Heres A Better Way To Deal With A Coworker You Cant Stand

Heres A Better Way To Deal With A Coworker You Cant Stand Youll undoubtedly cross paths with colleagues who irk youthroughout your career. Unfortunately, in the case of annoying co-workers, you cant simply remove them from your life. Avoiding them around the office or circumventing one-on-one meetings probably wont work either.Fortunately, theres a way to put a positive spin on the situation that stems from a counter-intuitive insight about dealing with difficult people. When we discern a quality in someone else that irks us, we can benefit from pausing to examine exactly why we have that reaction and look mora closely at what it can teach us about ourselves.The friction of interacting with an annoying co-worker actually presents a chance to cultivate essential leadership skills likeassertiveness, self-awareness and confidence.Heres a three-step approach you can try to help deal with difficult people at the office1. Identify the part who irritates you. Amidst a daily pattern of low-g rade irritation at a co-workers annoying habits and idiosyncrasies, you may not notice exactly how much he or she aggravates you on a deeper, personal level. Think about the co-worker you vent about most often to your friends or family, the one you have interactions with that derail your day or the co-worker you would never want to be stuckverzierung in a crowded elevator with. Take the time to specifically I.D. him or her internally.2. Figure outwhythis person provokes such resentment. Start by getting specific about your feelings toward this person.Rather than making overblown, blanket statements like Shes the most annoying person on earth, identify the emotions provoked. Irritation? Insignificance? Disappointment? This listcan help you find the right words to describe your feelings. Simply labeling the emotionshas a soothing cognitive effectthat allows you to embrace a solution-focused mindset.Similarly, identify the exact behaviors your co-worker does that frustrate you. Move fr om I cant stand being around him to I think its really disrespectful when she talks over people in meetings. 3. Learn to see your reaction to that person as a form of feedback.Use the other person as a mirror. Question what your reaction to that person can teach you about yourself.For instance, consider what this person is modeling for you in a how not to be way. Does juxtaposing your co-workers chronic forgetfulness with your penchant for organization and systems show you that these are strengths you want to leverage more, spurring acareer pivot?Its also possible a co-workers behavior may trigger fears or insecurities you want to work on. If a colleague annoys you because hes always stealing the spotlight, consider if its touching a concern you have about coming off as cocky if you did the same.Now flip the script Instead of simmering in upset, question whether learning to do a better job of trumpeting your own achievements is something you want to work on. Then, make it a priority to do so.This strategy of looking in the mirror, as its referred to in leadership development, may seem simple, but its not always easy. In fact, it may bring to light ways in which youre no longer willing to be mistreated (such as being yelled at or criticized), revealing how you may need tocreate stronger personal boundariesin relationships, including those with co-workers or your boss. For others, it may touch on vulnerabilities like feeling like a fraudin your job or approval-seekingat the office.These tricky emotions take bravery and courage to face. Most people spend a lot of time ignoring these challenges, missing out on the ways looking in the mirror can pave the path to lasting personal growth.--A version of this article originally appearedon Forbes.--Melody Wilding helps ambitious women and female entrepreneurs master their inner psychology for success and happiness. She teaches human behavior at The City University of New York and is a nationally recognized Master Coach w ho distills psychological insights into actionable career advice. Learn more at melodywilding.com.Fairygodboss is committed to improving the workplace and lives of women.Join us by reviewing your employer

The Lost Secret of Buy Resume for Writing Kelowna

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Healthy Workplace Staying Active - Spark Hire

