I go back and forth on this. 

There is no “logical” reason why anyone should stop interviewing and searching for a job during this coronavirus outbreak. 

• We have the technology for individual and group virtual interviews. 
• There are various positions and ways to conduct roles, responsibilities and performance evaluations remotely. 
• We are in a global economy and everything that we touch is remote accessible.

Even said the above – we are also human. We see this as a financial crisis – and we inevitably shutdown both emotionally and financially in defense and with fear.

That said, I think that we will exist in a dramatically changed model in the near future, and that there are a range of opportunities that will come out of this.

The product is YOU

But, is job hunting pointless? Probably – employers are shedding long term employees to cut costs. Bringing on new ones is the last thing on their minds. But you need to stay on the radar.  You need to be using this time to be visible – so that when people are ready to hire, you are on the short list.  You need to be using this time to increase your profile, your skillset and your marketing skills.  The product you are pitching is YOURSELF.  The product you are selling is YOURSELF.  Therefore, you need to start marketing as such.

Things to be doing NOW

 These are things you can be doing NOW to see yourself as a contender when people are ready to hire:

• Practice your interview skills by videoing your own interview
  • Ask friends to interview you webcam
• Call previous co-workers and managers – to ask how they are doing and re-introduce yourself
• Keep your LinkedIn resume and profile up to date
• Post educational and procedural tips in your expertise and industry on YouTube, Facebook, LinkedIn to illustrations your expertise in that position
• Reach out to your current business networking contacts
• Continue to grow your business network contact and influence
• Attend your professional organizations and business networking meeting virtually.  Virtual meetings are on the rise and it’s currently very easy to meet new people.
• Reach out to past co-workers, managers, volunteer position and offer your services at no cost.  Find out how they are doing and how you can be of service in their time of need.
• Find out your skill gaps, and use this time to fill those gaps.  There are a plethora of online classes and certifications that you can complete.

Use this time to better position yourself for the next opportunity. Use this time to get yourself out in front of the contacts and trained for your next role.

If you need want to discuss in more detail, please setup a one-on-one consult session.

To participate in a confidential One-on-One Laser Coaching Session with Coach Laura, just click the link below, pick the session time that works for you, and sign up. Each session will include 20 minutes of Laser Coaching with time afterward for a few questions. Take advantage of this opportunity to experience coaching. Sign up now and come ready to chat. One-on-One Laser Coaching Signup

Written by Laura Rose

Author of the business and time management books: TimePeace: Making peace with time – and The Book of Answers:  105 Career Critical Situations .  Laura is a business and efficiency coach that specializes in time management, project management, and work-life balance strategies.   

These are nervous times for us all. Most of the offices and gyms temporarily closing their space because of the coronavirus recommendations, we all want to continue with our Professional and Health Goals. We don’t want this temporary lull in our regular activities to send us backwards.

The key is to stay motivated and active.

Here are some

Tips to staying Motivated and Active

Social Distance doesn’t mean Isolation.

• Use current technology to stay connected:  Call, FaceTime, Web conference, Zoom, Skype your connections with coworkers and friends.
• Setup regular on-line meetings with your managers and co-workers.  Setup one-on-one meetings to stay connected.
• Have Virtual Lunches with friends:  FaceTime or Skype with friends to plan, cook, and eat lunch/dinner together.  Schedule these healthy and nutritious lunches at least twice a week.
• Setup virtual Lunch’n Learns with your co-workers and other sibling departments as a way to share information and stay visible.
• Have Virtual Workin-workout sessions.  Facetime, Skype, etc – your workouts with friends.  You can still have your buddy-accountability partner working out with you!  Schedule these workin/workouts at least three times a week.

Get out of the box a little  – mix things up

• Use the Alphabet Game (Sample Career Alphabet game below) throughout the day to get in additional inspiration during the day.  Pick an inspirational or motivational word.  Spell it out on the Alphabet Exercise Chart.  And execute each action of that word. 
• You can create a similar Alphabet Game geared toward your physical health as well. 
• GET OUTDOORS!   Take a walk, hike, bike ride.   Get some fresh air.  Plan to meet or walk with friends (even if it’s a virtual walk at different locations).  Regularly scheduling these events will help you get into a routine and stick to your goals.

