Mac Prichard's Blog, page 8

The Great Resignation Has Arrived: Here’s How to Navigate it as an Employer

As we continue to ride the waves of the pandemic, 41% of workers globally are thinking about quitting their jobs. A poll from Monster reports that 95% of employees are at least contemplating a job change. “The Great Resignation” – a phrase coined by Anthony Klotz, an associate professor of management at Texas A&M – predicts that workers who stayed put during the uncertainty of COVID-19 are now considering jumping ship. 

Already, employers are witnessing a mass departure across industries and experience levels, especially in service and retail. A record 4 million people quit their jobs in April 2021, followed by 3.6 million in May, according to the Labor Department. At the same time in April, employers posted a record 9.3 million job openings in the United States. 

What Sparked The Great Resignation?

“The Great Resignation is propelled by three forces: the changing generation, the economic crisis, and the realization people have had that they can have a different social contract, spending more time with family when they work remote and skip the commute,” Shahar Erez, CEO of the freelance talent platform Stoke, told Fast Company.

A Rebounding Economy and Shifting Priorities

Many employees planning to quit before COVID-19 pressed pause on their resignations amid job market uncertainty. During the past year and a half, they had a chance to evaluate what matters to them and shift their work priorities.  It’s not surprising that as the job market recovers and employees regain confidence, they’re ready to take the leap. 

Burnout and a Desire for Better Work-Life Balance

While the pandemic ushered in newfound flexibility through remote work, a report from the National Bureau of Economic Research (NBER) showed that the average workday lengthened by 48 minutes. Employees are burnt out from the past 17 months of changing job responsibilities and collective trauma. They’re quitting to take care of themselves and to find a better work-life balance. 

A Return to the Office and Lack of Flexibility

As COVID-19 vaccination rates increase and restrictions loosen, some employers are calling employees back to the office. But employees have grown accustomed to remote work flexibility. Employees are ready for a reset on what work looks like – not a return to 2019 normal. As a result, employees are open to new opportunities that afford them the ability to work remotely. 

How to Weather The Great Resignation

“The truth is that no organization will emerge from The Great Resignation entirely unscathed,” Matthew Kosinski writes for Recruiter.com. “The factors driving this sea change aren’t all within your company’s control, but there are certain steps you can take to minimize the damage and set yourself up to outperform your competitors in this difficult job market.”

Proactively Retain Current Employees

Invest in your employees and show tangible concern for their well-being. Connect employees to your mission, vision, and values. Continue flexible remote work arrangements. Encourage employees to take vacations and mental health days. Offer programs and perks to reduce burnout. Check-in with working parents and caregivers on the support they need to stay with your organization.

Hire Independent Contractors to Lighten Workloads

More and more employees are exploring the flexibility of freelance careers. Creating a blended workforce of full-time employees and independent contractors is a great way to support your existing employees and potentially retain talent as independent contractors. Hiring independent contractors can help generate more flexibility and reduce employee burnout or stress.

Get Innovative Serving Your Employees

Employers often focus on innovating to meet customer needs, Naz Beheshti writes for Forbes. What would that look like if they served their employees in the same way? Sisense, a New York company, started offering employees “Coming Up for Air Days” days each quarter. Meanwhile, Cisco, a Silicon Valley-based company, developed a digital care platform called Wellthy that helps employees manage the logistics of their caregiving responsibilities.  

“The Great Resignation signifies that employees have emerged from the pandemic with new insight into what truly matters,” Beheshti writes. “Employers must do the same and move forward with a strategy that sees employee well-being and the quality of work as inextricably linked. We now know that companies who make employee well-being a priority are going to be the ones with a competitive edge and best able to attract and retain top talent.”

The post The Great Resignation Has Arrived: Here’s How to Navigate it as an Employer appeared first on Mac's List.

Fundraising for Social Justice: Em Bookstein’s Job Search Success Story

Everyone’s job search story is different, but each individual story can inspire and empower others who are on their own unique path. We love to hear how our readers have found rewarding careers in Portland, and we want to share these stories with you to inspire you in your job search and to help us all better understand the local job market! In this job search success story, Em Bookstein, the Development Coordinator at Next Up, shares how they took time to examine their strengths, and pivoted from software engineering to nonprofit fundraising and development.

What do you do for a career?

I feel excited and privileged to say that nonprofit fundraising and development is now my career. In my mid-twenties, I stumbled into software engineering as a career, and for five years, I enjoyed that work. I also got involved with Resource Generation as a volunteer and plugged into local social justice efforts. Over time, I found that all I wanted to do was organize my coworkers – namely, asking them to commit time and money to social justice movements – and to focus on organizing projects outside of work. I became more and more checked out at work, before quitting in 2019 to try and make a leap into full-time organizing. 

A little over a year ago, I came across a job post for a part-time Development Associate on Mac’s List, applied, and found that development work really suits me. I’ve since moved into a full-time position as the Development Coordinator at Next Up, and took a 9-month certificate program through Willamette Valley Development Officers to expand my skills. In my role, I sit at an intersection of development planning, grant writing, community organizing, data management, anti-racist learning and action, self-examination, and asking for money to support work led by Black, Indigenous, and people of color (BIPOC). I’ve appreciated every opportunity I’ve had to deepen my experience and knowledge, and see a long trajectory for myself in a role like this. As such, I now consider fundraising my career.

Who do you work for?

I work for Next Up, formerly known as the Bus Project. We work on making democracy more equitable and accessible, including winning policy victories that made Oregon the No. 1 easiest state to vote in, and shift power through youth leadership development and civic engagement. Our programs train young people ages 14-35 to be community organizers and activists, centering the needs and experiences of BIPOC. Next Up staff, board, and youth leaders are all under 35 years old.

How long did it take you to find this job? 

My active job search took me about two months total. But I didn’t start looking right away after quitting my tech job – a privilege afforded to me by how ridiculously overpaid many software engineers are – because I wasn’t sure what to look for and where to apply. For a few months, I mainly focused on volunteer work, such as raising money for the regional foundation Social Justice Fund NW, which funds grassroots community organizing led by the communities most impacted. I also took that time to think about what I could bring to the table at a future organization.

I think those reflections were actually what led me to fundraising at all – originally, my goal was to find a job as an organizer. But when I looked at the volunteer experience I had, and what I clearly gravitated towards, so much of it revolved around donor organizing through Resource Generation, and raising money for Social Justice Fund through organizing and building relationships. So I created two resumes and set up two job searches: one for work as an organizer, and one for work doing development. I found the Development Associate job post for Next Up on Mac’s List within a month of starting my search.

How did you find your job? 

I set up a couple of alerts on job websites like Idealist, Glassdoor, and LinkedIn. I was seeing a lot of posts for jobs in Seattle, and also a lot of posts for organizations I was not at all interested in. But I found Next Up’s Development Associate job post on Mac’s List. I don’t know how I got lucky enough to find Mac’s List at all – I had never heard of the platform before. And when I saw Next Up come up in search results, it immediately stood out to me. I realized I knew of the organization already, through someone on its board. I reached out to her to learn more, loved what I heard in terms of values alignment and mission, and excitedly applied.

