Latest news with #AmandaAugustine
Forbes
05-08-2025
- Business
- Forbes
5 Steps To Lay Off Employees With Empathy
The constant threat of being laid off can be deeply disturbing. Massive layoffs, skyrocketing prices and not knowing what the future holds in today's tightening economy is creating layoff anxiety. And as scores of American workers are finding their necks on the chopping block, it can be traumatic. An unexpected, sudden layoff can feel like you're blindsided by a truck. It can upend your security, confidence and career plans and significantly impact your mental health. That's why business leaders must lay off employees with empathy, instead of treating it as just another task in a day's work. Why It's Important To Lay Off Employees With Empathy Workplace empathy is increasingly recognized as a pivotal leadership tool, as important as hard skills in today's global market. Research shows that it enhances leadership and employee relationships and ripples through the workplace in the form of worker satisfaction, innovation, productivity plus company profitability. A lingering myth links soft skills—such as compassion, trust, empathy, connection and kindfulness—with weakness and ineptness, stigmatizing soft skills as irrelevant and less valuable than hard, technical skills. Experts say that tough business leaders who prioritize hard skills to prevent soft skills from undercutting profits are opposing themselves. Soft skills are required to compete in the modern workplace. Why? The ability to temporarily take up residence in someone else's perspective frees you from your own narrow thoughts and snap judgments. It neutralizes your hard feelings, imbues you with a softer approach to disputes and difficult situations and enables you to connect with others. New research from Careerminds analyzed over 3,000 TikTok videos posted under hashtags like #LayoffSeason, #LaidOff and #CareerTok in which thousands of employees share the moment they are laid off. The footage documents behind-the-scenes emotional experiences, once kept behind closed doors. Key findings include: * 60% of videos capture real-time reactions to layoffs, showing shock, grief and anxiety. * Layoffs are increasingly being viewed as mental health events, not just operational decisions. * Employees are recording calls before they're even laid off, signaling mistrust and a demand for accountability. * Many creators are calling for more empathetic and transparent communication from employers. Career expert Amanda Augustine at Careerminds describes the videos as raw and emotional, proof that layoffs are more than just operational decisions and calling them life-changing events for many employees. 'For those who've recently been laid off, these videos may offer some comfort and a good reminder that they're not alone in what they're feeling,' Augustine explains. "At the same time, these recordings should serve as a wake-up call to employers: there's no such thing as a 'quiet layoff' anymore. How you treat people in their most vulnerable moments will shape your brand in the eyes of employees, customers, and future talent. Empathy, transparency, and real support aren't just 'nice to have' anymore – they're business essentials.' Experts say the videos have touched a nerve, ranging from clips taken minutes after termination calls to real-time reactions and heartfelt reflections. What was once a private, behind-closed-doors experience is now playing out in full view of millions online. In some cases, these recordings have sparked wider conversations about professionalism, empathy and power dynamics during termination calls. The analysis underscores the growing demand for employers to act with empathy, transparency and support when executing workforce reductions. And it stresses the importance of recognizing layoffs as mental health events rather than operational decisions. Without a thoughtful approach, companies risk diminishing the morale among the remaining workers but also long-term damage to their brand. 5 Steps To Lay Off Employees With Empathy According to Augustine, empathy, transparency and real support aren't just 'nice to have' anymore--they're business essentials. She shared with me the following best practices on how to handle layoffs based on Careermind's research and decades of experience with workforce transitions. While workers require more than checklists and scripts, they also need empathy and human connection Augustine insists. She points out that employees remember how they were treated during those vulnerable times most, even though many businesses approach the process with an emphasis on efficiency, staying close to deadlines and hurrying through exit meetings. 'Sincerity cannot be replaced by a generic script,' she asserts. 'What people need is to feel heard, seen and valued. It has a long-lasting impact on the person and the culture of your business when you provide an environment that allows for genuine dialogue, acknowledge their feelings and demonstrate genuine concern for their future.' Augustine reminds us that layoffs can make people feel lost and overwhelmed. 'Outplacement offers more than just job search resources; it also provides structure, support and a steady hand during a difficult transition. Personalized coaching helps employees transition from shock to stability, restoring confidence and reducing stress when they need it the most.' One of Augustine's most important points is that some employees left behind experience "survivor guilt," a complex combination of relief, sadness and anxiety about their own job security. She cautions that if this emotional burden isn't addressed, it can lead to low morale, decreased productivity and increased stress. 'Employers must openly acknowledge these feelings and provide support in the form of clear communication, counseling resources and team-building opportunities. Organizations can maintain a healthier, more resilient workforce by caring for those who stay.' Augustine suggests that every employee reacts differently to a layoff. Some are eager to return to the workforce, she states, while others are overwhelmed or unsure where to start. 'Personalized career coaching meets people right where they are, addressing their specific goals, industries and levels of experience. Tailored advice makes the process more manageable—and human, whether it's helping someone update their resume, move to a new role, or rebuild confidence after a setback. This type of assistance not only shortens the time it takes to find new employment, but it also alleviates the financial and emotional stress that comes with an unexpected job loss.' 'Off-boarding is more than just an administrative process; it is a pivotal moment that reflects your organization's values,' Augustine comments. 'Employers who approach layoffs with empathy, transparency and respect can maintain trust, protect morale and reinforce a culture of care that lasts beyond an employee's last day.' A Final Wrap On How To Lay Off Employees With Empathy In the 2025 workplace, it's unacceptable for business leaders to treat layoffs as an administrative task. The ability to empathize with employees is a pivotal leadership tool. Nowhere is that tool needed more than to lay off employees with empathy. Empathic leaders attract empathic employees and promote well-being, engagement and company profitability. Organizations still practicing iron-fisted compliance and treating emotions as soft skills will miss out on these advantages.
