The Politics of the Workplace

The politics of the office romance

Written by Ji Hyun Lee on 22 October 2009

We spend 40-plus hours of week at work so it comes as no surprise that the office is the number one destination spot for singles looking to make a love connection. But most people are ambivalent about mixing business with pleasure and if the relationship sours, one or both of you could be in jeopardy of losing a good job. What’s a lovelorn employee to do?

“Office romance enhances something called ‘engagement’ which is the Holy Grail of an employee’s commitment to a company’s success,” says Stephanie Losee, co-author of the book, Office Mate: The Employee Handbook for Finding— and Managing— Romance on the Job. Losee and her writing partner Helaine Olen, have been married for 16 years to men they met at work. “We weren’t looking for love at work, but it just turned out that’s where we were meeting the men we ended up dating. Of course we had both heard the warnings about how God awful it’s supposed to be.”

According to an online poll conducted by the Society of Human Research Management (SHRM) and CareerJournal.com, a Web site of The Wall Street Journal, 40 percent of workers engaged in office romance and 42 percent of those ultimately got married.

So if you’re in a work environment in which there are many more attractive coworkers than you cacan count, is it truly okay to pursue love while hammering out the edits on the article due for that week’s deadline?

coworkers who get married, Michelle and Barack Obama romance, Brad Pitt and Angelina Jolie ,

Five reasons that romancing the coworker is a do

Brad Pitt met Angelina Jolie on the set of a movie and today they have six children together. Possibly the greatest example of romancing the coworker is that of Michelle and Barack Obama who met as associates at a corporate law firm. The story of their office romance began with Mrs. Obama’s one month long refusal to accept the romantic gestures of the future president over concern that a relationship would be deemed inappropriate— she was his advisor at the time. Thankfully, she caved in to the charms of Barack Obama and the rest they say is history.

“HR professionals who say they are firmly against all office romance are perhaps not divulging the degree to which they recognize its ubiquity and benefits to the company,” Losee points out.

Research from SHRM shows that while company HR verbally frown upon interoffice relationships, a 72 percent of companies do not have an existing written or verbal policy prohibiting romantic relationships between their workers.

It’s tragic to think what would have happened, or not happened, if Michelle and Barack Obama’s law firm had a “no love between coworkers” policy.

Still, if you’re considering a relationship with a colleague or are currently in one, here are some tips to keep in mind for a successful professional and personal relationship.

5. Coworkers involved in romance tend to work better and more efficiently together because they’re involved. They will often bring the work home and collaborate better in the workplace as a result of the time they spend together— there’s a 20 percent increase in productivity after a couple falls in love, Losee adds. “When both paychecks are coming from the same corporation, you can imagine the importance to the couple in helping that corporation succeed. Everybody wins,” she says.

4. Do understand that making your work a priority is a great way to make a positive impression on the coworker that has your attention. Use this as an excuse to collaborate, exchange ideas, and produce great work. You’ll not only have your love’s attention, you’ll have the adoration of your boss as well.

3. Do use the work environment to gauge a future mate’s character. If you’ve got a coworker who works hard, is open and honest with their opinions but not overly critical, you’ve got yourself a winner. Stay in close proximity with your coworker love interest and with any luck you’ll both rocket to the top together.

2. “Make sure your romance has a life outside the office and that you weren’t driven into each other’s arms because you are the battle-scarred victims of a rotten boss,” advises Losee. If you’re coming together purely for work reasons, there’s a strong possibility that the relationship will fizzle outside of the office. You’re probably spending too much time on work projects so make time to enjoy each other’s personal interests and hobbies outside of the office.

1. Do make your job and its duties your number one priority. As long as you can be realistic about your expectations of the relationship, you should be fine if it doesn’t work out. All good things do sometimes come to an end, but it doesn’t mean your responsibility as a worker ends too.

office romance, The Good Girl, Jennifer Aniston, jealous coworkers, flaunting office love

Five reasons that romancing the coworker is a don’t

You’ve read all the reasons to pursue love on the job but now it’s time to seriously think about the repercussions that this can have on your future with the company. While there’s no denying the joy of being in a romantic relationship with a colleague, there are some very obvious perils of mixing business with pleasure— for employees and employers alike.

Likewise David Letterman has gotten himself into a bind with his office romances. The best thing about these celebrity sex scandals is for you to learn what not to do.

“I have a pure generalization that I think people should try to live by at work— ‘no fishing off the company pier.’ I also had a manager who used to say, ‘don’t get your honey where you make your money,’” says Chris Rafter, senior human resources professional. “In my opinion people should soberly consider whether getting into a relationship is worth what may be at risk,” he says.

Here are some tips on things you should not do when it comes to office romance:

5. Don’t go chasing coworkers if your intention is just for a casual hook-up. People go to work to earn a living and people go to bars for a drink and a good time. Your job is not the place for pick-ups and quickie office flings. It hurts the integrity of the workplace and your reputation as a serious worker— not to mention that you could be putting yourself at risk for a sexual harassment suit if you play the field with too many coworkers.