Continue to eat nutritiously

• Don’t replace gym visits with the munchies.  Get up and move for at least 30 minutes before you decide to munch.  We often snack out of habit and boredom – not because we are actually hungry.
• Don’t fall prey to chips, pretzels, and even too much popcorn as snacks.  Chose snacks that actually boost metabolism such as fresh fruits, vegetables and nuts.
• People that unnecessarily stock-pile items are creating shortages for everyone.  But don’t turn to unnatural, high-sugar and high-processed foods. Use RX Bars, RX Butter Nut spreads, Glamour Collagen sticks and VADE protein shakes to supplement meals when your regular neighborhood store items are out-of-stock. 

Download your own copy of the Career Alphabet Game HERE

Career Alphabet Game:

A:        Have lunch (virtual lunch) with a co-worker from a different department

B:        Pick a company/department challenge and come up with 3 possible solutions

C:        Video your status reports

D:        Add your photo or intro-video to your email signature

E:        Update your LinkedIn profile

F:         Update your resume

G:        Use Linkedin to request recommendations and endorsements

H:        Speak at a local professional organization (can be a virtual session or webinar)

I:          Add all your co-workers to your LinkedIn network connections       

J:         Meet with a sibling department’s manager and offer your assistance

K:        Find a mentor within your company (sibling department manager or your manager’s boss

L:         Be a mentor to someone in your department or sibling department

M:        Pick a tedious task on your list and automate or document the steps.  Then hand it off to a junior employee

N:        Pick a tedious task on your manager’s list and automate/document their steps.  Then take it off their to-do list.

O:        Say good morning to everyone in your department

P:        Say good morning to everyone in a sibling department

Q:        Speak up at the next group meeting

R:        Present a solution or alternative method at the next problem-solving meeting

S:        Look-up and remember your employees’ birthdays and work anniversary.  Add your employee’s special days on your calendar and mention it on those days

T:        Setup one-on-one meetings with your employees. 

U:        Request one-on-one meetings with your manager.

V:        Create your next 5 and 10-year Career Roadmap

W:       Re-evaluate and update your SMART goals to achieve your career goals

X:        Review the current job search terrain.  Do some window shopping and review your skillset against the current employment demands.

Y:        Update your skillset and focus to match the current employment needs

Z:         Talk to your business coach or mentor regarding your current career roadmap

If you need want to discuss in more detail, please setup a one-on-one consult session.

To participate in a confidential One-on-One Laser Coaching Session with Coach Laura, just click the link below, pick the session time that works for you, and sign up. Each session will include 20 minutes of Laser Coaching with time afterward for a few questions. Take advantage of this opportunity to experience coaching. Sign up now and come ready to chat. One-on-One Laser Coaching Signup

Written by Laura Rose

Author of the business and time management books: TimePeace: Making peace with time – and The Book of Answers:  105 Career Critical Situations .  Laura is a business and efficiency coach that specializes in time management, project management, and work-life balance strategies.   

Hello, this is Laura Lee Rose – author of the business and time management books TimePeace: Making peace with time – The Book of Answers:  105 Career Critical Situations – and I am a business and efficiency coach that specializes in time management, project management, and work-life balance strategies.   

This question came from a busy professional.

I have two employees that usually leave work at 6 pm. They are good, but I don’t like that their commitment lasts for work hours only. What should I do as a CEO?

Resetting expectations

One thing that I would recommend is to reset your business expectations.  As a CEO, you are naturally very invested in your company.  This company is “your baby”.  You receive much satisfaction on your company’s success, revenue and growth.  You are passionate about your company vision, mission and purpose!  This is your life.

This is all as it should be.  You also reap the benefits of your long hours of passion in the form of a high salary, yearly bonus, stock and company profits.

