I’m doing the traditional Thanksgiving post…with a twist.  Because while I am always thankful for my friends and family.  I know I can count on them.  I have long standing relationships with all of them and they have had my back my whole life.  They are a given. And I hope they already know and understand how thankful I am to them (and I’ll be able to tell most of them in person this weekend).  But this has not always been the case with past employers.

Today I wanted to make a point to say how thankful I am to my employer.  After all I am not your typical employee.  I won’t fill a chair, I do not ask for but expect flexibility from them (as they do from me), I take far too long to analyze and decide when a good thing is offered to me, and as past bosses will tell you I like to learn and grow in my role, constantly.  So I am no cake walk as an employee.

But I have landed in the right place.  When hired I learned one of the reasons they thought I was the right fit was their hope to really build a company that can be successful but also allows employees to lead a more stress-free, balanced life and with my work in the work/life field, they hoped I would keep them true to that.  Second, this recent article on their blog about the human experience tells me they get it and want to spread it around. And even more recently they walked the talk when a colleague had a family conflict during the work day.  They know they hired conscience workers, they know we take our responsibilities seriously and they do not flinch if something comes up during the traditional work day.  No counting hours, no face time.

So thank you for:

• Work that is engaging and interesting
• Allowing my life to be without work related stress (except that which I self-impose)
• Being human and understanding how important that is to being successful in business

And here’s wishing everyone as happy a Thanksgiving as I am having this year.

Are you also thankful for your employer?  Or are they less-human oriented?  I’d love to hear from you.

Last night I was catching up on some TV viewing and watched the “Last Woman Standing” episode of The Closer.  In the episode the lead character (Brenda) is up for Chief of Police of Los Angeles.  Why is she up for Chief of Police?  Because she’s good at her job and because she’s a she.  In previous episodes we learned that Brenda never really was considering applying for that job, that she wasn’t sure she wanted the job, that she likes her current role and last night I learned that she doesn’t really want the job.

So simple conundrum, right? Just pass on the opportunity.  No worries.  Others certainly want it.

Except that she’s a she.  And she would be the first female police chief.  Breaking barriers for others, being a role model and all that.   What I found most interesting watching last night was the generation gap that I saw portrayed.  Brenda’s mentor in this process is a boomer – who would love to become chief but she’s never been asked.  However, she has been asked to strong arm Brenda to apply and help her through the process.    Brenda is Generation X.  And while she understands that it would be momentous for her to become Chief.  She’s also not sure she wants to or that she will like the job.  In fact she’s pretty sure it’s a mis-match.

But so far she’s forging ahead and meeting with the Mayor.  Everyone behind her is cheering her on…but she just doesn’t feel so cheery.

Anyone relate?  Yeah, me too.

We are women, so we need to open the doors for more women like those who came before us, right?  Umm I’m not so sure anymore.   Should anyone take a job because of social expectations even if it’s not one they want?  HR people talk about employee engagement a lot these days.  I’m pretty sure liking the job is a big part in successful employee engagement which leads to higher productivity and employee retention.

But back to the generational divide. I think many Boomers would say:

1) Yes – break those barriers, you go girl

2) Of course – it’s a promotion – more responsibility, more money, more power, more, more, more  – that is the American Way

And I, a Gen Xer think:

1) If you want to break barriers you absolutely should be allowed to do so, if not…don’t.

2) Money & power do not equal happiness and you only need so much of both.  Sometimes less is more.  Oh, and I’d rather like my job than be at the top and hate it.

These are some of the reasons I believe the world of work is changing.

Perhaps I’m generalizing a bit too much.  But I don’t think so.  You?

Now that the euphoria has worn off a bit from last week’s historic summit at the White House on workplace flexibility, it’s time to get back to work. I was very excited about lots of what I heard. But one of the subjects I am passionate about and think is the key to making work work for all…having hourly workers have more autonomy over their time.

