniques you can use to deliver a memorable and effective presentation - the key is learning how to use them to your maximum advantage. Here are a few tips to ensure you deliver a stellar first presentation:
- Effective visuals. Whatever your visuals are - posters, charts, PowerPoint, slides - keep them simple and don't put too many words on them. The audience is there to listen to you present, not to read your visuals.
- Good eye contact. Look at your audience. Don't single out one person, but instead try to make eye contact with numerous people. This allows you to engage the audience.
- Delivery. Pace yourself - try not to speed up when you speak. Keep your points as short and simple as possible. Speak to the audience, not at them and not at your visual aids. Speak clearly and loudly enough for all to hear. Use inflection, not a monotone voice. Do not use "uhms or ahs." Show some gestures when speaking. People are more engaged with an animated speaker.
- Practice, practice, practice. After you've gotten your written materials and visuals ready, practice in front of a willing audience (friends, family), a mirror, or video yourself. However, don't over prepare. If you rehearse your presentation too much, it will sound like it. You want to sound natural, not as if it's memorized.
- Just breathe. The simple act of breathing properly before you start and during your presentation can give you a better sense of clarity and focus. Get a good night's rest, drink enough water, and stretching beforehand may help ensure you're feeling your best when you present.
Allow for extra time at the end of your presentation for questions and discussion. Prepare in advance answers to some possible questions. Most importantly, don't be too hard on yourself if you didn't meet every expectation. If you believe you gave it your best shot, pat yourself on the back. Look for ways you can improve for the next time you make a presentation. With each one you do, you will improve and the easier presentations will become.
Self-esteem and confidence are very important for your career. For some workers, this can be a detriment because too much self confidence can lead to arrogance, and arrogance can lead to conflict with co-workers and managers or even poor judgment.
However, a healthy amount of confidence helps workers succeed. Confident employees are not afraid to express their ideas, or engage in debate about strategy. Most company leaders are in their positions because they had the self-esteem and confidence throughout their career to make the critical decisions that led to advancement.
Yet, some workers have a difficult time having the self-assurance that they can make the decisions and take the chances required to propel them to the next level.
One column offers ideas about how managers can help boost workers' confidence, but what can workers do themselves?
For starters, make a list of your accomplishments and post them in your office or cubicle. This will remind you daily about your strengths and successes at the office.
When a manager or co-worker compliments your work or achievements, take it to heart. You know you work hard, and when someone recognizes it, enjoy it!
Furthermore, if you make a mistake or are reprimanded, keep in mind that no one is perfect, especially at work. So don't look at this situation as a way to crush your ego. Instead, take it as a learning experience that will help you to not make the same mistake twice.
Lastly, the best way to get a compliment and have your work recognized is to give a compliment and recognize others.
I am interested in hearing from our readers. What do you do to boost your confidence at work?
Somewhere deep within my subconscious mind, I think that I truly believed that my child would miraculously arrive into this world with little thought (or effort) on my part. Throughout my seemingly endless pregnancy, I dreamt of a beautiful doll-like "mini-me" that never cried or pooped. She wore gorgeous baby couture and never had the predisposition to drool like a bulldog. More importantly, she'd come complete with a "how-to" manual firmly affixed to her rear-end. No one dared to shatter my fantasy so you can imagine my surprise... and utter horror!
Flash forward: post-pregnancy... Suddenly, I was working two full time jobs! My daily struggle of trying to maintain my job and my household responsibilities felt overwhelming and seemingly impossible. It was as if I had gone from working in the mail room to becoming the CEO of a global company overnight. Worse yet, no one had bothered to inform me how I to run the company! Short of auctioning my child on eBay; I was fresh out of quick-fix solutions. It was time to call for outside help. Knowing that I wasn't the first or the last woman to be faced with the age-old dilemma, the question remained... How do you do it all? More importantly, how do you do it all successfully?
I started by joining a local working mom support group. I know what you're thinking... because I thought the same thing! However, I quickly realized that there was a reason that these women gathered together each week and it wasn't to make me feel like a bad mother. Each woman had a need or a desire to improve herself and her work/life balance. The camaraderie I found became my lifeline, granting me the permission to explore who I wanted to be in the various roles of my life. In addition to the self-exploration, I also found an abundance of helpful information like how to find the right preschool to the best approach for working a flex-schedule. I felt that I had tapped into a secret society and the information that I gathered was powerful.
My daughter turns four this year and I marvel at the learning curve that we have both endured through her years. Truthfully, there are times that I forget to ask her to brush her teeth; days that the laundry piles up and sometimes I even miss a work deadline. Yet through it all I have learned that success is only about getting what you want... happiness is found by wanting what you get.
To find an existing mommy support group, check your local bulletin boards and newspapers or contact national organizations, which may have a local chapter in your area. Your local librarian, pediatrician, or social services office may know about an existing group of moms with children in similar age ranges. There are also great online support groups that provide a broad range of communication and are accessible on your time schedule.
Mothers & More is a non-profit membership organization provides a nationwide network of local chapters for mothers who are (by choice or circumstance) altering their participation in the paid workplace over the course of their active parenting years.
Workitmom.com is another online community where working moms can share their experiences, advice, and support can make that daily juggle a bit more manageable.
Mom Junction allows members to immediately access the groups of moms in your local town or find moms outside of your area, but who are still within reach.
As Spring Break turns into summer vacation, many workers may find that there is a pocket of downtime at the office. One blog post talks about how the psychological aspect of downtime could affect your work day.
Springtime, summer and the holiday season, for many industries, are some of the slowest times of the year. Kids are out of school and vacation begins. These are factors that take co-workers and clients or outside contacts out of the workplace.
It can be difficult to maintain your productivity level when you could be relying on others who are out of the office for a week, to complete your work projects. But, just because there's a slowdown doesn't mean that it's time to play solitaire on the computer, or take two-hour lunches with your friends.
Downtime can be an opportunity to get organized or offer your help to other co-workers who may not be experiencing a slowdown at the same time or in the same way you are. It's also the perfect time to tackle some of those administrative tasks that may fall through the cracks during heavy workload periods.
How do you deal with downtime? Share with us some of your tips for staying active in the workplace during a slowdown.
As a working mom, I often find myself in that harmonious state of juggling. I use the word harmonious purposefully as it's become a skilled art form. On my better days, I like to mentally refer to myself as Wonder Woman of the Working World, placed on this earth to ensure that my daughter eats her broccoli and my boss's deadlines are met with a vengeance. But it wasn't always so ...
After my daughter was born, I decided to take some time off from my career to get to know this little creature that had been kicking me non-stop during the last 3 months of my pregnancy. I'll admit upfront that I was "that" overly pro-active parent who jumped at the opportunity to sign my daughter up for Mandarin language classes at the ripe age of 6 months. I was also firmly convinced that sugar and preservatives were evil incarnations placed on this earth solely to test my parenting skills. The raising of my child became my full-time career and I was determined that it would be my crowning achievement. After all, I was a career woman and if I could negotiate a multi-million dollar advertising campaign then surely I could handle this ... right? Wrong.
Each day, I struggled to maintain a self-imposed portrait of perfection. From my glistening floors that rivaled Mr. Clean commercials to my 4-course gourmet dinners co-created by Rachel Ray. My days were tightly scheduled around my endless to-do lists and my deep-seeded need for accomplishment with each dutifully checked completion mark.
What I failed to realize or even acknowledge was the joy that I getting from doing it. I didn't realize that perfection is not what made me a great career woman or even a wife or a mother. My success was not dependent on my ability to raise the next Gandhi, Einstein and Miss USA all wrapped up into one adorable size 2T. My success was in the sheer act of trying ... and every accomplishment starts with the decision to try.
Q: Dear Seymour, As Spring is in the air, I'm feeling like it might be time to do a little "spring cleaning" of my life. I feel like I'm unorganized and not as productive as I'd like to be in all aspects of my life, including my career. How can I bring more organization to my world?
- Submitted by Gayle Kahkrin, Hickory, NC
A: Dear Gayle,
Many times we find ourselves being very busy in our personal and professional lives, but not very productive. That generally means you've overextended yourself and need to take a step back and bring some organization to the chaos. Here are some tips on doing just that:
De-Clutter. First, try to remove items that perpetuate a chaotic environment, such as clutter, disorganization, non-used or broken items, and even a busy calendar. Really evaluate your work and personal calendars and eliminate tasks or obligations that are a waste of time or that aren't in line with your priorities. Have the courage to say "no" to unproductive uses of your time. This includes decluttering your work space. If you don't need it or use it, get rid of it. Instead of wasting time looking for files on your computer, arrange a file management system so you can quickly find what you need. Eliminate clutter from your desk.
Take control of your schedule. Once you've eliminated non-important commitments or tasks, now plan and manage your time to your advantage. This means staying focused on completing those tasks that are essential to achieving your goals. Every morning, proactively identify the important tasks for the day, and then specify what must be completed, what can be delegated and even what could be deleted. Be realistic about how many you can actually accomplish in a day. Cross off items as you complete them. Most importantly, schedule in free time to unwind, regroup with family and loved ones and focus on what's really important in your life.
Control your day. Net surfing, reading emails, co-workers who pop in to chat or making personal calls are time bandits. Save net surfing for after hours. For emails, set blocks of time specifically to manage email messages. Create an electronic filing cabinet similar to a physical one with folders to organize them. Let coworkers know that unless their needs are an emergency, you'll speak with them later during a break in the day. Personal calls should be made only during your personal time. Reduce distractions that absorb your time.
Know the time of day you are at your best. Use those better periods of the day to spend on the toughest tasks you need to accomplish. Leave the easier ones for the times when you are less energetic. For example, if you are a morning person, try to schedule an important meeting in the morning.
Getting organized often gets put on the back burner because more pressing issues need attention first. Start now. By getting organized, you can convert the time you may be wasting into time that can be used more productively.
We've all dealt with office politics. No, not those pesky relationship crushing, ego stepping situations where you are expected to "do as I say, not as I do". I am talking about office conversations about politics.
With this year being a presidential election year, and an interesting one at that, politics and the issues are on many people's minds. But is the office the place to discuss these? Some will say no.
Today, political issues are more than just a topic of conversation for friendly banter. As one article points out, they are doctrines in which people live their lives.
By discussing politics and political beliefs, workers run the risk of causing irreparable damage to their relationships with colleagues, causing hurt feelings and damaging your own reputation if arguments turn heated.
My best advice is to steer clear or tread lightly with political conversations at work, unless they are with close friends who may already be familiar with your beliefs and feelings. Otherwise, this could be dangerous territory to enter with colleagues.
What do some of our readers think? Do discuss politics at work, or would you prefer to take a neutral stance and keep your feelings to yourself?
A recent survey garnered a lot of attention in the media by reporting that nearly one-third of workers have slept on the job! That's a lot of employees catching some zzzz's when they should be working.