What tool or tactic helped the most? 

Informational interviews are my favorite tactic during a job search. Every time I’ve had to search for work (and/or consider what the heck to even apply for), I’ve reached out to people whose work is interesting to me, ask them about their stories and how they came to do that work, and invite their advice on how I might follow in their footsteps. In this latest job search, I reached out to several people with organizing and fundraising roles, and asked if we could have coffee. A couple of these emails were cold emails, but others came as e-introductions from mutual connections. Those conversations not only gave me information about what these jobs were like and what skills they required, but also gave me some confidence. In one case, the conversation also led to some informal mentorship after I started at Next Up, which was so valuable to me.

What was the most difficult part of your job search?

The two biggest barriers were a lack of clarity about what to search for, and moments of low confidence about what I could bring to the table. Changing careers felt vulnerable: I felt unsure if I had the relevant skills and experience to actually contribute to work I felt passionate about. I also didn’t know for sure if I’d like what I found. I wondered if I’d made a mistake in trying to leave tech. I thought perhaps I was chasing an illusion, or that I’d over-estimated my potential or capabilities.

How did you overcome this challenge?

It meant a lot to me to have important people in my life cheering me on. I felt bolstered by the fact that they saw something in me. There were also the facts of my own experience to look to.  One nice thing about writing a resume is that it reminded me of all I’d already done, and forced me to think about my active role in contributing to many different projects over the years. I tend to underestimate myself, but writing about past experiences, I was reminded of what I have to offer.

What is the single best piece of advice you would offer other job-seekers?

Well, this comes with a heavy grain of salt, considering the privileged position I was in as someone who could take my time and be choosy in a job search. But I think I really benefited from doing some self-examination on what my strengths are. Even if I had trouble fully believing in them as strengths that somebody might hire me for, at least I knew what I’d bring to the table by looking at my actual experience doing those things. I’m somebody who feels most purposeful, energized, and happy when I’m clear on what I have to offer, whatever that looks like in practice. 

I didn’t know exactly what kind of role I wanted to play in the nonprofit sector, and I wasn’t sure I’d like what I found or that I’d be any good at it. Still, I did feel clear about the organizing and fundraising experiences I was bringing with me into the job search. Having those two separate resumes highlighting different parts of my experience let me pursue different options while feeling grounded in both possibilities. If you’re searching for a job but don’t know exactly what you’re looking for, I recommend creating those different avenues for yourself, highlighting your strengths in a variety of ways.

Why do you love your job? 

It may be cheesy, but I feel thankful to have found Next Up. I appreciate that I get to be in this environment where all of us are genuinely committed to the values of collective liberation, in which all our struggles and movements are interconnected, and where I get to learn so much from my coworkers and board about what that looks like in practice. We act on our values by building youth power centered around BIPOC, by integrating an intersectional understanding of justice, and by always seeking to unlearn and challenge the conditioning of white supremacy culture. These practices are a piece of what gets us closer to a world where Black, Indigenous, and people of color are truly free, where we are all free, and where we can be the most healed and whole versions of ourselves. 

So even though liberatory movement work is so much bigger than the limits of the nonprofit sector, I feel that my job at Next Up brings me closer into alignment with the deep, soul-level work I will do my whole life. On a day-to-day level, I also love my job because I get to do a lot of the things that bring me satisfaction: writing (grant proposals), talking to people (about what they care the most about), and developing plans and budgets (I adore a well-organized spreadsheet). Anytime I start to get bogged down about asking for money, I remember that it goes towards the young organizers and leaders within Next Up, who are changing the world.

The post Fundraising for Social Justice: Em Bookstein’s Job Search Success Story appeared first on Mac's List.

Fundraising for Social Justice: Emily Bookstein’s Job Search Success Story

Everyone’s job search story is different, but each individual story can inspire and empower others who are on their own unique path. We love to hear how our readers have found rewarding careers in Portland, and we want to share these stories with you to inspire you in your job search and to help us all better understand the local job market! In this job search success story, Emily Bookstein, the Development Coordinator at Next Up, shares how they took time to examine their strengths, and pivoted from software engineering to nonprofit fundraising and development.

What do you do for a career?

I feel excited and privileged to say that nonprofit fundraising and development is now my career. In my mid-twenties, I stumbled into software engineering as a career, and for five years, I enjoyed that work. I also got involved with Resource Generation as a volunteer and plugged into local social justice efforts. Over time, I found that all I wanted to do was organize my coworkers – namely, asking them to commit time and money to social justice movements – and to focus on organizing projects outside of work. I became more and more checked out at work, before quitting in 2019 to try and make a leap into full-time organizing. 

A little over a year ago, I came across a job post for a part-time Development Associate on Mac’s List, applied, and found that development work really suits me. I’ve since moved into a full-time position as the Development Coordinator at Next Up, and took a 9-month certificate program through Willamette Valley Development Officers to expand my skills. In my role, I sit at an intersection of development planning, grant writing, community organizing, data management, anti-racist learning and action, self-examination, and asking for money to support work led by Black, Indigenous, and people of color (BIPOC). I’ve appreciated every opportunity I’ve had to deepen my experience and knowledge, and see a long trajectory for myself in a role like this. As such, I now consider fundraising my career.

Who do you work for?

I work for Next Up, formerly known as the Bus Project. We work on making democracy more equitable and accessible, including winning policy victories that made Oregon the No. 1 easiest state to vote in, and shift power through youth leadership development and civic engagement. Our programs train young people ages 14-35 to be community organizers and activists, centering the needs and experiences of BIPOC. Next Up staff, board, and youth leaders are all under 35 years old.

How long did it take you to find this job? 

My active job search took me about two months total. But I didn’t start looking right away after quitting my tech job – a privilege afforded to me by how ridiculously overpaid many software engineers are – because I wasn’t sure what to look for and where to apply. For a few months, I mainly focused on volunteer work, such as raising money for the regional foundation Social Justice Fund NW, which funds grassroots community organizing led by the communities most impacted. I also took that time to think about what I could bring to the table at a future organization.

I think those reflections were actually what led me to fundraising at all – originally, my goal was to find a job as an organizer. But when I looked at the volunteer experience I had, and what I clearly gravitated towards, so much of it revolved around donor organizing through Resource Generation, and raising money for Social Justice Fund through organizing and building relationships. So I created two resumes and set up two job searches: one for work as an organizer, and one for work doing development. I found the Development Associate job post for Next Up on Mac’s List within a month of starting my search.

How did you find your job? 

I set up a couple of alerts on job websites like Idealist, Glassdoor, and LinkedIn. I was seeing a lot of posts for jobs in Seattle, and also a lot of posts for organizations I was not at all interested in. But I found Next Up’s Development Associate job post on Mac’s List. I don’t know how I got lucky enough to find Mac’s List at all – I had never heard of the platform before. And when I saw Next Up come up in search results, it immediately stood out to me. I realized I knew of the organization already, through someone on its board. I reached out to her to learn more, loved what I heard in terms of values alignment and mission, and excitedly applied.

What tool or tactic helped the most? 

