October 24, 2014

When wearing a halloween costume to work gets ugly

The costume shops will be crowded this weekend with last minute shoppers. If you're one of those shoppers trying to figure out whether to dress up at work for Halloween and what to wear, be smart about it.

Wearing a costume to work could help you shed your stuffy image --  or it could make you come across as unprofessional.

A lot depends on where you work, what you do for a living, and what costume you wear. A beefy guy in a ballerina costume in a conservative workplace? That might be frowned on. Dressing up as a hooker or sexy cat? That just gives grist to the office gossip mill. Years ago, one of my co-workers dressed as a penis. What was he thinking? It became the reason he was called Dick the rest of the year.

I once had a boss who wore a cat suit to work. He thought he looked cute but the costume revealed way too many bulges and he looked bizarre. That was a tough image for me to shake -- even when he wore his business suit the next day.

On the other hand, dressing up (tastefully) shows you have a fun side and you're more than just business. People like that in their co-workers and bosses.

If your workplace encourages dress up, then you probably should participate. One guy quoted in the Chicago Tribune said  "It really wouldn't look right to see some people doing it and others being completely uncooperative." 

If your workplace doesn't encourage dressing up for Halloween, I think it's okay to wear something fun without it being an entire costume...maybe a fun hat, wig or glasses.

 A new Harris poll shows half of U.S. adults (51%) feel Halloween is an over hyped holiday and one-third (32%) believe only children should dress up for Halloween. That's two-thirds of adults who don't think they should dress up! Because Halloween falls on a Friday this year, I think you will see more people dressing up at work -- Fridays tend to be casual days anyway.

Fess up...are you planning to  wear a costume to work? Would you think any less of a co-worker for wearing a costume or not wearing a costume to work on Halloween?

Smurf_Costume_Party 

 

 

October 23, 2014

Friends at work, but how about outside the office?

My daughter is having a great time in college. She has made a ton of new friends. Listening to her talk about her social life reminded me how hard the transition is from college to the workplace. Suddenly, a few months after being around people your own age, having a social life takes much more effort. It helps though, when you make friends at work.

Workplace friendships might seem like our personal business, but our social connections have become our employer’s concern too. Research shows employees who have close friends at work are more engaged, more likely to stay, and more likely to say they love their companies. 

But there seems to be a gap what expectations are around workplace friendships.

Younger workers view the workplace as an ideal venue to look for people to have dinner with, to catch a movie with and hang out. At the same time, many Generation X workers, the mid-level leaders who are in their late 30s, 40s and 50s, want friends in the workplace but aren’t as interested in socializing with them outside the office. 

The challenge for managers becomes how to encourage those bonds and balance a workplace that young workers see as a venue to expand their social network and older generations see as a separate from their personal lives.

Some companies organize social activities that will get their entire staff engaged. Some do nothing and the office morale reflects it. Some employers try another approach -- empowering their younger staff to come up with ideas. 
 
Marston, president of Generational Insights, which consults businesses on generational trends in the workplace, says the more successful companies encourage young workers to take charge of creating the camaraderie they want at work. “Young people are saying we want a happy hour or we want a cooking class and we would like to organize it.” Marston says. “Employers are then facilitating those activities by giving millennials space on the bulletin board or Intranet to promote those offerings and not frowning when requests are made.”
 
Luis Vega, 25, a new hire at Grant Thornton in Fort Lauderdale says he is excited about the possibility of a company kickball team, but Vega says he would be as happy going to dinner with his team after a long day of work: “It doesn’t have to be a firm-scheduled event. It would be great just to socialize with people on my work team who have the same hours.” 

Marston says older generations are going to need readjust their attitude and  make more effort to connect with their team on a personal level if they want to keep their workers happy: “Millennials are saying I don’t feel connected to my workplace or my boss.” 

To be fair, Marston says that most people, regardless of generation, want friends at work: “It’s just a matter of how far that friendship goes.”

What are your thoughts on workplace friends?  Do you think it makes a difference in the workplace when people are friends outside the office, too? Has having a good friend at work ever affected your decision to stay or leave?
 

October 17, 2014

Lose the nerves and ask for a raise

Does asking for a pay raise make you nervous?

It does for most people, but it shouldn’t. The odds are in your favor.

