The Most Ridiculous Questions People Have Been Asked During Job Interviews

Sometimes off-the-wall random questions can still be telling during a job interview. For example, your employee could be wanting to know more about your personality and leadership skills by asking you what animal you embody the most. However, some questions employers are asked are just strange and unnecessary! Twitter users shared the most ridiculous questions/tests and requests they’ve faced in a job interview.

“I was locked in a room and told I had 45 mins to write a 2k-word essay (this was a social media job at a charity) This was after an hour-long interview where they asked questions like ‘what do you hate most about your current job’ + ‘do you drink’” –@maredparry

“I was asked how I would fit a giraffe into a fridge.” –@benellis90

“One bar made me create a dress out of black bin bags with other candidates as proof I could "work as part of a team" –@tillyjeanette

“What would your death row meal be and why?” –@Vicky_Warrell

“Are you married or with children? We need to know if you have distractions or will devote yourself fully?” –@andsoshethinks

Source: The Huffington Post

Harness Your Anger at Work

Anger is a difficult feeling to manage — especially in a work context. But anger isn’t inherently bad. In fact, it can serve you, if you know how to channel it. Here are some strategies to help you manage your anger when it arises at work.

Identify the needs behind your emotion. Clarifying questions include: What triggered my anger? Which feelings are underneath my anger? What steps can I take toward a resolution?

Acknowledge that a violation took place. If you’re hurt because of an unfair decision or mistreatment, you’re allowed to feel angry. Acknowledge what you’re feeling and name the violation.

Avoid excessive venting. Blowing off steam is not as productive as you might think. Rehashing a problem, without moving toward a solution, has been shown to make both you and the people listening to you feel worse, not better.

If you can, compose yourself before sharing your emotions. If your heart is racing and your muscles are tense, give yourself time to calm down before sharing how another's actions made you feel.

If you can’t communicate your anger, indirectly address your needs. Sometimes, you’ll be angry because of something you just can’t change. In those instances, look for ways to remove yourself from the situation and reach out to a friend or therapist who can help.

Channel your anger strategically. If you tap into it, anger can actually increase your confidence. Use it as motivation to effectively advocate for yourself.

Most Employees Feel Unappreciated By Employer

Lately, we are constantly hearing about the Great Resignation, but what is causing so many people to leave their jobs? Well, a new survey set out to discover just that and it turns out many workers simply want to know they are appreciated.

The new Bonusly poll finds:

• 63% of workers say they feel unappreciated by their employer daily.

• 59% insist they’ve never had an employer who actually appreciated their work.

• Recognition is so important to some that 29% would give up a week’s pay just for more recognition from their boss.

• As for why they feel unappreciated:

  • 41% say it’s because of favoritism among employees from management.

  • 39% say it’s management’s lack of communication and recognition.

• 46% of those polled have left a job because they felt unappreciated.

• Although 65% say they would stay with an unappreciative manager if they felt recognized by their co-workers and peers.

But showing appreciation isn’t the only area workers think employers need to improve. Other areas include:

• Compensation (32%)

• Benefits (PTO, medical care, etc.) (30%)

• Flexibility (work from home, hours, etc.) (29%)

• Management (29%)

• Career development programs (28%)

• Job security (28%)

Source: Bonusly

Boss Asks Employees to Send Him Screenshot of Phone Battery Usage Before Leaving Work

The boss of a small company in Wuhan, China, recently sparked controversy online after it became known that he asks employees to send him screenshots of their phone battery usage before leaving work.

Convinced that the poor performance of his company in recent months was somehow related to how much time employees spend on their smartphones instead of working, a company boss in Wuhan decided to address the issue by checking their phone use daily.

According to one employee who took to social media to expose the controversial productivity-enhancing method, he and his colleagues are required to go into their phone settings and take screenshots of the battery usage graph for the day and send it to their boss.

As you can imagine, social media didn’t take too well to this intrusive, privacy-trampling tactic. Many called it useless, while others advised employees of the company to simply quit and find a better place to work.

“It’s outrageous, when a company starts doing stuff like this, it usually means it’s going downhill and you can start planning to change jobs,” one person commented on Weibo. 

The employee who first exposed the tactic said that some of his colleagues were outraged by it and took it up with the supervisor, but most are worried about how complaining would impact their employment status, so they just keep their heads down.

