I didn’t build a network to look at

Posted on by aurorameyer

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A friend and mentor recently said those exact words, which are rather profound.

With social media, it is easier than ever before to connect with colleagues and friends across states and countries. However, if you aren’t leveraging these contacts for yourself and for the good of the network, then what’s the point?

Networks should a relationship built on give and take. You should be sharing ideas, having conversations and adding value. Don’t just tap the network when you need something.

The Berkley Alumni site has great tips on networking basics, including this gem: Honor the networking code.

“Another way to say this is ‘do unto others as you would have them do unto you.’ If you want to have your phone calls returned, return phone calls. If you want help with your career, you must be willing to help others.”

Advancing everyone in the network is the point, be it a new career, industry insights or just advice. Networks should make everyone better.

Overtime

Posted on by aurorameyer
Image from: http://www.cartoonstock.com/directory/w/working_overtime.asp

Overtime is a sticky subject. Obviously, there are legal issues, but there are also culture, relationship and budget factors in the equation.

First and foremost, you should always refer to your letter of employment, employment contract and your employee handbook to answer questions about overtime in your specific company. The second set of resources are your direct supervisor and your Human Resources person. The third is observation. If you are just starting in a position, observe your coworkers. Are they putting in overtime? Are they including it on their time sheet?

Have you seen The Pitch on AMC? The culture in those offices is to work until the job is done, period. Now, granted, most of those employees are salaried, but the culture of the company is to work more than 40 hours a week.

No employer likes to be nickel and dimed. No employee likes to be monitored like a hawk for every five-minute increment. It’s time-consuming, micromanage-y and petty on both parties.

Let’s say for example, you are an hourly employee and in your letter of employment you are eligible for overtime. You typically work your 40 hours a week, but occasionally you’re asked to come in early or stay a little late. Usually, your direct supervisor considers the extra time to be “comp time” and lets you take a longer lunch or go to an appointment to balance everything out. In this instance, unless otherwise told by your direct supervisor, you should not be putting in for overtime pay. The unspoken rule could be interpreted rule that under three hours should be considered compensation time. When you adhere to this office culture practice, you’re showing you are a team player, conscientious of the cost and budget implications of paying you overtime.

What’s the overtime culture in your company?