11 findings about diversity in America’s workforce

In 2015, this is the changing face of U.S. jobs.

Major demographic shifts in the U.S. since 2001 have led to a workforce that looks quite different today, according to a new report from CareerBuilder. "The Changing Face of U.S. Jobs" explores how an increasingly diverse population is affecting the composition of nearly 800 occupations by gender, age and race/ethnicity.

In 2015, this is the changing face of U.S. jobs.

1. Women make up greater share of workforce.
In 2014, 49 percent of jobs were held by women, compared to 48 percent in 2001. That amounts to 4.9 million more female workers since 2001 compared to just 2.2 million additional male workers.
2. Men are performing a wider variety of work.
Despite gains in overall workforce participation by women, men are gaining a share of employment in 72 percent of all occupations. Examples include gains in female-majority occupations like pharmacists, credit analysts and physical therapists.

3. Occupational segregation contributes to pay gap.
Jobs with a high concentration of male workers pay significantly more per hour, on average, than jobs with a high concentration of female workers: $25.49 median hourly earnings for men vs. $20.85 median hourly earnings for women.
4. Women are losing share of employment in high-paying jobs.
Since 2001, women lost ground in 48 out of the 50 highest paying jobs, including surgeons, chief executives, lawyers and software developers. They gained share among lawyers and political scientists.
5. Job losses have come primarily in male-majority jobs.
Among the occupations that lost 10,000 jobs or more since 2001, 76 percent were male-majority occupations. As jobs went away in these fields, male workers had to find work in a broader array of occupations.
6. Occupations with largest gains are mostly female-majority.
Among the occupations that gained 75,000 jobs or more, 69 percent were female-majority. The largest gains in the workforce for women occurred in a smaller number of sizable occupations.
7. Women dominate college graduation numbers, but not in top-paying fields.
While 5.6 million more women than men attained college degrees from 2004-2013, men continue to lead in programs that typically lead to higher-paying jobs, such as computer science (83 percent of 2013 grads), engineering (79 percent), law (54 percent) and postgraduate business (54 percent).
8. The most dramatic demographic shift in workforce composition is age.
The teenage workforce is 33 percent smaller than in 2001, while the age 55 and older workforce grew 40 percent. Jobs for young professionals (age 22-34) grew only 4 percent, while employment for workers age 35-54 shrunk by 1 percent.
9. The aging workforce is felt in virtually all occupations.
Moreover, workers 55 and older make up 25 percent of the workforce in 210 occupations. There were only 86 such occupations in 2014.

10. The U.S. population is more racially and ethnically diverse now than at the turn of the century, and so is the workforce.
Hispanic/Latino and Asian workers make up a greater share of the workforce now than in 2001. Hispanics/Latinos held 13 percent of jobs in 2014, up from 11 percent in 2001, and Asians held 5 percent of jobs in 2014, up from 4 percent in 2001. White workers, meanwhile, lost share of total employment, dropping from 71 percent in 2001 to 69 percent in 2014. Black/African American workers held 12 percent of all jobs in 2014, unchanged from 2001.
11. College graduates are significantly more diverse than in 2004.
Non-white students made up 37 percent of all associate, bachelor's and post-grad completers in 2013, up from 30 percent in 2004.

The Sound of Your Voice Tells Employers How Intelligent You Are

Employers rated candidates higher when they heard, rather than read, their pitches

Business Insider

By Chris Pash

The latest research has found your voice could be your biggest asset when you go for a job interview.

Looking smart in power business wear and having a stellar CV all help, but the sound of your voice tells people how intelligent your are.

The study found that employers and recruiters rate candidates as more competent, thoughtful, and intelligent when they hear the pitch rather than when they read it - even when the words used are exactly the same. They liked the candidate more and were more interested in hiring them.

However, the addition of video did not influence evaluations beyond hearing the candidate's voice.

"In addition to communicating the contents of one's mind, like specific thoughts and beliefs, a person's speech conveys their fundamental capacity to think - the capacity for reasoning, thoughtfulness and intellect," says Professor Nicholas Epley of the University of Chicago Booth School of Business.

The study, "The Sound of Intellect: Speech Reveals a Thoughtful Mind, Increasing a Job Candidate's Appeal," is published in The Journal of Psychological Science.

In a series of experiments, the researchers asked a group of Chicago Booth MBA student job candidates to develop a short pitch to the company for which they would most like to work. They created written pitches and recorded spoken pitches.

The evaluators who heard the pitch subsequently rated the candidate as more intelligent, thoughtful, and competent than the evaluators who only read a transcript of the pitch.

Professional recruiters are also more likely to hire candidates whose pitches they could hear than those whose they could only read.

"When conveying intelligence, it's important for one's voice to be heard - literally," Epley says.      

Work Rules Around the World Show Range of Practices, Culture

Which countries have the longest workweek?

The Associated Press

TOKYO (AP) - Work rules vary in generosity from nation to nation. Japan's rules aren't tough but its situation is almost unique. Workers don't take off the days they are entitled to because of a mindset that beatifies long hours.

PAID VACATION DAYS A YEAR

Japan: As many as 20 days, but workers tend not to take them off.

US: None stipulated by overall law and depends on the job contract.

Great Britain: As many as 28 days, on average 20 days.

France: As many as 30 days, on average 25 days.

Germany: 24 days or more for those on jobs for more than six months, on average 20 days.

South Korea: As many as 25 days.

___

AVERAGE WORK HOURS A YEAR

South Korea: 2,163

US: 1,788

Japan: 1,735

Great Britain: 1,669

France: 1,489

Germany: 1,388

___

WORKERS CLOCKING MORE THAN 49 HOURS A WEEK

South Korea: 35.4 percent.

Japan: 21.7 percent.

US: 16.4 percent.

Great Britain: 12.3 percent.

France: 10.8 percent.

Germany: 10.5 percent.

___

REGULATING REST

Europe: For every 24 hours of work, entitled to at least 11 straight hours off work.

Japan: None.

US: None.

South Korea: None.

___

Sources: Japan's Ministry of Health, Labor and Welfare; International Labour Organization.      

The 3 Big Mistakes Older Job Seekers Are Making

How to maximize social media and mobile to find work

Next Avenue

By Richard Eisenberg

As the editor of the Work & Purpose channel for Next Avenue, I'd be the first to acknowledge that getting hired after age 50 isn't easy.

But after combing through the new 2015 Job Seeker Nation Study from Jobvite, a recruiting platform, and speaking with Jobvite's CEO Dan Finnigan about it, I'm convinced that many job hunters over 50 are making three big mistakes. Correcting these could make them stronger candidates and, in some cases, winning candidates.

Before I go into each, it's worth noting that Jobvite's report on its online survey of 2,084 adults says that the biggest news this year is that the "recovering economy has placed job seekers in the driver's seat."

Easier to Find Work Now

Says Finnigan: "The labor market is very hot right now. People are looking for their next move and we see it across all age groups." The reason: Fewer people surveyed said it was difficult to find a job in 2014 compared to 2013.

But older people looking for work need to realize that "a new job isn't going to fall into your lap," says Finnigan. "You've got to change the way you look for a job."

The 3 Big Mistakes of Older Job Seekers

Here are three mistakes job hunters in their 50s and 60s are making and how they can fix them to improve their chances:

1. They're not using social media and mobile job apps enough to find out about jobs and to apply for them. When Jobvite asked: "Which of the following resources did you use that directly led to finding your current/most recent job," only 3 percent of those 55 and older and 5 percent of those age 40 to 54 said "social network." By contrast, 19 percent of respondents 18 to 29 did.

