Latest news with #Salemi
CNBC
19-05-2025
- CNBC
9-to-5 employees are interrupted every 2 minutes by meetings, emails and other pings, says Microsoft—how to focus
The workday is full of distractions. In fact, during the 9-to-5, employees are interrupted every two minutes by meetings, emails and other pings, according to Microsoft's recent report 2025: The Year the Frontier Firm Is Born. And this "isn't taking into account if you have WhatsApp open or if you have Spotify or YouTube open," says Alexia Cambon, senior research director at Microsoft. "Those are additional signals that are probably also adding to the disruptions." If you feel like constant distractions are getting in the way of you actually doing your job, there are methods to ensure you have dedicated quiet time to get things done. Here's what experts recommend. There are several ways to create protected blocks of time in which to do work. First, "determine when you're most productive," says Monster career expert Vicki Salemi. Is it "30 minutes mid-morning or right before lunch?" Figure out when it's beneficial to have those specific windows. Then, "schedule blocks of time on your calendar and treat it like an important meeting," she says. "Don't blow it off." You can even set an alarm on your phone or computer to alert you to when it's time to buckle down uninterrupted. Think, too, about where you'll be most productive. "Is it a quiet room at work?" says Salemi, "in your cubicle or office while listening to music?" Then, set aside your phone, close your email and turn off notifications. And "if you're working from home," she says, "tell everyone in your household you're in an important meeting." You can create blocks of quiet time as short as 20 minutes. When you're figuring out how to focus during the day, remember that "sometimes quiet time doesn't take place in front of a desk," says Salemi. "You might have an a-ha moment while going for a power walk," for example. Cambon uses a similar tactic to ensure she has some focused moments. During the workday, "I have this standing 45-minute run on my diary every day that I obey religiously," she says, "not just for my mental health and for my clarity, but honestly, it's the place I get my best ideas." Before she leaves, she lets her team know, "guys, I'm taking 45 minutes for a run, please do the same," she says. "It's important to see it role modeled up top that this is something that is permissible." However you block off time, the point is to focus on identifying noise "throughout our day and aim to minimize it so it doesn't manage us," says Salemi.
Business Insider
10-05-2025
- Business
- Business Insider
Companies are going hardcore. It means one classic piece of career advice is getting more crucial.
A few big companies have been in the news for cutting underperformers and rewarding high performers. If you're looking to advance your career or keep your job in an increasingly frozen job market, you should take advantage of the classic advice to document your work wins and accomplishments. Keeping track of your performance can be crucial to getting a raise or a promotion, and for job security. Microsoft and Meta have made performance-related job cuts. Business Insider's Eugene Kim reported that " Amazon is revising its compensation structure within pay bands to better recognize and reward long-term high performers." Emily Field, a partner in McKinsey & Company's people and organizational performance practice, said performance management tends to follow economic and talent cycles. Companies were more relaxed about it during the pandemic and the Great Resignation, when workers were quitting their jobs en masse. But now the Great Resignation is over, hiring has cooled, layoffs are still low, and more workers are staying put. That more static labor market could mean demonstrating your value at work can be even more important to get promoted or to try to protect your role from layoffs. "What we're seeing is, particularly with AI, particularly with economic headwinds, we're seeing organizations say, we need to focus on high performance to be able to win, to be able to innovate, to be able to beat our competitors, and therefore we need to focus on performance management," Field said. Below is advice on how to document your wins, who needs to see them, and how often you should be discussing performance. First, you need to figure out what your boss expects from you Amy Lentz, the founder of Hack Your HR and chief people officer of footwear company Toms, said, "If you are creating value in your job, I think it's important to document," Lentz said. "Where people get kind of hung up is, 'Well, what is success and how do I measure it?'" Vicki Salemi, a career expert for Monster, said if a company is figuring out layoffs and their budget, workers need to also think of their job in terms of numbers. "They're thinking about in terms of your wins, but also money saved, time saved as well as money earned, time earned in terms of efficiencies, streamlining," Salemi said. Field said it's always been important to have quantifiable metrics. But in today's economy, "it's even more important to be able to say, this is how I'm contributing to the organization's success." Salemi said not all companies have quantitative performance ratings because they are having ongoing conversations about performance and don't think there needs to be a formal process. "In that case, it may be harder for you to show that you're a strong performer if they don't go by metrics," she said. Salemi said to focus on what you can do to be a good employee, including whether you are hitting or exceeding goals and expectations. If you are worried about layoffs, Salemi said to ask your boss what you need to do differently or what you need to prioritize. "That shows engagement, that shows that you care, and that you are willing to roll up your sleeves and do the work