Careers Archives – Page 3 of 14 – Unretirement Project

Caregivers: How to Discuss Your Needs with Your Employer

February 19, 2020 by Sharlyn Lauby 2 Comments

continue your success story airport sign encouraging caregivers

A few months ago, I shared with you some “tips for working caregivers” from an AARP webcast on the topic. In the second part of the AARP webcast series, the conversation turned toward how to have caregiving conversations with your employer. While the webcast didn’t offer XX steps you should follow, I thought it might be helpful to outline what you could do if and when you need to discuss your caregiving responsibilities with your manager.

1. Understand the law. In January 2018, the RAISE Family Caregivers Act was signed into law. This legislation requires the Secretary of Health and Human Services to develop, maintain, and update a strategy to recognize and support family caregivers. I’m not aware that the details of the program have been finalized yet, but it is something to watch. Also be sure to check the laws of your state to see if there is legislation covering caregivers.

2. Read your employee handbook. One of the most eye-opening portions of the webcast was when the host asked polled listeners how many people had read their handbook or talked with human resources about their benefits. More than 75% had not. As a HR pro, I understand that the handbook isn’t the most riveting reading, but it contains essential information. Check it out. Talk with HR. Know your benefits.

3. See what services your employee assistance program (EAP) can offer. Speaking of benefits, a common one that many organizations offer is an EAP, also known as an employee assistance program. EAPs provide employees with confidential resources and guidance in areas like mental health, financial well-being, etc. Again, this is a benefit that is already yours. Take full advantage of it.

4. Think about the objections. Whenever I’m getting ready to pitch an idea, I think of all the objections. And come prepared to address them. While the crux of your conversation is “I’m responsible for family caregiving and I need my company’s support.”, put yourself in your manager’s shoes. What might their objections be? Some of the things that immediately come to mind are quantity and quality of work. Know the answers.

5. Have proposed solutions. This is the hard part. Be prepared to propose some steps that will allow you to be a caregiver and still get work done. Some of the proposed solutions could involve working from home, or a flexible schedule. But if those proposed solutions involve shifting work to others, consider how you’re going to introduce that idea. Chances are, you wouldn’t want someone to do it to you, so you probably don’t want to do it to them.

6. Plan your conversation. Put a few talking points down on a piece of paper. You might want to talk about your current performance, your caregiver needs, and your proposed solutions. If your work performance has been less than stellar, be prepared to address that. The company is going to have a hard time buying into your ideas if you can’t convince them that you’re able to deliver.

7. Don’t expect an immediate “yes”. After you pitch your plan, don’t expect your manager to immediately respond. They might ask a few questions. Or offer some sort of non-committal reply like, “I’m going to have to discuss this with HR.” Especially if you’re the first person that’s ever made this type of request. Just because you don’t receive an immediate “yes” doesn’t mean you’re going to get a “no”. Be patient.

8. Have a Plan B. Speaking of “no”, I don’t know that you need to present this during your initial conversation, but it might be worth considering on the front end what happens if the company does say “no” to your request. I’d like to think that companies do understand that caregiving is an issue. Maybe your manager is a caregiver and can empathize. But it’s better to have a Plan B and never use it than the other way around.

9. Thank the company for considering. Regardless of the outcome, thank your manager and the company for considering your request. It is possible that even if the answer in your situation is “no”, that you’ve opened the door for a conversation long overdue. It’s also possible that the company might come back to you weeks or months later with a change of heart.

Tomorrow (February 20, 2020) is National Caregivers Day. As we age, we not only have to think about our own caregiving needs but the caregiving needs of those around us. Proper research and planning will help us have the open conversations we need.

Bookmark This! Over Age 55 Job Search Edition

January 8, 2020 by Sharlyn Lauby Leave a Comment

change made here such as a new job search

As we get older, our job search strategies change. Frankly, they should. I’m not talking about in terms of ageism or age discrimination (although sadly, both exist). What I mean is that our wants and needs in a job change over time. And that translates to a different kind of job search.

One thing that doesn’t change is the fact that looking for a new opportunity is hard, and it takes time. Even when the labor market is candidate friendly. If searching for a new job is part of your plans, here’s a list of resources that may help.

The Business Case for Hiring 50+ Workers

Companies want qualified workers. To get them, the Society for Human Resource Management (SHRM) and AARP recommend that we look to the 50+ workers. But it may take some training and optimizing job design.

Are You Too Old for a Second Career?

Many workers are pursuing a career change as they approach retirement. Is a second career feasible? Could age be an obstacle to success?

How to Research a Company You Want to Work For

If you are searching for a new opportunity, doing company research is essential! Here are 5 tips for company research before that important interview.

