How to Ask for a Raise

Posted by boblarson on
Bob Larson, CPC President Berman Larson Kane
Bob Larson, CPC President Berman Larson Kane

How to Ask for a Raise

Most people ask for a raise at least once in their lives — some even face this issue yearly…and dread it every time. Why? The answer is fear. We worry about the outcome. We’re afraid of rejection or a negative response. We may even fear we actually don’t deserve a raise. For a multitude of reasons, we even allow past negative experiences or our own made-up fears to stand in our way.

But if you feel strongly that you deserve a raise, and that others in similar jobs in your industry are making more money than you, by all means step up to the plate and ask for one. If you don’t ask, you’ll never get an answer, and you’ll keep on making the same salary and not feel happy about it. According to the book Negotiating for Dummies by Michael C. Donaldson and Mimi Donaldson, you can take the dread out of asking for a raise by employing six basic skills. Read them over and then start planning for a time to ask your boss for the money you feel you deserve.

  1. Prepare
    Before approaching your manager for a raise, the authors recommend, prepare yourself internally. Very importantly, though, you must know you have earned the right to ask for a raise and that you are valuable to your employer. Gather documents to prove you have made an important contribution to the organization and that your absence would be detrimental. If you don’t believe you deserve a raise (and you very well may not) no one else will. After you are emotionally prepared for the negotiation, prepare your case on its merits.

    • Know how much your company’s budget can afford. Get a feel for how well your company is doing.
    • Know in general the going rate for your services.
    • Know specifically what people in your geographic area are earning for doing the same work.

When you’ve gathered the data, the authors say, tell your boss you’d like to schedule a meeting about your salary. Don’t ambush your boss. Approach him or her in-person or via e-mail. Say, “I’d like to speak with you about my salary. I need about 20 minutes of uninterrupted time in your office. When will it be convenient?”

  1. Set Your Limits
    Decide on the amount you are willing to accept, and the maximum you can hope to receive, the Donaldsons point out. Most importantly, don’t walk into your boss and ask for the moon. Also, decide what you will do if the company does not meet your minimum expectations.

    • You may bide your time looking for another job.
    • You may quit on the spot.
    • You may just stay with the program and be a less cheerful worker.
  2. Push The Pause Button
    Keep your emotions in check, the authors advise. Never resort to an emotional plea about putting food in your kids’ mouths. Most companies have evidence that they are in line with the norms. You need to build your case on objective evidence. Make sure management knows that keeping you around and keeping you happy will pay off.
  3. Listen
    You may have to let your boss vent about shrinking budgets, executive compensation and even personnel problems, the Donaldsons explain. Letting your boss empty out will clear a space for you when you talk. Ask about your own performance the same way. If you don’t clean up any discrepancy immediately, then it’s futile to talk about more money when the company thinks you’re not performing up to snuff.
  4. Be Clear
    Set forth what you think is fair and why, and spend plenty of time on the why, the authors advise. Let your boss know about the research you’ve done and present all the evidence of the special value that you bring to the company. You want your boss to feel good about the raise you are going to get.
  5. Close The Deal
    This may be the first time your boss has been made aware of your worth to the company, the authors say. Your boss may have to think about the issue. That’s fine, but be sure to set a date for a final decision.

Of course, you’ll need to carry all of this out very graciously and you’ll need to have a fallback position in case your request is denied. If a raise is not in the immediate picture, ask your boss what you need to do to earn the money you feel you deserve. This way, at least you’ll know where you stand with your employer and what he or she is expecting of you. If you’re not happy with the answers you get, it may very well be time to look for another job.

May 2015 Career Report Issue # 183

Posted by boblarson on

BERMAN LARSON KANE

Career Report

May 2015

 Feature Story

Bob Larson, CPC President Berman Larson Kane
Bob Larson, CPC President Berman Larson Kane

7 TIPS FOR GETTING HIRED AFTER AGE 50

Finding a new job can be a lot of work for many, but it can be especially challenging for anyone in their 50s and 60s. And while the unemployment rate for older workers is lower than that of younger workers, once out of work older workers seem to have greater difficulties landing a new position than others. In fact, according to an AARP data analysis cited in a U.S. News & World Report article, the average duration of unemployment for job seekers was 55 weeks as of December 2014, compared with 28.2 weeks for younger workers.

