Millions of employees started working remotely after the pandemic first took hold in 2020. But now, more people are returning to the office – and they’re being greeted by much higher prices for just about everything. Food. Commuting. Daycare. Rising gas prices and soaring inflation have made going back to the office more expensive. And that is eating into workers’ incomes, especially if their pay increases aren’t keeping up.

Here are some daily costs that have crept higher, making the return to post-pandemic office life more expensive.

Eating at the office
Coffee runs and long lunches with colleagues are one of the perks of returning to the office. But they come at a higher price these days.

The index for food away from home increased 7.2% over the last year, the Labor Department reported earlier this month. Food prices were up 9.4% in April from the same time last year – the biggest jump since April 1981, the Bureau of Labor Statistics recently reported. And grocery store prices increased 10.8% for the year that ended in April.

Office workers are seeing higher costs for everything from their morning coffee to their lunchtime salad: Starbucks raised prices in the US earlier this year and in October 2021 – and said prices could continue to rise.

“We have additional pricing actions planned through the balance of this year,” said then-CEO Kevin Johnson during an analyst call in February, citing cost pressures such as inflation.
Salad chain Sweetgreen has raised its menu prices by 10% since the start of 2021, the company said in its most recent earnings report.

“Lunchflation is 100% real, everything is more expensive,” said Kelly Yau McClay, who lives in Potomac, Maryland. “Before, you could get lunch for $7 to $12. Now there is no way you can get a decent lunch for less than $15.”

Yau McClay had just started a job doing branding and marketing for a real estate company as everything was shutting down in April 2020. She had been working remotely full-time until October 2021. But now she’s on a hybrid schedule, going into the office three days a week, and estimates she spends around $30 to $35 a day on work-related expenses, like lunch, coffee and snack runs, and parking.

But for other workers, returning to the office has brought some relief – at least on some fronts. Consumers changed the way they spent during the pandemic, with expenses like dining out at restaurants getting replaced with higher grocery bills and more meals at home.

Sara Hill, who works in the insurance industry in Buffalo, New York, saw her food budget increase when she and her four children were home full-time.
“I was eating more food because I am closer to the kitchen… my food spending was still increasing because we were all home,” said Hill.

After working remotely full-time during the height of the pandemic, she is now going into the office two days a week.

Before the pandemic, she spent around $25 to $30 a day on breakfast and lunch when working from the office. But now, with many of the food businesses near her job closed, she regularly brings lunches with her. “I pretty much bring things from home, whether it’s leftovers or a cup of noodles to get me through the day.

Getting to the office
A return to commuting has also meant more gas usage.
With gas prices hitting record highs recently, it’s an expensive time to be filling up more frequently. According to AAA, the national average for a gallon of regular gasoline is now $4.60. In February 2020, it was $2.44.

In Orlando, Florida, Mike Tobin upgraded to a minivan in August 2020. At the time, he said it cost about $40 to fill up the tank – but now it’s closer to $75.
“My biggest driving thing is going to the office…everything else is really close to where we live,” said Tobin, who works for a wholesale electric distribution company.

For Hill, the higher prices at the pump have made her change her routines to try and fill her tank up just once a week. She fills her truck with premium gas, which she said costs between $110 to $120 a tank.
“That is extremely crazy for gas,” said Hill. “I try to pack the days when I go to the office – if I can do anything right after work or on my hour lunch break I will try to squeeze things in because…it’s a day I am already driving.”

She tries not to leave her house on the three days she works from home.

For Yau McClay, any day she goes into the office she has to pay for parking. It used to cost $1 per hour but increased by 50 cents earlier this year. Now she is paying $12 a day – up from $8.
Ditching the comfy sweatpants and dressing up for the office again is also costly. Apparel prices were up 5.4% in April from the same time a year ago.

“Now that I am going into the office, I have to go buy new makeup sets – so I am spending money there when I wasn’t before,” said Yau McClay. “The things you used to spend money on, like hair cuts, makeup, manicure and pedicures, and updating your wardrobe, those things were essentially on pause for two years. Yes, I was spending it before… I got so used to not spending that it was really nice. And now everything is more expensive.”

Caring for the kids
Childcare costs tend to be one of the biggest expenses in working parents’ budgets – and that is getting more expensive for some parents, too.

In 2020, the national average annual cost of child care was $10,174, according to Child Care Aware of America.

In September 2020, Yau McClay put her three-year-old daughter in a new daycare facility full-time for $2,150 a month. Though child care tends to get cheaper as a child ages, a series of price increases has eaten into those savings, Yau McClay said.

“Every time she got bumped up [to an older age group]…later, they would announce: ‘Sorry we have another price increase,’” Yau McClay said. “Between when we started there and now, the price [for her current class] has gone up almost $200 net.”

The post ‘Lunchflation’ is real. Returning to the office is costing us a fortune appeared first on Résumé Writing and Career Services.

When it comes to creating a supportive work culture, we all have a role to play.

The concept of workplace wellness is nothing new. These days, countless employers big and small tout their commitment to supporting their employees’ personal needs, usually through benefits packages and other health initiatives. Less discussed are the actual issues these programs seek to address—and in particular, mental health in the workplace tends to get the short end of the stick.

Even in our age of radical transparency, there’s an overwhelming sense of hesitance around discussing mental health at work out of fear that divulging a mental health issue could have a negative effect on overall job security.

But by the same token, mental health issues like anxiety and major depressive disorder are far from unusual. According to a Monster survey:

31% of US respondents have experienced anxiety because of their job
15% experienced depression because of their job
36% of women reported anxiety
26% of men reported anxiety
11% of women have experienced loneliness
17% of women have had physical ailments such as headaches because of their job
Wondering where to find support? Let’s dig a little deeper into mental health in the workplace.

Know Where to Turn
As the CDC notes, poor mental health can have a marked negative impact on factors like job performance, productivity, and relationships with one’s colleagues. But in terms of accessing the right resources to address mental illness in the workplace, it’s not always so easy to know where to start.

Some people might feel more comfortable talking to their manager or another supervisor rather than going straight to HR. But maybe it’s the exact opposite for you. What’s important is that you reach out to let someone know how you are feeling.

Of course, it’s also worth exploring your job’s benefits program and Employee Assistance Plans (or EAPs), which seek to address personal issues that can have an impact on job performance. While resources will vary from one employer to the next, many are placing an increased focus on mental health—particularly after the COVID-19 pandemic. As an increasing reliance on remote teams blurred the line between work and personal life, more employers started offering mental health resources in the form of apps, videos, and webinars.

