What We Can Learn From Glee's Naya Rivera's Firing Rumors

Repeat after me – never fight with the top CEO. Earlier this week reports came out that actress Naya Rivera was allegedly dismissed from the popular FOX hit series, Glee. Rivera was said to have major jealousy issues with the show's lead female star, Lea Michele. Insiders from the set say that the two had "major altercations." According to gossip site PopWrapped, Rivera has been "written out" of the season 5 finale, and will not return for the next season. Naya is reportedly "jealous that Lea is the show's main star," one Glee series insider told Us magazine. Another source added that the rivals "talk behind each other's backs- a lot."

This afternoon The Huffington Post did report that, "Glee's producers declined to comment on Rivera's future with the show." According to The Hollywood Reporter a representative from River'a team stated, "Any reports or rumors circulating that Naya Rivera was let go or fired from Glee are absolutely untrue. End of story."

Don't cause a scene – You won't like everyone – especially at the office. It's good to be competitive at work but not combative. If you have a problem with someone at the office, try venting your frustrations to friends as opposed to colleagues. They can lend a friendly ear without spreading gossip around the workplace and potentially fanning flames. Never openly fight with a coworker or lose your cool. Before you respond, count to five before blurting out something you might regret. And absolutely never put potentially threatening language in an email. You never know who is monitoring it. IT departments have the radar and control to detect this type of correspondence.

Kill them with kindness – Whether personal or professional the best way to 'win' over someone is not to react to their outbursts. Instead, be your cheerful self and produce your best work with a smile. Just like Lea and Naya – the top brass always has leverage. If you publicly spar with a higher up or vice versa – the top executive has the ability to say, "it's her or me (and my clients)."

Plan a lunch – Working with someone you don't like and whose feelings are mutually chilly is never easy. For your own best interests its best to squash it before the situation accelerates. Ask them out to lunch or coffee – far away from the prying ears and eyes of the office. It's time to address the issue while also building and repairing the relationship. Let them know that you respect them as a business person and value the work they do for the company. Calmly ask them how you can both work better together. Devise a solution to make your relationship work.

If it's really bad – It might be time to go to HR if this top executive is zeroing in and bullying you. Save any emails, documents you can to show as proof of a hostile work environment. The more evidence you have of this person's vicious behavior the better. Let HR know that you've tried to make it work, talked with that person and need them to intervene. Be careful with the language you use to describe that person as it will be recorded for review. Note that if this person is truly a powerful part of your company's bottom line – she most likely won't be the one that gets pushed out. Of course,  if the behavior was truly defamatory, hostile and racially charged a la NBA owner Donald Sterling – you have a much stronger argument.

Time to leave – If you work in a hostile environment and it's not getting better...it's time to think about a plan B. Start looking elsewhere. Revisit HR and see if you can transfer to a new department.
 

Admit It, You Sent A Work Email From The Bathroom

Admit it, you sent a work email from the bathroom this morning.

If you did you, aren't alone. About one in five professionals admit to doing work in the restroom. This newly released "Life at Home" report comes to us by Swedish furniture maker Ikea. The report says that between 16 and 17 percent of the 1,000 people surveyed in New York City admitted to working in the bathroom. Ikea surveyed roughly 8,000 people in eight cities globally on diverse morning habits including getting ready, time spent working, cuddling and reflecting.

The Today Show covered the study and several of the anchors admitted to sending emails from the loo. Natalie Morales and Carson Daly readily admitted to doing work from the toilet, and Matt Lauer confessed to possibly sending an email from the washroom. Daly also filled the audience in on his bathroom conference call tips.

Going to the work bathroom can be challenging enough. The next time you get an email from a client or your boss, you've got to wonder if that was typed out in the bathroom. You might also give people a second glance if they head to the restroom with smartphone in hand.

At least Manhattanites aren't the only professionals bringing their work to the loo. In Stockholm, 17 percent of those surveyed also admitted to working in the bathroom. In London, Moscow, Mumbai, Berlin and Shanghai, 10 percent did.

