Anger Management for the Office

How to Handle Incidents of "Office Rage"

by Christopher Lisotta, for Yahoo! HotJobs

Recent research shows a welcome decline in workplace stress, but, like an unhealthy condition that never really goes away, the reality of workplace stress can still lead to uncomfortable situations at the office.

According to a study done by career coach Rachelle J. Canter and Opinion Research Group, there was a 15-point drop from 2000 to 2007 in the percentage of people who reported workplace stress is a problem for them at least occasionally. She also found that 16 percent of workers said this year that stress caused them to yell at a co-worker (down from 29 percent in 2000).

The overall atmosphere may have improved, but for workers stuck in an office with a co-worker who yells at them, damages property, or shows signs of "office rage," life is difficult. Canter defines office rage as "verbal or physical abuse that is out of proportion and inappropriate in a workplace setting."

Don't Take It Personally

If you're faced with a coworker who overacts or lashes out in an inappropriate manner, don't take it personally, said anger management expert Leonard Ingram, who created angermgmt.com. "Other people are going to get angry at you whether the anger is just or not."

The next step is to "not make yourself angrier than you need to be," Ingram said, noting that you shouldn't stew, or form an inner dialogue that makes you angry.

Allow Some Room to Vent

From there, give the angry colleague the "opportunity to diffuse, calm down, and make their own case -- people tend to appreciate that."

The key is empathy, Ingram said, which does not mean that if you are the victim of office rage, you're legitimizing their bad behavior. After the most tense moments have passed, Ingram suggests you "ask them what happened to make them so upset. That gives them an option to get rational for a moment."

It Can Happen to You, Too

If you find yourself overreacting at the office, chances are the cause goes far beyond your inbox, said Liz Bywater, president of Bywater Consulting Group. "People will often arrive at the office primed to lose it," Bywater said, noting that traffic, family issues or a bad night's sleep can set you up for office rage.

The simplest step is to just remove yourself from the situation if you think you can't control your anger.

"It's perfectly appropriate to say 'You know what, I'm a little hot under the collar, and I don't think it is just about this.' Walk away from it if you can."

Take a Breather

It also helps to make some sort of physical change, Bywater said.

"Try deep breathing, go out and get some fresh air, maybe your blood sugar has dropped."

The larger issue is to figure out why you slipped into office rage, especially if it is a pattern.

"Maybe you're in a work environment you can't tolerate" she said, "but more often than not you have to look at what else is wrong."

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Five Tips for Switching Career Paths

by Jennifer Merritt, Carolyn Bigda and Donna Rosato, MONEY Magazine


Switching fields may seem taboo, but it's quite doable, especially now when labor markets are tight. Almost half of the 164 employers who responded to our MONEY Magazine/Salary.com survey say they regularly target mid-career changers when recruiting. One reason: Switchers are dedicated to their move, with 32 percent saying they'll spend "as long as it takes" to get the necessary certification and schooling.

What are they looking for? Pay and advancement, sure, but also fulfillment and a sense that they can control their career paths.

Steve Mullins, 44, already has a good job: He's a telecommunications engineer for a pharmaceutical company. But he's studying to become a nurse -- it's a top job for career changers because demand is so high. "They can offshore my job any day of the week," says Mullins of Noblesville, Indiana. "And of course, when you fix a router, it doesn't say thanks."

To make your case to a hiring manager, follow these tips.

1. Show your commitment.

"Employers are seeing high turnover," says Kimberly Bishop, a senior client partner at recruiter Korn/Ferry International. "They want to make sure you will be the right fit."

You'll be more convincing if you take classes, join industry organizations or moonlight (even on a volunteer basis) within the field you're exploring before you try to go full time -- and you'll also have a much better idea if this really is the right move for you.

2. Quantify your skills.

It may not be obvious how what you know translates into what they do. So focus on your transferable skills -- not your experience -- in interviews and on your resume.

Quantify your accomplishments: Show that you increased sales X percent or managed Y number of people. "It helps provide the scope and breadth of your accomplishments," says Bishop, "and it shows you very clearly understand what you've done."

Also highlight areas in your background that give you an advantage. When interviewing for an IT position, Randy Jensen, 36, of Riverton, Utah, pointed out that after 15 years in radio, he has good communication skills. "I can string two sentences together," he says. "I'm not going to be a hermit in a cubicle."

3. Talk the talk.

Learning industry lingo is critical. "If you want to be a brand manager, you need to talk like one," says Ricki Frankel, a career coach who specializes in transitions. Read trade publications and job postings. And start networking.

To make the switch from sales engineer to marketing, Todd Cox, 39, of Atlanta, has been reading books and seeking out mentors. "It may be someone I read about or hear speak," he says. "I tell them what I'm trying to do and ask if they'll coach me along. It doesn't always work, but everyone gives me little tidbits."

