John Feldmann

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    Evolving the Workplace Through Rebellious Trends

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    Over the past few years, we’ve seen a number of workplace trends develop which have taken over the headlines of nearly every career website and blog. Some, like remote and hybrid work, have resulted from the natural evolution of a post-pandemic workplace. Others, like “quiet quitting,” are simply old concepts (employee disengagement) given a catchy new name by TikTok influencers.
    But still, other trends take on a different form – one of rebellion and dissension. Today’s employees have watched the workplace change drastically in a relatively short time, and not always for the better. The current strength of a candidate’s job market and the ubiquity of trending hashtags have emboldened workers to make a few changes of their own, both to their post-pandemic work routine as well as to the way things have always been done.
    As employees continue to push boundaries, employers must now choose their battles as they determine which are really necessary to retain top talent while driving growth and profitability. Let’s look at a few workplace trends that have resulted from dissatisfaction and a desire for change.
    Coffee Badging
    Over the past year, many employers that have allowed employees to work remotely since the start of the pandemic have reversed course, now demanding a return to office. Leading the charge are high-profile companies like Google, Meta, Apple and Microsoft, all extolling the virtues of “coming together” in the office several days a week. However, some employees who have worked from home for over three years are taking issue with the requirement. Their solution? Make a brief appearance in the office just long enough for security badge records to show they were there, then head out. While some may see this as a dishonest method of gaming the system, others view it as a way for employees to take back the leverage they rightfully earned while keeping companies afloat throughout the pandemic.
    Office Peacocking
    Upon witnessing the backlash to RTO mandates, some employers are hoping to quash the rebellion by doing some redecorating. After years of working from the comfort and familiarity of their homes, employees need some extra incentive to reacclimate to an office setting. Forgoing the allure of ping-pong tables and free snacks that workers now consider way too 2010, employers have opted to overhaul their offices, replacing sterile cubicle farms with inspiring décor. These redesigned workspaces prioritize collaboration and comfort through their use of vibrant colors, plants and natural light with the intention of easing employees’ transition from home back to a corporate environment.
    Hush Tripping
    Each year, millions of paid vacation days go unused. Furthermore, when employees do take time off, 29% say they feel guilty for doing so. If only there were a way to take some much-needed time away from work without burning any PTO, all while avoiding the ire of managers and coworkers who are left to cover the workload. For some, the answer is simple – pack up and go, then work remotely while enjoying vacation time that no one needs to know about. After all, as long as work gets done, does it really matter where it gets done? And if it helps prevent a disengaged or burnt-out workforce, all the better. This trend highlights the importance of work-life balance to employees, as well as the need for open communication with managers.
    Resenteeism
    For those who don’t like their jobs, there used to only be two options – keep slugging it out or quit. Now, there’s a custom flavor for every disengaged worker’s palate. For those who are willing to complete their job duties but not go above and beyond, there’s quiet quitting. For those who want to throw a wrench in the system and go out with a bang, there’s loud quitting. But somewhere in between, there are those who are openly dissatisfied with their jobs, but unwilling or unable to make a move due to economic or job security concerns. In fact, due to recent tech layoffs and the spiraling cost of living, both quiet and loud quitters may show signs of resenteeism and stick with their current roles – a distinct departure from the Great Resignation.
    Every few months, the workplace evolves, and the ease with which we’re now able to communicate via social media has accelerated its evolution. Workers haven’t been shy about voicing their concerns and frustrations, and while employers may push back on some issues, they have had little choice but to bend in order to stay competitive. The number of viral workplace trends and hashtags over the past year demonstrates employees’ dissatisfaction and desire for change. And though we’re nearly three years removed from the COVID-19 pandemic, the workforce is caught between settling into old habits and prompting the change that should have occurred years ago. Stay tuned…the next chapter is soon to come.
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      How Remote and Hybrid Workers Can Benefit from a Return to Office

