This week is a big one. One president will leave office, while another will join. The transition of power in the United States has been quite a complicated matter. Chances are that recent events in our Capital have dominated your news feed. And, if you’re like many people, work can provide a much needed break and distraction from our current political stress.

At work, colleagues come from many different backgrounds. This diverse workforce is part of what helps make companies successful. With that said, you know your coworkers through the lens of the workplace. At home, coworkers may have very different views on topics such as money, religion, and yes, politics.

As you work this week, I would encourage you to keep in mind that those coworkers you respect for their work may have different views than yours. Discussing politics, the transition of power, or the recent events at the U.S. Capital with colleagues is risky. This may sound counterintuitive, as you may have views that feel very straightforward to you.

However, in order for these conversations to have a positive impact, a number of things must be in place. The person must share your views. You must communicate in a way that is clear and easy to understand. The person must be open to hearing your message. They must receive the message in the way you intended it.

You likely agree that there are a number of dependencies that are required for things to go well. And, if they go badly, there is potential for them to go very badly. Your colleagues may have hurt feelings. These issues are big. Their significance has a magnified impact this week. If the conversation goes badly, it has the potential to negatively change your relationship permanently.

Avoiding the topic of politics with coworkers is a better bet in January. Think of it like attending a dinner party. You often don’t know others at the dinner party well. You have a common connection: dinner. This is much like your common connection of work. Beyond dinner, the other guests may have very different views on money, religion, and politics.

The one exception to this suggestion is in the event that you work for an organization that is centered on common beliefs. For example, some organizations share their religious or political views up front. Employees know in advance that their coworkers will likely share the same views outside of the workplace.

The upcoming weeks are set to be difficult. We may be inundated in news related to the presidential inauguration and the transition of power. If it helps to discuss these topics with others, identify a friend or family member who is outside of work that you can call. The political stress we are facing is temporary, but your job is permanent. Be careful with your words this month, and you will increase the likelihood of political peace at work.

I hope these tips have helped you. Visit CopelandCoaching.com to find more tips to improve your job search. If I can be of assistance to you, don’t hesitate to reach out to me here.

Happy hunting!

Angela Copeland
@CopelandCoach

Burnout is not a badge. Yet somehow, we wear it every day as if we may get a prize. Grinding yourself down is not a contest. I wish we could all agree on this.

Productivity at work is the highest when we are rested and when we are taking care of ourselves. Unfortunately, in corporate America, we rarely recognize that. There are days when we are trying to one up each other on how little we’re taking care of ourselves. We like to talk about how we worked on the weekend or how we checked email late at night or early in the morning.

I hope that with the pandemic, we’re collectively having an opportunity to focus more on self-care. But honestly, self-care in 2020 is much more about survival than it is about thriving. It’s hard to take care of yourself when everything is in such a state of disarray.

Unfortunately, even before COVID, burnout had become a way of life. You can tell who is working the hardest based on who appears to be the most exhausted. These are sometimes the same people who are aging faster than others.

A Gallup survey found that the top five reasons for burnout are: unfair treatment at work, unmanageable workload, lack of role clarity, lack of support from the manager, and unreasonable time pressure.

When we think of burnout, we think the burned out employee must be at fault. But, the Gallup survey would suggest we should shift the focus to the employer. If you are a manager, what can you do? Harvard Business Review suggests that satisfaction and dissatisfaction aren’t on one continuum. Managers must consider both satisfaction and dissatisfaction at the same time. When you explain it this way, it makes sense. This would also suggest that burnout is linked to overall company culture. If you are a manager, it’s up to you to make a difference.

If you’re an individual contributor, I believe you also have a role to play. Be transparent with your manager about timelines. Give feedback when things are unreasonable. Push back more. Ask for help. It’s not uncommon for a manager to push until you speak up.

When possible, avoid sending emails on the weekends or at night. You may not think about it at the time, but this creates a negative cycle of internal pressure. When you email a colleague on Saturday, they feel the need to write you back quickly. And, then you will feel the need to write back.

