Corporate Culture Archives

Quiet Quitting: What to Do Instead

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Quiet Quitting: What to Do Instead

September 12, 2022

Have you heard of the phrase “Quiet Quitting”? It is the latest hot topic in the world of work right now.

Before I get into it, let’s clarify: What does “Quiet Quitting” mean?

It does NOT mean quitting your job quietly, so no one knows that you’re gone!

Quiet Quitting is a behavior that is tied to a belief system.

From a behavior standpoint, it means you stop going above and beyond in your job. You do only what is required and nothing else.

From a belief system standpoint, it means that you’ve decided that your worth is not defined by how productive you are. You have decided that work is not going to be your whole life. It is going to be PART of your life.

If you are considering Quiet Quitting, I suggest you first pause and reflect on your work experiences before you start making any changes. The impact could be significant, so it is important that you first determine what is most important to you at this time in your life and career.

To help you in your consideration, I want to dig into three key aspects of Quiet Quitting that I mentioned above.

#1: What do we mean by going “above and beyond?”

Going above and beyond has a different meaning, depending on the circumstance.

Sometimes, it means going beyond the job description with the potential of being promoted. For example, let’s say you are offered the opportunity to take on additional responsibilities without a pay increase. This gives your manager time to determine if you can do the job well… in other words, you are given the opportunity to prove yourself.

Other times, going “above and beyond” is a requirement of the job. It shows up in the job description as: “extra duties as defined by the supervisor.” This gives your manager the ability to delegate responsibilities that you wouldn’t get if you just work within the parameters of the clearly defined job description. These are growth opportunities!

So, what happens if you are working “above and beyond” to an extreme level and giving more to the company than you are to your personal life? This can cause problems! You become stressed, resentment sets in, your emotional well-being is affected… and then the “quiet quitting” may suddenly make sense to you.

If how you perceive “above and beyond” is different from how your boss sees it, there is a conflict in expectations which needs to be addressed.

What should you do?

Take the time to evaluate two things: (1) What you want and (2) What you are doing.

Is the work you are doing that goes “above and beyond” being recognized with growth opportunities or are you being taken advantage of?

Where do you want to go in the future, and is the work you are doing “above and beyond” going to help you get there?

Before you start “Quiet Quitting,” see if there are ways to address the situation that are less passive aggressive. Talk to your manager. If that doesn’t work, talk to HR. Let them know what your situation is and see if they will work with you to come up with a more productive answer that serves you and them simultaneously.

#2: Your worth is not determined by how productive you are.

Being productive is just one measure of how well you are doing your job.

Measuring how productive you are is less about how much you are accomplishing during defined work hours, and more about the contributions and value you have brought to the organization.

Other ways to measure your worth – or success! – at work include:

Positive feedback from your manager
Recognition by others
Saving the company money
Improving processes
Doing a great job on a project
Leading a team successfully

The challenge here, then, is to get clear about what success looks like in your particular job so that you can get a clearer picture about how well you are doing.

What should you do?

Communicate with your boss about how the company determines your worth as an employee. Beyond being productive, what else do they want to see? When you are on the same page with your boss about their expectations, you’ll be clearer about what growth and advancement looks like, and it will be easier to feel satisfied and valued with that company.

#3: You have decided that work is not going to be your whole life. It is going to be PART of your life

In my experience working in the outplacement field for 20 years, I saw too many employees make work their whole life as they gave up time with their family for the company. I watched them miss their children’s ballgames, recitals, and important family. One day they were fully employed and the next day they were sitting in my office after a layoff and wondering what just. They just gave up so much for a company that didn’t think twice about letting them go.

I completely support not making work your life for that very reason. A company might one day lay you off and you have lost much more than your job. You’ve lost an investment in time and effort that was focused on your growth in a company that no longer wants you. Now what?

What should you do?

