You get the feeling at your desk. You’ve done so much in the past six months. Has anyone noticed or appreciated it? You want to find out and now. You desire to ask for a raise, but, is the timing right? You get paranoid...don’t want to mess up your chances; don’t want to seem to pretentious. You feel that you’re doing so much more than your co-workers and you want to be noticed and appreciated! What’s wrong with that? Absolutely nothing. But, one thing, you’ve got to get your ducks aligned before you attempt to do the dirty deed...

Timing It Right

If you have been in the position long enough to feel confident, comfortable, and able to handle an additional workload and your time spent there exceeds six months or more--by all means, considering asking for a raise. If what you desire is a change of position or a promotion, DO NOT consider this type of situation if you have been with the company for less than six months. It looks too hasty and gives the impression that you are not fully “into” your current position, which you should be with all of your heart at this point. It is great to show ambitions, the willingness to move around, or usefulness in different sections of the company, but too much ambition may actually be a “setback” in certain situations and frowned upon by certain skeptical employers.

Document Everything

Documentation and keeping “record” of what you do and what you’ve accomplished is key. Take notes on good things people have said about you. Is there anything specific in writing that reflects a good job you’ve done? Save everything that you do.

Meeting with “The Boss”

Before you meet with the boss, do some research on salaries for your position and use that as a guage for the raise. Usually, you won’t get more than 15 percent. Choose a day that is midweek, to make an appointment with your boss. If you feel that other events such as, the birth of a new baby, a new apartment or any extra responsibility in your life should be mentioned, by all means mention it. You have nothing to lose.

A Couple of Pointers Around the Office

Know who is who (who is important and who isn’t). Watch who you relate and associate with everyday if you are a newcomer to the company. Sometimes, you may initially be misled by certain individuals who have no scruples regarding a bright, green, and eager “new person” on the block. Take a couple of lumps, but don’t act out the naive newcomer to all around you. People only feed on that; they don’t support or nourish it.

Don’t Worry; Be Happy

Stay away from all negative people in your daily workday. Life is hard enough, as is adapting to new positions and you do not need Mr. or Mrs. Cynical going off about “this lousy place” in your presence. Do not allow anyone to color your view of things too much; but, be wary and shrewd. Do not entertain information about past employees, firings, harrassment, etc. You have too much at stake. Usually, employees will reveal this information all their own out of sheer ignorance. Be smarter than that!

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How to ask your boss for a raise

Thinking of asking for a raise? You're not alone. Most of today's work force is just waiting for their chance to ask for more money. But be wary-there are many do's and don't surrounding this issue. Use the following tips to find out what to do when the moment is right for your to make your move:

1. Consider Your Position

Look at the position you are currently holding. Are you a college-hire, a seasoned veteran, a part-time employee? Its a fact that employees must climb the work status ladder to get anywhere. If you are a college hire, your chances are slimmer for a raise than those of a seasoned veteran. If you are part-time, employers may not be able to consider you for a raise until you take full-time status. Put simply, position is everything.

2. Consider Time

If you are a new hire, you MUST wait at least six months before approaching your boss for a raise. If you've got a few years under your belt, its still advisable to wait at least three months from your last raise before asking for more money.

3. Consider Experience

How solidly do you know your area? If you are an expert, your chances are great for a raise. If you've got only a seminal knowledge of your area, consider training yourself to become more knowledgeable. If you are a valuable commodity and your boss knows it, they'll do whatever they can to keep you.

4. Feel Around

Try and see what the other employees in your office are earning. Ask them tactfully, or ask the employment office in your building. Chances are, they'll be able to give some good hints at what those around you are worth. Consider your raise question accordingly.

5. Spread Hints

Before asking for a raise, it's always good to exhibit a huge burst of company loyalty. Bustle around for a week or two, and do even more than you normally would. Stay later at the office, and contribute highly to company meetings. Try and showcase the fact that you are of great value to the company.

6. Give Hints

It's nice to spread some hints so that you don't take your boss completely by surprise. Schedule your meeting at least a week in advance, and tell him/her that you'd like to discuss your "position in the company."

