The Truth About Work-Life Balance

THE OPINIONS EXPRESSED IN THIS ARTICLE ARE SOLELY THOSE OF THE AUTHOR.

No one can possibly believe that the bird weighs more than the elephant. It’s totally ridiculous. So why do people believe that there is such a thing as “Work-Life Balance?”

The elephant weighs a lot. Probably a couple tons. The bird? A few ounces. Let’s forget reality, after all, the photo is fake. But let’s ask the question: How can a bird weigh more than the elephant?

We are assuming that the balance is between mass. Why make that assumption? Perhaps the balance is between responsibilities. Elephants are known for their loyalty to their families. Some birds are also loyal and mate for life, but, alas, not all.

Years ago, I heard a keynote by the president of a college in Connecticut. It was fascinating. When I was invited to hear her speak at NYU, I gladly accepted. I was shocked. She began by saying that women are naturally more empathetic than men and, accordingly, are more charitable. It’s perfectly alright to insult half your audience, as long as you are going to insult the other half. She didn’t. Instead she chose to dig herself into a much deeper hole. She replaced male anger (perhaps too strong a word) with universal disgust (not too strong a word).

The good former president said, “Animals show no empathy.” Practically every hand went up. “My dog stayed with me when I was sick. He would not leave my side.” “My cat…” Well, you get the idea. Instead of saying, “Thank you. I might have to rethink this,” she said, “You are projecting onto your pets human characteristics that don’t exist.” Someone mentioned elephants. Her response, “I’m a scientist. I deal with reality not emotions. People see what they want to see. I need sources and facts.”

I was hungry. The food looked good. The facilitator looked like he was going to have a heart attack. So, instead of politely raising my hand, I stood up and said, “Since you want facts, and I assume scientific research, let me read you one paragraph from this month’s National Geographic.” And I did. It told the story of a bird, ready to leave the nest and start its own family, who stayed to help its (I don’t remember if it was male or female) parents who were not able to care for their eggs which had not yet hatched. Curtly, she thanked me. The facilitator noted, and this was true, that it was getting late, and “if there are no more questions,” he thanked the speaker and invited everyone to feast on the food that was the only reason anyone had stayed.

My point is to demonstrate that there is nothing unique or wrong about prioritizing family. It is literally natural to do so. But perhaps, returning to our elephant and bird, the balance is not of mass, or even responsibilities, but of sacrifices. Our bird may have sacrificed more for her family than our elephant has for his. And that’s why the bird is heavier than the elephant. And, so that the elephant lobby does not organize protests outside my apartment, for the record, again, elephants are very family oriented. They may even cry.

Put differently, work-life balance deals, or at least it should, with quality not quantity. What is more important, the meeting to secure the new client or your daughter’s dance recital?

It appears that people seeking “work-life balance” consider it to be a Zero Sum game, meaning that whatever comes at the expense or for the benefit of the one, comes at the benefit or expense of the other. Attending the meeting (work), costs family (life). Attending the recital (life) comes at the cost of losing a new client (work).

The truth is, there is no such thing as “work-life balance.” All it means is that someone wants to do more of one and less of the other. If emotional, it’s silly. (I am being nice!) If it is rational, it’s proper setting of priorities.

Think of it as you do your budget. You give up one thing so you can have something else. Sadly, in some cases, it may be food over medicine. (For the record, that should not be, and yes, it happened to me. I chose food. A year later I was rushed to the hospital. So, I know of what if speak!) Or, purchasing the generic supermarket item and not the brand name (and, yes, I know, they are the same thing and, in fact, may be manufactured in the very same factory!).

Work-life balance is ridiculous because they are literally part of each other. Without work (money) you won’t have life. Without life, what’s the point of working? It’s a question of “must-haves” versus “want-to-haves.” Needs vs. wants. Prioritization! And, when it comes to children, it’s a great teaching opportunity.