To help older workers in their quest to find a new position, here from the U.S. News & World Report article are seven strategies to consider:

Start your job search right away. Don’t wait until your unemployment runs out to start looking for a new position. “It does seem like prospects are best for the unemployed as soon as they leave their jobs, so it might be a good idea to start job searching in earnest right at the beginning, rather than easing into job searching while on unemployment,” said Joanna Lahey, an associate professor at Texas A&M University, who studies age discrimination. A large gap on your résumé and a growing sense of frustration with the job search process can make it even more difficult to get hired aging.

Work you network. Although there are certainly many modern ways to find jobs online and through social media, having contacts at the company you would like to work for is still one of the best ways to find out about openings and get hired. “The number one way to find a job is through personal contacts,” Lahey pointed out. “You can avoid a lot of implicit discrimination if someone who knows you is willing to vouch for you.”

Reassure a younger manager. Some managers may feel uncomfortable supervising someone who is more experienced than they are. “The big thing to keep in mind is that the person supervising you or making the hiring decision may well be younger than you are, and insecure about supervising someone with more experience,” said Peter Cappelli, a management professor and director of the Center for Human Resources at the University of Pennsylvania’s Wharton School. “So it is important to let them know you are OK with the role you’re applying for, that you don’t want their job and that you are expecting to take direction from them.”

Don’t mention your age or the interviewer’s age. You don’t want to call attention to your age by listing jobs you held over 20 years ago on your résumé or mentioning age during the interview process. Equally as important, don’t comment on the age of a younger manager. “Even if the person interviewing you is no older than your children, never make any reference to their age thinly veiled or otherwise,” said Nancy Collamer, a career coach and author of  “Second-Act Careers: 50+ Ways to Profit from Your Passions During Semi-Retirement.”

Shorten your résumé. You don’t need to include every position you have ever held on your résumé. “Don’t make your résumé a history lesson. Highlight your most recent achievements and the new talents you’re acquiring,” Collander said. “In general, you should keep the spotlight on the last 10 years of relevant experience.”

Explain why you’re not overqualified. Having 20 or 30 years of work experience can make you seem overqualified for many positions. “Make sure your cover letter explains why you’re right for the job you’re applying to,” Lahey said. “Explain any gaps or why you’re applying for something for which it seems like you’re overqualified.”

Demonstrate your fluency with technology. Older workers are often perceived as being unable to effectively use technology. Make it clear to potential employers that you are tech-savvy and continuing to keep up with new developments. “I think the single most important thing you can do to overcome age bias is to demonstrate your comfort with technology and social media during the interview process,” Collamer said. “There are lots of different ways to subtly let potential employers know you’re tech-friendly: [For example] include your LinkedIn URL on your résumé, mention an interesting article you found on the employer’s Twitter feed or be a regular contributor to industry-related groups on LinkedIn.”

News from BLK:

National job creation numbers continue to disappoint analysts during March and April.  We at Berman Larson Kane continue to add contract-to-hire professionals in various disciplines.  From our limited sample clients’ seem to prefer this hiring model to allow for maximum flexibility. On the direct hire side we have witnessed an increase in engineering hiring in both the scientific and pharma specialties.

If you would like to discuss your talent acquisition requirements or have a need to fill a position with a contractor or temporary employee I welcome the opportunity to listen to your challenge and see if we at Berman Larson Kane can recommended a cost effective solution.  Bob Larson, CPC,  President Berman Larson Kane 201-556-2887 or email Larson@jobsbl.com .  Thank you for your past support.

