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Before you close your laptop and get ready to enjoy the long weekend, there’s one last thing to check – is your Labor Day OOO message ready to go? If you’re not familiar, “OOO” stands for out-of-office, which many employees will be in lieu of Monday’s (Sept. 2) holiday. Setting up an auto-response not only lets people know you’re not available, but it also clarifies when they can expect to hear back. It “shows that you’re conscientious and organized while providing people with the information they need to get their needs met in your absence.” The process might seem trivial to some. However, if maintaining good communication is important to you, taking 15 minutes to set up a strong Labor Day OOO message can save tons of email anxiety for you and others. A delayed response (even over a holiday) can be perceived as “digital snubbery, a lack of interest or even negligence,” as TexTex Pander puts it. To keep you away from that drama, we’ve crafted some templates that colleagues and...
Today’s job market is competitive, so if you’re looking for ways to stand out, you’ll want to listen up. Some people are lucky enough to get hired off of word of mouth or their resume alone, but more often than not, candidates who wind up securing their dream jobs (and salary) are those who put in work on their applications. Having a concise, well-designed CV is a great start, but now, many positions ask job hunters to include a cover letter too. A lot of time and effort can go into perfecting these things, but if it puts you on track toward the career of your dreams, every minute is well spent. If you’re wondering how to go the extra mile, read our guide on how to ask for a letter of recommendation below. It’s worth noting that employers rarely ask for something like this outright; instead, applicants include contact information for their references on their resumes. The Muse Career Coach Tara Padua says that exceptions occur in “ junior roles where someone lacks experience or...
As annual reviews arise, securing a salary increase may be on your list of professional goals. Whether negotiating within your current role or pursuing new opportunities, mastering the art of salary negotiation can be a pivotal move, ensuring your compensation reflects your skills and expertise. According to Career Builder , a significant 73% of employers in the United States expect candidates to negotiate salary when presented with an initial job offer. However, despite this expectation, a surprising 55% of job candidates choose not to negotiate their salary. This reluctance often stems from factors such as a lack of confidence in negotiation skills, fear of rejection, limited information about industry standards or company compensation, and a perceived lack of bargaining power. Adding to this, data from Pew Research Center reveals there is a gender disparity in salary increases. A higher percentage of men (42%) express satisfaction with the initially offered pay compared to women...
Even in 2024, workplace microaggressions such as “Is that your real hair?” or “You’re so articulate” persist nationwide. Despite their subtle nature, these behaviors do not go unnoticed, leaving a lasting impact on the workplace atmosphere, morale and creating challenges for those targeted. From making assumptions about one’s abilities based on background to perpetuating stereotypes and using exclusionary language, managing workplace microaggressions requires a thoughtful approach. The first vital step is acknowledging that even well-meant words can cause harm. Building an understanding that unintended comments often reinforce unfair systems allows us to then dismantle that damage. Additionally, self-awareness of our own possible microaggressions, though uncomfortable, can prevent workplace exclusion. According to the 2023 McKinsey & Company report on Women in the Workplace , 78 percent of women resort to self-shielding at work in response to these microaggressions, modifying their...
Say goodbye to monthly one-on-one check-ins and hello to 360-degree feedback, an approach to professional growth from the perspective of multiple sources. This approach, distinct from supervisor-led evaluations, incorporates input from peers, subordinates, and external stakeholders, making it a new option for career development. But as companies learn how to implement 360-degree feedback with their team, there are specific benefits and challenges to consider. The Pros Of 360-Degree Feedback One of the notable benefits of the 360-degree feedback method is its capacity to foster enhanced self-awareness among individuals. By incorporating insights from various organizational perspectives, employees gain a full-circle view of their performance. This understanding enables them to identify their strengths and areas for improvement, promoting personal development and growth . Beyond individual assessments, the 360-degree feedback method can also contribute to strengthened team dynamics....
Racial Equity in the workplace is more than just a “buzzword” for Coqual and their new initiative, the Black Equity Index (BEI) . It’s a legitimate metric that Coqual — who commissioned the Index — hopes will spark what they’re calling “systemic, sustainable change” in corporate America. Black men and women in corporate America are well aware of racial disparities in the workplace — and unfortunately, they aren’t strangers to being the “lonely only” in the boardroom. What the Black Equity Index — an independent and credible benchmark — hopes to do is “provide greater accountability for companies and their leadership teams,” with the proviso that they have tangible benchmarks to improve their equity efforts year over year. Coqual launches the Black Equity Index today! This new initiative is designed to drive systemic, sustainable change for Black professionals in the workplace. Learn more at https://t.co/3YbohPjOOn https://t.co/qgbeQBYWYN pic.twitter.com/LtdU6etGhW — Coqual...