3 Pieces of Advice to Survive Today’s Workplace

I could write 100 pieces of advice for dealing issues in the workplace–probably because I have been around to both experience and cause a few myself. Here are just a few pieces of advice for some hot topics in the workplace today.

Advice: In a technology driven nonverbal communication environment, don’t take anything too seriously. Do your best to be clear and detailed with all communication.  Sometimes a five-minute face-to-face can save you an hour.

Why You Need It: Technology is supposed to boost productivity and allow us to work smarter not harder.  Why has it caused us to digress in the most basic daily task of communication? We are overstimulated and distracted with text, intercompany chat, team collaboration tools and the most misinterpreted workplace medium…email. Up to 55% of our communication is nonverbal, and if we don’t completely understand the message, our minds will fill in the blanks with what we want to hear. If you are struggling with these technology-based communication methods, try to not take anything too personally. If that doesn’t work for you, then re-engage with face-to-face conversation.

See it in action: In our firm, this means we use Skype calls, and walk over to a colleague’s desk to engage if any email string goes above three threaded replies. In four short months, we’ve seen teamwork skyrocket, productivity soar and relationships thrive. An added bonus? Many team members are teaching their fellow employees how to do tasks and knowledge is being shared daily!

Advice: When dealing with a micromanager (or hyper-manager for those not willing to admit that they are a micromanager) stay calm, worry about your job, and document everything. Sometimes you can let your work fight your battles. Just remember that sometimes you still have to choose which battles to fight.

When dealing with a micromanager, stay calm, worry about your job and document everything. Share on X

Why You Need It: Micromanager might as well be a four-letter word. Individuals who are promoted into a management role, have the confidence and believe that they have the skills and an approach to affect change. After a promotion they may fear losing touch with their workforce, or possibly they can’t let go of their previous job duties. It is also possible they feel that they can do it better or it’s possible they don’t trust anyone but themselves.

According to research from Gallup, companies promote people who lack some or all of the innate talents necessary to be an effective manager a staggering 82% of the time. Any of these are possibilities for why someone may be a micromanager, yet rarely does the reason have anything to do with you personally. If you focus on your job and make sure you are productive and efficient, you will never have to worry. I think we can all agree that this may not be the most efficient way to manage, and by most standards it is very annoying, but it shouldn’t keep anyone from performing at a high level.

See it in action: Some people are hawks. Instead of moving these people into management, encourage them into a reporting role and to collaborate on solutions. By moving micromanagers into a position that allows them to spot inefficiencies and issues before they become huge, you can boost productivity and avoid repelling talented individual contributors.

Advice: With Millennials in your workforce, it is important to remember that they have different workplace priorities.

Why you need it: This shouldn’t be a surprise, but here are some of the common millennial workplace priorities: A fun workplace environment without a dress code. Flexible hours, sometimes even for less money! Freedom to make creative decisions. The benefits they are interested in might include free coffee and snacks, more vacation, work-from home options, or better work computers, …not necessarily health, dental and disability. Traditional benefits may become more important as Millennials age in the workforce, but right now they are not resonating in their job search.

See it in action: Now that we’ve completely beaten the Millennial horse to death and are prepped for Gen Z to enter the workforce, keep the words above in mind. Millennials may “graduate” to more traditional benefits and Gen Z may ask for things that have never been expected from employers. Either way, pay attention to the specific needs of your workforce and select benefits that live up to their name.

No matter the issue that you are dealing with today, prepare for more to come. Challenge your current opinions and learn why these issues occur. Being open to change and a perpetual learner, is always good advice.  

Maren Hogan

Maren Hogan is CEO of Red Branch and general Bad@$$

Maren Hogan is a seasoned marketer and community builder in the HR and Recruiting industry. Maren started Red Branch Media and, before she hired all the smiling faces you see below, she ran it on her own. In marketing for over 15 years, she has deep experience in strategic campaigns and a long-term, results-based operational approach.