How to Be Less Self-Conscious at Work

Are you consistently concerned that your colleagues are judging you? Chances are that you’re not alone. But worrying about what other people think of you — especially at work — can be exhausting, and even distressing. To manage this feeling, make small changes to your behavior. For example, you might focus on active listening. The more attention we pay to things outside ourselves, the easier it becomes to have real, meaningful interactions. Pay attention to what someone says before trying to formulate your response. The key is not to develop the “perfect” answer but rather to make the other person feel heard in the moment. If someone asks you about your week, don’t rehearse what you feel is “the right answer.” Simply answer with whatever first comes to mind. If it’s big social events, like an office party, that stress you out, try creating a game plan ahead of time. This might mean buddying up with someone you trust, or picking three to four people that you know you’d like to talk to. Finally, be kind to yourself. When you feel embarrassed or anxious, imagine how you would treat someone in a similar situation. Try to stay grounded, compassionate, and give yourself some grace.

This tip is adapted from “How I Manage My Social Anxiety at Work,” by Rakshitha Arni Ravishankar

Leave the Door Open for Former Employees to Return

Your relationship with an employee doesn’t have to end when they leave your team. As a manager, it benefits you to end on good terms and leave the door open for them to return in the future. Here’s how to do that. First, destigmatize and normalize leaving. If you talk about employees who quit as traitors, you’ll cause those who remain to view them negatively, creating a culture that’s implicitly closed off to company alumni. Instead, make it clear during onboarding that it’s perfectly normal — even expected — to move on at some point. Talk openly about company alumni and what they’re doing now. Highlight any people who have left and returned to show that being a boomerang employee is possible. Focus on creating an excellent off-boarding experience, too. This could mean providing access to career coaches who can help departing employees land on their feet (assuming that’s financially feasible for your organization), or connecting them with other company alumni who might be good contacts moving forward. Be explicit that the door is open. You might say something like, “While we don’t want you to leave, we understand why you need to go and we’re here to support you. If — and when — you want to return, there will be a home for you here.” Finally, stay in touch. Check in with your alumni a few times a year, particularly if an opportunity arises that you think might be a good fit for them.

This tip is adapted from “Leave the Door Open for Employees to Return to Your Organization,” by Rebecca Zucker

Set Boundaries Early When You Start a New Job

When you start a new job, it's tempting to say “yes” to every request and opportunity that comes your way. But doing so can lead to you continually trying to live up to high expectations, which can be demoralizing and unsustainable. How can you set healthy boundaries in the first days of a new gig? Start by reflecting on what's driving you to overextend yourself in the first place.

Are you overly eager to prove your value? Are you afraid to say no? Is your passion for the work leading you to have unrealistic expectations of yourself? Once you identify what’s motivating you, consider the upside of setting healthy boundaries. While you might think expressing the limits of your capacity is a sign of weakness, it's in fact the opposite; setting boundaries proves you have self-awareness and possess strong time management, prioritization, and communication skills.

Next, articulate your personal preferences to your manager. That may include agreeing upon what time you will start and end work, when you’re able to respond to messages and attend meetings, when you take breaks during the day, and most importantly, the type of work you enjoy doing and what you have the bandwidth for. Your first few weeks and months on a job undoubtedly contribute to your reputation. It’s important to go above and beyond but to do so selectively and strategically to set yourself up to do your best work over the long haul.

Overcome Your Team’s Resistance to Change

Many teams suffer from “active inertia” — the tendency to seek comfort in the old ways of doing things, even when the world around you is changing. To help your employees meet the moment, there are two techniques you might try.

The “foot-in-the-door” technique. Start by asking people to do something small or easy. By agreeing to the request, and then meeting it, they develop a sense of commitment and confidence that makes them more enthusiastic about agreeing to the next (bigger) request. In other words, the path to big change is paved by lots of small steps and little bets — each of which builds on what’s come before.

The “door-in-the-face” technique. With this approach, you ask your employees to do something even more demanding than what you actually have in mind. The idea is that by setting aspirations that seem extreme, you can push people to perform at a level — and creatively solve problems — that would have otherwise felt unachievable. This often pushes people to imagine innovations or work-arounds they wouldn’t think of in the normal course of business.

This tip is adapted from “Persuading Your Team to Embrace Change,” by Bill Taylor

Responding to an Unreasonable Request

Sometimes you get asked to do something at work that just doesn’t seem reasonable. Maybe it would require extraordinary effort on your part, is last minute, or is just unfeasible. Here’s how to respond professionally and confidently. First, assess your relationship with the person making the request. What are the power dynamics at play? If it comes from your boss or an important client, for example, you might feel more pressure to comply.