Additionally, take a moment to familiarize yourself with your rights under the Americans with Disabilities Act. This law prevents employers from discriminating against job seekers with mental illnesses, and also includes rules stating companies must provide “reasonable accommodations” to employees protected under the act. If you suspect you’re being discriminated against at work due to a mental health issue, get in touch with an attorney specializing in employment laws like the ADA.

Create a Supportive Work Environment
When it comes to looking after your own mental health, there are countless strategies to consider—taking breaks, scheduling time off for mental health days at work, and knowing when to ask for help are all great, small ways of helping ensure your needs don’t get short shrift.

But supporting your colleagues is an equally important part of the equation. Check in with your coworkers to see how they’re doing, and give them a chance to respond in an authentic way. While it can be difficult or awkward to talk about mental health in the workplace, everyone plays a role in creating an environment that’s warm and supportive, not casually dismissive.

Company leadership should let employees know it’s okay to discuss mental health issues at work. An organization that provides resources and benefits that address the well-being of employees is a great sign of a supportive work environment. That includes regular reminders of how to access support as well as allowing for time off when it’s needed.

Your Wellbeing Is Essential to Your Career
Talking about mental health in the workplace is something that still needs to be normalized.

The post Mental Health in the Workplace appeared first on Résumé Writing and Career Services.

An introduction to work burnout symptoms
Work burnout can jeopardize your health, social life, and career. Identifying its symptoms and working to proactively combat it is essential. Doing so can help you to minimize or avoid over-taxation due to work and protect yourself. Learn about burnout and discover preventative techniques below.

What are work burnout symptoms? 
Work burnout symptoms are the physiological and behavioral manifestations of a professional’s inability to handle job demands. They are caused by occupational burnout, which is characterized by exhaustion and a lack of motivation in a worker. This condition results from a prolonged period of stress triggered by a person’s workplace characteristics and work ethic. Work burnout symptoms can occur no matter your experience level, position, or industry. Learning about these manifestations of burnout offers several advantages:

• It can help you to maintain your job performance. Burnout prevents workers from handling their job duties effectively. Knowing its symptoms can help you to take immediate action if you see them in yourself. If you’re suffering from burnout, taking preventative action in a timely manner can help you address the causes of your condition before it reduces your work performance.
• It can help your career. Work burnout can hurt your career in several ways, such as by causing problems in your professional relationships. Learning about the symptoms of job burnout can help your career because you can take action to minimize or avoid these negative impacts.
• It can protect your health. As occupational burnout is triggered by a long period of stress, it can have several harmful impacts on your health. Learning to recognize the warning signs of burnout when they occur can safeguard your emotional and physical health in the future.
• It can help you to improve your job performance. Learning about these symptoms can help you to improve your performance at work. This is due to the fact that with this knowledge, you will be motivated to develop habits that prevent burnout, and these healthy behaviors will improve your efficacy at work. For example, getting enough sleep each day is a necessary behavior to avoid burnout; doing so will also improve your performance because you will have more energy to contribute to your job duties.
• It helps you to avoid burnout. If you’re not currently experiencing burnout, learning about its symptoms can help you to act proactively and avoid it.

How to recognize burnout symptoms at work
Here are the common warning signs of burnout that you should be aware of:

Exhaustion
The most obvious and widespread sign of work burnout is tiredness. If you have experienced the following, you’re likely to be experiencing burnout:

• You feel tired in the morning before you start working.
• At work, you feel tired all the time, even when you’re working on a simple task.
• Your energy reserves always seem insufficient to handle your job demands.

Lack of enthusiasm for job duties
Ideally, thinking of your job should ready you to start contributing and thriving! If you’re frequently feeling unenthusiastic about your job, occupational burnout could be the cause.

Negative emotions related to your occupation
Usually, your job should inspire positive feelings, such as excitement when you get a new task or motivation to get a promotion. However, if you’re experiencing several of the following feelings regularly about work, you’re likely to be suffering from burnout:

• Anxiety
• Depression
• Dissatisfaction
• Sadness
• Indifference
• Fear
• Jealousy
• Frustration
• Anger

Problems in your ability to think effectively
Workplace stressors can cause chronic stress, which affects cognitive function — your brain’s ability to interpret the various factors in your environment and understand them. Here are the indicators of reduced functionality in this area:

• Often, you find it difficult to concentrate at work.
• You regularly forget important things at work.
• You find it difficult to solve problems, including simple ones.
• You find it difficult to understand what is said by others.
• Tuning out of conversations and meetings has become a habit.

Failure to engage in self-care
Taking care of yourself is an essential behavior you must develop, for it enables you to protect yourself. When you’re suffering from work burnout, the exhaustion, negative emotions, and cognitive issues it causes detract from essential self-care routines. Here are indicators of that you’ve been neglecting self-care:

• You regularly fail to get seven hours of sleep each day.
• You do not schedule time off work for rejuvenation activities, like having a spa day.
• You do not set aside time to rest, even on the weekend.
• You are reducing activities in your self-care routines, such as moisturizing your skin after a shower, to make more time for work.
• You have started eating fewer plant products, such as vegetables and fruits, each day and start eating more processed foods.
• You do not make an effort to spend time in natural spaces, such as a tree-filled park or your own backyard.
• You do not choose to talk to others about things that are not related to your job.
• You avoid making friends or spending time with the ones you have.
• When you achieve something at work, you do not treat yourself to a reward or take time to celebrate.

Interpersonal problems
Interpersonal issues are another symptom of work burnout. Essentially, the exhaustion, negative emotions, cognitive issues, and lack of self-care caused by burnout impact your relationships, derailing them. You can identify this symptom in the following situations:

• You have more conflicts with your subordinates, colleagues, or supervisors at work.
• You have more conflicts with your family members or friends.
• You tune out of conversations with the people in your life.

Obsessing about work
To be successful in any occupation, you need to be committed to it. However, there is a fine — but definite — line between commitment and obsession. In your career, you’re the only person who can keep yourself from crossing this line. Here is how obsessing about work manifests itself:

• After you come home, you dwell on what went wrong or what could have gone better at work for hours.
• You think of work during your time off, such as when you’re jogging, getting a massage, or getting a manicure.
• You think of work while you’re doing your chores, like doing the laundry or mopping the floors.
• You frequently imagine depressing work situations such as getting fired, blowing things out of proportion, and forgetting all the stellar contributions you have made in your job.

Feeling dissatisfied with your life
When you’re suffering from work burnout, it’s normal to feel dissatisfied with different aspects of your life, including ones that are totally unrelated to your job. For example, you may feel a lack of satisfaction with your house or your family in addition to your job.

Reduction in work performance
When affected by occupational burnout, underperformance is inevitable. If you’re underperforming in tasks you used to excel in, this can be a symptom of burnout from work.