Three out of four times women ask for a raise, they get it, according to a Glamour survey of 2,000 men and women. But that hasn’t stopped debate over whether there remains a need to ask.

Last week, Microsoft CEO Satya Nadella ignited controversy when he was asked at a computing conference about advice he would give women who don’t feel comfortable asking for a raise.

“It’s not really about asking for the raise, but knowing and having faith that the system will actually give you the right raises as you go along,” he answered. Not asking for a raise, he added, was “good karma” that would help a boss realize the employee could be trusted and should have more responsibility.

His comments set off a firestorm of outrage from women, and Nadella quickly back-pedaled and apologized.

Still, his comments brought pay inequity and women’s general reluctance to ask for raises to the forefront.

I asked a few CEOs for their thoughts on how to ask for more money. Here's what they said:
 
Watch your language. Neena Newberry, a leadership expert with Newberry Solutions, says in today’s workplace, few people   are offered sizable raises unless they negotiate it. When asking, she says to consider tone and language. You don't want it to sound like you're giving an ultimatum. You do want to tie the conversation to the value you bring the company and they value they get in giving you a raise.
 
* Come prepared. Sandra Finn, president of Cross Country Home Services in Sunrise, says compensation adjustments are driven by the value you bring to the organization. “Have you demonstrated the drive and passion to stand out from the crowd and have you delivered more than what is expected?” If so, come prepared with the data, she says.

* Know that market. Maria Fregosi, Chief Capital Markets Officer at Hamilton Group Funding, says take calls from recruiters, not necessarily to leave your current position, but to know what is going on salary-wise outside your company. Know the prevailing salaries in your geographic area.

* Rehearse.  “It pays to practice the discussion with a trusted mentor who can help you think through potential objections,” Fregosi says. “I have found sticking to facts and working to take the emotion out of it to be most effective.”

* Don't make it personal. A boss doesn’t care that you need more money to pay for your divorce attorney or to make higher car payments. “I have had people ask for a raise because their personal expenses have gone up,” Fregosi says. “That is not a legitimate reason to ask for or to be given a raise.”

* Don't compare. Even if you find out your co-worker earns more than you, "make it about you, not Joe. Sell your boss on why you should earn more,” says Victoria Usherenko, a recruiter and founder of ITWomen. She also suggests identifying an internal mentor who will advocate a raise on your behalf, too.

* Start the conversation in advance. In most workplaces, salaries are reviewed annually. Start talking to your boss about getting a raise three to four months in advance of your review. Usherenko believes performance reviews are not the only time to negotiate salary. “If six months pass and you’ve done something outstanding, there’s no reason not to ask for a raise if you feel your contribution warrants it." 

* Be strategic. Peggy Nordeen, co-founder and CEO of Starmark International in Fort Lauderdale, suggests asking your employer how you can increase your value to the company in order to earn more money. 

Experts say the research shows most people who ask and make their case, get the raise. Of course, receiving a raise may have a caveat. You may have to take on more responsibilities. Think ahead about whether you are willing to do that and how it will affect your work life balance.

 


Read more here: http://www.miamiherald.com/news/business/biz-columns-blogs/cindy-krischer-goodman/article2768366.html#storylink=cpy

 


 

October 15, 2014

How to give our girls confidence

Bus6

 

Yesterday, a big pink and white bus pulled onto the campus of University of Miami. It is known as the “Confidence Is Beautiful” Bus and it's on a mission to build confidence in women and young girls.

It's a cool concept and the message it is spreading is important. Shelley Zalis, the founder of the bus, known more formally as The Ipsos Girls’ Loungewants women to feel confident in the workplace and build connections with each other that will help them advance. Her  40 ft. pink and white bus is decked out with a ‘confidence signature’ selfie station, hair and makeup stations AND there's an area of the bus where women can go for work/life advice!

Shelley says the idea behind the bus is to provide a place for women to get pampered and talk in a fun setting about issues such as equal pay, flexibility, and workplace respect. The UM stop was the pink bus' first visit to a college campus. It is on a National Tour and usually goes to conferences as a hangout to connect and inspire women in various career stages. More than 3,000 women have visited the bus.

I spoke to Shelley and she described the bus with lots of enthusiasm: One side of it is covered with writing from women who have expressed what they think good life at work should look like. The other side is covered with confidence selfies. Shelley's Lounge also is sponsoring the Equal Payback Project, a new national awareness campaign aimed at eliminating the wage gap between men and women—which just came out with a great (and a bit risqué!) video featuring comedian Sarah Silverman (watch here!)

