You Should Def Think Twice Before Doing This On Social Media

It’s estimated that 81% of Americans are on social media, (up 5% from last year) so it’s more than likely that you’ll come across professional contacts on various social media platforms. While it might be second nature to connect with those in your professional network, it’s important to think twice before adding a professional contact on social media and make a conscious decision about whether or not connecting is the right move. There are a few extremely important things to consider first.

Nothing is private

One of the reasons why you should think twice before adding a professional contact on a social platform is because nothing is private. This goes for anything you put on the internet, but it becomes even more important when you’re dealing with your career. Regardless of privacy settings, it’s important to remember that everything you put out there can be seen by those in your network.

The first thing that comes to mind may be party pictures, but it’s important to think about the other factors of social media that others see. Are you posting pictures of a relaxing mental health day? Or did one of your friends post a funny meme that your boss might not like? Just remember that when you connect with someone on social media, you are giving them a window into your personal life. If you’re someone that likes to keep your work life separate from your private life, it’s best not to connect with professional contacts on social media.

You’re putting yourself in the line of judgement

It’s human nature to judge others, but when you add a professional contact on social media, you’re opening yourself up to a new line of judgement. Think about it this way: If someone sends you an email and you don’t respond, but you’re actively posting on social media, it sends the message that you don’t care enough to respond to your professional contact, or that you are spending more time on social media than handling your professional obligations. 

This can negatively affect you and cause others to judge your work ethic and level of respect. Similarly, if you’re sneakily (or not so sneakily) on social media at work, others will be able to see it. Depending on the office culture and social media rules, this may or may not be allowed, so you’ll want to make sure that you consider this when you’re posting.

If you’re someone who often posts social updates and pictures, you might want to think twice before adding a professional contact on a social platform so it doesn’t affect your reputation at work. If you are going to make a social post, be conscious of who will see it and what they will think.

Sometimes it’s best to keep your work and personal life separate

An industry-wide study of over 2,500 people found that 55% of workers would take less pay to have more fun at work. With that in mind, fun at work is still different than fun outside of work, and it’s important to note the difference. Regardless of your company culture or how relaxed your office is, it’s still important to remember that work is work, and you need to uphold your professionalism. 

Remember that you can’t un-see something. If someone sees a picture of you hanging out at the beach in a bathing suit, they will remember that at the office. If you’re comfortable with your office contacts seeing you in that setting, there’s no problem, but it just depends on what you’re comfortable with. It’s a very personal decision that only you can make.

This goes back to the judgement issue, but one of the reasons why you should think twice before adding a professional contact on a social platform is because you don’t want your personal life, outside hobbies, or personal opinions to have an impact on your work. In a perfect world these issues would not affect one another, but it’s human nature to take everything into consideration. With that said, it would be a shame if a personal opinion or weekend activity affected how someone viewed your work or your professional reputation.

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In a society where we’re all connected and plugged into various social platforms, it’s important to think twice before adding a professional contact on social media. Ultimately it comes down to what you’re comfortable with and what you want to share with others. Social platforms are a window into our personal lives, so when you’re considering adding a professional contact, consider if your personal life outside of the office is something you’re willing to share, or if it’s something that you want to keep private. 

A native San Franciscan, Michele Lando is a Certified Professional Resume Writer and founder of writestylesonline.com. She has a passion for helping others present the best version of themselves, both on paper and in person, and works to polish individuals' application package and personal style. Aiming to help create a perfect personal branding package, Write Styles presents tips to enhance your resume, style, and boost your confidence.

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You'll Never Guess What Demo Is Running the Work Force

Single working women are the backbone for most professional organizations in America.  

According to the Women in the Labor Force: 2015 Databook:

• 59% of women (over age 16) are employed
• 54.3% of employed women are unmarried (never married, other marital status, divorced, separated, widowed)
• Of the 67 million women employed in the U.S.— 74%of employed women worked on full-time jobs, while 26% worked on a part-time basis. 

And in honor of National Single Working Women's Day, we wanted to dig into this a little bit more. 

According to Hanna Rosin's "The End of Men and the Rise of Women," 2009 was the first year where the balance of the workforce "tipped toward women." 

