How to Work Without Walls

by Caroline Levchuck, Yahoo! HotJobs


Just because you work your way up the corporate ladder doesn't mean there's a corner office waiting for you. In fact, there may not be any office at all. Open floor plans are all the rage in big businesses these days, encouraging teamwork and communication among employees.

If you're coming from a company where you had an office, or your current employer is transitioning to open-space seating, there will be a period of adjustment. Use these tips to survive and thrive no matter where you sit.

1. Tune in to tune out.

Listening to music at work has become more acceptable in recent years. Take your mp3 player or iPod to work and tune out the noise around you with your favorite music and some headphones. If you find that most music is distracting, try some classical selections. If that doesn't work, opt for noise-cancelling headphones. Just be sure you're not tuning out so much that you're not aware when your phone rings.

2. Good fences make good neighbors.

It's normal to feel a bit self-aware and uncomfortable in your new seating arrangement, particularly if you're "thisclose" to your new neighbor. If you can't move past it, try to create a soft border using a carefully placed bulletin board or a stack of books. If that isn't possible, play around with repositioning your computer monitor to give you the most privacy possible.

3. Conference rooms aren't just for conferences.

If you're working in an open-space environment, there's probably more than one conference room. Utilize these private spaces to have sensitive conversations and to take very personal phone calls (your neighbors really don't want to hear you discussing medical conditions with your physician, for example). A conference room can also be used if you need to work on something that requires extreme concentration and quiet. If this isn't possible where you work, speak with your supervisor about working off-site or at home on the days you're tackling such projects.

4. Give it time.

The first few days and even weeks of sitting at a workstation may seem bizarre, frustrating, and impossible. However, you will get used to it. You'll become less aware of your fellow workers' phone conversations and foibles and more focused on yourself and your work. You also may find that you enjoy having immediate access to members of your team. As a result, you may start to build new friendships and create fun workplace routines.

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Recruiter Roundtable: Salary Mistakes

by Yahoo! HotJobs


The Recruiter Roundtable is a monthly feature that collects career and job-seeking advice from a group of recruiting experts throughout the United States. The question we put before our panel this month is:

What is the most common mistake candidates make in discussing or negotiating salary, and how can they avoid it?

Don't Fence Yourself In

The most common mistake is bringing up salary too soon and pinpointing specific numbers. Candidates should leave salary discussions until the end of the process. If you are working through a recruiter and are asked about salary, the best answer to give is: "I have spoken to the recruiter about my salary requirements and I would feel more comfortable if you discussed it directly with him." If not working with a recruiter, you should let the employer kindly know you are looking for a market-competitive salary for your skill set, and you are taking into account the entire compensation package and opportunity as a whole. You should stray away from discussing your current compensation specifics -- at the very least in the initial interviews.
-- Lindsay Olson, partner, Paradigm Staffing

Be Honest and Accurate

Quite often, a candidate's compensation numbers change as they go through the interview process. What started as "around $150K base" in early discussions suddenly becomes $167,500 when they realize they are actually in contention. The best formula is to write out, in detail, all elements of your remuneration over the last few years to ensure you have a true picture. This becomes more important for senior executives with complex stock positions.
-- Anu Datta, executive recruiter, Korn/Ferry International

Look at the Big Picture

Candidates forget about the total compensation package and focus exclusively on base salary as the sole determining factor when deciding to accept or reject an offer. There are many other items to consider, such as benefits, short- and long-term career growth, personal satisfaction, company philosophy, reputation and size of the organization, and work/life balance. Many of these items can't be quantified, but often they can make or break a team member's long-term satisfaction with a company.
-- Jill Davis, recruiter with Wells Fargo's operations team

Focus on Career Goals

The biggest mistake candidates make is that they believe they will get a huge increase in salary simply because they are moving on to another role. While in some cases that may be true, the reality is that a new opportunity does not guarantee new fortunes. Do not let money be your highest priority. Look for a role that suits you best and concentrate on impressing the recruiter/hiring manager with your career goals, not financial goals. Once your offer is presented, chances are your compensation package will be a fair one based on your skills and the organization's needs.
-- Bob Hancock, independent staffing consultant

Timing Is Crucial

Candidates should remember that, at the end of the day, they can always say "no" to an offer. With this in mind, there is no reason for them to embellish, change, or otherwise dissemble about their current or past salary. Telling the complete truth from the beginning sets the tone for the whole relationship with the hiring manager and recruiter.

