The Post-Pandemic Workplace Will Hardly Look Like the One We Left Behind

By Jena McGregor

Contact-tracing apps for co-workers, elevator ‘safe zones,’ infrared body temperature scanners — businesses are beginning to reimagine office spaces after the coronavirus.

“Sneeze guard” partitions. “Safe zones” demarcating spots to stand in elevators. Contact tracing apps to detect interactions between co-workers and infrared temperature readings.

As Florida , Georgia , South Carolina and other states took steps to reopen their economies this week, and Boeing workers came back to their jobs after a three-week furlough, businesses, design firms, real estate developers and corporate advisers are starting to envision how a return to the office will work.

The transition is likely to be slow, uneven and cautious as employers navigate workers’ continued fears, government and public health restrictions, school and child-care closures, and — most of all — the prospects of a second, and possibly even more deadly , wave of the coronavirus.

Much depends on the availability — and accuracy — of virus and antibody testing kits. Antibody, or serological, tests might show who has developed an immune response to the disease and can safely return to work, but there are concerns about the tests’ accuracy .

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5 Tips To Make A Career Change In The New Year

New Year New StartThe New Year is traditionally a time for fireworks, celebrations, resolutions, and now, career change. A new study from Fiverr and YouGov shows that nearly 6 in 10 U.S. workers are looking to change something about their work or career in the New Year. Some of the changes they are considering include their company, industry or job location. These results underscore the fact that work has dramatically shifted over the past decade. People no longer have jobs for life and are prioritizing purpose over profit.

“As we enter a new decade, it is important for everyone to consider the opportunities that exist for them now that might not have ten years ago,” said Gali Arnon, Chief Marketing Officer at Fiverr. “Technology has made it possible for people to earn a living right from their phone or computer, work from anywhere and collaborate on a global scale. It has allowed people to be measured by their skills and their talent, regardless of anything else. People nowadays are not looking for that ‘job for life.’ Rather they want to be part of something that has purpose and stands for something bigger than itself.”
If you are yearning for a career change in the New Year, here are five tips to guide you through the transition.

1. Take a step back

If you are considering a career change, this is a good time to ask yourself why. Take a step back to understand your motivation. Are you considering a change because you hate your boss or because you really don’t like your job? Try not to make a fear-based decision. If you’re thinking of starting a business because you are afraid of company layoffs, that’s not a good reason to pursue entrepreneurship. Your goal is to run towards something you love, not away from something you hate. To feel fulfilled, you’ll also want to ensure that your future career aligns with your values and priorities. For example, if your number one priority is your family, a job that has you on the road 42 weeks out of the year won’t be a good fit.

2. Consider freelancing

The Fiverr and YouGov study also confirmed that many workers are looking for increased flexibility, the ability to work remotely, and a career that they’re genuinely passionate about. If that sounds like you, you may want to consider a freelancing career. According to the sixth annual “Freelancing in America” study sponsored by Upwork and Freelancers Union, more people than ever see freelancing as a long-term career path. The share of those who freelance full time increased from 17% in 2014 to 28% in 2019. Not only that, but at nearly $1 trillion (approaching 5% of U.S. GDP), freelance income contributes more to the economy than industries such as construction and transportation. Skilled services are the most common type of freelance work, with 45% of freelancers involved in other areas such as programming, marketing, IT and business consulting.

3. Start a Side Gig

Thinking about going from employee to entrepreneur? One of the best methods to test a new business idea without immediately abandoning your day job is to launch a side gig. It’s also a rewarding way to acquire valuable skills while generating a bit of extra income. As your side gig grows, you’ll get a sense of whether this is a more meaningful and fulfilling career path. Eventually, you’ll have the potential to turn your side gig into a full-time business.

4. Hire a Coach (Or Contact Your FACET Coach!)

As someone who is a coach and has hired coaches for myself, I can attest to the power of coaching. They are sometimes referred to as career coaches, life coaches, or business coaches. If you are feeling stuck, wrestling with what to do next or wondering how to put your ideas into action, a coach can help. Coaches are especially valuable in terms of holding you accountable and assisting with the creation of short and long-term action plans. They essentially keep you on track and moving forward toward your goal. Ultimately, getting an outside perspective from a professional can be extremely helpful when navigating a career change.