How to Deal with Ageism During Job Interviews

Ageism is an issue in the workplace today. So how do you deal with ageism during interviews? Harvard Business Review shared 5 helpful tips to follow regardless of your age.

How to Apply Your Transferable Skills Toward an Encore Career

An encore career will require specific skills to be successful. Here are steps you can take to help apply your transferable skills to an encore career.

Job Seekers: There Is a Fine Line Between Persistent and Pest

Job seekers need to understand the fine line between being persistent and being a pest. Learn how to follow up the right way in a job search.

Searching for a job today is a bit different than it was years ago. Social media platforms like LinkedIn and Facebook have changed the game. This doesn’t mean finding a new job is impossible, but it does mean that putting the right strategy in place is the key to job search success.

Image captured by Sharlyn Lauby while exploring the streets of Las Vegas, NV

Minternship: Is It the Secret To Encore Career Success

December 11, 2019 by Sharlyn Lauby 2 Comments

window sign get a slice of this action minternship

We’ve been talking quite a bit about second careers, encore careers, etc. here on Unretirement Project. I ran across a newly minted term recently that might relate to it – minternship. It’s defined as a way for individuals in the mid-career stage to get real-world experience. So, think of it as an internship for thirty-year olds.

But that got me thinking. If it’s acceptable to do a minternship in your thirties, why not in your forties, fifties, or sixties?! The goal is still the same: learn a new industry or profession. Isn’t it better to try out a new career before going all in and then realizing you don’t want to do this for the rest of your life?

I can see minternships happening both internally and externally. If someone wants to change industries, a minternship allows them to learn about a new field. Let’s say you wanted to move from the private sector to a non-profit. Internally, a minternship could allow an employee to try out a new position. Such as going from human resources to marketing. Or vice versa. Finally, employees might want to do a combination of the two. Maybe moving to part-time status in their current role so they can work as a freelancer.

Regardless of how a person does it, there is some planning and preparation that needs to take place. Here are six things to keep in mind.

Get support from family and friends. Making this type of change is a family discussion. Even if you live on your own, there may be others that depend on you for caregiving or support. Talk with your family and friends about what you’re hoping to accomplish and how they can support you.
Make changes to your financial position. It’s likely that a minternship will not pay the same amount of money you’re making right now. It’s also likely that a minternship will change the benefits you’re accustomed to. You’ll want to take this into consideration as you’re thinking about a change.
Put your ego in check. Chances are you’re very good at your current job. Others might see you as an expert. Learning a new job or industry means you won’t be the person that everyone looks to. In fact, you’re going to be looking for others to show you the ropes. Get used to it.
Be curious. This goes with the conversation about your ego. We’re going to have to ask questions, read books, watch videos, etc. to learn more about the role and responsibilities. Some of that might happen on your own time. If you’re used to not going to training or spending time to stay current, you’ll have to change your thinking.
Define what success looks like. It’s possible that a minternship might make you realize that you don’t want to make a change. And that’s okay. No, let me rephrase that. Finding out that you don’t want to make a change is success. It’s important to look back on this activity and see the positive.
Create a re-entry plan. At some point, the official minternship will be wrapping up and you’ll need to figure out next steps. While you might not have all the answers initially, it could make sense to journal the minternship experience and create a plan for what you will do once the minternship is over.

Minternships could be a great way for us to test-drive new work experiences and make decisions about the future. But they can’t be done in a silo. With proper planning and communication, a minternship can help us figure out our unretirement.

Image captured by Sharlyn Lauby while exploring the streets of Orlando, FL

How to Handle Ageism In the Workplace

November 20, 2019 by Sharlyn Lauby 1 Comment

workplace sign against ageism showing a place for all people

Last year marked the 50^th anniversary of the Age Discrimination in Employment Act (ADEA), which prohibits discrimination against individuals 40 years of age or older. In a survey on ageism from AARP, nearly 2 out of 3 workers have experienced some form of age discrimination or age bias. This is a huge issue for organizations and employees.

I recently received this note from an HR Bartender reader. Given the statistics above, I think it’s a very appropriate conversation for over here as well. The story is a bit long, but one that might resonate with many.

I’m looking for some advice and came upon your site. I’m asking for a friend (honestly). My friend is 62 years old, not computer savvy, and barely knows how to use email. EVERYONE knows this. We are nurses, working at a small surgery center with less than 50 employees.

Our company does ALL pay increases and raises at the same time. Strange, I had never heard of that. Anyway, our boss emailed everyone a self-evaluation performance appraisal form to complete and return.