A health issue
Over time, work burnout causes health problems. If you’re experiencing a new health condition, such as depression or obesity, in addition to more than four other symptoms on this list, you’re likely to be suffering from burnout.

Actionable methods to prevent work burnout 
Use these preventative methods to avoid work burnout:

Develop a strategy for tuning out of work when you’re not working
You need a strategy for punching out completely when you finish work for the day. For example, write down a slogan for yourself, which you tell yourself when you finish work each business day. It should say something like, “I’m going to enjoy my time off work.” Repeat your slogan each time work pops into your head like an uninvited guest in your party.

Identify workplace stressors and address the fixable ones
The stress you feel at work can be caused by one thing, such as a lack of a resource, or by several different things. Resolve the stressors you can fix with the following steps:

1. During your time off, sit comfortably with writing materials.
2. Think about the specific things that make you feel negative about work.
3. Separate the things you can resolve from those you cannot.
4. Develop rational strategies to address the fixable stressors.
5. Check whether your strategies could hurt your career.
6. Avoid or change the strategies that could do so.
7. Implement strategies to resolve workplace stressors.

Handle your stress effectively
Use the following steps to handle your stress effectively:

1. Excuse yourself from a stressful situation at work to spend three minutes in private. Begin this time by focusing on your breathing.
2. Identify all the resources you need to breathe easily, like physical health and breathable air. Be grateful for these resources that have been given to you. Avoid thinking about anything else.
3. Next, compare the situation you just left to your act of breathing, which is possible because of all the complex resources that are constantly supplied to you.
4. Reframe your work situation more realistically — contextualizing and understanding its overall importance by comparing it with your act of breathing.
5. Return to the work situation, ready to handle it calmly.

Invest in self-care
Develop self-care routines that help you to maintain your emotional and physical health. To do so, try different activities that can improve your well-being until you find ones that work for you. Now, you know how to recognize work burnout symptoms. Leverage the techniques you learned to protect yourself effectively in the future.

The post Work Burnout Symptoms & Preventative Techniques appeared first on Résumé Writing and Career Services.

{Click here to read the original article on Glassdoor.}

What Do Job Titles Signify?
A job title is a very helpful tool in the professional world. Your job title provides a concise encapsulation of your position as an employee. A job title, depending on the job, can actually express not only your level in the overall organization of your business but also the responsibilities that are required of you in that position.

What is a retention bonus?
A retention bonus, also known as a retention package, retention pay, or stay bonus, is a one-time lump sum a company or organization pays an employee as an incentive to remain with the company for a specified amount of time. The amount offered within a retention bonus package varies but is usually based on a percentage of the employee’s salary, their role within the company, and the time they will remain. Larger companies use retention bonuses to retain key employees and continue to benefit from their talent and experience. Organizations typically offer retention bonuses during a company transition to help maintain a solid working foundation within the company and ensure that leadership guides employees through the change.

Reasons companies offer retention bonuses
Companies may benefit from offering retention pay in the following ways:

• To establish reliability. Bonuses help keep reliable employees happy and loyal to the company for many years.
• To boost morale. Extra pay shows employees their work is valued and they feel motivated to perform well.
• To create loyal workers. Workers who are justly compensated for their time and expertise gain respect for the company and are invested in seeing it succeed.
• To provide consistency. An outsider, such as a customer, who consistently sees the same employees views the company as consistent and reliable.
• To reward performance. Although retention bonuses aren’t based on employee performance, employees who are fairly compensated have higher job satisfaction and are more likely to take pride in a job well done.
• To keep highly skilled workers. A bonus is an investment in experience. Experienced workers are often more confident, are more consistently productive, and have honed their skills throughout the years.

How does a retention bonus work?
Employee performance is usually not a determining factor in a retention bonus. Rather, a retention package is a monetary incentive offered to keep an employee and their talent at the company for an agreed amount of time. Both the employee and a supervisor or a qualified company representative sign the written terms of the agreement. The retention bonus contract states the amount of the bonus offered, a determined time period the employee agrees to remain with the company, and how the company will pay the funds. Typically, the bonus is paid in one large sum or spread out in smaller amounts throughout the duration of the contract.

How to decide if you should accept a retention bonus
If the company you work for has offered you a retention bonus, you are a valued employee and management has noted your hard work. Your contributions and both hard and soft skills are considered valuable assets and the organizational leadership determined that losing you as an employee would negatively affect the overall company productivity and profit. Carefully consider the following factors when determining whether to sign a retention agreement or begin negotiating.

1. The reasons a bonus is offered
Companies offer bonuses for different reasons. Consider the determining factors behind your offer. The company might offer a retention bonus to secure quality employees during a time of transition or to ensure continued success and keep talented employees from going to work for a competing organization. Evaluate your thoughts about the justifications behind the offer and consider whether you agree with the company’s motivating factors or if you find the tactic questionable. It is important to evaluate these factors in order to make the best decision and work with a company you trust.

2. Your opinion of the company and your experience
Review whether your own values and priorities still match those of the company you work with. Consider your experience with the organization so far and the leadership styles you’ve encountered. Positive company culture is important to job satisfaction.

3. The current job market within your industry
Research current job openings that match the qualifications and responsibilities you currently hold. You can begin by searching based on your specific job title. Determine the status of the job market and how easily you would find a position with pay and responsibilities comparable to your current position. Knowing your available options and whether your current salary is fair will inform your judgment in deciding if a retention bonus is right for you.

4. Your tax responsibility
Retention bonuses are considered taxable income. However, because they are supplemental wages, your tax responsibility may differ from that of your annual salary. Consider the tax rate when contemplating if you should accept a retention bonus. A tax professional can answer your questions regarding things like aggregate tax or percentage tax. It may be financially beneficial to request a raise over a bonus.

5. Your career path
The retention agreement will show the amount of time you will commit to the company. Think about how the decision to remain will impact your career path and ability to move up. If upward mobility is important to you, understand whether there are opportunities for you to do so within the company and how a role shift will affect your agreement.

Tips for salary negotiation
When deciding if a retention bonus will work for you, you may ask for more funds or negotiate for a shorter amount of time to commit to the company. Use the list below for help with your salary negotiations and to understand your stay bonus plan.

1. Request a copy of the contract to review.
You will want to review the terms and conditions of the agreement when you are clear-headed and relaxed. An office setting, with work obligations looming, may not be conducive to understanding the details. Ask to take home an unofficial copy. Although some companies may not allow it for privacy purposes, they may give you other options.

2. Pay close attention to the language used.
Retention bonuses are often large sums, and companies may use vague language within the contract. If there is a shift in management or another unforeseen event, you want to be sure that you and the promised incentive are protected from policy loopholes. Look for phrases such as, “actively employed” and “sole discretion.” Read the clauses carefully and ask that the contract includes specific details. Check that concrete language is used throughout and that the company clearly defines terms like “termination causes” and “conditions I cannot control.” You may also want to look at asking the company to agree to keep your role relevant during the specified retention period (or negotiate a severance package) should there be a restructuring.

