How to Be a High Potential Employee

With all that is written about how organizations should transform to engage today’s employees, it has me thinking about the responsibilities we have as employees. Our actions shape our careers, and the fact remains that going to work everyday is a two-part equation – employers and employees. Both play a role in success and workplace fulfillment – and it seems the dynamic between the two changes with each passing day.

The Door Swings Both Ways

To consider this equation, we should examine the unspoken “organizational contract” that we make with our employers. What should we (as employees) be doing to maximize our contribution and truly excel? I’ve talked to supervising managers to get their view of the attributes they see in their high potential employees. Here’s the list of what we came up with:

• Strive to be industry savvy – If your are not keeping current concerning the “hot buttons” in your industry, you are probably letting your employer down, and yourself, for that matter. The internet offers endless possibilities to tackle industry specific topics. Get up to speed.
• Bolster your overall business acumen – Not sure how the things you do affect the bottom line? Do you understand exactly how your organization makes and loses money? Become financially literate.
• Take a broader view of your work - When completing an assigned project, try not to simply just check off your task “to do” list.  Always focus on the end-user, whether it would be a client or someone within the organization. How can you make your work more valuable to them?
• Work with a sense of urgency – High potential employees create a road map to get things done and stay on task. As one Senior Vice President described, “They get up in the morning and want to accomplish their goals”.
• Ask about company initiatives – Be as concerned about your organization as you would like them to be about you. Inquire about current challenges and initiatives – and offer to help. You’ll be the better for it.
• Know your fellow team members – Are you assigned to a team? Being a team member is an art form – and an important part of work life today – so do your research. You’ll be more invested in your team if you know about the background and experience of your fellow team members. If you have a tendency to “turn off” opposing opinions, you may look at them differently when you know more about the source.
• Don’t play the career comparison game – Career progress is an individual process. It may be frustrating when a fellow employee climbs the career ladder more quickly than you – but there may be a perfectly good reason. Learn more about them and what they bring to the table. Don’t “abandon ship”. Trust and confidence are key.

Have more to add to this list? Let me know in the comment section below.

3 Big Things Small Business Owners Are Probably Forgetting

Small business owners are always looking for ideas to capture new business and broaden their customer base.  However, there are other types of  strategies, often overlooked, that can contribute to success. While these topics may not always be addressed at daily strategy sessions – they have the power to bolster the bottom-line.

Here are a few to remember:

• Reinforcing vision – What defines you as an organization going forward is an important concept – and communicating that vision to everyone, through words and your actions makes solid business sense. Most businesses start with a vision statement, but rarely re-visit it. Get back in touch with your vision and put actions behind the words.
  Take Away: You can’t focus your actions and make a meaningful impact if you don’t know what defines you as a business.
• Celebrating successes – Life in a small business can be harried. Often customer issues and problems can dominate your time. Remember to take a moment of pause to emphasize what has gone well in your workplace. Find the time to document and honor successes. If you are a design firm, display photographs of completed projects. Has the team landed an important client? Gather and mark the occasion.
  Take away: A little applause never hurts.
• Never resting on laurels - The external environment changes quickly. So don’t get caught off-guard as another company wins a contract with one of your long-standing customers. Most likely that competitor has brought something new to the table for your customer – something you haven’t thought of. Have a high revenue client? You should be reviewing what you are doing for them on a regular basis.
  Take Away: Value your current clients and never under-estimate your competition.

Dr. Marla Gottschalk is a Workplace Psychologist and coach located in East Lansing, Michigan. Connect with her on Twitter and Linkedin.

Organizational Structure and the Culture of Creative

Note: A version of this post has appeared at  TalentZoo.

There has always been pressure in the workplace to perform — but the quality and measure of that pressure seems to have increased significantly over the last few years. With greater emphasis on ideas and innovation, organizations find themselves wondering: How do we stay on the cutting edge? How do we encourage creativity and innovation?

Organizational Form Should Follow Function
While organizations have explored strategies over the years to make positive cultural changes to enhance creativity, it remains they will vary considerably in terms of their ability to do so. Most organizations do have the potential to increase their level of creativity. But, this may require a redefinition of organizational structure. Where creativity and innovation are concerned, organizational form may need to follow function.