As UM students wandered inside the bus yesterday and listened to soundbites from women's real life experiences in the corporate world. "We want these young women to go into the working world with confidence," Shelley explained to me. "We want to inspire them to activate the changes we want to see."

I love the idea of building confidence in young women and keeping that confidence high throuhout the career cycle. For many of us, that confidence wanes the first time we negotiate salary. Today, I wrote a column in The Miami Herald about salary negotiation. While writing it, I learned how intimidated women are to negotiate for more money. 

Money is a key area where girls and women lack confidence and that has to change.

I was shocked when I read this:

Anna Maria Chávez, CEO of Girl Scouts USA  stated that while Girl Scouts earn $800 million a year selling cookies, only 12% feel confident about making simple money decisions.

Financial blogger Beth Kobliner notes that in a recent survey from T. Rowe Price, of the nearly 2,000 parents and kids surveyed, 58% of boys say that their parents discuss financial goals with them, whereas for girls that figure is just 50%.

This will make you cringe: Parents admit that they believe their boys are simply smarter than their girls when it comes to finance. A full 80% of parents who have a son think he understands the value of a dollar, compared with only 69% of parents who have a daughter.

Kobliner offers five critical lessons to impart to your daughters.

I think we all need to look carefully at the messages we're sending young girls and inspire them to be confident at work, with money management, and in relationships. While my generation of working women debate having it all, the next generation will be out there trying -- and hopefully succeeding!

October 13, 2014

Workplace support important when breast cancer is a personal cause

This month, pink is everywhere. And that's a good thing. 

Look around your neighborhood and you will find all kinds of businesses supporting breast cancer awareness or sponsoring events to raise money for the cause. When there's a personal connection to the disease, those efforts take on new meaning. 

Throughout October, Scott Collins’ employees are wearing pink shirts in support of National Breast Cancer Awareness Month as they disperse across South Florida. Scott's wife, Lori, is battling breast cancer. At the end of the month, Affordable Window Cleaning Co. in Davie will donate a percentage of its profits to For The Gift of Hope, a South Florida foundation that helps local breast cancer patients with financial needs.

“I want to support my wife in every way I can,” Scott says. “My crew understands that.”

Some owners, like Scott, start small, asking employees to wear pink clothing or ribbons and to get involved in fund-raisers. Others, like Rocco Mangel of the popular Rocco’s Tacos, rally customers in a bigger way. Mangel raised $32,000 last year from an October promotion in which a portion of Tuesday night proceeds at all five restaurants went to the Susan G. Komen Foundation. (Rocco’s girlfriend’s mother, whom he is close to, is now fighting her second battle with the disease.)

The efforts of both represent more than just fund-raisers or awareness events. For spouses and family members of breast cancer patients, these are a way to ease heartache or show solidarity. Some small-business owners gain emotional support from signing up employees for local Race for the Cure teams.

Some take other approaches. Oscar Padilla says the annual cut-a-thon his Kendall salon helps him feel like a doer. A decade ago, Padilla said, he was “devastated” when his mother died of breast cancer. The memories of her rapid decline still sting, he says. “Anything I can do to spread awareness is gratifying.”

Every October, Padilla turns his Kairos Hair Salon pink for the month and donates 10 percent of sales from services and products to the Susan G. Komen Foundation. On Oct. 19, his 10 stylists will participate in a cut-a-thon with raffle prizes donated by neighboring vendors; “They see how important it is to me to give others the potential to survive.” The last three cut-a-thons raised about $3,000 each.

Breast cancer remains the leading cancer killer among women ages 20 to 59; more than 1.4 million cases are diagnosed annually worldwide. It is a life-changing event with repercussions that extend beyond the disease and treatment, and affect those who act as a support system.

If you see a business in your area supporting breast cancer, chances are high there's a personal connection. If you're an employee or customer who is asked to donate time or money, think about how much that support means.
 
Sherri Martens-Curtis, whose mother/business partner died of breast cancer, says she gets purpose from passionate colleagues and friends who participate in her fund-raisers and the knowledge that the money helps promote early detection: “For those of us with a personal connection, it’s that true collaboration that makes a difference.”
 