I was present when a friend explained to her daughter that while she was truly sorry she could not attend her award ceremony, the reason being that she had to finish a project for a client. The payment she would receive from that client would allow them, the whole family, to go on the vacation they had planned. She told her that she wanted to attend the ceremony, but had to finish the project. The little girl understood. In fact, she started to save part of her allowance. Instead of buying what she wanted, candy, she bought what she needed, accessories for her Barbies. Lesson taught; lesson learned.

When looked at from the perspective of needs versus wants, when the elephant and bird are equally balanced, the stress of searching for the elusive work-life balance disappears.

One last question to ponder: Why is it called “work-life balance” and not “life-work balance?” If “life” is really more important, shouldn’t it go first?

The Truth About Work-Life Balance | Employment Edification

Applying for Jobs Online

THE VIEWS EXPRESSED IN THIS ARTICLE ARE SOLELY THOSE OF THE AUTHOR.

It is the nature of the beast that, in this day and age, one must apply online for jobs. But, as we all know there are problems:

1. Sometimes it appears that, as shown from the above screenshot, thousands of people have applied, so why bother?
2. Many, too many, job postings are fake.
3. When indicated, it appears that some postings have been “live” for months.

So, what you ask, are the solutions? Good question. Here are my answers:

First, thousands of people may have “applied” for a job but that could mean that they only pressed “Apply” but didn’t complete the process. So not applying could be a strategic error.

Second, companies will post fake job posting on job sites, for reasons I have never really understood. That said, they don’t post them on their websites. So, apply through the company’s website. It’s more secure, not in the sense of cybersecurity, but in the sense of honesty.

Third, some jobs are posted for months because the company can’t make a decision. You don’t want to work for those companies. But, there might be multiple positions and they may simply not be able to fill them all. It is not a waste of time applying for such positions. This is true, for example, for sales positions, not for CFOs!

So, use the job boards to research and then bypass them and go directly to the company website. And listen to your gut. If something smells foul, and your not applying for a job at a chicken farm (Get it? Foul. Fowl.), don’t apply. Nature gave you a gut for a reason. Trust it.

Applying for Jobs Online | Employment Edification

Coworker with ADHD? Here’s How to Work with Their Strengths

By Chere B. Estrin

Workplaces thrive on diversity, not just in background or experience, but in how people think. One area that’s too often misunderstood, misdiagnosed, or mishandled? Attention-Deficit/Hyperactivity Disorder (ADHD).

I recently received an email from a paralegal manager, clearly frustrated. One of her employees seemed to be spiraling: ignoring direction, resisting feedback, and missing deadlines. The employee was already on a Performance Improvement Plan (PIP), and the manager was beginning to wonder if they were sabotaging their own job. “Do people ever behave like this on purpose?” she asked.

At first, I wondered too. But after a few more questions, a pattern emerged. This wasn’t willful defiance, it might be ADHD.

Understanding ADHD at Work

ADHD is a neurodevelopmental condition that impacts how the brain manages focus, memory, organization, and impulse control. The DSM-5 outlines three primary types:

• Inattentive Type: Difficulty focusing, following through, staying organized
• Hyperactive-Impulsive Type: Fidgeting, interrupting, excessive talking
• Combined Type: A blend of both symptom sets

Common traits among adults with ADHD include:

• Time blindness
• Difficulty prioritizing
• Forgetfulness
• Bursts of hyperfocus followed by burnout
• Restlessness or nervous energy

But here’s the crucial part: ADHD is not just a challenge. It can be a powerful difference—when you know how to work with it.

ADHD in Action: Strengths You Don’t Want to Miss

ADHD brains are wired for innovation, pattern recognition, high-energy problem solving, and unconventional thinking. They often thrive in fast-paced or creative roles, where novelty and pressure spark performance. Many are intuitive communicators, deeply curious, and capable of diving into intense focus when fully engaged.