Organizations are realizing this connection. One exciting example of this evolution, is detailed in Valve’s Employee Handbook. Valve, a video-game developer located in upstate Washington, has a flat organizational chart that allows talent to flow freely within the organization. One of the basic tenets at Valve is that ideas have tremendous value and these ideas should be explored by those who have a real interest. Employees at Valve are not limited by a reporting structure – they are  free to gravitate to the projects where they can make the greatest contribution. Projects are never assigned, as employees determine how they dedicate their time.

Work Swarming & Talent Utilization
Work swarming, similar to the talent utilization process operating at Valve, has been discussed previously by Gartner. Swarming, a type of spontaneous teaming borrowed from nature, emphasizes an organic flow of energy to a particular task. You’ll find examples of work swarming operating in various workplace cultures — for example, in hospital emergency rooms. Swarming allows needed resources to focus upon a task of real importance or potential value.

Work swarming has the potential to encourage creativity and innovation. However, there is hesitancy giving up the security of prescribed levels and roles within a traditional organizational hierarchy. Common sense tells us that Valve’s way of doing things won’t work for all organizations. But, we could adapt the process so that it can be applied. Yes, organizations may need some aspects of a hierarchy, and yes, many would reap benefits from the implementation of “work swarming.”

A Hybrid Structure
Job descriptions and reporting relationships within organizations prescribe specific activities and relationships. But in creative environments it may be advantageous for employees to function outside the realm of their “day-to-day” routine. Not unlike the 70-20-10 concept pioneered at Google, during this time new projects, ideas and trends could be explored. Employees would be allowed to “unhitch” from the organizational hierarchy and work flexibly for a percentage of their time. In this way, employees could contribute to worthy projects in which they have interest; new ideas are explored, and employee engagement might be enhanced.

This process would require a clearinghouse of information concerning trending ideas and projects — possibly through an internal crowd sourcing platform — in that way employees can make decisions concerning where to spend their time. If there is enough interest in a new project, a team is organized and employees can plug into the action and contribute. Not enough interest? The project dies before an inordinate amount of resources are devoted.

There are certainly logistics that would need to be addressed to modify an organizational form or structure. However, in the case of creativity and  innovation, changes to enhance these processes may prove to be a worthy endeavor.

Dr. Marla Gottschalk is a Workplace Psychologist and career coach located in East Lansing, Michigan. Connect with her on Twitter and Linkedin.

Your Physical Work Space Matters! A Deeper Look at “The Amandas”

Once in a while I have the opportunity to watch reality TV. There seems to be a series about every topic imaginable, from pitching a new product to remodeling your bathroom. To be expected, I am usually mesmerized by the shows which include a coach that whips a home or business into shape. Most of the coaches are of the “no-nonsense” variety. But,  I’m all for obliterating a bit of denial and the clutter that accompanies it.

The psychology of your workspace

Work spaces are an interesting topic to consider. I find they often reflect problems brewing on a deeper level. I’ve seen all sorts of work spaces – messy environments, dark conference rooms and those without a single picture or plaque on the walls. The environment always seems to say something:  I’m unsettled. I’m depressed. I’m not committed to being here. Does your space say – “Abandon hope, all ye who enter here?” – if so, some changes are in order.

Last week I happened upon a show called “The Amandas” (I am assuming a word play on the movie “Heathers” – although these girls are not nearly as scary). The real “Amanda” is a clutter and organizational maven of tremendous proportions. She’s tough, driven and really knows how to purge unwanted stuff and the attached emotional baggage. When her team is finished, the business or home is in perfect order and the benefits seems to go much further than the outward presentation. There is gratitude and relief – as the process of altering the physical space seems to allow the individuals to move forward and become more effective.

Why it matters

As much as we’d like to think that skills are the only factor contributing to becoming successful and serving customers, the fact remains that where we work contributes to how we work.

Here are just a few reasons to pay attention to the physical space where you work:

• You need to be effective – as form follows function: If you don’t have a workspace that functions properly you will probably be less productive. If you find yourself clearing off a space to work or your team has to stand during morning briefings (because you have no area that allows all of you to sit and gather) some changes are in order.
• Your surroundings can be a source of inspiration: Living and working in a well designed space can help ideas flow. Qualities such as color, lighting, sound, office configuration and furniture all come into play. If your office is so dark it depresses you, that’s a problem. If you have a set up with closed cubicles and collaboration is key, that’s a problem as well. You get the picture.
• You need to project a positive image for your customers: Your physical space is a reflection of how you see yourself as a business. The style, form and function of your space all contribute to your image. If you work in a creative industry (advertising, design, etc.) your workspace is even more important – as it is a reflection of what you can achieve for your customers.