Scott collins

THINKING PINK: The wife of Scott Collins, above right, is being treated for breast cancer. Collins, owner of Affordable Window Cleaning, and employees wear pink in October, and some profits will aid The Gift of Hope.WALTER MICHOT/MIAMI HERALD STAFF



October 09, 2014

Work Life Balance Can Be Small Moments

Mother-son-cuddle-alamy

 

This morning, my son woke me up, laptop in hand, and sat down on my bed. He had risen early to work on his essay for English. He wanted my help and figured that asking me early in the morning would be better than waiting until the evening when he was rushing off to lacrosse practice and I was distracted by email, phone calls, and getting dinner on the table.

I was bleary eyed but I gave my son a good 15 minutes of my undivided attention before the chaos of the day kicked in. It was the best 15 mintues I've had in a really long time. We worked together, uninterrupted by phone calls, and enjoyed creating sentences that read well. It was quality time that I haven't had with him in weeks. I've heard parents say how much they value quality time with their kids over quantity and this morning, that concept really kicked in for me.

I've listened as dozens of people have complained about long work hours, long commutes and not spending enough time with family. I understand the struggle for work life balance.

Most of the time work life balance is a big picture concept. But sometimes, just sometimes, it can be a small one, too. 

My lesson this morning was simple: Learn to value the quality of the time you spend doing something over quantity. You can feel immensely satisfied getting in one good workout or having special time with your kids where you are fully engaged.  

To most of us, work life balance is something we dream about.  Blogger Amy Duffin calls it: "As valuable as a winning lottery ticket." She says, "achieving work life balance means that we would actually have the time to meet the expectations of our career AND have enough quality time for ourselves, our families and our hobbies so that we feel balanced."

Don't beat yourself if you aren't exercising enough or spending as many hours with your child as you would like during the weekdays. What good is an hour at the gym anyway if you spend most of the time on a work call?

I am a big believer that we have a large role in our own happiness, balance and success. It's easy to spend lots of time doing something that really isn't meaningful. It takes conscious decision making to spend quality time doing something that without interruptions that will bring you satisfaction. Work to develop this highly valuable skill –you can do it! 

My nice interaction with my son set me up for a good mood all day. It almost made me want to wake up early again tomorrow. Almost.

Have you had a small moment lately when you realized that quality was more important than quantity in the work life balance equation?

 

October 06, 2014

Can a workaholic really retire?

I remember the exact moment when the smile crept across my face. My friend, senior news editor Pat Andrews, was explaining to me that her husband was insisting they take a cruise. Pat knew exactly why he was proposing an at-sea vacation and she wasn't at all happy about going. 

As I listened to Pat, I tried to picture her at sea, floating in the middle of the Atlantic, miles away from the Miami Herald newsroom, basking in the sun on a lounge chair and trying to unwind. I just couldn't hold on to that vision. It was difficult to picture Pat anywhere other than the newsroom. 

Pat andrewsIn the newsroom, Pat is alive with delight -- a rare combination of fiery energy and reassuring calm. When news breaks, Pat doles out tasks with authority and gusto. Some might call Pat a workaholic. I call her a woman who considers the news business her calling. She has confessed to me:  "I have only one speed I roll on, I don’t recommend it to others." 

Last week, on a visit to the newsroom, I stopped by Pat's desk to catch up. She hit me with a bombshell.

"You know I'm retiring," Pat said. "Next Friday is my last day."

After 35 years at The Miami Herald, Pat, 62, no longer will be a daily presence.

As a business writer, I have interviewed CEOs, law firm founders and business owners when they announce retirement. With some, I have circled back a few years later out of curiosity. Those retirees who are most content are still engaged in some type of volunteer or corporate work on a scaled back basis. They have found balance when they least expected it. 

Can Pat really retire? Can a workaholic shift from one speed to a stop?

For days after Pat broke the news to me, I felt unsettled. I just couldn't get my head around the thought of Pat's work life balance tilting entirely toward a focus on her personal life. 

I prodded Pat to tell me more. Why, why, why? I wanted to know.

Pat explained to me that she recently lost her step-daughter to cancer. Natalie was only 37. Over the years, Pat had mentored Natalie, encouraging her to excel in her career. Having collected all the fine things in life -- the great job, the amazing boyfriend, the beautiful apartment and expensive car, Natalie had neglected something more important: her health. By the time Natalie went to the doctor, she learned she had advanced stage cervical cancer.  While Pat was by her side, the disease rapidly took Natalie’s life.