Let the recruiter know about any bonuses, stock-option vesting, or related compensation details, and the timing is crucial. If the hiring manager likes you, she will do her best to make you a competitive offer, and will appreciate your honesty throughout the process. Revealing hidden details about compensation after the offer is made does not bode well for a beneficial manager/employee relationship.
-- Ross Pasquale, owner, Monday Ventures

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Make Your Workplace More Democratic

Initiate Change from the Bottom (or Middle!) Up
by Traci Fenton, for Yahoo! HotJobs


Imagine a workplace where relationships are peer-to-peer, where management transparently shares financial data, where you have a say in the decisions that impact your work, and you feel 100 percent engaged each day. Sound utopian?

Actually, I'm describing characteristics of a democratic workplace, and some of today's most successful companies -- such as Great Harvest Bread Company, Whole Foods, Linden Lab, and Southwest Airlines -- already operate like this. They realize it's a powerful way to attract and retain top talent, stimulate innovation, and boost the bottom line.

Admittedly, organizational democracy usually begins at the top. But what about those of us who are junior or mid-level employees working in companies that aren't democratic? Can you bring democracy to your workplace, too? You may not have the power (yet) to turn your company democratic overnight, but there are some things you can do now to start creating change.

10 Principles for a Democratic Workplace

After a decade of research, here are the 10 principles I've discovered that all democratic companies practice, along with ideas for how you can implement them in your organization.

1. Get naked.

Be as authentic, open, and as transparent as possible. In your next meeting, don't have a "hidden agenda." Be open and share what you might otherwise keep secret. Watch how it helps build trust with others.

2. Have a conversation.

Don't perpetuate the dysfunctional silence that characterizes most companies. Invite people to engage in a dialogue about the issues that matter.

3. Loathe rankism.

Treat others fairly and with dignity. Forget the high school clique mentality of treating people like "somebodies" or "nobodies."

4. Understand the meaning of life.

Understand what your purpose and vision is for your life and make sure it's aligned with the work you are doing. If it's not, think about changing or finding a new job.

5. Point fingers.

Not in a blaming way, in a liberating way! Get crystal clear about who is responsible for what and then hold yourself and others accountable.

6. The individual is as important as the whole.

Each person has unique gifts. Overcome the feeling of being a cog in the machine by recognizing the value each person plays in achieving collective goals.

7. One size doesn't fit all.

Do what you can to make sure you and your colleagues have a choice regarding the kind of work they do and the schedule they work. Choices keep people from feeling trapped.

8. Have backbone.

Integrity is the name of the game, so make sure all work is done ethically. Freedom takes discipline.

9. Be vain.

Commit yourself to looking in the mirror each day and asking, "How can I be better?" Reflection leads to improvements that help you and your company perform on a whole new level.

10. Say no to pyramid schemes.

Although there are times where we all want to pull a power-trip, don't. Do what you can to empower your colleagues by distributing power rather than hoarding it.

Get a buddy, start practicing these principles, and watch the results. The best way to win at work is to create an environment in which everyone can thrive. Find a way to make progress in a democratic direction each day, and your workplace will never be the same again.


Traci Fenton is the founder and CEO of WorldBlu, Inc., the world's only business design studio specializing in organizational democracy. She is currently at work on her first book on the topic. Learn more at www.worldblu.com

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Tips for Surviving Challenging Supervisors

Bad Boss Blues
by Robert Half International


Building good rapport with your boss is essential to your career success. After all, he or she decides which projects you take on and how quickly you advance. But not all workers see eye-to-eye with their supervisors. Here are some common types of managers and tips for working with each of them.

The Box of Chocolates
As with selecting a bonbon from an assortment, you never know what you're going to get with this boss. The manager may confide in you one day and turn a cold shoulder the next.

Your Coping Strategy: Remain calm when interacting with this type of boss. When this manager is on edge, limit communication to email unless a matter is urgent. Do everything you can to ease this person's stress level, which may be driving his or her mood swings.

The Bully
This boss has a consistent disposition: overbearing. This type of supervisor also tends to be gruff with others and is easily frustrated.

Your Coping Strategy: Deal with this person by standing up for yourself. In fact, this person may do a complete 180 once he or she is convinced you're up to the challenge of working together. If your manager continues to bully you, however, move on.

The Control Freak
This person wants to know every detail of every project. He or she also has trouble delegating tasks, and may not give you very challenging assignments.

Your Coping Strategy: Trust is usually the issue, so try to build it. Start a log that details the status of your current projects and steps you've taken to ensure quality work. The more confident your manager is in your abilities, the less controlling that person is likely to be.

The Mute
This manager lets staff members "figure things out on their own." Because this person relies on email -- and works behind closed doors -- you rarely have the opportunity to clarify ambiguous messages.