4. Take a two-step approach.

"Every career is composed of two main factors, a job title and a particular industry," says Dick Bolles, author of "What Color Is Your Parachute?" "An easier way to transition is to change just one of those factors at a time."

So if you're a lawyer itching to become a travel writer, work as a writer for a legal publication first (new title) and then eventually move into travel writing (new industry).

Or do legal work for a travel publication and contribute pieces until you're able to pick up a writing position.

5. Give yourself enough time.

Quitting on a whim often results in a frantic scramble for a paycheck. Plus, you need to think through logistics. If you have to take a salary cut, how will you cover it? Are you willing to relocate?

It took Susan Rubin, 48, of Armonk, New York, four years to give up her legal practice and become a yoga instructor.

"I was hesitant to make the jump," she says, "but in the meantime, I was training and saving money. It was very hard for me to close the doors of my practice. But once I did, I never looked back."

Salary.com is a leading provider of on-demand compensation management solutions helping businesses and individuals manage pay and performance. For more information, visit salary.com.

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The Five Things You Need to Succeed

by Caroline Levchuck, Yahoo! HotJobs


Whether starting a career or moving into senior management, everyone defines success differently. Whatever definition you use, there are five assets that can help you realize it on a professional level.

1. A Thick Skin

As you climb the corporate ladder or chase your dreams, you'll likely encounter criticism and rejection. Learn how to accept both graciously sooner rather than later. Constructive criticism can help you refine your plans. Rejection becomes less scary after you experience it a couple of times, which will help you become a more bold business person.

2. A Rainy Day Fund

Pursuing professional success often involves risk-taking -- leaving a longtime job for a new opportunity, moving to another state or country, or opening your own business. It's easier to take such risks if you have even a modest financial cushion. Work now to create a nest egg big enough to cover six months of living expenses. This will give you the freedom and flexibility to answer when new opportunity knocks.

3. Confidence

Pursuing your passion -- whatever it may be -- requires courage. You need to be able to ask for a promotion, ask for business, ask for financing. This can be intimidating, but, not unlike rejection, practice makes perfect. Start asking for what you want; you may not always get it, but you'll become more comfortable (and confident) doing so.

4. A Goal

If you want to move forward in your professional life, you need a goal to move toward. If you don't have a goal, get one -- or your career could stagnate.

Once you've identified your long-term goal, begin assembling a list of short-term objectives that will act as stepping stones to achieving your dream.

If you find that you don't know what you want to do with your life, try meeting with a career coach or counselor who can work with you to identify your passions and how you can pursue them professionally.

5. A Role Model

Chasing success is never easy, but it can be easier if you follow in someone else's footsteps. Focus on an individual whose rise to professional power has inspired you and model some of your actions after hers. Your role model doesn't have to work in the same field as you. What's important is to zero in on the habits and work ethic that may help you in your career. Look at how she handled adversity or how much determination it took to keep doggedly pursuing a goal and let that inspire and motivate you to follow suit.

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Job Optimism Buoys Class of 2007

by Tom Musbach, Yahoo! HotJobs


Hope is high among the class of 2007 as they enter the workforce. Most new college graduates expect to find jobs quickly, and good benefits and advancement trump salary as their top priorities, according to new research.

Nearly 3 out of 4 college seniors (72%) said they expect to find a job within three months of graduation, according to a recent Yahoo! HotJobs survey. In addition, 77% reported starting their job search before graduation day.

The graduates have good reason to be optimistic, as the U.S. unemployment rate remains very low. Also, employers plan to hire nearly 20 percent more new college graduates this year than last year, based on projections from the National Association of Colleges and Employers.

"The hiring climate looks practically ideal for the class of 2007," says Susan Vobejda, vice president of marketing for Yahoo! HotJobs. "These new grads are showing they understand the job market and what it takes to make a solid career start."

Money Isn't Everything!

Salary was not the graduates' biggest consideration for evaluating job offers. The respondents -- more than 600 U.S. college students who were surveyed online -- said their top priorities for accepting a job offer are (in order of importance):

    * Good benefits (83%)
    * A well-defined career path/opportunity for advancement (78%)
    * Strong starting salary (69%)
    * A company with a good reputation (64%)
    * Work-life balance (63%)

Alexandra Levit, a career consultant and author of "They Don't Teach Corporate in College," said the order of priorities reflects awareness about value and meaningful work among today's graduates.

"They are probably also listening to their parents and career counselors, who are telling them that the financial value of benefits usually far outweighs a few thousand dollars of extra salary," she says.

Strategies for Success

According to the survey, many graduating seniors are using multiple resources to assist their job searches, including networking with professionals (48%), visiting the campus career center (48%), using online job sites (48%), and visiting web sites of potential employers (39%).

Career experts also recommend the following tips for graduates entering the market:

    * Use your resume to demonstrate concrete results, measurable impacts.
    * Research the company, and present your knowledge in the cover letter.
    * Apply for appropriate positions that match your qualifications.
   * Follow up after sending a resume; hiring managers will note your initiative.

