Americans Are Wary of Being Alone With the Opposite Sex: Many men and women are wary of a range of one-on-one situations. Around a quarter think private work meetings with colleagues of the opposite sex are inappropriate. Nearly two-thirds say people should take extra caution around members of the opposite sex at work. A majority of women, and nearly half of men, say it’s unacceptable to have dinner or drinks alone with someone of the opposite sex other than their spouse.
Source: Morning Consult survey of 5,282 registered voters, conducted May 2 to 5. Questions were shown in random order. The grey bar represents those who said they did not know or had no opinion.
Do Millennial Men Want Stay-at-Home Wives? Fewer of the youngest millennials, those aged 18 to 25, support egalitarian family arrangements than did the same age group 20 years earlier. The proportion of young people holding egalitarian views about gender relationships rose steadily from 1977 to the mid-1990s but has fallen since. In 1994, 83% of young men rejected the superiority of the male-breadwinner family. By 2014 that had fallen to 55%. Increased support for male leadership in home life among 18- to 25-year-olds may reflect an attempt to compensate for men’s loss of dominance in the work world.
Smart Casual v. Business Casual: A primer on how to decode what it means when your company sends a email saying “wear smart casual” for an after work happy hour.
How Not to Bomb Your Offer Negotiation: A good negotiator is empathetic and collaborative. They don’t try to control you or issue ultimatums. Rather, they try to think creatively about how to fulfill both your and their needs. So when you think of negotiating a job offer, don’t imagine haggling over a used car. Think more like negotiating dinner plans with a group of friends, and you’ll fare much better.
There are many dimensions to a job negotiation: salary, signing bonuses, stock, year-end or performance bonuses, commuter benefits, relocation expenses, equipment, an educational stipend, a childcare stipend, extra vacation time, a later start date, getting a dedicated hour a day to work out or study or meditate or play solitaire.
You could choose which team you’re assigned to, what your first project will be, what technologies you’ll be working with, and sometimes even choose your title. Maybe you’re a frosting person, and the company is more into cherries. You never know if you don’t ask.
1) Draw a Venn Diagram
2) Translate percentages into fractions
3) Encourage everyone to “take a step back”
4) Nod continuously while taking notes
5) Repeat the last thing the engineer said very very slowly
6) Ask “will this scale?” no matter what it is
7) Pace around the room
8) As the presenter go back a slide
9) Step out for a very important phone call
10) Make fun of yourself
Income Ladder Depending on Where You Live: Climbing the income ladder occurs less often in the Southeast and industrial Midwest with the odds notably low in Atlanta, Charlotte, Memphis, Raleigh, Indianapolis, Cincinnati and Columbus. Some of the highest rates occur in the Northeast, Great Plains and West, including in New York, Boston, Salt Lake City, Pittsburgh, Seattle and large swaths of California and Minnesota.
Chances of Ending Up in the Top Fifth, For a Child (NYTIMES)
TRAILING SPOUSE: The tendency for men to move more often than women is completely explained by the types of jobs they enter, not that they are men or women. Is occupational segregation self-fulfilling? If you look at women who are not married, they relocate for a job less often than men do.
Men who enter female-dominated jobs don’t tend to move as much for work. If you look at women who enter male-dominated jobs, they tend to move a lot.
If everyone generally assumes families will put the husband’s career first, then maybe this compels women to choose certain types of jobs, which is disturbing.
Women who choose to enter into the geographically-clustered jobs dominated by men have a higher divorce rate than women in dispersed jobs.
HIGH PERFORMERS: Employees value competitive compensation and bonuses, followed by retirement, training, flexible location, and vacation time. 42% of high performers are willing to move to a different state or region, 37% to a different country, 28% to a different continent.
Left untended, your high performers will seek alternative opportunities that provide more challenges, growth, and rewards. Your competitors would love to have them. Keep your best workers by meeting their wants and needs.
Likelihood of high performers to leave their current companies (HBR)
Likelihood for high performance to relocate for a better job (HBR)