This is also a business.  As such, you pay your staff a salary based on a 6-8-hour work day.  You expect your staff to perform quality work for the pay. 

Although your employees may share your views and passion regarding the work that they do, this is a job to your employees.  They are being paid to do their job during the work hours.  This is the contract that you have with them.  Although some may choose to put in extra hours without additional compensation, they also need to live their real-lives after work.

If you expect more than that, you need to update your contract and pay them additional.

Compensation Alternatives

If you want your employees to consistently put in additional hours, you should update your employee contract with them with additional pay or alternative compensation.

Some alternative compensations or fringe benefits could include:

• Gym Subscription
• Higher or Continuing Educational Scholarships
• Additional Stock Options or Performance Bonuses
• Partnership Options or Other Advancement Opportunities
• Increase Pay through Promotions
• Flexible Work-Environment that Allows them to do additional work from home
• Day-care or After-school care of Children
• Personal Assistants that would take care of their normal daily chores to allow them to work extra hours, etc

Get to know your employees

Setup a one-on-one meeting with your employees to discover what additional compensation they would agree to, in order to work the additional hours that you need from them.  You might be surprised how little will satisfy them as compensation.  Sometimes it’s as little as showing that you appreciate them and understand that they have a busy life outside the company as well.  By showing respect and understanding in their point of view goes a long way in assuring dedication and quality performance.

If you need some help with this, please setup a one-on-one consult session.

To participate in a confidential One-on-One Laser Coaching Session with Coach Laura, just click the link below, pick the session time that works for you, and sign up. Each session will include 20 minutes of Laser Coaching with time afterward for a few questions. Take advantage of this opportunity to experience coaching. Sign up now and come ready to chat. One-on-One Laser Coaching Signup

Hello, this is Laura Lee Rose – author of the business and time management books TimePeace: Making peace with time – The Book of Answers:  105 Career Critical Situations – and I am a business and efficiency coach that specializes in time management, project management, and work-life balance strategies.   

This question came from a busy manager.

I found out that my employee is constantly going on interviews with other companies. Do I fire him?

Simple answer is “NO!”

Take this as a sign

This is an opportunity for you to evaluate both your company and your management style.  Realize that there are many reasons people “window-shop”.

• Just “window-shopping”, but aren’t really interested in moving
• To increase their business network
• To verify their worth and salary
• He may want something closer to home (which working remotely or flexible work hours would resolve)
• He may legitimate grievances that other employees share

Whatever his reason for interviewing with other companies, you will want to understand the circumstances.  Others may be having the same issues.

Interview him

Show that you appreciate his work and value his contributions.  Then find out why he is looking to work for another employer.  It may well be he is unhappy with your management style; or something entirely different.

Many issues can be resolved by a change of departments, work environment, a more challenging job position or a different role in the organization.  Also, consider the cost of attracting, hiring and training a new employee.

Isn’t it worth a chat?

Legal consequences

Consider the legal consequences for firing someone just for learning about other opportunities. If they are taking the interview on their lunch hour, during their vacation time, or after hours and it’s not causing a problem to your department operations – it’s not a good idea to just fire someone because there are rumors that they are looking for another job.

Consider the additional costs of replacement

If his skills are of use and if “removed” would mean hiring a new person, the time to attract, hire and train a new person is expensive for you (as employer). It’s cheaper for you to find out why the employee is unhappy and wants to work for someone else.

You may find that it’s actually an underlying issue that a number of your employees are experiencing, and therefore are also considering leaving.  It would be beneficial to learn and correct those before others start to leave.

It is actually more expensive to train and hire new recruits than keeping current employees “happy”. It costs in both time and money to lose key staff.

Review current job satisfaction numbers

Consider conducting an employee and job satisfaction survey throughout your organization.  Find out what everyone’s thinking about their current job, workplace and employer/employee management relationships. Conduct regular one-on-one manager meetings with each of your employees.

Employees may be bored and want more challenging jobs. They may want advancement opportunities.  They may want more autonomy or advanced educational/training opportunities.  Finding out the current employee atmosphere throughout your organization (now) may save you an exodus later.