Watching Natalie's last days come to an end gave Pat a jolt. "I lost my zeal, my mojo for my job, and I just couldn't get it back," she explained. 

When I have spoken to retirees on their first day without an office to go to, they spoke of disorientation.  It’s an odd adjustment for them to shed a former identity and find new balance. At some point, almost all of us will confront that scenario. 

I asked Pat what she plans to do when she doesn't have to sit in on morning meetings or edit a story on deadline. "I don’t have the answers to where my journey will take me. I don’t have a map,” she said. "For now, I want to exhale and get bored. I don’t know what’s that like. I want to be away from the pressure of being 'on' every single moment." 

After Pat made it public that she planned to retire, current and former reporters and editors at The Miami Herald flooded Pat's Facebook page with tales of how she inspired them to stand up to government officials, guided them in their quest for the truth, and saved them from lackluster ledes.  Dozens even stopped by her desk to share memories of good times on the job or tell her how she made them better at what they do.

Now, that's a legacy to leave behind.

For most of us, our goal in striving for balance is to create a life where we've touched others in a positive way -- at home, in the community and in the workplace. Pat taught me this: Do what you do well, but teach others to do it, too. 

I don’t see Pat sitting idle for long. Going forward, she says she wants to do something to have a positive impact on the community, some type of volunteer work. "I want to do good," she told me. What her colleagues realize is that she already has.

October 01, 2014

Overwork in America: How to stay alive

When I read about someone dropping dead after intense periods of overwork, it makes me wonder -- did anyone try to step in?

In a society in which overwork has become the norm, and work life balance a constant struggle, is it our responsibility to prevent a co-worker, friend or employee from working himself sick.

It's tricky from a boss's perspective. A boss wants his employee to be superstar. It's a boss's  own best interest for someone to put in longer hours and get more work done. But at what expense?

As I wrote in my Miami Herald column today, on rare occasions, decisions to ignore or defy excessive work stress can reap unknowing consequences. There are a few horrific examples: 

-A Wall Street intern who worked through the night eight times in two weeks, including three consecutive nights, before he collapsed and died in his apartment in 2013

-A Skadden Arps associate who died in 2011 after months of intense pressure and rumored 100-hour work weeks,

- A copywriter for an ad agency who in 2013 suffered heart failure and slipped into a fatal coma just after sipping energy drinks and tweeting “30 hours of working and still going strooong.”

Because we live in a culture that applauds overwork, stories of people working themselves to death or collapsing of exhaustion force us to look at what has become the new normal. Employers are asking almost all workers to take on higher workloads. But when multiple 15-hour workdays get met with a pat on the back rather than a look of concern, we need to figure out our role in workplace well-being.

The signs of burn out are rather easy to recognize — hair loss, weight loss or gain, fatigue, the popping of stimulants to combat anxiety or exhaustion and extreme over-reaction or irritability.
 
Intervention can be complex. For some workers, getting ahead is their priority. It is not only what they spend the majority of their days doing, it represents a core part of their identities. They choose to tip the work life balance scale in favor of work.
 
 
But there are ways to help. Here are a few approaches:
 
  • Push it. Leah Carpenter, CEO of Memorial Hospital Miramar says as the company leader, “you have to push it a little,” with those who may not realize they need work-life balance. I tell them, “We are no good to the patients we treat if we don’t take care of ourselves.”
     
  • Set an example. “I have to put myself in check so they won’t follow.” Carpenter says she won’t send out emails past 9 p.m. and she conscientiously takes vacation days: “I don’t want to send the wrong message about expectations.”

     
  • Show a general concern. If pointing out a lack of balance or extreme overwork leads to resistance, workplace expert David Torrance, CEO of Renaissance Executive Forums Dallas, recommends another approach: a more generic show of concern such as, “Hey, are you doing OK? I see you’re working long hours. I’m concerned for you. What’s going on?”

 

  • Use good judgment.  In most workplaces, co-workers are most tuned in to a peer’s exhaustion or anxiety and often reluctant to get involved. “At first blush, it’s no different from me going to a colleague and saying, ‘Not married yet, what’s going on with that?’” said Nikki Lewis Simon, a shareholder at Greenberg Traurig in Miami. “Working around the clock is a personal decision, not unlike the decision to have kids, marry, be openly gay. Some people don’t know what to do without work. If you forced them to go home, they would be in a funk.”

