Employee Growth

Employees at Big Companies Less Likely to Learn and Grow

By Randall Hansen / February 8, 2016

  Research shows that smaller companies offer employees greater feelings of engagement and satisfaction than big ones. So if you work for a large organization and you aren't getting what you need, what should you do next?   According to a recent Gallup poll, employees who work at big companies appear to be less engaged than employees who work for smaller organizations and start-ups. The tipping point seems to fall at the 1,000-worker mark; in companies smaller than this, employees are more likely to report that they “have the opportunity to do what they do best every day” and that their company's mission or purpose “makes them feel like their jobs are important.”   The takeaway for employers seems clear: if you're managing a large company, you'll need to work a little harder to keep your employees dialed in to your organization and its goals.   But what does this mean for employees? If you're an ambitious professional focused on the long-term growth of your career, how can these findings help you map out your strategy for success?  

It may be them, not you.

If you're feeling detached from your company's mission statement and you're not sure your boss cares about your progress (or even knows your name), it's important to acknowledge that your organization may play a role in this. It's possible that you aren't daydreaming and disconnecting because you've lost your passion for the work—you've just lost your passion for THIS work, with this company. Looking for opportunity elsewhere, maybe with a smaller and more personal organization, might help you reignite your spark.  

Ask for a mentor.

Having a mentor in your professional life can provide you with a role model, a guide, and a close connection with someone who can help you learn and grow. If you're working for a small company, your mentor might be the person sitting right beside you. But in a large organization, your boss and department head may not officially pair you with a mentor unless you show some initiative and ask. In fact, many of the growth opportunities and advantages of a small company may be available all around you in your large corporation, but you'll have to actively go after them and seek them out.  

Actively pursue growth opportunities and engagement.

When asked about their levels of satisfaction, the most satisfied employees are the ones who also report higher access to growth and opportunity in the workplace. And while those who work for smaller organizations are often asked or forced to take on different roles and quickly expand their skill sets, large company employees often have very silo-ed positions. If you're part of a big business, speak to your boss about how you can learn something new or if the company can invest in you by sending you to training or to attend a course.  

Scale down to move forward.

Our culture conditions us to believe that bigger is better and that as our careers grow and our paychecks grow, the companies we work for should also grow. We should start out at tiny, two-bit operations and work our way “up” to faceless global enterprises. But the Gallup study and others suggest this correlation may not be accurate. Maybe the path upward—to greater engagement, higher satisfaction, and greater opportunities for learning and growth—actually takes us from bigger companies to smaller ones. Think about this as you map out your next career transition.   ---   When you're ready to make a move, visit Quintcareers for resume-creation tools and job search guidelines that can help you reach your goals.   Photo Credit: Caleb Roenigk  

The Office Holiday Party: A Survival Guide

By Giana / December 12, 2016

Every year in mid-December, employers like to show their appreciation, largesse, and respect for holiday traditions with a soiree as grand as the company budget allows. There’s no better way to celebrate corporate bounty and bring employees together than a fun, relaxed gathering with plenty of free-flowing booze. Sounds like a great time, right? There’s just one catch: As experienced employees know, the holiday party is not all about fun, it’s not the time guzzle drinks, and it’s certainly not time to let your hair down the way you might at a friend’s party. If you’re concerned about the growth of your career, don’t cut loose. You should treat this party as an opportunity, and consider it just another day (or night) at the office, even though you might be off-site. Here’s how to have a great time at this year’s holiday party while ensuring your boss and coworkers still respect you in the morning.


Don’t waffle. Just go. Clear your schedule and show up. Don’t wait until the last minute to RSVP, don’t respond with a “maybe,” and don’t plan to make it a quick stop and then head for the door. Make a night of it. This event is management’s gift to their employees and should be handled with respect. If you can’t make the party, respond promptly with your apologies.

Bring your best self

Eat food with substance (like almonds or a cheese sandwich) before the party so that you’re armed with energy and steady blood sugar. You don’t want to have to depend on champagne and canapés for sustenance. Approach clients and colleagues you don’t already know and mingle like it’s your job…because it is. Instead of thinking about the fun you’re going to have (or the misery you’re going to endure), focus on making sure others have a good time. To do this, you’ll need to put on your game face and bring a genuine positive attitude.

Stop at two drinks

Fill your glass at the beginning of the event, drain it slowly, then move onto a few rounds of water or soda. In an hour or two, you’ll be ready for your second drink. A few hours later, and you’ll be ready to leave. Pacing is everything. If you’re losing track of the drinks you’ve had, you’ve had too many and it’s time to cut yourself off. Remember: This isn’t really a party. It’s work, and drinking at work is usually not a good idea.

Be yourself

During the regular workday, you may not feel comfortable talking about your family life, your friends, your hobbies or your personal past. It’s wise to follow that instinct, for the most part. But the holiday party gives you an opportunity to share some of your real personality while staying within the bounds of professionalism. While you’re at it, ask others about themselves and employ your listening skills when they answer. This is a great time to connect with those you rarely get to interact with during the workday.

Don’t make it all business

If you really want a deadline extension, a raise, a promotion, a more flexible project budget, or a certain plumb assignment, lay the groundwork by schmoozing with those who can help you, but don’t ask directly at the holiday party. There’s a time and a place, and if you engage in non-work-related banter now, you can follow up and get what you need later, during regular business hours.

Avoid oversharing

The holiday party may seem like a great time to tell people what you really think — about a client, about a political event, or about an annoying colleague — but it isn’t. Always think before you speak, party or no party, especially if you have been drinking.

Take in the spectacle

When will you have another chance to sit with your boss and nerd out over your favorite movie franchise? When will you get to see Doris from accounting drunk and tearing it up on the dance floor? Or to flirt with your office crush without raising an eyebrow? Never again! At least not until next year. So enjoy the side of your coworkers that you rarely get to see. Just make sure you’re part of the audience, not the show. For more on how to keep your career on an even keel as you navigate the drama of the holiday season, turn to the experts at LiveCareer.

