Taking a slight break

We appreciate you reading The Cubicle Life and we hope to have new content to you soon. However, I’m going to take a short blog hiatus. I’ve been juggling a lot of projects and unfortunately haven’t had a ton of time to dedicate to original, fresh content. Occassionally I might do this, just to catch up.

My goal is to have new content by April 2. Until then, please check out other articles. Also, if you’re interested in being a writer for The Cubicle Life and you’re a business writer, please join our team! Until then, we continue to use our job board which is updated daily through Zip Recruiter and catch up on the articles below.


Randstad US 2019 Salary Guide shines spotlight on competitive labor environment

Randstad US released its 2019 Salary Guide, which includes national pay rates for a variety of positions within the engineering, finance and accounting, healthcare (clinical and non-clinical), human resources, technology, life sciences, manufacturing and logistics and office and administration fields. Updated annually, the Salary Guide is a valuable resource for employers, providing key insights into how their pay rates stack up against the national market.

The guide reveals that nationwide salaries across all of these sectors rose about three percent, which is in line with recent BLS data from the past three years, but not on pace with inflation. This could be a major factor contributing to the increase in people quitting their jobs in search of higher-paying ones. In fact, the latest BLS jobs report lists the number of job leavers (defined as people who voluntarily quit their previous job and immediately began looking for new employment) in December 2018 at 839,000, an increase of 113,000 from December 2017. The fact that workers are quitting their jobs without lining up their next one shows high overall confidence in their abilities to land a new job quickly — which is bad news for employers.

“Simply put, the data we’re seeing around the tighter labor economy means the definition of a ‘competitive’ salary has changed,” said Jim Link, chief human resources officer, Randstad North America. “It’s no longer enough for organizations to pay on par with other companies. Being competitive now means employers must offer salaries and benefits that differentiate themselves in a very tight labor market. Randstad’s Salary Guide provides accurate benchmarks for employers to ensure their salaries are as enticing as possible.”

Download Randstad’s 2019 Salary Guide for engineering, finance and accounting, healthcare (clinical and non-clinical), human resources, technology, life sciences, manufacturing and logistics and office and administration fields.

Survey of U.S. Employees Reveals New Insights on Workplace Trends

Surveys on workplace topics often poll employers to gain their perspectives on the latest employee issues and trends – but, in a recent survey, Paychex, Inc. went directly to the source and obtained insight from employees themselves. Paychex, a leading provider of integrated human capital management solutions for payroll, benefits, human resources, and insurance services, asked 757 full-time employees working in companies with 1,000 workers or fewer across the United States about workplace hot topics, including benefits, pay equity, HR technology, corporate social responsibility, and more, to determine how these HR trends are impacting them and how their workplace expectations are evolving.

“As businesses shift into the future of work, it’s as important as ever to understand employees’ workplace expectations, challenges, and requirements,” said Maureen Lally, Paychex vice president of marketing. “While employers can implement changes from the top, employees ultimately define what the American workplace looks like. Their habits, preferences, and behaviors are what shape company culture.”

Employees’ survey responses offer insights on several key topics:

Employees are split on the most complicated aspect of making annual benefit elections: 29 percent say it’s keeping up with plan changes; 28 percent say it’s trying to predict personal and family needs; and 28 percent say it’s evaluating all of the providers and plan options. For women, trying to predict personal and family needs when making benefits selections is the number one most complicated aspect of the process at 33 percent. That ranks third for men at 24 percent.

More than half (51 percent) of employees feel very confident in their retirement savings, but 25 percent of those add the caveat that their confidence is dependent on Social Security remaining intact. This confidence increases as employees get older:  48 percent of workers age 18-34 are confident in their retirement savings, 51 percent ages 35-49, and 58 percent of those 50-65.

Pay Equity 
Nearly half (48 percent) of employees – regardless of gender – say they have expressed verbal or written concern to their current employer that their current rate of pay was not equitable to another employee with a similar role and responsibilities at least once during their career. Seventy-seven percent of men are confident that their employer is auditing employee pay for gender equity, while slightly fewer (74 percent) women say the same.

HR Technology 
Seventy-one percent of employees agree that they expect employers to provide them with a high level of employee self-service that allows them to accomplish various HR tasks (update address, enter life event, fill out tax forms, report hours, manage retirement, etc.) on their own. And 85 percent expect such self-service applications to provide a simple, intuitive user experience, similar to the consumer apps frequently used in their personal lives.

