Career development

Anonymous member

2d

We have a guy on our staff who has special needs. Based on his abilities, we offered him a job working with documents in the archive. But he’s against it, he wants to interact with clients. I’m not sure how to gently explain to him that his work and ambition are very admirable, but we also need to keep our clients. Could you suggest how to talk to him in a way that doesn’t make him feel limited... or hurt?

Thanks for any advice.

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Angela Vaughan
6h
You may have to look at why you dont want him to interact with the clients.
I see grwat qualities within this gentleman already.
He is a people... person, he is respectfully letting you what he wants and can do.
The clients will be fine and your company may grow because you show that your facility is truly an equal opportunity company and you respect everyone.
As a Leader you make sure everyone is safe and free from any type of unprofessional behaviors more
Steward Tony Pacheco
16h
Get togetehr with HR and discuss the situation as well as the employees expectations. Assuming that you are not a medical professional, its best to... ask HR what the appropiate responce would be to avoaid any possible litigation for speaking out of line, even if with great intensions. more

Tomas Eckholm

Career development

3d

Hi! I work as a driver for a large company and I’m assigned to one of the managers. I drive him to and from work and during the day if he needs it. But my boss keeps giving me more and more tasks. First, I had to drive his daughter to school. Then I started picking her up every day. Now I’m supposed to go to his house and walk his dog. I also have to drive his wife wherever she needs to go.
None... of this is part of my job. Should I ask for extra pay, refuse these tasks or talk to the company director? Thanks.

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2

Steve Omondi
13h
As James Kubo as said earlier, get to know the clauses in your contract.
Steward Tony Pacheco
16h
I would make a formal complaint with HR as the requests are not part of your official job discription. Any accident with his family members in the... vehicle with you could be a huge liability. If he is making you perform these extra duties then this (in my opinion) would be a hostile envoronment which would need to be documented. Managers are also employees and use of company vehicles for personal use typically is prohibited. more

Career development

15h

Mid-Level Healthcare Resume Writer

I need a polished, ATS-friendly resume tailored for a mid-level role in the healthcare sector. My current résumé is a few years out of date and no longer highlights the specialised skills and leadership experience I have gained. The goal is to secure interviews quickly, so the document must speak to hiring managers and screening software alike while remaining concise, factual, and... achievement-driven. You will receive my existing résumé plus notes on recent projects, metrics, and new certifications. In return, I expect: * A one-page (two at most) résumé in both editable Word and print-ready PDF * Content focused on job-application use -- clear accomplishment statements, quantified results, and keywords relevant to healthcare operations and compliance * Modern formatting that remains ATS-compatible (no text in graphics, excessive tables, or complex columns) * A brief summary of any additional information you need from me before finalising Please outline your typical process and a realistic turnaround time so we can get started right away. more

Career development

1w

I'm 47 and quit my job without having anything else lined up. I didn't want to live a life with regrets.

Even though people close to me advised me against quitting, I am excited to pursue meaningful work.

For years, I had wanted to resign from my job as a business school professor at a small private university. Yet I didn't have the courage. My salary was decent, my hours were flexible, and I had friendly coworkers.

From the outside, it made no sense for me to leave my job. I was unhappy, but most... people seem dissatisfied with their work.

With recent news stories about quiet quitting, job-hugging, and significant organizational layoffs, coupled with increased daily living expenses, I knew I should be grateful for employment. As someone who teaches Organizational Learning, Performance, and Change, I knew it was not advisable to leave a job without filling a gap in my résumé by securing another position.

Yet I was unhappy and unfulfilled in my role. When a large round of layoffs occurred over a year ago, many of my peers and friends left the organization, leaving me with an unreasonable workload for one person. In addition, my family had unexpected health issues, and I needed to be more at home.

I got burned out. My work was out of alignment, and my personal values did not align with those of the organization.

I dreamed of flying to another universe on the magical, luck-bringing dragon-like creature from the 1980s movie The NeverEnding Story, or purchasing a ticket to Europe or a beach destination and going on an extended vacation.

Life is short, and many of us are living on autopilot. We dream of retirement, but for most of us, that is many years away. I did not want to look back on my life and have regrets.

So, I quit. When I sent off my resignation letter, I felt a weight lift from my shoulders, and it felt so good.

My husband and I figured out our new budget and made some lifestyle adjustments to allow me to re-energize, spend quality time with my family, and figure out my next professional steps.

I have seen many stories of people who quit their jobs and travel the world. While this sounds dreamy, being a mom of three active kids, having a husband with a non-remote job, and older parents I want to support, the Eat, Pray, Love lifestyle was not in the cards for me.