It seems that becoming more effective can possibly start on the surface and trickle down to the other aspects of your work life. When you really think about it – sometimes rearranging the furniture is much more than it seems.

Dr. Marla Gottschalk is a Workplace Psychologist and coach located in East Lansing, Michigan. Connect with her on Twitter and Linkedin.

Problem Solving & Dr. House: Another Look at the Eureka Phenomenon

If you have ever watched the television series House, you’ll find that he solves every medical mystery at the most unusual moments. Without fail, his mind-blowing brilliance seems to kick in while sitting in the hospital cafeteria, talking to a team member or any other situation where he doesn’t appear to be focusing on the current problem. It’s always so curious and entertaining to watch. But we shouldn’t be all that surprised at why this happens – our brains work in curious ways.

Your brain revealed

In the classic essay, The Eureka Phenomena  (1971), Issac Asimov explores why these moments of inspiration occur when we least expect them.

“It is my belief, you see, that thinking is a double phenomenon like breathing.” – Asimov

Asimov’s theory is simple, posing the notion that thought includes both voluntary and involuntary components. Moreover, opportunities for both must be present to be highly effective. Essentially we can be thinking about one thing on the surface – but ruminating on another topic below – the involuntary part of the equation.

The Eureka Phenomena sheds an interesting light on how we can become more effective in the workplace when problem solving. As we all have experienced, if you think too long and too hard on one topic you often prove unsuccessful. Asimov would say that involuntary thought was not allowed to flourish and contributed to that failure. He recollects that when he was in the midst of a problem he could not solve, he “shuffled” off to the movies and that helped him work through his challenge. His essay also tells the story of Archimedes, and how a visit to the public baths helped him discover the concept of volume. Of course, you may find that walking your dog or baking does the trick – but the process is of no less importance. You must give your brain the “down time” it needs to succeed.

Office life and the opportunity for involuntary thought

There are millions of individuals who have the responsibility to process information concerning people, places and things in an effort to solve problems. Many attempt to accomplish this in an office environment. Of course, working in a traditional office has its merits – such as opportunities for collaboration – but obstacles to productivity abound. As discussed by Jason Fried in his classic TedX talk, aspects of office life such as interruptions, can prove to be huge offenders. During the course of a typical office work day, an individual may complete a multitude of activities and appear outwardly productive. However their brain power may not be maximized, as there are few opportunities to rest, reflect and digest.

The Eureka Phenomena applied

You must remember that while thought doesn’t require physical output, your brain is still hard at work. So while you may not feel tired, your brain may be exhausted. As studies have shown, allowing the brain time to rest is critical. In this way the brain recovers the fuel it needs, so that energy can be funneled to the involuntary mechanisms that promote deeper thought. If we can learn anything from Asimov’s essay, it is that the brain cannot be bullied into becoming effective – it must be nurtured.

The bottom line is that if your brain is doing a lot of the heavy lifting, be mindful to offer a bit of rest. Discover those activities which help your brain relax and build them into your day – and don’t feel guilty if you need to “shuffle off” to the movies.

Dr. Marla Gottschalk is a Workplace Psychologist and career coach located in East Lansing, Michigan. You can also find her on Twitter and Linkedin.

Necessity is the Mother of Invention: Some Unique Job Search Strategies

We are all on the hunt for great ideas to augment the job search process. One of the best methods to uncover some “tried and true” paths to land a job, is taking the time to read the job search stories detailed in other people’s blogs. Here are some unique ideas posed by other writers on WordPress – just in the last couple of weeks. (I have offered one of my own for good measure). Try one or all of these methods and let us know how things work out.

Join the Toastmasters

Job interviewing can be a challenge for many people  and almost everyone can develop a case of the jitters. Giselle General, President of her local Toastmasters club in Alberta, Canada says membership in the Toastmasters can offer you a needed edge during employment interviews and help build your career network. As she explains in CESA, perfecting your presentation skills in front of a group has great job search value.

