Guidelines for work-related social events

Q:  Recently, we had a summer outing where all employees were invited to a beachside cookout and bonfire.  Most of our employees and family members had a great time.  There were a few employees and guests who, in my opinion, had too much to drink and behaved stupidly.  I haven’t heard of any inappropriate behavior but I do worry about having another type of event where alcohol is served and people are driving.  Do we ban these events altogether?

A:  Work-related functions can be tough to navigate for some.  Guidelines for what is acceptable and what is not acceptable can help.  Sharing some ground rules for behavior, in advance, can be effective.

Those in leadership roles often set the tone for these events.  If a senior leader consumes a lot of alcohol and behaves unprofessionally, others tend to assume that is the norm, and begin to think that excessive drinking is acceptable behavior.

Many companies have moved away from “open bar” type of events and instead offer a one or two drink tickets.  Others make arrangements in advance for taxi vouchers or alternative ways of getting employees and guests home safely.  Some companies hold events at hotels and reserve a block of rooms at a discounted rate so employees don’t drive home impaired.  Alcohol-focused events are a challenge for some, especially those who may struggle with addiction.

Still other companies have celebrations where there is less of a focus on alcohol and more of a focus on an activity or an event.  I have one client that has a pot luck celebration every year and employees vote on the tastiest dish served.  I have another client who has a family fun day for employees and their families.  At their family fun day, this client offers activities like face painting, pie eating, hay rides and pumpkin painting.  I even have a few clients who have moved away from the evening events and host luncheons, brunches, lunch-hour harbor cruises or the like.  Some of my clients have decided have to eliminate employee celebrations altogether, and instead ask employees to participate in some type of charitable event (e.g., working in a food pantry or cleaning up a local park).

No two companies are exactly alike when it comes to employee events.  However the safety of employees and their guests should always be considered.

Companies offer these types of events to show appreciation for their employees.  It is also a way to get to know colleagues in a different, more social setting.

Banning social events seems like a severe decision.  However re-thinking the type of event may be wise.  Discussing ground rules in advance may also be a way to better set expectations.  Company events are not like college reunions.  Your question is particularly timely since many companies are planning their holiday or year-end functions now.

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section.

Honoring a verbal commitment

Q: I have been with my current company for seven years.  I was recently promoted to a sales rep for a region.  I have been in this role for six months.  The first three months, my company provided extensive sales and account management training to me.  I was told that the training cost the company thousands of dollars.  I am finally functioning pretty independently.  When I accepted this position, I gave my word that I would stay in this position for one year at least.  However, there is a competitor who has tried to get me interested in a new role within their company.  I am flattered but I am torn.  How would you handle this?

A: Careers are full of twists and turns.  Good for you for remaining employed with your current company for seven years.  It sounds your company values your hard work and has rewarded you with a recent promotion.  Additionally, your company has made an investment in your professional development by providing extensive training.

When a competitor comes knocking, it is indeed flattering.  There is no harm in talking to the competitor.  You may learn some new information that could be useful to you in your current role.  It is always helpful to have a contact elsewhere so if your role or career becomes uncertain, you have options.  However, your situation is a bit different.  You have been with your current company for seven years.  You were recently promoted and you gave your word that you would remain the current position for one year.  Your word is important.  Your current employer also invested quite a bit of time and money into developing your sales and account management skills.  I, personally, would have a hard time, ethically accepting another role within the one-year time frame.   Again, it can’t hurt to talk to the other company but I would think seriously about making a job change after you had given a one-year commitment to your current role.  I know you did not sign a document , but your word and your reputation are both important.

If you do talk with your competitor, I would be gracious and thank them for approaching you.  At some point in your career, the contact at this competitor may be a valuable contact for you.  I would explain that the timing is not ideal though.  Hopefully they will understand your dilemma and respect your decision and your integrity.

Finally, you know your current company.  You know the internal workings, the culture, the customer base, the sales process and the product or service.  There would likely be a learning curve if you joined the new company.  There may be surprises with a new role in a new company.  Keep the connection and remain in contact with this competitor.   The world is an uncertain place and it helps to have well-placed connections.

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section.

Networking advice for a CPA

Q:  I am told networking and professional relationships are important for my career.  I am a newly minted CPA, an introvert, but a very competent professional.  How do you suggest that I network?  What are some good first steps?

Professional relationships are a major ingredient of a successful career.  Introverts face an even greater challenge networking.  But that doesn’t mean you don’t network.  However, it may mean developing a more planned and deliberate approach to networking.

Start slow and small.  Work to build your confidence.  First, invite a former co-worker or college roommate to lunch or coffee.  As you continue to network, your confidence will grow.  Don’t expect an immediate return from each and every meeting.  Invest the time in the relationship and the business will come.