Your Coping Strategy: Don't be afraid to ask questions, even if through email. If a topic becomes so complex that you begin shooting messages back and forth, your boss may eventually request an in-person meeting. If the conversation goes well, he or she may even realize verbal dialogue can be an efficient mode of communication.

The Best Friend
This person is afraid to set standards because he or she wants to be liked by everyone. This manager frequently relinquishes responsibility for the sake of friendship, compromising the team's ability to function.

Your Coping Strategy: Enjoy the occasional lunch out, but keep a professional distance and support this person when he or she exerts authority. Once your boss understands leadership is needed, he or she may feel more confident in the role and be more active in managing you and the rest of the team.

Robert Half International Inc. is the world's first and largest specialized staffing firm with a global network of more than 350 offices throughout North America, Europe, Asia, Australia and New Zealand. For more information about our professional services, please visit www.rhi.com. For additional workplace articles and podcasts, visit www.workvine.com.

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Real-Life Resume Blunders to Avoid

by Robert Half International


Nearly every professional has produced at least one resume in his or her quest for employment, but even the most experienced workers sometime stumble with the finer points of resume construction. The good news is that you can learn from the mistakes of others. Following are some real-life goofs -- dubbed "Resumania" by Robert Half International's founder, Robert Half -- collected by our company over the years. You'll also find tips for avoiding these blunders.

Troublesome Typos

    * "I often use a laptap."
    * "I will accept nothing less than $18 annually."

In a Robert Half survey, 84 percent of executives polled said it takes just one or two typographical errors in a resume to remove a candidate from consideration for a job opening. Hiring managers view your resume as an indication of your attention to detail, and a mistake will convince potential employers you lack it. So, after running your computer's spell-check function, ask a friend to review your application materials.

Sharing Too Many Secrets

    * "Interests: Running, editing video, cooking, writing and wondering."
    * "Able to say the ABCs backward in under five seconds."

Hiring managers often have dozens of resumes to review and appreciate being able to scan them quickly. If you include unnecessary information -- such as your hobbies, marital status or personal trivia -- potential employers may simply bypass your application. Omit details that don't directly demonstrate how you can benefit the employer, and tailor each document to the specific company and position.

Overly Casual Conversation

    * "If U hire me, U will not have any regrets!"
    * "I don't have a phone 4 the time being. Please email me instead."

Remember that you're writing a professional document to be read by a prospective employer, not dashing off a quick email or text message to a friend. Hiring managers will use your resume to gauge your level of professionalism, so steer clear of informal language, unconventional acronyms and emoticons.

Tech Transgressions

Before you hit the send button, check to make sure you've attached the correct document. For example, one candidate sent an e-mail addressed to a competing firm. Another applicant submitted a fact sheet about California's population instead of his resume. Also check the labels you give the documents. Files with generic or informal names can get lost on a hiring manager's hard drive or cause a prospective employer to doubt your professionalism. Using your full name as a label is much better than "Oh Boy.doc" or "Hey there.doc" -- both real examples, by the way.

Last but not least, it's best to forego smoke and mirrors. You don't want to leave hiring managers scratching their heads, like the following applicant surely did: "I am a wedge with a sponge taped to it. My purpose is to wedge myself into someone's door to absorb as much as possible."

Robert Half International is the world's first and largest specialized staffing firm with a global network of more than 350 offices throughout North America, Europe, Asia, Australia and New Zealand. For additional workplace articles and podcasts, visit www.workvine.com. Additional Resumania examples can be found at www.resumania.com.

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Beat the Winter Blues at Work

by Caroline Levchuck, Yahoo! HotJobs


For most folks, there comes a point during the winter months when work starts to feel, well, like more work than usual. Days are shorter, temperatures are lower, and Mother Nature may start to wreak havoc on your commute and your mood.

Use these tips to get out or stay out of a slump this winter.

1. Tap the power of the three-day weekend.

If you dread Mondays more than another winter storm, use a few vacation days to turn every other week into an abbreviated one. Plan fun activities or a quick getaway on your extended weekend -- or nothing at all. Several shorter work weeks now may do more for your spirits than the promise of a slightly longer vacation in the summer months.

2. Build your team to beat the blues.

February and March are typically quieter months for many people, socially speaking. The frenzy of the holiday season is long gone, and calendars tend to be clearer. Use this opportunity to plan one or two fun team-building activities for you and your coworkers after hours. Hold a bowling tournament or try a corporate cooking class. Doing something completely separate from work for a few hours may lift everyone's spirits.

3. Go for the goal.

If you're feeling like every day is the same, and the fact that it's winter makes those feelings stronger, why not shake things up by setting an aggressive professional goal for yourself? Pursue a promotion. Finish up a long-neglected project. Or start searching for a new job. You don't have to wait for the spring to seek out greener pastures.

