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Being passed over for a <a href="https://successcom.wpenginepowered.com/how-to-get-a-promotion-shelmina-babai-abji/">promotion</a> stings, especially when you did everything right. You hit your goals, raised your hand for additional assignments, gave extra support to your team and, still, someone else got the role.&nbsp;



In moments like these, it’s natural to question what went wrong. Was it me? Could I have done more? Or was it just bad timing, like my manager says?&nbsp;



You replay the situation in your mind, hoping for clarity or closure that never quite comes, and you try to make sense with answers that just don’t.&nbsp;



Do I try again? Am I happy without it? Or is it time to walk away?&nbsp;



These questions are difficult, and while every situation is different, no one should have to face them alone.&nbsp;



That is why we asked <a href="https://www.linkedin.com/in/samdemase?trk=public_post_feed-actor-image" target="_blank" rel="noreferrer noopener">Sam DeMase</a>, career expert for <a href="https://www.ziprecruiter.com/" target="_blank" rel="noreferrer noopener">Zip Recruiter</a>, for her advice on how to know if you’re working for a company that isn’t supporting your growth or if your promotion just hasn’t happened yet.







<h2 class="wp-block-heading" id="h-make-sure-you-re-actively-advocating-for-a-promotion">Make sure you’re actively advocating for a promotion</h2>



When you’re working hard and showing up every day, it’s easy to assume your efforts speak for themselves. But you also need to be sure that your <a href="https://successcom.wpenginepowered.com/communication-skills/">manager knows</a> that you want to be promoted.&nbsp;



“The self-advocacy piece is important, and I think a lot of folks tend to skip over that and just assume that their manager knows that they want the promotion,” DeMase says. 



It’s easy to believe that. After all, if you’re putting in the effort and consistently delivering, it seems only fair that someone would notice.



But according to DeMase, still, “we need to advocate for ourselves and make our leadership aware that we’re interested in moving up and not make assumptions that they already know.”



The best way to do that is to be transparent and direct with your leader and see what you need to do to get promoted.&nbsp;



With that, it’s also important not to assume that a promotion isn’t possible for you.&nbsp;



Don’t be your own worst enemy. DeMase says, “Go present your business case. Go present and advocate for yourself, rather than assuming, ‘I guess I’m never going to get promoted. I guess they’re not going to do it.’ Don’t be the one to tell yourself no. Let them tell you.” 



Now, if a promotion opportunity opens up, you’ve clearly expressed your interest, made your case and consistently put in the work, but promotions continually go to others, it may be time to pause and reassess.



Here are four red flags you will want to watch out for, but understand it might take more than just one sign to truly indicate that you’re being passed up and overlooked:



<h3 class="wp-block-heading" id="h-more-work">More work</h3>



If you were passed up for a promotion but are now getting <a href="https://successcom.wpenginepowered.com/thats-not-my-job-setting-boundaries-at-work/">more work without the title or compensation</a>, it can be a sign that you’re being undervalued.&nbsp;



As DeMase puts it, if “you’re getting assigned more work, your list of responsibilities continues to grow, but you’re not given the recognition, whether that’s compensation [or] promotion, that’s a red flag.” 



If that sounds familiar, it may be time to start exploring roles where your contributions will be properly acknowledged.



<h3 class="wp-block-heading" id="h-less-visible-work">Less visible work</h3>



Similarly, if you’re being given work that doesn’t allow you to be visible or work that doesn’t prepare you to advance, that can be a sign too, she says.&nbsp;



According to DeMase, this might look like “not being assigned to key projects [or] not being assigned to work that is influential in the organization,” she says. 



This could be an indicator that you’re being overlooked for a promotion.



<h3 class="wp-block-heading" id="h-others-are-getting-promoted">Others are getting promoted</h3>



When your performance is consistently strong, but recognition goes to others based on potential alone, it may signal that you’re being overlooked.&nbsp;&nbsp;



DeMase recalled a time this happened to her when she was looking to get promoted. “I saw people getting promoted for their potential. So I was like, ‘Why am I not getting promoted for my results?’ I see these other people getting promoted simply for their potential, when I had rock solid achievements—that is a definite red flag.”



<h3 class="wp-block-heading" id="h-no-clear-upward-path">No clear upward path</h3>



If your employer comes out and tells you that there isn’t a promotion for you now, or in the future, that might be more than just a sign—it may be a message that it’s time to explore opportunities elsewhere if you’re looking for growth.&nbsp;



“If your leader is saying, ‘There really isn’t a clear path for mobility here. We don’t have a plan for you in your role,’” that’s a red flag.



If there’s no clear path forward, and leadership isn’t working with you to create one, it might be time to explore other options to advance in your career.



<h2 class="wp-block-heading" id="h-reasons-to-stay">Reasons to stay</h2>



Now, if you’re seeing these signs and wondering whether you should stay or leave, it’s worth examining how important the promotion is to you. 



If you’re on the fence about staying at the company, DeMase says there are a few questions to ask yourself and your leader too: Without the promotion, are you happy? How’s your mental health? How’s your stress level?’



It’s essential to be self-aware of how you’re feeling, as that will help you determine whether you should stay in your current position or if you should start looking for another job elsewhere. Here are four signs that staying might be the choice for you.&nbsp;



<h3 class="wp-block-heading" id="h-other-growth-opportunities">Other growth opportunities</h3>



If you like the company but find career growth to be important, one solution is to check in with your leadership.&nbsp;



“You might say something like, ‘Hey, I love the company, I love the people here. Can I make a move laterally to a different team?’” DeMase suggests.



Although it might not be the original promotion you’re looking for, if you’re feeling unfulfilled, moving teams can be refreshing and can bring you a new sense of pride in your work, DeMase explains. 



<h3 class="wp-block-heading" id="h-strong-work-life-balance">Strong work-life balance</h3>



Another reason it might be beneficial to stay is if the environment supports your well-being.



“I think another reason to potentially stay is if you feel like you have [a] strong work-life balance in place and your boundaries are being respected,” DeMase says. 



If your role allows you to <a href="https://successcom.wpenginepowered.com/work-life-balance-tips/">thrive both personally and professionally</a>, that stability can sometimes outweigh the need for rapid advancement.



<h3 class="wp-block-heading" id="h-you-re-still-learning">You’re still learning</h3>



One good reason it might make sense to stay is that you’re still in an environment where you’re learning, especially through a supportive manager.