Finally, don't despair if a job offer doesn't arrive immediately, Levit says. "Reach out to your support systems, allow your parents to help you, and consider taking some time off -- after all, you'll never have the freedom of being between school and work again!"

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Perfecting the Passive Job Search

by Caroline Levchuck, Yahoo! HotJobs

Is your boss taking you for granted? Is business slowing around the office? You may not be ready to jump ship just yet, but you should start to explore other professional options. You need not engage in an all-out active job search. Rather, you can put out feelers in another way.

Follow these five steps to start your passive job search.

1. Post your resume online.

The easiest way to begin exploring your professional possibilities is to post your resume on Yahoo! HotJobs. By doing so, you're letting thousands of recruiters, human resources professionals, and employment experts know what your unique qualifications are and that you're interested in new opportunities.

Remember that your current employer might see your resume online, which may prompt your boss to give you a raise or a promotion if she's worried that you're going to jump ship. But you can also restrict searches of your resume, if you prefer.

2. Create an employer wish list.

Even if you're not yet ready to leave your current job, there are probably other employers in which you're interested. Create a comprehensive list of your dream employers. Research them on Yahoo! Finance. See if they show up on Fortune's popular "Best Companies to Work For" list. Then, find out if these companies employ people with your skill set.

3. Enlist your network.

Now that you have a list of dream employers, make inquiries to people in your network. Lauren Milligan, owner of Resumayday (www.resumayday.com), a career management services firm, warns against being too casual when reaching out for assistance. "If you're too casual, your network may not take your requests seriously," she counsels.

Ask if they've ever worked for any of the companies, or if they know of any who does. Request contacts (at any level) for each organization.

4. Harness the power of informational interviews.

Informational interviews are a powerful tool for the passive job seeker. Because you're not formally in the market for a new job, employers may welcome the opportunity to speak with you, as there is less pressure on both parties.

Career coach and resume expert Lauren Milligan believes informational interviews are a great way for any job seeker to gauge how attractive a candidate he is. Milligan says, "Near the end of the interview, ask, 'Do you mind looking at my resume?' Ask your interviewer to tell you what it's lacking so you can make yourself more marketable in your industry." Then, she says, "Find a way to acquire those skills or experiences while you still have your current job."

5. Follow up.

Whatever the immediate outcome of your search, continue to follow up with everyone in your network.

Career coach Milligan says, "Reach out and keep the people who've offered advice in the loop. If you've heeded it, drop them a note saying, 'I've taken your advice and I just want you to know you've been a big part of my success.' Or better yet, pick up the phone. Thanking someone ensures that they'll be there for you the next time you need help."

Conversely, if you know you want (and are now qualified for) a job at an informational interviewer's company, Milligan thinks you should ask for one. "Contact the person and say, 'I've done x, y, and z. I would like to pursue a position at your company. Can I send you a resume?'" Don't be afraid to be direct, she says. "You have to ask for the sale, so to speak. People rely on other folks to reach out, but the person on the other end has her own agenda. It can be a real time saver to just come out and ask for what you want."

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Group Interviews: How to Impress Everyone

by Margaret Steen, for Yahoo! HotJobs


Even under the best circumstances, job interviews can be intimidating. But the group interview -- where you are grilled by a team of potential new colleagues -- ratchets up the tension.

Sometimes companies round up all the interviewers at once for the sake of efficiency. But the company may also want to assess how you perform in a group.

It's About Teamwork

"It's sort of to see if you would play well with others on this team," said Libby Pannwitt, a career counselor and principal of Work Life Design Group in San Carlos, California.

A group interview may be very formal, with a scripted set of questions. Or it could be simply a conversation between the candidate and the others in the room. Many interviews are in between these extremes, with both structured questions and casual conversation.

Before any interview, of course, you should research the company and the job description and consider how your experience could help the company. But a group interview calls for some extra skills in order to make the best impression.

Skills for Your Success

* Prepare if possible. If you're given a list beforehand of who will be there, do as much homework as you can. Find out the names and titles of your interviewers. "That may give you a clue about specific areas of expertise and how they fit in the hierarchy," Pannwitt said.

* Make connections. Address your questioners by name and make eye contact with all of them. "Pay attention to what their interest is in the interview, what kind of things would they be likely to be most concerned about," said David Friedland, president of Friedland & Associates, a personnel assessment firm in Culver City, California.

* Don't play favorites. It's dangerous to make assumptions about which person's opinion matters most in the hiring decision. "I've seen a junior player on a team derail a good candidate," Pannwitt said. Try to make sure you satisfy everyone's concerns.

* Be a facilitator. If you notice that one person seems hesitant to participate, try to draw him or her in. Ask if you can clarify your remarks or if the person has any additional questions. You "can take a little bit of control" of the interview this way, said Marianne Adoradio, a Silicon Valley career coach.

