A review of the performance review

[Flickr: jennifertomaloff]

It's probably one of my least favorite times of the year because of the stress, but the annual review process at work can be a great opportunity to reassess your job and your work goals. Everyone's process differs, but most include a self-evaluation and some sort of review meeting with your manager.

Preparation
Whether your reviews are done at the same time each year (all employees in July, for example) or on your particular start-date anniversary, it can be daunting to go through a whole year of work. Keep track of projects and results throughout the year to make it easier during this already-stressful time. Some folks like a notebook, but I keep running Word docs listing program (our nonprofit had many), project, specific tasks I performed, and results. I also list any trainings or conference I've been to, awards I've won, and trainings or other service type things I've done for the organization (that aren't in my job description). I print out a few copies of each year's list for my own records, my boss's records and HR's annual review files.

Self-Evaluation
If you're not already in the practice of honestly evaluating yourself, this can be hard. This is not the time to be humble, but it's also not the time to blow yourself up without supporting evidence. Most evaluations include some kind of sliding scale (usually ranging 1-5 or weak to strong) and space for comments. I recommend adding comments in every category to support your rating. If you run out of space, make notes on another sheet of paper. It helps to grab your job description and use that as a measuring tool. If you find that you're doing a lot outside of your description, write that down, too; you can address that at your meeting.

Face-to-Face
For your face-to-face meeting, prepare your list of accomplishments (from the Prep stage above) and any revisions or changes you've seen to your job description. I also make a list of project ideas for the coming year and any issues I want to discuss with my supervisor (suggestions for better communication, better work processes, and any areas I could use more support in from her or the team). If there's anything that's been weighing on your chest, this is the time to get it out, although I would refrain from straight out venting—I subscribe to the school of every-complaint-should-come-with-a-helpful-suggestion.

The meeting will often include you and your supervisor going over the evaluation together. Pay attention, and if you have any questions as to why you received a rating you did, ask then and there. Your supervisor should be able to list reasons, and you may have a chance to present information to support your self-evaluation, or you may gain understanding and self-awareness of your work that you weren't able to see before.

The Money Talk
Annual reviews are also common times to evaluate your position and salary. Some companies have salary talks every year (formal or informal); others are on a more sporadic or inconsistent schedule. If it is something you want or something that is an option, do some research on what changes you would like seen made to your job description and what type of compensation you would like to negotiate (websites like payscale.com are a good place to start for a target salary, but you can also consider asking for schedule flexibility, more vacation, etc.). Be clear and present tangible reasons from the employer's perspective for why you deserve the raise ("Because I've been here two years" and "Because I'd like to afford a nicer apartment" are not good reasons; "Because I've added value to this organization beyond my paygrade and would like to continue doing so" or "Because I'd like to take on more responsibility in an area that the organization needs help with" are good reasons). If your supervisor hints that the timing just isn't right or that you're just short of being ready, suggest a mid-term review in three or six months to reassess and reconsider.

Aftermath
You should come away from your review with goals for the next year (agreed on by you and your supervisor) and an understanding of where you can improve (yes, every one of us has something). If you go back to your set ways without adjusting, you'll just be back in the same place next year (slightly worse, since you should know better). Take any constructive criticism or suggestions and apply them; if there are areas of specific concern, don't be afraid to ask for extra training or referral to resources that might help.

Some additional resources in prepping for your review: Forbe's article "How to Ace Your Performance Review" and the Grindstone's From Review to Raise series.

How are performance reviews structured at your workplace? How do you prepare for them?

Five ways to try new things at work

[sam.d]

After the honeymoon period of your new job ends, things usually settle into the mundane. You can guess what you'll be doing at any point during the week and know that you'll probably still be doing something similar six months from now (same tasks, different projects). OK, so six months isn't a long time, but what if it drags on longer and you start to get bored? Don't just jump back into the job market—with some creativity and courage, you may be able to find new and exciting opportunities where you are.

Here are some tips on how to get new projects at work. These work best if you're already killing it at your current duties (otherwise you just come across as bored and slackerish).

1. Talk to you supervisor. Chances are, your supervisor has big plans for your department, but has been holding back to avoid over-working the staff. Check in and let your supervisor know that you're game to try new things or that you've been getting your mundane work done too quickly. Being proactive could mean getting first dibs on the fun stuff.  Be careful that you don't sound ungrateful or bratty.