and hopefully get honest, helpful feedback," Salemi said. "Your boss might say, 'It's the company. It's not you.'" Don't keep your wins to yourself, but you don't have to broadcast every success in real time Lentz said documented wins should be measurable, objective, and factual, and less about your perception of that success. She said to document what you did, the outcome, and how it brought value. Salemi said to get in the habit of quantifying what you do because this can also be helpful if you apply for a new job. Salemi added that you can also document work testimonials and feedback you have received. Salemi suggested workers document their success in real time, even if it's just a note on their phones that they can refer back to. However, she advised against showing them to your boss after every success. "You do need to do that periodically and when it matters," Salemi said, adding that a good time to do so is during your organization's review of salaries, after a big project, or overcoming some work hurdles. Lentz suggested making a document that you can add to and share with your boss, arguing that it could be more effective than just tracking everything in a single annual review. Talk to your manager about what you need to demonstrate Field said setting goals is important for documenting successes. She said to have check-ins with your manager because your priorities and what you need to deliver on might change over time. Lentz suggested asking in your one-on-one meeting with your boss for a conversation in the next few months about goals and how to spend your time, so you can understand if you are working on what is of value at the company. Salemi suggested asking your boss if they have a minute to discuss how to be rated as exceptional at the company this year and what metrics they need to see from you. Salemi said even if your boss isn't numbers-focused, you need to include figures in your documentation because your manager won't be the only one evaluating your performance. She added that it can also be important if you are considering an internal job switch. "The first thing that potential new boss is going to do is they'll want to see your performance review," Salemi said. "It's important to highlight your wins and that means including numbers." Are you a leader who can talk about layoffs, uncertainty, or performance management at your company? Reach out to this reporter to share at mhoff@
Yahoo
23-04-2025
- Business
- Yahoo
Nearly half of Gen Z grads admit they ghost employers who fail to mention this one thing in the interview
Gen Z is not afraid to take a stand when it comes to salary transparency, with over two in five graduates willing to ghost an employer if compensation is not disclosed. But despite high expectations for their early career, Gen Z may be in for a rude awakening—some employers aren't afraid to sack recent grads. If you've recently been on the job hunt, you may have felt like you struck gold if a post listed the salary range. But for Gen Z, wage transparency is much bigger—it's a non-negotiable. Some 44% of Gen Z college graduates say that they would pull out of an application—even by ghosting the recruiter—if the salary range was not disclosed during the interview process, according to Monster's 2025 State of the Graduate Report. While their behavior may seem entitled, especially during a rocky job market, it's part of a growing trend among young people to talk about pay in the workplace, which has long been viewed as taboo by previous generations. The shift is in part thanks to some 10 states—including California, Colorado, and New York—that have passed laws in recent years mandating salary transparency. Now, Gen Z may not even entertain a job posting without the salary range, Vicki Salemi, a career expert at Monster, told Fortune. 'Since so many job descriptions provide it as a common practice, when other employers don't, graduates may simply gloss over these job listings that don't share it,' Salemi said. Over 4 million Gen Zers find themselves jobless, so it may come as a surprise that young people have such high expectations for the start of their careers. However, with so many well-adjusted to living at home with their parents, they want a job that checks all of their boxes rather than a big paycheck. Nearly three out of four class of 2025 graduates say they would be unwilling to work for a company whose political values conflict with their own, and 35% would refuse to accept a job offer from a company without diverse leadership, according to the Monster report. Moreover, 42% won't accept a job that does not have hybrid working options. These incoming workers are redefining the where and when of the workplace, said Salemi. But despite having their high expectations, not all of Gen Z is so sure they'll find the perfect role off the bat. Over 80% of graduates believe they will find a role at some point, but only 63% believe they have leverage in the job market. Kate Duchene, president and CEO of global professional services firm RGP, previously told Fortune that Gen Z wants more flexibility and transparency. And if they don't get it, the generation is willing to put up a fight for it. 'They aren't afraid to push back a little bit and then put their money where their mouth is and leave if they don't feel heard or listened to,' she said. In fact, nearly half of Gen Z grads said they would quit if the workplace became toxic, and 39% would leave just to seek a healthier work-life balance, according to Monster. However, some bosses have still not caught on to Gen Z and are unhappy with their behavior. Some six in 10 employers have reportedly fired young college graduates in part due to a lack of professionalism, organization, and communication. Despite generational tensions, some employers are taking note of how to best address the wishes of the Gen Zers, said Monster's chief marketing officer, Scott Blumsac. 'The message is clear: today's graduates are ambitious, intentional, and values-driven,' he wrote. 'Employers who adapt to these priorities by offering flexibility, purpose, and pathways to growth will be best positioned to attract and retain the next generation of top talent.' This story was originally featured on Sign in to access your portfolio
