HR Specialist

Archive for March, 2010|Monthly archive page

7 Things Never to Say to Your Boss

In Human Resources on March 29, 2010 at 8:44 am

A big part of maintaining the boss-employee relationship is to never allow a boss to think you dislike your work, are incapable of doing it, or–worse–consider it beneath you.

These sound like no-brainers, but many statements heard commonly around the workplace violate these basic rules. Looking for an example? Here are seven heard in workplaces all the time. They may seem ordinary, even harmless. But try reading these from your boss’s point of view. You’ll see right away why it’s smart to never allow these seven sentences to pass your lips:

“That’s not my job.” You know what? A lot of bosses are simple souls who think your job is to do what’s asked of you. So even if you’re assigned a task that is, indeed, not your job, refrain from saying so. Instead, try to find out why your boss is assigning you this task–there may be a valid reason. If you believe that doing the task is a bad idea (as in, bad for the company) you can try explaining why and suggesting how it could be better done by someone else. This may work, depending on the boss. In any case, remember that doing what’s asked of you, even tasks outside your job description, is good karma.

“It’s not my problem.” When people say something is not their problem it makes them look like they don’t care. This does not endear them to anybody, especially the boss. If a problem is brewing and you have nothing constructive to say, it’s better to say nothing at all. Even better is to pitch in and try to help. Because, ultimately, a problem in the workplace is everyone’s problem. We’re all in it together.

“It’s not my fault.” Yet another four words to be avoided. Human nature is weird. Claiming that something is not our fault often has the result of making people suspect it is. Besides, what’s the real issue here? It’s that something went wrong and needs to be fixed. That’s what people should be thinking about–not who is to blame.

“I can only do one thing at a time.” News flash: Complaining you are overworked will not make your boss feel sorry for you or go easier on you. Instead, a boss will think: (1) you resent your job, and/or (2) you aren’t up to your job. Everybody, especially nowadays, feels pressured and overworked. If you’re trying to be funny, please note that some sarcasm is funny and lightens the mood. Some just ticks people off.

“I am way overqualified for this job.” Hey, maybe you are. But the fact is, this is the job you have. You agreed to take it on and, while you may now regret that decision, it’s still your job. Complaining that it’s beneath you only makes you look bad. Plus, coworkers doing similar jobs may resent and dislike you. And guess what? Bosses will not think, “Oh, this is a superior person whom I need to promote.” Nope, they’ll think, “What a jerk.”

“This job is easy! Anyone could do it!” Maybe what you’re trying to convey here is that you’re so brilliant your work is easy. Unfortunately, it comes off sounding more like, “This work is stupid.” Bosses don’t like hearing that any work is stupid. Nor do they really like hearing that a job is easy peasy. It belittles the whole enterprise. If a task is simple, be glad and do it as quickly as you can. Even “stupid” work needs to get done.

“It can’t be done.” Saying something can’t be done is like waving a red flag in a boss’s eyes. Even if the thing being suggested truly is impossible, saying it is can make you look ineffectual or incapable. Better to play detective. Why is the boss asking you to do whatever it is? What’s the problem that needs to be solved? What’s the goal? Search for doable ways of solving that problem or reaching that goal. That’s what bosses really want. Most of them do not expect the impossible.

Last words: When in doubt, remember that silence really is golden.


Hiring Incentives to Restore Employment (HIRE) Act

In Human Resources on March 23, 2010 at 12:26 pm

On Thursday, March 18, 2010, the US Senate passed the Hiring Incentives to Restore Employment Act (the “HIRE Act”).  This act is intended to focus on job creation at a time when many Americans are struggling to find employment in a challenging economy.

 Included in the HIRE act is the Schumer-Hatch Jobs Payroll Tax Exemption. This provision would offer employers an exemption from social security payroll taxes for every worker hired after Feb. 3rd, 2010 and before Jan. 1st 2011 that has been unemployed for at least 60 days. The maximum value would be equal to 6.2% of wages up to the FICA wage cap ($106,800). There would also be an additional $1,000 income tax credit for every new employee retained for 52 weeks to be taken on the employer’s 2011 income tax return. This proposal is estimated to cost $13 billion over ten years.

“For those employers that are on the verge of hiring, but for financial reasons have not made the decision to move ahead, the HIRE Act may be just the push needed to make a decision,” said Mike Freeman, CEO of Cardinal Services, Inc. “The incentives appear to be straightforward and immediately available, and while we do expect these measures to be welcomed by employers, staying compliant is likely to be a burden for them as well.” 