2. Solve a problem. We all get frustrated by work processes that seem outdated, inefficient, or just downright unnecessary. Instead of venting to your coworkers about how you would solve that problem if it were up to you, why don't you tell someone who has some clout and actually change things? I promise, the Kardashians will continue to provide good watercooler fodder if you find you have nothing work-related to complain about.


3. Talk to coworkers from other departments. Find out what's going on in their neck of the woods to see if there are any opportunities for collaboration. This works best if your department serves other departments (for example, the communications and marketing department I was in at my previous job), but there can be opportunities for collaboration otherwise as well. Most companies encourage collaboration, especially if the partnership can increase results, streamline things, or save money. Bring these ideas to your supervisor.


4. Pitch a new idea or innovation. Have you seen something really cool lately that you think might be applicable to your company? Do you research—find out exactly what is involved in implementing the new idea, what kind of results (preferably measurable) it can produce, how the new idea or tool relates to your company's goals and mission, and what  manpower or resources are required to do it successfully. And then pitch it!


5. Learn a new skill. It's easy for a supervisor to automatically assign a project to the team member that already has a skill, but isn't that what makes work get mundane in the first place? Doing lots of things we already know? If there is a task or type of project that you're interested in working on but don't have the skill and if there seems to be a need for more of that skill in your department, see if your company will spring for some training. Try to frame it in a way that sets you apart from coworkers with similar skills (for example, pursuing video production if you already have photog coworkers to get in on media projects).

I've tried all of these methods, and each has worked for me at some point or another. There's no guarantee they'll always work, but even an unsuccessful attempt will send a message to your supervisor that you're ready for something new.  


How have you paved your own new way at work? Do you have any additional tips or advice to build on these?

My dog ate my homework and other work excuses that don't work

[rollanb]

We've all heard one. We've all said one. A lame excuse. While excuses can be annoying anytime, chronic excuses in the workplace can tarnish your reputation and cast doubts on your abilities.

Excuses that don't work:

• I was working on [low-priority project]. If you have a hard time prioritizing your work, ask your supervisor when the projects are assigned. If you don't ask, it may be assumed that you should know, and this excuse won't fly.
• I didn't know it was due yet. A few things you should always ask at the beginning of a project: timeline, budget, and relative priority. Not asking doesn't mean you're off the hook.
• Most things that you volunteer without being prompted. Making an excuse when you're not being questioned makes you sound guilty. Are you? 
• Anything that's repeated more than once a month. Chronic excuses send up a red flag. If you are constantly having difficulty getting your work done, then maybe you're in over your head.

Excuses that sometimes work:

• I'm waiting on [someone else]. Does this someone else know you're waiting on them? What's their excuse? While some folks just can't be prodded along quickly enough, learning good project and people management skills can help you avoid most situations like this.
• I didn't see that after-hours request come in. Although the lines are increasingly blurred with today's technology, this is valid if you're an hourly employee and aren't required to check in outside of work. If you're salaried and exempt from overtime, it's a little fuzzier, especially if you have a work-issued cell phone that you're expected to check.

Valid excuses:

• I was working on [higher priority project]. Although any excuse should also be avoided, if a high-priority rush project came in and took up your time, don't drop the ball. At the same time, you shouldn't let progress lapse on lower priority projects if you can help it.
• Emergencies. While I hope this doesn't happen to you, sometimes an emergency can derail our work. Sudden illness or medical emergencies, death, and personal catastrophes can result in unplanned days off work. 

I've made my fair share of excuses over the years (just ask my mom, she's heard them all). The most memorable one, though, has to be from President's Day weekend my second semester of grad school. K proposed on Friday night and I had an assignment that I hadn't started writing yet due at 5 pm on Saturday. I emailed the prof for a 24 hour extension, which she granted. When I got back to class on Tuesday morning, my prof outed me to the whole class, saying it was the best excuse she'd ever heard. I highly doubt it, but I was glad she was understanding (her son had recently gotten engaged, too).

What's the worst excuse you've ever heard at work? The worst one you've ever used?

Go on, brush your shoulders off

[Lara604]

In every budding career, a little constructive criticism will fall. It's how we learn. But some folks are better at delivering criticism than others, and there will be times when a well-intentioned comment will send you into an emotional spiral. Other folks may deliver straight criticism. I can't promise you that criticism will ever stop (just the opposite--it won't), but here are some tips on how to handle it when it happens to you.