“If you can say, ‘My manager taught me XYZ. My manager taught me adaptability. My manager taught me how to be calm under stress,’—if you have tangible skill sets that you can say your manager taught you,” that can be an indicator that you’re still growing in your current role, DeMase says.



If your manager is helping you build real, transferable skills, it’s a sign that staying, at least for now, could pay off in the long run.



<h3 class="wp-block-heading" id="h-you-re-receiving-feedback">You’re receiving feedback</h3>



Finally, they’re highlighting specific areas where you’re doing well.



“They’re giving you feedback that comes with examples. They’re saying, ‘I saw you performing in this meeting. I loved how you presented XYZ. It felt like it really landed with the audience.’ They’re giving you these specific compliments, specific feedback,” DeMase says.



When your leadership notices your strengths and takes a moment to name them, that can also indicate they’re invested in your development, and that can be a meaningful reason to stay.



Feeling overlooked for one or several promotions can be incredibly frustrating, making it seem like your hard work isn’t being seen or valued.&nbsp;



Before making a move, it’s worth weighing the red flags against the benefits of your role and having an honest conversation with your manager.&nbsp;



But if you feel that it’s time for you to go, just know that sometimes, the most powerful move isn’t working harder—it’s knowing when to walk away.



Photo by BaanTaksinStudio/Shutterstock.

If you’re feeling undervalued after being passed over for a promotion, here’s how to decide whether it’s time to leave your workplace.

If you’re feeling undervalued after being passed over for a promotion, here’s how to decide whether it’s time to leave your workplace. | SUCCESS

Overlooked and Never Considered for a Promotion—When to Walk Away

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What to Do If You’re Passed Over for a Promotion | SUCCESS

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Alyshia Hull is a freelance writer born, raised and currently living in Upstate New York. She attended SUNY Oswego and has been writing in the business space ever since.

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After weeks of searching, applying and interviewing, you finally got the job offer you were hoping for. It’s an exciting moment and one you should acknowledge and celebrate.



But before you rush to accept a new role and close the door on other opportunities, it’s important to pause and examine your offer carefully.



Some red flags in a job offer aren’t always obvious at first glance, and overlooking them could leave you stuck in a role that’s not the right fit for you.



<a href="https://madelinemann.com/" target="_blank" rel="noreferrer noopener">Madeline Mann</a>, career coach and CEO of <a href="https://www.youtube.com/c/SelfMadeMillennial" target="_blank" rel="noreferrer noopener">Self Made Millennial</a>, warns that when considering a new job, you should avoid explaining away any red flags simply because you're feeling optimistic about the opportunity.



Here are five common warning signs you shouldn’t ignore, and questions you should ask yourself before signing on the dotted line.&nbsp;







<h2 class="wp-block-heading" id="h-1-volcano-answers">1. Volcano answers</h2>



Volcano answers, or surface-level responses, are something you shouldn’t ignore when vetting a new job opportunity.



For example, when you <a href="https://successcom.wpenginepowered.com/the-best-and-bravest-question-to-ask-in-a-job-interview/">ask the interviewer a question</a> and they provide a vague answer, leading you to believe there's a lot more under the surface, this is a volcano answer, Mann explains.



Maybe you ask: “How do you like your manager?”



They then reply, “Oh… you know… we have different working styles but we figured it out…”



It’s important to remember that job interviewers represent the company, and they’re on their best behavior, too, not just the interviewee.



“When you hear a volcano answer… dig in deeper,” Mann says.&nbsp;



Ask, “‘What does that mean? What's your work style? What's her work style?’ Don't ignore those volcano answers, because there's usually a lot there,” she says.



<h2 class="wp-block-heading" id="h-2-too-many-tasks">2. Too many tasks</h2>



Another red flag to watch for is when a role combines too many responsibilities under one job title.



For example, if you’re in a <a href="https://successcom.wpenginepowered.com/trending-interview-questions/">job interview</a> and they say, “We want you to handle all of the social media marketing, all of the graphic design, all of the video content, plus a bit of operations and project management,” be cautious.



“When you hear this, it's usually a company that's under-resourced, that also possibly has shaky leadership because they don't really know how to design a team properly,” Mann says.



As a result, if you accept this type of role, expectations could feel like they’re through the roof, and being successful might often feel like an impossible feat.



Still, some people might like having a role with varying tasks, especially if they're someone who thrives in a dynamic, fast-paced environment where no two days are alike.



But before you sign on, Mann says to ask yourself, “What do I truly want in my next role? Am I looking for growth opportunities? Am I looking for learning opportunities?”



Either way, and maybe most importantly, make sure the workload you’re taking on is realistic and that you’re being compensated fairly for every hat they’re asking you to wear.



<h2 class="wp-block-heading" id="h-3-too-quick-of-a-hiring-process">3. Too quick of a hiring process</h2>



While a quick hiring process might seem ideal, it can be a red flag if it’s moving too fast.



To be fair, some roles like retail, food service, or warehouse jobs might require fewer interviews, as they often prioritize availability, work ethic and the ability to quickly learn on the job over formal credentials or extended hiring processes.



But if it’s a more demanding role, like engineering, marketing, finance or software development—a hiring process that moves too quickly, without incorporating proper evaluation of your skills or discerning if you're the right fit for the role, can be a red flag.



Mann says this could mean there’s a possibility that, “The role that they are ‘selling you on’ is undesirable.”



If this is the case, it could be a role with high turnover or burnout. In those instances, companies may focus more on selling the opportunity than truly vetting candidates. They’re just thinking, ‘All right, well, let's just try to get more people through the door.’



That's a red flag that you probably won’t want to take this job.



If you’re wondering if this is happening with a role you’re interviewing for, Mann says, ask yourself: “Did this feel too easy?” If so, it might be too good to be true. 



<h2 class="wp-block-heading" id="h-4-too-pushy-on-signing-quickly">4. Too pushy on signing quickly</h2>



Similarly, if a company offers you a job and pushes you to sign quickly, that can be cause for concern. Usually, a company will give you at least three days, or the weekend.



But if the company is rushing, this could look like the company saying, "We need to know by the end of the day," or, "We need to know by tomorrow," Mann explains.



“Most companies understand that you should hire slow, fire fast, and it really is showing a lack of good business acumen if they're kind of rushing through the hiring process, because you're likely to join a team of underperformers who are also rushed through the process and are not a good fit for their role,” she says.



Now, this could be different if the company has been communicative about why they need to fill the role quickly.



It might not be a red flag if you’ve been discussing the offer for a week, have hammered out all the details and all that’s left to do is sign, Mann explains.



