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We've talked about "The Great Resignation," the idea of "Quiet Quitting" and pondered whether hybrid work is here to stay.

We're in an era of new expectations, and employer-employee relationships have changed.

GUIDE: <a href="https://longisland.news12.com/guide-ways-to-help-you-identify-and-deal-with-work-burnout">Ways to help you identify and deal with work burnout</a>

RELATED: <a href="https://longisland.news12.com/looking-for-a-new-job-these-tips-could-help-get-you-hired">Looking for a new job? These 8 tips could help get you hired.</a>

News 12's Elizabeth Hashagen was joined by Lindsey Pollak, a global career and workplace expert, for a conversation on work and careers.

News 12's Elizabeth Hashagen was joined by Lindsey Pollak, a global career and workplace expert, for a conversation on work and careers.

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1213LINewNormalCareersOnTrackWork_2022-12-13-09-28-16

The New Normal: How to navigate an era of new career expectations

so we all know our jobs have changed our workplaces have changed. You know, some people um you know have returned fully back to the office or just the dynamic is completely different Lindsay. Thank you Elizabeth, I think you when you mentioned great resignation quite quitting. I think a lot of people have settled into the job that they moved into or committed to staying in. So I see a lot of positivity, some concerns about recession in the new year, but this is a great time to take stock of where you are and what goals you want for. But the way that we just worked in the past, especially, you know, for people who were able to go remote, I never was able to do that. But for all the people that were remote, they weren't sitting next to me having conversations. So it's so strange when you come back together again and you're dealing with, you know, people back in the office and and the changing dynamic but maybe still meeting on zoom Yeah, I think people have to get really good at hybrid working. You now have a totally new skill set of having to track people down of having to build relationships in person and virtually and also figuring out how you're going to communicate and thrive in that environment. And when we talk about that great resignation, I think for the people who stayed, let's talk about them first, a lot of their roles had to change and morph because they kind of had to pick up the slack of the people that were missing until those roles get filled. That's exactly right. And now end of the year when you're doing your annual review and thinking about your compensation. This is the time for those of you who stayed to talk to your manager and your leadership and say I committed I was loyal. Here's what I accomplished. So make sure that you're being rewarded and acknowledged for the fact that you stuck around. And I know you say like throughout the year, keep a file. So that because when you go to write the review like you forget and then later you're like, I should have said this thing. Yeah, anytime somebody compliments you, anytime somebody praises you, anytime you have a really big accomplishment, keep it in an email folder jot it down somewhere so that you have proof of all the good things you did. A lot of us forget things that happened earlier in the year and now is the time to go through your old inbox and art, find those messages and bring them out to show examples of what you accomplished now for the people that decided to change companies or even change roles. How do they immerse themselves in a different culture with all new people and find success? You know, I think it's all about relationships. I know somebody who started a remote job during Covid and called each of his colleagues and said, let's have a 15 minute conversation over zoom. I want to get to know you just personally we do that casually in the workplace, but sometimes we forget when we're working remotely. So while it's important to read the employee handbook, I think the one on one relationships with people at every level in your organization is the most important thing you can do to acclimate. And now what about people? And I do know someone who falls into this category who has that remorse. The job that they left isn't as grisly as they maybe have thought and this new job isn't so fantastic. So the grass is always greener, right? A lot of companies believe it or not in the tight job market are opening the door for people to come back. Now you have to leave on good terms. You couldn't burn any bridges. But if you said, you know, I tried something else, but I really want to come back. If there is an opportunity, don't be afraid to go and have that. Sometimes the most loyal employees are the ones who left that it wasn't that great and came back and are now loyal forever. And now what about this move? And we see it in the, in the data that comes out every month. This idea of un retiring and going back to the workforce, you know, I think the pandemic changed a lot of things for a lot of people look, people are living longer healthier lives. They want to be relevant. They want to be active. A lot of people need to continue working. They stop during Covid thought it was a good time to retire and just like changing jobs, said, I don't really like this that much, so don't be afraid to say I'm energized. I have a lot of skills to bring, I want to come back. It's a big trend and I think those people again and or even more enthusiastic than people who didn't make that choice and give it a try now. I think this is like the worst branding ever, but this idea of quiet quitting because nobody's actually quitting and I think that was like the misnomer, especially in the beginning when we started to talk about those trends, but is quiet quitting, really just doing the job that you're supposed to do. I hate this trend. I think people like the name and yeah, it's a cute name. Like, I'm sure it makes a good a good headline, but the reality is if you're doing your job and accomplishing your tasks and you're showing up every day that is doing your job. If you're not accomplishing what you need to accomplish and you're slacking, that's not doing your job. So to me, it's sort of a reaction maybe to the idea that people used to work too hard, right, and go way too far and get burned out. Maybe it's like a natural correction that people are saying. You know what I need to have some balance in my life and during Covid, a lot of people lost that balance. Yes. And so is it more about really just setting boundaries and you know, and saying like this is the time