4. “Don’t use company email, IM, or text. These technologies are not private,” Losee warns. So remind yourself and your sweetheart that while you are at work, you should not be using the company Internet to exchange romantic or sexually explicit emails.

competition between coworkers, publlic displays of affection, office romance

3. Try not to get involved in a relationship in which one partner is a boss and the other is a subordinate. According to the SHRM research, most workers discouraged this type of pairing— 80 percent of employers and 60 percent of employees agreed that this was off limits.

Definitely do not get involved if one or more of the interested parties are married and/or involved in a committed relationship. Hold tight and withhold from acting on your desires because the consequences of being found out could end with one or both of you having to leave your jobs.

2. “It’s called an office romance because you met at work, but that doesn’t mean you conduct your romance at the office,” says Losee. While sex on the job has the thrill of secrecy and intrigue as Hollywood would like to have you believe— you saw the sexual escapades of Jennifer Aniston and Jake Gyllenhall in the storage room of Retail Rodeo in the film The Good Girl— in reality, this kind of behavior is bound to land you and your partner in trouble with the coworkers and the bosses. Coworkers who publicly flaunt their love are prime targets for office gossip and this will inevitably filter back to the management, which is never a good thing.

Radiah K. Givens, a social media strategist met her husband on the job five years ago and says that the best thing that she did was to keep their relationship private. “Office romance can work… if one compartmentalizes the workplace and your private life,” she explains. “No one ever knew we were dating because we stayed away from each other during work hours. When we got married it was truly a jaw dropper because… we kept it on the down low for two years,” Givens says.

1. Don’t get jealous if one partner gets promoted over the other. Competition between lovers can cause a major rift in any relationship. Losee recommends reminding yourself that you started the relationship as office buddies. “If your best friend got a promotion, how would you behave? Would you be petty, would you act jealous? No, you would be happy for your friend—genuinely happy.”

If tension continues to brew over the success of one partner, it’s likely that a long-term personal and professional relationship is not going to succeed for either of you. It doesn’t matter that your professional successes are measured by the same meter in the same company— couples who can’t be supportive of one another’s success is not a well-matched pair and should look elsewhere for fulfillment.

So do remember that office romance can and has worked for many couples. But also remember that there is a lot more at stake than just a broken heart. So before you start pursuing that attractive coworker with all the right words and ideas during meetings, do think it over and ask yourself, is this office love worth your job, if it came down to it?

___________________________________

For more articles on work-related issues, please check out:

The Politics Series: The Politics of Facebook Friending your Colleagues | The Politics of being a Woman on the Job: Why can’t we all just get along? | The Politics of Being Young on the Job: Managing the Kid Boss | The Politics of being cute on the job: Are you too Sexy for the Workplace? | The Politics of the bad boss | The Politics of Office Romance

The Lists: | Five Ways to Battle the Office Backstabber | Ten Signs that You Might be a Difficult Employee

Everything in between: Tips for managing the Millennial Generation | When You’re Smarter than the Boss | Knowing When to Speak Up and When Not to |Equal Work, Unequal Pay: What to do if You’re the Victim of Gender Discrimination

Do you need advice dealing with awful coworkers, bosses and other workplace issues? Find the author on Twitter @JiHyun42 or email, jihyunnyc@gmail.com, and tell her all about it. You could be featured in an upcoming article!

Tags: Bias & Discrimination, competitive coworkers, dating coworkers, employee-employer relationships, good-looking coworkers, human resources, office romance, sexual harrassment
Posted in The Politics Series | 12 Comments »

The politics of being young on the job: Managing the kid boss

Written by Ji Hyun Lee on 22 October 2009

It’s been said that with age comes responsibility so it comes as a surprise to some workers that many companies are hiring younger boss, Family and Work Institute, CareerBuilder.com, Gen X, Gen Y, Baby Boomers young workers to manage the older and more experienced ones. But in an economic downturn it makes sense that older workers get shed from company payroll to be replaced by younger workers with less experience and less onerous salary demands. And for some this isn’t always been a bad thing. A research conducted by The Family and Work Institute reflects a surprisingly positive opinion of younger bosses from their older subordinates. Majority of the older employees with younger employers believed that their young bosses were more

competent, and more responsive, and more supportive of their needs than managers of any other generation. Fifty-nine percent of Gen X and Baby Boomer employees believed that their young bosses were competent and capable, and an astounding 79 percent of Matures (aged 60 and over) believed that their young bosses were competent and capable in their positions.

“I appreciate the way she has come up to sit in that position. One thing I get to learn from her is to innovate. I get to know the latest way of looking at the world and the business, which we never did when I was of her age,” says Prashanth S, senior manager at CareerBuilder.com. “We were assertive then and very aggressive now. The current market needs aggression, which she infuses.”