 

 

 

 

 

 

 

 

 

 

 

Common Sense Job Looking Tips

Posted by boblarson on

So you are totally involved in the interview cycle….my best advice is to always be yourself…it makes for a wonderful job landing experience and a great hire for your new employer… below are links to a few of my favorite getting the job tip  articles …. you can also download our FREE BLK e-book at “Get Hired”   … happy job hunting…

 

Interview Advice Articles

Strategies for Phone Interviews

Answering the Technical Question You Don’t Know

Dressing for the Interview at a Business Casual Environment

Listen Closely–And Get Ahead

How to Succeed in a Job Interview

Always Send a Thank You Note!

How to Resign from a Job

Working with a New Boss

April 2015 Career Report Issue # 182

Posted by boblarson on

Feature Story

Bob Larson, CPC President Berman Larson Kane
Bob Larson, CPC President Berman Larson Kane

5 WAYS TO USE TWITTER TO LAND A JOB

When it comes to social networking in your job search, without question, every serious professional is expected to have a well-composed LinkedIn profile. But, according to an article published by U.S. News & World Report, using LinkedIn without the benefit of additional social networks can be self-limiting.

The problem is that using LinkedIn these days is considered “in-the-box” thinking. Because everyone is there, you have less of a chance of standing out from your competition.

That said, for multiple reasons, if you want to really get a jump on your competition, your job search should include active Twitter engagement. Indeed, with a professional sounding Twitter handle, such as @[your_location]engineer or @[your_occupation]expert, you can expand your online branding and begin to be noticed by people who you would otherwise never encounter.

Here, according to the U.S. News & World Report article, are five ways to incorporate Twitter into your overall job search strategy:

  1. Shepherd people to your online content. Twitter is a great tool for driving traffic to your website or blog, helping you get discovered by people who might have otherwise never heard of you. To do this, create a tweet around a link, writing a message that encourages people to click to learn more, such as reading an interesting blog post or an article you authored. Use a short URL along with an appropriate hashtag.

 

  1. Share things you find professionally interesting. Tweet a line about an article of interest to you, along with a link to the article and a couple relevant hashtags. This way, you show you’re up to date and following and sharing the latest in your field. You gain visibility for yourself with minimum effort. 
  1. Find the latest live job openings. Many companies and recruiters flash their latest high-priority openings on Twitter. Make a point of following recruiters who specialize in your industry and job type, as well as target companies where you would like to work.

 

Moreover, you can do a simple search within Twitter for something like, “HR generalist” and “jobs NY.” Try playing around with any combination of job field, title, location and so on, and then save a set of results you like as a stream in HootSuite (hootsuite.com).

 

Another way of finding job opportunities is through the popular TweetMyJobs (tweetmyjobs.com). On this website, you can easily fill in a few fields to find jobs of interest to you and have them sent to you as more are posted. 

  1. Stay up to date with your industry and profession. Chances are good that any professional organization in your field will tweet notices of upcoming meetings, symposia and conferences. You can follow the relevant organizations to learn about these bonanza networking opportunities.

 

These organizations will also create hashtags specific to a given conference or convention. Organizers and participants will live tweet what speakers are saying, program topics and much more. You can easily build your network by simply following those people who have something interesting to say now, because these are the kind of people who will likely share insights and other things of note going forward. Plus, you learn from their tweets what people are attending. 

  1. Follow key leaders at companies of interest. Every business leader has his or her own Twitter account these days. These professionals use Twitter to promote their company’s key initiatives and comment on issues of concern. It’s an open invitation to see what’s important to them and their company when you follow those who lead the kinds of companies you seek to join.

 

Clearly, in today’s competitive marketplace, your key to success can be stretching your comfort zone to include Twitter activity. If you’re one of the many adults without an account, it’s important to establish one now. Happy hunting!

 

 

NEWS FROM BLK:

Several Job-Seekers have expressed concern about the low job creation numbers reported for March.   Our experience here at BLK has not seen a slow down in new opportunities and continue to see increase competition from clients in the IT, Sales, Marketing and Scientific niches.

 

We continue to witness an increase in long term contracting assignments as clients ramp up for major  projects

 

As for social media we share with you Bob Larson, CPC President of Berman Larson Kane featured video by Firesshaper upon completion of his 1000th hot yoga class.  You can view the link http://fireshaper.com/blog/bob-shares-journey-health-hot-yoga/ .  Well done Bob!