Since I quit, I have been leaning into work and experiences I enjoy. I am writing my next book, have been teaching as an adjunct, earned a new executive coaching certification, and have done some corporate speaking and consulting. I am relaunching my business and am having fun.

My kids and I have also been doing some budget-friendly traveling. I have a 4th grader, and we have been using the Every Kid Outdoors program, sponsored by the National Parks, which gives 4th graders and their families free entry to national parks.

We visited family in California, drove to Yellowstone National Park, and did some amazing hikes. We also took a road trip to Yellowstone National Park, where we saw Old Faithful and learned about the geothermal activity.

I helped my son publish his first children's book, "Tommy the Tap-Dancing T-Rex," which then inspired my older son to finish his book, too.

While I am not yet earning the same amount of money I earned in my salaried job, I am following the energy of what lights me up.

My new office is at the kitchen table. While my workspace may not be glamorous, I appreciate the flexibility to pick up my kids from school and have my dog by my side.

Change can be scary, but sometimes it's the push we need for growth.

I still struggle with career and identity, juggling both professional and personal identities and supporting my family doing work I enjoy, and being in the role of a parent, daughter, and spouse.

I hope quitting was the right move and am trusting that the right opportunities will reveal themselves as long as I keep showing up and putting in consistent action.

We get this one life, so it's up to us to make the most of it. I am redefining my definition of success to include a life well lived, both professionally and personally. more

7

Steward Tony Pacheco
16
16h
It May Be Time To Join "ME INC" or "ME LLC" or "ME Co." (Oh You Get What I Mean!) Its Your Time To Do What You Have Always Wanted To Do. Only You Knw... What That Is? more
Dammylary
4d
please can you message me dammylary003@gmail.com

Career development

4d

The college degree was a signal. Now it's just noise

For many parents, these statistics land like a betrayal. They followed the script they were handed, and they urged their children to do the same: work hard, pad the résumé, secure admission, earn the degree. They were assured the payoff would be waiting on the other side. Instead, the very credential that students were promised would open doors for them is now failing even to keep those doors from... closing in their faces.

The promise of the bachelor's degree is faltering, and the public knows it. A new Overton Insights poll shows only 14% of voters believe a four-year degree is always worth its nearly $150,000 average price tag. Degrees once signaled potential. Now, to many employers, they signal little to nothing at all.

For generations, college served as society's default credential, a shorthand for competence, diligence, and upward mobility. But when everyone is told to get a degree, when the government underwrites trillions in loans to guarantee they can, and when universities respond by inflating tuition far faster than wages or value -- all while inflating grades and decreasing educational attainment -- the signal loses clarity. A credential propped up by limitless lending isn't a marker of merit; it's a product with a distorted price. More inputs do not create more value. They dilute it.

Employers have noticed. A survey of 1,000 hiring managers released this spring found that 25% of employers will eliminate bachelor's degree requirements for some roles this year. Seven in 10 now rank relevant experience above degrees in hiring decisions. And among the companies that have already dropped degree requirements, 84% say the change made hiring more effective.

Young adults see it too. A recent study from Tallo found 62% aren't working in the career they intended to pursue. One in four now openly regret going to college at all.

And even when the pipeline "works," it works poorly. One study showed that the majority of recent graduates are underemployed a year after finishing school, working jobs that don't require the degree they spent four years (and often tens of thousands of borrowed dollars) to obtain.

Perhaps parents still cling to the college degree as an ideal societal benchmark because it once served as a map. But the terrain has shifted beyond recognition. The knowledge economy now rewards capability, not ceremony. Practical skill, not parchment. A portfolio, not a transcript.

Increasingly, young adults who bypass the degree are finding more traction than those who collect one. Efforts such as the mikeroweWORKS Foundation promote the trades, a response to high demand. Ford's CEO, for example, indicated that his company has 5,000 open mechanic jobs with six-figure salaries that it is trying to fill. For those not interested in manual labor, programs such as Praxis offer knowledge workers a bootcamp experience to develop practical skills useful to employers while guaranteeing participants a job upon graduation.

Simply put, parents who still assume that "college equals security" are operating on a lagging indicator from another era. The labor market has moved on. The uncomfortable truth is this: Insisting that your children follow the old script does not protect them. It exposes them. It directs them into the very bottleneck where millions of other hopeful graduates now wait, degrees in hand, wondering why no one is acknowledging them.

The degree is no longer the differentiator. It is the default, and defaults do not confer advantage. Parents must stop treating higher education as a moral duty or a rite of passage. It is a purchase, and like any purchase, it deserves scrutiny. Its value must be proven, not presumed. If the numbers tell us anything, it's that the era of automatic returns is over.