Ikea's report findings also included:

• New Yorkers spend 16 minutes per day grooming. That's nearly 2 additional minutes more compared to other cities surveyed. No one said being beautiful was an easy task.
• About 56 percent of people from NYC do not consider themselves "morning people." This explains the need for the venti-size coffee in the morning.
• 57 percent of New Yorker's think self-reflection is important. Remember that the next time someone steals your cab or steps on your toe on the subway.

Other interesting gems include the fact that people in the Big Apple tend not to eat breakfast at home, compared to the other cities surveyed. Yet when they do sit down to a meal, they are more likely to use their PDA than any other city (aside from Moscow).

Before you type out your morning agenda from your work stall, make sure to Purell before and after you hit send.

Are You Bored at Work?

I recently had an all-too-familiar conversation with a woman, Brooke, who was unsure about her career. She loved the comfortable atmosphere, the boss who telecommutes from home daily, and, of course, the fact that her work load was slim to none.

Brooke was able to catch up on her shows, industry news and fashion blogs. She said she always asks her main boss how she can help or if there is anything she can take off her plate. Her boss's go-to sweet response is always, "I've got it covered. You do not want this work in front of you. Thanks so much for offering. Let me shield you from this type of work." She said it felt great that her boss was protecting her from the nitty-gritty work of the firm and loved the freedom she had. Except, from an outside observer's perspective, she was very much caged.

She was stuck in a box and unable to grow.

After she learned I was in the career space, Brooke 'fessed up that she was insanely bored and wanted more. She asked for my opinion on the matter. She wanted to know how she can approach her boss and start doing more real work. She said she often asked for reviews but her boss was always "busy."

From the sounds of it, her career development was not on her boss's agenda. Which is the case for some firms. If her boss truly wanted her to become an all-star at the firm, she would pass along more tasks her way and help her hone her skills. Yet, her boss was protecting the work she was doing incredibly close. Perhaps all she was looking for was an assistant, and if that's the case, then you can say sayonara to any real education and movement within.

Brooke took this all in and admitted she wasn't even so keen on learning the ins and outs of the linen industry.

Her real dream was to open an online accessories store a la #GirlBoss Sophia Amoruso. She enlightened me that her Brooklyn neighborhood had everything – minus a place to buy higher-end accessories. The idea was to set up shop online and then grow into a smaller storefront. She knew she could get the web traffic and the foot traffic. She went on for 15 minutes or so. Her face lit up as she talked about each plan, each step and every designer she wanted to include.

I told her it was time to start turning her dream into a reality.

Her current job was not challenging her and she was barely interested in the field. The two plusses were the salary and the low stress. She easily could work on her business after work and on weekends. All she needed to do to get started was create a website with an e-commerce component and start making relationships with designers.

"But what if I fail?" Brooke honestly asked. I told her, "Then you fail knowing you tried and aren't stuck working at the linen firm wondering what if."

The only thing that gets in the way of our dreams is ourselves and fear plays a huge part in stopping us from following our dreams. Starting your own business is extremely challenging. I also told Brooke that she should reach out to people in her industry and see if she might be able to add some part time work to 'test out' her passion. She might discover she would rather work for an e-commerce store than run all of it. Without doing a test drive -- you'll never know what you really want to do.

The worst thing any of us can do is stay at a job where we are bored. 

Everyone has something to offer. Don't let yourself stay 'stuck' in a situation. Take charge, be innovative, look for a new project or partnership you can development. If you are truly at a dead end, spruce up your resume and take the bold risk to leave a comfortable situation.

You'll be happy that you did.

Never Say These 5 Things in an Interview

After sending your resume out, you finally have a job interview. Here are 5 things you should never say or wear during an interview. 

Not: What do you do here?
Fix: If you walk into an interview and you ask the interviewer what they do at the organization that is a fail. First off, you should have researched the company. Secondly, you should have looked up the person you are interviewing with on LinkedIn. Never go into an interview unprepared.

Not: I left because my boss hated me.
Fix: Never, under any circumstances say an unkind word about your boss, coworkers or company. You never want to insert the negative in a job interview.. Always keep things upbeat and positive. Loyalty and trust go a long way in terms of employment. Your new boss wants to ensure you'll use that same digression during your potential career with them.