5. Revamp your personal brand

Has your LinkedIn profile gone untouched for months or even years? Did you send your last Tweet back in 2012? Or, worse yet, do you lack a social media presence altogether? The New Year is an ideal time to revisit your personal brand. Your personal brand is the unique combination of skills and experiences that make you who you are and allow you to stand out from the crowd. Cultivating a personal brand has become more important than ever. According to a recent CareerBuilder survey, 70% of employers use social media to screen candidates during the hiring process. Personal branding is also essential if you are a consultant or a small business owner. By effectively managing your online reputation, you will be able to control the narrative and differentiate yourself from the competition.

If you are contemplating a career change, the New Year is the perfect time to reflect on the past 12 months, inventory your skills and chart a new course forward. In the words of author Melody Beattie, “The New Year stands before us, like a chapter in a book, waiting to be written.” Get out your pen because the best is yet to come.

Here’s a Story About a Nearly 300% Increase in Compensation!

Day 1:

First Outplacement session with an exiting senior marketing executive, who was poorly career focused and felt under-paid.

A Personal Strength Inventory (PSI) Assessment clearly showed the individual had talents that were under-used. This, coupled with FACET’s unique “Consultant Intensive” (one-on-one) Outplacement coaching, led to…

6 Months Later:

A 297% increase in salary, bonus and executive perks/benefits.

There have been no lawsuits or bad press initiated by this executive. In fact, quite the contrary!

And, since FACET’s “Consultant Intensive” (rigorous one-on-one) coaching created faster-than-expected re-employment, the sponsoring company’s Unemployment Insurance rate likely will not increase next year.

For more information about how FACET’s “Consultant-Intensive” Outplacement creates faster re-employment, please click here, or contact us.


Source: Dawn Papandrea, Monster Contributor

When it comes to connecting with the right job opportunity, timing isn’t everything, but it’s certainly something.

Recruiting and hiring activity has ebbs and flows. Being in the right place at the right time is often a big reason why some people get hired over others. But how do you know if you’re timing your job search just right? After all, there are so many moving parts like staff turnover rates, seasonal needs, and earnings reports—not to mention the economy. Somehow, you’re supposed to hit this moving target and walk away with a job.

Don’t despair. One aspect of the job hunt to consider is the recruitment cycle. Like most business functions, recruiting and hiring activity has ebbs and flows, and if you pay attention, you just might be able to time your application to when a hiring manager is most eager to bring in new talent.

Here’s a look at how recruitment cycles may factor into your job search:

General recruitment trends throughout the year

To get hired, you want to think like a recruiter, namely, figuring out when demand for new hires is the greatest. It’s easiest to think of hiring in seasons:

Winter: “The first quarter of the new year is always a busy time for recruiting because of new budgets starting,” says Paul Feeney, a partner with AutoKineto, an international executive auto recruiter. Staffers are generally taking less time off this time of year since they’re just coming out of the holiday season, which helps speed up the hiring process in quarter one, as well.

For job seekers at the executive level, the first half of the year is prime time for recruiting and hiring. While executive hiring can happen at any time, senior job searches do have seasons where things tend to be most active—January through mid-June is the biggest uninterrupted time for search.

Spring: This is when recruiters tend to snatch up soon-to-be college graduates, says Feeney. “Companies will start recruiting in the spring to have everyone in place by June 1,” he says.

Summer: Once summer hits, you can expect a recruiting slowdown, as people start taking vacations and offices shift to more relaxed summer hours and flextime schedules, says Feeney.

That’s not to say that you should never look for work in the summer; just expect that it will be a slower-moving process. “Job searches that start just before or during the summer can tend to drag, as vacation schedules can get in the way of moving the processes forward,” say Seidel, especially for higher-level roles that require interviews with several people in the organization.

Fall: Once the fall comes and staffs return to full force, recruitment/hiring picks up again to fill any vacant roles before the holidays roll around (and to use up budgets before they run out).

Exceptions to the rules

It’s important to recognize that some companies and industries have unique recruitment cycles.