Starting right now, find a healthy balance between your work and your life. Set new boundaries for yourself and communicate them to your boss. Take time for lunch and use your vacation time! The company is not paying you to work through lunch or forfeit your vacation. Make sure you are rounding out your life with activities outside of work so that if you lose your job, you don’t lose your identity.

In the end, what I’m saying is this:

Quiet quitting isn’t necessary. You have other options that are more productive and less passive aggressive.
Evaluate what is important to you for your career. Where are you going and what do you want to learn?
Schedule a meeting with your manager to have an open honest discussion of what is expected of you.
Create a life outside of work. Yes, there’s more to you than that! And it’s up to you to serve that side of your life.

Where do you want to go in your career?

Use this guide to create your own career path. You can choose your own adventure.

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Your Manager Matters: How to Find a Great Boss

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Your Manager Matters: How to Find a Great Boss

September 5, 2022

There are two sides to the relationship you have with your boss. Your side and their side.

On their side of the relationship is their management style. Every manager has their own distinct way of managing people, which can vary from micromanager to hands-off, servant, collaborative, tyrant, experienced, and inexperienced manager. Across the breadth of your career, you’re likely to encounter many of these types.

At the other end of the boss-employee relationship is you. Everyone is different in how they like to be managed and what leadership style they respond to the best.

How well your boss’s management style matches how you like to be managed will impact your ability to succeed in your career.

Therefore, it is in your best interest to find a manager with a leadership style that enables you to perform at your best. To make that happen, you need to know what those qualities and behaviors are. This will enable you to recognize the best manager for you, so you can advance and be happy in your career.

How to find the right manager for you?

Here are three steps to finding the right manager for you:

Think back to any manager with whom you did NOT like working and create a list of all the things you didn’t like.
Think back to any manager for whom you enjoyed working and create a list of all the things you liked about working with them
In future interviews, ask about the management style of the person you’ll be working with, and keep your lists in mind while you evaluate the answers.

The secret to finding a job that you love is connecting with an organization whose culture aligns with your belief system, and a manager that has a leadership style that aligns with your preference.

If you could use more guidance about finding a job that you love, download my workbook: What is the right corporate culture for you?

Where do you want to go in your career?

Use this guide to create your own career path. You can choose your own adventure.

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Women in the Hybrid Workforce: What will make you happy?

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Women in the Hybrid Workforce: What will make you happy?

August 1, 2022

Working in a hybrid environment has many challenges, especially for women.

According to the Deloitte’s Women@Work 2022 Global Survey, looking at women in the hybrid workforce:

58% of women feel excluded from meetings
45% don’t have enough exposure to leaders
36% have clear expectations around where and how they want to work
38% have work/life balance

When we look at these statistics, it’s clear that changes need to happen for women who work remotely or in hybrid if they are to advance in their careers.

Here are three options that you may consider:

Option #1:

Do nothing and hope things will change. This is probably not the wisest move. Hope is not a strategy! Apathy won’t get you what you need to be happy, so it’s not the best way to approach and resolve a challenge that relates to your career.

Option #2:

Start looking for a new job, hoping thing will be different in the next company. This is an active response, which is helpful. However, it’s easy to jump out of the frying pan and into the fire. It’s up to you to take intentional action, like asking good questions in the interview process, or else you run the risk of landing in a new company culture that is the same as what you left, or even worse.

Option #3:

Stay and work to communicate effectively with your manager. These may be difficult conversations, but they can also be very powerful. Share how you are feeling and provide specific examples of what you’ve experienced so your manager understands why you feel that way.

In my opinion, Option #3 is the best place to begin. Unless you’ve already tried to talk to your manager, now is the time to have that difficult conversation. Give them the benefit of the doubt that they want to help you be happy so that you will continue working with them. Without knowing what you want, how can they give it to you?

Which option will you choose? Tell me in the comments!

Where do you want to go in your career?

Use this guide to create your own career path. You can choose your own adventure.

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They need you in the office but you like working from home. Now what?

