Executive Spotlight: How To Share Difficult News With Employees

Executive Spotlight: How To Share Difficult News With Employees

As a leader, you face unique challenges in the workplace. A common scenario you might have to navigate as an executive or manager is sharing difficult news with employees. How can you effectively communicate the difficult news while staying positive and helping your employees look to the future?

We recently asked our leading executives for their tips on how to share difficult news with employees.

Here are their responses…

Ana Smith, Talent Architect & Global Learning Strategist

Sharing difficult news with employees is never easy, but it’s important to do it in a way that is honest, compassionate, and transparent. Here are some ideas on how to do it:

  1. Prepare yourself. Please be prepared! Before you share the news, take some time to think about what you’re going to say and how you’re going to say it. Be clear and concise and avoid using jargon or technical language that your employees might not understand.
  2. Be honest, be clear. Don’t sugarcoat the news or try to make it seem like something it’s not. Be honest about the situation and what it means for your employees. It is key to create a “frequently asked questions” list to ensure that there is consistency and clarity.
  3. Be compassionate and empathetic. Remember that your employees are people with families and bills to pay. Be sensitive to their feelings and offer your support during this difficult time. Try and put yourself in their shoes and the complexity of the situation they’re going through.
  4. Be transparent. Share as much information as you can about the situation, even if it’s not all good news. The more information your employees have, the better they’ll be able to cope with the situation. When you can’t answer a question because its confidential nature requires it, call it like it is: “This is confidential and, therefore, I’m not able to disclose at this time.”
  5. Be open to questions. After you’ve shared the news, be prepared to answer your employees’ questions. Be honest and direct, and don’t try to avoid their questions.
  6. Be available for support. After you’ve shared the news, let your employees know that you’re available to support them. This could mean offering them time off, providing them with resources, or simply being there to listen.
  7. Take care of yourself. It is also important to take care of yourself in order to be in the best shape to take care of others.

Sharing difficult news with employees is never easy, but it’s important to do it in a way that is honest, compassionate, and transparent. By following these tips, you can help your employees cope with the news and move forward in a positive way.

Ana Smith helps people & organizations achieve their full talent potential by developing and co-creating people strategies and customized solutions, and turning them into impactful outcomes and collaborative relationships, using coaching as the “red thread.”

Michael Willis, Sports Business Operations Executive

Serious leader shares difficult news with employees at work

As a leader, I would plan a course of action fitting the news’s nature. Knowing that I need to have a difficult conversation with my team, I would collect as much information as possible to be a resource.

1. Arrange an urgent meeting.

As the news is known to management, getting out a statement or starting an immediate conversation is a way to deal with the situation head-on.

2. The meeting will be face to face.

To convey difficult news, the team needs to see my face and feel my empathy visually. The team might also need the support of each other.

3. Tell the truth.

Be as transparent as possible. In delivering bad news, give as much information as you can.

Please keep in mind that sometimes bad news comes from the top. And, at certain times, management will withhold information to a need-to-know basis.

4. Allow time for reactions.

Once the news has been delivered, take any questions that might be raised. This is my time to show empathy and understanding to the team. Offer any professional services that might be available.

5. A look to the future.

Briefly discuss a new path forward considering the impact of the bad news. This is a time to heal and move toward the future.

Michael Willis has 18+ years of experience working with accounting & sports organizations and has managed P&Ls of $10M – $125M+ with budgets of $3M-$50M+. He worked for the NFL for 22 1/2 years, mainly with the game officials working on the financial/accounting side of the business.

