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<p>The truth is, <a href="https://successcom.wpenginepowered.com/saving-for-college-2024/">college costs</a> are out of control. The days of being able to pay for school with a part-time job and a little hard work are long behind us.&nbsp;</p>



<p>For instance, when I first attended the University of Kansas in 2011, my tuition was <a href="https://data.kansasregents.gov/public_doc/reports/databook/Section%20II/db_23_2011.pdf" target="_blank" rel="noreferrer noopener">over $8,000</a>. If I were to enroll this fall? It would cost a whopping <a href="https://financialaid.ku.edu/estimated-cost-attendance" target="_blank" rel="noreferrer noopener">$11,236</a> for tuition alone. (That doesn’t include other costs like textbooks, meal plans or living arrangements.) It’s no wonder that <a href="https://www.cnbc.com/2025/03/17/average-student-debt-balance-in-every-state.html#:~:text=Nearly%2043%20million%20Americans%20owe,to%20Department%20of%20Education%20data." target="_blank" rel="noreferrer noopener">nearly 43 million Americans</a> currently owe a collective $1.6 trillion in <a href="https://successcom.wpenginepowered.com/student-loan-repayment-tips/">student loan debt</a>.</p>



<p>While there are systematic changes needed to fully address the ever-increasing costs, that doesn’t mean that there aren’t things students and parents can do to <a href="https://successcom.wpenginepowered.com/how-to-finance-higher-education-on-a-budget/">help ease the burden</a>. Scholarships are an often-untapped way to help pay what you can upfront and avoid the high interest rates of loans later on. Scholarships are considered gifts, and unlike loans, are not paid back.&nbsp;</p>



<p>As someone who managed to pay for the majority of their college education with scholarships, I became an accidental expert on this often-confusing process. I spent a year and a half applying to as many scholarships as I could (more than 100!), and by the time I graduated high school, I had accumulated more scholarships than any other student in my graduating class. Here’s what I learned.&nbsp;</p>







<h1 class="wp-block-heading" id="h-when-to-start-looking-for-scholarships">When to start looking for scholarships</h1>



<p><strong>Fall to early spring</strong>: A lot of scholarships have award ceremonies that coincide with graduations and other end-of-year celebrations, so the decisions must be made before this. There are some scholarships with application deadlines that occur over the summer between junior and senior year, but they aren’t as common in my experience.&nbsp;</p>



<p><strong>Junior/Senior year of high school: </strong>While<strong> </strong>there are scholarships available that apply to any student, incoming college freshmen are especially encouraged to apply. This means you should be applying during your junior and senior year of high school to maximize your options.&nbsp;</p>



<h1 class="wp-block-heading" id="h-where-to-find-scholarships">Where to find scholarships</h1>



<p>When looking for scholarships, start with the <a href="https://studentaid.gov/understand-aid/types/scholarships" target="_blank" rel="noreferrer noopener">Federal Student Aid’s resources</a>, reach out to the financial aid office of the schools where you applied, and talk to your high school counselor. These avenues will help you identify any obvious or well-known scholarships that you’re qualified for.&nbsp;</p>



<h2 class="wp-block-heading" id="h-check-your-local-community">Check your local community</h2>



<p>Some towns, cities, counties and states will have scholarships set aside specifically for applicants who live there. They can usually be found by searching the websites for the local government. School boards, school districts, board of regents and more can also offer their own scholarships.&nbsp;</p>



<p>If you or your family are a part of any clubs, volunteer organizations, religious groups, sports or other community-based activities, there’s a good chance there are scholarships specific to members of these groups.&nbsp;</p>



<h2 class="wp-block-heading" id="h-look-for-identity-based-scholarships">Look for identity-based scholarships</h2>



<p>Some scholarships are created specifically to provide opportunities to those who have historically had greater barriers to attending a university.&nbsp;</p>



<p>For example, some are set aside for those with marginalized identities (such as women, LGBTQ+, people of color, disabled or neurodiverse people, etc). Others are held for nontraditional students and those who are the first to attend college within their family.&nbsp;&nbsp;</p>



<h2 class="wp-block-heading" id="h-scholarships-based-on-profession-or-major">Scholarships based on profession or major</h2>



<p>Some scholarships are provided to help encourage students to pursue specific career paths (for instance, for technology, teaching or journalism). If you’re anything like me, this might feel like a lot of pressure. After all, what if you change your mind?&nbsp;</p>



<p>The good news is, many of these scholarships are awarded with the knowledge that there’s a distinct possibility recipients may change their course of study. Many students change their major once they’re attending college, and it’s not ungrateful to do so even with a major or profession-based scholarship. Just be sure that you’re serious about the course of study to begin with, and make sure to double check you won’t lose your scholarship if you do decide to switch.&nbsp;&nbsp;</p>



<h2 class="wp-block-heading" id="h-scholarship-websites">Scholarship websites</h2>



<p>There are a ton of resources online for scholarships these days, so it can be overwhelming to know where to start looking. There are plenty of free resources available, so don’t feel like you need to pay for any premium services. Be sure to vet a site thoroughly before providing any personal information, and as with most things on the internet, if it sounds too good to be true, it probably is.&nbsp;&nbsp;</p>



<p>The <a href="https://www.careeronestop.org/toolkit/training/find-scholarships.aspx?curPage=1&amp;awardTypefilter=Scholarship" target="_blank" rel="noreferrer noopener">U.S. Department of Labor</a> and <a href="https://bigfuture.collegeboard.org/scholarship-search" target="_blank" rel="noreferrer noopener">College Board</a> are both good places to start. You can also find a lot of <a href="https://www.usnews.com/education/best-colleges/articles/websites-to-kick-off-your-scholarship-search" target="_blank" rel="noreferrer noopener">lists</a> of other databases to keep your momentum going. </p>



<h1 class="wp-block-heading" id="h-your-time-is-finite-make-it-count">Your time is finite—make it count</h1>



<p>During my junior year of high school, my mother made me a binder full of every scholarship she came across that I might be vaguely qualified for. She organized the whole thing by due date and left it sitting on my desk to go through between activities. It was immensely helpful, but also served as a visual reminder that no matter how hard or long I worked on applications, I’d never be able to apply to everything.&nbsp;</p>



<p>Your time matters, and the end of high school can be incredibly busy already. It’s vital to prioritize which scholarships you apply for and ensure they’re worth the minutes (or hours) you spend doing so.&nbsp;</p>



<p>When picking which scholarships are most worth your time, consider these three factors:&nbsp;</p>



<ol class="wp-block-list">
<li>How much time does it take to apply?&nbsp;</li>



<li>How many applicants are they likely to get?&nbsp;</li>



<li>How much money would you get if you won?&nbsp;</li>
</ol>



<p>It might feel intuitive to apply for only the biggest scholarship prizes, but the reality is, those will also be the most competitive. Despite my months of practice applying—and even getting close a few times by becoming a finalist in the running for certain scholarships—I never won any truly lucrative scholarships. Instead, I paid for school with a broader collection of smaller scholarships.&nbsp;</p>



<p>Remember, even if you don’t manage to secure enough scholarships to cover your college tuition and expenses entirely, every scholarship you get means paying back that much less in student loans later on.&nbsp;</p>



<p class="has-small-font-size"><em>Photo by PeopleImages.com - Yuri A/Shutterstock</em></p>

I applied to over 100 scholarships and graduated debt-free. Here’s how I found them, prioritized my time and made each application count.

I applied to over 100 scholarships and graduated debt-free. Here’s how I found them, prioritized my time and made each application count. | SUCCESS

I Graduated College Debt-Free Thanks to Scholarships—Here’s How I Did It

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How I Graduated College Debt-Free With Scholarships | SUCCESS

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Anna Wenner is a freelance writer based in the Kansas City Metro. Her work has appeared in The New York Times’ Wirecutter, USA Today, Lovepop, AARP, and more.

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Anna Wenner

Personal Development

Personal Development Archives

Personal Development | SUCCESS | What Achievers Read

<p>Now that everyone carries a camera in their pocket, it can feel like we’re all expected to excel at photography. However, like any art form, taking a good photo isn’t as easy as clicking a button.</p>







<p>In an ideal world, a business would have a professional on hand to perfectly capture images for their website and <a href="https://successcom.wpenginepowered.com/social-media-for-professional-growth/">social media</a>. The reality is this isn’t always feasible. New and smaller businesses tend to have limited staff, and there might not be <a href="https://successcom.wpenginepowered.com/budget-templates/">budget</a> for getting help.</p>



<p>That doesn’t mean your photos can’t still look great.</p>



<p>We spoke to three photographers and marketing experts and pulled together their favorite tips and tricks to for beautiful photos that anyone can take.</p>



<h1 class="wp-block-heading" id="h-1-strive-for-authenticity-not-perfection"><strong>1. Strive for authenticity, not perfection.</strong></h1>



<p>Between overly staged brand photos and the flood of AI-generated content, customers are more interested than ever in finding businesses with a human touch.</p>



<p>Public relations expert <a href="https://www.interdependence.com/about-us/" target="_blank" rel="noreferrer noopener">Sarah Schmidt</a>’s favorite advice for her clients is, “Polished looks like a billboard—real looks like a recommendation…. Authentic content converts.”</p>



<p>Basically, your goal should be to help a potential customer imagine themselves as part of your brand. Just like real life, it shouldn’t feel perfect and sterile, but like a lived-in space that feels like home.</p>



<h1 class="wp-block-heading" id="h-2-lighting-is-everything"><strong>2. Lighting is everything.</strong></h1>



<p>Good lighting can produce a photo that’s sharp, easy to see and high quality. Bad lighting can cause blurry or grainy photos that are downright unusable.</p>



<h2 class="wp-block-heading" id="h-utilize-sunlight"><strong>Utilize sunlight</strong></h2>



<p>Natural light is the easiest, cheapest and best light to use for most photos, particularly for those newer to photography.&nbsp;</p>



<p><strong>Take it outside: </strong>If you can shoot outside, perfect. Do that. You’ll always get the most light that way. Shooting in the shade or on overcast days can help you avoid harsh shadows and glares.</p>



<p><strong>Use windows: </strong>When you can’t shoot outside, windows are your next best bet. Pick a time of day where you’ll get the most sunlight without harsh sunbeams. (North-facing windows are great for this.) When you truly can’t avoid harsh lighting, use a white poster board or put foil over a piece of cardboard to reflect the light back toward your subject.&nbsp;</p>



<h2 class="wp-block-heading" id="h-give-your-light-some-help"><strong>Give Your Light Some Help</strong></h2>



<p>Sometimes, sunlight won’t be enough on its own (or simply isn’t an option). Fortunately, there are some easy, cost-effective ways to add light.</p>



<p><strong>Buy a cheap light</strong>: If you’re regularly running into this problem, a $15 to $30 light might be worth the purchase. Check out a <a href="https://www.amazon.com/ULANZI-Photography-Rechargeable-2500-9000K-Attraction/dp/B0CM69GJYV/ref=sr_1_1_sspa?dib=eyJ2IjoiMSJ9._CHIlrRvfnsNQgAxG3MC5ReCnKnf2tPzr7336_UXq8EgiYvOl1T9bTE-ipNl8R68-ZmEbl80UuNnntixNB7e7BBw9RqmW-A5qzIjy2zIxQiMvhJPTNWHfBTfuxq299d7SGtBsgaWMTRdXpi7jZIF9A5b5MWZC20xU9BKCBNrfSKi8p4tVfOfQfx-vEI-WDDiozJlWUTLRW0Tb5q22RK5V5-Hv_I08tezVhFBSC3Fyfk.7Ckfaczbbqrh7O9IB4BhKG4yBjt7H26U_GCwgL60fT8&amp;dib_tag=se&amp;keywords=portable%2Bphotography%2Blight&amp;qid=1745421860&amp;sr=8-1-spons&amp;sp_csd=d2lkZ2V0TmFtZT1zcF9hdGY&amp;th=1" target="_blank" rel="noreferrer noopener">small portable light</a> or a <a href="https://www.amazon.com/Extendable-Sensyne-YouTube-Compatible-Phones/dp/B08B3X7NXC/ref=sr_1_1?crid=20F8UE9R6QWLX&amp;dib=eyJ2IjoiMSJ9.qVoi94_wXm84WQhCg0S75wHc7Ugd3hHydsza-udugrwfela26YOXsxCeKfkDHZAqnPOVfyI4AZpGkN6DVdKyQobMXOaqAp3qOYm1vXTYD_GSya9jktWmE1sICVREcm3hUYznQVhNhlfxczEu3NegUAOwydz2DXPKhJDEw_qsBt0HK2clFKzlgu4dT4oD16n2ARJrSzk_8E7Zb5dp0v4xdnBqyYCep8EtYJB6YtlNNXw.36F5Z1SMs1v25nZ8EFw9HreLk-KUhktM_txYPtwxjuU&amp;dib_tag=se&amp;keywords=ring+light&amp;qid=1746029639&amp;sprefix=ring+ligh%2Caps%2C163&amp;sr=8-1" target="_blank" rel="noreferrer noopener">ring light</a>. <a href="https://www.amazon.com/PULUZ-Shooting-Portable-Photography-Backgrounds/dp/B08RS75LVQ/ref=sr_1_1_sspa?crid=3JMFHZEPJQMKP&amp;dib=eyJ2IjoiMSJ9.TfE1P5XudkRIrnpH7aIvJQXPkN8zr_lXUQ-cfcFGyeg4p2GEvuzMoaSnx4kVdPb9qJKPSkeBVLgNV-pY_n4v3AL07396lSpd0h6b3ZBQAbzZDSfbuB8ntuHyCbdDF-OL94oD49qx_OsdqdD4Pp0odVUwwVbGvlKEzjFynD8CArdAZjhS3noVOidOvjiADnQgb8ERN3syeIhde_6-g9CkH3FJs-_f9EabYjHN9p77IMs.A3lPlUTyzhG9RvlAxL-c-HXRxLFaUA98mJuJ_ut5-DI&amp;dib_tag=se&amp;keywords=product%2Bphotography%2Blight%2Bbox&amp;qid=1745422009&amp;sprefix=product%2Bphotography%2Blight%2Bbo%2Caps%2C141&amp;sr=8-1-spons&amp;sp_csd=d2lkZ2V0TmFtZT1zcF9hdGY&amp;th=1" target="_blank" rel="noreferrer noopener">Light boxes</a> can also be a huge help with small subjects.</p>



<p><strong>Create your own diffused light: </strong>For the cheapest fix, photographer <a href="https://www.itsjacobdunn.com" target="_blank" rel="noreferrer noopener">Jacob Dunn</a> and OH Marketing Group founder <a href="https://ohmarketinggroup.com/about-oh-marketing/" target="_blank" rel="noreferrer noopener">Tiffany O’Connell</a> suggest placing parchment paper over an existing lamp. Just be careful not to let the bulb touch the parchment paper because the heat of the bulb can burn the paper and even start a fire.</p>



<h1 class="wp-block-heading" id="h-3-clean-your-gear"><strong>3. Clean your gear.</strong></h1>



<p>It might seem obvious, but cleaning your lens can make a huge difference. Phone lenses are exposed to numerous elements, and a quick clean can help remove everything from pocket lint to oils from your skin. This doesn’t just prevent unsightly dots or smears showing up in your photos—it can actually help your lens get more light. To clean your lens, simply use a microfiber or lens cleaning cloth to gently wipe the surface.</p>



<h1 class="wp-block-heading" id="h-4-make-the-most-of-your-smartphone-s-lenses"><strong>4. Make the most of your smartphone’s lenses.</strong></h1>



<p>Each lens on your phone offers a slightly different perspective and will change the way your subject looks. For instance, front-facing “selfie” cameras are typically not as flattering as using the 1x camera on the back of your phone. The .5x lens is great for making a room look bigger but will distort a person or animal. The 2x lens can help you achieve a blurred background, but that makes it less than ideal for landscapes.</p>



<figure class="wp-block-image"><img src="https://lh7-rt.googleusercontent.com/docsz/AD_4nXeSCqqDj3TWreZhHVc-__V7noBFv5ZoQqFQh-lCnW370tFCnYhBsZSofxd5SUSjTBhiEYxiUNo8-s92WdQfhphrirJqIE_jF8V8F4VcPHSxIjCj74LbnmfKABlxgpbSeJI?key=Gz--nr0KNbX0nWl7NFRVnQzD" alt=""/></figure>



<p><em>This simple diagram shows you where to change lenses and how to “flip” from the back lens to the front lens. The screenshot was created with an iPhone 12 Pro.</em></p>



<p><strong>How to switch lenses: </strong>In your camera app, you should see numbers just above the button that you use to take the picture. These may seem like a quick way to adjust your zoom, but in reality, they’re switching which lens is in use.</p>



<p><strong>Zoom with your feet: </strong>Zooming in on an image is a way of cropping it, meaning you’re lowering the quality of the photo before you’ve ever taken it. By physically moving closer or further away, you can better benefit from the different lenses and the effects they provide.</p>



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<figure class="wp-block-image size-large"><img src="https://successcom.wpenginepowered.com/wp-content/uploads/2025/05/IMG_3794-768x1024.jpg" alt="" class="wp-image-86781"/></figure>
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<p><em>The same object photographed from roughly the same position using different lenses. From left, the .5x lens, 1x lens and 2x lens were used.&nbsp;</em></p>



<h1 class="wp-block-heading" id="h-5-the-basics-of-backgrounds"><strong>5. The basics of backgrounds</strong></h1>



<p>If you need to create a simple, cheap background, there are easy ways to do so. A poster board can work wonders for small subjects. Just tape it to the wall and floor with a bend in the middle, and voilá—you have a scrappy “infinity” background like all the pros. Blankets, tablecloths and shower curtains are great for larger subjects and can be sourced from existing items around your home.</p>



<p>For a tile or marble look, check out your local flooring store. Often, they have floor tile samples for free or cheap that you can use to create the impression of a high-end environment wherever you’re shooting.</p>



<h1 class="wp-block-heading" id="h-6-staging-like-a-pro-nbsp"><strong>6. Staging like a pro&nbsp;</strong></h1>



<p>When choosing what will be in your photo, there’s one big thing to keep in mind: What is the star of the picture? Every prop and layout should enhance the main subject and direct focus to it, not be so flashy that it distracts from it.</p>



<p>If you’re trying to show off your latest product release, keep the space around it simple and unobtrusive. If you’re aiming to show off a space as being cozy, consider adding a few “lived in” elements, like a cup of coffee. Remember that “lived in” doesn’t mean “dirty,” so be sure to clean your space thoroughly. No one wants to look at dust, greasy fingerprints or pet hair.&nbsp;</p>



<h1 class="wp-block-heading" id="h-7-pay-attention-to-orientation"><strong>7. Pay attention to orientation</strong></h1>



<p>Before you ever take a photo, consider why you need the photo and how you’d like to use it. As a general rule, if you expect it to be viewed on a phone (such as on Instagram or TikTok), go vertical, and if you expect it to be viewed on a computer (such as with a website), shoot horizontally.</p>



<p>When in doubt, shoot both ways so you’ve got what you need regardless.</p>



<p class="has-small-font-size"><strong><em>Photos by Anna Wenner</em></strong></p>

Would your business benefit from better photography? These tips and tricks from photographers will have you shooting like a pro in no time.