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They need you in the office but you like working from home. Now what?

March 28, 2022

At first, the idea of working from home made a lot of employees uncomfortable.

They worried about feeling isolated and about being distracted or unable to focus. They didn’t have their homes set up with a space to work and with the entire family home all the time, it probably felt like chaos.

Two years later, they’ve figured out how to make it work and have settled in. They’ve learned to like it!

And now, companies are making decisions around bringing their employees back into the office. They need to decide if they will continue to have employees work remotely, move to a hybrid model, or have everyone fully return to the office.

As they make this decision, companies are trying to balance the wants of their employees and the needs of their business. They need to be profitable and competitive with productive employees, and they also need to make sure their employees are happy.

There is no one simple answer. Every company has unique needs so the solution will be unique to them. And every job is different. Some require face-to-face interaction while others work perfectly well in a remote environment

What I want to focus on here is how employees are responding to the prospect of going back into the office.

This is what I’m hearing from my own clients:

I don’t want to commute. I’ve saved money by staying home and I don’t want the hassle with the traffic.
I like working in my sweatpants!
I’ve saved so much time by not having to get dressed and pulled together for work.
I don’t want to spend my money on new clothes for the office.
I like the flexibility that working from home gives me. Going to the office means I won’t be able to take a quick nap after lunch.
I do my exercises at lunch, and I won’t be able to do that if I go back to the office
I am more productive working from home.

I feel the need to point out that the last point above about productivity is the one that companies are going to be most interested in! Your productivity serves their business needs… but so does your happiness.

On the flip side, I do have some clients who have already gone back to their office. They’re happy to see their colleagues but they find it disruptive. They tell me they can’t get their work done.

It is to the benefit of the company that its employees see each other in less formal “watercooler” settings, and it’s to your benefit as well. These casual meetups are opportunities for spur-of-the-moment brainstorming sessions, spontaneous sharing of ideas, and for networking.

When we work remotely, those casual meet-ups with our colleagues don’t happen. Every interaction is planned. That means that both you and your company miss out.

As your call to return to the office looms, I invite you to think about this from your company’s perspective.

Remember, companies are in business to make money, be profitable, remain competitive, and grow. If they don’t do all these things, then you might not have a job to go back to the office for.

With all of this in mind, the question is: How can both your company’s needs and your wants be met?

You have your list of wants (and perhaps, a resistance to change when you’ve just finally settled in), and your company has business needs.

How can you use this information to create a solution where everyone benefits?

This is about incorporating your wants with the company’s needs. If you can think about things from their perspective, you may find a way to incorporate what you want so that it fits within their needs.

If this is of interest to you, I invite you to take the following steps.

On a piece of paper, create two columns.
- In the first column, write out all the things you want.
- In the second column, write out how the company benefits from what you want.
On another page, write out your accomplishments from the past year along with the results of those activities, especially in terms of how the company has benefited.
Then, have a conversation with your manager. Let them know that you want to support them during this time of transition. Take the opportunity to share what you want, and frame it with a focus on how your wants benefit the company.

I’m hoping these steps will open up your perspective. What you want is important! But if they don’t serve the company then it may not be feasible, and it’s important that you get clear on this!

You are an integral part of your company’s success. They want to keep you!

Work towards a solution where everyone benefits; the company will be profitable, growing, and competitive and you will be happy as well.

Where do you want to go in your career?

Use this guide to create your own career path. You can choose your own adventure.

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Where Are You Going in Your Career? Here’s How to Decide

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Where Are You Going in Your Career? Here’s How to Decide

January 30, 2022

What are you doing to set your intentions for your career?

Setting your intentions for where you want to go in your career is essential.

This is your opportunity to get clear on what you believe will make you happy and to set your trajectory. Because yes – you do have a choice! And when we know where we are headed, it’s easier to make the best decisions to get us there.

So how do we set career intentions?

As we think about what we want for ourselves in the future, one of the best things we can do is look back.