Not: Over inflating your salary.
Fix: The jigs up. With platforms like Glassdoor and Salary.com as well as industry insight, hiring managers have a general idea of what you are making. If you over ask (and I'm talking more than the cursory 5-10% - you have a big chance of not getting the job. It shows you have unrealistic expectations and have not properly analyzed the market. It's encouraged to negotiate but know what is appropriate.

Not: Not wearing the right clothes.
Fix: Do your homework. Understand the company culture by studying the type of office environment they envision. Don't show up to a start up in a three-piece suit and don't show up to a PE firm in dark jeans and a blazer. You need to look the part. Look like you could easy blend into the team.

Not: You admit to being desperate.
Fix: No hiring manager wants to hire someone who has bounced around from interview to interview. They want to know that you are a strong candidate who is passionate about the position and the product. They want to know your strengths, ideas, and insights. Keep your interview track record under the table. Lead with confidence and understanding of the company.

 

What to Wear to Your Start Up Interview

You are set to graduate in May and already starting to interview. You've studied the company and have prepared your interview QA. But what do you wear? Your college career counseling office always adheres to the dark suit uniform, but you know the tech scene is much less formal. What do you do?

Working in the tech scene as a coder or programmer in Silicon Valley requires a very different wardrobe than the rest of the country. You want to look like you fit in for any job you apply for. Nix the suit but err on the side of business casual. Dark denim, blazers and a heel's for women and a closed toed shoe for men (no sneakers).

The tech scene can thank Steve Jobs for his informal approach to tech with jeans and a black turtleneck. It can also applaud Mark Zuckerberg for famously introducing the hoodie and flip-flops to tech company culture. We're sure Mark never thought he would be a fashion icon. Yet, his style has helped dictate what is appropriate for billion dollar businesses like Facebook. Yet, going into the actual interview, unless you are the founder of a billion dollar enterprise – stick with business casual and don't get too comfortable. Especially if you are only at the initial interviewing stage.

It's just clothes, does it really matter? Your attire tells the interviewer the type of environment you want to work in. If they see you dressed up very formally they'll make the assumption that you wouldn't want to actually work for their company. They don't see you as a natural fit. When they look at their sea of current employees and then at you – they want you to be able to be one of them. There is a difference from looking casual to looking like you rolled off the couch. Make sure you clothes are pressed and clean. Your hair, shoes, bag are all well-kept and organized. You might be wearing a button down short but if it's wrinkled, it'll only distract the interviewer from the words that are coming out of your mouth.

Still clueless, where should you turn? Look on LinkedIn and see if you can get a sense of style by current employee's photos. Scan Google for write-ups of the company or photos from events. If you are really unsure of what to wear, stalk the office. A few days before the interview, stand on the other side of the street from the entrance and see what people are wearing as they come in and out of the building. What you wear is a nonverbal expression of what you want to represent. . Statement pieces are encouraged but don't get too creative unless the position calls for it: Fashion, PR, Graphic, Art Director...Whatever you do, don't wear a shirt that makes a literal statement – no graphics.

 

Where To Intern: Vault's Top 50

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 theirInternship 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."

4 Dos and Don't for Your Office Holiday Party

Office holiday parties are a great place to mix and mingle with your co-workers, clients, and bosses. They're not a great time to slug down shots, make out with a coworker, or wear an embarrassing outfit. Yet for many, these things happen every year. Here's how you can avoid the office holiday trap and have a great time.

When the boss behaves badly... Oftentimes people think the partygoers who act the most disastrously are the employees. But what happens when it's your boss? In a previous job, I directed charity events and enlisted friends to help out during the event. Towards the end of the night, after many tequila shots, one of my superiors started getting chummy with one of my friends. He asked me across the bar if he "had my blessing."

He was twice her age, she was tipsy...he didn't, but what could I say? They stumbled out together shortly thereafter, with most of the company watching. Fast-forward to the next morning, when my friend gives me the play by play before having a chat with my boss. He apologized for his actions and came clean as soon as he saw me. I admire him, but it gave me an impactful lesson that when you are a boss, you need to set a different set of standards – including during the company party. You don't need your firm seeing you in a negative light.

