Keeping your company’s Facebook page updated is pretty easy. But crafting content and updates that people love—and really engage with? That’s a little bit tougher.

Turns out, though, there are some simple strategies that can help your content get shared much more frequently (shorter updates are better than longer ones, for example). If you’re trying to boost your Facebook presence, check out this infographic for a quick lesson in shareability.

Home page photo of man on laptop courtesy of Shutterstock. Infographic courtesy of inboudvisibility via visual.ly.

Winemaking is one of those romantic-sounding careers that you dream about as you’re happily sipping on a big glass of Napa Cab after a long day at your desk job. But have you ever thought—just maybe—it could really be the path for you?

Helen Keplinger sure hadn’t for most of her life. Growing up in Ohio, she always loved wine, but working with it wasn’t an obvious career choice. But when she found herself questioning her chosen career in medicine, she turned back to her passion for wine and took a leap of faith.

Thank goodness she did. Helen has since had a varied and successful career, working at vineyards in California and Spain. She is currently focusing on her own label, Keplinger Wines, and was even named Winemaker of the Year by Food & Wine magazine last year.

We learned about Helen through one of her side projects, Wine for the World, a new organization that pairs successful U.S. winemakers with winemakers in developing countries to help mentor them and bring their wines back to the American market. We decided we wanted a little mentoring of our own—so we called Helen up to chat with her about her career and what it’s really like working with wine.

What made you decide to become a winemaker?

I grew up with wine always present in our family. My dad had a wine cellar—he wasn’t a trophy collector, he just bought wines he could drink every day. Every night at dinner my parents had wine on the table, so it was kind of this core experience growing up. Then, when I went to undergrad, I was still interested in wine and became the person who always picked out wine for dinner. Both friends and guys I dated would hand me the wine menu, which I loved.

At the time, I thought I would go into medicine, so I pursued science and then took a job doing medical research at Massachusetts General Hospital. I loved science, and I found it really fascinating, but the day-to-day of bench research wasn’t really a good fit for me. So, I decided to take a break from science and went to Thailand for a year to be a volunteer teacher.

When I came back, I was working on my medical school applications and working with the academic physicians with whom I had done research. When I asked them if they felt fulfilled, all of them said, “Gosh, yes, but if I could do it again I would…”—and none of them said medicine. It gave me good pause to think about what would be fulfilling on a day-to-day basis for me, so I went back to the drawing board and really re-thought my interests.

I loved being outside, nature, gardening, science, and I still loved wine. During this time I was reading Milady Vine, which is the autobiography of winegrower Philippe de Rothschild, and that made me think, “Is winemaking an option?”

I looked into it and saw that the University of California, Davis had a graduate program in winemaking, and I thought—this is it. It was such a cool blend of everything I loved that I took a huge leap of faith, abandoned my medical school applications, and moved out to California. And that was it.

Do you think people considering winemaking have to get that formal education, or are there other ways in? 

I know a lot of people who haven’t done graduate school or a second baccalaureate, but they’ve apprenticed. That’s a great way to do it, especially if you can connect with a good mentor and you’re interested in learning. I get to hire people now, and I’m so happy to help good candidates get their start in the wine industry. As soon as you get a foot in the door there’s a good network of people, but that first step can be really hard, especially if you don’t live in a wine region.

What does your day-to-day actually look like?

It’s so seasonal, so it totally varies. As winemakers, we’re always working with three vintages. The first is the vintage that’s about to happen, 2013, which is what we’re setting up for now. The growing season for that has begun—so right now a typical week might involve meeting with one of my vineyard managers and walking through the vineyard to observe where things are: What do the plants look like? How even does it look? Do the vines look thirsty? Is the ground wet? Is the cover crop drying out?  

Then, we’re dealing with last year’s vintage, 2012. That’s in barrel, and at this point in the year, it just finished its malolactic fermentation. The first six months of the wine’s evolution can be very dramatic, so I taste often to see what the wines are doing, whether they need something like a barrel change, if there’s something I notice that’s going to help me think about blends or what I’m doing with other vintages. We’re always collecting information like that.

And then the third vintage is 2011, which is at the point when it’s getting ready to be captured and bottled. We’re working on final blends—looking at all of the components, sampling the barrels and doing blending trials. And once that’s settled, we can order all of the glass, corks, capsules, and labels and set the bottling dates.