But use caution: “If it's a whirlwind hiring interview process, and then they go, ‘OK, but tell us by tomorrow,’ that's a red flag that there's a bit of some high-pressure tactics here,” she says.



If you suspect this to be true when you’re interviewing for a job, you might want to pause and ask yourself: Did they give me at least three days to understand what this role entails, so I can make an educated decision?



<h2 class="wp-block-heading" id="h-5-unclear-on-your-tasks">5. Unclear on your tasks</h2>



When interviewing for a job, if you notice that the role seems different from one interviewer to the next or if it doesn't align with the job description, that’s a red flag.



When this happens, it could be a sign that the company doesn’t know what it wants.&nbsp;



"Success in the role could be a moving target," Mann says.



This lack of clarity could also lead to you being terminated or laid off because they didn’t fully understand the role this position would play in the company when you were hired, she explains.



Eventually, leadership might think, “Oh, we're not having you work on the right things. We're not really using you properly,” and that can lead to a layoff.



If you’re in a job interview and feeling that your tasks seem unclear, ask yourself: Is this a role where I can thrive, or will the lack of clarity lead to frustration and uncertainty down the line?



<h2 class="wp-block-heading" id="h-avoid-falling-into-your-own-trap">Avoid falling into your own trap</h2>



If you already have a job, make sure you’re not missing any red flags when leaving one company for the next, especially if your current job is a toxic one.



“A lot of people who have a job will have this unnecessary optimism that the next job they will take will somehow fix their toxic situation, when really they're just essentially repeating patterns of choosing the same type of company again, because that's the easiest job to get,” Mann says.



“If that's the case, especially if you're running from a bad situation, you need to understand those patterns of the past and make sure you're asking questions to unearth those things, make sure you're not repeating it,” she explains.&nbsp;



To ensure you’re not leaving one toxic job for another, ask yourself, <a href="https://successcom.wpenginepowered.com/build-life-aligned-with-values/">What are my values</a>?



“Whatever your values, you need to get extremely straight on those. Have your top five and do not waver from those,” Mann says.&nbsp;



Knowing your values will help you determine if the new job is right for you.



Photo by Hispanolistic/iStock.com

Before you accept that job offer, career coach Madeline Mann shares five subtle red flags that you should watch out for.

Before you accept that job offer, career coach Madeline Mann shares five subtle red flags that you should watch out for. | SUCCESS

You Got the Job, But Should You Take It?

You Got the Job, But Should You Take It? | SUCCESS

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You’ve landed a <a href="https://successcom.wpenginepowered.com/trending-interview-questions/">job interview</a> and have reached the negotiation stage, the moment where you can push for not just a higher salary but a prime parking spot and free lunch on Fridays.



While it might feel scary, <a href="https://successcom.wpenginepowered.com/how-to-negotiate-salary/">negotiating your job offer</a> is crucial for getting the compensation and benefits you deserve. But beyond salary, what else should you be asking for?



According to Jane Gerard, president of Jane Gerard Executive Search and a seasoned recruiter with over 20 years of experience in the industry, it starts with getting clear on what you want.&nbsp;







“You need to really think through what's most important and most valuable to you, and then negotiate from there,” she says.



Although you may not get everything on your list, prioritizing your must-haves and having an open, honest conversation with your employer can help you explore what’s possible.



<h2 class="wp-block-heading" id="h-here-are-four-things-beyond-salary-to-consider">Here are four things beyond salary to consider:</h2>



<h3 class="wp-block-heading" id="h-1-advanced-vacation-days">1. Advanced vacation days</h3>



In addition to salary, another item you can negotiate is advanced vacation days, especially if you have pre-planned trips or family commitments.



“Let’s say I give you an offer and there’s only 15 PTO days, but you say, ‘Well, I have a vacation coming up next month… I don’t have those days allocated to me because I haven’t started working,’” Gerard explains.&nbsp;



Advanced vacation days are something you can then try asking for upfront.&nbsp;



If you have a trip coming up and haven't accrued that time yet, you can ask for that vacation to be pre-approved and paid for before you start the job.



When asking for it, Gerard says transparency is key. She suggests saying something like,



“I have these pre-planned days… for a wedding or personal family trip… and I’m not going to be able to cancel that. Would this be something that you would consider as part of my package?”



Like with anything you’re trying to negotiate, Gerard advises being very open and clear about it at the offer stage.



<h3 class="wp-block-heading" id="h-2-commuting-nbsp">2. Commuting&nbsp;</h3>



Another item you can try negotiating is reimbursement for your commute. If your job requires you to drive to various locations, pay for parking or take public transportation, it’s worth asking for reimbursement or a stipend to cover those costs. According to Gerard, this might be determined by where you live.



In Los Angeles, Gerard says, a big concern is parking because it’s expensive to drive to the office and park. A solution is to either negotiate a parking spot provided by the company or reimbursement for parking in a garage. In New York, where far fewer people drive, it tends to be flexible spending that the company provides.



“It’s case by case,” she says. “If it’s any type of commute outside of your normal day-to-day subway or bus, that’s something that could definitely be negotiated.”&nbsp;



Your location also shouldn’t limit you.&nbsp;



“If you live in New York, maybe you can look for a job in Philly or D.C…. maybe you'd be willing to hop on a train two days a week and go to Washington, D.C., and work,” says Gerard.&nbsp;



If you’re willing to do it, see if your company would help you cover the cost. It doesn’t hurt to ask.



<h3 class="wp-block-heading" id="h-3-gym-memberships">3. Gym memberships</h3>



If the employer you’re interviewing with doesn’t offer it already, you can also try negotiating a gym membership or well-being days.



According to Gerard, well-being days are becoming a big perk that companies now provide.



“A lot of companies are offering four days a year where you get a… health and wellness day. They'll give you $100 per day to do whatever you want with it, whether it's go to a museum [or] get a massage, and that's additional… to your PTO, it has nothing to do with your vacation time,” Gerard explains.&nbsp;



Another benefit Gerard has seen companies offering recently is access to <a href="https://successcom.wpenginepowered.com/overlooked-employee-benefits/">wellness services</a>, like <a href="https://helpcenter.gympass.com/en-us/articles/12114432154003" target="_blank" rel="noreferrer noopener">Wellhub</a>, a corporate wellness program that provides access to gyms, online classes and nutritionists.&nbsp;



“Wellhub… is a ClassPass for working people,” she says, referring to the ClassPass fitness app that allows users to visit multiple gyms and spas via one subscription, “And so that's a big benefit that I think people could either negotiate or bring up as part of the negotiation process.”&nbsp;



<h3 class="wp-block-heading" id="h-4-pet-services-nbsp">4. Pet services&nbsp;</h3>



Another option to consider is pet services. While some companies offer health insurance for your pets, you can also ask for additional perks like doggy daycare or even a dog walker.