Take one legal recruiter I worked with. They struggled in rigid roles that demanded daily cold calls and database hygiene but gave them a high-stakes partner-level search with an impossible deadline? They were a force. They filled a long-vacant staff-level position in under two weeks using creative outreach and instinctive talent-matching. ADHD didn’t hold them back - it propelled them forward.

When Standard Solutions Don’t Work

The employee mentioned earlier? Charismatic, imaginative, great with clients—but inconsistent. We retrained, restructured, gave checklists, but nothing stuck. Eventually, I let them go.

Then I remembered something: they had casually mentioned having ADHD.

I did the research. I restructured the role to better match how their brain worked. I rehired them.

This time, we added daily check-ins, clear written instructions, shorter tasks, and flexible work hours. The result? A 90% turnaround. No more performance spikes and crashes. Just solid, consistent work.

From Management to Partnership

Working with ADHD professionals means moving beyond the idea of “fixing” and instead creating systems that enable their success. This doesn’t require massive overhauls—just smarter collaboration and better tools.

Here’s how to start:

Five Ways to Create a Supportive Work Environment

1. Flexible Work Hours
   Many ADHD professionals have fluctuating productivity. Allowing work during high-focus windows (even if unconventional) can drastically improve performance.
2. Low-Distraction Workspaces
   Offer noise-canceling headphones, standing desks, soft lighting, or quiet rooms. These adjustments help regulate sensory input and minimize overstimulation.
3. Clear, Written Communication
   Be specific. Replace vague phrases like “circle back soon” with “please send me a 3-point update by Thursday at 2PM.” Ambiguity creates friction; clarity creates flow.
4. Regular Micro Check-Ins
   Daily or weekly 5–15 minute check-ins help re-anchor priorities and spot confusion early. ADHD brains often benefit from external structure and gentle accountability.
5. Normalize Neurodiversity
   Build team awareness. Create psychological safety around different work styles. A neurodiverse team is a stronger team: when differences are respected, not stigmatized.

Practical Tools: Structuring the ADHD Workday

Once your environment supports ADHD differences, the next step is workflow. Here are tried-and-true strategies that increase focus and reduce overwhelm:

1. Break Work into Clear, Actionable Steps

Use visual task boards, project management apps, or simple checklists. ADHD brains do better with concrete, visible progress markers.

2. Use the Eisenhower Box to Prioritize

One of the biggest hurdles for ADHD professionals? Prioritizing tasks when everything feels equally urgent—or equally overwhelming. That’s where the Eisenhower Box (also called the Eisenhower Matrix) comes in.

This simple 2x2 grid helps sort tasks by importance and urgency:

How It Works:

• Do First (Urgent + Important): Immediate, high-impact tasks (e.g., court filings, critical deadlines).
• Schedule It (Important + Not Urgent): Strategic work that builds value over time (e.g., preparing presentations, long-term planning).
• Delegate It (Urgent + Not Important): Time-sensitive, lower-value tasks (e.g., document formatting, basic follow-ups).
• Eliminate/Defer (Not Important + Not Urgent): Distractions or busy work (e.g., unnecessary meetings, over-polishing already-approved drafts).

For ADHD professionals, this tool removes emotional decision-making from task prioritization and gives them a structure that balances urgency and impact. It’s easy to teach and even easier to apply with Post-its, whiteboards, or apps.

3. Try the Pomodoro Technique

This method breaks work into manageable sprints:

• 25 minutes of focused work
• 5-minute break
• After four cycles, take a longer break (15–30 minutes)

This rhythm helps maintain energy and attention while preventing burnout—and it delivers regular dopamine rewards, which ADHD brains crave.

4. Build Executive Functioning Skills

Encourage strategies like mind-mapping, brainstorming aloud, or outlining tasks verbally. These externalize ideas and reduce mental clutter.

5. Incorporate Movement and Fidget Tools

Tools like fidget cubes, standing desks, or simply walking while talking on the phone can help regulate focus. Physical activity stimulates the brain and boosts clarity.