Those are all of the things that are happening. So, today I was at the winery making notes and pulling samples of the 2011s so I can go over the blending trials and see if I can improve them at all. Then I looked at the 2012s and had some samples pulled so I can taste and see where the wines are. This afternoon I’m headed out to look at some vineyards to see how the bloom is progressing.

But if you talk to me in August or September, I wake up in the morning and it’s straight to the vineyards before the sun warms things up and affects the flavors. I go out, look at the vines and see where they are and then sample the fruit and consider when to pick. When the fruit comes in, I make decisions about what it looks like, what it tastes like, and think about what I want to do with the fermentation or tanks or barrels.

I think that’s what I like so much about it—no two days are the same. We’re always governed by Mother Nature, and we can only respond and make the best decisions we can for that vintage and wine. You can’t do anything by recipe, you have to really think about it. It’s endlessly interesting.

What’s coming up in your career?

My own brand has been growing very slowly and organically, and this year I’ve been approached by a couple of growers who I really love and respect about working together. So we’ll have some really fun and super high-quality new vineyards to work with, which will be great for Keplinger. I’ve also always wanted to do a Cabernet label—probably not under the Keplinger label, since that’s focused on Rhone varietals. We’re also looking at starting another label that would be more accessibly priced—kind of an entry-level Rhone wine.

I also have great opportunities that aren’t paying me, which include working with Wine for the World, along with a couple other projects that don’t have a paycheck but that are interesting. It’s nice to be at a point where I can make decisions and do things because I’m really interested in being a part of something I find important or meaningful or exciting.

Do you have any advice for someone who thinks he or she might want to work with wine?

Try it, absolutely try it. An internship usually only lasts Labor Day through Thanksgiving or Christmas so it’s not a huge time commitment, and it’s a really great way to get a taste of wine country and winemaking. You can also use it to travel—one of the grads I’ve helped did two vintages, one here and one in Argentina.

You don’t have to end up doing it for the rest of your life, but try it if you think you’re interested. And it might lead to something else—maybe you decide you’d rather cook or do viticulture or write or do marketing or be a sommelier. There are so many different things you can do with an interest in wine, you just have to figure out where it fits in your life.

Want to learn more about Helen’s work? Check out Keplinger Wines, or read more about Wine for the World at wine4theworld.com. You can support the organization and gain access to its first limited release of high-quality, responsibly produced wines through the end of May (just a few days left!) by visiting Wine for the World’s Indiegogo page.

Photo of winemaker courtesy of Shutterstock.

It’s the (un)official beginning of summer, which means: It’s extra hard to stay motivated in your cubicle on Friday.

Hopefully, you work for one of those awesome companies with Summer Hours, and you get to hit the road after lunch. (Or at least play ping-pong and drink beer, like they do at OfferPop.)

But if not, we’re here for you. Every Friday afternoon, from now until Labor Day, we’ll be bringing you a round-up of summery fun to get you through the end of the workday.

So, while you may not be relaxing on a deck chair on the sand, you can sit back (in that ergonomic office chair), relax (with another cup of coffee from the break room), and enjoy the best summer has to offer on your computer screen.

Watch

Our friends at BuzzFeed have put together a brilliant depiction of the 21 levels of productivity on a Friday. Which can pretty much be summed up as:

Eat

Headed to a potluck or BBQ this weekend? Whip up one of these yummy dips from Brit+Co. Roasted Garlic Parmesan Beer Cheese Dip or Chickpea Yogurt with Pomegranate & Mint Dip, anyone?

Learn

Photo of grilling courtesy of Shutterstock.

If you’re not already an epic grilling master, there’s no better time to learn than the beginning of the summer. You’ll take full advantage of your new skills! Check out our step-by-step guide to BBQing up a storm from our friend Jim at Jim’s Mixed Grill.

Drool

Photo of pink sand beach courtesy of Shutterstock.

Even if you’re not headed to the beach this weekend, indulge your wanderlust by drooling over these amazing beaches—where the sand is pink, black, even green.

Tell us! How do you get through a summertime Friday afternoon?

Feature photo of people on beach courtesy of Shutterstock.

Hiring interns has a number of benefits: They bring fresh ideas to the table, spread word of your business to their peers, increase your productivity, and often turn into ideal full-time hires later on down the road.