Workplace Ghosting 
When asked if they had ever “ghosted” (leaving a current job or not reporting for a new job without informing the employer) from a current or potential job, 27 percent of employees said they had. Younger workers are much more likely to have ghosted than their older counterparts. Of those aged 18-34 and 35-49, 33 and 30 percent, respectively, admitted ghosting, compared to only seven percent of employees who are 50-65 years old. 

Corporate Social Responsibility (CSR) 
Working for an organization that is socially responsible (caring about the impact the business and its employees have on things like the environment and the well-being of the local community or region) is important to workers regardless of age. Ninety-five percent of those aged 18-34, and 94 percent of those 35-49, agree that it’s important for their employer to be socially responsible. That percentage dips slightly to 90 percent for those aged 50-65.

“CSR is an important driver in attracting and retaining talent for companies today,” said Laurie Zaucha, Paychex vice president of HR and Organizational Development. “More than ever before, candidates research prospective employers before applying and are looking for organizations whose values align with theirs.”

Click here to read a white paper featuring a deeper dive into data about these key workplace trends.  

About the survey  Paychex polled 757 randomly selected full-time employees across the U.S. who are working in organizations with 1,000 employees or fewer. The survey was conducted online via SurveyMonkey, took place between October 10, 2018 and October 11, 2018, and had a margin of error of +/- 3.90 percent.

About Paychex
Paychex, Inc. (NASDAQ: PAYX) is a leading provider of integrated human capital management solutions for payroll, benefits, human resources, and insurance services. By combining its innovative software-as-a-service technology and mobility platform with dedicated, personal service, Paychex empowers small- and medium-sized business owners to focus on the growth and management of their business. Backed by more than 45 years of industry expertise, Paychex serves over 650,000 payroll clients as of May 31, 2018, across more than 100 locations in the U.S. and Europe, and pays one out of every 12 American private sector employees. Learn more about Paychex by visiting www.paychex.com, and stay connected on Twitter and LinkedIn.

Press Release from PRNewswire

Dear Employer: Inclusive Workplace Cultures Are Key to Retaining Talent, Research Shows

You might remember my post from a couple of months ago stating the benefits of a diverse workforce and here’s some more data to back it up.

When employees feel included at work, they are 28 percent more engaged and three times more likely to stay according to a study by the Limeade Institute. This research underscores the need for organizations to look beyond diversity hiring metrics – and toward building workplace cultures that foster inclusion.

“Hiring a diverse workforce is important, period. But people will leave if they don’t feel their unique perspectives and identities are valued,” said Dr. Laura Hamill, Chief Science Officer of the Limeade Institute and Chief People Officer at Limeade. “The key to inclusion is to make sure employees feel a real sense of belonging during the hundreds of interactions they have with colleagues every day. And to think about how these interactions make people feel known, welcomed and appreciated.”

Research reveals that inclusive workforces help people feel welcomed, known, valued and encouraged to bring their whole, unique selves to work. Specifically, when employees feel included, they are:

  • 28 percent more engaged at work
  • 3 times more likely to stay at their organization
  • 43 percent more committed to their organization
  • 51 percent more likely to recommend their company as a great place to work

The research also reveals that employees who feel included report 19 percent higher well-being. And while leader and manager behavior is important for perceptions of inclusion, peer interactions play a more significant role.

“You need commitment from every employee, every day to create a culture that feels inclusive. Unfortunately, this is where many well-intentioned companies lose their way,” added Dr. Hamill. “Our research shows that organizations can help every employee build more inclusive habits and mindsets. Fortunately, organizations have access to more research and tools than ever before to make work and life better.”

Limeade recently launched a new solution – Limeade Inclusion – which measures workplace inclusion, provides action-oriented game plans for employees, managers and leaders and drives meaningful action to improve the employee experience. 

To learn more about Limeade and how to foster inclusive workplaces at scale, visit limeade.com.

Press release from PRNewswire


Job seekers, let us feature you!

Are you looking for a job? Are you looking to enhance your career? Are you tired of being in a dead end job?

The Cubicle Life is here to help you with all three. If you’re looking for a job, be sure to check out our new job board from ZipRecruiter. The job board holds thousands upon thousands of job positions from a variety of cities.

Also, we have something new for job seekers this year. We want to highlight you! If you’re looking for a job and want us to highlight you in our Jobseeker feature!