• Take a deep breath and step away. Being criticized is hard, no matter how many times it happens to you. I find that taking a step back and not reacting right away is the best immediate response. A few minutes (or even days) to clear your head can do wonders for a professional response.
• Find the silver lining. It's easy to find the positive in constructive criticism—often the criticizer includes it in the comment or leaves a door open for you to ask follow-up questions about how to improve. And the positive of that is that you have an opportunity to grow in your professionalism and abilities. Regular criticism may or may not have a silver lining, but even if the criticizer didn't intend any positive outcomes, you can embrace the criticism, find your own positive way out, and show them who's boss.
• Seek a second opinion. Especially when the criticism doesn't seem constructive at first, it's helpful to get another opinion from someone you trust professionally. For example, if a colleague expressed the criticism, you may go to your supervisor to ask their opinion and whether there's anything you can do to avoid the criticism in the future. They may be able to turn it into a constructive comment after all. A trusted coworker or even someone outside your company may be able to offer an objective take on the situation as well.
• Don't forget the lesson. On the flip-side of being hurt too easily, there are those that are criticized for the same thing over and over again. Once you've found the lesson, hold it near and remember it. I can't even count how many little things I learned in my first year on the job that still run through my mind regularly and help me in my work.
• Don't be afraid to put yourself back out there. It's easy to be a little gun-shy after you've been shot down a few times. But holding back isn't the answer...keep your head up, stay confident in your abilities, and try again (and again and again). 

How do you handle criticism?

Facebook friend lists—what you need to know if your coworkers are your Facebook friends

Back in college, social media was just a fun place to virtually hang out with your friends. Ah, to be back in the days when The Facebook was only open to .edu addresses and we were so cool for having a profile. Our parents weren't on it. Neither were our bosses. These days your grandma can probably see what you're doing on Facebook, and in the workplace social media can get you hired or fired.

While in some workplaces it is uncommon to add coworkers on Facebook, in others it is part of the company culture to do so. I happen to work at the latter, where our CEO is often the first to friend you, and our HR director next. And they will hound you when you don't accept (all in good fun, of course). They're perfectly nice people, but I'm pretty sure they don't want to hear me gushing over my nephew's latest cute words or my husband's latest culinary masterpiece.

Enter: Facebook friend lists

Facebook friend lists allow you to segment your friends and apply global or selected privacy settings to those categories of friends. So you could group your family into one, and make sure they can't see your college photos. Or keep your coworkers from seeing what your brother posts on your wall. Once you get these lists set up, it's easy to keep them maintained--every time you accept a friend request there is an option to "add to list." Friends can be on more than one list.

Setting up a friend list
Choose "Friends" from the left navigation, and "Edit Friends" from that page.

Select "Create a List." You'll also see options to edit the lists your friends appear on from their listing.

Name your new list and scroll through to select friends or type in names to add them to the list. Click "Create List" to finish.

Using lists for privacy: Case-by-case
We'll get to global privacy settings next, but what if you have specific posts you want to keep from a certain person or group of people? You can do that right from your status message or shared photo/link. The options are by the lock icon in the share section of your profile.

You can choose to make it visible to limited people, or hide from select friends. For the hiding options, you can type in names of individual friends or lists. You can make this the default setting from here, or do it in your overall privacy settings. Make sure to "Save Setting" before you post.

Using lists for privacy: Global settings
To apply sitewide privacy controls using lists, select "Privacy Settings" from the top right menu.

To use lists, choose "Customize settings."

You will see a list of actions or areas of information, each with a drop down menu to the right. Select "Customize" to see the same customization menu as above (in the case-by-case section).

You can also select custom settings for each photo album you've created. At the bottom of the "Things I share" section in the above screen, there is a text link that says "Edit privacy settings for existing photo albums and videos." It will show you the screen below with the option to customize viewing permissions by album.

Well there you have it—a quick rundown of Facebook lists. As you can see from my screens above, I keep my Facebook pretty locked down, with many sections visible only to me. I don't put a ton of controls on lists otherwise, instead opting for case-by-case filtering or just simply making sure I don't overshare on Facebook in the first place.

Are you friends with your boss or coworkers on Facebook? How do you manage what is seen or not seen? Have you "liked" The New Professional on Facebook yet?

