How to know when it is time to move on

Image depicting an employee and a clock to go with the post How to know when it is time to move on by Aurora Meyer on Dispatches from the castle

Over the course of your career, there will be times when you may start questioning if it is time for a new challenge.

At first, you may dismiss the idea or begin thinking about how much you like your team or feel supported by your boss. You may be able to quash the feeling for a while, particularly if you can pick up a new work assignment, attend a conference to inspire you, gain new responsibilities, or start working on a professional development project.

However, this feeling is likely to surface again. The best advice I’ve ever received about this is to pause and observe before reacting. In that pause, think about what triggered this feeling.

It is important to note that if the situation that triggered you involves harassment, bullying or other serious matters, you should absolutely speak up right away.

Perhaps the trigger was a coworker encroaching on your project or someone taking credit for your work. The trigger is only a portion of the answer you are ultimately looking for in this situation. You want to then think about why you were triggered by this specifically at this moment. Maybe these situations were easier to brush off before because there wasn’t a pattern. Maybe the real issue is you don’t feel supported by your supervisor. Maybe you’re just having a bad day.  Make a note of both the trigger, your reaction and why you feel this is an issue.

The advice part is to do this at least five times before you make a decision. You are ultimately looking for a pattern, which will help you whether or not you decide it is time to move on.

When you’ve done this at least five times, review your notes and see if you find a pattern. Then ask yourself a few questions: Is it consistently the same trigger? Is your reaction the same each time? Is this a solvable issue? Do you maybe need some time away from the office for some perspective? Would this issue exist in another job or with another supervisor? Is this going to steadily make things worse or can I ignore it?

Though only you can answer these questions, there are some instances where you will feel like it is time to move on.

These include:

  • a realization you are unfairly compensated
  • if you are mistreated, undervalued, or disrespected
  • if you find yourself no longer in agreement with the organization’s strategies, practices and direction and are not in a position to change them
  • interpersonal differences that increase over time with your manager or direct coworkers
  • feeling like you don’t fit in with the company culture

Another situation where you may consider moving on is when you are coasting and not learning or growing. Every job comes with skills and challenges. When you no longer feel like you are learning new skills or addressing challenges, it is easy to feel like you are stagnant.  In this situation, it would be a good idea to talk to your supervisor about stretch projects or opportunities to try something new. You could also look into a professional development opportunity and talk to your supervisor about how attending or learning that skill would help you do your current job better.

The truth is only you can decide if your job is no longer fulfilling.

Negotiating A Job Offer Beyond Compensation

Image of Negotiating Beyond Compensation by Aurora Meyer on Dispatches from the Castle

A mentee of mine recently completed negotiations for her dream job and as I reflected on the advice I gave her a few things stuck out.  None of the advice I gave her is necessarily something I created. Instead, it is a culmination of the advice I’ve received and the things I’ve learned along the way myself. 

In this particular situation, the salary offer was firm and the benefits (such as health benefits start date, 401k match, insurance premiums, etc.) were also non-negotiable. Taking those elements out of the negotiation actually made it easier for her to ask for some of the quality of life benefits that meant as much as salary to her. 

Know Your Perfect Offer

When she started interviewing, she wrote out what her perfect offer would look like. I encouraged her to include a salary range, paid time off and dream big items. 

Her list included: 

  • salary range reflective of her experience and education
  • a dedicated stipend for continued learning which could include conference attendance and travel and online certificate programs
  • PTO time (combined sick leave and vacation) to at least match what she currently has
  • sign-on bonus or relocation expenses
  • dedicated salary review timeline with benchmarks
  • student loan reimbursement
  • if permanent work from home situation office furniture allowance 

She used several websites to review the salary range including Glassdoor.com, bls.gov/oes, salary.com, payscale.com and LinkedIn. Then she only applied for positions that were within her range.  

After you receive a verbal offer

Once she received a verbal offer, she made a tiny (and very common!) mistake in naming a number above the initial offer. In retrospect, she should have asked for the full offer to compare the benefits and leverage with the knowledge of the company. 