 

 

Publishing Junior Opportunity French Fluency Roseland, NJ

Posted by boblarson on

Job Title: Account Representative — Publishing

Desired Skills/Experience:
Native French fluency
Strong English fluency
Strong knowledge of Standard English and French grammar
Proofreading experience
User-level Microsoft Office products experience
User-level database and desktop publishing experience a plus, though job specific training will be provided
General office skills, including some light lifting
Ability to work effectively in a team-oriented environment
Ability to work effectively in fast-paced, deadline driven environment

Education:
Undergraduate degree from an accredited four-year institution

Account Representative overview:
As an entry level, contract to hire full time employee, you will be part of a team of account representatives, working with other team members and other departments to successfully complete ongoing monthly publishing projects for our international clients.

Tasks and Responsibilities:

Process client database information into company database
Review food-based specifications
Write and proofread food-based copy according to client-mandated formats
Traffic copy to other departments for translation and review
Contact clients via email and/or phone to provide customer service
General office work
You will also be required to carry out other duties that may reasonably be required of you

Client Business
Client has developed a variety of multilingual products and services to meet project requirements in any industry. Our one-stop shop has a multilingual, multicultural in-house team who provide creative design, project management, layout and publishing, translations, editorial support, software development, prepress, printing and fulfillment

forward resumes to: jobs@jobsbl.com

March 2015 Career Report #181

Posted by boblarson on

Career Report March 2015 Issue # 181 

Feature Story

DON’T EVEN THINK ABOUT LYING ON RÉSUMÉ

 You would think people seeking work would be more careful about making sure their résumés are as accurate and transparent as possible, especially since a growing number of companies now conduct extensive background checks on potential employees. But a recent study points out that lies abound in résumés, according to an article published by CBS MoneyWatch.

In fact, the national study found that close to 60 percent of company hiring managers have found lies in the résumés they’ve perused, while one-third of employers have noticed an increase in résumé “embellishments” in the post-recession job market, the article pointed out.

The survey, conducted online by Harris Poll for CareerBuilder, questioned nearly 2,200 hiring managers and human resource officials from a wide variety of companies and industries.

Here, according to the article, are some of the more common lies the survey respondents said job candidates tried to sneak past them:

  1. Embellished skill set — 57 percent
  2. Embellished responsibilities — 55 percent
  3. False dates of employment — 42 percent
  4. Untrue job title — 34 percent
  5. Fictitious academic degree — 33 percent
  6. Fake work experience — 26 percent
  7. Made-up accolades/awards — 18 percent

“Trust is very important in professional relationships, and by lying on your résumé, you breach that trust from the very outset,” Rosemary Haefner, CareerBuilder’s vice president of human resources, said in a statement cited in the article.

“If you want to enhance your résumé, it’s better to focus on playing up tangible examples from your actual experience,” she added. “Your résumé doesn’t necessarily have to be the perfect fit for an organization, but it needs to be relevant and accurate.”

The article pointed out that some industries and job sectors also seem to be more prone to having job seekers lie about their pasts and qualifications.

For example, the survey found 73 percent of employers in financial services said they found fabrications on résumés they’ve examined, followed by 71 percent in leisure and hospitality, 63 percent in information technology, 63 percent in health care (looking at companies with more than 50 employees), and 59 percent in retail.

Of particular importance, most would-be employers said they take any fabrications discovered on a job seeker’s résumé very seriously, the article noted.

According to the survey, 51 percent said they would immediately dismiss a candidate caught lying on his or her résumé. Forty percent said any dismissal would depend on what the candidate lied about, but only seven percent said they were willing to overlook falsehoods or embellishments on a résumé if they liked the job candidate.

So a word to the wise: When it comes to preparing or updating your résumé, always keep in mind that honesty is the best policy.

NEWS FROM BLK

During the short month of February we added several new contract employees.  We are very pleased to employ these specialized contractors in a variety of fields.  The flexibility of contract / project work has a high conversion rate to direct hire positions for those who seek this career path.