But, there’s a major consideration before you bring them on: Do you have to pay them?

After all, maybe you’re on a tight budget—or maybe you know other companies in your area or industry that don’t pay their interns. If those businesses are able to attract interns for no pay, why should you shell out a salary?

If you take the question to Google, you’ll be faced with hundreds of results—many of them opinions peppered with phrases like “slave labor” or “don’t be cheap.” But on the other hand, you might come across profiles of potential interns who are begging for experience and wouldn’t hesitate to work for free.

The mix of information can be a little overwhelming, huh?

After talking with two experts on internships, it’s been confirmed: Deciding whether or not to pay interns isn’t an easy task. There are moral, legal, and ethical questions surrounding the dilemma—and ultimately, in spite of all the arguments, you have to decide what’s best for your business. If you’re facing this decision, you have a lot to think about, but here are the basics.

What the Law Says 

With escalating arguments on both sides of the issue, recent lawsuits have drawn attention to the usually unenforced Federal Labor Standards Act (FSLA), which dictates if and when an intern needs to be financially compensated.

The FSLA specifies six criteria to determine whether someone is a “trainee” or an employee—the difference being that employees need to be paid at least minimum wage (even if you plan to offer college credit).

The criteria are up for interpretation, but it boils down to this: If you can’t or don’t want to pay your interns, you have to provide skills and opportunities that clearly benefit them, and you can’t gain anything from their work. Lauren Berger, CEO of InternQueen.com and author of All Work, No Pay puts it this way: “If the intern is contributing to your revenue, he or she needs to be paid.” So, under the law, anything beyond a generous, selfless, educational, mentor-mentee relationship requires financial compensation. (Volunteers at nonprofits are the only exception.)

If the rules are that straightforward, why do so many unpaid internships require nothing more than ordering coffee and running personal errands? According to Mark Babbitt, founder and CEO of YouTern, “It’s a complaint-driven system that is unenforceable and has few consequences.” The law is also long overdue for an upgrade—but lawmakers are reluctant to revise it, because they, too, rely on unpaid interns.

But that may be changing—recently, those complaints are being voiced a little louder. Even if an intern initially agrees to work without compensation, you’re not in the safe zone—if you or your company benefits from his or her work in the end, he or she has grounds to sue. And that’s exactly what a few ex-interns are doing: Alex Footman and Eric Glatt are now famous for suing the producers of Black Swan, Xuedan Wang is suing Harper’s Bazaar, and Lucy Bickerton successfully sued Charlie Rose and won a $250,000 settlement.

Paid Interns Are Happy Interns

Aside from avoiding a lawsuit, there are other significant benefits to paying your interns. Babbitt notes that paid interns are happy interns—and happy interns are excited to come to work, contribute to the team, and put forth their best efforts. (And as you see this work ethic emerge, you may even find your next full-time hire!)

Happy interns also say nice things about your company. With such enthusiasm for your business, these “brand ambassadors” can sell your culture to their friends—a.k.a. your potential future hires—ultimately saving you in recruitment and headhunting costs.

And by paying them, you’ll gain interns with greater flexibility because you won’t be limited to students who can only work a sparse five hours per week in between their paid part-time jobs. That means: They’ll have more time to work for you—and that’s why you hired them in the first place.

If You Can’t Pay, Make it Mutually Beneficial

On the other hand, it’s easy to see why some employers prefer to hire unpaid interns. For one, you can obviously save a lot of cash. Plus, by freeing up resources, you can provide internships to a greater number of candidates. And since those interns obviously aren’t just looking for a paycheck (they did agree to be unpaid, after all), they’re more likely to be truly dedicated to your cause and eager to learn the skills you can provide.

On that note, remember that in exchange for working for free, these unpaid interns expect to actually learn. According to Babbitt, “There’s no such thing as an entry-level position; no one has the patience to mentor anymore.” With that in mind, these interns want to be able to get ahead of the learning curve before they enter the workforce—and they’ll sacrifice a paycheck for that opportunity.

So, you have to give significant thought to the skills and experience you’re providing. If you simply use unpaid interns for coffee runs and personal tasks, you aren’t truly teaching them about your industry (not to mention you’re not meeting legal requirements). For example, according to Babbitt, “The fashion industry is notorious for not paying and grinding interns to nothing.” At the end of their internships, fashion hopefuls have fetched a lot of coffee, but haven’t gained any new skills—and aren’t any more desirable to you or to other potential employers.