Gerard says some employees have negotiated for these types of services, especially when forced to return to the office after working remotely during the COVID pandemic.



“These are things that could be negotiated, because these are costs that you might not be able to afford,” she says.



Negotiating pet services, such as doggy daycare or a dog walker, can be a smart move, especially if your work situation changes and these costs become harder to manage on your own.



<h2 class="wp-block-heading" id="h-the-key-to-negotiating-nbsp">The key to negotiating&nbsp;</h2>



When it comes to <a href="https://successcom.wpenginepowered.com/why-i-negotiated-for-a-4-day-workweek-instead-of-a-raise/">negotiating</a>, Gerard recommends putting everything in an Excel spreadsheet. This includes the salary, benefits and perks your current company offers, alongside what the new company is willing to provide.



“Put down all the stuff you get now… and what you're getting in this new job and what you're currently paying for, and really do the math for it, and then see what you need to negotiate,” she says.&nbsp;&nbsp;



“There may be things that you’re like, ‘Wait a minute. OK, I'm not going to get the salary, but maybe [in] this [other area] they could be flexible,’” Gerard says.



When having that conversation, you might say, “I know you can't give me more money, but would you be open to giving me more time off?” Or, “I understand that you can't go up on the budget, but do you think you could do X because it would make up for that for me.”



Be strategic in how you ask for things, Gerard says. By comparing what you have with what’s on the table, you can confidently ask for what matters most and ensure you’re getting the best offer possible.



Photo by Ground Picture/Shutterstock.

You can negotiate for more than money. From gym perks to extra leave, here are four valuable benefits to ask for in your next job offer.

Negotiate more than money. From gym perks to extra leave, here are 4 valuable benefits to ask for in your next job offer. | SUCCESS

4 Things to Negotiate With Every Job Offer

4 Things to Negotiate in a Job Offer Besides Salary | SUCCESS

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A coworker passing away is not only an emotional experience but also a challenging one for companies to navigate, especially when it comes to <a href="https://successcom.wpenginepowered.com/how-to-hire-well/">rehiring</a> for the role and supporting the team through the transition.&nbsp;



Yet many organizations aren’t prepared for the possibility of an employee dying, leaving them unsure of how to respond when it happens.







“The situations that I find the most tragic aren’t just the ones where someone dies unexpectedly or there’s a very sudden loss in an organization, but when the teams themselves are not prepared—that’s when I’ve seen the most mistakes and missteps happen,” says <a href="https://www.linkedin.com/in/faith-holloway/" target="_blank" rel="noreferrer noopener">Faith Holloway</a>, a workplace grief consultant.



Here are four steps companies can take to handle the loss of an employee and the hiring process with <a href="https://successcom.wpenginepowered.com/why-a-compassionate-leader-gets-results/">compassion</a>.



<h2 class="wp-block-heading" id="h-1-acknowledge-the-team-s-loss">1. Acknowledge the team's loss</h2>



Before making any new hires, have a conversation with the existing team and acknowledge the loss they are facing.



“I think just in general, if you acknowledge it at all, you're already a step ahead of what most people do,” Holloway says.&nbsp;



This simple yet crucial step can create a more compassionate environment as the team processes the grief and prepares for anyone who might be coming in.&nbsp;



“My main advice is just to have a conversation with the team, or at least people that will be interacting with that new person,” Holloway says, adding that an open conversation is the best way to address any discomfort.



She recommends having this conversation in a private space and providing plenty of time to talk through any feelings that come up.&nbsp;



The leader might say something like, “We're rehiring for John's role. I know it's going to be uncomfortable…. We really loved working with him. It's a really sad situation for all of us,” Holloway suggests.



Then, segue into something like, “We do have to replace that role because it's essential to the business, and I want to make sure that we have some time to actually talk through what that means.”



Some topics to consider include ways to ensure the team member who died is remembered and how to make the new person coming in feel comfortable. Holloway also suggests not discarding the belongings of the deceased employee before friends or relatives have had a chance to see them. 



“The reaction from the family when they find out that those things have just been dumped in a box somewhere… [and] no one knows where it is or it’s been misplaced, can just be really upsetting for them,” she says.



<h2 class="wp-block-heading" id="h-2-be-transparent-with-the-new-hire">2. Be transparent with the new hire</h2>



When the company begins hiring to fill the position, interviewers should be prepared to speak honestly about why the role is available if asked by candidates, Holloway says. This transparency can help prevent confusion and ensure the new hire feels supported as they step into the role.



“People can feel really blindsided if they're rehired in that role and not told the situation,” she notes. “Team members can feel really angry at leaders because they don't feel like they're leading or going about it in the right way.”&nbsp;



She suggests saying something like, “Unfortunately, the person who was in this role has actually passed away. We know that that's a pretty untraditional reason for this job to come up. So that may be a bit of a surprise to you.” Then, add some sort of reassurance about what your plan is for your new hire when they step into the role.



<h2 class="wp-block-heading" id="h-3-provide-support-to-the-new-hire">3. Provide support to the new hire</h2>



Sometimes when you start a new position, you’re able to have a conversation with the person who had the role before you. But since that’s not possible with a deceased employee, it’s important for the manager to be extra patient with the new hire.



“Sometimes there's a lot of pressure on that person coming in to just kind of swoop in and pick everything up, but [recognize] that it's a very unique situation, and that some patience and some extra support will go a long way,” Holloway says.&nbsp;



It’s also important to realize that the new employee may approach the role differently than the previous employee did.



“They shouldn't be considered a replacement of the person who has died, or the role that they've taken over,” Holloway explains. “They may have a very different personality, a very different approach to the work.”&nbsp;



While team members may naturally, and accidentally, compare the two, it’s crucial to treat the new hire as an individual. “Sometimes [team members] need a reminder that those comparisons aren't fair for the person who's coming in,” Holloway says. 



<h2 class="wp-block-heading" id="h-4-have-a-plan-in-place-nbsp">4. Have a plan in place&nbsp;</h2>



Holloway says death in a workplace happens more often than you might think, but because it's uncomfortable to consider, many companies don’t have a plan to address it.