The survey, conducted by the National Sleep Foundation, reported that on average workers receive 40 minutes less sleep than what they need to be most effective on the job. This may be bad news, and dangerous on the job, if you are one of those workers lacking sleep.
Some companies have recognized that their workers may be punching out later and later at the end of the day. So they allow workers short naps during the day to help them catch up or revive their energy.
But what if you're not working for one of these employers? Getting caught sleeping on the job could result in a serious reprimand or dismissal altogether. So what do you do if you feel your body is too tired?
It may difficult to change your sleep patterns, but there are simple things you can do throughout the day that might help you get a better night's sleep.
For one, watch your daily caffeine intake. We all know that tired workers rely on coffee to help jump start their day and keep them going for the long haul. But too much caffeine may be prohibiting you from a restful night's sleep. Try decaf or cutting back. It may be difficult at first, but in the end you might find it's worth it for more sleep.
Second, consider exercise or yoga to boost your energy. Having more energy to burn during the day will help you sleep better at night. Also pay attention to your diet. You might be eating foods that are high in protein or sugar late at night that will prevent you from going to sleep at a decent bedtime.
Also, listen to our body. If you feel run down, you will not be productive. You could also be opening yourself up to cold and flu season. Your employer gives you time to take off. So take it. Even if it's just to catch up on some sleep!
An interesting article about disgruntled workers cites a survey that says bored workers are more disgruntled than overloaded employees. At first glance, this might seem to be a surprising revelation, but if you are one of those "bored" employees you can understand how this makes sense.
Employees who don't feel they have accomplished anything at work have lower job satisfaction and pride in their employers, not to mention decreased morale and productivity which can affect coworkers.
If you feel yourself being bored at work, there are some steps that you can take to try and improve your work environment.
First, speak with your manager and ask if you can take on more responsibilities, or spearhead a new project.
Second, re-evaluate your own workload. Perhaps you are missing opportunities to do more or be more creative with your current assignments.
Third, consider continuing education classes or training opportunities at work. Not only will this provide you with more stimulation and get your brain working, but it may provide you with additional skills that will help you stand out for job promotions.
If these suggestions don't rid you of never-ending boredom, it's likely time to start looking for a new job.
From the holiday party to the going-away party, the office is often a place for fun, social gatherings. While this can be enjoyable for the person of honor, it often can be expensive for other employees. Instead of chipping in money or going out to eat, what are some unique ways to celebrate?
For example, if the entire office must put in money towards someone's birthday cake, why not have the person with the most recent birthday buy the cake for the upcoming birthday? Or, encourage everyone to design a homemade card to give to the special person.
Instead of going out for lunch to celebrate a new employee, why not try pot luck? Every employee can make a dish, which is certainly less expensive then dining out. It also encourages camaraderie!
Readers, what are some other cost-saving yet fun-filled ways to celebrate around the office?
I once worked for a manager who intimidated me to the point where I was nervous to work on her projects. She was personable, fair, well-respected and everyone held her in high esteem. So my anxiety about performing up to her standards left me intimidated and unsure about my abilities.
Then, one day we had an office lunch where we all laughed and shared stories about work and our lives, and I realized that she was just like everyone else. From that day forward, I realized that I had created most of my anxiety because I was thinking of her only as a boss and not as a person.
As a recent blog post points out, bonding with your boss can be easier than you think. Finding commonalities are as simple as listening to office banter and paying attention to how your manager or supervisor spends their free time. And remember, they have superiors too, and they know what it's like to try and develop a rapport with a higher up.
Now, don't expect to make them your best friend by sharing intimate details about your cousin's bad break-up or the painful root canal that needed extra medication. Keep conversation light and simple to ensure that you don't say too much. Losing your professionalism while developing a comfort level with your boss could be detrimental to your image or career path, so be selective about how much you are willing to share.
Once you take the first step, you might find out that you have more in common with your superiors than you think!
It's great to make friends at work. The work environment and enjoying who you work with are many times the reasons why workers stay at their job.
However, I recently read an article about 13 topics that should not be discussed with co-workers. They include intimate details about your life and career, such as wild weekends, divorce proceedings and salary information. Not to mention how annoying Peggy, who sits in the cubicle next to you, is on a daily basis.
Although you may forge friendships with your co-workers, it is true that certain information and topics of conversations should be kept to yourself, or at the very least be selective about whom you share your thoughts and feelings with.
So here are a couple of topics that you should share with co-workers:
- The new computer class that you took at the community college. Not only is it helpful information, but if your managers hear about it they will be impressed with your desire for continuing education.
- Your favorite volunteer or community activity. Monday morning cooler talk always starts with your weekend. Although part of your weekend may have included a rowdy club, choose to mention the beach clean-up or hiking trip you took instead.
- Information about competitors or industry news. Not only will you position yourself as a leader in the office, but you really are helping the company by keeping others informed.
- Good news that you know to be true. Congratulate and praise to others about the co-worker who just received a promotion or accolade from management. You will be spreading goodwill throughout the office, and your team support will shine through.
Let's face it. Everyone can have difficult times at work that force you to show your emotion. Whether it's personal issues that spill into the work environment, or frustration as a result of work, emotions can emerge at the worst time during the work day.
I recently read an article about anger in the workplace, and I wasn't surprised about how easily the person in the article allowed their emotion to boil over in such dramatic fashion.
It can be difficult to contain how you are feeling, especially at work where you may be experiencing criticism or questions about your abilities. Sometimes, your emotions may not stem from work at all, but something happens and that's where you will express them.
Anger is probably one of the most common emotions overly expressed at work. Co-workers, managers and supervisors may provoke you, but you still need to keep your cool as best as possible.
If you begin to feel yourself becoming angry, take a break and regroup instead of staying in a situation that may escalate. Just as in your personal life, take the higher road and diffuse angry moments before they get out of hand.
Also, find an activity outside of the workplace that might help you relieve stress and calm any work-related anger issues that you might have. Exercising, meditation and yoga, or perhaps finding a hobby like painting, can all help relieve stress and allow you to decompress from work.
Bottom line is that it's ok to show emotion at work, as long as your reactions do not go over the line.
We all know the feeling- the end of the work day is approaching and the clock couldn't possibly tick any slower. You're exhausted from an 8+ hour work day and have a "to-do" list with never-ending errands to run. Well before you rush out the door into a sea of traffic jams and shopping cart congestion, consider this. Why not ditch your daily routine and join your co-workers and other professional colleagues for happy hour?
Not only is happy hour a laid-back place to enjoy appetizer's and drink specials, but it is also a great opportunity to chat with your co-workers in a more personal setting and to network with potential employers if you are considering a job change. Experts suggest that by simply socializing at the occasional happy hour, you greatly increase the potential to advance your career within your organization and beyond.
As a junior-level employee or job seeker, happy hours can potentially facilitate social and professional relationships with senior level executives and provide you with unique insight into the company's culture and into your industry that you may not have experienced in a more formal, workplace setting.
However, there are some important guidelines to keep in mind when casually rubbing elbows with co-workers, company executives and potential employers:
• Be sure to check your individual company's policy on social drinking. While some organizations may sponsor social work events where alcohol is present, others may seriously frown upon this activity.
• Always remember that just because alcohol is served, that does not mean it is a requirement. Keep in mind that you are at an office function and should not drink in excess.
• Maintain a demeanor that is professional, appropriate and respectful by paying attention to what you say. Save your personal problems or spreading gossip about colleagues for your friends.
Workers' commutes are getting longer and longer. Some workers are traveling two hours, one-way, to get to their jobs. This might be extreme to some, but the norm for others. I think that most people would agree this is asking a lot for any job. Not only is driving stressful, but it can be dangerous if you are too tired to be on the road.
Still, this trend of long commutes is worth it for workers who feel that they cannot pass up the salaries they are receiving. According to a recent blog post, this is the case for many.
However, long commutes can be detrimental to your career. Not only can in cut into your work/life balance, but your production can suffer because of exhaustion or stress, which can lead to anger and frustration that might be detected by your manager or colleagues. Furthermore, your pocketbook could suffer from the wear and tear on your car and the price of fuel.
So what's a worker to do if this is the situation that they are facing? For one, you might want to ask your manager about flexible scheduling or work at home options. This would relieve the need and stress of being in the office everyday.
You could also check into park and ride or carpooling options. Again, you would save money, and sanity, while sharing the load of the commute, or leaving the driving up to others.
A last option that might not be so easy, is to just find another job option closer to home. If the other solutions mentioned are not viable and the commute proves to be too much, then you might be better off finding a closer career opportunity.
Happy New Year! The mad dash to the holidays has ended the new year is beginning. Now is the time when we all make those resolutions to start 2008 off on the right foot. You know what I am talking about... lose weight, call your mother more often, shop less, read more. There are hundreds of them.
But what about turning your focus on your career? In the spirit of Baby New Year, here are my top five career new year's resolutions:
1. Learn a new skill. This is one that can not only enrich your career, but your personal life too. Better ways to communicate and team building/participation are two ideas to start with.
2. Develop new responsibilities. Many times, posts on the Big Time focus on getting ahead in your career, and that means more responsibility. This is the time of year to focus on doing it, instead of just thinking about it. No new responsbilities on the horizon? Find one that fits your expertise and go for it!
3. Become a leader. How may times have you sat in a meeting and wondered who was in charge of the project? Maybe you are that person who can provide guidance and structure to your team or company. Go ahead and take the reigns.
4. Volunteer and network. Need to jump start your career search? Get out there and find an organization or group and make new connections and friends. Not only are you developing a career network, you may be helping your community while you're at it.
5. Find that work/life balance. You know who you are. You work 12-hour days and have "Blackberry Thumb." This year, try to take time out for yourself and don't get too caught up in the rat race. Not only will you save your sanity, you might also be nurturing your productivity at the same time.
Those are my suggestions for new year's resolutions. How about our readers? Do you have a 2008 goal for your career? We want to hear about them.
Q: Dear Seymour, as I prepare to take time off for the holidays, I can't help but get anxious thinking about the piles of work that will await me when I return to the office. Do you have any advice to make leaving less stressful?
- Submitted by June Girst, Franklin, KY
A: Dear June,
Yes, its holiday season, a time when many workers exit the office to take a vacation or spend time with family. But along with flutters of excitement, many workers get stressed thinking about leaving projects behind or the pile of work sure to await their return. Here are five tips to take the worry out of leaving:
• Plan Ahead.
The best scenario is to schedule your holiday time off well in advance. This will provide you ample time to prepare both at work and at home.
• Prepare colleagues and coworkers.
Alert key contacts both within your organization and any outside clients you may work with on a regular basis. Make sure to give them ample notice of your vacation plans so they may tie up any loose ends or finish any important projects before you jump ship. Also, set up out-of-office alerts and change your voicemail to reflect your absence.
• Recruit a back-up.
