Greater Milwaukee Jobs

2 GREATERmilwaukeeJOBS • February 12, 2015 Make sure your references are good ones A publication of Conley Media Distributed by: Conley Distribution 262-513-2646 ©2004 by Conley Media, LLC Waukesha County Independent and Locally Owned GREATERmilwaukeeJOBS is published weekly by Conley Media – Waukesha County, 801 N. Barstow St., Waukesha, WI 53186. Contents of this publication may not be reproduced in any form without the written consent of the publisher. GREATERmilwaukeeJOBS assumes no liability for any error in copy or content. It is the advertiser's responsibility to be aware of the laws pertaining to employment advertising. Subscriptions are available for $34 (non-refundable) for a 6-month subscription. Call 262-306-5035 for information. Call Center Director: Cindy Shaske 262-306-5016 cshaske@conleynet.com Account Executive: Jeanne Bonlender 262-306-5035 jbonlender@conleynet.com Story Coordinator: Dwayne Butler 262-513-2626 dbutler@conleynet.com Production: Patricia Scheel 262-513-2690 GREATERmilwaukeeJOBS Volume 17 • Number 22 February 12, 2015 To place an ad: Call us at 262-306-5035 or fax us at 262-542-6082 deadline: Noon on Wednesdays Liz Reyer is a credentialed coach with more than 20 years of business experience. Her company, Reyer Coaching & Consulting, offers services for organizations of all sizes. Submit questions or comments about this column at www.deliverchange.com/coachscorner or email her at lizdeliverchange.com. Moving on after well-liked co-worker is laid off By Liz Reyer Star Tribune (Minneapolis) & A Q Q. Yesterday I had to help clean out the office of a laid off co-worker. He was well-liked, so this is hard for all of us who are still here; what can we do to adjust and move forward? A. Even though you still have a position, it's hard to be a layoff survivor. THE INNER GAME Let yourself feel what you feel. It's unrealistic to think that the stress of a layoff period won't affect you, and the effects will linger more if you suppress them.Try set- ting aside some time to reflect on the experience, the losses you feel and the emotions you're having.You may feel guilt, relief, anger or any combination. And you may feel uncomfortable about those feel- ings. Just acknowledge them, accept that they are there and then let them go. Some breathing exercises may help you feel grounded, as well. Now envision the weeks that he's gone. If you worked together on projects, determine whether you have the information you need about the transition plan. If your interactions were more social, think about alternatives so that you don't feel isolated Moving beyond your feelings about the departure of this partic- ular colleague, how are you feeling about your company? Do you feel that the layoff was handled respect- fully and compassionately, or did the process itself leave some bruis- es? It's common for remaining employees to feel less secure — how solid do you feel about your job? THE OUTER GAME While much of the adjustment to this type of change is internal, there are external steps that can help. Ask for transparency from your company by talking to your boss to be sure you understand the busi- ness factors that drove the layoff, keeping in mind that confidentiality may limit his/her ability to share some details. If you're worried about your job security, ask! Your boss may be surprised that you're even concerned, especially if you're a high performer. Employers are well aware that they can lose quali- ty employees after a layoff and may welcome the chance to set your mind at ease. Together with other team mem- bers, be sure that you're maintain- ing the social aspects of the work- place. Especially if he was part of the social "glue" that kept the team together, it's important to invest in your interpersonal relationships. Remain engaged with the work you do.While you need to process the team change, dwelling on it in excess isn't healthy and will tap your energy. If this is happening, find ways to focus on the content of your work — it's amazing how energizing it can be to feel busy and productive. If the relationship with the departed employee is meaningful, find ways to stay in touch. Be a net- working resource in his job search, and reach out with coffee or lunch invitations. And if anxiety about this becomes sufficiently problematic, don't be hesitant about seeking professional support to help you move on. THE LAST WORD Acknowledge the challenges from losing a team member to layoff, and turn to others so that you can move forward as a team. • Companies that let interns and employees grow: Nowa- days it's easy to get a grasp of the culture within a certain com- pany. Social networking sites such as LinkedIn TM and Face- book (R) can paint a pretty accu- rate picture of a company's envi- ronment. An environment that allows its employees to learn on the job and grow with the com- pany might be more ideal for interns than a company with a less nurturing environment. In addition, some companies list information about their employ- ees on their web site, including how they started with the com- pany and how long they have been there. A company with a roster of long-term employees is likely one where people like to work, an important thing for you to consider. • Potential experience: An internship looks good on a resume, but college students should seek out an internship that allows them to gain valuable experience. An internship at a renowned law firm might boost a resume, but if you spend all of your time in the mailroom or fetching coffee then that intern- ship will not necessarily serve you very well. Look for an internship that provides you with an array of experiences within your field. A good internship won't involve you doing the same thing every day. Instead, it should allow you to try various tasks over the course of your summer or semester with the company. This will give you a more accurate depiction of the industry, while allowing you to list more experiences on your resume. When interviewing for an internship, ask about the spe- cific tasks and responsibilities you'll be entrusted with. The more, the better. • Value and relevance: The great thing about an internship is it gives college students the chance to get a glimpse of their potential field prior to gradua- tion. After completing an intern- ship, some students reconsider their course of study, while others grow even more commit- ted. But when looking for an internship, look for one that is relevant to your current course of study. It's alright to change afterward, but the internship should be one wherein you can apply the lessons you've learned and gain practical experience to complement those lessons. Avoid accepting an internship that has nothing to do with your course of study, as it's not likely to help you after graduation. • Impact on your future: Col- lege students pursue internships because of the role an internship c a n p l a y i n t h e i r f u t u r e . A n internship can not only provide valuable experience, but also it's internship ... from page 1 see INTERNSHIP … page 6 Your resume may land you an interview, but your references can seal the deal. The reference-checking firm of Allison & Taylor, which works for both employers and job hunters, says the strength of your references will separate you from other candidates. The firm suggests: • Provide the names, current job titles, com- pany affiliations and phone number(s) of your references. If hirers have trouble finding your references, they're likely to move on to the next candidate. Include a "frame of ref- erence" sentence such as, "I was his direct report for six years, and he can tell about my key contri- butions to an information technology project that saved the company $3 million." • List references only who have agreed to be references and who you know will say positive things about you. • It's OK to use peers or subordinates as refer- ences. It's OK, too, to leapfrog over your direct supervisor if someone higher on the corporate ladder will be more com- plimentary. Prospective employers By Diane Stafford The Kansas City Star (MCT) see REFERENCES . . . page 6

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