“If you don't have it covered in your company [policy], it's something to start thinking about, and not think about when it happens to you, but beforehand. Because when it happens, you won't be in the right mindset to deal with it. You'll be reactive. You'll be stressed about it. You'll probably be emotional yourself,” she says. 



Holloway remembers working with one insurance company that had a full policy in place for how they would address team members and communicate with the family, as well as a list of things to do within the first 24 hours after an employee's death.&nbsp;



When putting such a policy together, Holloway suggests asking yourself, “What are the things that you may forget? What are the things that you may just gloss over? What are the ways that you want to communicate with the family?”



Having a clear plan in place can ensure that when the unexpected does happen, your company can respond thoughtfully and minimize missteps in an already difficult situation.



Photo from fizkes/Shutterstock.com

Learn key steps to help navigate the grief process and hire a new team member with care after an employee passes away.

A coworker passing away is not only an emotional experience but also a challenging one for companies to navigate, especially when it comes to rehiring for | SUCCESS

Rehiring After an Employee Dies: 4 Steps to Take

4 Steps to Take After an Employee Dies | SUCCESS

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Future of Work

Future of Work Archives

Future of Work | SUCCESS | What Achievers Read

Losing a family member or friend is an emotionally overwhelming experience that requires time to grieve, reflect and manage necessary arrangements.&nbsp;



For employees, it also means navigating the challenge of stepping away from work.



While many companies have bereavement policies, these policies aren't always comprehensive or flexible enough to meet the diverse needs of grieving employees.



According to Justin Clifford, CEO of Bereave—a workplace solutions company specializing in bereavement leave—there are a few key bereavement policies every organization should consider having in place to better <a href="https://successcom.wpenginepowered.com/how-to-support-a-grieving-friend/">support their workers</a> in moments of loss.



<h2 class="wp-block-heading" id="h-include-pregnancy-loss-in-your-bereavement-policy">Include pregnancy loss in your bereavement policy</h2>



First, consider including leave for pregnancy loss in your policy.



Many bereavement policies address only bloodline relations, overlooking the profound impact pregnancy loss can have on families.



While some companies are starting to include time off for pregnancy loss in their policies, a lot of the stagnation in the past has come from it being really hard to talk about, Clifford says.



“It is much easier when you're creating policies to call your benefits broker and/or benefits advisor and figure out, what's benchmark?” he explains. “It's easy[ to] say…&nbsp; 'That's benchmark, we're just going to stick it in,' and we're not really going to consider what happens in these really difficult moments of our employees' lives.”







Most leaders, unless they’ve experienced it themselves, don’t have a clear guide, and there’s no playbook for handling these situations, he says.&nbsp;



As a result, many companies struggle to create thoughtful policies that truly support their employees.&nbsp;



Instead, they often rely on simply reusing last year’s policy, missing the opportunity to provide meaningful assistance during critical times.



<h2 class="wp-block-heading" id="h-include-pet-loss-in-your-bereavement-policy">Include pet loss in your bereavement policy</h2>



Another policy some companies are starting to include is leave for pet loss.



More progressive organizations recognize that grief isn’t limited to the death of a person, it can also stem from the loss of a beloved pet, says Clifford.



“We talk to people all the time who say that [their] relationship with their parents isn’t [as strong as the one with their] dog or cat, and for them, the loss of a pet would be more profound than most human losses,” Clifford adds.



Pets have become such a significant part of people's lives that even workplace Slack channels often have a dedicated section for talking about pets.



“The role that pets play in many families is a very significant role, and that loss can be very profound to a lot of people. So, to not include pets is to almost create a policy that is void of people's lives and people's families,” Clifford says.



<h2 class="wp-block-heading" id="h-remove-eligibility-by-relationship-in-your-leave-policy">Remove eligibility-by-relationship in your leave policy</h2>



One way to improve your bereavement policy is to recognize that all families are different.



“Most of the policies that we engage with say things like you get five days for



direct relatives,” Clifford says.&nbsp;



These policies typically list who qualifies as a direct relative, often including a child, spouse, sibling or parent—but excluding relatives like an aunt, uncle or close friend.&nbsp;



Policies like these don’t account for the different emotional weight that various relatives carry for people.



Clifford offers an example from his own life. “I had an uncle die… that I saw maybe once a year. I also have a friend in high school who was raised by his uncle. Those two people are going to be treated the same with a bereavement policy that references uncles,” Clifford says.&nbsp;



When crafting your policy, it’s important to recognize that every family is different. Instead of setting a blanket rule of five days for direct family members, consider adopting a more flexible approach.



Your policy could state something similar to:&nbsp;



We won’t dictate who you love or who you feel the closest to, nor will we ask you to name those people.



Instead, we'll give you time for your losses, whether you're the executor of a will or need space to grieve and mourn. We’ll offer that time based on trust—trusting that if you say you need it, you truly do.



<h2 class="wp-block-heading" id="h-best-practices-for-creating-a-bereavement-policy-nbsp">Best practices for creating a bereavement policy&nbsp;</h2>



When it comes to creating an ideal bereavement policy, there isn’t one that will fit all companies.



“It does depend on the company and the culture and what you're trying to achieve,” Clifford says.&nbsp;



Still, there are a few other key features worth considering.&nbsp;



First, it’s important to ensure your bereavement policy aligns with other company policies.



For example, many companies offer 90 to 120 days of paid parental leave, yet their bereavement policies may only provide three to five days off, sometimes unpaid, Clifford explains.



This imbalance sends a mixed message: It suggests that bringing a child into the world deserves a quarter of a year off with pay, but if that same child were to pass away, the employee is only allotted a few days.&nbsp;



The difference in how these life events are treated by one-size-fits-all bereavement policies send different signals.&nbsp;



While parental leave is often celebratory, it's important to consider why that time off is provided, usually for attraction and retention. “Align your bereavement policy in a similar fashion,” Clifford says.&nbsp;



Another important feature is ensuring equity across job titles.&nbsp;



“We hear all of the time about a C-level executive getting or taking more time than an entry-level frontline employee because they have the title,” Clifford says.



<h2 class="wp-block-heading" id="h-beyond-your-company-policy">Beyond your company policy</h2>



When an employee returns from bereavement, there are practical steps that managers and companies can take to offer <a href="https://successcom.wpenginepowered.com/how-to-support-a-grieving-friend/">meaningful support</a>.



