Is Your Knuckle-Cracking Killing Your Job Chances?

I've spent a lot of time lately interviewing people who no longer have jobs. One thing I hear over and over is that they really need to feel they're doing something positive every day. Whether it's writing a blog, teaching themselves a new skill, or making phone calls to network with former colleagues, they manage to keep their sanity by keeping busy and not giving in to panic or despair.

I'm impressed by how many of them want to turn this time in their lives into a self-improvement exercise, focusing on ways they can make themselves more appealing to employers.

As part of that effort, I want to focus on an issue that will not only help the unemployed present themselves to potential employers in a better light, but also aid them once they get a job.

The first thing needed is a video camera. The second is Jay Leno. (If Jay Leno isn't available, a friend or family member will do.)

If you're game for this exercise, the first thing you do is put on clothes that you would wear to an important interview. This gives you a chance to make sure your clothes are not only appropriate and look professional, but comfortable enough you're able to think of more than how you're about to choke in a too-tight collar.

Ask your friend to come up with a list of standard interview questions, but make sure you tell them to add some "zingers" to catch you unprepared. ("Is this your photo on Facebook where you appear to be using a beer bong?")

Now, begin your "interview" with the camera pointed directly at you. The interview should be at least 15 minutes long, with your entire body visible to the camera.

When you're done, get a paper and pen and review your video. Mark down any mannerism you do more than one time, such as fiddling with your hair, clicking a pen, licking your lips, slouching, picking at your face, biting your nails, chewing your lips, playing with your clothing, cracking your knuckles, jiggling your legs, crossing your arms or avoiding eye contact.

Next, listen to your voice. Try and determine if you're talking too loudly or softly, and whether you're easily understood. Do you interrupt the interviewer, use profanity or use "slang" words? Do you say "like" or "you know" too much? (This is a big pet peeve of many interviewers, as in "I, like, was head of my department. I, like, you know, did most of the work.")

If you're not sure what may constitute a bad or annoying habit, consider the things other people may have pointed out to you in the past. For example, if you've ever been told you talk too softly, then you need to work at projecting your voice. Or, if you've ever been told you have poor grammar, dress like a slob, have an annoying habit of jingling change in your pocket, then you've got a place to start looking for improvement.

Further, you can always ask someone who doesn't know you well to review your video, perhaps a neighbor or someone you respect from your industry. Do they notice any habits that are distracting? (Don't put them on the spot by asking for "bad" habits -- they may not want to hurt your feelings.)

You may think that you speak just fine, that you don't have any mannerisms that need correcting. But in this tough job market, you want to stand out because of your qualifications, not because you're the woman who kept flipping her hair over her shoulder or the guy who couldn't stop fiddling with his tie.

It's important to build rapport quickly with an interviewer because you're given only a limited amount of time. While our family members may think it's endearing that we say "for intensive purposes" instead of "for all intents and purposes," an interviewer or business contact is just going to think you're not too bright. Or, while a friend is willing to overlook your habit of constantly petting your beard as if it's a beloved pet, it is just distracting and annoying to people who don't know you well.

No one is perfect. Everyone has bad habits, personal tics and mannerisms that are unique to them. I'm not suggesting you become a robot with no personality. What I am saying is that anything that gets in the way of establishing a better rapport with an interviewer is something that you can improve -- and that's a habit that will serve you well in your career.

What are some ways we can break bad habits that may adversely impact rapport with others?


Lijit Search

The Perils of a Counteroffer

You're trying not to grin like an idiot, but the truth is, you're feeling pretty full of yourself. In this rotten, stinky, abysmal economy -- you've been offered a job when you aren't even unemployed!

OK, so now comes the time to decide: Do you accept the new job or try and get a counteroffer from your current employer? The truth is, your current job feels safe, and you're not 100 percent sure the new employer can offer you the same job security.

But still. It is more money and a better title, and it is really flattering to be wooed by a new company.

Well, maybe there's a compromise, you think. All you have to do is tell the boss that you've been offered a new job at a better salary and title, and see if he'll counter.

Hope you like snake pits, because once you've made that decision, you've just jumped into a big one.

“Most of the time, accepting a counteroffer is short-term fix for both the employer and employee,” says DeLynn Senna. “More than 90 percent of those who accept a counteroffer end up leaving the job less than a year after they accept it – either because the company lets them go or they leave on their own.”

Senna is executive director of permanent placement services for Robert Half International in Pleasanton, Calif., and I recently interviewed her for my Gannett News Service/USAToday.com column.

Senna says that while your boss may indeed offer you more money or better title to hang onto you, the truth is, he or she may only be doing this to buy time.

“An employer wants to minimize disruptions or lost productivity in this economy, so they make a counteroffer to keep the person,” Senna says. “But the trust has already been broken with the manager and the employee’s colleagues.”

Oh, yeah, your co-workers who may resent you nabbing more for yourself when they're likely to get a frozen turkey as a holiday bonus this year.

“These colleagues are going to know that you’re now making more money, and there is now a lack of rapport,” Senna says.

And as for your manager? Well, that chill in the air may have nothing to do with the office thermostat turned down to save energy.

"It’s always in the back of a manager’s mind that the employee has been disloyal" by even talking to another employer, Senna says.

“When it comes time for a promotion, the manager may give it to someone else, because he or she may be considered a more ‘loyal’ worker,” she says.

Ouch.

So, what to do when times are tough and you don't want to play this touchy situation the wrong way?

Senna says that you should first begin by thinking about why you thought about leaving your employer in the first place. Accepting a counteroffer, she says, may not fix the reason you were considering the exit in the first place.

