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USA Today
6 hours ago
- Business
- USA Today
What to do if your boss retaliates after you voice a complaint: Ask HR
Johnny C. Taylor Jr. tackles your human resources questions as part of a series for USA TODAY. Taylor is president and CEO of the Society for Human Resource Management, the world's largest HR professional society and author of "Reset: A Leader's Guide to Work in an Age of Upheaval.' Have a question? Submit it here. Question: What can I do if leadership in the company retaliates against me and my team whenever we bring forth concerns or complaints from staff? ‒ Demetria Answer: It's incredibly disheartening to be in a situation where leadership retaliates against you and your team for voicing concerns or complaints. When leadership chooses retaliation over reflection, it not only stifles open communication but also damages trust and morale across the organization. However, you are not without options. Here's a structured approach you can take to address this issue: Ultimately, healthy organizations thrive on feedback and protect those who speak up. Your actions can foster an environment of integrity, accountability, and respect. Remember, standing up for what's right is crucial, even if it feels challenging. You're not just advocating for yourself, but for a culture of openness and trust. Resume: How can you make yours stand out? One of my colleagues was recently terminated due to concerns about cultural fit within our company. Although he possessed strong skills and intelligence, he wasn't always the easiest to work with. Is cultural fit considered more important than technical abilities and job performance? ‒ David Increasingly, employers are looking for workers who check both boxes: acumen and fit. They want people who can do the work and work well in the context of their unique work environment. Cultural fit is a significant factor considered by many employers alongside technical abilities and job performance. While possessing strong skills and intelligence is crucial, the ability to work harmoniously within a company's culture is equally vital. Workplace culture is not just about what work is done, but how it is done. It encompasses various elements, including work performance, personality, work style, and work ethic. These factors affect collaboration, morale, and overall productivity. Therefore, many employers prioritize cultural alignment during the recruitment process and throughout an employee's tenure. The employment-at-will doctrine, which applies in most states, allows employers to terminate employment for any nondiscriminatory reason, including cultural misalignment. This legal framework reflects the importance placed on having the right cultural fit. Culture affects how well individuals work with others, which in turn impacts team performance and company success. Ultimately, while technical skills and job performance are essential, cultural fit significantly influences long-term success within an organization. Both employers and employees benefit from a harmonious cultural alignment, and flexibility on both sides is necessary to ensure a mutually supportive and productive work environment. Each party should strive to understand and adapt to each other's cultural dimensions to achieve the best fit possible. The views and opinions expressed in this column are the author's and do not necessarily reflect those of USA TODAY. Hiring a friend or relative? How do I avoid nepotism perception when recommending a relative for a job? Ask HR
USA Today
15-07-2025
- Business
- USA Today
How can you make your resume stand out? We ask HR for tips for a good resume.
Johnny C. Taylor Jr. tackles your human resources questions as part of a series for USA TODAY. Taylor is president and CEO of the Society for Human Resource Management, the world's largest HR professional society and author of "Reset: A Leader's Guide to Work in an Age of Upheaval.' Have a question? Submit it here. Question: I'm graduating from college and looking to begin my career in software engineering. What should be included on a resume with two internships as professional work experience? – Carin Answer: Congratulations on earning your degree in software engineering! Starting your career is an exciting milestone, and your resume is the key to opening those first doors. While you might feel that your experience is limited, don't worry, you've likely gained more relevant skills and accomplishments than you realize. Let's break down the resume creation process step by step. Start with a clear summary. Your resume should begin with a short, focused statement that highlights your technical strengths, career goals, and the type of roles you're targeting. Think of this section as your elevator pitch. It's your chance to grab the hiring manager's attention and set the tone for the rest of your resume. For example, you might say, 'Recent software engineering graduate skilled in Python, JavaScript, and cloud computing, seeking a role in full-stack development.' Highlight your internships. Internships are gold when it comes to showcasing professional experience. Instead of listing tasks, focus on what you've achieved. Employers want to see impact, so use action verbs and quantify your contributions where possible. For instance, instead of saying 'Worked on testing,' try 'Developed automated testing framework in Python, reducing manual QA time by 40%.' This approach not only demonstrates your technical skills but also shows your ability to deliver results in real-world situations. Job benefits: Can an employee contribute to an FSA while on an unpaid leave of absence? Ask HR. Don't forget academic and personal projects. If you've worked on a capstone project, participated in hackathons, contributed to open-source software, or built something independently, these experiences can be just as valuable as internships. They demonstrate initiative, creativity, and a passion for development that extends beyond the classroom. Include specific details, what you built, the technologies you used, and the challenges you overcame. And if you have a GitHub profile, portfolio website, or LinkedIn page, make sure to link them on your resume. Recruiters love seeing tangible proof of your skills. Tailor your resume for each job. One of the most effective ways to stand out is to customize your resume for each application. Carefully review the job description and identify the key skills, tools, and technologies the employer is looking for. Then, adjust your resume to highlight those priorities. This extra effort not only helps your resume score favorably with applicant tracking systems but also shows employers you've done your homework. Remember, your resume is a living document. It will evolve as you gain more experience and refine your career goals. For now, focus on showcasing your potential and the value you can bring to a team. Best of luck as you take this exciting next step in your career journey! The views and opinions expressed in this column are the author's and do not necessarily reflect those of USA TODAY. Nepotism: How do I avoid negative perceptions when recommending a relative for a job? Ask HR
