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Stacey Hawley - Career Coach and Compensation Expert
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Companies are navigating their way through the Coronavirus scare with zero precedent - they are all making it up as they go along. Smaller companies are waiting to see what larger companies are doing and following suit. Conferences and employee travel have been cancelled. Employees are being asked to work from home to curtail the spread. These very same employees are also figuring out how to work from home effectively, especially if they have kids who might be also home-bound due to the virus. Universities have cancelled all classes through the remainder of the school year, switching to remote learning. Questions remain about how to handle PTO or compensation if hourly workers are quarantined.

The list goes on.

Quarantining and social distancing may help prevent the spread of the disease...but what about work? How do employers navigate work in this new environment? How should people be managed effectively? Companies are learning from each other, both locally and globally.

Employees have questions. Lots of them. And employers have limited answers - understandably.

And while it is hard to know what will happen, there are 3 things all people managers should be doing to navigate and minimize the impact of the Coronavirus on their people:



1. Reset Timelines and Priorities for Key Projects


People need time to sort out the temporary "new normal". Don't put your team in the position of over-promising and under-delivering. With the onslaught of changes and certainty, one thing is certain: the best laid plans will go haywire.

For each project, schedule "time" (pun intended) to talk with your team and revisit the timeline. Add in time wherever possible to ensure people can complete their work in a quality manner, access resources, research questions and address any issues.

Clients/customers are rowing the same boat and will be very understanding. Once you meet with your team, schedule "time" (pun intended again) to review the updated timeline with your clients. They will be equally understanding. Your project may have included steps that involved your client's feedback, resources, input and direction. They will be happy to have the extra time to ensure what they receive meets everyone's expectations without causing undue stress.

2. Revisit Performance Goals that Had Already Been Approved for the Year - and Revise Them


No one likes writing goals the first time. And definitely no one wants to revisit those goals but you must. The goals you originally established with your team were based on an entirely different set of circumstances internally and externally. It would be monumentally unfair to hold your team accountable for those goals without reviewing them.


  • Remember each goal should be SMART (specific, measurable, actionable, realistic and timely). If you haven't had the opportunity to talk with your team about how to establish SMART goals, now is as good a time as any to start. Use examples of what types of goals you would like to see or are expecting so your people understand the process and your expectations.


  • Ask your team to review their goals and determine whether they want to make any changes. Tell them to reconsider the timelines and revise the goals based on what you all know now
  • Work in a step to review the goals again in 2 months. There is too much uncertainty to lock them in for the entire year


  • Review their proposed changes.


  • Make suggestions of your own
  • Finalize the goals - for now

3. Formalize - and Commit to - Your Communication Processes With Your Team


If you are all working remotely, communication will be critical to success. It might seem like the lines of communication are wide open, since you can just ping each other and ask questions. But that doesn't mean everyone is getting the same questions at the same time with the same answers.

You need to ensure your team feels cohesive even if everyone is remote.


  • Set up a weekly group chat or zoom. Discuss the week's projects and expectations for the week. Ask "what does success look like" and let everyone answer
  • During the week, as you receive questions, keep track of the answers. Send daily emails by COB to let everyone know what happened, outstanding issues, questions, items that were resolved and next steps
  • Determine who will communicate with clients or customers and how he/she will let the rest of the team know what was said, decided or left unanswered
  • Finish the week with a group chat or zoom. Discuss what went well, how the process is going, suggestions for improvement, issues, questions that were resolved and outstanding items


Key Takeaways


For all employees, the impact of the Coronavirus on work is uncertain and scary, with no definitive timeline. Employees can't operate under the status quo, because the status quo no longer exists. It's a whole new world.

To be "successful", managers need to create a "new normal" that includes new timelines, re-set expectations, new goals and better communication.
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It's month 3 of your active career management plan. If you have been following along, in January/Month 1 I shared how to figure out WHICH skills you need to develop.  In February/Month 2, I discussed how to establish goals that are actually linked to the skills you want to develop. At this point, you not only have a plan, you have the RIGHT plan.

For March, I am going to discuss talking points for discussing your goals with your manager (if you haven't already) and ensuring your manager supports your career development plan.

You can also listen to this month's career management plan on my podcast.

MARCH/MONTH 3 - ASK FOR YOUR MANAGER'S INPUT AND FEEDBACK ON YOUR PLAN


ISSUES/CHALLENGES: If you are lucky, you have a terrific manager that has given a great deal of thought to your goals and is helping you develop your career development plan for the year. But, sometimes your manager has different goals in mind for you - or none at all. 

GOAL: You want to make sure both you and your manager agree on the goals (and how you will achieve them and be measured) for this year.

WHY? If you don't agree, you could hit your goals out of the ballpark, but you won't get promoted or the raise you want. Worse, throughout the year, you might not get opportunities you think should be made available to you. And EVEN WORSE - the perception could be that you aren't the high performing employee you think you are.

STEP 1: SET UP A TIME TO DISCUSS YOUR GOALS


This seems straightforward but there are a few things to keep in mind.