* Be diplomatic. If your interviewers clearly have a disagreement and they're asking how you would resolve it, show that you understand of all their points of view. "Just the fact that you're aware of multiple perspectives will bode well for you," said Patrick F. McKay, assistant professor of organizations and strategic management at the University of Wisconsin-Milwaukee.

* Don't relax too much. In informal interviews, don't let the causal atmosphere keep you from making a good impression. "They may seem informal, but people are voting afterward," Adoradio said.

Finally, remember the good news. If you're being interviewed by lots of people at a company, it probably means you're a finalist for the job. And since interviews are a two-way street, a group interview also offers you insight into what it would be like working in this group. "You have a window looking in at how they'll work together," Pannwitt said.

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Five Simple Ways to Motivate Your Staff

by Caroline Levchuck, Yahoo! HotJobs

Even the greatest jobs can become monotonous from time to time, and even the greatest employees can become unmotivated. As a team leader, it can seem hard to help staffers maintain their momentum on the job, but it doesn't have to be. Small gestures go a long way in winning the favor of your team members.

Try one of these five fun and low-cost methods for getting your staff inspired once again.

1. Give a gift certificate.

Gift certificates are an affordable way to reward an employee for going the extra mile.

Popular choices that are pleasing to most employees include Starbucks gift cards and Yahoo! Music download subscriptions.

Because most gift certificates can be purchased in modest denominations, you can likely avoid going through lots of corporate red tape to receive company permission and/or petty cash.

2. Spread the joy with happy hour.

Plan a Friday night happy hour for your immediate staff where you can all bond over a cocktail or two away from work and the rest of the company.

An hour spent kicking back with colleagues at a local watering hole can create camaraderie and allow you and your team to get to know each other better. Just remember not to overindulge when you drink or share stories.

3. That's the ticket!

What's the next big summer blockbuster that's coming to a theater near you? Find out and buy tickets to it for you and your staff. Ask management if you and your team can leave work an hour or two early for extra excitement.

If your staffers are more interested in sports, get group tickets to a baseball or basketball game. Contact the group ticket sales department of your local arena or stadium to ensure that you all are able to sit together.

4. Subsidize their education.

Show your teammates that you want to help them grow by investing in their success. Get permission from management to fund career development classes for staffers.

Rather than recommending specific courses, encourage each individual to find a class that is interesting to them as well as being helpful to their growth on your team.

5. Compliment them with comp time.

When people put in extra hours for you, go the extra mile for them by arranging for comp time. Keep track of the overtime each staffer puts in and speak with your supervisor or human resources manager about rewarding each individual with a "free" day off.

This may be outside company policy, but if your team members are consistently burning the midnight oil, management may agree that rewarding them with comp time is better than having them burn out.

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Find Your Career Passion

by Debra Davenport, for Yahoo! HotJobs

Ever wish you were one of those fortunate people who knew -- at the age of 6 -- exactly what they wanted to be when they grew up? If you find yourself as an adult still searching for your passion, don't despair. Many people -- too many to count -- share your career conundrum.

The key is not wasting any more precious time in a career that doesn't fit and finding the livelihood that's a natural extension of the real you. Here's how:

* Retrace your steps. Often, career passions are formed in childhood. What did you enjoy as a child? What were your hobbies and interests? What games did you play? What were your early career fantasies?

* Identify what really matters. Your values are the map to your perfect career. Identify those that are most important to you. Time freedom, perhaps? Creativity? Travel? Working alone? Being your own boss? Make a list of everything you deeply value and want in your career.

* Get deep. Are you seeking to make a difference or contribute to society through your work? Is there a spiritual component to your career? How do see yourself effecting positive change?

* Explore. Many people feel stuck because they simply don't know what exists in terms of career possibilities. Research careers on the Internet, network, ask questions, read voraciously, and jot down every idea.

* Try it on for size. Internships and apprenticeships are great ways to try on careers. Use vacation time to "shadow" someone whose job interests you. Volunteer or get temporary jobs in the fields that interest you.

* Listen to your heart. What do you enjoy doing so much that you'd do it for free? What activities give you the most joy? Cooking? Singing? Writing? Inventing? You really can make a career out of the things you love -- that's what finding your passion is all about.

* Get tested. Seek out a certified career counselor and request a comprehensive career assessment. There are many validated assessments available. At the minimum, you should complete a personality profile (such as the Myers Briggs Type Indicator), a career interests assessment, and a work values assessment.

* Peel away the layers. Working in an unfulfilling career can cause you to make adaptations to your behaviors and belief systems which can impact confidence and self-esteem -- two things you need in order to make smart decisions for yourself. Strip away the false and/or negative belief systems ("I can't do that." "I'm not smart enough." "You have to have a lot of experience to do that.") and get to your truth. That's where your passion lies.