Women’s Equality Day: The Gender Pay Gap on the Big Screen

By Giana / August 24, 2016

The gender wage gap affects women and men in every industry, but when it happens in Hollywood, people take notice.   A gender-based wage gap undermines productivity and successful employer-employee relationships in every industry. As a society, we know a wage gap exists, but this issue rarely gets spotlight coverage. On average, women are paid approximately 72 percent of the salary men receive for identical or similar jobs. Unfortunately, a problem this widespread is difficult to address, especially in a workplace culture that prevents employees from discussing salary issues among themselves.

Gender Wage Gap Leaked

The gender wage gap reached national visibility after Sony Pictures was hacked and several confidential emails were released. A chain of emails was made public, outlining in detail the intentional huge difference in pay between female and male roles in the film American Hustle. In a recent op-ed, Jennifer Lawrence described her reaction when she discovered the deep impact of the Hollywood wage gap on her own compensation:
"I didn’t want to seem 'difficult' or 'spoiled.' At the time, that seemed like a fine idea, until I saw the payroll on the Internet and realized every man I was working with definitely didn’t worry about being 'difficult' or 'spoiled,'" she continues. "This is an element of my personality that I’ve been working on for years, and based on the statistics, I don’t think I’m the only woman with this issue."
Lawrence recognized her reluctance to negotiate for a higher wage, and realized that most women probably feel the same way. Like Lawrence, many women refrain from pushing too hard in salary negotiations. Even worse, when companies keep salaries for individual roles private, it’s difficult to negotiate beyond previous salary levels. The fact that this disparity took the national stage in a way that many people could relate to is a boon to closing the gender wage gap.

Big Screen, Bigger Issues

This Hollywood story broadened our horizons even further by demonstrating that this is not a women’s issue. The gender wage gap is an issue that affects both men and women. Gender pay equity contributes to workplace productivity and company stability. So, when Bradley Cooper famously stepped up and added his professional leverage to the discussion on Lawrence’s behalf, he set an example not only for men in Hollywood, but for every industry. In a way, the exposure of the Hollywood gender wage gap can better things for the rest of us normal people. National attention to the issue can only help stimulate change. In the meantime, both women and men can benefit from smart negotiation strategies. Knowing how to research the market value of a position, and how to handle discussions with future employers about salary history is one of many tactics you'll find on LiveCareer. If you are preparing for interviews, check out our suite of salary negotiation tools today! And if you're in the early stages of your job search, take a look at out free resume samples and cover letter examples; they'll help you create your own winning job application.

Gender Wage Gap: Massachusetts Welcomes a Win for Women

By Giana / August 15, 2016

Gender-based wage gaps persist in every state, but a new law recently passed in Massachusetts will take aim at some of the underlying workplace policies that keep these gaps in place. True workplace gender equity benefits both men and women on both the employer and employee sides of the table. But even in the 21st century, this goal remains elusive. One of the stickiest areas of workplace equality is also the most fundamental, underlying all other aspects of advancement: salary. In most states, wage gaps between male and female employees persist, and some employers feel little motivation to alleviate them. But a recently signed law in Massachusetts indicates that changes are in the works, even if these changes are happening slowly. The new law, which will take effect in July of 2018, forbids employers from asking candidates to disclose their salary history before offering them a position. The law also forbids employers from retaliating against employees who discuss their salaries among themselves. Both moves protect employees and job applicants from exploitation by employers, and when workers are protected, pay gaps and salary inequities are harder to sustain.

What Does the New Law Mean for Women?

Gender-based wage gaps mean that a woman may receive a lower salary than a man while holding the same position for the same company. This can result in significant financial harm if a woman chooses to take time off to have children and then returns to the workforce. But the damage often becomes magnified when future employers make salary offers based on the candidate’s previous salary history rather than the value the company places on the position. Over the years, a small pay gap can become large and lasting, and in most cases, women who are underpaid from the minute they enter the workforce don’t catch up before retirement. This new law places the salary focus on the job itself – not on the candidate. Instead of basing a candidate’s salary on their salary history, employers are required to set a salary for what they think the position is worth before anyone is hired. This benefits women in that they are no longer paid based on what they made in the past, which is especially helpful if they were out of the workforce for a year a two.

General Salary Tactics

Even if you don’t live in Massachusetts, there are steps you can take to protect yourself from exploitation and pay inequity. Keep in mind that many employers don’t recognize that gender equality in the workplace benefits everyone—including the company and its bottom line-- and some employers defend the status quo even when it works against their own interests. As you search for work and engage in salary negotiations, be ready to take a stand and fight for the rate and benefits that you deserve.

Don’t share all of your cards.

Outside of Massachusetts, your employers are not forbidden from asking you about your salary history, but by no means are you obligated to answer. This question is sketchy, to say the least, and answering with the truth can harm your standing during a negotiation. Instead of divulging your most recent salary (which is your own business and yours alone), provide your preferred range.

Conduct research beforehand.

Long before your interview session, go online and determine the average market value of this position. Use the LiveCareer Salary Calculator to understand your worth. Review salary data for your industry overall, your specific position across various industries (if relevant), and the averages in your geographic area.

Remember that you’re the buyer.

Keep in mind that you have nothing to lose by walking away from a weak offer. If these employers don’t value your talents, skills, and experience enough to pay a fair rate for them, the next ones will. Be patient, stubborn, and confident, and don’t accept the first offer on the table. For more salary negotiation tips, explore the resources available at LiveCareer; our platform includes thousands of professionally created resume examples and cover letter samples that you can use to create your own standout job application.