Lisa Perry, Global Marketing Executive

Leader shares difficult news with employees during a work meeting

Sharing difficult news with employees can be challenging, but it’s important to do so thoughtfully and sensitively to ensure that employees feel supported during this time. When it’s time to deliver the difficult news to employees, follow these steps to ensure you’re prepared and confident:

  1. Prepare for the conversation: Before communicating the news, take some time to prepare yourself. This might involve practicing what you want to say, thinking through potential questions or concerns employees might have, and ensuring you have all the necessary information.
  2. Choose the right time and place: Make sure you choose an appropriate time and place to share the news. Ideally, you’ll want to choose a quiet and private location where employees can feel comfortable expressing their feelings and asking questions.
  3. Be transparent and honest: It’s important to be transparent and honest when sharing difficult news with employees. Explain the situation as clearly and objectively as possible, and avoid withholding any important details that might affect their understanding of the situation.
  4. Show empathy: Show empathy and compassion towards employees who are affected by the news. Acknowledge their feelings and concerns, and let them know that you are there to support them.
  5. Provide resources: Provide employees with the resources and support they may need during this time. This could include access to counseling services or other support resources.
  6. Follow up: Following up with employees after sharing difficult news is important. It shows that you care and are committed to supporting them through this challenging time.

Overall, sharing difficult news with employees requires sensitivity and empathy. By taking the time to prepare yourself, choosing the right time and place, being transparent and honest, showing empathy, providing resources, and following up, you can help employees feel supported and cared for during this time.

Lisa Perry helps companies build leadership brands, driving loyal customers & delivering profitability. She does this through a process that builds brands consumers love. Her goal is to help companies develop, monetize, and grow their brands.

How do you share difficult news with employees? Join the conversation inside Work It Daily’s Executive Program.

How To Respectfully Decline A Job Offer (Email Examples)

How To Respectfully Decline A Job Offer (Email Examples)

Figuring out how to decline a job offer can be a bit daunting at first. You don’t want to be disrespectful or burn bridges, but you also need to make it clear that you’re no longer interested in the role. This guide will teach you how to respectfully decline a job offer without any awkwardness. […]

The post How To Respectfully Decline A Job Offer (Email Examples) appeared first on Career Sherpa.

Ghost Jobs: What They Are & Why They’re Hurting Job Seekers

Ghost Jobs: What They Are & Why They’re Hurting Job Seekers

An article recently came across my desk about a new phenomenon: “ghost jobs.” In this article, The Wall Street Journal reports that there are actually thousands and thousands of ghost jobs currently posted on job board sites.

So, what is a “ghost job”?

A “ghost job” is a job that isn’t real. It’s a job for a company that isn’t actually hiring, or at least hiring for the role advertised in the job posting. More than 1,000 hiring managers were surveyed, and 27% of them admitted that they’ve left these jobs up for over four months, never intending to fill them.

Why Hiring Managers Leave “Ghost Jobs” Up For Months

@j.t.odonnell I’ve been saying this for months! Now there is proof!!! #ghostjobs #jobsearch #jobsearchtips #careertok #jobtok #job #career #careertiktok #jobtiktok #jobs #careers ♬ original sound – J.T. O’Donnell

Over half of the hiring managers surveyed said the reason that they left the jobs up for so long was to give the impression or illusion that the company was growing. The worst part? One-third of them said they left the jobs up because they wanted to give the appearance that they were actually trying to hire to help their overworked staff.

If you’re looking for work right now, you probably realized it’s harder than you thought to find a job. And applying online is getting you nowhere. These “ghost jobs” are impossible to spot among the real job postings on job board sites.

The solution? Learn how to conduct a proactive job search.

Once you learn the better way to look for a job, you won’t have to worry about “ghost jobs” anymore. Good luck, and go get ’em!

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6 Reasons A Flexible Work Schedule Will Change Your Life

6 Reasons A Flexible Work Schedule Will Change Your Life

Having a flexible work schedule is becoming one of the most sought-after job perks. According to a survey conducted by FlexJobs, 97% of respondents said a job with flexibility would have a positive impact on their overall quality of life.

Here are a few reasons why a flexible work schedule might change your life:

1. It Can Allow You To Do What You Love Outside Of Work

Woman on laptop works a flexible work schedule

Erik Freeman, a benefits advisor representing Aflac, strongly believes today’s employees work far more hours than those of past generations. However, he lives by a different credo. “I work to live, not live to work,” he explains. “With Aflac, I create my own schedule around my life goals, like raising a family and producing rock albums with my band.”