Still this does not belie the fact that many of the older workers are not always enthused about having to report to a younger figure of authority. For many who are old enough to be the young boss’ parent, taking direction from a “kid” is a bitter pill to swallow. Research also indicates that Baby Boomers are typically the generation at most odds with the conflicting management styles of the Gen Y group.

With the ever-changing face of the workplace environment, some employees are finding it difficult to contend with the colliding ethics of the multi-generational work force.

Anything you can do, I can do better

Often times, an older employee facing a manager decades younger feels that they have more knowledge and expertise for the position. The young boss may feel threatened and feel his confidence diminish in the presence of an older subordinate.

“I had several younger bosses. I’m not inclined to repeat the experience,” says Deni Tavares, advisor at Cultivating Our Sisterhood International Association (COSIA), an organization dedicated to empowering women and youth. “It’s a case of ‘they don’t know what they don’t know’ which is a problem within any work environment,” she says.

Workplace conduct is largely dependent on one’s opinion of one another so a young boss, especially if it’s a first time in a management position may feel inclined to overcompensate and distrust any employee, young or old, who question his authority.

According to Rick Brenner, management consultant based in Cambridge, Mass, trouble can develop “if the boss feels it necessary to assert dominance over the capable older subordinate— the boss can feel threatened. This can lead the boss to behave in ways that are insulting to or demeaning for the subordinate,” he says.

Some examples of inexperienced young boss conduct may include refusing to be accountable for his mistakes, or blaming others for them, Brenner says.

And while there are particular issues at stake for a young boss managing an older staff, the bottom line is that anyone in a leadership role is bound to feel offended if people underneath him question his capacity to lead.

Trust is the best advice here. While the elder statesman may have all the answers, it’s important to realize that someone else might also have those answers but reach them in a new and different way. It could take a little longer but any employee, old or young, should trust and wait for the young manager to figure things out.

Th know-it-all who knows very little

“If a young boss comes into the job with the attitude that they know it all, they will undoubtedly run into problems,” says Mark Vance, chief marketing officer of Aquion Water Treatment Products. “I made my fair share of mistakes usually driven by inability, at the time, to see the value of input from others.

Usually, this type of young manager will be the one with least amount of management experience— perhaps it could be his first time in a management position. He may have an MBA from Harvard and have several years at a high profile company. As impressive as his credentials may be, if the new kid on the block doesn’t know how to convert past experiences with the current work climate, he is headed for disaster.

He will give orders, commandeer radical new ideas, and refuse to listen to anyone or let anyone else contribute. These are the typical signs of an overcompensating boss trying to do too much too fast. And this often translates to micromanagement of employees, which is never a good thing.

“Micromanagement destroys employee morale, increases staff turnover and negatively impacts work performance,” says Dana Dixon, a claims specialist at the Association for Child Development. Dixon, like many of her peers, doesn’t take issue with the age of a supervisor, but rather the management style of those in charge. “Practice coupled with management courses can produce a more effective…more successful, younger manager,” Dixon says.

Vance agrees that employees will give the young boss a fair chance at success if they are treated with respect and are acknowledged for their efforts. So give the kid a break and emphasize the strength that each side has to offer to the company. If differing generations can build on teamwork, soon inconsequential errors will be just that. Inconsequential.

Old enough but not good enough to lead

Resentment can also arise out of older workers reporting to highly competent and experienced young employers. This happens older workers, Donald Trump, Trump University, leadership position when the older worker is passed over for the same or similar position. Jealousy plays a large part in creating tension in a multi-generational workforce: Older workers often feel usurped by a younger, vibrant worker with a completely different set of skills and ethics.

“The younger boss is in itself a statement about the status of the older subordinate’s career. That statement can be difficult to accept,” says Brenner and this can lead to shame and loss of self-esteem for the older worker. “It is the expression of these hurts by the older subordinate that takes the form of difficulty in the relationship with the boss.”

To alleviate the tension, the one in the leadership position must make an effort to bring the team together under the same umbrella. Older workers in turn need to appreciate and value the contributions of the manager so that the young leader can show a similar deference to the subordinate.

“It can be tough to take orders from somebody younger than you are. And it can be hard to give direction to somebody older than you are. But good managers and good employees find a way to make it work,” writes Donald Trump, CEO of the Trump organization, in his blog. “Just like younger workers can bring fresh ideas and new techniques, older workers bring incredible insight and knowledge,” he says

Tips for building trust

For any employee, the key to good workplace relationship is trust. To accomplish a mutually beneficial relationship, here are some suggestions for workplace harmony for all generations.
Start by listening to what the other is saying. Listening is sometimes just as important as doing, and people who are doing the talking will greatly appreciate you for it.

Acknowledge the accomplishments of your boss. It may be a simple, “good idea” or “the meeting went well” but letting someone know that they’ve done a good job makes them view you with profound appreciation which is likely to be reciprocated.