It’s not to say that extra work is needed at times. But, if you push yourself to your limit all the time, you won’t be at your best. You won’t be as productive as you would otherwise be. Burnout is everyone’s problem.

This is easier said than done. But, we have to start somewhere, together. Reducing burnout increases productivity. It increases happiness. And, it will increase employee retention.

I hope these tips have helped you. Visit CopelandCoaching.com to find more tips to improve your job search. If I can be of assistance to you, don’t hesitate to reach out to me here.

Happy hunting!

Angela Copeland
@CopelandCoach

We’re all ready for this year to be over. Most days have been painful, as we watch the news and wait for things to change. It’s felt helpless and at times, hopeless. But, it’s beginning to look like we’re in the final stretch of this pandemic marathon.

With that in mind, try not to ignore the holidays. I know it’s tempting. You’re excited for January to be here. But, at your work, there is at least one person who is living alone. They aren’t near family. They aren’t married. They don’t have children. And for them, the holidays are going to be especially tough this year.

Work isn’t about taking care of colleagues emotionally. But, this year, we have to stick together. Making it through a pandemic is a team project.

Check on each other. Zoom meetings make normal small talk harder. Find time to chat about more than just revenue and goals. Ask how people are holding up – and mean it. Listen. Make a mental note if someone seems to be struggling. Check back with them.

Profitability is great, but the entire company will suffer if employee morale is low. And, we are all in this together – even on holidays.

Take the time to acknowledge this holiday season. It’s hard that we can’t all be together. I love those big fancy holiday parties. Getting dressed up and sharing cocktails with colleagues can be the best part of December.  I look forward to them every year.

But, even though you can’t have a big group gathering in person, there are other things you can do. Try activities like a Zoom holiday party. Or, send cards to each other. Perhaps you can have a virtual lunch with your team. Ask for ideas, and you may discover something creative that you hadn’t thought of.

Whatever you do, do something. I know that it won’t compare. It won’t be the best party. And honestly, it might even be the worst holiday party you’ve ever thrown. But, whatever you do, it will be better than nothing.

Those people on your team who are alone will be struggling this month. It’s not that they “may” be struggling. They are struggling. If you’re married or have children, some alone time probably sounds like just the luxury you need. But, single colleagues have been alone since March. There’s a reason why solitary confinement is used as punishment in prison. It’s hard; really hard.

Your company holiday party or greeting card may be the only recognition of the holiday season your single colleagues may have. This is especially true if they don’t live near family, or if their family is older.

Take the time to celebrate just a little, and to find your holiday cheer. Give thanks. Although this year has been the most difficult, it’s also created strong bonds. We’re all in this together, and very soon, it will be in person.

I hope these tips have helped you. Visit CopelandCoaching.com to find more tips to improve your job search. If I can be of assistance to you, don’t hesitate to reach out to me here.

Happy hunting!

Angela Copeland
@CopelandCoach

Have you had enough of 2020? Let’s look to what you can expect in your 2021 workplace. The 2020 pandemic has been a historic year. We’ve experienced unexpected change. And, interestingly, some of that change may be here to stay.

Recently, Glassdoor’s Chief Economist, Dr. Andrew Chamberlain, shared his five predictions on what the future holds at work. First, office life will return, but will never be the same. Second, employees expect progress, not pledges, on corporate diversity, equality, and inclusion. Salary expectations will get a permanent work from home overhaul. Company cultures must adapt to post-COVID-19 realities. And, although the COVID-19 recession is likely over, those jobs may never return.

I’m sure you would agree; there’s a lot to unpack here. Let’s start with a few of the highlights.