We are also witnessing an increase in direct hire opportunities as our clients business cycle continues to improve and addition to staffs are needed.

Talent shortages are becoming more acute in technical, sys/admin, and across the programmer spectrum.

This April we will celebrate our 35 year in business we thank all for your support.

 

 

Medical Sales, Great Benefits Tampa Fl.

Posted by boblarson on

Description:
Title: Territory Sales Manager Tampa Florida

Requirements: A BS degree or equivalent experience is desirable with a minimum of three years of proven sales experience within a business to business selling environment.

Individual must be a motivated, self-starter who can create a business plan for top customers in a territory to meet sales goals. The incumbent must be flexible in dealing with unusual situations and knowledgeable in techniques for creating, maintaining and developing strong customer relationships and sales.

Additional “know-how” for this position is acquired through an effective company administered sales training program or from direct in-depth work experience. Incumbent must demonstrate excellent sales planning, prioritization, selling, communication, research and learning, teaching, presentation, listening, interpersonal, conflict management, networking, relationship management, organizational, and time-management skills.

The incumbent must comfortably assume a leadership role among peers while assisting in their training/development and when serving as a convention coordinator. Strong computer skills are also a necessity with background in Microsoft products.

Duties: This position is responsible in working independently and setting territory and account management plans and actions in line with Company practices to meets established sales targets. The incumbent will coordinate and implement co-travels and training on Our Client products to distributors, distributor sales representatives, laboratories, group practices, general practitioners, dental personnel, schools, researchers and opinion leaders/lecturers.

Delivery of training includes co-travel with distributor representatives, one-on-one presentations, group presentations, sales meetings, and convention selling. Topics cover a wide range of areas including dental techniques, product applications, trouble-shooting, clinical/laboratory research, dental market trends, along with the use of competitive and comparative selling skills . Activities are carried out within assigned territory. Primary purpose is to influence and motivate customers to purchase and increase their use of Our Client products.

PRINCIPAL ACTIVITIES/OBJECTIVES:

1. Review territory, market, geographic, and customer data to plan and prioritize selling strategies and action plans for A&B Customers, large group practices, dealer management, and other top customers within the territory. 2. Continually research to have an on-gong comprehensive understanding of the Our Client products, dental market segments, competitor products, industry trends, dental techniques, new products, promotional activity and enhanced selling skills. 2. Arrange, facilitate, customize and execute training through group presentations to dentists, laboratory technicians, and other dental personnel by utilizing existing study clubs, dealer open houses, dental society meetings, customer lunch and learns, dental allied schools and by initiating co-sponsored seminars with laboratories and other Key Opinion Leaders. .

3. Identify and train opinion leaders, lecturers and university professors/researchers within assigned territory on the Division’s current products, new products, technical research data , new and existing technical application for the Division’s products and function as their primary contact with the Division. Coordinate activity, where applicable, with the Sales Manager, Marketing Managers, and Scientific Affairs Managers.

4. Function as a training resource on the Division’s products for all staff delivering dental services in a Managed Care or Alternative Care setting.

5. Create new user conversions as well as increase sales to current customer within the assigned territory by utilizing the Division’s sales automation and marketing services, dealer representatives, personal selling time, large clinics/laboratories, co-travels with dealer reps, written communication pieces, etc. Networking and motivation of dealer sales representatives and other Key Leaders in the territory is a critical aspect in realizing this objective. Direct calls made to core/select dentist and lab customers is also a critical aspect.

6. When detailed in the quarterly Sales Incentive Plan, fulfill the requested sales activities at schools within the assigned territory. Initiate the evaluation of the Division’s products in order to achieve staff acceptance of the product for use in university clinics.

7. Develop and maintain complete up-to-date records within the Company’s systems and processes, while also maintaining an adequate working inventory of literature, stock packages and promotional items.

8. Provide complete field reports, sales and marketing information, competitive activities, new product ideas, promotion improvements, technical inquiries. and required paperwork to the Sales Manager and Headquarters as assigned.