Ask for help when you don’t know how to handle a situation. There is nothing more flattering than being asked for someone’s advice.

Recognize and respect your differences in age. Even if your young boss has a style of dress and speech that is less deferential than yours, respect it and appreciate it— differences are what make new ideas happen. The manager with a penchant for indie-rock can just as well respect you for your immense love of the Beatles.

Speak up if something is bothering you. Trust is best built on open communication so if there is an idea that you want to share, don’t be shy. Even if it’s not always received and implemented, a boss of any age will appreciate the initiative you take in helping the company grow its bottom line.

Learn from each other because as much as you have the years on your young boss, he or she will likely have some new ways to resolving an issue. When you look around, the workplace is filled with learning opportunity from every colleague, boss and CEO. And who can’t do with a little more education?

For more articles from Ji Hyun Lee, please check out:

The Politics Series: The Politics of Facebook Friending your Colleagues | The Politics of being a Woman on the Job: Why can’t we all just get along? | The Politics of Being Young on the Job: Managing the Kid Boss | The Politics of being cute on the job: Are you too Sexy for the Workplace? | The Politics of the bad boss | The Politics of Office Romance

The Lists: | Five Ways to Battle the Office Backstabber | Ten Signs that You Might be a Difficult Employee

Everything in between: Tips for managing the Millennial Generation | When You’re Smarter than the Boss | Knowing When to Speak Up and When Not to |Equal Work, Unequal Pay: What to do if You’re the Victim of Gender Discrimination

Do you need advice dealing with awful coworkers, bosses and other workplace issues? Find the author on Twitter @JiHyun42 or email, jihyunnyc@gmail.com, and tell her all about it. You could be featured in an upcoming article!

Tags: conflicting personalities, employee-employer relationships, Gen X, human resources, Millennial Generation
Posted in Bosses, Employee Relations, My Generation, The Politics Series | 5 Comments »

Ten signs you might be a difficult employee

Written by Ji Hyun Lee on 21 October 2009

If you despise the company you work for, believe that your salary is a fraction of what you’re difficult employees, workplace bullies, climbing the corporate ladder, conflicting personaliities worth, or that you know better than your coworkers, boss and even the CEO, you might be considered a difficult employee.

While these traits describe many workers today, a little confidence and a bit of self-esteem when viewed in a competitive work environment can easily manifest itself into an over-abundance of self-worth. Coworkers and managers can recognize this and label someone difficult. If the work atmosphere is devoid of strong management, trouble is likely to ensue for the targeted ‘difficult’ employee.

“People do like to talk about difficult employees but I think that both concepts implicitly put 100 percent of the responsibility on the identified person. Rarely is this the case,” says Rick Brenner, a principal at Chaco Canyon Consulting, an organizational management company specializing in workplace conflicts. “Usually, both parties to a relationship contribute something to the problems. So I like to think about ‘difficult’ relationships.”

Unfortunately, an employee’s likability factor rarely has anything to do with popularity, skill-set and intelligence. Sometimes, it’s just a matter of being in the right place, at right time, with the right people. Not all employees are created equal and because the work environment is a land mine of conflicting personalities, ask yourself if you could be the problem.

Here are some signs to recognize in order to avoid getting labeled a difficult employee.

10. Everyone in the office knows of all your personal problems
There is something to be said for sharing yourself but when you’re sharing the drama of your personal life to your colleagues, it’s a huge distraction for workers looking to meet a deadline. No one is interested in your latest love prospect or your quarrels with a family member. The office is where you work, not where you live so it’s best to keep your dirty laundry at home where it belongs.

9. You don’t accept feedback from anyone
Not only is this a sign of a difficult employee, it’s a sign of a difficult person. “Such people have little capacity to learn and to improve upon their weaknesses,” says Mark Birch, vice president of marketing at WingSpread, a technology solutions provider. It is also the one trait that is least tolerated in the workplace.

The inability to accept criticism and suggestions from others is also hardest on the boss managing the independent-minded solo staffer. In all likelihood, you will end up getting terminated if you don’t learn to take in what people are saying.

8. Getting additional assignments puts you in a bad mood
No one likes to be burdened with more work but your reaction plays a huge part in whether you’re a valued member of your organization or someone they deem a dispensable employee. Especially in a down economy where unemployment is at an all time high, managers often determine an employee’s worth by evaluating his/her work ethic. If you’re always open to additional responsibility, the company automatically sees the value of your employment.

If you refuse additional work, or grumble about it at every turn, you’ll be perceived as someone who is not a team player and doesn’t carry his/her weight and this will put you in a very bad light with your bosses and coworkers.

7. You complain to HR about your workload, coworkers and bosses
No one likes a complainer, especially one who complains about the job, coworkers and the bosses. Human Resources departments rarely intervene in office politics so if you have problems with your coworkers or bosses, it’s advised to deal with it one-on-one with the individuals involved in your issues.