Informational interviews are my favorite tactic during a job search. Every time I’ve had to search for work (and/or consider what the heck to even apply for), I’ve reached out to people whose work is interesting to me, ask them about their stories and how they came to do that work, and invite their advice on how I might follow in their footsteps. In this latest job search, I reached out to several people with organizing and fundraising roles, and asked if we could have coffee. A couple of these emails were cold emails, but others came as e-introductions from mutual connections. Those conversations not only gave me information about what these jobs were like and what skills they required, but also gave me some confidence. In one case, the conversation also led to some informal mentorship after I started at Next Up, which was so valuable to me.

What was the most difficult part of your job search?

The two biggest barriers were a lack of clarity about what to search for, and moments of low confidence about what I could bring to the table. Changing careers felt vulnerable: I felt unsure if I had the relevant skills and experience to actually contribute to work I felt passionate about. I also didn’t know for sure if I’d like what I found. I wondered if I’d made a mistake in trying to leave tech. I thought perhaps I was chasing an illusion, or that I’d over-estimated my potential or capabilities.

How did you overcome this challenge?

It meant a lot to me to have important people in my life cheering me on. I felt bolstered by the fact that they saw something in me. There were also the facts of my own experience to look to.  One nice thing about writing a resume is that it reminded me of all I’d already done, and forced me to think about my active role in contributing to many different projects over the years. I tend to underestimate myself, but writing about past experiences, I was reminded of what I have to offer.

What is the single best piece of advice you would offer other job-seekers?

Well, this comes with a heavy grain of salt, considering the privileged position I was in as someone who could take my time and be choosy in a job search. But I think I really benefited from doing some self-examination on what my strengths are. Even if I had trouble fully believing in them as strengths that somebody might hire me for, at least I knew what I’d bring to the table by looking at my actual experience doing those things. I’m somebody who feels most purposeful, energized, and happy when I’m clear on what I have to offer, whatever that looks like in practice. 

I didn’t know exactly what kind of role I wanted to play in the nonprofit sector, and I wasn’t sure I’d like what I found or that I’d be any good at it. Still, I did feel clear about the organizing and fundraising experiences I was bringing with me into the job search. Having those two separate resumes highlighting different parts of my experience let me pursue different options while feeling grounded in both possibilities. If you’re searching for a job but don’t know exactly what you’re looking for, I recommend creating those different avenues for yourself, highlighting your strengths in a variety of ways.

Why do you love your job? 

It may be cheesy, but I feel thankful to have found Next Up. I appreciate that I get to be in this environment where all of us are genuinely committed to the values of collective liberation, in which all our struggles and movements are interconnected, and where I get to learn so much from my coworkers and board about what that looks like in practice. We act on our values by building youth power centered around BIPOC, by integrating an intersectional understanding of justice, and by always seeking to unlearn and challenge the conditioning of white supremacy culture. These practices are a piece of what gets us closer to a world where Black, Indigenous, and people of color are truly free, where we are all free, and where we can be the most healed and whole versions of ourselves. 

So even though liberatory movement work is so much bigger than the limits of the nonprofit sector, I feel that my job at Next Up brings me closer into alignment with the deep, soul-level work I will do my whole life. On a day-to-day level, I also love my job because I get to do a lot of the things that bring me satisfaction: writing (grant proposals), talking to people (about what they care the most about), and developing plans and budgets (I adore a well-organized spreadsheet). Anytime I start to get bogged down about asking for money, I remember that it goes towards the young organizers and leaders within Next Up, who are changing the world.

About Emily

Emily (they/them) is a white queer person committed to supporting grassroots community organizing. As a Portland chapter leader of Resource Generation for five years, and as a past Giving Project participant (and now board member) with Social Justice Fund NW, they have developed organizing and fundraising skills rooted in social justice principles, dedication to redistributing wealth and power, and a belief in personal transformation through collective action. After a previous stint as a software engineer, Emily joined Next Up in early 2020.

The post Fundraising for Social Justice: Emily Bookstein’s Job Search Success Story appeared first on Mac's List.

How to Attract and Retain Talent in a Tight Labor Market

As the U.S. emerges from COVID-19, many employers are discussing how to attract talent during a labor shortage and how to avoid the “Great Resignation.” In this competitive labor market, it’s important to update your hiring and recruitment practices so that you don’t lose out on talented candidates. 

Right now, candidates are in the driver’s seat in the hiring process. To get more qualified candidates for your open job in this tight labor market, you need to rethink some of your old hiring policies. Here are four things you can do to attract more candidates, increase your talent pool, and make more great hires.

Create an Unforgettable Employer Brand

After having their lives upended by COVID-19, job seekers aren’t simply looking for a paycheck. They are paying particular attention to prospective employers’ culture and values and pursuing opportunities that resonate with their values, passions, and lifestyle needs. 

Smaller organizations may not be able to offer high salaries or endless perks, but they can make a strong case for why a candidate wants to work for them. Many professionals will go the extra mile, sometimes compromising on pay and perks, when they find an employer that’s an ideal culture fit. This creates an opportunity for your organization to differentiate itself from other employers in a competitive labor market.

Don’t be afraid to talk about what makes your organization stand out. Share how your company keeps up its culture, whether through an office setting or remotely. You may even want to make culture the primary focal point of your employer marketing. A job description rooted in your culture and values will help candidates imagine how they can make an impact in the role, and find a community within your team after an isolating year.

Simplify Your Application Process

Have a hiring process that aligns with your company culture. If you want someone to feel like they’ll be the right fit for your company, then start that off from the beginning.

Did you know that 60 percent of job seekers quit in the middle of filling out a job application because of its length or complexity? Don’t miss out on talented candidates because your application process is too complicated, especially when it’s already a tight labor market! Try to eliminate any unnecessary steps, such as online applications that require duplicating your resume or asking for references before you’ve even had a conversation.

You can broaden your talent pool by ditching degree requirements for professional positions that don’t truly require a formal college education. Unnecessary degree requirements can perpetuate hiring biases and often decrease the diversity of candidate pools. Make your job requirements more accessible and equitable.

While you want to ensure you find the right person, try to be thoughtful about how many steps are in your screening process. Narrow down the steps that will best correlate to a candidate’s success in the role and compensate a candidate for their time if you ask them to produce a work sample in the interview process. 

Make Interviews Approachable and Expedite Offers

It has been well established that interviews aren’t a good tool for objectively evaluating talent. As a result, organizations can risk hiring the best on-stage performer, rather than the person who is the best fit for the job. Try to make your interview process more approachable.

Some organizations have started sharing their interview questions in advance so that candidates can prepare to answer specific questions. This can help ease candidates’ nerves, showcase their preparation skills, and create more thoughtful conversations when candidates aren’t racking their brains for examples on the spot.

Once you’ve gone through the interview and screening process, try not to hold candidates in limbo. You have to move swiftly in a competitive labor market. It’s unnerving for candidates to wait for too long, and indecisiveness can damage your organization’s reputation with future candidates. 