7. Make a Case

Compile a list of all the reasons that you feel you should be earning more. Type a paper listing all of your projects and what you did to contribute to them. List your assets, and what you've learned. If your boss seems unconvinced of your worth, give them your compiled list of these projects. Practice expounding on all of topics in front of a mirror.

8. Stand Firm

If you feel that a raise has been long in coming, make sure that you stress how much you need it. Indicate to your boss that your comfort depends on the raise. Avoid speaking directly of issues such as a car or rent. Simply tell your boss that you'd appreciate some extra help in the areas of housing and transportation.

9. Watch for Signals

Read your boss carefully. If he/she appears to be having a bad day at the time of the meeting, switch the topic of the meeting, and schedule another one for the next week. The best time to ask for a raise is just after you've been lauded for a project or assignment. If praise is a rare thing in your office, then at least make sure that your boss appears to be in a jovial mood at the time of your talk.

10. Know When to Give Up

In the area of office politics, your boss always knows best. If they give you a definitive "no" to your question, do not press the issue. Instead, work hard, and watch for your next chance to speak to them on the issue of a raise.

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How to effectively communicate with your boss

Everyday, we have many people we need to communicate with: our partner, our child’s teacher, our friends and the cashier at the store, among others. However, there is one person who your communication with will affect your bottom line. That person is your boss.

So how do you communicate effectively with this person who exercises direct control over your paycheck? Here are ten tips that will help you feel more confident next time you encounter your boss.

1. Watch how the boss communicates with you. Does the boss prefer to use email, phone or direct contact with employees? Follow her example. If she prefers to email you about small issues, then follow suit. If important issues, such as those involving large amounts of money are usually discussed in person, then do likewise. Do be aware that all emails that you send should be composed using correct spelling and grammar. You are always making an impression, even when she can’t see your face and well-groomed hair!

2. Make sure that your timing is good. If you need to communicate that the mail carrier has already stopped by today, then it is probably okay to do so when your boss has one foot out the door on her way to a meeting. If you need to discuss a performance review, make sure that it takes place at a time when your boss is in a pleasant mood and is not overly rushed.

3. Be prepared. Whether it is in a large meeting or a simple one on one conversation, make sure that your communication is accurate, and if necessary, backed up by the appropriate documentation. You don’t want to inadvertently give incorrect off-the-cuff information. If you are not sure if your information is accurate, it is best not to say anything, or to say that you will get back to her at a specific time with the necessary information.

4. Consider the boss’s perspective. It is good in any circumstance to consider the other person’s perspective. In the case of your boss, she is more concerned with the company’s bottom line than with your need to repair your car. So when you are asking for a raise, for example, make sure that you are communicating what you contribute to the company, not your own financial insecurities.

5. Look at how the most effective office players communicate with the boss. Do they do so informally, or do they make appointments? If you observe that your boss enjoys making conversation by the water cooler about the latest in digital camera technology, then by all means join in. If they make appointments with the secretary to speak to the boss, then it is a good idea for you to do the same.

6. Be aware of your body language. Standing with your head down communicates a lack of confidence. Holding your arms crossed in front of your body demonstrates a lack of openness. Putting your hands on your hips can seem aggressive. Hold your body in a relaxed manner, while maintaining eye contact. Try resting one hand on a desk, putting a hand in your pocket, or using your hands to take notes.

7. Maintain control of the conversation. When communicating with your boss, it is not a good idea to show too much emotion, unless it is enthusiasm or conviction. If you hear your boss making statements that you find upsetting, listen and nod your head. Keep calm. When there is a break in the conversation, quietly make your point. Be sure not to raise your voice or interrupt, as both of these actions give the impression that you are not in control of your emotions.

8. Find out about your boss. The more common interests you have with someone, the easier communication becomes. Find out if your boss has children the same age as yours, if she likes soccer, is involved in community organizations that you have an interest in; in short, try to find some common ground. When you find yourself in casual conversation with your boss, listen. Everyone enjoys talking about themselves and their interests.

