new hires

10 Warning Signs Your New Boss May Be a Bad Boss

Paul Michael — Tue, 28 Mar 2017 09:00:11 +0000

A new boss can be a blessing or a curse. On the one hand, you could be in dire need of great leadership, and a new hire could turn everything around. But, this boss could also take you out of the frying pan and into the fire. Here are 10 clear warning signs that your new boss could be trouble. (See also: The 9 Types of Horrible Bosses)

1. A resume filled with job hopping

Before the potential new boss even walks into the interview room, there can be a huge red flag glaring at you on their resume. Of course, if you're not involved in the interview process, you won't see it. But these days, LinkedIn can be a huge help.

If you see a lot of jobs over the course of the last decade, lasting less than two years each, this is a potential bad sign. Sometimes this behavior is easy to explain away, such as bad luck from layoffs, headhunting, or ladder climbing. However, it can often be down to attitude and ability. Someone with five or six different companies on their resume in the space of a decade must explain why. If they say it was always due to poor working conditions, bad coworkers, or a toxic corporate environment, you could be in for a bumpy ride.

2. A bone-crushing handshake

Men are more likely to exhibit this behavior than women, but it applies across the board. A handshake should be firm, brief, and forgettable. If it's too limp, and clammy, that comes with its own issues. But the boss who shakes hands with a vice-like grip is telling you a lot without saying a word. This is meant to intimidate, showing dominance and superiority. In fact, some people say that this kind of handshake borders on physical assault. If the new boss shakes your hand and you need a painkiller afterward, you're dealing with someone who is way beyond alpha dog. (See also: 10 Body Language Mistakes That Sabotage Most Interviews)

3. They constantly steer the conversation back to themselves

There's a word for this — narcissism. The new boss may do everything in their power to hide it, but this kind of vanity finds a way to ooze to the surface.

At first, it's harmless, if not annoying. You mention your kids, and the next thing you know, you're listening to a half-hour diatribe on how awesome your new boss is as a parent. But, this behavior can soon deteriorate into stealing credit for work you have done. It's not that they think they are stealing anything, by the way. They simply believe that they are the center of attention, and everything good that happens in the company has to be because of them. Be warned — this kind of boss will suck your successes like a leech.

4. You can never get a definitive answer on anything

If you're faced with this kind of boss, you've got trouble. There are several reasons why they will avoid answering your questions, and none of them are good. First, they simply don't know the answers. There's nothing inherently wrong with that at first, this is a new environment and it takes time to learn. But a boss that will not admit to it has an ego problem. Second, they don't want to answer you honestly, and that means they're playing politics. Third, they are unsure of the parameters of the project, and want you to figure it out and potentially take the blame should it all go wrong. If you cannot get clear answers, you're being given a clear red flag.

5. They are way too nice

There's nice. There's "I'm new here, I'm trying" nice. And then there's "I'm way too friendly all the time and I'm hiding something" nice. The first two, no problem; especially the second, when the boss laughs at a bad joke you tell, or chipperly asks if anyone needs coffee. Those niceties fade after the first few weeks. It's the over-friendly boss you have to worry about.

These are the bosses who will smile, praise you constantly to your face, and act like your best friend. Meanwhile, they're berating you to upper management, and are sharpening the knives before they stab you in the back. An example of this comes from the Kevin Spacey movie "Swimming With Sharks." When he is first introduced to the new employee, he's the model of awesomeness. It doesn't take long for him to turn into the boss from hell.

6. Way too stressed, way too soon

Stress is common in the average workplace, and that can understandably escalate when first starting a new position. However, there is a big difference between anxiety brought on by obviously stressful situations, and falling to pieces over the smallest dilemmas. If your new boss is calling emergency meetings every hour, or pacing the floors biting his or her nails, you've got a worrywart on your hands. They will escalate every situation way beyond the usual level of importance, and will in turn make your life a living hell. You'll be jumping to attention for the most pedestrian of tasks, and will have to talk your new boss off the ledge (hopefully just a metaphorical one) on a weekly basis. Good luck with this one.

7. They are micromanaging from the get-go

A good boss knows when to step in, and when to let the employees do their jobs. When a new boss starts, they will want to get to know what you do, and how you do it. But they should be relying on you to do your job without their assistance.

If the new boss wants to be hands-on, and asks for daily (or even hourly) updates, you're dealing with a potential micromanager. These bosses create a bottleneck, with everything in the department having to go through them before it can proceed. It makes for a slow, painful workday, and they usually don't do the job as well as the individual employees. Autonomy is essential for a business to function efficiently, and micromanaging kills that process.

