Movin' On Up

The Boss That Binds: Building Trust With Your Manager

There are many reasons you could start working with a new boss. You’ve started a new job, and you’re ready to serve your new supervisor. Or maybe a few years into your job, the management shifts and you have to start working for a new team leader. Whatever the reason, there may be a situation where you want to start building trust with a manager.

Unfortunately, trust isn’t earned overnight. Building trust is like growing a flower. It takes time and attention to grow properly, and needs to have strong roots to keep it from toppling over. If just starting out, it can be difficult to find a place to start or know what to do. Take a deep breath and take a look at these three helpful hints to build trust with your boss.

Under Promise and Over Deliver

Too often, new employees are very eager to impress their supervisors by taking on extra responsibilities and tasks in a shorter amount of time. While it does showcase your enthusiasm and drive, you could also set yourself up for failure. If you want your boss to see your strengths and talents in the long run, make obtainable goals for yourself and aim to accomplish more.

When you strive to finish your projects early, you have the opportunity to let your manager review your final product. This way, your boss will see that you are taking an active interest in your manager’s opinions and have the ambition to create better work quality.

Be Open, Honest, and Ready

Your boss may have different managing styles; some are more hands-on while others are more inclined to delegate and expect occasional updates. No matter how your boss works, you should try to match their style. Set up a schedule of updates for your active supervisor. If you have a more hands-off manager, have your accomplishments, plans, and ideas ready for when your boss wants an update. If you’re not sure, try a scheduled 30-minute meeting with your supervisor every week or every other week to make sure you are up to date with each other.

It’s also important to explain challenges or mistakes you’ve made. Mistakes happen and a good manager will understand and work with you to get the job done.  That kind of honesty can go a long way in building trust with your boss because you will be known for being honest when asking for feedback and opinions.

Go Beyond the Shift

Take some time to learn more about your boss on a casual basis. Learning more about your manager as a person can help develop a stronger rapport, which can help strengthen communication. By getting to know a manager on a more personal level, trust is built by connecting with their points of interest. Try going out to lunch a few times to get a glimpse of how your boss is outside of work and find out more about them. When the personal connection and trust has been built, ask for feedback during informal meetings. Developing relationships can create more trust with the relationship.

Building trust with your supervisor doesn’t have to be difficult, but it does take time and patience. Trust isn’t something that can be automatically granted. You have to earn it. If you follow these simple tips on how to build that trust, it can happen naturally, and you can become a better employee at the same time. What are some stories of how you and your boss have built trust?

Do you Love Your Job? Take Our Poll

It’s February, and Valentine’s Day is just around the corner. To help celebrate the holiday of love, we’d like to know how you would treat your employer on Valentine’s Day. Tell us in the poll below.

Job Hunting for the Shy and Introverted: Networking

The outgoing and extroverted population dominates U.S. society. While various studies show different numbers, introverts in America average about 25%. Businesses are run on relationships and trying to find a job on your own can be difficult because employers tend to hire those they trust instead of taking a risk with a relative stranger. Just because you’re intimidated by the prospect of interacting with large groups of strangers or find long periods of small talk exhausting doesn’t mean you have to be at a disadvantage at finding a job. Here are some helpful hints to better understand yourself and use your strengths as a shy or introverted person to connect with others.

There’s a Difference

There is a difference between being shy and being introverted. Shyness is the fear, discomfort, or awkwardness experienced when a person is near, approaching, or being approached by other people. Introversion is a matter of energy. An introvert internalizes and processes everything around them in greater detail than extroverts, so social activities and busy schedules can greatly drain introverts. There are many different degrees and types of shyness and introversion. To many, these traits can appear to overlap, but they require different approaches when it comes to networking.

There’s a Time

For introverts, time management is key, because you shouldn’t treat networking like a marathon. Know what time of day you feel most energetic and upbeat, and schedule your networking interactions around that time of day. If you are going to a meeting or social event with several people, clear out time before and after the event to keep your energy levels up. Try relaxing on your favorite couch and listening to music, or visiting a quiet museum that’s nearby after the job fair.

For the shy person, being ready to boost confidence is crucial. Practice your elevator pitch, develop talking points, or practice with others so you can feel confident meeting with others or going to an event. Planning ahead of time will let you go at your own pace and help you move out of your comfort zone with ease.

There’s a Place

Where you choose to network can make a big impact on your networking success. For those with a more extreme case of introversion, consider making small, intimate encounters with individuals of interest instead of trying to meet as many people as you can at a seminar. It’s about making a few solid relationships and avoid thinking you have to connect with everybody. If you’re going to an event, show up early before crowds arrive to help manage your energy. This will help you meet and get to know individuals instead of trying to mingle your way into a small group or conversation.