9. Control expenses within assigned budgets. Maintain and protect company property.

10. Follow Company practices, polices, and procedures to maintain compliance and integrity within the territory and customer base.

Resumes forward to larson@jobsbl.com

Writing Resumes that Stand Out

Posted by boblarson on
President, Berman Larson Kane
President, Berman Larson Kane

Writing Resumes that Stand Out

The most important thing to know about resumes is that you want to have one that stands out from the crowd – a resume that is singled out by recruiters, makes a great impression with employers at job fairs, and makes you feel proud to present yourself  when responding to internet job listings.

It’s easier than you think to make your resume stand out. Employers rarely receive high quality resumes, even though an average mid-sized company accumulates thousands of these documents every week. According to recruiters, typical resumes have not been proofread for basic spelling and grammar mistakes-and they include too much data or too little pertinent information. That’s why most resumes are left unread, unacknowledged, and eventually discarded.

This leaves you with a great opportunity to gain a competitive edge in the job market by writing an error-free resume. So, market your competencies in a clear and creative manner, summarize your experiences, and turn any opportunity into a bona-fide offer.

According to an article on Careerbuilder.com by Helene Lauer, an independent HR consultant, these three simple procedures will push your resume across the line from mediocrity into excellence:

Analyze your skills
First and foremost, distinguish yourself by examining what you have to offer. Do some soul searching and think about how your background relates to the skills, competencies, and qualifications that your target employers most want. Gather job-specific information by reading sample job descriptions and by interviewing others who already have these jobs. Now you are able to develop accomplishment statements that match the job you really want.

Look at each job and/or school experience you’ve had and prepare a list of your accomplishments-experiences that describe a situation that required special attention. These were the action steps that you took to solve a problem-and the result you achieved. Write out these accomplishments in detail; then rewrite them so they are concise enough for a resume, which should be limited to two pages or less. An example could the following: “Launched a product marketing program that resulted $3 million in company sales for a one-year period, contributing significantly to my employer’s revenues.”

Decide on a format
Now you must position your qualifications in an effective, appealing, and professional way. To do this, you need to first decide on the type of format you’re going to use — chronological or functional. Most employers prefer the chronological resume because it emphasizes career progression and dates of employment. The functional resume emphasizes accomplishments and eliminates the details behind the job history. This may seem like the best option for most jobseekers-until they find out that employers are likely to disregard functional resumes. Why? Because companies always need to know your employment history facts.

In reality, though, you don’t need to choose one format over the other. Instead, you can create your own resume format that integrates the best features of both styles. Experiment by organizing the pertinent and required information.

At the top, it’s a good idea to develop a summary or profile statement. You might incorporate some brief distinctive characteristics about yourself here, as well, or include them in a separate paragraph or section titled personal characteristics.

The rest of the resume could be structured in a typical chronological fashion, emphasizing real accomplishments at every past job. Or you could highlight the accomplishments that apply to the job you are targeting and include them at the beginning of the resume. Then balance the rest of your document with a chronological work history, including dates and job titles. In short, you should develop a personalized, comfortable format.

Also, don’t mention personal characteristics such as age, height and marital status. List your hobbies and interests only if you can relate them to the position you’re applying for, keep the phrase “references available upon request” off the resume, and avoid “objective” statements at the top-your objective should be clearly articulated in a well-written.

Create a Strong Visual Impression
Having settled on content and style, you should now pay attention to the visual impact of the resume.

Graphic designers and professional resume writers advise you to settle on one font style. When using boldface type, be consistent and conservative. If you are not, the reader’s eye will jump around, and the purpose of emphasizing one piece of information over others will be lost.

Many experts recommend using boldface type for job titles and leaving the names of employers in plain type. Use upper case, or capitalization, in a consistent manner, always capitalizing your name and job titles. Also, use normal margins allow for breathing room between different sections.  Beyond a few graphic recommendations like these, feel free to experiment.

You don’t have to be a creative genius to write a memorable resume. Tricks and gimmicks usually don’t work, because employers want to know who the candidates are. Understanding and expressing your marketability and presenting yourself in a professional and readable manner, will give you an extra edge.

