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Your #Career : #SalaryNegotiations – 5 Ways to Ask for a Raise When Your #CoWorker Makes More Than You…Talking about Money is Hard Enough, but What If your Co-Worker Makes More than You?

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Talking about money is hard enough. But what if you find out you make more than your co-worker? Or, worse, what if your co-worker makes more than you?

Even if it’s frowned upon, talking about salary is legal and allowed. Sharing your salary information can ensure you and your peers are being compensated fairly.

The younger you are, the more likely you’re to share earnings details. According to a Cashlorette survey, 30 percent of millennials have spoken to co-workers about how much money they make.

Regardless of age, asking for money can be uncomfortable if you don’t know how to go about it the right way. Here’s how to ask for a raise in five steps.

1. Compare Apples to Apples

It’s one thing to find out a manager makes more money than you, but it’s a different situation when it’s a peer with the same title and experience. It’s time you build your case on why you should make more money.

“Do you have similar responsibilities and workloads?” asked Jessica Dalka, creator of Chicago Planner Magazine. “For example, if you’re both account managers, do you have similarly sized clients? If you both have midsized clients and your co-worker has eight but you only have four, perhaps that might be why they make more.”

If your co-worker handles more work, has been there longer or has more years’ experience, you’ll have to build your case with other information.

6 Questions to Ask Yourself Before Negotiating a Raise

2. Stay Calm and Collect Data

Don’t barge into your supervisor’s office and demand a raise simply because someone you know earns more than you. Find out if you deserve it by gathering data.

“You should come prepared with salary data by checking Salary.com or Glassdoor,” said Marielle Smith, a vice president at GoodHire, an employment screening company. “You shouldn’t use your co-worker’s bigger salary as a reason why you deserve a raise. This tactic will do little to convince a manager that you offer the same or more value to the company.”

Talk to other people in your industry that aren’t at your company. If you find that you’ve been lowballed compared to your networking peers, don’t fret. It’ll give you a ballpark estimate on how much to ask for when discussing your raise.

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3. Wait for the Right Moment

It’s important to know what your company’s track record is when it comes to raises.

If you’re due for an annual review, you might have a raise coming your way. You’re already going over your performance and job expectations, so if your supervisor believes you’re a valuable asset to the company, a raise could be coming without you asking for it.

For some jobs, though, you do need to ask for a raise. If you aren’t set for an annual review anytime soon, a stand-alone meeting might be necessary. But you should still consider planning to have the salary talk at the right time.

Jesse Harrison, founder and CEO of Employee Justice Legal Team, has experience asking for a raise, even as a lawyer. And the timing was everything.

“I waited until after I had made a big break and won a case and the environment was at low stress levels — I even waited for a sunny day,” Harrison said. “It can be helpful to let the initial anger of earning less than a colleague fade away so you can recognize when the timing is right. A clear head will do wonders for your request.”

4. Prepare Your Case

Before your meeting, use your accomplishments to illustrate your point. Showcase the work you’ve done, the extra responsibilities you’ve taken on, and how the company has benefited from your employment.

If you’re having trouble coming up with valid points, you might need to wait a bit to ask for a raise. This way you can start to document a stellar track record.

5. Be Ready to Negotiate

It’s good to keep in mind a number. This could be a percentage increase, a dollar figure you’d like to hit or a mix of a pay bump and more perks, such as extra vacation days.

You might need to negotiate your salary with your supervisor. If that’s the case, start with a higher number than you initially wanted. Your boss will either approve, and you’ll get more money than you expected, or you’ll haggle until you’re both happy.

Salary Negotiation Scripts For Any Job

What to Do if You Don’t Get a Raise

Even if you’ve prepared for your meeting like it’s the SATs, you’re not guaranteed a raise. This could be for many reasons that you might not have a say over. So it’s important to stay focused on the goal, even if you didn’t meet it this time.

If your supervisor tells you that a raise isn’t in the cards, find out why.

If it’s your performance and workload, you can assure your manager you’re ready for the challenge of meeting new goals. This will give you the opportunity to have something to work toward and help set you up for a raise at another time.