For the shy job seeker, make a list of professionals, influencers, and peers who you feel would be great sources during your job search. Next, list them in order of difficulty to meet outside your comfort zone. When prepared and ready, you can slowly work your way from the easiest to hardest. You’ll realize most people in your desired profession enjoy helping others and are flattered when someone is interested in them and their job.

If shy job seekers attend group events, it may seem impossible to approach a circle of people talking and force yourself into that conversation. Try going around the direct method by asking the host or organizer to introduce you to people. If you know someone you’d like to speak to is attending an event, contact him or her ahead of time. If you can, bring a friend with you to the events so you can have a sense of comfort and familiarity, and someone who can encourage you to meet others.

There’s an Advantage

Whether you’re shy, introverted, or both, you have an advantage when interacting with people: listening. Use your listening talents to engage others in conversation and identify their needs. You’ll be surprised how many of the fast talking, super outgoing extroverts you meet love having someone who will just listen to them. Your listening and loyalty to their conversation can help build relationships faster.  You can then find commonalities to later follow up with to keep the relationship going.

There is nothing wrong with if you prefer to spend a quiet night curled up with a book and music. You have a long list of skills and talents that are valuable and needed at the workplace. If you are shy or introverted, let me know in the comments. I’d love to hear your perspective when looking for a job.

Tech Etiquette 2.0, Using Modern Technology in the Workplace

With technology changing and upgrading at lightning-fast speed, the increasingly diverse generations working together have to deal with the different views and customs each generation has with technology. Newer generations just entering the workforce have a different way of dealing with social media. Last year, the Kaiser Family Foundation released a study revealing teenagers spend an average of 53 hours a week engaged in electronic media, which doesn’t include the 90 minutes they spend texting every day.

It can be difficult trying to figure out what is and isn’t acceptable behavior in the workplace regarding modern technology like MP3 players, smartphones, and social media sites. If you follow this easy guide, you’ll be able to better figure out how to enjoy your gadgets without disrupting those around you.

Company Culture

It’s important to double check your company’s policies and procedures. More companies are adopting social media policies every year and it’s important to reassess what is considered acceptable use of modern technology at work. You should also be mindful of your employer’s culture and unspoken etiquette. Some companies may be more relaxed on their policies and won’t punish you for having your phone out while working. Others might block access to certain social media sites or request you leave some devices in the car.

Know When to Talk and When to Text

Emails and text messages have been great tools to save time and effort by giving you the chance to send messages to anyone, anywhere. Thanks to modern messaging, the need to attend long meetings or conference calls has been reduced. But, nothing can duplicate the real connections you get with face-to-face conversations. If you’ve sent a message to a co-worker and haven’t heard back, leave your workstation and visit your colleague.  It’s easy for text messages and emails to get overlooked in the shuffle of life, but a real phone call or office visit can guarantee your message is received.

Don’t Plug Me

Thanks to the popularity of MP3 players like Apple’s iPod, younger employees have grown accustomed to a kind of culture where headphones are used just about anywhere except in class. If your employer allows headphones while working, be courteous and inform your co-workers that you will be using them and find a reasonable volume so it won’t disrupt them as they work. When colleagues approach you, take out your headphones and devote your complete attention to them. You may feel like you can do both, but it’s a gesture of respect to take out your headphones when talking to your co-workers.

Buzzing is For Bees, Not Your Phone

You may feel like you’re doing your workmates a favor by silencing your latest ringtone, but if you leave your phone on your desk or hard surfaces near your workstation, the vibration could be heard by everyone around you. If you have to have your phone with you, turn the vibration off or put it in your pocket so the buzzing will be muffled.

Social Media is Not a Playground

Just because you use Facebook, Twitter, or a personal blog profile to talk about life on your free time, it doesn’t mean you should involve work or your co-workers without permission. What happens in social media is there forever. What you say can and sometimes will come back to find you. Think twice before updating your status or writing a post about a co-worker with an annoying laugh, obvious hairpiece, or smelly odor.

Not only can having questionable content on your social media sites negatively impact your career, it can also impact those you work with. You may not be Facebook friends with your boss, but posting a video of you and a co-worker having a blast somewhere with the caption “we should be at work, lol” could get back to your boss.

Social devices have added some complications to proper etiquette in today’s workplace, but as long as you use good judgment and have respect for your co-workers, you can enjoy your gadgets while still being professional.

