6 Things To Consider If You Are In A Workplace Romance

6 Things To Consider If You Are In A Workplace Romance

As Valentine’s Day approaches, love is in the air. But, if you are in a relationship with a co-worker or thinking about starting one, there’s plenty that you can do to avoid embarrassment, hurt or disruption for yourself and your colleagues. What should you know?  Angela Civitella is a former executive, certified business leadership coach and founder of Intinde.

She Says There Are Six Things To Consider:

  • Check your organization’s HR policy: Many organizations have their own policies on workplace relationships. For example, some companies frown upon one partner managing the other. It’s not that your boss doesn’t want you to be happy, there are larger considerations such as breaches of compliance, conflicts of interest, or inappropriate collusion. The safest option is to ask your HR department if it has a policy in place, and to let your HR Advisor know if you are in a workplace relationship.
  • Consider your company’s culture: Even if it’s not written into HR policy, you need to get a feel for your organization’s cultural view on workplace relationships. This is especially important if you are working abroad, or in an organization with a different culture from your own.
  • Agree to an approach with your partner: Chances are, your colleagues and co-workers already know that you “have a crush” on the redhead in the sales team or the “hunk” in communications, and they may already suspect that it has blossomed into a relationship. You have to decide with your partner how you’ll behave at work. Do you “come clean” and let your colleagues know what’s going on? Or, do you join the third of workplace couples who decide to keep their relationship a secret? Discuss whether to set some boundaries at work, such as not spending too much time alone together, or agreeing not to use your “pet names” for one another
  • Stay professional at work: Your colleagues might approve of your office romance and think you’re the best-matched couple since Romeo and Juliet, but you still need to tread carefully. Indulging in in-jokes, private conversations, and public displays of affection can make your co-workers feel awkward. And if you and your partner are eating lunch together in the staff restaurant, other colleagues may not know whether you want privacy or would welcome the extra company. Why not invite a few more people along? Even if they decline your invitation, you have made the offer. If you discuss business matters together – or, worse still, make business decisions – while your co-workers are absent, it will likely cause resentment. If you’re managing your partner, you need to be especially mindful of your professional interactions, and be seen to be extra careful to treat your other team members equally and fairly.
  • Be prepared for gossip! Human beings are social animals, and we connect with one another by sharing stories and experiences. And the more exciting or shocking those stories, the more engaging they become. So, even if you rigorously follow the rules and are careful with your actions, some people may be quick to make assumptions and to see favoritism or nepotism that’s just not there. It’s a kind of fake news.
  • Plan for the worst: What if the relationship ends? You have to remain professional if your workplace relationship comes to an end, no matter what the reason. This can be a difficult time for you, your ex-partner, and your colleagues, especially if you still have to work closely together. An acrimonious split can poison the atmosphere in the workplace, and impact productivity and morale. If you manage your ex-partner, make sure that you don’t discriminate against them, or you and your organization risk being the subject of a grievance procedure. Don’t get involved in “muck-raking” or “washing your dirty linen in public,” even if your former partner does.

Written By:  Angela Civitella, a former executive, certified business leadership coach and founder of Intinde.

The Most Popular Solopreneur Jobs Nationwide for 2020

The Most Popular Solopreneur Jobs Nationwide for 2020

One of the biggest misconceptions about becoming your own boss is that you have to create a grand business plan in order to be successful. Luckily, that isn’t always the case. There are options to do what you love and provide services that can allow you the freedom of being self-employed. If you love to teach, bake, create, provide child care, get people organized, then you can become your own boss! All you have to do is decide on the service you can provide and make your dream a reality!

Business.org is ready to help American’s ditch the “9 to 5” and become their own boss in 2020. But which dreams are American’s most likely to pursue? It turns out that entrepreneurs who want to go solo (like an entrepreneur but doing it solo), have quite a few options they’re exploring. Using data from Google Trends, we found around 30 frequently searched solopreneur jobs. We then broke those jobs down by state to figure out where, exactly, each solopreneurial venture is most popular. Check out the full report to each state’s results.”

Here are some interesting findings about on the most popular solopreneur jobs nationwide for 2020.