If possible, designate someone in your department to be your backup while you are away for any emergencies or to maintain key aspects of your job. You should also ask this person to act as your contact person, giving them exact instructions as to how and when it is best to contact you (ideally, only for true emergencies). You might consider including your back-up's contact information on your voicemail and email messages.
• Complete unfinished projects.
There is nothing worse than leaving for holiday break with an unfinished project waiting in the wings. Chances are you'll think about it while you are away, and dread finishing it when you return. If you have projects or initiatives that are near completion and could be finished prior to your time off - then do it.
• Prepare for your return before you even leave.
Write down a list of projects or priorities for when you get back to the office. This will help you avoid feeling overwhelmed after your time off. Clean and organize your office - you don't want to arrive back to a cluttered office.
Taking time to prepare for your holiday break and your return to the office can go a long way in making your retreat an enjoyable one. And it should go without saying but we'll say it anyway - don't regularly check your email or call into the office unless you absolutely have to. Instead, relax and refuel.
The holiday season is a fast-paced, stressful time of the year, too active to concentrate on the job hunt, right? But, just because the holiday season is here doesn't mean that you have to abandon the job search until the New Year.
Here are a couple of tips for networking during the holiday season. For example, the number one place to network is holiday parties. Professional organizations as well as friends and family will be hosting parties to celebrate the season. These events will allow you to meet new people and potentially find a new employer.
Friends and family will more than likely be inviting people from their offices to share in their celebrations. What better way to find a new employer than close friends and family? You might also want to mention to those close to you that you are looking for a new job, that way they can make sure to introduce you to their colleagues during these social occasions.
Professional and industry organizations will also be celebrating the holidays. Do a little homework and find out which ones will be the best fit for you as an employee. It might also help to become a member while you are there, if you are not one already. Becoming a new member at the holiday party will certainly make an impression, and it will give you an opportunity to go back and network some more with those members who may have been unable to attend the party.
The job search doesn't have to be a burden or put on hold until the first of year. As a matter of fact, go ahead and have a little holiday fun while you are at it.
Wouldn't it be wonderful if you could network with industry colleagues on site at a company that could one day be your employer? That's the new trend in the technology industry thanks to one industrious, former Google employee.
As one article describes, this former Googler returned to one of the Company's cafeterias for free lunch with friends. Then the idea came to him: why not check out companies while enjoying a free or reasonably priced lunch at the same time. Now, that idea has turned into a group dubbed Lunch 2.0, and they network regularly as various companies' cafeterias.
This is a bit of a radical idea, but it has transformed networking nationwide with positive results. Now if you think the only way to network nowadays is to sneak into corporate cafeterias and score a free meal think again. Networking has changes in all sorts of ways, from rubbing elbows in cyber-space to the tried and true industry organization event. Consider creating your own networking events. Here are a couple of ideas:
- Develop a "speed networking" event to be held at a local restaurant or night spot. Similar to speed dating, this would allow professionals to try out their elevator speech and develop several new contacts for jobs.
- Organize a group of professionals who share interests outside of work. Maybe a beach or parks clean up committee. The idea is to get to know people while sharing a common interest.
- Design an event with a personal touch. Maybe a bi-monthly, themed dinner event that includes a recipe and business card exchange. And encourage "regulars" to bring someone new every time so that the network continues to grow.
Networking doesn't have to be the dry, uninviting event of yesterday. Put some thought into it and make it a fun event that keeps people interested in returning.
Ever been forced to pay for a cake or gift for a person in your office that you don't even know? Or worse yet, have you ever been forced to pay for someone else's share?
As we catch up with the our friends in the latest episode of The Temp Life, we find that their officemates are up to their old tricks and trying to pull a fast one on Laura. However, the joke is on them when she doesn't take the bait.
Let us know if you've ever been in a similar situation and how you've handled it. We might even pay you $100 for your story. Want to catch up on other Temp Life episodes? Click here to access the Temp Life channel.
Gadgets are a part of our work lives. Blackberries, Treos, Sidekicks, the list goes on and on. However, constantly being connected is not always a good choice to make. The amount of information that we are inundated with on a regular basis can be overwhelming, much less adding in a constant stream of emails.
One article even suggests that too much email is lowering IQs because professionals are bombarded by so many they are unable to concentrate and focus on work and projects that require workers to focus. Some of The Big Time's regular readers may also recall other posts about workers who never really disconnect while on vacation, because they are constantly connected to email.
Some companies are going to no email Fridays to cut down on the amount of email that is sent and encourage more face to face contact with colleagues. Other companies are working on innovative initiatives such as periods of "Quiet Time" and email programs that filter out unnecessary or redundant email messages.
I myself find that by not having my email open, I can better concentrate on work with tight deadlines or projects that need my undivided attention, resulting in a complete outcome with minimal mistakes.
So think twice before sending an unmanageable amount of email or too many voicemails. Chances are if you are having a hard time receiving an answer, it's because the recipient is too busy playing catch up!
Office gossip and water cooler talk are almost unavoidable. But when does it go too far? Some managers find the rumor mill a distraction and toxic, while others welcome the opportunity to know the inside story where their employees are concerned.
In one article I found, the owner of a small company ended gossip in his office by telling employees that any rumors being spread would be revealed to the person who the rumor was about, along with the source of the rumor.
Certainly rumors can be hurtful and gossip can decrease productivity and employee morale, but when should and shouldn't employees engage in office gossip? Here are a few suggestions:
• Avoid spreading information that starts with "you know what I heard?" or "Did you hear that...?" Usually this means it's second or third hand information and probably has been distorted or is entirely false.
• Your manager may confide in you regarding company news that may not be public. Check with you manager before sharing any information with your team.
• Remember that rumors about individuals can be hurtful and could get back to that person, which could result in low morale. Resist the temptation to join in and mention what "you heard" about someone.
• If you do hear company gossip and rumors about new hires, layoffs, or company changes ask your manager and get the story straight. They may not be able to tell you anything, but they may be able to ease your fears or correct any misinformation.
Bottom line, keep office gossip to a minimum and think twice before spreading it around.
Q: Dear Seymour: Holiday season is approaching and while I am generally look forward to this time, every year I struggle with how to handle gifts at work. Do I have to give my boss a gift and if so, what is appropriate? And what about my co-workers?
- Submitted by Debra Blax, Pompano Beach, Florida
A: Dear Debra,
I can assure you that you are not alone in this quandary. Often, "the season of giving" sparks a whole new host of workplace anxiety and questions regarding holiday etiquette. Speaking of etiquette, the queen herself, Emily Post has this to say on whether it is required to give your boss a gift for the holidays: "Generally, no. It could easily be perceived as trying to win favor. However, a pooled gift from you and other employees that isn't too expensive or personal is fine."
It is also wise to check with your HR department to determine if your company (particularly if it is large) has any rules about gift-giving. Some corporate cultures forbid the practice as it can be seen as currying favor.
If this isn't the case with your employer, or for those workers who may have already started a tradition of giving their boss an individual gift, I'd suggest keeping your gift simple, but professional. Now is not the time to purchase boxers or perfume. Fruit, chocolates, coffees, and food baskets are always safe bets. Work-specific gifts such as a nice pen, business card holder or portfolio will also be appreciated. And you can almost never go wrong with a gift certificate to a store such as Borders, Target, or Starbucks.
In terms of cost, don't go overboard. Keeping it well under $50 is a good rule of thumb. Regardless of what you spend, the thought will be far more appreciated than the cash you doled out. Remember, it's the "giving" season, not the "how much did you spend on me?" season.
Last but not least, giving gifts to certain co-workers is your choice. The most important rule to follow is to exchange presents discreetly. Making a scene or a big production in front of others will only create tension. Simply arrange for a holiday lunch or event outside the office.
One of the most important skills a person can possess is the ability to communicate. Whether it's to a client, co-worker or to the CEO of your company, the ability to communicate clearly, succinctly and with confidence is a trait that separates the leaders from the followers.
The truth is, too often someone thinks that they are being assertive when in fact they are really being aggressive. More likely than not, these styles get mixed up unintentionally. This confusion, however, can lead to undesired results.
The main difference between these two styles is that assertive people are firm, but remain polite about it. Assertive people are open to conflicting opinions. These individuals seek a mutual solution that will meet both sets of needs. They work with people to obtain a common goal, not against them.
Aggressive people will do whatever it takes to meet their needs. They communicate for control and usually end up pushing others away. They have the 'my way or the highway' approach to getting what they want. If you have ever worked with someone like this, their inflexible approach to getting things done usually stirs a lack of respect and cooperation from others.
Another differentiator between these two styles is one's body language. Without saying a word, most people are very receptive to what someone is feeling or thinking by their eyes, their body stance, and the volume of their voice. Ever speak to someone that doesn't look you in the eyes? It's not a very good practice, especially if you want to appear confident and trustworthy.
Assertive behavior is a key ingredient for career success. If you are wondering if you're assertive, ask yourself the following questions. If you answer the majority with a 'yes," you're on the right track.
- Can you say no when you disagree?
- Do you look people in the eyes when you are speaking to them?
- Do you consider other's opinions that differ from your own?
- Is your tone conversational, rather than loud?
- Do you wait until others are done speaking to interrupt?
- Do you have open posture?
- Do you participate in group discussions, rather than try to control them?
When is it time to move on from your current job? If you are feeling dissatisfied and unfulfilled, then you should not be expected to stay.
You may want to ask you friends and colleagues for their advice about why you are looking to move on, but they may not be as supportive as you would like. An article in BusinessWeek touches on the subject of job change and seeking advice from colleagues.
Friends and colleagues may or may not be supportive of your decision, and it's up to you whether or not you want to share your plans. But you do want to make sure that you are leaving for the right reasons.
First and foremost, have a clear plan about what you want out of your career. Make a list of five to seven career goals and observe whether your current job is meeting at least four of those goals. If it's falling short of those expectations then it might be time to find a new job.
Second, take time to evaluate the pros of your current job. You may be missing out on opportunities to develop a new skill or career interest that can be cultivated with your current employer.
Lastly, remember that the grass may not always to greener elsewhere. Searching for jobs and transitioning into a new one can be stressful. If you do find a potentially new employer, do your research to make sure it is what you are looking for. It would be a shame to leave a job with stability for a new one that may not be as exciting or fulfilling.
This may be the biggest thing to hit personal branding since it's Fast Company article 10 years ago. Be sure to tune in today to this Personal Branding Summit. The Summit features two concurrent sessions for 12 hours on the topic from a host of amazing speakers. This is free to participate and an opportunity to learn the latest trends in personal branding to enhance your career. You can also find a side-by-side schedule on JibberJobber.
Do ever get the feeling when you work on a project that you are unfulfilled and not quite sure whether or not you make an impact or contribution to your company? If so, chances are you're not the only one.
I came across this article that talks about how employees and managers are often times not on the same page about the "big picture" goals and outcomes of company projects. This can lead to employees feeling burned out and unfulfilled by their job.