It’s also very important to remember that there is always a chain of command in the workplace so going straight to HR, instead of your direct supervisor can also ruffle some feathers, which is not going to help you resolve conflicts any faster.

6. It’s always about you
If you’re always asking a coworker to take over on projects, fill-in for you on days when you take a personal day, it’s a clear sign that you’re unreliable. Again, an employee who only watches his/her own back and disregards others in the office is someone that is easily dispensable by the company.
The “Me” employee sometimes can also share similar characteristic of those referenced in point 10— someone who likes to share him/herself a bit too much with others in ways that’s annoying.

5. You don’t hold yourself accountable
“A symptom of this can be seen in people that pass the buck, or blame others for failures,” says Birch. Very few people are capable of owning up to their mistakes, but those who are capable of it are the ones who end up in leadership positions.

Those who blame others, or jump in to take credit for someone else’s accomplishments, usually end up on the bottom of the company hierarchy. These types of employees are also workplace backstabbers who watch from a distance ready to shame and blame others in attempt to create job sabotage.

4. You don’t believe in the company’s mission
You don’t have to like cosmetics or even wear it to work for Revlon cosmetics but if you’re constantly heard in the office making snarky comments about your company, its products and services, it can be damaging to office morale.

Being critical of your company also destroys the spirit of teamwork and it creates a barrier with your coworkers who are apt to distrust your judgment in projects. No matter what your company stands for, if you choose to separate yourself from your employers, your employers will want to separate from you as well.

3. You’re a know-it-all who upstages your boss and everyone else
There’s something to be said for contributing good ideas to the company but when you make it a daily mission to push your ideas on colleagues while denigrating the efforts of others, you are setting yourself up to be targeted for harsh criticism and gossip. Especially if you undermine the efforts of your managers, chances are you won’t last very long in your job.

“How the employee interacts with junior employees, same level employees, supervisors and upper level management creates an interesting situation,” says David Gabor, an employment attorney at Gabor and Gabor. “I think that the difficult employee is the one who steadfastly refuses to recognize the need to be able to work with all four groups in an effective, professional and responsible manner.”

2. You will do anything to get to the top
If success is on your radar so strongly that ethical boundaries often get blurred in your quest to climb the corporate ladder, it’s a clear indicator that you are a nightmare employee. People who disregard others by spreading office gossip, stealing ideas, or by pointing fingers is an employee who creates an atmosphere of tension in the workplace.

Distrust and hostility in the work environment is highly contagious so be prepared for an untimely exit from the company if you happen to be a worker who has on occasion sabotaged others with your bad behavior.

1. Colleagues are afraid of you
If you’ve wondered why you haven’t been getting invited out for social events with your colleagues, if people avoid making eye contact with you, or get uncomfortable working with you on a project, it may be because you’re a workplace bully. There are many mitigating factors why coworkers and even your bosses don’t want you on their team but if you recognize people moving away from you instead of towards you, there is a communication barrier around you that needs to be addressed.

No one likes a bully and if you’re one of those people who have been labeled, “aggressive” and “pushy,” you need to soften up and re-brand yourself to be more approachable.

For more articles from Ji Hyun Lee, please check out:

The Politics Series: The Politics of Facebook Friending your Colleagues | The Politics of being a Woman on the Job: Why can’t we all just get along? | The Politics of Being Young on the Job: Managing the Kid Boss | The Politics of being Cute on the Job: Are you too Sexy for the Workplace? | The Politics of the bad boss | The Politics of Office Romance

The Lists: Five Ways to Battle the Office Backstabber | Ten Signs that You Might be a Difficult Employee

Everything in between: Tips for managing the Millennial Generation | When You’re Smarter than the Boss | Knowing When to Speak Up and When Not to |Equal Work, Unequal Pay: What to do if You’re the Victim of Gender Discrimination

Do you need advice dealing with awful coworkers, bosses and other workplace issues? Find the author on Twitter @JiHyun42 or email, jihyunnyc@gmail.com, and tell her all about it. You could be featured in an upcoming article!

Tags: bullying coworkers, conflicting personalities, difficult employees, human resources, office politics
Posted in Employee Relations, Lists | 12 Comments »

Tips for Managing the Millennial Generation

Written by Ji Hyun Lee on 20 October 2009

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A hiring manager tells the story of a college graduate who interviewed for an entry-level position at her small b-to-b publication. During the interview the candidate asked for a starting salary of $85,000— that is $50,000 above what the company had budgeted for the position. More and more, HR professionals are coming face to face with a generation of gifted individuals with an over-abundant amount of self-worth and a propensity for voicing their opinions. They’re tech-savvy— many of them will have already built their own Web sites and have a personal media kit on Facebook and Twitter accessible via cell phones. They are impatient but always eager to learn and quick to do so. They are the Millennials, or Generation Y, and in another three years the work force will be flooded with 31 million of them.