USA Today
08-07-2025
- Business
- USA Today
How do I avoid nepotism perception when recommending a relative for a job? Ask HR
Johnny C. Taylor Jr. tackles your human resources questions as part of a series for USA TODAY. Taylor is president and CEO of the Society for Human Resource Management, the world's largest HR professional society and author of "Reset: A Leader's Guide to Work in an Age of Upheaval.' Question: I want to recommend my nephew for an open position with my company. I think he'd be a great fit. We are encouraged to make referrals of people we know. What can I do to avoid his hiring might be perceived as nepotism or favoritism? – Milo Answer: When considering recommending your nephew for an open position within your company, it's essential to navigate the process thoughtfully. Here are some steps to ensure a fair and transparent referral: Do your homework: Start by reviewing your company's policies concerning the hiring of family members. Most organizations have specific guidelines in place to prevent conflicts of interest, which help clarify what is permissible. Internships: How can students get more out of professional training? Ask HR Focus on qualifications: Make your recommendation based on your nephew's skills, accomplishments, and how he aligns with the job requirements. Communicate his qualifications and potential contributions to the hiring team. Maintain transparency: Be upfront about your relationship with your nephew from the beginning. Transparency will help build trust with your employer and colleagues, showing that you are not trying to hide the familial connection. Provide insight, not influence: Use your understanding of your nephew to offer valuable insights into his capabilities and work ethic. However, let the hiring process proceed independently, without undue influence from you. Allow him to go through the same evaluation process as any other candidate. Avoid conflicts of interest: Ensure that the position does not involve direct supervision or decision-making authority over your nephew. This reduces the risk of perceived bias and helps maintain a professional environment. Set professional boundaries: If hired, establish clear boundaries to maintain a separation between personal and professional interactions. This includes not showing favoritism and maintaining professionalism at all times. Address colleague concerns: Be mindful of your workplace dynamics. If any concerns about the recommendation arise among colleagues, address them directly and professionally, fostering an open dialogue to alleviate any tensions. By taking these steps, your recommendation will effectively showcase your nephew's potential while upholding the integrity of the hiring process and fostering workplace harmony. Ultimately, any candidate you refer, be it a friend, family member, or former colleague, will be based on your personal experience. When you see a potential fit for both parties, you can confidently make a quality referral in the best interest of your employer and your parties, you can confidently make a quality referral in the best interest of your workplace and your nephew. The views and opinions expressed in this column are the author's and do not necessarily reflect those of USA TODAY. Job benefits: Can an employee contribute to an FSA while on an unpaid leave of absence? Ask HR.
USA Today
01-07-2025
- Business
- USA Today
Can an employee contribute to an FSA while on an unpaid leave of absence? Ask HR.
Johnny C. Taylor Jr. tackles your human resources questions as part of a series for USA TODAY. Taylor is president and CEO of the Society for Human Resource Management, the world's largest HR professional society and author of "Reset: A Leader's Guide to Work in an Age of Upheaval.' Question: I'm considering taking an unpaid leave via the Family and Medical Leave Act (FMLA). During my hiatus, can I continue contributing to my FSA (Flexible Spending Account) even if my employer isn't paying me? – Nisha Answer: Taking unpaid leave via the Family and Medical Leave Act is a significant decision prioritizing your health and family needs. It's commendable that you're considering how this will impact your Flexible Spending Account, as it demonstrates foresight and prudence. Here's how you can manage and potentially continue contributing to your FSA during your leave. Under the provisions of the FMLA, you retain the right to maintain your contributions to your dependent care FSA while on leave. The IRS guidelines offer a few options to manage these contributions: Additionally, you have the flexibility to adjust your FSA election under a cafeteria plan if your circumstances change, similar to those taking non-FMLA leave. Should it become necessary to cease your contributions temporarily, you would be permitted to reenroll upon your return. This extensive list of options ensures your absence doesn't hinder your ability to accrue and use your FSA benefits, reflecting a broader understanding of how adaptable life situations and financial planning must be. It's crucial to consult with your HR department to understand specifically how these options are implemented within your organization. Each employer may have different procedures based on their plan guidelines. Remember, the FMLA and IRS guidelines were designed with your well-being in mind, supporting you during times when work needs to take a backseat to personal health and family responsibilities. Consider this a proactive step in maintaining your overall life balance and ensuring financial wellness during your leave. I work in our product development group, and our account management team has recently approached me about transitioning to an account executive role. Working as a design specialist for almost a decade, I have a deep understanding of our client's business. I also have expert knowledge of our deliverables and capabilities as a vendor. What should I consider when exploring a significant career shift like this? Should I be concerned that I'll lose expertise? ‒ Lori Embarking on a career shift is an exciting opportunity to broaden your horizons and add new dimensions to your professional portfolio. As someone with a solid background in product development and design, transitioning into an account executive role could be a natural progression that leverages your existing expertise while allowing you to develop