If you find yourself in this situation, there are ways around just taking an assignment, doing the work and then moving on to the next assignment.
A good way to become engaged is ask your manager questions about the project. If you don't want to seem that you are prying, try asking questions in subtle manner, such as, "Is this part of the new building initiative I've heard so much about, or an entirely new project?" Also, be mindful of how your team works together and use your intuition as a guide for more insight. In other words, put two and two together based on the tasks that your co-workers have been assigned.
You should also stay in tune during staff meetings, town hall meetings and internal communiqués that may offer clues into the vision and direction of your company. Then, when you receive an assignment from your manager it will be easier to uncover the reasons behind your impending hard work.
Countless numbers of Americans find themselves part of a "sandwich" generation, having to care for aging parents while raising their own children. This situation can take its toll in the form of required time off from work. I'm often asked if an employer can fire a worker for what is arguably beyond their control.
Additionally, now is an excellent time to create a discussion with your HR leaders about flexible staffing models and telecommuting options. Point out what's in it for them (WIIFT). The more flexible their workplace becomes, the less problem retention will be for your employer as the number of employees who share your challenges will increase exponentially over the next few years.
It is important to investigate your options now before your performance at work is characterized as something other than what it is - a growing problem the American workplace must address.
For more on the latest trends impacting mature workers, visit my website: www.AgelessinAmerica.com.
Employee Evolution is a blog dedicated to offering advice to millennial generation workers. A recent post on the site offers six tips for younger workers to establish them selves as professionals despite their younger age and inexperience.
Here are the tips, along with my own observations about how they may help a millennial worker succeed in their job.
1. Be a student of everyone. Don't be afraid to ask questions and learn what you can from the professionals who have come before you. This is a sign of maturity, as well as shows a willingness to be a team player.
2. Write really well. Written communications are extremely important. Emails, proposals, meeting agendas, whatever your assignment, demonstrate a high-level of achievement. Poor grammar and incorrect punctuation may leave a poor impression on a manager or supervisor.
3. Demonstrate leadership. Even participating and sharing your ideas during internal meetings will also show maturity and leadership capabilities. Leadership also means offering support and helping others to be effective at their jobs.
4. Work smarter. This doesn't mean cutting corners, but finding creative ways to do parts of your job more efficiently. Others may also benefit from your input.
5. Show up. Take advantage of those opportunities to interact with upper-management, inside and outside of the office. This will leave a positive impression on your management, and keep you from appearing as a shy, unconfident "youngster".
6. Avoid being an idiot. Dress properly or in the same nature as your co-workers, and avoid using vulgar language, telling inappropriate jokes, leaving before the end of the work day, or showing up late. This will show signs of immaturity and leave a bad impression on co-workers and managers.
Other tips to consider: actively participate in networking with colleagues, share the workload of the team, and always be willing to lend a helping hand to co-workers who may be overwhelmed.
Q: Dear Seymour: After five years with my current employer and numerous outstanding performance reviews, I still haven't received more than a standard merit increase every year. I just don't feel like I'm being paid what I'm worth. What can I do?
- Submitted by Octavia Humin, Asheville, NC
A: Dear Octavia,
Octavia, it sounds like you've been waiting for your boss to call you in and offer you a raise. While that might be nice, chances are overwhelming that it won't happen. So, if you want to earn more money this year than last, it's up to you to initiate the process. Be prepared and keep an open mind. Here are some key tips to help you successfully negotiate a salary increase:
- Do your homework. Planning and preparation are keys to the success of any negotiation. Know where you stand relative to your peers in the company and industry. Research salary ranges on the Internet, look at job postings and talk to peers in the industry to determine your actual worth and to build a strong case for the figure you are targeting.
- Phrase your request assertively, not aggressively. Base your request for a raise on a set of clear and objective criteria that include industry salary standards and your recent performance. Communicate honestly and directly about the value of your recent contributions to the company, and gather documentation to support your cause.
- Define your goals. Have a clear and well supported set of objectives. Start the conversation with a figure above what you are aiming for and be prepared to negotiate back to a figure closer to your minimum acceptable raise. Leave yourself leeway to compromise without having to be priced out of your target range.
- Aim for a win-win. Realize that both you and your boss need to walk away feeling you have gained. Your boss needs to be aware of what the company is getting in return for your higher pay. Ask your boss if you can assume more responsibility or redefine your role to justify the raise. Consider taking a training course to broaden your skills to expand the boundaries of your role.
- Prepare yourself for all possible scenarios. Anticipate all the concerns and possible objections your boss may have and prepare your responses. Concerns may include department downsizing or that you are already overpaid for your role in the company.
- Listen. Don't feel pressured to do all the talking. Listen to what your boss has to say and make every effort to understand what his needs and concerns are so that you can tailor potential solutions accordingly.
- Don't get emotional. Keep your tone professional and be prepared with logical rational arguments to counter any issues. Don't say anything you will later regret or make ultimatums.
- Get it in writing. To ensure there is no question of commitment and no room for ambiguity or retreat, get the terms you reached in writing with the right signatures.
- Take time. Don't make any hasty decisions. Request time to think over the final terms offered. If needed, revisit the terms with a new set of information or a more realistic agenda. Your boss may also need time to think, but set a time limit for getting a response.
- The final step. Give your boss all the supportive documentation needed to make a solid case should he or she have to justify the raise to even higher management. Always keep track of your accomplishments for future negotiations.
Whether you succeed or not in obtaining your pay raise, it is important to remember to be proactive in creating the right environment and conditions to negotiate. Securing a pay increase will become easier as you gain more experience doing it.
It's the end of the year and for many workers, two words come to mind: performance review. For some, this can stir up feelings of anxiety and stress. For others, it can be an exciting time to really gauge how much work and progress you have made throughout the year.
Despite these feelings, this experience is supposed to be a helpful one. One that will praise you for all the hard work you have done and make you aware of things that need improving. These evaluations serve two main purposes: to help you progress and help businesses develop their talent, thereby increasing productivity.
Here are some helpful tips to make the most out of your performance review:
- Be receptive. No one is perfect. Be aware and prepared that you may receive less than stellar feedback.
- Speak up. If your manager gives you a low rating in an area where you disagree, speak up. Ask them to share certain circumstances when the situation occurred. Remember to respond diplomatically.
- Know your weaknesses. Yes, everyone has weaknesses. Be aware of them. The last thing you want is to be blind-sided by your boss. You can avoid this by doing an honest self-evaluation of yourself prior to the discussion. If your weaknesses have a reflection on your salary, you are clearly going to have to make changes.
- Think about what you want. Utilize this one-on-one time to mention a few skills that you would like to hone in on for the next year. For example, if you would like to improve your public speaking abilities ask your boss for coaching or possibly take a class.
- Keep your co-workers out of it. Do not bring up your neighbor's lack of performance or annoying habits. This reflects poorly on you and this is your review, not theirs.
View your performance evaluation as an opportunity to showcase your accomplishments and enhance your professional development. If needed, take this time to go over what is expected of you and what responsibilities you have. This could be a great time to ask for more of a challenge or mention something outside your realm that you may be interested in working on.
Remember, don't think of it as a bad thing if your boss gives you some points to improve on. It is highly unlikely that your evaluation will be entirely positive. Take those areas of improvement and follow up by acting on them and making your manager aware of your accomplishments. It is management's job to help you strive for better. Remember, no one is perfect. But, top performers always strive for more.
Social networking has become the most popular way to network and find business connections. Every week or so, the trend evolves into a difference technique. The newest form of social networking is 'friending' people through Facebook, LinkedIn or the social networking site of your choice.
A recent post on the blog EXCELER8ion, discusses the idea of friending and how it works. The basic idea is to develop a legitimate friendship first, and then let it naturally turn into a business relationship.
Friendships can take you much further than regular business networking. They ensure a level of trust and intimacy, where business relationships are just that: business.
'Friending' is a good way to make connections, but also develop relationships that you can rely on outside of the office. Additionally, your new friendships could pay off in the long run, as you would probably be moved to the top of your new friend's list if a job opportunity or connection come their way.
But what I would like to discuss is from the first article, "Preparing for and Making a Career Change," which provides reasons for why workers want to change careers in the first place. They are:
1. For some people, staying in the same job for too long of a time is unthinkable.
2. A 'career midlife crisis.'
3. Dissatisfaction with the current employer (this could be a variety of reasons).
4. Boredom.
5. Lack of feeling fulfillment or accomplishment.
While these are all sound reasons for wanting to change a job or career, I can't help but wonder if some of these reasons are areas that workers can improve at their current employer.
For example, take number four - Boredom. We all feel that our job can become stale, but this may also be a symptom that you are not stepping up and doing more to challenge yourself. Don't be afraid to speak with your manager and ask for more responsibilities, or to take on more projects. This could also be a lead in to help out with symptom #5 too.
Overall dissatisfaction may not be something that can change for the better, but a 'career midlife crisis' may be. After a few years of working, you might find yourself at a crossroads for reinvention. Perhaps now is the time to hone your skills in other areas, differing from your current responsibilities. Also, check out options for job-sharing or internal internships that cross train you for a different position.
Changing careers is certainly an option if you are unhappy with your job or employer, but having the opportunity to reinvigorate your career may also just be at your fingertips.
If you aren't already a fan of NBC's "The Office," I highly recommend that you check it out one Thursday night. The premise: hi-jinks at a branch office of a paper company. You can check out a fellow bloggers' top 10 scenes from The Office or search "The Office" on You Tube.
Some speculate the reason this show is so popular is because employees wished that their own work environment was as fun, or funny, as the one at Dunder Mifflin Inc. (the name of the show's fictional company).
Me? I think it's been a breakout hit because it mirrors some of our own co-workers (the brown-noser, the know-it-all, the prankster) and work experiences (a visit from corporate, diversity training, office birthday parties), adding funny elements, even if a bit exaggerated.
What I also like about "The Office" is that it also presents cases of what NOT to do, and how NOT to act in a real work environment. Funny as the episodes and situations are, the bottom line is that the antics that take place in the show, are completely inappropriate for a real office environment.
So how do you keep things light without crossing the line? Easy. Get to know you co-workers and their personality on a more social level. At staff meetings, suggest a monthly office lunch where everyone can get together and unwind, even for an hour. Or, periodically go out to lunch or after work happy hours to get to know your colleagues better.
Work isn't meant to be a "laugh a minute" way to spend 8-10 hours a day and collect a paycheck. But it also doesn't have to be a buttoned-up, nose to the grindstone four-walled box either.
Two sides of one coin, a catch 22. Both terms mean the same thing. Two options, with equal consequences. It seems to be the current trend regarding employee time off. One day, you will read an article about how much employees enjoy their flexible schedules because it helps with work/life balance. The next day, you will read another story about how little time Americans take off for vacation, and disconnect from work completely.