"The social network numbers for older workers don't make sense today, when you consider that 73 percent of recruiters hire through social networks and 93 percent say they view applicants' social profile before making a decision," says Finnigan.

The mobile story was similar. Just 4 percent of Jobvite's respondents 55 and older and 5 percent of those 40 to 54 said they used a mobile career site to find their current or most recent job. But 13 percent of people 18 to 29 did. (One of my favorite stats from the survey: 18 percent of job hunters who use their smartphones to look for work have done so in the restroom.)

"In today's job market, the early bird gets the worm. If someone finds out about a job walking down the hallway looking at their phone or while in a restaurant, they're seeing it before the older job seeker who's used to doing it at night on their laptop or - God forbid - through the newspaper classifieds on the weekend," says Finnigan.

2. They're not getting the most out of Facebook to find jobs. Just 10 percent of survey respondents age 40 to 54 said they use Facebook to find connections and network. But, Finnigan says, you should use Facebook much the way you use LinkedIn (you do use LinkedIn, right?).

"Too many older job seekers use Facebook just as a photo-sharing tool - to see what their kids or grandkids are doing, but not as a utility to research and find job resources," says Finnigan. "If you're inclined to start a job search by asking people you know, you're more likely to find them on Facebook than on LinkedIn."

He advises job seekers to modify their Facebook profile to include information about their work and career expertise. "So many people don't fill out their professional profile there," says Finnigan. "If you do, you're more likely to have that information show up in a search engine." (Be sure to adjust your Facebook privacy settings so your professional information is findable by search engines.)

Also, Finnigan says, do a search on Facebook not just with the name of an employer where you'd like to work but that employer's name plus "people who work at ________" (that employer). Then, you'll find people in your Facebook network who work there or are connected to people who work there and you can contact them about job possibilities.

3. They're not using Twitter wisely for their job search because they're too introverted there. "Twitter is where extroverts thrive," says Finnigan, because every tweet you send is findable by anyone.

Introverts tend to use Twitter just to read what others are posting and to follow Twitter feeds of companies. It's fine to use Twitter partly to gather information this way (just remember to look for Twitter handles not just with the company's name but also with the word "jobs" at the end, such as @StarbucksJobs, since that's where some firms put their employment info).

But you'll get the most out of Twitter when job searching by tweeting out news and articles to the Twitterverse. That way, prospective employers and hiring managers will see that you're keeping current and have impressive social media skills.

"Share content you find interesting and you think would interest people you want to work with," says Finnigan. "Then, people will reach out to you and recruiters and companies will find you."      

What to Do? Some Questions and Answers About Measles At Work

Know your rights about vaccines, ill colleagues, and more

The Associated Press

NEW YORK (AP) -- A boss who's worried about an outbreak of measles in the workplace needs to tread lightly.

Reports of a growing number of measles cases have employers wondering what they should be doing. But federal and state laws can limit their ability to require workers to be vaccinated. And it may be risky to even ask staffers whether they've gotten a measles or other type of vaccination.

News about a measles case in the New York City area has clients calling human resources provider Alcott HR Group seeking advice, says Bob Byrnes, director of risk management with the New York-based company.

"They're asking, what can they do? Can they go up and ask people if they're vaccinated, or if their children are," Byrnes says.

Some questions and answers about measles and the workplace:

Q. Can an employer require workers to be vaccinated against measles, or any other disease?

A. Legally, an employer can tell workers they must be vaccinated, but doing so puts them at risk for lawsuits under federal and state laws designed to shield workers from discrimination and protect their privacy.

Workers might bring lawsuits under the Americans with Disabilities Act, or ADA, which prohibits discrimination on medical grounds in the workplace. If they have religious beliefs that forbid their being vaccinated, they can also sue employers for discrimination under the Civil Rights Act of 1964.

"Employers should weigh the risks of mandating vaccinations or even asking about them before proceeding," says Audrey Mross, an employment law attorney with Munck Wilson Mandala in Dallas.

Q. What about people who work in health care or who handle food? Can they be forced to be vaccinated?

A. Employers in these industries may have more legal leeway in telling workers they need to be vaccinated. But even those workers cannot be forced to have vaccinations. There have been lawsuits against hospitals that tried to mandate vaccinations, and the health care facilities backed away from the requirement, Mross says.

If health care workers refuse to be vaccinated, they're likely to be assigned to work that doesn't involve contact with patients, Alcott HR Group's Byrnes says.

Some states have mandated that health care workers be vaccinated for diseases like the flu. There have been court and legislative challenges to some of the requirements, and some states have exemptions that allow health care workers to decline vaccinations on medical or religious grounds, or because they are philosophically opposed to vaccinations.

Q. Why is it a problem to ask workers if they or their children have been vaccinated?

A. Laws including the ADA, the Health Insurance Portability and Accountability Act, or HIPAA, and the Genetic Information Nondiscrimination Act, or GINA, are designed to protect workers' privacy. Protection under federal law extends to a worker's family.

Q. What if employees suspect that a co-worker has measles and ask the boss about their health? What should an employer do?

A. If an employer is aware of a staffer's illness, the boss cannot discuss the worker's health with other employees, Byrnes says. Even if a staffer has gone public about an illness, an employer is still bound by the ADA and HIPAA not to reveal any information about it.

What employers can and should do is educate staffers about how to prevent the spread of disease. And they can encourage workers to stay home if they don't feel well for any reason, whether or not measles is suspected.

Q. What if workers say they're not vaccinated, and have been exposed to someone with measles? Can an employer tell them to stay home?

A. Yes, but they should be placed on paid leave. That's what Walt Disney Parks and Resorts did after several workers at its California theme parks were infected with measles. (Disney CEO Bob Iger said Tuesday that the measles outbreak is having no discernible impact on attendance at the company's parks and resorts).

"A paid leave of absence is the best and most conservative option right now," says Brooke Iley, an employment law attorney with Blank Rome in Washington, D.C.

Business owner Ariel Ozick has asked his staff to stay home for five days if they're not vaccinated against measles and have been traveling.

"Once you're flying through all the main hubs, you're going to get that exposure," says Ozick, owner of ArrestRecords.com, a background search company in Jackson, Wyoming.

Q. Suppose someone at work has measles and the employer doesn't disclose to other staffers that one of their colleagues is ill. Could the other employees, if they become ill, sue the employer?

A. Employers are on safest ground if they put their obligations under laws like the ADA and HIPAA first, attorneys say.

It's highly doubtful that an employer who complied with anti-discrimination and privacy laws would be found responsible for other staffers' illnesses, says Veena Iyer, an employment law attorney with Nilan Johnson Lewis in Minneapolis.

Employers are required to provide a safe workplace that's free from recognized hazards likely to cause death or physical harm, attorney Mross says. But a case of the measles likely won't fall into that category, she says.

Employers can also be protected by the fact that measles tends to start with a runny nose; many people are at work with runny noses from colds and allergies, so an employer wouldn't necessarily know that someone at work had been infected.

"An employer cannot reasonably be expected to police a workforce at this level," attorney Iley says.      

Can I Put An Ad On Craigslist Saying My Former Employee Is A Thief?

4 reasons you shouldn't slam your former employee in print

Donna Ballman

In one of my rare questions from an employer (and yes, I'll answer employer questions here), an AOL Jobs reader asks:

I am a supervisor in a small company, and we hired a new employee that lied about his address, social security number, references, and overall job history. We eventually called the police to surveil him after hours and we found out he was stealing products, materials, and client info.