Next, ask open-ended questions about what’s really behind the request to get a better sense of what's driving it. Their answers could help you propose an alternate solution that's easier to execute. If there isn't an obvious alternative, speak up for yourself. The person making the ask may have no idea that it’s unreasonable. Explain your circumstances and outline why what they're asking isn’t realistic for you. And finally, let the other person know if there’s something they can do differently next time they have a similar request. It’s a way to give gentle but direct feedback and make for more positive interactions in the future.

This tip is adapted from “How to Respond to an Unreasonable Request,” by Rebecca Zucker

In a Rut? Try These Simple Approaches to Re-Energize Yourself

We all fall into work ruts at times. Rather than trying to power through these moments, take a proactive approach to managing your energy. Here are some simple ways to give yourself a little boost when you’re feeling down.

Write your purpose on a post-it. This might be your overall career purpose (why you’ve chosen the profession that you are in) or a micro purpose (what’s motivating you to do a great job on a particular project or task). Keep it at your desk as a constant visual reminder of why you do what you do, especially when things are exhausting or stressful.

Create “a wall of encouragement.” Take any messages of encouragement, awards, positive feedback, or even memes that make you laugh and put them near your desk or store them in a digital folder. Look at them when you need to feel re-energized and appreciated.

Write up a "to-don’t" list. What things are you currently doing that are sucking up your energy? Identify which ones you can stop doing and put them on a list. These might be certain people that you decide not to see, habits that you want to break, or tedious tasks that can be automated or delegated.

This tip is adapted from “Stop Trying to Manage Your Time,” by Amantha Imber

Many People Want To Keep Working From Home

Many people learned both the joy and pain of working from home thanks to COVID. Surprisingly, most want to keep doing it. That’s the biggest takeaway from a new Harris Poll survey. Some 43-percent of people wish to keep working remotely.

Another 35-percent want a healthy mix of office and home workdays. And 25-percent can’t wait to get back to their cubicle and co-workers.

What is it about working from home that so many like? The flexibility. Also, we’re more in tune with health issues and going back into a pre-pandemic routine. Some don’t miss the small talk with co-workers.

Here’s the rub: employers want their staff back on site. Period. But, with people able to pick and choose their career of choice, it may bite companies. Cali Williams Yost, CEO of Flex + Strategy Group advises bosses to tread lightly, stressing “The DNA of work has changed. Employers need to acknowledge that.”

Source: USA Today

How to Have a Tough Conversation When You're Quarantined

There's plenty of reasons to avoid having serious conversations with the people you're stuck inside with right now. You might feel like the awkwardness would be too much to handle, you may be waiting until you can actually leave after the chat, or you might even be worried that your mate lost their mind after just one day of quarantine and this talk could push them over the edge.

But avoiding topics can only go on so long. There are some ways you can bring something up without creating a hostile living situation. Here are a few tips.

Set a time limit. We only have so much social energy each day, and after a day of working from home, and endless Zoom calls, you're probably running too low on yours to jump into a serious convo. Your best bet is to set a time limit upfront on things. Say something like, "I've only got about 20 minutes, but I want to talk about this topic." It gives you the out after the time is up, and it saves some social energy.

Be genuine. When has a sarcastic question ever help any situation? Ask questions that you're genuinely curious about instead of leading questions that try to prove your point. Also, if you find yourself annoyed with someone, asking them a bunch of questions could flip your brain into feeling my empathy.

Listen. Just listen. When someone is talking, avoid your instincts to solve their problems, give them advice, or even make some bold predictions for them. Just listen. It's that simple. You might not even know how to respond, and that's ok. Just let them know that you heard them, you understand, and maybe ask how you could help.

Changes To Expect In The Workplace After COVID-19

It’s tough to imagine going back into the office right now and having everything go back to normal. Mostly because there’s a lot of things that have improved due to the crisis that many companies are likely to keep around after things open up. So what will the new, new normal look like when the dust settles? Here’s what some shifts experts are predicting post-corona.

• Full digital transformation supported by a genuinely virtual workforce. It was bumpy at first, but more and more companies are learning how to serve their customers and clients remotely. And there’s no stopping that now. Every industry has been hit with some significant digital transformations, and it’s more likely that they’ll try to expand than go back to having no footprint in the virtual arena.