Remember: Skills can be learned, but your passion is a part of who you are. The reality is you can do whatever you want to do and set your mind to do. The old adage, "Do what you love, the money will follow" is actually very good advice. It may take some work to reveal what you're truly meant to do but, if loving your career is important to you, your efforts will be a valuable investment in your future happiness.

Debra Davenport is president of DavenportFolio, a licensed firm with offices in Phoenix and Los Angeles that provides career counseling, Certified Professional Mentoring and executive search services. She is the creator of the Certified Professional Mentor(R) designation, and you can contact her at debra@davenportfolio.com.

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How to Deal With an Office Jerk

by Robert M. Detman, for Yahoo! HotJobs


Office life can have its ups and downs, but having to endure a jerk can make it miserable. Office jerks take on many forms, and thus require creative strategies for dealing with them.

Handling Six Common Types

The Loud Phone-Talker. "Obviously the first step is to pull them aside quietly and ask them to lower their voice when using the phone," says Julie Jansen, a career coach, consultant, and trainer. "If this doesn't stop them, you could dish out the same treatment and stand near their cube on your cell phone and talk loudly. Or you can hold up a sign that says, 'Please turn volume down.'"

The Hang-Arounder. When confronting the co-worker who chronically lingers to chat when you are trying to make a deadline -- a subtle jerk, but a jerk nonetheless -- try standing up when they enter your office or cube. "The unspoken message of your body language will clearly tell him or her to keep it brief and head for the door," says Ken Lloyd, author of "Jerks at Work: How to Deal With People Problems and Problem People."

The Idea Stealer. There is a strong possibility that this jerk can't distinguish between a good idea and a bad one. "Somewhere along the way, slip in a really bad idea and let the jerk steal that," Lloyd says. However, beware that this might only encourage the jerk to become worse.

The Meeting Monopolizer. Get creative. "Try eliminating the chairs and making it a standup meeting," Lloyd suggests. The monopolizer will likely get thrown off and won't have time to settle into the usual routine of unproductive dominance.

The Bully. Remember, you're not in high school anymore. "Hold your ground and refuse to be bullied," says Steve Piazzale, a career and life coach who runs BayAreaCareerCoach.com. "They'll usually back off over time."

The Boss. Sometimes dealing with a jerk should not be your problem, particularly if you have a manager who is a jerk. In this case you might take a look around the company and notice several jerks. "This may be part of the company culture," Piazzale says. "In which case get out!"

More General Coping Strategies

Passive. Avoidance is the most obvious solution if you don't want a confrontation with any type of office jerk. "You can go to your boss and ask him to intervene," says Jansen. Or, if things are really unbearable, you could ask to be relocated to another part of the office.

Active. Avoidance can backfire if the jerk continues the annoying behavior. Try talking to the person. "Difficult people don't always know they're being difficult," Jansen says. "People generally don't have a very high level of self-awareness, so specific and constructive feedback is important."

If you must confront a jerk, it is wise to take the high road. Career coach Piazzale says, "Try to understand where the behavior is coming from, and tailor your response to that."

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Beware of Sharing Salary Details

by Robert DiGiacomo, for Yahoo! HotJobs


In today's office culture, many traditional rules no longer apply. It's common, for example, to call your boss by his or her first name, dress casual all the time, and work a flexible schedule that could include some hours spent at home. But one convention remains firmly in place in most workplaces: It's not considered a good idea to discuss with coworkers how much you make.

"It's definitely one of those touchy subjects," says compensation consultant Amy Stainman Herman, who has worked for large and small companies, including Verizon Communications, Altria Group Inc., IBM and Empsight International.

"It can cause ill will and feelings of inequity among employees."

People, Not Packages

The main reason to keep your salary to yourself, according to human resources professionals, is because varying levels of experience and skill sets make for an apples-and-oranges, dollars-and-cents comparison; this can be true, even for people with similar job descriptions.

"I might be an engineer and my salary could be different from yours for a variety of reasons," says T. Ray Bennett, vice president of human resources at the 2,600-employee American Bureau of Shipping in Houston. "They could include time with the company, industry time, performance, specialties, additional training -- there are a lot of reasons why guys in the same job could have different salaries."

The Case for Transparency

Taking the opposite tack on this issue is Traci Fenton, who advocates for a democratic workplace where salaries are discussed openly. As the founder and CEO of the leadership and business design firm WorldBlu Inc., Fenton believes offices function better if decisions, including those about compensation, are shared by bosses and workers.

"Everyone gossips about how much people make and everyone's wondering -- it's very toxic and wasteful," Fenton says. "When you're open and transparent, it cuts down on the noise, and allows people to be more efficient.

"If [workers] have the same relative job, and they're adding value, if you create an open system that acknowledges and rewards them, that's so much better."

Know Your Worth

However, in the view of human resources professionals, those with legitimate concerns that they're being underpaid can get a sense of their worth through career sites like Yahoo! HotJobs or professional organizations, without having to ask a colleague.

"You can research your own market value, and address it with your manager directly, without mentioning anyone else," Bennett says.