He is currently awaiting trial.

We have since put a new ad out to replace his position and the idiot applied to it. He falsified his references and everything in his reply to it is a bold faced lie. We would like other companies to know about him to not hire him.

Can we legally put an ad on Craigslist detailing how he is a thief and should never be trusted? (Using his name and his whole ruse). We have proof of everything, and want to protect other small businesses. We are in Illinois.

Wow. What a question. I couldn't make this stuff up if I tried. The answer, of course, is yes you can put an ad on Craigslist denouncing a former employee. Since Craigslist lets you pay the fee and design the ad so it goes up automatically, nothing would stop you. The question, then, is should you? Are there any legal problems you will encounter if you do?

Here are 4 legal problems I see with your proposal to slam your former employee:

1. Terms of use: The first problem I see is that this might violate Craigslist's own terms of use which prohibit, "offensive, obscene, defamatory, threatening, or malicious postings or email." If Craigslist decided that your post was malicious or offensive, even if it wasn't technically defamatory, then they could take it down or even ban you from future postings.

2. Defamation: Defamation is where you post a false statement of fact. If you can prove that everything you say is true, then that should be a defense to a defamation claim. However, you could still find yourself facing a defamation suit that could cost you tens of thousands, if not hundreds of thousands, of dollars to defend. If you win and get a judgment against him to pay your fees and costs, can he pay? Not likely. So you eat your fees and costs and get sucked into a lengthy and probably nasty legal proceeding.

3. Intrusion on seclusion: Even if you are telling the truth, Illinois and many other states recognize a claim for invasion of privacy if you intrude on the seclusion of another. The elements of this claim are: (1) an unauthorized intrusion or prying into the former employee's seclusion; (2) the intrusion is highly offensive or objectionable to a reasonable person; (3) you reveal a private matter; (4) you caused anguish and suffering. Would this publication illegally intrude on his seclusion? Is a pending criminal case private? Maybe not. But again, you have to decide if it's worth the hassle.

4. Public disclosure of private facts: Illinois recognizes another kind of invasion of privacy if you publicly disclose private facts about the former employee. The elements of that claim are: (1) private facts were publicly disclosed; (2) the facts were private and not public facts; and (3) the facts disclosed would be highly offensive to a reasonable person. If anything you disclose is not in the public record of his criminal cases, then you might cross the line here.

These are just some of the potential downsides I see to this course of action. I'd love to hear from other employment lawyers who can think of more reasons why this plan is a bad idea. Post your thoughts in the comments section.

Bottom line is that you get nothing but the satisfaction of revenge against an employee who irked you, and have plenty of risk. If I were your management-side lawyer, I would advise against it. Although some employee-side employment lawyer in Illinois will probably rub their hands together with glee if you actually do it.

In general, employers who take revenge on former employees are just asking for trouble.      

Unemployed, 55, and Faking Normal

Millions of women have been hit hard by America's retirement income-security crisis

Next Avenue

By Lizzy White

You know her.

She is in your friendship circle, hidden in plain sight.

She is 55, broke and tired of trying to keep up appearances. Faking normal is wearing her out.

To look at her, you wouldn't know that her electricity was cut off last week for non-payment or that she meets the eligibility requirements for food stamps. Her clothes are still impeccable, bought in the good times when she was still making money.

A Grace Note of Panic

But if you paid attention, you would see the sadness in her eyes, hear that grace note of panic in her otherwise commanding voice.

These days, she buys the $1.99 10-ounce "trial size" jug of Tide to make ends meet. You didn't know laundry detergent came in that size.

You invite her to the same expensive restaurants the two of you have always enjoyed, but she orders mineral water with a twist of lemon, instead of the $12 glass of Chardonnay. She is frugal in her menu choices, meticulous, counting every penny in her head. She demurs dividing the table bill evenly to cover desserts, designer coffees and the second and third glasses of wine she didn't drink.

Nest Egg: Gone Long Ago

She lives without cable, a gym membership and nail appointments. She's discovered she can do her own hair.

There are no retirement savings, no nest egg; she exhausted that long ago. There is no expensive condo from which to draw equity and no husband to back her up.

Months of slow pay and no pay have decimated her credit. Bill collectors call constantly, reading verbatim from a script, expressing polite sympathy for her plight - before demanding payment arrangements that she can't possibly meet.

When the Phone Stops Ringing

Friends wonder privately how someone so well-educated could be in economic free fall. After all, she is still as talented as ever and smart as a whip. But work is sketchy now, mostly on-and-off consulting gigs. You can't remember when she had a real job. She has learned how to appear engaged, but her phone doesn't ring with opportunities anymore.

She doesn't remember exactly when it stopped.

But she has entered the uncertain world of formerly and used to be and isn't sure anymore where she belongs.

What she does know is that dozens of online job applications she's filled out seem to have disappeared into a black hole. She's convinced that employers have set their online job recruitment algorithms to reject anyone who graduated before 1995.

She wonders what is to become of her. So far, her health has held up, but her body aches. Or is it her spirit?

Homeless women use to be invisible to her, but she appraises them now, with curious eyes, wondering if their stories started like hers.

Time to Stop Faking Normal

Even if you are not poor, exactly, you may still be facing downward mobility and feeling ashamed and embarrased about it. If so, come on out. Stop faking normal. There are millions of women like us and there is strength in our numbers.

Women nearing retirement are particularly hard hit by America's retirement income-security crisis. The gender wage disparity gap costs women $431,360 over the course of their lives, according to the Center for American Progress. Add to this shortfall another $304,000 that women forfeit for time off from paid work to tend to parents (according to the National Alliance for Caregiving and AARP) and hundreds of thousands more to care for children and the consequences of spending a life of economic disadvantage becomes clear in lost wages, reduced pension and Social Security benefits.

The prospect is even worse if you are a woman of color: Today, three in 10 single black women over 65 and early 4 in 10 older single Hispanic women live in poverty, a rate more than twice that of white women, according to the Women's Institute for a Secure Retirement (WISER).

But if we are hiding or in denial about our financial insecurity, we're not taking the active role we need to navigate this phase of our lives. One action I took that really helped me and gave me both perspective and peace of mind was picking a friend to talk to and totally come clean about my situation. Turns out, she was broke, too, and was as worried about her future as I was about mine. It was such a burden off me to just speak my truth.

For all of us, there are hard choices to make about where we are going to live and how. The good news is that the market is beginning to respond with many more innovative and affordable senior housing and co-housing options to help boomers stay engaged and lead meaningful lives. I expect manufacturers to follow suit with value-engineered products geared to retirees with lower incomes.

So while our new living quarters may b a rental and the size of a postage stamp, it beats being confined to a dim lit room in some drab building with a weird hospital smell and institutionalized food.

Welcome to the new normal.

Can I Be Fired For Piercings That Were Okay Until They Changed The Dress Code?

Can an employer change appearance rules after you are hired?

Donna Ballman

An AOL Jobs reader asks:

So I've been trying to find out if an employer has the right to fire an employee for piercings or covered/nonvisible tattoos if at the point of hire the employee was within the dress/personal appearance code. I have piercings (two in both ears, all plugs all less than 3/8") and no visible tattoos and when I was hired I was in code. Two weeks ago the dress policy changed to make my piercings no longer in code.