Luis Correa, who is also a benefits advisor representing Aflac, says that working as an independent agent allows him to thrive both at work and outside of work. “It has provided me with the flexibility and financial resources to create my own schedule in a way that allows me to pursue my passions and still be fully committed to servicing my clients,” he states.

2. It Can Give You The Opportunity To Focus On Your Health

Happy man on laptop working from home with a flexible work schedule

Freeman believes having time to focus on mental health, wellness, and hobbies is huge, and his opinion is shared by many others. According to the FlexJobs survey, 79% of respondents said a flexible work schedule would make them healthier, and 87% said it would lower their stress levels.

Freeman, who once worked long hours in retail for another company, says he often went home completely exhausted from helping so many people and meeting high expectations. As a result of stress, he ended up gaining weight, losing energy, and developing harmful personal habits to cope with the stress. “If companies really want healthy employees that create efficient results, they need to take a big look at how they’re helping their employees stay up with their life goals,” he says.

3. It Helps Free Up Time For Family And Friends

Working mom holds her baby while on a flexible work schedule

For Heather Siems, a district sales coordinator representing Aflac, having the flexibility to spend ample amounts of time with her family while still working full time was a huge selling point when she accepted the opportunity with Aflac. “I knew that I wanted the flexibility as I started a family, so I could go to dance practices and soccer games but still work full time,” she says.

Having a flexible schedule as well as the ability to work from home has allowed Siems to spend more time with her family and watch her children grow.

4. It Can Give You Time To Travel

Man on laptop with a flexible work schedule works from home

Do you wish you had more time to travel? You’re not alone. More than half (58%) of FlexJobs’ survey participants said they want a flexible work schedule for that reason.

For Shyla Syverson, an Aflac benefits advisor from Montana, being able to take vacations and trips on her own time is a huge bonus. “I started working as a benefits advisor with Aflac for a variety of reasons, and one of those was for the flexibility that being an entrepreneur can offer,” she says. “As a result of really hard work and taking care of my policyholders and clients, I have been able to travel more than I ever imagined possible. I can enjoy the great outdoors of Montana and also travel the world.”

5. It Can Make You A More Productive Employee

Woman takes a break while on a flexible work schedule

Working in an office atmosphere 40 hours a week may affect your productivity. Between interruptions from co-workers, a loud atmosphere, and other distractions, it can be hard to focus on your projects. Studies show that having a flexible work schedule can actually make you a more productive employee. Having the ability to work whenever and wherever you want can help you to complete your tasks more efficiently.

Syverson says she believes workplace productivity is enhanced by a healthy time-off policy. “When an employee knows they can take time off without there being backlash or feelings of guilt, they will want to work hard for the company,” she explains.

6. It Can Make You Appreciate Your Job More

Man works from home while on a flexible work schedule

A recent study conducted by Leadership IQ revealed that people who work from home are 87% more likely to “love” their job than people who do not.

Being able to spend time with your family, having the ability to travel, and being able to pursue your passions outside of work all contribute to a solid work-life balance. This makes sense because when you are happy outside of work and productive when you are working, you are generally more satisfied.

Do you want a flexible work schedule?

These are just a few of the benefits stemming from a flexible work schedule—there are many more. Aflac offers flexible, independent contractor (or agent) roles that can give you the power to do the things YOU want to do. If you are interested in pursuing a career that allows flexibility, check out opportunities with Aflac.

Need help finding a job with a flexible work schedule?

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This post is sponsored by Aflac. Aflac agents are independent agents and are not employees of Aflac. Aflac herein means American Family Life Assurance Company of Columbus and American Family Life Assurance Company of New York. This post was originally published at an earlier date.

Risk Management Is Critical. Don’t Forget Your Third-Party Risk!