Yahoo
10-04-2025
- Business
- Yahoo
Would you work here? 5 signs of a healthy workplace
If you're like most Americans, you'll spend one-third of your life working. And that doesn't account for commuting time, which averages 26 minutes each way, or nearly an hour a day. When you spend all those hours with motivated colleagues who empower and inspire you, you'll look forward to clocking in. But when you're surrounded by managers who belittle and micromanage you, your emotional state can take a major hit, says Vicki Salemi, a New York City-based career expert for Monster. In an April 2024 poll, her team found that 67% of American workers feel like their job environment is toxic. No job will ever be perfect, but Salemi says there are green and red flags to watch for during your job hunt and after you're hired that can signal whether you're at a top workplace or a toxic one. Want a better boss? See the list of top-ranked workplaces. Here are five signs of a healthy workplace: Salemi says diversity and inclusion will be at the forefront of any positive work culture. 'A healthy workplace does not discriminate,' she explains. 'It is inclusive and treats everyone fairly and equally.' In the job-hunting or interview process, consider scanning the leadership page. Is it composed of varying ethnicities, ages, and gender identities? That's likely a green flag. In addition, Salemi says that a healthy workplace 'pays everyone what they're worth in the marketplace.' If staff is underpaid and overworked, it will show in their performance, she notes. If employees are frequently sick, make mistakes, or if there's high turnover, that's a bad sign. Top execs should be accessible, communicate frequently, and hold themselves accountable, Salemi says. 'Healthy environments typically stem from the top with effective leaders with morals and ethics who demonstrate company values,' she explains. A telltale sign of healthy leadership is when executives directly address workers' anxiety over layoffs or economic uncertainty. 'They should be authentic and as transparent as they can be,' Salemi notes. She explains that leadership can address concerns in a few ways, like company-wide messaging straight from the CEO, all-hands department meetings, and smaller, one-on-one meetings between managers and direct reports. 'They should address the elephant in the room by saying they realize there's a lot of uncertainty from layoffs,' Salemi says. 'Employees will feel seen and heard. Leaders may want to talk about growth, or stagnancy if that's the case; revenue, and where the company is positioned in relation to the industry as a whole.' When employees have a solid understanding of how to earn a promotion, that's a big green flag, Salemi says. She adds that it starts in the application process: 'Job descriptions won't be vague; there are tangible steps and responsibilities.' She notes that a healthy workplace will provide many career opportunities and clearly defined paths toward promotions. What's more, she says, a healthy workplace will guide employees in reaching those goals, too. 'They provide training and growth opportunities for employees to expand their skill sets and blossom in their careers.' Salemi says it's a sign that the company wants employees to stick around long-term and is invested in their growth alongside the business. Though return-to-office mandates have been on the upswing, Salemi says that work flexibility is still a major perk to look for. 'This could mean working remotely or four-day workweeks. Flexibility is just that—it's flexible,' she says. 'Our data has consistently shown over the past several years that flexibility—not only where they work, but also when they work—is a top priority for workers.' Of course, you might not have a ton of power over your work situation—in that case, employers might show flexibility in other ways. Do managers gladly push out deadlines when, say, a sick kid needs to be picked up from school? Understanding that workers have lives outside of work is key, Salemi says. Safety is highly important, Salemi notes. Employees should feel empowered to speak up and address issues while feeling seen, heard, and safe. 'They need to know there won't be retaliation,' she says. She cites Monster data that 77% of workers have witnessed some type of workplace discrimination, while 28% didn't feel comfortable reporting an incident to human resources. 'Both sets of numbers are rather high,' Salemi says. Importantly, Salemi says, the problems caused by toxic work environments don't just get resolved overnight. 'It takes time," she says, "and the company and its leaders need to be conscious and intentional about moving the needle to a healthy one,' she explains. "Often when there's a toxic situation, one of the best ways to change it is to leave for much healthier, better workplaces.' If you're navigating a tough work culture and can't necessarily leave, rely on your inner circle. 'Surround yourself with supportive, loving family and friends ... as well as mental health counselors you can rely on,' she says. 'Take care of yourself, first and foremost.' Each year, USA TODAY Top Workplaces recognizes organizations that excel at creating healthy workplace cultures. Employee feedback determines the winners, who are chosen based on surveys taken throughout the prior year. In 2025, over 1,500 companies achieved recognition. Top Workplaces also ranks regional employers throughout the United States. This article originally appeared on USA TODAY: 5 signs of a good company