As a provider of payroll and other employer services for many employers in the area, Cardinal plans to take a lead role in ensuring their clients have everything in place to take advantage of this opportunity, including:

  • Determining eligibility of job applicants and current employees, including ensuring that the employee affidavits required by the HIRE Act are completed correctly.


  • Keeping a pool of those unemployed job applicants that will qualify for this program, for fast and efficient hiring for those employers that will take advantage of this act in the upcoming months.


  • Maintaining all necessary documentation and assisting clients in responding to related audits.  As with its predecessor the American Recovery and Reinvestment Act (ARRA), it’s likely a close eye will be kept on employer compliance, and that includes documentation.


  • Notifying clients of the availability of the $1,000 per qualified employee new-hire income tax credit after the eligible employee completes their necessary employment period, and assisting them in receiving the reward.

According to Freeman, Cardinal plans to offer these services at no additional charge to their clients, effectively playing their part in any push in restoring employment in their communities.  While Cardinal’s first priority is their current clientele, Freeman did offer that if employers are in need of assistance, or just have general questions on how to proceed, they can contact any Cardinal office statewide.

Cardinal Services is a payroll and employer services provider, with offices throughout Oregon.  They help small and mid-sized businesses manage and retain their employees.  For more information, visit the company’s web site:, call or email Derek Jensen at 800.772.8792, ext 2210,

4 Tips for Working with Recruiters

In Human Resources on March 22, 2010 at 9:11 am

 A good recruiter can be worth his or her weight in gold to a job seeker. Good recruiters have access to jobs and information about the market, and they can even give you advice that will improve your chances of getting interviews and offers. Many job seekers find working with a recruiter to be challenging, but it doesn’t have to be.

The following four ways to work more successfully with a recruiter may help you with your job search:

1. Understand what recruiters do
Recruiters work for their clients because the client pays the bill — they don’t work for their candidates. If you understand this dynamic, you can use it to your benefit. The recruiter’s relationship with the client means that he typically has access to inside information. Listen to a recruiter’s advice very carefully when it comes to résumé changes, interview coaching, etc. This advice is given to candidates because recruiters know what will maximize a candidate’s chances of getting an offer.

2. Work with the best recruiters
To find the best recruiters, start by asking colleagues for referrals. Also try to identify recruiters who specialize in your job field, geography, career level, etc. Recruiters want to work with marketable candidates, and that means you want to talk to recruiters who specialize in your discipline.

Once you have found a recruiter, don’t be afraid to ask her about her experience, process and approach to the job search. Recruiters are not obligated to work with you as a candidate, nor are you obligated to work with them. Recruiters will be highly selective about whom they work with, and so should you. A recruiter works for her client, but she is also representing you, so make sure you are comfortable.

3. Work  with them, not against them
If you have little or no experience working with recruiters, you may be put off by some of the questions they ask. Understand that recruiters need a detailed and thorough understanding of your background, education, work history, compensation, etc. A recruiter may even ask you if you have a criminal history, bad credit or an arrest record. It is best to answer these questions openly and honestly.  If you have some skeletons in the closet, it does not mean that the recruiter won’t work with you. On the contrary, the recruiter may be able to offer advice on how to handle sensitive subjects (such as a drunken-driving charge).

You should also openly share feedback with the recruiter throughout the search process. Honestly discuss your career goals, salary expectations, feedback from interviews, level of interest in a given job, etc. The more the recruiter knows about what makes you tick, the more likely he is to find you a job that is a good fit.

4. Even  if you are not actively looking for a job, talk to a recruiter If talking to a recruiter when you are not looking for a job seems pointless, I can assure you it is not. The most valuable candidates to a recruiter are those who are not actively looking for work.

If you consider a recruiter’s point of view, the reason for this is clear. First, employers generally consider employed candidates more favorably than those who are unemployed. Right or wrong, gainful employment suggests that the candidate is good at what she does and relatively stable.  Second, a passive candidate means less competition for the recruiter, thereby maximizing the recruiter’s chances that he can earn a placement fee. Conversely, if you contact a recruiter when you are actively looking for a job, the recruiter knows that his chances of placing you are minimized because of other competition. 

Finally, and most importantly, a good recruiter can be your eyes and ears on the job market when you are too busy to pay attention for yourself. If a recruiter understands your background and goals, he can contact you if and when a potential opportunity arises. When you have a job that you like, you are probably too busy to keep up on the job market. A recruiter can keep you connected to the market so you don’t miss out on a potentially great opportunity.