Focus on Flexibility

Workplace flexibility was already a popular topic before COVID. A 2019 Glassdoor survey of over 5,000 adults in the U.S. and Europe detailed that 56 percent of respondents prioritize workplace culture over salary. Furthermore, 73 percent of workers said they would not apply to a company that didn’t share their values.

Now workers of all ages want the ability to work when and where they are most productive and engaged – especially after they’ve demonstrated their ability to work remotely for an extended period.

By 2024, mobile workers are expected to account for 60 percent of the U.S. workforce. One of the best ways to attract and retain talent is to offer flexible working accommodations, whether that’s a hybrid model (part remote, part in-office), flexible hours that accommodate childcare and other caregiving responsibilities, or total freedom to set their own schedules.

Along with flexibility, you can promote robust work-life balance through your PTO policies. Encourage employees to take vacations, offer paid holidays, and create other opportunities for self-care and time away to recharge. A great place to start this summer is updating your summertime policies.

The post How to Attract and Retain Talent in a Tight Labor Market appeared first on Mac's List.

The Power of Community: Mona Schwartz’s Job Search Success Story

Everyone’s job search story is different, but each individual story can inspire and empower others who are on their own unique path. We love to hear how our readers have found rewarding careers in Portland, and we want to share these stories with you to inspire you in your job search and to help us all better understand the local job market! In this job search success story, Mona Schwartz, the Policy Advisor for the Office of Commissioner Carmen Rubio, shares how she found her role by building a strong network and conducting informational interviews.

What do you do for a career?

I have worked in policy, campaigns, and nonprofits. I work in the social justice field more broadly and am committed to working in support of the community.

Who do you work for?

I currently work for Portland City Commissioner Carmen Rubio.

How did you find your job?

I met Commissioner Rubio through mutual friends in the community and interviewed for a position as her campaign manager and have been working for her since!

What resources did you use?

My network and community. Friends and colleagues have been the most helpful resource for finding new job opportunities as well as offering advice and mentorship throughout new jobs. 

What tool or tactic helped the most?

Having an open mind and being willing and excited to learn and try new things. And building a strong network around you!

What was the most difficult part of your job search?

Initially breaking into the Portland job market. I moved here from Montana in 2016 and only knew a few people in the city. 

How did you overcome this challenge?

Lots of informational interviews! I reached out to many folks my first year in Portland to sit down for coffee and learn about their work and how they got to their positions. I gained a lot of helpful advice and met some incredible people, many of whom I’m still in touch with or now work with. I was lucky to connect with some women who became strong mentors to me. I try to support other women trying to get into political work by opening doors that may not be visible without connections or experience.

What is the single best piece of advice you would offer other job-seekers?

Don’t be afraid to cold call or email people you’re inspired by! I was surprised by the number of people that got back to me and were excited to offer advice. And ask each person you meet with for a couple of recommendations of people to talk to. 

Why do you love your job?

I work with a fantastic team to better the lives of Portlanders on a daily basis. It’s challenging, rewarding, highly focused on problem-solving, and I’m constantly learning. 

About Mona

Mona has worked in Oregon politics and nonprofits for the last several years. She most recently worked as a campaign manager for Commissioner Rubio, Lynn Peterson (Metro Council President), and the Portland Children’s Levy renewal, along with working on communications for Governor Brown’s reelection campaign. Prior to that, Mona worked as a job coach at the Immigrant Refugee Community Organization, and spent several months in Peru volunteering with the Federacion Nacional de Mujeres Campesinas.

The post The Power of Community: Mona Schwartz’s Job Search Success Story appeared first on Mac's List.

Your Guide to the Top Career Podcasts of 2021

There are so many ways to build and grow your ideal work life, but sometimes it’s hard to find the time. Luckily, career podcasts offer a solution for professionals who want to hear new ideas.

In 2017, I created my inaugural Top Career Podcasts Guide: a single source for the best shows dedicated to helping professionals look for work and grow their careers. As time has gone on, I have continued to explore new podcasts to find the best shows that help people with job searching and career development. 

I hope this 2021 guide will introduce you to some fantastic new podcasts that will help you take the next steps in your career. You can follow the hashtag #CareerPodcast to see new shows and episodes as they come out in the coming months. 

To download a PDF copy of the guide, visit this post. If you would like to nominate a show for the 2022 guide, please email me at mac@macslist.org. 

Meet the Top Career Podcasts of 2021#SecureTheSeat

Hosted by: Minda Harts 

Hear stories of everyday women of color as they lean into a workforce that isn’t always invested in their success. How do they do it? Join Minda Harts as she helps you dig deep and learn how to “secure the seat.”

Website: mindaharts.comEpisode length: 30 minutesFrequency: IrregularYears in the guide: 13,2,1, iRelaunch

Hosted by: Carol Fishman Cohen 

Returning to work after months or years away can be brutal. Thanks to 3,2,1 iRelaunch, help is at hand. With great job-hunting advice and inspiration, the podcast will help you smooth the path back into employment. 

Website: irelaunch.comEpisode length: 30 minutes Frequency: Every week Years in the guide: 4 48 Days to the Work You Love

Hosted by: Dan Miller 

National career authority Dan Miller inspires listeners to earn a living doing what they love. Offering a wealth of creative thinking and empowerment, the podcast gives listeners a comprehensive plan to move from unemployment or job dissatisfaction into the career of their dreams. 

Website: 48days.comEpisode length: 45 minutes Frequency: Weekly Years in the guide: 4 Advice to My Younger Me 

Hosted by: Sara Holtz 

Host Sara Holtz and her guest experts serve as virtual mentors to younger women on how to craft successful, satisfying careers. Listen for engaging and inspiring conversations from those who have “been there, learned this.” 

Website: tomyyounger.meEpisode length: 20 minutes Frequency: Every other week Years in the guide: 3 All Things College and Career

Hosted by: Meg Gerry and Bobbie Ryan 

Learn before you leap with Meg Gerry and Bobbie Ryan’s podcast that gathers insights into colleges and careers from experts and professionals working in these fields. 

Website: atcandc.comEpisode length: 55 minutes Frequency: Irregular Years in the guide: 1Brown Ambition 

Hosted by: Mandi Woodruff and Tiffany Aliche 

Brown Ambition is a podcast about careers, success, relationships, and building wealth that is geared toward young listeners of color. Mandi Woodruff and Tiffany Aliche provide practical tips on personal finance and career management.

Website: brownambitionpodcast.comEpisode length: 60 minutes Frequency: Weekly Years in the guide: 4 Business, Life and Coffee

Hosted by: Joey Price 

Are you looking for an entrepreneur mentorship podcast? Each week, Joey Price interviews business leaders and entrepreneurs who share their success stories through meaningful advice, funny anecdotes, useful life hacks, and tricks of the trade. 

Website: jumpstart-hr.comEpisode length: 20 minutes Frequency: Weekly Years in the guide: 1Canadian Job Search Podcast

Hosted by: Connel Valentine and John Ribeiro 

Connel Valentine and John Ribeiro interview industry experts who provide you with tips and strategies to help you navigate the recruiting and interview process. 