And that was talked about in one of the break out sessions…a lot. And the discussion was enlightening. Some in the room admitted that they never would have been able to figure out how to be more flexible for this group of employees by management dictating policies. The good news. The employees understood what was needed both for themselves and for the company to succeed and they figured it out!

Wow. How’s that for trusting your employees, asking for their help and working together to solve a problem? Adults at work…very nice. And adults who are now engaged in a process that leads to better retention, customer service and bottom line results.

What were some of their secrets?

A contingent/temporary workforce standing by to specifically step in for coverage as needed. What a great way to keep those who sort of want to retire or step off the treadmill…but sort of want to work…working. Much like substitute teachers. They get called as needed. They come in if they can.

Ability for shift workers to trade hours as needed with others. Whether this is through a formal software program or a more informal “I’ll cover for you another day if you can help me out today” sort of thing it’s working.

Listening to workers, trusting that they are inherently good and want to help the company succeed, and understanding that life cannot stop just because a shift has begun.

It seems easy enough. But there are many naysayers. And plenty who think this is more of a perk for professionals than an imperative for all workers. Which is why I’m thrilled to be working with Working Mother Media to help get the word out about their upcoming Forum on Hourly Workers where they will announce the list of Top Companies for Hourly Workers and highlight some of the best practices from that group. I don’t know if what I heard during the White House forum will dovetail with these best practices but I can’t wait to learn more.

Especially as many believe it’s too tall an order for shift/hourly workers to be able to get flexibility at work. There are 75 million hourly workers in America and as a popular HR blogger told me recently it simply comes down to either your company values its hourly workforce or it doesn’t. Those that don’t will pay…in turnover and customer satisfaction and ultimately success.

Can the hourly workforce get flexibility? And who are some of the companies we may see on this list come May 4th? I truly do not know the answers, yet. I very much look forward to finding them out.

Finally in honor of Gary Vaynerchuk’s recent announcement that he is re-evaluating his work/work balance, I have two signed copies of “Crush It” to give away to those who comment on this blog post, tweet it out @leanneclc or join the discussion at the CareerLifeConnection.com facebook page.

I recently read about how people were willing to pay for their own smartphones to have more flexibility at work…you know so they could be more mobile and work where they want.  I think the stat that blew me away was the fact that only 11% of the workforce has company supplied smart phones and yet 39% of consumers say they own a smartphone.  So clearly people are already paying for this…

And when I thought about this I took a trip in the “way back” machine…to a time when smartphones weren’t all the rage and even cell phones weren’t nearly as prolific….

I was working on the Olympics for TV which meant I wasn’t always in the office.  I’d have to go to the various venues and do some work.  One day an email came around asking us all for our cell phone numbers so the office could get in touch while we were on the road. They assured us any and all charges incurred for business would be paid by the company.

I told them I didn’t have one since I didn’t – the powers that be grumbled.

A young co-worker happily gave them his number – the powers that be smiled.

Time went on and I saw my co-worker was often submitting highlighted cell phone bills, being given the third degree about whether those calls were really necessary business calls, and then waiting 3 months to get the money back that he had already paid out to his cell phone provider.

He grumbled.

I smiled.

Time went by and now it was almost “games-time”, when things can get a little hectic and no one is in the office.  So another email came around.  Once again they needed cell phone numbers…no really, really…they said.

Once again I told them I did not have one. I was asked to buy one.  I told them no.  I explained that if they needed me to have a cell phone they would need to provide me with one.

They grumbled.

I smiled.  And I was handed a phone.

Why is this story relevant?  Because I think it shows how easily employees are willing to give an employer something they don’t deserve for free.  If you are mobile because of your job…and your employer expects you to be on top of email…then they should provide you with a smartphone.  If they don’t, they clearly do not feel that being in touch when you’re mobile is necessary – so why do  workers?

I agree with the article…workers are getting a raw deal but I’m not sure that’s the company’s fault.  Why wouldn’t the company take something for free that benefits them?  The real question is why are workers so willing to provide it?  As always I welcome your thoughts.

After a great weekend in New York and a really fun, informative, idea-filled day at the Social Recruiting Summit on Monday I’m still processing many of the conversations I had and sessions I saw.