• It teaches you timing. Toastmasters has a system laid out to help you learn the basics of public speaking: “The impromptu speaking sessions are timed, so in your short time to speak you learn how to make your response short, sweet, relevant and with impact.” She also points out this skill helps you to stand out in the crowd.  “Interviewers listen to dozens of responses all day long, therefore it’s important to make every second and every word count and not bore them to tears. If you’re memorable – you’re more likely to get the job.”

• You learn fear management. Interviewers are notorious for throwing people off their guard with tough questions. “The worst part in interviews is when you get that unexpected question and don’t know how to respond. In Toastmasters, you get this all the time so you learn your own style of managing the initial shock and coming up with a good response based on what you know.”  She goes on to explain that, “Every time people are anxious or blank out, they say a lot of  filler words (like um). Toastmasters helps you manage and reduce those with practice and awareness; we count them so you have a target to say less of these next time you speak.” (Find your local club  here.)

Reverse the Job Posting Process

Another interesting viewpoint comes from Helen Schranz, a barrister (attorney) and part-time teacher who found herself transplanted (and unemployed) in a foreign country. In her blog helosphy, she suggests reversing the traditional job search process to find the right job.

• Advertise yourself. “Put an ad in relevant journals, papers, post online, sell yourself, ” she explains. She adds that before you try this technique, it is important to envision the job that you would like. “Write out what it is you are good at and your best skills. Think of the hours you want to work and where you want to work, what quality of life you want and how you can support this while maintaining balance. Then put it out there.”

• Keep active and improve yourself. Of course focusing on your job search is key, but don’t neglect other areas of your life. “Never sit around doing nothing while waiting for responses. Learn new skills, meet friends, volunteer, work for free if needs be…Build a business plan, prepare for that 5k run, make time for friends and family. Engage in all the other things that will be beneficial in supporting your goal.”

Follow the Grant Money

If you find yourself living near or on a college campus – stay informed concerning grants that have been awarded to various academic departments.  These awards, which can be sizeable, often create job opportunities. If you happen to possess a needed background (for example you are well versed in Excel)  you may land a part-time position.

• Read the local papers and visit university websites. Grants won by universities are frequently an important news item and are covered in the local media. Be sure to note any discussion concerning hiring opportunities and when the work will actually begin.

• Contact the university employment office. Let them know you are interested in working in some capacity for a grant – they will help you and direct you to the right professors or staff.  Frequently there are jobs at varying levels and pay grades, so be sure to ask questions concerning the different opportunities which might exist.

• Talk to your professors. Are you taking a course that is particularly fascinating? Don’t forget that your instructors do more than teach courses. Inquire about the research or grants they are involved with -  and if there is the possibility of work.

Dr. Marla Gottschalk is a Workplace Psychologist and career coach located in East Lansing, Michigan. You can also find her on Twitter and Linkedin.

The Evolution of Work: Careers in Social Media

Last night I revisited a simply hilarious 2008 IBM commercial which illustrated the emergence of social media in the workplace. It featured a young employee dabbling on a social networking site at his desk (presumably Facebook).

When his manager enters, she inquires as to what the heck he is doing. He lets her know that he is exploring “social media” and that he has 800+ friends. He boldly adds that he can find “anyone”.  “Really?”, she says, and proceeds to rattle off directions for him to locate a group of international financial experts, with 10+ years of experience that speak Cantonese.  “By the way” she adds, “they need to hit the ground running by Monday.” His reply: “I don’t have any friends like that.”

Social media in the workplace

Ten years ago we would have never predicted the explosion of careers in social media. Where social media was once viewed as a diversion to the real work at hand, it has evolved into a key essential for many businesses. Organizations of all kinds have developed the belief that leveraging  social media is an organizational must. From small businesses to large organizations, the emerging value of the social media revolution is apparent.

The evolution of roles in social media has been a fantastic process to observe. Early roles concentrated on monitoring the “community” of users who interact with an organization or product. But these early roles have given way into an entire genre of social media jobs, seen as integral to the functioning of the organization.

Universities are reporting that recruiters are visiting campuses seeking candidates for these new roles. As discussed by, Scott Tsuchiyama, Community Manager at the University of Michigan Career Center, “We started noticing these sorts of dedicated social media positions crop up around 3 years ago…Most often, employers are looking for strong communication and research skills for these positions.” He goes on to explain that, “some organizations are creating positions devoted entirely to social media, many other organizations include social media responsibilities within more traditional roles in marketing, communications, public relations, and community relations departments”.

