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A recent FlexJobs article has identified the top 10 red flags of a potentially toxic hybrid workplace. Here are the three biggest red flags we think you should keep an eye out for as you navigate remote and hybrid workplaces in your career moving forward.
The transition to a hybrid work model cannot be done overnight. It will take time and a lot of planning to effectively shift to a hybrid workplace, and companies need to realize this before they announce any major changes to how they do business.
A sign of a potentially toxic hybrid workplace is when a company has no real plan to create a functioning hybrid workforce. They are, essentially, just winging it. They made the announcement that employees can either work remotely or in the office, but there are no policies or procedures in place, and possibly no guidance available to workers. So, are they really committed to this change? Did leadership actually think this through? Have they considered how it will affect every single employee at the company?
If a company wants to effectively shift to a hybrid work model, they need to have a plan in place. Otherwise, the hybrid work environment could become toxic, impacting your job and career as a whole.
Another red flag of a potentially toxic hybrid workplace is when no senior leaders work remotely. This may not seem like a big deal at first, but when you start wondering how you might be able to move up the corporate ladder in this type of work environment, it may become clear that there actually isn't a way for you to do that as a remote or hybrid employee.
If a company lacks remote or hybrid management, that could indicate you won't have long-term success at the company unless you're physically working in the office 100% of the time. Also, consider how much celebration, praise, and rewards remote and hybrid workers receive in comparison to in-person employees. If there is a big disparity there in favor of in-person employees, that's another indication of a potentially toxic hybrid workplace.
Your employer should always make it clear to you what your career path is within the organization. Although it is ultimately your responsibility as an employee, professional, and business-of-one to prove your value to the company and grow your career, if your employer isn't invested in your career and valuing you as an employee, that is a major red flag of a toxic workplace, hybrid or not.
Communication is incredibly important in the workplace. It's even more important for remote and hybrid employees who aren't physically present in the office and lose that face-to-face communication with team members and other co-workers.
The final red flag of a potentially toxic hybrid workplace we think you should watch out for is if your manager doesn't have a solid communication plan for remote and hybrid team members. What digital communication tools will you be using? What are the communication policies and procedures? How much communication needs to happen in order to be an efficient and productive hybrid team?
A problem that could arise from not having a communication plan in place is remote and hybrid employees not being able to access information that's essential to their job and critical to their success as employees. If managers don't plan ahead with this concern in mind, the hybrid workforce could fall apart. It's already difficult communicating as a remote or hybrid employee, so your manager needs to have a solid communication plan in place, or else your work environment could become toxic.
With many companies shifting to remote or hybrid workplaces after the COVID-19 pandemic, there are a handful of red flags professionals should keep an eye out for in order to avoid a toxic work environment.
A potentially toxic hybrid workplace will typically exhibit the three red flags above. But it's important to remember that the transition to a hybrid work model is bumpy for many companies. Patience and communication are key for both employers and employees during this major shift. A change like this might be uncomfortable at first, but the future of work depends on it.
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The key to landing a job out of college is preparing for the job search process while still in school. Unfortunately, they don't always teach you about the job search process in school, so it's up to students to take responsibility for their future career. Here are some tips to put yourself in a position to land a job after college.
Do you know what the career options are for your degree? How competitive the industry is? What the average salary is for the type of role you're pursuing?
These are not questions you should be seeking to answer after graduation. These are all questions that should've been asked prior to declaring a major.
Research...research...research!
Knowing what you might be in for after graduation can help you with planning. You could meet with your advisor well in advance of graduation and look at potential internships and identify potential companies to work for, allowing you a head start on your networking efforts.
If you failed to prepare like this prior to graduation, you're not doomed, but you did put yourself at an initial disadvantage.
Even after college, some people are unsure about what they want to do for a career. If you find yourself in this situation, don't panic.
You need to do an honest assessment of yourself and determine the valuable skills that you possess. Most importantly, ask yourself, "What are some of the things I love doing?"
Work It Daily also has resources that can assist you in your search. Our FREE Career Decoder Quiz will help you determine your professional persona. Knowing your professional persona will help you understand the skills you have that bring value to the job and what you find professionally and personally fulfilling.
In addition, whether you're a graduate or still a student, don't limit your opportunities to learn new skills.
Chances are you have interests outside of your course of study. You should be open to pursuing those interests. It could be that you're a health/science major with an interest in computers. Why not take some computer courses?