If your boss says you can’t get a raise right now because it’s not in the budget or your position compensation is maxed out, you’re in a different kind of pickle.

At this point, if you’re doing your best work and still unable to get more money for it, you might want to consider looking for a job where you can earn more money.

If you’ve networked with industry peers and checked out salaries for your position, you’ve got a lot more negotiating power when you head into new job interviews. Use your research to your advantage, even if the job you’re in right now isn’t working out.

But don’t give up on your current job just yet. If you like your company and your co-workers, keep trying to get the pay you deserve. Chances are they can eventually find a way to compensate you fairly and still fit it in the budget.

 

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#Leadership : This is How to Deal with your #IncompetentCoworkers …You Know the Person who Doesn’t Pull their Weight? Here are a Few Dos and Don’ts to Getting Things to Change.

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In almost every workplace, there is bound to be someone who isn’t pulling their own weight.

When you’re an ambitious, hard-working employee who is committed to growing your career and the company, it’s frustrating to work with someone who seems interested in only doing  the bare minimum.

Here are the dos and don’ts of dealing with a lazy colleague.

DON’T: VENT YOUR FRUSTRATION TO YOUR COLLEAGUES

You probably know that talking bad about your colleagues is a no-no. But it’s easier to succumb to this temptation than you think. As Lydia Dishman previously wrote in Fast Company, it’s natural to want to blow off steam. But as Jeffrey Lohr, a professor at the University of Arkansas, told Dishman, venting anger is similar to “emotional farting in a closed area.” And instead of making you feel better, you’ll probably end up being angrier. And you definitely don’t want to be known as the ill-tempered person in the office.

 

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DO: TRY TO SEE THEIR POINT OF VIEW, AND ACT ACCORDINGLY

Admittedly, this is hard to do. But sometimes, you can get them to pull their own weight when you understand why they’re, well, not. As Alyse Kalishwrote for The Muse, people are motivated by different things. Kalish cited Gretchen Rubin’s “four tendencies,” which categorizes people into upholder, obliger, rebel, and questioner. Someone with a “rebel” tendency, for example, does not respond well to authority and needs to feel like they have complete autonomy of their actions. This means that when you phrase a request to them, you don’t do it as a command. Kalish gave the example, “Jill isn’t sure we can get the presentation done by this afternoon. What do you think?”

Related: How to be more assertive at work when that’s just not your personality 

DON’T: COMPLAIN TO YOUR BOSS WITHOUT TALKING TO YOUR COWORKER FIRST

As tempting as it is to rant to your coworkers, it’s also tempting to go running to your boss–particularly if you know that they think of you as a high performer. It’s not going to make you feel better, for starters. It can also make you sound petty, and as Ask a Manager‘s Alison Green pointed out, your boss might already be aware of the problem and is trying to do something about it. Perhaps it’s not having an effect, but you moaning it about it isn’t going to make a difference.

DO: FOCUS ON WHAT YOU CAN CONTROL ABOUT THE SITUATION

So you’ve tried to adopt your ask based on your coworkers’s personality, but that doesn’t seem to be working. It’s true that ultimately, your coworker’s actions aren’t in your control, but your actions are. One thing that you can do, Kalish suggested, is offer to help them. She gave the following example as a way to start the conversation:  “Hey, I noticed you’ve been staring at your screen all day–I’m free for a bit, anything I can help out with?”

DON’T: CONSTANTLY OVERCOMPENSATE FOR THEIR LACK OF EFFORTS

You might be tempted to pick up your coworker’s slack if you’re not the confrontational type. After all, you don’t want to get in trouble for their lack of efforts and shoddy work, right? But as Courtney C.W. Guerra, author of Is This Working?: The Businesslady’s Guide to Getting What You Want From Your Career pointed out, this approach is only acceptable in two situations. The mistake (or work) is so minor and doesn’t take long to fix, or the colleague in question is just having a really bad day, and you want to help them out. When it doesn’t fall into those two situations, you’ll just make yourself more angry and resentful, and that can impact your work. Don’t let someone else’s laziness ruin your reputation.