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      Over the past decade, we’ve watched much of the workforce gravitate away from the office to a remote or hybrid model. This culminated in the COVID-19 pandemic, when everyone could work from home. Now, two years later, the workforce has continued its return to normalcy, though that normal looks a bit different.
      One difference that remains a point of contention is some employers’ desire for a return to the office and the inevitable pushback by employees who have worked remotely for the past several years. After all, workers have proven they can be just as productive from home while eliminating a daily commute and improving work-life balance. So why go back now?
      It’s hard to argue the conveniences of remote work, and employers that refuse to embrace it may hinder their recruiting and retention efforts. However, for employees, there are times when the office can provide something that remote work can’t, and these intangibles may incentivize incentivize workers to embrace an RTO, even if only temporarily. Here are a few instances when working from the office can prove advantageous.
      When You’re New at the Company
      Whether you’re a recent grad just starting your career or a veteran employee changing jobs, the new employee onboarding process is a time to learn as much about the company as possible. This may include interacting with coworkers and management face to face, attending in-person meetings, or immersing yourself in the company culture. Though a comprehensive onboarding program should also have a digital component to ensure new hires feel comfortable working remotely, those who live within commuting distance of the office can use this to their advantage and make a solid first impression during their first few weeks on the job.
      When You’re Applying for a Promotion
      According to LinkedIn’s Workforce Confidence Index, in a survey of over 25,000 workers, 58% believe it’s essential to be seen by the leadership team. When applying for a promotion, this is especially true. Whether intentional or unintentional, proximity bias can cause management to show preferential treatment to those they see or interact with regularly over those who are out of sight, out of mind. While promotions should ideally be awarded based on work quality and experience, being seen regularly by leadership can sometimes carry greater weight.
      When You’re Recovering from a Mistake
      Nobody is perfect, and throughout the course of your career, mistakes are bound to happen. When they do, the best course of action is to face them head-on. Facetime in the office sends management a proactive message that you’re trying to correct your wrongdoing. While the same efforts can be made remotely, optics can speak volumes, especially when rebuilding trust with managers and coworkers.
      When You’re Planning a Career Change
      A career change can involve several different things – learning new skills, transitioning into a different role, or leaving the company. Either way, it’s a big decision and one you don’t want to regret. Interacting with employees in other roles or departments whom you wouldn’t typically encounter working remotely can help you explore possible career paths within the company while generating new ideas and creating opportunities. Though other opportunities may not exist and leaving may be the right option, the interaction the office provides can help decide this conclusively and avoid regret later.
      Of course, not all remote employees have access to an office, as employers now can expand their recruiting efforts far beyond their physical location. This, combined with advances in video conferencing software that have made it an integral part of every employee’s toolkit, ensures that remote and hybrid work remain a top workplace perk that is here to stay. However, the office still has something to offer, and employees should realize this and take advantage of it. Those who do can combine the convenience of a remote or hybrid schedule with the benefits of an occasional trip to the office in order to help achieve career success.
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      9 Do’s and Don’ts of Asking Questions in Job Interviews

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      The path from unemployment to employment has several steps, and for most, the first step after application is the job interview. The primary function of the interview is to allow the hiring manager to interact with candidates in order to determine if their qualifications and experience are a fit for the job’s requirements, as well as how they might fit into or add to the company’s culture and values.
      However, the job interview has a secondary function, but equally important for job seekers – the chance to interview the interviewer. The questions job seekers choose to ask in the interview are of paramount importance for two reasons:

      They demonstrate candidates’ preparation for the interview and interest in the job and company.
      They balance the scales in candidates’ favor, allowing them to determine if the job and company are truly a good fit for them.