Now that everyone carries a camera in their pocket, it can feel like we’re all expected to excel at photography. However, like any art form, taking a good | SUCCESS

Easy Ways to Boost Your Photography Skills and Benefit Your Business

7 Tips for Taking Better Photographs for Your Business | SUCCESS

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Mother and daughter admiring peony flowers

Mother and daughter smelling flowers

<p>For as long as I can remember, there have been peonies in my life.&nbsp;</p>



<p>Not just the type of flower, mind you, but the exact same flowers. They traveled hundreds of miles and survived multiple moves.&nbsp;</p>



<p>Until writing this article, I didn’t even know why. I just knew that thanks to my family, the peonies had followed me in every place that I’d lived, like a shadow that I couldn’t quite shake.&nbsp;&nbsp;</p>







<h2 class="wp-block-heading" id="h-my-love-hate-relationship-with-peonies">My love/hate relationship with peonies</h2>



<p>The first place I remember the peonies was at my mom’s childhood home (the home of my grandmother, aunt and cousin). I helped my mother dig some of them up and plant them at our house. When we later moved to a new home with the rest of my family, the peonies went right along with us.&nbsp;</p>



<p>Every Memorial Day, we’d visit my grandmother’s parents’ graves—which have peonies planted upon them. While we were there, we dropped off flowers of our own (also peonies).</p>



<p>It’s not that I ever hated the peonies… they just weren’t my favorite. See, peonies tend to be covered with a whole lot of <a href="https://ipm.missouri.edu/MEG/2018/5/antsOnPeonies/#:~:text=It%20is%20a%20myth%20that,from%20other%20floral%2Dfeeding%20insects." target="_blank" rel="noreferrer noopener">ants</a>, and as someone who’s always preferred the “Great Indoors,” that was pretty unappealing. </p>



<p>More than that, though, I took them for granted. Just like my mother and grandmother, the peonies had always been there.&nbsp;</p>



<h2 class="wp-block-heading" id="h-a-mother-s-dying-wish">A mother’s dying wish</h2>



<p>In 2018, my mom was diagnosed with stage 4 terminal cancer. Within a month, my mom had gone through surgery and started chemo. After two months, we’d moved her, my grandmother and my aunt into new homes and sold the house where I’d grown up. Frankly, the last thing on my mind at that point was flowers.&nbsp;</p>



<p>Yet, my mother insisted we bring the peonies.&nbsp;</p>



<p>They weren’t the only flowers we saved from the old house, but they were certainly the ones I was most exasperated by. Gardening wasn’t my favorite task anyway, and between the stress and the fact it was February at the time, getting the peonies hadn’t exactly been a priority for me.&nbsp;</p>



<p>However, when your <a href="https://successcom.wpenginepowered.com/how-i-turned-weeping-into-purpose-in-moms-last-days/">terminally ill mother</a> asks you to help her dig up flowers, you dig up flowers.&nbsp;</p>



<p>Though we did transport the peonies to the new house, they never made it into the ground. In the chaos of everything, we left them in a bucket with no water or dirt for months. We kept meaning to plant them, but never had the time or energy.&nbsp;</p>



<p>Not too surprisingly, the peonies died.&nbsp;</p>



<p>Though my mom never said so, I always suspected that she was a little sad that the peonies hadn’t made it. I tried to be understanding, but honestly, I was just relieved to have one less thing on the to-do list. I figured we could always get new peonies eventually.&nbsp;</p>



<p>Then, my mom died, too, and it didn’t really matter anymore.&nbsp;</p>



<h2 class="wp-block-heading" id="h-the-peonies-return">The peonies’ return</h2>



<p>When I moved to a new home, I brought as many flowers with me as I could because they reminded me of her.&nbsp;</p>



<p>This time, it was my roommate who was patiently resisting the urge to roll her eyes as I insisted I needed to dig up “just one more” before we left. (The “dead mom” card is nearly as good as the “I’m dying” card when it comes to getting help moving flowers.)&nbsp;</p>



<p>What we couldn’t move, of course, were the peonies.&nbsp;</p>



<p>I hadn’t realized how much this was bothering me until my mom’s friends reached out to ask if I wanted any flowers. Peonies tend to multiply easily, and my mom had spent years sharing extra with our friends, family and community. Suddenly, I found that generosity circling back around. </p>



<p>That fall, my mom’s friend brought several peonies—the same peonies I remembered—and we planted them at once.&nbsp;</p>



<h2 class="wp-block-heading" id="h-green-thumbs-aren-t-genetic">Green thumbs aren’t genetic</h2>



<p>Though I’d spent my life helping my grandmothers and my mom garden, I’d never planned a garden or tried to single-handedly keep one alive. Let me tell you—it’s not nearly as easy as they made it look.&nbsp;</p>



<p>See, Kansas has an abundance of clay soil, which isn’t ideal for most flowers. Suddenly, I was learning about “amending the soil,” testing for acidity and a whole lot of other things I’d never really paid any attention to.&nbsp;</p>



<p>However, even as half my plants withered and died, and I repeatedly forgot to water them, the peonies persisted.&nbsp;</p>



<p>They didn’t just survive—they <em>thrived</em>.&nbsp;&nbsp;</p>



<h2 class="wp-block-heading" id="h-why-the-peonies-thrived-nbsp">Why the peonies thrived&nbsp;</h2>



<p>I started looking into why the peonies were doing so well when everything else was such a struggle.&nbsp;</p>



<p>I learned that peonies can live more than 100 years—which made sense, considering the peonies in my own yard were older than I was. I learned, too, that peonies <a href="https://extension.missouri.edu/news/peonies-thrive-on-neglect-can-live-more-than-100-years" target="_blank" rel="noreferrer noopener">“thrive on neglect”</a> and tolerate a <a href="https://americanpeonysociety.org/learn/about-the-peonies/soil/" target="_blank" rel="noreferrer noopener">huge range</a> of soil types and pH levels, which was why they were so forgiving of (almost) every way they were mistreated. Though all peonies are considered pretty hardy, the ones in my garden have survived six different moves that I know of (which was a stark contrast to the hibiscus flower that I planted the same year, which managed to wilt and die in the time it took me to carry it across the yard). </p>



<p>I learned why we had so many peonies. Apparently, my aunt had rescued them from a neighbor’s yard when it was taken over by new owners. The previous neighbor had been known for breeding award-winning peonies, and my aunt asked if she could dig them up and keep them rather than letting them get thrown away.&nbsp; My family didn’t have much money back then, and flowers were sort of at the bottom of the list of things we could afford. But free? Well, that was a price that even we could swing.&nbsp;</p>



<p>As my gardening improved, I also learned why my family always took peonies to the graves on Memorial Day. It turned out, most of the other perennials in my mom’s garden bloomed too early or too late. But the peonies? Always right on time.&nbsp;</p>



<h2 class="wp-block-heading" id="h-learning-from-those-who-came-before-us">Learning from those who came before us</h2>



<p>Four years after my mother died, my grandmother died.&nbsp;</p>



<p>Every day since, I’ve fumbled my way through life, wishing I could ask them why they did things the way they did. More often than not, I eventually figure out the answer through my own <a href="https://successcom.wpenginepowered.com/what-ive-learned-about-success-you-have-to-keep-starting-over/">trial and error</a>.&nbsp;</p>



<p>Often, when I’m watching the peonies bloom, I think back on how far they’ve come. I consider the generations they’ve seen through, the hardships they’ve endured and the way they keep blooming anyway.&nbsp;</p>



<p>I think of my family.&nbsp;</p>



<p>I didn’t understand back then why we needed to keep the ant-infested flowers close. Now, I do.&nbsp;</p>



<p>Now, I know that they’re easy to care for and free to share. I know that they live for ages and bloom at just the right time.</p>



<p>And I know that, as usual, <a href="https://successcom.wpenginepowered.com/the-best-advice-my-mom-ever-gave-me/">my mom knew best all along</a>.</p>



<p class="has-small-font-size"><em>Photo by</em> <em>Tom Merton/iStock.com</em></p>



<p></p>

One writer’s journey to keep her mother’s favorite flowers, peonies, alive in her garden, and the life lessons she gleamed along the way.

One writer’s journey to keep her mother’s favorite flowers, peonies, alive in her garden, and the life lessons she gleamed along the way. | SUCCESS

What Peonies Can Teach Us About Learning From Those Before You

What Peonies Can Teach Us About Life and Resilience | SUCCESS

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Group of three diverse gen Z colleagues wearing stylish outfits chatting during coffee break in office

Group,Of,Three,Diverse,Gen,Z,Colleagues,Wearing,Stylish,Outfits

Leadership

Leadership Archives

Leadership | SUCCESS | What Achievers Read

<p>While every new generation brings its own unique challenges to the workplace, none has required as much adaptation from its leaders as millennials and <a href="https://successcom.wpenginepowered.com/what-gen-z-can-teach-us-about-work-life-balance/">Gen Z</a>. These generations include a fairly broad range of ages, with the youngest Gen Zer being only 13 years old and the oldest millennial being in their mid-40s. Together, they make up more than half the workforce.</p>



<p>According to <a href="https://www.deloitte.com/global/en/issues/work/content/genz-millennialsurvey.html" target="_blank" rel="noreferrer noopener">Deloitte’s 2024 Gen Z and Millennial Survey</a>, 40% of Gen Z and 35% of millennials reported feeling “stressed all or most of the time.” When you consider the sort of changes these generations have experienced, it’s not too hard to understand why. Millennials grew up in a time of immense technological development during the internet revolution. Gen Z, on the other hand, has never experienced life without the World Wide Web at their fingertips.</p>



<p>While their relationship with technology is certainly significant, it’s not the only defining attribute these generations share. Both Gen Z and millennials have faced staggering <a href="https://successcom.wpenginepowered.com/saving-for-college-2024/">student debt</a> and economic instability. They’ve been job hunting during unprecedented events like the COVID-19 pandemic and the Great Recession, have witnessed a rapidly shifting political landscape and have dealt with the omnipresence of social media impacting their everyday lives.</p>



<p>If there’s one thing these generations know, it’s how to adapt to changing times. It makes sense, then, that they expect their leaders to do the same, especially when it comes to uprooting traditional workplace standards to better mirror current priorities.</p>







<h2 class="wp-block-heading" id="h-where-gen-z-and-millennial-expectations-differ-from-their-predecessors">Where Gen Z and millennial expectations differ from their predecessors’</h2>



<h3 class="wp-block-heading" id="h-sense-of-purpose-is-a-must">Sense of purpose is a must</h3>



<p>For Gen Z and millennials, work isn’t just a way to pay their bills. Career coach <a href="https://www.linkedin.com/in/tamannaramesh" target="_blank" rel="noreferrer noopener">Tamanna Ramesh</a> says they “need to see how their work contributes to a greater mission beyond profits.” Deloitte’s survey results agree, stating that 86% of Gen Z and 89% of millennials view a sense of purpose as an important part of their overall job satisfaction and well-being.</p>



<h3 class="wp-block-heading" id="h-mental-health-is-a-top-priority">Mental health is a top priority</h3>



<p>Where previous generations might have been willing to burn the candle at both ends, Gen Z and millennials have spent their formative years watching their parents’ company loyalty be rewarded with poor <a href="https://successcom.wpenginepowered.com/importance-of-healthy-work-life-balance/">work-life balance</a> and frequent layoffs. Perhaps not surprisingly, the younger generations are less likely to sacrifice their mental or physical health for a job. This can include maintaining a balanced life outside of work, expecting mental health resources to be provided by the company and knowing they will not be facing discrimination or harassment just for being who they are.</p>



<h3 class="wp-block-heading" id="h-regular-feedback-is-a-reassurance">Regular feedback is a reassurance</h3>



<p>Generational strategist <a href="https://www.linkedin.com/in/sarahsladek" target="_blank" rel="noreferrer noopener">Sarah Sladek</a> says that millennials were “raised to be high achievers” but Gen Z was “raised to compete.” Because both spent their formative years in times of such uncertainty, they were instilled with the idea that they must be measurably “good” in order to succeed in life. Receiving regular feedback is one way they can gauge whether they’re on track. The desire for feedback isn’t some vain need for a pat on the back—it’s a way to help younger generations feel secure in their jobs and less stressed about whether they might unexpectedly be without a paycheck.</p>



<h2 class="wp-block-heading" id="h-how-to-lead-the-next-generations">How to lead the next generations</h2>



<p>For those leading Gen Z and millennial employees, there are a few areas that are worth focusing on. As a plus, all of these suggestions are likely to benefit your more seasoned employees, too.</p>



<h3 class="wp-block-heading" id="h-pay-them-what-they-re-worth">Pay them what they’re worth</h3>



<p>Everyday expenses like groceries and rent are sky-high, and for younger generations, less time in the workforce means having less of a security net to fall back on. According to a <a href="https://checkr.com/resources/articles/future-of-work-2025-report" target="_blank" rel="noreferrer noopener">survey</a> by Checkr, 51% of Gen Z and 47% of millennials reported that they’d be job hunting in 2025 if they didn’t receive a raise. In addition, Deloitte found that “45% of Gen Zs and 36% of millennials say they have either a part- or full-time paying side job,” and that the top reason they had these additional jobs was because they needed the secondary income. As a leader, it’s vital to make sure your younger employees are being paid a livable wage—and equitably—so they can thrive in their geographic location.</p>



<h3 class="wp-block-heading" id="h-offer-flexible-work-arrangements">Offer flexible work arrangements</h3>



<p>The ability to adjust a work schedule or setup is heavily valued by both generations. Sladek notes that “millennials ask for [flexibility], but Gen Z are really demanding it.” Hybrid and <a href="https://successcom.wpenginepowered.com/how-remote-work-makes-workplaces-more-accessible/">remote work options</a> are great ways to offer more flexibility to employees, as are adapted schedules that let workers do individual work when they are most focused. It helps those who have outside responsibilities like kids or caregiving and ensures that you receive the high-quality work you need from them.</p>



<h3 class="wp-block-heading" id="h-offer-and-ask-for-regular-feedback">Offer (and ask for) regular feedback</h3>



<p>Every employee wants to feel appreciated, but for these generations, positive feedback offers a reassurance that their job isn’t in danger and may help lower their overall stress level. According to Deloitte, 51% of Gen Z and 53% of millennials list a lack of recognition as one of their top stressors at work. In addition, Sladek says this is “the first time in history when every generation has something to learn and something to teach.” As a leader, asking your employees for feedback can help increase trust. Just be sure to listen without getting defensive to ensure that employees continue to feel comfortable sharing feedback in the future.</p>



<h3 class="wp-block-heading" id="h-help-them-grow">Help them grow</h3>



<p>According to <a href="https://www.linkedin.com/in/talbino" target="_blank" rel="noreferrer noopener">Teresa Albino</a>, a strategic services and talent enablement manager, Gen Z and millennials have an “expectation for ongoing development and upskilling.” As those who are still newer in their careers, mentorships and company-sponsored development opportunities are great ways to keep them engaged and help them become the leaders of tomorrow.</p>



<h3 class="wp-block-heading" id="h-authentically-welcome-diverse-points-of-view">Authentically welcome diverse points of view</h3>



<p>Fostering a truly collaborative environment means creating a space where all perspectives are heard, respected and understood. Gen Z has the highest racial diversity and highest percentage of LGBTQ+ identities, and for them, encouraging a diverse, equitable and inclusive workplace is non-negotiable.</p>



<h3 class="wp-block-heading" id="h-ditch-the-hierarchy">Ditch the hierarchy</h3>



<p>For Gen Z and millennials, a job title isn’t enough to command respect or elicit trust. Considering they’ve spent most of their working lives able to speak directly to our nation’s leaders via social media, fancy job titles just aren’t going to inspire awe the way they once might have. Instead, focus on ways that your actions, results and treatment of your employees can demonstrate why you’re the right person to lead the team.</p>



<h3 class="wp-block-heading" id="h-be-transparent">Be transparent</h3>



<p>Operating with transparency is one of the most important ways a leader can build a feeling of psychological safety for Gen Z and millennials. As generations who grew up with infinite information just a click away, they are used to checking facts and want to see things for how they really are.</p>



<h3 class="wp-block-heading" id="h-message-more-call-less">Message more, call less</h3>



<p>Both Gen Z and millennials prefer texting, emails and instant messaging systems over phone calls and meetings. According to Albino, “they appreciate efficiencies and leaders who value their time and know when a meeting could actually just be an email.”</p>



<h3 class="wp-block-heading" id="h-maintain-good-boundaries-between-work-and-home">Maintain good boundaries between work and home</h3>



<p>Given the importance of mental health for these generations, it’s natural that they don’t love having their nonwork time interrupted with stressful phone calls or emails. Here, it’s important to lead by example. Showing you can maintain good boundaries yourself is the best way to reassure employees that work shouldn’t follow them home. If an email can wait until the next morning, it should—for their sake, as well as your own.&nbsp;</p>



<p><em>To learn more about adapting to different work styles, <a href="https://offer.success.com/leadership-lab/">register for SUCCESS® Leadership Lab</a></em>, <em>a dynamic, 18-day virtual course for rising leaders who want to lead with clarity, influence and confidence. This hybrid experience combines expert-led lessons with live coaching to provide you with practical tools to build trust with your team, navigate chaos and crises, shape a healthy, driven work culture and more. <a href="https://offer.success.com/leadership-lab/">Secure your spot today</a>.</em></p>



<p class="has-small-font-size"><em>This article originally appeared in the May 2025 issue of </em> <a href="https://mysuccessplus.com/shop">SUCCESS+ <em>magazine</em></a>. <em>Photo by AnnaStills/Shutterstock.</em></p>

Gen Z and millennial employees want a different kind of leader than their forebears had. Here’s what they expect from the person in that role.

Gen Z and millennial employees want a different kind of leader than their forebears had. Here’s what they expect from the person in that role. | SUCCESS

The Qualities Gen Z and Millennials Want in a Leader

How to Lead the Next Generation of Workers | SUCCESS

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woman sitting on her couch using her computer

AI &amp; Technology

AI &amp; Technology Archives

AI &amp; Technology | SUCCESS | What Achievers Read

<p>Artificial intelligence (AI) is everywhere, including the hiring process. From applicants using tools like ChatGPT to practice interviews to recruiters using applicant tracking systems (ATS), AI has become a component that requires deft navigation skills within these realms. <a href="https://successcom.wpenginepowered.com/digital-footprint-optimization/">Optimizing your resume</a> is one way to make sure your application has the best chance of being considered, but how do you know if it’s truly at its best? </p>



<p>Well, who better to check than AI itself?&nbsp;</p>



<p>I dug into the world of AI optimization tools aimed at <a href="https://successcom.wpenginepowered.com/job-seekers-resort-song-and-dance-to-stand-out/">job seekers</a> to discover how they can help applicants, the best options available and the things to watch out for while using them.</p>



<h2 class="wp-block-heading" id="h-what-ai-job-application-checkers-can-do">What AI job application checkers can do</h2>



<p>Like most technology, not all AI optimization tools are created equal. Consider standard word processors like Microsoft Word, Pages and Google Docs. Each one does the same basic thing, yet they vary in how they’re used, what their capabilities are and how accurate certain features like grammar assistance might be. This is just as true of AI-powered optimization tools.&nbsp;</p>



<p>There are tons of options for using AI to check the optimization of your job application materials, but the ones we tested for this article were: <a href="https://www.weekday.works/resume-builder" target="_blank" rel="noreferrer noopener">Weekday, </a><a href="https://nodeflair.com" target="_blank" rel="noreferrer noopener">NodeFlair, </a><a href="https://resumego.io/" target="_blank" rel="noreferrer noopener">ResumeGo</a><a href="https://www.resumego.net">, </a><a href="https://www.myperfectresume.com/lp/supercharge-your-resume.aspx?cvosrc=ppc.google.myperfectresume&amp;cvo_crid=264557679277&amp;Matchtype=p&amp;utm_term=myperfectresume&amp;utm_medium=sem&amp;utm_source=google&amp;utm_campaign=Brand%20-%20Branded%20-%20US%20-%20Search&amp;opti_ca=122847550&amp;opti_ag=7621803190&amp;opti_ad=264557679277&amp;opti_key=kwd-46623101950&amp;gad_source=1&amp;gbraid=0AAAAADnFgEcVpe8zMwJ4uNZolew9yKU0T&amp;gclid=Cj0KCQjwy46_BhDOARIsAIvmcwOqOKQe6pqABUIbZdjzZMFLnetY78Hecq1OlsJ8sCjlY8Tab7hWSAgaAu3eEALw_wcB" target="_blank" rel="noreferrer noopener">MyPerfectResume</a>, <a href="https://skillsyncer.com/" target="_blank" rel="noreferrer noopener">SkillSyncer</a>, &nbsp;<a href="https://enhancv.com/" target="_blank" rel="noreferrer noopener">Enhancv</a>, <a href="https://cultivatedculture.com/resume-scanner/" target="_blank" rel="noreferrer noopener">ResyMatch</a> and <a href="https://www.jobscan.co" target="_blank" rel="noreferrer noopener">Jobscan</a>.&nbsp;</p>



<p>While not universal, the most common basic functions that AI-optimization tools offer job seekers include:&nbsp;</p>



<ul class="wp-block-list">
<li><strong>Resume and cover letter scoring and optimization tips:</strong> Helps to identify formatting, keywords, phrasing and more to ensure your materials are as professional looking and sounding as they can be. When scoring, many provide a number out of 100 to show how optimized your materials are at a glance.&nbsp;</li>



<li><strong>Resume match rating: </strong>Compares your resume to others of a similar job title (for instance, an “editor”) or compares it directly to the job description of the job you’re applying for. They can also offer suggestions for translating your experience to be more applicable to the job posting.&nbsp;&nbsp;</li>



<li><strong>Resume building:</strong> Provides format templates, transfers data from existing resumes and offers other easy ways to switch your resume over to an ATS-friendly layout.</li>
</ul>







<h2 class="wp-block-heading" id="h-does-a-good-score-on-an-ai-checker-really-make-or-break-your-application">Does a good score on an AI checker really make or break your application?</h2>



<p>Let’s be clear here: No AI-powered tool can guarantee that you’ll get hired somewhere. They can’t even guarantee a human will see your application. While it’s true that <a href="https://www.resumebuilder.com/7-in-10-companies-will-use-ai-in-the-hiring-process-in-2025-despite-most-saying-its-biased/" target="_blank" rel="noreferrer noopener">seven in 10 companies</a> plan to use some form of AI within the hiring process by the end of 2025, that doesn’t mean that a machine is making the final call.&nbsp;</p>



<p>Career coach <a href="https://rhresumes.com/about" target="_blank" rel="noreferrer noopener">Rebecca Henninger</a> notes that “ATS, or applicant tracking systems, are really no more than digital filing cabinets. They are the systems HR and recruiting professionals use to manage the hiring process, from initial intake through interview stages and even for extending offers.”&nbsp;</p>



<p>Russell Ayles, founder of Etisk, <a href="https://www.linkedin.com/pulse/truth-applicant-tracking-systems-ats-russell-ayles/" target="_blank" rel="noreferrer noopener">conducted some research of his own</a> into the topic and found that the large majority of recruiters did not have their applicant pile scored or pre-selected by an ATS. When resumes failed to make it to a human recruiter, it was more often to do with yes or no questions (which are a type of “<a href="https://www.hireful.com/glossary/killer-question" target="_blank" rel="noreferrer noopener">killer question</a>” or “<a href="https://www.jobscan.co/blog/knockout-questions-answer-application/" target="_blank" rel="noreferrer noopener">knockout question</a>”) than anything related to an optimized resume. For instance, knockout questions such as whether you’re authorized to work in a particular location or whether you meet a basic job qualification had much more impact on an application’s success than keyword choice.&nbsp;</p>



<h2 class="wp-block-heading" id="h-how-much-do-ai-checkers-cost">How much do AI checkers cost?</h2>



<p>The cost of using these AI-optimization tools varies drastically. Some, such as NodeFlair, advertise being entirely free. Others, such as Jobscan, offer a few free scans per month, but then add a paywall for more.&nbsp;</p>



<p>Below is an example of how much some of these AI-powered application optimization tools cost per month at the time of this writing. Though some offer free or discounted rates at the start or for a few scans each month, these rates are what you can expect to pay if you plan to use the tools regularly.&nbsp;&nbsp;&nbsp;&nbsp;</p>



<p><strong>Weekday: </strong>Free&nbsp;</p>



<p><strong>NodeFlair: </strong>Free</p>



<p><strong>ResumeGo: </strong>Free to one-time $10 payment</p>



<p><strong>MyPerfectResume: </strong>$8 to $24 per month</p>



<p><strong>SkillSyncer</strong>: Free or $12 to $15 per month&nbsp;</p>



<p><strong>Enhancv:</strong> $13 to $25 per month</p>



<p><strong>ResyMatch (Cultivated Culture): </strong>$14 to $28 per month</p>



<p><strong>Jobscan: </strong>Free to $50 per month</p>



<h2 class="wp-block-heading" id="h-the-secret-behind-the-scoring">The secret behind the scoring</h2>



<p>While the scoring and rating systems can be an engaging way to see where your resume currently stands, you shouldn’t rely on them to tell the whole story. If a company is making its money primarily by helping applicants optimize, reformat or otherwise revise their resume, it’s in the company’s best interest to say that a resume needs a lot of help.&nbsp;</p>



<p>To test out these sites, I used my own resume and compared it across some of the most popular AI checkers. First, I tested an old resume that I knew wasn’t optimized well for AI, and my optimization scores ranged widely from 39% to 75%.</p>



<p>Next, I used NodeFlair’s free resume builder to revise my resume to be fully updated and optimized according to the tips each website had provided.</p>



<figure class="wp-block-image size-large"><img src="https://successcom.wpenginepowered.com/wp-content/uploads/2025/06/popular-ai-tools-node-flair-1024x576.jpg" alt="NodeFlair AI resume tool" class="wp-image-85637"/></figure>



<p><em>Image: Before and after image of my resume pre-optimization and post-optimization using NodeFlair’s resume builder. (Contact information has been removed at top.)</em></p>



<p>From there, I did a final scan with each site using the newly optimized resume. With some sites, such as NodeFlair, these changes made a big difference in my score. I was able to go from 45 to 87 out of 100. However, this didn’t necessarily translate to a better job match or a stronger resume optimization score for all of the sites. Some of the scores remained the same despite my changes, while others rose but still had trouble reading key parts of my resume (such as my contact information).&nbsp;</p>



<p>That said, on the sites with paywalls, there was a rather suspicious trend. Even with the changes, I couldn’t get my resume into the “good” area for any of them. For example, MyPerfectResume initially scored me at 52 and gave the new resume a 79, but it classified my optimized resume as merely “average resume strength,” since their <a href="https://www.myperfectresume.com/resume/ats-resume-checker" target="_blank" rel="noreferrer noopener">“good” score</a> is anything above 80.</p>



<figure class="wp-block-image size-large"><img src="https://successcom.wpenginepowered.com/wp-content/uploads/2025/06/popular-ai-tools-my-perfect-resume-1024x623.png" alt="MyPerfectResume AI resume tool" class="wp-image-85639"/></figure>



<figure class="wp-block-image size-large"><img src="https://successcom.wpenginepowered.com/wp-content/uploads/2025/06/popular-ai-tools-my-perfect-resume-1-1-1024x899.png" alt="MyPerfectResume AI resume tool" class="wp-image-85641"/></figure>



<p><em>Image: Score on MyPerfectResume before and after making AI-optimization changes.</em></p>



<p>While it’s absolutely possible that it was user error that kept my resume out of the “good” sections, it was still a good reminder not to rely on the optimization checkers exclusively.</p>



<p>According to Henninger, “Tools like Jobscan can be used, just like ChatGPT, to help candidates understand what the required and desired qualifications for a role are, but the scoring feature and all the other ‘hacks’ do more harm than good for jobseekers.”</p>



<h2 class="wp-block-heading" id="h-how-to-use-ai-powered-tools-to-optimize-your-resume">How to use AI-powered tools to optimize your resume</h2>



<p>After testing out all of the tools mentioned above, here are a few tips that I recommend when using any of them:&nbsp;</p>



<ul class="wp-block-list">
<li>If you’re using the scores or rating systems, check your resume across two different sites to compare.&nbsp;</li>



<li>The personalized suggestions for improvement are significantly more useful than the rating itself. For instance, on my resume, every site agreed I should have a summary, so I knew that was a change that I needed to make.</li>



<li>Resume builders are fine to use, but be cautious of paywalls if you don’t plan to subscribe. Many won’t let you download or edit your new resume without paying, which will mean a whole lot of wasted work.&nbsp;&nbsp;</li>



<li>Just because a site claims something is an ATS-friendly format doesn’t mean it’s true. Several times sites created columns, added pictures, used unusual fonts and created other elements that can be hard for an ATS to process.&nbsp;</li>



<li>Remember that at the end of the day, an AI-optimized resume is good, but a resume that is ugly, boring or hard to read for human eyes will cause problems of its own. AI isn’t hiring you—recruiters are. Make sure that your application works for both.</li>
</ul>



<p class="has-small-font-size"><strong><em>Photo courtesy of Perfect Wave/Shutterstock</em></strong></p>

Learn what one writer discovered when she used some of today’s most popular AI tools to optimize her resume.