Yahoo
18-07-2025
- Business
- Yahoo
Gen-Z has unbelievable job requirements — including nap rooms and ping pong: survey
They're Gen-ZZZ. Nearly one in six Americans under the age of 28 won't even consider taking a job unless there's a designated snooze space at the office, a mind-boggling new survey found. 'It's clear Gen-Z isn't shy about voicing what they want from today's workplace, and for many, it goes beyond salary and health insurance,' said Amanda Augustine, a certified professional career coach and resident expert for the resume-building website which polled 1,000 professionals across the country about their must-have perks while evaluating job opportunities. For them, napping on the clock, and other demands 'aren't just nice-to-have extras; they reflect a shifting view around work-life balance and overall well-being,' Augustine added. One in five Gen-Zers — more than any other generation — say a 'fun room,' complete with games like ping pong and other recreational activities, is essential to their work environment, the startling survey results reveal. And one in five wouldn't even consider a position if the company's offices are not pet-friendly, compared to 14% of millennials, aged 29 to 44; 8% of 40- to 65-year-old Gen-Xers and only 4% of Boomers, aged 61 to 79. More Gen-Zers — 33% — expect free snacks and lunches at the workplace, more than any of their older coworkers, the poll found. And even if an office is up to snuff, they don't want to show up. A whopping one in three said a four-day workweek is non-negotiable, and one in four expect 'extended' sabbatical leaves 'for personal development or travel.' Younger generations are 'pushing back against the old model of constant hustle and burnout' by valuing flexibility and 'a more enjoyable day-to-day experience,' according to Augustine. 'Companies that dismiss these priorities as frivolous may find it increasingly difficult to attract and retain top talent from this up-and-coming generation of workers,' she warned.
Forbes
12-07-2025
- Business
- Forbes
Staying Put: 6 Ways To Keep Your Job And Boost Your Annual Salary
Some workers are discovering that they can stay put in the jobs they have and still make more money, ... More and experts show how you, too, can make this happen. It's hard not to become discouraged in the crowded 2025 job market. Gallup cites that 48% of U.S. employees are seeking new roles. When workers are dissatisfied with their current jobs, the first option is usually job hopping. But there's another option hiding in plain sight, like those looking for their glasses when they're on their head the whole time. Staying put in the job you already have and using different strategies is another option. According to experts, there are ways you can boost your annual salary in the job you already have without job hopping. 5 Tips For Staying Put And Increasing Your Annual Salary To navigate job changes wisely, it's important to focus on long-term career advancement, not short-term gains. Current market conditions and the ability to articulate your career moves can bring you more money and professional growth. Experts offer tips on how you can consider long-term salary gains, shine in the job you already have and increase your annual salary. I spoke by email with Amanda Augustine, certified professional career coach (CPCC) and resident career expert at Careerminds. She suggests that you start by investing in your own professional development by upgrading your skills. She recommends completing a certification, joining a training program or building in-demand skills during your off-hours. 'This helps position you as a more valuable employee who's worth a bump in compensation,' she points out. 'You might also find opportunities to earn more by taking on high-impact projects, leading cross-functional initiatives or volunteering to work less desirable shifts that offer time-and-a-half pay.' Augustine suggests that you check in with HR or long-time colleagues to make sure you're taking advantage of all the benefits your company already has to offer. 'From pre-tax commuter stipends and wellness reimbursements, to mentorship programs and professional-development budgets, these offerings can reduce your expenses and add value to your career,' she explains. 'Some companies even offer employee referral bonuses for helping to recruit great talent or extra pay for internal training or mentoring.' Don't be afraid to ask for what you need to improve your salary. Sam Hammock, CHRO of Verizon, told me it's important to advocate for yourself—whether it's a promotion, a better work-life balance or even just more resources on your team. Hammock says you have to think about what you need and have the courage to ask for it. She suggests that if you're scared, remember that negotiations are conversations, not confrontations. If you're asking for a promotion or a raise, it's important to have a list of your achievements and cite how they have had a positive effect on your team and the organization. Time your request by learning your company's cycles and business needs. Typically, the four best times to explain why you deserve more compensation is during an annual performance review, after completing a successful project, when the company reports strong financial results and after you achieve a significant personal milestone like completing a major certification, receiving an award or exceeding performance targets. If a raise isn't possible right now, Augustine recommends that you think about other negotiables that offer real value, such as a flexible schedule, additional paid time off (PTO) or covering the cost of a certification or conference. 