8. They berate their old company and the staff

When someone starts talking trash about his or her current job in an interview, be afraid. Be very afraid. While it is OK to have issues with the company, the issues should be discussed professionally, and with respect; and only if the subject is raised by the interviewer. If the trash-talking session comes without being prompted, and turns into a blame game, you've got a problem. This kind of boss will not be one to take responsibility for their actions, and is looking everywhere else for the cause of problems. And remember — if it's so easy for them to rebuke their current employer, how quickly will you become the subject of scorn?

9. They are inappropriate

After a month or two on the job, when the new boss is comfortable with the crew, you can expect a little relaxation and occasional off-color comment. But during the interview, and the first few weeks of employment, the new boss should be a model of professionalism. If they are spouting foul language and telling offensive jokes, imagine how bad things are going to get when they settle in? (See also: 10 Things You Should Never Say to Your Boss)

10. You just know it the second you meet

You can't quite put your finger on it, but the new boss just doesn't seem like a good fit. Maybe it's the way they conduct themselves, or walk around the office. Perhaps it's a turn of phrase they use, or an unusual glance in your direction. It could simply be that you cannot put your finger on it, but your gut is telling you this will not work.

Do not ignore these feelings. Your lizard brain is there for a reason, and it's telling you there is something wrong. Hopefully, it's a gut reaction that turns out to be incorrect. However, most of the time, people know in the first few minutes that this will be toxic. It's now up to you to do the best you can to deal with it, and hope that the new boss is not your manager for very long.

This article is from Paul Michael of Wise Bread, an award-winning personal finance and credit card comparison website. Read more great articles from Wise Bread:

15 Questions You Should Always Ask at the End of a Job Interview

Paul Michael — Tue, 07 Feb 2017 11:00:09 +0000

There are two important moments that occur in every job interview — the first impression, and the last. The first impression is about instantly portraying a positive image of yourself to the interviewer. You want to be confident, personable, and eager to talk. By the time the interview is over, you will have relaxed, and will hopefully have a rapport with the other person. This is the time to hit them with some questions that can be enlightening, and leave things on a lasting, positive end note.

1. "Why Is the Person I am Replacing Leaving the Company?"

This question can be considered quite assertive, but it's definitely fair game. If you are filling the shoes of someone else, you want to know why they are leaving. Maybe they got a promotion. Perhaps they were headhunted. Or, they may have hated the job, the people, and the hours so much, they quit. The interviewer may not be as open to answering this if it's the latter, but the reaction on their face, and any hesitation in answering, can speak volumes.

2. "What Would a Current Employee Say About This Position?"

You could always ask them directly (and that's not a bad idea at all… reach out on sites like LinkedIn and Facebook). But in this situation, you can find out how the interviewer reacts to that question. A grimace or raised eyebrows gives away the probability that although the interviewer has talked a good game, the job may not be all it's cracked up to be.

3. "What's the Corporate Culture Like Here?

Is this an environment of backstabbing and name-calling? Do you have to really flatter egos and go the extra mile to get a promotion or a raise? Will your political leanings be looked upon unfavorably? (Some people have been let go due to Facebook and Twitter posts.) Is the atmosphere relaxed, or uptight? You need to know before you sign.

4. "What are the Main Challenges That the Company, and My Department, Are Facing Right Now?

This is a doozy after rounds of questions from the interviewer. You are showing an interest in the issues that you will want to help solve, and you can also gauge the reaction of the person sitting opposite of you. Hopefully, they will be open, honest, and engage in the answer. If they can't think of any, you may want to run and hide. Every company has issues…denying their existence is a red flag of an oppressive corporate culture.

5. "If I Get the Job, What Will Be My First Major Assignment or Goal?"

This shows your eagerness to dive into the role, and gives you fair warning of what your first few weeks, or months, on the job will look like. It may also be a red flag for you that you're about to bite off way more than you can chew, or that the company doesn't entirely understand the role for which you're being hired.

6. "What Qualities Does Your Ideal Candidate Possess?"

Basically — am I the person you had in mind? Of course, you don't ever want to come out and say that. By asking it this way, you can weigh up your own strengths and weaknesses and get a good temperature reading on your chances of success. Oh, and if he or she says, "Actually, you have them all" then you're probably a shoo-in for the job.

7. "What Does Success Look Like for My Particular Role?"