The senior editor at The Atlantic writes, "Women worldwide dominate colleges and professional schools on every continent except Africa. In the United States, for every two men who will receive a BA this year, for example, three women will do the same." 

"Theoretically," she writes, "a twenty-seven- or twenty-eight-year-old woman with no children is at the top o the game. She is, on average, more educated than the men around her, and making more money." ("No children" is a key piece here and discussed below.) 

What do you know about the American Matriarchy? In her book Rosin cites tech as one of the main reasons for the rise of the woman. "At some point in the last forty years," she writes, "the job market became largely indifferent to size and strength. Technology began to work against men, making certain jobs obsolete and making what economists call 'people skills,' ever more valuable. For the first time in history, the global economy is becoming a place where women are finding more success than men." 

In Rebecca Traister's NY-Times best-seller, "All the Single Ladies: Unmarried Women and the Rise of an Independent Nation," she addresses Rosin's findings.  "While some women are enjoying more educational, professional, sexual, and social freedom than ever before, many more of them are struggling, living in a world marked by inequity, disadvantage, discrimination, and property. It's crucial to unpack what's true and what's not true about female advancement--and single female advancement-- across classes, rich, poor, and in between." 

One of those factors that cannot be ignored is single motherhood. The Times article, the Disestablishment of Marriage, reports that 60 percent of American women who have their first babies before thirty have them out of wedlock. Traister says that, "the economic ramifications of having children are of course felt most keenly by unmarried mothers; a staggering 42 percent of people in families headed by single mothers live below the poverty line." 

But single women are upending tradition. And that's power. "Their growing presence has an impact on how economic, political, and sexual power is distributed between the genders." Single women overwhelmingly voted for President Barack Obama. Single women are changing the definition of family, which directly impacts social policy. "Women," writes Traister, "perhaps those who have lived untethered from the energy-sucking and identity-sapping institution of marriage in its older forms, have helped drive social progress of this country since it's founding." 

Women living without marriage are more able to be both professionally and economically than ever before.

Cheers to you badasses. Today is your day. 

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The 7 Culture Mistakes Startups Always Make

photo credit: Molly Winters

Every founder knows that culture is crucial to a startup’s success — as Fred Wilson says, “If you want to be in business forever, you need to build a culture that sustains the business” — but there are seven common mistakes that startups make when creating their culture:

1. YOU THINK CULTURE JUST "HAPPENS"

Running a startup means your burn rate is always in the forefront of your mind, and as a result, everything takes a backseat to getting to MVP. Culture can be fixed later, right? The truth is that “culture” is just another way of saying “how we work here,” and by the time you get to your MVP, it will be deeply entrenched.

FiveStars’s founder Victor Ho never took the time to officially define the culture— he felt it was too “cheesy”. But as they grew from 40 to 80 employees, their culture got diluted and as people clashed over ways of getting work done. As quoted in Fast Company, Ho described it as “one of the hardest periods of the company.” Rather than waiting to define your culture, consciously shape your culture while you build your MVP. You don’t have to go on an expensive company retreat, or write an elaborate culture deck. It can be as simple as writing down five words that describe your culture and once a month, as a team, discussing whether they’re still appropriate.

2. YOU ONLY HIRE YOUR FRIENDS

Hiring for a startup requires a high level of trust: you need your team to work hard and make the right decisions, and the team has to believe in you and your vision. So it’s only natural to look for people from your existing network. This can be useful at first — homogenous teams communicate better and demonstrate greater cohesion — but can quickly lead to trouble.

Hyperloop One was launched with great fanfare, but was hit with a lawsuit due to (among other things) the co-founder hiring his brother as general counsel, and dating their PR consultant, whose fees then nearly tripled. Avoid this by establishing the rules of engagement early on, including what happens in a worst-case scenario (such as firing your friend). You should also think about how you’re going to integrate people into the existing culture; your goal is to prevent cliques from forming or for people to feel excluded from an “inner circle.”

3. YOU THINK HIRING MORE PEOPLE MEANS SUCCESS.

Celebrating is so important because success at a startup can be so rare in the first months. It’s comforting to be able to point something that’s a clear sign it’s all working. And as Buffer’s founder noted, “Team size is easy to understand. Sometimes it impressed people when I told them how big the company was, and I was proud to share it.” But the company brought on too many people, too fast, and was forced to lay off 11% of the company. Protect team morale by tracking more accurate measures of success, and find ways to celebrate small wins regularly.