Risk Management Is Critical. Don’t Forget Your Third-Party Risk!

Most organizations understand the importance of having a comprehensive risk management program for their operations, processes, and systems. They obviously need to manage their costs to prevent financial losses, but there is much more, such as protecting the assets (including in the event of a business disruption) while complying with legal and regulatory mandates. If they don’t, they could harm their brand image, customer trust, or stakeholder confidence. When organizations proactively identify, assess, and mitigate risks, they can enhance their resilience, sustainability, and long-term success.

Most organizations can’t do it all by themselves and hire external parties (such as vendors, suppliers, or service providers) to support them with specific products/services. Any external party that plays a significant role in the organization’s environment is considered to be a third-party vendor. Each of these third-party vendors will have risks. Since they should have their own risk management program, you’re not responsible for any of their associated risks, right? Wrong! According to the Federal Reserve, “The use of service providers does not relieve a company of the responsibility to ensure that outsourced activities are conducted in a safe and sound manner and in compliance with applicable law and regulations.”

Types Of Third-Party Risk

Third-party vendor/service concept

Each of these third-party vendors has risks that may adversely impact your organization’s operations, reputation, and security. So why aren’t more organizations focused on third-party risk as much as they should be? For some, it’s because they aren’t aware or don’t fully understand the potential risks while others “trust” their third-party vendors. Either reason isn’t going to be acceptable if something bad happens and it affects your organization.

Third-party risk specifically refers to the potential risks and vulnerabilities that arise from hiring a third-party vendor. Some of the top risks that you should be aware of are:

  1. Cybersecurity risks – information security incidents and data breaches including ransomware
  2. Compliance and regulatory risks – non-compliance with various legal or regulatory regulations
  3. Operational risks – business disruptions in the event the third-party vendor is unable to deliver their products/services (e.g., if they have a material shortage) which could lead to operational inefficiencies
  4. Reputational risks – unethical practices, labor abuses, etc. that a third-party vendor does which may damage its reputation
  5. Financial risks – financial losses including penalties, litigation costs, or loss of customers

Mitigating Third-Party Risk

Risk mitigation concept

If something bad happens to your third-party vendor, you want to be as prepared as possible. Since each third-party vendor is different, how can you best mitigate these risks? Proactively implement a robust third-party risk management (TPRM) framework. Comprehensive TPRM minimizes potential risks introduced to your organization by third-party vendors who want to work with you. Some considerations are:

1. Start by doing your due diligence and completing a comprehensive analysis before signing any contract. Review third-party experience, licenses, pending legal issues, etc. The depth and formality of the due diligence will depend on the products/services the third-party will supply. Some contract items are costs, performance metrics, right to audit, data ownership, and termination rights.

NOTE: For your existing third-party vendors (already signed contract), continue with the other considerations. Consider item number one when the current contract comes up for renewal.

2. Risks can be related to compliance, operation, and reputation, to name a few. Review contractual agreements, risk assessments, compliance/regulatory requirements, business continuity/disaster recovery, etc. Do an assessment of the risks analyzing the impact and likelihood that they could occur.

3. Consider having an exit strategy detailing exit criteria and procedures to ensure data and assets are securely transferred or disposed of (just in case).

4. Perform ongoing monitoring including evaluating their financial condition and reviewing their internal and information security controls (e.g., obtaining their SOC reports).

5. Continuously evaluate and update the TPRM based on business operational changes, regulatory changes, and emerging risks.

The organization’s (internal) risk management program is critical. Because the third-party vendors have a significant role in the organization’s environment, the (external) TPRM is important too. Organizations need to address both sets of risks to effectively manage their overall risk landscape.

For more information on third-party risk, follow me on LinkedIn!

5 Interview Secrets That Will Help You Beat The Competition

5 Interview Secrets That Will Help You Beat The Competition

A lot of job seekers worry about how other candidates are performing in job interviews. However, if you are too concerned about your competition, it can affect your own performance.