“Getting a pay raise doesn’t change the fact that maybe you’re not getting a chance to work on certain projects or can’t get along with the boss. Those problems still exist,” she says.

That’s why Senna says it’s critical that anyone considering a counteroffer from an employer should think about:

• Trying to make it work. “Make sure you do everything possible to improve your current situation before you think about leaving. Try and get the raise on your own, address the poor communication with your manager, try and get those good project assignments, etc. If you can change the one thing that makes you want to leave, then try and work it out.” While a new job offer may be exciting, consider that in this economy, it’s difficult to know who is financially solvent and who is not. You may be jumping ship to a company in trouble. Further, you will be leaving “goodwill that has built up” in your current job, Senna says. “It’s much more risky to leave.”

• Standing firm. If you do your research and believe that the job offer is worth taking, then tell your employer and don’t waffle when a counteroffer is made. Senna suggests saying something like: “I appreciate it, but I’ve made a commitment. I’ll do what I can to tie up loose ends here before I leave.” Senna adds that employers may try change your mind while you’re still on the job, but you must be polite but firm about declining a counteroffer.

“Think about it: Why do you have to threaten to leave before being heard? That’s a real red flag right there,” she says.

• Keeping your word. “You’re running a real risk of damaging your professional reputation is you renege on your agreement with a new employer to accept a counteroffer from your current employer,” Senna says. “Remember: Your reputation is the most important asset you have.”

In this economy, is it foolhardy to accept a counteroffer? Are there ways to make it work?





Lijit Search

Is Any Job Beneath You?

I think there's probably nothing more demoralizing than looking for work and being unable to find a job.

Because let's be honest: Despite all the pep talks you give yourself, it's miserable to send out resumes and not hear anything back, or land an interview and then never get an offer. You try to stay upbeat, but day after day of not finding work is tough. Anyone who tells you differently is either lying or living on vodka.

Still, there may be one thing that makes you feel worse than not getting a job -- getting an offer that is beneath you. Wait. Let me amend that: There's nothing worse than getting a job you believe is beneath you.

Why? Because the minute you believe a job is not good enough for you, the minute you sell yourself against the idea that a job won't make good use of your time and talents, then you've set yourself up to be miserable. More miserable, in fact, than not getting a job at all.

The people who feel this way need to spend about an hour with Paul Facella, and they'll soon change their minds about how demoralizing it is to accept a "lesser" job.

Facella is a top management guru who used to be an executive at McDonald's after rising through the ranks from his position at age 16 manning the grill. He's got a new book, Everything I Know About Business I Learned at McDonald's" and I spent some time talking to him about how tough it is to find a job these days. He says that in this economy, you gotta do what you gotta do.

That means you put your ego aside, and take whatever job you can get. Oh, yeah -- and check the attitude at the door.

"Look at it as an opportunity with a big ‘o’”, he says.

Facella notes that anytime you take a job that knocks you down the ranks, you should look at it as a chance correct sloppy habits and improve others. In fact, it's sort of like an on-the-job business school as you "can see how management operates and what works – and what doesn’t. It will help you get ready for your next job by observing both the good and the bad.”

At the same time, Facella notes that any job where you have direct contact with the public will hone your skills faster than any formal training and probably give you a great deal of satisfaction at the same time. "Nothing teaches you quicker than getting feedback and recognition from the public," he says. "And, people in lower level jobs are often very social and close-knit. They have a lot of fun together."

Facella also advocates taking a lesser job because chances are very good you'll quickly move up the ranks, and be better for taking that path.

"There's a certain power you have as a manager when you know the job. When you talk to employees, and they know that you understand what they do every day, then the trust and leadership factor for you as a manager goes way up," he says.

Facella also notes that those who work in the trenches together often form lasting bonds that can pay off big dividends in the future. He says many of those he worked with at McDonald's now are top executives at other companies.

"You learn a lot about collaboration and cooperation when you depend on one another. Teamwork becomes very important, and you learn to create opportunities for yourself," he says. "You make a decision to be the best at whatever you're doing."

Do you think there are advantages to accepting a job at a lower level or pay?

Workers Behaving Badly: Why Our Stress May be Bringing Out the Worst in Us

After 9/11, I was struck by the sense of caring we showed for one another. It was a horrible, stressful time, but it seemed to bring out the best in us. We began to look out for one another, even at work. We shared our mutual pain about what had happened, and even expressed our fear for the future. Office squabbles seemed ridiculous, and petty jealousies even more so.

Now it's seven years later, and we're facing another horrible, scary time. We see empty chairs at work, evidence of the people who have taken early retirement or other buyout packages. Almost every one of us know someone who has been laid off. Our own employers have stated they will not be filling empty positions for now.

And yet, office politics are on the rise. Gossiping, backbiting and negative campaigning dominate the airwaves, and we seem to mimic that behavior at work.

So, instead of pulling together on the job as we did after 9/11, we seem to be our own worst enemies right now. Of course, much of that is due to the enormous stress in both our private and professional lives. No one can predict what will happen next week, let alone in the coming year.

If makes workers feel powerless, and that's a lousy feeling. It makes us want to grab whatever we can and hold on, everyone else be damned. But here's the thing: We actually DO have a lot of control right now. We have control over how we treat one another.

It's not a easy thing to admit that we've been a jerk to people we work with, either through our silences or our short-tempers or our snide comments. But we've got to own up to our bad behavior, because until we do, we won't begin to fix what needs fixing.

So, today, I want you to think about the person in the cubicle next door or down the hall. I want you to think about how fear and anxiety has made you and others behave, and what you can do to start making things right.