It’s completely FREE for job seekers. We just send a questionnaire and you provide your information and you can link to your portfolio, LinkedIn profile or anything that you feel would be a leg up for getting the job you want.

The Cubicle Life wants to partner with you!

Are you a career coach or resume writer? Are you looking to get exposure to job seekers who are looking for your expertise? Then we want to partner with you.

If you advertise with the Cubicle Life, we will promote your services through our blog posts and our active social media channels. Not too many blogs are offering their platform to promote you.

Click here to fill out your information and let’s get started!

Side Hustle to Main Hustle: B. Loving, L3C

The Cubicle Life has the pleasure to sit down and talk with Bbad, Founder & Executive Director of B. Loving, L3C. Learn how she took her authentic black experience and transformed it into a safe space for black femmes.

B. Bad, Founder & Executive Director of B. Loving, L3C

Describe your business
B. Loving was created to cultivate a space for collective healing, conversation and liberation, amongst Black Femmes exclusively. Which is further carried out through our four pillars, loving your Blackness, loving yourself, loving your sister, and living and loving your dreams. With the intention, that we are all able to both cultivate wholeness as individuals, and as a community.

In parallel paths, I’ve also been doing some digital and social strategy for Black femme owned brands. Focusing on building a deeper/authentic connection with their audiences.

How did you get started?
B. Loving is my soul’s work. Through my own awakening, birthed my mission, to act as an inner transformation catalyst, for other Black femmes. Helping them to both actualize, and build better relationships with themselves. It was through my own journey of self-actualization, that I realized that my mission was to bring that same journey to all Black femmes. At the intersection of this mission, and my talent for storytelling birthed the alignment of B. Loving.

Where were you working before starting your business?
Prior to quitting, to live in alignment with my mission. I worked at two top advertising and public relations agencies, on fortune 500 brands.

When did you decide to leave your job? And what influenced you to do it?
At my first job, I was yearning for Blackness within my work setting. When I left and started working on an all Black team, I realized that I wasn’t yearning for Blackness. I was itching for independence. I was made to feel like without them I wouldn’t have a seat at the table. When I knew that without them, I’d not only have a seat at the table, but a plate to actually eat from. Looking back, I believe this kickstarted my fundamental detachment from elitist structures. I also, always had this feeling of being very talented, but not being able to utilize my actual talents within my positions.

What impact has your business made for others or your clients?
Sharing some impact statements below:

  • “One of the most transparent and raw digital storytellers I’ve been able to see. Your message transcends barriers.”
  • “You have inspired me to look within myself, as to what it
  • actually means to ME as a black woman to be more
  • conscious.”
  • “You’re impacting lives, and all those you impact will spread their light and love. You’re part of a chain reaction amongst our women and community!
  • Real, raw, and exactly what we need to find out truths about our actual lives and what we want out of life.”
  • “You definitely inspire me daily to go beyond generational norms and live in my purpose wholeheartedly.”

What effect has it had upon your life?
Honestly, fighting for my dreams, has taught me more about myself than I could explain. It’s taught me why it’s important to bring to fruition, and it’s taught me why it is for me, exclusively. Through B. Bad, I’ve fully actualized the weight and possibilities of my words. Therefore, with B. Loving, I’m excited to see the tangible change that is to come.

Did anyone help you develop your business or was an influence to you? If so, what role did they play?
Honestly, this has been a complete one woman show. For B. Loving, I outsourced, a lot of the creative properties, but beyond that, just ya girl! This was intentional though. I wanted the space to be able to craft my vision exactly as I see it, without any additional hands in the fire. Therefore, once we’ve been rolling for a while, and it’s time for me to start bringing on teammates, they’ll already have a deep understanding of the vision and direction.

What do you love about being an entrepreneur and what are some of the challenges?
The freedom to be a disruptor. When you look across the times, you will see people’s intentions being suppressed, due to being owned by brands, labels, society or whoever. Being an entrepreneur in this modern time gives me the space to both think and live unbound. There are no limits on how many Black femmes I can help, or how I can help them. The landscape is completely mine to move as I please, and at the end of my game, I want to have created and set forth a blueprint on how to live financially emancipated.

What advice would you give to inspiring entrepreneurs? Especially ones who are still working, but want to start a business?
I think first and foremost, I would align on your purpose and intentions. I believe that in this current moment of time, there’s a huge population that lack innovation, and are creating businesses just for the f— of it; by cloning what’s already on the market. While I’m not against getting your coins, I think that as a business owner, and an innovator in general, you need to be able to think beyond the current trend, and onto the what’s next. Often times, this level of innovation, is what you couple with your mission to bring your business to life. At least that’s how I did it.