Healthy Workplace Staying Active - Spark HireMounting research suggests that sitting slumped over your computer for 8 hours a day isnt a healthy habit. This isnt a huge shock to most people. However, the severity of the health threat is somewhat shocking. One attention-getting headline calls sitting the smoking of our generation, and research has linked daily inactivity to everything from back problems to diabetes to heart disease. Yikes Certainly the office isnt the only culprit (I personally lounge plenty in my off-hours as well), but encouraging employees to be active during the workday is a win-win situation for everybody. Employees get a little healthier, and employers save a little in sick days and healthcare costs. Sound good? Here are some ways to encourage activity for employee wellness.Print AwayEncourage employees to send their documents to a printer that is farther away from themacross the office, or even on a different floor. Some may be reluctant to do this because it m ight seem like they are wasting time. But, with permission and encouragement, employees will plektron up the healthy habit. The extra time spent running to the printer will pay off in increased productivity and employee wellness.Set a TimerResearch shows that just standing up and stretching every 20 minutes or so is a great healthy habit. However, it is easy to get engrossed in a project and not move for an hour or mora. Consider providing (discreet) timers to go off at intervals as reminders to get up and stretch or take a short lap around the office. A checklist of times (1000, 1030, etc.) would also make a good alternative.Designated Walking BreaksBreaks are mandatory at work, so pass around a sign-up for employee wellness groups that can go walking together during morning and afternoon breakseven lunch time. Walking with a buddy is more fun than being the only one trudging out to the sidewalkWalking MeetingsIf you followed the link at the beginning of the article, you saw Nilofe r Merchants idea of going on walks during meetings. This is a great healthy habit instead of sitting around a table for an hour, walk and talk. Employees will get real exercise, and Merchant even reports clearer thinking and better productivity while being active.Standing/Treadmill DesksStanding desks and treadmill desks are becoming increasingly popular. They are a great way to help employees stay active and work simultaneously. However, they show up at the end of this list because they are the only suggestion that would cause real planning and initial investment on the part of the office. There is no excuse to not encourage one or more of these healthy habits at your office today. A friendly email of encouragement is all it takes to improve employee wellness Good luck, and get movingHow do you encourage employee wellness and healthy habits? Leave a comment below, or send me a tweet ithinkther4iambIMAGECourtesy of Flickr byKOMUnews

Need Resume Help Try These 5 Fast Fixes

Need Resume Help Try These 5 Fast Fixes Need Resume Help Try These 5 Fast Fixes Its common to not think about your resume until you need it- which means its also common to seek out resume help only when its time for an update. Whether youre searching for a job for the first time in years, changing careers, or just doing a regular update of your career management document, there are several quick changes you can make to prove you are up to date.Remove mentions of referencesStudents and recent graduates tend to be especially guilty of including the outdated line about references available upon request.Everyone is expected to have references. Saying you have references doesnt make you seem professional or special- and it does take up valuable space.Employers will ask for references when they want them (typically right before or right after an interview). When this happens, provide a separate reference sheet.Find orphans a homeAn orphan is a genau on a line by itself. If your resume cont ains lines with orphans, rephrase them.One easy way to tighten your resume writing is to remove every instance of was. Instead of saying, Was responsible for securing donations for a fundraising auction, say Secured $12,000 worth of donations for a fundraising auction. Be brief, be specific, and eliminate the passive voice.Without orphans, your resume will be much more visually appealing.Dont spell out numbersEven small numbers, which are typically spelled out, should be presented numerically on your resume. They stand out much more that way.Save space and add clarity by writing numbers numerically.On a related note, use the percent sign instead of spelling out percent or percentage. Its much easier to read 11% at a glance than eleven percent.Another benefit to ditching spelled-out numbers is that youll gain a little space.Leave high school in the pastIf you have attended college at all- even if you didnt graduate, or havent yet- its time to take all references to high school off yo ur resume. Dont be like Uncle Rico.If, during your high school years, you did something especially relevant to a job youre applying for, you can refer to it in your cover letter or your interview.Categorize your skillsYour skills section can be one of the biggest selling points on your resume. Make sure its easy to read at a glance by sorting your skills into categories. For example, if youre applying for a marketing job, you might want to call attention to your social media skills like thisProfessional Social Media Experience Twitter, Facebook, LinkedIn, Google+, YouTube, PinterestAn effective skills section is one of your best bets for impressing an applicant tracking system, or ATS. An ATS is a type of database used by employers of all sizes to store, sort, and score resumes.Using the right resume keywords is one of the best ways to make sure an ATS will give you a high ranking. Phrase things on your resume to echo the phrasing in the job listing that interests you. For example, some photography job listings mention image editing software while others say photo editing software. The wrong phrasing may mean your keyword gets overlooked.The task of writing a resume that gets noticed by both a database and a human is one of the main reasons more and more people are seeking out resume help. Following the five steps above will make sure your resume is in top shape for thejob search.