4. YOU SPEND TOO MUCH $$ ON PERKS TO COMPETE WITH OTHER STARTUPS 

Bribing employees is a common Silicon Valley practice — what else are meals by gourmet chefs, meditation classes, and laundry service but attempts to get more work out of employees? And those bribes don’t come cheap: shrinking VC funds forced Dropbox to cancel its free shuttle and and limit free meals.

If you really want your team to do their best work, regardless of your compensation budget, give them meaningful work. Show them how their work is directly impacting the organization, and how the organization is making a difference in the world. In other words, give them purpose. Oh, and don’t worry — “purpose” doesn’t necessarily have to be a product or service that saves the world (though that’s a plus); it just means that you have a compelling vision and mission.

5. YOU OVERWORK PEOPLE IN PURSUIT OF THE PRODUCT. 

Signing up for a startup is a commitment; long hours and outrageous goals are part of the bargain. But push too hard, and you’ll flare out. At Zynga, for instance, long hours, “aggressive” deadlines, and an obsession with performance metrics led to a talent drain, and even hampered its ability to acquire companies. To prevent burnout, hold regular check-ins with your team to help them manage workload and stress levels. And don’t forget to check-in with the founder: 30% of founders report being depressed, as opposed to only 7% of the general population.

Again, we’re not saying you won’t spend some long nights and weekends at this office, but don’t make it a cultural norm.

6. YOU DON'T FIRE JERKS BECAUSE THEY'RE SMART. 

Hiring the best talent is highly competitive, but ignore the “no asshole” rule at your own peril. Despite their superior skill set, their personality will destroy your team culture, not to mention their productivity. In one of our engagements, we worked with an executive whose attitude turned the rest of the team against him. This led him to protect his own job by guarding his data more and more closely, leaving the startup completely in the dark when making crucial decisions. Still not convinced? Jump to 4:30 to hear Paul Graham, founder of YCombinator, talk about his “no asshole” rule.

The best way to avoid this problem is to carefully screen for jerks during the interview process, listening for self-centered answers and trash talking past employers. (As Raylan Givens of Justified noted, “If you run into an asshole in the morning, you ran into an asshole. If you run into assholes all day, you’re the asshole.”) But if one has slipped past your radar, talk to them and make it clear how you expect their behavior to change. If they don’t shape up, then it’s time to go your separate ways — the rest of the team will thank you.

7. YOU BELIEVE THE RULES DON'T APPLY TO YOU. 

Pushing the limits is a great way to get new customers and attract attention… until it isn’t. Zenefits was lauded as a major disruptor in the insurance industry, and its investors pushed it to increase its sales goals. Unfortunately, to meet those goals, the company ignored state regulations — which ultimately threatened to destroy the organization and forced the CEO out.

Before you even think about lawyering up, sit down with your founders and determine your company values. What’s most important to your team? When might you need to debate an action before moving forward? Check in every quarter so that when money’s on the line and deadlines approaching, you know what you stand for.

Written by: Paula Cizek, Director of Knowledge & Editorial at NOBL. NOBL is an organizational and team design consultancy that unleashes the creativity and capability of teams through new ways of working. Sign-up for one their upcoming team design bootcamps.  

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The 4 Rs You Need to Recover From a Mistake

Photo Credit: Musings of a Curvy Lady

By: Cassie Hughes & Gabrey Means, Grow Marketing

Anyone who has dared greatly, innovated or made things better has also known failure. When we first set out to create our own experiential agency, we may not have known what we were doing, but we were crystal clear on what we wanted. Neither of us came from an agency background but we knew what was important from the client’s perspective and that we had something different to offer than what we were seeing in the marketplace. We knew there would be a lot of mistakes along the way and rather than shying away, we faced them head on. 

"Anyone who has dared greatly, innovated or made things better has also known failure."

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Everyone makes mistakes. We’re only human. But how you learn and grow from them can help you better prepare for challenges ahead. Whether in your personal or professional life, here are a few tips to help you bounce back from a mistake and walk away stronger and smarter.

