Greater Milwaukee Jobs

2 GREATERmilwaukeeJOBS • March 24, 2016 Employer won't rein in bullying boss, so time to go & A Q A. You've tried the reasonable solutions – it's likely time to move on. I mean, really; what keeps you there? This is a serious question. There can be many factors that tie us to a bad situation. For example, you might be extremely well com- pensated. It can be hard to walk away from a substantial salary and perks, so you need to do some assessment. Look at the impact on your nonwork life if you end up with a pay cut. Can you find ways to adapt? Or, you may feel like walking away makes you a failure. This is one of those pernicious inner voices that leads us to blame ourselves for everything, even when it's not real- istic or fair. It takes a lot of insight and courage to recognize when you're in a no-win situation. In my view, if that's the situation, walking away should earn you an inner Medal of Honor! Apart from your boss, you may love your work, the mission of your organization, your co-workers, etc. This is hard, because choosing to leave entails losses as well as bene- fits.Think through the parts of your situation that are good so that you can use these attributes to help guide your next choice. And give yourself space to grieve a bit when it's time to move on. Keep in mind that you do not deserve to be treated this way. People who bluster and bully may be acting out of their own insecuri- ties, but it can have devastating con- sequences. Enduring this could lead to undermining your own sense of personal worth and can even trig- ger serious health issues. It's simply not worth it. So, on to action! Clarify your vision for your ideal next step in terms of type of company, the role you'd play, and the environment you need. Start talking to people about your professional search, so that you can be in the loop for opportu- nities. Consider getting help from a career coach or reaching out to recruiters. It can be helpful to have a neutral point of view or expertise from others to help move forward. Let others support you, too; the perspectives of friends and family can help reinforce the choices you're making. Don't let this become your whole life. While you're sorting out next steps, make mental space for fun! Find things to laugh about and do things outside of work that give you positive energy. It will make it easier for you to be open to new options and will also help you have a happier demeanor (a good thing in a job candidate). In deciding to move on from a toxic situation, be sure that you are not just running away from a bad scene – transform your point of view into "running to" something new and better. Take the time to determine what you want so that you'll increase your chances for a happy landing. Q. My boss is a bully. He shouts, gives inconsistent direction when I ask for help and then insults me for not being a leader, and is generally dismissive of my contributions. I've tried talking to him and to HR, but nothing has changed. What should I do? 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 new initiative in the STEM (science, technology, engineer- ing and math) field drew seven major companies to commit to launching pilot re-entry pro- grams this year. IBM, GM and Booz Allen Hamilton have announced their inaugural programs, and Intel, Johnson Controls, Cummins and Caterpillar are expected to roll theirs out within the next couple of months. "This is really a win-win," said Silvia Karlsson, vehicle systems engineer at GM, whose 12-week Take 2 re-entry program begins in April. "You get to try us out, and we get to try you out and see how we both fit, in a bit of a less scary situation." There's high demand. GM received over 300 applications for 10 slots, Karlsson said. The company hopes to hire all 10 of its interns, whose career breaks ranged from four to 21 years, into permanent positions, she said. Returnships have gained steam in other industries as a way to help career breakers get a foot back in the door at a time when companies competing for high-skill talent place a greater emphasis on employees' family priorities. Goldman Sachs was a pio- neer when it launched its (trademarked) Returnship pro- gram for men and women in 2008, and other financial serv- ices firms from Morgan Stanley to Credit Suisse debuted their own a couple of years ago. More than half of the partici- pants who have completed Credit Suisse's 11-week Real Returns program secured a per- manent job at the company, said Belinda Jettar, co-manager of the program. The paid internship includes a week of training boot camp to refresh technical and soft skills, an ongoing speaker series and net- working across divisions to encourage exploration of pro- fessional options. In Chicago, Sara Lee launched a re-entry program in 2008 under then-CEO Brenda Barnes, based in part on her own experience leaving her chief executive post at PepsiCo to spend time with her family. The now-defunct Sara Lee program was useful to Sue Brose. Brose had been working nearly 30 years when she took a career break after having her second child. When she tried to return to work full time four years later, the conversations were disappointing. Employers fretted that she'd be slow, behind the times, irrel- evant, Brose said. She recalls one recruiter asking her: "Well, do you think you still got it?" Brose, who had last been regional sales manager at Minute Maid, knew she did but needed to convince those whose opinions mattered most. Accepted into Sara Lee's internship program in 2009, Brose was placed in the food service division, where for six months she worked part time at a somewhat discounted pay rate while also participating in leadership training and career analysis sessions. She was resume gap ... from page 1 It's common in the U.S. workplace to give two weeks' notice when quitting a job. Many workers are surprised it's not a law. Unless you work on a contract that specifies a job's end, it's unlikely you're required to give advance notice before leav- ing. But before you quit – or consider it – you should carefully review your employee handbook and any document signed upon hiring. Most American employ- ees are "at will." That means employers can let them go for any legal reason at any time. "At will" status works both ways, though. Non-con- tract workers also can leave a job at their choice of timing. The idea of two weeks' notice grew partly because employers wanted lead time to replace departing work- ers. But attorneys some- times counsel employers to only request, not demand, advance notice. A demand could imply a contract that might require employers to give similar notice before terminating employees. If you're ready to quit a job, here are some reasons to give notice: • It's kind to co-workers who suddenly will shoulder more work if you simply disappear. Even with advance notice, they still may be stuck, but it at least gives them a chance to learn your duties, if needed. • It's supposed to be kind to your employer. It may maintain a decent rela- tionship. You can shake hands, wish the organiza- tion well and hope to pave the way for a good ref- erence. • It gives you time to handle departure paper- work, clear out your per- sonal effects and, if appro- priate, let clients or cus- tomers know who'll take care of them going for- ward. Here are some reasons to NOT give advance notice: • Your employer has a history of firing employees on the spot. Perhaps fear- ing that proprietary infor- mation will go out the door with you, some bosses say goodbye the minute you give notice. It can be a painful, unceremonious departure for you and your co-workers. Two weeks' notice may be nice, but it's not required By Diane Stafford The Kansas City Star (TNS) see RESUME GAP . . . page 6 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 27 March 24, 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 ©2016 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. see TWO WEEKS' NOTICE. . . page 6

• Cover