Coping With Cubicles

Posted by boblarson on
President, Berman Larson Kane
President, Berman Larson Kane

For many otherwise happy workers, the cubicle can be one of the most annoying aspects of the modern work life. Although cubicles give the illusion of privacy, anyone who has worked in one knows that those small walls are easily penetrated by neighbors’ incessant sounds and conversations. And not only is a lack of cube etiquette a problem, but spending most of your workday sitting in a cubicle can make you feel like your muscles have seeped into your ergonomic chair.

According to an MSN Careers article on cubicles by Susan Bryant, anyone who has resided in Cubeland knows how difficult it is to work while trying to block out coworkers’ conversations. For example, Mary Rasher, a photo editor and cube dweller for the past 10 years, said “there is always someone who doesn’t quite get that if he can hear me, I can hear him. I am forever overhearing domestic tiffs, weird bodily functions, etc. I’ve been reduced to wearing earplugs so I can concentrate. Even then, someone’s voice manages to cut through the foam.”

These complaints are common, said Hilka Klinkenberg, founder of Etiquette International, a firm specializing in business etiquette. Consequently, Klinkenberg feels that professional etiquette in a cube environment must be elevated to a higher standard than in a traditional office because of workers’ close proximity. To help make your office more cube-friendly, she offered the following guidelines:

  • Give your cube mates a sense of control over their space
    When visiting someone’s cube, knock on the walls (even if this is only symbolic on a foam wall) before saying hello. Ask permission to enter someone’s cube, instead of barging in.
  • Don’t loiter in hallways
    Your conversations freefloat among people trying to make phone calls, read or write important documents, and concentrate on their work.
  • Realize that odors know no boundaries
    Your lunch, although appetizing to you, may make someone else’s stomach turn. If you eat at your desk, take your trash out promptly.
  • Be more aware of what you are saying and how loudly you are saying it
    Assume everyone within a four-cube radius can hear you. If you need to discuss a sensitive matter discreetly, try to find an empty office or private area.

Another common complaint among cube dwellers is the feeling they are getting “cube body.” What kind of effect does long-term sitting have on you? Mary Ann Paviledes, a registered nurse and massage therapist, said in the article that her clients who sit for an extended period of time often have experienced these physical repercussions:

  • Lower-back strain due to poor posture from being seated too long
  • Upper-back strain from scrunching your neck and shoulder together while talking on the phone
  • Muscle tightness in the chest area from leaning into a desk to type on a computer
  • Sluggish circulation in legs from prolonged inactivity

Fortunately, combating these problems is easy. Pavlides recommended the following exercises for relief:

  • Get up and walk every half hour. This keeps your circulation going, gives your eyes a break from your monitor and lets your whole body move.
  • Stretch your arms back over your head and arch your body into a “C.” This helps reverse the hunched-over posture you may sit in.
  • Stand up and roll back and forth in your heels and toes. This stretches leg muscles that cramp from too much sitting.
  • Find a doorway and place your forearms against the frame. Lean into the doorway and stretch your muscles. Don’t hold this position too long, though, or you might strain yourself.

Also, make sure you have an ergonomic chair with armrests you can raise and lower to get the right fit, and your desk or table should also be adjusted to a comfortable level.

Even if your cube mates are a bunch of annoying Neanderthals, and your boss thinks ergonomic chairs are for wimps, cube nirvana is still possible. Angela Houlton, a communications administrator and resident of cubeland for 11 years, maintains that cube happiness requires a “bloom where you’re planted” philosophy.

“I keep a lot of framed photographs on my desk and favorite places I’ve visited,” she said in the article. “I also am referred to as the ‘Plant Lady’ because of all the greenery at my desk. I’m even considering a small Persian-type rug to place at the entrance of my cube to cozy things up a bit. The way I see it is, if you have to live in a cube, you might as well make it comfortable.”

