by Angela Copeland | Nov 16, 2021 | Career Corner Column, Career Transition, Newsletter
Just a few years ago, we would have never guessed that there would be anything called the Great Resignation. But, here we are. It feels like everyone is looking for a new job, in every industry, all at the same time.
We’ve waited for the tables to turn back in favor of the employee, and we’re finally here. More than 4.4 million workers voluntarily quit their jobs in September, according to the Department of Labor. This was the highest voluntary quit on record.
But, how did we get here? This is not the shocking overnight phenomenon that appears to be happening. We’ve been building to this point over many years. And, the pandemic has taken it to the next level.
Employees are staying at jobs for less time than in the past. In fact, staying too long is viewed as a negative by many employers. The bar to be a job hopper is much lower, and frankly, the experience that comes with multiple jobs is valued by many hiring managers.
Most workers grew up seeing their parents or grandparents being taken advantage of at work. Mom or dad committed to a company for their entire career, only to be laid off when that same company needed to save a little money. It is no longer reasonable for any company to expect loyalty when they cannot provide the same in return to workers.
Today’s workers view themselves as the CEO of their own careers. This is even true with regards to education. Often, companies expect new hires to hit the ground running. They take less time for training and development. That responsibility has transitioned to the worker.
And, today’s workers expect respect – for themselves, and their peers. Never in history have employees felt more strongly that employers should take a stand on issues related to social justice or equality.
I hope to see the age of the empowered worker continue into the future. But, one thing that always empowers workers is personal choice. It’s the opportunity to choose what’s next in your own career. And, when the job market was in favor of the company, you needed a strong network and recommendations to do that.
Don’t forget that the current market will not be here forever. This exciting time reminds me of 2008, when the housing market grew very quickly. Home prices rose at a rate that was not sustainable, and eventually, they fell dramatically. The bubble burst. Those who counted on it to continue to grow were burned.
Take advantage of this opportunity. Look for your next role. Get a pay raise. Take calculated risks, but, don’t burn bridges. Your network is part of your career. It will help you to take the next step, and you will still need it when the Great Resignation ends. Stay on good terms with your boss, and your colleagues. It’s an investment in your future career path.
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.
Also, be sure to subscribe to my Copeland Coaching Podcast on
Apple Podcasts or
Stitcher where I discuss career advice every Tuesday! If you’ve already heard the podcast and enjoy it, please consider leaving a review in
iTunes or
Stitcher.
Happy hunting!
Angela Copeland
@CopelandCoach
by Angela Copeland | Oct 26, 2021 | Career Corner Column, Interviewing, Newsletter
Happy Halloween! In celebration, I want to share one of my frightening job interview stories.
Years ago, I interviewed for a job in Pittsburgh. I flew in late at night, with the interview scheduled first thing the next morning. As I unpacked, I realized I had forgotten the pants to my suit. My mind was racing as I went through the options of what to do.
Could I wear the pants I’d flown there in? No, they were sweatpants. Could I call a cab to take me to a mall? No, it was late and everything was closed. Could I have a pair of pants shipped to me from home? No, all the shippers were closed for the day.
This brainstorming went on for an hour. I wracked my brain as I tried to think of a creative solution to this big problem.
It turned out, packages could be dropped off directly at the airport until around midnight for FedEx, and could be delivered by six the next morning. The only catch was getting the pants to the airport.
My apartment manager was the only one with a key to my apartment, but I didn’t have her phone number. So, I called a neighbor who was friends with another neighbor who had a dog that the building manager walked every day. I knew he would have the building manager’s phone, and I knew my other neighbor had the dog owner’s phone number.
After a few calls, I found the building manager’s phone number. I called and asked her to give my key to a friend who was willing to drive the pants to the airport. My friend entered my apartment and called to locate the correct pair of pants. Then, he drove them to FedEx, and mailed them.
Afterward, I alerted the hotel desk to contact me the moment the pants arrived—which they did. The interview went smoothly and nobody noticed anything unusual.
One of the questions they asked was, “Tell us about a time you encountered a problem and were able to find a creative way to solve it.” It was the perfect opportunity to share my story. The interviewers were both surprised and impressed. What started as a nightmare turned out to be a big win!
I don’t remember if I got that job, but I do remember that the interview went well.
The lesson: When it comes to job interviews, don’t expect everything to go perfectly. There’s often something that will go wrong. If you can plan on that thing, it’s much easier to roll with the punches and have a positive experience.
Interviewing is not about answering every question correctly. The hiring manager is more likely to remember how they felt about you than how you answered each question. It’s like going to a live comedy show. You don’t remember each joke, but you remember whether you had a good time.
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.
Also, be sure to subscribe to my Copeland Coaching Podcast on
Apple Podcasts or
Stitcher where I discuss career advice every Tuesday! If you’ve already heard the podcast and enjoy it, please consider leaving a review in
iTunes or
Stitcher.
Happy hunting!