Following the advice of the very wise Maya Angelou: “If you don't know where you've come from, you don't know where you're going.”

Here’s why: It’s when we look back at what we’ve done and how we feel about it, that we can make smart decisions about what we want to do next.

So, as you think about where you want to be in the future, use this Career Guide to look back at what you’ve been doing at work with regards to three specific areas that are known to drive (or undermine) career satisfaction:

Your skills
Your values
Your interests

When we can take these three important areas and align them with how we spend our time and how we connect with the company we work with, we can positively impact how happy we are in our careers.

This is a process of introspection… so download this guide, grab a pen and a comforting drink that inspires deep thought (my favorite is cup of black tea), and give your future the time and attention it deserves.

Sidenote: Setting your career intention not just an end-of-year activity. You can walk through this process anytime and plan your year ahead. Is it July? Cool. Keep going…

Where do you want to go in your career?

Use this guide to create your own career path. You can choose your own adventure.

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Will You Be Happy in That Job? Three Ways to Know.

These three areas are indicators about whether you'll be happy at work

Will You Be Happy in That Job? Three Ways to Know.

January 17, 2022

As we look at the work situation in the U.S., where people continue to leave their jobs, driving the Great Resignation amidst an ongoing pandemic, we have to ask: What is out of alignment for these workers?

What is making them so unsatisfied at work that they leave under such dire conditions?

I believe this question is tied to the three specific areas that serve as indictors for whether a person is satisfied in their career.

Those 3 areas are:

Which skills are we using?
What are our values?
What are our interests?

When these three areas are in alignment with the work we do and the company we do it for, we are typically satisfied in our careers.

But when one or more of them is out of alignment, dissatisfaction rises.

I suspect that what’s been happening during the pandemic is that there has been a shift in the values that workers hold.

Perhaps they realize what truly matters to them in this new day and age, and that it’s different than what it was just two years ago.

Or maybe they don’t agree with the way that their company is responding to the health challenges, or they don’t like how they’re being treated under these conditions.

It is also possible that their interests are shifting. Times like these make us step back and take stock as we ask, “Is this really how I want to live my life?”

In all of these cases, we’re looking at the need to align what we are good at (skills), what we believe in (values), and what we want to do (interests), with the way we spend our time at work.

As YOU think about moving ahead in your career, whether it’s to a new company that you’re looking for or in your current role, what will make YOU happy?

What are the skills that you want to be using?
What values do you want to make sure are in alignment with the company you work for?
What interests do you want to pursue?

These are not small questions. I encourage you to sit in them, think about them, and even write out some answers for yourself. They are important questions, and they indicate whether you’ll be happy in your next job.

Where do you want to go in your career?

Use this guide to create your own career path. You can choose your own adventure.

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Marking Time: Reflections on a Year

Marking Time: Reflections on a Year

January 3, 2022

What do you do to mark the shift through the New Year?

Especially in times like these, with a multi-year pandemic and the difficulties of connecting safely with our loved ones, I believe that tuning in to the New Year can help us more consciously embrace what’s good in our lives.

At least… I hope so.

I began a new ritual last year: I wrote myself a letter that I would open one year later, and I invited my readers to do the same.

What I’d like to do now is ask: Was it useful? Was writing myself a personal letter at the turning of the year a useful endeavor?

Let’s find out…

As I opened my letter today, I was surprised to see that I wrote a four- pager. I don’t remember doing that and I don’t think of myself as a writer but apparently, I had a lot to say!

And as I read through my message, three themes rise up: Gratitude; Relationships; and Innovation. I can see how these themes made sense last year, and they make sense right now as well.

Gratitude:

My letter tells me that I woke up early January 2021 with a heart full of gratitude because the three top priorities in my life of faith, health, and connection with family & friends were strong.

I am an optimist by nature and tend to look at what is good to make it better. Even last year, mid-pandemic, I chose to focus on the positive things that happened in my life that got me through what are some of the most challenging of times for all of us.

