HEARD IN THE LUNCHROOM

Avoid the Post-Vacation Blues

The sun is out, and you’re ready for a break. In fact, you’ve just started planning your next vacation. But before you go, what steps have you taken to ensure everything runs smoothly while you’re away — and that a mountain of work won’t be waiting when you get back? According to a survey by Robert Half, it takes the average employee 1.5 days to return to normal productivity following a vacation. Here are some tips to keep in mind as you prepare for your upcoming getaway:

• Take note of the time. If possible, avoid taking off when there’s a critical deadline or when you are most needed.  You don’t want to leave your colleagues or boss shorthanded at crunch time.
• Use out-of-office features. Before you leave, change your voice- and e-mail greetings to indicate that you are on vacation. Offer contact information for a colleague who can assist with urgent issues. 
• Take an extra day. Before heading back to work, give yourself a day at home to unpack, do laundry, catch up on chores and call friends. You might also consider returning to the office midweek, rather than on a Monday, so you can readjust to your work schedule.
• Plan your first day back. In addition to wrapping up projects before you leave, make a schedule for the day you return. Plan to meet with key staff, get an update on projects and even consider scheduling a lunch out with coworkers so you can update everyone on your adventures.

Managing Your Boss

Networking is an invaluable way to learn of new employment opportunities, but to maximize your results, you must be well versed in the rules of etiquette. Consider the following advice:

• The always-busy boss: These managers are rarely available when you need them. The office door is often closed, and it’s difficult to get guidance.

Success strategy: E-mail is often an excellent way to communicate with this manager. When sending messages, be sure to clearly and concisely explain what’s needed, and always give a deadline.  If a one-on-one discussion is warranted, try to set up a meeting in advance.

• The wishy-washy supervisor: These managers can be indecisive or slow to stand up for their employees. They are often unable to clearly articulate objectives or provide constructive feedback on job performance. 

Success strategy: This manager is probably worried about making the wrong choices. You can allay some of these fears by making strong recommendations and showing that you’ve done your homework.  Ask specific questions to solicit more detailed feedback on your performance, and don’t react negatively to constructive criticism.

• The micromanager: These types want to know everything — absolutely everything — that’s going on around them and feel like they need to be involved in every decision, no matter how small.

Success strategy: You’ll need to build trust with this type of manager. Begin by taking on simple tasks that you can easily accomplish, then tactfully request increasing responsibility. Assure your manager that you’ll run everything by him or her and allow plenty of time for necessary changes.

Heard in the Lunchroom^SM is provided by Robert Half, the world’s largest specialized staffing firm and a leading authority on workplace and management trends. For more information, visit www.rhi.com.