3. Take your time.
Because you are potentially committing one or more years to working with a company, take your time to review the conditions and clauses. Communicate with the human resources manager or your supervisor and let them know when you will be ready to discuss the terms and conditions.

4. Consider declining.
Although monetary incentives are attractive, if you were already considering leaving the company because of a lack of culture fit or job insecurity, a quick lump sum may not be enough to satisfy you in the long term. Be sure to weigh your options carefully and be ready and able to commit to the role and job environment for the negotiated time period.

5. Request a meeting.
When you are ready, request a meeting to sit down and discuss the terms with a supervisor or individual authorized to make changes. Know what your conditions are and clearly express your needs politely.

6. Propose adjusting the time period.
You may wish to negotiate a shorter time frame, especially if there are few opportunities for advancement.

7. Contemplate asking for a raise instead.
Based on your tax rate, pay scale, and the actual amount of the offer, you may want to consider requesting a raise in salary instead. Consult with a tax professional, but it may not cost the company extra money and could decrease your income tax responsibility.

8. Be flexible and patient.
Most companies and managers are willing to make adjustments, but they may need time to consider your proposal and possibly to check with others to see if they are acceptable. Remain respectful and understanding and be aware of your options. A shorter retention period may not be workable, but perhaps they can offer extra vacation time. Negotiation is a process.

Being well-informed when discussing your agreement and stay bonus can help you feel more confident when deciding if you should accept a retention bonus. Do your research to know if remaining loyal to your current company is the right decision for your personal and professional life.

The post Know What a Retention Bonus Is to Expertly Negotiate appeared first on Résumé Writing and Career Services.

{Click here to read the original article on Glassdoor.}

You’ve been interviewing for a while and they’re ready to make you an offer. You really want this job, and you’re excited the interview phase is finally over and it’s time to negotiate.

You just need the details of the offer and then you’ll be ready to counter offer. So you hop on a call with the hiring manager, who describes the offer in detail.

Base salary – check.

Vacation time – check.

Signing bonus – check.

Equity – … huh? “Can you run that by me again?”

Equity – … “Um, ok. Thanks for the offer. I’d like to take a few days to think it over if you don’t mind.”

You were all set to negotiate, but this equity thing doesn’t make any sense. What’s it worth? How do you negotiate something that you won’t even get until a few years from now?

And more importantly: Can you negotiate more equity shares instead of salary?
This is a big question that will be easier to answer as three smaller questions.

Let’s walk through a simple heuristic to help you decide if negotiating for more shares makes sense in your situation.

Does your job offer include shares or other equity?
If there’s not an equity component to your job offer, then shares probably aren’t in play. If your offer includes some equity component—stock options, Restricted Stock Units (RSUs), or other equity—then you probably can negotiate for more shares.

Assuming you can negotiate more shares, let’s dig into a more interesting question: Should you negotiate more equity shares instead of salary?

Can you impute a real value on the shares they offered?
First, you need to know if you can impute any sort of objective value on what they’re offering you. Here’s the key question: “How much are these shares worth today?”

If the answer to that question is, “Well, that depends on whether we go public and how many other investors we get, and what our valuation is for our next raise, and …” then that’s another way of saying, “We have no idea.” This will often be accompanied by statements like, “If we went public today, we estimate these options would be worth [big number].” It’s important to understand that they’re guessing.

To get a better sense of what I mean by “guessing”, play with the inputs on the TLDR Stock Options calculator and you’ll see what I mean.

In this case, I don’t recommend negotiating shares in lieu of pay. You’re better off negotiating for things on which you can impute a value—salary, vacation days, signing bonus, relocation stipend, etc.

On the other hand, if you are able to impute a value on the shares, then it might be worth negotiating for more. This is generally true for publicly traded companies where you can simply look at the current stock price and do some basic math to figure out what the shares are worth right now.

The most common way I see this is with RSUs, but there are lots of other flavors of shares and equity.
Even if you know what they’re worth today, that doesn’t mean you’ll know their value tomorrow, and it’s impossible to predict what they’ll be worth in four years. But at least you can get a baseline for negotiation.

Have you exhausted your better options?
The last thing to consider—and this is an important one—is whether you’ve exhausted all of your other negotiation options.

Even if you know the value of the shares being offered, they will carry some additional risk relative to your base salary, paid vacation time, signing bonus, etc. What if the market tanks? What if they go out of business before you can sell your shares? What if they’re acquired and the shares turn out to be less than anticipated?

Of course, your actual paycheck may be susceptible to these risks in some ways, but at least you’ll probably get paid for the work you already did at the salary you negotiated. You may never get paid out for the shares you negotiate.

I recommend prioritizing the available negotiable options from “most valuable” to “least valuable”. This is purely subjective and is completely up to you. Here’s what your list might look like:

1. Base salary
2. Signing bonus
3. Paid vacation
4. Relocation stipend
5. Shares

You can pay your mortgage or car payment with base salary or a signing bonus. You can impute a real value on paid vacation time. A relocation stipend will help you cover your moving expenses if you’re relocating for this job. But shares might or might not be worth something by the time you can access them, so I recommend putting them at the bottom of your list.

To make sure you get the best result in your negotiation, I recommend focusing on the top two or three things on your list. Starting with the most valuable things and work your way down.
In our example above, if you can’t negotiate base salary, signing bonus, paid vacation, relocation stipend or anything else more valuable than the shares you were offered, then you might consider negotiating shares in lieu of pay.

I’ll wrap up by sharing the method I recommend that my coaching clients use to determine whether they should negotiate more shares in lieu of pay. If you answer “no” to any of these three questions, then you probably have better negotiation options aside from more shares:

1. Does your job offer include shares or other equity? If not, then you probably can’t negotiate for more shares. If so, you might be able to negotiate for more shares.
2. Can you impute a real value on the shares they offered? If not, then you probably shouldn’t negotiate for more share in lieu of pay. If you can, then you might want to negotiate for more shares.
3. Have you exhausted your better options like base salary and paid vacation? If not, then start with those more valuable things. If you were unable to negotiate for those other things, then you might want to negotiate for more shares in lieu of pay.

I recommend negotiating more shares in lieu of pay as a last resort for my coaching clients. That might be a good strategy for you too.

The post Can You Negotiate More Equity Shares In Lieu of Pay? appeared first on Résumé Writing and Career Services.