RECOGNIZE 

Early in the life of our agency we took on a project where there were red flags we didn’t pay attention to because we were so eager to prove ourselves as a new entity, even though we had a long track record of success in our careers. It was a huge national brand in a category we were dying to break into so while our intuitions were screaming no, our egos kept saying yes. The client was unrealistic but we thought we could turn her around. We couldn’t have been more wrong. In addition to grinding us on every budget and continually asking for new ideas (free of charge) eventually she actually became verbally abusive.  We got through the project and delivered but at a cost to ourselves and our team, who were left feeling deflated, unappreciated and exhausted.  

RECORD 

We are big believers in intention and writing things down. When we make mistakes we process them by writing down a list of what we learned and would do differently the next time. This was crucial to our process of avoiding bad project/client matches in the future. While it may sound intimidating to see your mistake recorded in black and white, it's actually quite liberating. When possible, sharing your list with a friend or partner who can keep you from being too hard or easy on yourself helps to keep the process honest and, therefore, most useful.

REPAIR 

If you want to create an environment where people are inspired to be their best, they have to feel safe to fail. If they don’t, they’ll engage in all kinds of unproductive behaviors that only compound the mistake, from covering up to placing blame on others. Meanwhile, time ticks away and the impacts are increased. Encouraging people to own their mistake and take an active part in the solution means resolution comes quicker and the individual is left with the empowered feeling of having helped to repair it versus the deflation of screwing up, which only makes people feel and think smaller. To repair the damage to our team from the verbally abusive client, we owned up to letting our eagerness override our instinct and shared how we would avoid such situations in the future.

"If you want to create an environment where people are inspired to be their best, they have to feel safe to fail."

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RESOLVE 

One of the most important parts of recovering from a mistake is knowing when to take a deep breath and let it go. Continually reliving mistakes is unproductive and paralyzing. Once you have done the work to repair the mistake and can clearly articulate your learnings, you should trust you have learned what that mistake has to teach you, freeing you to move on.

The mindset of recovery and resolution is an important one to build. It allows people to continue to want to take on new challenges and find new ways of doing things-- which, are really powerful assets. A culture that rewards creativity and trying new things – without punishing the misses – fosters a team of savvy problem-solvers who can think on their feet and are energized, instead of paralyzed, by new challenges.

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What Do Your Jewelry Choices Say About You As an Employee?

Ever wonder what your jewelry choices say about you as an employee? Whether you’re slaying Keynote proposals in a statement necklace or you’re a simple bangle kind of boss, we’re breaking down jewelry choices and work styles with Simon G. Jewelry.

There is a rapport between what you put on and how you go about your day.

THE STRAIGHT SHOOTER IN THE SIMPLE BANGLE

A simple bangle says you like to get into the office early and clear out your inbox ASAP. It’s a no-fuss approach to business and dressing that says, I bang that drum, but with a bangle that doesn’t get in the way.

With an arresting intertwined design of white and rose gold and white diamonds, you’re also a bit of a dreamer who takes chances by bending the rules a little bit. You’re not afraid to mix metals and you’re certainly not afraid of mixing it up in the conference room, stating your ideas with confidence; two-tone means you’ve got ideas in every hue.

THE GO-GETTER IN THE CLIMBER EARRINGS

Call it a hike, a journey, or a climb, you’re all about getting to the top. But as dedicated as you are about going after your dreams, you also make sure to reach down and to the side as you go.

These climber diamond earrings mean you’re a go-getter, you want to be noticed, and you make a statement with both your earrings and your handshake: firm and no-nonsense.

You know that not everything you do will be a success but that never stops you from trying.

You like talking strategy and growth with your team and you’re constantly brainstorming innovative ideas for expansion. In 18k white gold with floral pattern you’re classic but crafty and nothing will hold you back.

"You’re classic but crafty and nothing will hold you back."

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THE WORKER BEE IN THE SIMPLE DIAMOND PENDANT

You work out at 6am. Are in the office by 8:30, and you’ve corresponded with more people before noon than most people do in a day. You’re practical, fast, and you like jewelry that you don’t have to think about—  but know is always looking stunning.