6. Anchor with a Daily 15-Minute Sync

One of the most effective tools I’ve used is a same-time-daily check-in. We review priorities, potential roadblocks, and progress. It’s a quick rhythm that creates a strong foundation. No more last-minute fire drills.

Supporting ADHD in Remote Work Environments

Remote work presents a unique challenge for ADHD professionals. Without external structure, it’s easier to drift. Here’s how to create stability:

• Set Clear Deliverables
  Always spell out exactly what’s due, when, and how it should be delivered. Ambiguity is the enemy of focus.
• Minimize Digital Distractions
  Recommend website blockers, Pomodoro timers, and time-tracking apps. These tools provide guardrails without being intrusive.
• Design Intentional Workspaces
  Encourage employees to set up distraction-free zones with good lighting, ergonomics, and visual organization.
• Schedule Movement Breaks
  Encourage standing breaks, walks, or stretching between tasks. A quick physical reset can sharpen mental clarity.

Final Thoughts: Build a Culture, Not Just a Process

Working with ADHD professionals isn’t about micromanaging. It’s about understanding, flexibility, and intentional structure. ADHD doesn’t mean someone can’t perform. It means they perform differently. And with the right systems in place, “different” can be a competitive advantage.

If we stop trying to force conformity and instead create space for neurodiverse brilliance, we’ll unlock more than productivity. We’ll build stronger, more resilient teams.

Because the future of work isn’t just inclusive.

It’s neurodiverse.

And the teams who understand that? They won’t just perform.
They’ll innovate.

The Missing Link in a Job Interview

In a Job Interview, Take the Fifth

By Bruce Hurwitz

THE OPINIONS EXPRESSED IN THIS ARTICLE ARE SOLELY THOSE OF THE AUTHOR.

Or as Archie Bunker would have put it, “Stifle yourself!”

When I have a candidate for a position, i.e., when I am wearing my recruiter’s hat, not my career counselor hat, I do something that most of my peers do not understand. I don’t tell my candidate how to behave during the interview. I don’t prepare them for the interview. I tell them to prepare. I tell them what to do. I tell them what not to do. I just don’t do it for them. Why? you ask. It’s simple:

What candidates don’t seem to realize, even today, is that recruiters do not work for them but rather for the employers. Recruiters get paid when the position is filled with their candidate. Because I give my clients (employers) a six-month guarantee that my candidates will remain on the job for at least that length of time, it is crucial that my candidates be authentic when interviewing. If they are not and say things “because Bruce told me to,” they won’t last six weeks, let alone six months, and I’ll have to honor that guarantee which is something I rarely have to do and never like to do!

Let me rephrase that so it will be clear: I discuss behavior with my candidates, not answers to questions.

I have had candidates rejected for numerous reasons of a personal (behavioral) nature. (Just because I tell them what to do, or not to do, does not mean they listen!) Some show up for the interview reeking of perfume/cologne/aftershave. Then the client tells me, I literally could not stand being in the same room with them. Some dress inappropriately. But the two great sins, not including being late, are interrupting interviewers, and talking too much.

Interrupting is just rude. Talking too much means you have difficulty organizing your thoughts and prioritizing what is of primary importance to the interviewer. (The feedback I always receive from the client is, “I could not get a word in edgewise!”) That being the case, my advice to all interviewees is less is more. In other words, get to the point and then shut up!

Some will tell you that there is an ulterior motive to a question. You must figure out what it is and address that issue. In other words, what are they really asking, what do they really want to know? For example, What are your weaknesses? means, What training will we have to provide for you? There is some truth to that, but not always. A direct question deserves a direct answer. The problem with thinking about ulterior motives is that you will overthink everything. That will lead to disaster. So don’t overthink. Take a breath, answer the question succinctly, and let your ears do, as the Good Lord intended, twice as much work as your mouth!

NOTE: To readers outside the United States who may not understand, the reference in the title to “the Fifth” is to the Fifth Amendment to the Federal Constitution which gives everyone the right to remain silent in a court of law. If you don’t know who Archie Bunker was, look it up!