To Give, or Not to Give Gifts at Work: That is the Question

In our November poll, we asked how you felt about workplace gift giving during the holidays. Almost 40% of the voters give gifts but don’t expect any in return while a close 32% wanted to, but couldn’t give gifts to so many employees in large companies. While most of the votes went toward giving without expecting anything in return, you may not be comfortable with what is or isn’t acceptable business practice for gift giving during the holiday season.

Each employer has different ideas and expectations on how they should celebrate and it can be confusing or frightening to figure out what is appropriate when giving gifts at work. The holiday hullabaloo is not lost on us, and if you follow these guidelines when considering whether or not to hand out gifts to celebrate the season, you’ll have a better chance of giving your office a little holiday cheer.

Check Guidelines and Policies

When in doubt, always check with your employer’s protocols. There could be some strict guidelines concerning holiday celebrations. This is especially important if you’re in a business where you work closely with clients, vendors, or business associates outside of your company. Several companies have detailed restrictions on giving or receiving gifts from clients outside of your employer.

An increasing trend with American employers is celebrating the holidays as a whole group so it can deter employees from one-on-one gifting. There are more employers without policies than there are with them, so be mindful of your company culture and see what is expected during the holiday season. Some workplaces may have a Secret Santa type of celebrating where workers choose the name of a fellow employee randomly and buy that person a low-cost gift. Other companies have each department throw their own lunch party to celebrate, while others have no real celebration at all.

It’s All Voluntary

The workplace is more diverse than ever. Not only are there many diverse cultures, but there are also diverse age groups working with each other. When dealing with so many different views, opting out of gift giving should be free of consequences.  You have to be sensible and respectful of your co-workers holiday beliefs. If someone doesn't want to be involved, you shouldn't make them feel badly about it.

If you don’t desire or are incapable of participating in your company’s celebrations, you shouldn’t feel pressured into it either. The majority of respondents in our poll didn’t expect anything in return, so don’t feel like you have to return the act if you receive a gift. Take pride in knowing that a co-worker or boss is expressing their appreciation of you and what you do for them. Acknowledging the gift with a thank you is sufficient.

It’s All About Inclusion, Inclusion, Inclusion

The biggest concern when it comes to office gift giving is the issue of inclusion. Nobody wants to feel left out, un-favored compared to a peer, or appear to be schmoozing to get ahead with a boss. If you want to show extra appreciation to a co-worker you have a strong relationship with, consider giving it to them outside of work so it doesn’t alienate your colleagues.  You may also want to consider avoiding impersonalized, super cheap, or generic gifts to all employees. This will characterize you as un-thoughtful and missing out on the point of the holidays.

If you want to give your boss a gift, ask your co-workers if they would like to go in as a group. It can help make the holiday work environment feel less inclusive and can establish teamwork skills among your peers. If in a leadership role, consider donating money in your teammates name to charitable organizations that they are involved with or would appreciate.

Does your employer have any gift giving policies? How are the holidays celebrated where you work? I’d love to hear some ideas on how you give gifts at work.

Do You Give Gifts to Co-Workers During the Holiday Season? Take Our Poll

What to do When You’ve Got Big Shoes to Fill

Everybody has to start somewhere. No matter what you do in your career, there will always be at least one first day at work. You could have several first days depending on what opportunities you choose. One thing that can make those first days in the workplace difficult is when you find out that the person you replaced was a highly popular company legend.

It’s not always easy filling in the shoes of the company favorite. With so many professionals spending more of their time at work, strong relationships are being built with co-workers and a new employee can sometimes be seen as an intrusion, or an outsider. You’ll need time to develop relationships and become a valued member of the team.

Here are some things to remember and put into practice so you can demonstrate to your peers and managers that you are worthy of the job, no matter who came before you.

Patience is a Virtue.

It can take time to fit in. You won’t be able to shake the “new guy” stigma overnight. Everybody was the new kid on the block at some point in their career. Be patient with your fellow co-workers and their loyalty to the former employee. It would be easy to vent frustrations about the cluttered and backwards filing system the previous favorite left you, but being respectful of the former employee will earn respect from your peers. 

Take the time to ask questions. Ask why things are done the way they were, and request feedback from those around you. With a little hard work and dedication, you can be a valuable asset to your team.

Be Yourself.

The former colleague left a special place in the minds of those at the workplace that only he or she can fill. It’s impossible for you to fit into that role, so don’t even try. This is your opportunity to create your own memories and circle of influence so your team members will remember you for your unique contributions to the company. 