 If you need some help with this, please setup a one-on-one consult session.

To participate in a confidential One-on-One Laser Coaching Session with Coach Laura, just click the link below, pick the session time that works for you, and sign up. Each session will include 20 minutes of Laser Coaching with time afterward for a few questions. Take advantage of this opportunity to experience coaching. Sign up now and come ready to chat. One-on-One Laser Coaching Signup

Hello, this is Laura Lee Rose – author of the business and time management books TimePeace: Making peace with time – The Book of Answers:  105 Career Critical Situations – and I am a business and efficiency coach that specializes in time management, project management, and work-life balance strategies.   

I found out that my employee is constantly going on interviews with other companies. Do I fire him?

NO!

Take this as a sign

This is an opportunity for you to evaluate both your company and your management style.  Realize that there are many reasons people “window-shop”. 

• Just “window-shopping”, but aren’t really interested in moving
• To increase their business network
• To verify their worth and salary
• He may want something closer to home (which working remotely or flexible work hours would resolve)
• He may legitimate grievances that other employees share

Whatever his reason for interviewing with other companies, you will want to better understand the circumstances.

Interview him

Show that you appreciate his work and value his contributions.  Then find out why he is looking to work for another employer.  It may well be he is unhappy with your management; or something entirely different.

Many issues can be resolved by change of departments, work environment, a more challenging job position or a different role in the organization.  Also, consider the cost of attracting, hiring and training a new employee. Isn’t it worth first investigating?

Legal consequences

Consider the legal consequences for firing someone for just for learning about other opportunities. If they are taking the interview on their lunch hour, during their vacation time, or after hours and it’s not causing a problem to your department operations – it’s not a good idea to just fire someone because there are rumors that they are looking for another job.

Consider the additional costs of replacement

If his skills are of use and if “removed” would mean hiring a new person, the time to attract, hire and train a new person is expensive for you (as employer). It’s cheaper for you to find out why the employee is unhappy and wants to work for someone else.

You may find that it’s actually an underlining issue that a number of your employees are experiencing, and therefore are also considering leaving.  It would be beneficial to learn and correct those before others start to leave.

It is actually more expensive to train and hire new recruits than keeping current employees “happy”. It costs in both time and money to lose key staff.

Review current job satisfaction numbers

Consider conducting an employee and job satisfaction survey throughout your organization.  Find out what everyone is thinking about their current job, workplace and employer/employee management relationships. Conduct regular one-on-one manager’s meetings with each of your employees.

Employees may be bored and want more challenging jobs. They may want advancement opportunities.  They may want more autonomy or advanced educational/training opportunities.  Finding out the current employee atmosphere throughout your organization (now) may save you an exodus later.

 If you need some help with this, please setup a one-on-one consult session.

To participate in a confidential One-on-One Laser Coaching Session with Coach Laura, just click the link below, pick the session time that works for you, and sign up. Each session will include 20 minutes of Laser Coaching with time afterward for a few questions. Take advantage of this opportunity to experience coaching. Sign up now and come ready to chat. One-on-One Laser Coaching Signup

Hello, this is Laura Lee Rose – author of the business and time management books TimePeace: Making peace with time – The Book of Answers:  105 Career Critical Situations – and I am a business and efficiency coach that specializes in time management, project management, and work-life balance strategies.   

This question came from a busy professional.

How do I tell my boss that my resignation letter was just a way to push for more salary and not actually resigning? They’re taking it seriously.

Sadly, if you had asked me my opinion before you sent the letter, I would have advised NOT TO LIE about your intentions.  Your boss and company have no other course than to take your resignation letter seriously.  It was a mistake to manipulate your coworkers and management.  But everyone makes bad judgments every once and awhile.