There is also growing recognition concerning the impact of social media on many related content areas. According to Linda Gross, Associate Director Career Services Network, at Michigan State, “…the reality is that social media has become so prevalent it is no longer a specialty area, but an expected competency associated with digital media. You will find employer competency and job function expectations for social media incorporated in public relations, organizational communications, advertising and marketing positions among others”.

Types of social media roles

Many types of social media roles have evolved. Here are a few of them:

• Community Manager -  An early iteration in the social media model, this type of role has the responsibility of interacting with customers and client bases.
• Social Media Designer – This group of individuals would be responsible for developing the visual, or “look and feel” components of an organization’s social media strategy. A background in the visual and graphic arts is a plus.
• Social Media Strategist – These roles clarify social media goals and outline the paths to accomplish them. This group of individuals would develop an entire social media strategy for an organization.
• Content Specialist - These roles concentrate on the content of the actual messages sent though social media channels such as company blogs ans Facebook pages. Individuals in these roles often have a journalism or PR background.
  
• Business Analytics -  This role entails using available analytics to monitor the social media presence of a product or organization. Working knowledge of various tools such as Google Analytics,  Radian 6, or YouTube Insight may be required.

How you get there and what you might find

At this point the field still appears to be quite open, as a well-defined, “set in stone” curriculum to land these jobs has not yet emerged. Programs at universities are beginning to emerge – but you’ll likely require another core skill set to pair with your interest in social media. A variety of disciplines can serve as a foundation for a role with a social media component. As described by Sean Nicholson, Director of Social Media, at InTouch Solutions, a Digital Agency in Kansas City, “You can start with a background in Computer Science, Communication, PR , Journalism or even Psychology. But the common thread is the desire and ability to connect and network with others through social media platforms.”

The importance of this mindset is shared by Chris Bowler, VP of Social Media at Razorfish, “Social media is essentially about relationship building and story telling. Those who succeed are likely to be highly creative or analytically driven.” Razorfish, for example, employs a large social media team of over 50 across the nation. The organization has developed various social media roles, at varying levels, ranging from social media coordinators (entry-level and likened to a community manager) to Social Media Directors (would oversee a team and advise clients). These  roles help clients paint a picture of their products and services utilizing social media and monitor message effectiveness.

Paths to social media roles

Just as roles in this realm have evolved, many with early careers in social media experienced a career evolution as well. Scott Bishop, Director of Social Media at Bozell, recalls his path, “I began with a degree in marketing in 2001.”, he explained. He found his early interest in social media was fanned by a desire to understand the psychology of  buying behavior  -  it was simple for him to see how this developing medium could apply. “Over time I became active in social media clubs, where we were all just figuring out the landscape.” He continued to sharpen his skills while networking with others in the space, which helped drive his  social media career journey forward. He finally committed to a full-time social media role in 2009.

Today, you need to assess whether your core skill set would meld with a social media role. Depending on these skills you may land in varying aspects of social media – such as content creation vs. analytics. For example, those with a journalism background would be most appropriate for content development. Those with a quantitative orientation would be most suited to social media analytics.  However, as Nicholson states, ” Being well-rounded can be a real advantage. A general background in business is quite helpful. Knowing how to connect social media to an overall business strategy is highly important.”

The world of social media seems to be changing daily – with this changing tide comes the evolution of a myriad of jobs in this arena. It is entirely possible that one of them is for you.

Note: If you are interested – you can observe an ongoing discussion of this list of social media roles discussed on Focus, by Jeremiah Owyang.

Another Note: Razorfish offers an internship program – you can get more information at http://www.razorfish.com/#/careers.

Dr. Marla Gottschalk is a Workplace Psychologist located in East Lansing, Michigan. You can also find her on Twitter and Linkedin.

Crowdsourcing for the Rest of Us

In today’s world, harnessing the power of social media has become a necessity. But, how does the average business leverage cutting-edge tools to improve their day-to-day operations? Answer: You borrow the strategies of the big hitters like InnoCentive and Proctor & Gamble, and adapt them to your needs. One example:crowdsourcing.

Check out this crowdsourcing infographic.

It’s all about listening

Crowdsourcing is all about opening the lines of communication and forming new connections. The concept may sound intimidating, but it is simply about listening respectfully and utilizing the information to move your business forward.  When implemented correctly, it can offer you information that can help business grow.

