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USA Today
7 days ago
- Business
- USA Today
What is a compressed work schedule? Pros, cons and how to ask your boss for one
The traditional 40-hour workweek has long been the hallmark of American employment — but is it still the best way to work? With more people logging in from home, balancing family demands and prioritizing flexibility, the once-sacred 9-to-5, five-day structure is showing its age. 'Nearly half of workers said they were interested in reducing work hours to a 32-hour week without a reduction in pay and workload, and 27% want flexible schedules where they could choose their start and end times [in a November 2024 survey],' says Vicki Salemi, a career expert with Monster. The Monster survey also showed that three out of four job seekers are more likely to apply to a role if it offers a four-day workweek. Still, some employers are hesitant to reduce weekly hours while providing full pay and benefits. Enter the compressed work schedule, a growing alternative that trades longer workdays for fewer of them. 'A compressed work schedule means you're working fewer days,' Salemi says. 'For example, you might work 10-hour days Monday through Thursday.' That frees you up for a three-day weekend every weekend. Though a compressed schedule may sound ideal, it's not the right fit for everyone. Before you commit to a longer weekend, here's how to decide if the trade-off is worth it. Why embrace a compressed work schedule For employees who want more control without sacrificing full-time status, a compressed schedule offers an appealing alternative. From extra time to recharge to real savings on commuting costs, here's why this alternative schedule is gaining traction with today's workforce. One of the most significant advantages of a compressed work schedule is the added flexibility it gives you. Whether it's scheduling doctor's appointments, tackling errands or simply enjoying a slower-paced Friday, having an extra day off each week can make it easier to manage life outside of work. That kind of breathing room can reduce stress, boost productivity during work hours and help you feel more in control of your routine. A recent Gallup poll found one-third of workers are fully remote and half follow a hybrid schedule. But even for remote workers, fewer scheduled days can free up time and reduce screen fatigue. By freeing up an additional day each week, you can significantly improve work-life balance and overall job satisfaction. You have more time to rest, spend with family or pursue hobbies — all without using vacation days. The American Psychological Association reports that pilot programs have consistently shown a shift to a four-day workweek improves well-being and job satisfaction. 'Workers with particularly long, tedious commutes benefit most from compressed schedules,' Salemi says. In 2023, the U.S. Bureau of Transportation Statistics estimated that it costs $0.81 per mile to operate and maintain a vehicle. Using that number, a 20-mile daily round-trip commute costs roughly $16.20. Skipping one commute day per week across 50 working weeks saves you approximately $810 annually. Spending one less day commuting each week can also have meaningful environmental benefits. A study by Cornell University and Microsoft found that skipping the commute just one day per week reduces an individual's carbon footprint by 2%. Drawbacks of a compressed work schedule Packing 40 hours into fewer days can lead to unintended challenges — from longer, more exhausting workdays to logistical hurdles such as childcare or team coordination. Before jumping into a condensed schedule, it's important to consider whether the benefits outweigh the potential stressors. A compressed work schedule doesn't mean you're working fewer hours — your time is just condensed. That can result in increased stress during the workweek. 'It can lead to work imbalance during those four work days, such as less time and energy to spend time with family, workout, do personal errands or go to appointments,' Salemi says. Additionally, if everyone is working on a different timeline, a team might have some difficulty coordinating meetings or events. If your workload is heavy, compressing it into fewer days can backfire. "If workers have an insurmountable workload, this can lead to burnout," says Salemi. "Even though a longer weekend can help boost work-life balance, during the week, they may find themselves more stressed out with those additional hours." For jobs that involve physical labor, stress and fatigue can also raise the risk of exhaustion or even workplace accidents. Many schools and childcare facilities open and close at hours aligned with the traditional workweek. 'This may not be the best scenario for parents or caregivers who need to attend to children or the elderly throughout the day or at least be at home around dinner time,' Salemi says. How to pitch a condensed working schedule to your employer If you believe the benefits of a compressed working schedule outweigh the drawbacks, consider presenting this idea to your employer. 'Keep the business top-of-mind,' Salemi says. 'Demonstrate how it can boost your productivity and hopefully customer satisfaction and the bottom line.' Here's her recommended approach: Whether you're aiming for more flexibility, greater efficiency or simply an extra day to breathe, a compressed schedule might be worth considering.