So – Let’s see what we can do now.  A quick review of your actions and consequences:

1. You wanted a higher salary
2. To get this, you wrote a resignation letter
3. Your boss took it seriously
4. Your employer now expects you to leave

Possible outcomes

1. Explain to your boss why you wrote the letter.
   1. You have now admitted to lying or trying to manipulate him or her
   2. Your previous actions may now come under suspicion or review
   3. HR and anyone else involved may gave started reorganization and hiring steps because of your scheme
   4. Your scheme may have cost your manager and HR time, effort and money
   5. Your relationship with your team, your boss and management will change
2. Go through with your resignation but offer to stay as long as they need to replace you
   • This may allow you to continue to work
   • This may give you time to smooth over any awkward situations or see other opportunities to turn things around
   • This may give you time to research within the company (but different department) for a higher paying position
   • This may give you time to interview external companies for a higher paying position
3. They may not accept your offer to stay to work with your replacement.
   • They may choose to escort you off the premises
   • Keep your attitude professional and reiterate your offer to assist your replacement
   • Invite them to call you at any time for your assistance
   • Leave on a friendly note and tell them that you hope to work with them in the future

Stay Professional

Even though the resignation bluff was not a very professional move, you can move forward professionally.

This was definitely a mistake, but there are things you can learn from this moving forward.

Next Time

Next time, be transparent with your desires.  Outline your outstanding performance, all positive customer reviews, data on your increased revenues or decreases costs on the company behalf.  In short, outline legitimate reasons for your salary increase.

If your manager is not in the position to increase your salary “now”, discuss options to re-evaluate in 6 months or 8 months.  During that time do the following:

• Work with your manager to outline things you need to accomplish to achieve a salary increase
• Discuss manager’s discretionary powers (things the manager can handle without executive interference)
  • Flex time
  • Additional comp time or vacation days
  • Reimbursement for school, technical journals, local seminars or technical conferences
  • Working from home (part or full-time)
  • Reduction of hours or part-time
• Find out if your company compensates for other extraordinary activities like
  • Writing a book
  • Writing articles, whitepapers, presentation for technical conferences
  • Patenting an innovation in procedures, products, etc
  • Creating utilities or procedures that reduce costs, expenses, and manufacturing time
  • Pay for leads and referrals that leads to sales and increased revenues

Bottom line:  There are a number of legitimate and professional ways to get a salary increase. 

If you need some help with this, please setup a one-on-one consult session.

To participate in a confidential One-on-One Laser Coaching Session with Coach Laura, just click the link below, pick the session time that works for you, and sign up. Each session will include 20 minutes of Laser Coaching with time afterward for a few questions. Take advantage of this opportunity to experience coaching. Sign up now and come ready to chat. One-on-One Laser Coaching Signup

Hello, this is Laura Lee Rose – author of the business and time management books TimePeace: Making peace with time – The Book of Answers:  105 Career Critical Situations – and I am a business and efficiency coach that specializes in time management, project management, and work-life balance strategies.   

This question came from a business professional.

“I have an employee who usually reports sick about 2 days per month, but he is a good worker. Should I fire him?”

You have mentioned that he is a good worker, so I am not sure I understand the real concern here.  If this employee meets and exceeds expectations, then why automatically consider firing?  If they do all that is expected and possibly go above and beyond what is expected of them, then please focus on retaining them (versus automatically considering firing).

So, I have some questions before answer:

• Is there a pattern to his sick days?
• Does he normally work extra hours to meet deadlines without compensation?
• Do you fully understand the cost of hiring new employees versus retaining good workers?

Is there a pattern to his sick days?

If you see a consistent pattern to his sick days, perhaps he needs some regular personal time off to attend to family or personal issues.  He may have a need for regular doctor visits or a family member that needs his help with their doctor visits.  Try talking to him about his need for PTO.  You will be doing yourself and your department a disservice if you fire a valuable employee. 

If there is a legitimate, recurring event then you do have options.

• Discuss a shift switch (weekend hours) 2 days a month
• Discuss working from home 2 days a month

Does he normally work extra hours to meet deadlines without compensation?