Related: How to deal with a passive-aggressive coworker 

DO: KEEP A DOCUMENTATION OF YOUR WORK AND INTERACTION

When all else fails and you do need to bring it up with your manager, it always helps to have documentation. Whether it’s setting expectations with your coworker over email or writing down your conversations and evidence of their behavior, you need to make sure that it’s based on facts, not feelings. Yes, it can be hard to be objective when every part of you wants to call this person out. But as Maurice Schweitzer, coauthor of the book Friend & Foe: When to Cooperate, When to Compete, and When to Succeed at Both, previously told Fast Company, “If you lose your cool, you will be in danger of looking undignified.” Don’t put yourself at risk of that.

ABOUT THE AUTHOR

 

FastCompany.com | June 7, 2018 | BY ANISA PURBASARI HORTON 3 MINUTE READ

 

#Leadership : Promoted From Coworker To Manager? 7 Tips For A Smooth Transition…Remember, your Job as the New Manager Shouldn’t Be about Trying to be Popular – it’s About Leading Others to Achieve Results.

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One of the more difficult career situations I’ve coached people through – and been through myself – is being promoted from within a department to become the manager of that group.

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As one client found out, going from a peer who previously talked “trash” about the manager with other colleagues to the person others talked about can make it a stressful transition.

“Madison” realized that her previous personal relationships with coworkers had to be moved to a different level, because she was no longer a peer – she was the person who now assigned the work, analyzed productivity and held performance discussions.

 

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Making the move from coworker to department manager was a tricky transition because, as the new manager, Madison was responsible for the productivity and results of her department. Oftentimes, former coworkers, either because of jealousy or out of habit, didn’t want to treat her as the boss – they wanted to continue treating her as one of the peer group.

Here are seven tips for making the transition easier:

• See your HR business partner to find out what training and support is available as you take on your new role.

• Sit down one-on-one with each person in the department to discuss their feelings about your transition to the manager of the team. Talk about the expectations you have of each other and get potential issues out on the table, so you can address them.

• Remain professional at all times. And treat each and every employee fairly and with respect, by listening to what each person has to say (listen more, speak less).

• Eliminate your water-cooler or break-room gossip and venting sessions with employees.

• Don’t allow previous work and/or friendships with your former peers to influence your new managerial responsibilities. You must now learn to remain unbiased, no matter what situation arises.

• Ensure that everyone on the team understands your new role as their manager and the responsibilities that are expected of you by senior management.

• Work out a game plan for how you and your team can work together to achieve the goals and objectives of the group. (Be sure to clearly and concisely communicate those goals and objectives).

Over time, as the team observed my client’s leadership skills and professionalism, they stopped seeing Madison as their peer and came to accept her as their manager.

Remember, your job as the new manager shouldn’t be about trying to be popular – it’s about leading others to achieve results. You may not win over everyone in the group, especially if one or two others also applied for the position you ultimately received.

No matter what happens, keep the focus on the work to be done, give it your best effort every day, treat everyone fairly and with compassion, and you will earn their respect over time.

Lisa Quast is the author of Secrets of a Hiring Manager Turned Career Coach: A Foolproof Guide to Getting the Job You Want. Every Time.

Forbes.com | October 3, 2016 | Lisa Quast

#Strategy : The 5 Best Ways to Say ‘No’ to Your Co-workers…If you’re Constantly Shifting your Schedule to Accommodate a New Project, or you’re Picking up the Slack for another Co-Worker on a Frequent Basis, your Own Work will Suffer.