Since she was number specific, it wasn’t a big surprise when the recruiter came back that the salary was firm but there was an annual bonus tied to yearly company profits. At that point, she asked a few additional questions such as confirming the position will remain remote even after the pandemic and the estimated travel associated with the position. 

Then she waited for the written offer. 

Written Offer Next Steps

Once she received the written offer, she was able to counter with some of the other items on her perfect offer checklist.

“I’d like to take the job, but since we were apart on salary, I’d like to discuss other ways to bridge the gap. As this is a dedicated remote position, I’d like to specifically discuss the paid time off, the possibility of a sign-on bonus, dedicated continuing education stipends, student loan assistance and the salary review timeline. Is this a good time to talk about how we can bridge that gap?”

She was then quiet and let the recruiter take a moment to hear what she was saying. 

The recruiter thanked her for her feedback and said he would get back to her as soon as possible with the answers to her questions. 

At this point, she knew whatever he came back with was the ultimate offer and she would not be able to negotiate again. (Note: two rounds of negotiation is about the max before the recruiter starts seeing red flags.)

The recruiter came back with a small sign-on bonus, the opportunity for a salary review after six months and an extra week of vacation. Knowing she may be able to renegotiate the continuing education stipend in the future and the sign-on bonus would be used for office furniture, she accepted and made sure to say how much she appreciated the recruiter’s work on this offer and that she would be signing it as soon as she received it. 

When she received the offer and reviewed it to make sure everything they discussed was in the offer letter, she signed it and returned it. Then she followed up with a phone call to the recruiter to let him know the signed offer was in his inbox, again thank him for his work and reiterate her excitement about joining the team. 

Then What

She made a few notes to discuss with her manager at the first opportunity that made sense. As she and her manager began discussing the first post-covid all-hands meeting that would involve her travel, she made sure to ask for details on how are travel expenses are handled and what is included. 

As it came close to the designated time for her annual salary review, she sent an email to her manager noting that she would like to schedule a meeting for her salary review and after checking her boss’s calendar offered three dates and times. 

After six months in the position, she is still happy with the outcome. It didn’t meet all the items on her perfect offer list but it met more than she expected. 

Two additional resources for job package negotiation:
https://www.forbes.com/sites/lizryan/2017/06/06/most-people-wont-negotiate-a-job-offer-but-heres-why-you-should/

https://www.shrm.org/ResourcesAndTools/hr-topics/benefits/Pages/when-and-how-to-negotiate-benefits-with-workers-and-job-seekers.aspx

Applicant Interview Questions (with answers!)

Image with Applicant Interview Questions with answers by Aurora Meyer on Dispatches from the Castle AuroraMeyer.com

When I shared these interview questions, I wasn’t quite expecting the response! I’ve enjoyed hearing practice answers and working with those who have reached out to make their answers stronger from both sides of the table.
I have another list of questions I like to ask when I’m interviewing candidates. I particularly like these questions for entry-level positions.  The ones in bold have a right and wrong answer (more on that below).