Does this employee, even with time taken, meet or exceed the productivity of other employees?  This illustrates his efficiency and productivity.  These skillsets should be encouraged and duplicated

If you need to downsize, consider firing other unproductive employees first to show that productivity and quality is prized above attendance. That might even improve productivity of others.

If you really want to stop this behavior then you do have options.

• Offer a pay increase if the person stops doing it and get that agreement in writing.
• Create a “comp time” benefit for when the company infringes on personal time.
• Provide advancement opportunities and challenges that encourages him to mentor others in efficiency and productivity

Understand the cost of hiring new employees versus retaining good workers

Please understand the cost (in time and money) of attracting, hiring, training, and managing new recruits versus keeping valuable and dedicated employees. 

Some studies (such as SHRM) predict that every time a business replaces a salaried employee, it costs 6 to 9 months’ salary on average. For a manager making $40,000 a year, that’s $20,000 to $30,000 in recruiting and training expenses.

Consider what is included in the “real” cost of losing an employee. These factors include:

• The cost of hiring a new employee including the advertising, interviewing, screening, and hiring.
• Cost of onboarding a new person, including training and management time.
• Lost productivity—it may take a new employee one to two years to reach the productivity of an existing person.
• Lost engagement—other employees who see high turnover tend to disengage and lose productivity.
• Customer service and errors—for example new employees take longer and are often less adept at solving problems.
• Training cost—for example, over two to three years, a business likely invests 10 to 20 percent of an employee’s salary or more in training 
• Cultural impact—whenever someone leaves, others take time to ask why.

Another unintended consequence of firing a valuable employee is that others in your organization will witness this and it may start a mass exodus.

If you need want to discuss in more detail, please setup a one-on-one consult session.

To participate in a confidential One-on-One Laser Coaching Session with Coach Laura, just click the link below, pick the session time that works for you, and sign up. Each session will include 20 minutes of Laser Coaching with time afterward for a few questions. Take advantage of this opportunity to experience coaching. Sign up now and come ready to chat. One-on-One Laser Coaching Signup

Hello, this is Laura Lee Rose – author of the business and time management books TimePeace: Making peace with time – The Book of Answers:  105 Career Critical Situations – and I am a business and efficiency coach that specializes in time management, project management, and work-life balance strategies.   

This question came from a business professional.

I saw my coworker jogging after they had called in sick. Should I tell my boss?

NO for several reasons.

1. To get ahead, mind your own business
2. Don’t assume the person is doing anything wrong.
3. Nothing good will come of it

To get ahead, mind your own business

Your co-worker’s relationship with his/her boss is really none of your concern.  Stay focused on your business, your job, your role, your duties.  Be professional in all that you do and conduct yourself with elegance.  Go above and beyond your daily goals and engage in more career oriented and professional development activities.  Always do your best and don’t judge others.

Gossip and tattle-telling isn’t very professional.  And you don’t want to risk a negative label or reputation.  You don’t want to jeopardize your working relationship with your colleagues and business network.

Don’t assume the person is doing anything wrong.

Why assume that this person is doing something wrong.  You don’t know the full story:

• They may have been working long hours for several days without compensation.
• They may be exhausted and need to take this time off to recharge.
• It may also be that the employee isn’t feeling well but it’s more mental/depression than physical.  It could be that he is running to combat the depression and has a doctor’s appointment for later that morning. 

Don’t judge or assume – especially if you don’t understanding the entire scenario.

Nothing good will come of it

Lastly – what is your motivation for telling your boss?  Nothing good will come of it. 

If you are looking to advance, do it on your own talent and strengths.  Work on your relationship with your boss through your own contributions and not what others are doing or not doing. 

• Always present a positive attitude and exude confidence. 
• Always encourage and uplift co-workers. 
• Offer assistance to your colleagues.
• Don’t gossip
• Take responsibility for your own mistakes
• Don’t air dirty laundry
• Don’t lie
• Be a true professional

If you need want to discuss in more detail, please setup a one-on-one consult session.