new skills. First and foremost, it's important to recognize that your experience as a design specialist provides a strong foundation for your new role as an account executive. Your deep understanding of client businesses and thorough knowledge of deliverables and capabilities put you in a unique position to seamlessly bridge the gap between design and account management. Rather than seeing this transition as leaving your expertise behind, view it as expanding your toolkit. You'll be enhancing your ability to communicate the value of your company's products and services from a more strategic and business-oriented perspective. In considering this transition, evaluate how the skills you've acquired in product development can be applied to account management. As an account executive, you'll be responsible for building and maintaining strong client relationships, understanding their needs, and providing solutions that align with their business objectives. Your background equips you well for this, as you likely already possess strong communication skills, the ability to empathize with clients, and an in-depth understanding of how your products meet their needs. Further, consider how the account executive role can enrich your career. It can provide you with a broader perspective of the business landscape and offer insights into strategic decision-making, negotiation, and leadership. Developing these skills can position you for future roles requiring a mix of technical prowess and business acumen, thereby expanding your career trajectory and potential opportunities. While it's natural to worry about losing touch with your design expertise, keep in mind that skills are not just retained but can be adapted and applied in new ways. Stay engaged with your design passion through side projects, professional development, or cross-functional tasks, ensuring your skills remain sharp and relevant. This dual expertise not only enhances your current role but also increases your value to any organization. Moreover, as an account executive, you'll have a platform to influence the direction of product offerings based on client feedback, thereby indirectly shaping design and development processes. Your intimate knowledge of design nuances can be a critical asset in delivering tailored client solutions and driving innovation. Ultimately, approaching this career shift as a chance to diversify your skill set and explore new avenues of professional growth can be incredibly rewarding. Embrace the challenge and use your existing strengths while being open to learning and adapting. The account executive role can be a complementary addition to your career, enriching your professional life and opening doors to new opportunities while leveraging the skills and expertise you've cultivated over the years. The views and opinions expressed in this column are the author's and do not necessarily reflect those of USA TODAY.
USA Today
24-06-2025
- Business
- USA Today
How can students get more out of their internships? Ask HR
Johnny C. Taylor Jr. tackles your human resources questions as part of a series for USA TODAY. Taylor is president and CEO of the Society for Human Resource Management, the world's largest HR professional society and author of "Reset: A Leader's Guide to Work in an Age of Upheaval.' Question: I'm in an engineering internship this summer. My supervisor doesn't actively manage me or give me enough work to do. How can I take the initiative to be more engaged in my internship? – Myles Answer: First off, kudos to you. The fact that you're looking to get more out of your internship speaks volumes about your drive and mindset. This kind of initiative will serve you throughout your career, and it's precisely what transforms good interns into standout future professionals. Now, here's how you take the next step. Begin by initiating a transparent and respectful conversation with your manager. Let them know you're eager to learn and ready for more responsibility. Believe it or not, some managers may simply not realize you can do more. Help them see it. Say, 'I'm excited to be here, and I'd love to be even more engaged ‒ what else can I take on?' This small step can open big doors. Next, take ownership of your growth. Come up with a few project ideas or learning goals. Present them as suggestions for how you might contribute more meaningfully. Talk to others on your team, ask what they're working on, and how you might assist. Often, your most significant opportunities come from stepping outside your initial role and building relationships across functions. A stronger work group: As a supervisor, how do I delegate more to empower my team? Ask HR Don't stop there. Ask to shadow team members or explore other departments. Internships are not just about filling time; they're about rounding out your skills, expanding your perspective, and discovering what lights your fire. Look for training, workshops, or internal resources that can add to your skill set. Focus on creating a win-win scenario for both you and your organization. Look for opportunities that align your interests with the company's goals. For instance, you might volunteer to support research efforts within your department or collaborate with a cross-functional team to gain broader business exposure while driving results. You could also support project management initiatives, analyze data to uncover insights, streamline internal processes, enhance documentation, or even help prepare presentations and reports, advancing organizational priorities. The key is to identify areas where your skills can make a meaningful difference while also positioning yourself for growth. When you're in a situation where you feel your time and skills are underutilized, see it as a space to grow and explore. You're there to learn, and some of the best learning occurs through hands-on experience. With the right mindset, you can find learning paths in any direction. Learn the operation and the culture. Advance your technical skills. Develop your people skills. Seek to understand, analyze, and evaluate everything going on around you. Being smart and curious will serve you well in any environment. Human resources is a tremendous resource for finding learning and development opportunities and discovering avenues for contributing more effectively to the organization. HR understands organizational talent needs and can sometimes facilitate these conversations in ways that move things forward. Own your experience. Take charge of your growth. And remember, you're not just an intern. You're a future professional in training. The views and opinions expressed in this column are the author's and do not necessarily reflect those of USA TODAY. Employee benefits: Do your work hours qualify for benefits? Ask HR