'No matter what, track your accomplishments and wins in your digital 'brag book' throughout the year so you're ready to make your case when the time is right,' she advises. "Remember, raises and cost-of-living adjustments (COLAs) aren't automatically doled out, so it's important to be proactive in managing and advancing your career." Side hustles have become the new normal for having your own revenue stream, giving you confidence at the negotiation table, whether you're pursuing a promotion or negotiating a raise. Experts argue that side hustles are no longer a luxury but that everyone needs a gig job to supplement their current jobs in today's uncertain economy. If you're tight for income, side hustles can help you get back and stay on your feet. Consider joining the increasing numbers of workers taking back their earning potential with their own plan, on their own schedule, driving their own future career destination. Salary supplement is the leading motivator for side hustles, with some earning as much as $45,000 annually from gig work. According to one in six Americans report earning at least $2,000 per month from freelancing. If you're looking for the fastest growing side hustles in the U.S. and Canada, you can find them here. If you're wondering how to make quick easy cash fast and how to get started, you can find a few leads here and make as much as $1,000 extra per month. Atalia Horenshtien, head of AI practice at Customertimes, told me that if you're concerned about losing your job in the age of AI, there are ways to future-proof in the job you're in. One of the best steps you can take is to learn how to partner with AI, instead of resist it. Horenshtien advises that you don't have to become a data scientist, but you do need to know how to make AI tools useful, adding that the ability to bridge the gap between tech and business outcomes is what will set you apart. She also mentions that AI will likely replace tasks, not whole jobs, especially those rooted in repetition. 'What it still can't replicate well," she points out, "is original thinking, emotional intelligence, ethical judgment and complex decision-making. If your role leans heavily on these, double down. If not, it's time to pivot.' She suggests the worst move is to stay still. 'If your role includes repetitive tasks, assume they're next in line for automation. Up-skilling now, whether in AI tools, business strategy or adjacent fields, puts you ahead of the curve and out of the risk zone when change hits.' According to one in five Americans are planning to quit their jobs in 2025, with Millennials and Gen Z leading the way. Other employees are choosing to avoid the stress of job hunting, keep their heads down and work hard in a dead-end job that doesn't pay well. But sometimes the simplest, easiest and most lucrative option is staying put and figuring out strategies right in front of your eyes that can save you the stress of job hopping and boost your annual salary to boot.
Daily Mail
11-07-2025
- Business
- Daily Mail
Sneaky 'water test' bosses use in job interviews to pick the right candidate
A career coach has revealed the secret tests hiring managers are quietly running during interviews - and you've probably never even noticed them. Careers expert at professional CV writing firm TopCV, Amanda Augustine revealed that hiring managers use subtle, 'hidden' tests during interviews to assess candidates beyond their experience and skills. By trawling Reddit for first-person accounts of interviews, Amanda has uncovered some of the wildest questions and hidden 'tests' job seekers have faced while applying for positions across different industries. From how fast you drink a glass of water to whether or not you bring a pen, the hidden tactics are designed to uncover your true character, attitude and cultural fit - metrics that your CV probably can't help an employer gauge. Acing these behind-the-scenes assessments could be the difference between landing your dream role or receiving that dreaded rejection email. Amanda said: 'These 'unspoken or hidden interview tests, such as offering a glass of water to assess confidence, highlight a growing trend in hiring practices where subtle behavioural cues are used to inform decisions. 'While these tactics may seem harmless or even insightful to some, they can raise concerns about fairness in the recruitment process.' Amanda Augustine, careers expert at TopCV, has revealed the secret tests hiring managers are quietly running during interviews-and chances are, you've never even noticed them 1. The water trick It's common to be offered a glass or carafe of water on the interview table but, according to one user on Reddit's1 r/AskReddit, this polite gesture may serve as a subtle evaluation tool. They began their post by explaining they were told they had passed an unspoken test during the interview. The test involved the hiring manager placing a jug of water with a cup before the candidate to check whether they would help themselves. The interviewer also observed how quickly candidates drank the water. After the meeting, the hiring manager shared that they use this tactic to gauge confidence - viewing those who accept the drink without hesitation as more self-assured and comfortable under pressure. They wrote: 'Not a Hiring Manager but I spoke to mine after being hired and she told me that a method that they use when hiring is they put a jug of water with a cup out to see if anyone would drink it while being interviewed. 