When I was hired I took out my lip ring, it wasn't to code. By code we are allowed to have one stud per ear (my second set is small and filled with a plug that makes them appear to not be there at work) with a face no larger than a 1/2", and now the code specifically states that employees with gauged ears must remove their jewelry before work. If that had been a condition of employment when I was hired I would not have taken the job since I have spent time, effort, and money to properly gauge my ears to the size they are. The jewelry I prefer for my ears is in gauged sizes. Now my preference might cost me my job if I refuse to let my ears shrink.

Keep in mind I understand the concept of at will employment and will probably be job hunting soon just to avoid the conflict if it becomes an issue. That said and set aside, I am asking mostly out of curiosity and partly because I like my job and would like to figure out the legal standing for the issue.

You probably know about the concept of "grandfathering" that you hear sometimes when laws or rules change. The idea is that people who were in compliance with the law before it changed are allowed to keep things the way they were. While this is common with things like zoning laws, I've never heard of an employer "grandfathering" an employee in on any rules change.

If your piercings are just a personal preference, then you're probably out of luck. There are limited circumstances where a dress code change might be illegally applied.

Here are some examples:

• Religious discrimination: If the piercings relate to some religious requirement or belief, then you might have a religious discrimination claim. Your employer might have to accommodate your religious belief, especially since you've been wearing the items with no hardship on the employer to date.
• Disability discrimination: I can't imagine how, but let's say the gauges had some medical purpose. Your employer might have to grant an accommodation under the Americans With Disabilities Act and let you wear them.
• National origin discrimination: If the gauges are something you wear as part of your culture, and the dress code impacts people of your culture and not others, then maybe there's an argument for national origin discrimination. This would be similar to banning dreadlocks that had been allowed when only one Jamaican employee in the workplace has the dreadlocks. If the policy is directed at a particular national origin or race, you might have protection.
• Retaliation: If you're the only person affected by the change, and the rules change came right after you blew the whistle on something illegal, made a worker's compensation claim or took Family and Medical Leave, you might be able to show that the rules change was done to retaliate against you illegally.

I'm betting none of these apply to your situation. You might ask if they'd consider grandfathering you under the rules. If not, you may have to either take the gauges out or find another job.

Why don't employers grandfather employees whose appearance was okay under older rules? I have no answer. Employers do lots of arbitrary stuff.

If any managers or HR people can explain this one to me, I'd love to hear it.

Do Women Make Better Managers Than Men?

Gallup poll reports female managers engage their employees more than their male peers

Kristen Felicetti

Lean in, ladies. According to a recent Gallup survey, employees who work for female managers in the U.S. are more engaged than those who work for male managers. Female employees who work for female managers are the most engaged, at 35 percent. Female employees who work for a male manager make up 31 percent. At 29 percent are male employees who work for female managers. Male employees who report to male managers are the least engaged, at 25 percent.

Female managers themselves also tend to be more engaged than their male counterparts, with Gallup finding that 41 percent of female managers were engaged at work, compared to 35 percent of male managers. This applies to female managers of every working-age generation, including ones who have children in their household. Managers who are more engaged tend to be more likely to contribute to their workplace's current and future success.

How does Gallup measure employee engagement? They use the Q¹², a 12-item survey that addresses specific elements of engagement that will predict employee and workgroup performance. The 12 Elements of Great Managing Are:

• I know what is expected of me at work.
• I have the materials and equipment I need to do my work right.
• At work, I have the opportunity to do what I do best every day.
• In the last seven days, I have received recognition or praise for doing good work.
• My supervisor, or someone at work, seems to care about me as a person.
• There is someone at work who encourages my development.
• At work, my opinions seem to count.
• The mission or purpose of my company makes me feel my job is important.
• My associates or fellow employees are committed to doing quality work.
• I have a best friend at work.
• In the last six months, someone at work has talked to me about my progress.
• This last year, I have had opportunities at work to learn and grow.

Employees who work for female managers outscored those who work for male managers on every Q¹² element but one. When it comes to setting clear work expectations, creating a positive team environment, as well as giving employees helpful feedback, recognition, and opportunities for career growth, female managers eclipse male managers.      

Top 13 Workplace Legal Issues Of 2014

Your favorite columns on bosses, breaks, firings and pay

Donna Ballman

I'm so grateful to you, my readers, for asking me questions, sharing your comments, and reading my columns every week. I'm taking a break for the holidays, so I thought I'd share with you the columns that you checked out the most in 2014. Here's a recap of the columns covering the employment law issues that concerned you the most this year:

ObamaCare

1. The Little-Known ObamaCare Catch-22: You are concerned and confused about the Affordable Care Act, better known as ObamaCare, because every time I wrote about it, you read it. This column was about a concern I had about a gap in the ability to elect COBRA and the Affordable Care Act. It affected everyone who lost their job outside an open enrollment period. You spoke up and we got a partial fix, but the gap is still there.

2. 9 Out Of 10 Americans Don't Know This Secret About ObamaCare: If you got caught up in the gap, you have the opportunity to switch. Do you know your deadline? Do you know how to switch? I explain in this article.

How Not To Get Fired

3. 9 Ways A DUI Will Destroy Your Career: Before you drive on New Year's Eve, better know the consequences. A DUI/DWI will mess you up, career-wise. Here's how.

4. Can I Be Fired Because My Boss Knows I'll Be Leaving?: If you are planning to exit your job, but not right away, read this to make sure you protect yourself.

5. Does My Boss Have The Right To Ask For My Password?: If your boss demands the passwords to your office email or other accounts, can you say no?

Horrible Bosses

6. My Boss Kicked Me. Can I Sue?: What can you do when your boss gets physical at work? Lots of readers must have truly awful bosses, because this was a very popular column.

7. Am I Being Targeted For Layoff Due To My Age: If you think age discrimination is the reason behind your layoff or termination, then this column explains how to prove it.

8. Is Employer Nepotism Illegal?: Favoritism, hiring relatives and friends, and other nepotism are pretty common. When is it illegal? I tell you how to figure it out.

9. Can My Boss Make Me Assume Legal Liabilities For The Company?: Your boss demands you sign a contract that makes you personally responsible for company debt or other liabilities. Can you refuse?

Breaks And Leave

10. Can My Employer Force Me To Take My Lunch Break?: You want to work through lunch to get things done but your boss says no. Can they make you take a break? Best read this column before you say no.

11. Does My Employer Have To Pay Earned Sick And Vacation Time When I Leave?: Whether you quit or were fired, you earned that vacation and sick time. Do you lose it when you leave, or do they have to pay it? It may depend on where you live.

General Issues

12. ObamaCare, Handbooks, Benefits And More: Your End-Of-Year Career Checklist: You've clearly been paying attention and want to make sure you're ready for 2015, because many of you have read this column already. If you want to have a great 2015, career-wise, here's your checklist.

13. Employment Law: What To Do When Your Boss Is Violating Your Rights: One of my most popular columns was another compilation. If you want to see more columns covering your legal rights at work, this is a good place to start.

Have a safe New Year's Eve and a wonderful New Year! Join me again in 2015 for more on your rights at work.      

For the New Year, Skip Resolutions--Make Goals

5 tips to nail your career in 2015

Susan P Joyce

I've been thinking about what resolutions I should make for the new year, and, as usual, I can list many things: get healthier, become better organized, write a book (or three), and on and on and on... Basically, pretty much the same things every year. And every year, like most resolution-makers, I usually fail/forget before January 7.