Workers’ Needs Vary By Age

In Human Resources on March 17, 2010 at 10:43 am

Keeping employees engaged in the midst of layoffs, pay cuts and a skittish economy can be difficult. A new study suggests that organizations should adopt policies that address different generations of workers’ needs, rather than attempting one-size-fits-all fixes.

The study, conducted jointly by Boston College’s Sloan Center for Aging and Work and MetLife, examines what engages employees according a number of factors—especially age.

The results show different generations of workers want different things from their jobs, requiring a variety of strategies to engage everyone and boost productivity. For example, Millennials (those under 30) want flexibility, while older Gen Xers (ages 38 to 44) are most engaged in managerial roles with job security.

“Given the downturn, employers are very interested in doing the most they can with the workers continuing with them, and these are low-cost ways of enhancing employee engagement,” said Christina Matz-Costa, a research associate at the Sloan Center and one of the study’s authors.

However, there were some desires that appealed to all age groups such as flexibility; workers want more control over where, when, and how they work.

Matz-Costa says employers shouldn’t necessarily tailor their policies to these specific factors. But in trying to motivate workers, they should consider how life and career stage affect employees’ work experiences.

The study also found that older workers tend to be the most engaged, refuting the idea that employees close to retirement becoming less committed.

“It counteracts the stereotype that as workers get older they’re disengaging as they transition to retirement,” said Matz-Costa.

Ways to Get the Job When You’re Not the ‘Ideal’ Candidate

In Pre/Post Employment Services on March 15, 2010 at 8:34 am

It may seem like a waste of time to apply for a position that, at least on paper, doesn’t exactly match your skills and experience. After all, many job seekers can’t even get a hiring manager’s attention when they do appear to be a perfect fit.

But if you believe you’re capable of performing a job well despite the fact that your background doesn’t completely align with the requirements of the position, there might still be hope. You need to consider yourself from a hiring manager’s perspective and build a case that shows why you’re the best person for the position. Following are some tips:

1. Don’t waste their time
First, make sure your background meets at least the most basic criteria for the position. If the job requires expertise in three specific software programs, for instance, and you are familiar with only one, don’t apply. But if candidates should possess seven years of experience, and you have five, an employer might consider your application. Keep in mind, however, that some firms simply will not interview you if you don’t meet every requirement, no matter how close your qualifications are. After all, companies still can afford to be picky.

2. Find an inside connection
One of the best ways to get your foot in the door when you’re a near fit for a job is by  getting a referral from someone who can speak to the hiring manager on your behalf. Ask those in your network if they — or someone they know — can provide an entrée into the firm. Social networking Web sites such as LinkedIn and Facebook can be especially helpful in uncovering individuals who may have an “in” at your target firm, but be judicious when requesting assistance. You should have established trust and credibility with anyone you ask to go to bat for you.

If you can, try to leverage your contacts to arrange a meeting with the hiring manager. Sometimes, all it takes to get a chance at the job is a face-to-face meeting where you can make your case directly. This allows you to establish a rapport with the employer and demonstrates your enthusiasm for the position.

3. Address concerns upfront
Instead of hiding any shortcomings you possess, acknowledge them. For example, if you’re overqualified for a position, use your cover letter or the interview to explain why the job nonetheless appeals to you. Perhaps after managing a large team of employees for years, you’ve decided you’d prefer to do more hands-on work as an individual contributor and not oversee others. Or if you’re a bit underqualified, you might note how strength in one area (such as a well-regarded certification you recently earned) could make up for weaknesses in another (your lack of necessary experience, for instance).

4. Highlight  return on investment
Hiring managers seek employees who have a track record of saving previous employers time or money. Promote the bottom-line benefits you can offer by highlighting accomplishments in your résumé or cover letter. You could note, for example, how you spearheaded the implementation of a new billing system that saved people time when uploading data, freeing up staff to focus on other critical tasks.

5. Offer a trial run
With some companies only beginning to cautiously add new staff, hiring managers are less likely to take a risk on someone who doesn’t exactly match the job criteria. As a result, you might have to sweeten the deal to persuade an employer to take a chance on you. You might offer to start the job on a project or temporary basis, for instance, with the agreement that you will be brought on full time if certain performance objectives are met.

