Shannon Fisher on workplace sexual harassment When in doubt, dont

Shannon Fisher on workplace sexual harassment When in doubt, dontShannon Fisher on workplace sexual harassment When in doubt, dontWith the recent societal focus on workplace sexual harassment in America, many people are asking what the line is between friendly workplace banter and behavior that could be perceived as anywhere from overly flirtatious to downright predatory. Men and women alike seem unsure what is acceptable in interaction with their coworkers, especially when happy marriages often stem from workplace romances.Following are some simple guidelines.Unacceptable BehaviorTouching a coworker/client/customer other than during a prankeshake or high five.This includesPutting your arm around a persons shoulder.Putting your arm around someones waist.Putting your hand on a persons back while walking.Standing close to someone and brushing against him/her.Hugging a person (unless you have a close friendship outside of the office and if you have to wonder whether youre close enough for a hug, you arent).Touching and holding someones hand across a table.Putting your head against another persons head or shoulder across a table or sitting next to him/her.Straightening a persons clothing or hair. (Helping someone with their outer coat is polite and can be done without touching them.)Grabbing that person anywhere on his/her body.Making sexual or suggestive gestures toward or about a person.Making a reisepass at someone or trying to kiss him/her.Giving gifts of a sexual nature, even as gag gifts.Making sexual comments or verbal innuendo. (This includes talkingtoa person andaboutthat person to others in the workplace.)Asking for sexual favors. (Asking for favors in exchange for professional advancement is especially egregious).Sending someone material of a sexual nature via email or text.Leering up and down a persons body in a sexual manner (or at all).Asking someone to spend time with you outside of the workplace if (s)he has previously turned down a social invitati on.Perfectly Acceptable BehaviorCompliment a person on his/her work and ideas.Compliment a person on his/her wardrobe. There is a difference between a genuine compliment and a sexual compliment. The delineation is very clear.You look very nice today. is always acceptable.That color looks good on you is always acceptable.That dress really shows off your curves. is under no circumstances is acceptable.Wow, loo-king gooood is under no circumstances acceptable.And How YOU doin? is acceptable if said in a buddy-buddy tone - but it is never acceptable in a Joey-from-Friends tone. You know the difference. Everybody knows the difference.Keep jokes with coworkers/clients/customers PG-13 rated, whether in public or in private.Only factor someones gender or sexual orientation into workplace discussions when specifically seeking or assessing the opinions of different demographics for workplace purposes (focus groups, advertising targets, etc.).Develop genuine platonic friendships over time wit h people with whom you form a bond. Socialize outside of the office if both people wish to do so.There is only one circumstance under which it is in any way appropriate to have romantic interaction with a coworkerIf you are single and available, looking for a serious relationship, have real feelings for a coworker who is also single and available, and you are 95% sure the object of your affection is also romantically interested in you, you might want to say something away from the office to gauge his/her level of interest. Even this borders on inappropriate behavior, but sometimes people do meet the love of their life at work or at a work function - and sometimes it is worth taking a risk.What you say and how you say it are extremely important because sometimes what you THINK has been an expression of romantic interest on a persons part might have been wishful thinking and analysis on your part.When you are in a public place but having a private conversation (restaurant, cafeteria, walking down the street - never while traveling or alone in a room with the person), say something friendly along the lines of, You know, youre really great. I like you a lot. If (s)he responds in kind, ask in a non-creepy or suggestive manner if they mean romantically - or say in that same manner something like, We should date.If the person is interested, (s)he will respond with a resounding, Yes, I do. or, Yes, we should If the persons response is negative, nebulous, or noncommittal, take it as a no and do not try again.Important ExceptionsIf you are in a ort of authority over someone, do not suggest a romantic relationship. Period. No good can come of it.If you are single and available but only seeking casual encounters, look outside of your workplace.If you are married, do not make advances toward anyone in your professional life. (Ideally, dont make a pass at anyone other than your spouse, but for the purpose of these guidelines, well leave it at workplace advice.)If you are unsure whether a coworker is romantically interested in you, do nothing. If you cant discern whether (s)he is sending you signals of romantic interest, assume there is no interest. (There are countless anecdotes about people who misinterpret a friendly gesture as a romantic overture when someone is merely being warm and friendly or making a joke to a group and happened to be looking at a specific person when they winked to indicate they were kidding.)Unless you have that confirmed interest and are single and available, looking for a serious relationship, and have real feelings for the (also single and available) coworker who has expressed interest, keep every professional interaction you have completely platonic and appropriate. If you have confirmed mutual interest, proceed with great caution.Workplace romances can lead to great happiness, but they must begin carefully and respectfully - with a refusal to engage in sexual behavior of any kind until interest has been confirmed and re-affirmed - sober, and with clarity.Is the potential for a lasting romantic relationship worth taking the risk of a workplace romance gone awry? Sometimes, yes. But if the odds are long that a relationship will be long lasting, it is usually not worth the risk of damaging a professional relationship or office environment or - in the worst cases - negatively impacting someones career, including your own.When in doubt, dont.Shannon Fisher is a radio talk show host and a social and political commentator. This article first appeared on Quora.