One idea Clifford suggests is allowing the employee to bring a friend or a buddy to the office on their first day back to provide them with emotional reassurance.



Or, if you’re a manager, you can also try meeting with your employee privately prior to the team meeting.&nbsp;



This small act can help ease the transition, helping them avoid the discomfort of facing the entire group immediately upon their return.



Ultimately, while having a supportive bereavement policy in place is essential, it’s often the small, thoughtful gestures that make the biggest difference in helping someone navigate their return to work after a loss.



Photo by PeopleImages.com - Yuri A/shutterstock.com.

Learn how modern, flexible policies help organizations better support grieving employees and foster a more compassionate work environment.

Learn how more modern, flexible policies help organizations better support grieving employees and foster a compassionate work environment. | SUCCESS

Thinking Differently About Bereavement Leave

Thinking Differently About Bereavement Leave | SUCCESS

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young women recording a video submission for a job interview

In addition to submitting a resume and cover letter, many companies now <a href="https://wambamfence.com/blog/2020/06/were-hiring-3/?srsltid=AfmBOorXag2IvdkfEYfBmMYog7ZWuX5fvGhOHx6qJw9FjAS6msjvsdyV&amp;utm_" target="_blank" rel="noreferrer noopener">ask applicants to send in video submissions</a>. A <a href="https://news.linkedin.com/2021/march/linkedin-and-microsoft-skills-commitment" target="_blank" rel="noreferrer noopener">2021 LinkedIn survey</a> found that 61% of job seekers believed a recorded video might be the next version of the old-school cover letter and 41% percent had already used video as part of a job application.



For some roles, a video might make sense, especially for jobs where you need to showcase your personality or communication skills, such as applying to be a talk show host or&nbsp;salesperson.



But for many other positions, it could create additional hurdles for job seekers and may accidentally cancel out candidates who would be great but aren’t tech-savvy or comfortable on camera.



But why are companies asking for video submissions in the first place?



<h2 class="wp-block-heading" id="h-the-benefits-of-video-submissions">The benefits of video submissions</h2>



According to Peter Murphy Lewis, the chief marketing officer of <a href="https://strategicpete.com/" target="_blank" rel="noreferrer noopener">Strategic Pete</a>, a marketing agency, there are a variety of reasons why companies might be asking applicants to submit videos with their resumes and cover letters.



“The first reason is it's just another filter to see if the person wants the job or wants the internship,” he says. The second reason is trying to determine if the candidate is a <a href="https://successcom.wpenginepowered.com/stop-looking-for-culture-fit-find-culture-add/">good cultural fit</a>. “[Companies are] trying to read personalities over a video, so that they don't have to waste time trying to figure that out in the actual interview,” he explains. 







While Lewis’s company does not require job applicants to submit videos, he does give them the <a href="https://dynamitejobs.com/company/experiencecare/remote-job/seo-writer-content-marketing-internship">option to submit one</a>. In his most recent hiring round, he received applications from roughly 192 candidates, who were applying to be interns, and the majority of them did submit videos. 



<h2 class="wp-block-heading" id="h-showing-your-personality">Showing your personality</h2>



Those who submitted videos were encouraged to introduce themselves, share their insights on the CEO’s podcast(s), and explain why they believed they would be a good fit for the team.



“The videos allowed us to determine a little bit of their personality,” he says.



Lewis described one candidate who immediately stood out based on his video submission—and ultimately, it helped him land the internship.



The candidate discussed Lewis’s podcast, shared his own failures, reflected on Lewis’s failures, and explained why he wanted to work on a team with someone who had <a href="https://successcom.wpenginepowered.com/9-tips-for-overcoming-setbacks-from-9-resilient-entrepreneurs/">experienced setbacks</a> as well.



Lewis says he knew from watching the video that the applicant would be a great fit for the team, as the candidate was vulnerable and honest, qualities Lewis values. “You could tell, in that two-minute video, that he wanted to be around like-minded individuals.” The candidate, who was hired as an intern, is now a manager on Lewis’s team. 



“I think a unique opportunity to [include] your voice and your personality,” he says—things you can’t always get from reading a written application. 



Lewis has hired job applicants who didn’t submit a video, because, even without it, their applications still stood out.&nbsp;



“When we did… interview with them, they were spectacular, and we hired them because they brought in grit,” he says. “Just because they didn’t want to be on camera didn’t mean they didn’t… have grit, and I would have missed out on them,” if video submissions had been the deal breaker.



<h2 class="wp-block-heading" id="h-drawbacks-of-video-submissions">Drawbacks of Video Submissions</h2>



While video submissions provide benefits, there are also some potential downsides for candidates. These include:



<h3 class="wp-block-heading" id="h-tech-challenges">Tech challenges</h3>



Although video submissions can be a great way to showcase an applicant's enthusiasm and eagerness for a role, one significant drawback is the potential for <a href="https://scionstaffing.com/video-interviews-recruiting-pros-cons-best-practices/">tech challenges</a>, especially if making videos isn’t part of the actual job description.&nbsp;



Not all job seekers have the resources to create a high-quality video. Some may lack access to professional recording equipment or suitable lighting, which can make it harder for hiring managers to focus on the candidate’s qualifications. Additionally, some applicants may not know how to record, edit or upload a video, further complicating the process.&nbsp;



<h3 class="wp-block-heading" id="h-lack-of-experience">Lack of experience</h3>



Another potential downside is nerves. Candidates who aren’t used to speaking to a camera may find video submissions nerve-wracking, which could impact their performance.&nbsp;



One job seeker, <a href="https://www.linkedin.com/in/meaganmorris/" target="_blank" rel="noreferrer noopener">Meagan Morris</a>, a digital strategist, recalled the first time she had to record a video for a job application. “It felt really odd. I was looking at a blank screen like I was recording a video and it just didn't make a lot of sense, and I felt very self-conscious,” she says.&nbsp;



For those who aren’t great public speakers or are <a href="https://resources.workable.com/stories-and-insights/pros-and-cons-one-way-video-interviews" target="_blank" rel="noreferrer noopener">uncomfortable </a>sitting in front of a camera, the pressure to appear polished and sound well-spoken can be overwhelming. If nerves are high, this may impact how they communicate their ideas, qualifications, or why they’re a great fit for the role.&nbsp;



“When you're putting a video of yourself out there, I think it's very—I don't think intimate is the right word—but you're vulnerable because you're not getting the face-to-face interaction, not seeing the body language or reaction of the person you're talking to," Morris says.&nbsp;



<h3 class="wp-block-heading" id="h-interview-fatigue-nbsp">Interview fatigue&nbsp;</h3>



If more and more companies begin to require video submissions, <a href="https://testlify.com/challenges-of-using-video-and-audio-interviews/" target="_blank" rel="noreferrer noopener">interview fatigue </a>could set in and become a significant issue for job seekers. Candidates who are recording videos for multiple applications may quickly become overwhelmed and lose their enthusiasm.&nbsp;



Over time, this fatigue may reduce the quality of a candidate's video and hold the applicant back from making a strong impression. The pressure to constantly perform well on camera can lead to burnout, leaving candidates feeling less confident and potentially hurting their ability to show why they’re the perfect choice for the job.