Learn what one writer discovered when using some of the most popular AI tools.

I Tested These AI Tools for My Resume | SUCCESS

I Used Some of the Most Popular AI Tools to Optimize My Resume, and This Is What I Learned

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mother and baby room on sign at the bathroom

<p>To this day, the symbol of one of my proudest accomplishments is a changing table on my college campus.&nbsp;</p>



<p>It’s nothing special really. Just a standard plastic thing attached to a wall. Perfectly forgettable in every way—unless you’re one of those people who needs to change a baby. This wasn’t exactly my top concern as a student while I was frantically tackling endless stacks of homework, yet one little lunch changed all that.&nbsp;</p>



<p>Between classes, my friend and I sometimes met at the Underground (a little cafeteria-style place that was smack in the middle of the University of Kansas). More often than not, she had her baby with her. She and her partner both attended school there, so they’d arranged their classes to make sure one of them was always free. It was a fairly brilliant arrangement, and one they made work impressively well.&nbsp;</p>



<p>However, it still posed some unique challenges.&nbsp;</p>







<p>After we finished lunch one day, my friend started changing her baby’s diaper right there in the middle of the dining tables. Before I could ask about this peculiar choice, a manager came by and told us the baby could not be changed anywhere but the bathrooms. When my friend pointed out that there were no changing tables in the closest bathroom—or anywhere else in the building for that matter—the manager basically shrugged and repeated the warning. </p>



<h2 class="wp-block-heading" id="h-digging-into-all-the-dirty-details">Digging into all the dirty details</h2>



<p>Though I left for class shortly after, the interaction stuck with me throughout the day. I started taking detours between activities so that I could tour every bathroom I came across to see if there was a changing table in any of them.&nbsp;</p>



<p>The first and only one I found? All the way on the edge of campus at the student union.&nbsp;</p>



<p>As for the bathroom that my friend was explicitly told to use, it was honestly downright dangerous. In order to create a trendy-feeling ambience, the bathroom lighting was extremely dim, and it had been designed in industrial style that lacked even the tiniest hint of counter space. The layout was crowded, and it was basically made of blind corners, asking for anyone who considered kneeling on the floor to get tripped over or kicked.&nbsp;</p>



<p>At the time, I wrote for the opinion section of my university’s student-run newspaper. I was in a bit of a Jonathan Swift phase, using satire to take aim at everything from the silly to the serious.&nbsp;</p>



<p>So, utterly enraged, I picked up my pen and went to work.&nbsp;</p>



<h2 class="wp-block-heading" id="h-being-the-change-ing-table-i-wanted-to-see-in-the-world-nbsp">Being the change(-ing table) I wanted to see in the world&nbsp;</h2>



<p>When the <a href="https://www.kansan.com/opinion/wenner-university-lacks-stations-to-change-dirty-diapers/article_9d854bde-4d23-55f1-95bf-ebd1309082b2.html">article</a> appeared I was excited. It was basically a cheeky list of suggestions for ever-more-ridiculous places my friend could change her baby (such as midair and over the toilet), and I considered it some of my best work to date.&nbsp;</p>



<p>The excitement faded fast, though, when the world moved on like normal, and I realized that despite my biting words, I had failed to rock the university to its core. No one hurried to submit a statement or apology to parents everywhere, and I started feeling pretty silly for ever thinking my one little article would lead to anything at all.&nbsp;</p>



<p>Except that, it turned out, something <em>did</em> change.&nbsp;</p>



<p>A few weeks later, entirely without fanfare, a changing table appeared in the Underground’s bathroom.&nbsp;</p>



<h2 class="wp-block-heading" id="h-chances-are-you-can-fix-something-nbsp">Chances are, you can fix something&nbsp;</h2>



<p>Let’s be clear here: I don’t have any delusions about this being some world-changing accomplishment. All I did was successfully get a changing table installed in a single building on a campus that remained wildly inaccessible to <a href="https://successcom.wpenginepowered.com/how-employers-can-support-working-parents/">parents</a>. It had a big impact for my friend and for other parents eating on campus, but it wasn’t like that table fundamentally fixed every challenge they faced.&nbsp;</p>



<p>Even so, it was the first time that my writing inspired direct, tangible change.&nbsp;</p>



<p>Somewhere, somehow, my article had made it to the hands of someone with the power to buy and install a changing table in that bathroom… and they’d actually done it. As a student who so often felt powerless in an uncaring world, it was that little <a href="https://successcom.wpenginepowered.com/hope-quotes/">spark of hope</a> that I needed.&nbsp;</p>



<p>Far too often lately, I’ve found myself feeling powerless just as I did back then. I get overwhelmed by the amount of the world that needs fixing, and despite logically knowing it’s impossible to tackle it all, I still feel like somehow, I should be able to.&nbsp;</p>



<p>But then, I remember the changing table. I remember how one focused message <a href="https://successcom.wpenginepowered.com/change-is-hard-heres-how-to-influence-people-to-get-on-the-same-page/">led to a change</a> that had real, immediate benefits for people involved. </p>



<p>Sure, I can’t fix the whole world. None of us can.&nbsp;</p>



<p>But that doesn’t mean we can’t change it one step at a time.&nbsp;</p>



<p class="has-small-font-size"><em>Photo by Pranch/Shutterstock</em></p>

One student’s push for a changing table showed a powerful example of how small actions can spark meaningful change.

One student’s push for a changing table showed a powerful example of how small actions can spark meaningful change. | SUCCESS

How a Changing Table Taught Me That You Don’t Have to Save the World to Make a Difference

How a Changing Table Proved Small Actions Can Drive Change | SUCCESS

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A smiling woman holds a resume and a pen.

Professional Growth

Professional Growth Archives

Professional Growth | SUCCESS | What Achievers Read

<p>After hours <a href="https://successcom.wpenginepowered.com/job-seekers-dont-forget-to-spell-chek/">perfecting your resume</a>, there’s little more disheartening than knowing that it might not even make it into the hands of humans. That’s because it first has to get past an automated screening system, like an ATS.&nbsp;</p>



<p>An applicant tracking system (ATS) is a popular way for a company to use artificial intelligence (AI) to help streamline the hiring process. As of 2021, <a href="https://www.hbs.edu/managing-the-future-of-work/Documents/research/hiddenworkers09032021.pdf" target="_blank" rel="noreferrer noopener">99% of <em>Fortune </em>500 companies</a> were already using an ATS to screen candidates, and by the end of 2025, <a href="https://www.resumebuilder.com/7-in-10-companies-will-use-ai-in-the-hiring-process-in-2025-despite-most-saying-its-biased/" target="_blank" rel="noreferrer noopener">seven out of 10 companies</a> of all sizes plan to use AI at some point during the hiring process.&nbsp;&nbsp;&nbsp;</p>







<p>“More and more companies are using applicant tracking systems to review job applications and help organize the hundreds (or even thousands) of applications they may receive for a role,” says <a href="https://www.linkedin.com/in/samdemase/" target="_blank" rel="noreferrer noopener">Sam DeMase</a>, a career expert at ZipRecruiter. “That means that AI tools can deprioritize or even reject your application based on set criteria—required skills, past experience or minimum qualifications—before the hiring manager ever reviews it.”</p>



<p>That’s tough. The good news is that unlike a human, an ATS is pretty predictable. While there may be variances in the ways companies use them, two elements can help your resume read better to any ATS: using the right words and sticking to frills-free formatting. Here's how to use these to get your resume past the "robots." </p>



<h2 class="wp-block-heading" id="h-using-keywords-in-your-resume">Using keywords in your resume</h2>



<p>“The online discourse around ATS keywords is a bit overblown,” says <a href="https://www.linkedin.com/in/sebastian-m-morgan/" target="_blank" rel="noreferrer noopener">Seb Morgan</a>, a resume expert at Resume Genius. “No machine is going to filter out your application because you didn't use the word ‘teamwork’ in your skills section.” Even so, this doesn’t mean that word choice doesn’t matter.&nbsp;</p>



<p>DeMase recommends using the same keywords as the job description itself, especially anything that is repeated. That being said, don’t try to overstuff keywords throughout the resume, because it can be awkward for the human recruiter to read. Instead, DeMase suggests integrating the keywords throughout the resume, such as within your work experience.&nbsp;</p>



<p>When it comes to abbreviations, acronyms, certifications and proficiencies, Morgan recommends listing these just as they appear in the job posting. “The human recruiter may not get around to reading your application if it looks like you don't meet the minimum legal requirements to do the job,” he says.</p>



<p>DeMase notes that “if your past companies used job titles outside the norm, tweak them to be in line with the corresponding common titles in your industry… ‘PR manager’ will likely have better luck than an obscure title like ‘PR guru.’”&nbsp;</p>



<p><a href="https://www.linkedin.com/in/vijaysairam/" target="_blank" rel="noreferrer noopener">Vijay Sairam</a>, founder and educator at Remote Jobs Central, suggests adding a professional summary at the top of your resume highlighting your achievements as they relate to the job you’re applying for. For example: “Digital marketing specialist skilled in SEO, PPC and Google Ads.”&nbsp;</p>



<p>In the body of your resume, “specify quantified achievements (e.g., ‘Increased sales by 30% in six months’) instead of quoting plain fluff like ‘Won sales superstar award,’” he advises. If relevant, also have a section showing off your technical skills—computer languages you know or project management software you’ve used.</p>



<h3 class="wp-block-heading" id="h-keyword-tips-at-a-glance-nbsp"><strong>Keyword tips at a glance:&nbsp;</strong></h3>



<ul class="wp-block-list">
<li>Use the language from the job description, especially for proficiencies.&nbsp;</li>



<li>Integrate keywords into past job duties and avoid “<a href="https://www.semrush.com/blog/keyword-stuffing/" target="_blank" rel="noreferrer noopener">keyword stuffing</a>.”&nbsp;</li>



<li>Fully write out any abbreviations, acronyms, certifications, degrees, etc.&nbsp;</li>



<li>Adjust unusual former job titles to wider industry standards.&nbsp;</li>



<li>Put a keyword-rich professional summary at the top.&nbsp;</li>
</ul>



<h2 class="wp-block-heading" id="h-formatting-your-resume">Formatting your resume</h2>



<p>A uniquely formatted resume might stand out to recruiters, but it might not make it that far if an <a href="https://topresume.com/career-advice/is-canva-good-for-resumes" target="_blank" rel="noreferrer noopener">ATS has trouble reading it</a>.&nbsp;</p>



<p>“AI is getting better at image and file recognition, but not every recruiter uses the latest tech,” Morgan says. “Simple, easy-to-follow document formatting is easier to parse and reduces the likelihood that the ATS will jumble information when migrating your resume into the recruiter portal.”</p>



<p>Microsoft Word, Pages and Google Docs are all great <a href="https://successcom.wpenginepowered.com/10-best-tools-to-help-you-land-your-dream-job/">tools</a> to use when building your resume. Just make sure that your letter size doesn’t get too small (10 to 12 minimum) and that your <a href="https://www.easyresume.io/career-advice/best-fonts-for-resume" target="_blank" rel="noreferrer noopener">font is ATS-friendly</a> (such as Times New Roman or Calibri). Avoid any images, design elements or special formatting like columns, headers and footers, as these can trip up the ATS, and leave some blank space so that the most important information is easy to find.&nbsp;&nbsp;</p>



<p>Lastly, ensure that your document is readable by an ATS by saving it as a PDF or .doc file.&nbsp;</p>



<h3 class="wp-block-heading" id="h-formatting-tips-at-a-glance-nbsp"><strong>Formatting tips at a glance:&nbsp;</strong></h3>



<ul class="wp-block-list">
<li>Keep the words a standard size and font.&nbsp;</li>



<li>Avoid pictures, charts, tables, graphics or other visuals.&nbsp;</li>



<li>Ensure there is still some blank space and expected flow of information.&nbsp;</li>



<li>Avoid columns, headers, footers or other special formatting.&nbsp;</li>



<li>Save as a PDF or .doc depending on what the job description indicates.&nbsp;</li>
</ul>



<h2 class="wp-block-heading" id="h-how-to-double-check-your-resume-is-ai-ready-nbsp">How to double-check your resume is AI-ready&nbsp;</h2>



<p>After following the tips above, double-check that your resume is ATS-compatible. There are two easy ways to do this: by converting the content to plain text and by checking it against the ATS itself.&nbsp;</p>



<h3 class="wp-block-heading" id="h-converting-to-plain-text">Converting to plain text</h3>



<p>1. Edit→ “Select All”</p>



<p>2. Edit→ “Copy”&nbsp;</p>



<p>3. Paste plain text into a new document using a keyboard shortcut→ Macs (Option+Shift+Command+V), Windows (Ctrl+Shift+V).</p>



<p>Once you’ve done this, you’ll be able to see if any information is missing. You can also paste the resume into a website such as <a href="https://pasteplaintext.com" target="_blank" rel="noreferrer noopener">Paste Plain Text</a>.&nbsp;&nbsp;</p>



<h3 class="wp-block-heading" id="h-uploading-the-test-resume-into-the-ats-nbsp">Uploading the test resume into the ATS&nbsp;</h3>



<p>In many cases, you can upload your resume at the start of an application and allow the ATS to attempt to use the document to fill in the rest. This lets you see exactly how that particular ATS is reading your resume and can point you to any places where it might be getting tripped up.&nbsp;</p>



<h2 class="wp-block-heading" id="h-checking-your-resume-against-the-job-description">Checking your resume against the job description</h2>



<p>In addition to making sure your resume is ATS-ready, you’ll also want to know how likely it is to get past the screening system.&nbsp;</p>



<p><a href="https://www.linkedin.com/in/miranantamian/" target="_blank" rel="noreferrer noopener">Miran Antamian</a>, founder and CEO of <a href="https://www.bookwatch.com" target="_blank" rel="noreferrer noopener">BookWatch</a>, a visual library of AI-created book summaries, has spent his career using AI recruiting tools as a founder and hiring manager. He recommends using resume-optimizing websites. “They help you find out how good your resume is for a particular job and how to use the right keywords,” he says.</p>



<p><a href="https://www.jobscan.co/?utm_term=jobscan&amp;utm_campaign=Brand&amp;utm_source=google&amp;utm_medium=cpc&amp;hsa_acc=6653739431&amp;hsa_cam=13543830640&amp;hsa_grp=124066336456&amp;hsa_ad=738451854895&amp;hsa_src=g&amp;hsa_tgt=kwd-329216966316&amp;hsa_kw=jobscan&amp;hsa_mt=e&amp;hsa_net=adwords&amp;hsa_ver=3&amp;gad_source=1&amp;gbraid=0AAAAADcNrtByx2iAne2o9ITbA7WJvwxtt&amp;gclid=Cj0KCQjw-e6-BhDmARIsAOxxlxUQ-c7jrUNPVSn-HxolAHHN93Tp2Se9rVasuNx0eWcA8mgzxa4QQLsaApVxEALw_wcB" target="_blank" rel="noreferrer noopener">Jobscan</a> is the platform our experts most recommend for doing this, but it’s far from the only one out there. Other great websites to try include:&nbsp;</p>



<ul class="wp-block-list">
<li><a href="https://cultivatedculture.com/resume-scanner/" target="_blank" rel="noreferrer noopener">ResyMatch</a></li>



<li><a href="https://skillsyncer.com/?via=tran&amp;gad_source=1&amp;gbraid=0AAAAAoP3es89XgTPR3icA2xi6FCRlOsHj&amp;gclid=Cj0KCQjw-e6-BhDmARIsAOxxlxU2aemlCB27lHeB6hrFJq9ibOuzRvO25STiGGqneiqkxuF2CoLcD70aAt7VEALw_wcB" target="_blank" rel="noreferrer noopener">SkillSyncer</a></li>



<li><a href="https://enhancv.com/resources/resume-checker/" target="_blank" rel="noreferrer noopener">Enhancv</a></li>



<li><a href="https://www.myperfectresume.com/resume/ats-resume-checker/t4" target="_blank" rel="noreferrer noopener">MyPerfectResume</a></li>



<li><a href="https://www.resumego.net/resume-checker/" target="_blank" rel="noreferrer noopener">ResumeGo</a></li>



<li><a href="https://www.weekday.works/resume-checker-and-scoring-tool" target="_blank" rel="noreferrer noopener">Weekday</a>&nbsp;</li>



<li><a href="https://nodeflair.com/resume-checker" target="_blank" rel="noreferrer noopener">NodeFlair</a></li>



<li><a href="https://textio.com" target="_blank" rel="noreferrer noopener">Textio</a> (for checking for clear and unbiased language)&nbsp;</li>



<li><a href="https://cvviz.com/product/resume-screening/" target="_blank" rel="noreferrer noopener">CVViZ</a> (for looking at things from a recruiter’s perspective)</li>
</ul>



<p><em>Note: Some of these websites will charge you a fee after a free trial.</em></p>



<p>Once you’ve run your resume through one of these platforms and uploaded the relevant job posting, you’ll find out how closely they match. You’ll also get suggestions for how to improve your compatibility—and thus your chances of landing an interview.</p>



<div class="wp-block-file"><object class="wp-block-file__embed" data="https://successcom.wpenginepowered.com/wp-content/uploads/2025/04/Resume-Examples-for-AI-Article.pdf" type="application/pdf" style="width:100%;height:600px" aria-label="The writer's resume before and after it was optimized for AI through NodeFlare."></object><a id="wp-block-file--media-cc3192ea-96fa-4c01-ab56-48c96ffb94db" href="https://successcom.wpenginepowered.com/wp-content/uploads/2025/04/Resume-Examples-for-AI-Article.pdf">The writer's resume before and after it was optimized for AI through NodeFlare.</a><a href="https://successcom.wpenginepowered.com/wp-content/uploads/2025/04/Resume-Examples-for-AI-Article.pdf" class="wp-block-file__button wp-element-button" download aria-describedby="wp-block-file--media-cc3192ea-96fa-4c01-ab56-48c96ffb94db">Download</a></div>



<p class="has-small-font-size"><strong><em>Photo from insta_photos/Shutterstock.com</em></strong></p>



<p></p>

Discover tips on getting your resume through an AI or automated applicant tracking system. Experts share their resume recommendations.