9. Focus on the positive. There are many negative aspects to any job. When communicating with your boss, be sure to focus on the positive aspects. This is true even if you are holding a meeting to address an issue that is potentially loaded with negativity. Accentuating the positive tends to put your boss more at ease. Above all, never react to any statements in a hostile manner. While you are certainly entitled to hostile feelings, allowing hostility to come out during a conversation with your boss will never serve your best interests.

10. Ask questions. Don’t assume that your boss will think that you are unintelligent if you need clarification on an issue. You might need to repeat back instructions to your boss to ensure that you understand correctly what her expectations are. This is an excellent way to avoid awkward communications in the future.

Communicating with your boss may be tricky at times, but if you keep your cool and follow these basic tenets of workplace communication, then you will be at your most effective, and success will follow!

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How to correct your boss

Some supervisors are the kindest people in the world. Eager to help others and to get along with their employees, they speak softly and exhibit a mild manner with all.

But other bosses can be cranky or difficult, seeming to challenge our best efforts to keep the peace or be amiable. If your boss makes statements with which you disagree, here are some ways to share your views without causing offense.

1. Choose the right time. Don't tackle him the moment he's going into a high pressure meeting or leaving to pick up his wife at the airport. Wait for a quiet lull in the day to say your piece. After lunch or between projects is a good time for bringing up difficult subjects.

2. Choose the best place. Avoid cornering her in her office. A lion's den is the worst place to point out areas of disagreement. If you must talk there, do so in a casual way by asking for a few minutes before or after work.

3. Choose your most positive manner. Be pleasant and friendly, smiling as you greet one another. Use the sandwich approach by mentioning one or two positives in the department before setting your focus on the area of conflict. After airing your views, finish the talk with another positive or neutral observation and leave by saying "Thanks for your time and the opportunity to share my views."

4. Avoid blaming or accusatory statements. Instead, focus on your own feelings of worry, frustration, or annoyance with respect to the process, not the person:

"I feel so inadequate when these signature delays keep popping up despite the looming deadline. What can I do to usher the paperwork through more quickly?"

5. Take part of the responsibility, if applicable. Be willing to own up to your part in a problem:

"I realize I should have mentioned this before now, but our budget has grown by 7% on this project and I don't know where to find the extra funds. Since you recommended hiring the extra staff person, I thought you might know of a funding source."

6. Be humble. Many supervisors got to that position by being forceful, assertive, and knowledgeable. Some of them dislike being confronted by a subordinate with a cocky or know-it-all attitude. A quiet, simple point spoken in clear terms will make a better impression that raising your voice or becoming sarcastic.

7. Understand the supervisor's position. While it's okay to disagree, remember that your boss may be unable to do anything about some of the problem areas where you disagree. For example, if you feel you deserve a ten percent raise, but he approves just five percent, it may be due to the department's other financial needs, some of which may be pressing. Be willing to listen to her side of things before rendering a judgment.

Disputes with the boss are never easy. Sometimes it's easier to just let an error go by without commenting on it. But when you must speak up, do so with tact and diplomacy. Your boss won't forget it, and neither will you.

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Be your own boss: the best time to jump in to self-employment

Say you've worked hard your entire life, lining someone else's pockets and now you'd like to start your own business. Only you know if the timing seems right for this venture, but a few things you'll need to be sure of is your own dedication, your financial situation and some expertise in the area you're considering. If you're currently struggling to make ends meet, you'll need to postpone the change until you've got some cash reserve. A new business takes time to turn a profit, if it ever does, so plan on having at least enough money saved to support your family and pay all the bills at home and business for at least two years. This is in addition to the cost of setting up the enterprise.