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You have to say ‘yes’ to a lot of things throughout your day. You answer emails and questions, get roped into mandatory meetings, and need to pick up projects at the last minute in order to meet company deadlines. In some cases, you won’t have a choice about those new tasks that get added to your already-full plate. And in almost every situation, it feels easier to say yes and pick up another assignment rather than risk upsetting a colleague, boss, or people who depend on you. But saying yes too often — or every time — has negative effects, too.

front and back woman hands showing thumbs up and down (isolated on white background)

If you’re constantly shifting your schedule to accommodate a new project, or you’re picking up the slack for another co-worker on a frequent basis, your own work will suffer. You might think that it’s showing you can be a team player, or that it’s just a one-time occurrence that won’t happen again. But habits are rooted in repeated events, and you can be sure that if you’re in the habit of saying yes too much, that eventually you’ll wonder where all your time went.

When you say no once, you’re more likely to say yes to the next request — especially if it’s from that same person. Be careful not to fall into that trap if the second question also doesn’t line up with your goals. “They feel so guilty about saying ‘no,’ they feel they need to salvage the relationship,” Vanessa Bohns, assistant professor of management sciences at the University of Waterloo in Ontario, Canada told the Wall Street Journal.

If you want to prevent this, or if you’re already at that point and need to get out of the cycle, there are effective ways to say ‘no’ without damaging your workplace relationships, while also establishing clear boundaries for yourself. In some cases, those boundaries are good to let others know where you stand, but more often than not they’re the most beneficial to helping you see where your priorities lie. It makes you more productive and ensures that when you do say yes to a new project, you won’t be burnt out and will be able to give it your full attention. Here’s a list of five tips you can use as a starting point, and adapt for the situations where you need to turn down a request.

1. Frame every task through your overall goals

Before you can even assess individual requests, you need to know what your overall goals are. In the case of the workplace, figure out what your long-term vision is while you have your position. Is your goal to get promoted quickly? Do you want to complete a certain project that’s going to take most of your concentration for the next month? If your goal is to get promoted, you might take on a few extra projects, even if they are more taxing, in order to make a good impression with those above you. But if you’ve set your sights on that one particular project, you might be less inclined to break your concentration, and leave the ‘yes’ work to when it’s complete.

“A ‘goal first’ approach is about defining your vision. Because if you do not have a vision, it will be difficult to understand what major requests are aligned with your goals and your direction and need your attention longer term,” writes Brian de Haff, CEO of software company Aha!, in a post on LinkedIn.

It also allows you to make better informed decisions about what times throughout your day you need to reserve for reaching those goals. Jocelyn K. Glei, the editor in chief and director of 99U, calls this “focus blocking.” To reach goals for that day, week, or month, you proactively block out chunks of time (Glei suggests 90 to 180 minutes each, so you have enough time to settle and focus on those tasks). That keeps other people, and yourself, from interrupting that time for less-important causes.

 

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2. Show you’ve listened to the request

You might decide within the first few seconds of a co-worker approaching that you don’t have time to help them with whatever they’re about to ask. That’s perfectly fine, and probably healthy for you to recognize. But if you want to maintain a positive work environment, respecting your colleague is more important than honoring the question itself. In other words, hear them out.

“If someone asks you to do something or for something, you should assume that it is important to them for one reason or another. They likely would not ask you otherwise. It’s your responsibility to get to the heart of the request and why it matters,” de Haaff writes.

If you listen intently, de Haff explains, you’ll be able to fully absorb the question and make sure you’re understanding what the other person is asking. That way, you can stand by any decision you might make to say no. The added benefit to not cutting someone off mid-question is that you’re showing you respect the person enough to at least consider what they’re requesting.

3. Don’t drag your feet to answer

You might decide within the first few seconds of a co-worker approaching that you don’t have time to help them with whatever they’re about to ask. That’s perfectly fine, and probably healthy for you to recognize. But if you want to maintain a positive work environment, respecting your colleague is more important than honoring the question itself. In other words, hear them out.

“If someone asks you to do something or for something, you should assume that it is important to them for one reason or another. They likely would not ask you otherwise. It’s your responsibility to get to the heart of the request and why it matters,” de Haaff writes.

If you listen intently, de Haff explains, you’ll be able to fully absorb the question and make sure you’re understanding what the other person is asking. That way, you can stand by any decision you might make to say no. The added benefit to not cutting someone off mid-question is that you’re showing you respect the person enough to at least consider what they’re requesting.

