Monthly Archives: June 2008

Jun 23

Persistent Layoffs Equals Time to Leave

By Scot Herrick | Job Performance

There is the temporary, one-time financial loss to deal with and then there are persistent losses over time. The one-time loss is the blip on the radar screen and we move on. But persistent losses resulting in layoffs are different and can harm Cubicle Warriors. Persistent layoffs usually happen because of transformational shifts in the […]

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Jun 19

E-mail for the Cubicle Warrior

By Scot Herrick | Job Performance

There are perhaps thousands of posts on e-mail processing, etiquette and distraction level out there on the Internet. While mastering e-mail is a necessary job skill for the Cubicle Warrior, I have been reluctant to “prescribe” something here that I foolishly believe would magically clear your inbox. Every once in a while, though, I run […]

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Jun 17

Baby Boomer interview tips

By Scot Herrick | Job Search

Conventional wisdom tells us that now, with the Baby Boomers reaching retirement age, that employers will soon experience shortages of labor. An employee’s market. One where  employees choose work from competing companies because of the shortage of labor. That hasn’t happened so far. Instead, given the harsh financial retirement realities, Baby Boomers are holding on […]

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Jun 12

5 Career Management Practices for Cubicle Warriors

By Scot Herrick | Job Search

In working on career management tasks, few do it better than employees of consulting companies. Especially compared with most employees of corporations. Consultants understand that all work is short-term. There is this gig, then the next project. There are these results to accomplish and then, what’s next? Consultants understand their value to their employer and […]

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Jun 11

Urgent Versus Important

By Scot Herrick | Job Performance

Last week I did a series of interviews with Cali and Jody on setting up a Results Oriented Work Environment. I’ve followed the conversation since then. This morning, Cali and Jody posted some comments from people at work objecting to the idea of not having a schedule. Some of these comments included: “We need people […]

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