After hours perfecting your resume, there’s little more disheartening than knowing that it might not even make it into the hands of humans. That’s because | SUCCESS

Get Your Resume Past the Robots With These Tips and Tricks

How to Optimize Your Resume for AI | SUCCESS

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<p>Having a career niche is a great way to make a name for yourself within your industry. However, that doesn't mean that wherever you start has to be where you stay.&nbsp;</p>



<p>Consider Chappell Roan’s newest single, “The Giver.” The pop princess has taken a page out of “Queen Bey” Beyoncé’s book by shifting into the country music genre. Less than two weeks after its debut, Roan’s song had <a href="https://www.instagram.com/p/DHmKPpWv6Wi/?utm_source=ig_web_copy_link&amp;igsh=MzRlODBiNWFlZA==" target="_blank" rel="noreferrer noopener">topped Billboard’s Hot Country Songs</a> and taken the fifth spot on <a href="https://www.instagram.com/p/DHl1s0PRniU/?utm_source=ig_web_copy_link&amp;igsh=MzRlODBiNWFlZA==" target="_blank" rel="noreferrer noopener">Billboard’s Hot 100</a>.&nbsp;</p>







<p>Roan is hardly the first singer to make such a switch. Last year, Beyoncé set the stage when she made the move to country music with her album <em>Cowboy Carter</em>. Not only was the album a roaring success, it won multiple Grammys, including Best Country Album and Beyoncé’s <a href="https://www.grammy.com/news/beyonce-cowboy-carter-wins-album-of-the-year-2025-grammys" target="_blank" rel="noreferrer noopener">first Album of the Year award</a>.&nbsp;</p>



<h1 class="wp-block-heading" id="h-what-is-a-career-niche-and-why-have-one-nbsp">What is a career niche, and why have one?&nbsp;</h1>



<p>A <a href="https://successcom.wpenginepowered.com/finding-a-niche/">career niche</a> is essentially the smaller, more focused place within a career that you occupy as an employee or business owner. For example, being a “writer” is a career, but writing in a specific category like greeting cards would be a niche.&nbsp;</p>



<p>According to <a href="https://careernomad.org" target="_blank" rel="noreferrer noopener">Patrice Williams-Lindo</a>, CEO of Career Nomad, “it’s good to have a niche because it’s a differentiator…. You want to be able to clearly communicate how you are different from the thousands of others.” Having a clear focus with a <a href="https://successcom.wpenginepowered.com/the-riches-are-in-the-micro-niches-how-to-grow-your-business-by-narrowing-your-focus/">specific niche</a> in the market <a href="https://business.adobe.com/blog/basics/what-is-a-niche-market" target="_blank" rel="noreferrer noopener">can help</a> you meet unique customer needs, build brand loyalty, decrease competition and increase your credibility.&nbsp;</p>



<p>Even so, niching down isn’t the only way to succeed. Often, it’s just the first step toward figuring out what you want your career to be.&nbsp;</p>



<h1 class="wp-block-heading" id="h-the-benefits-of-trying-things-beyond-your-niche">The benefits of trying things beyond your niche</h1>



<p>There are plenty of examples of famous people who’ve made the switch out of their niche and reaped the benefits. For instance, NASA astronaut <a href="https://www.womenshistory.org/education-resources/biographies/mae-jemison" target="_blank" rel="noreferrer noopener">Mae Jemison</a> is best known for being the first African American woman in space. However, Jemison actually began her career in medicine before she ever shot for the stars. Similarly, author <a href="https://www.bustle.com/p/9-famous-authors-who-completely-switched-genres-in-their-careers-8949103" target="_blank" rel="noreferrer noopener">A. A. Milne</a> is best known as the creator of Winnie-the-Pooh, but he started out writing humor and murder mysteries before finding his fit in children’s literature.&nbsp;</p>



<p>Some benefits of switching up your niche include:&nbsp;</p>



<p><strong>Future-proofing your career: </strong>The World Economic Forum predicts that by 2027, <a href="https://www.weforum.org/publications/the-future-of-jobs-report-2023/" target="_blank" rel="noreferrer noopener">two-fifths of workers’ current core skills</a> will be disrupted by factors like advancing technology. Having experience beyond a specific niche makes it easier for you to adapt with the times and stay a top hiring prospect regardless of the change an industry undergoes.&nbsp;&nbsp;</p>



<p><strong>Expanding earning potential</strong>: According to <a href="https://res.cloudinary.com/oct-corp/image/private/s--pTdZnnhF--/v1687983491/website/octanner-global-culture-report-2023.pdf" target="_blank" rel="noreferrer noopener">O.C. Tanner Institute’s 2023 Global Culture Report</a>, 50% of employees said that their organization favored generalists, 59% said that their organization employs more generalists than specialists and 63% said that their organization hired more generalists than specialists in the last year.&nbsp;</p>



<p><strong>Preparation for leadership</strong>: Whether you’re hoping to climb the corporate ladder or strike out on your own, it’s essential to understand the bigger picture before you can lead the way for your team. Getting out of your niche to explore related areas and how they connect can help you prepare for a future leadership role.&nbsp;</p>



<h1 class="wp-block-heading" id="h-how-to-expand-out-of-your-niche">How to expand out of your niche</h1>



<p>If you’re looking to make the move out of your current professional niche, here’s some helpful advice for how to get started.&nbsp;&nbsp;</p>



<h2 class="wp-block-heading" id="h-start-with-a-solid-foundation">Start with a solid foundation</h2>



<p>Before you begin the process of expansion, make sure that you’re building on a solid foundation of knowledge of your existing category. Then, “scratch the surface to see what's out there, as opposed to just being laser-focused,” Williams-Lindo says. “See what the options are, which ones feel good, which ones don't [and] which ones you want to learn more about.”</p>



<h2 class="wp-block-heading" id="h-take-stock-of-your-core-skills">Take stock of your core skills</h2>



<p>From there, Williams-Lindo says it’s important to do a little introspection to figure out what your strengths are. She advises considering which skills you already use and excel at within your current niche and how you can apply them in a different way to new spaces. Consider what parts of your current niche you like best and are most proud of, as well as which skills you aren’t currently using that you’d like to use more.&nbsp;</p>



<h2 class="wp-block-heading" id="h-own-the-pivot">Own the pivot</h2>



<p>When done badly, breaking out of a niche can give the appearance that someone is aimless or unfocused. This will only be confirmed if you seem hesitant or uneasy about your newest foray into the unknown. Williams-Lindo suggests owning your pivot by making sure that every move is a deliberate, clear step on your journey. This doesn’t mean that you have to know every step along the way—but you should always be clear about the <em>next</em> step.&nbsp;</p>



<p>After all, the best way to combat claims that you lack direction is to show that you know exactly where you’re going and how you’re going to get there.&nbsp;</p>



<h2 class="wp-block-heading" id="h-establish-credibility">Establish credibility</h2>



<p>Leverage your existing expertise when trying to build professional authority in a new space. Lean on your network and explore ways to present your past experiences as stepping stones toward your new area of focus. The key is to give enough information to make your clients and coworkers confident that you did the work to understand and thrive in your new area.&nbsp;</p>



<h2 class="wp-block-heading" id="h-experiment-first">Experiment first</h2>



<p>Williams-Lindo recommends experimenting in your new niche in small ways to make sure that it’s something you’re enjoying and that you can make into a viable part of your career. For a corporate employee, this might mean asking for a project out of your usual wheelhouse rather than jumping straight to applying for a job in a whole new area.&nbsp;</p>



<h2 class="wp-block-heading" id="h-be-your-own-advocate-nbsp">Be your own advocate&nbsp;</h2>



<p>At the end of the day, everyone has to be their own best advocate. This can be especially true for those like country newcomers Beyoncé and Chappell Roan—a Black woman and a queer woman entering a space that is heavily dominated by those who are white and straight.&nbsp;</p>



<p>Last year, Beyoncé became the <a href="https://www.grammy.com/news/beyonce-first-black-woman-best-country-album-win-2025-grammys-cowboy-carter" target="_blank" rel="noreferrer noopener">first Black woman to ever win a Grammy for Best Country Album.</a> In her acceptance speech, she said, “I think sometimes 'genre' is a code word to keep us in our place as artists. And I just want to encourage people to do what they’re passionate about and to stay persistent.”</p>



<p>Similarly, when asked about her own switch, <a href="https://www.youtube.com/watch?v=psV42tT5tw0" target="_blank" rel="noreferrer noopener">Roan said</a>, “I had to do it for myself… I just had to do myself justice.”&nbsp;</p>



<p>By breaking out of their genres—their niche, you could say—both not only got to explore a new area they loved, but also got to leave the door open for those who came after them.&nbsp;</p>



<h2 class="wp-block-heading" id="h-you-can-change-your-mind">You can change your mind</h2>



<p>However you approach breaking out of your niche, Williams-Lindo notes that one of the most important things to remember is that you can change your mind. Maybe this is your new dream gig, or maybe it turns out it’s not for you. Either way, you won’t know until you try.&nbsp;</p>



<p class="has-small-font-size"><strong><em>Photo from L Paul Mann/Shutterstock.com</em></strong>.</p>

Learn what stars like Chappell Roan and Beyoncé can teach us about exploring new areas within your existing career.

Having a career niche is a great way to make a name for yourself within your industry. However, that doesn't mean that wherever you start has to be where | SUCCESS

What Stars Like Chappell Roan and Beyoncé Can Teach Us About Breaking Out of Your Niche

What Stars Can Teach Us About Breaking Out of Your Niche | SUCCESS

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Stay ahead in business: strategies and insights for success

<p>Though diversity, equity and inclusion (DEI) has recently been a contentious topic, the idea behind it isn’t all that controversial. Put simply, DEI aims to create an environment where all workers are treated well, paid fairly and have their contributions heard and valued.&nbsp;</p>



<p>However, while the benefits <a href="https://successcom.wpenginepowered.com/dei-allyship/">DEI</a> offers employees are often easy to explain, they aren’t as immediately obvious when it comes to the way they impact businesses as a whole. Whether we like it or not, most workplaces are focused on their return on investment (ROI), and being able to make a business case with the numbers to back it up can be the essential difference between a new initiative being approved (and supported) or dismissed.&nbsp;</p>



<p>We talked to DEI experts Joelle A. Murchison and Elijah Nicholas, DBA, to help quantify the way a strong DEI strategy can benefit your business.&nbsp;&nbsp;</p>







<h2 class="wp-block-heading" id="h-what-is-diversity-equity-and-inclusion-dei-nbsp"><strong>What is diversity, equity and inclusion (DEI)?&nbsp;</strong></h2>



<p>Because we live in a society with a long history of discrimination, DEI initiatives essentially exist as a method for closing the gap. A good DEI strategy will help create a space where everyone has a fair shot to make meaningful contributions (and to be paid accordingly).&nbsp;</p>



<p>While there are different versions of the acronym, most come down to the following three categories.&nbsp;</p>



<ul class="wp-block-list">
<li><strong>Diversity: </strong>Having a diverse workforce means hiring people who do not all think, look and act the same. It means hiring employees from different races, ages, ethnicities, religions, genders, sexual orientations, physical abilities and other aspects of social identity. <a href="https://successcom.wpenginepowered.com/embracing-diversity-increasing-inclusion-in-the-workplace/">Diversity</a> is often the first and most visible way to identify if a company cares about DEI, particularly when it comes to its leadership.</li>



<li><strong>Equity</strong>: Equity is the idea that a person’s pay should be set according to their skills and contributions rather than characteristics they have no control over. Equity strategies exist to help close the well-documented gender and racial pay gaps that persist today.&nbsp;&nbsp;</li>



<li><strong>Inclusion: </strong><a href="https://successcom.wpenginepowered.com/why-you-need-an-inclusive-marketing-plan/">Inclusion</a> is the difference between hiring a few “diverse” candidates for optics and actually inviting them to sit in (and speak at) the important meetings with you. It’s about creating a space where all employees feel comfortable enough to share their ideas and be themselves.</li>
</ul>



<p><strong>Acronym Variations: </strong>The word “belonging” is sometimes added to this acronym as a way to emphasize that letting someone speak in a meeting isn’t enough—you have to be interested in what they have to say. Additionally, in an executive order in 2024, the Biden administration added an “A” for “accessibility” in their communications. However, typically, accessibility is one of the identities that falls under the broader DEI.&nbsp;&nbsp;&nbsp;</p>



<h2 class="wp-block-heading" id="h-the-history-of-dei-nbsp"><strong>The history of DEI&nbsp;</strong></h2>



<p>Though many credit the Civil Rights Movement of the 1960s as the start of DEI, this was not the first time that Americans sought to encourage more diverse, equitable and inclusive workplaces. In fact, the movement has existed for more than 150 years.&nbsp;&nbsp;</p>



<p>In March 1865 (prior to slavery being officially abolished in the United States later that year), Congress passed the Freedmen’s Bureau Act to help provide formerly enslaved people support with finding jobs, acquiring land and obtaining basic necessities. Nearly a full century later, the Civil Rights Act of 1964 was finally passed banning employment discrimination based on sex, religion, race and national origin.&nbsp;</p>



<p>When it came to other identities that fall under DEI, things took a little longer. It wasn’t until 1975 that LGBTQ+ people were no longer barred from federal civil service simply due to their sexuality. By 1993, LGBTQ+ were allowed to serve in the military but could not do so while openly “out” about their sexuality until 2011.&nbsp;</p>



<p>Meanwhile, though America had its first president with a significant disability in 1933 and had popular labor movements throughout the 1900s, the Americans with Disabilities Act was not passed until 1990.&nbsp;</p>



<h2 class="wp-block-heading" id="h-the-american-workforce-is-more-diverse-than-ever"><strong>The American workforce is more diverse than ever</strong></h2>



<p>Every generation of Americans has been more racially and ethnically diverse than the last, and Gen Z is no exception, with <a href="https://www.pewresearch.org/social-trends/2020/05/14/on-the-cusp-of-adulthood-and-facing-an-uncertain-future-what-we-know-about-gen-z-so-far/" target="_blank" rel="noreferrer noopener">48%</a> being part of the global majority (i.e., identifying as something other than non-Hispanic and white). Gen Z also boasts the highest percentage of LGBTQ+ members, with <a href="https://news.gallup.com/poll/656708/lgbtq-identification-rises.aspx" target="_blank" rel="noreferrer noopener">23.1%</a> to <a href="https://www.nbcnews.com/nbc-out/out-news/nearly-30-gen-z-adults-identify-lgbtq-national-survey-finds-rcna135510" target="_blank" rel="noreferrer noopener">30%</a> falling somewhere under the LGBTQ+ umbrella. Knowing this, it might not be much of a surprise that Monster found that <a href="https://hiring.monster.com/resources/workforce-management/diversity-in-the-workplace/workforce-diversity-for-millennials/" target="_blank" rel="noreferrer noopener">83%</a> of Gen Z workers believe a company’s commitment to diversity and inclusion is important when choosing where to work.&nbsp;</p>



<p>As a whole, the U.S. adult population is more diverse than ever:&nbsp;</p>



<ul class="wp-block-list">
<li><a href="https://www.census.gov/quickfacts/fact/table/US/LFE046223" target="_blank" rel="noreferrer noopener">50.5%</a> are women&nbsp;</li>



<li><a href="https://www.cdc.gov/disability-and-health/articles-documents/disability-impacts-all-of-us-infographic.html?CDC_AAref_Val=https://www.cdc.gov/ncbddd/disabilityandhealth/infographic-disability-impacts-all.html" target="_blank" rel="noreferrer noopener">25%</a> have a disability</li>



<li><a href="https://news.gallup.com/poll/656708/lgbtq-identification-rises.aspx" target="_blank" rel="noreferrer noopener">9.3%</a> are LGBTQ+</li>



<li><a href="https://www.cdc.gov/pcd/issues/2024/23_0267.htm#:~:text=An%20estimated%20129%20million%20people,and%20Human%20Services%20(2)." target="_blank" rel="noreferrer noopener">Nearly 38%</a> have at least one chronic illness</li>
</ul>



<h2 class="wp-block-heading" id="h-what-s-at-stake"><strong>What’s at stake</strong></h2>



<p>The <a href="https://www.pewresearch.org/social-trends/2023/05/17/diversity-equity-and-inclusion-in-the-workplace/" target="_blank" rel="noreferrer noopener">majority</a> of U.S. workers believe that a focus on <a href="https://successcom.wpenginepowered.com/bringing-diversity-equity-and-inclusion-into-the-workplace-with-dr-tina-opie/">DEI</a> is a good thing. Ignoring DEI—or worse, actively reversing DEI policies—can have some seriously big consequences.&nbsp;</p>



<p>Take Target, for example. They used to be one of the strongest corporate supporters of DEI—and saw the benefits. They’ve had Pride displays since 2015, and in 2020, they created programs specifically to help uplift the Black community after the murder of George Floyd.&nbsp;</p>



<p>But in January this year, Target announced they’d be scaling back some of their DEI initiatives, leading to a strong backlash and even boycotts. From Jan. 27 onward, their stock has seen a steady tumble and their foot traffic has dropped almost 5% compared to last year.&nbsp;</p>



<p>In that same period, Costco announced a renewed commitment to their DEI initiatives and has reaped the rewards with a noticeable increase foot traffic and a 22% increase in website traffic.&nbsp;</p>



<figure class="wp-block-image size-large"><img src="https://successcom.wpenginepowered.com/wp-content/uploads/2025/03/Screenshot-2025-03-18-at-11.11.38 AM-1024x478.png" alt="Target and Costco stock trends according to Google as of March 4, 2025." class="wp-image-84992"/><figcaption class="wp-element-caption"><em>Target and Costco stock trends according to Google as of March 4, 2025.</em></figcaption></figure>



<h2 class="wp-block-heading">The benefits of committing to DEI</h2>



<p>Though we’d like to believe all businesses operate with the greater good in mind, the cold, hard truth is that showing DEI’s impact on the bottom line is often the only way to shift it from a “nice to have” to a must-have. Below are just a few examples of the quantifiable positive impact that DEI has on businesses:&nbsp;</p>



<ul class="wp-block-list">
<li><strong>More profitable: </strong>In 2023, <a href="https://www.mckinsey.com/featured-insights/diversity-and-inclusion/diversity-matters-even-more-the-case-for-holistic-impact" target="_blank" rel="noreferrer noopener">McKinsey &amp; Company found</a> that companies with gender diversity were 39% reported greater financial performance (up from 15% in 2015) and companies with ethnic diversity were found to be 39% more profitable (up from 25% in 2015). Globally, companies with diverse teams have also been found to earn 2.5 times higher cash flow.&nbsp;&nbsp;</li>



<li><strong>More productive and higher performing:</strong> Inclusive teams are <a href="https://www.globenewswire.com/news-release/2022/08/09/2494604/0/en/Diversity-and-Inclusion-D-I-Global-Market-Report-2022-Diverse-Companies-Earn-2-5-Times-Higher-Cash-Flow-Per-Employee-and-Inclusive-Teams-Are-More-Productive-by-Over-35.html" target="_blank" rel="noreferrer noopener">35% more productive</a>&nbsp; and those with a diverse executive team are <a href="https://builtin.com/diversity-inclusion/diversity-in-the-workplace-statistics" target="_blank" rel="noreferrer noopener">more likely</a> to outperform competitors. Diverse teams produce 60% better results and make better decisions 87% of the time.&nbsp;</li>



<li><strong>More innovative employees:</strong> Diverse companies have been found to be more innovative because they combine differing, unique points of view to create something new. Even slight increases to the diversity of the leadership of a company have been proven to have a noticeable positive impact on its innovation potential.&nbsp;</li>



<li><strong>More competitive and engaged employees:</strong> A commitment to DEI is one of the best ways to ensure your business has access to the top talent available. <a href="https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/understanding-organizational-barriers-to-a-more-inclusive-workplace" target="_blank" rel="noreferrer noopener">Nearly 40%</a> of applicants have turned down or decided not to pursue a job because they believed the company lacked inclusion. Three-quarters of employees who feel included at their jobs say they are entirely engaged, whereas only one-quarter of employees who don’t feel that inclusion are engaged.&nbsp;</li>



<li><strong>Stronger customer loyalty</strong>: “Consumers know the power of their dollars and will spend it with companies that align with their values,” Murchison says. The current trends at Target and Costco are just two of many examples of shoppers doing just that.&nbsp;</li>
</ul>



<h2 class="wp-block-heading">How to show a commitment to DEI</h2>



<p>“Demonstrating a commitment to DEI requires more than running an ad that has Black people or gay people in it or issuing a corporate statement,” says Murchison. Instead, she says, “real, transformative DEI work takes time, deep organizational commitment and a willingness to embed inclusion into decision-making at all levels.”&nbsp;</p>



<p>Though there are a ton of ways to go about creating a meaningful DEI strategy, here are a few ways to communicate to employees and consumers that it’s a priority for your business:</p>



<ul class="wp-block-list">
<li><strong>Get rated by the corporate equality index (CEI):</strong> The Human Rights Campaign puts out a CEI rating every year for participating businesses, tracking the policies, practices and benefits available for LGBTQ+ people.&nbsp;</li>



<li><strong>Create (and support) employee resource groups (ERGs)</strong>: Creating ERGs (or expanding your existing ERGs) is a great way to help employees feel included. Just be sure they have a genuine voice and the financial support to help them see the true benefits.&nbsp;&nbsp;</li>



<li><strong>Conduct pay equity audits</strong>: Periodically audit employee salaries to ensure that pay is being distributed equitably and that the company is not contributing to historically entrenched pay gaps.&nbsp;</li>



<li><strong>Partner with diverse suppliers</strong>: Spread the wealth beyond your company and employees themselves by partnering with diverse suppliers whenever possible.&nbsp;</li>
</ul>



<p class="has-small-font-size"><strong><em>Photo by Jacob Lund/Shutterstock</em>.</strong></p>

A strong DEI strategy boosts profits, innovation and engagement. See how businesses thrive with diversity, equity and inclusion.