Remember, the evidence supports the fact that when we are friendlier to one another at work, when we genuinely care about one another, we are not only happier but more productive. And right now, that's definitely a very good thing.

What are some ways to improve relationships with others at work?

10 Things Overheard at the Last Management Meeting

As an employee, it's often nerve-wracking to see managers troop into a meeting during these difficult financial times. What are they talking about? Is it good? Is it bad? Are they debating who is going to get laid off? Plans for a big project? What critical decisions are they making that the fate of dozens -- perhaps hundreds -- of employees hinge upon?

It would be interesting to a fly on the wall during these sessions. That's why I thought I would speculate about 10 things overheard at the last management meeting:

1. "I told you we have auditors."

2. "We need to make some decisions about personnel. Anyone got a quarter? OK -- call it. If it's heads, Trish goes. Tails, it's Larry."

3. "We've got to find a way to cut down on distractions around here. All those in favor of moving our next meeting to the golf course, say 'aye.'"

4. "I could have been the next David Hasselhoff, but noooo --I had to get that MBA."

5. "It's unanimous: We use the 'Deal or No Deal' model for payroll this next quarter."

6. "So, no one really batted an eye when I told them to re-use envelopes. But the 'bring your own toilet paper' memo didn't go over so great."

7. "Hey -- I'm hitting the dollar store after work to pickup up a few 'forced early retirement' gifts. Anyone wanna come along?"

8. "It was all I could do to keep a straight face when I told my staff: "Don't panic. Everything's fine."

9. "I just found a great new website to help with performance evaluations. It's called "make-em-squirm.com."

10. "Oh, Lord. Is that the FBI?"

What else might be overheard in a meeting of managers these days?

Say Buh-Bye to Flexibility and Hello to Longer Hours

I went on eBay the other day to try and purchase a crystal ball. Unfortunately, the ones that were available didn't come with a guarantee, so I decided to pass.

I mean, who wouldn't want a crystal ball to see into the future -- to see how we're all going to survive this mess and whether or not the Rays really can go from being the worst team in baseball to winning the World Series in a year's time?

OK, so when the crystal ball thing didn't work out, I decided to just talk to a lot of different people about the situation on the job today. I didn't talk to just experts, but also regular folks who worry about their jobs, who wonder if their bosses are telling them the truth and if they need to be looking for a second job.

While this is unscientific, this is what my gut tells me -- after decades of covering the workplace -- what you may see come to your workplace:

1. Less flexibility. Companies already are operating lean, but because of the nervousness about how deep and long the recession will last, employers will want employees to really buckle down. And that means that bosses or companies offering flexibility options such as working certain hours or working from home may start to cut back those choices because they want to stick really close to workers right now. So that means where and when the boss works -- so will you.

2. Less tolerance for whining. Bosses are tense. I mean really tense. Maybe they're not showing it to employees, but trust me, they're very stressed by what is going on. They want to be there for employees who are worried about their jobs or the economy, but they can only take so much whining. Those workers who don't recognize when to suck it up and just shut up and work are going to put themselves in jeopardy. Remember: There are lots of great, qualified people out of work right now, and the boss's pickings to replace you have never been better.

3. More generational conflict. Things between older and younger workers have sometimes been tense, but there's always been the argument that baby boomers are going to be retiring in droves soon, so employers will be forced to pay attention to what younger workers want. But with so many baby boomers seeing their portfolios and 401(k)s tank, chances are good many of them are going to stick around much longer. And that's not going to sit well with GenX and GenY, since it mucks up their plans. Employers are going to have little patience (see No.2) for workers who can't get along.

4. Longer hours. Maybe you thought your workload couldn't get any worse. Guess what? It can.

5. Fewer benefits. Those goody packages used to attract and retain top workers are going to start drying up. Companies have pretty much cut as many bodies as they can, so they're going to look for other ways to trim costs. So, if you're thinking of using your company's tuition reimbursement, adoption assistance, gym memberships, etc., do it now. Before too much longer, they may be gone.

What other trends do you think we'll see -- or already are seeing -- in the workplace because of the struggling economy?

10 "Uh-Oh" Signs at Work

If one more person tells me not to panic, well, I might just panic.

The truth is, we get up every morning and we're not sure what is going to happen. The stock market will rise. It will fall. Chicken Little will go running down the street screaming something about the sky.

So, while it's easy for all the experts to tell us not to panic, it's kind of hard not to be a teensy bit apprehensive about what might await us every day. That's why I'm giving you this checklist so that you can be aware when it might be time to panic. Not that I'm a doomsayer. I'm just sayin'.

The 10 "Uh-Oh" signs at work:

1. Co-workers are putting stickers, bearing their names, on your office furniture.
2. The security guard takes your i.d. and draws a big "X" through your photo.
3. The electricity has been turned off in your cubicle. And mothballs put in your desk drawers.
4. The boss's secretary begins crying whenever she sees you, offering you gum and saying, "I always liked you."
5. HR included store coupons in your most recent paycheck.
6. The guy at the deli where you eat every day takes your "frequent eater" card and tears it up.
7. The IT department has changed your logon to "dead2us."
8. John McCain returns your donation check with a note: "You need this more than I do."
9. The mailroom guy is using your mailbox to store his lunch.
10. You finally get the best reserved parking space in the whole company.

What are some other "uh-oh" signs?

Three Ways to Improve GenY's Bad Rep

Generation Y appears to have an image problem.

According to a recent survey by JobFox, recruiters aren't too keen on GenYers, and only 20 percent said they were "generally great performers" as compared to 63 percent who said baby boomers (age 43-62) were great performers, 58 percent lauding GenXers (age 29-42) and 25 percent saying traditionalists (63-plus) were great performers.