This will vary drastically depending on the company, and the job itself. For some jobs, success comes directly from sales results or hitting hard financial goals. In other jobs, success is based more on your creative output, or how you help raise the company profile. Get to know the parameters for success, so you can meet them and move upward.

8. "Name One Thing You Like, and Don't Like, About Working Here."

The first part of this question is easy. It's a softball to set the interviewer up for the real question: What's not so good about life at your company? They may well be reluctant to answer. They could say something trite, like "Sometimes the people are too nice." But hopefully, you'll get an honest answer. The hours can be long. The work is very challenging. This will give you more meat to contemplate the role you will be filling.

9. "Which of Your Competitors Do You Look Up to, and Why?"

Make no mistake, every company should be looking at their rivals. If you're Pepsi, you take note of everything Coke is doing. If you're Avis, you look at Hertz. How the interviewer answers gives you a good indication of their competitive spirit, and what they are doing to either stay on top, or become a bigger player. There's nothing wrong with admiring a rival; if the interviewer doesn't think anyone is worth his or her respect, this could reflect a narcissistic company culture.

10. "What Are the Opportunities for Growth and Training in This Role?"

Does the company offer help with expenses for further education? Can you expect to climb the ladder quickly, if you meet and exceed your duties? Is the job a dead end, with few chances of advancement? Find out now, before you say yes to a role that could be career suicide.

11. "Is There Anything You Haven't Told Me About the Job That I Should Know?"

This one catches a lot of interviewers off-guard. Many will "um" and "ah" and come back with "Not that I'm aware of." But it's worth asking, because sometimes you get an insight or confession that would not have been presented unless you probed in this manner.

12. "Does the Company Have a History of Layoffs and/or High Turnover?"

You may be able to get some of this information from sites like LinkedIn and Glassdoor, or by Googling articles on the company. But many times, this kind of information is just not out there. You might get stonewalled here, but you could also get an honest answer. Yes, the company does lay off people for certain reasons, and yes, the turnover is high because many people cannot handle the pace, or the hours.

13. "Is There Anything About My Resume or Experience That Causes Concern?"

Find out what your weaknesses are now, and change the interviewer's opinion if you can. Perhaps they don't see a certain skill listed. You can reply that you are taking courses on that and will be up to speed in weeks. This is your chance to remove doubt from the interviewer's mind, and it also makes you look humble and eager to improve.

14. "Why Did You Decide to Work Here?"

This is a more cunning way of asking about the pros (and maybe cons) of working at the company. It prompts the interviewer to bring in personal experience, and may give you some unique insights into the job, the company, and the competitive landscape.

15. "When Can I Expect to Hear Back From You?"

Finally, you should set expectations for yourself on when you will hear from the company, good or bad, about the position. If the interview process is in its infancy, and there are many candidates to consider, it could take weeks for a decision to be made. On the other hand, you could get a call within a few days. It's important to know this so that you do not harass the recruiter too early. It also gives you a timeline for sending a follow up card or email.

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This article is from Paul Michael of Wise Bread, an award-winning personal finance and credit card comparison website. Read more great articles from Wise Bread:

5 Interview Questions Every Small Business Owner Should Ask

James Clear — Sun, 04 Sep 2011 20:51:05 +0000

Link:

http://www.openforum.com/articles/5-interview-questions-every-small-business-own...

Hiring is one of the most important and critical tasks for any small business owner. After all, your business is only as good as your people.

But how do you know who the good people are? And how do you determine which candidates will perform to your expectations? Anyone can put on a good show for a few hours during an interview. What you want are people who will still be good in a few months.

Nothing is certain, of course, but the five questions below will help you see deeper into the candidate's mind and make the decision that is best for your business.

1. Give an example of a time when you had to make a quick decision.

Small businesses are, by definition, small. That means that everyone has to share the responsibility. You need employees who can take initiative when necessary and make a decision when it needs to be made. This question forces candidates to demonstrate that they have had to deal with these make-a-call-and-make-it-now circumstances.

2. Give an example of a time when you exceeded expectations.

This question gives the candidate a chance to brag about their accomplishments, but the real value can be found in analyzing their approach and thought processes.

Some candidates exceed expectations because little is expected of them in the first place. Others exceed expectations because they understand the root causes of a problem and the nature of the circumstances ... and then they take action based on those understandings.

You'll know if you’ve found the latter based on how the candidate describes the problems faced and their approach to the situation.

3. Convince me that you can adapt to a wide range of people, situations and environments.

The goal of this question is two-fold.