Before even considering setting out on your own, it's vital that you have the proper training to not only speak informatively about your products, but to have some kind of business training to help you in making decisions for and about your company. Whether your business will be a restaurant, a dry cleaning store or a print shop, it's recommended that you take some initial business courses before proceeding. Of course, there are people who will be happy to keep your records, pay your bills and manage your business, but these services are costly and may not leave you with the input that you'd like to have in your own company. There are others who do need to have some input in your business - your family. If they're not happy with the decisions being made, you're likely to have family problems that will later become business problems. Discuss the business plans with your spouse or potential business partners, so that each is aware of where they stand in the company, if they have a place in the company, and what is expected of each person.

Having the right approach is a necessity to starting your own company. Be prepared to work long hours, possibly for months or years, with little reward or income. And, don't be surprised if you not only don't break even, but you also show a loss over the first few years. It might even be necessary to have family or friends assist you with little or no pay to keep your head above water. Expect the unexpected. Prepare for the supplies you might not need, have money put back for vehicle repairs that might not come about, and set aside time for working when you might not have to. This way, you're prepared for much of what will pop up with little notice.

Before starting, have a workable business plan. Be realistic. Consider aspects of the area where you'll set up shop, be aware of tax issues and think about licenses and other additionals. Have capital and resources established long before the welcome mat is in place. Be ready to take action and implement various plans at different stages in the setting up of your business. And, include in your business plan a program of studying the job market, particularly in your chosen field and making discoveries of how others in your field operate and what they charge.

Being self-employed usually requires more knowledge, time, resources, and energy than working for someone else. Make sure that you are committed to whatever it takes to make your venture successful. This may mean putting off other goals and plans in your personal life. A general rule of thumb is to estimate how much time you think it will take to operate your store, then double that estimate. You might not think that this many hours will be needed, but it is an accurate way to determine how much commitment will be required of you. Likewise, estimate the cost of setting up and running the business for a year, then add half that figure again to get a realistic view of how much of an investment will be needed.

Of course, some types of businesses are a little more flexible in terms of time and commitment than others. You might want to adjust your business goals to fit in with your lifestyle. For instance, if you're determined to have your nights and weekends free, you'll have to eliminate many businesses from the list of possible ventures you can start, such as a real estate company. But, this doesn't mean that you can't run your own company. There are businesses to suit every lifestyle; you'll just need to choose an appropriate one for yourself.

If you're the nervous type, afraid to fire someone, too meek to speak up or you spend endless nights not sleeping then you're probably not ready for your own company. And, if the company is eventually started, recognize if the business is not succeeding and when to pull the plug if it becomes necessary.

www.essortment.com

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Managing the Challenging Boss

A challenging boss is a boss who does not understand the emotional needs of his or her employees. Challenging bosses also lack skill and tact when addressing their employees' emotions; thus, they end up creating additional problems on top of not understanding their employees' emotions. As a result, of not understanding their employees' emotional needs, these bosses are not able to appropriately distribute work assignments equally, do not treat all employees fairly, and are unable to separate their personal life from their work life.

Other characteristics of a challenging boss include:

* A boss who favors certain employees and grants them special privileges.

* A boss who is not able to regulate an employee's workload.

* A boss who continuously develops new policies or procedures for employees to follow.

* A boss who is not able to regulate his or her own emotions when dealing with employees.

* A boss who rewards employees for liking him/her versus their work performance.

Challenging bosses used to be called jerks! Today we refer to these bosses as having low emotional intelligence (EI), which is the inability to read and best utilize the emotions of other people, i.e., employees. In other words, low EI bosses are unable to understand their employee's emotions, and the damage that they create because they have no understanding of social dynamics involved in an office environment.

So when you are pulling your hair out because you get reprimanded for being late to work once, and your coworker leaves work early and takes long lunches because he or she is your boss's favorite employee; instead of calling your boss a jerk and holding your breath until he/she changes-first try taking a more effective approach.

Bosses who have low EI require employees who are able to set boundaries, set limits, and provide them with direction and structure. In other words, you need to manage your work and your boss.

1.) Set Boundaries: A boss with low EI usually does not understand where the boundaries of other people start and end. Therefore, employees need to politely inform their boss where their boundaries are in terms of space, language, and authority.