4. Warm up with a workout.
It should come as no surprise to anyone that most of today's top movers and shakers start the day with a workout. A recent survey by columnist Jim Citrin revealed that a whopping 70 percent of the respondents, all of whom are business leaders, exercise every morning (and all but two exercise at some point during the day). Kick-starting your day with an energetic workout could kick-start your career and kick those winter blues to the curb.

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Triumph Over a Bad Performance Review

by Margaret Steen, for Yahoo! HotJobs


Almost every performance review includes some criticism. But what happens when you feel like your boss has almost nothing good to say in the review? Does it mean not just that your work could be improved, but that your boss wants you gone?

Ask Before You React

If you're thinking on your feet during the review, you can ask a question or two to help clarify your situation.

For example, ask your boss to rate your overall performance on a scale of 1 to 10, where 10 is someone about to be promoted and 1 is someone about to be fired, suggests executive coach Debra Benton. Using a numerical scale "kind of takes the personalization out of the whole thing," says Benton, author of several books, including "How to Think Like a CEO."

Put Negatives in Perspective

If you walk away from the review still worried, the first thing to do is let it sit for a day or two.

"You may have fixated on one comment," says Richard Phillips, a career coach and owner of Advantage Career Solutions in Palo Alto, California. People tend to go into reviews listening for negative comments. And in addition, Phillips says, sometimes managers spend more time talking about the bad than the good, without putting it in perspective.

If, after rereading your written review, you still think it's overly negative, consider whether your boss is right about your performance. Perhaps there's a simple error on the review form, a misstatement of your sales numbers, for example. If so, it should be easily corrected.

Keep It Specific

If you don't fully understand what your boss is unhappy about, ask for another meeting and request specific examples. If your boss says you need to be more responsive to co-workers' requests, for example, Phillips suggests asking what specific events prompted that comment, and how your boss would like to see you handle similar problems in the future.

The worst-case scenario with a review -- that your boss is saying you just aren't cutting it -- doesn't happen often. But if your boss really means you're not doing an acceptable job, then you need to ask yourself some hard questions to determine why.

If you have had good reviews previously, what has changed? Do you have a new boss with different expectations? Are you distracted by personal problems?

Weigh Your Options

"It may be giving you a true picture, but not something you want to hear," Phillips says.

It may be tempting to simply quit and look for a new job, but Phillips urges caution. It could be that you will need to find a new position -- if, for example, you have tried everything but just aren't clicking with your boss, or you have had more than one bad review. But rather than quitting immediately, it's often better to try to address the issues your boss has raised first.

"If you overreact to it, it actually ends up being harder in the long run," Phillips says. Your unhappiness about the review is likely to come through when you're interviewing for new positions. "It takes you longer to find another job, because you're out there maybe feeling a little resentful."

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The Cover Letter Basics

by Yahoo! HotJobs


A badly written cover letter can hurt your chances for landing a great job. More than 76 percent of recruiters said in a recent survey by the Society for Human Resource Management that they would not consider a cover letter with typos, or at best they would toss the accompanying resume into a file rather than consider it for that current job.

It pays to pay attention to every detail in your cover letter.

Avoid Common Blunders

The most common cover letter mistakes are the following:

Name that job. Recruiters often try to fill more than one job simultaneously. After the salutation, state exactly which job you're applying for.

Form letters. The point of a cover letter is to make a personal connection with the reader. Tailor your letter specifically to each company you send it to.

Don't repeat yourself. Don't regurgitate everything that's in your resume -- offer deeper insights into what your resume does not say. Provide an in-depth explanation of some of your key achievements at your last job, for instance, and how those accomplishments could help the company. Or tell a story about a tough problem you solved.

What's in it for me? Don't say you are applying for the job because of the money, the travel opportunities, a better commute, or anything else that concerns only you.

Balance confidence and humility. While you certainly want to appear competent, arrogance can turn a recruiter off: "Throw away all those other resumes -- I'm your guy!" Show enthusiasm and a positive attitude, but don't overdo it.

Style Points

There are some other stylistic pointers to keep in mind:

    * Don't open with "To Whom It May Concern" -- get a name.
    * Highlight first and foremost your skills and experiences that match those the employer is seeking.
    * Open with a strong lead sentence.
    * Refer to the job ad and its specific language.
    * Compare your letter to a sample cover letter.
    * Offer to follow up with the recruiter -- and do it!
    * For electronic letters, attach your resume and make sure any links to professional samples you include work.
    * Proofread your work.