Now, companies are trying a new trend recently written about by a fellow blogger. Allowing employees to take time off as they please, without making formal arrangements and without having a set amount of time to take. IBM is one such company, and the Herald Tribune recently wrote an article about it. Sounds like a great idea, right? But there is an apparent drawback.
Turns out many of the employees offered an arrangement of unstructured vacation time, admit that they are more likely to check email and work while they are supposed to be taking time off. It appears this new approach isn't relieving Americans from being overworked or those who don't take advantage of their alloted vacation time.
One might argue that structured vacation time allows employees to make plans to actually be away from the office. Taking time sporadically may not allow employees to do this, or might make them feel like their "vacation" time comes with a price.
How do our readers feel? Would you like the IBM style time off benefit, or the traditional paid vacation?
Woken up lately and thought to yourself "great, another day of the same old job, same old office, same old co-workers?" Then you realize that you creativity and enthusiasm for work have disappeared?
If so, you too might enjoy this recent post about getting stuck in the mud at a bad career. The blogger focuses on finding your passion and turning that into a career - essentially getting paid for doing what you love. Believe me, the idea of it sounds appealing, particularly for those folks who are burned out of the whole 9 to 5 monotony. But I do caution against leaving the "normal" workforce immediately to turn a hobby into a full time job.
For example, you may dream of being a chef and opening your own restaurant. But you probably cook because it's relaxing and you enjoy it. Be wary that once you cross that line into cooking full time that means it becomes a job, and that makes it harder to cook for "fun."
So here are a couple of tips for those who would like to turn their passion or hobby into a career.
First of all, test the waters. If you want to change your career, especially to a hobby, try it out on a semi-part-time basis to see if you can actually handle your hobby as a career. It isn't easy holding a full-time job while starting a new one, but it's better than quitting your job and then having the next career not work out.
Second, choose a hobby or passion where you can actually make income. If you like to paint, don't spend hundreds or thousands of dollars on art supplies. Instead, consider a job at a museum, or volunteer first to see if it's your calling.
Furthermore, think about giving your current career a chance, but in a different setting. If working in the non-profit sector is where you really want to be, perhaps you can take your accounting and finance expertise and use it to work for an organization or cause you feel passionate about.
I am curious to hear what others' dream jobs are, and whether or not you have tried to turn it into a career. How did it go, and what steps did you take to get there?
One of the biggest challenges in advising managers on the Generation Y "problem," is answering the question "Why do Gen Y workers act like this?" Bloggers, journalists, and lecturers across the nation suggest different views on this, but here's a new perspective. We (Gen Y workers) have grown up without being allowed to fail. We have been entitled to success in all we do, so that when we do fail, we have problems coping.
For example, some junior high and high schools have either abolished failing grades or lowered the standards for passing grades. In May of 2005, the Arizona Republic ran an article that reported AZ State Officials lowering passing grade standards for graduating senior exit exams for High Schools Diplomas. Outside the classroom, consider secondary school athletics. In my secondary education in Seattle's Eastside suburbs, no student was ever cut from any school athletic program. Everyone had a chance to play, because to cut someone could damage their self-confidence.
So now Generation Y-ers are leaving school and getting into the workplace; guess what? We're failing in ability to complete tasks. We leave jobs that don't give us the benefits we want or end up being much harder than we thought during interviews. We complain that we're not being treated fairly, and then when we are treated well, we ask for more.
To the managers, the best way to combat this is to mentor your employees. When an employee makes a mistake, remind them that it happens and help them back to their feet. Be patient, but firm - they must understand that they need to move on and learn from failure. Do not tell them "it's okay, you gave it your best shot, you're still a winner." If they failed, it probably wasn't their best shot.
To the Generation Y-ers, get used to the fact that life isn't going to be as easy as high school or some of college. You will fail - it's going to happen and the only thing you can do is reflect on it (briefly), then learn from it and move on. You are not entitled to never-ending success, you are merely entitled to develop your potential, and that requires both success and failure - both result in learning.
I was recently approached by a colleague that voiced some concerns about her new job. Visibly stressed, she expressed how much she loves her job, but wasn't sure how much longer she could take it. As the conversation progressed, it became crystal clear what the problem was... she had a micromanager on her hands.
Micromanaging has much more of a profound effect on employees than merely causing their direct reports stress and anxiety. This management style can lead to lower productivity, sick employees, and loss of efficiency.
So why does this happen? Well, there is no clear cut answer. Whatever the reason is, being a domineering boss is not a good managerial practice. That being said, if you like your job, the pay, the company and leaving is not an option (yet), you will need to find a way to deal with your micromanaging boss. Here are some tips that will hopefully change the dynamics of your relationship:
Look in the mirror: Have you given your boss reason to doubt your abilities? Have you been late to work recently? Are you missing deadlines? If so, this behavior needs to be addressed first before you point the finger.
Suggest regular follow-up meetings: Your boss obviously likes to know the ins and outs of what you do daily, so why wait for him to ask. Set up a scheduled 15 minute meeting a few times a week or daily (if needed). This will hopefully reduce some frustration and address his concerns on your terms.
Work with her, not against her: If your boss is very sensitive about timelines and chatting at work about personal issues, make sure you are always on track and save the chatter for your lunch break. Find out what means the most to her and make sure you work with her to get it done.
Tell him, tell him again and don't forget to remind him: If your boss is someone that wants to know every single detail, let him know and make sure you do it with a smile. When repeatedly questioned, our natural instinct is to become defensive. Rather than do this, over-communicate by keeping him in the loop on relevant details.
Always be prepared: Take notes, keep emails and most importantly- always know the status on all your projects. Always be ready for questions. Don't give your boss more reason to lurk over your shoulder.
If all else fails and you see no signs of improvement, it may be time to transfer to a different department or seek other employment. Start dusting off your resume and go somewhere that makes you happy!
The tight labor market has become a salary and benefits coup for many job seekers. Although there have been a couple of blog posts here on the Big Time that offer advice about negotiating a salary, now that qualified candidates are becoming so hard to come by they are finding themselves in the cat-bird seat when considering their salary and benefits.
I came across this recent article posted on the Society for Human Resource Management web site that features a survey of workers and their desired benefits. The study also discovered that some candidates have turned one job down over another because of more money. So what does this mean for candidates in high demand, especially in the managerial and supervisory positions? You could have your pick of jobs and employers, based on your needs and desires for salary and career advancement.
Now, does this mean that you should request an outrageous, unrealistic salary with benefits to match? Of course not. But it does mean that you could command a significant increase in pay from the employer of your choice.
Remember though, just because employers are more willing to offer a higher salary for better qualified candidates doesn't mean that negotiations should come without preparations. So check out these Big Time posts on salary negotiation.
Last but not least, it's nice to have a higher salary but there are other considerations when seeking a new job. You might be passing up a great company to work for more money.
School is back in session, and for many college students that means choosing a major that may or may not impact their potential for future career success.
There appears to be a debate as to the relative importance of a graduate's major to their career advancement. According to some in the industry, college majors are not all that important to determining whether or not you are qualified for an entry-level job. Still, others agree that college majors are very important, especially for first time job seekers.
A recent post on Secrets of the Job Hunt titled "College Kids: Your Major is Important" reveals survey results of top employers, where the number one most important consideration when hiring entry-level employees is the student's major. My take is that the importance of a student's major largely varies on a case by case basis. For example, students planning on a career in the field of medicine or electronic engineering may fare better with a related major. For others with aspirations of being in sales, a specific major may not be as important.
Although you do not necessarily have to know from your first day of college what major you are interested in pursuing, you should have a good idea by your second full year. Typically, the first year of college is focused on basic, required skills to graduate. But, once you are ready to start your sophomore year, that's when it becomes very important to choose a major and stick with it.
Usually, those who enter college have some basic idea as the type of career they are interested in pursuing. So when choosing a major, remember that in some cases, it may be the first step towards choosing your career path.
When some of my past managers were my age, they would tell me that having a job meant for you to go in to the office, work from eight to five, and do your work to the best of your ability. If a call came down from the manager or director's secretary requesting your presence, it meant one of two things: either it was time for the annual review, or it was time for a tongue-lashing for something you did wrong.
We're past those times now. Whether you're in a small, medium, or large-sized company, more frequent communication between employees and management is required. The Pittsburgh Post-Gazette recently ran an article about how such improved communication helps to improve retention. It reassures managers that tasks are being completed and Gen Y employees that their work is an integral part of the company's strategy and mission.
What is sometimes more important than the act of communicating, is the way in which it is done. E-mail communication is great - as a supplement to interpersonal communication. If you have a serious topic to discuss with a manager, schedule a time to talk with them. Don't e-mail personal or private topics of concern. Not only because it is inappropriate, but because there is no way to track where the e-mail may go after you send it or if the e-mail is read by a secretary or assistant first.
This is a two-way street. Managers also need to take the time to engage in personal communication with their employees. If you are going to take the time to congratulate an employee on exceptional performance, walk down the hall and tell the employee. If you need to discuss a specific concern, talk about it in private.
Ever find yourself apologizing on the phone for noisy coworkers? It's Hard to be professional or productive with loud, boisterous cubicle mates interrupting you at every moment. If you've had to deal with an annoying coworker, tell us about it.
Q: Dear Seymour: I am very stressed at work and feel overwhelmed. How can I relieve some of this stress and better cope?
- Submitted by Juanita Tomilton, Evergreen, CO
A: Dear Juanita,
You are not alone. With downsizing, corporate shifts and a competitive workplace, workers now carry a heavier workload than ever before and are paying the price by feeling stressed and overwhelmed. It's important, however, to avoid feeling like a victim, and develop a role of helplessness.
Stop, take a deep, slow breath and commit now to solving the situation. You can't wait for someone to rescue you. It is your situation, and you, more than anyone else, have the responsibility for changing it. You have control over how you respond to your circumstance. To help you deal with work stress, make changes and improve your work situation, try the following:
Stay in the moment. Focus solely on the task at hand. Don't worry about what else you need to do, the situation in general, or who to blame. Remember the value you bring to your work.
Get organized. Organize your paperwork and emails, and write your to-do list. Decide which tasks are not essential. Tackle unwanted projects first so you aren't dreading them. Finish a task before starting a new one. Minimize interruptions by saying "no." To be a doer, you can't do everything.
Delegate. Be specific about what you want done, be clear and take time to answer the person's questions. Set a realistic deadline for completion. Keep a log of all delegated projects and their status. Keep in mind that workloads are often cyclical - delegate during a crunch time.
Take breaks. Five minutes away from work will clear your head. Lunch breaks are not just for eating, they are also for mental breaks.
When you leave work, leave your work behind. Today's work has no natural bounds. Do not check e-mails, text messages or cell phone calls 24/7. Rest. If you need to catch up, block some time, get into the office early one day or stay late another but don't make a habit of it.
Remember that you have this job because someone believed in you and your talents. If you cannot find any way to change your situation, and you continue to feel overwhelmed, remind yourself that you are there by choice. Do you still choose it? If so, focus on the positives.