2.) Set Limits: A boss with low EI usually does not understand how his/her behavior impacts other people. Therefore, employees need to politely point out, e.g., that new projects need to come at the beginning of the day and not when you are walking out the door to go home.

3.) Set Direction & Structure: A boss with low EI requires direction and structure. If your performance review is already a month late, instead of getting angry, offer to help your boss by writing the performance review yourself, offer to help him/her to complete it at the time of the review, and set an appoint time to complete it.

You can stomp up and down and hold your breath all day long, if you want, but your low EI boss will not change until you start to act proactively instead of reactively.

Happy Working,

Gary Vikesland, MA LP CEAP

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Convince Your Boss with 6 Reasons for Telecommuting

You don't need to sacrifice your salary, experts say; just focus the conversation on the reasons for telecommuting that will be a bonus for your employer.

By Kristina Cowan, Senior Writer for PayScale.com

Moving from office to remote work doesn't mean sacrificing your salary. Millions of U.S. companies and workers with solid salaries are finding realistic reasons for telecommuting as a way of improving the balance of employee lives and worker productivity.

The positive reasons for telecommuting have already been recognized by many software and technology companies. And according to The Telework Coalition, more than 45 million U.S. workers currently telecommute from home at least once a week. Chuck Wilsker, president and CEO of the Coalition, says in the last six months, he has seen a three-fold increase in the number of calls he fields from employers, employees and media wanting to know more about the reasons for telecommuting.

If you're feeling stretched thin between work, family and a long commute or are a victim of endless meetings that make it impossible to get any actual work done at the office, you might be wise to define your reasons for telecommuting. You can build your case by writing a proposal for telecommuting, and expert say you won't have to compromise your salary. The key is to emphasize the reasons for telecommuting that will benefit your employer. Before writing a proposal for telecommuting and heading into your manager's office, consider these six tips:

1. Do your telecommuting homework. Find out if your employer has a company telecommuting policy by checking with human resources or your colleagues, says Alexandra Levit, a Chicago-based career expert and author of "How'd You Score That Gig?" "If others at your company have done it successfully, you will be more likely to convince your boss that you can do it successfully," Levit explains. Likewise, if your employer doesn't have a company telecommuting policy, it's critical to know ahead of time, says J.T. O'Donnell, a New Hampshire-based career coach and workplace consultant. "There may be a good reason they frown upon it-in which case, think about whether you want to approach the subject," she says.

2. Play up on the productivity reasons for telecommuting. A lower salary should not be a part of your transition plan to telecommute, explains Linda Babcock, co-author of "Ask For It: How Women Can Use the Power of Negotiation to Get What They Really Want." The key lies in illustrating reasons for telecommuting that will boost your productivity. "Tell your employer you will be home working-not cleaning house or caring for kids. Say, 'I have an office on the third floor of our house, I will be super-productive, I will have all the things I need to do my job,' so the employer sees this as a positive for them, also," notes Babcock, who is based in Pittsburgh. For example, when you're writing a proposal for telecommuting, you might illustrate how telecommuting one day a week will let you devote the two hours you normally spend commuting on work tasks, instead.

3. Determine your boss's potential telecommunicating concerns. A manager might object to telecommuting from home over such issues as trust or accessibility. "Go on the offensive and tell them why they don't need to worry," O'Donnell suggests. You can offer to check in several times a day, by e-mail and phone, she says, creating a presence while you're not in the office.

4. Propose a telecommuting trial period. When you're writing a proposal for telecommuting, experts say to suggest telecommuting on a test-run basis, instead of as a permanent situation. Recommend a six-month or a three-month telecommuting test period and a monthly conversation with your boss about your progress and productivity, says Tory Johnson, CEO of Women For Hire in New York. "Managers are more inclined to say yes to something that isn't permanent. It's why you date before you marry-you test the waters," Johnson says. And when you do show productivity, your boss will begin to understand your reasons for telecommuting, and how they benefit the company.