Before You Hit 'Send'

Proofread and spell-check your letter before emailing it. Now do it again. Ask a friend or family member to read your cover letter for typos and grammatical errors. (Do the same on your resume before you upload it.) If you're stuck on a grammatical point, consult a guide such as the classic "Elements of Style," by William Strunk Jr. and E.B. White, or the "Chicago Manual of Style."

Finally, send the letter to yourself as a test to check formatting. If you find errors, correct them and read it one more time -- it's easy to overlook a mistake, and you don't a want a typo to ruin all your hard work.

A cover letter may be a brief document, but it's an important one. It introduces you to the recruiter and interests him or her in reading another important document -- your resume.

Excerpted from "Your Next Move: Success Strategies for Midcareer Professionals," by Marc Karasu and Dan Finnigan.

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More Men Report Sexual Harassment at Work

by Robert DiGiacomo, for Yahoo! HotJobs


Defying assumptions about sexual harassment in the workplace, a record percentage of men reported being harassed by male colleagues last year, according to the Equal Employment Opportunity Commission.

Cases filed by men made up 15.4 percent of the 12,025 sexual harassment charges in fiscal year 2006, compared to 14.3 percent in 2005 and 11.6 percent a decade ago, according to the EEOC.

New Realities in the Workplace

"There's no question this is not only a growing category of claims, but also a large societal problem of which we are just starting to see the tip of the iceberg," says Riki Wilchins, executive director of the Gender Public Advocacy Coalition, a nonprofit group based in Washington, D.C.

Although the statistics don't reveal whether the alleged harassers of men also are male, they typically are -- it's rare for a man to file charges against a female coworker or supervisor, says EEOC spokesman David Grinberg.

It's also unlikely that interactions in the workplace between men have become more hostile over the past 15 years.

What's changed, though, is recognition by the legal system of male-on-male harassment, via a landmark 1998 Supreme Court ruling. The high court found in Oncale v. Sundowner Offshore Services that same-sex sexual harassment is a form of discrimination protected under Title VII of the Civil Rights Act of 1964.

An Unwritten Code Changes

"This kind of harassment has always taken place in the workplace," Wilchins says. "But the kind of abrasive, sexualized horseplay that might have been acceptable 10 years ago is actionable today.

"More males realize they don't have to take it -- they can file suit."

While harassment based on sexual orientation is not protected by federal law, it's important to note that in gender-based harassment, the aggressors -- and their victims -- are likely straight.

"We assume that the vast majority of the cases are not individuals who are necessarily gay or transgender, but they're in situations where there are these abrasive codes of masculinity to which men are expected to live up to," Wilchins says.

Know the Signs

What constitutes sexual harassment? According to the EEOC, it happens when submitting to or rejecting "unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature" affects your job, disrupts your work performance or leads to an "intimidating, hostile or offensive" workplace.

In the case of men harassing other men, these unwelcome behaviors could range from the use of feminine pronouns and sexual taunts, to simulated sex acts and threats of a sexually aggressive nature, according to GenderPAC.

What You Can Do

What to do if you believe you're a victim? The EEOC recommends you first follow internal company complaint procedures.

If your employer cannot -- or will not -- resolve the situation to your satisfaction, you can file a complaint at one of the EEOC's 53 offices.

The agency will investigate, and if it finds evidence to support your claim, will attempt to mediate the case. If necessary, the EEOC will file a lawsuit on your behalf.

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Just Say No: Five Reasons to Turn Down a Job Offer

by Caroline Levchuck, Yahoo! HotJobs


Employer caution has extended the hiring process by weeks, even months. You may interview for a position several times, in person and by phone. No matter how long the process is and how well you've gotten to know your potential colleagues, it's still perfectly acceptable to turn down a job offer. In fact, there may be many valid reasons that you should politely decline an opportunity, assuming, of course, that you're not in dire financial straits.

1. The word on "The Street."

Is the company's stock price tanking? Or is there talk of a merger? Both of these things could indicate that layoffs loom large, and the position you accept today may not exist in a few months. To calculate your risks, speak with industry experts, do your due diligence on Yahoo! Finance, and consult with family and trusted friends. If you still want to accept the position, try to obtain an iron-clad employment contract.

2. A revolving "Employees Only" door.

A certain percentage of employee turnover is normal. According to the Bureau of Labor Statistics, the average voluntary employee turnover in the U.S. for 2006 was 23.4 percent. However, high employee turnover should raise a red flag for any potential worker. Research a company thoroughly before accepting an offer. Also, be sure to listen carefully during the hiring process. Do interviewers keep referring to folks who've left the company or mentioning a total lack of redundancy? These could be signs that people are leaving faster than replacements can be recruited.