USA Today
24-06-2025
- Business
- USA Today
7 signs of a toxic manager — and what to do about it
If you're constantly being undermined, overwhelmed and ignored by your manager, you might have a toxic boss. A toxic boss demoralizes the people who report to them, stripping them of their sense of belonging, autonomy and purpose. Lower workplace morale isn't the only effect. In a survey conducted by the career site Monster in April 2024, 54% of surveyed workers cited poor mental health due to a toxic, controlling manager. 'A bad boss can make or break your employment,' says Vicki Salemi, a New York City-based career expert for Monster. 'You may love your job and enjoy time with your colleagues and the company you work for, but at the end of the day, if your boss is toxic, this often surpasses cumulative positive reasons to stay.' Do you work for a great organization?Nominate it as one of America's Top Workplaces. Signs of a bad manager Here's how to tell if your boss is toxic, what to do to try to improve your situation and when to consider walking away. Trying to make a lower-level employee look bad is a hallmark of an unsupportive manager. Pay attention to the ways your manager refers to you in group emails or meetings. If your boss downgrades your work or disrespects you, this is a huge red flag. 'Your manager should be someone you think of as trustworthy. They should always have your back,' Salemi says. 'Whether you're in the room or not, they sing your praises.' Some managers assume that if they're responsible for their team's failures, they should also take credit for all its successes. Not true, says Salemi. A strong leader will always try to make you look good whenever possible. 'They shine a spotlight on you when it's appropriate,' she says. 'For instance, in a meeting, especially if you're not there and their boss praises the team for its work, they'll give credit where credit is due — to you — rather than implying they did all the work themselves.' Empathy is a vital trait for any manager, enabling them to connect with their direct reports and lead with compassion and understanding. Unfortunately, toxic leadership lacks this trait. Salemi uses the following example: 'Maybe your child had to go to the emergency room, so you missed a deadline. Your boss shamed you for missing the deadline as if it's the only important thing, rather than offering you empathy, support, and flexibility you need during a scary and stressful personal time.' A manager who checks in excessively, nitpicks your work or demands a detailed accounting of how you spend every moment of your workday is another example of toxicity. These behaviors can indicate a lack of trust, a need for control, insecurity in their role or simply poor delegation skills. Regardless of the root cause, a micromanaging boss can erode your motivation to work. A 2023 American Psychological Association survey found that four in 10 U.S. workers feel micromanaged at work; those who are micromanaged report nearly double the stress and tension compared to non-micromanaged workers. Expecting you to do the work of three people without adjusting timelines or compensation is a classic sign of toxic leadership. Unrealistic demands can lead to burnout, resentment and a loss of productivity across the entire team. 'Say you're in a team meeting,' Salemi notes. 'You and four colleagues worked collaboratively on a project, but your boss only gives accolades and shines a spotlight on one person, their go-to favorite. That's a sign of toxic leadership.' A manager who fosters cliques, withholds praise selectively or encourages rivalry among teammates erodes trust and unity. This kind of workplace tension is a breeding ground for dysfunction. If your boss becomes defensive, dismissive or retaliatory when given constructive feedback, it signals poor emotional intelligence and a fixed mindset — two significant obstacles to effective leadership. Salemi notes that in these situations, a toxic leader might try to place the blame on anyone else they can to shift attention away from their inadequacies. How to deal with a toxic boss at work Identifying a toxic manager, while painful, is the easy part. If you're stuck working for a toxic manager, it can feel paralyzing. But there are steps you can take to protect your well-being and possibly improve your circumstances — starting with these three. If you feel safe doing so, try raising concerns in a clear, calm and professional way. Your manager might not realize their behavior is affecting you and may be open to change. 'First, prepare what you're going to say with specific examples,' Salemi suggests. 'It's OK to go into the meeting with notes in your hand or on your phone.' She suggests the following steps: Your boss may deflect, be in denial or try to gaslight you, but it's essential to remain calm. Keep an ongoing file to document the conversation in case you need to escalate it to HR or their supervisor. You'll have a record of the conversation date, topics discussed, and the outcome. You can tap human resources for help with a bad boss, but only under certain circumstances. 'If it's a discrimination issue, then absolutely go to HR,' Salemi says. 'But if it's something like your boss playing favorites, that can be viewed as more subjective.' Salemi says you might have another wildcard option as summer vacations approach. If your boss is on vacation and has delegated tasks to you, try to schedule a time on their boss's calendar to check in and provide updates so they can see your diligence and follow-through. 'It's not a one-size-fits-all approach, but it's more to get onto your boss's boss's radar screen so they can interact with you and see your hard work firsthand,' she says. When to move on from a toxic work environment While you can sometimes improve your situation in a workplace with a bad boss, you're fighting a built-in hierarchy. You cannot usually change your boss or their management style,' Salemi says. Only you know the dynamics and politics of your current job, but if you've exhausted all your options, it's time to get out. As frustrating as the situation may be, you can apply the lessons learned to your next role. "Identify the worst traits of your current boss so you can seek the opposite in your next boss,' she says. If your boss ignores you, then during your next job interview, pay attention to see how your prospective new boss listens, makes eye contact and interacts with you."