To participate in a confidential One-on-One Laser Coaching Session with Coach Laura, just click the link below, pick the session time that works for you, and sign up. Each session will include 20 minutes of Laser Coaching with time afterward for a few questions. Take advantage of this opportunity to experience coaching. Sign up now and come ready to chat. One-on-One Laser Coaching Signup

Hello, this is Laura Lee Rose – author of the business and time management books TimePeace: Making peace with time – The Book of Answers:  105 Career Critical Situations – and I am a business and efficiency coach that specializes in time management, project management, and work-life balance strategies.   

This question came from a business professional.

I got fired for poor performance. Should I lie about the reason of it in my next job interviews?

Firstly – I would not recommend “lying” in a job interview.  The truth will most likely be discovered.  And then you will be “caught in a lie” and therefore, seen as untrustworthy and unreliable. 

Having prefaced the above, I also wouldn’t come right out and say, “I got fired due to my poor performance.”

A better option might be to say something like, “The company and I weren’t a good fit and I’m looking for employment where I can make a bigger impact.” Or “My duties and responsibilities didn’t challenge my strengths,” or something along those lines.

Contacting previous employers

Keep in mind that the potential new employer might ask you if it’s alright to contact your current or previous employers.   However, your previous employer is limited in what they can say about you and your performance. Usually the question asked by your potential employer of your former employer will be, “Would you hire him/her for a position within your company again?” The former employer will answer a simple, “Yes or No.” If the answer is “No”, then it’s up to the scruples of the old and potential new employer how much detail they will share but, if the companies are operating fairly and within the law, the conversation will not proceed beyond a simple, “Thank you for your time.”

If it is ONLY your current employer where you were fired for cause, you’re not necessarily in a bad spot. You can, on the application, simply state the new potential employer is allowed to call your current employer AFTER you have been offered a position and have started. HOWEVER, if this is a continuing issue and you have lost previous jobs due to poor performance, you may be out of luck. In that case, maybe you need to aim for employment in a different profession or go back to school, earn a degree or learn a trade. In all likelihood your educational institution *may* offer job placement assistance.

Include References

Consider including co-workers, managers and even client references on your application.  Select individuals that will provide good references on your working relationships and dedication to the job.  Although many potential employers may choose not to call upon your provided references, this give you some ammunition during the interview.   If any issues were to come up regarding your performance, you can comfortably direct the potential employer to any of your listed references.

Correcting your performance issues

One last important point is to actually take your performance evaluation seriously.  If you are serious about being successful in your career, you need to take your performance evaluations seriously.  If your poor performance was actually the reason for your firing, you need to understand the exact issue and take steps to avoid in the future.

This might mean working on your soft skills, presentation skills, technical skills, or people skills.  This might mean that you need to create more professional habits in arriving on time, preparation for meetings, or suitable conduct at the office.  This might mean that you need to secure additional degrees or certifications.

Whatever the deficiency, you need to be aware and take steps to correct.  If you don’t, history will repeat itself.

If you need want to discuss in more detail, please setup a one-on-one consult session.

To participate in a confidential One-on-One Laser Coaching Session with Coach Laura, just click the link below, pick the session time that works for you, and sign up. Each session will include 20 minutes of Laser Coaching with time afterward for a few questions. Take advantage of this opportunity to experience coaching. Sign up now and come ready to chat. One-on-One Laser Coaching Signup

Hello, this is Laura Lee Rose – author of the business and time management books TimePeace: Making peace with time – The Book of Answers:  105 Career Critical Situations – and I am a business and efficiency coach that specializes in time management, project management, and work-life balance strategies.   

This question came from a business professional.

I recently joined a new company and I’m getting the least salary among my teammates while I have more related working experience. What should I do?

This is why people are discouraged from discussing salary amongst your teammates.  Not many people feel they are getting paid what they are actually worth.  The people that have been working and loyal for many years, will resent a newbie receiving close to their salary.  A new employee, like yourself, will resent another teammates salary because he feels he has more related working experience.