Ouch.

It gets worse. According to press release materials, "Gen Y was also classified as 'generally poor performers' by the largest number of recruiters polled. Thirty percent of recruiters classified Millennials (GenY) as poor performers, followed by 22 percent of recruiters who classified traditionalists as poor performers, 5 percent for GenX and 4 percent for baby boomers.

Double ouch.

But JobFox's CEO Rob McGovern thinks that managers and recruiters are missing the boat. Managers, he says, must "learn new ways to incorporate GenY views into the workforce."

OK, I agree. Managers and recruiters always need to be looking at how they can use an individual's strengths to help a company and boost the bottom line.

But I think it's more than that. I think GenYers (age 28 and under) need to be better at their own personal p.r.. I think that if they wait around to get the respect they believe they deserve, they may find themselves waiting a long time. Because whether they deserve the slacker reputation or not, the problem is that it exists.

Believe it or not, however, GenYers are being handed a golden opportunity to turn things around as the economy takes a nosedive. How? Let us count the ways:

1. Staying sane. GenY has lived a life of upheaval. They've grown up with AIDS, 9/11 and Britney not wearing any panties. They don't get rattled easily. Right now the older folks in the workplace are pretty well freaking and stressing about everything from how to make their house payment to watching their 401(k) tank. If GenYers demonstrate that -- while they understand the seriousness of the issues right now -- they are still upbeat and positive about life, it could have an enormous impact. Inspiring others to keep it all in perspective can demonstrate real leadership, and that's just the kind of reputation they need to develop.

2. Save others time. No one is more crazed these days that workers trying to balance the demands of their private and professional lives. But GenYers have grown up juggling, and have found technology enhances their lives. Young workers are in a great position to help other workers find ways to use technology to make their lives better. There's no way that anyone would be called a slacker for helping give someone more time with their kids or do their job better. Just be careful: You don't want your help to come off as smug or arrogant. Read Chris Brogan's post to make sure you do it right.

3. Provide the global view. The world has been delivered to GenY through television and computers since they were old enough to use a sippy cup. They have friends working in Darfur, they listen to bands from Japan and think nothing of IMing contacts in Istanbul or Tazmania. If they can keep their workplace informed on how events in Cambodia or Russia or Brazil may be impacting their business and bottom line, it could be enormously valuable. And let's face it -- those that contribute to the bottom line are seen as valuable -- and top performers.

While there are plenty of people telling managers that they need to treat GenYers better and learn to appreciate them, I think that GenYers may have to do some of the heavy lifting. They shouldn't wait around for someone to discover their strengths -- they should find subtle, but very meaningful ways to change perceptions that will have a real impact on their career success.

What are some other ways young workers can improve their image?

Politics and Money Worries: A Volatile Mixture on the Job

There's no escaping the economic news lately, and most of us go to work every day just trying not to think about our dwindling 401(k) plans or pensions. But even if we're trying to block it out, most of us are carrying an extra level of stress as we try to do a job already demanding more of of us than even a year ago.

Add to that the upcoming presidential election, and we're creating a volatile situation where our workplace can become a boiling point for a lot of pent-up anxieties, says one workplace expert.

Christine Probett, a San Diego State University lecturer and former Goodrich executive, says workers are increasingly anxious, frightened and emotional about the future, and that nervousness with the economy means that clear communications from top brass are critical.

“When people get nervous – as they are now with the economy – it’s really important that companies keep their workers informed about what is going on,” says Christine Porbett. “If they don’t, the rumors will start to fly. People will begin making stuff up.”

I recently interviewed Probett for my Gannett News Service/USAToday.com column, and she says that she was once told by an employee that the way the employee separated fact from fiction was by asking three different people about a rumor. If it was confirmed by those three people, then the employee accepted it as fact – and that meant she could pass it along to other workers.

“In a company, there are enough rumors going around that you can get 100 people to confirm a rumor as fact,” Probett says. “Just because you heard it doesn’t make it fact, but that’s how it happens.”

She says any during tough economic times, every closed-door meeting can spawn speculation among employees.

“If management has a meeting, they better come out of that meeting and communicate about what was discussed with the people who work there,” Probett says. “Even if all they can say is that they can’t talk about it. It’s better than out-and-out-lying about what was said."

Further, Probett says the upcoming elections also have added another layer of drama to a workplace that is already trying to deal with workers stressed by rising consumer prices, unemployment and unsettling news from Wall Street.

She says that employees must be very careful about what they say regarding elections at work, because they might be setting the stage for what is known as a "hostile work environment".

Specifically, under federal law, a “hostile work environment” means that “unwelcome comments or conduct based on sex, race or other legally protected characteristics unreasonably interferes with an employee’s work performance or creates an intimidating, hostile or offensive work environment.”

“A lot of people are talking about this election, and it brings up a lot of issues,” Probett says. “We’re either going to have an African-American man as president, or a woman as vice president. There’s a lot of energy and emotion tied up in that. Diversity is one of those issues that creates a lot of tension and disagreement in the workplace, because sometimes it’s hard for one person to understand where someone else is coming from.”

That's why it's important that employees clearly understand what they can and cannot say at work regarding the election. If they're not clear, and the company has no set policy, it might be best to keep a low profile regarding political views. According to an American Management Association survey, 35 percent of business people said they are uncomfortable discussing their political views with colleagues.

“I would discourage people from wearing buttons supporting a specific candidate or party, and not allow signage or fundraising while at work,” Probett says.