So, I'm trying to find a better way to implement necessary self-improvement for 2015, and I think I found it.

Instead of a new year's resolution, set a new year's goal for your career in 2015!

What do you most want to accomplish in your career? If you are unemployed, you probably want a good job. If you are employed, you may want a better job - more money, a nicer boss, better working conditions. All are worthy and attainable goals, but they seldom happen automatically without planning and effort!

Here are some possible goals for 2015:

1. Figure out what you want next in your career.
Knowing what you want next is a major accomplishment and a very worthy goal! It is the basis of everything - from your career path to choosing your next employer or earning a certification or degree. When it comes to something as important as your career, take time to do some thinking and reflection. Read the classic career book "What Color Is Your Parachute?" If your library has only one book about careers, this is the one - for good reason. Be sure to do all the exercises in the book. Like millions of others, you'll find them very helpful.

After you've read Parachute, spend at least an hour, maybe two or more hours (you're worth it!), figuring out where you want to be in the future. That old saying about "not being able to see the forest for the trees" is about being buried too deeply in life's daily details to see "the big picture." Reading Parachute and then taking the time to think about your career is a very good way to see what is really going on, what your big picture is - or what you want it to be in the future.

If you finish this goal early in the year, you can add another goal (or two! See below)!

2. Create a list of your ideal next employers.
If you know what you want to do next (and even if you don't know), explore the employment options available to you. What are your selection criteria - location, industry, size, or something else? Think about where you and friends and family have been happiest working. Or, where you think you would have the best possibility of future growth. Research your options online. MapQuest and Google Maps are two great ways to identify employers.

3. Expand your professional network so that you will have more options in your next job search.
This may mean bringing your LinkedIn profile up to the 500+ connections level and becoming more active in LinkedIn groups related to your job and career goals. Outside of LinkedIn, consider joining a national association related to your profession (or your target profession). Employee referrals are employers' favorite method of filling jobs - you are five times more likely to be hired if you are referred by an employee than if you simply submit a resume or application.

4. Become more active in the local community to expand your local network.
To meet more people in your community, join the local chapter of a professional or industry association related to your career goals or volunteer for a non-profit in an appropriate role (like being an officer in the parents' organization for your kids' school). You could also go to your high school or college reunion. I met many interesting and influential people helping my PBS station with their annual fund-raising.

5. Learn something new that will help you in your career.
Perhaps you have a gap in your knowledge or the requirements for your next step up the career ladder or the salary scale. Make your goal for this year to - at a minimum - get started meeting that requirement. If possible, meet that requirement. Perhaps the goal is learning one skill: improving your understanding of effective email marketing, getting a law degree, or creating beautiful watercolor landscapes. Once you have learned that skill, use it as much as possible, inside your job or outside of it in your personal life or networking activities, to gain experience and confidence.

What are your goals for 2015?

The list above represents only a few possible goals for your career in 2015. Think about how you would like to be positioned for 2016, and create your own goal if none of the examples above work for you. Then, set your goal(s) for 2015, and go for it! Or, you'll be in the same spot next year that you are now.    

Do Men Gossip More Than Women in the Office

Gossip, rumor-mongering, and catty behavior know no gender

Shannon McLay

I chose a career in finance for a number of reasons. I liked the classes in college, I wanted a challenging career, I wanted to make money. However, more than anything, I was interested in pursuing a career that was not filled with women. This fact is surprising to many; however, those that know me know that after growing up with five sisters and attending an all-female Catholic high school, I was ready to leave the drama of cattiness, gossip, hormones and cliques behind. Before I started working, I glorified the world of finance as being removed from drama. After all, I argued to myself that the lack of estrogen was bound to make for a smoother work environment.

It took about two weeks on the trading floor of a large investment bank for me to come to the realization that men gossip as much as any woman I know.

Typically after a big deal closed, many would leave the office early to celebrate over a few beers, and since I wanted to bond with my new co-workers, I joined them for a few that led to many. The evening took a turn for the bizarre when the group ended up at a strip club, and I had no ride home. Thankfully, one of the guys from the floor offered to drive me. Unfortunately, when he drove me home, he offered other things, but took my rejection like a gentleman.

As I crawled into bed in the wee hours of the morning, I said a prayer of thanks that I worked with men and would not be judged the next day in the office. A few minutes after I took my seat on the floor, a teammate asked me to step off the desk for a conversation, and he shared with me the word that had spread around the floor about the evening before. I stared at this friend in shock that word had traveled that fast--in a matter of minutes, since most people arrived at 6:00, and it was now 6:30 in the morning.

Fortunately for me, my evening chauffeur did not make up stories and told the truth--in fact, he shared the full story, including my rejection of him. From that moment on, I began to view my male co-workers in a completely different light. For the better part of my life, I had always assumed that women were gossipers and that men could not be bothered with sharing stories. However, I realized quickly that men are just as bad--if not worse--than women when it comes to the gossip department.

I would love to say that I learned my lesson about partying with co-workers after that first incident. However, there were numerous other times that I walked into work the next morning to a buzz about the happenings of the night before. Finally, after a male co-worker shared some intimate knowledge of a female teammate, I realized that I needed to find more friends outside of work.

Women typically gossip in small groups of one or two close friends, and usually stick with one person or one topic of conversation. From my experience, men seem to gossip in large groups, around broad subject matter. I have sat on a trading desk and heard men gossip about everything from outfits that women wear to rumored hook-ups of co-workers from a decade before--and the more outrageous the story, the longer it seems to be discussed across the desk. Even after I left the trading floor and worked for a smaller hedge fund, I found out that it was the men in the group who spread information more than the women.

Looking back on my 14 years in the finance world, I feel that I have heard and witnessed more gossip spread from men rather than women. Perhaps it's just because women are better at keeping gossip low-key--and I know that, working in finance, my perspective is skewed since the majority of financial service professionals are male. However, I have not heard gossip stories from other industries that rival mine.

I may be wrong in my assumption that men gossip more than women. However, until someone convinces me otherwise, I will keep my friends close and watch out for the men if I misbehave or have a few too many.      

Where To Intern In 2015: Vault's Top 50

Consultants rank high in annual survey

Jill Jacinto

If you are in college (or have a child who is), it's time to start the search for a summer 2015 internship. While some people might think seven months is a bit too far in advance to start searching, they would be wrong. Competition to get an internship in your desired industry, much less company, is aggressive.

Internships act as a solid bridge between the academic and business worlds. Good internships connect you with great contacts, experience and a good working understanding of the industry. The best internships provide you with tangible training, relationship-building events, hands-on experience and career development seminars. Vault.com recently released their list of the Top 50 Internships for 2015.

Vault surveyed 5,800 interns at 100 different internship programs for their Internship Experience survey. The survey was based on the following criteria: "quality of life, compensation and benefits, interview process, career development, and full-time employment prospects."

"Today, 40 percent of all entry-level full-time hires in the U.S. are sourced through internship programs," according to Derek Loosvelt, a senior editor at Vault.com. "This means that, for those looking to work for the most desired and admired employers in the country, internships are no longer a luxury but a necessity."

10 Best Overall Internships for 2015:
1. Bates White Summer Consultant Program
2. Elliot Davis ENVISION
3. Frank, Rimerman + Co. LLP's Summer Internship
4. Bain & Company Associate Consultant Intern and Summer Associate programs
5. Northwestern Mutual Internship
6. Plante Moran's Internship Experiences
7. KPCB Fellows Program
8. Evercore Advisory Summer Analyst and Summer Associate Program
9. CapTech Summer Internship Program
10. Anadarko Corporation Summer Internship Program

Vault, in addition to ranking the Best Overall Internships, also ranked internship programs in seven industries: Accounting, Consulting, Energy, Financial Services, Investment Banking, Media & Telecom, and Retail & Consumer Products.