After all, there is no point worrying about stuff you have no control over. You can only focus on doing your best. Having said that, here are some of our top interview secrets on how to be more confident in a job interview and stop worrying about your competitors:

1. Focus On Your Unique Abilities

Man tries to beat the competition in a job interview

We all have something we are really good at, and this is what you need to focus on during a job interview. This is your specialty—the service you provide to employers.

You are a business-of-one. In the job interview, you need to articulate how you will make or save the company money with the service you provide. Whether it is your strong analytical skills, ability to win clients, or experience in running marketing campaigns across various countries, focus on what you bring to the job and always back up your answers with examples.

2. Provide Specific And Tangible Examples

Woman tries to beat the competition in a job interview

Most people have a mediocre resume that doesn’t show recruiters why they are a strong candidate. The way to avoid that is to provide specific, tangible examples of what you’ve achieved in previous/current jobs that would be relevant to the job you’re applying for.

In a job interview, you’ll probably be asked a few behavioral interview questions that require you to provide an example in your answer. Use the “Experience + Learn = Grow” model and the STAR technique so your answers are clear, concise, and structured.

3. Use Evidence And Concrete Examples To Back Up Your Statements

Man tries to stand out from the competition in a job interview

A continuation of the previous point, it’s important to back up every statement you make with numbers. This is especially true in regard to your resume, where you should be quantifying your work experience.

Numbers are great for demonstrating your skills and expertise. Did you increase revenue or save time? How did you improve processes or procedures? How many clients did you deal with/win every month? You definitely want to have a few stories prepared related to the job description using the STAR technique.

4. Demonstrate Your Soft Skills

Woman tries to stand out from the competition in a job interview

People hire people they like. During a job interview, you’ll want to demonstrate that you have good communication skills, know how to deal with people, have integrity, and so on.

The truth is employers hire for three things: personality, aptitude, and experience. You could have the right experience for a job, but if the hiring manager doesn’t think your personality is a good fit for the company culture, you probably won’t get the job offer. So, make sure you demonstrate your soft skills to prove you’re the best candidate for the job, not just the most qualified.

5. Forget About The Competition

To make competition irrelevant in your job search, simply stop worrying about other candidates. You don’t need additional stress when looking for a job. Focus on what you can bring to the company instead.

If you’re confident in yourself and stop worrying about the things you can’t control, you’ll have the right mindset to conduct a successful job search.

Need more help with your job search?

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This article was originally published at an earlier date.


Recognizing Earth Day From A Recruiting Perspective

Recognizing Earth Day From A Recruiting Perspective

As a lifelong member of Greenpeace, an avid recycler, owner of two EVs, and a solar-powered home, I do all I can to make the planet a better place. As a recruiter, I enjoy engaging with companies who also are improving our Mother Earth. With Earth Day coming up on April 22nd, I am sharing my top four favorite ways to engage my team and show respect to the planet we call home.

Volunteer Work

Employees volunteer on Earth Day

Companies can organize volunteer events to clean litter in a park, beach, or any other public place—even sponsor a roadway litter collection and be recognized with a municipal sign. They can encourage their employees, customers, and communities to participate in these events. The EPA also has a “how-to guide” on its website.

Some employers choose to pay their employees a few hours to one day a year to volunteer for their community. Most employees would love to step outside in the sunshine and spruce up their community.

Education

Woman learns about eco-friendly and sustainable practices at work

Companies can educate their employees, customers, and communities about the importance of environmental sustainability, climate change, and how they can reduce their ecological footprint.

Before you start educating your employees, it’s important to assess the current level of sustainability and recycling. Armed with this information, you will know what to teach your employees.

Create a sustainability policy with details of your goals, expectations, and procedures. Possible topics to cover could include reducing waste, conserving energy, and using eco-friendly products.

Provide employees with training and resources on sustainability. This can include workshops, presentations, videos, and handouts. You can also create an online Earth-friendly resource center with information on best practices, recycling guidelines, and eco-friendly products.