Set a two-drink max. We've all been there. The top shelf open bar and tiny apps = danger zone. Before any holiday party, make sure you have a hardy lunch/snack, because chances are that the tuna tartar and caviar are going to enhance any alcohol you might consume. It's fine to drink amongst co-workers, but give yourself a limit of two drinks and switch to seltzer after that. I'll never forget seeing a much older co-worker who got so drunk she stumbled down a flight of stairs and needed to be escorted home, or the co-worker who tripped and blew out the whole sound system for an event. Don't be that person.

Don't be a Christmas tree. It's fine to dress up in the holiday spirit, but keep it tasteful. This is your time to shine and rub elbows with people you don't always come in contact with, i.e. the big boss and clients. Don't wear a hilarious ugly Christmas sweater and reindeer ears – save that for a family party.

On that note, don't wear too many sequins or a low cut dress – you want to wear something that gets you noticed but not glared at. A former intern of mine literally wore a Christmas tree one year. Sure, it was hysterical--but wrong place, wrong time.

Avoid being a wallflower. Holiday parties are often the best place to get in touch with people with whom you're ordinarily unable to chat. Are you interested in working with the marketing department? Get to know the team and ask them about their projects.

And be sure you make time to chat with your boss. Need some conversation inspiration? Log into LinkedIn and check out what's been going on in your industry. Recent product launches or acquisitions by your competitors? Pick his or her brain and add your two cents on the topic.

While the rest of your co-workers are indulging in the open bar, try and chat with at least five people with whom you're not as close. I've seen many opportunities arise from holiday parties: freelancing gigs, promotions, raises, projects. This isn't the time to chat with your cube mates--it's the time to learn about your company and see how you can add more value to it.

8 Companies That Let You Being Your Dog to Work

If you are anything like me and want a pet, but your long work hours would mean leaving him home alone, these eight companies might be the best places for you to work. They understand that pets are a big part of company culture and work life balance. Let's take a look:

Google – The search giant's dog-friendly policy can be found in their Code of Conduct: "Google's affection for our canine friends is an integral facet of our corporate culture. We like cats, but we're a dog company, so as a general rule we feel cats visiting our offices would be fairly stressed out." However, Google makes it clear that this isn't a free-for-all. According to this CNBC article the rules are as follow:

• Employees have to get approval from their managers and work neighbors to make sure everyone's okay with it.
• Dogs aren't allowed in meetings, break areas or on the sand volleyball court.
• A one-strike policy for messes or aggressive behavior is strictly enforced.

Saatchi & Saatchi LA - This award-winning advertising agency's west coast team recognizes how important pooches are at the office. According to Candice Dorsey, the PR Supervisor for Saatchi & Saatchi LA, "We're a dog friendly workplace and anyone can bring their dog, as long as they pass training and are less than 40 pounds. We can bring them to work every day!" Candice also pointed out that in order to accommodate workers with pet-related allergies, dogs are not allowed on any piece of furniture.

Trupanion – This Seattle-based medical insurance provider for dogs and cats was founded by Darryl Rawlings and his pup Charlie. It's only natural that the company gives every employee the option to bring two well behaved pets to the office. Trupanion currently has 227 dogs (and some cats) and around 400 employees. That's a 2:1 ratio – the highest in the country. They even have a dog-walking service and a vet on site.

Kathryn Clappison, Public Relations Specialist from Trupanion, said that the company's "office petiquette" is extremely important. Employees who bring their pets to work minimize distractions through obedience training to keep dogs calm and quiet, silencing squeaky toys, and maintaining coworkers' personal space. Clappison further elaborated that the Trupanion office has been "dog-proofed" and is secured with baby gates or tethers, and the furry friends are always under supervision. "They must be up to date on vaccinations, and pet owners are offered advice on how to keep pets safe and well-behaved during the work day. Any accidents are immediately taken care of by the pet owner, and Trupanion offers cleaning resources to do so," said Clappison.