Like many people, I had lost friends and family. Not being able to grieve fully in person made the losses even more painful. Despite that, I still felt gratitude for having them in my lives for so long and I cherished each memory we had together.

Relationships:

The physical was certainly difficult, but meeting people virtually seemed to alleviate it in many ways. (Good to note as we head into our 2^nd pandemic winter.)

Since my relationships with family, friends and colleagues are extremely important, I found ways to stay connected. I am known as “the glue that keeps people together” and I embrace that as part of my identity – so much so that I wrote a book about building relationships just a few years ago. Bringing people together is second nature to me.

Innovation:

The last theme in my letter was about how over the previous year I had leaned heavily into innovating as I created new marketing channels for my business.

I hired a Marketing Consultant and a Web Designer who helped me rebrand my business and create an amazing new website that I still am so proud of!

It was challenging work because it made me get very clear on who I help, how I help them, and how I want to find and connect with the people I serve.

That work was hard, but it was so worth it! I’m still using that marketing strategy now and I’m looking forward to leveling up in the new year with Live video on LinkedIn!

As I look over last year’s letter, I have some very specific takeaways:

Writing that letter was helpful. I feel like it’s creating some powerful cohesion between where I was at this time last year and where I feel like I’m going now as we head into the new year. I can see the flow of the themes and it brings confidence and clarity that I would not have had if I hadn’t written myself that letter last year.

Noting the themes between then and now is powerful. I can see the flow of ideas and direction. As I look back, it gives me a sense of accomplishment; as I look forward, I feel conviction about where I’m headed.

The themes of Gratitude, Relationships, and Innovation feel to me like a balance of past, present, and future. I like how that feels – being grateful for where I’ve been, cherishing what I have, and being planful about where I’m going.

Will I be writing another letter this year? Yes. In fact, I’ve already started it.

And I invite you to write one to yourself as well. The flow of time can sweep us away if we let it. Marking time with letters to ourselves can help us be more intentional about where we’ve been, what we want, and where we’re going.

Will you be writing a letter to yourself? Let me know in the comments! Then next year when it’s time to open my next letter, I’ll tag you and we can both open our letters and share what we’ve learned!

Do you want to make sure you're happy in your next job?

Use this worksheet to clarify what you need in the next company you work for.

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Speaking Up: How to Confidently Assert Your Boundaries at Work

December 13, 2021

Early in my career, I had a manager who would berate his employees during our staff meetings.

Whenever I saw him do this to my colleagues, I would talk ask them after: “Why don’t you speak up?” The answer was usually just a shrug, or a question: “What would I say?”

Then one day, it happened to me. My manager scolded me right there in front of my colleagues. I was embarrassed, but I wasn’t going to let that stop me.

As soon as the meeting was over, I went into my manager’s office and said, “I would like to talk to you about that you said to me in the meeting this morning. When you said _______, I felt disrespected, specifically because you said this in front of my colleagues. I welcome feedback, but can you please do it behind closed doors?”

He said: “I am sorry. You’re right. I won’t do it again.” I’m happy to say that he stopped speaking to me that way during meetings!

Sometimes people just don’t realize that how they’re doing something is having a negative impact, and they don’t see how else they might do it that could provide better results.

There are three elements at play here that I want to bring to your attention: boundaries, confidence, and assertiveness.

When my boss berated me in front of my colleagues, he crossed one of my boundaries: I will accept feedback, but only in private. As soon as he crossed this line, I knew I had to say something.

This is where confidence came in. Confidence is based in courage, and courage doesn’t exist without fear. Going in to talk to my boss wasn’t easy. I wasn’t sure how he was going to take it. But talking to him about it was essential. I had a boundary to defend!

And in fact, I demonstrated that boundary by talking to him in private. I like to think that me doing unto him the way I wanted him to do unto me is part of why it went well.