3. Money isn't everything; it's the only thing.

If money is a major factor in your decision to accept a new job, think twice before you do. In fact, think three times. Even four.

Depending on your personal financial situation and how much more you'd be earning in a new job, money may not buy you on-the-job happiness or professional fulfillment. It may not even guarantee career advancement. Assess your finances. Revisit your career goals. Look at the situation with a big-picture view of your future. Making a move for a modest increase may not be worth it if there's more long-term potential with your current employer. Also, be sure to calculate your entire compensation package to make sure that you're not forfeiting a valuable retirement or insurance plan for a bigger paycheck.

4. All work, no life.

There's a time in almost everyone's career where they have to put their nose to the grindstone and work almost to the point of burnout. If you're just beginning your career or starting a second one, this may be what lies ahead for the next few years. However, if you're a mid-careerist with a family and personal obligations, it may not be wise to accept an 80-hour-a-week job. Consider the impact your new schedule will have on you and your family. Will generous vacation make up for the longer hours? Is there flex time available so you can still attend family functions? Can you work from home? Forfeiting invaluable work-life balance benefits without assessing the consequences can have a devastating impact on your personal life.

5. A bad reputation.

Going to work for a company with a reputation that's been sullied by a corporate scandal or that isn't well respected can, in turn, sully your resume. Investigate any potential employer's standing within their industry. Solicit opinions from within your network as well as that of an executive recruiter. You may learn that it's better to be a top salesperson at an admired organization rather than a VP of sales at a suspect one.

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Is Your Job in Jeopardy?

Pay Attention to the Warning Signs
by Debra Davenport, for Yahoo! HotJobs


Sometimes even the greatest jobs can run amuck, no matter how much effort and passion we put into them. No one ever wants to be laid off or fired, but the reality is it can happen to the best of us. What's important is to be aware of the warning signs that your employer may be considering letting you go.

Some clues are more subtle than others, so use -- and trust -- your intuition. If you get the feeling that things are going awry at work, you're probably right. Fine-tune your antennae to pick up the following potential signals:

Changes in communication.
Your boss avoids eye contact, maintains distance, and chooses to communicate via email rather than your usual face-to-face conversations. Smiles become infrequent, and communication becomes impersonal and matter-of-fact.

Responsibilities are diminished or taken away.
No matter how it might be sugar-coated, if projects or responsibilities are reassigned to someone else, this should be a red flag alerting you that you're not indispensable.

You sense your replacement has just been hired.
Be cognizant of new hires and their areas of responsibility. A new employee who is unexpectedly sharing your duties, supervising you or working closely with your boss might be in training to assume your position.

You're excluded, kept in the dark.
If you're suddenly excluded from meetings, projects and communications in which you've actively been involved, you need to ask yourself -- and your boss -- what the reason is. Often, when employees are about to be terminated, they're ostracized so that they're no longer privy to company information.

Praise turns into criticism.
Of course, we can't please everyone all the time, and positive criticism is necessary to improve our game. But if it seems that, no matter what you do or how hard you try, your efforts are met with disapproval, your job may be at risk. Continual criticism can have a negative impact on performance, productivity, and wellness. Before your job becomes unhealthy, take a step back and honestly assess your situation. It may be time to move on and find a new job.

You're passed over for a promotion or raise.
While not always a sign that you're about to be let go, being passed over is a signal to evaluate your competencies and skills, and identify areas where you might benefit from some professional development.

You're placed on probation.
Probation is not necessarily the end of the world. In fact, it requires that your employer point out his/her specific concerns about your performance as well as detailed suggestions for improvement. In addition, probationary periods provide a timeline and typically some quantifiable measure to determine if you're meeting expectations. Knowing the details of your employer's expectations and where you might be falling short can empower you to make prompt, positive changes.

The best way to avoid the above scenarios is to be proactive. If you sense your position is on shaky ground, take immediate action. Communicate with your supervisors. Ask questions. Get to the bottom of any possible dissatisfaction, address the issue, and document the steps you take to resolve it.

Have a backup plan, just in case. Polish your resume and reconnect with people who have provided references in the past. And, if you do lose your job, don't hang your head. Getting fired may actually be a positive sign that you've outgrown your current position, and that's certainly nothing to be ashamed about.

Debra Davenport, PhD, is a career expert, Executive Professional Mentor and the president of DavenportFolio, a licensed firm with offices in Phoenix and Los Angeles that mentors entrepreneurs and professionals. She is the author of "The Ten Commitments of Highly Successful People" and can be reached at debra@davenportfolio.com.

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Four Cover Letter Flubs to Avoid

by Caroline Levchuck, Yahoo! HotJobs


Resumes get a lot of attention during a job hunt. However, don't forget to give your cover letter its due. After all, employers usually review a cover letter prior to looking at your resume. If your cover letter doesn't pass muster, your resume won't ever get any attention at all.

