Some companies are governed by state or contractor requirements regarding the types of employees they can hire, which often include specific educational qualifications. As a result, a company may be unable to hire a candidate who exceeds the experience requirements but does not meet the education criteria. However, it is generally a good idea for applicants to apply for positions where they nearly meet the qualifications.

For example, if a job requires a bachelor’s degree and an applicant will be graduating with that degree in a few months, it may still be appropriate to apply for the position. However, it is not advisable to apply for a role that requires at least an master’s degree when the applicant only holds a high school diploma. In some cases, a company may be able to make a contingent offer or hire an under-qualified candidate.

The primary goal of a writeup or any disciplinary action isn't to punish employees but to serve as a constructive and formal opportunity to address concerns.

It allows management to clearly communicate work expectations, provide necessary resources, and ensure the employee understands what needs to be improved. Proper documentation of these discussions helps confirm that everyone is aligned on the necessary steps moving forward.

Importantly, when an employee continues to repeat the same issues despite being offered resources to improve, this can understandably lead to more serious actions, including termination. This process promotes fairness, accountability, and growth for both employees and the organization.

I’ve noticed that when employees set rigid boundaries, it can sometimes hinder their growth within a company. Employers often look for signs of dedication to their mission, commitment to the company’s growth, and a willingness to improve work processes. In my experience working with various companies (including those where non-disclosure agreements have been signed), I’ve seen that they track employee engagement as a way to assess candidates for advancement.

For instance, I’ve consulted with organizations that have rejected candidates for promotions because they were unavailable to answer emails and calls on their days off, didn’t pick up extra shifts, didn’t stay late to complete work tasks, didn’t share anything about their personal lives, avoided eating in the lunchroom with colleagues, skipped work events outside of scheduled hours, or didn’t socialize with coworkers.

While I believe that maintaining hard boundaries is crucial for an employee’s self-care and mental health, I have also observed how these boundaries can limit an employee’s growth as companies increasingly demand more from their teams.

Navigating work-life balance can be tricky because sometimes a job is simply that—a job. It’s something we do to pay the bills, afford a certain lifestyle, travel, or engage in enjoyable activities. It can be challenging to find time for a personal life, especially when we're always on call for our jobs, particularly if we aim to advance in a company or secure a promotion with higher pay.

For me, I have established firm boundaries, but I occasionally break them to be seen as a team player. If I notice that my company is in a tough spot and needs extra help with something requiring me to stay late, I'm willing to volunteer if I can. It's important for your job to know they can rely on you in critical situations. Additionally, it helps to understand that if they are reaching out to you, it's because they have exhausted other resources before coming to you. This awareness can make it easier to break the personal rules you've set to maintain your work-life balance.

This is a real issue that can arise for various reasons. I've observed valuable employees being blackballed from applying to a company due to pushing back against trends and workplace culture, or not complying with their manager's directives even if those directives are concerning. Additionally, some staff members have been blackballed for how they exited a company or for poor performance.

Sometimes, despite doing everything right—such as providing adequate notice, training their replacement, and ensuring that their work is up to date—an employee may still end up blacklisted based on the opinions of those in charge or remaining at the company. This often happens because it can be easier for a company to attribute a negative work situation or a failed process to a departing employee rather than taking ownership of the error themselves.

Yes! Keep up the mystery! Not everyone at work needs to know who you are dating, every detail about your kids, or what you did on your day off. You can still build connections at work without sharing every little detail. It’s important to remain professional because, at the end of the day, you are there to fulfill the duties outlined in your role. Choose the details from your personal life that you share carefully, doing so in a way that allows you to engage with others while still maintaining professionalism.

Having friends in the workplace can make your job feel less frustrating, lengthy, and monotonous. However, it's important to be cautious about who you choose to befriend in a professional setting. Some individuals may be self-serving and could jeopardize your opportunities if you connect with someone who doesn't have your best interests at heart.

If you have gained new training, skills, or additions to your resume, then reapply!

Here are some observations on factors that can disqualify a candidate:

1. Incomplete Application: Not completing the job application correctly can lead to automatic disqualification. For example, if the application asks if the applicant understands the role and can fulfill all job duties, answering "No" instead of "Yes" may result in disqualification.

2. Salary Expectations: If the job posting specifies a salary range and the applicant's expected salary exceeds that range, they may be disqualified, especially if there are other qualified candidates who fall within the specified range.