5. Explain your home-office setup that will be used for telecommuting. Mike Boyer, vice president of IT at Fiberlink, a technology vendor in the Philadelphia area, says when an employee approaches him about telecommuting from home, he asks how the working environment will be set up. A less-structured, kitchen-table configuration could work for someone with keen self-discipline, Boyer notes. But those who need quiet space should create that at home, he says; otherwise, their productivity will be compromised by telecommuting.

6. Rehearse your telecommuting pitch. "You really want to have thought about how you want to present this. Rehearse it with someone-words are key. If you go in there and present it in the wrong way, you could lose your chance," O'Donnell says.


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Bosses Behaving Badly

by Meghan Casserly 

"She threw her computer monitor at me."
"She said she wanted a mentee, but she really wanted a slave."
"I drove an hour across town to get her sushi. When I gave it to her, she threw it out and told me she'd changed her mind."
You don't have to watch "The Office" to know bad boss behavior when you see it. Sure, Steve Carrell's character is a textbook example of just about every boss "don't": passive-aggressive, micromanaging, insanely inane requests. But the premise of Michael Scott is real enough, and can be found in nearly every office.
No one has a better handle on bad bosses than their employees. Just ask them. We did, and we have nightmare boss scenarios from men and women who were eager to share their personal stories (provided we kept their names anonymous). We boiled down the most frequent offenses and asked executive coach Anna Marie Valerio, Ph.D., for her official stamp of (dis)approval and pointers for turning a bad work relationship around.

The Problem: Micromanaging
Our first case is a manager in the publishing industry who insisted upon being cc'd on every one of her employees' email correspondences. "She would routinely respond to our e-mails correcting wording or chastising us for the smallest grammatical mistakes," an employee shares.
Resistance to TMS (too much supervision) is normal. While you have a responsibility to your boss, there are times when people ask too much from you without cause.
"The problem may be that she is paying too much attention to small details because she either has blinders on to the bigger scope of the company, or is being kept in the dark by her own supervisors, which can create insecurity and bad behavior," says Valerio, author of "Developing Women Leaders."

The Solution
If you think your boss is asking for more information than you think is necessary, there is no inherent harm in asking why. In a proactive and positive way, that is, because there may be a legitimate reason she needs, in the example of one real estate broker's boss, "every detail about every client meeting she doesn't feel like attending."
Before you talk to your supervisor, though, ask a trusted colleague on another team if this micromanaging behavior is endemic to the company. Also, strategize some open-ended questions for your boss, such as "I'd like to talk about all the information you need from me. I'm wondering how you see it fits into your vision and the big picture of the company."
"It is a gentle yet proactive way to alert the manager to back off and it can drive the manager to seek out the big picture, which will ultimately help them to be a better supervisor," says Valerio.

The Problem: Liar, Liar
Lying is hard to tolerate in any circumstance, but when your boss is a liar, it's sure to foul the workplace dynamic. One professional shares her tale of the time her boss's lies caught up with him: "He told me I could not take my approved vacation because his own supervisor had planned a retreat for the company during the same week. But my vacation had been approved months in advance and was paid for--and non-refundable." The worker was told the supervisor expected her to attend the retreat.
Not only was it infuriating, but it wasn't true. "He had never explicitly asked his supervisor," she says. In a show of boldness, she asked her boss's boss herself and was told, of course, that she could go on her vacation as planned.

The Solution
This lied-to employee did precisely the right thing, says Valerio. "Lying is a symptom of unfair treatment in the workplace," she says, pointing out other similar types of unfair behaviors, such as favoritism and ignoring certain employees, or rewarding the work of some and not others.
Her advice in tackling unfairness is to work around the supervisor, and create your own networks at work. As a result, you won't have to rely on any one person, precisely what the vacationing worker did by circumventing her manager and heading directly to his boss.
"It's very difficult to confront a boss directly about fairness since it can easily come across as combative or accusatory," says Valerio. "Instead, look around to coworkers. If you're not receiving truthful information from your manager, you may be able to get it elsewhere if you've built a good network of peers within the company."

