Greater Milwaukee Jobs

2 GREATERmilwaukeeJOBS • January 7, 2016 Fo r m o s t wo r ke r s, though, there's likely to be little growth in pay incentives. Most employ- ers are holding the line at 3 percent average raises – the same as in 2015 and 2014. Since 2008, in fact, most workers haven't caught up to the pay and benefits cuts they suf- fered since 2008. The pay trend in organizations has con- tinued to shift to "merit" bumps instead of across- the-board raises. But pay consultants note that merit bumps, of maybe 5 percent, aren't big enough to be a motiva- tor or retention agent. Bigger pay increases will continue to come from changing jobs, not stay- ing in place. Also ahead: • The U.S. Department of Labor has proposed new overtime rules affecting white-collar exemptions. The Equal Employment Opportuni- ty Commission and sev- eral states are expanding efforts focused on dis- ability, pregnancy and gender identity discrimi- nation. Minimum wage legislation or ordinance proposals are pending in 15 jurisdictions around the country. • Collective bargaining will gather steam among white-collar profession- als such as adjunct pro- fessors, resident doctors, lawyers and media staff. Meanwhile, some more traditional union jobs will have faster union election time frames, due to a new 10-day period set by the National Labor Relations Board. • Older workers who "retire" will continue to work – as entrepreneurs, part-timers or contract workers in charge of their own hours and business. The contractor- i n s t e a d - o f - e m p l o y e e trend will continue for all ages, driven partly by individual preference and partly by employers who jettison employee jobs 2016 . . . from page 1 How to help others, and protect yourself, when burnout grips the office & A Q A. Help and validate, while also taking care of yourself. You're smart to watch out, as stress is definitely conta- gious. For your own well- being, focus on the blessings in your life. Maintain a prac- tice of gratitude, noticing ways in which your job enriches your life, whether it's the skills you use, the assis- tance it provides to others, or the relationships you form with people around you. Extend this thinking to other aspects of your life to keep your positive energy pool replenished. I also like having a physical symbol for stress reduction; for example, a centering type of picture or even something humorous like a stuffed stress monkey toy to remind you what happens if you get out of balance. From this grounded posi- tion, now consider ways you can be a resource to your co- workers. First of all, simply listen. Be a safe vent space where people can blow off a little steam. Listening and validating that what they're feeling is understandable can open up new possibilities for them to problem solve. At the same time, you can probably see the risk here: You don't want to set up a negative dynamic of complaining without change, so be alert to the need to set boundaries in some cases. Then think of practical ways to help. It sounds like you could carve out a bit of time to pitch in more, and people always appreciate even a little bit of a helping hand. For example, if you have a peer who is stressed and struggling, identify a project task that you could take on. If it's a boss, suggest tasks he or she could delegate. For some- one more junior, refresh your memory on the work you used to do and help out on one of their tasks. One of the keys is that when you're in the middle of the crunch, it can be hard to have ideas about ways some- one else could help. If you come forward with specifics, that will be more helpful. So, you may say, "Bob, I'll get those meetings scheduled," or "Sandy, let me review that document for you." Then you absolutely must follow through – no slippage allowed, even if your workload shifts and you become suddenly much busier. That would be total betrayal. What if you can't provide practical help because of time or skills? You can still do nice things for people. Bring in food if they're working long hours on a deadline or pro- vide recognition up the ladder for their contributions. And, as possible, advocate for change to get at the root causes of burnout so that your current situation doesn't become an ongoing and unsustainable problem that undermines business success. Consider ways you can escalate your concerns or document the impact on out- comes that will garner execu- tive attention. It all comes down to being a team player by supporting your teammates in new ways; this will help you all keep moving forward. Q. I'm surrounded by people who are afflicted with burnout. It's legit – being asked to do more with less is epidemic. While I'm maintaining some balance, what can I do to help – and to keep from catching it? By Liz Reyer Tribune News Service (TNS) 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. A publication of Conley Media Call Center Director: Cindy Shaske 262-306-5016 cshaske@conleynet.com Account Executive: Julie Sears 262-306-5008 jsears@conleynet.com Story Coordinator: Dan Muckelbauer 262-513-2626 dmuck@conleynet.com Production: Patricia Scheel 262-513-2690 GREATERmilwaukeeJOBS Volume 18 • Number 16 January 7, 2016 To place an ad: Call us at 262-306-5008 or fax us at 262-338-5271 deadline: Noon on Wednesdays 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. Call 262-306-5008 for information. Karen Litzinger is sometimes brought in by companies when they're planning to lay people off. The career counselor in suburban Pittsburgh serves as a neutral third- party who can give work- ers information on resources available to help them find new posi- tions. She has no illusions that her presence will fend off the dismay and fear that often roils people as they absorb the hit. "Even when people know there's a rumbling of possible downsizing, it's still a bit of a shock because there it is. It's happening," said Litzinger. The recession officially ended years ago, but Chicago outplacement firm Challenger, Gray & Christmas Inc. recently calculated that U.S.-based firms are on pace this year to cut the most jobs since 2009, when 1.3 mil- lion layoffs were tallied. It's hard to be prepared for such a moment, but there are things that workers should do when it comes. Joe D'Anna, career consultant at the non- profit Jewish Family & Children's Service's Career Development Center in Pittsburgh, advises getting as much as possible in writing quickly. If the employee is entitled to severance, get that in writing. Details on health insur- ance and bonuses are also important. If possible, get bosses or colleagues to write ref- erence letters that can be see LAYOFFS . . . page 6 see JOBS 2016 . . . page 7 Layoffs looming? Get your ducks in a row By Teresa F. Lindeman Pittsburgh Post-Gazette (TNS)

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