Each time you craft a new cover letter, be sure to avoid these four flubs that can contribute to missed opportunities.

1. Gender Bender

Don't start things off on the wrong foot with a gender-specific salutation, such as "Gentlemen." In fact, it's best to completely avoid references to gender as they can seem dated and even offend someone who is transitioning to another gender. Rather, try to find out the name of the person who will be reviewing your resume and address the cover letter to that individual. If this isn't possible, opt for "To Whom It May Concern," the most neutral of all salutations.

2. One Letter Doesn't Fit All

It's fine to create a standard cover letter during your job search, but be sure that you use extreme caution when revising the letter for different employers. Common errors include listing the wrong job title, company name, date, or source of a job listing. Take the time to be sure that you've got your facts straight in each letter -- and while you're at it, spend a few more moments tailoring a unique response to each employer.

3. Size Matters

A cover letter should be just that -- a letter. Put thought into its content. While you don't want to submit a two-page tome, so to speak, you do want your cover letter to consist of more than a sentence or two. Three well-written paragraphs outlining your interest in the position and qualifications are ideal. Anything shorter could communicate a lack of effort while anything longer probably won't be read.

4. Take Direction Well

Employers want to know if you take direction well -- and that appraisal begins with your cover letter. If you're asked to send your resume to a particular person, make sure you do so. Follow any format requests (PDF, Microsoft Word, text documents, etc.). Also, if an ad states that you must include your salary requirements to be considered, do so if you really want to be considered for the position. Ignoring obvious instructions at the stage of the game is an easy way to guarantee you won't be hired.

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Office Gossip Can Be Productive

by Margaret Steen, for Yahoo! HotJobs

We've all heard the warning: Don't repeat office gossip. While that's generally sound advice, there are times when quietly passing on a bit of informal news can be good.

But when you've got a juicy story on the tip of your tongue, how can you tell whether you should pass it on or clam up?

Intent Is the Key

One measure, experts say, is your reason for doing it. If your intent is malicious -- if you're telling a story about someone else to further your own position, or to tear that person down -- then speaking up will likely do more harm than good, to your team and to your professional reputation.

But maybe you're just trying to save a colleague from a potentially embarrassing situation, for example, or to help a new coworker make a good first impression. This type of information sharing is a crucial part of most organizations, said Roy Lewicki, a professor at the Fisher College of Business at Ohio State University. "People want to know what's happening."

Helpful Outcomes

This type of "good" gossip can produce the following favorable results.

* Help a new hire fit in. New employees need more than an orientation about their benefits and an introduction to the computer system. They also need to understand the culture of their new workplace, key events in their workgroup's past and the personalities of their new colleagues.

This can include work-related idiosyncrasies, said Rich Martinez, executive vice president and chief operating officer of IS2BE, a high-tech company in San Jose, California: "'If you bring a report in to the supervisor, make sure you've done this first,' or 'If you're going to this person's meeting, make sure you're on time.'"

* Alert management to problems. "You often hear about the grapevine being useful for finding out things that are going on that you need to address," said Carole C. Edman, a human resources consultant and coach in San Jose.

It can be helpful for managers to be tuned in to what workers are saying so they can respond to and clarify, if possible, the latest worries about layoffs or rumors about the company being sold.

* Prevent awkward situations. Sometimes sharing more personal information about a colleague can keep new coworkers from embarrassing themselves. If a coworker's mother is ill and the worker seems distracted, for example, it can be helpful for a colleague who knows about the illness to tell others who are complaining about the worker's performance, Martinez said.

"Then people understand, and they deal with that situation differently," Martinez said. "If you can give someone the benefit of some knowledge you might have and prevent an embarrassing or ugly situation, you should."

* Humanize the boss. Telling new hires about the time the intimidating boss burned the hamburgers at the barbecue could be a good use of informal storytelling, said Eric Marcus, a consulting social psychologist, based in New York, who works with organizations on dealing with conflict. "It can be useful when it exposes people's humanity," he said. "I think the intent is the critical thing."

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The First-Time Manager's Guide to Success

by Margaret Steen, for Yahoo! HotJobs


You worked hard, became the go-to person on your team and finally were promoted to manager. You feel that you've arrived. And you may have already made your first mistake.

"A lot of people think there's some glory in getting this title of manager" and take the job because of the success it implies, not because they really want to manage other people, said Gerard H. Gaynor, author of "What Every New Manager Needs to Know."

But never fear. Gaynor and other experts have tips on five common mistakes new managers make -- and how you can avoid them.