When managers learn of salary figures being exchanged, they should consider this an opportunity to review with their HR department how their compensation systems rank with the marketplace.

Tell the Boss

Salary discrepancies often can crop up for longtime workers, who may have started at a lower pay scale than recent college hires.

"Most companies on a regular basis will track their pay against the marketplace," Herman says. "This is just another reason to initiate an analysis, if one hasn't been done in the past."

Whether or not a raise is warranted, managers should make sure employees understand the thinking behind their pay. Still, it's not always possible to meet someone's salary needs.

"At some point, the answer gets down to, 'We feel your pay is appropriate,' and if the individual says, 'I don't,' we can't do much more," Bennett says.

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Work Burnout Threatens Vacations

Employees Need More Breaks, Survey Suggests
by Tom Musbach, Yahoo! HotJobs


Despite summer's reputation for being a time of travel and leisure, many U.S. workers are not using all their vacation time and are too tired to plan a getaway, according to a new Yahoo! HotJobs survey.

Nearly half of the respondents (49%) said they feel "burned out" by their jobs, and many did not fully use vacation time as a remedy. Out of 1,800 professionals surveyed, 45% said they did not use all of their vacation days allotted in 2006, and 39% said they were too tired to take a "real" vacation during their days off.

"People don't always realize the true benefits of taking vacation time," says Susan Vobejda, vice president of marketing at Yahoo! HotJobs. "They focus more on the absence from work and related details, when in fact a vacation allows time to recharge batteries and come back to the office with new energy and increased productivity."

Why Create More Work?

There are several reasons why workers don't use all their vacation time: having too much work to do to take a vacation (36%), not being able to afford a getaway (34%), wanting to save vacation time for emergencies (32%), and worrying about coming back to an excessive workload after a vacation (15 percent).

"I think people have thrown in the vacation towel," says Debra Davenport, a professional mentor, licensed career counselor, and employment agent. "What's the point of taking a vacation when you're still strapped to your cell phone and laptop, and, worse, you return to the office from your break only to have 500 emails, 100 voicemails, and weeks of work to catch up on?"

Taking a 'Mental Health Day'

When people do take time off, it's often used in ways unrelated to vacations. In fact, nearly a third of respondents (31%) said they use the time to run errands, such as doctor visits, and 30% said they often use vacation time as "mental health days" to cope with stress.

"The issue," says Davenport, "is making self-care a priority. Vacations are an extension of that mindset."

The Problem of Presenteeism

Liz Bywater, president of Bywater Consulting Group, which specializes in organizational behavior change, suggests that elements of corporate culture may be responsible for the work-vacation imbalance.

"Part of the problem is that our culture supports an ethic of 'presenteeism,' whereby employees show up for work even when they are too ill or tired to be effective on their jobs," she says. "There is an expectation, sometimes unspoken, that people will come to work under all but the most extreme circumstances."

Making Vacation a Priority

Bywater offers the following tips for making the most of vacations:

Choose the vacation that best meets your needs. You may need a peaceful retreat from stress, or you may benefit from something more active and exciting. Avoid the kind of vacation that will leave you even more exhausted than before.

Plan ahead for your time off. Take practical steps to manage your workload with your upcoming vacation in mind. Try to wrap up important projects before you leave. Don't leave behind time-sensitive tasks that only you can handle.

Enlist help. Ask a trusted coworker to back you up while you're away and offer to return the favor. It's much easier to relax when you know someone's got you covered.

Have no regrets. You earned the vacation, so enjoy it!

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Time Management for Your Time Off

Checklist Helps You Prepare for Vacation
by Robert DiGiacomo, for Yahoo! HotJobs


The trick to getting ready for a vacation, according to time management expert Peggy Duncan, is to stay organized at work every day.

For example, you should always keep your files, emails and project details ordered, as if you were preparing to head to the airport at any time.

"You shouldn't have to kill yourself working the week before you go on vacation," says Duncan, a consultant and author of "Put Time Management to Work and Live the Life You Want."

Check Your Success

Even for the organizationally challenged, however, leaving work behind is doable, if you follow this checklist:

* Set your pre-vacation priorities. Starting about a month before you leave, determine what items must be completed by your departure date and what can wait.

"You need to keep perspective on what's important and what needs to get done," says work/life coach Natalie Gahrmann of N-R-G Coaching Associates and author of "Succeeding as a Super Busy Parent: 75 Practical Tips for Life, Love, Kids, & Career."

* Give plenty of advance notice. Depending on your office culture, hold a meeting or call colleagues several weeks ahead to alert them to your time off and their duties in your absence; don't rely on email.

"It's important the people on your team know their responsibilities, and are prepared for what's on their plate," Gahrmann says.

* Leave a paper -- and email -- trail. Help your colleagues from afar by keeping project files organized in your real and virtual inboxes.