Website: zero2hired.com Episode length: 35 minutes Frequency: Irregular Years in the guide: 2 Career Relaunch® 

Hosted by: Joseph Liu 

The Career Relaunch® podcast helps you navigate the ups and downs of a career transition. Each episode features insightful interviews with everyday people who have stepped off the beaten path in their careers to pursue more meaningful work.

Website: josephliu.coEpisode length: 40 minutes Frequency: Irregular Years in the guide: 4 Career Revisionist 

Hosted by: Dr. Grace Lee 

This podcast is about answering one question: How can you build a fulfilling career where it’s all about doing work you love and growing your income without sacrificing your values. 

Website: careerrevisionist.com Episode length: 30 minutes Frequency: Irregular Years in the guide: 1Career Warrior Podcast 

Hosted by: Chris Villanueva 

This show is designed to help you land your dream job and be the best professional you can be in your career. Hear motivational advice from industry leaders, resume experts, and job seekers to help guide you through your career. 

Website: letseatgrandma.comEpisode length: 30 minutes Frequency: Weekly Years in the guide: 2 CareerCloud Radio

Hosted by: Justin Dux 

Learn practical tips and tricks for your job hunt from host Justin Dux, who features guest resume writers, career experts, recruiters, and HR experts.

Website: careercloud.comEpisode length: 30 minutes Frequency: Irregular Years in the guide: 4 Careers & Ca$h Flow

Hosted by: Dalan Vanterpool 

This podcast helps professionals connect their career moves to their wealth goals. Dalan Vanterpool teaches you the skills needed to build a meaningful career that leads to more time, money, and freedom. 

Website: dalanvanterpool.comEpisode length: 20 minutes Frequency: Irregular Years in the guide: 2Careers by Jenn

Hosted by: Jenn Swanson 

With a mix of personal stories and interviews, Jenn explores how you can succeed in the workplace and job search through more effective communication. 

Website: careersbyjenn.comEpisode length: 30 minutes Frequency: Weekly Years in the guide: 4 Declassified College

Hosted by: Justin Nguyen 

Why is it that all the college advice for students comes from boring people who went to college 20 years ago? This show is about sharing college advice from real students and professionals—all in 15-minute episodes.

Website: getchogrindup.comEpisode length: 10 minutes Frequency: Several times a week Years in the guide: 1Discover Your Talent, Do What You Love

Hosted by: Don Hutcheson 

Don Hutcheson interviews individuals from every career category and profession as they share their real-world experiences and insights—what worked, what didn’t, and why—and any advice they can offer to jump-start your life and take your career to the next level. 

Website: discoveryourtalentpodcast.comEpisode length: 40 minutes Frequency: Several times a week Years in the guide: 4 Dr. Dawn on Careers 

Hosted by: Dr. Dawn Graham 

This weekly podcast provides the best career tips and advice from Dr. Dawn Graham and her guest experts. Whether you’re in a job search or want to know how to land a promotion or make more money in your work, Dr. Dawn has you covered! 

Website: drdawnoncareers.comEpisode length: 50 minutes Frequency: Weekly Years in the guide: 2 Esther the Career Coach Podcast

Hosted by: Esther Yvette 

Esther Yvette shares career advice to empower women of color with the tools and confidence needed to advance within their careers and make the money they’re worth.

Website: estherthecareercoach.comEpisode length: 25 minutes Frequency: Irregular Years in the guide: 2 Find Your Dream Job

Hosted by: Mac Prichard 

Every week, Mac Prichard talks to a career expert about how to get a great job and develop a purposeful career. Get job search tips and actionable advice to help you find work that matters. 

Website: macslist.orgEpisode length: 30 minutes Frequency: Weekly Years in the guide: 4 Finding Brave

Hosted by: Kathy Caprino 

Kathy Caprino helps listeners access the courage they need to honor their true passions, talents, and values in life and work, and leverage them for more success and happiness. 

Website: findingbrave.orgEpisode length: 35 minutes Frequency: Weekly Years in the guide: 3 Foote Notes

Hosted by: Andy Foote 

On this podcast, Andy Foote interviews intrinsically interesting people that he met on LinkedIn.

Website: linkedinsights.comEpisode length: 50 minutes Frequency: Irregular Years in the guide: 1Happen to Your Career

Hosted by: Scott Barlow 

Want to do work you love? This is the show that provides the inspiration, tools, and roadmaps to move from where you are to work that matters to you and uniquely fits your strengths and talents. 

Website: happentoyourcareer.com Episode length: 45 minutes Frequency: Weekly Years in the guide: 4 How I Got Hired Podcast

Hosted by: Sonal Bahl 

Sonal Bahl holds conversations with a range of people from different walks of life who have had extraordinary success in finding their dream jobs or reinventing their careers. 

Website: SuperChargeYourself.comEpisode length: 40 minutes Frequency: Weekly Years in the guide: 1How to Be Awesome at Your Job

Hosted by: Pete Mockaitis 

If your job requires substantial thinking and collaboration, this podcast will help you flourish at work. Each week, Pete Mockaitis interviews thought leaders and results-getters to discover specific, actionable insights that boost work performance.

Website: awesomeatyourjob.com Episode length: 45 minutes Frequency: Several times a week Years in the guide: 4 Jazzed About Work 

Hosted by: Beverly Jones 

Beverly hosts informal conversations with established professionals about everything it takes to create a resilient and rewarding career. Her guests go beyond the research and get personal as they talk about their interesting and often surprising professionals paths. 

Website: woub.orgEpisode length: 35 minutes Frequency: Every other week Years in the guide: 3 Ken Coleman Show 

Hosted by: Ken Coleman 

Join America’s Career Coach, Ken Coleman, as he delivers practical advice to help you discover the role you were born to play—and map out a plan to get there! Ken is here to help answer your questions about career, passion, and talent so you can maximize your potential. 

Website: kencoleman.comEpisode length: 45 minutes Frequency: Daily Years in the guide: 2 Life Skills That Matter

Hosted by: Stephen Warley 

Stephen Warley interviews people who figured out how to work for themselves and shares how they did it. He teaches practical life skills like self-awareness, curiosity, and energy management to help you design your unique business model.

Website: lifeskillsthatmatter.com Episode length: 40 minutes Frequency: Weekly Years in the guide: 2 Liz Career Coaching Podcast

Hosted by: Liz Herrera 

If you are launching your career or ready for your next career move, this podcast will empower you to pave your path and take the action steps to get you where you need to be. 

Website: lizcareercoaching.netEpisode length: 30 minutes Frequency: Every other week Years in the guide: 1Making a Living Podcast

Hosted by: Maggie Mistal 

Maggie Mistal helps you understand the elements of your ideal career, leverage the most effective job search tools, and craft a career strategy by laying out the short and long-term steps required to make your ideal career a reality. 

Website: maggiemistal.com Episode length: 35 minutes Frequency: Monthly Years in the guide: 4Meant for It

Hosted by: Polina Selyutin 

Alongside deep explorations into high-growth career paths and industries, this podcast reveals roads less traveled and careers that improve the world. If you are seeking inspiration, you can hear weekly conversations with those who have followed a calling or taken a career leap.