4 Times Employee Communications Can Make or Break Your Business

4 Times Employee Communications Can Make or Break Your Business 4 Times Employee Communications Can Make or Break Your Business According to anHBR study,the second biggest influence on a companys success is effective employee communications.Wecan see this fact in action in mainstream media Elon Musks tweet about taking Tesla private welches followed by a leaked memo to staff that explained his statements and what they meant for the Tesla workforce. Earlier this year, Google employees protested the companys decision to work with the Pentagon, a project that many felt had not been accurately communicated beforehand.Inmy work with companies across industries, Ive identified four landmark events in which strategic communication is especially crucial a high-profile hire, a product launch, a merger or acquisition, and recovering from layoffs. When dealing with these situations, companies need to go beyond mass emails and trickle-down communications.Heres how they can do just that1. A Hig h-Profile HireAfter a client of mine has made an executive hire, theyll often ask me something like this We just made an offer to a CMO candidate. Any tips on sending out that email once the ink is dry?My responseRethink that approach.Employees want to know more than what they could find out on their own with a brief glance at LinkedIn. A storytelling strategy can help a business bringits new executive to life, connecting employees to their new leader on a deeper level.Some key questions to ask when creating a storytelling strategy for a high-profile hire includeWhat unique trait or experience caused us to hire this person?What do our employees value about our culture, and how will this person cultivate that aspect of the culture?What are the three things this person stands for and expects from others?Most importantly, what makes this person their fruchtwein comfortable and authentic self when in the spotlight?Consider using multimedia channels to tell a new executives story. A succ inct, well-done video can make employees feel like they know their new leader before even meeting them. A live chat session on the company intranet demonstrates that this new executive is approachable. Partner with the PR team to create a buzz in the media and share the resulting articles with employees. A coordinated unveiling creates a human connection thatbreaks the icebefore any big, down-to-business appearances.2. A Product LaunchEmployees are more likely to feel engaged at work if they understand and believe in the goals toward which they work. All too often, internal communication around a new product or service is handled as if it were outward-facing marketing or sales, which makes it easy foremployees to tune it out.To get an audience engaged, consider creative and interactive ways to putemployees in the customers shoes and humanize the problem the company or productaims to solve.For example, lets say a biopharmaceutical company is launching a new medication.The company cou ldhold an exploratorium where employees learn about the typical patients journey from diagnosis to treatment by traveling through a museum-like gallery.The same tactics used for a live event can be replicated in a virtual environment through audio, video, and interactive activities. Start by creating a daily or weekly series to pulse out different parts of the story, ending with an interview with an actual patient that speaks to employees.3. A Merger or AcquisitionCulture can eat a merger or acquisition for breakfast. When Daimler and Chrysler merged in the 1990s, a lack of cultural alignment around things like business formalities, pay, and goals caused employee satisfaction plummeted. Layoffs followed,and ultimately a sale was carried out - all within about 10 years.When two companies merge, its an exercise in creating a new culture that amalgamates the old cultures of the two companies. When an acquisition happens, one company usually sets the tone for the other organization. Re gardless of the scenario, the question becomes How can internal communications help to unify the company and minimize disruption?A communication plan for something as complex as a merger or acquisition should always starts with a unifying human element, like the companys core values.A campaign on company values in action solidifies an important set of expectations around culture and behavior. Beyond traditional tools like handbooks, consider bringing those values to a series of podcasts or videoswhere employees talk about how they put values into practice.Use internal social channels to empower employees to share their own thoughts and build on each others perspectives. Weve seen great engagement when we implement campaigns that give employees a platform.4. Recovering From LayoffsPost layoff, companies are usually grappling with one of two issuesCompany leaders are overcommunicating because they want to be transparent, which often leaves employeesoverwhelmed with information.Company leaders are undercommunicating because they are sensitive to the situation and dont want to create more disruption, which leaves employees with unanswered questions.Start from the employees point of view What do they think leadership isnt sharing? What do they think will happen next? When planning, always assess the current emotional intelligence of the business as a baseline.This isa basic concept, but more often than not, companies skip this important step during times of change.Some companies try to find that balance between over- and undercommunicating. In either case, culture-driven messages and activities must remain part of the plan. For example, we worked with a company that wanted to keep its culture in balance while going through a transition. Based on the climate at the organization, a series of engagement activities were put into action across several weeks, including a managers on-the-move program for impromptu conversations with employees, fireside chats and reverse t own halls, and even an outdoor celebration for National Hot Dog Day. These purposefully placed moments of engagement - some with key messaging, some just to listen, and some just to have fun - kept the culture in a positive space and ready for transition.- While strategic communication is important to employee engagement - and therefore to productivity, turnover, and the bottom line - in these four specificevents, it is also critical to have a communications plan in placeat all times. If you want to keep employees engaged on a daily basis, your internal communication needs just as much attention, planning, and execution as outward-facing forms of communication.Chris Viscount is head of the internal communications department atBlueprintNYC.