 

  • Offer to pitch in.  Simon said she would show interest as a friendly overture: “I might say, is everything OK? I see you’re working hard, is there something I could do to help?”

 

  • Point out health concerns. Sometimes it takes a health practitioner to convey the message that changes behavior. While balance can be a struggle for all, Simon says people need to need to be told: “You must unplug and rejuvenate because your body will not forgive you forever.”


 

 

September 30, 2014

In Search of an Uncluttered Life

Has there ever been a time in your life when a message seems to come to you from every direction?

For me, that message is  "Clear the clutter!"

Over the weekend, I read William Zinsser's On Writing Well and the book spent an entire chapter on clutter. When I finished reading it, I became fixated on unneccesry words that clutter emails, articles and even recipes. I began eliminating clutter from my sentences and seeing the power that simplicity can produce.

Today, I woke up and noticed one of my favorite columnists, Ana Veciana-Suarez wrote an article about uncluttering her garage in an effort to simplify, simplify. "The older I get, the more I realize how little I need for a truly satisfying life." So true, Ana.

I think we all know, it's excrutiatingly difficult to live clutter free.  I've acquired way too many items that promise to help me do things better, faster, easier.  From apps to appliances, my screens and shelves overflow with things I really don't know how to use well enough that they make me more productive.

So, like Ana, I am going in search of a more simple, uncluttered life. 

Breda Stack, the Declutter Therapist, says: "Decluttering goes beyond cleaning, organizing, or putting broken items in the bin. Clutter is anything physical, mental or emotional that doesn't serve us. It's letting go of anything that doesn't enhance our life." She says decluttering makes us feel happier and in control.

When I tidy my desk, my inbox or my garage, I feel lighter, happier and more balanced.

Like Ana, I'm shifting priorities, shedding stuff I don't use, and opting for experiences, over items, as the cooler air begins to flow in and holiday season looms.

Here's to ending 2014 with much less clutter in my life. Will you be joining me in the quest for simplicity?

 

 

 

 

September 29, 2014

Must you work overtime?

Last week, I was talking to a CEO who said to me, "I am not going to hire anyone anymore who can't work overtime."

He explained that at certain times of the year, he needs to ramp up, usually for only a few weeks at a time. But when an employee can't put in longer hours ( even if paid extra) it creates a problem for all.

I responded by telling him that many people have outside responsibilities that could prevent them from coming in earlier or staying later. That's understandable," he said. "But I have a company to run so a job at my company would not be for them."

There in lies the clash of business needs with real life responsibilities of many of today's workers. This is a complicated issue: Even if someone signs on for occasional overtime, what it his life demands change? Should a worker be allowed to say, ' I don’t want to work overtime and would rather go home?' And,  when does occasional overtime become more than “occasional”?

Allison Green at Ask A Manager says this:

* Generally, you should try to be flexible and accommodating when you’re asked to take on something at work outside of your normal work schedule, particularly when it’s temporary, but there’s a point beyond which it’s reasonable to push back. Certainly sleeping at work and working 18 hours days falls well over the line of reasonable (unless you knew you were signing up for that, such as if you were working on a political campaign).

* Your employer can require you to work whatever hours they want, and can change it at any time, unless you have a contract that states otherwise.

* A reasonable manager will work with someone who isn’t able to take on additional work hours, particularly when it’s many extra work hours, and particularly if the employee is willing to be flexible to the extent they can be.

* Not every manager is reasonable. But plenty are.

The CEO I spoke with said he  is upfront about expectations. His position on it made me wonder:  If overtime is mentioned during the interview process, could it eliminate your ability to get any flexibility on this issue in the future? 

Here's what you should know: There’s no federal law on the number of hours someone can be required to work or the length of a break (or even requiring any break at all); that’s all up to individual states.

CEOs have their eye on the bottom line and the health of the business, and they may forget that employees are persons with real needs and real responsibilities. I find it unrealistic for this CEO to think he can hire loyal employees who will be willing to work overtime at any given point in time. In life, complications arise with kids, parents, friends, community commitments -- even our own health. There will be some who will jump at the job because they want the opportunity to earn overtime pay. But will they stay long term?