3. Don’t drag your feet to answer

Actually saying no — answering the “what” — can be the most difficult part. But answering the “why” sets up a transparency that makes it easier for others to understand your motivations for rejecting what they’ve asked you to help with. This is more than just being nice, as it allows the other person to understand your reasoning and perhaps even affect what they ask you for in the future.

“The benefit to you is that if you share your assumptions and motivations and they are wrong — the other person will have a chance to help you see a better way. If you simply provide your answer and when pushed respond with ‘My mind’s made up’, you will avoid ever having to change your course, but you’re limiting your opportunity for growth,” de Haaff writes on LinkedIn.

While you’re explaining why you’ve said no, however, don’t fall into the trap of offering to help with that same issue another time, unless you actually mean it. “Don’t add something like, ‘Well, maybe next year,’ to soften the blow,” Lesley Ronson Brown told The Wall Street Journal. “The person on the other end of the phone has just thought, ‘Gotcha. For next year.’ ”

If you do want to soften the blow a little bit, try the “sandwich” method of putting your rejection in between other more positive statements, Ni writes in the Psychology Today article. In the example of rejecting someone who wants to borrow your car, it could look something like this: “I understand you need a car this weekend. Unfortunately, I’m really not comfortable lending my car. Hope you can find another arrangement.”

5. Set up good habits for long-term success

If you’re able to get through a few rounds of saying no, which might seem incredibly awkward to you at first, it will set you up to have healthy boundaries. That way, you can look back on the things you were able to accomplish instead of a mess of half-hearted commitments. Matt Ehrlichman, founder and CEO of the startup Porch, wrote in an article for Inc. that saying no to spontaneous requests, as well as new projects, are often key. Ehrlichman has startups in mind especially, but the same holds true in any job you have.

“Steve Jobs once stated that, ‘Focusing isn’t about saying yes, focusing is about saying no.’ It means that great accomplishments can often be measured by the large list of things you didn’t do instead of the ones you did,” Ehrlichman explained.

One last thing to be aware of: When you say no once, you’re more likely to say yes to the next request — especially if it’s from that same person. Be careful not to fall into that trap if the second question also doesn’t line up with your goals. “They feel so guilty about saying ‘no,’ they feel they need to salvage the relationship,” Vanessa Bohns, assistant professor of management sciences at the University of Waterloo in Ontario, Canada told the Wall Street Journal.

Follow Nikelle on Twitter @Nikelle_CS

 

CheatSheet.com | April 12, 2016 | 

 

#Leadership : What To Do When You Catch A Liar…It’s a Hard Fact to Accept, But your Friends & Coworkers Lie to you Regularly. The Real Challenge Lies in How you Respond Once you Catch Someone in the Act.

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Some people tell infrequent lies to make themselves look good or to protect themselves. Others are pros. They’ve been doing it their whole careers, they’re good at it, and they’ve learned how to avoid getting caught. That’s why there’s no single solution that works in every situation. The best thing to do is to carefully consider your options, thinking through the pros and cons of each course of action.

Free- Pull Tab on Can

Even though most people lie a lot—roughly two to three times during a ten-minute conversation, studies show—you don’t catch them nearly as often as you might think. Researchers from the University of California analyzed the results of 253 studies and found that we only spot about half the lies we’re told (53% to be exact). In other words, we’re about as likely to identify a lie as we are to win a coin toss.

The scary thing is that people who are trained in detecting deception—judges, customs agents, law enforcement officers, and even CIA agents—don’t fare much better. They can only spot a lie about 60% of the time.

When you do catch someone lying to you, it’s usually a real whopper. These are the kinds of lies that are so insulting to be the recipient that it’s hard to think straight. In these moments, you want to keep the conversation constructive, without letting the liar off the hook, which is a difficult thing to pull off.

 “I’m not upset that you lied to me, I’m upset that from now on I can’t believe you.”   – Friedrich Nietzsche

And what about the times when you have a nagging sense that you’re being lied to but aren’t certain and don’t want to come across as paranoid or accusatory? While too much skepticism is never healthy, a small dose can be a very good thing, especially since we’re so poor at recognizing lies.

