Latest news with #Reset:ALeader'sGuidetoWorkinanAgeofUpheaval
USA Today
5 days ago
- Business
- USA Today
Is there a proper way to quit a job? Ask HR
Johnny C. Taylor Jr. tackles your human resources questions as part of a series for USA TODAY. Taylor is president and CEO of the Society for Human Resource Management, the world's largest HR professional society and author of "Reset: A Leader's Guide to Work in an Age of Upheaval.' Have a question? Submit it here. Question: I just started my first job after graduating in May. The employee manual outlines the process for resigning, and co-workers have shared their tips. Does it really matter how you quit if you don't plan to return? –Dean Answer: Congratulations on graduating and starting your new job! Also, thank you for asking, as this is a question I get often. From a worker's perspective, how you leave a job may not seem to matter. After all, it's just you and an employer who you probably won't work for again. However, in the context of your professional career, how you resign can help or hurt you in the long run. First, there are several practical reasons to provide sufficient notice. One, it may be required by your employer's policies or contract. Employers usually require a resignation notification period from departing employees. This is often a two-week notice, but it may be longer for higher-level positions. If an employee fails to comply with the terms of a contract, they may be held liable for breach of contract and may be sued by the employer. Underpaid? Here's how to navigate salary frustration in 2025. A notification period benefits the employer by allowing them time to recruit, hire, and train their replacement before or shortly after the current employee leaves. The notice period may allow for knowledge transfer and the completion of work projects. The information technology department can benefit from advance notice to avoid the duplication of client lists, intellectual property, contact lists, and other data to which an employee may have access before their departure. Another reason notice matters is that some states govern the payout of accrued and unused leave to departing employees and may specify the timeframe for paying their final paycheck. The notice period allows employers time to pay accurately and in a timely manner. There may also be terms or conditions in a contract or policy about how employers must communicate resignations. Most employers request a letter of resignation to confirm that an employee has resigned and wasn't terminated. No degree? Should you apply for a job if you have experience but no degree? Ask HR There are even more compelling reasons why giving ample notice benefits you. When you step into a job, realize the setting is not static. People are going to come and go, jobs are going to shift, and companies are going to change. Think of each job, each workplace, each relationship as an intersection. We carefully consider how we build our resumes by combining our education, experiences, and skills at these intersections. How we build our relationships and reputations with the people who understand and respect our value and professionalism is just as critical. Resigning without notice hurts your employer, but your former colleagues feel the impact the most. They are likely responsible for picking up the slack or forced to figure out the nuances in the work you know intimately. So, how we exit our career intersections determines if our relationships and reputations remain intact. The world is smaller than it appears. Your specific industry is an even smaller world that gets even smaller, especially as workers' career paths take them to different employers across an industry. People talk, and not just to your references. They often reach out for feedback to people they know personally who've worked with you. Even if your first job is not a high-profile, glamorous position, don't behave according to the position; behave according to the position you want to be in. Throughout your career, you'll likely encounter challenging co-workers, ineffective managers, and toxic work environments. How you leave a job says more about you than your employer. How you transcend negative experiences will carry you further and to better opportunities. When you're just getting established, you don't know many people, but as you grow in your career, you develop relationships with people who can advocate for you even when you're not in the room. A significant portion of your career path is relationship-based. Ultimately, damaging your reputation limits your future opportunities. Instead, the people you work with should expand your professional network. Cultivating strong relationships yields more options and more career flexibility down the line. The views and opinions expressed in this column are the author's and do not necessarily reflect those of USA TODAY. Sick of work? How to recognize symptoms of job burnout: Ask HR
USA Today
05-08-2025
- Health
- USA Today
How to recognize symptoms of job burnout: Ask HR