• Focus on outputs versus facetime. Expect a more significant focus on what gets done rather than when. Remote work has shown it doesn’t matter which employee gets in first or leaves last; it’s all about productivity. Experts predict organizations to move towards outcome-driven expectations with clear priorities and goals instead of discrete tasks.

•  Stronger communications. It took a crisis, but companies are taking a hard look at how they’ve been communicating internally and making some changes. For things to work with remote staff, there have to be more channels for dialogue and the tools and training to use those channels effectively. Plus, all those meetings that could have been emailed should once and for all email.

 Source: Fast Company

Half The US Wants To Work From Home Forever

The coronavirus has ruined a lot of parts of daily life, but the majority of people that are still employed agree that it has upgraded their work-life. It turns out this free trial of working remotely isn’t too shabby.

A new poll found that more than half of the people in the U.S. say they want to continue working from home following COVID-19. And the other half must still be trying to figure out how to make a Zoom account. That’s just a guess, though.

Interestingly, while every generation is into the idea of never going into the office again, baby boomers are feeling it the most. Just about 75% of the boomers said they wanted to kiss the cubicle life goodbye for good. Meanwhile, even though 80% of millennials said we’re more productive at home, only 50% of us said they’d want to work there forever. 

Despite the self-reported productivity boost, nearly two-thirds of people in the U.S. say their employers won’t allow them to keep working out of their home office.

How To Look After Your Mental Health In Isolation

You don’t need a reminder that things are rough right now, but you may need a reminder to keep tabs on your mental health. We’re all dealing with a lot of heavy stuff right now, and to make matters worse, we’ve got to work through them in isolation. So, to help you stay chill when the world is anything but, here are some steps you can take to take care of your mental health.

• Continue accessing treatment. If you have an existing mental illness, you’ve probably already gotten a message from whoever you’re working on things with about doing therapy sessions over the phone or via video chat. If not, call them ASAP. Now’s not the time to hop off the wagon.

• Acknowledge how you’re feeling. There’s no “correct” way to contact right now. A lot is going on, and whatever your feeling, whether it’s anxiety, frustration, or fear, is probably valid. An excellent way to curb those negative feelings is to find something that makes you feel productive and gives you purpose. That could mean learning a new skill, comforting a loved one, or finishing that book you’ve put off. It’s whatever works best for you and doesn’t involve scrolling through endless COVID-19 news stories.

• Create a routine. We’re still early into this new normal, so it’s probably best to create some structure to help you adjust. Keep your regular wake up time and work ethic, but add some new healthy habits like indoor exercise and drinking eight glasses of water to keep your mind and your body happy, too.

Remember, you’re not alone, even if you’re stuck alone inside. Reach out to someone and stay social. See more mental health tips HERE.

Why Workplace Culture Is A ‘Rude Awakening’ For New Grads

Dear future college grads: If you think your group projects prepared you for “teamwork” in the workplace? You’re in for a bad time. Yours sincerely, literally everyone that had to deal with the culture shock of their first job after college.

Be warned new grads: Starting your new job with unrealistic expectations is a great way to kick off your career struggling. This scenario is becoming a big problem with our generation in particular.

There is a new report, which finds that 30% of millennials have quit their job because of “career development” reasons. It seems as though going from a situation where you get an A+ for great work to another where you don’t even get considered for a promotion isn’t gelling with us.

Get ready for lack of acknowledgment for your contributions and, in some cases, an environment that’s toxic compared to former classrooms. Several companies are holding onto overly “hierarchical structures” where managers are managers, and lower-level employees are just that. People that are so low on the totem pole that they shouldn’t even make eye-contact with their higher-ups.

It’s this lack of empowerment that causes a “rude awakening” for recruits, and it’s why many of us end up sticking around long enough to “find something that looks better, and then they move on.”

So is it our generation’s fault for wanting encouraging work environments or our employer’s responsibility for not nurturing young talent? I don’t think it’s snowflaky for millennials to want upward mobility out of their career.

Millennials More Likely To ‘Ghost’ Employers

Since Millennial generation has perfected the dark art known as ghosting on Tinder, it now seems they are using those skills in their careers. According to a new survey, even though a hiring manager swiped right on them during an interview, millennials are the most likely to vanish from their jobs entirely.

Why? 