Sustainability Initiatives

Sustainability, Earth Day, eco-friendly concept

Encourage your employees to participate in sustainability and recycling efforts. You can do this by setting up recycling bins, providing incentives for eco-friendly behavior, and recognizing employees who make an effort to reduce waste.

Companies can provide incentives for their employees to use public transportation, carpool, or bike to work, reduce the use of paper, energy, and water in their facilities, and implement recycling programs.

Publicly reward one employee per quarter or month for their recycling efforts—a social media shout-out, a reusable water thermos, or a gift card to a garden center.

Partnerships

Earth Day concept

Companies can partner with other organizations that share their environmental values, such as non-profit groups, local universities, and other businesses, to promote environmental conservation. Some non-profit partners could include Habitat for Humanity using recycled building materials, a Goodwill clothing drive, and a Soles4Souls shoe donation.

Many universities have already embraced recycling and sustainable use policies. You might be able to support their recycling drives or fundraising events to support their colleges that are making technological advances in these areas.

Finally, you’ve likely heard of the World Wildlife Fund, Oceana, and the Nature Conservancy. Conservation groups can use business partners to spread their message and encourage sustainable and respectful use of our planet’s resources.

I hope these few ideas spark some Earth-friendly, employer-sponsored initiatives for your team!

3 Steps To An Outstanding Personal Branding Statement

3 Steps To An Outstanding Personal Branding Statement

Your resume and LinkedIn profile are incredibly important to your job search. They not only speak to your past accomplishments but also act as a predictor of your future capabilities. However, these two things can’t successfully complete this task if they aren’t packed with quality information. This includes an outstanding personal branding statement.

What is a personal branding statement? It is a statement that communicates who you are in the workplace. Borrowed from the marketing world, it reflects your professional reputation.

On your LinkedIn profile, the personal branding statement is used to summarize, in just a few words, who you are, what you’ve done, and what you hope to do in your career. This is why it’s so important to take formulaic steps in order to develop one that gets the job done.

Personal Branding Statement Example And Formula

To get started, take a look at a personal branding statement that delivers the goods:

I am a community affairs manager with 10 years of experience visualizing, developing, and organizing company-wide philanthropic events, maintaining connections with hundreds of nonprofit organizations, coordinating diverse employee volunteer opportunities, and creating dynamic external and internal event communications.

Why is it successful? It gives a snapshot of your history in the field while providing branding attributes that describe what makes you successful. Also, it gives examples of previous accomplishments that offer insight into how you can help an employer succeed.

So, which formula could you use to create your own?

1. Consider Your Outlook On The World

Job seeker on laptop writing an outstanding personal branding statement

It may seem a bit far-reaching to say that your overall outlook on life can create a great personal branding statement, but in actuality, it is your outlook that has guided you to your profession and has helped you develop your talents.

So take time to write down your vision. Do you want people to communicate better with one another? Do you hope to expand the breadth of our already-expansive technology? Think about what it is that can help you create the broad umbrella encompassing all of the specific goals your personal branding statement will incorporate.

2. Think About Your Individual Goals

Professional man thinking about his career goals to write a powerful personal branding statement

Again, a personal branding statement is all about showing an employer that you have goals—and that you not only intend to achieve them in the future but already have in the past.

So, what are your career goals? How do you want to make a difference? Write down what you’d like to achieve along with those skills you possess that can help you attain your goals.

3. Look At Your Attributes And Professional History

Professional woman on laptop learning how to create a great personal brand

Finally, it’s important to recognize your brand attributes, then apply them to your professional history. To identify your attributes, come up with at least three nouns to describe yourself as a professional.

Are you a great communicator, leader, visionary, or organizer? Then drum up three sentences that round out your professional history in relation to those attributes (e.g., I have 15 years of experience leading groups through philanthropic efforts). Make sure to quantify this work experience!