Realize that you aren’t aware of everyone’s specific contributions

Many things go into a salary negotiation that you may not be privy.  Your teammate may have agreed to work undesirable hours (late shifts or weekends) in exchange for a hire salary.  They may have just received a glowing review or recommendation from an executive, customer and was instrumental to a high-profile and profitable sale.  Executives and other department managers may perceive this teammate as indispensable.

There may be many reasons why your teammate is getting a higher salary.

What you should do

In essence, you should mind your own business.  I mean that literally.  Focus on your performance.  You should make yourself indispensable.  Here are some things employers value in an employee:

1. Strong Work Ethic

Employers value employees who understand and possess a willingness to work hard. In addition to working hard it is also important to work smart. This means learning the most efficient way to complete tasks and finding ways to save time while completing daily assignments

2. Dependability and Responsibility

Employers value employees who come to work on time, are there when they are supposed to be, and are responsible for their actions and behavior. It’s important to keep supervisors abreast of changes in your schedule or if you are going to be late for any reason.

3. Possessing a Positive Attitude.

Employers seek employees who take the initiative and have the motivation to get the job done in a reasonable period of time. A positive attitude gets the work done and motivates others to do the same without dwelling on the challenges that inevitably come up in any job.

4. Adaptability

Employers seek employees who are adaptable and maintain flexibility in completing tasks in an ever-changing workplace. Being open to change and improvements provides an opportunity to complete work assignments in a more efficient manner while offering additional benefits to the corporation, the customer, and even the employee. While oftentimes employees complain that changes in the workplace don’t make sense or makes their work harder, oftentimes these complaints are due to a lack of flexibility.

5. Honesty and Integrity

Employers value employees who maintain a sense of honesty and integrity above all else. Good relationships are built on trust. When working for an employer they want to know that they can trust what you say and what you do.

6. Self – Motivated

Employers look for employees who require little supervision and direction to get the work done in a timely and professional manner. Supervisors who hire self-motivated employees do themselves an immense favor. For self-motivated employees require very little direction from their supervisors.

7. Motivated to Grow & Learn

In an ever-changing workplace, employers seek employees who are interested in keeping up with new developments and knowledge in the field. Learning new skills, techniques, methods, and/or theories through professional development helps keep the organization at the top of its field and makes the employee’s job more interesting and exciting.

8. Strong Self – Confidence

Self-confidence has been recognized as the key ingredient between someone who is successful and someone who is not. A self – confident person is someone who inspires others. A self-confident person is not afraid to ask questions on topics where they feel they need more knowledge. They feel little need to have to impress others with what they know since they feel comfortable with themselves and don’t feel they need to know everything.

9. Professionalism

Employers value employees who exhibit professional behavior at all times. Professional behavior includes learning every aspect of a job and doing it to the best of one’s ability. Professionals look, speak, and dress accordingly to maintain an image of someone who takes pride in their behavior and appearance

10. Loyalty

Employers value employees they can trust and who exhibit their loyalty to the company. Loyalty in the workforce has taken on a new meaning. Gone are the days when employees plan on starting out and retiring with the same company. It is said that most people will hold between 8 – 12 jobs throughout their career. What does this mean in terms of loyalty in today’s workforce?

Companies offering employee growth and opportunity will ultimately gain a sense of loyalty from their employees. Employees today want to feel a sense of satisfaction in their jobs and will do a good job when they feel that the employer is fair and wants to see them succeed. Although this may mean only staying for five or ten years in a position, employees can offer loyalty and make an important contribution during their time with the company.

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Asking for a raise 

Once you have made yourself indispensable, ask for a raise.  You now have confidence in your value to the company and have strong standing in requesting a raise or bonus. 

If you need want to discuss in more detail, please setup a one-on-one consult session.

To participate in a confidential One-on-One Laser Coaching Session with Coach Laura, just click the link below, pick the session time that works for you, and sign up. Each session will include 20 minutes of Laser Coaching with time afterward for a few questions. Take advantage of this opportunity to experience coaching. Sign up now and come ready to chat. One-on-One Laser Coaching Signup