Your customers and crowdsourcing

Crowdsourcing can augment your overall customer communication strategy. The process can not only offer a needed layer of protection when tracking a developing product problem, it also has the ability to collect customer ideas for future improvements. Starbucks, Cadbury and Toyota are a few of the other companies gathering customer input, with links on their websites to gather ideas and feedback – a strategy that any business can implement.

Other social media platforms provide crowdsourcing opportunities. Consider posting a question on your company Facebook Page, include a poll on your blog concerning options for product updates, or post an informational video on Youtube (you’ll get comments). You can also utilize your Google+ Brand Page to hold a hang out with your customers and explore ideas relevant to your business plan. Whatever the topic you choose to explore – be sure to keep the “call to action” simple – and try not to overwhelm your customers in the process.

Get Creative

There are some truly fantastic examples of organizations connecting with their customers through crowdsourcing. Sweetgreen’s novel “New Years Resolution” campaign was not product oriented – but focused on developing a link with customers. By collecting resolutions through post-it notes at their physical store and though Twitter, customer relationships were started and strengthened. Utilize crowdsourcing to include your customers in your business story – whatever the topic.

Crowdsourcing within your organization

Crowdsourcing is not only about establishing a rapport with your customers, you can also open a new communication channel with your employees. It is possible to crowdsource just about anything within your organization, including ideas to solve inefficiencies within a department or a function. Have budget constraints? Want ideas on how to save money wisely? Pitch the question to your employees,  as they are the  experts concerning the day-to-day operations of your organization.

Does your organization routinely utilize teams to develop new ideas and solve problems? Social engagement platforms such as Jostle, offer opportunities to implement crowdsourcing within your day-to-day operations, by facilitating new connections and communicating current topics, issues and opportunities – essential elements for internal crowdsourcing.

Jostle, for example, provides opportunities to document team formation in response to ever-changing business needs. As explained by Brad Palmer developer of Jostle, “The idea is to connect people by encouraging the discovery of those within the organization. This facilitates cultural knowledge that can positively enhance effectiveness and extended teamwork.” As such, this information allows employees even somewhat removed from the work at hand to be a potential contributor or problem solver.

Before you shrug off the notion that crowdsourcing is inappropriate for your business, give the idea just one more thought. Implementing the process could offer you the needed edge to catapult your organization forward.

Dr. Marla Gottschalk is a Workplace Psychologist located in East Lansing, Michigan. Contact her practice at marlagottschalk@comcast.net.You can also find her on Twitter and Linkedin.

Too much information: Why I hate job interviews

I recently finished reading “Blink” by Malcolm Gladwell – a very interesting and clever book which poses the theory that we don’t need to process the whole story to actually grasp the “gestalt” of that story. Of course, the real skill lies in knowing what information to consider and what information to ignore. While reading, I couldn’t help but think of how this concept of making decisions on thinner “slices” of behavior or information could apply to workplace practices.
So – is less information better? Well, yes.

One case in the point: the employment interview

When you think of all the business practices we openly malign (yearly performance reviews for example) employment interviews have really escaped a fair share of deserved criticism. Why is this? One reason is that employment interviews have simply been a fact of work life – an accepted way of doing business. It seems that through the passage of time, when you consider the prospect of a new job, an interview is always the first thing you start to picture in your mind.

A living fossil in the world of business practices

Interviews have simply been around forever. Interestingly enough, I always thought the run of the mill interview did a pretty good job at doing what it was supposed to do – to evaluate a candidate for a job – until a class in selection systems in graduate school. There I learned the ugly truth. I learned that the validity of the standard interview as a selection device was quite low.

I was utterly shocked. While pondering what I had just learned, a classmate asked the obvious: “If the validity of the employment interview is so low, why do we still use them? The professor paused and then thoughtfully responded: “People by nature are hopelessly curious. The idea of making decisions about a candidate without speaking with them in person makes us feel uncomfortable, even at the cost of making our decisions less accurate.”

In other words, we just seem to want all of the extra information that can run us in the wrong direction. We resist evaluating a candidate based upon qualifications, tests and work history alone, even though those options may be a better bet. In this situation, it is not the amount of information, but the type of information that sways an interviewer to make a poor prediction.