My friend didn’t get our boss’ email because she has no access to email here at work. Thankfully, someone printed out the form and gave it to her, telling her it was the self-evaluation for her review and pay raise. However, she didn’t submit her self-evaluation. Later, she asked our boss about the status of her review and pay increase. Our boss informed her that all the reviews were completed and since she didn’t return her self-evaluation, she doesn’t get a review or a raise. ‘Maybe next year’ they told her.

Everyone else I know got their review and a pay increase.

Anyway, my friend is afraid to ask anybody about it, because she thinks she will get fired. Personally, I don’t know how this type of action can be legal. I also feel she may be discriminated against due to her age. Can you help or direct me to the proper place? Thanks in advance.

I know there’s a lot going on in this story. To help us understand more, I asked employment attorney and friend Kate Bischoff to share her knowledge. Kate is the founder of tHRive Law & Consulting LLC. She’s shared her experience on HR Bartender several times. One of my favorites are her comments in this post about “Reporting Workplace Bullying to HR”.

Please don’t forget that Kate’s comments should not be construed as legal advice or as pertaining to any specific factual situations. If you have specific detailed questions, they should be addressed directly with your friendly neighborhood attorney.

Kate, let’s start our ageism discussion with a tough question. Do organizations have an obligation to provide employees with email and computer access? I understand that a lot of people have smart phones and internet access for their personal lives, but is it a professional requirement?

[Bischoff] No legal requirement, but if they are going to conduct business over email, like completing a self-review to determine raises, fairness would dictate that the employer provide access. Giving access is not hard, so it saddens me that this person couldn’t access it.

This also adds fuel to a discrimination fire. If there was other evidence of possible discrimination and the employer didn’t give access, a jury might very well find that the employer was setting the employee up for failure.

Another tough question. If an employee isn’t tech savvy, does the company have an obligation to train them?

[Bischoff] Again, sadly, no. While many professions don’t require computer savviness, this is quickly changing with employers and they are expecting employees to come with those skills. The lack of skills is likely to disqualify someone from a position.

Follow-up question. Obviously, if using technology is part of the job, that’s a different story. Are activities like completing a self-evaluation or using employee self-service technology considered part of the job?

[Bischoff] Absolutely. If these activities were completed in furtherance of the job, they are part of it.

Regardless of the age of the employee, if an employee doesn’t complete the self-evaluation and that’s part of the overall performance management process, can companies respond by not doing the appraisal or awarding a pay increase?

[Bischoff] Yes, and it appears this employer is going to get away with it. We know that employees want feedback (positive and negative) and pay increases. If this happened to one employee, it likely has happened to another.

The lack of fairness is going to breed morale and employee engagement problems, especially as employees start talking about it. And, employees have every right to talk about their situation at work under the National Labor Relations Act (NLRA) and many state laws.

Our conversation so far hasn’t focused specifically on the age of the employee. Let’s switch gears a little from ageism. What is age discrimination? And how does it differ from ageism?

[Bischoff] Age discrimination is the unlawful use of age in employment decisions. Under the ADEA, if an employer doesn’t hire someone because they are too old, then they are discriminating. The same is true if the employer has different terms and conditions of employment based on the age of the employee. Paying an older employee less than young employees would be discrimination.

Ageism is prejudice against someone because of their age and is often displayed by comments like ‘hey, geezer’ or ‘digital native’. Ageism is often evidence of age discrimination like racism is often evidence of race discrimination.

Last question. I’m sure we don’t know the entire situation. And because the organization has less than 50 employees, there’s a chance they don’t have an HR department. What can employees do to express their concerns?

[Bischoff] Employees must speak to a manager. Managers are ‘the organization’ even if there is an HR department. They have a legal responsibility as ‘the organization’ to prevent and stop age discrimination in the workplace. If they fail to do so, ‘the organization’ can be on the hook for discrimination.

If speaking to a manager doesn’t work, then employees could speak with the Equal Employment Opportunity Commission (EEOC) or a state agency that deals with discrimination laws.

I want to extend a HUGE thanks to Kate for sharing her knowledge with us. Please be sure to check out Kate’s blog for more insights.

According to AARP, older workers are the fastest-growing segment of the workforce. This is important to organizations who are looking for good workers. It makes absolutely no sense to treat older workers badly or discriminate. Older workers can provide value to the company’s bottom-line.