In two sessions, one led by Carmen Hudson and one led by Susan Burns, attendees were asked to think about recruiting from the job seekers perspective.  For me this is really easy, as I’ve never been a recruiter…but have often been a job seeker.  After 20 years and 8 employers, I consider myself pretty well versed in the act of job-seeking, both passive and active.

So I offered my two cents to some of the attendees.  And it was greeted with a look as if I was from Mars.  My take was that while career sites are great…it’s not where I turn to to get a job.  Here is how I did it and what I believe many others do, as well:

Job 1 – fresh out of college, in a recession no jobs to be found (sound familiar).  So I started temping.  The temp agency knew I was looking for a permanent position, they knew my skills, they shopped me around while I was in a temporary position.  It took them 5 months, but they found me a full-time gig.

Job 2 – a friend had told me her company was hiring and she thought I’d be a good fit.  I was sort of over the entry-level work I was doing and wanted to move up but wasn’t sure.  Then I walked into work where they had some financial pressures happening and the phones didn’t work…because they hadn’t paid the phone bill.  I went downstairs to the cafeteria and used the pay phone (yep, I’m that old) to call my friend to tell her I was interested in more info.  I was interviewed and offered a job within the week.

Job 3 – A former colleague from job 1 was hired as the operations manager at a new TV Station and I heard about it.  I had been working at an ad agency and was ready to go back to TV world.  I gave him a call.  He told me to fax him my resume.  I did.  I was interviewed and hired.

Job 4 – After an amazing 5 years of growth and development at the TV station – the owners sold it – and laid off almost the entire staff, me included.  I took the summer off to consider my options, while keeping in touch with friends.  One of those friends got a contract to produce college hockey games.  He hired me to be a freelance producer along side him on the games.

Job 5 – I had always wanted to work on the Olympics and they were coming up again.  I contacted Mike Eruzione who had been the color commentator on the college hockey games I had been producing.  He was involved in the olympics for years and gave me introductions.  His contacts could not help me, but they put me in touch with the people in charge of the TV production for the games in Salt Lake City.  Before a ski trip to Utah, I contacted the head of production for the TV people, told him I would be in town and could I have an informational interview.  They agreed and asked that I bring my resume.  My informational interview was on day 1 of my ski vacation…an offer was extended on day 4 of my ski vacation.

Job 6 – I took some time off after the olympics to travel the world with my husband.  But we stay connected via email/internet with our friends and family.  I had also put all my information on a “keep in touch” list of people who worked on the Olympics.  While overseas I got an email from an olympic colleague who was now working in media relations for the Sundance Film Festival.  She needed workers during the festival and knew that coincided with my return.  I signed on.

Job 7 – I was returning home to Boston and not sure what I wanted to do next…but knew it was not in TV.  And suddenly I had a mortgage to pay for the first time.  For years my husband and I had participated in a great 2-day charity bike event that rode from Boston to Provincetown.  I emailed the head of the event dept. (who I had met several times) about the fact that I was returning home and would like to work for them because they put on such great events.  She had an opening to fill.  I was interviewed and got the job.

Job 8 – The non-profit I had been working for decided to cut down on its events and I had less and less to do.  As I was also one to donate to this charity it didn’t make sense for me to stay on.  So I went back to temping…to figure out my next move.  The temp agency placed me in a marketing manager role for a local company.  After 2 months on the job they and I wanted to make it more permanent…and we all did.

I am now on Job 9 which is this website.  Obviously no resume was needed to get me here.  Many of  the situations above required a resume at some point.  But not all.  And sending a resume was never the entry point into that company.  Nor was it the biggest consideration from the person doing the hiring on whether or not to hire me.  So while I wasn’t surprised to see that recruiters still think the best way for a candidate to get a job at their company was by uploading a resume on their career portal.  I was a bit disappointed.  And I personally think that’s not how many job seekers (passive & active) end up getting their jobs.