For example, January through April is peak season for tax and accounting professionals, so there may not be a lot of vacancies for those seeking such positions in the first quarter. “The rest of the year is when firms will concentrate on recruiting, since they always want their people to start before the busy season,” says Feeney.

Teachers and other school employees may find that a lot of recruiting takes place over the early summer to replace people who decide not to return for the following school year.

Paying attention to economic trends in your field can also help you predict when recruiters and hiring managers will be on the hunt. “Some positions are often dependent on the specific needs of a company in a current economic market—for example, during a construction or real estate boom,” says Seidel.

How to work the recruitment cycles

To get a better sense of when hiring in your field is up, try these strategies:

Think ahead. The budgets for some hires, especially for newly created roles, are often lumped into the next fiscal year budget. “Consequently,” says Seidel, “employers often start searches ahead of the fiscal year to have someone in place when the funds become available for the new hire. That means looking over the fall for roles that may not begin until January, depending on the company’s fiscal year.” So if you want to start a new job in January, don’t wait until winter to send out resumes—start looking at job ads during the fall.

Network during downtime. “Networking during slower periods can yield great results,” says Seidel. That’s because during the calmer summer months and the holiday season, people may have more free time to connect and be a little more relaxed when they do. This is also a great time to schedule informational interviews.

Tap into social media. Look through companies’ social media pages to try to get a sense of the their hiring practices and timelines. You might be able to pick up on a particular pattern. “Or, you can even potentially reach out directly to someone who works at the company to inquire about hiring cycles,” says Seidel.

Finally, if there’s a particular company you’re interested in, stay up to date on news announcements that might indicate a hiring boom is on the way—expansion, new product lines, an influx of capital funding, etc.

In times of talent shortage, things may move quickly. If a job is open and companies are looking to hire soon, there is no slow period. “With the current 4% unemployment rate, companies have to react quick and some companies will get their ducks in a row and do a one-interview process and get an offer out that day,” says Feeney.

No matter when you look for work, the best approach is to hope for a sprint, but plan for a marathon. “And like preparing for a marathon,” Seidel says, “you need to train daily by networking, researching, and actively looking for opportunities.”

Get in the cycle

Keep in mind that recruiters and hiring managers are affected by many variables, including market conditions, industry, having to fill roles unexpectedly, and more, so positions can open up at any time. Want to increase your chances of showing up on their radar?

Why Labor Day Matters So Much

Published: Forbes, Careers
Jill Griffin, Contributor

Today, barbecues and swim parties are what we think of when we consider Labor Day. But, the truth is Labor Day was created in the late 1800s because manufacturing workers were concerned they were putting in long hours…on average, 70 hours a week or more. The work was extremely difficult and dangerous (read Upton Sinclair’s The Jungle). More work meant more fatigue and more fatigue meant danger in many jobs.

Many union organizers began focusing on these long hours and worked to win eight-hour days and reducing the workweek to just six days. These days we take for granted that most people work a forty hour week and that anything above that is paid as overtime. But it wasn’t always so.

Surprisingly, many politicians and business owners at the time gave a big thumbs up to giving workers more time off. That’s because workers who had no free time were not able to spend their wages on traveling, entertainment or dining out.

As the U.S. economy expanded beyond farming and basic manufacturing in the late 1800s and early 1900s, it became important for businesses to find consumers interested in buying the products and services being produced in ever greater amounts. Shortening the work week was one way of turning the working class into the consuming class. More time and disposable income were two important elements of building a strong consumer economy. (Isn’t it interesting that, for better or worse, money turns out to be the primary driver of so much of the positive change we see?).

Momentum built and it became a national holiday in June 1894 when President Grover Cleveland signed the Labor Day bill into law. While most people interpreted this as recognizing the day as a national vacation, Congress’ proclamation covered only federal employees. It was up to each state to declare its own legal holidays.

Eventually it became a much observed holiday. And, why not? The American worker has been the backbone of our economic growth. During World War Two, for example, American workers turned out planes and other vitally important items that helped defeat both Germany and Japan and save Europe from further devastation. What they accomplished was nothing short of miraculous. Legendary, even.
Work has changed a lot since then, but thankfully the work still gets done every day. President Obama encouraged Americans “To observe this day with appropriate programs, ceremonies and activities that honor the contributions and resilience of working Americans.”