What do you do when you’re not working on your business?
Chile, am I ever not working? I can be found constantly listening to music, having solo dance parties, or letting my imagination run wild.

Woman at computer

For Women at Work, Risk Taking Has Rewards yet Many Hesitate to Leap Into the Unfamiliar

When it comes to risk-taking in the workplace, seven in ten (69%) women are open to taking small risks to further their career, but far fewer (43%) are open to taking bigger risks that may be associated with career advancement, according to a study of over 2,000 professional women by KPMG LLP.

According to the research, women’s inclination to take risks declines as they become more experienced in their careers – even as their self-confidence grows. Forty-five percent of respondents with less than five years of experience say they are open to taking big risks to advance their careers, versus 37 percent with over 15 years of experience. Women of color are the biggest professional risk-takers, with 57 percent saying they are open to taking big chances versus 38 percent of white women.

“When it comes to their careers, many women find themselves in a bit of a bind. They’re trying to preserve their gains, so instead of playing to win, they’re often playing not to lose – whether hesitating to take perceived big risks, or feeling the need to take outsized chances,” said Michele Meyer-Shipp, KPMG’s Chief Diversity Officer.

Meanwhile, women see the benefits of risk-taking. The number one incentive is the opportunity to make more money, according to 40 percent of those surveyed. This factor ranks equally high across all experience levels and among women across all ethnic/racial groups. Yet, only a third of women surveyed (35%) say they’re confident about asking for a higher salary.

More than half surveyed (55 percent) believe people who take more career risks progress more quickly than others. They cited potential benefits of increased risk-taking including career advancement, increased confidence, personal development and building respect among colleagues.

“Women may benefit by taking more risks over the course of their careers, but they can’t go it alone,” said Meyer-Shipp. “Organizations must provide supportive structures including inclusive and diverse workplaces, professional development, mentorship and sponsorship opportunities, all of which set up women to achieve, thrive and reach the highest levels.”

Just 8 percent of respondents say risk taking has contributed most to their professional success, crediting task-oriented factors over leadership traits. Women attributed success to good habits such as working hard (73 percent), being detail oriented (45 percent), and organized (45 percent). They were less likely to point to attributes such as being strong-willed (24 percent), creative (18 percent) or a good leader (17 percent). Only a minority of respondents (43 percent) say they have talked about their accomplishments or raised their personal external visibility over the past three years.

Press Release from PRNewswire

Do you believe in taking risks in your career? Has it paid off?

Floral Creations

Side Hustle to Main Hustle: Petite Floral Creations

The Cubicle Life had the pleasure to sit down and talk with Hagar Duel, Owner of Petite Floral Creations. While she enjoys her corporate career, her side hustle as a designer florist provides a therapeutic outlet to create beautiful arrangements. Learn more about how she got started and how she balances her side hustle and her main hustle. 

Hagar Duel, Owner, Petite Floral Creations

Describe your business
I specialize in impressionable and whimsical floral arrangements for all types of events and occasions servicing Greater Chicago and surrounding suburbs. I like to position my business for the gift-givers, those that admire home decorating, entertainers, and lifestyle enthusiasts.

How did you get started?
I began designing flowers arrangements for small family gatherings, meetings, and dinner parties about four years ago. As I began to teach myself on various techniques used by expert and seasoned florists on YouTube and other media outlets, I realized that I had opportunity to provide beautiful creations on a larger scale.

Where were you working before starting your business?
Although I enjoy working with Mother Nature’s most beautiful accessories, flowers, I still enjoy working my current as a Talent Acquisition Specialist for a Media and Technology giant. I never envision leaving one career for the other.

Floral arranging has gifted me and other with emotional relief. These benefits include overall attitude, stress levels, self-esteem, and happiness. This therapeutic angle was exactly “the why” for creating flowers for myself and others. The floral craft is an outlet that allows for me to decompress and exercise my creative right freely and without any stress. My day to day corporate job gives me the ability to impact the overall organization and the business partners I work with closely.