The world has changed. The question is whether parents will allow their children to change with it -- or whether they'll push them, lovingly and mistakenly, into a system that promises opportunity while delivering diminishing odds.

The degree once opened doors. Today, it risks locking the next generation out. more

3

Steward Tony Pacheco
16
16h
Welcome to the real world buddy. You are not just that degree you now hold, but a compulation of lifes experiences since childhood. College is such a... small part of growing. Yes, the masses are sold a bill of goods about the ROI of education but the majority of millionaires have no degree at all. What makes you successful is the ability to profit from what ever it is you feel you can bring to any table. We need movers & shakers out here as there are too many weeping & crying, wasting valuable time. If One Has To Fall, They Should Fall Forward. Every Fall Is A Lesson For An Imperfect World.
I Have Been There Myself. Its Not For The Meek. more
Sseluwagi Mulshid
3d
My poignant critique of the faltering promise of the bachelor's degree in developed economies strikes at the heart of a global, yet deeply unequal,... crisis. My point is devastatingly correct: In developing countries, the situation is not just "worse"—it is a brutal, two-tiered system where a degree without connections is often little more than an expensive certificate of frustration.

The Western model I describe—where the degree is a diluted, overpriced default—is exported as an aspirational ideal to the Global South. But there, it collides with my reality of scarce opportunity, entrenched patronage networks, and a vast mismatch between educational output and economic structure. The result is a perfect storm. My final sentence, adapted, rings truer than ever: In developing countries, the degree doesn't just risk locking my generation out. It convinced us to mortgage our future for a key that only fits doors already held open by someone else. more

Tumusiime Ezra

Career development

1w

How does everyone deal with Christmas burnout at office? Where every project is calling your name to close it before the year ends!🙄

1

Steward Tony Pacheco
16
16h
That's Not Christmas Burnout, It's a New Years Deadline. Christmas Is A Celebration. Be thankful for all deadlines as it means your still employed.
1
Judith Ongachi
3d
l think reach out to those who can't afford like me 😅😅

Career development

4d

Notes on sending thank-you notes

Send a smartly written note. It's an effective way to extend the conversation and reinforce your message that you're the right person for the job.

I realize that the concept of mailing a handwritten thank-you note after a job interview sounds really old-fashioned.

But I still believe that sending such notes - even to an avatar - conveys more than mere courtesy. It's an effective way to extend... the conversation and reinforce your message that you're the right person for the job.

Not long ago, I thought that sending an emailed thank-you note wasn't good enough.

But lately I've changed my mind because so much has changed, especially for high tech companies that don't acknowledge that handwriting even exists anymore. Heck, most elementary schools don't even teach cursive.

Now I recommend taking a two-step approach: First, send an emailed thank-you note to courteously acknowledge having the interview, closely followed by a handwritten note -- because I'll always believe in the emotional value of handwritten notes.

If you have lousy handwriting, go slow, because a note that's illegible is worse than not sending a note at all. After all, if the recipient can't read what you've written, what's the point?

Remember that an employer will also regard your note as an example of your work. You send me a sloppy note, I'll assume you'd be a sloppy employee.

Be brief. It's a note, not a treatise.

Be specific. Refer to actual elements of a conversation or meeting. Let the recipient know you weren't just listening but that you were also thinking.

Do send thank-you notes to everyone you interviewed with, not just HR.

The fact that several people were either on a panel or met with you privately during the day means they'll likely have input on the decision to hire you or someone else.

If you were interviewed by a robot, surely at least one human who oversees hiring exists in the company. Get a name and send him/her/it a written thank-you note.

You might be the only candidate who takes that extra step.

Too frequently, I get meaningless notes like this:

"Dear Mr. Blair, Thank you so much for the excellent seminar today. I liked your ideas. Thank you again, XXX."

That says nothing except that the sender attended a seminar. I don't know what seminar he's talking about, let alone his notion of "great ideas."

He could hardly be less memorable - except that he said "thank you" twice. Once is enough.

I usually don't remember applicants who don't send thank-you notes, but I'll likely remember those that do, and maybe favorably.

Some examples of actual thank-you notes I've received:

GOOD:

Dear Phil, Thank you for providing great insider tips, suggestions and enthusiasm at the recent Job Search/Skill-Building seminar. You inspired me. Your idea about putting keywords on resumes was particularly enlightening. I appreciate the renewed spirit you bring to all of us "Career Managers" as we search for our next opportunity.

Dear Phil, I wanted to take this moment to express my appreciation for your time and advice last week. It was very good and I have taken it much to heart. I am sure it will help me moving forward.