This is the kind of necklace you can wear morning, noon, and night. In part because you’re always heading from the office to work drinks!

You never have to take it off (and you often don’t). Don’t underestimate it’s simplicity for simpleness. This necklace works hard for you and you need something that works like you do: around-the-clock.

Like they say: you want something done, give it to a busy person.

THE OFFICE UNICORN IN THE RIGHT HAND RING 

You are always there to jump in, take on a challenge head-on, and come up with ideas that benefit the whole team. If someone is out sick, you’re helping.

If a co-worker is hitting a wall with creative ideas, you’re staying behind to spitball. You’re a true right hand to everyone in the company and it’s an attitude that doesn’t go unnoticed. It has helped you advance your position in the past and will continue to do so.

This spiral ring is comfortable and resilient due to the design of tiny, almost unnoticeable joints in the solid 18k rose gold design. Which mirrors your personality precisely. The diamonds add a bit of sparkle— just like you add to the workplace.

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What Do Millennials Really Want From Work

Credit: Laura Dee Photography

Everyone knows some lucky Millennial working at a Bay Area tech company where free food, massages, and dry cleaning are industry standard perks. Due to some major workplace jealousy, every Millennial is guilty of day dreaming about working somewhere where sneaking off to find a nap pod is encouraged. But despite what employers may think, these untraditional perks are not what most Millennials are looking for in a place of employment. In 2015 Millennials surpassed Baby Boomers as the majority of the U.S. workforce at 53.5% and as such it is time to take what they want at work seriously. And their needs are much more serious than one might think.

FLEXIBILITY 

Millennials are starting to devote more time and money than ever on experiences. More than 3 in 4 Millennials (78%) would choose to spend money on a desirable experience or event over buying something desirable. Millennials’ desire for more flexibility with their work hours goes hand in hand with this spending trend. As it turns out, Millennials are not happy working your average 9 to 5 job. 81% would appreciate being able to make their own hours at work, 77% believe that flexible work hours would make them more productive at work overall and 43% would switch jobs if given greater flexibility in work hours elsewhere. The freedom to design their own work hours is so valuable to workers of any age that 2 out of 5 are even willing to forfeit a portion of their salary if it meant increasing their position’s flexibility. If Millennials were able to introduce more flexibility into their current posts, 64% would favor sometimes working from home and 66% would appreciate an adjustment in their hours.

MAKING A DIFFERENCE

Despite having a reputation for being self-centered, 84% of Millennials say that helping to make a positive difference in the world is more important to them than professional recognition. To feel fulfilled at work, Millennials need to feel as if their work matters. 60% of Millennials cite “a sense of purpose” as part of the reason they work for their current employer. Watch out Baby Boomers, Millennials were found to care much more about making a difference through their work than other generations. When surveyed 35% of Millennials  found it important to have a job with a positive social impact, compared with just 19% of employed Americans overall.

"60% of Millennials cite a 'sense of purpose' as a reason they work for their current employer." 

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TRADITIONAL VALUES 

While ping pong tables, bringing your dog to work and riding around the office on scooters are all fun perks, what Millennials are actually looking for at work is not that different than previous generations of workers. Essentially employees of each recent generation share the same reason for changing jobs: more money and a more creative workplace. This sentiment was expressed by 42% of Millennials, 42% of Baby Boomers and 47% of Generation Xers. When gauging what makes an employer attractive, Millennials placed career advancement opportunities at the top of their list followed by competitive wages/other financial incentives and then excellent training/development programs.

CREATIVITY 

Creativity is key for Millennials, with 31% placing value on working with creative people. Millennials are not the only generation craving more creativity at work, 36% of employed U.S. adults report that they want to leave their current job to pursue a career that allows them to be more creative. The American workforce values creativity so much that almost 41 million employed U.S. adults, are willing to take a pay cut for a job that allowed them to be more creative. Allowing Millennials to think outside the box is key to retaining Millennial talent. If they don’t, employers risk losing employees to the more creative and less restrictive path of being an entrepreneur. 67% of Millennial employees surveyed said they would leave their traditional jobs for a more creative self-employed track if they believed they could pay their bills by working for themselves.

Written by: Jacqueline DeMarco is a freelance writer with experience in editorial and news writing. 

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