Dealing with dress code violations [Guest Post]

[source]

Hi everyone, Nicole from Employed Panache here to talk about how to handle employees who violate the office dress code.  As New Professional reader Martha mentioned here, this can be a very touchy subject, leading to difficult conversations.  Depending on the extent of the violation and tenure of the employee, you can take several approaches.  Just keep in mind that more often than not, you should be engaging in a conversation with the employee versus telling him/her what to do.  I have found that most people do not respond well to commands and want a chance to discuss their side of the story.

If your company has a dress code policy in print, use this to your advantage.  The first approach might be to have a quick conversation educating the employee on the details within this policy.  Depending on the scenario, the unprofessional attire could be simply due to ignorance of the policy because the employee is new to the company or new to the workforce in general.  Most employees want to comply with company policies, so in this case, the changes should happen quickly.

If the employee has a longer tenure with your company, or if the violations continue, the next approach is to discuss specifics on how this behavior is hurting the employee’s career.  If there are no events that you can point out (like when a peer was chosen to present to a client over them), then solicit anonymous feedback from colleagues, clients, managers, etc.  Hearing the same opinion from multiple people and not just their manager may be the support needed to change what the employee wears to work.

The final approach, which should be last resort, is documenting the violations and submitting to Human Resources.  It is my personal opinion that the employee should first be given the benefit of the doubt because you just never know why s/he is choosing to wear unprofessional clothing.  As mentioned above, the employee may not understand what attire is acceptable.  However, if there are repeat offenses and/or incidents where the outfit is lowering productivity or damaging the business, the employee must understand that there will be consequences for his/her behavior.  Also, feel free to loop in your Human Resources rep from the start as HR will understand your company’s policy best and what actions are typically taken in these scenarios.

Nicole Martin is a Senior Human Resources Specialist who blends corporate fashion and personal branding on her blog, Employed Panache.

What I wish I knew (and No Sneakers at the Office giveaway winner)

Wow, it was great to hear all the "I wish I knews" from the No Sneakers at the Office giveaway post. Here is a compilation of what readers wished they'd been told before entering the workplace.

I wish I would have known that making mistakes are okay, and almost expected--I felt very pressured to do everything perfectly when I got my job--and was crushed when I made my first mistake. It was perfectly fine, though, and I was stressed over nothing!
-Ashley

I wish I had known how different the timeline for a project is in the business world vs. college. I was so used to having to finish everything in a week or less that I ended up overwhelming my supervisor with paperwork he didn't expect to receive for a few weeks! I've now learned that it's ok to take my time, but it was a hard transition on both me and my boss.
-Keisha

I'm in Human Resources, and I wish I had known to be wary of "allies." When I was a rookie in the workplace, I was excited about the new workplace friends I was making. It didn't take long before my naivety really got the best of me. Many people have ulterior motives, and sometimes the people you think you can trust end up burning you. Be wary of new friends at first, especially if you are in a position requiring a lot of confidentiality. Professionalism comes before office friendships.
-Jody

I wish I had known how to better discuss my concerns with my boss. I have met some less than stellar managers in my career and having known how to talk to them about workplace issues would have been so much easier at the beginning of my career.
-Destrehan's Daughter

One thing I wish I'd known was how to ask for help prioritizing without looking utterly incompetent! So much of my job is a supporting role for my boss, and at first I had trouble lining up my work to best fit that!
-Shannon

I wish I'd known not to engage in watercooler chat--office politics are for real!
-Alexandra

Something I wish I'd known before starting my current job (and that I'm still working on) is how to say "no." I've found that a lot of tasks and projects are dropped in my lap that might not necessarily be a good use of my time, but I accomplish them anyway because I can do so quickly &efficiently.
-Heidi

One thing I wish I would have known is where the line is between tasks that you can say no to that are not a good use of your time and the things that you have to suck it up and do to pay your dues.
-JR

The one thing I wished I would have known was what I really wanted to do.
-D'rae

I wish I had known that a poor boss is not a reflection of you or your work.
-Rskmom

Wish I'd known how to distinguish the job they were selling to me vs. the job i actually got stuck with.
-Nrepin

I wish I would have known to seek out meaningful feedback and how to do it. After almost a year of being told, "Oh, you're doing a great job," I started noticing people talking behind my back or making terse remarks about my performance. It turned out people were grossly unsatisfied with me, but no one thought to tell me until it was too late and little, fixable things had been blown far out of proportion. Had someone had a serious discussion or two with me, the entire situation could have been avoided.
-Catherine