And lastly, we all need to be assertive. Assertiveness is about communicating in a clear and direct manner. It’s about using the right language so that we can get our message across with respect so that we are heard without hurting someone else’s feelings.

I think there’s a fine line between assertiveness and aggressiveness that we have to walk carefully, especially for women. If we push too much, they’ll be offended and put off; if we push too little, they won’t take us seriously. Walking this line takes practice.

I often help my clients work out how they want to respond to situations like this. Here are two things that I have them think about:

What is the action or behavior that didn’t work for you?
example: my boss berated me in front of my colleagues
What is the action or behavior that needs to happen instead?
example: I welcome feedback behind closed doors

Then use those two pieces of information to help you craft an assertive statement that clearly describes what you need.

Again, this takes practice. But if you work with these situations intentionally, you can help to promote an atmosphere at work that will enable you to thrive!

Do you want to make sure you're happy in your next job?

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Drawing Lines: How to Maintain Healthy Boundaries at Work

December 6, 2021

During a recent presentation, I asked my audience – a group of early-career professional women – this question:

“Which professional boundaries do you find difficult to maintain?”

Their answers showed that:

66% struggled with committing to their personal time outside of work hours because they continue to check emails after the workday has ended
22% had difficulty saying “no” to opportunities that did not align with their lifestyle needs and values

This same audience agreed that the challenge is further exacerbated when you have goals and desires around your work including:

Wanting to be recognized and valued for your work
Feeling respected by others
Getting feedback in private
Being valued for their willingness to express differing opinions

It’s easy to feel torn between reaching for our career goals and protecting our personal lives. It might be tempting, even, to forgo our boundaries and personal lives for the sake of our career goals.

I caution you against that mindset. Once a boundary is given up, it’s much harder to regain. Plus, that’s a short-term approach. I’ve thought it myself: “I can do this for a year…”. But one year turns into three, which turns into a lifetime of imbalance.

It’s not just that you’ve opened the door and now you can’t close it. It’s more that it’s a habit that you’ve created within yourself. You don’t even see it happening… but habits are pervasive and difficult to change.

We’re also talking about setting other people’s expectations. If you don’t maintain healthy boundaries in your current job, it can be difficult to reestablish the boundaries you want without changing jobs altogether. If your boundaries are so compromised that you’re miserable, that’s a viable option… but if you can stop it from happening in the first place, you’ll save yourself a lot of pain and frustration.

So, decide right now what you want your career to look like and how you want that to balance with your personal life. It’s better to create stricter boundaries now that you can loosen later than to create loose boundaries that are almost impossible to tighten.

This problem of maintaining healthy work/life boundaries is not new, but it has gotten worse with working from home. These lines get fuzzy when they exist within the same four walls.

I encouraged the women in my audience – and I encourage YOU - to clearly define what your boundaries are:

What boundaries do you want to create and maintain?
Be specific! Examples: No checking email after 7pm, or only take on opportunities that are in line with where you want your career to go.
What does crossing the boundary look like?
Again, be specific. Envision it so that you’re more likely to see it when it happens.

Once you have a clear definition and understanding of your boundary, your next step is to have a conversation with your manager. When you are both on the same page about what you each expect, your boundary will likely require less management and, should lines start to get crossed, it will be easier to get back in bounds.

Want a little bit of accountability? I’m here for that! Tell me in the comments below: What’s the boundary that you want to maintain?

Do you want to make sure you're happy in your next job?

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The Career-Growth Gender Gap: It’s still here but we’ve got plans

women can take action to change the career-growth gender gap

The Career-Growth Gender Gap: It’s still here but we’ve got plans

November 22, 2021

If you are a woman and early in your career path, there’s something you need to know:

Women face challenges in their career growth that men do not.

If you think that we’re beyond the gender problem, I invite you to think again… because we are not!