It all comes down to money. The study asked people if they'd ghost their employer if they had an offer from a higher paying job elsewhere, and it just so happens the idea of making more money is too enticing. Strange, I know.

The poll found that when offered more pay elsewhere, half of the millennials would be cool with walking out the office door and ignoring all their employer's calls. And Gen Z has their back on this technique because 50% of them also said they'd leave, too.

The research also found we're pretty bold negotiators as well. A brave 59% of millennials said they'd used a potential job offer to leverage a higher salary, and an even more daring 55% have told prospective employers that they're 'considering other offers' also though they didn't have any. 

How much of a bump in salary would you need to leave your current employer and go somewhere else?

Retention In The Age Of The Freelancers

I receive a lot of phone calls from business owners who say they are having a hard time with retention. They say things like, "All Millennials want to be consultants and freelancers. They refuse to work for anyone, and I can't compete with that."

These managers are right; there is a rise of new Millennial freelancers. Younger workers are taking charge of their lives and giving themselves an opportunity to travel and have flexibility. More often, these employees are trying their best to be participants in their own lives rather than being chained to desks at all times. 

Who can blame them? In terms of flexibility, being a freelancer is a pretty sweet gig. You get to be your own boss, make your own hours, and get into a schedule that you’ve created for yourself. 

If you want to keep your staff from trying to go out on their own, you must give your employees the power to feel as free as they would if they were a freelancers.  To be clear, I am not saying to throw caution to the wind and have no rules. However, if you make logical and purposeful changes to the more restrictive rules and decide to have an environment where the staff feels more like owners than workers you will see an improvement in retention.

Do you think it’s okay to cry at the office? Why or why not?

There’s no doubt that emotions can get the better of us on the job, but is it ever okay to show those emotions in the workplace? Well, a new survey sought to find the answer to that very question.

A new poll by Accountemps finds that 45% of people say they’ve cried at work, and it seems most bosses are okay with it, on occasion.  When asked 44% of CFOs say crying in the office is acceptable as long as it isn’t something that happens every day. However,  26% say it’s never okay because people will perceive an employee who cries as weak or immature.

If an employee is crying an abnormal amount, it may seem uncomfortable to approach them. The easy thing to do would be to assume a back story for that individual that lets you off the hook from having to talk with him or her. However, if at all possible, approach that employee and talk with them about the situation through the lense of compassion. You could be missing out are an easy opportunity to really connect and build trust  with your employee. 

Obviously, if at all possible, it is always better to control your emotions. However, tears aren’t the only emotion folks can express on the job. This same survey found that 52% of workers have lost their temper at the office.  There is not a good black and white answer to the "crying" questions. I think in this day in age; it is essential for managers to lead by example and, give people grace when needed. 

"Unhappy" At Work - Or Does Your Job Actually Suck?

When entering a new year it is not uncommon for people to start looking for new jobs, and for many, it’s because they are unhappy. With the amount of time spent at the office, the last thing you want is to be unhappy there, because without a doubt that will trickle down to other parts of your life.

So, how can you tell if you’re truly unhappy? Well, according to Fortune 500 there are three signs that may indicate you are not happy.

They include: 

• Physically – Certain habit changes could indicate you’re unhappy at your gig, like not sleeping enough, giving up exercise, eating too much or too little, or not stopping after one glass of wine after a day at work. These are all clues that something’s wrong, and while it may not be work burnout, it could be.

• Emotionally – Have you suddenly become the pessimist in your group? Or do you feel down a lot, or get angry or frustrated quickly? These are all emotional cues that may indicate you’re not happy with your job. 

• Relationally – If you’re unhappy at work, there’s a good chance you may bring your bad feelings home with you, which could affect your personal relationships. If you see your behavior changing at home towards your loved ones, it could be that you’re acting out because of your unhappiness at work. 

The article went on to say that if you are experiencing some of these signs that you might want to find another job.  I am of the belief, that in this job market if you do not have offers from new companies coming in regularly that you might want to take a different approach before putting yourself at financial risk.

Instead of job hoping to solve your happiness issues, turn the tables on the argument. Try working to fix the physical, emotional and relational issues you are seeing in your life and see if that does not improve your mood at work. The grass is not always greener on the other side on the street,  and I have yet to see a company where everyone gets along.  If you are getting more sleep, drinking less, and getting along with people outside of the office and you are still unhappy, THEN it might be a great time to move on.