      As a job seeker, choosing the right interview questions should be part of your interview preparation. Though there are many articles and blogs listing questions that candidates should ask in interviews, choosing the right ones and tailoring them to the role, the employer and your individual needs will help set you apart from the competition. Let’s look at nine best practices for asking questions in job interviews.
      1. Ask About Job Duties and Expectations
      Hiring managers love inquisitive minds. They want to know you’re interested in the role beyond what you’ve been told and that you’re anxious to learn more. Prepare questions on what the role will involve and what will be expected of you.
      2. Ask About Learning and Growth Opportunities
      Employers don’t want to hire people who are satisfied working the same job for the rest of their careers. They want to hire employees who are interested in constantly learning, growing, and evolving. Show the interviewer that this is a priority by asking about training, continuing education, and mentoring opportunities.
      3. Ask About Company Culture and Values
      Asking a generic question about a company’s culture is predictable, but tailoring the question based on elements of the culture that the company is known for or that interest you shows you’re familiar with the employer brand. Every company has values that are ingrained in their culture and essential to their employees. By showing interest in them and how they align with your values, you show that you’re interested in more than just a paycheck.
      4. Ask About Success
      Finding out how the interviewer defines success, what makes others successful at the company, and what will define success in the role for which you’re interviewing demonstrates your interest in achieving the same.
      5. Ask Follow-Up Questions
      While preparing questions in advance is essential to a successful job interview, it’s also a good idea to ask questions based on topics that you just discussed with the hiring manager. By following up on these topics later in the interview, it shows you were astute enough to take note of specific details in the conversation, and inquisitive enough to want to know more.
      6. Don’t Ask Anything That’s Easy to Research
      By asking overly simplistic questions about the company that can be answered with a quick Google search, it shows you weren’t willing to do any advance research or put any thought into preparing your questions. The same goes for questions about the role that can be answered by reading the job description.
      7. Don’t Ask About Salary or Time Off
      It’s never a good idea to convey a “what can YOU do for ME” attitude in a job interview, and calling attention to salary, benefits, or time off does just that. Though you will make the ultimate decision as to whether or not to accept an offer, keep the focus on the job, the company, and how you can contribute to both until the interviewer broaches these subjects or after an offer is made.
      8. Don’t Ask Anything Predictable
      If a question is general enough to be asked by any candidate at any job interview for any company, it’s probably not a good question. Spend time preparing your questions to ensure they are unique to your situation; they make the interviewer think and show you did your homework.
      9. Don’t Ask Anything Controversial or Negative
      If the company or one of its leaders has been in the news recently for the wrong reasons, don’t call attention to it in the job interview. Though this may be a valid reason for rejecting a job offer, posing questions to the interviewer about scandalous news or controversial topics won’t work in your favor.
      How you respond to a hiring manager’s inevitable closing interview question, “Do you have any questions for me?” can make or break your chances of landing a job offer. In addition, it’s an often-underutilized opportunity to demonstrate knowledge of and interest in the job and company, gain an advantage over your competition, and determine whether or not it’s where you want to spend the next several years of your career. By preparing questions in advance tailored around subjects that employers use as determining hiring factors, you can control the direction of the interview and, as a result, the direction of your career.
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      What’s Next For the #Quiet Hashtag Trend?

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      Nearly three years ago, we were introduced to the coronavirus. Now we have quiet quitting. Both are equally tenacious, and just when it seems we’re rid of them, they resurface in different forms. A few months ago, we learned about “quiet firing” and “quick quitting,” the first two variants of the quiet quitting trend. Now, there appears to be a new strain: “quiet constraint.”
      This practice occurs when employees intentionally withhold valuable knowledge that could benefit their colleagues. According to a recent report by Kahoot!, 58% of corporate employees and 77% of Gen Z employees are hoarding information, contributing to a culture of employee disengagement.
      As the #quiet hashtag trend rolls on, where will it stop next? It seems evident that it’s not going away any time soon, and we’ll continue to see clever alliterative terms describing workplace practices that have existed for years. Let’s look at what the future holds as we venture through the silent era.
      #QuietConsternation
      Employees can try withholding information from colleagues, but word will spread quickly. Whether it’s knowledge they acquired through their own work, or information passed on to them by a current or former coworker, others will eventually acquire it too. And when they find out it was intentionally withheld from the team, they won’t be happy. This self-serving attitude will ultimately lead to feelings of animosity and resentment among coworkers, who likely won’t stay quiet for long.
      #QuietConfrontation
      Once managers learn that employees are hoarding knowledge that could benefit the team or company, they will have little choice but to confront them and find out why. After all, workers are paid for their contributions, and failing to contribute is grounds for dismissal. A one-on-one meeting should take place in which managers stress the importance of prioritizing the team over individual interests, hopefully re-engaging workers and communicating the value of a sharing culture. This may result in one of the following two outcomes.
      #QuietCooperation
      Ideally, employees will realize that withholding info to the detriment of the team will work against them in the long run, hindering their chances for recognition, promotion, or future recommendation. As the old clichés go, together everyone achieves more (TEAM), by helping others you help yourself, no man is an island, and so on. Chances are that most employees will realize their mistakes and value their job and relationship with their coworkers enough to correct them going forward. Those who don’t will likely transition out of the department or company, leaving a more cohesive team behind.
      #QuietCapitulation
      There will always be the occasional outliers who will try to overcorrect. Whether out of spite or a genuine attempt to right past wrongs, some employees may start oversharing with coworkers, taking up valuable meeting time and inbox space with an overabundance of info, much of which will prove useless. Aside from the rare nugget of helpful information, this may leave the rest of the team asking, “Can we go back to not sharing?”
      The quiet quitting trend is a genuine phenomenon, breathing new life into old work habits through the use of hashtags and TikTok videos. As tired as we are of hearing about anything “quiet” related to the workplace, we’re continuously reminded that what’s old is new again, and those old habits die hard. Fueled by the perfect storm of shifting workplace norms and viral social media posts, the #quiet hashtag trend goes on and on, reappearing each time we think we have it contained. Hang in there…this storm can’t last forever.
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      Future Workplace Trends and Hashtags