Alternate Job Search Websites for Retail

Alternate Job Search Websites for RetailAlternate Job Search Websites for RetailIf you dont want to get lost among the millions of people competing for a retail job, then you might want to consider job search websites other than the big ones (CareerBuilder, Monster, Indeed, etc.). These alternate job sites are often less populated and therefore, less competitive. There are many internet job search websites specifically focused on retail industry employment, but they can be overlooked and underutilized just because theyre not household names. Listed here are job websites where you can find job openings that may not be listed on the major job search engines. The best job search resource for you is the one that will connect you to a job thats perfect for you. Your right fit retail job could be waiting for you on any of the websites listed below, so its worth your time to check them all out. If you cant find a good fit in one of these nine places, you may want to seek professional help - from a recruiter, that is. All of the websites are free to use, and some have paid premium options available. This list is arranged in alphabetical order - not in order of popularity, size, or any type of evaluation of the quality of the services. ?All Retail Jobs All Retail Jobs has hourly and management job search listings from more than 12,000 retail employers and recruiters. You can get email notifications when jobs are posted matching your saved search specifications. You can also post your resume on the site. Careers in Grocery Careers in Grocery allows you to search grocery industry job listings from clerk to general manager in all 50 states. The site encourages you to create a profile and upload a resume to make it easier to apply and for employers to find you. You can also choose to get notified by email when new job listings match what youre looking for. Write a Killer Cover Letter Your titelblatt letter is often your first impression on an employer - so, make it count, and make sure its tailored to the retail job that you want. Start by checking out tips for writing retail cover letters, as well as samples of ideal ones. Groove Job Groove Job focuses on part time jobs, student jobs, teen jobs and hourly jobs, many of which are in the retail industry. It also covers part-time and seasonal jobs. iHire Retail iHire Retail posts nothing but retail job openings, some of which are exclusive to their website. As of June 2019, it was adding more than 5,520 jobs daily. Theres also a premium edition available for $35 per month, which includes many additional features, such as resume match scoring, featured applicant status, and a dedicated career advisor. National Retail Federation (NRF) Job Board The NRF Job Board is offered by the worlds largest retail trade association. You can search for retail jobs by keyword, job title, location, job function, and more, and you can also sign up to receive job alerts. Create a Standout Resume A stro ng resume will help you stand out in a large pool of candidates. Be sure to check out sample retail resumes and writing tips to find out what to include to help you get noticed. Oodle Retail, Merchandising Wholesale Jobs Oodle aggregates job listings from small and offbeat classified sites. It offers both national and local searches. Retail Gigs Retail Gigs focuses exclusively on retail, merchandising, and purchasing jobs. You can sign up to have job listings emailed to you that match your desired job title and location. Simply Hired Simply Hired aggregates retail listings from several different medium-sized job search sites. It offers a salary estimator and the ability to easily search for jobs near where you live. Work In Retail Work in Retail focuses specifically on retail jobs at all levels and it can send you job recommendations as they are posted. Its created in partnership with the NRF Foundation, which is the philanthropic arm of the NRF. Ace Your Interview Prepare ahead for your interview by reviewing some common retail interview questions and their ideal answers.