We show you how to answer one of the trickiest questions that might come up in your interview: Why did you leave your previous job?
It’s one of the most feared questions in an interview: Why did you leave your last job?
But it doesn’t have to be something to worry about. We’ll help you through that potential interview minefield and show you how you can not only answer the question but also use it to your advantage. The interviewer might be seeing if they can trip you up. You’re going to show them you can smash through any obstacle.

Why do interviewers ask why you left your last job?
An interviewer will want to know why you’re leaving (or have left) your previous role for a number of reasons.

Do you have a good reason for leaving your job?
If you left without good cause, or just because you were in a bad mood that day, your interviewer might doubt they can trust you and suspect you’ll do something similar to them.

Were you fired?
If so, your interviewer will want to know whether this was for bad performance, behavioral issues or something out of your control like a business restructure.

Did you burn any bridges?
If you still speak to your old manager or better yet have them as a reference, it shows you were good at your job and didn’t leave by flipping your desk and smashing your computer.

Do your values match theirs?
If you left for ambitious reasons like a greater challenge or more responsibilities, that shows your values are good and can benefit your new employers. If you left because you were bored or felt underappreciated, you might need to word it in a smart way to show you’re not difficult to work with.

How do you explain your reasons for leaving a job?
There are three main reasons for leaving a job, and some of them are easier to explain than others.

1. You’re leaving for career progression
This reason is perhaps the one interviewers are happiest to hear. If you’re leaving your job to further your career, you can explain how your previous role has helped you develop the skills you need to take that next step, and how excited you are to show what you’re capable of in this new position.
It also plays into one of the key rules of a job interview: you’re looking to move into something better, not leave something bad.

This positive outlook shows you’re ambitious without bad-mouthing any previous employer. It tells people that you’re confident and up for a challenge, ready to develop and learn new skills, and capable of moving up, instead of sideways.

2. You left your last job with nowhere to go
This reason is a little tougher to talk about, but it can still be done in a positive way. Many people will leave their jobs with nowhere else lined up, and there could be several contributing factors as to why. You might not have fit into your old employer’s way of working, your values might not have aligned, or you might have left for personal reasons such as your family moving away.

Whatever it is, you can explain in a way that shows you in a good light:
• You knew you were capable of doing more than your old job allowed.
• You knew you would find something better with the skills you possess.
• You hold your values dearly and were unwilling to let them go for the sake of your work.
All these answers show you to be confident and capable. Even if the real reason you left is that your boss was driving you insane, you can say that you were looking for a better cultural fit where your strengths could be put to better use.
Don’t interview angry. Interview smart.

3. You were fired
Maybe the most challenging reason to explain in an interview is that you were fired. It’s happened to the best of us, and it’s never easy to show a sudden career change like that on your CV.
However, you can approach it creatively.
Being fired isn’t always a bad thing. It can take you out of a situation that wasn’t right for you and give you an opportunity to find somewhere you can thrive. Make sure you mention everything you learned at your old job, talking about how the experience helped you and showed you what you really wanted in your career.
Keep your answer positive. You were fired because the business and you were moving in different ways, and now you’re moving in a better direction.

10 GOOD reasons for leaving a job
Whatever your reason for leaving, there’s a way to make it work in your favor. Try using one of our examples the next time you interview for a role. You’ll see how easy it is to turn a potentially negative situation into a positive outcome.

Example 1. This job was too good to ignore
“It’s not so much about why I’m leaving my current role; it’s more that this is a role I couldn’t ignore. I’ve loved my time at <current company> and learned so much about <examples of what you’ve learned>, but now I’m ready to put those skills to use in a new challenge. When I saw this role, I knew now was the time for me to step up and prove what I was capable of.”

Why it works:
You show that you’re ambitious. You’ve studied the job posting and know you have what it takes to make it your own. You’re not bad-mouthing your former employers, and you are subtly praising your potential new ones.

Example 2. I’ve achieved all I can and I’m ready for a new challenge
“In my current role, I’ve achieved all that has been asked of me. I’ve won the business new work, earned them more money, and hit all my KPIs. There’s nothing left for me to prove, and I’m ready to take on a new challenge. This role represents new opportunities for me to test myself, using the skills I’ve learned in my current job to step up to the plate and do even more.”

Why it works:
You show how much you’ve already done and how you’re ready to do even more. You might be bored at your current job, but you don’t say that. Instead, you say you’re ready to push on and achieve great goals.

Example 3. I believe I can offer more to you than them
“I’ve enjoyed my time in my current role, but I believe the job description for this role better aligns with my skills and values. I’m capable of doing more than my current role requires, and this job would give me the room to grow.”

Why it works:
You demonstrate that you’re ready for the next step. You understand how your values match and how well you could work with a potential employer.

Example 4. The company was struggling
“Unfortunately, my old company lost one of its biggest clients and had to make structural changes. I was one of the last people in through the door, so I was also one of the first out. My former manager was sad to see me go, as they believed I would have been of huge benefit to the business in different circumstances.”

Why it works:
Your job loss was for business reasons, not personal ones. You’re still in touch with your former employer, which shows you build good relationships.

Example 5. Management changes
“A change in management meant my role was no longer best suited to my strengths. They brought in new people to deliver the kind of work they wanted. Ultimately, this taught me where my true passions lie, and when I saw your job ad I knew I could better express them here.”

Why it works:
You don’t sound negative or defensive. You explain the situation in a straightforward way.

Example 6. Relocation
“The business announced it would be merging with another company, meaning its head office would move to a new location. My family lives here, and I knew that leaving them behind wouldn’t be good for my professional or personal life. I chose to pursue a job I could thrive in closer to home.”

Why it works:
You care about your family and put your mental health before corporate restructures. This shows you have strong values.

Example 7. Our values are better aligned
“Looking at your website and the work you produce, I can see that our values are very closely aligned. My current company sees things in a different way than me, and I would love the chance to work somewhere I can be truly proud of.”

Why it works:
Values matter. Companies are keener than ever to promote their beliefs and hire people who share them.

Example 8. Family reasons
“My partner was offered an exciting role in a new area, and I chose to move with them to support their career goals. Unfortunately, this meant I could no longer work for my old company, so I am looking to bring all my knowledge and experience to a role in the area I now call home.”

Why it works:
Family comes first. This shows you’re loyal and committed, two traits any good employer would be happy to bring on board.

Example 9. It’s the right job at the right time
“I believe this role has come about at the perfect time for me. I’ve loved every second at my current company, but having worked there for a number of years, I know I need to step up in order to advance my career. I don’t want to wait around for the chance to come – I want to chase what I know is best for me.”

Why it works:
You’re not happy to sit and hope for the best. You’re pursuing the right job, which shows ambition and determination.

Example 10. You want better pay (but be careful)
“I’m motivated by achieving the best results for my clients, something I had a great track record of doing at my previous role. I’m also motivated by career growth, and being compensated fairly for the work I do.”