Time of India
18-05-2025
- Business
- Time of India
When your boss gets too personal: Expert tips to shut down unwanted comments without risking your job
In today's workplace culture , where team lunches, Slack banter, and after-hours check-ins blur the lines between professional and personal, it's easy to let your guard down. A little personal sharing can humanize relationships with colleagues and even make work feel more connected. But what happens when your boss starts commenting on your love life, or makes casual remarks about your private affairs that leave you uncomfortable? 'It happens more often than we think,' Vicki Salemi, career expert at Monster told CNBC Make It . Often, these remarks pop up during offhand conversations—weekend recaps, post-meeting chit-chat, or Zoom call fillers. While your boss may not mean any harm, even a well-meaning comment can overstep a boundary if it touches on sensitive personal matters. Setting Boundaries Without Burning Bridges If you're uncomfortable with your boss's interest in your personal life, don't brush it off. 'You definitely shouldn't just let it go,' Salemi warns. Allowing it to continue without saying something can inadvertently signal that it's acceptable. But handling it requires tact. 'You don't want them to get offended,' adds Stacie Haller, chief career advisor at Resume Builder. The key is to address it firmly yet professionally. Haller suggests using statements like, 'I really prefer to keep my personal life separate from work,' or 'Thanks for asking, but I have a personal policy not to discuss my dating life in the workplace.' By putting it this way, you create a boundary without sounding defensive or accusatory. And timing is everything. If you're caught off guard in a group setting, it's perfectly okay to circle back later in private and revisit the incident with a calm reminder of your preferences. You Might Also Like: 'It is not just about using AI': Nvidia CEO Jensen Huang advises students to master this skill to stay ahead in tomorrow's job market From Innocent to Inappropriate—Know When It's Too Much Your boss may genuinely believe they're showing interest or care. 'Some people think being a good manager means knowing the full person,' says Haller. But if the commentary continues after you've expressed discomfort, it crosses into more serious territory. In such cases, request a one-on-one conversation and be transparent. Tell them, 'I appreciate your concern, but these comments are making me uncomfortable, and I'd like to keep things professional.' If this doesn't change the behavior, it's time to start documenting—keep records of the comments, your responses, and any follow-ups. 'If it keeps happening even after you've made it clear, now we're talking about harassment,' says Haller. At this point, escalating the issue to HR or another trusted manager becomes necessary. 'That's your last resort,' she adds, 'but a necessary one if boundaries are not respected.' Respect Starts With Communication In an age that encourages bringing your 'whole self' to work, it's easy to assume that openness is a given. But it's also okay—and vital—to draw the line. Being clear about what you're comfortable sharing isn't about being distant; it's about preserving your space and peace of mind. You Might Also Like: Why the 'IIT tag' might not land you a global tech job: London techie's bold post sparks viral debate Because at the end of the day, while you may be a team player at work, your personal life deserves to remain just that—personal.