In a Job Interview, Take the Fifth | Employment Edification

Reverse Recruiting: A Case Study in Packaging | Employment Edification

Resume Review Services or How to Make Your Resume ATS-Friendly and Pass the First Hurdle to a Job Interview

A post in my LinkedIn feed coincidentally appearing as I was proofreading this article.

THE OPINIONS EXPRESSED IN THIS ARTICLE ARE SOLELY THOSE OF THE AUTHOR.

This is the second of a two-part series on questionable practices by so-called “professional resume writers.” It is not an indictment of all, just a warning to be cautious.

An explanation: Most job seekers believe that the first test their resume must pass is a computer (more on that immediately). But the truth is, not all companies use computers to choose which applicants they will interview. On the other hand, all companies use humans to make the final decision on whom they will interview. You have to please both!

First, a definition: ATS stands for Applicant Tracking System. It’s the computer system some companies use to scan resumes before a human ever sees them. Once scanned, the employee looking to make a new hire enters search parameters and the computer then shows the employee resumes that match those parameters.

Last week, I introduced you to what I called “The Resume Guarantee Con.” Today, I want to consider another con, allegedly, (I have to make the lawyers happy!) resume review services, that is to say, companies that allow you to upload your resume to their site where it will be graded to see if it will “pass” an ATS and make it into the hands of a human being. To use the proper terminology, they will determine if your resume is “ATS-friendly,” meaning that your resume will be selected to progress in the hiring process of companies using an ATS. More often than not, (after all, if a majority passed, they would not have much of a business!) it won’t be “friendly.” But not to worry, they’ll be happy to “fix” the resume…for a fee. And what a fee it is!

Making a resume ATS-friendly is an extremely difficult process. You have to be highly intelligent, practically a genius. So, this to-do list will not be for everyone. I’m sorry, but I cannot simplify the process. Either you are brilliant, or you are not.

First, go to your computer (the thing that looks like a typewriter with a television glued on top of it) and connect to the internet (which is an invisible thing that allows you to read my weekly ramblings).

Second, open your web browser and type www.google.com.

There’s no shame in admitting that something is too difficult for you. If you need a break, take a break. If you need help, ask for it. Asking for help is a sign of strength not weakness.

Third, in the Google search box… You know what? I’ll just show you a picture:

I know. It’s a lot of typing. But I believe in you. You can do it.

In the box, as shown, type “How to make a resume ATS-friendly.” Then press, Enter. (It’s OK. I’ll show you.)

Next, find in the results, Indeed. It looks like this:

I am not always a fan of Indeed, but this is a very well written article, albeit incomplete (as you will shortly read). You know what? You’ve done such a good job up to now, as a present, here’s the link to the article. https://www.indeed.com/career-advice/resumes-cover-letters/ats-resume-template

(This reminds me of a test one of my grade school teachers gave us. There were 20 to 25 questions. But the instructions were to read all the questions before starting. None of us did so. The last question was, “Have you read all the questions? If so, write your name on the top of the page, hand it to the teacher, and go home.” But I digress…)

Basically, the key things to remember in creating an ATS-friendly resume are: no headers, no footers, no boxes, no graphics, no hyperlinks or shadings (not mentioned in the article), no columns, and always use a black front. In other words, keep your resume simple, clean, easy to read and understand. Which is how it should be regardless of the ATS.

And don’t worry about keywords, the above-mentioned search parameters. If the resume is accurate, the keywords will be there. If the job description for the job for which you are applying states that you must have a certain skill, and you don’t, including the keyword may get you the interview, but what are you going to do when you are asked about it? Say you lied to get the interview? Well, you got the interview, you did not get the job offer, and your reputation for being an honest professional took a major hit. But you got the interview! Was it worth it?

Alright. You’ve done a lot. You typed. You read. Now take a break and have a nice cup of hot chocolate. You’ve earned it! And don’t waste your hard-earned money on con artists.