I can’t help but end today’s post with a message of tough love to older workers. Technology isn’t going away anytime soon. If you’re one of those people who is thinking about staying in the workforce as long as possible, then learning a bit more about technology is important. You don’t have to become a computer programmer to be proficient. Just something to think about…

Help Your Employer By Taking Control of Your Retirement

November 13, 2019 by Sharlyn Lauby Leave a Comment

sign live life to discover referring to retirement

I ran across an interesting article on Workforce.com talking about “Employers’ Blind Eye for Boomers Slowly Opening to Retirement Realities”. While the article is focused on what employers can do keep older workers engaged, I think there are some takeaways for individuals planning their retirement.

One of the things that both employers and employees need to realize is that the retirement conversation doesn’t have to be “all or nothing”. And I think that’s hard. From an organizational perspective, companies often do not like to operate in shades of gray. They think that there could be a risk associated with it.

Employees don’t always want to operate in the middle either. Especially when it comes to a big lifestyle change like retirement. They want security and who can blame them. So, instead of waiting for your employer to tell you what they can offer, why not start thinking about what you can and are willing to work with. Here are a few suggestions:

Know your rights. While some employers might start dropping hints about “getting older” and “planning for retirement”, it’s important to know what your employer can and cannot do. The Age Discrimination in Employment Act (ADEA) ensures that older workers receive equal and fair treatment in the workplace. It protects most workers forty years of age and older from arbitrary age discrimination while on the job and it seeks to support the employment of older persons based on their ability rather than age.
Have a work stop date. Even if you decide to change it, start thinking about when you would like to 1) slow down and 2) stop working. That way you can control your plans. It’s possible the company will ask you to consider staying longer than you originally planned. Are you open to that? What conditions would make that a good decision for you? Same goes for having a slow down date. Maybe simply reducing your work schedule will be a perfect way to transition to full retirement.
Think about changing work responsibilities. If you decide to reduce your schedule, the company might rework your job responsibilities. This shouldn’t be a surprise. The organization has to get the work done. But honestly, you don’t want your job to turn into something you don’t enjoy. Think about what tasks you currently do that you love and wouldn’t want to give up, even with a reduced schedule. Also think about how you would accomplish those tasks if you didn’t go into the office every day.
Think about changing responsibilities at home. With more time at home, comes changes to our daily lifestyle. While Keith and I don’t have children, I know of several people who have retired (or semi-retired) and become babysitters for their grandkids. Some of them love it. Others were hoping for more time to do things on their bucket list. Our happiness at home is often connected to our happiness at work. If you’re thinking about creating a retirement transition plan, think about what it means for your home life.
Consider the budget. Any type of change at work and home means looking at finances. How much income do we anticipate? Can we afford to cut back financially? Are there expenses we need to re-evaluate? A successful transition to retirement includes a financial transition. It’s better to discuss lifestyle changes before you’re forced to make them. In fact, it could make sense to test drive some changes like cutting the cable cord or buying gently used clothing from PoshMarkbefore you need to so it’s not as dramatic.

The point here is that waiting until someone else brings up retirement puts you behind in the negotiations. Be prepared to discuss what you want and when you want it. That way, when an opportune moment presents itself, you can go for it. Keep in mind that you have colleagues around the same age who are trying to make plans as well. I’m not suggesting you throw a colleague under the bus, but to get a win for everyone, people need to know what they want.

Your retirement exit strategy doesn’t have to be a one-way conversation. Employers can be very supportive if they know what you want and are willing to offer.

Image captured by Sharlyn Lauby while exploring the streets of Atlanta, GA

How to Deal With Ageism During Job Interviews

October 30, 2019 by Sharlyn Lauby 3 Comments

you be you sign confidence is in you ageism during interviews

I ran across this article on Harvard Business Review titled, “5 Ways to Respond to Ageism in a Job Interview”. It’s worth checking out.

It’s unfortunate but ageism exists. And there’s a real debate going on right now whether ageism is being perpetuated by organizations or individuals. Meaning, are companies really the villains when it comes to pointing out that age is a factor in employment decisions OR are individuals the victim for not keeping up with the times. Personally, I think there’s a bit of both happening in the workplace today.

Organizations need to realize that older workers bring value. Especially when businesses are really struggling to find talent. Meanwhile, job seekers and employees need to realize the world is changing. Technology is a big part of our personal and professional lives. As individuals, we need to evolve and stay current.

Back to the Harvard Business Review piece. I thought the article had some great interview tips for individuals who are trying to find a new opportunity in today’s job market. Regardless of age. Here are five from the article:

Demonstrate energy, enthusiasm, and curiosity.
Adopt a consulting mindset, meaning listen more than talk.
Express a willingness to work in a non-hierarchical organization.
Connect with the recruiter and hiring manager.
Show the ability to work with a diverse group of people.