  • Surprising absolutely no one, California’s top-ranked solopreneur job is social media influencer
  • A little more surprising? “Social media influencer” was also the most-searched term in Illinois and Texas—two lovely
    states, of course, but both with a much lower reputation for stardom than La-La Land.
  • Estheticians had the most-searched solopreneur job in Hawaii (spa treatments clearly go hand in hand with paradise-
    seeking vacationers).
  • People in Idaho and Utah seem to need a little extra encouragement; life coaching came in first in both states.
  • “Amazon seller” took first place in three states thousands of miles apart: Florida, Nevada, and New Jersey. Obviously,
    solopreneurs can follow Amazon’s motto (“Work Hard. Have Fun.”) no matter where in the US they live.
Quick Guide to Marketing for Small Business Saturday – November 30

Quick Guide to Marketing for Small Business Saturday – November 30

Organizations have many options when it comes to marketing for Small Business Saturday, which occurs on the first Saturday after Thanksgiving. Small Business Saturday encourages consumers to support local businesses. The event drives attention to local small companies, presenting them with an opportunity to create brand awareness and increase local sales.

Taking advantage of Small Business Saturday requires planning, executing, and financing strategies. Funding your efforts can be done through securing a small business loan. The working capital can be used to hire seasonal staff, purchase extra inventory, or pay for a marketing campaign.

However, marketing isn’t always simple. Here’s what you need to know and how to take advantage of small business’s big day.

Ramp Up Digital Marketing for Small Business Saturday

Brands must work to engage customers through both digital and physical means. This omnichannel experience begins with digital marketing basics. You Should Consider:

Building Relationships on Social Media: Connecting with customers on social media can help you capture additional holiday sales. When marketing for Small Business Saturday, you may want to gradually tease out your plans for the big day. You can use social media to broadcast a special offer or invite customers to an in-store event. Social media is ideal for highlighting how you plan to celebrate Small Business Saturday. When posting on social media, be sure to include the #ShopSmall and #SmallBizSat hashtags.

Using Email Marketing: Email campaigns are an effective way to garner consumer attention and bring awareness to exclusive Small Business Saturday deals. It’s important to go beyond broad, generic messages. Personalization is increasingly vital in standing out in email campaigns.  Key Strategies to Employ:

  • Take the time to get to know your audience.
  • Create copy aimed directly at them.
  • Highlight promotions that fit their needs.
  • Give them a clear action to take in response to the message.

Fostering Online Reviews: Consumers actively research products and services before committing to a purchase. Consider teaming up with an influencer who has a large following and a fair amount of influence within your area or niche. You can send them product samples in return for an honest review. This will help drive visibility and increase consumer confidence.

Implement Traditional Advertising Programs

Small businesses benefit from the ability to offer localized, personal services. You can leverage your relationship with your community to build trust and increase brand awareness. Traditional advertising campaigns can be ideal for furthering your presence in your community. Key Strategies to Employ:

Getting Involved With Your Local Xommunity: Participating in community service events helps you get to know those around you. And helps them get to know your business. Interacting with potential customers in a community setting shows that you’re interested in relationship building rather than just maximizing sales. You could consider sponsoring a charity or local event. Successful community involvement plans require commitment and a genuine interest in what you’re doing.

Run Ad Campaigns With Local Media: If you want to drive engagement at a local level, you must use channels that are specifically aimed at your local community. Your message can slip into the background on far-reaching media channels, but an ad campaign in a local paper can go a long way in helping people connect with your brand.

Offer Deals and Promotions: It’s critical to recognize the importance of deals and promotions when marketing for Small Business Saturday. Limited time offers, and discounts can persuade customers who are on the fence about your products and services to give them a try.

Prepare Your Systems and Operations

If you’re successful at marketing for Small Business Saturday, then you’ll need to be prepared for an increase in volume and customer interactions. Consider:

Optimizing for Mobile: Consumers do everything from product research to actual purchases via smartphones and tablets. Make sure your website is mobile optimized. If your website is not optimized for mobile, you risk running into problems as you work to increase traffic surrounding Small Business Saturday.

Updating Your Website: Make sure your address and contact info is correct on your website. Additionally, review your site to make sure that promotions are prominently displayed, and your payment process is working properly. Put new product pictures out if your current listings seem dated and ensure copy properly reflects your services. Take time to upgrade and adjust your site before the big event.

Hiring Seasonal Staff: Since Small Business Saturday falls in line with the holiday season,  it’s a convenient time to bring in extra staff. Seasonal employees can be used to help launch a new marketing campaign, handle sales, or interact with customers.

Managing Your Inventory: One of the most important considerations for Small Business Saturday is that you have plenty of goods to sell. A boost in sales won’t matter if you don’t have inventory available to meet customer needs. Take some time to analyze your supplies and ensure you’re ready for the increase in demand.