  • Why are you here?
  • If you had only one word to describe yourself, what would it be and why?
  • Is it better to be perfect and late, or good and on time? Why?
  • What’s the biggest decision you’ve had to make in the past year? Why was it so big?
  • When have you failed? Describe what happened and what you learned from it.
  • Tell me about a time you set difficult goals. What did you do to achieve them? Walk me through the process and purpose.
  • When I contact your last supervisor and ask which area of your work needs the most improvement, what will I learn?
  • How do you take advantage of your strengths? How do you compensate for your weaknesses?
  • What’s one thing you would like to do better? What’s your plan for improving?
  • What do you think are the most important attributes of successful people? How do you rate yourself in those areas?
  • What would you do if you made an important business decision and a co-worker challenged it?
  • What would you do if management made a decision you didn’t agree with?
  • Describe a time when you were asked to do something you weren’t trained to do. How did you handle it?
  • What will make you love coming to work here every day?
  • What frustrates you in an office environment?
  • How do you like to be managed?
  • If you get the job, how could you lose money for me?
  • Are you fully prepared to start if you are hired?
  • Is there anything you need to know in order to do the job?
  • Is there any special training or any classes you’re going to be required to take if you’re hired?
  • What can you offer us that someone else cannot?
  • Is there any question I haven’t asked you that I should?
What I’m looking for in the right or wrong answers:
  • It is better to be on time than late and perfect. There is no perfect. Being late is disrespectful to your team and in some cases can cost you a client. Deadlines are implemented for a reason, don’t be the person who blows it for everyone.
  • The biggest decision question is about your process. Tell me the steps you went through and how you weighed the pros and cons and how you ultimately made the decision and what the outcome was. Many entry-level applicants don’t have the industry work experience to detail a project so asking this question gives them the opportunity to tell me how they work. Some examples the applicant can use include applying for this position (make sure to talk about your research!), changing your major, adding a minor, moving across the country or leaving a previous job.
  • The question about the applicant’s previous supervisor gets at the things you want to improve. The key for the applicant is to tell me how they are already improving it. So if your previous supervisor would say their work is great but they could work on asking for more stretch projects or needing less supervision, I want the applicant to tell me how they are advocating for themselves and proving they can take on more responsibilities and trusting their knowledge and work. All supervisors know entry-level positions need more guidance and that isn’t a bad thing! But applicants should know that as they get more comfortable in the organization and in their role, they can trust themselves and their work more than they previously did.
  • We all have things we want to do better. When I ask this question I’m looking for work-related answers. Not how tidy you keep your living space! Tell me how you are working smarter. Tell me a tip you learned that changed how you manage your time or your day. Tell me how you are overcoming not speaking up in meetings. Tell me how you are tracking and keeping up with multiple projects. If I were answering this question, I would talk about how I’m working to avoid burnout. This year has added extra levels of stress to an already stressful job. I would talk about how I’m making it a point to take time away from email and my phone. To tune out of work in order to keep a good work-life balance. In answering this way, I am telling a potential employer that I will work hard and give my best effort at the office but that I value my off time too.
  • For the management decision-making question, I am looking for two things. First, how do you handle disappointment. Second, how will you fit in our team. Supervisors are not often going to be willing to sit down and go over all the reasons why they made every decision. Often, there may be additional information they can’t share with you. If an applicant answers with they would ask me for the reasoning behind the decision I would ask why they would go that route. What I am ultimately looking for in this answer is the word trust. I want to know my employees trust me to do what is best and what is right at all times. They may not fully understand why that decision is best or right at that moment, but I hope they trust that it is. Of note, for those reading this encountering a situation where they disagree with their manager currently, think about your current relationship. If that door is opened and feedback is requested, absolutely take advantage of it, but don’t assume your supervisor needs to explain themselves to you.
  • The question about describing a situation where you are asked to do something you aren’t trained to do is a way to highlight a skill that doesn’t read well on paper and that you have a willingness to learn something new.  Make sure to emphasize the results and what you learned in the process.
A few more general interview tips I wish I had known earlier in my career:
  • Your skills get you the interview the interpersonal relationships and fit get you the job. The goal is to make sure you are a good fit for the organization and will integrate well into a team.
  • Don’t speak too fast.
  • It is ok to take a few moments and pause to think about your answers. Remember to take a moment and take a few deep breaths and slow down.
  • Make sure you think about the question and don’t rush ahead to answer without making sure you are answering the question that was asked.
  • Be careful not to get suck on filler words and phrases. Rather than use a filler phrase, stop and think before answering.
  • You will also want to make sure you find ways to get a good sense (asking questions, getting a facility tour, etc) to see if this organization is a good fit for you. You are interviewing them as much as they are interviewing you.
  • ALWAYS write a thank you note. Always.