Build – A- Bear Workshop – This customizable toy company might be seeking some loveable inspiration from the cute pets that roam around their office. Their official office policy states:
"Our furry friends work alongside us at our World Bearquarters (Headquarters) and it is not uncommon to see a birthday cele-bear-ation invite sent to the office pups. All of their four-legged friends join in the fun which always seems to include birthday cake and frosty paws just for the dogs! For safety reasons we cannot have our furry friends work alongside us at our Bearhouse (Distribution Center) every day, but we do reserve several days a year to give our friends the op-bear-tunity to visit."

Defined Logic - While this digital experience consulting firm doesn't have an official policy about dogs, their team warmly welcomes any member of an employee's family into the office--even if they have four legs. Bryan C. Galloway, Business Analyst from Defined Logic, explained, "If something comes up and an employee needs to bring their dog into the office, it's not an issue as long as the dog is well behaved and does not interfere in the office. We had one dog that was snapping at everyone, so that obviously didn't work."

Usually, though, they do. Galloway's favorite involved one employee's dog running into the conference room during a meeting, jumping up on a chair, and quietly watching the entire meeting, as if she was ready to jump in with an idea at any moment. "We even included her in the meeting attendance," he said. "Sometimes our personal lives overlap with work and it's great to have an employer who recognizes this and is willing be flexible."

Kimpton Hotels – While this hotel chain extends an invite to guests with furry companions (without an extra fee) they also have a Director of Pet Relations at several of their properties. The program started in 2004 and uses a well-behaved and friendly dog as the "honorary staff of the canine persuasion to help greet guests and test out their pet-approved products.

The hotel has been welcoming pets since 1981; founder Bill Kimpton would often bring his pet to work. According to an article on their website regarding their pet policy, "As with all our employees, we have a pretty intense screening process for our Directors of Pet Relations. Dogs that possess a loving spirit, follow directions well, and know when it's appropriate to engage with a guest and when to give them space are top candidates for the job. A love of the limelight doesn't hurt either, as many of our directors have been featured in articles and on television."

Etsy – This crafty e-commerce company understands how dogs can greatly impact their internal company culture. They have been dog-friendly for almost 10 years. According to Employee Experience Manager Sarah Starpoli, "It's one of the ways we strive to maintain a casual, creative, and inspiring work environment. In addition to sharing meals, riding bikes to our local farm to compost office waste, and volunteering, bringing our dogs to work helps keep spirits high and fosters a sense of community and connection that is paramount to what Etsy is all about."

Zynga – Developing games on a daily basis sounds awesome enough, but being able to bring your pooch to work doubles it. The company is named after the founder Mark Pincus' American bulldog, Zinga, and it's always been a dog-friendly operation. At Zynga, the ratio of employees to pups is about 9:1. According to Colleen McCreary, the Chief People Officer, dogs have always been a part of Zynga culture. Zynga also has an area for doggy bathrooms, aptly named the "barking lot." They also look after your pet's well-being by offering pet insurance and dog food on site.

How to Clean Up a Mistake At the Office

We all make mistakes. Even the queen of DIY Martha Stewart has been in hot water and was able to bounce back. We can say that we won’t ever make a mistake but we’re all human. Mistakes at the office happen. How you handle mistakes at work is the most important and can set the tone for the rest of your career.

Most Common Workplace Mistakes: Employees who lie on expense reports, bad mouthing the company/boss on social media or to clients, proofread mistakes, missing deadlines…just to name a few.

How You Should Handle Mistakes at the Office. Take responsibility for your actions. If you majorly screw up, you have to suffer the consequences — in silence. Don’t protest, don’t try and get out of it, and don’t put the blame on someone or something else. People will respect you more for owning your mistakes.

If No One Knows it Was You… Should You Fess Up? In this day and age of 24/7 social media and advances in technology how can you really be sure that no one is aware that you made a mistake? Companies can very easily track any correspondence you’ve had over your company’s email. So that issue that you thought was resolved months ago – could come back to haunt you when your employer cleans out their servers.

Who Should You Talk To After You Made a Mistake? Depending upon how this mistake relates to the company – it should be handled accordingly. Did you offend someone on a personal level? Then go to the person you wronged. Otherwise, head straight to your boss.