If you're having problems with someone at work regarding politics, Probett says you should resolve it as you do any conflict.

“Don’t let the issue get bigger. Talk to the person, and tell them what you believe the problem to be. Don’t name call, and make sure you listen when they talk. Once you understand where the other person is coming from, try to come to a resolution. Then, move on. Don’t hold a grudge,” she says.

Are you feeling more stress on the job? How are you handling it?

10 Things Everyone is Thinking About During a Meeting at Work

Go ahead, fess up: You think about a lot of things during a meeting at work, and it often has nothing to do with business. Sure, your mind may focus a bit on how how the issues being discussed will affect your job, but there's lot of other stuff that you think about.

Don't worry. You're not alone. We all do it. In fact, here's a list of what some of us are really thinking when that PowerPoint presentation seems to have our full attention:



1. I don't have time for this.
2. Is she ever going to shut up?
3. Did I turn off the coffeepot this morning?
4. That cannot be his real hair.
5. If he says "think outside the box" one more time, I'll barf. Or throw something at him. Maybe both.
6. Yeah, those pants do make her butt look big.
7. I really, really don't have time for this.
8. I'm starving. I wonder if I still have those leftover M&Ms in my drawer?
9. OK. Seriously? With different glasses and her hair up, she would look just like Sarah Palin.
10. I knew I should have called in sick today.


Time to admit it: What else do you think about during a meeting?




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Has Your Confidence Turned Into Arrogance?

As we can all witness after the latest debacle on Wall Street, there are plenty of big egos when it comes to big business.

A picture is emerging of decision-makers who have reaped millions of dollars in in compensation and benefits as their companies went down the toilet. Now, of course, Congress is getting involved, and those big egos are going to be aired -- and criticized -- in public.

Most of us will tut-tut their behavior ("Those greedy bastards," we'll grouse), and some of us will even learn a thing or two from their bad personal and professional judgment. Unfortunately, many of us will go back to behaving just as we always have -- as the same kind of arrogant beings intent on achieving our own ends through our own means.

Don't get me wrong. I know that confidence is needed in the working world. Without it, you'll get run over and be nothing but career roadkill. But there comes a point -- and I think this is it -- when we need to all take a hard look at how we go about getting what we want.

In other words, has your confidence turned into arrogance?

My dictionary defines arrogant as: "Overly convinced of one's own importance; overbearingly proud; haughty." Now, contrast that with the definition of confidence: "A feeling of assurance or certainty."

We all know those who are arrogant in the workplace. We don't really like them. We don't want to be on teams with them because they believe they are walking books of knowledge on just about any subject, and they rarely listen to anyone but themselves. They believe that just by showing up, success will follow.

But recognizing that arrogance in ourselves may be tougher. We believe we have earned the right to our views, and don't have time to suffer fools. We are impatient with others who don't seem to "get it" and wonder why they don't understand our talent is special and unique. We don't think we are arrogant, just confident.

I can't predict what the outcome of this Wall Street bailout will be, because I'm not an economist. But I can tell you that with the closer scrutiny of leadership behavior in the coming months, it's going to trickle down to all parts of the business sector. There is going to be less tolerance, I believe, of arrogance.

That's why today I'm hoping to save you some pain in the coming months. I challenge you to think about whether your confidence has turned into something more damaging. I urge you to think about not how you see yourself -- but how others see you. Do your actions really align with who you are and where you want to go?

Think about:

* Listening. Do you brush over others' opinions, or not ask for them at all? Even the most confident person values ideas from other people, but the arrogant worker believes he/she has all the answers.
* Admitting mistakes. Arrogance doesn't leave any room for acknowledging an error; pride prevents learning anything from a mistake. Those with enough confidence to own up to a mistake not only earn more respect from others, they gain useful insight on avoiding the problem in the future.
* Reaching back. When you have confidence, you're not afraid to help train or educate workers with less knowledge or skill. You see it as a chance to enhance the overall product or effort. If you're arrogant, you see it as a waste of time to work with those less skilled than you (which takes in almost everyone).
* You believe your own press. You're mentioned in company newsletters as a star performer, the boss recognizes you in meetings for your contributions and if you Google your name -- whoo boy! You start to rest on your laurels, believing your touch to be golden. While that is certainly a boost to your confidence, and should be enjoyed, you need to remember that your career success can often rest on a "what have you done for me lately" attitude. That's why it's important to make sure you interact often with people who disagree with you -- or don't even like you. They'll keep that ego from heading into arrogance.

What are some other signs of arrogance?




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Reality Check: Time to Pay Attention to the Details

Sheesh. My inbox has gotten so depressing in the last week. I've been hit with dozens of queries from experts wanting to explain what has happened on Wall Street and what it means for the average worker.

E-mail subject lines are a laundry list of bad news: depression, recession, job loss, bailouts, financial collapse, panic, layoffs. It's like a bad rap song for someone named "Unemployment Line."

I'm going to go along with all the other experts and give a giant shrug when asked what tomorrow will bring. But I will say this: It never hurts to start honing your interviewing skills. Because if you're not looking for work at another company, then you need to stay sharp and make sure you're on top of your game at your current job.

That means you dress professionally. You don't surf the Internet looking at ESPN or People.com when you're supposed to be working. You focus on making good connections with others in your company so that they see you as a valuable asset, and not an expendable commodity.

That's why I thought I'd end your week with this video that will provide a humorous reminder on what you should be doing -- and not doing -- on the job. We all need the laugh.

See more funny videos and funny pictures at CollegeHumor.

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Are You Being Naive -- and Just Plain Stupid -- About Your Online Reputation?