By participating in Small Business Saturday, local businesses receive quite a few perks including community support, great local marketing opportunities, and the high potential to reach new customers. Utilize the above marketing strategies to better prepare for Small Business Saturday and take advantage of the shopping frenzy.

Ben Gold is president of QuickBridge, a privately-held financial services firm providing “small business loans” and short-term working capital funding solutions for small-to medium-sized businesses nationwide. Based on its growth, QuickBridge has ranked two consecutive years on the Inc. 500 Fastest Growing American Companies list. Ben is a thought leader in the financial tech. industry and a contributing member of the Forbes Finance Council.

Avoid Days of the Living Dead…addressing the workplace zombies and promoting engagement one person at a time.

Avoid Days of the Living Dead…addressing the workplace zombies and promoting engagement one person at a time.

ABOUT THE AUTHOR:  Kate Zabriskie is the president of Business Training Works, Inc., a Maryland-based talent development firm. Kate and her team help businesses establish customer service strategies and train their people to live up to what’s promised. 

Zombies in the workplace are soul-sucking, money-draining, productivity-killing entities that chip away at an organization’s spirit and its engagement levels one convert at a time. These creatures often look like the rest of us, but deep down they’re cancerous beasts that can potentially drive a business to ruin.So what’s a manager to do? Recognize the problem, know its source, understand why action is essential, and then do the work required to create a zombie-free workplace.

KNOWING YOUR ZOMBIES

Although zombies come in many varieties, most resemble one or more of the following:

  • Negative zombies – Often the easiest to spot, they complain, moan, and express their dissatisfaction regularly. Some will use humor to disguise their disgust, but they are nevertheless contagious and a threat to the uninfected.
  • Minimum-contributor zombies – They do the basics but nothing more. You will never see them looking for work or volunteering for projects. Furthermore, many act as if they are doing you a favor when you ask them to perform a task they get paid for doing.
  • Status-quo zombies – These change-averse creatures dig in their heels and fight the future. They are happy with everything the way it is and take no initiative to implement new ideas. The most dangerous of this variety will even resort to sabotage if they feel threatened.
  • Shortcut zombies – They find ways to cut corners and circumvent processes. Their choices frequently expose the organization to unneeded risk. Worse still, when these zombies are in charge of training others, they pass on bad habits and poor practices.

IDENTIFYING THE SOURCE 

To rid an organization of zombies, you must understand how you got them. Each zombie has a creation story. These are the most common:

  • The ready-made zombie story:  People who were really zombies when someone interviewed them, and they got the job anyway.
  • The we-did-it-here zombie story:  Unlike the ready-made zombies, these zombies were created after they joined the organization. They were discouraged, taught to fear, or worse.
  • The retired-on-the-job zombie story:  These zombies should be long retired, but because of a need to complete a certain number of years of employment before receiving some financial reward or other benefit, they’re still in the workplace and just going through the motions.
  • The abandoned zombie:  Abandoned zombies are employees who could perform well if they didn’t feel as if they were the only ones who cared. After struggling alone, these poor creatures eventually succumbed and now just try to survive.

MAKING THE CHOICE BEFORE IT’S TOO LATE 

When left unchecked, zombies can take over a department, division, or even an entire organization with relative ease. For that reason, it is essential that organizations are focused and vigilant in their approach to zombie management. Organizations that fail to take the problem seriously may find that it’s too late. To escape havoc when zombies gain a foothold, good employees will often leave for safer territory. Then, by the time management recognizes its predicament, a lot of talent has walked out the door, and what remains is not sufficient to do great work.

TAKING ACTION 

Implementing an anti-zombie initiative is no easy task, but it can be done and done well if you take the process seriously and stay dedicated to invigorating your workforce.

Step 1

Be candid about your numbers. High turnover is a strong sign that there is a zombie problem. High absenteeism, poor output, and substandard financial performance are other clues. Think about what you would see if your organization were-zombie free and what numbers would be associated with that vision. Next, compare those statistics to the current reality and set some performance goals.

Step 2

Once you understand your global numbers, you should measure employee engagement. You can run a formal survey with a company that specializes in engagement or create one on your own. As with step one, the goal here is to get a sense of what’s working, what isn’t, and the breadth of your zombie problem.

Step 3

Next, ask yourself what are you seeing and hearing that you don’t want to see, and what are you not seeing and hearing that you do? After you know where the gaps are, think about solutions to address those shortcomings. If your zombies belong to the status-quo category, for example, consider putting in a process whereby everyone is tasked with finding two ways to improve his or her work processes or outputs. No matter what you choose, be sure you have the stamina to stick with the zombie-eradication tactics you implement. Fewer activities done well will beat a lot of mediocre ones every time.