6. Be truthful
Above all, keep in mind that you should never stretch the truth in an attempt to improve the odds of getting a job. Your lie could easily be uncovered, and you could damage your professional reputation, seriously harming your prospects of finding a job not only with your target firm but also other companies.

Many organizations are willing to take smart risks on seemingly promising employees, but it’s up to you to show them why taking a small leap of faith would be a wise move. By addressing any potential concerns upfront and building a compelling case for yourself, you’ll improve your chances of convincing them that an “imperfect” candidate like you is the right choice.

6 Sectors That Are Creating Jobs

In Human Resources on March 11, 2010 at 10:22 am

The US Employment Situation report (better known as the jobs report) released on Friday paints a somewhat mixed picture of the labor market. The economy lost only 36,000 jobs in February, well below the consensus forecast of a 68,000 decline in jobs and continuing the trend of moderate job losses in recent months. Contrast that with the situation a year ago, when the economy lost 726,000 jobs.

However, the unemployment rate stayed at 9.7% for the second month, implying that about one in every 10 of the working population is still unemployed. As well, the broadest measure of labor market softness, the underemployment rate, rose to 16.8% last month from 16.5% in January. This is a measure of what percentage of workers are operating below their desired capacity. While the headline numbers underscore the challenging nature of the current job market, there are a number of sectors with solid job growth and a positive outlook.

The Big Picture

Month-to-month changes are one thing, but to get a better gauge of the job market, let’s look at the situation over the past year. The US economy has lost close to 3.3 million jobs since February 2009, after adjusting for seasonal fluctuations. As a result, total nonfarm payrolls declined to 129.5 million in February, from 132.8 million a year ago.

The majority of these job losses have occurred in the private sector, which accounted for 107 million jobs or almost 83% of total nonfarm payrolls. The government sector, which accounted for 22.5 million jobs or about 17% of total payrolls, has lost 100,000 jobs since February 2009. On a percentage basis, jobs have declined 2.9% in the private sector over the past year, compared with a drop of only 0.4% in the government sector.

Not Good

In the private sector, the economic downturn has hit goods producers much harder than service providers. The goods-producing sector employed close to 19 million people in February, compared with 89 million employed by service providers. But while goods producers constituted only about 17.5% of private sector payrolls, they accounted for 1.8 million or 55% of private sector jobs lost. The service sector, despite its much larger size, lost only 1.4 million jobs or 45% of the total.

Now Hiring

Despite the millions of jobs lost overall, some sectors have actually created a significant number of jobs over the past year. Strong fundamentals are driving job creation in the following sectors:

Health Care: The health care sector created 280,000 jobs since February 2009, led by solid growth in ambulatory care services – which includes offices of physicians and other health practitioners, outpatient care centers and home healthcare services. Healthcare is one of the largest industries in the US, employing 13.6 million people. The Bureau of Labor Statistics (BLS), “Career Guide to Industries, 2010-11 Edition” forecasts that the sector will generate 3.2 million new jobs between 2008 and 2018. This is more job growth than any other industry, mainly due to rapid increase in the elderly population.

Federal Government (excluding the US Postal Service): February employment of federal government workers increased by 15,000, although there was a large decline in Postal Service employment. Jobs growth in recent months is partly the result of temporary workers hired to conduct the 2010 census. Increasing government involvement in the economy and the large number of Federal workers scheduled to retire in the years ahead provides a positive outlook for continued job growth.

Social Assistance: This sector includes individual and family services, community food and housing, emergency services and vocational rehabilitation services. It generated 82,000 jobs since February 2009. In the current climate of economic uncertainty, social assistance workers will continue to be in demand.

Employment Services: This industry provides human resources services to businesses. While most jobs in this sector are temporary, these are often a stepping-stone to better paying full-time positions. The sector created 44,000 jobs in the last month, and will undoubtedly continue generating more jobs given the high level of unemployment.

Education Services: This sector has generated 179,000 jobs over the past year. With an increasing number of people going back to school to update their skills, job prospects look bright.

Computer Systems Design And Services: Although jobs in this sector require specialized skills, it has added 8,000 jobs over the past year. This industry is expected to be among the 10 fastest-growing areas in the US, with excellent job opportunities for most workers.

Bottom Line

The ability of these sectors to generate jobs in the midst of the most challenging job market in decades is a testimony to their strong fundamentals and positive long-term outlook. Jobseekers take note.