Like most societal change, the work is never done, really. The problems of the 1830s may be solved for the most part, but there are still issues that need to be addressed. And resolving them will take people of great courage who are willing to stand up and fight, no matter the cost.

One of my favorite movies is the 1979 film Norma Rae. Sally Field plays a disgruntled employee in a cotton factory in the rural south. (Growing up in the rural south, this movie made me think twice, and ponder my heritage.) She locks horns with factory management over poor work conditions, including long hours, excessive heat, and too few work breaks. For her efforts, Norma was severely disciplined. Enter Reuben, a union organizer from upstate New York who spots Norma’s passion and energy for improving work conditions. There’s not a love story between the two leads but instead a relationship built on a passion for seeking change and union sovereignty.

It has been said that ‘hell is having no options’. We forget sometimes that many people do not have a choice about what they do every day to earn a living. In Norma Rae’s rural community where other jobs were scarce, the cotton mill was option one of one. That stacked the deck in favor of factory management. If you hold all of the cards you don’t really have to negotiate, as a rule. Reuben and Norma faced long odds, to say the least.

I won’t spoil the ending, but I will say it’s very much worth a watch. On this Labor Day, as we sit around the pool or ride in our boat in the September sun, let’s hope that all workers who struggle in our world will win the day. Because when they do, it’s good for all of us.



It’s always exciting when you have job options to choose from , even though it can be stressful to decide which position to accept. As the job market shifts to a “candidate-driven” atmosphere, you could find yourself in a position to be selective about your next job. Job seekers who are in high-demand fields and employees who have a strong track record of career success are often in the enviable position of being able to choose their next job from multiple opportunities.

If you have the right skill set and experience, you can afford to be picky. You will be able to leverage your advantage to land a job that’s closest to your ideal position. You’ll also be able to choose a job which is the best fit for your personal circumstances and career goals.

You don’t have to take the first job offer you get, unless you’re sure it’s the perfect position for the next stage of your career. Rather, take your time and make sure your next job is exactly what you’re looking for. Here’s how to optimize your chances of choosing the best possible job when you have the upper hand.
1. Stay in job search mode. Keep yourself in “continuous job search mode” so you’re ready for opportunities as they arise. Keep all your job search documents up to date, especially your LinkedIn profile . Document your successes in your current job on at least a monthly basis and incorporate them into your resume. If your skills are in high demand, employers will often come after you, so be ready to respond to appealing options.

2. Create a profile of your ideal job and employer . This will help you to identify attractive positions and pass on other jobs that you don’t think would be a good fit. Consider what type of employer would be perfect for your personality and work style . To do this, think about the elements of your current and past jobs that you have enjoyed the most and write them down. Ask yourself: Which activities are most satisfying about your current job? What might you like to avoid in your next job? What do you want in terms of work-life balance?

What is your ideal company culture ? Which jobs would be most satisfying for you to work at ?

3. What else would you like in a job? You should also consider what might be missing from your current job. For example, if you enjoy planning events, are you doing enough event planning in your current role? Perhaps your current job offers insufficient opportunities for advancement, or your boss is too autocratic and you’d like more freedom to make decisions and plan your workflow.


4. Consider your perfect job. Take some online career assessments to help you to identify other values, interests, or personality traits that you might want to tap in your ideal job. You might also want to enlist the help of a career counselor if you are struggling to identify key aspects of your ideal career. If you have a dream company you’d love to work for, now might be the time to connect with them .

5. Know your worth . One of the advantages of being in high demand is the opportunity to upgrade your compensation. Research the going rate for your job through salary sources online, surveys by your professional organization, and informal networking with fellow professionals. Review these tips for determining how much you’re worth .

6. Do you want more money? If you think you should be making more, consider asking for a raise or target other jobs that have higher compensation. Many employers will match an offer from another organization. In some cases, a competing offer or changing jobs may be the only way to secure a substantial increase in pay. Be careful that you don’t issue an ultimatum to your current employer if you aren’t ready to change jobs. You don’t want to lose the job you have before you’re ready to move on.