Love, _____

The merit and demerits of the notes above should be pretty obvious.

In the "good" note, the writer gets straight to the point, specifically mentions an event and something she learned and refers to a key philosophy: We must all proactively manage our careers. I know she paid attention and valued my time.

The "bad" note barely qualifies as a note. The language is too casual, too vague (no reference to when the actual meeting occurred), and insultingly bland.

This person would have been better off not sending a note. Saying something is "interesting" is another way of saying you don't have much to say.

Finally, the "awful" note is too wishy-washy. But where it truly bombs is in the closing. A professional thank-you note is no place for love.

Be careful with your words. Make sure they say what you mean and that you mean what you say.

Thank you for writing. more

2

Steward Tony Pacheco
16
16h
You Should Have Thank You Note Cards With You & They Should Be Handed To The Receptionist/Admin To Deliver As You Exit The Office From Which You... Interviewed. If Manager Is Sitting On The Fence About Who To Select, That Card May Just Help Them Realize That Your Character Is An Added Strength For Their Team (Provided you did well in the interview in the first place) more
Ezinna Iroegbu
2
2d
This is a very beautiful suggestion. I have never thought of this before. Thank you, I honestly do appreciate this beautiful tip.

Career development

1d

When to Tell Work About Pregnancy?

Figuring out when to tell your employer about pregnancy can feel overwhelming. There's no perfect answer -- the right timing depends on your health, job type, company policies, and personal comfort level.

While many women wait until twelve weeks, others announce earlier for safety reasons or later to protect their privacy.

Hearing how other moms navigated this decision, along with understanding... your legal rights, helps you make a confident choice. Your pregnancy, your timeline; announce when it feels right for you.

Before you share your pregnancy news at work, knowing your legal rights gives you confidence and protection. Federal laws like the FMLA and Pregnant Workers Fairness Act shield you from discrimination and guarantee accommodations.

State laws may offer additional benefits beyond federal requirements. Here's the critical part: you're never required to announce your pregnancy during job interviews.

Once you do tell your employer, they must conduct workplace assessments and provide reasonable accommodations, such as extra bathroom breaks or modified duties.

Understanding these protections helps you advocate for yourself and ensures you're treated fairly throughout your pregnancy journey.

Most women choose between two primary timelines: telling around 12 weeks or waiting until 2-3 months before their due date. The right choice depends on your health, job situation, and comfort level.

Here is a clear comparison of reasons that might prompt you to announce your pregnancy sooner or postpone it. These factors help you decide the timing that protects your health while supporting your professional goals.

Your unique work circumstances, if you're newly hired, facing company instability, awaiting reviews, or working in hazardous conditions, demand customized approaches to pregnancy announcements.

The sequence of your pregnancy announcement matters just as much as the timing. Following the proper order prevents office gossip, protects your professional reputation, and ensures you get accurate information about your benefits.

Once you've decided on your timing, the actual conversation requires preparation and confidence. Knowing what to say, what to avoid, and how to handle different reactions helps you navigate this critical discussion professionally.

Before scheduling the meeting, do your homework. Review your company's maternity leave policy, FMLA eligibility, and state disability benefits.

Calculate your due date and have a rough timeline for when you'd like to start leave. Think through potential coverage plans for your responsibilities.

Anticipate questions about project transitions and how long you'll be out. Come prepared with preliminary answers, but emphasize you're flexible and want to collaborate on solutions. This preparation shows professionalism and eases your manager's concerns.

"I wanted to share some personal news with you first. I'm pregnant and my due date is [month/date]. I'm really excited, and I also want to assure you that I'm committed to making this transition as smooth as possible for the team. I'm planning to work until approximately [timeframe], and I'd like to discuss coverage plans for my responsibilities. I know we have time to figure out the details together, but I wanted to give you plenty of notice. Do you have any initial questions or concerns?"

OR

I have some news I wanted to share with you personally before anyone else. I'm expecting a baby in [month]. I wanted to tell you early so we have plenty of time to plan ahead. I'm planning to continue working until [timeframe], and I'm happy to start thinking about how we can transition my projects. I'm fully committed to ensuring everything runs smoothly during my leave. What questions do you have, and when would be a good time to sit down and discuss the details?"

OR

I wanted to schedule this meeting because I have some important personal news. I'm pregnant, and my baby is due in [month/year]. I know this means we'll need to plan for my absence, and I want to start that conversation now so we're well-prepared. I'm planning to work through [timeframe], and I'd like to collaborate with you on creating a transition plan for my responsibilities. I'm excited about this next chapter, and I'm also committed to making sure the team is set up for success while I'm out."