Episode length: 40 minutes Frequency: Irregular Years in the guide: 4 Negotiate Anything

Hosted by: Kwame Christian 

Discover how to make difficult conversations easier while getting more of what you want in the process. You’ll hear interviews from successful business professionals and thought leaders and discover how they use these skills to advance their businesses and careers. 

Website: americannegotiationinstitute.comEpisode length: 25 minutes Frequency: Several days a week Years in the guide: 3 No B.S. Job Search Advice Radio

Hosted by: Jeff Altman 

Another show by Jeff Altman, AKA, “The Big Game Hunter.” This show provides daily advice that will help you find work much more easily. After all, the skills needed to find a job are different than the skills needed to do a job. 

Website: blogtalkradio.com/thebiggamehunterEpisode length: 20 minutes Frequency: Daily Years in the guide: 4 Paychecks and Balances

Hosted by: Rich Jones 

Whether it’s getting out of debt or getting a new job, Rich Jones has you covered. Listen in for a down-to-earth and relatable approach to personal finance and career advice. Prepare to have some fun along the way!

Website: paychecksandbalances.comEpisode length: 45 minutes Frequency: Irregular Years in the guide: 4 Repurpose Your Career

Hosted by: Marc Miller 

This is a podcast for those of us in the second half of life. Marc Miller interviews career experts and provides proven strategies on how to repurpose your careers for the 21st century. 

Website: careerpivot.comEpisode length: 35 minutes Frequency: Weekly Years in the guide: 3 Resume Storyteller

Hosted by: Virginia Franco 

Virginia Franco brings you interviews with career industry experts and regular folks who tested the job search waters and succeeded. She’ll give you strategies to tell your career story. 

Website: virginiafrancoresumes.comEpisode length: 40 minutes Frequency: Irregular Years in the guide: 1Switch, Pivot or Quit

Hosted by: Ahyiana Angel 

This show is for women seeking encouragement, inspiration, and change in a life filled with demands. Ahyiana shares her tips and interviews seasoned professional women to provide listeners with actionable items for improving their personal and professional lives.

Website: switchpivotorquit.comEpisode length: 35 minutes Frequency: Weekly Years in the guide: 3 Tap In (part of the Living Corporate platform)

Hosted by: Tristan Layfield 

Tristan Layfield’s Tap In is a program on Living Corporate, a platform centering and amplifying Black and brown voices at work. He is a career coach and resume writer who approaches career development with clients by combining their own personal branding with their career field. 

Website: layfieldresume.comEpisode length: 5 minutes Frequency: Several times a week Years in the guide: 1The Broad Experience

Hosted by: Ashley Milne-Tyte 

Women face serious issues like sexual harassment and pay discrimination in today’s workplace. Ashley Milne-Tyte educates and empowers women to reject discrimination everywhere they work. The podcast features women of all ages and backgrounds. 

Website: thebroadexperience.comEpisode length: 30 minutes Frequency: Irregular Years in the guide: 4 The Career Builders Podcast 

Hosted by: Mike Bird and Lisa Plain 

Lisa Plain and Mike Bird host weekly conversations that build careers. The podcast is geared toward 20- and 30-somethings who take their careers (but not themselves) really, really seriously.

Website: careerbuilderspodcast.comEpisode length: 30 minutes Frequency: Weekly Years in the guide: 1The Career Clarity Show

Hosted by: Lisa Lewis Miller 

This podcast is dedicated to what makes a career fulfilling, how to craft a career path that can be as dynamic as the gig economy, and how you can get clarity and confidence about what you want (and where to find it)! 

Website: getcareerclarity.com Episode length: 40 minutes Frequency: Weekly Years in the guide: 1The Career Confidante

Hosted by: Marie Zimenoff 

Career and leadership development expert Marie Zimenoff shares the inside scoop on hiring trends, explaining how to earn a promotion and exploring what hiring managers are saying across various industries. 

Website: careerthoughtleaders.comEpisode length: 55 minutes Frequency: Weekly Years in the guide: 3The Dr. CK Bray Show

Hosted by: Dr. C.K. Bray 

Dr. CK Bray shares the latest research findings in the areas of business, personal excellence and achievement, resilience and thriving, career, learning, leadership, change, and health.

Website: adaptioninstitute.comEpisode length: 20 minutes Frequency: Weekly Years in the guide: 1The Exclusive Career Coach Podcast

Hosted by: Lesa Edwards 

This weekly podcast covers all things career management, including job search strategies, interviewing tips, networking tools, maximizing LinkedIn, salary negotiations, and managing your mindset around your career. 

Website: exclusivecareercoaching.comEpisode length: 20 minutes Frequency: Weekly Years in the guide: 3 The GenX Career Show

Hosted by: Kay Kirkman 

Kay Kirkman will help you navigate the unique career challenges that surface at midlife. Drawing from her personal experience and guest experts, Kay provides inspiration, motivation, and practical tips to help you find work that truly lights you up! 

Website: joyfuldreamlife.comEpisode length: 25 minutes Frequency: Weekly Years in the guide: 1The Meaning Movement

Hosted by: Dan Cumberland 

Through discussions with experts and people in the process of making career changes, Dan Cumberland takes apart the myths of a single path and overnight success and replaces it with tried and true strategies for the slow and steady pursuit of meaning in your life and work.

Website: themeaningmovement.comEpisode length: 40 minutes Frequency: Irregular Years in the guide: 3 The Power of Owning Your Career

Hosted by: Simone Morris 

Empowering, inspiring, motivating interviews with leaders who demonstrate ownership of their careers. Join Simone Morris as she explores career stories to leave you with actionable advice for your career. 

Website: simonemorris.comEpisode length: 30 minutes Frequency: Weekly Years in the guide: 1The Voice of Job Seekers

Hosted by: Mark Anthony Dyson 

This podcast is for unemployed, underemployed, and underappreciated job seekers who are looking for employment. Mark Anthony Dyson brings you relatable and relevant voices to help bring you modern job search tactics. 

Website: thevoiceofjobseekers.comEpisode length: 35 minutes Frequency: Irregular Years in the guide: 4 Work from the Inside Out

Hosted by: Tammy Gooler Loeb 

Tammy Gooler Loeb shares real-life stories of people who made their way to more meaningful, purposeful, and enjoyable paths in their work, second-act careers, or other activities.

Website: tammygoolerloeb.com Episode length: 50 minutes Frequency: Weekly Years in the guide: 2 Working on Purpose

Hosted by: Alise Cortez 

This show explores a wide array of topics that impact and shape the experience of being in today’s workforce, with the aim of creating meaningful work-life integration. 

Website: voiceamerica.comEpisode length: 50 minutes Frequency: Weekly Years in the guide: 3 Your Career

Hosted by: Jane Jackson 

Jane Jackson’s mission is to make career guidance and advice accessible to all who want support. Gain job search tips and listen to interviews with professionals and entrepreneurs who have made successful transitions into exciting new directions.

Website: janejacksoncoach.com Episode length: 25 minutes Frequency: Every other week Years in the guide: 4 

The post Your Guide to the Top Career Podcasts of 2021 appeared first on Mac's List.