Why Loving Your Work Is Essential to Your Happiness

Why Loving Your Work Is Essential to Your HappinessWhy Loving Your Work Is Essential to Your HappinessAre you working more, enjoying it less, and dreading the time you spend most days at your workplace? If you answered yes to this question, take some time to explore your current career choice and consider all of the other options that your life and work have to offer. You spend a substantial portion of your life at work, dressing for work, getting to work, and thinking about work. Why not make that time as professionally and personally rewarding and fulfilling as possible? You have nothing to lose, and potentially a great deal to gain, by spending time exploring your interests, values, and options. You really, ought to want to love what you do at work. You Work Long Hours Invest Them in Work You Love The average American manager works 42 hours per week, but a substantial number of managers and professionals- three in 10, or 10.8 million people- work 49 or more hours per week. Of male managers and professionals, 4 in 10 work 49 hours. According to the U.S. Department of Labor, Bureau of Labor Statistics ...in 2014, employed people worked an average of 7.8 hours on the days they worked. More hours were worked, on average, on weekdays than on weekend days- 8.1 hours compared with 5.7 hours. On the days they worked, employed men worked 52 minutes more than employed women. This difference partly reflects womens greater likelihood of working part-time. However, even among full-time workers (those usually working 35 hours or more per week), men worked longer than women- 8.4 hours compared with 7.8 hours. The average workweek for all employees on private nonfarm payrolls was unchanged at 34.4 hours a week inMay 2017. In manufacturing, the workweek also was unchanged at 40.7 hours, while overtime edged up by 0.1 hours to 3.3 hours. The average workweek for production and nonsupervisory employees on private nonfarm payrolls edged down by 0.1 hours to 33.6 hours. Empl oyment in other major industries, including construction, manufacturing, wholesale trade, retail trade, transportation and warehousing, information, financial activities, and government, showed little change over the month. While the overall trend in working hours is down, with the average non-supervisory or production employee working 34.5 hours in 1999 as compared to 38.7 in 1964 and 34.4 in 2017, this figure is skewed by workers in services and especially retail, who are working substantially fewer hours. Remember that these hours do not include time spent dressing for work or commuting. Getting to and from work can add an additional five to 20 hours to your work week. So, when you consider all of the time you spend related to work, you are working long hours. So, you really want to love your job. You Feel as if You Are Working Harder Managers and professionals perceive that they are working harder. Combine the extra hours relating to work with the actual hours worked, and a substantial portion of your week is filled. The pace of the modern workplace is stressful. With most spouses and partners working and two schedules to balance with the needs of the family, life, in general, is stressful. Technology allows you to communicate with work twenty-four hours a day, seven days a week if needed. With email, smartphones, IMs, and laptops, is it any wonder that you feel as if you are working all of the time? Even if youre not, you have the constant potential to fill every waking hour with work. A Gallup Management Journal Survey summary reports that only one-third of U.S. employees are engaged in their work and workplace. And only about one in five say their performance is managed in a way that motivates them to do outstanding work. Employees feel rather indifferent about their job and the work they are being asked to do. Organizations are not giving them compelling reasons to stay, so it should come as no surprise that most employees (91%) say the last time t hey changed jobs, they left their company to do so. According to another Gallup report, the costs to U.S. businessesof low employee engagement arent limited to employee turnover and recruitment. Gallup found that actively disengaged employees cost the U.S. $450 billion to $550 billionper year.The attendance and dissatisfaction issues of disengaged employees make work longer, harder, and more stressful for the remaining workers. In many workplaces, fewer people are doing more work as workers are not replaced when they leave or retire. In other organizations, finding qualified staff remains problematic, especially in areas relating to engineering and other technical careers. Solutions to Ensure That You Love Your Work Now that youre convinced that youre working long hours and working hard, why not follow this prescription for making sure you love your work? If youre going to work this hard, your work must be something that you love- bonus points if you find your work is also meani ngful work.