Morris explains how nowadays, job seekers have to customize their resume along with a custom cover letter; adding in the extra step of recording a video might be a bit too much for some.



“There's no guarantee you'll even get a response or even a rejection [email] anymore, and so you're putting a lot of work in for no guarantee of any kind of payoff,” she says.



<h2 class="wp-block-heading" id="h-should-you-submit-a-video-if-asked">Should you submit a video if asked?</h2>



If you truly want a position and the company asks for a video submission, even if it’s optional, it might be best to submit one, as not submitting one could potentially hurt your chances of landing the job. 



If you’re the one hiring, it might be best to consider if a video submission really adds value to the hiring process, or if a resume and well-done interview can be enough. 



Video submissions can be insightful, but you don’t want to lose a really good candidate who might not shine well on camera.



Photo by fotosparrow/shutterstock.com

Job seekers are facing a new challenge: video submissions. Find out why and learn how to overcome tech difficulties, nerves, and make the best impression.

Job seekers are facing a new challenge: video submissions. Find out why and learn how to overcome tech difficulties, nerves, and make the best impression. | SUCCESS

Why More Companies Ask Job Applicants to Include Video Submissions

Why Job Applicants Are Asked to Include Video Submissions | SUCCESS

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Two women speaking during an exit interview

I’ve been there—sitting through an exit interview, the final conversation that officially closes the door on your job. My eyes were swollen, and a lump formed in my throat as the interviewer turned on her camera. I wasn’t sure what to expect, what questions might come or why the meeting had appeared so quickly on my calendar. I had never had one before.



As the interview began, she explained that it was company policy to ask me a series of survey questions, and I was asked to answer them honestly. I nodded, and the survey began. I didn’t want to be there—I didn’t want to lose my job two days before Christmas. But I agreed, hoping that my answers might improve the company in some way.



That experience stayed with me. Since then, I’ve often wondered if there’s a better way to conduct exit interviews. Is there a right or wrong way to do them?



All companies are different, but there are ways to make exit interviews a little better for those involved. Let’s take a look at a few.



<h2 class="wp-block-heading" id="h-conduct-exit-interviews-face-to-face">Conduct exit interviews face-to-face</h2>



According to Deborah McGee, president and CEO of <a href="https://www.pzigroup.com/" target="_blank" rel="noreferrer noopener">PZI Group</a>, a consultancy focused on human resources outsourcing, one of the biggest mistakes companies make is skipping exit interviews altogether. 



“It’s a shame because I think they lose out on valuable information,” she says. “It’s an opportunity for the employee to discuss issues that they might have felt… or things that possibly the company could have done better.”



McGee also emphasized that exit interviews should be conducted by human resources. This helps HR see what their internal managers are doing, whether in good ways, bad ways or ways that might be indifferent, she explains.







She adds that exit interviews should be handled in person, rather than by sending a survey to an employee’s inbox. “It should be done face to face. If somebody’s leaving your organization, you should take the time to at least spend five [or] 10 minutes with them,” she says.



Timing is another key factor. It’s important not to conduct an exit interview too early, as the employee still needs to work there, McGee explains.



At McGee’s company, she prefers to schedule exit interviews two days before the employee's final day. This gives them enough time to share their thoughts while also allowing them to say their goodbyes and participate in farewell activities, like a final lunch.&nbsp;



The goal is to ensure that they leave on a positive note and maintain a <a href="https://successcom.wpenginepowered.com/13-key-traits-of-strong-professional-relationships/">good relationship</a> with both their colleagues and the company culture, she says.



<h2 class="wp-block-heading" id="h-watch-what-questions-you-ask">Watch what questions you ask</h2>



When conducting an exit interview, McGee suggests asking questions like, “‘What did you like about your position?’” She explains that it’s important to remember that nobody hates everything about their job.



Other questions to consider include, “What would you have done differently if you’d had the opportunity?” and “Would you consider coming back to work for this organization?”



McGee also recommends steering clear of certain questions, such as, “What didn’t you like about your manager?” or “Was there anyone in particular you had issues with?” While departing employees might choose to share these details, McGee stresses that the interview shouldn’t feel like a witch hunt.



While HR should have a guide or template with questions to ask, it should serve as just that: a guide. Interviewers should take the time to understand the individual they’re interviewing—rather than simply reading off a list of survey questions—and also remind them where their efforts were valued.



“Especially if they're not leaving by choice, then praise them for what they did for the company,” McGee says.



<h2 class="wp-block-heading" id="h-don-t-take-feedback-personally">Don’t take feedback personally </h2>



Exit interviews can be uncomfortable on both ends, especially if the interviewee is hostile or upset, McGee says. It’s important to recognize that the employee may be facing difficult circumstances, such as losing their insurance.



“They're in a really hard spot that makes it uncomfortable,” she explains.



McGee also emphasizes that interviewers should avoid taking negative feedback personally. “It will feel personal because it’s person to person,” she says, but it shouldn’t be taken that way.



Overall, an exit interview should be just as important as onboarding since it represents the employee's final experience with the company. Because of this, it’s important to understand the purpose behind the exit interview and ensure that it’s handled respectfully, McGee says.



<h2 class="wp-block-heading" id="h-what-to-do-before-getting-to-an-exit-interview">What to do before getting to an exit interview</h2>



Although exit interviews often occur due to layoffs, they can also happen when employees choose to leave for better opportunities. Before it gets to that point, it can be helpful to check in with your employees while they’re still working for your company.&nbsp;



“We actually do <a href="https://successcom.wpenginepowered.com/what-is-a-stay-interview/">stay interviews</a>,” McGee says. After six months or more, she asks her employees, “‘Why do you stay with us? What are we doing well? How can we make it better for you?’”



