Create positive workplace policies

Too many workplace policies emphasise what employees shouldn’t do. But overly paternal and punitive rules don’t communicate that you have confidence in your people and trust them to behave as adults. When drafting personnel policies, focus on conveying the company’s positive expectations of its employees. In your policy about when the workday starts, for example, state that you expect employees to show up on time — don’t go into detail about what “tardy” and “absent” mean. If your organisation has a dress code, keep it as simple as you can — “Dress appropriately,” perhaps — and leave managers to provide more guidance to those who need it. And a code of conduct doesn’t have to get complicated — a good starting point is “Everyone is expected to act in the best interest of the organisation and their fellow employees.”

(Adapted from “The High Price of Overly Prescriptive HR Policies,” by Sue Bingham.)

Highlight your contributions yourself

It’s no fun to toil away at a job where you feel taken for granted. But don’t sit around waiting for people to notice your or your team’s good work. Find ways to highlight your contributions. For example, ask your boss if you can talk about your team’s responsibilities in an all-staff meeting. Tell the other departments what your team does, what its goals are, and how it’s striving to do better. You can also tout your accomplishments in smaller meetings or in one-on-ones with your boss. While you should be generous with praise for your team members, it’s OK to be honest about your personal achievements: “I accomplished X and Y, and I am grateful for the support that I had.” When you appreciate and acknowledge your colleagues’ work, they’ll usually return the favour.

(Adapted from “What to Do When You Don’t Feel Valued at Work,” by Rebecca Knight.)

Freelancers, stop underpricing work

The dangers of overpricing your work are obvious: You can lose the deal and scare clients away. But charging low prices can signal low quality, making clients hesitant to work with you. To be sure you aren’t underselling yourself, develop a network of trusted peers who can provide honest information about going rates. Once you have a sense of what your price should be, practice saying it out loud. Quoting a fee to a client can be nerve-racking, especially if it’s a rate increase, but rehearsing it will make you more confident. Then test the market demand for your new rate and adjust accordingly. Increase your price steadily and incrementally until you feel you’re earning what you deserve. If you start asking for a rate that clients resist, consider freezing or reducing your rate until you’ve built up other income streams or increased your reputation.

(Adapted from “Why You Should Charge Clients More Than You Think You’re Worth,” by Dorie Clark.)

Confronting boss who is passive-aggressive

Having a passive-aggressive boss can be frustrating. Whether they’re limiting access to information you need or giving you the cold shoulder when you disappoint them, it’s hard to address the negative behavior without triggering repercussions. Approach your manager from a place of respect, and resist the urge to be passive-aggressive in return. Raise your concerns in a nonjudgmental, matter-of-fact way. For example, you might say, “I’ve noticed in our last several meetings that you’ve made sarcastic comments about my work. I can’t tell if you’re just being funny, or if you actually have concerns about the quality of my work. I’d love to hear any ideas you have on how I could improve.”

(Adapted from “How to Deal with a Passive-Aggressive Boss,” by Ron Carucci.)

Overqualified for a job? Explain why you want it

It might seem easy to get a job for which you have all the right credentials, but many managers hesitate to hire someone who seems too good for the role. So go out of your way to counter any assumptions the hiring manager may have.

— For example, they might think that you’ll be too expensive, so you could say up front, “I’m open to talking about salary and willing to work within the pay range for this position.”

— The manager could also be worried that you won’t stay in the position long. Address this concern by expressing your excitement about the company and pointing out your previous long-term experiences as examples of your commitment and loyalty.

(Adapted from “How to Apply for a Job You’re Overqualified For,” by Rebecca Knight.)

Published in Dawn, The Business and Finance Weekly, April 9th, 2018