How Should You Explain Yourself? Think of this faux pas as a time to rebrand yourself…an opportunity to start over. To do so, you have to think strategically about what aspect of your image needs revamping. Think about what you can do to help the company fix this situation and what you can do to avoid it in the future. This is what you need your boss to focus on other than the mistake. Actions speak louder than words; put your plan into action shortly after speaking with your boss. The next meeting you have walk into the boardroom and pitch an idea that will knock people’s socks off. You have to alter people’s memory of you. That way, when they hear your name, they’ll think of the great work you do, not that horrible faux pas you made last year. Create a team dynamic by celebrating your company’s successes on LinkedIn. Helping to promote your company and coworkers can also help change their perception of you from someone who wronged the company to someone who has its back. Share relevant articles on your Company’s Page about the great work they’ve been doing and Share notes of congrats to employers who hit a goal or presented a winning product idea.

What Should Your Never Say? Do not try and push the blame onto someone else – especially if you were caught red handed. Do not get defensive. You should be brief as possible but if your boss wants a play by play – rehearse what you’ll be saying beforehand. Calmly, focus on the mistake and why it happened and how you plan on fixing it. Remind your boss you are a loyal employee and this is a one-off situation.

But what if you are right and everyone in the office thinks you are wrong? You might need to get a third party to weigh, someone who can play devil’s advocate. Sometimes it will help you detach yourself from your emotions and see how maybe, just maybe, you did make the mistake after all.

How to Graciously Handle a Mistake and Come Out Ahead. A client of mine made a massive project-related error. He contacted me and asked for my advice. I told him to go to a non-work-related area and ask himself “What’s the practical solution?” I also told him to avoid kvetching with colleagues, which will only make you more anxious about your screw up. The next step for him was to see your boss somewhere unusual—this one-off location unconsciously signals that this is a one-off conversation and therefore a one-off error. Explain everything, hide nothing, and provide solutions.

Transparency in Your Workplace

 

What words come to mind when you hear…workplace transparency? For me, it means working for a company that shares everything with their employees and is very clear about their goals. Many companies start out trying to have an open work space but as they grow from 5 to 50 to 5,000 it becomes more difficult to include the whole team on this type of openness – although it can be done.

How open is your workplace? Are you comfortable asking what your coworkers are working on, what their salary/bonus is or getting face time with the boss? I was interviewed recently on HuffPost Live about this very issue. Working at a company that is open and attempts to utilize team work is a growing trend. However, if your office hasn’t taken the measures to become fully transparent you should be the one to set the tone.

Learn to Ask: Normally when an employee feels out of the loop it means they most likely haven’t done the obvious and that’s to sit down with their boss. They assume their boss is too busy or not interested in having the one on one. My advice, don’t be afraid and just ask…9 times out of 10 your boss will appreciate it. Schedule a meeting and simply ask to see what has been going on and where the company is headed. This is also a great time for you to see if there is any additional responsibilities you can take on that could lead to a promotion or a raise down the road. If possible, schedule these meetings at least once a quarter. Being clued into the company and having private time with your boss will help you strengthen your relationship and also help you do your job better.

Lead by example: As a boss, you need to be the one in charge of setting the tone of transparency in the office. Whether it’s sending a weekly email update, planning meetings or stopping by an employee’s desk to chat and learn about their projects. Creating an environment that includes open discourse will connect your employees to you, the company and more importantly to each other.

Create Partnerships:  Feedback and knowledge-sharing are essential to any business. Look at your weekly team meeting as a way for you to learn about the different channels in your business and how your coworker’s contacts or methods can help you. Did Steve from digital mention setting up a social media strategy…isn’t that something you wanted to do for your client? Take advantage of these meetings as a time to figure out how your different channels can work together.

Understanding the business: A business will only run as long as the higher-ups translate their intentions to their employees. What are their goals for the company this quarter, next quarter and the years to come? Having an open dialogue about how an employee is essential to that growth will help the company get there faster.

Being Vocal: One of the features employers look for during the hiring process is personality. Employers want people who are honest, eager to learn and can give feedback. You should never dance around the truth or hold back on your opinions. Always speak your mind and don’t wait around for the next meeting or opportunity. The sooner you give your feedback – the sooner you’ll be helping the company.