"Your processes should be streamlined and documented, so people know what you're doing, and who to call when you're gone -- rather than you on vacation," Duncan says.

* Know who's boss. Be clear about who's leading a project or supervising your staff while you're gone.

"Your team, as well as your customers, your clients and other employees, should know who's in charge, so they don't see you as the only person who can answer a question," Gahrmann says.

* Decide who gets your number. Designate a point person to contact you -- and under what circumstances.

"That person should know only to contact you in emergencies, or if you have someone checking your email, they should know only to forward [certain] things," Duncan says.

* Prepare for your return agenda. The week before you leave, take some time to schedule future meetings or set timelines for your post-vacation goals.

"Part of planning is knowing what's on my plate when I get back," Gahrmann says.

* Don't lose that vacation state-of-mind. Set your return date on your voicemail and out-of-office email messages for a day or two after you're scheduled to come back, so you have time to reacclimatize.

"Deal with all the things you can see first -- all the mail piled up and that kind of thing -- before you start to tackle email and set up meetings," Duncan advises. "You want to clear up the clutter and chaos, so you can think better."

Finally, remember your job is just that. Of course you're essential to your company's success, but everyone needs time off to recharge.

"If you're going away for a week, life doesn't stop -- the company isn't going to fail in a week," Gahrmann says.

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At the Company Picnic, Etiquette Matters

by JoAnn Greco, for Yahoo! HotJobs


Memorial Day is gone, and Labor Day beckons ahead. Sometime in between, many of us are likely to find ourselves at an oft-dreaded workplace event: the company summer outing.

It's a tossup as to which comes fraught with more peril, frolicking in the sand with the pasty-legged guys from IT or shimmying with "secret Santas" at the office Christmas party. Both events are ripe with potential faux pas, says Sue Fox, owner of the Etiquette Survival Group.

"Most people seem to naturally behave better when they are dressed for a business or formal event," she says, "and the fact that a picnic or daytime event is more casual creates an atmosphere that might justify more casual behavior."

That determinedly casual atmosphere is the largest snake hiding under the office picnic table. "The goal is to be noticed -- in a positive light," says Fox. "You don't want to be the subject of gossip at the water cooler on Monday morning."

Here's how to keep the panic out of the picnic:

* Show up. Even if such events make you uncomfortable, or you can't stand the thought of spending extra time with your coworkers, skipping the party is not a good idea. "The very reason the company has these events is to thank the employees and allow them to enjoy some relaxed fun," Fox observes. "While such opportunities are not strictly part of the workday, they are an important part of your career. This is the time to introduce yourself to the CEO and senior managers. Network and mingle!"

* Be on your best behavior. "Your manners are always under examination . . . awarding or denying you very high prizes when you least expect it," Ralph Waldo Emerson once wrote. The relevant insight: Your boss might be weighing a promotion.

* Indulge with caution. "As always, drink moderately and use proper table manners," says Fox. Corn on the cob and barbecued chicken on the menu do not give you leeway to turn into a slob.

* Don't be over-baring. Yes, it's casual -- and yes, it's hot. But thong bikinis, short-shorts, and too-tight T-shirts send the wrong message. "This is not the time or place to come across as sexy," says Fox, "and that goes for family members, as well." Men, too, should abide by common sense and decency: no stained T-shirts and definitely no bare chests.

* Be a good sport. Resist the temptation to play hard at the volleyball net or to venture far, farther, farthest into the lake or ocean. "The company picnic is not the time for showing off or trying to be a big shot," recommends Fox. "Play your best, but play fair."

* Mind the kids. Don't forfeit your babysitting duties if you're a parent, and watch your language -- sexual overtones, off-color jokes, etc. -- around the kids if you're child-free.

* Don't talk shop. "These events should be the time to meet other employees and their families," says Fox. Too much business chat can leave spouses and others feeling left out.

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Group Taps Top Companies for GLBT Employees

by Tom Musbach, Yahoo! HotJobs


The number of companies cited as best for gay, lesbian, bisexual, and transgender (GLBT) employees grew in 2007, according to a leading U.S. advocacy group.

The Washington, D.C.-based Human Rights Campaign (HRC) named 195 companies to its list this year, up from 138 last year.

The list of companies includes Aetna, Apple Computer, Boeing, Charles Schwab, Chevron, Cisco Systems, Coors, Ford, Gap, IBM, Intel, Kaiser Permanente, Motorola, PepsiCo, Pfizer, Viacom, Visa, Wells Fargo, and Yahoo! Inc. For the complete report and list of companies, go to www.hrc.org/cei.

The Measures for Approval

All of the companies received perfect 100 ratings as part of the HRC's annual Corporate Equality Index, which evaluates companies' efforts to advance equality in the workplace. Criteria for the ratings include domestic partner benefits beyond health insurance (e.g. COBRA, vision, or dental), retirement benefits, leave policies, and supportive workplace guidelines.