A strong DEI strategy boosts profits, innovation and engagement. See how businesses thrive with diversity, equity and inclusion. | SUCCESS

Want To Create the Most Profitable, Innovative and Productive Workplace Possible? Double Down on DEI

How DEI Drives Business Growth: Profits, Innovation & Productivity | SUCCESS

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A woman in a wheelchair collaborates with other coworkers in an office space

Culture &amp; Workplace

Culture &amp; Workplace Archives

Culture &amp; Workplace | SUCCESS | What Achievers Read

<p>For those with disabilities, navigating the average workplace can come with extra challenges. While there are plenty of ways that companies can create a more accessible and <a href="https://successcom.wpenginepowered.com/disability-inclusion/">inclusive</a> environment, it’s rarely a one-size-fits-all sort of fix. Instead, what individuals often need are specific accommodations that are personalized to their needs.&nbsp;</p>



<p>Though anyone can ask for an accommodation at work, the <a href="https://www.ada.gov/" target="_blank" rel="noreferrer noopener">Americans with Disabilities Act</a> (ADA) legally protects the right to accommodations for those with disabilities. Even so, the process can be long, confusing and frustrating. We pulled together some basic information to help you if you’re considering asking for a workplace accommodation.</p>



<h2 class="wp-block-heading" id="h-what-is-the-ada">What is the ADA?</h2>



<p>Simply put, the ADA is a federal law that protects those with disabilities from discrimination. Its goal is to ensure that those with disabilities have the same opportunities as others when they’re working, purchasing goods, receiving services and participating in government programs.&nbsp;</p>



<p>According to the <a href="https://www.ada.gov/topics/intro-to-ada/" target="_blank" rel="noreferrer noopener">ADA website</a>, this law applies to anyone who fits one or more of the following:</p>



<ul class="wp-block-list">
<li>Has a physical or mental impairment that substantially limits one or more major life activities</li>



<li>Has a history or record of such an impairment…</li>



<li>Is perceived by others as having such an impairment</li>
</ul>



<p>There is no finite list of disabilities that the ADA covers, though its website provides examples of commonly covered conditions. Additionally, you do not have to qualify for <a href="https://www.ssa.gov/disability" target="_blank" rel="noreferrer noopener">social security disability insurance</a> or have an <a href="https://www.ada.gov/topics/parking/" target="_blank" rel="noreferrer noopener">accessible parking permit</a> in order for the ADA to apply to you.</p>







<h2 class="wp-block-heading" id="h-how-does-the-ada-protect-employees">How does the ADA protect employees?</h2>



<p>Title 1 of the ADA prohibits discrimination during any part of the employment process, from hiring to firing and job assignments to pay.&nbsp;</p>



<p>It also allows those who are disabled to request that an employer provides reasonable accommodations in order to help the applicant or employee start on an even playing field with their peers. The employer is not required to provide the specific accommodation that the individual requests and can instead suggest other accommodations that meet the same needs. </p>



<p>However, unless an employer can prove that providing an accommodation would cause “undue hardship” to the employer (based on the size of the company, its finances, etc.), then some sort of accommodation must be agreed upon.</p>



<h2 class="wp-block-heading" id="h-what-counts-as-reasonable-accommodations">What counts as “reasonable accommodations”?</h2>



<p>A <a href="https://www.eeoc.gov/employers/small-business/disability-accommodations-tips" target="_blank" rel="noreferrer noopener">reasonable accommodation</a> can be anything that helps an employee do their job as naturally and easily as their peers, despite their disability. This might involve purchasing an aid, modifying the layout of an area, providing flexible work options or something else entirely.&nbsp;&nbsp;</p>



<p>When figuring out the sort of accommodation you need, try asking yourself what parts of your job your disability impacts the most and what needs to happen to lessen that impact. From there, you can brainstorm with your employer about ways to change things up in ways that work for both of you.&nbsp;</p>



<p>Some common accommodations include:</p>



<ul class="wp-block-list">
<li><a href="https://successcom.wpenginepowered.com/how-to-stay-motivated-working-from-home/">Remote work&nbsp;</a></li>



<li>A reader or interpreter&nbsp;</li>



<li>Schedule changes&nbsp;</li>



<li>Ramps and widened walkways between desks&nbsp;</li>



<li>Specialized seats or desk attachments, such as a standing desk</li>



<li>Reassignment to a comparable vacant position where accommodations aren’t needed</li>
</ul>



<h2 class="wp-block-heading" id="h-what-counts-as-undue-hardship">What counts as “undue hardship?”</h2>



<p>An accommodation can be refused if an employer can prove that fulfilling the request would cause <a href="https://www.eeoc.gov/laws/guidance/enforcement-guidance-reasonable-accommodation-and-undue-hardship-under-ada#undue" target="_blank" rel="noreferrer noopener">undue hardship</a>, meaning that it would cause significant difficulty or expense. This must be proven in a detailed assessment of the circumstances and cannot be a general assumption.&nbsp;</p>



<p>Sometimes, a job simply cannot be done a different way. For instance, if you’re a delivery driver, work from home is never going to be an option as an accommodation because it inherently changes the purpose and outcome of the job.&nbsp;</p>



<p>However, the simple fact that an accommodation may cause inconvenience is not a reason that an employer can refuse. Ultimately, once one or more accommodations have been suggested by the person making the request, as long as they appear reasonable at face value, the burden of proving that they fall under “undue hardship” rests on the employer. </p>



<h2 class="wp-block-heading" id="h-how-to-request-a-reasonable-accommodation">How to request a reasonable accommodation </h2>



<p><strong>What to say: </strong>A request for a reasonable accommodation doesn’t have to be formal. It also doesn’t have to be in writing or include any specific words, such as “reasonable accommodation,” “ADA” or “disability.” Any well-trained employer should recognize an accommodation request—and either way, they are legally obligated to follow the ADA.</p>



<p>That said, consider making your request in writing so you have a paper trail if you run into any problems with the accommodation process.</p>



<p><strong>What to provide: </strong>Any medical information you share during this process—including the fact that you’ve submitted a request for an accommodation at all—is considered confidential and should not be shared with anyone else in the company. However, in instances where a disability is not obvious, the employer can require the employee to describe their disability and <a href="https://www.eeoc.gov/laws/guidance/ada-primer-small-business" target="_blank" rel="noreferrer noopener">why they need the accommodation</a>.</p>



<p><strong>What to do if your request is ignored:</strong> Your manager and HR representative are your best resources for getting an accommodation. However, if your accommodation request is dismissed without adequate reason or is outright ignored, or if you experience any negative repercussions for submitting a request, there are legal actions you can take. The <a href="https://www.eeoc.gov/disability-discrimination-and-employment-decisions">U.S. Equal Employment Opportunity Commission</a> has resources on the topic, including information on <a href="https://www.eeoc.gov/how-file-charge-employment-discrimination">how to file a charge of employment discrimination</a>.</p>



<p class="has-small-font-size"><strong><em>Photo by Drazen Zigic/Shutterstock.com</em></strong></p>

Learn how to request reasonable accommodations in the workplace and the rights you have as an employee if you have a disability.

Reasonable Accommodations in the Workplace | SUCCESS

How to Request Reasonable Accommodations in Your Workplace if You Have a Disability

How to Request Reasonable Workplace Accommodations | SUCCESS

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Longevity &amp; Performance

Longevity &amp; Performance Archives

Longevity &amp; Performance | SUCCESS | What Achievers Read

<p>Over the last five years, more and more people have begun using the word “<a href="https://my.clevelandclinic.org/health/symptoms/23154-neurodivergent" target="_blank" rel="noreferrer noopener">neurodivergent</a>” as an umbrella term for those who think differently, such as those with ADHD or autism. It’s an empowering way to acknowledge challenges a person might face when confronted with societal expectations, without implying that there is something “wrong” with them.</p>



<p>As a neurodivergent gal myself, I’m a huge fan of the word.</p>



<h2 class="wp-block-heading" id="h-what-does-it-mean-to-be-neurodivergent">What does it mean to be neurodivergent?</h2>



<p>Neurodivergence is a nonmedical term, meaning that there is no official list of what it covers. That said, the most commonly associated conditions tend to include ADHD, autism, dyslexia, dyspraxia and Tourette syndrome. Overall, it’s estimated that <a href="https://dceg.cancer.gov/about/diversity-inclusion/inclusivity-minute/2022/neurodiversity" target="_blank" rel="noreferrer noopener">15%-20% of the world’s population is neurodivergent</a>.</p>



<p>It’s extremely common for people to have <a href="https://pmc.ncbi.nlm.nih.gov/articles/PMC8918663/" target="_blank" rel="noreferrer noopener">more than one type of neurodivergence</a>, so using “neurodivergent” as a shorthand saves time and takes less explaining. It also means you don’t have to dive into the private details of your medical history every time you want to reference a part of your identity.</p>



<p>Being neurodivergent isn’t the same as having a mental illness. Where a mental illness can be a condition that medications and therapies try to “fix” (or, at least, lessen the effects), neurodivergence is more like an inherent part of someone’s personality. For instance, my depression medication helps to chase away depression symptoms, and in an ideal world, I’d be the first in line for a “cure” to depression. However, my ADHD medication merely helps my brain slow down and focus so that I can communicate at the pace of those around me.</p>



<p>Though some neurodivergence is considered a <a href="https://successcom.wpenginepowered.com/disability-is-strength-at-work/">disability</a>, it depends on the specific diagnosis and support needs of the person in question. For instance, a person with autism might not need any accommodations to do their job and might not have any reason to be considered disabled, while another person with autism might have high support needs and be unable to work their entire lives.</p>







<h2 class="wp-block-heading" id="h-what-neurodivergent-employees-add-to-the-workplace">What neurodivergent employees add to the workplace</h2>



<p>Personally, I hate when people call neurodivergence a “superpower” because of the way it minimizes the genuine struggles of those involved. However, there are some positive aspects of being neurodivergent that can lead to some of the best employees out there.</p>



<p>For example, my ADHD means that I thrive on a quick deadline. I can write more words before breakfast than some people can the entire day. While I struggle to focus on boring and repetitive tasks, some of my neurodivergent friends and coworkers love them because they provide a soothing rhythm where they know exactly what’s expected from them. Where <a href="https://successcom.wpenginepowered.com/cemetery-job-best-career-move/">I love being given open-ended challenges</a>, I’ve had coworkers who hated them because they left too much room for interpretation.</p>



<p>Neurodivergence often means that we approach problem solving from a different angle than our peers. Some might be able to identify patterns where others only saw a mass of data, while others might be able to come up with innovative ideas that feel obvious to them but could never have come from others.</p>



<p>Basically, if you’re looking for someone who thinks “out of the box,” a neurodivergent employee should be at the top of the list, because we were never in the box to begin with.</p>



<h2 class="wp-block-heading" id="h-what-to-know-as-a-neurodivergent-professional-nbsp">What to know as a neurodivergent professional&nbsp;</h2>



<p>For those who are neurodivergent, the average workplace might feel substantially different than it does to other employees. <a href="https://successcom.wpenginepowered.com/sensory-friendly-business-practices/">Sensory</a> input, like smells, sounds and lighting, might have a big impact on your ability to focus or comfortably exist in a space. It might feel intimidating to seek accommodations for your neurodivergence, particularly if you’re an expert at <a href="https://www.inclusionhub.com/articles/what-is-neurodivergent-masking-why-do-professionals-do-it" target="_blank" rel="noreferrer noopener">masking</a>. However, the benefits might very well be worth the effort. With the right accommodations, a neurodivergent employee can expend less energy on distractions and discomfort and more time focusing on their work.</p>



<h3 class="wp-block-heading" id="h-should-you-disclose-your-neurodivergence"><strong>Should you disclose your neurodivergence?</strong></h3>



<p>Choosing to disclose your neurodivergence is a deeply personal decision and shouldn’t be taken lightly. While there are legal protections for those whose neurodivergence qualifies as a disability, it doesn’t&nbsp; mean that you can’t face any backlash. In an unsupportive workplace, it’s very possible that even well-meaning peers and managers will treat you differently after disclosing.</p>



<h3 class="wp-block-heading" id="h-requesting-accommodations"><strong>Requesting accommodations</strong></h3>



<p>In order to request official workplace accommodations, many companies require proof that an employee has a disability before they’re willing to comply with the terms of the Americans with Disabilities Act (ADA). This means that not every person who is neurodivergent will be able to request official accommodations.</p>



<p>However, not all accommodations have to go through the official paperwork and HR hoops. Sometimes, just mentioning to your manager that a small change would help you work more efficiently is enough to get things moving.</p>



<h3 class="wp-block-heading" id="h-common-workplace-accommodations-for-those-with-neurodivergence"><strong>Common workplace accommodations for those with neurodivergence</strong></h3>



<p>There is no set list of possible accommodations for those who are neurodivergent. What works for one person might be a terrible fit for another. However, below are a few common areas where companies and employees can begin the conversation. Ultimately, the best accommodation is the one that works for both parties.</p>



<ul class="wp-block-list">
<li><strong>Remote work:</strong> Many neurodivergent employees prefer to <a href="https://successcom.wpenginepowered.com/how-remote-work-makes-workplaces-more-accessible/">work remotely</a> because they have full control over lighting, sounds, smells and other stimuli.&nbsp;</li>



<li><strong>Noise-cancelling headphones</strong>: Many find it helpful to wear noise-cancelling headphones while working at their desk as well as during meetings because they help dampen distracting ambient sounds like air conditioners, while still letting through important sounds like a presentation.</li>



<li><strong>Lighting adjustments:</strong> Overhead, fluorescent lights are the mortal enemy of many neurodivergent workers, and letting them remove any bulbs directly above their desk can do wonders for their focus.</li>



<li><strong>Avoid excessive stimuli:</strong> Strong smells, lots of chatter and tons of visual clutter can all impact a person who is neurodivergent. When choosing a workspace, consider areas away from break rooms and popular lunch spots, as well as free of heavy perfumes or colognes.</li>



<li><strong>Write it down</strong>: For many with neurodivergence, it’s easier to process words that are written rather than spoken. Therefore, including captions and transcripts with any videos or presentations as well as writing down instructions via email are easy ways to make things more accessible.</li>
</ul>



<h2 class="wp-block-heading" id="h-how-to-support-someone-who-is-neurodivergent">How to support someone who is neurodivergent</h2>



<p>Ultimately, the best way to help someone who is <a href="https://successcom.wpenginepowered.com/how-to-better-serve-neurodivergent-employees/">neurodivergent</a> is to work with them to find the best solutions for their needs.</p>



<p>Remember that every person’s neurodivergence shows up differently, and no one knows what someone needs more than the person themself. Your role isn’t to be a superhero swooping in to “save the day,” but to be a listener who really hears what their fellow professional needs to show up as their best self.</p>



<p>Basically, let the person tell you what they think will help, and see what you can do to make that happen.</p>



<p class="has-small-font-size"><em>Photo by stockfour/Shutterstock</em></p>

Explore how neurodivergence affects work, the unique strengths neurodivergent employees bring, and the accommodations they may need.

Explore how neurodivergence affects work, the unique strengths neurodivergent employees bring, and the accommodations they may need. | SUCCESS

How Neurodivergence Impacts Work (and How to Get the Support You Need)

Neurodivergence at Work: Challenges and Support Tips | SUCCESS

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<p>As <a href="http://success.com/federal-buyout-experts-warn/">so many federal employees transition</a> to jobs in the private sector, I can’t help but think of my mother.&nbsp;</p>



<p>She was the most dedicated government employee I ever met (and I don’t say that lightly, because I know a lot of pretty incredible ones). She spent the first several years of her career trying to get a job as an environmental scientist within the government, and when she finally landed one, she stayed for years.&nbsp;</p>







<p>If you’d asked her back then whether she’d ever switch to the private sector, I’m positive she would have laughed. Sure, the pay wasn’t great and the constantly shifting politics were cumbersome, but ultimately, my mother was there because she had an unshakable desire to protect the environment and keep people safe.&nbsp;</p>



<p>Here’s the thing: she <em>did</em> leave. Under Kansas Gov. Sam Brownback’s administration, my mother faced a similar choice to the <a href="https://www.bbc.com/news/articles/cm274m25e4ro" target="_blank" rel="noreferrer noopener">prosecutors for the Eric Adams case</a>, and rather than complying, she resigned. Leaving wasn’t something she ever wanted—but she never regretted it.&nbsp;&nbsp;&nbsp;&nbsp;</p>



<p>Franchise owner <a href="https://www.entrepreneur.com/franchises/this-marine-turned-2-franchises-into-1m-venture/463484" target="_blank" rel="noreferrer noopener">Luke Cain</a> also made the switch from government to private employee.&nbsp;</p>



<p>“The most challenging part of making the switch to the private sector was giving up the reliability and dependability that came with having a government job,” he says. “Federal positions typically pay well and come with reliable job security. Those benefits are not a guarantee when taking a job in the private sector, and things can change in a heartbeat.”&nbsp;</p>



<p>Whether you’ve left your role voluntarily or have been included in the <a href="https://apnews.com/article/doge-firings-layoffs-federal-government-workers-musk-57671a76f22d5398a3c794e29e350082" target="_blank" rel="noreferrer noopener">recent firing and layoffs of federal workers</a>, here are the seven biggest factors to keep in mind during your transition. </p>



<h2 class="wp-block-heading" id="h-1-applying-for-jobs-is-easier-but-also-harder">1. Applying for jobs is easier… but also harder</h2>



<p>Most federal positions use <a href="http://usajobs.gov" target="_blank" rel="noreferrer noopener">USAjobs.gov</a> for applications. The application process is a little complex, but it’s also consistent. Once you’ve applied to one job through the site, it’s fairly easy to know what to expect with your next application.&nbsp;</p>



<p>In the private sector, the requested materials and ways of applying <a href="https://successcom.wpenginepowered.com/find-a-job-you-love/" target="_blank" rel="noreferrer noopener">vary dramatically</a> from one application to the next. You might be applying on the company’s website, through a job site like Indeed or LinkedIn, or even just by reaching out to a recruiter.&nbsp;&nbsp;</p>



<h2 class="wp-block-heading" id="h-2-paid-time-likely-won-t-be-what-you-re-used-to-nbsp">2. Paid time likely won’t be what you’re used to&nbsp;</h2>



<p>“When you do work for the federal government, you're given a number of paid days off… annual leave is what it's called. You're also given sick leave,” says employment attorney <a href="https://thechildressfirm.com/about-jessica-childress/" target="_blank" rel="noreferrer noopener">Jessica Childress</a>. “You accrue that sick leave and you accrue that annual leave as a matter of course. That's not always the case in the private sector.”</p>



<p>In the private sector, it’s more common for employees to have a single pool of paid time off (PTO) to use for any vacations, sick days and appointments. And while <a href="https://workforce.com/news/paid-sick-leave-laws-by-state" target="_blank" rel="noreferrer noopener">some states</a> have specific requirements for companies to provide separate sick leave, most don’t. Because of this, you have to budget your paid time off carefully to ensure there’s always extra for emergencies.&nbsp;</p>



<p>Some companies may try to keep your PTO from being disturbed, but others may expect you to stay in touch when you’re out of the office. In addition, for many jobs in the private sector, the clock doesn’t necessarily stop at 5 p.m., so it’s a good idea to ask specific questions about work culture during the interview to get a sense of the expectations.</p>



<h2 class="wp-block-heading" id="h-3-everything-is-negotiable">3. Everything is negotiable</h2>



<p>Unlike the government, where the pay range is posted in the job application and the perks are rigid, the private sector has much more flexibility when making a job offer. Everything from the salary to the benefits tends to be negotiable. The key is knowing when and how to ask. You might not be informed of the salary range in advance, which may make it more difficult to know what a fair wage is. Even if a company can’t swing a raise, you can request “free” perks like additional PTO, a hybrid schedule or a more desirable desk location. </p>



<h2 class="wp-block-heading" id="h-4-networking-is-a-must">4. Networking is a must</h2>



<p>While some people do network to get their government job, the process can be a lot more extensive in the private sector, which may feel a little intimidating. “Being creative and casting a wide net when applying for private sector jobs is important,” Childress notes. However, what most fail to realize is that their “network” extends <a href="https://successcom.wpenginepowered.com/how-to-find-and-use-connections/">well beyond former work colleagues</a>. Alumni networks, professional groups and volunteer organizations are great places to find some less-expected connections that might lead to your dream job. </p>



<h2 class="wp-block-heading" id="h-5-you-can-be-let-go-for-almost-any-reason-nbsp">5. You can be let go for (almost) any reason&nbsp;</h2>



<p>One of the biggest differences between a government job and a job in the private sector is the protections around how you can be fired. Every U.S. state except Montana considers the average employee to be <a href="https://www.ncsl.org/labor-and-employment/at-will-employment-overview" target="_blank" rel="noreferrer noopener">“at will,”</a> meaning an employee can be let go at any time without a reason or for any reason that isn’t illegal (such as something discriminatory or retaliatory).&nbsp;&nbsp;</p>



<p>This differs from most <a href="https://www.opm.gov/policy-data-oversight/employee-relations/reference-materials/douglas-factors.pdf" target="_blank" rel="noreferrer noopener">government protections</a>, where workers can only be legally dismissed with a stated and documented cause. Employees who are still in their initial one to two years of probation upon starting have fewer of these protections, but firing them <a href="https://www.npr.org/2025/02/25/nx-s1-5307906/trump-probationary-employees-firing-mspb" target="_blank" rel="noreferrer noopener">still requires cause</a>. </p>



<p>For example, despite Elon Musk’s DOGE initiative firing thousands of probationary employees over the last month, U.S. District Judge William Alsup found that these firings were unlawful. “[Office of Personnel Management] does not have any authority whatsoever, under any statute in the history of the universe, to hire and fire employees at another agency,” <a href="https://www.bbc.com/news/articles/clydd7zeye7o" target="_blank" rel="noreferrer noopener">Alsup said</a> in a Feb. 27 ruling. On March 13, he <a href="https://www.yahoo.com/news/tens-thousands-fired-federal-workers-163555218.html">ordered federal agencies</a> to rehire thousands of probationary employees, while adding that any "reductions in force" need to follow proper government procedures.</p>



<h2 class="wp-block-heading" id="h-6-be-aware-of-any-conflicts-of-interest">6. Be aware of any conflicts of interest</h2>



<p>Because of the sensitive nature of a lot of government jobs, many federal positions have policies around what you can and cannot do once you leave. According to Childress, a former federal government employee, most federal jobs will have some form of post-employment restrictions that are “ethical rules” that are “based on conflict of interest.” Within these restrictions, “you're not allowed to engage in certain activities for certain periods of time, depending on what you did for the government.”&nbsp;</p>



<p>For example, “a former employee cannot knowingly disclose contract or bid or proposal information or source selection information to anyone not authorized to receive such information,” she says.&nbsp;</p>



<p>If you don’t have a copy of your agency’s post-employment restrictions, you can request one from your ethics officer or human resources department. Childress notes that your ethics officer should be able to answer any job-specific questions you have.&nbsp;</p>



<p>If you’ve already left your agency or lost access to internal resources, many of these agreements are also available publicly online, such as <a href="https://ethics.od.nih.gov/sites/default/files/Summary-Post-Employment-Restrictions-January-2024.pdf" target="_blank" rel="noreferrer noopener">this one from the National Institute of Health</a>.&nbsp;&nbsp;</p>



<h2 class="wp-block-heading" id="h-7-remember-it-may-not-be-forever">7. Remember, it may not be forever</h2>



<p>Cain’s top piece of advice for anyone making the switch is to “trust in yourself” and to “remember the valuable lessons you’ve learned from your job within the government and apply them to your new opportunity.”&nbsp;</p>



<p>Remember, too, that leaving public service doesn’t have to be forever. As things change, there may come a day when you want to return to a government position.&nbsp;</p>



<p>My mother certainly did.&nbsp;</p>



<p>After a few years working at a private company, she had the opportunity to take her dream job with EPA, and she never looked back.&nbsp;&nbsp;</p>



<p>Whatever your next steps, remember that this isn’t the end, it’s just another chapter in your story.&nbsp;&nbsp;</p>



<p class="has-small-font-size"><strong><em>Photo by Framalicious/Shutterstock.com</em></strong></p>



<p></p>

Taking the leap from public service to private sector? Find out what experts say you need to know to transition seamlessly.