Johnny C. Taylor Jr. tackles your human resources questions as part of a series for USA TODAY. Taylor is president and CEO of the Society for Human Resource Management, the world's largest HR professional society and author of "Reset: A Leader's Guide to Work in an Age of Upheaval.' Have a question? Submit it here. Identifying and Managing BurnoutQuestion: I'm usually energetic and productive at work, but months of intense effort have left me exhausted and unfocused. Even after a few days off, I return feeling just as drained. Could I be burned out, and if so, what should I do about it? – Tim Answer: I'm sorry to hear you're feeling this way. High-intensity work environments can take a toll on even the most energetic and productive individuals. Based on what you've described, there's a possibility you could be experiencing burnout. Burnout is a state of emotional, physical, and mental exhaustion resulting from prolonged and excessive stress. Be on the lookout for these symptoms: ◾Exhaustion: This can manifest as persistent fatigue that continues even after rest or a few days off. ◾Irritability: Finding yourself more easily frustrated or short-tempered. ◾Lack of motivation: Feeling detached or less interested in your work or other activities you once enjoyed. ◾Increased mistakes: Making uncharacteristic errors more frequently or second-guessing your abilities. No degree? Should you apply for a job if you have experience but no degree? Ask HR Recognizing these signs is a critical first step toward addressing the situation. Here are some strategies to help you manage and alleviate burnout: Most employers are aware of how workplace stress can impact morale and work performance, so it's essential to communicate with your employer. Having an honest conversation with your supervisor can open doors to resources your company may offer, such as an Employee Assistance Program (EAP), which can provide the support you need. Together, you can reassess your workload and explore options to better manage and potentially reduce stress. This approach can guide you toward regaining your energy and focus. By addressing the root cause of your exhaustion, you'll be better equipped to manage stress and restore your productivity and well-being. You aren't alone in feeling this way: 31% of U.S. workers report frequent or constant job stress. Engaging with colleagues, friends, or a support group can also prove beneficial. Sharing experiences can offer solace and identify solutions to fit you and your colleagues experiencing similar symptoms, and ultimately make your workplace better in the process. The views and opinions expressed in this column are the author's and do not necessarily reflect those of USA TODAY. Taking a stand: What to do if your boss retaliates after you voice a complaint: Ask HR
USA Today
22-07-2025
- Business
- USA Today
What to do if your boss retaliates after you voice a complaint: Ask HR
Johnny C. Taylor Jr. tackles your human resources questions as part of a series for USA TODAY. Taylor is president and CEO of the Society for Human Resource Management, the world's largest HR professional society and author of "Reset: A Leader's Guide to Work in an Age of Upheaval.' Have a question? Submit it here. Question: What can I do if leadership in the company retaliates against me and my team whenever we bring forth concerns or complaints from staff? ‒ Demetria Answer: It's incredibly disheartening to be in a situation where leadership retaliates against you and your team for voicing concerns or complaints. When leadership chooses retaliation over reflection, it not only stifles open communication but also damages trust and morale across the organization. However, you are not without options. Here's a structured approach you can take to address this issue: Ultimately, healthy organizations thrive on feedback and protect those who speak up. Your actions can foster an environment of integrity, accountability, and respect. Remember, standing up for what's right is crucial, even if it feels challenging. You're not just advocating for yourself, but for a culture of openness and trust. Resume: How can you make yours stand out? One of my colleagues was recently terminated due to concerns about cultural fit within our company. Although he possessed strong skills and intelligence, he wasn't always the easiest to work with. Is cultural fit considered more important than technical abilities and job performance? ‒ David Increasingly, employers are looking for workers who check both boxes: acumen and fit. They want people who can do the work and work well in the context of their unique work environment. Cultural fit is a significant factor considered by many employers alongside technical abilities and job performance. While possessing strong skills and intelligence is crucial, the ability to work harmoniously within a company's culture is equally vital. Workplace culture is not just about what work is done, but how it is done. It encompasses various elements, including work performance, personality, work style, and work ethic. These factors affect collaboration, morale, and overall productivity. Therefore, many employers prioritize cultural alignment during the recruitment process and throughout an employee's tenure. The employment-at-will doctrine, which applies in most states, allows employers to terminate employment for any nondiscriminatory reason, including cultural misalignment. This legal framework reflects the importance placed on having the right cultural fit. Culture affects how well individuals work with others, which in turn impacts team performance and company success. Ultimately, while technical skills and job performance are essential, cultural fit significantly influences long-term success within an organization. Both employers and employees benefit from a harmonious cultural alignment, and flexibility on both sides is necessary to ensure a mutually supportive and productive work environment. Each party should strive to understand and adapt to each other's cultural dimensions to achieve the best fit possible. The views and opinions expressed in this column are the author's and do not necessarily reflect those of USA TODAY. Hiring a friend or relative? How do I avoid nepotism perception when recommending a relative for a job? Ask HR
USA Today
15-07-2025
- Business
- USA Today
How can you make your resume stand out? We ask HR for tips for a good resume.