If you can’t give them a paycheck, clearly communicate to your interns how they’ll benefit (e.g., at the completion of the internship, they’ll be social media masters, experts in Excel pivot tables, or they’ll have made new and exciting connections). Then, make sure that happens. The relationship needs to be mutually beneficial, and you want your interns to leave proud of their work and equipped to move into the (paying) workforce.

If you’re thinking about bringing on interns this year, educate yourself on the law and industry norms so you have all the information you need to make a smart decision. Ultimately, clearly communicating expectations for both you and your intern will make this as simple as possible. But to make it even simpler: Don’t exploit your interns, make the relationship mutually beneficial, and pay if you can.

Photo of boss and interns courtesy of Shutterstock.

Is it summer yet?

I guess we’ve still got about a month to go until it’s officially here, but I’m already starting to crave all the meals I associate with summertime. Fresh peaches. BBQed veggies. Tomato mozzarella salads with fresh basil. I love how clean summer cooking is—you only need a drizzle of oil, fresh herbs, and a squeeze of citrus, and you’re good to go!

That’s probably why I crave a lot of Mediterranean-style meals around this time of year. Chicken grilled simply with lemon juice and olive oil. Fava bean anything. Halloumi cheese crisped quickly in a pan. Yum. Are you hungry now?

If so, I have your dinner plans sorted. I’ve created a simple, summery menu that you can throw together any night of the week. The nice thing with this recipe is the ease of which it all comes together—once you’ve prepped one dish and have it cooking, you can move onto the next part of the menu. You’ll have dinner on the table in around 30 minutes or so. Which is important when you’re trying to spend as much time outdoors as possible!

Ingredients

Meatballs

• 2 lbs ground lamb
• 1 handful fresh basil, chopped
• 1 handful fresh mint, chopped
• 1 tsp salt
• 1 tsp pepper

Israeli Couscous

• 16 oz Israeli couscous (also known as Pearl couscous)
• 1 carton chicken or vegetable stock (water is fine if you don’t have stock)
• 2 tbsp extra virgin olive oil
• 1/2 red onion, finely chopped
• 1 pint cherry tomatoes, halved
• 1/2 English cucumber or 1 Persian cucumber, chopped
• 1 handful fresh basil, chopped
• 1 handful fresh mint, chopped
• 1/2 cup Marcona almonds, chopped
• 8 oz feta cheese, crumbled
• 1 1/2 tsp salt
• 1 tsp pepper

Tzatziki

• 2 cups nonfat Greek yogurt (I like Chobani—it tastes extra creamy)
• 1/2 English cucumber or 1 Persian cucumber, grated
• 1 tbsp fresh basil, chopped
• 1 tbsp fresh mint, chopped
• 1 tsp salt
• 1/2 tsp pepper

Directions

Start by making your meatballs. Mix the chopped herbs, salt, and pepper into the lamb meat until evenly dispersed, then roll into balls, and place onto a baking sheet. Bake at 350 degrees for 30 minutes. I like to bake the meatballs on top of a cookie drying sheet so the fat drains away while cooking.

While the meatballs are cooking, bring some stock to a boil and cook the Israeli couscous according to package instructions.

You can multitask here and chop your veggies and herbs while the couscous is cooking.

Once the couscous has cooked, pour the olive oil over it and toss quickly, then let cool. While it’s cooling, you can quickly mix up your tzatziki. Grate the cucumber using a box grater. Squeeze out any excess water using a paper towel, then add the cucumber, mint, basil, salt, and pepper to the Greek yogurt, and mix so it’s combined.

Then all you have left to do is to mix in the chopped vegetables, herbs, almonds, feta, salt, and pepper to the couscous, and you’ll be ready to go! If you feel like it, you can throw some pita or naan bread into the mix.

Tuck in—this recipe will serve 8, plus you’ll have leftover couscous to bring to work with you for lunch!

Photos courtesy of Niki Lowry.

This article is a part of a column by Megan Broussard, a career-lifestyle blogger at ProfessionGal.com. Megan is participating in the IBM My Smarter Commerce campaign in pursuit of starting her own business, and she’ll be sharing what she’s learning with us along the way.

