Posts Tagged ‘job loss’
I’m on the verge of quitting my job. My boss and I do not get along. If I quit, would I be eligible for unemployment insurance? I am tempted since the federal government just extended benefits for another 13 weeks. A smart move?
Dear Readers,
The prospect of collecting unemployment benefits is rarely a good reason to quit your job. In fact, it’s generally true that if you quit, you are not eligible for benefits. This safety net was designed to lend support to those who lose jobs through no fault of their own.
That said, most states have some exceptions for extenuating circumstances. In Wisconsin, for example, if you quit because your paychecks bounce or you have to relocate to a different market to keep your job, you may be eligible. In Connecticut, you may be entitled to benefits if you quit for “good cause,” which may include reasons like caring for a seriously ill child or spouse. Even so, you have to be available for full-time work.
Because unemployment is administered by each state and the rules change periodically, it is important to check with your state labor department to find out the latest requirements. Even if you do become eligible for collecting unemployment checks, either because you are downsized or quit for what is ruled “good cause,” you will be required to engage in a job hunt. Since you are unhappy in your current situation, why not get a head start?
Interviews Galore
My friend is applying for an executive position. She’s been interviewed more times and by more people than for any other job she’s ever held, and still there’s been no decision. What’s going on?
Dear Readers.
Now that the high unemployment rate has put employers in the driver’s seat, they are being more selective than ever. They also more cognizant of “the costs of making a wrong decision,” says John Challenger of Challenger, Gray & Christmas, the Chicago-based outplacement firm. Often it takes six to eight months to realize that a mistake was made, says Challenger, which means at least half a year’s salary can be wasted.
Consequently, employers, whether they are hiring executives or temporary employees, are beefing up their screening process, confirms Mike Steinmetz, vice president and general manager of Manpower Inc.’s Midwest division. “Some of the larger firms have been trying to reduce risk through multiple rounds [of interviews], getting multiple people involved,” he says. Rather than be interviewed simply by a prospective supervisor, for example, a candidate also may have to meet with the supervisor’s supervisor to make sure there is a consensus on the hiring decision.
The hiring process is also more likely to include “behavioral interviews” and other sorts of assessments, such as skill tests. Behavioral interviews incorporate sets of questions that “attempt to elicit a candidate’s behavior in concrete situations that parallel what might be found at the company,” Challenger says. When Steinmetz interviews candidates for managerial positions, for instance, he typically inquires about difficulties they encountered and how they dealt with them. “I don’t want all rosy stuff,” he says.
Steinmetz notes that “soft” skills, such as leadership, teambuilding, conflict resolution, and the ability to motivate employees who are not direct reports, are highly prized. The best way to prepare for an interview nowadays, adds Steinmetz, is to come with some specific examples that can illustrate any number of these traits. “If the illustration can answer two or three questions at once,” that’s great, he says. “I like it when I don’t talk very much.”
With so many layoffs, Steinmetz notes, many “A-players” have been downsized. Whether companies are hiring new employees or hiring back old ones, “they are trying to upgrade their staffs by identifying and adding the available A-players.”
Candidates do not have to be proficient in every single area. Screening also helps employers identify areas that need coaching or on-the-job training once you are hired. Most of all, you want your interviewer to view you in the following way: as someone who is reliable, trusthworthy, teamwork oriented, inquisitive, and always looking for a better way to do things. “I much prefer someone with those skills and mediocre technical skills than the other way around,” says Steinmetz. That’s because technical skills are more easily taught.
Dear Readers,
Are you lying awake at night worrying about your bank balance? Or the way your husband’s blood pressure rises in proportion to the number of layoffs in his company?
Obviously, you’re not alone. The “Stress in America” survey conducted last year by the American Psychological Association (APA) found that almost 50 percent of Americans are increasingly stressed about their ability to provide for their family’s basic needs. Money and the economy were the top two stressors for 80 percent of Americans. Thirty-four percent experience chronic work stress. And that was last year. One can assume the numbers have climbed since then.
Women apparently feel it more than men. Slightly more female than male respondents reported stress about money (83 percent vs. 78 percent), housing costs (66 percent vs. 58 percent), and job stability (57 percent vs. 55 percent).
This is not good for our health. With money worries on the rise, stress-related symptoms are showing up more frequently. Americans who reported feeling irritable or angry jumped to 60 percent, up 10 percent from a year ago. Fifty-two percent of respondents said they lie awake at night, up from 48 percent in 2007. Headaches are also on the rise. How are people coping?
One of the most common outlets is food. Almost half of respondents reported overeating, eating junk food or skipping meals. Almost one in five reported turning to alcohol and smoking for stress relief. Repeated over a prolonged period, these bad habits can lead to serious illness.
Exercise, talking to spouses, friends and co-workers and seeking professional advice are more productive ways to manage stress. Exercise does double duty, relaxing and toning you at the same time. Confiding in others is another way to find relief. They can offer sympathy, perspective and even some creative ways for dealing with your challenges. Often people will respond to your vulnerability by sharing something personal about themselves. That you can help others even while you are feeling low is another morale booster.
The APA found that 58 percent of respondents would feel uncomfortable seeking professional advice to help manage stress. That’s unfortunate. If you are severely stressed and you have a job with benefits, find out if mental health services are covered. For a small co-payment you can get valuable professional advice. Trained therapists can help you strategize about the things you can control and the things you can’t.
Smart employers know that during tough economic periods sometimes the entire staff needs a boost. This sort of institutional wisdom is honored each year by the APA, which hands out the “Psychologically Healthy Workplace Awards.” The winners typically excel in several of the following five categories: employee involvement; health and safety; employee growth and development; work-life balance; and employee recognition. A 2008 winner, Georgia-based accounting firm Porter Keadle Moore, for instance, advertises its atmosphere to potential recruits as “characterized by autonomy, freedom and flexibility.” The firm also offers “impromptu gatherings that provide much needed moments to relax and refresh as a group.”
Porter Keadle Moore even delivers organic fruit to its staff. It’s a small thing, but on a dark day, the sweetness of an orange or the brightness of a strawberry can lift spirits, if just for a few moments. Is it surprising that while 21 percent of workers at these award winners experience chronic work stress, their rate is significantly below the national average?
© CTW Features
Do you have questions about your job or the best way to handle a workplace challenge? Leslie Whitaker would like to hear from you. E-mail Leslie@ctwfeature.com and join the conversation at her Web site, www.lesliewhitaker.com.