Best Accounting Internship: Elliot Davis ENVISION
Best Consulting Internship: Bates White Summer Consultant Program
Best Energy Internship: Anadarko Petroleum Summer Internship Program
Best Financial Services Internship: Northwestern Mutual Internship
Best Investment Banking Internship: Evercore Advisory Summer Analyst and Associate Program
Best Media & Telecommunications Internship: AT&T Finance Leadership Program
Best Retail & Consumer Products Internship: Kohl's Information Technology Internship

According to Loosvelt, the company has been studying, surveying and ranking employers for quite some time. Mainly focusing on consulting, law, banking and now expanding into consumer products, tech, energy, media and entertainment. Why study the internship programs of these industries?

"Internships have been growing in importance, as nearly half of all entry-level full-time jobs at the top employers in the country are now sourced through their internship programs. So we found it important to give readers a better sense of the best internship programs out there, and to give them information about what it's like to intern at top employers as well as how to get these internships," says Loosvelt.
Loosvelt says Millennials are looking for jobs and careers that have meaning.

"Of course, prestige and salary are still important to Millennials, but I don't think they're the most important factors by far (like I think they were to, say, Generation X). I think Millennials want to make an impact. They want to feel their work is meaningful (the definition of what's meaningful varies, of course, from person to person)," says Loosvelt. Some people might want to advance the tech field in Silicon Valley, others might find their meaning in charity, while others are spreading awareness via social media or through education.

"Millennials are very focused on career advancement and training," Loosvelt says. "They're attracted to positions in which they'll be able to make difference right away-that is, being able to contribute to their firm's success without much waiting/training period. And they want to know that they'll be able to advance quickly if they succeed. They shy away from strict advancement time periods. And I believe that Millennials are also less fearful when it comes to changing careers and entrepreneurship -- starting their own ventures. This might just be because it's easier to start businesses these days; for example, brick-and-mortar stores aren't necessary to begin because, in most cases, all you need is a web domain and an idea; it doesn't take that much money to get going."

According to the U.S. Bureau of Labor Statistics, Millennials will be the majority of the workforce in 2015. Loosvelt agrees that more companies (like the ones ranked in the study) are putting more time and resources into their programs in order to attract top talent and retain them.

There has been a major switch as companies have been putting a greater emphasis on training and development in internship programs. "This is partly, I assume, because they realize it pays to do this. If you treat your internship program like one long training period (and now sometimes students will intern two and three summers with the same firm), once your interns start full time with you, they're ready to perform real work, not to mention they're apt to stay at your firm for a lot longer period of time-that is, they'll be less apt to jump ship to another firm just for the money since they have a stronger connection (more loyalty) to you," says Loosvelt.

"Companies are increasingly offering better benefits and perks," he adds, "as they understand that Millennials are interested in flexible schedules (to raise families and/or engage in outside-of-work activities) and in having a community feeling at work, which wasn't so much the case with respect to past generations."

Is Employer Nepotism Illegal?

Donna Ballman

I get this question a lot. Can an employer favor a relative over you? Is nepotism illegal?

The simple answer is, no. Nepotism is not illegal. Your employer can fire you to hire their son, daughter, nephew or second cousin twice removed.

That being said, there are some circumstances where nepotism might be illegal:

• Public Employer: While I don't know of any state that has a law prohibiting nepotism in the private workplace, many laws exist prohibiting nepotism at government entities.
• Foreign Corrupt Practices Act: If your company does business overseas and hires relatives of an overseas public official, they may be violating the Foreign Corrupt Practices Act.
• Failure to Disclose: While nepotism isn't illegal under federal securities laws, it is illegal not to disclose any potential conflict of interest to shareholders. Failure to disclose might violate Sarbanes-Oxley.
• Race Or National Origin Discrimination: If the company hires mostly relatives, they may be crossing the line into race or national origin discrimination. If they are turning down better qualified people of a different race or ethnicity, then hiring relatives, they might get crosswise with Title VII or state discrimination laws.
• Marital Status Discrimination: If there's a no-married-couples policy, some companies make the mistake of making the woman leave when employees marry. Or maybe they just say the person of lowest rank has to go. A policy like that might discriminate against women.

Of course, many companies have policies prohibiting nepotism, or at least prohibiting relatives from hiring, promoting, supervising or firing relatives. If your boss violated that policy, then you might think about reporting them to HR. Some companies even have anonymous reporting lines that let you report violations of policy without giving your name. If you do report a violation that isn't illegal, you probably aren't legally protected against retaliation, so be very careful.    

The new office etiquette: Rules for today's workplace

Shannon Lee, OnlineDegrees.com

Gone are the days when office etiquette was clearly defined. In today's relaxed professional environment, conduct is more casual, which means it's often difficult to know what is OK and what isn't. Fortunately, some rules of workplace etiquette are universal.
These 12 tips can help you adjust to a new office or clean up your behavior in a place you've worked for years.
1. Avoid social media. Unless your job requires you to peruse social networking sites all day, avoid them while you're on the clock. Though surfing Facebook or Twitter might be tempting, it can be detrimental to your work performance and productivity, not to mention the way your boss perceives your enthusiasm -- or lack thereof -- for your job.
2. Take that phone call elsewhere. Everyone has a cellphone these days, so getting personal calls at work is pretty much unavoidable. But don't assume that just because your phone rings, it's OK to take it right there at your desk. If you get a personal call, excuse yourself and answer it in private. The last thing you want to do is air your personal business.
3. Gossip: The big no-no. Who hasn't been tempted to speculate on the lives of their co-workers? It's especially tempting when everyone else in the office is doing it. But remember that gossip says more about you than it does about the person you're discussing. Don't talk about others, and keep your personal life private to discourage water-cooler talk about you.
4. Keep emails formal. Email seems pretty casual, doesn't it? It isn't like correspondence on letterhead that requires careful composition and proofreading -- right? Contrary to popular belief, work emails should be held to the same formal standards that you would hold any other office correspondence. So toss the slang, get the punctuation right and proofread before you hit send.
5. Watch your language. No matter how comfortable you are with your co-workers, or how casual your office may seem, blurting out a curse word can get you noticed for all the wrong reasons. You don't want that accidental f-bomb to overshadow your work, so keep the language clean.
6. Stay tuned in to the world around you. Want to plug in your headphones and jam while you finish that report? Go ahead (if your office allows it), but don't make them a constant fixture on your head. In the workplace, having headphones on all day can come off as antisocial. Need to focus on a project? Sneak away to a conference room for a while.
7. Knock before entering. Sometimes an informal office atmosphere can go too far. That's especially true when people start drifting from one cubicle or office to the next, without bothering to knock or otherwise announce their presence. Treat others as though they are in the midst of serious business -- even if they aren't -- and knock before you enter their personal space.
8. Stay home if you're sick. It seems like an obvious rule, but when you're stuck in the rat race, dropping out for a few days of the flu can seem detrimental to your career. However, going to work sick does more harm than good. Not only does it make you feel worse and potentially spread your germs to others, when you're under the weather your productivity most likely suffers. Make life easier on everyone and use those sick days.
9. Remember that scents travel. Do you have an allergy to perfume or cologne? Do you get a headache when you smell spicy food? Some of your colleagues might. Keep those potent lunches away from your desk, and don't overdo it on the fragrances. Those around you will be grateful.
10. Dress like the rest. There are many places where expressing your unique style is a fantastic thing to do. The office is not one of them. To make sure you're dressing the part, use your boss's attire as an example. If you want to appeal to management, dress just a notch above the office norm.
11. Save the job search for home. Looking for a new job? Don't do it on company time. Not only might someone get wind of your search (and feed that information into the gossip mill), but taking time away from your current employer to look for a new one is just plain rude.
12. Remember that everyone has a life. Show respect for everyone's down-time by avoiding late-night emails, phone calls or anything else that might require someone from the office to respond after hours. Save those for the next business day. Leaving the office behind when you walk out the door is important for everyone -- so honor business hours, but make sure you honor your time off, too.