Angela Copeland
@CopelandCoach
by Angela Copeland | Oct 19, 2021 | Career Corner Column, College, Newsletter
It’s hard to overstate how happy I’ve been that the workforce is more remote now than ever before. Working from home opens up options for many people. People are no longer confined to the job market in their town. They can live anywhere. And, they don’t have to commute, or go into an open office.
People will argue that working from home just isn’t the same from a culture perspective. I would argue right back that culture can be created in new ways. Yes, it’s different. And, yes, it takes time. But, it is possible. Teams can bond through the virtual world.
But, there’s one detail to consider. Since the pandemic started, one thing has happened. College graduation has happened. And, it’s happened twice: May of 2020, and May of 2021. This means that there are two full classes of college graduates out there who started working after working from home was the way to work.
Sure, some students were doing internships during college. They may have been going into an office. But, many college students never get the opportunity to do a single internship. They were still working in food service, or another similar industry. These newly minted graduates are being tossed into a world of Zoom, many working from their parents’ homes.
We need to consider the long term implications of this unique phenomenon. And also, it reinforces the idea that things aren’t going to go back to the post pandemic normal. This really is the new normal. There are college graduates who can’t imagine how things might be different in person.
So, what does this mean for you, and your business? I’m not sure of the right answer, but one thing is for certain. We need to consciously make team building a priority. We need to try to be better communicators. We need to create structure. And, we need to make an effort to train employees.
I’m a big supporter of teaching yourself. But, in an office, it’s easier to do when you can look around at what coworkers are doing. These new graduates don’t have that luxury. They’re walking straight out of college and into their dining room table, trying to piece together what it means to be a full-time employee.
Today’s workers were already not terribly loyal to one company. Imagine if you never met the people you were working with. Imagine how lonely and confusing it might be to work solo from the beginning. College often doesn’t even train students on basic things, like balancing a checkbook. How do we expect new graduates to come ready to know what they’re doing on day one?
My takeaway for you is this. If you are working with a recent college grad, take the time to get to know them. Ask them if they need help. And, try to mentor them if you have the chance. They are our future, after all.
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.
Also, be sure to subscribe to my Copeland Coaching Podcast on
Apple Podcasts or
Stitcher where I discuss career advice every Tuesday! If you’ve already heard the podcast and enjoy it, please consider leaving a review in
iTunes or
Stitcher.
Happy hunting!
Angela Copeland
@CopelandCoach
by Angela Copeland | Oct 5, 2021 | Career Corner Column, Newsletter
As professional sports teams are playing again, questions have started to arise about working in professional sports. Let’s be honest. Who wouldn’t want to get up and go to work for their favorite sports franchise? Every day would be fun and exciting – and we might even meet a few of the players. It sounds amazing, right?
Over the years, I’ve met a number of folks who’ve spent the majority of their career in professional sports, whether it was the NBA, PGA or MLB. I noticed common themes among those people. They all work extremely hard. They all travel – a lot. And, they’re all thrilled to be working in pro sports. It was a life dream that they each worked on for many years.
UCLA’s Director of Alumni Career Resources, David E. Cooley, shared his insights into breaking into the sports industry. As a long time Los Angeles resident and career coach, David has often worked with clients who also have an interest breaking into sports. His advice was simple. First, your love of sports alone will never get you the job. In fact, it may be looked at as a negative at times. Next, get as much education and experience as you can in the sports arena. Then, be prepared to work your way up from the bottom.
This point regarding working your way up in professional sports is well-taken. A Memphis Grizzlies alumnus shared that everyone he’d met in a senior leadership position in professional sports had started at the bottom. They often started as interns.
If you’re a recent college graduate, this is probably great news. But, if you’re more seasoned and have commitments like a mortgage or a family, it can be trickier. If you have a lifestyle you need to maintain, you’ll want to do diligent research into pay. Positions in pro sports often pay less than equivalent positions in other industries.
You may wonder why this is the case. It’s because many people want these jobs. Candidates will take less money to get them, which means that in order to be competitive, you likely will have to do the same.
Keep in mind too that your perfect job in professional sports may not be in your city, so you’ll want to be open to moving – and to working for another team. The last key to finding a job in pro sports is networking. Your reputation and who you know will help you to bypass the piles of applicant resumes in front of yours.
Keep in mind that this foot-in-the-door approach is not for every industry. In fact, I’d rarely recommend it for any other situation. But, with so many applicants for these positions, you often have to be more flexible in order to be competitive.
Don’t get me wrong. My intention isn’t to detour you from your sports career. It’s to provide guidance on where to begin and what expectations to set.
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.
Also, be sure to subscribe to my Copeland Coaching Podcast on
Apple Podcasts or
Stitcher where I discuss career advice every Tuesday! If you’ve already heard the podcast and enjoy it, please consider leaving a review in
iTunes or
Stitcher.
Happy hunting!