Step 4

Be prepared to let go of those you can’t save. Despite best efforts, some zombies simply can’t be cured. If you’ve done all you can, and they’re still the walking dead or worse, it’s time to say goodbye. If the termination process in your organization is cumbersome and lengthy, at a minimum, you must protect the uninfected and recently cured from the zombie holdouts.

Step 5

Recognize success and coach for deficiencies. Saving zombies happens one employee at a time. People who are clear about expectations, receive proper training, get coaching when they miss the mark, and feel appreciated when they get it right or go above and beyond, are highly unlikely to enter or venture back into zombie territory.

ASK

  • Do managers “walk the talk” and model anti-zombie behavior?
  • Do employees understand how their work is connected to the organization’s goals? Can they explain that connection in a sentence or less?
  • Are employees held accountable for following established processes and procedures?
  • Do managers confront negativity?
  • Do managers encourage and reward initiative?
  • Do they meet one-on-one with their direct reports on a regular basis?
  • Does a strong zombie-screening interview process exist?
  • When good people leave, does someone conduct an exit interview to see if zombies are the reason for the departure?

The answers to those questions should serve as a starting point for encouraging engagement and avoiding everything from a small zombie outbreak to a full-blown apocalypse. You can never be too prepared.

Not only shattered the glass ceiling, but shattered the sky!

CONTRIBUTING WRITER, LEIGH ELMORE.  LEIGH SERVES AS THE EDITOR -AT-LARGE FOR ABWA’S WOMEN IN BUSINESS MAGAZINE AND ACHIEVE NEWSLETTERS.

Pioneering Astronomer Nancy G. Roman was  “Mother of the Hubble Space Telescope.  Nancy Roman knew from a very early age that she wanted to be an astronomer. Her greatest challenge was convincing the world that she could be a very good one. Overcoming traditional gender roles in the scientific community was almost as daunting a challenge as paving the way for the Hubble Space Telescope, an achievement for which she is most remembered. Roman, known as the “Mother of Hubble,” passed away on Christmas Day 2018 at the age of 93. She was NASA’s first chief of astronomy and one of the first women executives for the agency. Her achievements will live on

Her family moved around the country frequently when she was growing up. Roman cited both of her parents’ interest in the natural world—and her time beneath the clear night skies of Reno, Nevada—as an inspiration for her early interest in astronomy. Fueled by a fascination for the stars, she began her own astronomy club with a group of neighborhood girls when she was 11 years old. Though she knew she wanted to be an astronomer by the time she entered high school, her guidance counselor, who belittled her desire to take mathematics instead of Latin, discouraged her.

A promising student at Swarthmore College, Roman still had to ignore warnings from the Dean of Women and other teachers about studying science, ultimately earning her B.A. in Astronomy in 1946. She later recalled that the only encouragement she was given during her undergraduate years was by a teacher who told her, “I usually try to dissuade girls from majoring in physics but I think maybe you might make it,” National Geographic has reported

Roman went on to receive her Ph.D. in Astronomy at the University of Chicago in 1949, where she worked for six more years at the Yerkes Observatory as an instructor and assistant professor.

Seeing little chance for tenure as a woman, Roman took a position at the U.S. Naval Research Laboratory in Washington, D.C. where she eventually won the trust of her peers and began to work in radio astronomy, geodetics, and microwave spectroscopy.

She attended a lecture on the origin of the moon given at the newly formed National Aeronautics and Space Administration in the late 1950s where she was presented with the opportunity to work for NASA and set up a program in space astronomy.

As she told National Geographic, “The idea of coming in with an absolutely clean slate to set up a program I thought was likely to influence astronomy for 50 years was just a challenge that I couldn’t turn down. That’s all there is to it.”

She dedicated her time at NASA to promoting, initiating and supporting in-space observation, from satellites to the Scout probe. In 1964, her name was even given to a newly discovered asteroid, 2516 Roman.

But Roman’s crowning achievement at NASA was perhaps the greatest gift ever given to astrophysics: the Hubble Space Telescope, the groundbreaking satellite observatory that has generated more than 1.2 million observations and 14,000 scientific papers. Roman tirelessly laid the foundation that eventually made NASA’s space-based observatory a reality.

She retired from NASA in 1979 having prepared the way for Hubble’s eventual launch in 1990. “My work helped others explore the evolution of the galaxy,” she told National Geographic. “I did not let the fact that I was a woman deter me.”

Source: National Geographic, Dec. 31, 2018