“This is the generation that has lived a protected life. They were raised by work-obsessed parents who gave them everything to make up for the time away,” says Roberta Matuson president and founder of Human Resource Solutions, a management consulting firm based in Massachusetts. “They question the status quo… and expect to make an impact on day one.”

It is when companies are forced to contend with the young worker’s impatience to get ahead that often causes friction. “They seem to feel entitled to a raise and promotion in a week, that corner office in six. They want things now, now, now,” agrees Dr. Carolyn Martin, co-author of Managing the Generation Mix (HRD Press 2002) and a keynote speaker with RainmakerThinking, an organization that conducts research and training on the intergenerational work force. This is the number one complaint she receives from her clients and for many of these baby boomer managers, the generation gap in attitude and work ethics can be frustrating.

These high maintenance Millennials, like their predecessors Generation X, are great multi-taskers but with 10 times the speed of their older siblings. Born in an era of cyberspace, blogospheres and music downloads, they come into the work force with technological knowledge that didn’t exist even when Gen Xers were entering the work force. “This generation understands that there is no need to stay up all night to make an overseas phone call. They can simply text message the person with the information they need and continue the conversation the next day on their own time,” Matuson says.

Armed with a hunger for new challenges and innovative ideas on fast-forward, this new crop is a force to be reckoned with. Unfortunately, most businesses are not utilizing their young employees to their fullest potential. “Companies have yet to recognize that they need to take the time to figure out where these people are coming from,” says Matuson. “They want them to be like they were, which isn’t going to happen anytime soon. Someone’s got to adjust and it certainly isn’t going to be the people from this generation.” With Millennials expected to outnumber Gen Xers by 2010 and over one million baby boomers steadily leaving the work force year after year, companies are going to have to re-think their strategy or else “there just won’t be anyone around to get the work done,” she points out.

Understanding Who they Are
It’s a much different time than that of when the baby boomer generation went to work. Millennials grew up in an unstable world: There was terrorism, white-collar crimes, and an unsteady market. As a result, their attitude is reflective of the short-term goal as opposed to the long-term ones. It also explains their resistance to “pay their dues” when they witnessed first-hand how Gen Xers suffered in the technology boom and crash of the 90s. They do not see the point in working five years for a company to get ahead simply because there is no guarantee that the company will even be around that long.

“It’s a world in which there is rapid change… Seniority is not priority anymore,” says Martin. It’s why the new work force is viewing their careers with the attitude— “I’ve gotta take care of myself.” Millennials are entering the work force when there is a large generational shift in value and work ethics. “The older generation just blame Gen Yers when actually, they are just being sensible,” Martin says.

According to the feedback that RainmakerThinking received from one Millennial, their idea of job security means, “I’ll learn all I can here and as soon as opportunities to keep learning here disappear, I’ll look for a better position. Of course, I’ll negotiate the best deals for my expanded skills, experiences and knowledge.”

Because their doting baby boomer parents raised them to believe that education is the road to success, the Millennial generation also values learning and training opportunities in their career development.

“These kids are learning how to do things faster, smarter and better… They have the potential to be the most productive work force in history,” says Martin. And the Millennials know their value. This gives them the easy ability to job hop and another reason that has employers so shaken up.

Tips for Managing the Unmanageables
Once companies start to see where and how the Millennial group get their perspective, it becomes easier to manage them with all their “I’m so worth it” attitudes. The best advice for a mutually beneficial working relationship is to provide good management that consistently adheres to company policy. “We have to be very clear about what our expectations are,” advises Martin, though in return, you should ask your employee what they are expecting to gain. Janis Rosheuvel, a Millennial employee at a nonprofit organization echoes that sentiment. “I think a lot of managers think they do not have to engage in a dialogue with you about what you want out of the job,” she says and that it’s frustrating when companies forget that “the employee-employer relationship is a two-way street.”

In the event of poor performance, Martin says it’s absolutely crucial to hold young employees accountable, an area that she says many managers struggle with. Similarly, company managers need to also make it clear what the assignments are, where Millennials can have more freedom to be creative, and where they should follow strict guidelines.

Here are some additional tips that Martin’s RainmakerThinking offers to companies:

Mentoring them, as opposed to managing them, is another way to approach the Millennial work force. They do not take well simply to “orders” and resent being treated like an intern with busywork handed down to them with no explanation as to its purpose. The best way to bring out the best in these workers is to teach them about the company and the big and little things that can help bring about the most productive results. Rosheuvel’s idea of a great manager would be one that is direct, honest, capable and accountable. “She or he would also be a mentor and guide through the field,” she says.

Listening is also another key attribute for a manager facing a crop of young employees. Millennials are full of ideas and they want to feel like they matter. Though they are independent-thinkers, they love working in teams so allowing them to contribute to the efforts of the organization increases the feeling that they are becoming an important part of the company. The trick here is to make them feel valued, not dismissed.