'I was the only person who drank the water at a "normal pace" during the interview and this is seen as being 'confident in the workplace environment by accepting a gift or offer.' Amanda revealed that hiring managers use subtle, 'hidden' tests during interviews to assess candidates beyond their experience and skills (stock image) They added: 'Apparently you can tell a lot about a person from the way they refuse the offer of the water or by drinking it too fast. 'If you encounter a similar situation in an interview and are wondering what a "normal pace" is, I just drank after I answered each question.' Amanda revealed that declining the drink might suggest discomfort, whereas calmly accepting it can signal confidence. While analysing how someone drinks a glass of water is trivial, some employers interpret micro-behaviours as indicators of how candidates respond in high-pressure situations. 2. The irrelevant interview question Many job seekers have encountered an interview question that seems to have little or nothing to do with the role itself. One user on Reddit's r/AskUK2 shared that they had been asked 'If you could be an animal, what would it be and why?' – a question that was echoed by several others who had faced the same and were keen to share their thoughts on what makes a good answer. According to Amanda, there is no right or wrong response to these types of questions. Instead, they are designed to assess how well a candidate handles the unexpected. Amanda said the key is to answer confidently and provide rationale for your choice. This demonstrates quick thinking, creativity, and composure under pressure. 3. The pen test 'If they bring a pen, they're at the top of the pile of applications,' states one hiring manager on Reddit. While interviews rarely involve heavy note-taking, bringing a pen can still serve as a quiet signal of preparedness, and some hiring managers are paying close attention. In one Reddit thread on r/jobs, a hiring manager even admitted to pretending they'd forgotten their own pen, just to see if the candidate would offer theirs as a sign of forethought and initiative. Amanda claimed this is to test if you were prepared for the interview, saying it shows professionalism. 4. Not knowing the answer Ever left an interview concerned that you were unable to answer every question? According to one Reddit user, that may not be such a bad thing. In fact, always attempting to answer, even when unsure, can be a red flag, especially in high-stakes fields. The user, an engineering professional, explained: 'One of the most dangerous types of people in an engineering environment is someone who won't admit they don't know how to do something. 'If a candidate couldn't acknowledge at least once during the interview that they weren't confident in their answer, I would raise a huge red flag.' Amanda revealed that simply saying you 'don't know but you can find out' is the perfect way to navigate this question.
New York Post
21-06-2025
- Business
- New York Post
Here are Gen-Z's unbelievable job requirements, including nap rooms and sabbatical leave: survey
They're Gen-ZZZ. Nearly one in six Americans under the age of 28 won't even consider taking a job unless there's a designated snooze space at the office, a mind-boggling new survey found. 'It's clear Gen-Z isn't shy about voicing what they want from today's workplace, and for many, it goes beyond salary and health insurance,' said Amanda Augustine, a certified professional career coach and resident expert for the resume-building website which polled 1,000 professionals across the country about their must-have perks while evaluating job opportunities. For them, napping on the clock, and other demands 'aren't just nice-to-have extras; they reflect a shifting view around work-life balance and overall well-being,' Augustine added. 3 Nearly one in six Americans aged up to 28 won't even consider taking a job unless there's a designated snooze space at the office, new survey found. Jack Forbes / NY Post Design One in five Gen-Zers — more than any other generation — say a 'fun room,' complete with games like ping pong and other recreational activities, is essential to their work environment, the startling survey results reveal. And one in five wouldn't even consider a position if the company's offices are not pet-friendly, compared to 14% of millennials, aged 29 to 44; 8% of 40- to 65-year-old Gen-Xers and only 4% of Boomers, aged 61 to 79. More Gen-Zers — 33% — expect free snacks and lunches at the workplace, more than any of their older coworkers, the poll found. 3 Overall, paid overtime was revealed as the most in-demand employee perk in America, with 76% of professionals saying it's a must-have. And even if an office is up to snuff, they don't want to show up. A whopping one in three said a four-day workweek is non-negotiable, and one in four expect 'extended' sabbatical leaves 'for personal development or travel.' 3 Napping on the clock is just one of Gen-Zers many demands while evaluating job opportunities. Fxquadro – Younger generations are 'pushing back against the old model of constant hustle and burnout' by valuing flexibility and 'a more enjoyable day-to-day experience,' according to Augustine. 'Companies that dismiss these priorities as frivolous may find it increasingly difficult to attract and retain top talent from this up-and-coming generation of workers,' she warned.