1. Do not bounce into your manager's office, desk or workspace and say "let's talk". If they are caught by surprise, they will feel blindsided and the discussion won't be as productive as you would like

2. Ask your manager for 30 minutes (or more) to discuss your goals for the year

3. Select a time where you can both focus on the discussion without interruptions


STEP 2: PREPARE

Walk into the meeting with your career development plan and the detailed goals you have discussed.  Keep in mind that your manager MAY HAVE GOALS prepared for you as well.So be open to hearing other ideas for your development.

STEP 3: BE FRIENDLY AND NONCONFRONTATIONAL


1. Thank your manager for his/her time. Be friendly. Engage in chit chat. This will ease your nerves and make for a more relaxed conversation.

2. Let him/her know you have been giving your career development a lot of thought and listed skills you want to develop and ways to actually develop them throughout the year.

3. BEFORE you discuss your goals, recognize - out loud - that you want your manager's feedback and input and that is the actual purpose of this session. You should verbalize that these goals are your initial ideas but that you are looking for your manager's guidance and recommendations

STEP 4: DISCUSS THE GOALS


Go through the skills you want to develop first - the ones you identified in January. Ask you manager for feedback. Assuming he/she agrees, you can discuss the goals for developing each skill. If your manager has different ideas, be open to listening to them. You may learn something you didn't even think of previously.

If your manager identifies different skills to develop, ask if he/she has goals in mind for developing those skills or if you should develop some first and then regroup with him/her to discuss and finalize.

STEP 5: THANK YOUR MANAGER AND ASK ABOUT NEXT STEPS

Above all else, you want - YOU  NEED - your manager to be your advocate. You can't go around your manager. Thank him or her for the time, dedication and preparation that was given to the meeting.

Finally, ask your manager two closing questions:


1. When can we regroup to see how I am progressing against these goals
2. What you could I be doing to MAKE HIS HER LIFE EASIER

Just like you need your manager to be your advocate, you should be your manager's ally too. You may learning something new, learn how your manager thinks, and even learn to think more broadly about the group outside of your own role and contributions.




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It's snowed in the South.  A blizzard in the South (1" - 3") shuts everything down. So if you are home today enjoying the beautiful snow, keeping your kids occupied or taking the day to regroup, take a few minutes to focus on your career. The other thing about the South - they love NASCAR. And Ryan Newman's Daytona 500 crash captivated race lovers and the nation. 

Denny Hamlin (part of Joe Gibbs' racing team) won the race and how they handled the situation tops this week's Career Makers Roundup.




Friday Career Makers: How to handle a "win" at work, apologize for "over-celebrating" and 


So grab that cup of Joe, sit by the window and enjoy the snow (or if you aren't in the South - take 5 minutes) and catch up on how these situations can help you better manage your career.




Lesson 1: How You Celebrate a "Win" Is More Important Than Actually Winning



The issue: As Ryan's car was upside down, engulfed in flames, Denny Hamlin was doing doughnuts. He had won the Daytona 500 - NASCAR's biggest racing event. But at that moment, the celebration looked insensitive and ill-conceived. As information of the severity of the crash spread,the celebration died down and turned to prayer. Denny Hamlin's post race interview was more muted and respectful.

What this means: Running up and down the hallways at work after closing an account could be overkill.  So could standing on your chair and screaming "I got the client and you didn't". But that doesn't mean companies shouldn't celebrate wins. Posting online, sending email blasts, and being publicly recognized by your manager are all acceptable. Wins are short-term. Losses happen in between. Remember to accept your win politely, pat yourself on the back (quietly) and stay focused on the next challenge.

Lesson 2: How You Handle Potentially Bad "Press" Defines Leadership (and Is Critical To Maintaining Your Reputation)



The issue: It appeared as though Joe Gibbs' racing team did not care about the wreck and were more focused on their momentous win. But that wasn't true. Joe Gibbs later apologized, explaining he did not know what happened right away. As soon as they did, his team communicated with Denny and they changed their tone immediately.

What this means: Optics are important. Most people know Joe Gibbs is an outstanding leader, genuine and thoughtful person. They wouldn't have tarnished him for life because his team over-celebrated at first. But that isn't Joe Gibbs. He is a leader and wants to set the tone for his team and for NASAR. So he publicly apologized. If you think you overreacted to a "win" or any situation, apologize. And quickly. If you do, the issue becomes a "nonissue" almost immediately, the gossip and rumor mill grind to a halt and you are considered more of a leader than the day before.

Lesson 3: As the Boss/Manager, Set the Tone for How People Celebrate Each Other In Your Company


The issue: Culture is everything. And that is becoming more mainstream, as people leave companies for a better work environment. Better means work/life balance, collaboration, positive environments and a shared focus on the company's goals. Most of my clients cite culture as the #1 important factor in their decision to move or in what they are looking for in the next company. You don't have stay somewhere and be miserable, constantly competing for wins and not knowing whether you did something right or not.