I'm only a few months into my first professional job, but looking at some of the jobs my friends got right out of school compared to mine: I've learned that it's worth waiting for that job that you really want instead of taking the first thing that comes your way. -Jill

When I started my first "real" job (aka the first job related to what I went to my degree), I wish I had realized that being a go-getter & being able to do things efficiently can end up meaning people think it's ok to dump tasks on you that are a waste of your time (and not at all related to your job description). After doing "extra" work for a while, it's really hard to break the cycle.
-Jeanna

I think I would have liked to know how to handle coworkers, confrontation in the workplace, etc. And how to handle stress
-Hope

I wish I would have known that sometimes you have to let yourself take a break!!! I was constantly working, staying late, coming up with ideas before going to bed, doing research while eating dinner. I now know that I have to give myself a breather and not forget about the rest of my life!
-The Kaufholds

I wish I would have known not to wear sneakers at the office. Seriously. I guess my red low top Chuck Taylors weren't even appropriate for Casual Friday. Who knew?
-Teacher Goes Back to School

Oh, and you're probably wondering who won the book, right?

Congratulations, Kathleen! Look for an email in your inbox soon with details on how to claim your book.

Want to win something? I've got another giveaway still going on. And it's prettttttttty.

Inform and conquer

[source]

One of the toughest things about any workplace is navigating the relationships with your coworkers.  And one of the most crucial relationships among coworkers is that of employee-supervisor.  While this topic is vast, today I want to talk about just one aspect: keeping your supervisor informed.

Just for background--I work in a rather small department and I almost always pass things through my supervisor before calling them done.  They've never expressly required it, and often it gets through as is, but they do appreciate it (a lot).  So my tips are based on my experience. There are certainly other factors to consider--your personality, your boss's personality, company policies, industry norms--but I hope this guide is a good place to start. 

Why
Let's face it--every supervisor wants to know what their employees are up to. But they often don't have the time to check in regularly (plus, who wants a micro-managing boss?). Taking small steps to keep your supervisor informed along the way can go a long way in reinforcing your boss's confidence in your work. A win-win.

When
You're obviously communicating with your boss when you need their approval on something, but when else might you want to consider keeping them in the loop? Here are just a few suggestions.

• Conducting basic administrative business. Changes to your regular schedule (one-time or recurring), vacation requests, sick days, you name it. Anything HR may be interested in is usually required to be documented somewhere (usually email for me). [You would think this is a no-brainer, but I've seen a lot of folks remiss in this respect.]
• Updating them on project progress. This could be through a regular email or one-on-one, but could also take the form of a simple cc on project emails.
• Proposing new ideas or projects. If you have an idea for a new project or a major improvement to an existing process, telling your boss and getting their buy-in is the first step to making your idea a reality.
• Sending final work to a client/coworker, regardless of whether your supervisor was required to approve it. It's a quick and easy way to indicate to your boss that a project has been completed, and hopefully any positive feedback will be reply-all-ed by the recipient. Let others toot your horn for you!
• Expressing concerns and offering suggestions.  Do you think a project is headed in the wrong direction? Coming up with a workable solution before approaching your boss with the problem will show that you've thought it through and reflects well on your skills.
• When you might need back-up. While I don't recommend using cc-ing as a threat (as some folks do), some recipients do act differently if they know you're operating with the express approval of your supervisor.  This also gives your supervisor a heads up and helps them look authoritative in the situation.

When not go to your boss: if it's TMI, if something still has typos, or if the answer is a Google search away.

How
Keeping your supervisor informed doesn't have to take up extra time. Here is my quick guide (which I found floating around in my mind) for the best mediums for different communications needs.

• Email: Basic administrative business, meeting requests, attaching things you would like reviewed, project updates.  For important project, email is also a good way to update your supervisor on what's going on, either by direct email or cc on project communications (in case it needs to be documented anywhere)
• Written: Anything that requires paper forms from your HR department or wet signatures. Otherwise email almost always suffices.
• Verbal: Anything more casual than email that doesn't require documentation, such as reminders of schedule changes you've already gotten approved ahead of time, minor changes in lunch hour (if yours is flexible), quick once-over reviews, and project status updates.  Verbal communication is also rather efficient when you're really in a bind on a project and need to bounce ideas off of someone or just need some advice.