For the record, to be clear, just because a resume is ATS-friendly does not mean that the person reading it will want to interview you. For that you need a resume which appeals to employers. Remember, you are marketing yourself. Doing that effectively is the challenge. Getting the resume past the ATS is only an obstacle, albeit an important one. It’s the first hurdle in the process; the second is that just as annoying human! Here’s the secret to getting the resume past them: Focus on your value not on how great you think you are. All they care about is what you can do for them and the only way to convince them to show what you have done for other employers.

Resume Review Services or How to Make Your Resume ATS-Friendly and Pass the First Hurdle to a Job Interview | Employment Edification

The Resume Guarantee Con

By Bruce Hurwitz

THE OPINIONS EXPRESSED IN THIS ARTICLE ARE SOLELY THOSE OF THE AUTHOR

This is the first of a two-part series on questionable practices by so-called “professional resume writers.” It is not an indictment of all, just a warning to be cautious…

I had a very nice chat with a potential resume writing client. At the end, as I always do, I asked her if she had any additional questions for me. She did. “Do you give a guarantee?” “A guarantee of what?” I asked. “That I’ll get a job,” she replied. I smiled; I did not laugh.

I explained to her that the purpose of the resume is to get the interview, not the job offer. That’s the purpose of the interview. So, I certainly could not offer her a guarantee of a job since I don’t know how well she interviews.

As for getting interviews, again, if she applies for jobs she wants but, based on the job description, the employers do not want her, she won’t get an interview.

The bottom line is that a job search has too many variables to offer a guarantee.

She thanked me and told me that she had spoken with resume writers who offer the guarantee she wants. I asked her what they charge. She told me, but you won’t believe me if I tell you.

So why would someone charge low four-figures (Oops!) for a resume? (Why would anyone pay that much?) There has to be a logical reason. For the job seeker, it is obviously fear and desperation. But I may know what the resume writer is up to.

A couple of years ago I ghost wrote the autobiography of a retired senior tobacco industry executive. I learned a lot. One thing that surprised me was that having to charge a tax on products is a good thing if the business can hold on to the money for a guaranteed period of time and if the product they are selling which is being taxed will continue to be sold for the foreseeable future.

This is what happens:

The company collects the tax. They turn it over to the government after one, two, three, or maybe even more months. So, let’s say, the January tax collection is paid to the government in April; February’s in May; etc., etc. etc. What does that mean? It means the company is getting a government loan, interest free, for three months. And if they are collecting large sums, that money can go to capital improvements, expansion, whatever.

So maybe the resume writers charging, let’s say, $1,000 for a resume, are doing the same thing. The client pays $1,000. But it’s not one client it’s, let’s be conservative, and say, five. And the guarantee is for six months. And they always secure five clients a month. That’s a $5,000 monthly, interest free-loan, for whatever period the guarantee is. Perfectly legal (I think) but not very ethical (I know).

On the other hand, it might be akin to a hidden “free shipping and handling” charge. Does anyone really believe that “free shipping” is really “free?” I hope not. It’s all included in the price. If the company sells enough widgets, that can offer “free shipping.” It makes the consumer feel good. So does a resume guarantee, but at what cost?

Or, I may be overthinking this and they’re just a bunch of con artists taking advantage of the naive and vulnerable.

Next week we’ll look at resume reviewers, that is to say ATS-friendly resume reviewers.

The Resume Guarantee Con | Employment Edification

5 Warning Signs That You Should Probably Not Accept the Job Offer

THE OPINIONS EXPRESSED IN THIS ARTICLE ARE SOLELY THOSE OF THE AUTHOR.

“Trust your gut” is usually good advice. That said, younger candidates for positions may not yet have a “gut,” so to speak. Nevertheless, there are things that any job candidate should recognize as troubling.

Just a reminder: The job interview process is a two-way street. While the employer is interviewing and judging the candidate, the candidate should also be interviewing and judging the employer. The hiring process usually is a great indication of how a company operates.