Why it works:
We all want to be paid more money. This shows people that you are willing to work for it. However, make sure money isn’t the only thing you talk about. Hiring managers will want to see your passion for the job and a commitment to the cause. If money is your only motivation, it might look like you’d be willing to jump ship if a better offer came along.

How NOT to explain your reasons for leaving a job
There are a few reasons for leaving a job that an interviewer just doesn’t want to hear (no matter how true they might be). If any of these are why you left your job, it might be best not to mention them. Use a more positive reason such as career progression or a new challenge, and leave the manager hate behind.

Bad example #1: You hate your boss
Lots of us have worked for people we just don’t like, but that hatred will only hold you back at an interview. Instead, say you’re looking to work somewhere that better fits with your values. It’s the same thing, just done in a smarter way.

Bad example #2: You’re bored
If we were all being honest, boredom would be the reason behind many job switches. But saying it out loud is a lot worse than just thinking it. Instead, say you’re looking for an exciting new opportunity.

Bad example #3: You thought the company was rubbish
Worked somewhere terrible? Join the club. But it sounds a bit unprofessional to slam your old employers in an interview. You never know, the interviewer might have friends who work there, so don’t burn any bridges you might still need to cross.

The post How to explain your reasons for leaving a job (and still get hired) appeared first on Résumé Writing and Career Services.

{Click here to read the original article on Glassdoor.}

Meet Sarah. She is a twenty-something who really loves her job. In fact, it is her dream job and she couldn’t imagine doing anything else. However, the commute to and from work is practically killing her. She has to leave home two hours earlier, and she gets home two hours after work. Not only is this providing her with a lot of stress, but it is also putting a strain on her relationships. Sarah feels that she can do the same job (in fact a much better job due to having a more relaxed mind and body!) by working from home, but she doesn’t know how to go about negotiating this change. She is afraid it may send a message to her employer that she is not serious about her job. It might even cost her a job!

Unfortunately, Sarah is not alone.

You can probably relate to Sarah, and there’s likely an aspect of your job that you’d love to negotiate to make life easier for you while you help your employer get better results. It isn’t easy, though, because there’s a lot at stake: the wrong move might just cost you your job.

Here’s how to negotiate an existing role, make both parties feel like a winner, and get a much better offer:

1. Come Up With The Facts (Both Internal and External)
The first step towards negotiating an existing role is to come up with facts that show that you could contribute more to the company if your role was changed to a work-at-home position. There are two types of facts you could use: “internal” and “external.” Internal facts highlight facts that you think are affecting your productivity and are as a result making your job suffer while external facts highlight research that supports the kind of concession you are demanding. I give examples below:

Internal fact: “This is my dream job, and I can’t imagine working elsewhere. However, I am not deriving enough happiness from this job, and it is affecting my ability to give you my best. I have to leave home two hours earlier, and I get home two hours late. This has seriously increased my stress levels, and it makes it difficult to put in my best effort to work with a relaxed frame of mind. If we could just take the stress away by allowing me to work from home, I would be more productive and do much better work.”

External fact: “Research shows that two-thirds of managers have found that remote employees are more productive overall.”

Highlighting these two facts quickly establishes that the status quo is hurting Sarah and that a change doesn’t have to hurt her employer.

2. Focus on the Benefits and ROI for Your Employer
While you are trying to get a better offer for yourself, it is also very important to look at how your employer can benefit from the change you are proposing. In fact, if possible, highlight more than one benefit. Prepare a list, and ensure that all the listed benefits are irresistible. When you make your offer and let them see that they will get significantly more than they are getting now, they will find it difficult to deny your request.

This can’t be overstated. According to Michael Corkery, President of Pool Guard USA, “You will most likely receive a positive response if you can establish a clear benefit and ROI to your employer. It’s critical that you provide them with information to help them make a decision. If you present your case and remain professional, you have done your best and now it’s their call.”

3. Tell Your Employer to Revert to the Status Quo After a Set Period if They Don’t Get Better ROI
A final way is to make it clear that they have nothing to lose. According to Ayodeji Onibalusi of Effective Inbound Marketing, “To close the deal if your employer has any hesitation, make it clear that you’re not just going to talk, you’re willing to deliver results. And this can best be done by telling them to simply give your suggestion a shot for a set period of time and reverse things if it doesn’t work out.”

In Sarah’s case, for example, she could say: “I’m so confident that I will give you a much better ROI when I work from home. This is because I will have more time and reduced stress, as a result allowing me to do more work with a more relaxed frame of mind. If for any reason you are not satisfied with my work, or you feel that I am not delivering better results, you can easily revert things back to the way they were. Just give me three months and then do as you see fit.”

By employing the above three techniques, you can have positive success negotiating a change in an existing role, or almost any kind of offer you want in an existing job without suffering serious consequences.

The post How to Negotiate a Better Role for Yourself appeared first on Résumé Writing and Career Services.

As a manager, part of your duty may be to hold one-on-one meetings with your employees to check in on them and discuss issues of importance. To get the most out of a one-on-one meeting, it’s important to understand why they’re important and how to conduct them. Done effectively, they can strengthen your professional relationship with your employees and increase their morale and engagement. In this article, we define what one-on-ones are, explain how to prepare and conduct a one-on-one and provide examples of topics you can discuss during a one-on-one.

What is a 1-on-1?
A one-on-one is a scheduled, face-to-face meeting between you and an employee. As the name implies, the participants in this meeting are just you and another person. Unlike other meetings, like those about status updates or employee performance, the one-on-one is less formal. It can address a wide range of issues that don’t fit in other discussion or meeting types, such as concerns and frustrations relating to work or any inspiring ideas the employee may have.
Effective one-on-ones can serve four important functions :

• Improve your professional relationship with an employee: Open conversations can allow you and your employees to know each other better and develop trust, which can facilitate more effective communication and teamwork.
• Provide a forum for bidirectional feedback: The employee can freely discuss frustrations or concerns regarding the workplace, and you can address those issues. This can reveal issues you can work to resolve early in their employment.
• Create a space for discussion or ideation: Maybe the employee has a partially formed concept for a project they could work out with you, or they’d like just to voice thoughts about their current tasks. Having a discussion space like this can increase employee engagement and motivation.
• Keep you informed about sensitive personal issues: If the employee is facing obstacles stemming from personal distractions, the one-on-one can be a time for you to show understanding and provide mentorship. This, too, can build trust.