I recently came across a blog post about law students who do not want to practice law, once they obtain their degree. One blogger described his experiences and challenges with looking for a job outside the legal field, while possessing a JD.
One of the most intriguing parts of the blogger's post was in how he needed to explain to his interviewers why he wanted to work in a field outside of law. His insight is actually sage advice for anyone in a similar situation, with any variety of degrees or career choices.
Take for example teachers. Many times, teachers pursue degrees outside of teaching. Even though they may have to be certified by the state in order to teach, their degrees may be focused on English, math, history or other school subjects.
Some hiring managers may be skeptical about hiring someone with degrees outside of their chosen career path. They might question your commitment to their company, and you could be perceived as someone unsure of what you really want to do with your career.
Regardless of your degree and chosen career path, you will need to be prepared to show an interviewer that you understand the parameters of the job you are interviewing for, and showcase where your expertise would fit in.
I've recently read many articles about how little vacation time American workers are taking, and the impending implications of not taking a break from the everyday. Now the question is whether or not working longer hours makes you a more valuable employee.
Alvin Lim wrote a blog post on his ‘The Thinker' blog about working longer hours on a daily basis. Lim believes that working long hours (more than 9 a day), can be both good and bad. I happen to agree to with him.
Workers who are consistently burning the midnight oil may be working harder, but not smarter. We can all agree that in order to meet tight deadlines, sometimes the long hours are necessary. But some workers may not be working as efficiently as they should be, which could result in putting them behind on their work, leading to 10 or more hour work days.
On the flip, those who are never working past 5 or 5:30, may be perceived as having a lesser workload or uninterested in doing what it takes to get ahead. Not to say that you have to work overtime to move up the ladder, but working late every once in a while will definitely position you as part of the team.
As with everything, moderation is the key. So be sure to weigh when it's necessary to work longer and when to leave on time. You're guaranteed to achieve a healthy, balanced work-style.
Whenever I have a temp-to-hire or direct hire candidate going into a formal interview with my clients, the younger candidates always ask what is expected of them. I tell them that they need to conduct themselves positively and in the best light, while also maintaining honest integrity and professionalism. When the time comes for an interview, it is up to the applicant to determine what is expected of them, based on both the questions asked by the hiring manager as well as questions posed to the hiring manager.
But when a job offer comes along, it is up to the manager to make it clear what is expected of the new hire, right from the beginning. It is also the manager’s responsibility to clarify what the new hire can expect of the manager, the position, and the company. Too often, we assume the other party has a good idea of what is wanted and unknown expectations cause too much workplace animosity.
At times, I’ve believed that my managers ask too much of me; that their expectations are too great. Other Generation Y-ers just up and quit at this point, or at the least begin polishing their resumes for new jobs. When you’re faced with what you believe are unrealistic expectations, try to do one of two things. You can go right to the manager, and innocently suggest a bit of guidance in completing the task or better understanding what is wanted and by when.
For those of you (like me) who aren’t always as brave, the second option is much easier. Find a mentor in the office who can guide you, but isn’t going to do the work for you. You have to challenge yourself to grow in the company, and having that extra person there to coach and teach you will always help you erase your self-doubt when faced with a seemingly impossible task. You don’t want to become dependent on the mentor, but you do want to use their experience with the company and in personal development, to expand your abilities and develop your potential as an asset to the company.
I would also encourage managers to take the proactive approach and setting up new hires with a mentor right away. Mentorship programs will lead to better retention of employees and a reduction in younger employees jumping ship.
Salary negotiations can be difficult for anyone. I just saw a recent Career Solvers blog post that suggests there are differences in how women and men negotiate for increases in salary. It includes information from a Washington Post article and recent research by Carnegie Mellon on the topic. It also offers advice including how to develop relationships with the HR department, and tips for establishing a comfort level for future salary discussions.
Regardless of gender, salary negotiation can be a difficult conversation. The key is to make sure that you can reasonably show HR why you deserve a pay increase. Here are my suggestions:
Keep a running log of all of the projects that you have worked on throughout the year, outlining your involvement and the outcomes.
Conduct industry research for your local market and determine if you are fairly compensated for your experience and position.
Check your job description to see if you have exceeded the responsibilities or have added to them.
Determine a list of career goals and objectives that you would like to accomplish. This will show HR that you are planning ahead and looking forward to a future with your company.
Preparing for salary negotiation will make you feel more comfortable about setting a meeting with HR, and give you the confidence to speak about what you believe you deserve. Of course, this is a negotiation, so you will also need to be on a look out for HR to counter with their offer. Here are a couple of tips to handle the counter:
Know what you are willing to settle for in regards to negotiation.
Think about alternatives to salary. Maybe more vacation or a flexible schedule would be another area to negotiate for compensation.
Have questions prepared for the end of the conversation. Some may include: What do I need to do to reach this desired salary bracket? Can I renegotiate in 6, 8 or 10 months?
Also, for more tips on negotiating total compensation packages, check out two other posts on the topic. Remember, hard work and dedication deserve a fair salary. You've earned it. Now all you have to do is ask for it!
After the dot-com bust in 2000-2001, many companies decided that in order to retain their position in their given markets, it would be best to shift a low-cost strategy for all areas of the company. Many Gen-Y workers land a job only to find the company's HR department has a low-cost mindset, especially so among small-to-medium sized businesses. I can understand that when you're operating a business, always trying to make it to the next month requires thinking on a short-term level.
Here's the catch - it will almost always be more expensive for you to recruit, hire, and train a new employee than to retain a current employee. Here's a very simplified low-end example (most recruiting and training costs for small businesses are higher than this): If it costs $1000 to recruit an employee and $500 to train the employee, and you're having employees leave twice a year, then your recruiting cost per position is $3000 for the given year. But if you set the employee up with basic insurance benefits of $150 employer co-pay per month and give out twice-annual bonuses of $500, then that total annual cost is only $2800. Plus you have the intangible benefits of having a long-term employee who can build lasting relationships with your clients.
Sometimes retention will require those kinds of benefits and compensation. Other times it as simple as modifying the schedule of hours. One previous manager of mine required each employee to be in their seat by 8:00 AM each morning unless they had a very good excuse, then work until 5:00 with an hour for lunch. My current manager has made it clear that if I want to come in at 8:00 one day and work until 4:45 with a 45-minute lunch one day, and then work from 8:30 to 5:30 with an hour-long lunch the next, that's fine. His view is that as long as I am completing my job duties and serving my client(s), then I'm doing well. Assessing these "benefit" differences, I prefer the style of my current manager.
Treating your employees as assets rather than expenses (especially with a low-cost strategic focus) will lower your HR costs and create a better, more attractive workplace for Generation Y workers.
In recent months, there has been a growing amount of controversy over the recruiting, hiring, and management of Generation Y workers. I've read two articles today, one editorial from New York telling Generation Y workers to wake up and work hard first, and another piece from Australia discussing the downfalls of Generation Y workers. Both seem to pass the message that there is a problem with this new generation of employees and candidates.
Having been born as a Generation Y-er in the semi-recent year of 1982, I think I have good insight as to what workers my age and a few years younger than me are facing, as well as how they are acting and performing in the workplace. Also, I'm armed with a shiny new MBA from an accredited business school, and I've had the opportunity to discuss with many managers who repeatedly ask why Generation Y workers are so difficult to manage, giving me a glance into the managerial view as well.
So first, I want to ask a real basic question: "Are Generation Y workers at fault for being difficult to manage?" My answer, from both the managerial and Generation Y point of view: Yes and No. As I see it, there are four primary misconceptions when it comes to managing Generation Y workers: Strategic Focus, Expectations, Communications, and Entitlement. But here's the catch: both the new workforce and the management leading it are at fault in their own ways.
Over the next four weeks, I'll cover each misconception and how it relates to both the Generation Y employee or candidate, as well as the manager in charge of that employee or candidate. Tune in next week for "How Strategic Focus Confuses Gen Y Workers & Managers."
I've taken a short break from Friday Figures as we prepare to launch the next version of our comprehensive Emerging Workforce Study, but I am back this week with a new and concerning stat. Only 13% of workers say that their company has put more effort into retaining them than they have in previous years.
It's a well-known fact that workers are in great demand as we're starting to see the early effects of the much anticipated worker shortage. So, why do workers feel that their employers aren't putting effort into keeping them from walking out the door?
I have come up with three possible reasons:
Reason #1: Workers have unrealistic expectations about what their employers should be doing to retain them.
Reason #2: Perhaps the majority of workers we interviewed for this survey are low performers and their employers aren't all that concerned about retaining them.
Reason #3: Employers really haven't stepped up their efforts to retain their workforce yet.
While reasons one and two are certainly factors in some of the results, it's painfully obvious that employers just haven't taken a serious approach to retaining their existing workers yet.
Why is this happening?
It starts with HR priorities. In our 2005 Emerging Workforce Study we found that nearly 70% of employers said recruiting talent was a major concern for them, but only 34% said that retention was a major concern. What gives? It still seems that many employers don't link recruiting and retention. Don't they know that it is harder and more costly to find you in the first place than it is to try and keep you there?
I don't get this - to me they go hand in hand. Why spend all the effort on getting you in the door and little to none to keep you there? Maybe employers will eventually see the light - only after we all get wooed to another company. And so the cycle continues...
Q: A very close friend of mine from work was just promoted and will now be my boss. I am worried that this new work relationship will cause tension and affect our friendship. Is it possible to be friends with your boss?
- Submitted by William Fairtyn, Palo Alto, CA
A: Dear William,
Your situation is not an uncommon one. We spend so much time in the office it is quite easy to develop friendships at work. But, as in your case, one day may come when one of your friends has been promoted, and is now your manager. Is it possible to maintain a friendship with your boss? Some say yes, others no. The best thing is to approach the situation with caution.
If you want to remain your manager's friend, remember that your work environment is smaller than you think. Coworkers notice everything and unfortunately, it's hard not to listen to gossip. The last thing you want for you or your boss is to create jealousy or resentment. To successfully maintain the line between friend and employee, keep the following in mind:
Don't expect special treatment. This is not only unfair to your boss but also to your coworkers.
Leave your friendship at the office door. Don't have conversations about weekend plans or previous activities. This excludes coworkers and can portray both you and your boss in an unprofessional light.
Don't take management decisions personally. Remember, ultimately your boss wants what is best for the team. This may mean that your friend has to make departmental changes, shift duties and make personnel decisions. If you don't get a promotion or you have to take on new job duties, understand these are not personal affronts.
Don't fall prey to the green-eyed monster. Don't get jealous if your friend starts having lunch with other employees or managers. As the boss, they have to ensure that everyone is treated fairly. They also need to meet with their boss to make sure everything is running smoothly and keep abreast of company policies.
Socialize with everyone. Develop other friendships in the office. If you go out with your boss, invite your coworkers. This will make everyone feel they are on an even playing field.