USA500 is a regional community of trusted advisers.  Many of USA500’s members are CPAs, who are eager to network and build meaningful relationships.  Although one of the primary goals of USA500’s mission is to increase commerce for members, the network also provides a robust “rolodex” of resources for your clients.  David Yas, the President of USA500 shared his philosophy on networking.  “The myth is that you need to ‘simply get out there.’ It can be both daunting and counterproductive to try to produce results from a hodgepodge of cocktail parties and committee meetings.  Instead, make a simple goal of two to three meetings per week where you can have business discussions with others. Then keep track of the follow-up. The easiest place to start is with people you know well. ‘Jane, can we grab coffee this week? No big agenda, but I would like to talk about ways we can help each other professionally.’ That low-pressure approach can yield multiple introductions. And your network, slowly and steadily, begins to grow.”

LinkedIn is a valuable networking tool and can help with in-person networking.  However, it does not replace in-person networking.  In-person meetings are still more valuable than a LinkedIn connection.

I would suggest that you establish a networking goal for yourself.  It might be three networking meetings per week or perhaps five networking meetings during the summer months but none during tax season.

After launching my business more than 15 years ago, I still hold myself to networking goals.  I have a LinkedIn networking goal of 3 to 5 new connections per week.  Regarding in-person networking, I attend at least one group networking event per month and meet at least 5 new contacts per month (in-person).  Since my summers are typically quieter, I often with attempt to do more of my networking over the summer.  I also find that many are more willing to meet over the summer, since traffic seems to be lighter and schedules seem to be less demanding.

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section. 

Check email and voicemail frequently if you are looking for a job

Q:  I applied for a job 2 weeks ago and heard nothing for about 2 weeks.  During that time, I checked my email and voicemail 1-2 times per week.  I was networking a lot and unable to access my desktop.  When I returned to my desktop last Sunday, I found 3 emails and 1 voicemail from a company.  I called back immediately and also replied to one of the emails.  I received a terse email back from the inside recruiter telling me that they filled the role already and tried to reach me several times.  This seems wrong.  Can you comment?

A:  Many of us work with hiring managers who, once they receive the approval to hire, move ahead like lightning.  Often times, the hiring manager has had to present a business case on why the new hire is needed.  When the role is finally approved, the need is now long overdue and hence, very urgent.  Also, sometimes recruiters are evaluated based on time to fill an opening.

There is a lesson learned here.  Job seekers should be checking email and voicemail once per day (at least).  It is not unusual for recruiters to work a few hours over the weekend, so that includes Saturdays and Sundays as well.  Most recruiters expect candidates to have cell phones, which would make checking a voicemail or email a simple task.  Even if a cell phone is not available, a daily check if your landline and email is a must.  I would even recommend checking email and voicemail at least twice daily if you are searching for a job.

Responding in a timely manner also signals that you are seriously interested in a role and a company.  When a candidate does not respond immediately, it feels as if there is less interest in the role.  From my desk, it is absolutely a positive sign when a candidate replies quickly.  Although rare, sometimes a client will be so impressed by a candidate presented early in the process, that the company will cancel all interviews with additional candidates.  Again, although it is unusual, it does happen.

If you don’t have a cell phone which provides access to your emails, that might a be reasonable investment for your job search.  If you are tied to your desktop, make sure that you are checking your email at least once per day.  Ideally, I would suggest checking your email at least 2-3 times per day, especially if you are actively searching for a new job.  Most voicemail systems allow you to call in remotely and check voicemail remotely.  I would suggest checking voicemail at least twice per day too.

I think the expectation from a recruiter is that candidates would reply to an email or return a phone call within 24 hours (maximum).  It sounds like you were only checking emails and voicemails a few times per week.  The recruiter was probably very interested in your background (based on the number of attempted contacts) but may have ended up feeling frustrated because he or she was unable to reach you.

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section.

A company acquisition may translate to a change in employee benefits

Q: When I was first hired by my company I was promised a list of generous benefits.  My company was just acquired by a larger firm.  We have been told that many benefits may change as of January 1st.  Rumors are rampant.  I accepted my first role with my current company and benefits were a big part of the reason I accepted the offer.  What can I do?

A: A company acquisition can be a challenge for all involved.  The acquiring company will often strive to integrate the new company.  Often the goal is consistency across the consolidated enterprise.  Policies, procedures and practices will all be reviewed and some change is inevitable.

Few companies have the same benefits year after year, even without an acquisition.  Companies typically assess employee benefits annually right before their annual open enrollment for benefits.  An employer may evaluate utilization, costs and the employment market to ensure that their benefits offerings are attractive to employees and candidates.

Usually there is fine print which may give you a hint that the employer can change benefits at any time. When we write or edit employee handbooks or benefits communications pieces, we often add a statement such as:  “ABC Company reserves the right to modify this handbook, amend or terminate any policies, procedures, or employee benefit programs.”

If you are concerned about possible changes to your employee benefits, it may be wise to raise your concerns now before any final decisions are made.  I would suggest communicating your concerns to your Human Resources Representative in a professional and thoughtful way.

With any merger or acquisition, there is almost always change.  In my experience, it is a mixed bag — some of the changes are a positive for employees, while there are negative changes as well.  Rumors can be unreliable.  It is better to ask a company representative, who has some subject matter expertise, for an update on any upcoming changes.

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section.