The question always becomes, what do you do with a lie? If you think someone is lying to you, do you call them on it? Do you tell someone else? Or do you just go along to get along? There are actually several things you can do, and the right one, or the right combination, depends on the situation.

First, make certain you understand the rules. Before you decide what course of action to take, check the employee handbook and consider the recent history of similar situations. If you’re going to call someone out, you need to know what you’re getting yourself and the liar into. Know the severity of the consequences for lying, and make certain you follow proper protocol for addressing it, or the entire thing could backfire on you.

 

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Option #1: Do nothing. Nobody likes being lied to, and the natural reaction is to call the liar out, but that’s not always the smartest thing to do, especially at work. Before you do anything, ask yourself, ‘What’s at stake besides my ego?’ Carefully weigh the pros and cons before you take action. Consider who, if anyone, should know about the lie and the implications it has for the company. Sometimes, the animosity you avoid by staying silent is worth more than the satisfaction you receive from speaking out. Other times, the lie is serious enough that people have to know.

Option #2: Deflect with humor. Some lies are too big to ignore completely, yet too small to make a big deal out of. When this happens, you can always make a joke of it. Playful comments that acknowledge the lie will usually do the trick. Whether it’s “Hey, I think I just saw your nose grow a little bit” or “I need to get my prescription checked. When I looked at the scorecard, it said you shot 112,” this strategy gives the liar a chance to admit their slip—up without fear of reprisal. The key to making this tactic work is to give the impression that the other person was kidding around or intentionally exaggerating and never expected to be believed.

Option #3: Play dumb. Another way to let someone save face—and this is particularly appropriate for group settings—is to play dumb. Pretend you suddenly suffered a memory lapse or are confused about the facts. Ask lots of follow-up questions. The more details you request, the more likely it is that the truth will come out. Drawing it out gives the liar a chance to admit that they “misspoke” and correct themselves without being called a liar.

Option #4: Call them on it. In situations where doing nothing isn’t a good option, you can always call the liar out. You just need to think carefully about the best way to do this, and impulsively bashing them is never a smart move. You may choose to have a conversation with the liar in private or with others whom the lie affects. In either case, it’s important you have evidence that backs up your claim, or you very well may be called a liar yourself. Just make certain you are honest and direct with the person who lied. Don’t go to others with the lie when you know it’s better handled privately between you and the liar.

There are many times when reporting a lie is the right thing to do, both ethically and practically. Sometimes, not reporting a lie can cost you your job. However, there are a few things you need to think about before you take that step. First, question your motives. Are you thinking of telling someone about the lie out of concern that either another employee or the company could be harmed, or are you just mad? If it’s the latter, you run the risk of making yourself look petty; if it’s the former, stick to the facts. Don’t offer any hypotheses about why the person may be lying because that’s just supposition on your part. Stick to what the person said, what the truth is, and any proof you have collected.

Not optional: Protect yourself. Whether you decide to call a lie or to let it go, once you know you’re dealing with a liar, it’s critical to take steps to protect yourself. One way to do that is to have a witness attest to what the liar said. Failing this, interact with the liar via email or text, both of which create a written record. Though if you’re dealing with a particularly savvy liar, they’re not going to commit to anything in writing. In that case, document the conversation yourself: who, what, when, where, etc., and cap it off by sending your lying colleague an e-mail summarizing the conversation. That’s not as good as having proof in the other person’s words, but at least you’ll be able to make the argument that your colleague had the opportunity to correct you.

Bringing It All Together

Some people tell infrequent lies to make themselves look good or to protect themselves. Others are pros. They’ve been doing it their whole careers, they’re good at it, and they’ve learned how to avoid getting caught. That’s why there’s no single solution that works in every situation. The best thing to do is to carefully consider your options, thinking through the pros and cons of each course of action.

How do you handle liars? Please share your thoughts in the comments section below as I learn just as much from you as you do from me.