As so many federal employees transition to jobs in the private sector, I can’t help but think of my mother.&nbsp; She was the most dedicated government | SUCCESS

How to Seamlessly Shift from a Government Job to the Private Sector

How to Shift from a Government Job to the Private Sector | SUCCESS

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A group of friends at a party in a living room.

Lifestyle

Lifestyle Archives

Elevate your lifestyle for success and happiness

<p>When you hear about a party with a bunch of 20- and 30-somethings, you probably don’t picture it involving homework. But having been to two such parties, I can now confidently say that the very best gatherings do.&nbsp;</p>



<p>I am, of course, talking about <a href="https://successcom.wpenginepowered.com/read-this-before-your-next-presentation/">PowerPoint</a> parties. The first time I went to one, I genuinely didn’t think most people would do the homework.&nbsp;</p>



<p>I was wrong. At both parties, every single person showed up ready to go. It made for a full, fun but entirely manageable evening that you might want to try.&nbsp;</p>







<h2 class="wp-block-heading" id="h-what-s-a-powerpoint-party">What’s a PowerPoint Party?</h2>



<p>PowerPoint parties have been around, at least <a href="https://www.cnn.com/2024/03/25/us/tiktok-powerpoint-parties-presentation-nights-cec/index.html">as early as 2012</a>, though a <a href="https://www.buzzfeednews.com/article/ryanhatesthis/people-are-loving-these-photos-from-a-party-where-every">viral 2018 tweet</a> and the early days of the COVID-19 pandemic (when people were looking for virtual entertainment) brought the topic into the public eye. Since then, these parties have continued to remain popular.&nbsp;</p>



<p>The idea is simple enough: Ask each guest to arrive with a PowerPoint they’ve created. The point of the party is to have everyone present their PowerPoint while following whatever rules have been put into place. It’s a great way to share about a topic that you love and the perfect ice-breaker for people who don’t know each other all that well. No <a href="https://successcom.wpenginepowered.com/at-a-loss-for-words-10-ways-to-master-the-art-of-small-talk/">small talk</a> is needed—you can jump straight to the really important things in life, like discussing which superhero would win Miss America.&nbsp;</p>



<h2 class="wp-block-heading" id="h-how-to-throw-a-powerpoint-party">How to Throw a PowerPoint Party</h2>



<p>Here are a few tips to make your PowerPoint party a success.</p>



<h3 class="wp-block-heading" id="h-1-have-your-tech-in-place">1. Have your tech in place</h3>



<p>Getting started is easy—just figure out how you’re going to show off your attendee’s presentations. A TV works great, as does a projector. Just make sure that you have all the cords you’ll need to get the presentations from your phone or computer to the bigger screen. (Usually this means an HDMI cord, an adapter, or the ability to do some type of screen casting).&nbsp;</p>



<h3 class="wp-block-heading" id="h-2-establish-rules-nbsp">2. Establish rules&nbsp;</h3>



<p>Here’s the thing about PowerPoint parties: People will talk more than you expect. Even the quietest person gets awfully loquacious when given a clicker and pictures of their favorite fandom.&nbsp;</p>



<p>There aren’t any hard and fast rules, but generally you want a slide limit and/or a time limit. It may seem overly strict, but trust me when I say that you’ll be glad you enforced these elements. Personally, I prefer asking everyone to stick to five to 10 slides and three to five minutes max, as it gives room for sillier slides and also ensures that everyone will get a chance to go.&nbsp;</p>



<h3 class="wp-block-heading" id="h-3-nbsp-have-fun">3.&nbsp;Have fun</h3>



<p>Remember, these PowerPoints aren’t for looking “professional”— they’re for having a good time getting to know people better. I highly recommend encouraging the silliest presentations possible. This is your moment for bad ‘90s word art and dizzying animations. Let your inner middle schooler out, and really embrace the absurdity of it all.&nbsp;</p>



<figure class="wp-block-image"><img src="https://lh7-rt.googleusercontent.com/docsz/AD_4nXceWhwysGUxQVTxzhIpKSnA5ZTVkEM0DqBARJgyWAXr5dq4vOt99SKTk87z_TECXVfA--jsH29pRLz362eidZyYqVQ9gAcnNGWlOF_r5YiYHJ1mvyOWPWoDrhWa1euHXctiJ7NTsg?key=4MBUi3sxANeUWDxG0v9Qf2rt" alt=""/></figure>



<p><em>The title slide for my most recent presentation analyzing the movie</em> Wicked’s<em> best moments.&nbsp;</em></p>



<h2 class="wp-block-heading" id="h-ideas-to-get-you-started">Ideas to Get You Started</h2>



<p>Neither PowerPoint party that I attended used a theme, but for those who are new to the concept, think their attendees may be a bit shy or just like the idea of reigning in the chaos a smidge, a theme can help. Similarly, if you are attending an open-ended party (or hosting one) and want some ideas for what to talk about, below are some of my favorite suggestions.&nbsp;</p>



<ul class="wp-block-list">
<li>Convince everyone to partake in your favorite TV show, movie, book or podcast.&nbsp;</li>



<li>Rank something. Anything. One of my friends made a “definitive list of the best types of chocolate” and put milk chocolate at the bottom just to watch our collective outrage.&nbsp;</li>



<li>Explain your favorite niche interest. For instance, at one party someone explained the basics of color use in video game design (and the way that it tells you what you can and can’t interact with), and I have not stopped thinking about it two years later.&nbsp;</li>



<li>Analyze which of your friends would win <em>The Hunger Games</em> and how the others would die. (Maybe skip this one if you’re hanging with people you don’t know well.)&nbsp;</li>



<li>Swap PowerPoints with someone else without giving each other any context on the topic you chose.&nbsp;</li>



<li>Use it as an excuse to bring props to give away. One person brought cuttings of their plants and another brought beer samples of beer they’d made.&nbsp;</li>



<li>Create a “Top 10” list of the most attractive characters from your favorite fandom. One of my friends even went so far as to give each a separate numerical ranking on cuteness, hotness and sexiness.&nbsp; (Probably best to avoid topics like these if you’re having this party with coworkers).&nbsp;</li>
</ul>



<p class="has-small-font-size"><strong><em>Photo from bbernard/Shutterstock.com</em></strong></p>



<p></p>

Discover how to host a PowerPoint Party in 3 simple steps. Get tips on themes and ideas for your own PowerPoint party presentation.

When you hear about a party with a bunch of 20- and 30-somethings, you probably don’t picture it involving homework. But having been to two such parties, | SUCCESS

How to Throw a PowerPoint Party That Everyone Will Love

3 Steps to Throw a PowerPoint Party Everyone Will Love | SUCCESS

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a group of hands in a unified high-five position

Trends &amp; Insights

Trends &amp; Insights Archives

Trends &amp; Insights | SUCCESS | What Achievers Read

<p>For those working in the federal government, the first two weeks of President Donald Trump’s second term have been something of a whirlwind. Between the executive orders and memos from the <a href="https://www.opm.gov/frequently-asked-questions/worker-empowerment/employee-rights-to-union-membership/who-can-join-a-union/" target="_blank" rel="noreferrer noopener">U.S. Office of Personnel Management (OPM)</a>, federal employees are facing a lot of unknowns. They’ve been offered <a href="https://successcom.wpenginepowered.com/federal-buyout-experts-warn/">deferred resignation</a>, been told to return to in-person work and have been navigating confusion around hiring and funds.&nbsp;</p>



<p>One way that many employees are finding guidance is through communications from their local unions. Unions serve a unique role in the workforce as one of the few true advocates for the employees themselves (rather than the company or management). Whether you’re a part of a union already, thinking about getting involved or just want to know all your options, here’s what you need to know about unions for federal employees.&nbsp;</p>



<h2 class="wp-block-heading" id="h-federal-unions-101-the-basics">Federal Unions 101: The Basics</h2>



<h3 class="wp-block-heading" id="h-what-are-the-unions-for-federal-employees">What are the unions for federal employees?</h3>



<p>While there is no single entity that acts as a union for all federal employees, there are a few that you’re likely to find in your workplace. For instance, the <a href="https://www.afge.org" target="_blank" rel="noreferrer noopener">American Federation of Government Employees (AFGE)</a> is the largest union specifically for federal employees, with more than <a href="https://www.afge.org/about-us/afge-history/" target="_blank" rel="noreferrer noopener">800,000</a> members. Meanwhile, the <a href="https://www.afscme.org/about/history" target="_blank" rel="noreferrer noopener">American Federation of State, County, &amp; Municipal Employees (AFSCME)</a> and the <a href="https://www.nage.org" target="_blank" rel="noreferrer noopener">National Association of Government Employees (NAGE)</a> include some federal employees, but also include those in more local areas of the government.&nbsp;</p>



<p>Additionally, there are some unions that are focused on smaller, more specific areas of the federal government, such as the <a href="https://www.nteu.org" target="_blank" rel="noreferrer noopener">National Treasury Employees Union (NTEU)</a>, and those with membership that extends beyond the United States, such as the <a href="https://www.ifpte.org" target="_blank" rel="noreferrer noopener">International Federation of Professional &amp; Technical Engineers (IFPTE)</a>.&nbsp;</p>



<h3 class="wp-block-heading" id="h-the-right-to-unionize-is-guaranteed-by-law">The right to unionize is guaranteed by law</h3>



<p>America has a long history of unionizing and has had protections in place for unions in most sectors since the 1935 <a href="https://www.nlrb.gov/guidance/key-reference-materials/national-labor-relations-act" target="_blank" rel="noreferrer noopener">National Labor Relations Act</a>. However, this act specifically excludes government employees, so it does not cover public service the same way it protects those in the private sector.&nbsp;</p>



<p>Instead, the right for federal employees to collectively bargain came about in 1962 with former President John F. Kennedy’s <a href="https://www.flra.gov/system/files/webfm/FLRA%20Agency-wide/50th%20Anniversary%20EO%2010988/Executive%20Order%2010988.pdf" target="_blank" rel="noreferrer noopener">Executive Order 10988</a>. This order <a href="https://www.flra.gov/50th_Anniversary_EO10988" target="_blank" rel="noreferrer noopener">gave employees the right</a> to join, form or assist labor organizations. While these protections initially existed via a series of executive orders from several different presidents, in 1978 the rights were made law as <a href="https://www.flra.gov/resources-training/resources/statute-and-regulations/statute" target="_blank" rel="noreferrer noopener">Title VII of the Civil Service Reform Act</a>.&nbsp;</p>



<p>That same year, the <a href="https://www.flra.gov" target="_blank" rel="noreferrer noopener">U.S. Federal Labor Relations Authority (FLRA)</a> was established to <a href="https://www.flra.gov/about" target="_blank" rel="noreferrer noopener">administer the labor-management relations program</a>. The FLRA gives non-postal federal employees the right to “<a href="https://www.flra.gov/about/introduction-flra" target="_blank" rel="noreferrer noopener">organize, to bargain collectively, and to participate through labor organizations of their choice in decisions affecting their working lives</a>.”&nbsp;These days, FLRA oversees 2.1 million employees, 1.2 million of whom are represented by 2,200 bargaining units.</p>



<p>Though the FLRA does not apply to postal workers, the United States Postal Service has its <a href="https://about.usps.com/manuals/elm/html/elmc9_001.htm#:~:text=Each%20postal%20employee%20has%20the,refrain%20from%20any%20such%20activity." target="_blank" rel="noreferrer noopener">own guidance</a> around labor relations, which you can find accessible on their website.</p>







<h3 class="wp-block-heading">Who can join a union (and who cannot)?</h3>



<p>Not everyone can join or start a union. For instance, managers and supervisors are often considered to be legally aligned with the company rather than the employees, meaning they cannot join a union. In addition, those in roles with particularly sensitive information may be prevented from joining a union.</p>



<p>According to the OPM, not all federal government employees are allowed to join a union, but anyone can find out their eligibility by contacting their local human resources department.&nbsp;&nbsp;</p>



<h3 class="wp-block-heading">Do you have to join a union?&nbsp;</h3>



<p><a href="https://www.nolo.com/legal-encyclopedia/free-books/employee-rights-book/chapter15-5.html" target="_blank" rel="noreferrer noopener">No one can force you to join a union</a>, and there should not be pressure to do so from your coworkers or the union itself. However, any agreement the union reaches through <a href="https://www.nlrb.gov/guidance/key-reference-materials/gc-collective-bargaining-resources" target="_blank" rel="noreferrer noopener">collective bargaining</a> will still <a href="https://www.nlrb.gov/about-nlrb/rights-we-protect/your-rights/employer-union-rights-and-obligations" target="_blank" rel="noreferrer noopener">apply to all employees</a> of a particular area regardless of whether they are part of the union.&nbsp;</p>



<h2 class="wp-block-heading">How the new executive orders currently impact federal employees&nbsp;</h2>



<p>Within his first two weeks in office, Trump signed executive orders that <a href="https://www.whitehouse.gov/presidential-actions/2025/01/restoring-accountability-to-policy-influencing-positions-within-the-federal-workforce/" target="_blank" rel="noreferrer noopener">removed protections for federal employees</a>, <a href="https://www.whitehouse.gov/presidential-actions/2025/01/return-to-in-person-work/" target="_blank" rel="noreferrer noopener">ended remote work for federal employees</a>, <a href="https://www.whitehouse.gov/presidential-actions/2025/01/hiring-freeze/" target="_blank" rel="noreferrer noopener">froze hiring for federal jobs</a> and <a href="https://www.whitehouse.gov/presidential-actions/2025/01/ending-radical-and-wasteful-government-dei-programs-and-preferencing/" target="_blank" rel="noreferrer noopener">ended diversity and inclusion programs in the federal government</a>. Though the Trump administration also sent out a (now rescinded) <a href="https://www.documentcloud.org/documents/25507011-omb-memo-on-temporary-pause-of-financial-assistance-programs/" target="_blank" rel="noreferrer noopener">memo</a> via the U.S. Office of Management and Budget (OMB) that froze all federal funding, it has since been <a href="https://www.npr.org/2025/01/31/nx-s1-5282410/trump-spending-freeze-blocked-federal-judge" target="_blank" rel="noreferrer noopener">blocked by two federal judges</a>.&nbsp;</p>



<p>Though it’s not clear yet what long-term impact these new orders and memos will have, here are some of the ways that they will have an immediate impact on federal employees—and the way that <a href="https://www.afge.org/article/what-afge-is-doing-a-recap-of-afges-major-actions-against-trumps-attacks-on-civil-service/" target="_blank" rel="noreferrer noopener">unions are taking action</a>.&nbsp;&nbsp;&nbsp;</p>



<h3 class="wp-block-heading">The fight for remote working arrangements&nbsp;</h3>



<p>According to a Jan. 27 <a href="https://www.opm.gov/policy-data-oversight/latest-memos/agency-return-to-office-implementation-plans.pdf" target="_blank" rel="noreferrer noopener">memo</a> from the OMB, all federal agencies are required to submit a plan to OMB and OPM that details how they plan to return employees to in-person work. This plan must be submitted by Feb. 7 and describe the steps, timeline and logistics.&nbsp;</p>



<p>As the memo is written, only those with disabilities, qualifying medical conditions and “other compelling reason[s]” are exempt from the required return to office. Though the initial guidance from OPM stated that applicable laws and collective bargaining agreements must be upheld, <a href="https://chcoc.gov/sites/default/files/Guidance%20on%20Collective%20Bargaining%20Obligations%20in%20Connection%20with%20Return%20to%20Office%202-3-25%20FINAL.pdf" target="_blank" rel="noreferrer noopener">a new memo was released</a> on Feb. 3 that stated hybrid working arrangements outlined in union contracts should be ignored by agencies in order to meet compliance with the executive order. </p>



<p>AFGE responded swiftly with a <a href="https://www.afge.org/publication/trump-administrations-lawless-defiance-of-union-contracts-will-not-go-unchallenged-union-says/" target="_blank" rel="noreferrer noopener">statement</a> where AFGE National President Everett Kelley said, “Union contracts are enforceable by law, and the president does not have authority to make unilateral changes to those agreements.” He went on to add that, “AFGE members will not be intimidated. If our contracts are violated, we will aggressively defend them.”&nbsp;</p>



<p>Given that <a href="https://successcom.wpenginepowered.com/how-to-organize-your-hybrid-workweek/">hybrid</a> and remote workplaces are often not set up to support their staff working in-person at full capacity, it may take some agencies a while to figure out all of the steps and budget involved. Fully <a href="https://successcom.wpenginepowered.com/future-of-digital-nomads/">remote workers</a> may not have desk space in their agency’s building, and some buildings may simply be too small to accommodate all of its workers being physically present at the same time.&nbsp;</p>



<p>In addition, it’s unclear if <a href="https://www.opm.gov/policy-data-oversight/pay-leave/recruitment-relocation-retention-incentives/fact-sheets/relocation-incentives/" target="_blank" rel="noreferrer noopener">relocation incentives</a> will actually be included for those who will have to move a substantial distance in order to comply with this order.&nbsp;</p>



<h3 class="wp-block-heading">Guarding protections for federal employees</h3>



<p>During his first day back in office, President Trump signed executive order <a href="https://www.whitehouse.gov/presidential-actions/2025/01/restoring-accountability-to-policy-influencing-positions-within-the-federal-workforce/" target="_blank" rel="noreferrer noopener">“Restoring Accountability to Policy-Influencing Positions Within the Federal Workforce,</a>” which aimed to reclassify federal workers, remove protections and make employees easier to dismiss. This order also revoked former President Joe Biden’s 2021 executive order titled “Protecting the Federal Workforce.”&nbsp;</p>



<p>On Jan. 29, AFGE and AFSCME filed a <a href="https://democracyforward.org/wp-content/uploads/2025/01/2025-01-29-Dkt.-001-0-Complaint2609946.1-1.pdf" target="_blank" rel="noreferrer noopener">lawsuit</a> in response (the <a href="https://www.afge.org/article/afge-allies-file-suit-against-trump-omb-over-doge/" target="_blank" rel="noreferrer noopener">second lawsuit</a> from the group in response to Trump’s series of executive orders). In a statement, AFGE said that the lawsuit is an effort to “stop the efforts to fire hundreds of thousands of experienced, hard-working Americans who have dedicated their careers to serving their country…”</p>



<h3 class="wp-block-heading">Protecting confidential data</h3>



<p>On Feb. 3, unions filed another <a href="https://www.afge.org/publication/advocacy-group-unions-sue-treasury-department-over-illegal-doge-data-access/" target="_blank" rel="noreferrer noopener">lawsuit</a> in response to the Department of the Treasury granting access to confidential data to Elon Musk and the Department of Government Efficiency (DOGE).&nbsp;</p>



<p>Despite its name, DOGE is considered <a href="https://www.npr.org/2025/02/03/nx-s1-5285539/doge-musk-usaid-trump" target="_blank" rel="noreferrer noopener">part of the White House, not a Cabinet agency</a>, meaning that unlike most cabinet appointees, DOGE was not confirmed by the legislative branch. Its members and leaders are also not elected officials, and their security clearance and authority as “<a href="https://www.npr.org/2025/02/03/nx-s1-5285539/doge-musk-usaid-trump" target="_blank" rel="noreferrer noopener">special government employees</a>” is questionable.&nbsp;&nbsp;&nbsp;</p>



<p>In the lawsuit, the unions assert that members of the Treasury who refused to grant <a href="https://www.theguardian.com/technology/2025/feb/02/elon-musk-doge-access-federal-payment-system" target="_blank" rel="noreferrer noopener">DOGE members</a> unrestricted access to the private, personal and financial information of American citizens faced “punitive measures.”</p>



<h2 class="wp-block-heading">Should you join a union?&nbsp;</h2>



<p>Ultimately, the decision to form or join a union is a personal one that must be made based on the unique circumstances of the individual. If you’re curious whether you <a href="https://www.afge.org/article/federal-workers-rush-to-join-afge-after-trump-eos-heres-how-to-join-in-2-easy-steps/" target="_blank" rel="noreferrer noopener">qualify for union membership</a> or want to know how to join your local union, <a href="https://www.afge.org/" target="_blank" rel="noreferrer noopener">AFGE</a> offers some resources to help.&nbsp;&nbsp;</p>



<p><em>Information provided herein is accurate and up to date as of the time of publication, February 5, 2025 at 1:50 p.m. ET, but subject to change since these situations continue to evolve.</em></p>



<p class="has-small-font-size"><strong><em>PeopleImages.com - Yuri A/Shutterstock</em></strong></p>

Explore how you can potentially join a union as a federal employee in the wake of new executive orders for governmental workers.

Explore how you can potentially join a union as a federal employee.