How to prepare for a 1-on-1
Preparing for every one-on-one can help ensure that your employees are receptive to the meeting and find it productive. Here are some actions you can take to prepare:

1. Set a regular meeting time
It’s a good idea to have a one-on-one approximately every one to two weeks, with each meeting lasting between 30 and 60 minutes. Speak with your employees beforehand to coordinate with schedules and determine the best time to meet with each. Mark the meetings on your calendar or planner to remind you and to signal their importance.

2. Determine the place
The physical setting of the one-on-one can affect how comfortable and receptive the employee feels during the meeting. Consider what would be the ideal place to speak with each employee. You might feel that a conference room is too formal, so you can hold meetings in a more casual environment such as a nearby park or a coffee shop. A lunchtime or walking meeting is also a good idea. Consider asking for the employee’s input, as they might have a definite preference.

3. Decide on an agenda
The agenda outlines the topics you’d like to discuss and can structure your meeting so it flows smoothly. Here are some points you can include on your agenda:

• Progress on employee’s tasks
• Confirming alignment with recent workplace developments
• Obstacles the employee might be facing
• Personal developments

The agenda may vary according to employee and circumstances. For example, if one employee is performing excellently, you might wish to set aside part of the agenda to applaud their efforts and achievements. Again, it may also be a good idea to reach out to each employee before the meeting to ask what topics they’d like to discuss or what challenges they are experiencing.

4. Have conversation material ready
Some conversations may be hard to start or maintain, so you might benefit from having a backup of conversation material. For example, if you’re interested in understanding the challenges your employees are experiencing, you could discuss your recent challenges. Similarly, if you’d like your employees to open up about upcoming events in their personal lives, you can do the same. Seeing that you’re being level with them, your employees may be more willing to engage in open discussion.

How to hold an effective 1-on-1
How you conduct your one-on-one can also affect its efficacy. Besides the agenda you’ve established with your employee, you can follow these steps to help ensure your one-on-one is smooth and productive:

1. Start on time
Being present at the agreed-upon meeting time can show that you value the employee’s time. It can also help ensure that you don’t interfere with either your schedule or the employee’s, as tardiness could force delays in starting later tasks.

2. Check in
Beginning the meeting with check-in questions can help set a relaxed, safe atmosphere between you and the employee. It may be a good idea for you to express first how you’re doing or what you’re thinking. This can be a thought relating to a known shared interest, a show of empathy about a challenging assignment you know they’re working on or anything that encourages the employee to reciprocate. The key is to be authentic, as this can help build trust.

3. Call back to previous meetings
Recalling key discussion points from previous one-on-ones can show you’re attentive to the employee’s concerns. A good starting point is to ask about updates on any goals they may have mentioned in the previous meeting. For example, if they previously expressed an approaching milestone, you can ask how they did in achieving it and their thoughts on it.

If you’re holding your first one-on-one with an employee, you can recall topics from casual conversations you may have had or points addressed in any group meetings. For instance, if the latest team meeting was about a new company policy, you can ask the employee’s thoughts on it and whether they understand its function. Recalling moments such as these can reveal how aligned, or engaged, the employee feels with the team and organization.

4. Ask about progress and challenges
Asking the employee how they would evaluate their professional growth can give you an idea about their self-regard and attitude toward work. For example, if they express enthusiasm for recent progress made in an assignment, this can suggest they’re emotionally invested in their work and actively wish to do a good job.

You can complement the above knowledge by asking about any recent challenges the employee has faced. You can guide them through the difficulty by asking follow-up questions about the factors contributing to these challenges and potential solutions for them. Asking questions rather than suggesting answers can foster a self-determined attitude and show you’re interested in working with the employee.

5. Discuss morale and interpersonal relationships
These issues are more personal than goals and challenges, but they’re important to discuss because of the impact they have on the work experience and employee satisfaction. These issues can be sensitive for some employees, so it may be a good idea to speak indirectly. For example, you can ask about any criticism they’ve received and how it made them feel, what you can do to foster a more collaborative environment or how they would improve on specific processes to establish a more enjoyable work environment.

6. Acknowledge strengths and triumphs
Toward the end of your one-on-one, take time to acknowledge instances of the positive things you’ve noticed about the employee or what others have related to you. For example, you could note that other members of the organization have commended the high quality of the employee’s work or that you’ve noticed a firm commitment from the employee. A compliment, such as that you’re happy to have the employee on your team, can also be effective. These acknowledgments can boost morale by making the employee feel valued.

7. Discuss new expectations
At the end of the meeting, focus on discussion expectations you have for the employee by the time of the next one-on-one. These expectations can relate to the items you discussed in the meeting or to matters you had in mind before the meeting started. This can be as simple as expressing a desire to see the employee keep up the high level of work. This can help the employee focus on growth and keep them accountable for the work they do in the interim.

Example topics for one-on-ones
Here are some examples of topics and questions you can discuss with employees in your one-on-ones:

Check-in and recall
These questions can help break the ice and catch you up on key developments.

• How have you been since the last time we met?
• What have you been working on?
• Last time you mentioned [previously mentioned topic]. What has developed since then?
• How are you doing with those expectations we discussed last time?
• What are your thoughts on the new policy?

Work progress and challenges
These questions regard successes and obstacles in the employee’s daily tasks.

• What are some achievements you’re proud of since our last meeting?
• What tasks have you found especially engaging or stimulating?
• What do you think stands in the way of your progress?
• What difficulties have you been facing recently?
• What tasks do you find least engaging?

Morale and colleagues
These questions can help you gauge how the employee feels about their job and team.

• How are you and [team member] getting along?
• What’s your favorite aspect of this job?
• Who do you think is a leader in the team?
• What obstacles in communication have you noticed with you and your colleagues?
• How would you change the way we collaborate on projects?

Expectations and development
With these, you’re looking to motivate the employee and aid in their work experience.

• What are your short-term goals for the next two weeks?
• What kinds of projects are you interested in working on?
• What can I do to facilitate your development?
• Would you be interested in receiving coaching or mentoring?
• How can I support you in your development?

The post How To Conduct an Effective 1-on-1 Meeting appeared first on Résumé Writing and Career Services.

If you’re struggling with your work-life balance, chances are, your manager or direct boss is causing some of those issues. Does your manager constantly give you work over the weekends or ask you to work late every night? Do you get in trouble if you’re a few minutes late or are you constantly worrying about how your manager views your performance?

It’s time to do something about the issue–and no, we don’t mean simply venting to your co-workers and friends. We spoke with human resources professionals to get a few tips on how to have a conversation with your boss about improving your work-life balance. What do you tell them and what do you ask them to change about the way they manage you? What’s appropriate and at what point should HR intervene to help resolve the issues? Here’s what the professionals think.

The first step is identifying the problem
If your work-life balance is nonexistent, think about why that is. Are you pushing yourself too hard and constantly competing with your co-workers? Or, is it, in fact, the pressure you feel your boss is putting on you to go above and beyond each workday?