Travis co-wrote the bestselling book Emotional Intelligence 2.0 and co-founded TalentSmart.

 

Forbes.com | April 5, 2016 | Travis Bradberry 

 

Your #Career : What to Do If you Think you’re About to Be Fired…Employees Often See the Signs a Termination is Coming Long Before it Actually Happens. Supervisors Avoid Them. Coworkers May Even Avoid Eye Contact.

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In Many Cases, a Worker is Subject to Repeat Disciplinary Meetings & May Even be Cautioned that If Behaviors Don’t Improve within a Certain Time Period, Dismissal is Guaranteed.

Employees often see the signs a termination is coming long before it actually happens. Supervisors avoid them. Coworkers may even avoid eye contact. In many cases, a worker is subject to repeat disciplinary meetings and may even be cautioned that if behaviors don’t improve within a certain time period, dismissal is guaranteed.

But whether an employee is braced for being fired or it comes as a complete surprise, the impact is usually just as devastating.

In instances where an employee sees it coming, it can be easy to wonder if action can be taken to prevent it from happening. Here are a few things you can do if you fear termination of employment is in your immediate future.

Don’t assume

Before you start desperately scrambling to save your job, take time to figure out what brought this fear on in the first place. Are you listening to rumors or is it just a general feeling in the air? Unless you’re absolutely certain your job is in jeopardy, don’t approach your employer or initiate any fact-finding missions with your co-workers.

Instead, spend your energy working as hard as you can to do the best job possible. If you’re concerned about your performance, speak to your supervisor about what you can do to improve without mentioning your fear of being fired. You’ll likely gain valuable feedback that you can put to use.

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Change your behavior

Of course, the best thing you can do is change the behavior that might lead to the end of your employment. Do you perpetually miss deadlines or turn in substandard work? Is your negative attitude impacting the employees around you?

Take time to determine the behaviors that are putting your job in jeopardy and do everything you can to prove to your employers you’ve changed. Pay close attention to your business’s superstar employees and ask for their advice. You’ll likely find your coworkers are more than happy to help a struggling team member, especially if you phrase it in a way that indicates you look up to them.

Clean up

When it becomes fairly clear your days are numbered, go through your work-issued devices and remove any personal information. Clean up your email inbox, as well. Your employer likely will lock your accounts on the day of your termination, so if you have any personal information you need, save it and take it home.

Begin discreetly taking home personal items like knickknacks and family photos, since you’ll likely be asked to box everything up in mere minutes before being escorted from the building. Try not to make your clean-up effort obvious to avoid alerting coworkers and supervisors to the fact that you’re preparing for a speedy exit.

Stay classy

No matter what happens, remain professional and classy at all times. The coworkers who watch your exit today could be the very people who help you later in your career.

Aside from maintaining your reputation, being professional is much more likely to lead your employer to think he might have made a mistake than being unprofessional, which only confirms the wisdom of the termination. Even after you’ve put the termination behind you, refrain from maligning your former employer in any way. This only reflects poorly on you.

A termination can be grueling, but if you take the right steps, you may be able to avoid it. If you can’t avoid it, you should still take measures to make the process as painless as possible.

Being fired can actually open the door to opportunities you never would have had otherwise, leading you to your next big challenge.

John Boitnott is a journalist and digital consultant who has worked in TV, newspapers, radio and internet companies in the U.S. for 20 years. He’s an advisor at StartupGrind and has written for NBC, Fast Company, Inc. Magazine, Entrepreneur, USAToday, and VentureBeat, among others.

Businessinsider.com | October 12, 2015 | John Boitnott

#Strategy : Here’s How to Know If your CoWorkers Secretly Despise You…So, If your CoWorkers Don’t Like You, You’ll Want to Figure It Out & Turn Things Around Immediately.

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Being well-liked in the office has its perks. The experts say you’re more productive and creative when you have healthy workplace relationships; you can ask for and get favors more easily; and people will volunteer to help in times of need, just to name a few.

 

So, if your coworkers don’t like you, you’ll want to figure it out and turn things around immediately.