Giving consistent feedback is also an important way to establish a good rapport with Milllennials. If you can hold them accountable for mistakes, you should also praise them accordingly. Of course that does not mean managers should transition into coddling parents but remember that this is the “now” generation and they are looking at you to guide them so if the performance is exceptional, let them know right away. It is a tremendous boon to managers to recognize the needs of Millennials so that they can be efficiently trained to meet the needs of the company.

Recruiting and Retaining Young Candidates
A big challenge for companies is luring this generation of workers and then retaining them.

“In a small business world, the opportunity for immediate impact is very attractive,” says Martin. “In contrast to a corporation, there is greater visibility… [Millennials] can be working side-by-side with the president of the company, rubbing elbows with the decision-makers.” The intimacy available in a small company with much fewer employees could potentially turn out to be a very satisfying arrangement for the group with entrepreneurial instincts. The Millennial Generation wants to make a meaningful contribution and the opportunities for this is greater in the small-sized company.

They are also the most socially conscious group and many opt to pursue non-profit humanitarian organizations as opposed to the usual lure of large, profit-making corporations. To help in the recruitment, make your company mission clear and emphasize all the ways that your business is serving its customers, its employees and if appropriate, contributing to society. You can also offer recent graduates an attractive benefits package—tuition reimbursement and a company-vested retirement plan— and a relaxed working environment also helps.

Ultimately, the successful working relationship between all generations is one where there is respect going both ways and a clear understanding of what is expected from all sides. Once established, perhaps the passing of the torch won’t be such a painful process after all

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Tags: Baby Boomers, conflicting personalities, Gen X, human resources, Millennial Generation
Posted in Employee Relations, My Generation | 9 Comments »

Equal work, unequal pay: What to do if you’re the victim of gender discrimination

Written by Ji Hyun Lee on 20 October 2009

Women have tougher battles when navigating the tricky waters of office politics but what happens when the politicking involves salary and promotion inequities with male workers? Morgan Stanley Allison Schieffelin sex discrimination EEOC

Allison Schieffelin was a convertible-bond sales representative at Morgan Stanley Dean Witter and Company. After more than a decade of employment, she shocked everyone when she filed a sex discrimination suit against the brokerage house, on behalf of herself and 100 other women employees. In a statement to the press, Schieffelin chronicled her version of events:

“I was so loyal to the firm that I bled Morgan Stanley blue… I had the respect of my peers and remained intensely dedicated to my clients… But in too many instances, women who were better educated, had better performance… more dedicated to their work… lost out in pay and promotion to their male counterparts… From the time I filed my charge with the EEOC, senior managers at the firm sought to denigrate my work, ostracize and humiliate me… They fired me without warning… after almost 15 years of service. Morgan Stanley destroyed my career and the retaliation that I endured has had the effect… of sending a loud message to women that if they complained, they too would be diminished from a somebody to a nobody…”

Instead of just suffering in silence or leaving her job feeling demeaned and defeated, Schieffelin decided to do something about it and it paid off—literally. She and the women received a settlement of $54 million in damages.

Schieffelin is not alone in her battle. Women workers are frequently passed over in salary and promotion considerations as compared to their male coworkers. According to the Equal Employment Opportunity Commission (EEOC), a federal agency that prohibits work-related discrimination, there were over 28,000 complaints of sex discrimination received in their offices in 2008. It’s a pattern of practice all too common in a society that ironically prides itself on equality.

By bringing her case to the attention of the public, Schieffelin has helped women come out from the shadows of suffering to protest illegal employment practices.

So what can you do if you feel victimized by disparate treatment on the job?

Keep a diary of events

employment attorney, morgan stanley, schieffelin, EEOC, diary “Your main focus in any diary is to reconstruct harmful events, workplace discrimination, oral promises of job security or statements to show you are being treated unfairly by a supervisor,” says Steven Sack, in his book, Getting Fired. Sack is an attorney specializing in employment matters.

For example, a supervisor will always ask a female employee fetch coffee while the male coworker gets invited to all the important meetings, or the male workers get special outings to events while the women employees are left out of the fun. If there are witnesses to the exchange, record his or her comments as well. Documenting any and all discriminatory acts can be your best defense against the abusive parties should you decide to file a suit.

Go to your HR office

Put in a complaint in writing to your human resources officer, protesting the biased action of your supervisors and your fear of retaliation for bringing it to their attention. The advantage of making this formal complaint is that the company will be very reluctant to fire you. Don’t forget to keep a record of H.R.’s response to your letter.

If, even after you make your feelings known, the acts of discrimination continue and perhaps even worsen, your employers may be acting out against you as a means of driving you out. It’s time to put the gloves on.

To quit or nor to quit, that is the question

“My advice is to avoid resigning wherever possible. This is because if you resign, you may be waiving a claim to unemployment and other severance benefits, including earned commissions. This is a trap that many employees fall into,” Sack warns.