7. Get more skills. If the next job you’d love to have requires skills or knowledge that you don’t fully possess, or you want to expand your current responsibilities into new areas, explore whether you can incorporate or build upon these skills in your position. Your employer may be more flexible than you think in modifying your job if you are a highly valued employee, and they don’t want to lose you.

Also, investigate classes and training opportunities to acquire the right background for your next job. Your employer might even agree to pay.

8. Help recruiters find you. When there are worker shortages, employers become more proactive in recruiting passive candidates . They will be more likely to utilize search firms to fish for candidates and mine prospects from LinkedIn. Consider utilizing a recruiter to help you find your ideal job, but make sure that you don’t let them redefine your goals to meet the supply of jobs that they are promoting. Develop a complete LinkedIn profile , keep it up to date, and your next job might find you before you find it.

9. It’s okay to say, “No thanks.” Don’t be afraid to turn down a job offer that seems less than ideal. If you are in high demand, other offers will come your way. You might be better off staying in your current job until you find something very appealing. Excessive job hopping can be a red flag on a resume, even for workers in high demand. Here’s how to turn down a job offer .

10. Tap your connections. Reach out to contacts for information , advice, and suggestions about jobs. Share your profile for an ideal job and ask them to recommend positions within their sector. During worker shortages, companies often pay employees a bonus for candidate referrals ; recommendations from current staff are usually given careful consideration under any circumstances.

The Trillion $ Problem | June 2019

This $1 Trillion Problem Can Be Fixed by Asking Employees 2 Questions

A study has concluded that voluntary turnover in this country is ‘self-inflicted’ and could be easily avoided.

By Marcel SchwantesFounder and Chief Human Officer, Leadership From the Core@MarcelSchwantes; Source: Inc.

One harsh truth in the human capital space has remained true for over two decades: 70 percent of U.S. employees are disengaged in their work and workplace right now.

It should come as no surprise that, according to a report by Gallup, 51 percent of American workers are actively looking for a different job or watching for openings.

Gallup says that those who have already jumped ship have cost U.S. businesses $1 trillion.

If you’re a number-crunching CFO and your company has high turnover, you’re sweating bullets. Do the math: The cost of replacing a single employee can be anywhere between one-half to twice that employee’s annual salary.

There are other hidden costs that come with a voluntary turnover–a decline in team morale, distrust in management, uncertainty about the future, and unhappy customers.

Ask 2 important questions to stop the bleeding.

According to Gallup research, “52 percent of voluntarily exiting employees say their manager or organization could have done something to prevent them from leaving their job.”

Done something in the form of caring enough about their employees as people–as valued human beings.

To keep your most talented and innovative knowledge workers, managers need to ask two questions that exceptional, human-centered leaders would ask:

1. A question about the employee’s job satisfaction.

Those 52 percent of exiting employees say that in the three months before they quit their jobs, no manager came to check in with them and have a meaningful conversation about how they were doing, how they felt about their work, and whether they were happy.

2. A question about the employee’s future with the organization.

The $1 trillion problem may be drastically reduced if managers have the presence of mind to sit down with employees and talk about their future with the organization. This, too, was a question never asked in the three months prior to an employee’s exit, says Gallup.

I agree with Gallup’s position that the problem of voluntary turnover in this country is “self-inflicted”–managers do not do everything in their power to make things right and put the employee first. In hindsight, exiting employees in the Gallup study said “their manager or organization could have done something to prevent them from leaving their job.”

Bonus: Three more questions.

Gallup’s solution to your turnover issue is simple: “Train your managers to have frequent, meaningful conversations with employees about what really matters to them” in order to win them back. You can ask three additional questions:

  • What’s frustrating you?
  • What are your dreams?
  • Where do you want to go?

The bottom line of asking these questions is to let your employees know that you truly care about them as people, that you value their work and their successes. But it has to be done authentically. Asking without an intent to care is simply disingenuous, and people will have an adverse reaction.

Managers who stay involved with what employees are doing–without micromanaging–keep track of their employees’ wins, goals, dreams, and fears, and support them along their career paths. This gives employees a high awareness of their place within the company and the value of their successes.

This is what will elevate managers from simply managing functions and tasks to becoming influential and respected leaders who win the hearts and minds of employees.