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      I won’t ask you if you’ve heard of “quiet quitting.” I refuse. In the last half of 2022, the trending hashtag started a movement on TikTok that mysteriously went on and on like a bad case of food poisoning. Long after the topic had passed its expiration date, employment bloggers (including this one) continued writing about it, while the rest of the workforce debated whether quiet quitters were valiantly setting work/life boundaries or justifying their poor work ethic.
      A few months later, “quiet firing” began trending, and we learned how the term had been applied to employers who intentionally mistreat or neglect employees in order to prompt them to quit. Now, even “quick quitting” has replaced “job hopping” in the online workplace vernacular. For all the drivel TikTok has churned out, suddenly the platform has become a powerful tool for employees, giving them a voice they’re using to let employers know the tables have turned.
      As we head into the fourth year the world has lived with the coronavirus, the workforce shows no signs of returning to its pre-pandemic state. Regardless of how much some employers would like it to, the job market is too strong, and qualified candidates are in too high demand. But if the past year is any indication, we may very well see more catchy hashtags in the near future. After all, if we can’t control workplace trends, we can at least watch them go viral. Let’s look at a few possibilities.
      #ExtremeExiting
      In 2021, 47 million people quit their jobs in what we now know as the Great Resignation (one of the few trending terms that bores us even more than quiet quitting). Many expected these employees to come rushing back to the workforce in 2022, but it hasn’t happened. Instead, the resignations have continued, and though the pace has slowed, it’s done little to help employers who have faced an uphill battle restaffing their businesses in order to stay productive and profitable over the past two years.
      #HastyHiring
      Many employers are now faced with a difficult decision – hire fast or close up shop. For some businesses, this means relaxing their hiring requirements to accommodate a dwindling candidate pool. For others, it means not being able to provide the level of customer service they have in the past. And for nearly all, it means increased turnover rates as employees job hop their way to a higher income or better incentives offered by other employers desperate to fill roles.
      #RapidRecruiting
      More exiting and more hiring require more recruiting. But there are now nearly twice as many job openings in the U.S. as there are unemployed people, and the old “help wanted” sign doesn’t generate applications like it used to. This is where experienced recruiters and candidate sourcers will continue to prove their value to employers. As the strength of the current job market makes active recruiting (i.e., posting on job boards) less effective, employers will turn to the experts to passively recruit candidates who are currently employed in order to fill roles that once filled themselves.
      #EmployersAwakening
      More and more employers are now realizing what GM recently learned the hard way – try to get employees to return to a pre-pandemic work model and they’ll object…loudly. Insist that they return and watch them run for the door. Employees have been working remotely or hybrid for almost three years now. During that time, they have stayed productive, enjoyed the perks of a commute-free lifestyle, and prioritized work/life balance. Employers are awakening to the fact that the “new norm” is now the old routine, and those who disregard employees’ needs will soon find them working for competitors.
      None of these trends are new (at least not since the pandemic), but then neither is quiet quitting, which was known for years as employee disengagement. Regardless of what happens to the job market in the near future, two facts remain: people will continue to consume news through social media, and catchy, memorable hashtags make it a little more palatable and easier to follow and share. Will the next few months bring an #UnemploymentExodus, a #JobSeekerSurge, a #GreatRestaffing? Keep an eye on trending topics to find out!
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      5 Networking Mistakes Job Seekers Make