How to Hack Office Space Planning

How to Hack Office Space PlanningHow to Hack Office Space PlanningAs organizations grow, planning for staffing and space utilization becomes critical. You need cubicles and offices for your new hires while retaining proximity for employees who work together frequently. You need to plan for common areas and conference rooms, creating an environment that fosters positivity, employee motivation, and satisfaction. When space becomes an issue, managers tend to think build more offices. Often, a less expensive space planning solution is reasonable with planning and space replan. Gaining management input for peoples needs provides a proven approach to try to stay one jump ahead of your companys growth. Accommodating What Employees Want If asked, almost every employee will tell you that they would be more comfortable, productive, and successful working without distractions in a private office. Often, the decision to use cubicles is a function of space and cost. Depending on the size of y our business, cubicles might make sense. If you are a large business with 300 or more employees on each floor, cubicles maximize square footage and allow employees to remain in neatly categorized departments. However, some find the environment stifling. This allows for the option of an open floor plan office structure, which sacrifices none of the space of cubicles and makes for a less constrictive work environment. Additionally, building codes and regulations govern some space planning decisions you make. So do aspects of employment law in such areas as employee accommodation and accessibility. Steps in Space Planning Recognize that many of the responses will be opinions, and you will need to rely on professional designers and builders for definitive answers and recommendations in space planning. While gathering employee feedback can do wonders for their satisfaction, it is worthwhile not to forget the economic aspects of the change. On large-scale projects, this will be a more important consideration. To determine whether to add-on to the current building, build up, move locations, rent space, build an office building, or redesign current space, your projected headcount for this year and next is necessary.Of this projected headcount increase, how many employees require offices and how many require cubicles?Looking at your current level of staffing, do you have the appropriate housing for each employee (e.g., do you have managers without offices)?Looking at both current and projected employees, is their access to conference rooms, lunchrooms, storage space, and restrooms appropriate? Will this change as you add new employees? List any additional thoughts you have about our space planning. Have you seen successful concepts implemented in other organizations? What else should the organization consider as the space plan is developed? Pictures of space design that have impressed you are also welcome. Send the links to the Human Resources staff. The Bottom Line Before building, you need to calculate the amount of space you truly need. Using the existing office as a starting point, consider how you could better utilize the existing square footage before tacking on additional space in the final project. Oftentimes, a simple rearrangement will find you the space you need, even if it sometimes affects the comfortability of employees. Offices vs. open space remainthe major debate although over the past 25 years, the percentage of employees working in a cubicle has increased to 70 percent, according to Robert J. Grossman in an article titled Offices vs Open Space.