In fact, women face TWO specific challenges:

First - Women don’t move up to the next level within their first five years at the same pace as men

Second - Because they don’t get promoted, women do not develop the same leadership skills as men within this same time frame.

These two steps are essential for career growth!

Researchers call this the “broken rung.” According to a 2019 study by McKinsey and LeanIn.org, these obstacles that prevent women from progressing in their careers.

Here’s the thing:

If you don’t get promoted, you don’t get into the pipeline for further promotions. Instead, you play a game of catch-up and it’s easy to continue to fall behind.

So… what can you do about this?

As an answer to that question, I’d like to tell you about a wonderful group of early-career professional women that I recently had the wonderful opportunity to speak with.

They were enrolled in a year-long program designed to address these common career-growth challenges that women face in the workplace. These women knew that they had to take control over what they needed and wanted in their careers. They were aware that if they were going to remove the obstacles they faced, they needed to understand the challenges that created them.

As part of their program, these women identified their values around what is important to them in the workplace. With that in mind, I spoke with them about three key areas that build upon what they value in the workplace.

Work boundaries
Confidence
Assertiveness

These are foundational factors that support their values. (If you want to identify your own values with regards to the workplace, download the Corporate Culture worksheet.)

Here’s a quick summary of these key areas and how they support and align with your values:

Work Boundaries reflect how you want to be treated in the workplace. Keep in mind: You should treat others the same way you hope to be treated. Following the Golden Rule can serve a guiding light.

Confidence helps you define and establish your boundaries.

Assertiveness guides you towards using the right language to get your point across clearly and tactfully when your boundaries are threatened or compromised.

What I find most exciting about these key areas is that they are skills. That means you can learn them and practice them so that when you need them, you’ll be ready.

Here is what I’m hoping you’ll take away from this:

You have to choose to take control over what you want and need in your career
You can take action to combat the challenges you face
Finding support through communities and a career coach can help you make these things happen for yourself.

We are still facing gender challenges in the workplace, but we are not victims to them. You can take specific, focused action to support your own career growth. When you do the work, success will follow.

Do you want to make sure you're happy in your next job?

Use this worksheet to clarify what you need in the next company you work for.

Quiet Quitting: What to Do Instead

September 12, 2022

Where do you want to go in your career?

Share This Post!

Your Manager Matters: How to Find a Great Boss

September 5, 2022

Where do you want to go in your career?

Share This Post!

Women in the Hybrid Workforce: What will make you happy?

August 1, 2022

Where do you want to go in your career?

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They need you in the office but you like working from home. Now what?

March 28, 2022

What I want to focus on here is how employees are responding to the prospect of going back into the office.

As your call to return to the office looms, I invite you to think about this from your company’s perspective.

How can you use this information to create a solution where everyone benefits?

Where do you want to go in your career?

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Where Are You Going in Your Career? Here’s How to Decide

January 30, 2022

As we think about what we want for ourselves in the future, one of the best things we can do is look back.

Where do you want to go in your career?

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Will You Be Happy in That Job? Three Ways to Know.

January 17, 2022

Where do you want to go in your career?

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Marking Time: Reflections on a Year

January 3, 2022

Do you want to make sure you're happy in your next job?

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Speaking Up: How to Confidently Assert Your Boundaries at Work

December 13, 2021

There are three elements at play here that I want to bring to your attention: boundaries, confidence, and assertiveness.

I often help my clients work out how they want to respond to situations like this. Here are two things that I have them think about:

Do you want to make sure you're happy in your next job?

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Drawing Lines: How to Maintain Healthy Boundaries at Work

December 6, 2021

Do you want to make sure you're happy in your next job?

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The Career-Growth Gender Gap: It’s still here but we’ve got plans

November 22, 2021

Women face challenges in their career growth that men do not.

If you don’t get promoted, you don’t get into the pipeline for further promotions. Instead, you play a game of catch-up and it’s easy to continue to fall behind.

Do you want to make sure you're happy in your next job?

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