Angela Copeland
@CopelandCoach
by Angela Copeland | Sep 28, 2021 | Career Corner Column, Newsletter, Work From Home
Working from an office used to be normal. But, that time is so far in the past that it would be naive to think we will ever go back to our former state. Honestly, many of us are wondering why working from the office Monday through Friday ever made sense in the first place. The time wasted commuting, along with the cost of rent is unbelievable.
Looking back, many people have started to wonder if going to work every day in person was more about control than productivity. It gave managers a bird’s eye view of what employees were doing all day. And, it kept employees working with fewer outside distractions.
But, was it really the right way to approach work? I don’t believe so. I’ve been the most productive when I’ve had the most autonomy. And, when I’ve been under someone’s thumb, my productivity and creativity have dropped.
The interesting twist to working from home is that some employers are looking for new ways to feel that they still have control over employees. I first heard about this when friends discussed their managers calling them on video at random times during the workday. The purpose appeared to be monitoring the employee, rather than anything helpful.
But, the real shocker comes from employee monitoring software. Last week, The Washington Post released a shocking article documenting digital monitoring of employees in the remote work environment. Employees shared stories about keystroke tracking, screenshots, and facial recognition.
One employee, who chose to remain anonymous, shared a story of trying to find something on their computer. He was clicking around, trying to find the spot where he needed to be. Suddenly, his boss started to speak to him through his headset, instructing him on where to go.
Another employee described her company using facial recognition software. In order to get paid, she would have to look toward her screen while working. If she looked around for too long, she’d have to log in all over again. Not only was her photo being taken, but the tiny light coming from the camera was on while she was working.
The thing about remote work is that it has the potential to be more productive. But, the relationship between employee and employer is built on trust. And, if someone is going slack off, they will be able to do this whether they’re being monitored or not. Beyond that, people are not machines. They may have days that are less productive, and they may have other days that are very productive.
The bottom line is, employers should consider decreasing monitoring, and increasing trust. You can do this by setting realistic goals and holding your employees to them. Measure results, not keystrokes. And, if someone isn’t trustworthy, replace them with someone who is. Create a culture based on mutual respect, and you’ll increase productivity, and save a little money on rent at the same time.
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.
Also, be sure to subscribe to my Copeland Coaching Podcast on
Apple Podcasts or
Stitcher where I discuss career advice every Tuesday! If you’ve already heard the podcast and enjoy it, please consider leaving a review in
iTunes or
Stitcher.
Happy hunting!
Angela Copeland
@CopelandCoach
by Angela Copeland | Sep 21, 2021 | Career Corner Column, Change, Exit Interview, Newsletter
Leaving your current employer for a new career opportunity is a big decision. In a way, it’s similar to the breakup of a romantic relationship. Coworkers you once saw daily, you may never talk to again. The process can be sad and painful, but it’s a necessary step of growth. In the process of moving on, there are often opportunities to share your dissatisfaction. To this, my advice is to be careful.
If you felt your current employer was a perfect match, you probably wouldn’t be open to new opportunities. Similar to romantic relationships, daters are typically only open to new people if they’re unsure about their current relationship. If you’ve found a new job that you’re taking, the old one was likely a mismatch.
On the way out, many companies complete an exit interview. And, many employees enjoy using this time to vent their long held frustrations. It may feel therapeutic, but you should not take this route if you can avoid it.
If you’re like most employees, you have at least tried to resolve the differences at your current company before seeking something new. You probably shared (on more than one occasion) what you felt might help you to be more successful. For whatever reason, your request wasn’t possible. It may be because the company wasn’t listening. But, it may have been something larger. For example, to fulfill your request, a larger change to the corporate culture may have been necessary. And, sometimes, that’s just not possible.
Don’t get me wrong. I’m not saying your request wasn’t valid or reasonable. But, if it wasn’t possible while you were working there, it isn’t going to be possible after you’ve left. And, certainly not from one casual conversation with human resources on your way out the door. The other thing is, people may have been doing their best. We rarely have all of the information, or know exactly what was going on behind the scenes.
But, chances are good that you built positive relationships when you were at your company. You want to maintain those if you can. And, you may need your boss in the future as a reference. You cannot tear up your relationship with an organization, and hope for a glowing review later.
It can be frustrating when an opportunity didn’t work out the way you would have liked. But, focus on the positive and focus on the future. Be happy that you found a new beginning. If you feel frustrated with your old company, that’s understandable. But, rather than complain in an exit interview, call a friend. It will do you far more good to talk with someone who cares about your future.
And, try to leave things as you found them. When you end a romantic relationship, it doesn’t help to tear each other town. The same is true in business. Thank the company for the experience, and move forward.
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.
Also, be sure to subscribe to my Copeland Coaching Podcast on
Apple Podcasts or
Stitcher where I discuss career advice every Tuesday! If you’ve already heard the podcast and enjoy it, please consider leaving a review in
iTunes or
Stitcher.
Happy hunting!
Angela Copeland
@CopelandCoach
Just a few years ago, we would have never guessed that there would be anything called the Great Resignation. But, here we are. It feels like everyone is looking for a new job, in every industry, all at the same time.
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