 

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Here are some subtle signs your coworkers all secretly hate you. Keep in mind that you may just be misreading their body language or tone — but if you notice you’re the only victim of these behaviors, it probably means they’re not your biggest fans.

 

BI_Graphics_Signs Your Coworkers Secretly Hate You

 

Businessinsider.com | September 16, 2015 | Jacquelyn Smith and Dylan Roach

#Leadership : 31% Of Execs Say A Colleague Has Tried To Make Them Look Bad…So What’s the Best Way to Respond when a CoWorker Sabotages You?

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“Some Professionals are So Competitive that They’ll Do Just about Anything to Get Ahead,” says Diane Domeyer, executive director of The Creative Group, in a press release. “Being able to handle challenging or difficult coworkers—and maintaining healthy working relationships—is  crucial for career success, particularly in environments that require a great deal of collaboration.”

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If you Think you’re Having a Bad Day at Work, Consider This: Almost 1 in 3 (31%) of Executives say a Colleague has Tried to make them Look Bad on the Job, according to a survey by The Creative Group.  The good news is that this is an improvement from the 50% of execs who answered in the affirmative in 2008. The bad news, of course, is that this still happens with some frequency.

“Some professionals are so competitive that they’ll do just about anything to get ahead,” says Diane Domeyer, executive director of The Creative Group, in a press release. “Being able to handle challenging or difficult coworkers—and maintaining healthy working relationships—is  crucial for career success, particularly in environments that require a great deal of collaboration.”

So what’s the best way to respond when a coworker sabotages you? According to the survey, 41% feel it’s best to confront the person directly, and another 40% believe notifying the offender’s manager or human resources is the best route.

Here’s what the experts have to say:

Take a moment. Your first inclination might be to act right away, but your best bet is to give yourself some time to cool down. “Avoid reacting or responding in the heat of the moment,” Domeyer says. “Only when you are calm and collected should you ask to have a private conversation with your coworker. Emailing or instant messaging about a sensitive subject can easily lead to misinterpretation.”

Reflect on what happened. “What were your colleague’s intentions?” Domeyer asks. “Did you play a role in the problem? Before broaching the subject with anyone, try to identify the person’s motives and any steps you could have taken to avoid the situation.”

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Keep it clean. “Keep the discussion focused on how your colleague’s actions have made you feel rather than hurling accusations, and give him or her a chance to respond,” Domeyer says.

Listen closely. “Pay close attention to what your colleague has to say,” Domeyer says. “Even if you cannot see eye to eye, you’ll get a better sense of how your coworker thinks, which can help you predict future behavior.”

Stay positive. Keep your emotions in check. “Toxic people like to be around people who fuel the negativity,” says Stacia Pierce, a career expert and the CEO of Ultimate Lifestyle Enterprises based in Orlando. “When you keep a happy disposition, they will usually overlook you as someone to spew venom with.”

Document it. “It is so critical to document everything this person is doing,” says Jeanine Swatton, director of developer evangelism at Yodlee Interactive. “This detailed record keeping is extremely helpful if the behavior continues. You have more credibility.”

 Skip the payback. When you’ve been burned by a coworkers, it’s tempting to plot your revenge. “But the ability to handle difficult coworkers is vital for career success,” Domeyer says. “Try to behave in a professional, tactful manner while also keeping your guard up. If you get involved in a tit-for-tat game, you’ll likely damage your reputation and credibility.”

Recruit help if necessary. “Share the situation with a trusted colleague such as a direct manager or HR,” says Todd Horton, founder and CEO of employee recognition company KangoGift and long-time human resources veteran. “While it may feel odd to bring in other parties, the goal is to ensure that everyone has a productive environment.”

Don’t gossip. “Only address the issue with a manager or supervisor,” says Felicia Kinlock, a social worker and confidence coach for Millennial women. “Avoid talking about this person and his or her sabotaging ways with other colleagues. It spreads workplace gossip and makes you appear immature.”

— Follow Kate Ashford on Twitter.

Forbes.com | August 26, 2015 | Kate Ashford