First, employees that can adapt to a variety of circumstances are crucial in a small business environment. At some point, it's very likely that they will be asked to do something that is outside their normal job description. Employees have to be OK with that and capable of handling such a change.

Additionally, you are asking them to convince you of something. This will give you an insight into how persuasive the candidate can be. Persuasion is critical in small business. In many situations, you are competing against businesses with more money, more resources, and more contacts. If you can't be persuasive, then you will lose.

4. What have you done that demonstrates initiative and willingness to work?

In all likelihood, your employees will be trained on-the-job. It is important to hire individuals that take action and aren't afraid to get into the thick of things. There are few rotational leadership programs or well-organized training courses in small business. Employees need to be ready to jump in and willing to work through the sticking points when they come along.

Moreover, running a successful small business is all about trust. You need employees that you can depend on and believe in, even when you aren't around. If you fill your office with individuals that are self-motivated and take action, then you can be sure that business is moving forward.

5. Why should we hire you?

In a small business environment, candidates will have to prove themselves over and over again. Give them a chance to prove themselves right away!

This question is the perfect way to open things up and allow the candidate to show you what they bring to the table. It's also an opportunity for them to display talents that you might not have thought to ask about during the interview.

Sometimes the most compelling qualities are hidden within our stories. A good hiring manager can pull those stories out as the conversation progresses and this question helps to accomplish that.

This article is from James Clear of Wise Bread, an award-winning personal finance and credit card comparison website. Read more great articles from Wise Bread:

Countering: What To Consider Before An Employee Gets Another Offer

Thursday Bram — Wed, 31 Aug 2011 23:27:23 +0000

Link:

http://www.openforum.com/articles/countering-what-to-consider-before-an-employee...

If you have any truly great employees on your staff, there will come a day when one of them comes in and tells you that she’s received a better offer. But that doesn’t mean you’ve already lost one of your stars. While an employee may be coming in with the intent to give notice, she’ll certainly listen to an offer to match whatever makes that new job so great.

That means the next move is yours and you may not have a lot of time to make it. You can ask for a little time to see if you can put together a decent counter-offer, but most of the time, your employees will want to be able to give notice and accept the new gig as soon as possible. You need to know what moves you’re willing to make before the topic ever comes up in discussion.

Do You Even Want to Make a Counter-Offer?

For many of us, the immediate reaction is definitely “yes” because of the expense and hassle of a change up. You’ll have to find a replacement and train him – and you may be shorthanded in the meanwhile.

But unless an employee really is something special, the price of keeping him may actually be too much. Hiring and training a new hire is a one-time expense while a raise gets more expensive over time. Worse, an employee that has gotten a counter-offer once may use an on-going job hunt as a way to guarantee regular salary increases down the line.

Weigh the actual costs – in advance – and decide whether you’re comfortable replacing a given employee or if you’d really prefer to keep her on.

Find Out Why Your Employee Went Looking

The reason one of your employees has a new job offer in hand may not be because of the money. If it’s even partly due to the work environment or a personality conflict or perceptions of company health, a raise or better benefits isn’t going to satisfy most workers for long. You may discover issues that need to be overcome to keep the rest of your staff satisfied. Those solutions may not involve pay raises or enhanced benefits. They may even help your company propser in the long run.

There’s another reason to keep truly excellent counter-offers in reserve. If you offer raises to every employee who announces they intend to leave, you’ll build a reputation among your staff as a pushover. But if you only rarely make such moves, you will reinforce the value you place on the employees who really do stand out in your company.

Decide What Your Upper Limit Is

When you consider the cost of hiring a new employee to replace someone who is leaving, it becomes critical to determine exactly how far you’re willing to go to keep even the best employees around. Putting a dollar amount in writing long before it becomes a question means that you’ll be better equipped in a negotiation. And make no mistake: a counter-offer can be a situation that requires great negotiation skills.

When you have an upper limit in place, you have more certainty during negotiation, and you’ll be better equipped to recognize fair outcomes.

Everything Needs to Be In Writing

Once you know what move you want to make, it’s important to put it in writing.

If an employee comes to you and you need to make a counter-offer quickly, it may not seem necessary to write down what you have in mind. Just the same, ask for the fifteen minutes necessary to write up your thoughts. It doesn’t take much time and it will keep negotiations manageable and impress upon your employees that there is a policy in place.

This article is from Thursday Bram of Wise Bread, an award-winning personal finance and credit card comparison website. Read more great articles from Wise Bread: