Loverboy’s “Working for the Weekend” pops into my head dozens of times a year–no exaggeration. The older I get, the larger my soft spot for 80s rock grows. Once, when I was a naive young pup, there was a time when I thought nothing musically positive came out of 80s pop. For me that was college. I suppose I was just being contrary for the sake of being contrary, which I can always be counted on to do. But I also think the decade between ages 15 and 25 is perhaps the most formative period for one’s musical tastes. As soon as the 80s ended, I turned 15. So in a way, I was destined to cast off the oppressive synthesized shackles of Talking Heads, Thompson Twins, Ah-Ha, and the like, and immediately embrace whatever came next.

That’s when Grunge (I decided to capitalize it because it deserves the same treatment as the Internet), pre-80s classic rock, blues and jazz entered my life. So I stopped listening to 80s music and completely switched gears. Which isn’t to say that all the music in the 90s was good. It most decidedly was not.

(Coincidentally, Ricky Martin is on Jay Leno tonight debuting the new single from his MUSICA+ALMA+SEXO album. He just barely made it into the 90s, releaseing La Vvida Loca in 1999 to kick off the Latin Explosion that included J. Lo, Enrique, Shakira, and others. Remember our brief, 2-year love affair with Latin music? It came right after our brief love affair with big band swing. Zoot Suit Riot, anyone?)

Now the pendulum has swung back the other way and I’m listening to Loverboy a little more than the average guy should. But I’m cool with that. And tonight it’s got me thinking about working on nights and weekends.

The prevailing notion seems to be that working harder is a sure way to get promoted. But I’m here to tell you: it’s not. There’s a big difference between working harder and working better.

Who knows someone who sends a group email every night at 11:30PM? And let me guess–that email could have been sent during the day. Same thing goes for Saturdays and Sundays. I’m going to think a little about exactly who that person is, what they’re trying to accomplish, and how (if at all) working on the weekends really makes sense. I’m not sure it does.

We all know the curve. The bulk of the curve, the hump, represents 70% of the populace. They’re all within expected norms of this measure. In this case, it means 70% of campus interview candidates dress alike. This is true. It also means that 15% of candidates dress impressively, while 15% dress unfortunately. This is also true. And while some may argue that there are more nuances and degrees of appropriateness, there aren’t. There really aren’t.

So let’s take a look at the three different groupings of male attire for campus interviews. I’m not necessarily going to recommend anything, but at least I’ll highlight what’s happening with the competition.

The Huddled Masses
It’s easy to be a man going to a campus interview, because the expectation is well-known: wear a suit. This is less of a rule for women, though it is a safe and sure bet. But there are certainly variants on the suit theme, and lots of opportunity to stand out or blend in. The candidates in the middle of the Bell Curve all wear suits. Here’s what an average man wears:

• Suit: Dark colored, typically a shade of blue, sometimes with detail like stripes. Most likely ill-fitting, typically too big, but often too tight as well. I assume college seniors are either sharing suits between themselves or borrowing them from their older brothers, because a big percentage of candidates look like they’re not wearing their own clothes. A surprising number of people like shiny suits.
• Shirt: Almost all shirts are colored–nary a white shirt to be found. And many of the colored shirts are non-standard colors, like purple, deep blue, red, pastels, or black. I’m not sure what happens in college that drives men away from white and light blue shirts, but apparently it’s happening on campuses all around the country.
• Tie: Most ties are very matchy-matchy with the shirts. Not a big deal. In fact, I’m surprised at how many male candidates do wear matching shirts, ties, and suits. I figured there’d be plenty of guys with clashing outfits, but I don’t think I’ve seen more than one or two. Anyway, the average tie matches the suit directly, and is neither too flashy nor too staid.
• Shoes: Good shoes are so expensive that most college seniors can’t afford them. And, frankly, they shouldn’t spend their money on $400 wingtips. The average male wears <$100 casual/dress shoes with rubber soles. Like Clark’s, Rockport, or Alfani shoes. The kind of shoes people wear with either a suit or jeans.
• Hair: I know college is a fun time to experiment, but when it’s time to interview, it’s time to get a haircut. Seriously. I can’t count the number of guys with really, really sloppy hair. Apparently that the average these days.

I'm not the sauropod you think I am

I’m generally pretty open-minded when it comes to learning new things and challenging my world view.

Generally.

But when it comes to the memories of my youth, I have a hard time letting go. Or rather, it’s difficult for me to discover that what I thought was one thing is, in fact, quite the opposite. For example, I recently learned that Over the Top Howard the Duck was a terrible movie. I vowed never to watch The Goonies again so I don’t ruin the memory of the five total days of my life I spent watching Mikey, Chunk, and Mouth worry about hitting the wrong note or they’ll all B-flat.

Like almost every other kid I knew, I was huge into dinosaurs in the ’80s. They were my favorite (formerly) living things. Heck, they were even my favorite robots. Transformers (the toys, not the voltage attenuators) weren’t known for being realistic, but they sure were fun. One of the Dinobots wasn’t even a dinosaur. Boring trivia: Swoop was a Pteranodon, which is a Pterosaur, and therefore a reptile but not a dinosaur. Sludge, the second strongest Dinobot (next to Grimlock the T-Rex and team leader), was a Brontosaur in dino mode.

Sludge was a Brontosaurus

The Brontosaur was my favorite dinosaur. I don’t really know why, but I’m guessing it was either because it’s relatively easy to pronounce, or because it was so darn huge. Or maybe because herbivores are less frightening than the mighty T-Rex. Either way, the Brontosaurus was a fixture in my life for years, and that brings me to the point of this post: There’s no such thing as a Brontosaurus anymore.

It turns out that additional research on “Brontosaur” remains discovered that the gentle giant I loved during pre-sports and cars childhood is really the same species as Apatosaurus, which was discovered/named first, so it has seniority. Therefore, the dinosaur I grew up with is really an Apatosaurus. The name Brontosaurus has been relegated to junior synonym status. The only place you’ll see it now is between parentheses, not unlike Burma, as in: “Myanmar (formerly known as Burma).”

The name Brontosaurus persisted long after the discovery that it was mis-labeled. By the time I learned about it, I should have been calling it the Apatosaurus. But, alas, society isn’t quick to adapt to changes in species names within the family Diplodocidae, so popular culture was littered with Brontosaurs. The giant beast became so famous that the name persisted long after it had been abandoned in scientific circles.

But now it’s over. I can no longer call it a Brontosaurus in polite company.

I suppose this post isn’t relevant to what I intended to do with this blog, but it’s not my first dinosaur-related post. And every once in a while it’s good to see that even science, with the research and rigor, gets things wrong all the time. So it’s okay to question the establishment. Just because something’s been the case for decades doesn’t mean it’s true, valid, or relevant today.

Sample card from moo.com

But now that I’ve had some time to think about it, and after consulting my friends at BrazenCareerist, I’ve solidified my position. It’s always a good idea to have a personal business card.

After posing this question to probably 50 different people in the last month, I heard three main objections, valid or otherwise. Actually, they were all invalid as far as I’m concerned. Here they are–the reasons not to print personal business cards: 

Reasons not to print personal business cards

1. It’s just another expense at a time when many people are trying to cut back. How can you spend money when you’re out of a job?
2. It seems a little, well, weird. What do you do for your title? And what about the company name or logo?
3. Nobody really does it.

The cost of personal business cards

The expense consideration, though weak, is the best argument against personal cards. Not because the cards cost a lot, but because they aren’t mandatory and it’s tough to spend on anything other than necessities when between jobs. But the card I included above, from us.moo.com (my favorite online card shop), costs $21.99 to print, and is easily customizable. There are even some nearly free card printers, though they typically print advertising on the back.

As long as email addresses and phone numbers don’t change, personal cards should last a long time. By keeping the design simple and not using titles that pertain specifically to a chosen position, I think they should easily last a few years. And even though cards may cost $.45 each, they help a candidate stand out. How much is that worth? More than $.45.

It seems a little, well, weird

One person I asked said personal cards “make the bearer seem affected.” Another said the cards always look cheap. (The cheap ones always do.) Lots of people wonder what belongs on the card. What design? What title?

Most of these concerns relate to execution. If improperly handled, of course the personal card can be weird. Anyone who lists their title as “Perfect Candidate” is kidding themselves. Same with those who list themselves as the CEO of their own 1-person company.

Here are some simple pointers to help with execution:

• Get nice cards
• Use an appropriate title that will pertain to the jobs you seek but isn’t too limiting. Good examples:
  • Senior Engineer
  • Customer Service Specialist
  • Project Manager
  • Financial Analyst
• If you’re worried about giving out your cell number, get a Google Voice number. Not only can you record separate messages and easily forward the calls to your cell phone, you can manage everything online or via your smartphone.
• Use a professional email address
• When in doubt, err on the side of simplicity

Nobody really does it

This is a true statement. Most candidates do not have their own business cards. That’s why it’s a good idea. If nothing else, it’s one more piece of paper that has your name on it and represents your brand. I interview primarily recent grads, and they don’t generally bring their own cards. But a few of them have, and out of hundreds of candidates in the last three years, I remember exactly who they were. (Emily, Matt, Colin — you guys reading this?)

Personal cards may be valuable outside of the job hunt, too. Use them at networking functions, social events, and even chance encounters. How many times have you wanted to give someone your email address or phone number and had to wait while they try to quickly peck it into their phone? It’s annoying. What about handing them a card? Or what if you bump into an old friend who may have a good business opportunity, but you’re already employed? Do you give her the card with your current employer listed at the top–the one that has your work email and phone number? Not ideally. You use your personal card.