Whether you're in a high-stress office or a relaxed small business, etiquette matters. Brush up on it now to continue making a great impression on your boss, co-workers and clients.

The non-tech skills needed to succeed in IT

Debra Auerbach,

Workers with information technology skills are some of today's most in-demand workers. In fact, employers are having a hard time finding people with the right IT skills to fill open positions. While technical skills are naturally important to employers seeking qualified IT candidates, that's not all it takes to get a job or be successful in an IT role.
Here, IT experts share the non-technical skills they believe are needed to succeed in IT:
Analytical skills
"I think it's critical that IT professionals must be analytical in nature -- the ability to look at trends and problems with an eye on cultivating a solution that can speak to an overarching trend rather than a particular, nuanced issue is critical." -- Richie Lauridsen, director of operations, SEOhaus
Empathy
"The most important non-technical skill for IT professionals in my experience is empathy. With empathy comes understanding of the clients' and/or end-users' problems. This breeds an 'ownership' of the problem, which, in turn, breeds clarity in delivering communication of the problem and its resolution." -- Yehuda Cagen, director of client services, Xvand Technology Corporation
Communication skills
"After 30 years in this industry, which began as a programmer, the skill that helped elevate my career most is that of communication. Learning to be succinct and communicate clearly to your intended audience is absolutely essential for continued success in this business. Communication skills should be developed early and attention paid to detail that is expressed in emails, presentations, phone conversations, meetings and so on. I often coach our younger staff members on communication and why understanding the context of communication is critical." -- Kevin Carlson, vice president and chief security officer, Optaros Inc.
Presentation skills
"Presentation skills make the difference between your ideas being implemented in the real world and them never seeing the light of day. When an IT professional complains that no one in the business understands them, they often have their own faulty presentation skills to blame. To have effective presentation skills, an IT professional must understand how to communicate clearly to a non-technical audience, to be comfortable with the tools and techniques of speaking to a group and have the ability to create a business 'value proposition' for their audience. The key to learning to present is practice, practice, practice -- to your IT peers, to friendly colleagues and even to the mirror." -- Jon Eberly, CEO, Clock Four
Ability to listen
"The ability to listen to the needs of those you support can directly determine the types of products and projects you are assigned to. And while everyone in IT may want the latest and greatest, it does not mean it is necessarily the right fit. Listening to staff needs will also affect your judgment(s) concerning specific products or methods required to fulfill those needs. Lastly, listening will help to foster relationships within the department. Working and listening so closely with one another establishes a sense of trust, reaffirms their faith in your abilities and aids in ensuring all IT personnel meet or exceed expectations." -- Sean Harris, network administrator, City of Palm Bay, Fla.
Business sense
"Today's IT professional needs to be sure they possess the 'soft skills' that can help them really merchandise their work -- and worth -- to the organization. They need great people skills, the ability to anticipate questions, and most importantly, a good business sense. I'd recommend IT professionals get really smart about return on investment and showing how their work impacts the bottom line. They should also make sure they're absolutely clear about the organization's business goals as a whole and find ways to show how their work contributes to those goals. In today's market, it is not enough to have great IT skills and knowledge, it is equally important to position yourself as a strategic business person." -- Peter Nordberg, CEO, InSite
Entrepreneurship

"I believe that entrepreneurship is the most important non-technical skill IT professionals should possess. Entrepreneurship is more of a mindset than a skill, a perspective that can transform problems into opportunities and opportunities into innovation. In the world of IT, innovation large and small can be viewed as 'career currency' that increases the value of the IT professional to their organization." -- Ara H. Bagdasarian, CEO, Omnilert 

How to inspire innovation in a non-innovative culture

Robert Half Technology

Innovation and technology go hand in hand: Innovation drives new technology, and technology, in turn, helps to further innovation. Ironically, many IT departments -- the hubs of technology in their businesses -- do not maintain work environments that are conducive to innovation in tech.

As the "Robert Half Technology 2014 Salary Guide" notes, "innovation is the lifeblood of nearly every business ... [and] the work of technology professionals gives rise to day-to-day improvements, both obvious and subtle, that enrich our lives." But navigating everyday workplace challenges -- from demanding customers to "fire drill" projects to office politics -- leaves the typical IT professional with little time or support to formulate new ideas, explore new technologies and develop new work approaches.

This is unfortunate for both tech workers and their employers. Most IT professionals thrive on challenges and may be inclined to part ways with a company if they don't find their jobs stimulating. When they do leave, organizations are at a disadvantage not only because skilled IT workers are hard to find, but also because potential value creators for the business are lost.

If your IT department feels like an innovation dead zone, here are a few things you can do as an employee to help open the door to fresh thinking. Remember, if you take a creative approach with your work, those around you will be more likely to do the same.

Question the status quo. Most high-performing IT departments have a startup mind-set, even if they're part of a well-established company. Their IT teams are always rethinking old processes and asking questions such as "Why are we doing things this way?" and "What if we took an entirely different approach to this problem?"
If you want to help promote change in your IT department, start raising these types of questions when opportunities arise. Use tact, of course. Your colleagues, especially your boss, may not initially embrace being challenged.
Initiate a brainstorming session. Next time a perplexing IT problem has you stumped, or you're searching for a better way to accomplish a routine task, invite your teammates to engage in a brainstorming session with you. To help make new idea generation an ongoing process in your department, suggest to your boss that a few minutes be set aside at the end of regular staff meetings for brainstorming about ways to solve issues and improve processes.
Keep an eye toward the outside. While staying up-to-date with technology used by your organization is essential to doing your job well, don't lose sight of what's happening outside of the company. Many disruptive technology trends that help to inspire innovative ways of working emerge from the consumer side (hello, smartphones and social apps).
Stay on top of developments in technology and business by leveraging technology itself: Use tools such as Bing or Google news alerts that will notify you of new online content you should read, based on specific filtering preferences you've set.
Seize learning opportunities. You need a solid knowledge base to serve as a springboard for new ideas, especially when it comes to technology. Be quick to sign up for training, workshops and seminars -- especially those that your company hosts or offers to help pay for. Educational opportunities will allow you to grow your expertise and gain new skills that ultimately can create value for your organization -- and, possibly, advance your career.
Relationships are important to fueling innovative thinking, too. So, don't spend all your time hanging out in the server room or staring at a computer screen. Get to know your colleagues inside and outside of the IT organization, and always be looking for opportunities to collaborate and share best practices in person. You'll likely find their insights and perspectives will help to inform your work and fuel new ideas.