3. Not Meeting Requirements: During resume screening, if an applicant does not meet the specific criteria outlined in the job posting, they can be disqualified. For instance, if a company requires a candidate to have three years of experience and at least 60 college credits, an applicant with no experience and only a high school diploma would not meet the minimum requirements and could be disqualified.

4. Dishonesty on Application: Being dishonest on the application can undermine an applicant's chances. It's better to be truthful than to risk surprise findings during the interview or background check that should have been disclosed upfront.

5. Availability for Scheduled Hours: If the job specifies certain working hours, such as 11 a.m. to 8 p.m., and the applicant cannot work those hours but claims they can to secure an interview, this may lead to disqualification. In some positions, there may be little to no flexibility in work hours. 

Being mindful of these factors can help candidates improve their chances during the application process.

It's always best practice to provide notice when leaving a job, and the notice period should align with your company's policies. Some companies require two weeks' notice, while others prefer a month. A good guideline is to consider how long it took you to train in your role. If your training lasted two weeks, then two weeks' notice is appropriate. However, if you are in a leadership position and it took you 3-5 weeks to train, it may be beneficial to provide a longer notice period to your company.

If you feel that you cannot provide, for example, a one-month notice while maintaining the same level of diligence you've shown thus far, it is advisable not to extend your notice. A lengthy notice period can backfire if you start to disengage or experience burnout, leading to a decline in the quality of your work. Only commit to a notice period that you feel comfortable managing.

In some cases, you may feel that no notice is required due to your mental health. Be aware, though, that this decision can carry consequences, such as difficulty in working at the same company or similar companies in the future, especially if you are in a small area. Additionally, you may lose the opportunity to leverage connections you made for future job prospects. Always prioritize your mental health and choose what is right for you.

It is vital to reflect honestly on your actions—perhaps not following directions, making errors, missing deadlines, or concerns raised about your work quality, could have contributed to your manager's behavior. Additionally, trust plays a crucial role; when it’s broken, a supervisor might feel the need to oversee tasks closely.

To foster a better working relationship, consider having an open, respectful conversation with your supervisor. Express your feelings with specific examples, and seek clarity on expectations and policies. Remember, some perceived micromanagement might stem from misunderstandings or procedural requirements that are necessary for compliance. Addressing this proactively can lead to greater independence and a more empowering work environment.

One of the core roles of human resources is to foster a productive and positive work environment, supporting your professional growth while ensuring the company's workforce aligns with its overall business goals. It's important to recognize that when an employee violates policies, contributes to a negative workplace, or struggles to meet productivity standards, it might seem like HR is not on your side.

However, HR's primary responsibility is to protect the company and maintain a safe, efficient workplace for everyone. Corrective actions, though they may feel strict, are necessary steps to address issues and prevent them from recurring. These actions are documented to ensure transparency and fairness. As an employee, understanding the company's policies and your employment contract helps you see these procedures as part of a fair system designed to support your success. Cooperation and clarity can turn these situations into opportunities for growth and improvement.

When an employee is facing challenges at work, the goal should never be immediate termination. Instead, the presence of a lead staff, supervisor, manager, or trainer at the work location is there to support the employee by providing relevant training, opportunities to learn new skills, and access to resources. These measures are essential to help the employee succeed in their current role or to identify transferable skills for other positions within the company.

It’s crucial for the company to demonstrate that all possible options and resources have been thoroughly explored and utilized to support the employee before considering termination. Termination should always be a last resort, reserved for cases where, despite multiple opportunities and support, the employee’s performance does not improve.

From an outsider’s perspective, it might sometimes seem that struggling employees are not facing consequences and are getting a pass. However, human resources plays a vital role in ensuring that all efforts are documented properly, with clear reasoning and justification, before any decision is made to part ways with an employee. This approach not only aligns with fairness and proper management practices but also helps create a supportive environment where employees are given genuine opportunities to succeed.

It is recommended to vent outside of work to prevent your words from being misunderstood or spreading to colleagues in the workplace.

Venting differs from discussing issues with your immediate supervisor to resolve problems. Venting is an emotional release where you openly express negative feelings like anger or frustration. In contrast, addressing concerns involves problem-solving, discussion, or taking action on issues. While you may build friendships at work, it's important to consider when, where, and to whom you vent.