So after a few months of tossing this around, I’ve decided it’s a great idea to get a personal card. I consider it a career investment. And besides, it’s kinda fun to look through all the options and pick one that best represents your brand. After all, we’re all brand managers for our own career, right?

This is posted with permission, because we both think it’s a good lesson and an even better story, though I’ve changed all the names and taken some liberty with the dialog to clarify the story (and because nobody recorded anything).

The Man Who Tried to Quit His Job

For 6 months or more, Eric was unhappy with his job. His responsibilities remained the same as they were when he started, 2 1/2 years prior. As a good employee who received average to high marks on his employee reviews, he felt he deserved a raise, a promotion, or both. He even asked the boss for different responsibilities to break the monotony of his day-to-day.

I met with Eric a couple of times during this period of unrest, and each time he expressed dismay at the unchanging state of his job and career. I let him vent for a while before we moved on to other topics, like fantasy football or the books we were reading. We didn’t dive deep into his work trouble–just typical responses to “How’s work?”

The last time I saw him, though, he had a different answer.

Charlie: “How’s work? Any better?” Eric: “Actually, it’s funny you ask. It is getting better.”
“What changed?”
“I quit.”
“What?!?”
“I went in to my boss’s office one Monday morning last month and told him I quit.”

(This is where it gets interesting.)

Right to the boss’s face, Eric told him he quit!

His boss asked him why, and Eric laid out three very common reasons why people leave their job: 1) He wasn’t going anywhere in the company; 2) He was bored with what he was doing; 3) He wanted more money.

“So what’s your plan?” asked the boss. “I don’t have one yet,” said Eric. (I think Eric was proud to have the strength to leave a job, in this economy, with no backup plan, and he wanted his boss to know.)

“You don’t have another job offer?”
“No sir, I don’t. But I’m sure I’ll find something.”

“Then I’m not letting you quit,” said the boss.
“Huh?”
“Hear me out on this one, okay?”
“Um…okay.”

The boss went on to explain what even a few months of lost wages can do to a recent grad with lots of school debt and other financial commitments. And in this economy, a year of unemployment is closer to the norm. Sage advice, to be sure, but Eric had already thought of that. What the boss said next is what impresses me so much.

“Eric, you said you want three things: advancement, new responsibilities, and more money. You haven’t done anything to indicate to me or the other leaders that you’re ready for any of those.”

“But I always score at the top of our group in accuracy, and I put in more hours and take less vacation than everyone else!”

“That’s true, and we know that you’re very good at what you do. But we don’t promote people because they’re valuable in their current position. We promote people because we need them in the next position.”

This was a huge point the boss made, and hopefully a big a-ha moment for Eric. I tried to highlight this in my post about the 5 reasons why you’re not getting promoted. Especially when there are no job openings and few promotions to give out, companies won’t promote someone only because they’re good at their existing job, or due to tenure or the timeline in someone’s head. Employees are moved where they’re needed.

As far as his boss was concerned, Eric didn’t yet belong at the next level.

That’s why he wasn’t promoted.

“Eric, you’ve been on our radar the whole time,” continued the boss, “and we haven’t seen any changes or improvements. But your employee rank is high, you’re a bright kid, and everyone in the department likes you. I want you to stay, and I want you to get promoted. I’ll work with you myself.”

Crazy, isn’t it? The boss knew Eric was a good employee with (potentially) a bright future at the company. He also knew that many people, younger employees specifically, don’t know how to go about climbing the ladder. They do what they’re supposed to, get better and better at it, and wait to be told something different.

Eric weighed his options and accepted his boss’s offer to not quit for another 6 months so they can work together on getting Eric ready for the next level. It wasn’t a raise or a promotion, and it wasn’t the promise of one, either. But compared with a painful and protracted job hunt, it seemed like a sweet deal.

What does Eric get out of this? For one thing, six months of personal attention from the boss (who is actually three grades above Eric) is always good. For another, tips and tricks about working his way to the next level will help Eric no matter what his career path looks like from here on out. Good move, Eric.

What does the boss get out of this? Increased loyalty from Eric is the most obvious benefit. If this works out, Eric is likely to be a model employee and supporter of the organization (and his boss) for years to come. The other benefit is not having to replace Eric. Open positions cost money, as does recruiting a new employee. Now the boss doesn’t have to worry about that. And if it’s not looking like Eric is a good fit to get promoted, the boss can quietly begin his replacement search ahead of time.

Eric’s boss changed a mutually bad situation into a mutually agreeable plan of action. Frankly, I’m impressed. I don’t want anyone to quit on me, but if I’m ever in the same situation, I hope I can think as quickly and clearly.

Hats off to Eric for realizing that this is a good opportunity. Double-hats-off to Eric’s boss taking a chance and trying something creative that won’t cost much in the short run but can pay serious dividends in the future.

Eric is now in month 2 of the plan, and it sounds like it’s working. He’s engaging himself on new projects and building his internal network, and reading a few books his boss recommended. Hopefully I’ll have a good follow-up story in 4 months.