Interview Questions for Everyone

image of Interview Questions to ask by Aurora Meyer on Dispatches from the Castle

Whether we are hiring an intern, an employee, a contractor or a vendor we ask similar questions of everyone we work with.  Whether you are the interviewer and doing the hiring or the interviewee and wanting to join the organizations, these questions make a difference and can give you insight into the person.

If you are doing the hiring use these questions:

  1. Who is someone who influenced your career and how did they influence you?
  2. can you tell me about the most successful person you ever hired and what exactly they did to be successful? (you may want to follow up with where is this person now?)
  3. What is your managerial style?
  4. Can you tell me about a time that you and your directs did not agree and how you dealt with that situation?
  5. How do you like your employee to check in with you about projects?
  6. what is the one soft skill or competency you would say is critical for success in this role?
  7. What do you most appreciate from your direct reports or team?
  8. Can you tell me something about this role or your expectations from the person who gets this role that is not on the Job Description?
  9. What does success look like in this position?
  10. What does failure look like?
  11. What are the initial goals for this position? 6 months? one year? five years?
  12. How do you support professional development?

For the interviewee, be prepared to answer these questions:

  1. Who is someone who influenced your career and how did they influence you?
  2. Can you tell me about the most successful person you ever worked with and what exactly they did to be successful? (you may want to follow up with where is this person now?)
  3. What is your working style? How do you like to manage projects (one at a time or multiple at once?)
  4. What do you most appreciate in a manager?
  5. What do you want from professional development? How are you doing this on your own (reading, taking classes, getting graduate certificates, etc.)

Things to note about yourself:
I thrive in an [TYPE such as independent, structured, consistent feedback, etc.] environment where I’m entrusted to complete jobs and deadlines [independently, with supervision, as a team, etc.].  I don’t thrive at all in a position in which I am at all [left alone, micromanaged., etc.]

There are other questions that will give you insight into an organization or a prospective employee, but these are a good place to start.

Lunch Lady Peanut Butter Bars

Pinterest Image of Lunch Lady Peanut Butter Bars by Aurora Meyer on Dispatches from the Castle
It has been very cold lately and we’ve received a bit more snow at once than usual. I’ve taken advantage of the extra refrigerator by making some of our favorite treats that need to be refrigerated to set up, like these Lunch Lady Peanut Butter Bars. There are loads of recipes out there and some include vanilla wafers, graham crackers, flour, oats and all kinds of other items. I like these just like the Case Elementary School Lunch Ladies made them: pure peanut butter and chocolate. The portions were generous and they still taste just as good today.

Lunch Lady Peanut Butter Bars

These were THE dessert of elementary and middle school. As I've gotten older, I've also learned they were ubiquitious and not just limited to my elementary and middle school. It makes me think there's a lunch lady recipe book all schools received.
Course Dessert
Cuisine American
Servings 9 people

Ingredients
  

  • 1/2 cup butter
  • 1/2 cup packed brown sugar
  • 1 teaspoon vanilla extract
  • 2 cups peanut butter
  • 2- 1/2 cups confectioners sugar
  • 2 cups semisweet chocolate chips

Instructions
 

  • Put Butter and Peanut Butter in a large microwave-safe bowl. Microwave until butter and peanut butter are melted in 30-second increments, stirring after each 30 seconds.
  • When melted remove and add the remaining sugar and vanilla. Stir together until a large ball of dough forms and starts to pull away from the sides of the bowl.
  • Remove from bowl and spread into a 9x13 pan.
    Image of Peanut Butter Mixture for Lunch Lady Peanut Butter Bars by Aurora Meyer on Dispatches from the Castle
  • Pour chocolate chips into another microwave-safe bowl and microwave at 30-second intervals, stirring after each, until completely melted. Spoon over top of peanut butter mixture and spread evenly.
    Image of Chocolate topping for Lunch Lady Peanut Butter Bars by Aurora Meyer on Dispatches from the Castle
  • Allow to cool completely by placing in the refrigerator for about an hour.
  • Cut into squares and serve.
Keyword peanut butter bars
Tried this recipe?Let us know how it was!