After completing these goals, you’ll have enough information to create a truly outstanding personal branding statement that not only gives an employer confidence in your ability to succeed but boosts your own confidence as a top professional.

If you’re looking for a job, your personal brand determines how much you’ll stand out to potential employers in the job search. If you’re not branding yourself as a specialist, you could be hurting your chances of landing an interview. So, follow the tips above to write an outstanding personal branding statement today!

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This article was originally published at an earlier date.

21 Common Executive Interview Questions (Plus Answers)

21 Common Executive Interview Questions (Plus Answers)

To the surprise of many, there are actually a number of executive interview questions that get asked quite frequently. Despite these positions being incredibly important and holding a lot of responsibility, interviewers still have some go-to queries you need to be ready for! This list will help you prepare ahead of time, so you can […]

The post 21 Common Executive Interview Questions (Plus Answers) appeared first on Career Sherpa.

5 Big Questions To Ask Yourself Before Taking A Job

5 Big Questions To Ask Yourself Before Taking A Job

This is it. It’s the light at the end of the tunnel. After going through the hiring process, you’re offered a position. Congratulations! It’s a big accomplishment and you should be proud of yourself. However, just because you got the offer doesn’t necessarily mean you should accept it on the spot.

Think about it. Would you buy a house without considering what it means for you in the long run? Your career shouldn’t be any different. Taking a job is a huge investment for both you and your potential employer, so some serious thought needs to go into your decision.

Before you accept that job offer, ask yourself these five questions:

Is This The Role I Want To Pursue?

This question may seem like an obvious one to ask, but it’s still important. There could be a huge difference between how you view the job and how your employer views it. Take another look at the job description to make sure it is, in fact, what you want. Also, think back to how the hiring manager described the position during your job interviews. Did you like their answer when you asked them what a typical day on the job looks like?

Don’t forget to consider what you’re good at and what you actually want to do for work. Are there skills you’d really like to use on a daily basis? If so, make sure they’re a necessary part of the position. Are there skills you DON’T like using on a daily basis? If so, see if they’re required for the job, and if they are, find out how often you’d need to pull them into your work.

It’s important to know what your role will be and what will be required of you daily. This is also a good time to ask your potential employer to clarify anything for you.

Am I Going To Be Happy At This Job?

Happy professionals talk during a work meeting

Your happiness level at your job will impact your work. In MetLife’s 17th Annual Employee Benefit Trends Study, 90% of workers surveyed said their loyalty is directly tied to their happiness.

When debating whether to take the job or not, consider the environment you’d be working in as much as the work itself. Is this a place you can see yourself going to every day? Do you share the company’s core values? Do you like the company’s culture? Your happiness is key to your productivity, and it’s important to evaluate if this job will help you thrive.

Can I Meet My Employer’s Expectations?

Woman gets a job offer and takes it

You got a job offer for a reason. The hiring manager thinks you’d be a good fit for the company after looking over your resume and going through a series of interviews. They believe you can do the job, but do you believe you can?

Be honest with yourself. This is a big step for both you and your potential employer, so you want to be confident in your skills. Taking another look at the expectations of the job is never a bad thing, especially if you haven’t accepted the position yet. That way, you can gauge your skills and determine if you can meet—or even exceed—your potential employer’s expectations.

Remember, you don’t want to take a job that will be too demanding and require too much from you (resulting in poor work-life balance), but you also don’t want to take a job that will be too easy for you either. The right position for you will have a manageable workload and lots of opportunities to grow as a professional. Take the job that won’t bore you, but also won’t burn you out in six months.

How Do I Feel About My Future Boss And Co-Workers?

Professionals in a meeting at work

Think back to your in-person interview when you met your potential boss and co-workers. What were your first impressions of them? Did you think your potential boss was someone you could work for happily? Were your potential co-workers friendly and eager to get to know you?

If you take the job, you’ll be spending a lot of time with these people. It’s important to be honest about how you feel about them.

Will This Job Help Me Grow In My Career?