Interview Myths That Keep You From Landing the Job

In 1 on March 8, 2010 at 1:17 pm
With so few jobs currently available and so many people currently hoping to fill those jobs, standing out in an interview is of utmost importance. While jobs themselves are scarce, job advice is overly abundant. And with an influx of information comes an influx of confusion. What career counsel do you take, and what do you ignore?There are a number of common misconceptions related to interview best practices, experts say. Kera Greene of the Career Counselors Consortium and executive coach Barbara Frankel offer tips below that can help you stand out from other interview subjects, avoid frequent pitfalls, and secure the job.

Myth #1: Be prepared with a list of questions to ask at the close of the interview.

There is some truth in this common piece of advice: You should always be prepared, and that usually includes developing questions related to the job. The myth here is that you must wait until it is “your turn” to speak.

By waiting until the interviewer asks you if you have any questions, “it becomes an interrogation instead of a conversation,” says Greene.

Greene recommends that you think of an interview as a sales call. You are the product and you are selling yourself to the employer. “You can’t be passive in a sales call or you aren’t going to sell your product.”

Frankel mimics Greene’s comments. “It’s a two-way street,” she says. “I recommend asking a follow-up question at the tail end of your responses.”

For example, Frankel says, if the interviewer says, “Tell me about yourself,” you first respond to that question and complete your response with a question like, “Can you tell me more about the position?” The interview should be a dialogue.

Myth #2: Do not show weakness in an interview.

The reality is that it is OK to have flaws. In fact, almost every interviewer will ask you to name one. Typically job seekers are told to either avoid this question by providing a “good flaw.” One such “good flaw” which is often recommends is: “I am too committed to my work.” But, these kinds of responses will only hurt you.

“Every recruiter can see through that,” Greene says of faux flaws.

Recruiters conduct interviews all day, every day. They’ve seen it all and can see through candidates who dodge questions. “They prefer to hire someone who is honest than someone who is obviously lying,” Greene says.

And for those of you who claim to be flaw-free, think again. “Everybody has weaknesses,” Frankel states. But one is enough. According to Frankel, supply your interviewer with one genuine flaw, explain how you are working to correct it, and then move on to a new question.

Myth #3: Be sure to point out all of your strengths and skills to the employer.

Of course, you want the interviewer to know why you are a valuable candidate, but a laundry list of your skills isn’t going to win you any points. Inevitably, in an interview, you will be asked about your skills. What can go wrong in this scenario?

“You don’t want to list a litany of strengths,” Frankel says.

“What is typical is that they will say: ‘I’m a good communicator,’ ‘I have excellent interpersonal skills,’ ‘I am responsible,'” Greene explains. “You have to give accomplishments. I need to know what did you accomplish when using these skills.”

Frankel recommends doing a little groundwork before your interview so that you are best equipped to answer this question. She tells her clients to find out what the prospective job role consists of. “What makes an interview powerful is to give an example related to their particular needs or challenges that you have demonstrated in the past.”

Provide three strengths, with examples. You will get much further with a handful of real strengths than with an unconvincing list of traits.

Myth #4: Let the employer know your salary expectations.

One of the trickiest questions to answer in an interview relates to salary. Money talk can be uncomfortable, but it doesn’t have to be. The fact is you don’t even have to answer when asked about desired salary.

According to the book “Acing the Interview: How to Ask and Answer the Questions That Will Get You The Job!” a perfect response would be: “I want to earn a salary that is commensurate with the contributions I can make. I am confident I can make a substantial contribution at your firm. What does your firm plan to pay for this position?”

Greene suggests a similar response: “I prefer to discuss the compensation package after you’ve decided that I’m the best candidate and we can sit down and negotiate the package.”

Myth #5: The employer determines whether or not you get the job.

While yes, the employer must be the one to offer you the position, interviewees have more control than they often realize. According to both Greene and Frankel, candidates have a larger say in the final hiring decision than they think.

“They should call the interviewer or hiring manager and say: ‘I’d really like to be part of the company,'” says Greene. “It can’t hurt you. It can only help.”

“Acing the Interview” encourages all candidates to conclude their interviews with one question: “‘Based on our interview, do you have any concerns about my ability to do the job?’ — If the answer is yes, ask the interviewer to be explicit. Deal forthrightly with each concern.”

What They Should Have Taught You in School

In Human Resources on March 1, 2010 at 10:29 am

  Not everybody approaches education with the same goal. High school and higher education serve different purposes for each student. For some pupils, school is a direct path to a job. For others, it is a chance to learn for the sake of personal growth. Visit any classroom and you’ll encounter students with a variety of goals for their education.