Ultimately, positive relationships at work make the job more enjoyable, and can increase productivity. But there is a fine line between what is and is not appropriate behavior. If you aren't sure what is appropriate, ask if you would say the same thing to any other boss. Chances are, if you aren't sure something is appropriate, it probably isn't.
Ahhh, the office party. When I hear office party I immediately think of the many "parties gone bad " thrown by none other than Michael Scott of The Office. We often hear about the do's and don'ts of attending an office party. In fact, I ran across a great post on College Recruiter that has some sage advice for party goers, specifically how to avoid embarrassing mishaps that can occur either sober or post alcohol-consumption. If an office party is around the corner, check out the post for reminders like make sure you attend, limit alcohol intake, dress appropriately, and don't brag or brown nose.
More interesting to me is whether or not employees actually enjoy going to office functions, such as the holiday party. Spherion conducted a survey recently on this very topic, and found that more than half (58%) of workers say it is not important to them that their employer has an annual holiday party, and 46% do not feel obligated to attend such an event.
I've often wondered how many workers would rather have their company take the budget amount allocated to such an event, and instead evenly divide that amount in the form of cash bonuses to employees. Or, instead of one big holiday party, use it for smaller "happy hour" parties throughout the year? Where do you stand?
Recently, a writer with the Detroit Free Press wrote an article about the growing trend of free-Internet cafes taking the place of office environments. The story ran in a couple of different newspapers, which is obviously a sign that many cities are witnessing this trend.
The writer points to a couple of reasons why more workers are using these cafes as their office spot. Among those reasons include free office space and the influx of coffee shops that are showing up on every street corner. But is this trend productive and cost-effective?
For starters, the coffee craze is popular but expensive. Today, consumers are paying $3 and $4 for a cup of coffee. If you are one who enjoys working in the coffee shop environment, you could be spending $20 a day out of a feeling of obligation to the barista. That's easily $100 a week! You might find that working from home is more cost-effective.
Also, you could be saving gas money by walking to your neighborhood Internet-café as opposed to driving to your office. But are you also missing out on social interaction with your co-workers? This could be a detriment when it comes to raises, promotions and reviews. Your productivity may also be called into question more so than when you are working from home.
As with most things, I think this practice is one best suited to moderation. Every now again, opting for a hot cup of Joe and a nice warm coffee shop instead of a cold commute into the office certainly isn't going to impact your career significantly. Unless of course, you're a financial planner or a lawyer conducting business that should be confidential in a crowded venue. That's a no-no.
What about some of our telecommuting readers? Have you ever stopped into an Internet café and spent your "work at home" day there instead?
If you think that executives who are making larger salaries are satisfied, think again. I ran across a recent blog post on College Recruiter.com about a survey conducted by ExecuNet indicating 48% of executives with an average salary of $221K are dissatisfied, and 52% think they'll leave their company within the next 12 months.
Maybe the Millennial generation of workers has the right idea. There's a lot of research that shows this younger generation of worker is more interested in working a job that they love, even if it means not making as much money. Some focus their career choices on fields that involve the environment, or social work.
Perhaps those of us working the daily grind as an executive, or in a more traditional career on the verge of job burnout, should take a cue from these workers. At the very least, maybe make time for a fun hobby, or utilize that vacation time that's coming to us. As they say, money doesn't necessarily buy happiness. Maybe balancing our personal and work lives does?
Last year, Apple Co-founder and CEO Steve Jobs presented the commencement speech at Stamford University. His inspiring address to the students focused on taking risks in life, and embracing the failures and triumphs that go along with it.
After viewing his speech on YouTube, I began to think about the risks, failures and triumphs with my career, and I thought about that one defining moment when I experienced all three.
I was just out of college, learning the ropes and not all that comfortable yet with making a decision on my own. Then the day came when my manager was out of the office, and wouldn't you know, a client called needing assistance with filling an open position immediately.
The idea of making a decision about the terms of this engagement, without someone telling me what to do paralyzed me, but I had seen seasoned recruiters flawlessly handle their clients, and I desperately wanted to develop that type of insight. So, I went for it and handled this staffing engagement on my own, second guessing myself, but feeling as though I had finally earned my place and would gain the respect of my co-workers and manager.
The only problem, I had a missed a crucial part in negotiating the terms with the client. I felt terrible, and not only did I fear what my manager and colleagues thought about my abilities, but I was afraid I had lost credibility with the client.
But, at the end of the day and after beating myself up about the situation, my manager walked up to me and said how proud she was that I took the initiative and tried to handle the client on my own. It showed her that I had the confidence to try something out, even if it didn't turn out 100% correct. Now I knew what to do the next time.
It was a learning experience that I will never forget, and as a result of taking the risk, failing, but learning from my mistakes, I feel that I am not only a better employee, but a better mentor and manager too.
What about our readers? Have you ever felt that feeling of "what if I took the risk?" Maybe you felt that you should be an accountant when you really wanted to be a chef and after everyone said you shouldn't or couldn't, you took the plunge and did it anyway? Please share your experiences and insight....
We've just posted a new podcast by Spherion CEO Roy Krause about the hot topic of re-careering.
He and I have seen and read about the trend of mid-career workers who are either dissatisfied with their current prospects or simply decide they want to pursue a passion and make a major change.
While many of us have probably pondered the idea of leaving the corporate world to become a photographer, interior decorator or dive instructor in Bimini, it's not necessarily an easy thing to do.
Roy explores the challenges of making a major career change and provides advice about how to effectively position yourself and explain your change to employers.
For a list of recent podcasts, please visit our pressroom.
We recently discovered an online job board and career center specifically targeting workers who are 50 and over. Adage is an Australian-based organization that offers services to candidates with all skills sets from executive to blue collar positions. Adage also has a blog chock full of useful information for mature workers.
Niche sites such as these can be incredibly helpful for candidates because they address workplace questions, issues and concerns that fellow peers have experienced. Take for example, Gen Plus, another blog that addresses more than work and lifestyle issues for those who are 50 and older. Gen Plus, written by the Company's founder, has a mission to bring meaning, esteem and useful information to the mature populations of the United States and Canada.
Also, in your quest for career advice, don't forget to check the Big Time for blog posts regarding this topic. Spherion's very own Carleen MacKay, one of a very few experts in the United States whose career life is specialized in the 50+ workforce, is always offering insight into the world of the mature workforce.
More good news about our jobs in this week's Friday Figures. Not only are we feeling unable to balance our work and personal lives, but recent data shows that many of us don't even have the resources at work to get our jobs done. Hmmm, I wonder if there is some connection?
Our data shows us that only 56% of workers say their team has the adequate resources to get their jobs done. It's clear that employers are placing greater demands on their employees these days, but it's also quite clear that they're not adding enough staff or resources to keep up with those demands.
If you look at the government's job numbers from the past few years, you don't see the same rapid growth in new jobs that we saw in past economic recoveries. So, that means you and I are left to pick up the pieces and deal with the extra work.
What do we do? For starters, we've got to put our foot down and set expectations with our managers. We can't just continue to take on a lot of additional work without voicing our concern, extending deadlines, etc. If we don't speak up, then all we'll face is an even greater overload of work and less time tending to our personal lives.
According to a Spherion survey, 51% of workers say their personal values are in agreement with their employer's corporate values. How much do reputation and corporate values influence your decision to work for a company?
On the heals of the extremely successful Live Earth concert, there's no question the topic of global warming and the environment in general is top of mind for us all. Everyday, more and more research and insight into the issue of global warming hits the airwaves. Regardless of how passionate you are about this topic, I think we can all agree that keeping our environment healthy is a smart move.
Recently, Time Magazine's blog "Work in Progress" posted information from a Harris Interactive survey about American's leaving their computers on at work, resulting in wasted energy usage, and according to the survey, pumping 14.4 million tons of CO2 into the atmosphere.
Workers have an opportunity to help curb some practices that may be damaging to the environment. In fact, some companies are now raising the temperature of their air conditioning, and no longer purchasing plastic bottles of water, for example.
I thought of a few areas that workers can help out the cause, such as decreasing the amount of paper that is used by refraining from printing useless or unnecessary materials. Energy can be saved by everyone turning off their office lights at the end of the day, and to ask for recycle bins for aluminum or newspapers in the office.
I am interested in knowing if others work for companies for environmentally friendly policies. What are they, and do you have any suggestions for how to start a conservation program?
Without question, one of today's most popular work/life balance benefits is telecommuting or working from home. In fact, our latest Emerging Workforce Study finds that 16% of respondents are currently telecommuting from home one or more days a week.
For those of you who fall into this category, there is a new and incredibly helpful section of CNN's Web site that focuses solely on the subject of telecommuting. It offers tips and "how to's" on everything you can imagine about telecommuting, from setting up your home office to income tax benefits on home office equipment. They also offer up their two cents about the motivations behind telecommuting, such as saving money on gas and spending more time with the family.
We too have explored this subject here on the Big Time. For those of you who may have small children at home, check out our post for tips specific to that situation.
I confess. I took a much needed break from work last week and skipped my Friday Figures post. I figured that most of you were probably doing the same.
This week's factoid is about workers' confidence in leaving the traditional work structure. We're seeing a growing number of workers saying that they feel comfortable with leaving the corporate lifeline and going out and becoming a free agent, contractor or small business owner. In fact, 62% of us say we have confidence in making the leap, which is up more than 10 percentage points from 2005.
That's a pretty high number if you ask me. I am sure we've all thought or even dreamed about working for ourselves in some capacity and walking away from the rat race. But the fact that a growing majority of us are confident and willing to make the change is quite interesting.
The real question is how many people will act on those intentions. And while the number is growing, it's not significant - yet. So what makes you want to leave the corporate world? What prevents you?
How many times have you read articles or research that characterizes Generation Y, or millennial workers, as disloyal, difficult to work with and in need of constant praise to feel rewarded for a job well done? My guess is a lot. But I wonder if this is a sign that workers' attitudes have changed, or is it time for employers to change their employee policies to address this shift in worker attitudes?
An article featured on Yahoo! Finance discusses Gen Y as employees and seeks to debunk what it believes are myths about the millennial worker. The article is music to our ears here at Spherion because since 1997, we've been predicting and tracking this shift in workforce attitudes through our Emerging Workforce Study.
Emerging workers, as defined by Spherion's research, are employees who possess certain qualities and traits that differ from past worker attitudes. For example, Emerging workers believe loyalty is defined by one's contribution to their employer and not tenure, and they want employers to reward them based on their performance. Sound familiar?
Our research shows that Gen Y workers are now the largest pool of candidates who possess these emerging traits and values, and they are looking for employers whose workplace policies mirror those emergent characteristics. The workforce is vastly shifting in this direction. Even migrating workers - employees who possess characteristics of both emergent and traditional workers - prefer companies with emerging traits.