You have your own personality, qualifications, and skill sets, and you need to demonstrate these to your co-workers. Figure out what needs you can meet with your various talents, and develop your own goals and objectives. Write a list of things you can offer that no one else can, then figure out how to focus within your new role.

Ease Into the New.

Changes can be met with resistance and hesitation, especially if they differ from the way they’ve been done before. Consider taking your new ideas one chunk at a time and ease your colleagues into them. Don’t push all of your new and brilliant ideas into practice all at the beginning. That will cause more friction among your team no matter how good the ideas may be.

You can also earn team approval by recognizing other’s ideas. When getting to know your fellow workers, find out what kind of changes they would like to see. Maybe some of them never spoke up because they were getting in the way of the former company legend.

Coming to a new job when your co-workers have a preconceived expectation can be frightening. But, if you just be yourself instead of trying to be someone you’re not, you can become a valuable asset to your company and earn respect from your co-workers based on your own merits.

Have you replaced an office favorite? What have you done to make your own contributions to your job?

Ghastly Tricks to Make the Office Halloween a Treat

Halloween may not be a federal holiday, but it’s still a highly popular and widely celebrated occasion. Americans spend more than $5 billion on Halloween merchandise every year, second only to Christmas in dollars spent, and Halloween celebrations continue to grow in the United States. According to the Society for Human Resource Management, more than one-third of American employers provide some sort of festivity in conjunction with Halloween.

For many, Halloween is what kicks off the holiday season and can greatly boost morale and interaction among co-workers. If you want to join the fun and spirit of this holiday while at the office, here are a few things you can do to make work a little more spooktacular.

Rules and Regulations

Before you turn your workspace into Halloween central, consider checking with your employer’s handbook, supervisors, or HR managers to learn company policies on Halloween celebrations. While there may not be any Halloween-specific guidelines for your company, there may be strict policies on attire and hair color you need to keep in mind when celebrating.

Dress for the Occasion

Be respectful of your managers and colleagues and keep in mind what you should and shouldn’t wear for Halloween. There is plenty of time after work and on weekends to wear your super scary costume, but it doesn’t mean there aren’t opportunities to don some festive additions while working. Look for ways to put Halloween colors into your work attire. Find fun and easy ways to add a little flavor to your office look for Halloween like wearing an orange and black striped tie or blouse. 

Desk Decor

Decorating your work area can be another great way to show your Halloween spirit. Spread some fake spider webs in a corner of your desk and scatter plastic spiders over it. Place a small Halloween-themed bowl or dish filled with candy next to the web for everyone to enjoy. There are several inexpensive paper Halloween decorations found at retail stores you can tape around your desk. Be mindful of those around you, keep the decorations festive, and shy away from anything too scary or gruesome.

Festive Foods

Many employees love to celebrate, especially when food is involved. There are several treats you can provide your co-workers that are cost effective and can bring you closer to those you work with. Bake a cake, put candy bugs or gummy worms in it, and place it in the office kitchen for everyone to eat. Goody bags full of assorted candies and novelty gifts like fake vampire teeth can also be used as festive Halloween treats. If you or your company is very health conscious, put fresh fruit in a plastic caldron and put it in a high-traffic area.

Despite your opinion of this holiday, respect those who do or don’t want to celebrate Halloween. You could be working with people with an array of different personal preferences, cultures, and beliefs. Starting conflicts over Halloween is missing the point of this occasion.

What interesting or different ideas have you done to celebrate Halloween at work?

Learning from "The Office"

Co-workers and employers are two aspects of work that add to company morale, fun, and sometimes challenges. Whether your office is a close-knit group who thrives off of collaboration or one that encourages independent work, there is much to be learned from those you work beside day in and day out.

One of NBC’s most popular shows features a cast of unique and entertaining characters that represent what full-time work can sometimes be like. “The Office” follows Dunder Mifflin Sabre, a paper and office supply distribution office based in Scranton, Pennsylvania. While each episode depicts a mundane storyline, countless viewers have found comfort and humor in the familiarity that is “The Office.”

Although each character on the sitcom has their faults, they each have some qualities we can emulate. Whether you showcase your individuality, love for life, or strength while at work – there’s an office character out there for you to learn from. 