Interested in learning a trade? Electricians, plumbers, contractors, and auto mechanics are all in demand.
If you're still in school, you have an opportunity to take additional courses or decide on a double major or minor.
Options may be a bit more limited for recent grads, but there are always online courses, certification programs, or specialty course programs available. As long as you have a hunger for more knowledge, you should never stop wanting to learn. The more skills you have, the more career options are available to you. Options are important during the job search for recent grads.
School can't prepare you for everything, and most of the lessons people learn from the job search process come from real-world experience. However, there are some things you can do to prepare.
First, research as many potential jobs as you can before graduation and identify some potential companies that you would like to work for. Second, prepare multiple resumes tailored for the specific positions for which you're applying.
A recruiter needs to see the skills you have that apply to the position within the first six seconds of reading your resume. You should also prepare a disruptive cover letter where you really bring attention to yourself by telling a story about how you connect with the company.
The last thing you need to do is reach out and network. It's not enough to just send in a resume and cover letter and hope that you'll be contacted. Reach out to people in the company through LinkedIn and introduce yourself. Use the fact that you're a graduating student seeking knowledge to your advantage. There are professionals who enjoy the opportunity to mentor.
Even if these new connections don't translate into an immediate job, you've made your first professional contacts which could come in handy at some other point in time. Knowing how to do a proactive job search will serve you well throughout your professional life.
Sometimes you find happiness and success in a career field that you didn't go to school for. That's okay. Life happens!
For new grads, the goal is usually to find work in your field of study and it's great when things work out that way. But as the job search process goes on you may fall into a job that you weren't planning to and end up liking it. If the job makes you happy and there's room for growth, there's nothing wrong with keeping it. It's a personal decision.
This will be true throughout your professional life. You may end up working in your field, but, as time goes on, priorities and life circumstances change. You may develop new skills that draw you into a new career direction. The goal is to always put yourself in a position to succeed and sometimes that means making a change.
Preparation and keeping an open mind are the two common themes when it comes to the job search for recent grads. There are no guarantees for new graduates, so you have to be ready for anything. Hopefully by knowing what to expect, you'll know how to land a job after college and can land a job that matches your talents.
Need some help with the job search? You have options!
First, check out Work It Daily's FREE Disruptive Job Search Checklist.
Second, give yourself an edge with some career coaching by joining Work It Daily.
This post was originally published at an earlier date.
All of that excitement built up for nothing. Once again, you lost out on a job because of an internal candidate. You thought you were so close, but now, you're back to square one. Frustrating, right?
Well, you're not alone with your frustrations. Thousands of qualified candidates get this upsetting news every day. Who can compete with internal candidates? You can, actually. You just need to play your cards a little more strategically.
If you want to get a job over an internal candidate, you have to act like one. Before you can do that, though, you need to understand the advantages internal candidates have over you. Here are a few...
Internal candidates clearly understand the company's mission, values, beliefs, and goals. Whether they've worked there for a few months or a few decades, most internal candidates have been around a company long enough to know the inside scoop. This is a huge advantage because it allows them to position themselves effectively for the job in question.
What you need to do: Research the company. Before you even apply for this job, you should have a clear understanding of what the company does, how it does it, and what it wants to do next. You should also know the company's mission, values, and beliefs. That way, you'll be able to respond to the question, "What do you know about us?" with an informed answer.
The people who work closely with internal candidates already understand how they work and interact with others in the company. They also have a clear sense of their strengths and weaknesses on the job. Employers already know what value these candidates bring to the table because they have a proven track record. As an external candidate, you must give them a clear sense of how your unique qualifications make you the best person for the job.
What you need to do: Clearly articulate your value. Show them why your unique experience and qualifications make you the best person for the job. Quantify your work experience on your resume. Oh, and don't be shy about sharing new ideas. As an external candidate, you have the opportunity to bring in a fresh perspective. Use it to your advantage!
Having the opportunity to work with and get to know people within the company is a major advantage of internal candidates. They already have established relationships with their bosses, peers, clients, and so on. People know them. People can vouch for them. If you want to beat out an internal candidate for a job, you need to be able to have those kinds of strong endorsements, too.
What you need to do: Network your way into the company. Knowing people within the company you wish to work can give you a major advantage over other candidates. Establishing those relationships can help you get referrals, recommendations, introductions, and even advice for applying to the job.