If you do nothing else today, Google yourself.

I do not say this so that you can stroke your own ego by seeing how many "hits" you get. I say this to save your ass.

There's enough instability right now in the economy that everyone -- and I mean everyone -- needs to be in active job-hunting mode. That means in addition to ramping up your networking efforts, you need to immediately take steps to clean up your online footprint.

Last week I sent out a HARO request for my Gannett News Service/USAToday.com column asking for input on how to manage your online reputation. I received so much good stuff that I couldn't use it all. I also learned some disturbing information during my research: Most people only check out what's online about them several times a year.

Yikes.

That means anyone could be writing snarky comments about you, posting photos of you in a Borak-inspired swimsuit from your last drunken vacation or even making erroneous statements linking you to unethical or illegal activities and -- if you're rarely checking online -- it might be months before you discovered it. By that time, a lot of damage could be done to you professionally.

And that, my friends, could be disastrous at a time like this when we should all be actively promoting ourselves in the marketplace.

So, I'm going to share some really good advice and comments from online reputation management folks that I couldn't fit in my column:

* "Search for your name in Google, Yahoo! and MSN right away. (Google covers most of the Web, but MSN and Yahoo! may pick up web pages that Google missed or ignored.) Learn how to manage your privacy settings within each social network you use. (This is usually hidden away under "profile" or "preferences" tabs.) -- Nestor G. Trillo, SEO expert, Avaniu Communications

* "Google offers a great service. You can subscribe to alerts, which will provide you with daily notices if your name is used on the Internet. The service is free and worth doing if you have a reputation to protect." --Chris Reich, business advisor,Teachu.com

* "Be transparent - this doesn't mean allow yourself to be trashed. It means fight back with facts. It also means telling the whole story; of using social media as a 'bright light' when dealing with false statements. Have lots of friends - they will come to your rescue and defend you. Don't be something online that you aren't offline. In short, your brand is your brand regardless of the medium." -- Justin Foster, founder/partner, Tricycle

* "We recently interviewed an individual for a C-level position with our company. He interviewed extremely well and the final check we did was his reputation in Google. What we found was alarming, not the least of which was a class action lawsuit against his old company." --Fionn Downhill,CEO, elixirinteractive.com

* "I had a client, Josh Deming (not his real name) who had a reputation as a hard- nosed manager. After losing his position after an acquisition, he found himself in a job search for the first time in a number of years. Because he was highly respected, he thought the search would go quickly. On several occasions, he would get to the final stages prior to hiring with a company showing great enthusiasm, only to suddenly be dropped from consideration.
At this point Josh came to see me. We did a Google search and found that when we searched "Josh Deming", No. 5 in the Google search results was a link to an industry forum page where Josh was being trashed anonymously by some people that had worked for him calling him an unfit manager.
Here's what we did.
1) We changed everything (resume, cover letters, online profiles, etc.) to "Joshua P. Deming", his full name. People will typically Google what is on the resume. When "Joshua P. Deming" was Googled, nothing negative showed up.
2) We took advantage of a few key online profiles. Everyone should take advantage of LinkedIn. Google loves it and for most people, if they have a LinkedIn profile, it will show up first if you Google them. Professionals, executives and managers should also take advantage of VisualCV.com and ZoomInfo. All of these are relatively simple, don't require a lot of maintenance, and will boost online visibility.
3) We had Joshua write a book review on his favorite management book and post it on Amazon. This gave the opportunity to show a little thought leadership and demonstrate his management knowledge to help counter the negatives should a potential employer stumble upon the comments in the industry forum.
The result was that within weeks Joshua was hired." -- Don Huse, president/CEO, Venturion

* "...People have to realize that anything you put online stays there and can be used against you. It's all well and fine believing that your Facebook profile can only be viewed by your friends, but what's to stop one of those friends from copying what you write and posting it elsewhere? This recently happened on Twitter. A friend of mine had comments that were made privately, to a closed group of friends, posted on a blog, as part of an post attacking someone else in the marketing field." -- Simon Heseltine, director of search, Serengeti Communications Inc.

What else should someone do to manage their online reputation?




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How to Survive When Your Company's Ship Sinks

Is there any more disturbing site than watching employees cart their belongings in a cardboard box out of a failed company?

As I watched Lehman Brothers' employees leave the building over the weekend, it reminded me of that awful scene of stunned workers leaving Enron after it went belly up.

One of the most difficult aspects of a large employer failing is that you suddenly have thousands of people in the same boat -- and not everyone will do as well as others. Some will never regain their earning power, some will fall into depressions so deep it will take them years to re-enter the job market with any real enthusiasm and others will simply drift away to less-than-desirable careers.

The key for any employee who is suddenly out of a job with hundreds of co-workers is speed. At this point, you can't afford to sit back and bitch about how unfair the world is and the employer misled you about how serious were the problems. Because while you're moaning and groaning, others are scrapping for available jobs.

You need to:

* Make a game plan. Write down what are your absolutes -- the things you must have in a job. If it's health insurance, living in a certain city, specific hours, etc., then you know not to waste time looking at jobs that don't meet those criteria.
* Rally the troops. Get together with family and friends and let them know the situation. Brainstorm about people they know who might be able to help you submit a resume or get an interview. Remember: Most people still get jobs based on who they know.
* Contact a career coach or alumni association. Many universities are already geared up to help those who have been hard hit on Wall Street. If you don't think you can afford a career coach, consider giving up some of the extras in your life (a gym membership, eating out, cable television, etc.) which can can help you pay for a coach.
* Don't immediately think "entrepreneur": Times are tough right now, for everyone. Starting a business may be a dream, but it may be wiser to put it on hold until they economy brightens.
* Pride goeth before the fall: Keep in mind that there are going to be potentially thousands of people looking for a job as this financial debacle unfolds, so you can't afford to let your ego get in the way of a potential job. Be realistic about what you can accept as a salary, and don't get caught up in a job title. Keep in mind that if you get a job offer, you can usually negotiate a bit on the salary and benefits.
* Be ready to get the hell out of Dodge. I know people who live in New York City are passionate about the place. They can't -- and don't -- want to imagine living anywhere else. But the truth is that you may have to consider other cities if you want to land another job. And, even if you have kids, they can adapt to a relocation easier than they can to losing their home if you don't have a job.