Try making a list of the projects your boss has given you that are causing you the most stress. Then, think of some ways you could help yourself. If you don’t want to work on the weekend, don’t do any work and see if your boss notices.

“I think some employees could be a little more strategic about how much information they share about their whereabouts,” says Cassidy Solis, workplace flexibility program specialist at the Society for Human Resource Management. “If you need to leave early for personal reasons, for example, you could just say, “I’m leaving early today for an appointment.” You don’t need to say you’re going to watch your kid’s soccer game.”

If you try those things and realize your boss truly is the issue, it’s time to call a meeting.

Have an honest conversation with your manager
HR professionals suggest you meet with your boss and that when it comes time to have the conversation, to be honest.

“The focus should be kept on the nature of the position and how job responsibilities will be able to be accomplished while working flexibly,” advises Solis, who also suggests being prepared to discuss different options to solve the problem.

For example, suggest to your boss that you work remotely one day or offer ideas for scheduling a more compressed workweek. Be sure to show your boss a plan for being able to make those ideas work while continuing to meet deadlines and potentially exceeding your job responsibilities.

Give praise and ask questions
Sarah Green Carmichael, senior editor for the Harvard Business Review, recommends trying positive reinforcement by praising the behaviors you’d like to see your boss do more often.

“For example, say you have a boss who typically sends scattershot emails at all hours, leaving you feeling hounded at nights and on weekends,” explains Green Carmichael. “Then one Monday morning, she happens to send you a single email full of to-dos. You could say something like, “Thanks for that super-organized Monday morning email. It really helped me focus on what was most important.””
If that doesn’t work, try asking open-ended questions because you might not know what’s motivating your boss to behave in this manner – maybe their boss is putting pressure on them!

“If you have a very good relationship with your boss, and she is open to more direct feedback, you can give it — just be tactful and specific,” says Green Carmichael. “That’s just good advice whenever you’re giving feedback.”

When you should go to HR
First, make sure you understand your company’s guidelines and policies because every workplace is different.

“HR can be really helpful in making sure employment laws and policies are followed, though, so if your boss is ever doing something that seems like a violation of employment law, that is probably something HR wants to know about — because part of HR’s job is to protect the company from risk,” says Green Carmichael.

But if your boss is way too tyrannical, even after talking to them about their behavior, it’s probably time for HR to intervene.

Solis agrees, mentioning that it’s also a great way to get an understanding of an organization’s experience with and overall openness to work-life balance. Doing so will help you understand how the company tries to help its employees and getting this background information will help you determine if there are organization barriers or if the challenge really is just dealing with a reluctant manager.

You’ve had the conversation…now what?
If nothing changes about your boss’s behavior, life’s too short to stay trapped in a bad situation. Green Carmichael suggests trying to transfer to a different team or department and framing it as a “growth opportunity” instead of a flight from a bad boss.

Or, if nothing changes after talking to your boss or going to HR, then maybe it’s a sign that you need to move on to a different company whose values about work-life balance are more in line with yours. It might seem like a big, scary decision to make, but you’ll be much happier when you have a boss who understands you have a life when you leave the office!

The post How to Talk to Your Manager About Your Work-Life Balance appeared first on Résumé Writing and Career Services.

{Click here to read the original article on Glassdoor.}

The pandemic changed a lot for workers, including where they work. A study conducted early in the outbreak showed nearly one-third of U.S. workers were working from their homes — and presumably, some of those workers won’t want to return to the office when their employers call them back. “Working from home can provide employees many benefits,” says Ray Luther, executive director of the Partnership for Coaching Excellence and Personal Leadership at the Indiana University Kelley School of Business, “including a much shorter commute time, fewer distractions, and a sense of freedom, that might not come from reporting to an office every day.”

But negotiating a permanent work-from-home arrangement may not be a slam-dunk. Employers have “traditionally worried about employee productivity when working from home,” Luther says, adding some managers may feel they’ll lose control of employees they can’t see in person.

It’s not impossible, though. “Employees who want to make working from home permanent would be wise to put themselves in their employers’ shoes,” Luther says. “What would my employer be concerned about, and how can I show them that those concerns are minimal risks? For most employees, if you can demonstrate high-productivity, accessibility, and still build productive relationships on your work teams, you will have addressed most managers’ significant concerns.” Here’s exactly how you can negotiate a permanent work-from-home arrangement.

Demonstrate your productivity.
To be allowed to continue to work from home, employers will want proof you’re as productive at home as you are in an office. “Quantify and qualify the work you’ve accomplished on a work-from-home trial or mandate,” says Luther. “How productive have you been on your own? How have you worked with co-workers to learn through the new office systems? Where have you helped develop solutions to the challenges that work from home has potentially caused?” You’ll need concrete answers to those questions to convince your manager you can be trusted at home.
Come prepared with proof of your productivity — and kick off your negotiation with hard facts.

Prepare an action plan.
While you’ve already been working from home, you and your manager may not have collected hard evidence of your ability to do so successfully. If that’s the case, Maureen Farmer, founder, and CEO of Westgate Executive Branding & Career Consulting suggest you develop an action plan that will help your manager assess your ability to work from home over a trial period. Talk to your manager about what milestones he or she would like you to reach during the trial — for example, 90 days — and agree to check-ins during that time to see if you’re on track. “The offer of work-from-home must demonstrate value and benefit to the employer foremost,” Farmer says.

Build trust.
“Once you’ve demonstrated you can be productive, show that your employer can trust you,” says Luther, who adds that most managers’ concerns about employees working from home are rooted in a lack of trust. “How does the employer know they can trust you, and what have you done to demonstrate that trust? Are you accessible when they need you?” Luther asks. “Be prepared to make the case for why they can trust you to deliver even if they can’t see you in the office.”
One way you might demonstrate your trustworthiness is by proposing a communication plan in your negotiation, says Farmer. Such a plan would “layout the periodic and regular touchpoints with each of [your] colleagues to ensure projects remain on task,” she says. “The communication plan will offer a guarantee that [you] will be available on-demand throughout the day by phone, email, text, or message service. The employee must reassure the manager of their availability.”

Show you’re flexible.
It’s important during the negotiation to “listen to your employer’s concerns about working from home and seek to understand any objections,” says Luther. “While these concerns might not be as important to you, they provide clues where you could show flexibility so it doesn’t turn into an all or nothing situation.” For example, perhaps your manager would be more comfortable if you came into the office one day a week or for critical team meetings. “Working from home can provide many benefits for employees, even if it’s only four out of five days per week,” he says.

The post How To Negotiate A Permanent Work-From-Home Arrangement appeared first on Résumé Writing and Career Services.