Keep your announcement brief and professional. Share your due date so your manager can plan accordingly.

Mention your preliminary leave timeline, like "I'm hoping to work until mid-August." Express your commitment to transition planning and training your temporary replacement.

Reassure your boss that you're dedicated to the team and want to collaborate on solutions. Emphasize that you're flexible and open to discussion.

Show enthusiasm about both your pregnancy and your continued work contributions. This balanced approach addresses concerns while maintaining your professional standing.

Avoid sharing extensive medical details about conception, fertility treatments, or pregnancy symptoms -- your boss doesn't need this information.

Don't commit to exact leave dates before confirming eligibility with HR, as you might promise something you can't deliver. Never apologize for being pregnant or act like it's a burden to the company.

Don't make assumptions about how your workload will be redistributed or who will cover for you without discussion. Avoid saying "I promise I'll be back in six weeks" if you're unsure; circumstances change after birth.

Your boss's response to your pregnancy news can range from genuine excitement to uncomfortable silence. Knowing how to navigate each type of reaction keeps you professional and protected regardless of their response.

Real stories from working mothers reveal the nerve-racking reality of announcing a pregnancy at the office. These honest experiences show the wide range of reactions moms received, from supportive to surprisingly disappointing.

A woman on Reddit shared her difficult experience: "I was vomiting multiple times per day, and some days I needed to take off. I had to write her up for not being as available as she needed to be." She explained that severe morning sickness made it impossible to hide her condition. The nausea wasn't just in the morning -- it lasted all day, forcing her to snack constantly and take frequent breaks. She had to tell her boss at 10 weeks because her performance was noticeably suffering, and she needed accommodations immediately like flexible hours and permission to work from home when too sick.

Source: Ruinmyweek

A mom writing on New Modern Mom explained her strategic timing: "With my second pregnancy, I decided to wait until I was further along before sharing the news. A few factors influenced this decision. First, I wanted to complete a full year in my job before revealing my pregnancy. This meant holding off until around 20 weeks." She had concerns about career progression and compensation increases, and wanted to establish herself in her role first. By 20 weeks, she'd proven her value and gave her employer enough time to plan for her absence.

Source: Newmodernmom

A mom on TheBump forum shared her positive experience: "I told my boss this week at 11 weeks pregnant, and he was so excited for me. He's great. I was just out in 2017 for maternity leave." She chose 12 weeks because she felt comfortable after passing the first trimester milestone, and upcoming doctor appointments made hiding it impractical. Though she worried about unconscious bias affecting her fall promotion, she felt relieved sharing the news and not having to hide anymore.

Source:Thebump

A woman on Glassdoor shared: "I got hired for a job when I was 5 months pregnant. They didn't notice or they didn't care. I wouldn't mention it until your first trimester is over." In another Glassdoor thread, a woman said: "I told my manager when I was 5 months pregnant. Manager waited to inform senior management until I felt comfortable (which was after I completed and received the results of the prenatal genetic testing)." Both women emphasized there's no perfect time and encouraged others not to be apologetic.

Source:Glassdoor

A shocking Reddit story went viral when a pregnant retail manager shared: "I was eight months pregnant when this happened. I started having contractions while at work. My boss told me I had to stay for a meeting despite knowing I was in labor. I would have to wait for another manager to come relieve me (which could take up to an hour and a half) or get permission to close early." The woman ended up reporting her boss to HR after he emailed the entire office complaining about her "lack of commitment" and making fun of her for "overreacting." This extreme case highlights why knowing your rights matters.

Source NewsWeek

Announcing your pregnancy to your boss can trigger worries about career impact and workplace relationships. Here's how to address the most common concerns working moms face.

Once you share your pregnancy news at work, the following steps focus on planning, protection, and getting the support you need. Here's how to navigate each stage confidently and ensure you're prepared throughout your pregnancy journey.

Deciding when to tell work about pregnancy is deeply personal -- there's no universally correct week to announce. What matters most is choosing a timing that fits your unique situation, workplace, and comfort level.

By weighing legal protections, real mom experiences, and your job circumstances, you'll find the right moment. Trust yourself to make the best decision for your announcement.

Ready to share your story? Tell us when you told your employer and how it went in the comments below, and help each other! more

1

Steward Tony Pacheco
16
16h
As Soon As You Know, HR Should Know So That They Can Be Aware For Your Safety & Also Plan For Your Maternity Leave. Just Be Direct & Not Allow Fear To... Affect Your Emotional Structure As Your Baby Requires A Stable Existance While Developing In Your Body. more