Take Time to Learn

You naturally want to show the people who promoted you that they made the right decision, so it's tempting to try to make big changes right away. "There's always pressure to do something soon to get some visibility," said Libby Pannwitt, a career counselor and principal of Work Life Design Group in San Carlos, California.

But it's better to take it slow. "There's an awful lot to learn," Pannwitt said. "Who are the other players? What is your place in the hierarchy? What is the contribution that's expected of you?" And if you spend some time listening and learning, when you do take on a big project you'll be more likely to succeed.

Share the Work

If you're feeling overwhelmed with all the work you have to do, take a careful look to be sure you're not still trying to do your old job as well. It's a common mistake of new managers, said Carol W. Ellis, a business and career management consultant and in Placitas, New Mexico, and author of "Management Skills for New Managers."

"In many cases they've been rewarded for doing work," Ellis said. "Therefore they're afraid to give it up." Remember, though, that your old job is now someone else's responsibility -- and yours is to make sure your team succeeds, not to do all the work yourself.

Listen to Your Staff

Making decisions without getting your staff's input can cause two problems. First, you won't benefit from the insights they may have had about how best to go about your project. Second, your staff will not have any investment in making sure the project is successful.

"If employees don't feel that they were involved in the decision, then they can have all kinds of excuses for why this program or project is not going to work," said Carole C. Edman, a human resources consultant and coach in San Jose, California.

Share Good News

If someone compliments you on your team's work, tell your team. Some new managers "don't think people need to know when they do a good job," Ellis said. But that's not true. Sharing praise helps build trust.

Expand Your Perspective

As a manager, you have to expand your thinking to know what other groups are doing and how their work and your group's affect each other.

"Your scope of interest must go beyond the scope of interest of your group," Gaynor said. "You just can't sit back and say, 'I've got my own little shop over here.'"

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Five Hot Jobs for Ex-Military Personnel

by Caroline Levchuck, Yahoo! HotJobs


The U.S. military is arguably the best trained workforce in the world, and personnel who leave military service have skills that translate to virtually any career. Here's a look at five popular jobs that give the men and women who've served our country an opportunity to make a difference and move up.

Information Technology Specialist

Former members of the military have worked with some of the most advanced technology in the world. They can use that hands-on experience in a civilian capacity as an IT professional.

According to the U.S. Department of Labor's Bureau of Labor Statistics, "Computer scientists and database administrators are expected to be among the fastest growing occupations through 2014." In addition to enjoying a demand for your services, you can also exercise your entrepreneurial side as an IT specialist and become a certified contractor. Search IT jobs near you.

Police Officer

Former military personnel hold a special place in the heart of police department recruiters across the U.S. The qualities of a great police officer are virtually identical to those of a great soldier: Both have a desire to serve their country and community and protect people and their rights. A career as a law-enforcement professional may appeal to those with military service because there are a variety of departments and specialties to pursue, not unlike the military.

Because vets are in such high demand, many police departments offer hiring perks, including extra points on the entrance exam, an age deduction from the maximum age limit, GI Bill benefits, retirement perks, and more. Find local law enforcement jobs.

Math or Science Teacher

Former military personnel with technology backgrounds can make wonderful teachers, as they are familiar with maintaining order and instilling a sense of pride in others. And being a teacher has other rewards: generous vacation time (including summers off), opportunities to earn extra income through tutoring or by teaching additional classes, and coaching. Search for teaching jobs.

Entrepreneur

According to SCORE, a nonprofit partner with the U.S. Small Business Administration that dispenses free business advice, almost one in four U.S. veterans buy or launch a new business or is seriously considering it.

Many ex-military members thrive through discipline. It's also a quality that every business owner needs in order for her company to survive its first few years and become a viable operation.

From franchising to starting a company from scratch, there are many ways for military personnel to pursue entrepreneurship. Visit score.org and eauth.com to learn about additional opportunities and resources just for veterans. Find entrepreneur openings near you.

Civilian Public Service

People who have served in the military may be drawn to continue their career in public service. In fact, certain veterans will receive hiring preference over civilians when applying for federal jobs. You can find out more by visiting the Office of Personnel Management at opm.gov/veterans.

John Challenger, of Challenger, Gray and Christmas, a global outplacement firm says, "Not coincidentally, many people who leave the service head to Washington, D.C. There's a large community of military personnel there as well as opportunity." In fact, 16 percent of federal jobs are based there. "There's a bond there that's similar to those of fraternities or sororities, and that bond can be very valuable in a job search." Search government jobs.

The above list is just a start. People who have served in the military have a vast array of transferable skills that they can leverage to continue careers in their chosen fields.

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