Today’s Tip

Ask These Questions to Determine Whether Your Job Is Salvageable

Bad days at work are inevitable, and frustration is bound to be a part of almost any
job. But if your dissatisfaction is pushing you to consider quitting, how can you
assess whether your job is salvageable—or a sunk cost? Start by asking yourself
these questions.

Is the workplace toxic? If you feel as though your workplace makes you feel afraid,
intimidated, demoralized, or like you're compromising your values, it’s time to plan
your exit strategy.

Is your problem temporary or permanent? Before making any rash decisions,

consider whether your issues are temporary—big, stressful projects will soon wrap;
new, engaging projects will soon start—or are likely to persist long-term.

Are you miserable—or just bored? Work can feel deeply draining when you’re not
creatively engaged; your tasks don’t resonate with you; or your responsibilities are
simply mind-numbing. Look for ways to expand your role or learn new skills on the
job. If you're simply bored with your current role, look for ways to expand it and learn
new skills.

Are you the problem? Reflect on your approach to work. Perhaps you're working too
hard—or not hard enough. Consider your workplace relationships too. If your work
friendships are overly negative and focused on commiserating, taking a step back
might help you rediscover the bright side of your work.

This tip is adapted from “Should You Quit Your “Meh” Job? Or Is It Salvageable?,” by
Rebecca Knight

Today’s Tip

Prepare for Open-Ended

Questions from a Job Candidate
As an interviewer, you need a game plan. These strategies can help you prepare
for and address open-ended questions from a job candidate.

First, be aware of what you can and can’t say. Understanding the boundaries of
confidentiality is essential, as it ensures the protection of proprietary
information, trade secrets, and other sensitive data integral to the company’s
operations.

Then prepare for common questions. For example, candidates often ask about
company culture, the history of the position, and the career trajectories of past
employees. Be ready to cite specific examples.

Finally, know which growth opportunities to highlight. Listen attentively

during the interview to discern each candidate’s short- and long-term
aspirations. This will help you identify company programs to mention, from
personalized coaching to educational courses to industry conferences. You
might also discuss success stories of employees who have capitalized on the
company’s resources and growth opportunities.

This tip is adapted from “How to Answer an Open-Ended Question from a Job
Candidate,” by Marlo Lyons