I also thought this was a great way to illustrate how recruiting has always been social.  That’s my experience.  Social media is just a new tool in the recruiter’s and job seeker’s arsenals to reach out as the telephone, email, fax machine and networking have been in the past.

What do you think?  Am I from Mars?

Okay all you digital nomads.  Today’s query is for you.

I’m sitting in a hotel restaurant using my reasonably priced Boingo internet hook up.  And I’m eating breakfast.  I live two blocks away, but was bored working from home…so I’ve come to be amongst people.

I love being a digital nomad…but I wonder the real cost.  Because you see I can’t go into a Starbucks, McDonald’s, a bookstore cafe, wifi cafe and not order something.  I feel like the cost of me taking up space is a hot chocolate or french fries or a cupcake.  So this wifi access that seems reasonably priced…actually costs a bit more every month.  In dollars and workout time

Is it just me?  Can you sit at a place where you may even pay for internet, but not purchase an item directly from the store/cafe?

Happy Labor Day weekend.  If you are like many Americans you will be heading to a bbq or beach this weekend.  On the way there you will probably sit in a lot of traffic (especially today and Monday).  You will find yourself far from alone on the beaches and as you shop for your bbq groceries you will face crowded stores.

Why?  Because corporate America still insists on thinking like they did when Labor Day was first celebrated back in 1882…which was a time when many American workers toiled in factories for long hours in poor working conditions.  Our surroundings and working conditions certainly have improved but the way we work is still being dictated by others…without much forethought for what is best for workers.

Think about it.  Someone has decided we need to work on M-F from roughly 9-5 and that holidays should occur on Mondays.  And we all should go along with it.  What if we didn’t?  What if we worked as needed, met our deadlines with quality work and skipped the crowds?  Less rush hour, alarm clocks only necessary if you have meetings to attend to, if you are a night person work then, a day person work then.

I know this seems crazy to many of you, but some of us do it already.  More than 30% of the workforce are independent workers.  A number that has been growing 7X faster than traditional corporate employees since 2002.  I worked in TV for many years.  I never worked the same hours each day or each week.  My schedule was based on the work I needed to do and I almost never faced a rush hour or went on vacation with throngs of people, I worked traditional holidays and received comp. days for working them…so my holidays came when you all were in the office and I had the beach and roads to myself.

This post was inspired by a tweet:  “JanetAHutton - @leanneclc Instead of “Labor Day” – Labor “Way” – in the way we work celebrating open flexible work.”  And I thank Janet.  I hadn’t thought of it formally but it is the way I live my life: I take my little one out of school rather than vacation during traditional vacation weeks,  my husband and I celebrate “Valentine’s Day” on any day after Feb. 14th so we don’t have to pay an artificially high price for flowers, dinner or anything else and I love working traditional holidays…when I worked in an office it took me about half as long to get all my work done that day.

This may be one more generational shift happening in the work world.    X and Y aren’t going to do things “the way we’ve always done them.”  We’re going to think it through and do what makes sense for us as individuals.  That’s right, what’s right for “us”  as individuals, not what’s right for the corporation because they say so!  And this may be another reason why I’ve seen articles like this one asking if HR is fatally flawed.  And yes, I think it is…but not because it can be outsourced…because it is not “listening” to what is happening in the work world and changing with it.  Instead it is still thinking about traditional Labor Day-type practices and many of us are no longer interested in that.

HR – what do you think about changing the way we work?

Workers – Would you prefer to work traditionally or do you go for a less traditional approach?

This weekend is father’s day and it’s nice to see Dads and workplace flexibility getting some ink already.  My question this week is how important is workplace flexibility to the Dads?  Please feel free to weigh in even if your kids are fully grown or if you haven’t decided whether or not you are going to have kids, yet.  Also, women feel free to weigh in for your husbands/partners/kids’ Dads.