3 digital missteps that could cost you your job

Robert Half

There are all kinds of potential landmines in the workplace. Hardnosed office politics. Tight deadlines. Difficult co-workers. But perhaps few areas are as difficult to navigate and as fraught with peril as technology, where one wrong step could literally cost you your job.

We could -- and did -- fill a book with rules and etiquette for the digital age. But let's focus on three particularly tricky trouble spots where even the most experienced professionals sometimes struggle. Here's how to spot and avoid these digital hazards.

Complaining about work on social media

It feels good in the moment to post about your terrible-horrible-no-good-very-bad workday or passive aggressive co-worker on Facebook. But venting about work on any social-media channel -- from Twitter to Instagram to a personal blog that no one reads but your mom -- can have serious career consequences.

Don't think you'll get caught? Neither did the executive who sent out a negative tweet about Memphis just hours before a meeting with FedEx, which happens to have its headquarters there. This misstep damaged a client relationship and even made news headlines.

Your moment of bad judgment might not hit CNN, but there's a long list of workers who have jeopardized or lost jobs because of social media slipups. Their online offenses ranged from criticizing company policies to badmouthing management to poking fun at customers or clients.

Remember that people are always watching online, and you never know how far or wide your posts will spread. Even expert use of privacy settings can't guarantee your comments will remain secret.

So skip the negative comments about your company, boss, clients or colleagues. If you're in the middle of a bad day at the office, try counting to 10 before you post online, and use those few seconds to consider the consequences of what you're about to share.

Forgetting that you're at work

If you're lucky, you have a few close friends at the office. That's great, but it's crucial to keep your interactions within professional limits.

It's easy to think that your buddy won't be offended by a racy joke or will agree with your feelings about a certain political party. But think about even seemingly innocuous steps outside workplace boundaries. That hilarious -- and totally PG -- cat video you sent your mom isn't appropriate for the boss.

Gossip is another office no-no. If you must blow off steam, separate it from the workplace. Save your comments for your spouse or a close friend who doesn't share the same employer.

In fact, your best bet is to draw a line between your personal digital activities and your professional ones. Don't check your eBay bids or shop on Amazon at the office. Even streaming music is frowned upon at many companies because it hogs bandwidth.

Failing to secure company laptops or phones

Did you hear about the unlucky Apple employee who left an unreleased iPhone prototype in a bar? You're probably not carrying around top-secret new hardware, but your laptop and smartphone hold more company secrets than you think.

It's crucial to keep these devices secure to protect your employer's confidential information and your good standing at work. For starters, play within your IT department's rules. Don't turn off password protection or any other security features installed on your devices.

Take the time to review your company's security policies. Some workplaces frown upon leaving a laptop at your desk after hours if it's not locked to the desk. There might even be rules about anything from using public Wi-Fi networks to overseas travel. A few companies, for instance, don't allow workers to take laptops or smartphones to certain countries because of piracy concerns.

If you're traveling, never check a laptop in carry-on luggage and keep a close eye on your devices as you move through security. You also should avoid leaving your devices unattended in a car -- even a locked trunk -- or a hotel room. The same goes for coffee shop tables or conference rooms.

When it comes to navigating the digital world at work, it's always better to err on the safe and cautious side. Slow down, use common sense, and if you're not sure about something, it's better to skip it than to make a misstep that could put your professional reputation -- or even your job -- at risk.

Beyond free food: 15 little employee perks that go a long way

By Mary Lorenz,

Let me start off with a disclaimer: I'm not hating on free food. In fact, I love free food. And I know I'm not the only one who appreciates getting surprised with Dunkin' Donuts from the boss on a random Wednesday morning. However, if you're a manager and you're only relying on free food to motivate your employees, it starts to get a little stale (pun intended). The best workplace perks are personal -- designed to show employees you value their work, respect their time outside of work and look out for their well-being.

The following workplace perks go beyond the norm to provide employees convenience, flexibility and fun at the same time. It's also worth mentioning that the employers referenced below, who offer these perks, are mainstays on national and regional "best places to work" lists. The best part? These perks are at very little to no cost for employers.

15 little employee perks that go a long way

1. Flexible schedules: You may not be able to offer your employees the luxury of working remotely all the time or creating their own schedules, but perhaps you could offer a monthly "work from home" day or take a cue from World Wildlife Fund and give them every other Friday off. Employees will appreciate the show of trust and autonomy.

2. Concierge services: Both SC Johnson and USAA offer employees an on-site concierge to help them accomplish everyday errands at work, such as mailing packages, sending flowers, delivering groceries, getting oil changes and picking up prescriptions.

3. Free classes: Discovery Communications offers employees free classes designed to engage their creativity, while World Wildlife Fund offers employees complimentary lunchtime presentations from professional speakers related to conservation and the environment, and Quicken Loans -- boasting that "working here makes you smart" -- offers free educational seminars on finance and health.

4. Free booze: New Belgium Brewing employees are allowed to drink one shift beer (after clocking out) and take home one 12-pack per week. But it's not just beer companies offering free alcohol -- in fact, free alcohol seems to be a growing workplace trend.

5. Free massages: It's becoming more normal for companies to offer massages as a work perk. Justin.tv employees get to take advantage of free monthly massages, and USAA is also known to send masseuses to employees' desks for the occasional stress-relieving rubdown.

6. Discounts on event tickets and retailers: Bright Horizons employees enjoy savings on movie tickets and brand-name retailers, online stores, along with exclusive discounts for services and goods at such places as Verizon, Sprint, T-Mobile and Budget Rent a Car.

7. On-site child care: What parent wouldn't be grateful for free child care? Both Discovery Communications and Yum! Brands (owners of KFC and Taco Bell) are among the growing number of companies offering on-site child care.

8. On-site haircuts: Haircuts are one of the more unusual of Google's many employee perks, but other employers seem to be catching on to the trend as well: Worthington Industries employees get access to on-site barbershops.

9. Community service days: Sponsoring companywide volunteer days is a good way to boost employee morale and encourage team building at the same time. U.S. Bank, Gap and Intuit are just a few of the many companies that give employees paid time off to volunteer.

10. Nap rooms: The Huffington Post and Nationwide Planning Associates both have designated "nap rooms" where employees can get a midday refresher.

11. Free play: Whether it's a designated "playroom" for employees -- stocked with foosball tables and video games -- or holding a friendly after-hours bowling game (like SeatGeek does), encouraging play at work can boost productivity and strengthen team bonding.

12. Fitness discounts: It's getting to the point where companies that don't offer some sort of health club discount are in the minority. But these days, health and wellness perks come in all forms -- from on-site fitness facilities and yoga classes to company sponsored weight loss programs. Some companies -- such as Missouri American Water Company -- even go so far as to pay their employees to work out.

13. Employee referral bonuses: One of the best ways to reward great employees is also one of the best ways to get new employees. Just look at Ernst & Young, Deloitte and Enterprise Rent-A-Car, where employees get referral incentives such as iPads and big-screen TVs for referring new hires.

14. Hack-a-thons: Hack-a-thons, or hack days, have become a mainstay for companies of every size and across all industries -- from Google, Apple and Pinterest to online lending platform Enova, and even CareerBuilder. Not only do these events tap into workers' creativity and sense of accomplishment, they also tend to generate new business ideas.

15. Pet-friendly environments: A growing number of companies allow employees to bring their dogs to work, but tech company The Nerdery goes one step further and hosts "Puppy Fight Club" every Thursday (it's a lot nicer than it sounds).