Buckle up. It’s probably going to get bumpy.

Team building seems to be the theme these past two weeks as I work to grow the ProfessionGal brand—and I don’t mean bonding in a forest somewhere, falling backward into a crowd of co-workers in order to establish trust.

No, I mean I’ve hired my first employee: a stellar PR and content manager.

And, you know what hiring my first team member has taught me? That I have a lot to learn about being a team player.

For so long, ProfessionGal was me and only me, one girl with a lot to say about the working lifestyle. But, now, it’s grown into a forum for women to talk about work, life, style, and everything in between. It’s bigger than me, and now more than ever—especially with the pending launch of the site’s online store—the brand needs structure and input from others in order to grow.

There’s no flying from the seat of my pajama pants anymore. To grow a team, communication must be in tip-top shape, starting at the top. Here are three things that I’ve discovered about being a good business leader to my new partner in crime.

You Have to Articulate Things That Seem Obvious to You

When you’re practically married to your idea or business, it can be surprisingly hard to explain. It’s so innate, like a mother trying to explain how she knows what her baby wants. I don’t know, it’s just a feeling. That’s how I feel about ProfessionGal. I know who the ProfessionGal woman is because she’s me.

That’s why I was a little speechless when, after asking my new hire to create some partnerships with brands who align with ours, she essentially said, “Slow down sister—let’s discuss what exactly defines our brand in descriptive adjectives so that we can make actionable goals.”

At first, the thought of really articulating what was in my head seemed daunting, as if I was being asked what the meaning of life was or what makes the Kardashians so interesting to America. But then, I realized what a blessing it was. All my new hire wanted to do was clearly understand the voice so that she could tackle the right partnerships and create fitting content for the site. And at the end of our conversation, we both had a better understanding of the business, and she went off to grow our site.

When your new hire looks at you in all sincerity and says, “What on earth are you talking about?” don’t get mad, confused, or frustrated. Explain and start from the beginning. You’ll discover things even you didn’t know about your own story.

You Have to Make Time for Them

I’ll admit, there was a naïve part of me that thought that hiring someone meant paying for the work to go away. What was I thinking?

But I know I can’t be the only one who believed that, so let me give it to you straight: Just because you hire someone, does not mean that you can give direction and then run off to watch the success happen from a distance. You will continue to work harder than anyone else in order to truly see the benefit from your investment in your new hire.

This means that you will have to stop what you’re doing at times to answer questions, possibly throughout the day. In fact, try to respond to questions as soon as possible—if you don’t, before you know it, you’ve got a heaps of email to answer and are losing time and money because your contractor or employee can’t move on to the next project without your input or approval. Sure, it’s a little distracting, but it’s helping my new employee do a better job of helping me.

And if the thought crosses your mind to just do things yourself because you don’t have time to train your new employee? Stop right there. Remember, you obviously can’t do it all yourself because you knew you needed to hire someone in the first place. If you’re smart enough to know that, then you are beyond intelligent enough to realize that it pays off in the end to train someone now.

You Have to Admit When You Just Don’t Know

There are so many things that I know I need for my business, but I don’t know where to begin or who to ask. For instance, I want to hire an intern, and I’m not sure whether to provide a stipend or offer college credit. For the latter, do I have to be a registered business? Would copyrighting my site qualify? What are the reasons sites copyright their names, anyway? What are the legal implications for all of the above?

As the head honcho, it can be hard to admit to your employees when you don’t know the answer to something related to your business. It can often be even harder to admit it to yourself that your new employee may know more about that aspect of your business than you do! But remember, you’ve hired someone because you identified a weakness in your skill set that you know he or she can fill. And, that’s smart!

That’s why you shouldn’t feel embarrassed for admitting to your contractor or new employee that you’re completely clueless about something. This person will either have the answer, or he or she will be able to help you find the solution. One thing’s for sure: No one will think any less of you for not knowing—in fact, your new employee will probably be happy to see that there’s a clear need for his or her help!

I’m lucky to have found someone so resourceful and proactive to be my first team member. It’s her fresh perspective and creativity that I value most among other qualities, and my next step is to find someone as diligent as she is to be our next new member.

ProfessionGal is looking to bring on an intern and a freelance writer and social media community manager. If this sounds exciting to you, contact professiongal@gmail.com to discuss details!

Photo of women working courtesy of Shutterstock.

Going into your boss’s office can often be hot or cold: You could be getting a pat on the back for a job well done—or a tough dose of constructive criticism. Your boss may want to assign you an awesome new project—or ask you for the report that’s due today (wait, what report?).

But how often do you stop by your manager’s office just to chat?

Turns out, there are several things you should be addressing with your boss on a regular basis. When you take the time to talk about these important issues, you’ll find that you’re happier with your career and better positioned in the eyes of your boss, your team, and the company as a whole. So, the next time you pass by your boss’s office, stop in and start talking about these five things.

1. Where You See Yourself in Five Years

Whether you hope to be in a different role or a different department, it’s OK—and it can actually be very beneficial—to talk to your current boss about your career goals. And yes, it can be intimidating to bring this up for the first time (especially if you’re hoping to make a big career switch at some point), but it can actually help create more opportunities for you in the long run.

Why would your boss be open to your ambition to move up or out of your current role? In many cases, he or she truly does want to see you achieve your goals. As a manager myself, I constantly ask my employees “Where do you see yourself in five years?”—because if there’s a way I can help them along, I’ll do it. Whether that means putting in a good word for them in a different department at my current company or assigning them specials projects that will help them build new skill sets for a different role, I want to help.

Of course, there’s definitely a right and wrong way to phrase your goals (i.e., you don’t want to blatantly announce to your boss that you’re hoping to jump ship ASAP or that you want to take over your boss’s position). Start small by mentioning where you see yourself eventually: “I’d love to move up to a management position someday.” If it’s received well, move on to specifically how you can reach those goals—even if it would eventually require a move to a different department or company.

2. Your Ideas for the Company

When you’re entrenched in your work, it’s a common and familiar mumble: “This would be so much easier if we did it my way.” But, how often do you actually present that idea to your boss as a serious solution to a problem?

Discussing your ideas with your boss helps you in several ways. First, you’re showing him or her that you take initiative, that you’re committed to improving the company, and that you truly want to make contributions to the team. Second, you might actually get to see your idea put in action—and assuming it’s as effective and efficient as you think it is, that’s great news for you and your team.

To make the most out of the conversation, come prepared with a plan in mind. Try something like, “I’ve noticed that our new hires aren’t picking up on the new CRM program very easily. I’d love to put together some training documentation to help learn it a little quicker. Here’s a quick outline I threw together—what do you think?”

3. Advice for Tough Work Situations

When you view your boss only as the person who hands out assignments and performance reviews, you’ll miss out on some great advice. Remember, your boss is a boss for a reason—he or she has been around the block a time or two. So, take advantage of that to further your own career.

For example, before my boss was in his current position as a department manager, he was in my position—a team supervisor. So, whenever I come across a challenge that I haven’t faced before, I drop by his office to talk through the situation. Most times, he’s been through a similar situation and is able to give me valuable advice about how he handled it and what he learned to do (and not to do).

No, you shouldn’t lean on your boss for every problem that pops up, but if you can’t figure something out on your own, why not use the valuable resource right in front of you?

4. Company and Industry Insight

Of course your boss has to manage your day-to-day tasks, but he or she can provide insight into a lot more than just your upcoming deadlines and company values—especially if he or she has been with the company or in the industry for several years.

This can range from unfamiliar company processes (“what’s the standard process to change a position title?”) to company history (“what it was like when the company was acquired by an equity firm a few years ago?”) to your overall industry (“how has the healthcare industry changed since you first entered it eight years ago?”).

Whether it stems from pure curiosity or strategizing for the future, don’t be afraid to ask questions about the inner workings of the company or industry as a whole. You’ll gain some valuable information—and prove that you’re there for more than just a paycheck.

5. Your Life Outside of Work

If your boss follows you on social media, you’d probably rather figure out a way for her to know less about your personal life. But, getting a little personal with your boss isn’t a bad thing—in fact, it can help solidify your professional relationship.

So, spill a few details about your family, your childhood, or even just what you did over the weekend—and ask questions about her life in return. You’ll likely find something you have in common, share a laugh, or at the very least relax for a few moments instead of worrying about the status of your current project.

You don’t have to go into any extreme details or spend hours telling each other your life stories, but connecting with your boss on a personal level can help you feel more comfortable coming to him or her about serious issues. You may never hang out outside of work, but that doesn’t mean you have to avoid any sort of personal connection.