And finally, if you find yourself out of work, remember to be good to yourself. Surround yourself with positive thinkers, take care of your body with proper nourishment and rest, and do whatever sustains your soul, whether it's yoga, gardening or attending religious services. Do not hesitate to ask for help from friends, family and colleagues. Most have been in -- or will someday be in -- your situation.

What other steps should someone take who has lost a job?





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When Times are Tough, How Do You Keep Workers Focused and Engaged?

While no one would dispute the fact that workers are stressed because of continuing layoffs, stagnant wages and rising consumer prices, the pressure may be compounded for the people in charge of keeping workers enthusiastic and motivated -- managers.

I recently interviewed Michael Stallard, CEO of E Pluribus Partners in Greenwich, Conn., and he told me that at times like this, managers have to be even more vigilant about staying close -- physically, mentally and emotionally -- to their staff.

That's because employees can become unfocused and unproductive when times are so uncertain and challenging.

“Stress sort of short-circuits the brain,” Stallard says.

Still, Stallard says managers have some tools to help bring teams together, such as making sure all workers "feel like they’re connected.”

That means that managers need to make sure they keep an open-door policy" and assure workers they’re available to talk about any anxieties they may be experiencing. At the same time, Stallard says managers should actively work at finding ways to get employees out of the office, which can be ground zero for work stress.

“Go to lunch with your employees. Go for a walk with them. Spend time with them one-on-one, and let them express their feelings,” he says. “And make sure that when they are at work, you give them some tasks that they enjoy doing.”

Stallard advises managers trying to energize and engage employees during these tough economic times to:

• Stay focused. Employees should be reminded that they have an obligation to their other team members, and that means everyone must pull his or her weight and work toward targeted goals. Remind them how important their work is for everyone on the team, he says.
• Keep the panic at bay. “Let them know that if they’re feeling especially anxious, they should come and talk to you,” he says. “You’ve got to make sure they know they can talk about whatever they’re going through.”
• Use social media. Some employees may be more comfortable communicating through e-mail or social media sites such as Facebook or Twitter. “Face-to-face contact is always the best, but more managers have employees on different continents or in different cities. Social media is a great way to stay connected with your team and keep them engaged.”
• Remember to laugh. “Humor is a great reliever of stress,” he says. “Try and find ways to have some fun with your employees.”

But what if the worst thing happens – and a manager must lay off workers?

“The first time I had to lay someone off it made me physically sick,” Stallard says. “You have an obligation to be respectful, and show empathy. That’s critical. You also need to try and help them as much as you can in finding another job.”

Stallard says he strongly disagrees with employees being immediately escorted from a building upon dismissal from a job, which he calls “humiliating.”

“You should let them finish their day and communicate with the other employees,” he says. “One other thing to think about: The existing employees will remember how you treated those who left.”

Finally, Stallard says the key for managers trying to cope with these challenging times is to practice a management philosophy that treats people with respect and compassion through good times and bad.

“A lot of what goes into keeping people engaged through the tough times is the history of how you have managed,” he says. “It’s almost like you’re building up an emotional bank account.”

What else can managers do to help keep employees engaged and enthusiastic?




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20 Questions You Need to Ask Yourself if You Want to Smarten Up About Your Career

It's the first day back at work after Labor Day, and it just feels different.

I'm not sure why. Is it the kids back at school? The closing of the neighborhood pools? The local nursery stocking mums and pumpkins?

Whatever the reason, it strikes me as a new beginning. A chance to take a deep breath after the craziness that goes along with summer and consider where things stand now, and where you want to head in the coming months.

But instead of offering you advice about what you should and shouldn't be doing, I'm going to ask you to offer your own opinion about your situation. After all, who knows it better than you?

It's time to ask yourself these 20 questions:


1. What is the best part of my job?

2. What is the worst part of my job?

3. What task do I like the least?

4. What task do I like the most?

5. Who is the most difficult person for me to get along with at work?

6. Who is the easiest person for me to get along with at work?

7. When was my best day at work?

8. When was my worst day at work?

9. In one hour at work, how many times am I distracted from a specific task?

10. What is the source of my distractions?

11. The last time I made a mistake at work, it was because....

12. When the mistake was discovered, I felt....

13. I handled the mistake by....

14. Other than my own job, the position I'd like to do within my company is....

15. The job within my company that I would not like to do is....

16. When I am feeling stress about my job, I leave work and handle it by....

17. I last updated my resume on....

18. I last attended a networking event on....

19. Three facts I can tell you about my industry's current condition are...

20. The last time I talked to a higher-up, other than my direct supervisor was...

Now, look at your answers. No one is going to see these but you, so be brutally honest. Are you satisfied with where you are now? Are you taking steps to ensure a future that makes you happy? Have you learned from your mistakes? Are you stuck in a rut? Where are you stumbling? Where are you succeeding?

Are there other questions that might be helpful for a career assessment?