Joining a Union as a Federal Employee | SUCCESS

Concerned About the Executive Orders and Memos for Federal Employees? Consider Joining a Union

https://successcom.wpenginepowered.com/wp-content/uploads/2025/02/joining-a-union-as-a-federal-employee-peopleimages-yuri-a-shutterstock.jpg

Thoughtful business woman looking at laptop screen

<p>If you’re one of the <a href="https://apnews.com/article/trump-buyout-offer-federal-workers-doge-bdb6cd89e383ff1120eeb262904b4060" target="_blank" rel="noreferrer noopener">over 2 million</a> federal employees who received the “<a href="https://www.opm.gov/fork" target="_blank" rel="noreferrer noopener">Fork in the Road</a>” email, you’re probably wondering where to go from here. The new administration is interested in making large changes to the federal government, with President Trump signing executive orders to <a href="https://www.whitehouse.gov/presidential-actions/2025/01/restoring-accountability-to-policy-influencing-positions-within-the-federal-workforce/" target="_blank" rel="noreferrer noopener">remove protections from federal employees</a>, <a href="https://www.whitehouse.gov/presidential-actions/2025/01/return-to-in-person-work/" target="_blank" rel="noreferrer noopener">force a return to office</a>, <a href="https://www.whitehouse.gov/presidential-actions/2025/01/hiring-freeze/" target="_blank" rel="noreferrer noopener">freeze hiring</a> and <a href="https://www.whitehouse.gov/presidential-actions/2025/01/ending-radical-and-wasteful-government-dei-programs-and-preferencing/" target="_blank" rel="noreferrer noopener">end diversity and inclusion programs</a> on the day of his inauguration. </p>



<p><a href="https://successcom.wpenginepowered.com/i-quit-my-job-now-what/">Voluntary resignation</a> may sound like a nice alternative to staying in a job with so many unknowns. However, before abandoning ship, it’s important to make sure the lifeboats are seaworthy. In this case, there are a few holes to be aware of.&nbsp;</p>



<h2 class="wp-block-heading" id="h-the-offer-on-the-table-nbsp">The offer on the table&nbsp;</h2>



<h3 class="wp-block-heading" id="h-is-it-a-buyout">Is it a buyout?</h3>



<p>Though many politicians are calling the offer a buyout, most lawyers and law experts disagreed with this being the <a href="https://www.msn.com/en-us/money/other/trump-s-federal-worker-buyout-isn-t-a-buyout-it-s-a-deferred-resignation/ar-AA1y5gxm?ocid=BingNewsSerp" target="_blank" rel="noreferrer noopener">correct term</a>. Federal employment lawyer Justin Schnitzer says, “It’s not a buyout. It’s not a <a href="https://successcom.wpenginepowered.com/how-to-negotiate-severance/">severance</a>,” while employment attorney James Plunkett <a href="https://www.msn.com/en-us/money/other/trump-s-federal-worker-buyout-isn-t-a-buyout-it-s-a-deferred-resignation/ar-AA1y5gxm?ocid=BingNewsSerp" target="_blank" rel="noreferrer noopener">told a Bloomberg reporter</a>, “I always go to the text, and they’re calling it deferred resignation. So that’s what I would call it.”&nbsp;</p>



<h3 class="wp-block-heading" id="h-the-basics-of-the-offer">The basics of the offer</h3>



<p>At first glance, the offer presented in the “Fork in the Road” email sounds promising. Anyone who chooses to resign between Jan. 28 and Feb. 6 can take the “deferred resignation offer.” It’s quick and painless to do too. No complicated paperwork or exit interviews required—just a “reply” to the email with the word “resign.”&nbsp;</p>



<p>The offer states that anyone who accepts it will be paid their full salary and benefits until Sept. 30, 2025, and will be exempt from the return-to-office mandate. It implies that employees will not have to do their work remotely during this time by portraying the eight paid months as an extended vacation in multiple places in the U.S. Office of Personnel Management’s (OPM) <a href="https://www.opm.gov/fork/faq" target="_blank" rel="noreferrer noopener">FAQ page</a>. However, due to the vague language used in the offer, it’s unclear if this is the case—and even less clear if there is any legal precedent or guarantee of the deal being fulfilled.&nbsp;</p>



<p>In addition, by taking the offer, employees are agreeing to sign an included pre-written <a href="https://www.opm.gov/fork" target="_blank" rel="noreferrer noopener">resignation letter</a> that includes unclear language like, “I understand my employing agency will likely make adjustments in response to my resignation including moving, eliminating, consolidating, reassigning my position and tasks, reducing my official duties, and/or placing me on paid administrative leave until my resignation date.”&nbsp;</p>



<p>The language used makes it ambiguous whether this means that those who take the offer can still be fired or <a href="https://successcom.wpenginepowered.com/3-strategies-to-help-you-thrive-after-a-job-layoff/">laid off</a> in the interim, thereby losing their salary and benefits much sooner than expected. Though it’s been implied that employees might be placed on administrative leave if a position is eliminated, it’s not currently legal for federal employees to have more than <a href="https://uscode.house.gov/view.xhtml?req=granuleid:USC-prelim-title5-section6329a&amp;num=0&amp;edition=prelim" target="_blank" rel="noreferrer noopener">10 days</a> of administrative leave in a single year.&nbsp;</p>







<h2 class="wp-block-heading" id="h-who-is-included-and-excluded-from-the-offer">Who is included (and excluded) from the offer?</h2>



<p>All full-time federal employees are being offered the option to take the deferred resignation, with the exception of the following areas:&nbsp;</p>



<ul class="wp-block-list">
<li>Military personnel of the armed forces</li>



<li>U.S. Postal Service employees</li>



<li>Positions related to immigration enforcement&nbsp;</li>



<li>Positions related to national security&nbsp;</li>
</ul>



<p>In addition, agencies <a href="https://www.opm.gov/fork/faq" target="_blank" rel="noreferrer noopener">can exclude specific positions from deferred resignation at their discretion</a>.&nbsp;</p>



<h2 class="wp-block-heading" id="h-why-is-the-offer-being-made">Why is the offer being made?</h2>



<p>According to <a href="https://www.opm.gov/fork/faq" target="_blank" rel="noreferrer noopener">OPM</a>, the offer is an attempt to let employees “depart the federal government on terms that provide [them] with sufficient time and economic security to plan for [their] future—and have a nice vacation.” The new administration has already promised a drastic reduction in the federal workforce, and the buyout is being held up as a way to let people voluntarily leave as a first step.&nbsp;</p>



<p>Buyouts aren’t a new concept and are often used in the <a href="https://www.onwardshr.com/blog/voluntary-buyout-program" target="_blank" rel="noreferrer noopener">private sector</a>. However, in the case of the federal government, the reason behind the offer may not be just to soften the emotional impact of a workforce reduction. When talking about the buyouts on Wednesday with reporters, <a href="https://thehill.com/homenews/house/5113697-mike-johnson-trump-buyout-plan/" target="_blank" rel="noreferrer noopener">Speaker Mike Johnson</a> said that he supported the buyouts, noting that “drastic times call for drastic measures.” He went on to say that as things currently stand, “The new president can’t come in and just walk into an agency and say you’re all fired, you know, which, that [would] probably be appropriate in some of these places. But he’s not allowed to do that under the law.”</p>



<p>Schnitzer says, “The president is trying to do away with due process.” Most <a href="https://fedemploymentattorneys.com/legal-blog/are-federal-employees-at-will-employees/" target="_blank" rel="noreferrer noopener">federal jobs are not considered at-will employment</a>, which essentially means that in order to fire a government employee, there must be a proven cause and documented steps. The <a href="https://www.fedelaw.com/are-federal-employees-at-will/#:~:text=Think%20of%20federal%20employment%20as,a%20different%20set%20of%20rules." target="_blank" rel="noreferrer noopener">extra protections</a> are there for a reason—to keep public servants neutral and free from the influence of newly elected officials. If an employee chooses to resign, they risk losing many of these protections.&nbsp;</p>



<h2 class="wp-block-heading" id="h-should-you-take-the-offer-nbsp">Should you take the offer?&nbsp;</h2>



<p>While everyone should make their own decision based on their personal circumstances, there are a lot of reasons to think twice before taking such an offer.&nbsp;</p>



<h3 class="wp-block-heading" id="h-labor-unions-are-firmly-against-it">Labor unions are firmly against it</h3>



<p>An email from the president of the National Treasury Employees Union (NTEU) said that they “Strongly urge [federal employees] not to take this alleged ‘deal.’ It is not good for you or for the American people.” They warned members that “there is no guarantee what they will do or that it can be enforced if you resign.”&nbsp;</p>



<h3 class="wp-block-heading" id="h-elected-representatives-warn-there-is-no-budget-approved-to-fulfill-the-promises-of-the-offer">Elected representatives warn there is no budget approved to fulfill the promises of the offer</h3>



<p>Sen. Tim Kaine <a href="https://www.c-span.org/clip/us-senate/senator-tim-kaine-d-va-from-senate-floor-opposing-president-trumps-federal-government-employee-buyout-plan/5151385" target="_blank" rel="noreferrer noopener">said</a> on the Senate floor Tuesday, “The president has no authority to make [the deferred resignation] offer. There’s no budget line item to pay people who are not showing up for work.” </p>



<p>Sen. Sheldon Whitehouse <a href="https://x.com/SenWhitehouse/status/1884693598865674467" target="_blank" rel="noreferrer noopener">wrote</a> that there is not currently an approved federal budget for the year and clarified that <a href="https://www.opm.gov/policy-data-oversight/workforce-restructuring/voluntary-separation-incentive-payments/" target="_blank" rel="noreferrer noopener">buyout authority is limited to $25,000</a> (which would be vastly and repeatedly exceeded if employees are truly given eight months of paid leave).&nbsp;</p>



<h3 class="wp-block-heading" id="h-lawyers-say-there-is-no-legal-precedent-to-support-the-offer-or-guarantee-its-fulfillment">Lawyers say there is no legal precedent to support the offer or guarantee its fulfillment</h3>



<p>Schnitzer warned that the ambiguity of the offer raises many questions and that agencies would likely refuse to add any clarity to avoid opening themselves up to litigation. Schnitzer added that while employees can normally revoke their resignation at any time up until the effective date, it seems unlikely that will be the case here. </p>



<p>OPM’s <a href="https://www.opm.gov/fork/faq" target="_blank" rel="noreferrer noopener">FAQ</a> page seems to agree with this assessment, stating, “It is the objective of the program to move quickly to consolidate and/or reassign roles and in many cases place employees on administrative leave which would likely serve as a valid reason to deny recission requests.”</p>



<p class="has-small-font-size"><em>Photo by fizkes/Shutterstock</em></p>

Federal employees face a buyout offer, but experts warn of legal risks and financial uncertainty. Here’s why many advise against it.

Federal employees face a buyout offer, but experts warn of legal risks and financial uncertainty. Here’s why many advise against it. | SUCCESS

Should You Take the ‘Federal Buyout?’ Experts Advise Against It

Should You Take the Federal Buyout? Experts Say No | SUCCESS

https://successcom.wpenginepowered.com/wp-content/uploads/2025/01/federal-buyout-experts-warn.jpg

A Black woman looks at a laptop screen while writing in a notebook

<p>After months spent hunting for a new job, Aliyah Jones still had a pretty good sense of humor about the <a href="https://successcom.wpenginepowered.com/10-best-tools-to-help-you-land-your-dream-job/">job market</a>. She often posted about her experience on social media, using a mix of relatable memes and wit to bond with others who were slogging through endless applications. However, while most responses were positive, one stood out to Jones in all the worst ways: a well-meaning person who insisted she hadn’t been hired because she wasn’t acting “corporate enough.”&nbsp;</p>



<p>This sort of microaggression is unfortunately common. Black women frequently face tone policing, such as being told that they’re too “angry” or “bitter” for showing emotion in a professional setting—even if their white and non-Black colleagues demonstrate the same behaviors without reprimand. Black women are also <a href="https://www.thecrownact.com/" target="_blank" rel="noreferrer noopener">2.5 times more likely to be called “unprofessional</a>” simply for wearing their hair the way it grows out of their head (rather than straightening it).&nbsp;</p>



<p>Jones recognized the comment for what it was, but it stuck with her. She knew that on paper, she should have been a competitive applicant. She had a degree from a prestigious school and three years of experience in her field, and she applied often to jobs in her field. Though Jones had already suspected that her identity, rather than her resume, was slowing her search, the comment on her post inspired her to find out for herself.</p>







<h2 class="wp-block-heading" id="h-the-experiment-nbsp"><strong>The experiment&nbsp;</strong></h2>



<p>In May, Jones created a new LinkedIn profile: an AI-generated blonde-haired, blue-eyed white woman named Emily. Emily had all the same experience and skills that Jones did, just with a white profile picture and name. In all, Jones applied to <a href="https://www.tiktok.com/@iamaliyahjones/video/7453932397675957546?is_from_webapp=1&amp;sender_device=pc&amp;web_id=7459787971916777006" target="_blank" rel="noreferrer noopener">more than 300 jobs</a> as both Emily and herself.</p>



<p>For months, Jones watched as opportunities rolled in for Emily while her own profile received a fraction of the same attention. As herself, Jones received rejections 59.4% of the time, got no response 31.7% of the time and got an interview request only 8.9% of the time. On the other hand, Emily’s response was essentially the opposite. Jones’ white alter ego received an interview request 57.9% of the time, rejections 26.3% of the time and no response only 15.8% of the time. In addition, only 1.8% of recruiters reached out to Jones to make first contact, whereas 3.5% reached out to Emily.&nbsp;</p>



<p>The application process itself looked different for Jones and Emily as well. Emily was rarely asked to do any unpaid work or additional assignments to prove her merit. Jones even <a href="https://www.youtube.com/watch?v=NhJN1BFo2yM">shared a screenshot</a> of a recruiter’s email telling Emily that “normally, we ask candidates to submit an assignment, but your work truly speaks for itself, so there’s no need for that this time.” Meanwhile, Jones was given a laundry list of unpaid work, such as being asked to create advertising banners, social media posts, flyers and more.&nbsp;</p>



<p>After eight months of conducting the emotionally taxing experiment, Jones decided she’d had enough. As she put it, Emily was “ruining [her] life.” Jones posted the results of her experiment on TikTok, LinkedIn and YouTube, and the response since has been staggering. Jones has appeared in <em>Teen Vogue</em>, has been reached out to directly by LinkedIn and its employees and has even teased that the experiment might be coming to television too.&nbsp;</p>



<p>“When I started this experiment, I wasn’t expecting the overwhelming support and the stories shared by people from all different walks of life,” Jones shared in an interview. “It highlights what is truly happening in our society and emphasizes why these discussions need to continue daily in order to drive meaningful change. I’m grateful that by using my voice, I’ve helped others who’ve faced similar struggles find the courage to share their own stories.</p>



<p>“This is not the end of this story,” she added. “It’s only the beginning of my next chapter.”&nbsp;</p>



<h2 class="wp-block-heading" id="h-sometimes-the-deck-really-is-stacked-against-you"><strong>Sometimes the deck really is stacked against you</strong></h2>



<p>Employment lawyer <a href="https://thechildressfirm.com/about-jessica-childress/" target="_blank" rel="noreferrer noopener">Jessica Childress</a> said that Jones’ story is unfortunately “just one example of a broader pattern of inequity in hiring that research has consistently shown.”</p>



<p>Those with marginalized identities often start out at a disadvantage in the job market.&nbsp;For example, <a href="https://bfi.uchicago.edu/wp-content/uploads/2024/04/A-Discrimination-Report-Card-1.pdf" target="_blank" rel="noreferrer noopener">research has shown</a> that employers tend to favor applicants with white-sounding names up to 24% of the time. <a href="https://ojs.aaai.org/index.php/AIES/article/view/31748/33915" target="_blank" rel="noreferrer noopener">AI resume screening tools</a> have also been proven to highly favor white, male candidates. In addition, the unemployment rate for those who are Black is quite a bit higher than that of those who are white: <a href="https://www.bls.gov/web/empsit/cpsee_e16.htm" target="_blank" rel="noreferrer noopener">5.8% of Black people</a> faced unemployment in 2024, while only 3.5% of white people did during the same period.&nbsp;</p>



<p>Jones isn’t even the first to do an experiment like this—she’s just the most recent in a long history of inequity. After going viral, Jones said that she was flooded with messages from those who had previously tried out similar experiments themselves.</p>



<h2 class="wp-block-heading" id="h-how-to-avoid-bias-when-hiring"><strong>How to avoid bias when hiring</strong></h2>



<p>While the recruiting landscape itself isn’t likely to undergo drastic reforms overnight, there are some easy ways that recruiters, hiring managers and business owners can ensure their own practices are fair for every applicant.</p>



<p>The results that Jones saw in her experiment likely come down to some form of unconscious bias (also called “implicit bias”) in the hiring process. Essentially, unconscious bias is the way that a person perceives reality thanks to their life experiences, which can often lead to discrimination and stereotyping based on factors like race, gender, sexuality, ethnicity, age and more. It influences subjective perceptions, such as “gut feelings,” and influences how a person sees those who are different from (or the same as) them.&nbsp;</p>



<p>Everyone has some form of unconscious bias—the key is to recognize your own blind spots and create a system that is fair and cannot be derailed by a single person’s unconscious bias.&nbsp;&nbsp;</p>



<p>According to Childress, standardizing the hiring process is the first step. She suggests creating clear, objective criteria for evaluating each candidate. Evaluation techniques like scoring systems and blind reviews that remove identifiers can keep recruiters focused on the objective elements of an application, such as skills and experience. Establishing a diverse hiring committee of multiple people can also lessen the impact that any one person’s bias might have on the process. In addition, Childress notes that training recruiters and hiring managers on how to recognize implicit bias can keep the process more fair.&nbsp;</p>



<p>Kristin Austin, Ed.D., vice president of culture and community health for <a href="https://rewritingthecode.org/" target="_blank" rel="noreferrer noopener">Rewriting the Code</a>, also says that these examples are reasons to ensure that any <a href="https://successcom.wpenginepowered.com/from-the-editor-ai-innovation/">AI systems</a> are designed to reduce bias, not amplify it. Removing the names of applicants—and even the colleges they attended—can help the process remain more impartial.</p>



<p>“It’s important to remember that everyone faces rejection during a job search,” Childress says. If applicants begin to notice a pattern of rejections, she suggests reaching out to recruiters for constructive feedback. However, if the rejections seem to be stemming from a protected category, such as race, gender or age, Childress suggests “consulting with an employment lawyer to evaluate whether you might have a legal claim.”</p>



<p class="has-small-font-size"><em><strong>Photo by fizkes/Shutterstock.com</strong></em></p>

Discover what Aliyah Jones learned about implicit bias in the job search process when she conducted this now-viral experiment on LinkedIn.

Black Woman Conducts Implicit Bias Experiment | SUCCESS

A Black Woman Conducted a Catfishing Experiment as a White Woman on LinkedIn—and Yes, Race Mattered

One Black Woman's Catfishing Experiment Nets Shocking Results | SUCCESS

https://successcom.wpenginepowered.com/wp-content/uploads/2025/01/implicit-bias-fizkes-shutterstock.jpg

Close up of the different legs of people waiting in chairs for a job interview.

<p>When <a href="https://builtin.com/diversity-inclusion/diversity-in-the-workplace-statistics" target="_blank" rel="noreferrer noopener">posting a new job</a>, it’s easy to default to the same old template that your company has used for ages. After all, it saves you time and gets the post up faster. However, what many fail to realize is that the average job template often includes language and requirements that deter strong candidates from ever hitting the “Apply” button at all. This can lead to workplaces that lack the <a href="https://builtin.com/diversity-inclusion/diversity-in-the-workplace-statistics">diversity</a> <a href="https://www.globenewswire.com/news-release/2022/08/09/2494604/0/en/Diversity-and-Inclusion-D-I-Global-Market-Report-2022-Diverse-Companies-Earn-2-5-Times-Higher-Cash-Flow-Per-Employee-and-Inclusive-Teams-Are-More-Productive-by-Over-35.html" target="_blank" rel="noreferrer noopener">required</a> for <a href="https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/why-diversity-matters" target="_blank" rel="noreferrer noopener">high-performing</a>, <a href="https://hbr.org/2013/12/how-diversity-can-drive-innovation" target="_blank" rel="noreferrer noopener">innovative</a> teams.&nbsp;</p>



<p>If your company’s job posts aren’t getting the sort of robust responses you’re hoping for, these tips might help.&nbsp;</p>



<h2 class="wp-block-heading" id="h-requirements-to-reconsider">Requirements to reconsider</h2>



<p>“Define <a href="https://successcom.wpenginepowered.com/how-to-hire-well/">must-have qualifications</a> that are truly essential for success in the role and list preferred qualifications separately,” says employment lawyer <a href="https://thechildressfirm.com/about-jessica-childress/" target="_blank" rel="noreferrer noopener">Jessica Childress</a>. Similarly, business psychologist and certified diversity, equity and inclusion executive <a href="https://www.truecultureconsulting.com/about" target="_blank" rel="noreferrer noopener">Shawna Gann</a> says, “Specific, fixed requirements can limit who even makes it to the first round.”&nbsp;</p>



<p><strong>Focus on skills, not years: </strong>“Many job postings include ‘years of experience’ requirements that act as arbitrary barriers,” Childress says. “For example, requiring ‘10-plus years of experience’ for a role that could be performed by someone with five years discourages skilled candidates, especially younger professionals and those who have taken nonlinear career paths.”&nbsp;</p>



<p>According to Gann, “By reconsidering job requirements—especially those that specify certain years or types of experience—we can open the door to candidates with fresh perspectives, resourcefulness and a wealth of skills.”&nbsp;</p>



<p>For similar reasons, as well as <a href="https://www.eeoc.gov/age-discrimination" target="_blank" rel="noreferrer noopener">legal reasons</a>, it’s a good idea to keep an eye out for ageist language. “Phrases like ‘recent graduate’ or ‘young and energetic’ can discourage older applicants,” Childress says.&nbsp;</p>



<p><strong>Ditch arbitrary degree requirements:</strong> “Job descriptions that prioritize certain educational paths or unpaid experiences can unintentionally exclude talented candidates from low-income backgrounds,” Childress says. “Terms like ‘prestigious university’ or ‘internship at top firms’ may limit applicants who could not afford these opportunities but bring valuable skills and experiences from other paths. Instead, focus on essential skills, and consider specifying ‘relevant experience,’ which allows for a broader range of backgrounds.”&nbsp;</p>



<p><strong>Accessibility requirements:</strong> “Phrases like ‘must be able to work under pressure’ or ‘need to lift 50 pounds regularly’ can discourage applicants who may otherwise excel in the role but have physical limitations or mental health considerations,” Childress says. “Consider reframing to ‘reasonable physical requirements will be discussed based on individual needs’ or consider explicitly stating that accommodations are available. For neurodiverse candidates, avoid asking for ‘attention to detail’ unless it is directly relevant.”&nbsp;</p>



<p><strong>Language requirements:</strong> “Requirements like ‘native English speaker’ are exclusionary,” Childress says. If communicating in English will be necessary for the role, consider using “fluent in English” instead.&nbsp;</p>



<p><strong>Transportation limitations: </strong>According to Childress, “Requiring ‘personal transportation’ or ‘reliable vehicle’ can be restrictive and deter qualified candidates who may rely on public transportation. If driving is not essential to the role, consider rephrasing to note that reliable attendance or transportation to the worksite is required.”&nbsp;</p>



<p><strong>Equipment requirements:</strong> “List equipment requirements, such as a personal laptop or smartphone, if relevant,” Childress says. “Clarify that the company provides essential tools so that applicants are not discouraged by costs they may need to cover themselves.”&nbsp;</p>



<h2 class="wp-block-heading" id="h-choose-your-words-carefully-nbsp">Choose your words carefully&nbsp;</h2>



<p><strong>The problem with “cultural fit”:</strong> “Phrases like ‘strong cultural fit’ can signal an expectation of conformity, potentially deterring applicants from diverse backgrounds who may fear exclusion if they do not match an unspoken norm,” Childress says. She suggests instead using phrases like “teamwork skills” or “collaborative mindset,” which emphasize “shared goals while respecting individuality.”&nbsp;</p>



<p><strong>Ditch the idioms: </strong>Childress notes, “Avoid <a href="https://www.merriam-webster.com/dictionary/idiom" target="_blank" rel="noreferrer noopener">idioms </a>or jargon like ‘hit the ground running’ or ‘wear many hats,’ which can be confusing for non-native English speakers or those from noncorporate backgrounds.” In general, Childress says it’s best to stay away from any slang or colloquial language.</p>



<p><strong>Every phrase matters:</strong> “Phrases like ‘must thrive in a high-pressure environment’ or ‘fast-paced’ may discourage candidates who need or prefer stability, including people with disabilities, caregivers or those who value work-life balance,” Childress says. “Instead, describe the actual requirements, such as ‘adapts to changing priorities’ or ‘able to meet deadlines,’ which focus on skills without implying constant high pressure.”&nbsp;</p>



<h2 class="wp-block-heading" id="h-other-considerations-for-an-inclusive-posting">Other considerations for an inclusive posting</h2>



<p><strong>Make it accessible: </strong>Childress says you should ensure any online postings are <a href="https://www.ada.gov/resources/web-guidance/" target="_blank" rel="noreferrer noopener">screen-reader compatible</a>, including adding text alternatives for any images or graphics. It’s also best to avoid any difficult-to-read fonts or low-contrast backgrounds behind words so that those with dyslexia, low vision and other sight-based challenges can still read the application easily.&nbsp;</p>



<p><strong>Offer multiple languages:</strong> According to Childress, offering the application materials in multiple languages ensures that non-native English speakers fully understand what’s being asked of them. By providing it in an applicant’s native language, you allow them to put their best foot forward, and you won’t miss out on talented applicants.&nbsp;&nbsp;</p>



<p class="has-small-font-size"><strong><em>Photo from Peopleimages.com - Yuri A/Shutterstock.com</em></strong></p>

Learn how seemingly standard job posting requirements may deter strong candidates from applying and discover tips to attract diverse teams.

