Throughout my career, I’ve had conversations with coworkers who think they’re more crucial to the business than they really are. You know the type – they drop comments like “This place would be lost without me” or “Let’s see how things go if I’m not around.” Usually, it’s the sales or tech folks who, despite their contributions, sometimes overestimate their importance. Over time, I’ve come up with a simple two-step test to figure out if someone is truly essential to your business:
Snowstorm Test:
Ask yourself if this person is required to show up at the office during a severe snowstorm, lasting multiple days.
Example: In a large Health System where I worked, doctors and nurses were essential, with plans in place for emergencies. Meanwhile, in HR, I wasn’t on the list for a 4-wheel drive SUV pickup.
Self-Promotion Check:
Consider if the person spends a lot of time trying to convince you of their importance to your operation.
Examples: Statements like “Our biggest client wouldn’t be here without me” or “Our department saved the organization $500K last year on a $3.7M budget.”
Looking at how organizations evolve, it’s interesting to note that in the beginning, only essential employees are truly needed – those involved in getting materials, making products, selling them, and handling finances. Support functions like HR and Marketing often come later, usually after the company grows beyond 100 employees.
Regularly reassessing who holds essential roles within your organization is important. As a “client” to these vital contributors, focus on tasks that support their efforts. This means having direct conversations, asking, “How can I help you do your job better?” It’s simple but often overlooked.
Think of organizations like picking teams on a playground. If your most essential employee were choosing a team, where would you stand – first, tenth, or last? It’s worth thinking about where you fit in.
There are certain conversations in our work lives that cause people the most anxiety and having to go in and ask for money is, on my list, the next most anxious work conversation most people will face. I can think of many times that I wanted more money, thought I deserved to get more money, and heck even our good old Comp people said the market should be paying me more money, and still, it is a difficult conversation to have with my superior (at least for me).
Like many people, I think I do a good job, give my best effort, produce great results, and after all that, should I really need to ask? Shouldn’t my boss ‘get it’ and just want to write me a blank check?!
With all this in mind, most people will screw this conversation up by saying things they really want to say, but shouldn’t, if they’re trying to get a raise. Here are the top things you probably shouldn’t say when asking for a raise:
1. “If you pay 10% more, I will really put in some extra effort!” – So what you’re saying is you’re not putting in extra effort now…
2. “I looked in our HRIS system and I know Sheila on the 5th floor is making $5000 more than I am – and she’s an idiot!” – Not the best strategy to look at others’ private comp information, even if you have access, then call them an idiot – at least in my experience…
3. “If you don’t pay me more money, I’ll be forced to find another job that will pay me what I worth” – Be careful, I’ve tried this one, and they might call your bluff!
4. “I’ve done the math and if you fire Mike, I can do his job and mine, you save $50K, after giving me $25K of his $75K salary” – This actually might be a really good idea, But Mike might be the last one standing with the $25K raise, not you!
5. “I really don’t understand how you can be worth $50K more than me, I do all your work – and deserve more money” – Bosses just love to hear they are overpaid, don’t do anything, and you can do their job – NOT!
6. “I saved the company $1 million in reducing recruiting fees, by implementing a social media strategy successfully, I should at least get a fraction of those savings” – Why, yes you should – if you were in sales, but you’re in HR, and this was part of your job description. Sorry for the wake-up call – all employees aren’t treated equally – put on a helmet.
7. “I know times are tough, so I was thinking instead of more money you could give me an extra week’s vacation or pay for my health insurance or something else like that.” – Okay, Einstein, stop thinking – it’s all money. Vacation, health insurance, paid parking, lunch money – it all hits the bottom line on the income statement. You just showed how expendable you really are.
I’ve learned over the years, through trial and error (okay, mostly error) that many, if not all, of the above statements just don’t seem to have the impact that I was hoping for with my supervisor. I have seen peers, who performed well, were loyal, dedicated to doing their best for themselves, their co-workers, and the company, and got the raise they wanted by just being patient.
Supervisors are as uncomfortable as you are to have the compensation conversation. If you are as good as you profess to be, then they do want to give you more, but probably can’t due to budget, market, others performing even better than you, etc. It may be the hardest thing to do, but being patient usually works out the best of all!
When it comes to advancing in your career, it’s not just about chasing promotions. Let’s say you have been at X company for 5 years and you’re hungry for more. We’ve all been there, right? Here’s what I would say:
Step 1: Put together a self-improvement plan with goals and a timeline. Show you’re working on your weak spots (let’s call them “opportunity” areas for the GenXers).
Step 2: Let your boss know about your plan, and here’s the kicker – ask for their help in pulling it off. Be specific about what they can do to help you reach your goals.
We discussed some ideas based on his “opportunity” areas.
Bosses love promoting folks they’ve mentored. It strokes their ego and scores them points in the organization for developing talent. Hiring doesn’t get them as much credit as promoting does – it’s basic Organizational Behavior 101.
It doesn’t have to be fancy. Bosses like promoting those who show they’re into their job and the company. Taking charge of your development plan and asking for help doubles your shot at getting promoted.
There are a lot of moving factors in this, but if you are working for someone who is respected in the organization, and you have an above-average performance compared to others in your work group, this will almost always play out well for you.
Trying to climb that career ladder? Just follow these two simple steps.
Getting turned down for a job sucks, but how you handle it can impact how people see your company. A while ago, I applied for an executive gig, and 18 months later (emphasis on this), I got a snail mail rejection letter. No communication for 18 months – then a rejection. Now that’s a solid candidate experience, right!?
That experience got me thinking about the dos and don’ts of rejection letters. Here’s the lowdown:
Dos:
Send signed letters to folks you talked to personally – phone calls, meetings, or internal referrals. And don’t wait 18 months.
Write rejection letters that match your company vibe.
If someone’s a definite no, shoot them the rejection letter. For maybes, keep them in the loop.
Use the ATS for mass rejection emails when there’s been zero personal contact.
Don’ts:
Don’t send a letter to everyone who applies. When someone applies, include a message in your recruitment process, letting them know that only those selected for interviews are considered part of the process. This means we’ll communicate directly with those individuals. Others, thanks for applying – please consider other positions that match your experience and background.
Avoid saying someone else was more qualified – you can’t know for sure. Focus on the one who fits your current needs.
Ditch the promise of keeping resumes for the future. Be straight – if they want another shot, tell them to reapply and maybe network a bit.
In the end, rejection letters should leave people thinking, “Okay, I applied once, and I’d do it again. Maybe even support or buy from this company.” It’s not easy, but doable.
For real feedback on your rejection game, give a few rejected candidates a call. They’re usually cool with sharing their thoughts on the process.
Ever wonder what your workplace really wants from you? I’ve spoken to this before.. It’s not about being a superstar, an A-lister, full of energy, or cracking the Top 10%.
The real deal is being consistent—not shining all the time or totally sucking. Just meet expectations. Every day, every week, every year. Dependable and consistent.
But let’s be real, we don’t appreciate consistency enough. We feel the need to be more than just consistent, like it’s some kind of new low.
We’re all about being ‘world-class,’ creating ‘best practices,’ and leading the industry. Sounds cool, but it makes being consistent seem like a bad thing. Truth is, if everyone in our crew kept it consistent, we’d crush the competition.
So, why aren’t we owning the game? Because being consistent is tough. That’s why we chase after rock stars. We need them to make up for the not-so-great ones. Getting everyone to meet expectations is like herding cats.
Next time you’re with an employee who’s just ‘meeting expectations,’ give them a pat on the back. Thank them for doing their thing every day. Imagine if everyone else followed suit—boom, greatness!
You don’t need over-the-top performance to win. Just get everyone to do what they’re supposed to do. Consistency—let’s slap that on a poster and call it a day: “Just do what you’re supposed to do!”
I’m all about it – winning, competing, the buzz, and yeah, even losing. Losing keeps you caring about winning.
Not everyone sees it like that, though. Some think we should all just get along and that having rivals is old news.
But here’s my take – real competition with rivals pushes us to be better than we thought we could be. Without that push, we’d never hit our top performance.
The snag with rivals at work is it can get ugly real quick if it’s not handled right. That’s why some folks say we don’t need rivals in society.
A badly managed rivalry, especially at work, can wreck the vibe faster than anything else. It turns into a “me against them” deal, even when ‘them’ is just another part of ‘us’!
But, if done right, rivalries can light a fire under leaders and teams, taking them to some crazy high performance levels. External rivals, like competitors, bring that extra kick. Those are the rivalries we love – kicking the competition’s butt!
Internal rivals can be just as motivating, maybe even more because it’s real. Your rival is someone you know, or at least more than your competition.
This relationship with an internal rival is where the energy comes from, both good and bad. We hope these internal rivalries drive both sides to greatness, but it doesn’t always pan out that way.
Usually, internal rivals end up trying to outdo each other, when what we really want is both sides reaching greatness and cheering each other on. I used to think it wasn’t doable when I was a young leader.
One side wins, one side loses. That’s a rivalry.
But over time, I’ve seen that the best leaders figure out ways for healthy rivalries, getting everyone to back each other up and celebrate together. It’s about plenty – there’s enough success for all of us. As you succeed, and your co-workers succeed, that success lifts us all.
I first saw this in college sports. A coach taught us to push each other as rivals in practice when it helps us be our best. But when it’s game time, we stick together to reach our goal of winning. It’s about the team.
So, leaders, when you’re setting up internal rivalries, keep in mind that concept of plenty and togetherness. It’s about me, until it’s about we. The leader’s got to show us where that line is.
Whenever HR folks hang out, they often think they’re the rebels in the room. But truth be told, when you look at what they say and do, we’re all not much different from everyone else. This isn’t just an HR thing; it’s all over our workplaces. It’s like we’re stuck in this ‘Group-think’ mode.
Back in the 1950s, Solomon Asch did a study where students had to solve simple problems, like figuring out if two lines were the same length. Some students purposefully gave wrong answers, and guess what? Three-quarters of the others went along with the wrong answers at least once. It’s a reminder that as humans we tend to follow the herd, even when it’s clear they’re off track.
In the corporate world, the contrarian label often gets slapped on the CEO or someone on the fast track to getting the boot. Despite what top executives say about valuing contrarian ideas, the truth is, going against the grain isn’t well-received in companies. So, it’s kind of amusing when HR pros claim they’re the rebels in their organizations. No you’re not. Plus, do you really want to be?
Let’s cut to the chase – HR doesn’t have to be the rebel; shouldn’t they just go with the flow? HR needs someone who totally drinks the Kool-Aid and fully supports the mission. It might sound rebellious in its own way, especially if the boss is a visionary leader, but that’s what organizations need from HR.
HR needs to toe the line. Conform to the vision, conform to the mission, and lead by sticking to the organizational goals. By embracing this kind of conformity, HR can actually make a real difference in the success of the company.
If you’re looking for a new job, it feels like every move, every past action, and even future potential is under intense scrutiny. But one of my favorite studies (an oldie but a goodie) from a Harvard professor reveals that when it comes down to it, job seekers are primarily judged on two critical factors. That’s it – just two.
In a study spanning over 15 years, Harvard Business School professor Amy Cuddy revealed what shapes initial impressions. She unveils the core inquiries individuals subconsciously ask upon meeting someone for the first time:
Can I trust this individual?
Can I respect this individual?
Trust and respect. These are the immediate judgments following the lightning-fast assessment of one’s appearance. But once you start talking, they start checking how believable you are and the background that earns their respect. It’s often based more on the person making the judgment than on your actual attributes. Unfair? Absolutely.
So, how can you tip the scales in your favor?
Adapt your energy to match that of your interviewer. Harmonizing your demeanor with theirs can bridge gaps in compatibility. If your energy doesn’t match, they might wonder if you’re a good fit for the team.
Research your interviewer beforehand. Understanding their background and weaving connections during the interview fosters trust and respect.
Be interesting. Share a short, engaging story that connects and grabs attention.
Remember, an interview is not an examination; it’s a conversation with strangers. Sometimes the chemistry clicks, and sometimes it doesn’t. If you find yourself disliking the interviewers, chances are the job might not be the right fit either. Trust your instincts.
What’s the one thing that drives employees crazy? Adoption new technology? No. Not enough PTO? Probably, but no. The biggest thing? Change.
Seriously, it’s the top contender for the most disliked thing a company can do to its employees. I know, some claim they’re all about change—love it, embrace it, advocate for it. But let’s get real. Those folks who shout about embracing change? They’re the same ones devastated when their favorite TV show gets the boot. Truth is, most people hate change. They like things steady—the same morning coffee routine, knowing their familiar doctor is on their insurance plan, the predictable paycheck schedule. That’s their jam.
So, here’s the secret to keeping your employees around.
Your folks don’t secretly plot their escape route. Starting a new job, dealing with a new boss, different location? It’s a headache! They actually want to stick with you. But, and this is a big but, they don’t want their job or the company to become unbearable. That’s where the problem lies: Change is bound to happen, but it’s also what they can’t stand.
How do you navigate this without causing an uproar?
Simple: Communication is key. Many HR departments tend to blow small changes out of proportion by drowning everyone in unnecessary info. New payroll system? Cue the panic. Checks arrive on different Fridays now! The usual reaction? Form a committee, plaster posters, rewrite policies, and talk about it endlessly for months. But hold on.
What’s needed is straightforward talk. At all times. Hey team, our payroll’s getting an upgrade. Less errors, more savings for the company. Checks will come on different Fridays. Get ready, and if you need help, your supervisor’s there for you. Change kicks in the next pay cycle. Done!
Here’s the thing: People hate change. So, let’s not make a big fuss over small changes! Only communicate the big stuff. When major changes happen less often, it won’t feel like a constant whirlwind. Your employees WANT to stick around. They HATE change. Stop bombarding them with unnecessary upheaval just to look busy.
Employee retention? Not rocket science. Because, deep down, your employees would rather stay put.
This holiday season, I’m stepping away from my usual writing to bring you some of the top-read posts from 2023. Enjoy!
What Email Subject Lines are Getting the Best Candidate Response?
Recruiters love to talk email subject lines! I think I could run my response data every month, and it would easily be my most-read post each month. It’s part of the secret sauce of talent acquisition, especially as ultra-low unemployment continues to make it very difficult for recruiters to get responses for candidates.
G*d Dammit, Tim! Just give us the secret magic subject lines so I can use them!
See? It’s like giving out that first hit for free! You give them a little taste, get them addicted, and now they can’t live without it. You start feeling itchy, so I’ve heard, and you can’t focus on anything but those free guaranteed-to-work subject lines!
Calm down. I got you, baby.
Try these on for size:
“We need to talk” – Like any good subject line, this comes from a place of personal psychology. Usually, when you see this in a message, it’s not a positive thing. Most likely, you’re in trouble, or you’re getting broken up with. Which, like any good subject line, is why this is so good. This gets extremely high open rates because it triggers something personal in people.
<Just Your Last Name> – It still works as well as any subject line I’ve tested over the years. I use this one more than any other subject line in my toolbox, and 60% of the time. It works every time! This works because no one does it, so the person does not view it as spam.
<A question that speaks to someone’s expertise> – This works because most of us have this psychology of wanting to help others and show off all at the same time. “Hold my beer. I need to show this person how smart I am, and make myself feel good that I help others…” A good example of this might be something like: “Tim, Can you help me with a recruiting issue I’m having?”
<Salary Data Subject Line, Personalized> – Why does someone change jobs? Nope. You’re mistaken. It has very little to do with their manager. It’s most likely someone else has shown them they can make more money by making this change. At least, that’s what all “the new” data is showing! “Software Engineers are getting 28% salary increases by making this change.” “A Technical Recruiter in the ATL is making $140K.”
<Anything specifically personalized to the receiver> – If you take 13 seconds to look at the resume or profile of a person you’re emailing, you can get something personal from that information to use. School mascots for men work well because you’re gambling that person is a sports fan of the school they graduated from. Or maybe you saw a post they like some certain professional team. “Go Green!” because I’m a Michigan State fan would get me to open that email every time.
Honestly, most of these subject lines work simply because they just don’t suck. 90% of recruiters still use lame subject lines like “I’ve got a great opportunity I would like to discuss with you” <vomit face emoji>! Actually, the vomit-face emoji alone in your subject would be a great subject line to test!
Try these out and let me know how they work.
Also, if you’ve found one that works great, help a brother out and share it in the comments below!