More than 40% of US workers have been working from home full-time since June 2020. This dramatic shift has caused significant changes in the way we work. Chamberlain believes that although companies have been forced to rethink work from home policies, employees will ultimately return to work once it’s safe. Although remote work allows companies to hire from anywhere, it has downsides. Chamberlain cites poor employee communication, lack of motivation and performance, lower creativity, and lack of spontaneity as the drawbacks to remote work. Casual bonds created through in person interactions are critical for building a culture of innovation and creativity. According to an internal survey of Glassdoor’s own workforce, most workers prefer a hybrid work arrangement, splitting time between home and office.

The Black Lives Matter movement also cast a needed light on racial inequality that will impact our workplace going forward. Companies are being pushed to make real progress on diversity and inclusion efforts. The public also expects more transparency on these efforts going forward. Conversations around economic inequality and police violence sparked a national conversation. In the workplace, this conversation has the potential to be a win-win. In other words, diversity attracts talent. Glassdoor found in a recent survey that more than three in four employees and job seekers say they would no longer apply at a company without workplace diversity.

Chamberlain also predicts a shift in salary expectations. He believes tech workers moving from expensive metros such as San Francisco or New York should expect pay reductions from five to thirty percent, depending on where they move. This is one point where my perspective veers away from Chamberlain. If a worker has a unique skillset, a company will be forced to pay the fair market rate for that skillset, regardless of where they live. On the flip side, if location is no issue, job seekers will likely face more competition as they apply for jobs. I believe the increase in competition will change salaries more than a cost of living adjustment.

Ultimately, the unexpected nature of 2020 has forever changed our workplace, for good and for bad. Here’s to a better 2021!

I hope these tips have helped you. Visit CopelandCoaching.com to find more tips to improve your job search. If I can be of assistance to you, don’t hesitate to reach out to me here.

Happy hunting!

Angela Copeland
@CopelandCoach

I recently received a question from a reader. The reader asked at what point in your career you will have reached your ideal potential. In other words, when should you stop moving up and seeking more money and a better title? When do you run the risk of messing things up? When should you be happy with your current situation?

I wish this scenario were an option. Perhaps many years ago, it was. Employees stayed at the same company for years. They retired there and got a gold watch. Unfortunately, those days are over.

Assuming you’ll stay in one position for the remainder of your career is risky. Companies are no longer guaranteed to be in business. And, even if they stay in business, they aren’t required to keep you on the payroll.

Whether or not you’re self-employed, our current environment makes you the CEO of your own career. You are the only one in the driver’s seat. This has never been more clear than during the pandemic. Companies are laying off employees and going out of business every single day.

Although you don’t have to go up the ladder, it’s not recommended to get off the ladder completely. You must stay in the game or risk becoming obsolete. At a bare minimum, you should be maintaining (and growing) your skillset. You can do this by volunteering for new projects at work. You can take a continuing education course online. You can find a mentor. There are many ways to grow yourself and your resume.

One thing you may consider is a lateral move. Perhaps you move to another department within your company. Or, you might move to a similar role in another company. Over time, salaries increase significantly. But, you’d be surprised to learn where they grow. Very often, companies save the big salary bumps for external hires. If you are happy to continue at your current company, they will be happy to increase your pay three percent each year. But, if you are open to joining another company, your pay may increase by ten, twenty, or thirty percent in one move.

Sadly, companies just don’t incentivize their employees to stick around anymore. And very often, they aren’t investing resources into the skillsets of their existing employees. If you’ve finding this to be the case, pay attention. Ignoring these signs will leave you at risk if anything goes wrong and you need to find another job.

This all sounds quite negative, I know. But, this is the reality we’re living in today. Our workplaces aren’t as stable as they once were. You have to create your own stability. Think of your career like an investment. You want to diversify. You want to minimize your risk, and maximize your return. You wouldn’t let your money sit in an account for years without ever looking at it. Why would you do that with your career?

I hope these tips have helped you. Visit CopelandCoaching.com to find more tips to improve your job search. If I can be of assistance to you, don’t hesitate to reach out to me here.

Happy hunting!

Angela Copeland
@CopelandCoach