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      Regardless of the role or industry, nearly every job requires networking in some form in order to be successful. No matter how talented a business owner is or how in-demand his or her products are, a company can’t succeed without reaching the right people. This applies to a job search as well, as those who have successful careers typically have strong personal and professional networks and vice versa.
      Though networking, both face-to-face and online, has become a necessary staple of the job search process, some job seekers still seem to get it wrong. Of course, there are some whose products or services are so in demand that they will make connections regardless of their actions. But for most of us, networking takes time and effort, and understanding how valuable connections are made and why they’re necessary will improve job seekers’ chances of achieving career success. Let’s look at a few networking mistakes job seekers often make, and how they can damage their prospects.
      1. The Hard Seller
      The goal of networking should be to establish long-term, mutually beneficial relationships with individuals with similar interests. These relationships can then be leveraged when seeking employment, referrals, recommendations, advice, or mentoring. Certainly, networking requires some self-promotion; otherwise, it would be nearly impossible to determine who has similar backgrounds and interests. Unfortunately, some see networking as an opportunity to take self-promotion to the extreme, giving everyone they meet the “hard sell.” The goal of these hard sellers is to try to impress as many people as possible by talking about themselves as much as possible. This often produces the opposite of their intended results, as many are turned off by braggarts who show little interest in others.
      2. The Self-Server
      While hard sellers will network with anyone willing to listen to them talk about their favorite subject (themselves), self-servers are only willing to network with those who they believe can help advance their careers. Once they target someone, they may also prove to be hard sellers. However, if self-servers discover that the person they’re speaking with doesn’t have the professional clout they originally thought, they won’t waste another second before abruptly ending the conversation and searching for someone with the credentials necessary to further their career goals.
      3. The Poor Communicator
      Communication is the backbone of nearly every job, and it’s rare to find a successful employee with poor communication skills. Therefore, when networking with professionals who can help launch or advance one’s career, it’s imperative to demonstrate strong communication skills from the first interaction. Job seekers who use poor grammar, talk too much or too little or appear socially awkward or reluctant to answer questions about their background may raise concerns about their ability to communicate with coworkers, managers or clients once hired. While socializing may pose a challenge to introverts, it’s only the first of many hurdles they must clear during the job search process.
      4. The Bad First Impression
      As the saying goes, first impressions last, and making a bad first impression can be hard to overcome when networking with well-connected industry professionals. Whether it’s right or wrong, many people judge others on their appearance, and job seekers who attend networking events dressed sloppily or inappropriately are starting off on the wrong foot. Attire and grooming habits are often taken into account, as is the ability to give a proper handshake and personal introduction. Also, if alcohol is served, overindulging can be seen as a red flag and could easily kill potential job offers. Job seekers should always be cognizant of how they’re being perceived by those with whom they hope to form lasting professional relationships.
      5. Failure to Follow Up
      Oftentimes, those who are in a position to help others with their career or business goals are willing to meet at a later date or talk by phone, and will end their initial meeting with a simple “call me.” Job seekers should consider this a test to see if they can follow instructions and are truly worth the effort. Those who fail to follow up, who call at the wrong time, or who simply forget to call prove that their reliability is questionable, and recommending them for employment becomes a risk if they were to show similar unreliability at work. Also, sending a thank-you note to those who go out of their way to help is always a good practice, whereas failing to acknowledge their effort may appear selfish or inconsiderate.
      Networking is often the first step in the job search process; therefore, it should be treated with the same dedication and professionalism as job interviews or work functions. Also, networking should be viewed as a two-way street. Each party should be willing to help the other, and today’s job seeker may be tomorrow’s employer or mentor. Just like a successful career, networking can’t be achieved overnight but requires an investment in time. Those who approach it with a professional, friendly, selfless, and persistent attitude will eventually see positive results.
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      How Should Candidates Request Feedback from Employers After a Rejection?

