Culture of Fear

With all the media coverage of the "Ebola Crisis," I started think about how fear plays a part in our everyday lives. How the 24 hour news cycle has trained us to believe everything we see, read, or hear and run with it. No matter how true, absurd, or irrational the information is.

I am not saying Ebola is real or it isn't or there shouldn't be a cause for concern. Honestly, I do not know enough about it. When I want to know, I will do my own research and not rely on the media. What I do care about, however,  is the culture of fear that is perpetuated in our personal and professional lives. Simply put, fear is a tool of control to get people to think or behave a certain way.

In HR, we talk a lot about culture. We want to create a culture where people want to work. It should be positive, motivating, engaging! But what happens when it is the opposite? What happens when the culture is negative, disengaging, and based on fear. A culture where people are afraid to speak the truth because they may be scolded like a child. Where people have to pretend to be busy so they seem valuable and won't lose their jobs. Or where the executives constantly talk about not being profitable discouraging workers from asking for raises or other compensation.

Creating this culture of fear is damaging not only to the employee, but also to the employer. The employer brand, productivity and morale suffer. As HR Pros, it is our responsibility to break this culture if it exists in our organization. I understand this is a sensitive subject and must be approached with care, but it must be done. To break a culture of fear, you must promote communication and trust. Employees should be able to tell the truth without fear of retaliation and trust that there will be follow up. In addition, companies need to be transparent with their employees. It is problematic when there is one way communication about how bad the company is doing and never how well. Communication is truly the key.

We have to break the culture of fear and create a culture of honesty, integrity, and trust. And it starts with HR standing up and speaking our truth.

Social Media & Job Hunting

It is quite inevitable that almost everyone is on social media, including that recruiter for the job you want. So how do you express yourself and have fun on social media without killing your job prospects? Keep this in mind, once it is on the world wide web, it is out there forever.

I know that sounds dramatic and very much like a parent, but coming from an HR prospective it is sage advice. Take a moment and think before you post that photo, article, and status slamming your current employer. I do not make a habit of looking up my candidates on social networks, but many employers do.

A great tip is to change the privacy settings on your social media platforms so that only friends can see your posts. I would even suggest that if you really want to vent, make the post completely private so that only you can see it. .  Be careful of sharing anything that displays poor communication skills, making discriminatory comments related to race, gender, or religion, or lying about qualifications. These are definitely things that would turn a potential employer off. I understand that people purposely post things just for likes, followers, and fans, but that inappropriate content could be killing your job search

I don't want to seem like I am anti-social media because I am not. I just think people need to be smarter about using it. A good social media strategy can help you find the job of your dreams.  If you choose to share content publicly on social media, make sure it’s working to your advantage. Make sure your messaging is consistent on all platforms. Share content that highlights your accomplishments and qualifications in a positive way by discussing articles that are relevant to your field, offering tips to your followers, or creating a blog. These uses of social media will get you recognized for being poised, professional, and polished.

Perception is reality. Make sure you are perceived in a professional light in person and online to get your dream job!

Managing a Micromanager

Working with a micromanager can be extremely difficult for any professional. It can be demoralizing, stifling, and unproductive as the person seeking control refuses to delegate, questions everything you do, and is constantly asking for updates. Usually the desire for control stems from their own insecurities in themselves, lack of control outside of work, and deeply rooted mistrust. While it is not possible to change others, we can control the way in which we handle a micromanager.

With this in mind, here a five tips for working with a micromanager:

1. Critique yourself - be honest about your work performance. First look within to see if you have given someone a reason to micromanage you.
2. Build trust - I cannot say this enough with any working relationship, and especially when working with a micromanager. They need to see that you will follow through, keep your word, and do a good job.
3. Be Proactive - anticipate the needs of the micromanager in order to alleviate some of the stress. Flag potential problems and offer solutions.
4. Role model the preferred behavior - volunteer for additional projects to show the micromanager the need for delegation and how to do it properly.
5. Keep them in the loop - don't wait for them to ask for an update, offer info on critical steps and milestones.

Management Hierarchy

Today I will be answering a reader's question. The reader asked: Why is separation/segregation of management, supervision, and employees promoted in the workplace?"

While there is no easy answer to this questions, I'll provide a few viewpoints to consider when thinking about hierarchical structures. I will also offer a few tips on managing these relationships to help you succeed in your career.

The main reason companies have hierarchies and organizational charts is to provide clarity. Org charts help employees identify who the should turn to should they have questions, comments, or concerns. Basically you will always know whom to escalate any situation.

Also, it is my experience that management likes to keep a clear boundary with employees as not to violate any policies or laws. Things can get really hairy when supervisors and managers get too friendly with their employees. Confidentiality can be broken or harmless actions can be misinterpreted. It is much easier for managers to keep a clear separation from their staff.

Additionally, if a manager becomes to close to their employee they may find it hard to coach, discipline, provide feedback, or even terminate. We are human and emotions are natural. So to avoid conflicts of interest, some managers think it best to keep their relationships with their staff strictly business.

As an employee here are a few tips to help manage these relationships:

1. Build trust - keep your word, meet deadlines, follow through
2. Manage up - know how to speak the language of management and leverage the relationship to help support your goals and the goals of the company
3. Set your own boundaries - Stay professional at all times, getting too casual could send the wrong message to management

Good luck and keep the questions coming. If you are interested in more in depth career development, please contact for more information at glamhr@gmail.com.

International Upodate Your Resume Month

September is International Update Your Resume Month. You can read more about it here.

I think starting to update your resume and look at new career options in the fall is a great idea. However to go a step forward, I do not recommend making job changes at the end of the year. Most companies are closing their books and trying to protect the bottom line at the end of the year. January is a better time to actually start applying and looking for jobs. The year is new and companies are prepared financially and strategically to make changes.

In honor of International Update Your Resume Month, I am offering one free hour of coaching to be included with the resume building service through September 30, 2014.  If you book your service by the end of the month you will get an hour of coaching on whatever topic you desire. This would be a great opportunity to see if coaching is right for you.

Please contact me for details at glamhr@gmail.com.

Manifesting Your Career D.R.E.A.M.

On this debut episode of the This Stuff's Working! Blog Talk Radio program, join KishaLynn Elliott, certified coach and owner of This Stuff's Working! Coaching, for an enlightening and powerful conversation with CaMesha Reece.

CaMesha Reece is an HR Maven and Executive Coach. Your success is her business. She works with small to mid-sized business on special HR projects and specializes in building an HR infrastructure for companies. She also helps individuals realize their career goals with one-on-one career coaching.

Tune in for career advice that goes BEYOND the resume. Get truth like you've never heard it before and learn about the proper mindset and plan that will set your career search ON FIRE! Let us show you how This Stuff's Working! to find you the work you want!

Click the link below to listen now!



Manifesting Your Career D.R.E.A.M. with Camesha Reece 05/31 by This Stuffs Working | Jobs Podcasts