Regardless of what you want school to be, most people seem to agree that an education should set you up with at least a basic set of skills. Not a universal set — no one expects someone who studied nursing to have an identical skill set as someone who studied accounting. But when you have employers posting jobs that say a high school diploma or four-year degree is a requirement, you realize they expect you to have crossed a certain threshold. Still you seem to hear frustrated employers and employees wondering aloud, “Why didn’t they teach this in school?”

From not knowing how to balance a checkbook to handling a tough boss, many schools don’t teach their students how to deal with basic issues they will encounter in their career. We asked employees and employers what skills they wish were taught in schools to see what they thought were the most glaring omissions. Here are their responses:

Communication skills
“Small talk. Probably the most important skill in business is how to engage people you barely know, how to hold your own in cocktail party and dinner conversation, and how to respond graciously to idiots, drunks and other problem personalities.” – Maureen Wall Bentley, vice president of brand strategy for Aartrijk

“Reading between the lines in other people’s words to find subtle indicators of dissatisfaction with what you’re doing (or not doing).” – Jeff Deutsch, life coach and presenter

Public speaking. I was fortunate to have competed on a speech and debate team in high school, but most kids don’t get that training — and it’s truly priceless. I recently tracked down my coach and thanked him.” – Bentley

“One of the most important skills we have in business is the ability to truly listen — in fact, the skill of active listening. Many times, when people are giving a presentation, [participating in a] Q&A or doing a media interview, they’re listening with an intention to answer versus listening to fully understand and empathize with the person speaking. It’s a critical life skill, and one very few people have mastered.” – Bronwyn Saglimbeni, public speaking and media coach

Personal development
“[How] to be OK to change what you are doing to pursue something you are [passionate] about … even if it means working for yourself.” – Carrie Middlemiss, owner of Bella Cupcake Couture

“Time management. I had no idea how to organize my time to prioritize what needed doing.” – William Duke, president of Duke Computer Solutions

“Success. Schools do not discuss how to determine what success is for the individual. We leave everyone to figure out for themselves what they want, or just go for money.” – Duke

“Independent problem solving — how to get things done by yourself and use strategy, deductive reasoning and common sense to do it when you aren’t well-versed in the area and stuck doing it on your own.” – Sabina Ptacin, partner and chief creative strategist for Red Branch Public Relations

“Actual hands-on accounting skills, such as budgeting, reading financial reports, financial instruments and their use.” – Gary A. Powell, head of Financial Security Specialists

“Your values may not be the organization’s values. If your parents raised you with a strong ‘universal’ value set, you may be shocked that an organization’s values focus primarily on their goals — not yours or your parents.” – Kate Nasser, The People-Skills Coach

“Knowing when to say no and just slow down — my first few years all I did was work — but now I know what offers and networking events to say no to, what projects to pass on and when to just call it a day. My work is better, my creative juices are stronger and more creative, and I’m a nicer person to be around at home. – Ptacin

Interacting with others

“Relating to customers, superiors and peers. No matter how high you climb, you will always have all three to answer to.” – Deutsch

“Gauging how important a particular issue is to someone.” – Deutsch

“Tips on the best ways to ask for what you want and not to be afraid to do so.” – Middlemiss

“Sales. No matter what you think, you’ll be selling. Everyone’s selling something; even if it’s just themselves. Let’s teach our kids how.” – Duke

“That corporate meetings, like staff meetings where people are supposed to openly discuss changes to the organization, are not what they seem — open places to discuss changes to the organization. Instead the concept of working around the office with smaller groups to gain buy in on projects is key before taking anything up the chain or to the larger group.” – Paul Hager, partner at Information Technology Professionals

“Manual labor. Everyone should have a manual labor job at some point. Wait tables and wash dishes. Pump gas. Mow lawns. A little humility is good for you and might prevent you from being a jerk later in life.” – Duke

“Everyone likes and benefits from a positive attitude and genuine praise.” – Nasser

All things boss-related
“Not all in management have true leadership ability. Not all have good management skills. Others are learning how to be managers after they get the job. Learn how to communicate and work with these bosses or be prepared to get a different job. Simply complaining about it is never a good step.” – Nasser

“Practical aspects of management: hiring and firing skills, personnel management and employee assistance program management.” – Powell

“To let your boss know in advance if an issue is going to explode in her or his face. Would you want to experience a negative surprise in front of others?” – Nasser