What impact has your business made for others or your clients?
I believe that my business has allowed for access- Access to beautiful creations that otherwise would be opted out of due to location, price point, personal appeal. Arrangements shouldn’t be a frivolous luxury. Of course there are hundreds who are in the FloralCulture $7 Billion industry, but aside from its lucrative opportunities- flowers have healing and beautifying power which my belief, everyone is deserving of accessing arrangements – not just those who have the resources to pay the excessively high amount which is catered to more affluent clients. My business attracts a wide range of clientele which I pride myself on.

Floral design has provided a therapeutic outlet for me – very low stress. I am able to share my work with others, balance an HR career, and most important still remain present in the lives of my husband, three children, and family.

What effect has it had upon your life?
Floral design has provided a therapeutic outlet for me – very low stress. I am able to share my work with others, balance an HR career, and most important still remain present in the lives of my husband, three children, and family. I feel incredibly grateful and blessed to be gifted this talent in such a short amount of time.

I market my floral arrangements on Instagram and Facebook — which provide and experience to capture the attention of all generations imaginative creativity.

How do you balance your business with a full-time job?
Although the demands of family, work, and now this new business venture can be at most times unpredictable and challenging I find myself driven by this and ensuring that time management and organization with schedules and requests are all within view.  

My career in Talent Acquisition requires forward thinking and planning and those competencies that I’ve learned to perfect over time and error has provided me confidence that I can also stretch myself and tap into a hobby and passion and turn it into a profitable business. Most of the events and orders are within the evening and weekends which is perfect.

Taking on one email and conference call at a time during the work week and work hours is a safe pace for me and the excitement of the creations I’ll pull together for the weekend keeps both responsibilities mix dedicated attention.

Did anyone help you develop your business or was an influence to you? If so, what role did they play?
My husband is my biggest supporter. As a professional and seasoned salesman he’s assisted me with business plans/contracts. My twin sister provided a marketability point of view- assisting with marketing material content for Social media pages, workshops, etc.

What do you love about being an entrepreneur and what are some of the challenges?
I enjoy being in control of my own capacity. I can turn on and off at any time. I operate business out of my home and depending on the scale of job, I yield the assistance of family to pull together beautiful pieces. Otherwise, I am the only designer. This flexibility is also an advantage and as I am able to sell at a wide range price point.

What advice would you give to inspiring entrepreneurs? Especially ones who are still working, but want to start a business?
I’m still a little new at this as I’ve been official for about 11 months now, but nonetheless, seek and trust advice from the wise (those who have skin in the game and are established in the business), do your research even it means dedicating 3-6 hours per day, and trust your gut instinct on big decisions. Inspiration comes from those from within your industry as well as what will make life’s day to day operations much easier or beautiful.

What do you do when you’re not working on your business?
When I’m not working on my business or at work, I’m spending time with my very active little familia– I truly enjoy those treasured moments and are never to be taken for granted.

Job Hunting Tools: JobScan Review

Resumes are the first impression that recruiters or hiring managers of potential employees. However, recruiters don’t spend much time looking at your resume. The average time for a recruiter to view your resume is 6 seconds. However, if your resume is processed through an Applicant Tracking System (ATS), there’s a chance that human eyes will never see your resume. ATS searches for keywords in your resume, and if your resume doesn’t match those keywords, it’ll end up in the electronic trash pile.

This is the reason why we have to tailor our resumes according to each job description. However, I don’t know about you, but tailoring a resume can be extremely time intensive. Luckily, there is a tool out there to help your resume stick out and hopefully land a phone interview.

Jobscan is a great tool to help you tailor your resume for each position you apply to and enables you to beat the ATS from overlooking your resume. Jobscan gives you an opportunity to copy and paste your resume and copy and paste the job description. From there, Jobscan matches your resume to the job description and provides a percentage of how well your resume measures up to what the job description is looking for.

Your match rate is based on these priorities, in order:

1. Hard skills
2. Education level (only when an advanced degree is included in the job description)
3. Job title
4. Soft skills
5. Other keywords

I love how JobScan breaks down your resume and provides useful tips such as recommending missing skills and keywords, job level match, and words to avoid. The goal is to have your resume reach 80 percent or higher match to the job description.

The platform also provides a scan for cover letters and even provides links to job recommendations. If you’re looking to customize your resume, this is a helpful tool. Jobscan provides five free scans a month, but for $49.95 a month, you’ll receive unlimited scans, unlimited scan history, LinkedIn Optimization, Premium ATS & Recruiter Findings and much more.

I would rate this job tool around 9 out of 10. Click here to learn more.