Answers for Questions About Team Motivation Strategies

Answers for Questions About Team Motivation StrategiesAnswers for Questions About Team Motivation StrategiesEmployers are typically interested in assessing how well co-workers and clients would respond to you if you were hired, and how you would interact with them. Accordingly, you should prepare for questions like, What strategies would you use to motivate your gruppe? Your response offers vorstellungsgesprchers a glimpse into your leadership and interpersonal style. Expect this question if you are interviewing for a role that calls forsupervising staff, leading teams of co-workers, or managing projects. Teachers, who need to motivate students, should have a response prepared. As well,youmay encounter this type of questioning while interviewing for jobs in sales and public relations, where you need to motivate customers and clients. How to Respond to Interview Questions About Motivating Others This is a situational interview question, and there is no wrong or right answer. One s trategy for your response is toshare an anecdote to demonstrate the motivational techniques you have used in the past. Describe the situation,your action, and the results. (This is a modified version of the STAR interview response technique.)Heres an example of how a response framed as situation-action-result can look Situation- When I welches at ABC company, we had a round of layoffs in the middle of an already understaffed project. The 5-person team I led was demoralized and also needed to absorb the additional work from the departed staff.Action- I took everyone on the team out for coffee individually. These one-on-one meetingswere an opportunity to vent, but also created space for employees to share pain points. I shared all the potential roadblocks in a follow-up team meeting, and we brainstormed solutions together, including adjusting the timeline slightly. Results- In the end, the project launched just a week behind the original schedule, and without any other issues. Because the team felt that their frustrations were acknowledged, there was no simmering resentment holding people back. Instead, the team felt enthusiastic and unified in a common goal. What to Focus on in Your Response In your answer, its also helpful to highlight that you understand motivational approaches should be tailored to personality type. You can mentionthat you would take the time to get to know your clients or team members and assess their needs and preferences.As well, its helpful to differentiate how you might approach staff who perform well, versus the office underperformers. Demonstrate your awareness of some of the common factors that help increase motivation at work, such as bonuses, team spirit, and recognition. Of course, you will also want to make it clear that you cannot always control these factors. Salaries and bonuses, for instance, are often outside of a manager or team members control. Sales, Marketing, and PR Jobs If you are interviewing for a position in sales, public relations, marketing, or fundraising, where you need to convince customers to participate in some way, you should share how you learn about the needs and preferences of your customers or constituencies. Then you can mention how you emphasize the benefits of your products or services in light of those wants and needs, in order to prompt the desired response from your customers. Example Statements to Consider as You Prepare Your Answer Recognizing Achievements I believe that recognizing positive aspects of employee performance is critical to motivating most workers. For example, I manage a staff of five employees, and I noticed that one of the workers was somewhat introverted and tended to stay in the background. He performed adequately but was reluctant to contribute at meetings, and I thought he could be mora productive if optimally motivated. I started a daily ritual of checking in with him and monitoring his output. I provided positive feedback regarding his dai ly achievements. I discovered that the quality and quantity of his output increased as I interacted with him more frequently.I was able to call upon him at meetings since I understood the details of his work better and ask him to share some of his successful strategies with colleagues. Giving Consistent Feedback I believe that regular and concrete feedback is important when dealing with a worker who is not performing up to her potential.I heard complaints from a few of my restaurant customers that one of my bartenders was not as cheerful and attentive as they would have liked. I started asking her customers as they were leaving about the quality of service and informed her as soon as possible after they left about what I had learned.I let her know which behaviors were problematic and complimented her when the customer was satisfied. After a few shifts, I observed a transformation in her attitude and began to receive consistently positive feedback from her customers. Establishing a C ontext for Work I believe that staff are more highly motivated when they understand the impact of a project and their role.I also think that they are more likely to be motivated if they have input regarding how to accomplish group or departmental goals. When I launched a fundraising campaign for a new library, I called a meeting and clearly explained the purpose of the drive and how it would benefit the college. Then I asked the group to share their insights regarding the best process for achieving our goal. After brainstorming some strategies for getting the best results, I drew a consensus around a plan and designated responsibilities for each team member. The group was more invested in this campaign than in some past efforts, and we reached our goal ahead of schedule. On Motivating Others in Sales As you can see from my resume, I have sold fundraising software in the past.My approach to motivating customers was to spend time uncovering the problems and challenges that confronted their development staff. Then I would pitch features of my product that would help them to meet those challenges. For example, I met with one museum development officer and found that they had no systematic way to identify particular donors based on their artistic interests. Staff relied on handwritten notes or memory. I showed her how our prospect files could be coded by different types of art and lists of past and potential donors could be generated.She decided to purchase a lease once she saw how the system could help her staff to focus their fundraising efforts on prospects with an interest in upcoming exhibits.