Dwight Schrute
Known for his love of bears, crime fighting, and leadership, Dwight is by far one of the most eccentric of the Dunder Mifflin Sabre crew. Dwight is the top salesman and former acting manager for the office. Despite his achievements, he receives little recognition from his co-workers because of his lack of social skills and common sense. However, Dwight does an excellent job of remaining true to himself. He holds a specific set of personal and professional standards, rarely straying from them. While it’s always a good idea to leave the throwing stars and other weapons at home, there is one lesson we could all stand to learn from Dwight. Know what it is you stand for and don’t back down from it. Dwight’s antics are unpredictable but always very “him.” While his odd interests sometimes isolate him from the office, he doesn’t allow his individuality to hold him back. His stability and openness with who he is forces his co-workers to know the true Dwight – no matter how different he may be.

Michael Scott
Michael served as manager for the Scranton branch for seven years. His zest for life, though admirable, often gets him in hot water with his corporate office and employees. Michael’s tendencies to pull inappropriate pranks, offend his employees, and create awkward situations are only outweighed by his love for life and his employees. Michael takes a vested interest in the well-being of those around him; throwing birthday parties, teambuilding events, and seminars. Michael’s heart is in the right place and his employees know his interest in their lives is sincere. His approach to work reminds viewers that life is meant to be enjoyed, even while at the office.

Pam Beesly Halpert
Pam began her time at Dunder Mifflin Sabre as the receptionist, often indicating her desire to move ahead in the corporate world. She spent the first five years during her stay at Dunder Mifflin Sabre hoping for a promotion, while never voicing her goals to upper management. Eventually, Pam gained her voice as well as a new position as the office administrator. Pam is perhaps one of the most relatable characters as she struggles with developing confidence and authority in the business world. Her transformation into a leader in the office is one we can all look to for guidance and encouragement. Although it took her years to develop courage, Pam eventually took control of her own career by developing her leadership skills, asking for promotions, and taking charge.

“The Office” is one of television’s most successful shows and for good reason. It follows characters we all can relate to while inspiring viewers to have a more meaningful office life and career. Although each character on the show has serious faults, they all also have positive beliefs and behaviors we can glean from. 

Let’s be honest, our co-workers have the ability to make us better or drive us crazy during the work day. Different personalities alongside deadlines, projects, and stress can bring out some challenging scenarios. Remember to look for the positive in each person who you encounter at work. Sure, your cube mate may have an odd fascination with crime fighting but at least he’s true to who he is and gets his work done.

Mentor Up: How to Pick the Right Mentor

Whether you’ve been working for several years or are just preparing to enter the career world, traveling the path alone can be risky and hard. Surrounding yourself with people who can directly and positively impact your career is one of the key steps to take in any employment opportunity. Research shows protégés report more promotions, higher incomes, higher job and career satisfaction, and greater job involvement and commitment to a company than those not being mentored. Considering the benefits of having a mentor, the next question is how to get one. But, before asking someone to be your mentor, you need to know what to look for. So, here are some important aspects to consider in your quest for a great mentor.

Finding the right mentor.
A mentor is meant to challenge you. Do some research and find high-level managers or peers with more work experience than you. These individuals should be successful in their field, highly respected, and an all-around positive role model. Although it may be intimidating to approach such an esteemed and experienced professional, it’s important to surround yourself with people who have more knowledge than you do. The purpose of a mentor is to teach, counsel, and guide you to intelligent and beneficial career moves. Find someone who can help do just that.

Asking to be mentored.
Obviously, when selecting someone as your mentor, you need to ask them first. Begin by sharing with your potential mentor how they’ve already impacted your career, how you respect them, and why you want to learn from them. The more interest you take in a potential mentor, the more likely they will be to return the favor. However, you aren’t just asking them to guide you – you are asking for a major commitment. Make sure your mentors are willing to share their skills, knowledge, and expertise with you. Select people who seem to take a personal interest in helping you succeed rather than people who will toss you aside when their schedule gets hectic.

Having multiple mentors.
Because you’ll be choosing mentors for different qualities that put them at the top of their field, choose several. Leaders, although they may tell you different, have very little spare time to devote to full-time mentorship. Consider looking for someone in your own department, someone in another department of your company, someone in your field but with a different company, or someone that leads a charity organization you’re involved in. Having diversity in your mentors will provide you with relevant, yet different, opinions. Consider your group of mentors as your very own board of advisers.

Giving back.
Finally, remember that people don’t mentor just to be friendly. Mentoring can take a considerable amount of time, energy, and effort. Ask your mentor what you can do to help them. For some, simply seeing your appreciation and loyalty may be enough. For others, they may want to see you volunteer your time to mentor someone too. What’s most important is showing the initiative to give back to the mentor rather than simply taking from the relationship.

Moving up in an organization is increasingly challenging, however, having the right mentors by your side can help you climb the corporate ladder to success. Surround yourself with the highest quality people to create your own network of professionals.