Hiring new employees can be much harder than you might think for an employer. For example, hiring the wrong employee in a small company can completely destroy the culture, resulting in poor performance, miscommunication, and even people leaving (voluntarily or non-voluntarily). All of that disruption can cost a company a big chunk of change. So, now more than ever, companies are factoring in company "fit" when hiring new candidates. Internal candidates have already established themselves into their organizations. Bosses, co-workers, and clients know them. They're comfortable with them. They like them. They have proven they fit within the culture of that company. This is a major advantage when it comes to beating out external candidates for a different position within the company.
What you need to do: Show them you fit within their culture. People like working with like-minded individuals—people who "get" them. Not only does it help them form stronger bonds, but it also helps them work more effectively with each other. Sure, it's good to have your differences, but if you want to prove that you're a fit in a company, you have to show them you're part of their "tribe." You must show them that you understand them and you like how they operate so they feel comfortable letting you into their exclusive circle.
It's important to remember that not all internal candidates are lucky enough to have these advantages. Some simply aren't the best fit for the company. Others don't have a clear sense of the company's goals. However, if you can show an employer that you've worked hard to obtain these things, you will have a much better chance at the job.
Need help with your job search?
Check out our FREE resources page and Live Events Calendar.
Or, join our career growth club today and get access to one-on-one career coaching, resume and cover letter reviews, online tutorials, and unlimited networking opportunities—all in your back pocket!
If you want FREE career advice in your inbox, subscribe to our newsletter The Daily Dose!
Struggling to find the right job?
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This post was originally published at an earlier date.
While there's always room for improvement in the future, there are several companies already setting a great example. Here's a look at a handful of these companies.
@workitdaily Reply to @annie_kay4532 Hiring remote job seekers & major LGBTQ+ ally!#Pride #PrideAnthems #hiring #bestplacetowork #remote #hiringnow #applynow
Adobe is the global leader in digital media and digital marketing solutions and has built a reputation for having a strong company culture. Adobe has a culture score of 4.9/5 on employee review website Comparably and has been recognized on multiple occasions by Comparably for company culture, company leadership, and diversity,
Adobe has also won a few awards for its commitment to the LGBTQ+ community, including being named a "Best Place to Work for LGBTQ Equality" by the Human Rights Campaign. The AdobeProud network in the UK received the Rainbow Honours LGBTQ Network Group award for its commitment to equality and positive impact on the workplace experience.
Adobe has several employee resource groups (ERGs) for employees, including AdobeProud, which is an employee network for lesbian, gay, bisexual, transgender, and queer colleagues and allies. The group works to protect LGBTQ+ rights in the workplace, support each other, and engage in community events.
Members of the group often participate in Pride marches in the U.S. and globally, panel discussions, networking events, and fundraising activities. The group also raises money for LGBTQ+ charities and advocacy groups.
Adobe is hiring for multiple positions globally, including remote positions. Check out Adobe's careers page.
(Photo from HubSpot.com)
HubSpot is a leading customer relationship management platform that provides software and support to help businesses grow. HubSpot has a culture score of 4.9/5 on Comparably and has won awards from Comparably for company culture and diversity. The company has also won numerous other company culture and diversity awards from other organizations.
According to HubSpot's 2021 Diversity, Inclusion, & Belonging Report, 12% of HubSpot's workforce identify as members of the LGBTQ+ community. HubSpot has an employee resource group called the LGBTQ Alliance that aims to empower HubSpotters through the creation of a safe, respectful community.
Alliance members participate in multiple events year-round with a variety of global initiatives, including breakfast roundtables to talk about current issues facing the LGBTQ+ community, a workshop on partner benefits and family planning, or any other number of employee events. HubSpot employees have also marched in Pride Parades in Boston, Berlin, Dublin, and Portsmouth.
HubSpot is hiring for multiple positions globally, including remote positions. Check out HubSpot's careers page.
(Photo from PayPal.com)
PayPal is a major online payments system that supports online money transfers globally and serves as an electronic alternative to traditional paper methods like checks and money orders.
PayPal made some major headlines in 2016 when it canceled plans to open its global operations center in Charlotte, North Carolina in response to a passed law in North Carolina that would prevent local governments from banning discrimination based on sexual orientation.
"This decision reflects PayPal's deepest values and our strong belief that every person has the right to be treated equally, and with dignity and respect. Our decision is a clear and unambiguous one," PayPal CEO Dan Schulman said at the time.