The other advantage of sticking around, even in the worst of situations, is that you have time to arm gather any evidence should you decide to pursue legal action.

File away the post-its

Keep a careful record of any paperwork that has notes from a supervisor or a coworker praising your work and professional conduct. Keep any and all emails pertaining to the positive feedback you received about the client you pleased, the sales you made, and the problem you solved.

If you’re fired for any reason, you can counter false claims from a supervisor alleging poor work performance. How can the company deny the good job you did when the praise is there in black and white?

Recruit your fellow femmes

Getting together other women EEOC Civil Rights Act sex discrimination who have had similar experiences can be powerful allies to your cause. The more people you can get to corroborate with your claims, the better your chances have of winning your case for sex discrimination.

When faced with blatant forms of discrimination, women often feel powerless and trapped but it doesn’t have to be this way. Gathering evidence to support your claims can be the first step in rebuilding your self-esteem and confidence.

Take the ax to help your case

If the company still decides to fire you, even after you’ve made a complaint to H.R., take heart—they’ve just given you the weapon you need to assert your charges against them.

To add to your case of gender discrimination, you can now also include retaliatory discrimination to the mix. In Schieffelin’s case, her termination had a direct correlation with her filing a charge with the EEOC.

File a complaint with EEOC

It’s time to call the EEOC and let the wheels of justice do their thing. Founded in 1965, the EEOC (www.eeoc.gov) enforces the Title VII of the Civil Rights Act of 1964, which guarantees protection of persons of any race, religion, age, sex, or national origin.

“Employees are entitled to work in an environment free of sexual and gender discrimination. We take these complaints very seriously,” says Larry Pincus of the EEOC of New York. “What we do is investigate the companies and if we find a violation, we’ll conciliate on behalf of the charging party. If that fails, we’ll file a lawsuit. But the most important thing is that women mustn’t be afraid to come forward.”

There is no charge to file a complaint with the EEOC and all investigations and potential lawsuits are handled through a staff of attorneys specially trained in employment law. The plaintiff is not financially responsible for any of the costs of the investigation or its ensuing legal fees.

Don’t feel discouraged!

There is plenty you can do about sex discrimination: Remind yourself that Title VII of the Civil Rights Act is your best friend. If you’re diligent about doing the research and collecting the necessary evidence to support your claims, you may just end up with a settlement large enough to buy back your self-esteem.

Most importantly, however, the satisfaction you’ll experience knowing that you’ve stood up to the giants will leave you empowered. It’s a feeling that just can’t be measured in dollars.

*****

For more articles from Ji Hyun Lee, please check out:

The Politics Series: The Politics of Facebook Friending your Colleagues | The Politics of being a Woman on the Job: Why can’t we all just get along? | The Politics of Being Young on the Job: Managing the Kid Boss | The Politics of being Cute on the Job: Are you too Sexy for the Workplace? | The Politics of the bad boss | The Politics of Office Romance

The Lists: Five Ways to Battle the Office Backstabber | Ten Signs that You Might be a Difficult Employee

Everything in between: Tips for managing the Millennial Generation | When You’re Smarter than the Boss | Knowing When to Speak Up and When Not to |Equal Work, Unequal Pay: What to do if You’re the Victim of Gender Discrimination

Do you need advice dealing with awful coworkers, bosses and other workplace issues? Find the author on Twitter @JiHyun42 or email, jihyunnyc@gmail.com, and tell her all about it. You could be featured in an upcoming article!

Tags: Bias & Discrimination, EEOC, employment attorneys, equal pay act, human resources, suing for discrimination
Posted in Bias & Discrimination, Employee Relations | 11 Comments »

The politics of the office romance: Is it a do or a don’t?

Written by Ji Hyun Lee on 20 October 2009

office romance, stephanie losee, careerjournal, wall street journal, SHRM

We spend 40-plus hours of week at work so it comes as no surprise that the office is the number one destination spot for singles looking to make a love connection. But most people are ambivalent about mixing business with pleasure and if the relationship sours, one or both of you could be in jeopardy of losing a good job. What’s a lovelorn employee to do?

“Office romance enhances something called ‘engagement’ which is the Holy Grail of an employee’s commitment to a company’s success,” says Stephanie Losee, co-author of the book, Office Mate: The Employee Handbook for Finding— and Managing— Romance on the Job. Losee and her writing partner Helaine Olen, have been married for 16 years to men they met at work. “We weren’t looking for love at work, but it just turned out that’s where we were meeting the men we ended up dating. Of course we had both heard the warnings about how God awful it’s supposed to be.”

According to an online poll conducted by the Society of Human Research Management (SHRM) and CareerJournal.com, a Web site of The Wall Street Journal, 40 percent of workers engaged in office romance and 42 percent of those ultimately got married.

So if you’re in a work environment in which there are many more attractive coworkers than you cacan count, is it truly okay to pursue love while hammering out the edits on the article due for that week’s deadline?