Johnny C. Taylor Jr. tackles your human resources questions as part of a series for USA TODAY. Taylor is president and CEO of the Society for Human Resource Management, the world's largest HR professional society and author of "Reset: A Leader's Guide to Work in an Age of Upheaval.' Have a question? Submit it here. Question: I'm graduating from college and looking to begin my career in software engineering. What should be included on a resume with two internships as professional work experience? – Carin Answer: Congratulations on earning your degree in software engineering! Starting your career is an exciting milestone, and your resume is the key to opening those first doors. While you might feel that your experience is limited, don't worry, you've likely gained more relevant skills and accomplishments than you realize. Let's break down the resume creation process step by step. Start with a clear summary. Your resume should begin with a short, focused statement that highlights your technical strengths, career goals, and the type of roles you're targeting. Think of this section as your elevator pitch. It's your chance to grab the hiring manager's attention and set the tone for the rest of your resume. For example, you might say, 'Recent software engineering graduate skilled in Python, JavaScript, and cloud computing, seeking a role in full-stack development.' Highlight your internships. Internships are gold when it comes to showcasing professional experience. Instead of listing tasks, focus on what you've achieved. Employers want to see impact, so use action verbs and quantify your contributions where possible. For instance, instead of saying 'Worked on testing,' try 'Developed automated testing framework in Python, reducing manual QA time by 40%.' This approach not only demonstrates your technical skills but also shows your ability to deliver results in real-world situations. Job benefits: Can an employee contribute to an FSA while on an unpaid leave of absence? Ask HR. Don't forget academic and personal projects. If you've worked on a capstone project, participated in hackathons, contributed to open-source software, or built something independently, these experiences can be just as valuable as internships. They demonstrate initiative, creativity, and a passion for development that extends beyond the classroom. Include specific details, what you built, the technologies you used, and the challenges you overcame. And if you have a GitHub profile, portfolio website, or LinkedIn page, make sure to link them on your resume. Recruiters love seeing tangible proof of your skills. Tailor your resume for each job. One of the most effective ways to stand out is to customize your resume for each application. Carefully review the job description and identify the key skills, tools, and technologies the employer is looking for. Then, adjust your resume to highlight those priorities. This extra effort not only helps your resume score favorably with applicant tracking systems but also shows employers you've done your homework. Remember, your resume is a living document. It will evolve as you gain more experience and refine your career goals. For now, focus on showcasing your potential and the value you can bring to a team. Best of luck as you take this exciting next step in your career journey! The views and opinions expressed in this column are the author's and do not necessarily reflect those of USA TODAY. Nepotism: How do I avoid negative perceptions when recommending a relative for a job? Ask HR
USA Today
08-07-2025
- Business
- USA Today
How do I avoid nepotism perception when recommending a relative for a job? Ask HR
Johnny C. Taylor Jr. tackles your human resources questions as part of a series for USA TODAY. Taylor is president and CEO of the Society for Human Resource Management, the world's largest HR professional society and author of "Reset: A Leader's Guide to Work in an Age of Upheaval.' Question: I want to recommend my nephew for an open position with my company. I think he'd be a great fit. We are encouraged to make referrals of people we know. What can I do to avoid his hiring might be perceived as nepotism or favoritism? – Milo Answer: When considering recommending your nephew for an open position within your company, it's essential to navigate the process thoughtfully. Here are some steps to ensure a fair and transparent referral: Do your homework: Start by reviewing your company's policies concerning the hiring of family members. Most organizations have specific guidelines in place to prevent conflicts of interest, which help clarify what is permissible. Internships: How can students get more out of professional training? Ask HR Focus on qualifications: Make your recommendation based on your nephew's skills, accomplishments, and how he aligns with the job requirements. Communicate his qualifications and potential contributions to the hiring team. Maintain transparency: Be upfront about your relationship with your nephew from the beginning. Transparency will help build trust with your employer and colleagues, showing that you are not trying to hide the familial connection. Provide insight, not influence: Use your understanding of your nephew to offer valuable insights into his capabilities and work ethic. However, let the hiring process proceed independently, without undue influence from you. Allow him to go through the same evaluation process as any other candidate. Avoid conflicts of interest: Ensure that the position does not involve direct supervision or decision-making authority over your nephew. This reduces the risk of perceived bias and helps maintain a professional environment. Set professional boundaries: If hired, establish clear boundaries to maintain a separation between personal and professional interactions. This includes not showing favoritism and maintaining professionalism at all times. Address colleague concerns: Be mindful of your workplace dynamics. If any concerns about the recommendation arise among colleagues, address them directly and professionally, fostering an open dialogue to alleviate any tensions. By taking these steps, your recommendation will effectively showcase your nephew's potential while upholding the integrity of the hiring process and fostering workplace harmony. Ultimately, any candidate you refer, be it a friend, family member, or former colleague, will be based on your personal experience. When you see a potential fit for both parties, you can confidently make a quality referral in the best interest of your employer and your parties, you can confidently make a quality referral in the best interest of your workplace and your nephew. The views and opinions expressed in this column are the author's and do not necessarily reflect those of USA TODAY. Job benefits: Can an employee contribute to an FSA while on an unpaid leave of absence? Ask HR.