PayPal has an LGBTQ+ network called PayPal Pride which celebrates and furthers the company's commitment to diversity & inclusion. PayPal Pride has16 chapters across six countries. The Human Rights Campaign Corporate Equality Index has named PayPal on multiple occasions one of its "Best Places to Work" for lesbian, gay, bisexual, and transgender employees. The company has even earned a perfect score on the index.
PayPal is hiring for multiple positions globally. Check out PayPal's careers page.
(Photo from Salesforce.com)
Salesforce is the world's top cloud-based customer relationship management platform.
Salesforce has earned a culture score of 4.7/5 on Comparably and has won Comparably awards for diversity and company culture. The Human Rights Campaign Corporate Equality Index has recognized Salesforce on multiple occasions for being a best place to work for the LGBTQ community.
Salesforce has multiple employee resource groups to help bring underrepresented groups together and improve the company's culture. Outforce is the ERG for Salesforce's LGBTQ+ community. Overall, Salesforce is committed to building a workforce that reflects society.
Currently, 47.7% of Salesforce's U.S. workforce is made up of underrepresented groups (Women, Black, Latinx, Indigenous, Multiracial, LGBTQ+ employees, People with Disabilities, and Veterans). The company is focused on meeting the following diversity goals by 2023:
Intel is one of the largest computer hardware and software companies in the world.
Like many of the other companies on this list, Intel is a consistent presence on the Human Rights Campaign Corporate Equality Index as a best workplace for the LGBTQ community. Intel's IGLOBE (Intel Gay, Lesbian, Bisexual, or Transgender Employees) was the company's first-ever employee resource group.
IGLOBE has 13 chapters globally and actively drives awareness of issues impacting the LGBTQ+ community and serves as a support network for its members.
The group has a mentorship program where experienced Intel workers can mentor new workers who are also members of the LGBTQ+ community. Intel also has partnerships with the National Gay & Lesbian Chamber of Commerce and the Out and Equal Workplace Summit—where employees and experts from around the world gather to share strategies and best practices to create workplace equality, inclusive of all sexual orientations, gender identities, and expressions.
Intel is hiring for multiple positions globally. Check out Intel's careers page.
Needs some additional help with your job search?
Join our career growth club today and get access to one-on-one career coaching, resume and cover letter reviews, online tutorials, and unlimited networking opportunities—all in your back pocket!
If you're struggling to make more career friends and professional connections, you probably need to take a second look at your networking strategy. Are you making any of these mistakes?
When you're networking, do you go in thinking, "How are you going to help me?" or do you go in thinking, "How can we help each other?"
Networking isn't all about your needs—it's about the other person's needs, too. Yes, you have a goal: you're looking for someone to help you get ahead, and someone who can give you the right introduction. However, the people you're networking with are trying to do the same thing.
If you're having a conversation with someone and making it all about you and your needs, you're probably not going to get too much support from the other person. They also have goals, and if they think you'll just take advantage of their network without anything in return, they probably won't be too open to working with you.
The key is offering value. Before you ask for a favor, you should always offer something of value to your new connection. Whether it's a strategic connection or simply a relevant article, offering your support early in the game will prove you're going to be a valuable connection in the future. It will also encourage people to return the favor somehow—and that favor could be introducing you to someone in their network.
Don't you hate it when you had a great conversation with someone and you never hear from them again? How about when they just wait too long to reach out to you and you don't remember what you talked about?
Don't be that person. It's just bad networking. Follow up within 24 hours of meeting your new connection and briefly refresh them on your conversation. Then, make a note of your conversation so you can remember why you connected later on.
Another thing that can frustrate both you and your connections is when someone only reaches out when they need something. Talk about feeling used!
It's important to nurture your network, even when you don't need it. Sending a friendly email to see how business is going or sending an article you think they might find interesting is all you need to help stay fresh on your connections' minds. Then, when you do need their help, they won't feel like you're just reaching out to them out of the blue, and they will be more likely to help you out.
So, how does your networking strategy stack up? If you're making any of these mistakes, you should re-evaluate.
Want more networking advice?
Check out our FREE resources page and Live Events Calendar.
Or, join our career growth club today and get access to one-on-one career coaching, resume and cover letter reviews, online tutorials, and unlimited networking opportunities—all in your back pocket!
If you want FREE career advice in your inbox, subscribe to our newsletter The Daily Dose!
Struggling to find the right job?
Check out Work It Daily's Incredible Companies page to see snapshots of companies hiring. Work It Daily also highlights job opportunities on a daily basis on TikTok.
This post was originally published at an earlier date.