As for my husband, I know having the flexibility to pursue a challenging career while also having his employer understand that time for our little one is extremely important to him is a must.  And not just for him but also for many of his colleagues.  They schedule playdates together, they compare notes about what’s going on with their little ones and they can’t imagine spending father’s day anywhere but fully engaged with the kids.   And unlike this father, they also understand that raising children is not something for their wives to do, but something for both parents to be part of – weekdays, weekends, all the time.

So if parenting is going to be the responsibility of all, then workplaces need to be more flexible for all.  Dads, do you agree?  Moms what do you think?  And how about all of you who aren’t parents…do you think parents get more flexibility at work or do you believe flex is available for all?

A gift card to your favorite coffee/iced coffee location will be given out to one of you who give your opinion here, or on CLC’s facebook page or on twitter by tweeting to @leanneclc.

Congratulations to my friend Stephanie for winning last week. She schooled me on the correct word to use for “coffee klatch” and commented on the weighty topic of donuts.  My thoughts are with her and her family this week as they continue to need workplace flexibility and lots of coffee while dealing with the health issues that arise as our parents age and we find ourselves in “The Middle Place.”

I’ve had a pretty heavy week and I just didn’t have a serious question in me this week.  So did you partake in National Donut Day on Friday? And if so, which chain or non-chain did you choose?  And finally did you know bringing donuts to an interview at one company may be a deal breaker?

I did not partake.  I have nothing against donuts I was just busy with other things.  I’ve celebrated my love of donuts on many days in the past and will again in the future.  I don’t need a special day to do so…I’m a fan from way back…in moderation of course.  Also for the record, I’m a Dunkin’ Donuts gal…maybe it’s because my home town is also the company’s HQ and where Dunkin’ Donuts University is – really!

It also appears that I would not have actually been able to partake in any promotion for that day as well, as I don’t drink coffee – cold caffeine is my drug of choice.  So I’ll be happy to head to Dunkin’ Donuts and fork over my .89 for a chocolate glazed  (or maybe even a chocolate coconut, or if I’m feeling truly indulgent a chocolate butternut) next week.

Also, “thank you” is inadequate for all the wonderful feedback and wishes regarding my last post.  I was resistant to starting this blog and I was wrong in so many ways…it is clearly one of the best things I have done professionally and personally.  While it is a lot of work what I get back is so very worth it.

Matt Grawitch – you win coffee again for your response to last week’s question – congrats on 2 weeks in a row…your super-sized Starbucks card is finally in the mail.

If you’d like to give your opinion on donuts, you can answer here, or on CLC’s facebook page or on twitter by sending a message to @leanneclc.

One participant will be chosen at random to win a coffee gift card for KrispyKreme or Dunkin’ Donuts or your favorite donut place provided it sells gift cards online or over the phone. Or if you’d like to save the calories and get coffee, Starbucks cards are easy to come by.

Enjoy the donuts and the conversation!

Apparently June 2nd is the 5th annual “Leave the Office Earlier” day. Leave it to me to learn about this “holiday” when I own my own business, instead of the 4 previous years when I worked in an office for someone else.

I understand the premise and I know that Americans have struggled with working long hours for years…but I really think making work be about watching the clock is very counter productive.  Don’t we want to get away from watching the clock?  Don’t we want to be appreciated for doing a good job regardless of the amount of time it takes us (hopefully less…but sometimes deservedly, more.)

I know what you’re thinking…what about industries like retail and manufacturing where everything is based on the clock.  Or how about those tried and true clock watchers lawyers, consultants and agencies who have to account for every 10 minutes of their time and charge it to a client.  Perhaps this day is specifically geared to them.

Perhaps, but that’s not what the press release says.  And as for hourly industries not being able to be flexible, Corporate Voices for Working Families would disagree.  In a study released recently, it was found that hourly workers benefit from more flexibility at work as well as their salaried co-horts.

So what do you think?   Should there be a “leave the office earlier” day each year?  And if there is will you and your workplace participate?

Congrats to Doc Grawitch who answered last week’s question on twitter and won a coffe gift card.   If you’d like a chance to win simply answer this question here, or reply @leanneclc on twitter or posting on the Career Life Connection facebook fan page.  Good luck!