The bottom line is that employers will need to shift their attitudes, perceptions and policies to attract and retain this breed of worker. If companies choose to ignore growing disconnects between what workers are asking them for and what they are actually providing them, they won't fair well in the ongoing war for talent.
So what type of employee are you? Do you fall in line with the millennial and emerging workers, or are you more comfortable with a traditional employer and/or environment? If you're not sure, be on a look out for Spherion's newest Emerging Workforce Study due out this year. Interactive tools and quizzes will be available to help you determine where you fit in, as well as career guides to help you find the right employer to match your workplace values.
An interesting new book, titled "Cinema For Managers," explores the possibility that movies can be an effective way to teach business professionals about values such as teamwork and problem-solving. Some may laugh, but if you think about it, the situations you see in movies, and in TV shows for that matter, do offer insight into the right and wrong ways of conducting yourself at work.
The book has received quite a bit of publicity in major media outlets, including the Wall Street Journal and Guardian Unlimited, listing some of the 50 movie titles that are highlighted. Some of the films suggested are The Terminal, starring Tom Hanks (strategy and entrepreneurship), and the Hollywood classic, Murder on the Orient Express (teamwork).
As a movie buff, there are a few films that immediately popped into my mind that despite failing to make the book, do offer great lessons for the business world. For example, Office Space seemed an obvious choice. It provides a hilarious look at many aspect of the working world, including how NOT to promote your people skills - as evidenced by this YouTube video reminder. What movies do you think are missing from the list? What films, if any, have helped shape your success in the workplace?
Happy Birthday America! Did you know on the 4th of July in 1776, an estimated 2.5 million people lived in the USA? Today, 302 million people are crowded into our slice of this small planet. A person born in 1776 could expect to live 35 years. A person born today can expect to live 80 years. Which brings me to today's topic... Why businesses should be happy people are living and thus, working longer.
Here are just a few of the compelling reasons:
- The economy's shift toward knowledge-based jobs and away from physical labor will favor mature workers with established higher levels of education and credentials who can increase competitive advantages for employers. Until sheer numbers of our youth dramatically increase their educational investment in math, science and technology, we will desperately need qualified mature workers to continue to contribute.
- The mature workforce offers employer's one of the best opportunities to combine experience with flexibility and, hence, lower costs associated with engaging a workforce that often prefers project or flexible work options.
- The Bureau of Labor Statistics makes the case that there will be a worker shortage of nearly 10 million people by 2010 as mature workers continue to exit the workforce. Others have stated that recruiting talent from all generations is at the top of critical issues in 2007 as it is this year when demand seriously begins to outpace supply.
If your employer isn't getting the picture, there are a number of resources that can educate them on the many benefits of engaging a maturing workforce as an integral part of their business strategies.
Maybe I've discovered one answer to last week's post about the relatively small percentage of workers (34%) that say moving up the career ladder is a top priority. The latest stat I've found shows that many workers don't believe that a good option exists for them. In fact, only 31% are satisfied with their growth opportunities. The rest are not satisfied at all - that's nearly 70% of all workers. Yikes.
What does this say about employers and their job at providing good opportunities for workers? Of course, not everyone is going to be a VP or "c-level" executive and in many cases that's not what workers want anyway.
Growth opportunities could be as simple as expanded responsibilities, pay on par with performance, stretch assignments or participation on task forces, etc. I believe that it should be every manager's mission to find real growth opportunities for all people that work for them. It starts with finding out how people want to grow within the organization and helping them get there.
It all starts with a conversation. Have you engaged your manager or employees about this? If not, it's time to do so.
Q: I am looking for a part-time professional job and trying to get back a work/life balance. I have a MIS degree with over 10 yrs experience in IT and IT Audit. I can't seem to find the 'telecommute' or working from home jobs. Anyone have any tips or tricks?
This requirement will limit your ability to find a job quickly, since these opportunities are less frequently available and it also depends on the local area in which you live as to the availability of these types of positions.
We see that most IT Analyst / Audit positions are primarily working in the office, while some may have the ability to telecommute for a portion of the time. You can source the local staffing agencies, employers, and even post your resume with that requirement, but be sure to be open to doing some work in the office.
Your job search may be much longer than necessary with that requirement, so it may be prudent for you to apply to part-time positions and discuss the potential possibility to move into a predominantly work from home / telecommuting role once the employer is comfortable with your work quality and capabilities.
Do ever wonder if greener pastures await you in another position at a different company? Chances are that one is available with your name on it, but are you ready to make the move? A recent blog post on Jobacle addresses the issue of an exit strategy, or how to leave your current position as seamlessly and organized as possible.
Spherion's most recent Emerging Workforce Study found that nearly forty percent of workers plan on changing careers within a year. Reasons for this varies from finding a job with more work life balance, to seeking more training and career growth opportunities from one's employer..
So how do you prepare to leave your current employer for another job? As the Jobacle post points out, you need to make sure that you stay in touch with your contacts, keep your resume up to date, etc. But you should also remember one very key point: Be sure that the new job/employer is right for you.
Some workers take job stability for granted. So if your current employer offers you that, be sure you are comfortable with making a move to a new company. You can always bide your time and continue working for your current employer until the right position comes along.
Also, never quit your job without having another one to go to. Even if you believe your prospects are good ones, it may still take weeks or even months to be hired.
If you decide to move on, remember not to leave your old employer in a lurch by not transitioning someone else into your place, or at least give the appropriate two weeks notice. This will give the company time to hire a replacement for you, or at least allow you to tie up loose ends.
All in all, making the switch to a new company can be very rewarding and beneficial to your career, as long as you prepare, are organized and timely when doing so.
Ah, technology. What would we do without cell phones, email and our PDAs? How about have a good weekend or vacation....
Recently on The Blogging Boss, a post alluded to how many workers are tied to their job, even on the weekend. But if you fall into this category, fear not, Spherion is here to share some insight in to how you can unplug for the weekend.
First and foremost, the more time you can spend catching up on a little R & R, the more refreshed you are to return to work on Monday, and the more productive you will be. If you never leave work, even at home, you will burn out and find yourself quickly disenchanted with your job.
Secondly, plan a fun activity or get involved with a hobby that you find relaxing and enjoyable. Regularly schedule this activity into your weekend plans. If you are someone who gets bored easily, pick out a couple of different activities that you can rotate from one weekend to the next.
Lastly, turn off the cell phone and laptop already! More than likely, you are one of only a few "weekend warriors" still tuned to the office on Saturday and Sunday. It's ok to work on tasks just to "get ahead" every once in a while, but you shouldn't make a habit of it.
Last week I introduced the new Friday Figures feature and reported that 1/3 of all workers say that they can't distinguish between their work life and personal life - a scary stat. This week, I am back with a new workplace statistic for you to ponder.
A recent survey found that only 34% of workers agree and 7% strongly agree that being successful at work and moving up the career ladder is a top career priority. So, less than 10% of workers are really saying that's a big motivator for them. Quite interesting, eh? Especially because of the stat above regarding the work/life balance that 33% workers say they can't find. I wonder how this number corresponds - are all the "ladder climbers" unable to find a balance? I seriously doubt that.
Back to this week's number -- although I haven't been surveying the workforce long enough to prove this, I am willing to bet this is a drastic drop from previous years and decades. We're all different, but I always assumed being successful at work or moving up the proverbial ladder was the general goal we all worked toward - some more quickly than others. Nowadays, more workers are choosing part-time, flexible work and work-life balance options, but this number still seems rather low to me.
If your goal at work is something other than being successful or moving up, what is it that keeps you going every day?
Blogging has become a mainstay for communications, especially for job candidates. A recent article in Newsday profiles several diverse bloggers, and focuses on why and how they blog. One of the featured bloggers is Deb Dib, founder of a personal branding and career coaching business called Executive PowerCoach.
Dib provided a list of reasons for why she blogs. Some of the reasons she gave included:
Blogging is one of the best ways to gain visibility as a thought leader.
It's a way to stay current and leading-edge within your field and related fields of interest.
It's a way to become the hunted and not the hunter when you're looking to change or build your career.
Blogging keeps you on your toes, hones your writing and research skills, and keeps you aware of your branded voice.
It creates a powerful on-line presence. If you develop a "following," it helps create a vibrant community with like-minded people who become a vital network.
Another article in Employment Digest talks about how recruiters are using blogs to place jobs and find candidates. Even further, job candidates are using blogs as resumes and to showcase their expertise in a particular field.
For some, the blogsphere might be an area they are not comfortable with, or don't quite understand. Others feel they don't have the time to keep up with a blog. If you find that you fall into one of these categories, there are ways to participate in the online community without taking on any risk or taking up too much time.
Being a casual observer and just monitoring and reviewing what others say is a good way to stay involved without taking the step of adding comments in an open debate or conversation. Then you can become more comfortable with the process and maybe eventually turn into an active blogger yourself.
Creating your own blog is a great way to be noticed, but it can be time consuming. So if you don't want to develop your own blog but still want to keep current on important topics, there are plenty of community blogs that you can participate in without having the strenuous daily commitment. Or, moniture feeds of interest to you through RSS engines such as Bloglines.
Whether you want to be a regular contributor, or just a casual observer, blogging can serve as a way to connect with others in your field of expertise or to get your name out there and bring the recruiters to you!
There's nothing like a long meeting to suck the creativity and enthusiasm out of your work day. You know the types ...colleagues start by talking strategy and then somewhere between the beginning and end, the group gets sidetracked and you realize that you spent an hour talking about nothing and you walk away feeling as though you wasted part of your day.
A recent Inc.com article, focuses on this very subject. Opinion Research USA also conducted a study about the most annoying aspects of a business meeting. Here are some of the results:
Disorganized, rambling meetings (27%)
Interrupting peers (17%)
Peers nodding off (9%)
Lack of bathroom breaks (8%)
Meeting attendees checking their emails (5%)
I admit that I have been both a victim and violator of some of the annoyances listed above. The good news is that I've not only learned from mistakes, but I'm better at knowing when my participation in a meeting may be helpful in moving it along so that we accomplish our goals.
As a professional in the business world for a number of years, I've found three golden rules for conducting an effective business meeting. They are:
Insist on having an agenda before any meeting. It doesn't have to be formal, just a short outline of we are to accomplish and expected outcomes so that I know my intended takeaways.
Table any other subject matter, besides what we are scheduled to discuss, and schedule a second meeting. This can happen particularly during staff meetings and can take up the time of others who may not be involved in the other subject matter.
Keep meetings to maximum 30 minutes. Obviously, some meetings warrant more time, but if I can "get in and get out" by efficiently accomplishing my goals, then everyone will feel that their time was well spent.
What are your tried and true methods to conducting effective business meetings? I'm anxious to see what works best for others. Who knows, maybe my list of three golden rules will grow ...
In a May 10, 2007 post on Career Ramblings there was mention of how recent college graduates can have a successful first year on the job. The blogger, Jane May, notes that all young professionals go through the awkward stage of no longer being a student, neither being quite a professional