My first warning sign is being kept waiting. It’s rude. It shows that the interviewers do not value the candidate’s time. And it is a good indication that they are disorganized. Of course, if they apologize and explain in advance that there is a situation, they should be given a pass (once!).

Second on my hit parade of worries, the interviewers do not have a copy of the candidate’s resume. They may be testing to see if the candidate is prepared, but, at the same time, they are indicating that they are not prepared.

Third, if the interviewers do not give the candidate an opportunity to ask questions, stick tail between legs and run for the exit! If they don’t want to hear from candidates, I’ll be my bottom dollar that they don’t want to hear from their employees!

Fourth, along the same lines, if interviewers refuse to answer questions, or to provide clear answers to clear questions, see above! Of course, candidates should never ask about proprietary information, and they should keep in mind that some things are only revealed to employees not candidates.

Finally, the compensation package has to be clear and simple. Candidates do not want to discover, for example, that, yes, the employer will triple their 401(k) contribution, but vetting takes five years! Moreover, bonus structures can be very confusing. In other words, candidates must read the fine print which means reading the personnel handbook. If a candidate needs a lawyer to understand the handbook or the offer, they probably don’t want the job.

5 Warning Signs That You Should Probably Not Accept the Job Offer | Employment Edification

Never Attend an Off-Site Holiday Party

By Bruce Hurwitz

THE OPINIONS EXPRESSED IN THIS ARTICLE ARE SOLELY THOSE OF THE AUTHOR.

I have written hundreds of articles on LinkedIn and elsewhere. No doubt, unintentionally, I have repeated myself. Except in this case which is definitely intentional. The following is an article I try to share every year. The advice is still good.

I only once adamantly refused an assignment given to me by an employer.  In fact, I refused four times!  Every year there was an office party held after hours at a restaurant.  Guests were invited.  Alcohol was served.  There was dancing.

I was responsible for fundraising, PR and marketing.  It was my job to get any event into the press.  I made it clear that under no circumstances whatsoever would I attend.  My colleagues wanted to know why.

First, I told them that I would be happy to attend an office party, at work, even if it was after hours, although I would prefer a staff luncheon.  In fact, that is exactly what one of our subsidiaries had for their staff.  I was pleased to attend and delighted to get some press coverage for them.

Then I told them that based on my experience of listening to colleagues and friends who had attended after hours off-site parties that someone always does something stupid.  “Did you see what she was wearing?”  “Did you hear what he said?”  “Can you believe how much he drank?”  “Did you see who she was dancing with?”  “Frankly,” I told them, “it’s my job to promote all staff as consummate professionals.  I don’t want to see you acting like a bunch of damn fools!”

In the first year, some were offended…until the morning after the party.  It became an annual ritual.  “Bruce, I’ve got to admit it.  You were right.  Did you hear what happened?”  Every year I would receive the request to attend, would decline, would explain why, would be ridiculed, and then apologized to.

My colleagues were good, decent, hardworking people.  But put them in a party situation, even one for work, and some would forget where they were.  I honestly believe that some employers hold office parties as a way to see whether or not they can trust some staff – the one’s they are thinking of promoting – to behave.  In fact, I know of two cases where employers told me that as a result of their behavior at an office party two employees who were being considered (without their knowledge) for promotion were no longer being considered.

If it is work related you must always be “on.”  Would you drink alcohol at your desk?  Would you dance with a co-worker at work?  Would you dress provocatively on the job?  Of course not.  Why?  Because it’s stupid and unprofessional.

Yes, there are times when it is important for the boss to meet the significant people in an employee’s life.  That is why God invented restaurants with tables with four chairs.  And I am willing to bet that at the restaurant there will be minimal drinking, conservative dress, and absolutely nothing to inspire gossip the morning after.

While we work with everyone, our mission is to promote the hiring of veterans and first responders.  Please consider us for all your staffing, career counseling and professional writing needs.

Never Attend an Off-Site Holiday Party | Employment Edification