TREND TOWARD LIMITING WORKPLACE EMAIL

Posted by boblarson on

 

Bob Larson, CPC
Bob Larson, CPC

TREND TOWARD LIMITING WORKPLACE EMAIL

The next time you peek at your email on your “day off” give some thought to workers in Germany, where companies like Volkswagen and Deutsche Telecom have adopted policies that limit work-related email to some employees on evenings and weekends. If this can happen in precision-mad, high-productivity Germany, could it not take place in the U.S.? According to an article in The New York Times, it not only could, but it should.

Indeed, limiting workplace email seems radical, but it’s become a trend in Germany. At automaker Daimler, for example, in addition to limiting work-related email on evenings and weekends, employees can set their corporate email to “holiday mode” when they leave for vacation. Anyone who emails them gets an auto-reply saying the employee isn’t in, and offering alternate contact details. Incoming email is deleted so employees don’t return to filled inboxes.

“The idea behind it is to give people a break and let them rest,” a spokesman for German automaker Daimler told Time magazine. “Then they can come back to work with a fresh spirit.”

In contrast, in the U.S., white-collar cubicle dwellers complain about email for good reason. They spend 28 percent of their workweek slogging through the stuff, according to McKinsey Global Institute. And they check their messages 74 times a day, on average, according to Gloria Mark, an authority on workplace behavior. And lots of that checking happens at home.

Jennifer Deal, a senior research scientist at the Center for Creative Leadership, surveyed smartphone-using white-collar workers and found that most were umbilically tied to email a stunning 13.5 hours a day, well into the evening.

Some workers don’t even take a break during dinner, peeking at the phone under the table, according to research cited in the article. And many even check it in bed in the morning. What agonizes workers is the expectation that they reply instantly to a colleague or boss, no matter how ungodly the hour.

So as a matter of sheer human decency and workplace fairness, reducing the choke hold of after-hours email is a laudable goal, the article pointed out.

The few North American firms that have emulated Daimler all say it is surprisingly manageable.

At the Toronto office of Edelman, the global public relations firm, managers created the “7-to-7” rule, the article noted. Employees are strongly discouraged from emailing one another before 7 a.m. and after 7 p.m. They can check email if they want, but they’re not to send it to colleagues.

Even start-ups are experimenting with email limits. Book Riot, a website for book lovers, has eight full-time employees who mostly work remotely, in different time zones, on often hectic schedules. They all agree: Email someone whenever you want, but don’t expect a reply until the recipient is back in the office.

“It’s understood that if someone has a crazy idea at 3 a.m. and sends it, that’s their problem that it’s 3 a.m. — you respond when you want,” Rebecca Schinsky, the site’s director of content, told the newspaper. At the Boston Consulting Group, when a team of stressed-out consultants began organizing “predictable time off” — no-messaging zones during their off time — their total work hours dropped by 11 percent, yet the same amount of work was accomplished.

Why would less email mean better productivity? According to the article, it’s because, as Deal found out, endless email is an enabler. It often masks terrible management practices.

When employees send a fusillade of miniature questions via email, or “cc” every team member about every little decision, it’s because they don’t feel confident to make a decision on their own. Often, Deal found, they’re worried about getting in trouble or downsized if they mess up. In contrast, when employees are empowered, they make more judgment calls on their own, using phone calls and face-to-face chats to resolve issues.

 

When email is seen as an infinite resource, people abuse it. If a corporation constrains its use, each message becomes more valuable,  and employees become more mindful of when they write.

Granted, not all late-night email is bad. As Ms. Deal found, employees don’t like being forced to reply at 1 a.m., but they appreciate the flexibility of being able to shift some work to the evening if they choose. And they don’t mind dealing with genuine work crisis that crop up during leisure hours. At Edelman in Toronto, employees try not to bug others in the evening – but if a client emails with a time-sensitive issue, they’ll respond.

Changes to email use just can’t happen through personal behavior though, the article pointed out. The policy needs to come from the top.  If the boss regularly emails a high-priority question at 11 p.m., the real message is, “At our company, we do email at midnight.”

More than a century ago, blue-collar workers fought for a limited workday with an activist anthem: “Eight hours for work, eight hours for rest, eight hours for what we will.” According toThe New York Times article, it’s a heritage we need to restore