There is a bright side

Researchers have investigated practices that help the employment interview do a better job. Of course, these practices attempt to keep decision makers on track and help them focus on the pieces of information that really matter. The practices are designed to limit the subjectivity of the interview process and idiosyncratic interviewer practices. You can read more about that here, if you wish.

You can use the time with a candidate wisely. Here are some key findings from past research, which you can apply in your organization to help avoid decision-making errors that come with too much information.

• Make sure you have the job description for the role finalized. Be sure it is accurate and up to date. Jobs will evolve and “reshape” over time. Be sure that all of the current tasks and responsibilities are captured.
• Utilize the job description to hammer out a set of meaningful questions. I would suggest a set of core questions about the job in question. Use “critical incidents” for the job as a basis for questions. These are behaviors that separate excellent employees from the pack.
• Pose the same questions to all the candidates. This allows a comparison of answers after all of the interviews are completed – a fascinating process.
• Use behaviorally anchored rating scales to evaluate core areas of skill or knowledge. This process helps make ratings concerning candidates more straight forward. Learn more about that here.
• Train interviewers to convey accurate (and realistic) information about the job and the organization. That way a candidate can decide if there is a real fit between person and job. If possible offer an RJP (Realistic Job Preview) before the interview begins.
• Have more than one interviewer evaluate a candidate. A panel works well if you have the manpower. More than one view of a candidate can begin an active discussion about a candidate’s qualifications for the job in question.
• Train interviewers to delay a decision until after the interview and all important candidate information is reviewed. A little time and reflection can go a long way – no “gut” feelings allowed.

Interviews aren’t going away – that’s a given. So let’s manage the “information overflow” with what we already know about improving them.

Dr. Marla Gottschalk is a Workplace Psychologist located in East Lansing, Michigan. Contact her practice at marlagottschalk@comcast.net. You can also find her on Twitter and Linkedin.

The Great Escape: Is It Really Time to Leave Your Job?

It’s a shock – the sheer number of individuals who are ready to leave their current jobs and venture into new territory.  A recent survey by Right Management, revealed that a staggering 84% of employees are ready to do so. Got to say – those kind of figures will really grab your attention. I am certainly listening. But, I am also wondering how many individuals have really examined the concerns with their current work lives.

Although other surveys reveal numbers that are a tad more moderate, (read about that here) the message is clear. There is currently quite a lot of pent-up demand for job shifting. The state of the economy – which has essentially curtailed free movement within the job market – is taking its toll on attitudes toward work. Job engagement is a real issue and other consequences cannot be far behind.

One point to consider, as discussed by the consulting firm Blessing-White, is that employees will stay for the work, but leave for their career. So taking a closer look at your current situation might be in order. What’s really bugging you at work? What would need to change to make you want to stay?

Sort out your thoughts

Before you decide to take the plunge and possibly look for a new role, ask yourself a few key questions to gain some perspective:

What is it about my current role that really bothers me?  Is it a supervisory problem, or is it problem with a specific co-worker? Not enough feedback or opportunities for development?  It’s amazing how you may not have a real conversation with yourself about the reasons you are unhappy. Make a list of the reasons that are contributing to your feelings, and rank order them in terms of importance. Label the top 2 or 3 as “deal breakers.” Take the “deal breakers” that you have identified and meet with your supervisor to discuss them. You may find a way to resolve the issues and love your job again.

Are there personal reasons that may be affecting my opinion? Stress in other areas of your life can spill over into your work life. In general, try not to make career decisions when other things in your life are in flux. If possible, let some time pass before you consider a drastic change. Work-related decisions that are made during times of great stress, are generally poor decisions.

What is the state of opportunity in my field? If the market in your line of work is still appears to be extremely tight – stay put and work on modifying your current role. Want to expand your horizons? Prepare for a “pivot” and arrange for an “in-house” mini internship within another department. This is a great way to acquire a new skill.  Know an inspiring coworker? Ask to make that person your mentor and move forward in that way, while staying put at your current organization.

It is true that being happy at work can greatly enhance your life – and change just may be  the only avenue to achieve this. However, examine the aspects of your work that you may be able to revise, before you take the leap.

Dr. Marla Gottschalk is a Workplace Psychologist located in East Lansing, Michigan. Work with her by writing to marlagottschalk@comcast,net. You can also find her on Twitter and Linkedin.