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      For many job seekers, knowing how to progress in a job search without employer feedback can be frustrating. Interviewing takes practice, and like any skill, how can one improve without constructive criticism? In addition to possessing the knowledge and experience needed to help an employer’s business succeed, the quickest way for job seekers to become employees is to make a great impression in the application and interview process. For those to whom this doesn’t come naturally, or who are up against the stiff competition, feedback may be required in order to land their desired role.
      The simple solution to job seekers’ feedback requirement is to just ask for it. After all, employers should respect an applicant who seeks criticism and takes steps toward self-improvement, right? But there are reasons why hiring managers rarely provide feedback to candidates, as well as best practices for obtaining it. Let’s look at a few of each.
      Why Are Some Employers Reluctant to Provide Feedback?
      First, it’s important to understand why employers may be hesitant to provide feedback to candidates who aren’t hired. One reason involves legal liability. Regardless of why an employer rejects one candidate in favor of another, if the candidate who isn’t hired simply perceives the reason to be unjust and files a discrimination lawsuit, it could result in thousands of dollars in legal fees, months in court fighting the charges, and irreparable damage to the employer brand just to prove innocence. Often, it’s easier to avoid the risk by keeping hiring rationales confidential.
      A second reason is the time commitment. An employer may be looking to fill several positions in the company. Depending on the nature of the positions, each may receive dozens, if not hundreds of applications. Providing unsuccessful applicants with feedback on why they were disqualified could add weeks or months to the recruiting process. Even hiring managers with the best intentions can only help candidates if their schedule and workload allow.
      How to Ask for Feedback
      When requesting feedback from an employer, timing is important. Job seekers should make a point of following up within one day (two days at the most) to reaffirm interest and ensure their application or interview is still fresh in the hiring manager’s mind. Candidates should also respond using the same method of communication that they received the rejection (phone or email).
      When posing the initial question to an employer, job seekers should never ask why they weren’t hired. Instead, they should explain that they are looking to improve in their job search, and are seeking constructive criticism. They should then ask if the hiring manager can pinpoint any areas in the application or interview process where they were lacking and if the manager has any recommendations on how to better showcase their skills and experience when applying to future roles.
      Ending on a Positive Note
      If job seekers speak to or receive an email response from an employer who is willing to provide feedback on their application or interview, they should always keep an open mind and respond positively. Candidates should remember that employers are under no obligation to tell them why they weren’t hired. Managers who offer suggestions on how applicants can improve truly have their best interest at heart.
      Under no circumstances should job seekers act defensively or argue with a hiring manager’s feedback. This won’t change the outcome of the hiring decision and could make the manager regret trying to help the candidate in his or her job search. Also, there’s always a chance that the applicant who was hired for the position won’t work out, and the employer will need to choose a second- or third-choice candidate as a replacement. Or, the company may be looking to fill a similar role in the near future. By reacting positively to the hiring manager’s feedback and showing appreciation for his or her time, candidates leave the door open to consideration for future opportunities with the company.
      If a job applicant lacks the qualifications and experience a position requires to be successful, no amount of employer feedback regarding interview preparation or self-promotion will change the hiring outcome. However, for candidates who just need a bit of guidance on interview etiquette or how to market themselves for a particular role, a few helpful tips on where they’re lacking could be all that separates a job search that lasts several more months from one that ends shortly after their next application. Though they should be prepared to politely accept “no” for an answer, job seekers shouldn’t be afraid to ask employers for feedback after a rejection and show they are always willing to accept criticism, continue to learn, and better themselves.

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      6 Signs It’s Time to Look for a New Job

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      How long has it been since you met someone who started and ended his or her career at the same company? The days of working 40+ years for the same employer and retiring with a generous pension after years of company loyalty have been replaced with a new norm – changing jobs every few years […] More