The Problem: Aggression (Active and Passive)
"It was my first day on the job, and it was particularly stressful," shares a junior professional then based in Texas. "We were working hard to get a last-minute event ready, and by 6 p.m. I had finished the paperwork I was responsible for. I decided it would be best for me to get out of everyone's way and leave the office for the day. When I stopped by my boss's office to say goodnight, her response was to pick up her computer monitor and throw it at me. It hit the wall, but she threw a computer at me!"
Lucky for the crazed boss, no suits were filed, and the young employee reported for work the next morning. Tail between her legs, the supervisor apologized for "unprofessional behavior," but the relationship between the two was never completely mended.
Workplace aggression appears in more insidious and more frequent ways than flying computers, as evidenced by this story from an advertising sales coordinator. "I'd send my boss an e-mail in the morning with a question or pressing issue that I knew was time-sensitive, and then spend all day waiting for a response," she begins. "I'd go to lunch, and come back. Nothing."
Her boss, she says, was in the office, and the two would exchange small-talk, but the e-mail would go unresolved. "She'd even e-mail me about other things, like lunch reservations or orders tracked. But it wouldn't be until 4:59 that I'd get a response--too late for me to do anything about it but just early enough to catch me before I left the office. It really was infuriating."

The Solution
Here again, says Valerio, that's just plain bad form. "Bosses behaving badly would do well to remember that their reputation will get around," she says. Employees are quicker to gossip about bad bosses than good ones, and a reputation as a bad leader or a passive-aggressive supervisor could ultimately cost a manager top-notch employees who either leave or do B- or C-level work for them.
"A manager's ultimate responsibility is to manage talent within their team to better the company as a whole, a win-win," says Valerio. "When someone loses sight of that mission, that's most often when we see bad behavior. It's a losing situation for everyone involved--the employee, the manager, and most importantly, the entire organization."

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New Boss? 5 Ways to Adjust

Robert Half International


These days, there is a lot of upheaval in the workplace. Be it layoffs, reorganization or people taking other positions, there's a good chance you may be reporting to a different person than you were just a few months ago. The relationship with your supervisor can have a great impact on your career, so starting off on the right foot with a new boss is critical. Following are a few tips for doing so:

1. Help out where you can.
Starting a new position is challenging for everyone, even your boss. Remember what it was like when you were a new employee, including the times you could have used someone's help. Discuss any pending projects and who is currently responsible for those initiatives. Also provide information about any upcoming deadlines.

2. Remain flexible.
Your new boss will have his or her own ideas of how to run the office and accomplish team goals, and you should be ready for the possibility that some of those ideas may conflict with your own. But keep an open mind; different doesn't mean worse. Be willing to try new approaches.

3. Aim to be a go-to person.
Your new supervisor will face many challenges in the first few months, so he or she will be looking for employees who can help pick up the slack. Let your manager know what you've accomplished in the past and what skills you possess, and offer to be a resource on future projects. Be sure to mention talents that might fall outside your job description, such as your familiarity with a new software program. The more you can contribute, the more valuable you'll be considered by your employer. Just don't go overboard, or others, including the new manager, may perceive you as currying favor.

4. Remember that patience is a virtue.
You likely took a few months to feel comfortable when you started your job, so it's safe to assume the same will be true for your manager. For instance, if your boss wants you to provide twice-weekly updates, it's probably not because he or she doesn't trust that you're getting your work done. Instead, your supervisor likely wants to make sure he or she doesn't let anything slip through the cracks.

5. Pay attention.
Get a feel for how your boss works. Does your manager want to be in the loop on each and every project, or does your boss have a more hands-off approach? What is his or her preferred method of communication? When is it best to approach your supervisor with nonpressing requests? These questions may not be answered immediately, but by paying attention to your boss's tendencies and preferences, you'll form a productive relationship more quickly.

Remember, not only are you getting used to your new manager, but he or she is also getting used to you and, in many cases, a new work environment. So, don't be surprised if both of you have your fair share of growing pains. Being empathetic to your supervisor's experience will go a long way in developing a strong working relationship with him or her.

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