The Future of Work is Hybrid: Here’s How to Ease the Transition

After more than a year of remote work, many employers are planning hybrid work models. Business leaders tout this combination of in-office and remote work as a safe and flexible way for teams to transition into post-COVID work life. It’s a setup that allows employees to collaborate and build relationships with their colleagues while maintaining a flexible schedule.

A Harvard Business School survey of 1,500 professionals who worked remotely during the pandemic found that 81 percent of respondents would prefer not to go back to the office at all or to have a hybrid schedule of working from home 2-3 days a week moving forward. While there’s no consensus between employers and employees on the optimal number of workdays spent at home versus in the office, a PwC survey of executives and office workers makes clear the office is here to stay – but in a changed role.

Moving toward hybrid work requires thoughtful planning and communication to ease transitions and make this set-up equitable for employees. If you’re preparing to roll out a hybrid work model, here are some important considerations to set everyone up for success.

Create a Safe Office Environment

After a year filled with stress and trauma, employees need an environment where they can experience physical and psychological safety. Start by ensuring everyone is vaccinated before returning to the office and creating a safety plan for the office reopening. Rearrange office furniture to allow for social distancing, update cleaning and sanitizing procedures, and require masks in indoor office spaces.

To build trust and camaraderie, involve employees in the reopening process. Give them plenty of notice on reopening dates so they have time to prepare and adapt their schedules. 

If you’ve relinquished your office and are exploring coworking spaces, thoroughly research their COVID protocols. It’s imperative to know how many other people will occupy the area and what precautions they’re taking.

Define Your Office’s Purpose

Whether you’re returning to your pre-COVID office or renting a coworking space, determine what makes your office space valuable to employees. What can employees expect to accomplish working at the office versus at home in a hybrid model? Most likely, they’ll come into the office to collaborate on projects, meet clients, or participate in team-building activities.

Have a road map for why employees come into the office and reconfigure your space to meet these needs. For example, detail what necessitates an in-person meeting and map out which days make sense for teams to share office time. 

From here, you can develop a scheduling system for when desks are occupied and when they need to be sanitized. You can also empower employees with the tools and training to navigate the new hybrid model.

Consider Employees’ Circumstances

Depending on their role and life circumstances, employees will have different reactions to a hybrid work model. An employee early in their career living in an apartment may welcome the socialization and spaciousness of returning to the office. Meanwhile, a seasoned employee living in the suburbs with a family may worry about adding back a commute and falling out of sync with rhythms at home.

Employees will need different levels of support and communication in the shift to a hybrid work model. Roy Maurer of the Society for Human Resource Management suggests working through a list of questions to create arrangements that work for each employee’s role and life circumstances.

Role-specific questionsWhy does a specific employee need to perform their work in the office?To what extent does an employee need to collaborate with others?How often does an employee need to exchange information rapidly?Which employees are innovating rather than performing more transactional activities?Personal aspects to considerHow is someone feeling about working from home versus in the office?Is that person feeling disconnected or overwhelmed?Are employees clear about their responsibilities and the organization’s strategy?Keep Equity Top of Mind

Whether employees continue to work remotely or return to the office more frequently, employers should strive to treat employees equitably with the same opportunities and resources. To start, ensure all employees have reliable internet and comfortable office furniture. Then, implement fair performance measurements and professional development opportunities. 

“Businesses cannot hope to design a successful hybrid model without considering equity for all,” HR Executive Sarah Grimstead writes for Fast Company. “However, with fairness as a core component, hybridity can be a lasting solution that boosts employee happiness and drives business growth.”

Grimstead suggests business leaders ask themselves the questions below to lay the foundation for a solid hybrid policy. Answering these questions will help you ensure the system does not leave any employees behind.

Will remote staffers’ positive contributions go unnoticed?Do all workers have access to the resources, tools, and support needed to be successful?How can you ensure in-person employees don’t get preferential treatment?Will remote workers have the same access to leadership?How can you mitigate in-person workers unfairly benefitting from the casual interactions that can only happen in the office?Help Ease the Transition

Even with in-person office time, maintaining robust and empathetic communication will help employees feel connected. While hybrid work allows team building to happen organically in the office, continue to incorporate virtual team building into everyone’s schedule. This empowers all employees to feel included and supported, regardless of their schedule. Email, Slack, and video check-ins will continue to give employees a space to share their accomplishments and challenges.

The Harvard Business School survey responses highlight how many employees strengthened their relationships during COVID and developed healthy habits. As employees adapt to hybrid work, the survey suggests offering perks that will support these habits. 

One easy step is to encourage outdoor meetings and breaks for fresh air. As safety precautions lift, consider fitness discounts for health clubs or yoga studios. You can also offer healthy snacks or meals onsite.  The more you can support employees’ mental health and work-life balance, the happier and more sustainable your team will be as they adjust to a hybrid work model.

The post The Future of Work is Hybrid: Here’s How to Ease the Transition appeared first on Mac's List.

Every Conversation is an Opportunity: Liz McBride’s Job Search Success Story

Everyone’s job search story is different, but each individual story can inspire and empower others who are on their own unique path. We love to hear how our readers have found rewarding careers in Portland, and we want to share these stories with you to inspire you in your job search and to help us all better understand the local job market! In this job search success story, Liz McBride, the senior technical recruiter at Atlassian, shares how she found her role by staying in touch with former colleagues and nurturing professional relationships.  

What do you do for a career?

I’m the Senior Technical Recruiter focused on Product; basically, I look for awesome Product Managers who want to work at an amazing company!

Who do you work for?

Atlassian

How long did it take you to find this job?

I was not actively looking but was open to having conversations. Once I learned more about the company and met with the team, the whole process took 2-3 weeks.

 How did you find your job?

I found this role through a former co-worker from Vitamin T.

What resources did you use?

One-hundred percent my network.

What tool or tactic helped the most?

Staying in touch with former colleagues and nurturing professional relationships. 

What was the most difficult part of your job search?

I met with a lot of people at Atlassian, so several Zoom calls!

How did you overcome this challenge?

I looked at every conversation as an opportunity to learn more and meet amazing people. 

What is the single best piece of advice you would offer other job-seekers?

Reach out to your network and let them know you’re open to having conversations. My last three jobs have all come from my network. 

Why do you love your job?

I love helping people, and what better way to help someone than to find them an amazing job at a truly amazing company?!

The post Every Conversation is an Opportunity: Liz McBride’s Job Search Success Story appeared first on Mac's List.

Networking During COVID-19: Alex’s Dolan’s Job Search Success Story

Everyone’s job search story is different, but each individual story can inspire and empower others who are on their own unique path. We love to hear how our readers have found rewarding careers in Portland, and we want to share these stories with you to inspire you in your job search and to help us all better understand the local job market! In this job search success story, Alex Dolan, the senior director for global outreach and marketing at Global Electronics Council, shares how he networked during the COVID-19 pandemic to find a role that combined marketing and technology.

What do you do for a career? Who do you work for?

I’m the Senior Director for Global Outreach and Marketing for the Global Electronics Council.

How long did it take you to find this job?

Eight months. 