When posting a new job, it’s easy to default to the same old template that your company has used for ages. After all, it saves you time and gets the post | SUCCESS

The Surprising Ways Your Job Posting is Excluding Applicants

Surprising Ways Your Job Posting Excludes Applicants | SUCCESS

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A group of professionals culture fit new hires

Future of Work

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Future of Work | SUCCESS | What Achievers Read

<p>The first time I was on a hiring committee, I was excited. I made a spreadsheet of the qualities we were looking for, meticulously balanced a rubric for interviews and applications, and did everything I could to ensure that the process was as <a href="https://successcom.wpenginepowered.com/john-c-maxwell-hire-the-right-people/">fair and impartial</a> as possible.</p>



<p>We ended up with the best sort of problem—a handful of truly exceptional applicants who were all ranked similarly. I came into the final decision meeting ready with my bullet points of objective pros and cons for each candidate and expected to find others doing the same.</p>



<p>Instead, the conversation quickly became about who would fit in the best.</p>



<p>My team at the time was incredibly similar—all middle-aged, white, straight, cisgender, able-bodied women who were married with children. They hung out after work and even vacationed together regularly. By all counts, I was the closest thing to any sort of “diversity” that we had as a single, childless 20-something who was both queer and neurodivergent.</p>



<p>When we began discussing our top candidates, they tossed the rubrics out the window. Suddenly, it wasn’t about past experience or impressive interview answers but about which person seemed like they could seamlessly step into the role and blend into the team. It wasn’t about who could bring new ways of thinking and challenge us but about who wouldn’t create waves.</p>







<p>Let’s be clear—at that point in the process, there was genuinely no wrong answer. I truly believe that anyone from that final pool would have been a fantastic employee, and the person we hired was exceptional in their own right. What troubled me wasn’t who we hired, but how. My team had an incredible opportunity to expand its point of view, but instead, they clung as tightly as possible to maintaining the status quo.</p>



<h2 class="wp-block-heading" id="h-what-does-being-a-good-culture-fit-mean-and-where-did-it-come-from-nbsp">What does being a good culture fit mean, and where did it come from?&nbsp;</h2>



<p>Put simply, the idea that someone is a good culture fit is another way to say that they will seamlessly blend in with existing company communication patterns, behaviors and structures. They’re the people that you want to grab a beer with after work or could see yourself becoming casual friends with without much effort.</p>



<p>The idea of hiring someone who is a good culture fit for your team or company may have come largely from <a href="http://faculty.haas.berkeley.edu/chatman/papers/39_ImprovingIntxOrgResearch.pdf" target="_blank" rel="noreferrer noopener">1989</a> and <a href="http://faculty.haas.berkeley.edu/chatman/papers/34_MatchingPeopleOrgs.pdf" target="_blank" rel="noreferrer noopener">1991</a> papers by Jennifer A. Chatman. In these, Chatman showed that new hires whose values closely aligned with the company tend to stay longer and are more satisfied in their role. Since then, the idea has been used to justify everything from personality tests as indicators of success to full-on discriminatory practices.</p>



<p>Interestingly, Chatman’s <a href="https://osf.io/preprints/socarxiv/9j5qf" target="_blank" rel="noreferrer noopener">latest findings</a> suggest that culture fit isn’t fixed. In 2023, she collaborated with Richard Lu, Amir Goldberg and Sameer Srivastava on a study that showed that culture fit is a concept that one can learn, so it’s not exclusively an intangible quality that an applicant either does or doesn't have from the start.</p>



<h2 class="wp-block-heading" id="h-the-problem-with-looking-for-a-candidate-who-you-could-grab-a-beer-with">The problem with looking for a candidate who you could grab a beer with</h2>



<p>Diverse workforces are often <a href="https://www.globenewswire.com/news-release/2022/08/09/2494604/0/en/Diversity-and-Inclusion-D-I-Global-Market-Report-2022-Diverse-Companies-Earn-2-5-Times-Higher-Cash-Flow-Per-Employee-and-Inclusive-Teams-Are-More-Productive-by-Over-35.html" target="_blank" rel="noreferrer noopener">more profitable and productive</a> than <a href="https://neuroleadership.com/your-brain-at-work/why-diverse-teams-outperform-homogeneous-teams/" target="_blank" rel="noreferrer noopener">those that are homogenous</a>, and leaning on ideas like finding a culture fit while hiring can actually lead to discriminatory hiring decisions. Looking for a culture fit can mean creating an environment where everyone doesn’t just look the same—they think the same, too. A strict culture fit might mean that every person hired has a similar personality and similar interests, which is more likely to create an army of “yes men” than a team of innovators.</p>



<p>This isn’t just a problem for those with marginalized identities—though it absolutely impacts them more than most. Under the guise of looking for a culture fit, a hiring manager may not hire an introvert because they weren’t interested in attending team happy hours, and someone who smiles a lot might lose out to someone who is more stoic, even if personality has nothing to do with the job.</p>



<p>Yes, it’s often easy to get along with people who are alike, but that’s not necessarily a good thing. For instance, on my team—where everyone looked and thought the same—no one ever challenged the status quo. This led to questionable business practices, big issues being swept under the rug and a final product that was often stale and uninspired.</p>



<h2 class="wp-block-heading" id="h-expand-your-team-s-potential-by-looking-for-a-culture-add-instead">Expand your team’s potential by looking for a 'culture add' instead</h2>



<p>My favorite team that I worked with was also the best one for the company itself. Our business partners nicknamed us the “dream team” because we were always on time (or early) with our projects, asked big questions up front and consistently brought innovative, fresh product ideas to the table.</p>



<p>However, the reason we worked together wasn’t because we all thought alike—it was because we all thought quite a bit differently. Some of the best work of my career happened on this team because we constantly challenged one another to strive for the absolute best in everything we did. Where some of us excelled at pacing work and keeping deadlines, others were great at pushing us to consider what was possible outside of strict project requirements.</p>



<p>Rather than hiring a person to fit into your company’s culture, you’re better off finding someone who can add something new. Seeking a “<a href="https://www.washingtonpost.com/brand-studio/wp/2020/11/30/feature/culture-fit-is-outdated-its-time-to-think-about-culture-add/" target="_blank" rel="noreferrer noopener">culture add</a>” means looking for a person whose skills, personality, point of view, background and more are different from those of the people already on the team. It means finding someone who can help your company’s culture expand and evolve rather than expecting them to conform to what already exists.</p>



<h2 class="wp-block-heading" id="h-create-fair-and-mutually-beneficial-hiring-practices">Create fair and mutually beneficial hiring practices</h2>



<p>When figuring out where to start, it can help to make a list of what you think your company’s culture already does well and where it could use some work. As you’re <a href="https://successcom.wpenginepowered.com/how-to-hire-well/">hiring</a>, keep an eye on which applicants bring something new to the mix, whether it’s ideas, working styles, conflict resolution techniques or something else.</p>



<p>Creating fair, mutually beneficial hiring practices means being truly open to anyone who can do the work, even if they aren’t anything like you might have pictured when posting the role. It starts with understanding that an applicant may bring something to the table that you never expected—and that the best employees often do.</p>



<p class="has-small-font-size"><em><strong>Photo by fizkes/Shutterstock.com</strong></em></p>

Hiring someone you could see yourself grabbing a beer with isn’t just bad for business—it’s also discriminatory. Find out more in our latest.

Hiring someone you could see yourself grabbing a beer with isn’t just bad for business—it’s also discriminatory. Find out more in our latest. | SUCCESS

It’s Time to Stop Looking for a 'Culture Fit' With New Hires—Do This Instead

It’s Time to Stop Looking for a &#8216;Culture Fit&#8217; With New Hires—Do This Instead

Stop Looking for a "Culture Fit"—Find a "Culture Add" Instead | SUCCESS

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A stressed out man sitting at a desk with a laptop, pinching the bridge of his nose

<p>One of my former managers had a horrible habit of setting up last-minute meetings with vague titles like “quick touch base.” Maybe for some, this would be no big deal—but given that our company had a history of frequent layoffs, every one of these invites would send my heart racing. These <a href="https://successcom.wpenginepowered.com/8-ways-to-avoid-pointless-meetings/">meetings</a> could turn out to be anything from “Here’s an easy project we need to complete last minute” to “This is awkward, but your last day is Friday.”</p>



<p>When I mentioned this to some of my coworkers, I was surprised to find it was a common complaint. A lot of managers at the company did this, and I wasn’t the only one stressed by it. However, when I eventually mentioned it to my boss, she was shocked and said she’d never thought about the impact these last-minute meetings might have. For her, it was simply a quick way to get something done.&nbsp;</p>



<p>This got me thinking: If my manager had been totally in the dark about this, could I be just as clueless about the impact my emails were having on others?</p>



<p>I spoke with leadership coach and HR consultant Lisa Rigoli and etiquette expert Lisa Grotts to better understand where most of us might be going wrong—without even realizing.</p>



<h2 class="wp-block-heading" id="h-subject-lines-are-there-for-a-reason">Subject lines are there for a reason</h2>



<p>Fully filling out an <a href="https://successcom.wpenginepowered.com/the-3-sentence-email-guaranteed-to-get-a-response/">email</a> with a subject line can feel like a hassle to some. Maybe you’re trying to fit a quick message in before your next meeting or are trying to juggle too many things at once. However, according to Grotts, the subject line is “the reason for the email, so it’s essential.”</p>



<p>Rigoli agrees, saying&nbsp;that they’re “critical for setting context and helping recipients prioritize.”&nbsp;&nbsp;</p>



<p>Subject lines can also help the sender just as much as the recipient. Rigoli notes that one of her biggest pet peeves is “receiving emails that lack clear purpose or direction. When messages are vague or lack actionable steps, they create confusion and additional follow-up.” She adds that “every email should clearly answer why it’s being sent, what the recipient needs to do, and how it helps achieve a goal or resolve a need.”&nbsp;</p>







<h2 class="wp-block-heading" id="h-be-selective-with-recipients">Be selective with recipients</h2>



<p>By now, most people know not to “reply all” to a company-wide email. At best, it can be embarrassing for you as a professional. At worst, you may distract and irritate your fellow employees. However, it’s just as important to consider the smaller scale too. Before you cc every person on your team, it’s best to stop and ask yourself if that’s necessary.&nbsp;</p>



<p>“Overloading inboxes with cc’d emails to large groups, often without clear action points… can confuse recipients, leading to email fatigue and missed priorities,” Rigoli says. She encourages senders to instead carefully consider each person they add to their communication and what they’re hoping everyone’s takeaway will be. It might seem kind at the moment to “loop everyone in,” but the reality is that it may just stress out coworkers who think you need something from them—but aren't sure what.&nbsp;</p>



<h2 class="wp-block-heading" id="h-less-is-more">Less is more</h2>



<p>As a writer, I’m certainly guilty of writing mini novels for emails, and it’s something that I’ve had to get better at over time. My instinct is to include every important bit of information—but after speaking with my fellow coworkers, I found out that this approach was often more overwhelming than helpful.&nbsp;</p>



<p>Grotts suggests eliminating nonessential content when sending emails. Instead, include only content that is “easy to read and succinct. Focus on your message and get it across quickly, one subject at a time.” When in doubt, she emphasizes that “less is more.”&nbsp;</p>



<h2 class="wp-block-heading" id="h-make-sure-that-recipients-understand-your-message">Make sure that recipients understand your message</h2>



<p>Email and messaging can be tricky because you don’t have facial expressions and inflection to reveal your tone. Instead, <a href="https://www.lx.com/science-tech/listen-up-how-you-use-punctuation-in-texts-it-matters-a-lot/37126/" target="_blank" rel="noreferrer noopener">punctuation</a>, capitalization, emojis, GIFs and memes are your tools for ensuring that you’re understood the way you’d hoped.&nbsp;</p>



<p>That said, for many, these tools aren’t intuitive. For instance, answering a message with “Okay” should be the same as “Okay.”—but it’s not. <a href="https://www.nytimes.com/2021/06/29/crosswords/texting-punctuation-period.html" target="_blank" rel="noreferrer noopener">That period carries some heavy attitude</a> for those who grew up with nonverbal communication as their default.</p>



<p>If you’re not confident that your punctuation is communicating the right tone, emojis and GIFs can help. Just be careful how you use them.</p>



<p>Grotts says that “Emojis are the new punctuation,” and “in the right context, a tasteful GIF can make your email memorable without compromising professionalism.” That said, she warns that “it’s best to use them within reason to clarify tone, not [as] a staple of your <a href="https://successcom.wpenginepowered.com/workplace-communication-etiquette-best-practices/">communication</a>.”</p>



<p class="has-small-font-size"><em><strong>Photo by Yuri A/Shutterstock.com</strong></em></p>

Discover how your emails may cause coworker stress and tips to reduce this. Improve workplace communication with these easy email strategies.

Discover how your emails may cause coworker stress and tips to reduce this. Improve workplace communication with these easy email strategies. | SUCCESS

4 Ways Your Emails Might Be Stressing Out Your Coworkers (And How to Stop Doing It)

4 Ways Your Emails Might Be Stressing Out Your Coworkers | SUCCESS

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Businessman staring out office window at dark

coworkers

coworkers Archives

coworkers Archives | SUCCESS

seasonal affective disorder

seasonal affective disorder Archives

seasonal affective disorder Archives | SUCCESS

seasonal depression

seasonal depression Archives

seasonal depression Archives | SUCCESS

workplace depression

workplace depression Archives

workplace depression Archives | SUCCESS

<p>Everyone has a bad day here or there, but sometimes, there are larger periods when your co-workers need some extra support. Maybe they’ve had a big life event such as a death in the family, a new diagnosis, or a tragedy in their community. Perhaps they simply need a bit of extra grace for an ongoing health condition or while caregiving for a loved one.&nbsp;</p>



<p>With the amount of stress that the average worker is under these days, it’s never been more important to show your support for those around you, especially during the winter months when seasonal depression is at play. The key is knowing where to start and how to assist a co-worker who might be experiencing seasonal depression at work.</p>



<h2 class="wp-block-heading" id="h-why-winter-can-be-the-most-depressing-season">Why winter can be the most depressing season</h2>



<p>Winter isn’t just the darkest time of year because of the lack of sun—for many, it also means an increase in stress, depression, and anxiety. Holidays are busy and full of commitments. They can trigger feelings of grief as loved ones are missed at gatherings and increase <a href="https://successcom.wpenginepowered.com/how-i-avoid-loneliness-while-working-alone/">loneliness</a> for those physically or emotionally distant from friends and family.&nbsp;</p>



<p>The decreased hours of daylight have an impact, too. About <a href="https://www.psychiatry.org/patients-families/seasonal-affective-disorder" target="_blank" rel="noreferrer noopener">5% of U.S. adults</a> experience <a href="https://www.nimh.nih.gov/health/publications/seasonal-affective-disorder" target="_blank" rel="noreferrer noopener">seasonal affective disorder (SAD)</a>, a form of depression common in winter months.&nbsp; Chances are at least a few of your co-workers or subordinates might be feeling low in the winter.</p>



<p>According to Keisha Saunders-Waldron, therapist and owner of <a href="https://www.cccounsel.me/about/" target="_blank" rel="noreferrer noopener">Confidential Confessions Counseling Services,</a> there are a few telltale signs that your coworkers might be struggling:&nbsp;</p>



<ul class="wp-block-list">
<li>Withdrawing socially, avoiding interactions, and/or acting more reserved</li>



<li>Personal care changes&nbsp;</li>



<li>Fatigue or being unusually tired&nbsp;</li>



<li>Declines in productivity and missed deadlines&nbsp;</li>



<li>Mood swings, irritability or heightened sensitivity&nbsp;</li>
</ul>



<p>An employee or coworker showing any one of these symptoms on occasion isn’t a cause for concern, but if these symptoms are ongoing or show up simultaneously, it may be time to reach out.&nbsp;</p>



<h2 class="wp-block-heading" id="h-supporting-your-coworkers-with-seasonal-depression">Supporting your coworkers with seasonal depression</h2>



<p>When approaching someone who seems to be having a rough time, Saunders-Waldron says that the “most important thing you can do is listen with empathy” and “create a space for honest dialogue.” Your goal should be to “seek to understand, not to be understood.”&nbsp;</p>



<p>Remember that you’re not a psychologist or therapist, so you can’t (and shouldn’t) try to diagnose anyone. Instead, Saunders-Waldron suggests approaching coworkers in a thoughtful, respectful way. Begin with “compassion and privacy” and “open a door without making assumptions.”&nbsp;</p>



<p>According to Saunders-Waldron, it’s best not to try and “fix” the situation. “Your role is to listen and offer support,” she says. “Be mindful that they may not be ready to discuss their feelings, and that’s OK. Let them know they have your support whenever they feel comfortable.”&nbsp;&nbsp;</p>



<h2 class="wp-block-heading" id="h-what-to-say">What to say</h2>



<p>It can be tricky to know where to start with a topic like <a href="https://successcom.wpenginepowered.com/mental-health-day-signs/">mental health</a> support, but Saunders-Waldron suggests a few statements to try: </p>



<ul class="wp-block-list">
<li>“I’ve noticed some changes in you lately, and I wanted to check in. Are you OK?”&nbsp;</li>



<li>“I’m here for you if you ever need someone to talk to.”&nbsp;</li>



<li>“It’s OK to feel overwhelmed sometimes. Let me know if there’s anything I can do to help.”&nbsp;</li>



<li>“I care about you and want to help. Let me know how I can make things easier.”&nbsp;</li>
</ul>



<p>“When offering support, it’s essential to convey understanding without sympathy,” she says. You don’t want to come off as pitying or condescending. Even if you’ve experienced a similar period in your life, avoid suggesting that you know what they’re going through because chances are, you don’t. Every person experiences illness, grief, and other darker periods differently and may need different types of support.&nbsp;</p>



<h2 class="wp-block-heading" id="h-how-to-help-nbsp">How to help&nbsp;</h2>



<p>For some people, talking it through may be enough. However, for most, helping where you can as a co-worker or manager can make a big difference in the person’s stress level as they manage their own <a href="https://successcom.wpenginepowered.com/7-challenges-successful-people-overcome/">personal challenges</a> alongside work. The best way to find out what they need is a simple one—just ask them.&nbsp;</p>



<p>Sometimes when a person is struggling with seasonal depression, it can be hard for them to come up with ways to help, so it’s a good idea to come ready with suggestions in case they don't know where to start. Below are a few from Saunders-Waldron, as well as ones that worked for me and my team at a former place of employment.&nbsp;</p>



<h3 class="wp-block-heading" id="h-ideas-for-managers">Ideas for managers</h3>



<ul class="wp-block-list">
<li>Offer a more flexible schedule and/or more flexible work-from-home options as needed.</li>



<li>Adjust workloads and deadlines when possible.&nbsp;</li>



<li>Share information about any mental health resources your company provides, such as Employee Assistance Programs (EAPs), mindfulness sessions, and mental health workshops. Make sure they’re familiar with the <a href="https://www.dol.gov/agencies/whd/fmla" target="_blank" rel="noreferrer noopener">Family and Medical Leave Act (FMLA)</a> and how it works at your company.</li>



<li>Schedule regular check-ins to ensure they’re being supported the way they need to be. Be sure to check in with the rest of the team, too, to make sure no one is at risk of burnout.&nbsp;</li>



<li>Advocate for and support a workplace culture that promotes mental well-being and provides a stigma-free environment where employees feel safe discussing mental health.&nbsp;</li>



<li>Lead by example by keeping reasonable hours and a strong balance between home and work.&nbsp;</li>
</ul>



<h3 class="wp-block-heading" id="h-ideas-for-coworkers-nbsp">Ideas for coworkers&nbsp;</h3>



<ul class="wp-block-list">
<li>Give grace with collaborative projects where you can. If something isn’t urgent and the person needs more time, be flexible.&nbsp;</li>



<li>Offer to trade types of work that are most helpful to the person who is struggling. For instance, for several months after I lost my mom, I asked to primarily work on the mindless part of my job rather than the creative part, so I took on most of the monotonous work of my fellow editors while they took on the creative aspects of my job.&nbsp;</li>



<li>Encourage your coworkers to take time off when they need it. Remind them not to overwork when things aren’t urgent. If you get emails after hours, ignore them until the morning.&nbsp;</li>



<li>Do your best to support any accommodations that your coworker’s manager has approved, such as work from home or adjusted hours.&nbsp;</li>



<li>If comfortable, share your own struggles to let the person know they aren’t alone in whatever they’re facing. Don’t try to “solve” it or suggest it’s the same, just emphasize that you know how important it is for them to take care of themselves.</li>
</ul>



<p class="has-small-font-size"><em>Photo credit: Aslysun/Shutterstock.com</em></p>



<p></p>

Seasonal depression can take a toll on people, even in the workplace. Learn how to support your co-workers during the winter months.

Everyone has a bad day here or there, but sometimes, there are larger periods when your co-workers need some extra support. Maybe they’ve had a big life | SUCCESS

Seasonal Depression at Work: How to Support Your Co-Workers During the Darkest Months

Supporting Co-Workers With Seasonal Depression | SUCCESS

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