that I'm present at work. And so this is the time that you have and maybe not in the middle of my kid's dance recital trying to immediately get back to you. I think boundaries is the right word boundaries with the company because during Covid, we didn't have any boundaries. A lot of people who work from home or had a hybrid situation. So it's a natural time to say it's the end of the year. I think I've been working too much or I need to cut things off at a certain time or I'm unavailable in these hours. Use this time of year as the reason have those boundaries setting conversations. I also wonder if this is a good time of year to really, I'm gonna say no your role but to have that conversation to say what is my goal moving forward and what are the expectations so that everybody is really clear on how this should go. So you're not reaching the end of the year and your boss is saying, well, you didn't do this? Yeah, I think the end of the year is a great time for any level setting when you have that kind of job creep where you started to do lots of things? Maybe some people left your team, maybe you were hybrid and coming in and there was a lot of uncertainty now that a lot of organizations are pretty clear on where people are going to work when people are going to work. People say 2022 was the year of where we're working and 2023 is going to be the year when we're working. So this is a really good time to set those boundaries and make sure that everybody is on the same page moving forward. So when you do look at 2023, what does it look like that? You know, the very near future? So a lot of people of course are worried about recession. I know that you reported that the inflation numbers are going down but people are still worried about job loss. The thing is the job market is still very good right now. So don't waste time if you're thinking of moving, If you're thinking about asking for a raise, we don't know what the economy is going to do in the next few months. We don't know if the job it's gonna get tighter, so lock it in right now, make your choices have those conversations. What I would say is don't put off a change that you're thinking about too far into the year and if you are thinking about changing maybe network during the holiday, send out that christmas card or meet up for or make a date with someone to, you know, meet up and have lunch or whatever the case may be the most wonderful time of the year for networking. This is the time to say Elizabeth. We haven't been in touch in a while. Want to hear how you're doing. What are your plans for the new year? What are you thinking about? It's a natural time to reconnect with people to talk about your future, plans to set some goals to maybe make some dates to meet up with people in january. Don't waste this opportunity. I do want to talk for a moment about this pay transparency and we know, you know, some changes are happening and we can really actually see the difference in, you know, one person's role in the company having a certain title and their pay and someone else's similar role and a vastly different pay. What are your thoughts on this? You know, a lot of people are complaining about pay transparency and I know a lot of the ranges are like from 10,000 to 100,000. It's not very helpful to me. This is more data that job seekers and employees can use to see how they compare. So I think rather than worrying about it and saying it's imperfect. Say, okay, cool, this is another data point. We have to see, am I wildly under the number if there's a range do I like where I am in the range take it with a grain of salt because a lot of those ranges are big, but now we have a lot more information than we used to about how much people are making. I also think professional associations and sites like linkedin are really helpful to make sure that, you know, if your salary compares to other people don't bury your head in the sand and just hope that you're making enough money go into Check it out because with more transparency comes a lot of opportunity for people to raise their pay if they've been undersold. I know New York City's pay transparency law took effect in November one. Do you think that as you know, places like New York City do this, that there's going to be more of a trend to being transparent about what people are paid and really helped to make it more equitable. I do because so many companies operate in many states. So I think when you have some of your employees with pay transparency laws and some who aren't, it has a natural sense of unfairness. So I do think it's gonna spread, but we still need to negotiate no matter what, we don't have to stay within this like published range because so much of that is also, I'm guessing based on your personal experience, your knowledge base, you know, your success, so you might be hired at a different rate than me because of the experiences that you've gleaned being global that said, I think the most important thing in a job salary negotiation is not to talk about yourself, so to take everything that you've accomplished and you bring, but put it in terms of how it benefits the organization you're working for. So not I am doing a good job, I need the money, I've accomplished a lot, but here's what my accomplishments did for the organization. Here are the results I got for the bottom line of the company. So take what you did, but translate it into language that has value to the organization you work for. I like that. I know one of the things that you've been focusing on is this idea that right now there are so many generations working together and we have such a different vibe. Yeah, I love talking about generational diversity because the world is a multi generational place. We talked about people working later into their lives. I know a lot of viewers said I want to work into my fifties, my sixties, my seventies, that means that a skill that everybody needs is being able to communicate and work with people who might be 30 or 40 years difference in age. So use your curiosity just like any element of diversity. If you a team with people who are vastly different ages from you talk to them, get to know them talk about your different experiences rather than seeing age is good or bad, better or worse, more experienced or less, just say, hey, we're different. I want to hear your perspective and I think with that curious approach, you're going to come to better outcomes and a more robust network. If you need a job, you want to know people at all different age levels who might make an introduction for you.

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