How to Thrive in a Tough Work Environment - Your Career Intel

How to Thrive in a Tough Work Environment - Your Career IntelAs a recruiter, many of the candidates I work with are looking to leave their jobs because they are facing challenges at work beyond their control leadership changes, company performance problems, toxic workplace cultures, or a sinking industry. Sometimes the situation really is so bad that the best thing to do is to find a new job. But in other cases, if you jump ship too early, you might miss out on a valuable opportunity to grow your career right where you are.Employers love to see a candidate with a demonstrated track record of success in a tough work environment. This is especially true for senior roles, where the question Tell me about a time you overcame an obstacle? is a perennial interview favorite. If you stick it out through the tough times, youll gain valuable experience that makes you a more attractive job candidate compared with someone whose career has been all smooth sailing.When I first started my career, I had a fantastic supervisor who was a great leader for our team and a personal mentor. But nine months into my tenure, my supervisor left, leaving a leadership vacuum that created a lot of turmoil in my practice group. To make matters worse, it was the beginning of the multinational financial crisis. Uncertainty and negativity overwhelmed our workplace. But I put my head down and stuck it out, gaining valuable experience that enabled me to become a top recruiter in my region and ultimately paved the way for me to join Lucas Group.During this challenging time, I learned three valuable lessons for overcoming workplace adversity1. Focus on what you can controlWhen something goes wrong at work, its natural to feel overwhelmed by how much you cant control. You cant magically will your co-workers to change their attitudes or make the economy improve. But you can control your own personal reaction to the situation. You can bring your best attitude to work every day. You can put your best e ffort into every task. You can look for opportunities to add value in your role. I call this being the CEO of your own position. Focus on what you need to get done and dont waste energy on whats outside your control.2. Stay positiveWhen the office is in chaos or the economy hits a stand still, its easy to fall victim to negativity. But what Ive learned is that a negative outlook never does you any good. Make a conscious decision not to complain or engage in gossip. This extends to your inner monologue dont waste time feeling sorry for yourself or dwelling on pessimism. Negativity will never help you to overcome adversity it will only make you feel worse and prevent you from identifying and capitalizing on new opportunities.3. Proactively look for new opportunitiesIn times of change and upheaval, there are always opportunities for those who can keep their cool long enough to find them. If youre experiencing high turnover at your firm, you have the opportunity to step into new roles, take on more responsibility, and show leadership. If your line of business is being shut down, you have the opportunity to help your company identify new ways to evolve. At the very least, you will learn and grow each day as a result of the challenges that you face. In the best case, the chance to transform your career during a time of change can be one of the fruchtwein valuable opportunities of your life.When facing adversity at work, many peoples first impulse is to cut and run. But take some time to evaluate the situation and consider what you can gain from it before you leave.Have you overcome challenges at work? I invite you to share your stories and insights in the comments below.

New BCG Report Shows Why Paid Parental Leave Makes Good Business Sense

New BCG Report Shows Why Paid Parental Leave Makes Good Business Sense Weve never doubted that paid family leave is good business -- but the Boston Consulting Group (BCG) has recently released a report that shows just how good it is. Like Fairygodboss, where we track which employers are improving their paid leave policies, the BCG team has taken note of this trend. To get a better sense of why companies are moving in this direction, BCG analyzed the policies of mora than 250 mid- and large-size companies and spoke to 25 HR leaders at large organizations. What did they conclude? Employers find that theres a strong business case for providing paid family leave for a variety of reasons, including improved talent retention and attraction.The goal of BCGs report is to make this information mora accessible to companies that are considering updating their policies. When the team did case work on paid family leave, oftentimes companies reported that when they looked into restructuring their paid family leave policies, they spent a lot of time just trying to figure out what was going on in the market. We wanted to provide a synthesized view of the current state as well as share the learnings we gained from talking to a diverse set of companies about their experience designing and implementing paid leave policies, says BCG partner Trish Stroman, who co-authored the report (along with Gabrielle Fitzgerald, Wendy Woods, Shalini Unnikrishnan, and Liz Bird).BCG focused on analyzing companies that have recently adapted their policies - particularly those outside industries like tech and financial services, where paid leave policies tend to be more common. The team found that there are indeed companies across all industries that have decided that paid family leave makes sense for them. That hasnt translated into a national bump in the data, Stroman explains, but it is encouraging.While parental benefits are traditionally associated with maternity leave, this trend is benefitti ng a variety of employees. Many companies have been broadening the definition of their policies so that theyre more inclusive of all types of families and parents -- whether mothers, fathers, or adoptive parents. In addition, Stroman says that there have been some clear leaders in ensuring access to lower-income workers Hilton and IKEA both come to mind though this doesnt seem to be as widespread yet.Of course, not all companies are on board with this movement. The BCG team spoke to some employers who Stroman says didnt feel competitive pressure to change their policies, while some had decided to invest their resources elsewhere. Moreover, no sector -- even those that tend to be most accommodating to new parents -- has coverage higher than 40%, so even among market leaders, theres much room for progress. Why is this shift happening now as opposed to years or decades ago? Stroman says that based on BCGs research, it seems that some companies are just beginning to realize the potent ial benefits of paid leave. parte of this may be driven by companies who have shared their positive experiences with implementing a paid family leave policy, she says. It can also be attributed, in part, to changing dynamics in the workforce with employees increasingly valuing and, in some cases, expecting paid leave, Stroman adds. It has also taken the experience of some of the early movers in new sectors, like hospitality and retail, to demonstrate that the costs of paid leave policies can be manageable.When BCG spoke to HR leaders, they found that paid family leave seemed to be a priority for most. It seems that the national momentum around this issue both from the policy discussions and the steady drum beat of companies changing their policies has elevated paid family leave on the agenda of many HR leaders, Stroman explains. The work doesnt end once a company decides to revise its paid leave policy employers must take steps to effectively implement their new plans. BCGs research suggests that companies should prioritize a few practices 1) designing policies that reflect their values and their specific goals in implementing the policy 2) building the right support systems for those on leave and those covering for them 3) ensuring senior leaders take leave when they need it as a way of role modeling and signaling that the company is serious about the policy and 4) identifying a small number of metrics to measure the programs impact. These metrics will vary from company to company depending on their specific needs and goals, but BCG recommends that employers develop a select set of metrics across three areas 1) usage statistics, which can help manage costs and determine who is utilizing leave 2) benefits of the policy, which will show companies whether it is having its intended effect and 3) employee perceptions of the policy, which can help identify any perceived barriers to taking leave.BCGs report provides comprehensive evidence that paid leave is good for business. As more and more companies reevaluate, update, and share the benefits of their new policies, that case will continue to grow. Fairygodboss is committed to improving the workplace and lives of women.Join us by reviewing your employer