How did you find your job? What resources did you use? What tool or tactic helped the most? Set up networking meetings

I moved to Portland from out of state last March, literally on the day Oregon went into lockdown. My wife and I had wanted to relocate here because we love the area. We took a leap of faith to leave our jobs and come up and see what we could find up here. At the time, we didn’t know that the global pandemic would impact business and employment, so when we moved, I found that most companies had hiring freezes.

While I scanned job listings on LinkedIn and Indeed, I used networking more than ever to get to know people in the area. Since job postings were fairly limited for most of 2020, I thought it would be a good use of time to try and set up as many conversations with people who knew the area. Of course, I reached out to anyone and everyone I knew who I thought might be willing to introduce me to people in Portland, but that only got me so far. 

Work with career coaches

Coming to Oregon from out of state, I was aware of the major companies with a footprint in the area (e.g., Nike, Intel), but I wanted to learn more about the smaller businesses that were doing innovative work. A few resources really helped. I started by investing in two different career coaches based in Portland. One was Jenny Foss, who I found to be a huge resource of information and a welcoming voice for someone who just moved to the area. I’ve always had good luck working with career coaches who know about the market where you’re hoping to work. They’ve been working in that area for so long that they can be valuable sources for advice. They might know local businesses that aren’t yet on your radar, and possibly be able to broker some introductions.

Connect with industry organizations

In addition, I sought out organizations that covered the sector where I was the most interested in working. For me, that meant the tech sector, and I was interested in technology that was being developed for some positive social impact. I found a few hubs that became invaluable resources. I signed up as a member of the Technology Association of Oregon (TAO), which has a members board online where you can easily meet other members, all of whom were very generous with their time and helped give me friendly voices and faces. I also found a few incubators coming out of OSU and other educational institutions, which helped inform me about companies just getting off the ground. Other local business organizations, such as Better Business PDX, were also really helpful in making some introductions.

What was the most difficult part of your job search? How did you overcome this challenge?

In the pre-COVID world, I would have wanted to meet people for coffee or lunch, but I made it work through Zoom and phone calls. The big challenge was that no one was hiring for much of 2020, which meant that the competition for the limited job openings was harder to break through. There simply weren’t many jobs, and as an outsider who had just relocated, it was hard to establish relationships without meeting people face to face.

To overcome this, I just tried to do as much work as I could on local businesses and reach out to as many people as possible. 

What is the single best piece of advice you would offer other job-seekers?

Ultimately, I found my job through a listing on Indeed. But the groundwork I laid by talking to people helped me prepare myself so that I was ready when the right opportunity presented itself. My biggest piece of advice would be to do as much research as possible on businesses and don’t be afraid to invest in yourself through career coaches. I’ve found I always have room for growth, both personally and professionally, and a good mentor can help navigate you through the process and keep your spirits up in the process.

Why do you love your job?

I have a background in both the tech sector and social marketing (not to be confused with social media). This job allows me to blend the marketing work I’ve done in technology to create marketing campaigns that help drive positive social impacts.

Alex is hiring for a senior manager role at Global Electronics Council. Learn more here. 

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Emotional Intelligence in the Workplace: Why Empathy Matters Now More Than Ever

Emotional intelligence in the workplace was a popular topic long before COVID-19 bore down. After a year marked by crises, it’s not surprising it continues to be in the spotlight.

Many of us have learned how empathy cultivates more humane and understanding workplaces. And empathy is a crucial aspect of emotional intelligence. A 2019 survey by Businessolver found that 82% of staff would think about leaving their organization for a more empathic company. 

Psychologist and New York Times bestselling author Daniel Goleman popularized emotional intelligence in his groundbreaking 1995 book, Emotional Intelligence. “By teaching people to tune in to their emotions with intelligence and to expand their circles of caring, we can transform organizations from the inside out and make a positive difference in our world,” Goleman says.

You can draw from Goleman’s teachings and tap into your emotional intelligence as an employer. Then, you can cultivate these qualities within your team. This guide will help you build emotional intelligence within yourself and your workplace.

Why Emotional Intelligence is Important in the WorkplaceWhat is emotional intelligence?

Psychologists Peter Salovey and John D. Mayer, leading researchers on the topic, define emotional intelligence as recognizing and understanding emotions in oneself and others, according to Verywell Mind. Furthermore, they note that emotionally intelligent people use this understanding to make decisions, solve problems, and communicate with others.

Why does it matter?

Emotional intelligence is vital in the workplace. It can help you manage everything from conflict and stress to interpersonal communication. A culture of emotional intelligence can help build psychological safety and ultimately improve your workplace culture and productivity.

People with high emotional intelligence excel at the following:

Making better decisions and solving problemsKeeping cool under pressureResolving conflictsHaving greater empathyListening, reflecting, and responding to constructive criticism

Meanwhile, people with low emotional intelligence tend to:

Play the role of the victim or avoid taking responsibility for errorsHave passive or aggressive communication stylesRefuse to work as a team  Are overly critical of others or dismiss others’ opinions

(From Verywell Mind)

Improve Your Emotional Intelligence Through Training and Practice

There’s a common adage that you should put your oxygen mask on first before helping others. Even if emotional intelligence doesn’t come naturally to you, there are simple ways to build it into your life. The Muse even created a flowchart to measure your emotional intelligence and discover the benefits of cultivating it.

Start by practicing self-awareness, noticing your emotions and how you regulate them in the workplace. You can follow exercises like those TED Ideas shares for how to build more empathy. Or delve into Career Contessa’s guide to empathy at work.

Then, express curiosity in your employees’ lives. Take the time to know how they’re doing and offer your support if they’re going through challenges. By practicing active listening and taking note of a team member’s body language via video chat, you can gain a fuller understanding of the circumstances and stressors that are affecting their work. 

If you need to deliver feedback or have a difficult conversation with someone who is struggling, find the right time to express these thoughts constructively. Afterward, you can review these interactions and ask yourself what you could improve on in the future.

Show Moral Support and Adaptability During Transitions

Many organizations are determining how and if they will return to in-person offices. Your empathetic leadership can make a world of difference for employees as they continue to navigate workplace uncertainty.

Fast Company notes that we look to our leaders to provide us with guidance, hope, and support during times of crisis and fear.

Poet, memoirist, and civil rights activist Maya Angelou famously said, “I’ve learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel.”

As you continue to adapt during workplace transitions, don’t assume your team members are OK. Solicit their feedback and check in regularly. Being authentic and vulnerable about your own struggles and concerns will help employees better relate to you. 

You can also demonstrate emotionally intelligent leadership by offering employee assistance programs or workgroups. To further boost morale, consider hosting virtual celebrations to mark work or personal milestones.

Carry Empathic Leadership Forward After the Pandemic

As Sunil Prashara writes for Fast Company, “The ability to perceive and relate to the felt experiences of others is at the heart of empathetic leadership. Regardless of the issue, we need to bring that empathetic perspective to all we do — and not just in connection with the COVID-19 crisis. While the pandemic may have opened our eyes to the importance of empathetic leadership, it’s a skill that we all must practice long after the last vaccine has been administered.”

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