Man thinks about accepting a job offer

Think about your short-term and long-term career goals, then take another look at the job description. Is this job going to help you reach those goals? What will you learn in this position that will take you to the next level?

The position should help you grow as a professional. If you aren’t sure about opportunities for advancement, this time allows you to reach out to the hiring manager and ask (if you haven’t already asked about this during the interview process).

Before you take a job, remember to ask yourself these five big questions. That way, you’ll accept every job offer confidently, excited about the next chapter in your career.

Need more help with your job search?

Become a member to learn how to land a job and UNLEASH your true potential to get what you want from work!

This article was originally published at an earlier date.

Importance Of Diversity For Customer-Facing Products And Services

Importance Of Diversity For Customer-Facing Products And Services

Most people think of how diversity affects and benefits the team. Embracing diversity, equity, and inclusion (DEI) in a team is critical when fostering an inclusive and effective work environment. When we build diverse teams that value and leverage different perspectives, we drive better outcomes. The more homogenous the team is, the more “group think” you’ll potentially have—because the group has a similar thinking style. If you don’t have enough diversity, you’re more likely to be missing valuable perspectives. But when you have a diverse team, there will be perspectives that you may never have considered.

Not only does diversity (or lack thereof) affect the team, but that influence can be much further reaching and affect customer-facing products and services. How? By introducing biases (such as implicit/unconscious and conscious). If you have an unconscious bias, you’re more likely to make assumptions and assume that those assumptions are true when they’re not true. That bias can lead to marketing campaigns based on perceived customer preferences but reinforce existing biases and limit opportunities for your customers.

There are several biases that can influence how customer-facing products and services are designed, developed, marketed, and delivered, potentially resulting in unintended or unfair outcomes.

Types Of Biases

Cultural bias can lead to misunderstandings, miscommunications, or the exclusion of certain cultural groups. For example, if you’re meeting prospects, did you know that prolonged eye contact is a sign of disrespect in some cultures while people who don’t look into someone’s eyes are seen as being evasive in other cultures?

Language bias arises from differences in language, accents, or dialects. Language bias can impact communication, customer service, or product accessibility, leading to different treatment or exclusion of customers who don’t speak the primary language. For example, people who speak English have accents or pronounce certain words differently (especially regionally). How well does your voice response unit (VRU) interpret what is being said by your customers? If not very well, the customer could get frustrated if the VRU constantly misinterprets what they’re saying.

If you’re using technology to create or improve a business solution, make sure you understand the customers’ needs/wants including the associated data. Otherwise, you may inadvertently introduce data-related bias. There is a saying that data is not agnostic, so you need to know where the data comes from and what the limitations are. You’ve probably noticed that grocery stores (within the same grocery store chain) stock slightly different SKUs in different neighborhoods. If you don’t understand the targeted customers for each grocery store and properly analyze the data, you may have limited products leading to poor customer experiences.

Recognizing And Reducing Bias

Be conscious of your unconscious bias. When you’re aware of your unconscious biases and why you have them, it’s easier to notice when you’re acting on them.

So how do you recognize if there is bias? Start by examining the decision-making process for potential biases. Are there patterns of favoritism, or are certain groups consistently being overlooked? Are there patterns of differential treatment based on characteristics such as race, gender, age, religion, sexual orientation, or neurodiversity? Question the assumptions and consider alternative perspectives. Each person has a perspective based on specific knowledge which is shaped by our personality, background, and even our childhood. All of these things give us a unique and valuable perspective and make each of us different. Maximize different perspectives by having a diverse team.

Foster diversity, equity, and inclusion on your team and use it to their advantage. When you have a diverse team, there will be a much wider variety of perspectives. In addition, educate the team about different types of biases and raise awareness about unconscious bias and its potential impact on decision-making. When the collective team has a better understanding of what the various types of biases are, they have a better chance of recognizing and mitigating them when designing, developing, marketing, and delivering notable customer-facing products and services together.

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