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What the Brady Bunch Can Teach You About Finding the Right Job

Like most people, I was broke when I got out of college. Flat broke.

That meant than instead of getting a cool apartment to go along with my first job, I had to take what I could afford: A place that looked like the Brady Bunch had exploded all over it. Crushed orange velvet sofa. Orange, yellow and green wallpaper with flowers bigger than my head. Olive green appliances.

You can imagine that as soon as I could scrape together more money, I jumped at the chance to rent a better place. When I saw the apartment, I fell in love. It was in an old Victorian home that the owner had converted into three units. High ceilings, a claw-footed bathtub and no olive green appliances. I immediately grabbed it and put down my deposit.

But after moving in, I began to discover some things that I had not observed in my first starry-eyed inspection of the place. There were only small, gas heaters in each room. Hmmm....never used anything like that before. Upon my first bath in the cool old bathtub, I discovered that hot water was in short supply and the water pressure so low it took about two hours to fill.

As time went on, I discovered all the summer heat in the old house went straight to my second story place, making the kitchen floor so hot I couldn't walk across it in bare feet. But then, funny enough, the heat didn't rise in the winter and I was forced to live in one room because I couldn't keep the entire place heated.

I put on a brave face for my friends -- my new apartment was awesome! It was near work, had a nice porch overhanging the front yard (that I couldn't use because the floor was rotted and I was afraid I would plunge through it to my death) and had two built-in bookcases 9that were so crooked my books all leaned to the right like drunken soldiers).

As I huddled under blankets during the winter with that small gas heater spitting out about as much warmth as a lizard's burp, I thought longingly of my Brady Bunch apartment with it's hot water and great water pressure and central heating and cooling. What was a bit of shag carpeting after all?

When it came time to relocate for a new job, I had several friends competing for the right to live in my awesome apartment. I gladly gave them the landlord's name, waved goodbye to the toilet that always leaked and headed for better digs.

I learned a valuable lesson from that apartment debacle. I learned that no matter how good something looks on the surface and no matter how much I may believe I want it, I need to take a deep breath and look a little closer.

I think it's that way for many people who get caught up in interviewing for a job they really, really want. They are so excited about it, they forget to check out whether underneath the sheen of joy there might be a leaky toilet or rotted roof.

We all know that when we interview we're supposed to ask intelligent questions about the job, the company, the industry, etc. But let's look at some other things that you need to examine:

* Eye contact. Do people look one another in the eye when they speak? Does the manager look directly at employees, and vice versa? Do employees look each other in the face when they speak? If you don't see that eye contact, it could indicate that there is a lack of trust or respect among the employees and managers.

* It's too quiet. While you wouldn't want to work in an office that resembled a three-ring circus, a lack of talking -- and laughter -- could indicate an unhappy atmosphere where everyone avoids any contact with one another.

* It's sterile. One of the first things I notice in any office is the personal mementos that everyone displays. You can tell a proud papa by the numerous photos of his children or the avid gardener who has homegrown flowers in a vase. If workers don't seem to have anything personal around, it could indicate the management may have little support for employees having a life outside the office.

* Body language. Look at how employees behave as they work. Are there nervous or unhappy gestures such as slamming down phones, biting fingernails, chewing lips, constant sighing, etc.? Do employees not look well? Deep eye circles, unhealthy skin pallor and disheveled clothes might indicate they are overworked and overwhelmed.

* Interaction. I've already mentioned that a lack of eye contact or talking casually might indicate problems, but do you see employees interacting around the coffee pot or in the lunch room? Or, is everyone eating at their desk or while their nose is stuck in a newspaper? While some people may want to be alone during lunch, you also want to see a bit of camaraderie among workers to indicate a relaxed, friendly atmosphere.

* Doors. While management may say there is an open-door policy, is there really? How many doors do you pass that are closed?

* General upkeep. Ask for a tour of the facility and be sure and note whether it seems to be in good shape. Unkept bathrooms, overflowing trashcans, broken furniture, dirty floors and piles of papers may indicate not only a disorganized workplace, but one that might not be financially able to afford a good cleaning service. It can also reflect a general lack of pride by the workers in their company.

I'm not saying you should reject a job offer because of any of these things, but I do think it's a smart idea to look beyond the surface, and make sure you won't wind up feeling uncomfortable in your new job.

What are some other things a job candidate should look for when interviewing?




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I’ve Stared Into the Abyss…and Seen a Lot of My Friends

If you’re not worried, you’re not paying attention.

Bad times are here, folks. Those people who make the numbers 4 and 5 are busy printing them up as fast as they can for gas stations. As in: $4.00 a gallon. $5 a gallon.

The front page of AJR (American Journalism Review) reads:"Maybe It Is Time to Panic."

And here's a press release from JobFox: "While the value of the dollar is shrinking, many job seekers - including in-demand technology specialists - must accept new positions at lower salaries than they did just a month ago."

OK, you don't have to beat me over the head with it. I get it. It's bad and it's time to take action and not just sit around and wring my hands.

So, in the last two weeks, I have:

*Networked with dozens of new people and established contact with them online and via phone.
* Done detailed research about where new opportunities are being predicted and how I can move into those areas.
* Checked in with all my bosses and clients to make sure they still find my product of value.
* Began adding "extras" to my work -- and letting my bosses and clients know about it.
* Checked into new technology and researched where it can help me do my job better. I'm ready to make an investment in voice recognition because my bad elbow is seriously hampering my productivity.

So, what are you doing about your current career situation? Are you hunkered down and praying the next business or economic downturn will pass you by?

I want to know: What are you doing to UP YOUR GAME?




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