New York Post
24-04-2025
- Business
- New York Post
Gen Z won't even consider a job if an employer doesn't mention this during the interview process
Ghosting is not just for romantic partners. If job interviewers won't cough up the cash convo, these fresh-faced applicants vanish faster than you can say 'entry-level benefits.' Nearly half — 44%, to be exact — of Gen Z college grads say they've been turned off by interviews that didn't mention a salary range, sometimes by flat-out ghosting the recruiter, according to Monster's 2025 State of the Graduate Report. Why the silent treatment? It's not about being rude — it's about being real. For Gen Z, transparency is non-negotiable, and pay is the first thing on the table. If it's not, they're out. 'Since so many job descriptions provide it as a common practice, when other employers don't, graduates may simply gloss over these job listings that don't share it,' Vicki Salemi, a career expert at Monster, told Fortune. Some might call it entitlement. Others call it evolution. After years of pay secrecy and office politics, Gen Z is saying what older generations only grumbled about — 'Just tell me what it pays.' Thanks to new salary transparency laws in states like New York, California and Colorado, the newest crop of workers isn't even applying unless there's a dollar sign attached. But while they might have standards, many are still living rent-free at home and holding out for their dream job. And that dream job better be value-aligned, flexible, and inclusive — or it's a pass. Because salary info is now standard in so many listings, grads are quick to skip over any job posts that leave it out, experts say. Drazen – According to Monster's report, nearly 75% of 2025 grads won't work for a company with clashing political views. One in three won't say yes to a job at a company without diverse leadership. And 42% say hybrid work is a must-have. 'These incoming workers are redefining the where and when of the workplace,' Salemi told the outlet. But not everyone's buying into the new job market etiquette. Kate Duchene, CEO of global professional services firm RGP, says Gen Z isn't afraid to demand better — or leave when they don't get it. 'They aren't afraid to push back a little bit and then put their money where their mouth is and leave if they don't feel heard or listened to,' Duchene noted to Fortune. Call it entitlement or call it progress — Gen Z is ditching the hush-hush paycheck dance and saying out loud what boomers only whispered: 'What's the salary?' Dusan Petkovic – But employers are pushing back, too. Six in ten bosses say they've already fired Gen Z grads for lacking what older generations might call 'basic professionalism' — showing up on time or responding to emails. Still, some are tuning into what makes Gen Z tick — and click 'apply.' 'The message is clear: today's graduates are ambitious, intentional, and values-driven,' said Monster's chief marketing officer, Scott Blumsac, in the aforementioned report. 'Employers who adapt to these priorities by offering flexibility, purpose, and pathways to growth will be best positioned to attract and retain the next generation of top talent.'
Yahoo
23-04-2025
- Business
- Yahoo
Nearly half of Gen Z grads admit they ghost employers who fail to mention this one thing in the interview
Gen Z is not afraid to take a stand when it comes to salary transparency, with over two in five graduates willing to ghost an employer if compensation is not disclosed. But despite high expectations for their early career, Gen Z may be in for a rude awakening—some employers aren't afraid to sack recent grads. If you've recently been on the job hunt, you may have felt like you struck gold if a post listed the salary range. But for Gen Z, wage transparency is much bigger—it's a non-negotiable. Some 44% of Gen Z college graduates say that they would pull out of an application—even by ghosting the recruiter—if the salary range was not disclosed during the interview process, according to Monster's 2025 State of the Graduate Report. While their behavior may seem entitled, especially during a rocky job market, it's part of a growing trend among young people to talk about pay in the workplace, which has long been viewed as taboo by previous generations. The shift is in part thanks to some 10 states—including California, Colorado, and New York—that have passed laws in recent years mandating salary transparency. Now, Gen Z may not even entertain a job posting without the salary range, Vicki Salemi, a career expert at Monster, told Fortune. 'Since so many job descriptions provide it as a common practice, when other employers don't, graduates may simply gloss over these job listings that don't share it,' Salemi said. Over 4 million Gen Zers find themselves jobless, so it may come as a surprise that young people have such high expectations for the start of their careers. However, with so many well-adjusted to living at home with their parents, they want a job that checks all of their boxes rather than a big paycheck. Nearly three out of four class of 2025 graduates say they would be unwilling to work for a company whose political values conflict with their own, and 35% would refuse to accept a job offer from a company without diverse leadership, according to the Monster report. Moreover, 42% won't accept a job that does not have hybrid working options. These incoming workers are redefining the where and when of the workplace, said Salemi. But despite having their high expectations, not all of Gen Z is so sure they'll find the perfect role off the bat. Over 80% of graduates believe they will find a role at some point, but only 63% believe they have leverage in the job market. Kate Duchene, president and CEO of global professional services firm RGP, previously told Fortune that Gen Z wants more flexibility and transparency. And if they don't get it, the generation is willing to put up a fight for it. 'They aren't afraid to push back a little bit and then put their money where their mouth is and leave if they don't feel heard or listened to,' she said. In fact, nearly half of Gen Z grads said they would quit if the workplace became toxic, and 39% would leave just to seek a healthier work-life balance, according to Monster. However, some bosses have still not caught on to Gen Z and are unhappy with their behavior. Some six in 10 employers have reportedly fired young college graduates in part due to a lack of professionalism, organization, and communication. Despite generational tensions, some employers are taking note of how to best address the wishes of the Gen Zers, said Monster's chief marketing officer, Scott Blumsac. 'The message is clear: today's graduates are ambitious, intentional, and values-driven,' he wrote. 'Employers who adapt to these priorities by offering flexibility, purpose, and pathways to growth will be best positioned to attract and retain the next generation of top talent.' This story was originally featured on Sign in to access your portfolio