But I have to tell you, IMHO, the author blew it big time with the suggestion to “look the part”. [Warning: Rant Ahead]

No, the author didn’t suggest that we all start wearing hoodies and Allbirds. That being said, I felt even adding comments about department store styling services, buying some modern jewelry, and getting new eyeglasses were out of place. I thought the author negated all of the useful tips they shared by saying, “It’s not enough to showcase your knowledge, skills, and abilities. You have to look like you’ll fit in.”

As a human resources professional, here’s my two-cents regarding interview attire: You should be who you are. That includes wearing what you want. Wear what makes you happy, comfortable, and productive. My only advice for individuals about their clothing is wear what fits, make sure it’s clean, and don’t offend anyone. If you want to buy some new clothes because you’re looking for a new job, go right ahead. But do it for you. Not because some company – or writer – says you need to. [Rant Over. Thanks for listening.]

I recently learned about a new term called “covering”. This is when organizations hire individuals because on the surface, they appear to bring diversity, but once the person starts, the new employee feels the need to “cover up” who they are to fit in. Take that principle to the interviewing process. If you have to cover up who you are to get a job, how happy are you really going to be once you get hired? I’m not just talking about clothes.

Looking for a new opportunity is a long and sometimes stressful process. Do your homework on the companies you’re interviewing with. Make sure you feel you can be yourself there. Because that’s where you’ll be happiest and most productive.

Image captured by Sharlyn Lauby while exploring the streets of Denver, CO

How to Apply Your Transferable Skills Toward An Encore Career

October 16, 2019 by Sharlyn Lauby 1 Comment

piano with ornate sign play me using transferable skills in an encore career

I recently received a note from a friend and reader of this blog about lifelong learning. They challenged me to write about “taking the skills we’ve honed to a razor’s edge during our regular career and applying them to something completely new.” I think it’s a very valid point. As we start considering an encore career, we need to be able to identify and sell the transferable job skills we’ve acquired throughout our professional lives. So, here are ten steps to show you how to do it:

Define what your skills are. I realize this sounds very basic, but you won’t be able to figure out your transferable job skills if you can’t tell the difference between a skill, knowledge or abilities. Here’s something I wrote a while ago on HR Bartender that defines each.
Analyze your current and previous jobs. What are the common skills across each? This can help you notice those skills that might be transferable to any job. Also ask yourself, are these skills still considered to be relevant. It’s possible they are but have a technology component to them now.
Review your past performance. What skills have your managers and co-workers said you do really well? And what are those areas you need to improve? The answers to these questions can offer some perspective on those skills that others positively associate with you.
Have an honest moment with yourself. Okay, we’ve talked about the skills you have and the ones you do well. Now it’s time to ask yourself, “What do I like to do?” Your encore career isn’t about doing something you don’t like. Focus on those transferable skills you enjoy.
Understand what skills are required in your encore career. Start by checking out job search sites like Indeed or professional networks such as LinkedIn. Keep track of what job postings are asking for. You can also offer to buy a cup of coffee for someone currently doing your dream encore career and pick their brain.
Match your top skills with the skills required in the job. Those common skills are the transferable ones. At this point, don’t worry about the number of skill-matches. Take time to study this list before moving on to the next step.
Then consider grouping your transferable job skills into easy to remember terms. Maybe no more than five. That way, during an interview, you can count off your identifiable skills on one hand – it will be easy to remember. For example, the five groups could be leadership, communication, problem solving, creativity and teamwork. If listening is one of your transferable skills, it can be grouped with communication. Or conflict management skills can be grouped with problem solving.
For each grouping, think of a story that demonstrates you have the skill. For instance, when I worked at the airline, I was on a project team tasked with figuring out what happened to luggage that went missing at the airport. It’s a story that shows people I can work on a team, with individuals from all over the organization.
Practice telling the story. I’m not saying memorize. You don’t need to practice for “show.” Practice the story to remember the details, which in this case are your results (i.e. your successes.) You also want to practice so you can tell the story succinctly. This can’t be a 30-minute story. It should be a couple minute story and immediately capture someone’s attention.
Be ready to tell your story. During interviews or meetings, if you don’t get asked a question that allows you to tell the stories, then wait for the often used wrap up question “Is there anything else you’d like to share?” and tell one of your stories.

This not only works during external interviews when you might be changing companies but for internal interviews, when you might be seeking a promotion or transfer. It also applies when you’re being considered for a freelancing or consulting engagement.

The bottom-line is taking the time to understand your transferable job skills helps you in the role you currently have, throughout your professional development, and for positions you want in the future like an encore career.

Image captured by Sharlyn Lauby while exploring the streets of Portland, OR