When do you and don't you keep your supervisor informed of something? If you are a supervisor, what advice do you have for us direct reports?

With or without you

Let's be honest:entering the workforce in this economy has not been easy.  Once you get in, how do you make sure you keep your job?  When companies are in dire straits, they often start cutting with the newest hires. But what if they just couldn't stand to let you go?   How can you make yourself indispensable at work?
There are certain groups at work, let's call them "constituents" (we're campaigning for your job here, remember?) that factor into your overall impact on your workplace. Here's a brief rundown.

Your boss
First and foremost, you should aim to add value to your boss.  This includes keeping them updated on your projects and successes, making them look good, and being a good sport when it comes to challenges and new responsibilities.  Some tips:

• Don't be afraid to toot your own horn.  This could include projects completed successfully, but also progress and milestones.  Landed a new contact? Let her know.  
• Be the go-to gal (or guy).  Whether it's in your job description or not, if there is something you can do to make your boss's life easier (and it doesn't get in the way of your primary job duties), do it!  For example, in our small department, there are two directors and two employees.  So I'm on the employees social committee and my coworker is on the emergency response team.  We don't have to do it, but our directors don't have time to do it, and our department's participation shows we are team players, so we do it.
• Put yourself out there. Once you get your bearings, don't be afraid to speak up for your team. Whether it is representing the department on a committee, or presenting at a conference, the fact that you are willing to take a public role shows that you are confident in your abilities, and your boss will be confident in you, too.
• Soak up the knowledge.  There is always more to learn, whether it's through keeping up with skills at conferences, reading industry blogs, or
• Bring something new to the table.  One way to make sure that your position and your skills keep growing is to keep on the lookout for what's next in your industry. And when you find it, volunteer to do it, whatever it may be.  Not only have you found a new opportunity for your company, but you've created a duty that is all yours.
• Be trustworthy.  This seems to go without saying, but trustworthiness can be huge, and being a trustworthy confidant or worker can really bring your relationship with your boss to the  next level. It's easy to trust any marginally competent person to finish most tasks, but it takes a lot more for them to trust you with other things, such as sensitive projects, issues, and just general information.

Your department
The people you work with on a daily basis may not be able to save your job when the time comes, but as your colleagues, can be great connections in getting back in the office.  In addition, the place you hold among your teammates is definitely something your supervisor is paying attention to, and their opinion definitely matters.

• Be a resource. If you're the team veteran, take some time to mentor those that may need a hand. If you're a rookie, take advantage of your outside perspective and bring new insights into what's there.  
• Be constructive. We all have joint projects from time to time, but even when you're not assigned to something, your team should be able to bounce ideas off each other.  It's easy to offer praise for mediocre work, but if you offer constructive feedback to take someone else's work to the next level, then you aren't only doing good work yourself, but you're elevating those around you. And everyone likes that.

Your coworkers 

• Be a liaison. Every company has some disconnect between departments. Depending on what you do, it can be too easy to sit at your desk and work with your coworkers for days before seeing another human being. Don't let your department's silo habits be a downfall; get out and chat at the water cooler a little. It will help your department (and you) seem more approachable and help your company see you in a more favorable light (rather than a completely neutral light).  If they don't know you, they can't love you.
• Remember you're on the same team. Even if you're in different departments doing different things, as employees in the same organization, your end goals are the same. Your methodologies might be different, but keep the bigger picture in mind. It's in both of your best interests to find a workable solution for the company.

Your company/organization

• Step up. Volunteering to be on a committee or project can not only put you in the good graces of your boss, but of the company as a whole. The more visible you are to them (skills and team-playing wise) the better.
• Be the expert (relatively speaking).  Do you constantly get questions regarding software or grammar or something else that you think of as a natural strength? While it may seem annoying at times, your pigeon-hole as an expert (in whatever) can be used to your benefit. Volunteer to organize and lead a training session. It will add value to your entire organization (and show the HR department what you can do), while helping you farm out those skills to others.  I've done a couple of these trainings myself (on Microsoft Word and interactive forms, no less), and since I already had those skills, the payoff ends up being far more than the prep it takes to actually train other employees.

As you may have noticed, there are some common themes...volunteering your expertise and working well with others.  While these aren't always enough to save your job, they can at least get you great references.

Repeat after me: If they don't know you (or what you can do), they can't value you.

What do you do to stand out? What do you value in your coworkers?
[photo: incase]