"More businesses than ever before have recognized the value of a diverse and dedicated workforce," said Joe Solmonese, HRC's president. "These employers understand that discrimination against GLBT workers will ultimately hurt their ability to compete in a global marketplace."

Business leaders and community leaders agree that promoting equal treatment of GLBT workers makes good business sense.

"GLBT inclusiveness is a critical component of our objective to the employer of choice, service provider of choice, business partner of choice and neighbor of choice globally," said Ana Duarte McCarthy, chief diversity officer of Citigroup.

The DiversityInc Top 10

In April, DiversityInc magazine released its own list of the 10 best companies for GLBT employees -- all of which are included in the HRC's list.

The DiversityInc list is, in order: Xerox, PricewaterhouseCoopers, Bank of America, JPMorgan Chase, Ernst & Young, Eastman Kodak, SC Johnson & Son, Merrill Lynch, Whirlpool, and Chubb.

The magazine's criteria for honoring the 10 companies also included general diversity measures extending beyond LGBT equality issues.

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Get Serious About Your Career in Four Steps

by Caroline Levchuck, Yahoo! HotJobs


Summer and all its trappings -- reduced hours, vacations, lazy days -- are terrific. But did you know you can still get serious about your career while you're having fun in the sun?

Follow these four steps to be prepared to reach new heights this fall.

1. Draw the line online.

Social networking sites can be fun, but if you're serious about getting serious about your career, it's time to move your online networking to a more purposeful level. Delete any profiles that exist on sites catering primarily to adolescents, and migrate to a structured professional networking site. You may lose a thousand "friends" or so, but you'll likely gain much more viable business contacts.

2. Take a trip with purpose.

Unplugging from work can make you a more productive professional, but you may consider combining business and pleasure on your next getaway. Instead of just sitting on a beach for a week, why not visit a city or site that is critical to your vocation? You may even arrange a tour of an industry leader's facilities. Newspapers, television studios, and manufacturers are just a few of the types of businesses that offer an inside look at their workings.

Or use your vacation as an opportunity to fill out the "Volunteer Activities" portion of your resume by volunteering with Habitat for Humanity or another worthy cause.

3. Do a little academic planning.

You can take it easy this summer, but if you want to get ahead come September, get a catalog from your local university and enroll in a class for the fall. Choose a course that will help you do your current job better or one that helps you move into management. Involve your supervisor so that she knows you're serious about advancing your knowledge -- and so that she may help you get reimbursed for the course.

4. Put a little business in your beach reading.

Society has become more than a little obsessed with pop culture. While it's fun to be in the know about Paris Hilton's jail stint when you're standing around the water cooler, it's better to be in the know about the most recent business and management trends when you're trying to be taken seriously.

So instead of taking a celebrity tabloid to the beach, start tackling the latest and the greatest business books or magazines. If you're not sure where to start, ask your boss what his management must-reads are. Also, consult the New York Times Book Hardcover Nonfiction Best Seller list, which is updated every week. Or get in the habit of reading the business section of your local newspaper as a way to stay more informed.

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Cleanse Your Career

by Caroline Levchuck, Yahoo! HotJobs

People use "cleanses" as a way to detoxify their bodies. Advocates believe cleanses remove toxins, restore energy, and increase mental acuity. Wouldn't it be wonderful if you could do just that to your career?

Try it with the simple steps below, and make a fresh start.

Cut out Toxic Coworkers and Conversations

Start your career cleanse by tuning out colleagues who complain incessantly. If someone comes in to your office and starts griping about work or another coworker, do not engage or indulge them.

Certified holistic health counselor Trish Balbert says, "Negativity like this flavors your whole day and the environment. Who wants bad energy floating around the office?"

End such one-sided conversations by telling your associate that you need to get on a call or attend a meeting. He will eventually figure out that you aren't interested in his grousing.

Take Small Bites

Are you weighed down by incomplete projects that are lingering from the long winter?

Balbert, the founder of Awaken Wellness, a Manhattan-based holistic health private practice, advises breaking down large, intimidating projects into smaller pieces. She counsels, "It's important to take small 'bites' when sinking your teeth into a big assignment. It makes it less overwhelming -- and more digestible."

Being honest about what your priorities are is also helpful in completing past-due projects and tasks, she says. "People often put things in order of how important they think tasks should be rather than how important they actually are." To accomplish more, she adds, "It's best to prioritize in accordance with your true nature, rather than fighting yourself."

Make It Your Nature to Nurture Yourself

You can't always control how stressful your work day will be, but you can create periods of calm. Balbert, who is also a Reiki practitioner, encourages clients to include elements of self-care in their workdays. "Make sure you're not eating at your desk. Strip away work for an hour. Talk a walk. Go to a park. Create a routine that allows you to take care of yourself," she says.

If you have a demanding job, it may be unrealistic to say that you're never going to work late, but, Balbert recommends, "Set a limit as to how many nights you're willing to stay late, and then stick to it."

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