What this means: Culture = leadership. Leadership = culture. If you want your people to celebrate in a positive manner that recognizes everyone on the team, get the group together, recognize the win and thank the team. 

Wins don't have to be huge. And they can be personal wins too. If you manage someone that mastered a new skill or achieved a personal goal, celebrate it. Bring them a cup of coffee, take them to lunch, take time out of your day to congratulate him/her or send an email to the group acknowledging the achievement.

Remember that you need to walk the talk. If you leave at 5, so will your people. If you work 24/7, your people will feel the need to work 24/7. If you take the day off but are on email all day pinging everyone, your people won't see a boundary between their personal and professional lives.


KEY TAKEAWAYS


1. Celebrate your wins appropriately
2. If you "over-celebrated", apologize publicly and move on
3. Set the tone for how your company recognizes each other to create a positive environment



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Between Valentine's Day and President's Day, things MIGHT slow down at work. People take a vacation or mini-vacay this time of year to escape the cold, find the snow and ski or recharge. But things don't seem to be slowing down in the world.


This week's top 3 career-makers teach us how important it is to APOLOGIZE and treat each other with respect.



Grab that cup of coffee and take a few minutes to reflect on the best way to handle tough situations at work, protect your brand and emerge a leader.





Lesson #1 - Your Reputation is EVERYTHING. Just ask Jussie Smollett


The issue: Jussie Smollett emerged from his alleged brutal attack as a leader protecting LGBTQ rights. People were outraged. Then when the truth surfaced (it always does), he went from hero to zero. Now he is fighting a court case, lost his job (instead of renegotiating like he wanted) and alienated a lot of people and communities that were supporting him. Getting the next job won't be easy either. 

What this means: Hopefully, no one reading this is staging an attack as way of increasing their bargaining power for their next salary negotiation. But what it does underscore is that your reputation is fragile. Don't yell at co-workers, lie about something you did (or didn't do), take credit for someone else's work, tell dirty jokes, get wasted at a company party, or sleep with everyone in your office. None of these things will advance your career. Generally, you become an HR nightmare and the company figures out how to get rid of you as quietly as possible.

But what if he had apologized? Shown remorse? He may or may not have found another role, but his chances would have been higher for saving his career rather than killing it dead.

Lesson #2: You May Make a Mistake at Work - Own it and APOLOGIZE to save your Career


The issue: Gayle King received multiple death threats after an interview aired where ONE of the questions she asked centered on his rape case 20 years ago. The question - which many defended as fair - ignited a firestorm of protests from Kobe's fans, including Snoop Dogg, who called Gayle "calling King a "Funky dog head b**ch…" warning her to "back off b**ch before we come get you." Snoop Dogg has since apologized. Many celebrities came to her defense too - #istandwithgayle trended on twitter. 

What it Means: Tensions run high at work sometimes. People act emotionally and react without thinking. Have you ever sent an email that was misinterpreted? Used ASAP in caps like you were yelling at someone? Or texted because you were SURE you had every right to be angry? Or yelled at a customer/client even though he/she "deserved" it?

This is when technology can be a killer. GIVE IT 24 HOURS before responding. Take time to reflect and think. This can be another career killer. Try not to react from emotions. I am not suggesting there aren't work situations that call for more severe responses. But they don't call for yelling or cursing. You still need to treat others the way you want to be treated.

And if you do overreact - or react harshly - apologize. That creates a culture of fear and distrust.  And you may lose your job or employees you value may leave.

Lesson #3: You Don't Have to Win an Oscar to Promote Equality - But it Helps


The issue: This really isn't an "issue". Joaquin Phoenix won his first Oscar for Joker. During his acceptance speech, he called for equality: "We're talking about the fight against the belief that one nation, one people, one race, one gender or one species has the right to dominate, control and use and exploit another with impunity," he said. He continued: "And I think that's when we're at our best -- when we support each other. Not when we cancel each other out for past mistakes, but when we help each other to grow, when we educate each other, when we guide each other towards redemption. That is the best of humanity."

What this means: Supporting each other doesn't have to be on a global scale, country-wide scale, or even community-wide. It can be 1:1. At work, check yourself. When you conduct a performance review or provide feedback, are you being objective or COULD there be any biases in your assessment? Are you providing opportunities to anyone and everyone on your team? Are you being respectful of other people's opinions, going so far that you are creating a safe environment for people to be able to share their ideas? We don't all have to help in the same way. But no matter what your position or career, you can support other people. 

Apologizing is a form of support too.

KEY TAKEAWAYS


1. Your reputation is fragile. Don't make decisions at work to propel your career that are based on bad judgment or unethical means. The truth always comes out. If you make a mistake - even an egregious one - apologize.

2. Give yourself time to think and reflect before responding to an explosive situation. Walk away if you have to. And if you do find yourself "overreacting", apologize.

3. Not only should you treat everyone with respect, you should be actively ensuring you AREN'T mistreating people (even without knowing it). Ask yourself whether you have any biases or are being fair at all times in all cases. No one is perfect. But we can all do better.


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