It may not feel natural at first, but try striking up a conversation with your boss about these important issues. In the end (when you’re happier in your current job and that much closer to your career goals), I promise, it’ll be worth it.

Photo of boss and employee courtesy of Shutterstock.

While we always look forward to a three-day weekend, this one might go down in history as the best yet: Sunday, May 26 marks the return of one of the best shows of all time, Arrested Development.

If you’re getting excited, too, let’s spend this workday reviewing some of the important career lessons we’ve learned from Michael, Gob, Tobias, and company.

Besides the obvious one, of course: Never, ever go into a family business with relatives like these.

1. Don’t be afraid to admit when you’re wrong.

2. When making a big decision, don’t be swayed by the critics.

3. Listen to your boss. No, really. Listen.

4. When you delegate an important task, double check to make sure it’s been done.

5. If don’t know how to do your job, try buttering up your boss.

6. Choose your words carefully—you don’t want them to be misconstrued.

7. Don’t cut corners—you’ll be found out eventually.

8. Don’t let people see you when you’re not at your best.

9. When all else fails, show them the money.

Your resume is perfected. You’ve can craft a stellar cover letter in no time. You always manage to rock the interview.

But, no matter how prepared you are for your job search, sometimes the biggest hurdle is finding jobs you’re excited about applying to.

If you’ve been spending your days on job boards and striking out, we’re here to help with advice from around the web on how to hunt down the best openings.

• Make sure you’re tapping into these five networks for finding jobs. (Glassdoor)
• Remember that you can find awesome jobs that aren’t even listed. (Careerealism)
• Check out this great guide for using LinkedIn as a job search resource. (Work Awesome)
• And this one for using Twitter to get a job. (Mashable)
• Learn how you can even use Facebook to snag a new position. (Jobvite)
• Try targeting your search in industries that are hiring most aggressively. (Under30Careers)
• Instead of reaching out to friends of friends, see if you can leverage your close relationships to find a job. (Fast Company)
• Make sure to learn how to really read job listings, so you understand what you’re applying to. (Brazen Life)
• And follow these tips to easily distinguish a good opportunity from a bad one. (Doostang)

Want more? Check out our top articles on job hunting, and browse hundreds of awesome job listings on The Muse!

5 Ways to Find Jobs Without Using a Job Board

Looking for a new gig, but not having much luck on the big job boards? Don’t worry—here are a few other ways you can successfully seek out open positions without having to hit that search bar.

“Help Me Find a Job!” Emails to Send to Your Network

You’ve just started the job hunt, and you’re ready to reach out to your network. But isn’t asking people for help sort of awkward? We’ve simplified the process with five easy steps—sample emails included.

Photo of guy searching for jobs courtesy of Shutterstock.

We all talk about wanting to have a job we love. But that’s easier said than done, right? Even if you know you want a change, it’s easy to wonder, What, exactly, I should do next? How do I find it? Where do I even start? How do I know what I’m good at? And—what if I suck at everything?

If you want to pursue a new career path—but just aren’t sure what it is—join The Muse and expert career coach Christie Mims for a webinar that will kick-start your career change.

Join us for one of two sessions (12 PM EST and 6 PM EST) of Live Your Dream: How to Uncover Your Passions & Create a Career That You Love. You’ll learn:

1. Key questions to ask yourself to truly figure out what your passion is
2. One big five-minute secret for creating your next job description
3. How to identify your greatest talents
4. A tool to help you decide when it’s right to move on and what company or career is going to be the right fit for you

If you’re thinking about making a career change, you don’t want to miss this free event.

Register Now

• Register for 12 PM ET Session
• Register for 6 PM ET Session

About Christie Mims

Career coach Christie Mims is the founder of The Revolutionary Club. Christie has paved her own path, from bartender in London to analyst at NATO to Principal Consultant to Director of the National Security Business Unit at a Fortune 500 company in Washington, DC—and those are only the jobs she is allowed to tell you about! So, you can trust her when she says: “I have absolutely been there, seen that, and worn those uncomfortable shoes.” She holds a BA from the University of Virginia and an MA from the University of Kent, Brussels School of International Studies and is a certified mediator and certified professional coach. Follow her @RevolutionsClub.