Q: I’m not very happy with my current job and am thinking about making a change in the next six months. My job search has consisted mostly of perusing online postings on our company’s and other business websites, but most of these e-job descriptions don’t give a real sense of what the job entails. Any advice?
—Seriously looking but need more information
A: One of the most valuable tools in your job search is the informational interview. And, the beauty is that it allows you to gather the facts and keep your search (and current job dissatisfaction) on the Q.T. Taking the time to have an informational conversation with colleagues in other departments or with outside business acquaintances who currently hold a job you may be interested in can help you fill in the blanks. These kind of interviews are low-risk because you are not applying for a job, but simply asking questions for a possible career change down the road. I would suggest having these conversations in a casual atmosphere, which is ideal for asking questions that may sound rather obvious in a more formal setting. Some questions you might want to ask to determine whether the position is something you want to pursue include: What kind of relationship does the manager have with his/her team? What are the performance objectives? How does that manager measure success? How often does the manager meet with direct reports (team meetings vs. one-on-ones)? If possible, find out what they like or don’t like about their work. All of these details should give you a better picture before pushing the ‘send’ button to apply for that online opportunity.
Q: I manage a retail outlet and have a great team with the exception of one manager who is quite capable but has a toxic personality. I’d like to help her get back on track but none of the team can stand her. Thoughts?
—Need a team player not a prima donna
A: I commend your efforts to want to help your employee, however, the fact that your entire team has such a negative opinion about their co-worker is a major warning signal and requires your immediate attention. If you are in a position to help this manager, perhaps there is a way to transfer her to another part of the business that would be a better fit for her individual performance. According to experts, the best organizational structures allow for both individual and team success. If that isn’t an option, I’d find a way to get this person off the team. Remember the old saying: A leopard can’t change its spots. A toxic employee eventually will infect the rest of a team with his or her negativity and directly impact their performance and, eventually, your bottom line.
If you have a question for Joan, send it to business@townandstyle.com. Joan Lee Berkman is a marketing and public relations consultant.
