Many employees are juggling their work and home life during the COVID-19 pandemic. (Photo: Getty Images)
Johnny C. Taylor Jr., a human resources expert, is tackling your questions as part of a series for USA TODAY. Taylor is president and CEO of the Society for Human Resource Management, the world’s largest HR professional society.
The questions are submitted by readers, and Taylor’s answers below have been edited for length and clarity.
Have a question? Do you have an HR or work-related question you’d like me to answer? Submit it here.
Question: My colleague is working from home due to COVID-19 and recently had a baby. She used her maternity leave and is back at work (online). The baby is now almost a year old, and she does not have a caregiver for the child. It’s distracting when we are on a videoconference, and she needs to stop to attend to the child. She doesn’t feel she needs child care because she is working from home. How should I navigate this? – Anonymous
Johnny C. Taylor Jr.: Whether someone is at the physical worksite or working remotely, caregiving responsibilities have made returning to the workplace complex. Many employees are juggling their work and home life – and sometimes we see this play out on our Zoom screens and hear it on the phone.
As a first step, review your company’s policies. There may be guidelines on working from home protocol, especially during calls or videoconferences.
I would also have a respectful conversation with your people manager and explain how your work is being impacted by distractions. However, I encourage you to come to the meeting with ideas for a solution.
Does your team have guidelines for videoconferences and calls? If not, perhaps you can establish some moving forward. This can include ensuring participants have their microphones on mute when not speaking or instructions for when cameras should be turned on or off. You may also suggest recording meetings so if a team member misses anything, they can go back and listen.
As the pandemic continues to exacerbate the challenges of balancing the personal and the professional, employers are doing their best to be empathetic and provide their workforce with the tools and resources they need.
In fact, 41% of HR professionals feel they can make an impact by adapting flexibility and leave policies to better fit the needs of working parents or those with eldercare responsibilities.
I understand distractions can be difficult, but with the help of your people manager, hopefully, your team can come to a solution that works for everyone.
If you're working from home, here are some tips to maximize productivity and create an effective home workspace.
Q: I recently accepted what I thought was a better job opportunity. After one week, I decided to leave. I was not comfortable with the ethics of the CEO and overall lack of compliance. Because I was there such a short time, how do I address this in my résumé or when a future employer asks? Unfortunately, returning to my prior employer is not an option because of budget cuts. – Nissa M.
aylor: I’m sorry to hear your opportunity did not work out. With 1 in 4 employees saying they dread going to work, it’s critically important to fit in with an organization’s culture and values.
First, I want to emphasize something I’ve learned over the years: it’s OK to not list every job you’ve ever had on your résumé. Ideally, your résumé highlights your applicable work experience, skills, and accomplishments that would make you a good fit for the position you’re seeking.
Since you were in your most recent position for less than a week, it may be difficult to include meaningful information about your responsibilities and experience from that particular job.
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When you’re deciding what to include on your résumé, ask yourself, “Did I achieve significant results, and do they relate to the job I am applying for?” If the answer is yes, I would bet hiring managers will want to hear more about these experiences during a potential interview.
When asked about your last position, it’s best to keep the conversation open and honest. Be truthful and professional, and share what you learned from the experience while stressing your commitment to your next employer.
Ultimately, what’s important is the ability to transfer your skills and achievements to a new organization and convey to hiring managers your interest and how your professional experience could make you an asset to the team.
Remember, hiring managers and HR have seen this type of situation play out before –you aren’t the first person to recognize an organization wasn’t a good culture fit, and you likely won’t be the last. Have confidence in yourself, and keep moving forward.
Best of luck with your job search!
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