Conducting stay interviews addresses employees’ concerns proactively and creates a better work environment, McGee says, which helps employees choose to stay rather than leave.



Photo by fizkes/Shutterstock.com

Exit interviews can provide valuable insights for a company—but only if you conduct them thoughtfully. Find out how in our latest.

Exit interviews can provide valuable insights for a company—but only if you conduct them thoughtfully. Find out how in our latest. | SUCCESS

3 Steps for Conducting an Exit Interview

3 Ways to Conduct Successful Exit Interviews | SUCCESS

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A smug woman pointing to herself while wearing a crown.

For some, bragging about yourself doesn’t come naturally. But when it comes to work, bragging is sometimes necessary—especially when you’re sitting in a <a href="https://successcom.wpenginepowered.com/5-things-to-do-before-your-next-job-interview/">job interview</a> or being considered for a <a href="https://successcom.wpenginepowered.com/how-to-get-that-promotion-you-want/">promotion</a>.



If you’re not actively writing down your wins and past accomplishments, it can be hard to know what to say when asked, “Why should we hire you?” or “Why should you get that promotion/raise?”







That’s where a brag book comes in. A brag book is a powerful tool that allows you to capture and remind yourself of your achievements, ensuring that when the time comes, you have everything right there in front of you.



“Brag books are really good visual reminders of everything that we’ve accomplished, all in one place,” says <a href="https://successcom.wpenginepowered.com/erin-mcgoff-advice-with-erin/">Erin McGoff</a>, career expert and founder of <a href="https://www.tiktok.com/@erinmcgoff" target="_blank" rel="noreferrer noopener">Advice With Erin.</a>



Although brag books are for your eyes only, they’re great to look at when you’re preparing for a job interview or promotion and you’re asked experience-based questions, like:&nbsp;



“Tell me about a time you achieved ____.” “What is your experience with ____?”



Having a brag book handy means you’re ready with specific examples to confidently answer these questions and highlight your accomplishments. 



<h2 class="wp-block-heading" id="h-what-to-include-in-your-brag-book">What to include in your brag book </h2>



Not sure where to start? Here are some things to include in your brag book:



<ol class="wp-block-list">
<li>Compliments from your boss</li>
</ol>



“Sometimes, you may work for a boss who isn’t very validating. So, it’s important to take those moments when they do compliment you and tell you that you did a good job, and keep those tucked away,” McGoff says. The same thing is true with compliments from co-workers.&nbsp;



If the compliment you receive is in writing (email or Slack, for instance), you can take a screenshot and place it in a folder on your computer. If it’s said verbally, you can write it down in your notes.



<ol start="2" class="wp-block-list">
<li>Kudos from clients and customers</li>
</ol>



If you work in an industry where you have clients or customers, jotting down their positive feedback should be included in your brag book too.



“For example, if you work in a restaurant, you might want to go to Yelp and see what people are saying,” McGoff suggests.



If they were to write, ‘Wow, the hostess was so great,’ take a screenshot of it.&nbsp;



If it’s a more client-based job, you can always take a screenshot of the emails or anything else that customers send you.



<ol start="3" class="wp-block-list">
<li>Milestones and wins</li>
</ol>



Milestones make for another great page in your brag book. Sometimes when we finish a project at work, we feel tired and just think, “OK, on to the next." But before you do, it’s important to take a moment, look at what you’ve accomplished and write those achievements down.&nbsp;



You can do so immediately afterward or pick a specific time, such as weekly or monthly, to note your wins, McGoff suggests. It’s best not to wait too long (for instance, at the half-year mark), as you may forget some of the details.



“If you go to that meeting and you’re like, ‘I think I just deserve [a promotion]. I’ve been working hard’—that’s one approach. But a better approach would be, ‘Look at X, Y, and Z—all of these ways that I brought value,’” McGoff says.



Maybe it’s how many sales you closed, the amount of money you brought in or your customer fulfillment numbers. After pointing to specific examples, your boss might think, “OK, this person came prepared, and they really do bring value to this company.”



If you have a job role where numbers are hard to measure, McGoff says there are still ways to include data in your brag book or resume.



“The thing that people don’t realize is that all companies have ways of keeping track of statistics and numbers and data,” she says. “So it might require a little bit of digging here and there. You can ask your manager about some of the data that happened, and maybe they aren’t things that you alone were responsible for, but they’re things that you contributed to, and these are great to keep track of, especially for those pesky resume bullets.”



<h2 class="wp-block-heading" id="h-putting-your-brag-book-together">Putting your brag book together</h2>



When creating your brag book, it’s important to remember that it’s not something people usually see. Instead, it’s something you turn to and pull from when needed.



“It can be something that you revisit when you’re working on that resume, cover letter, or portfolio or preparing for a promotion meeting. This is a place where you can see all of your accomplishments in one place,” says McGoff.



When putting it together, create it in a way that works best for you. “You can use Notion, Canva [or] anything you want to make it nice and fun and just somewhere that you can revisit and feel good about yourself,” she says. You can even add in motivational quotes if you wish. If you don’t feel like creating a fancy document, just pasting your notes in Google Drive can work too.



“Humans tend to focus on the negative. We tend to focus on where we’re not enough, and the brag book is entirely dedicated to reminding you of what you did accomplish and how much you do bring to the office, which is good both internally [and] externally,” McGoff says.&nbsp;



Photo from Nicoleta Ionescu/Shutterstock.com

Learn how to create a brag book to show off your accomplishments and milestones with career expert Erin McGoff of Advice With Erin.

For some, bragging about yourself doesn’t come naturally. But when it comes to work, bragging is sometimes necessary—especially when you’re sitting in a | SUCCESS

How to Use a Brag Book to Advance Your Career

How to Use a Brag Book to Advance Your Career | SUCCESS

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Young woman holding credit card and using laptop computer

Lifestyle

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Elevate your lifestyle for success and happiness

TikTok influencers are often known for showing off their latest purchases—from shoes to makeup, fancy gadgets and more.&nbsp;



But some have started off the year with a new trend that’s the exact opposite: No Buy 2025, which can also be found under the popular hashtag #nobuy. Instead of luxury haul videos, unboxings and sharing “must-have” items, a growing number of creators are vowing to go an entire year without buying nonessentials.&nbsp;



The reasons influencers are participating vary, but for many, it’s to <a href="https://successcom.wpenginepowered.com/ready-for-a-no-spend-challenge/">spend less</a>, go green and break free from the cycle of constant shopping.



To participate in the challenge, TikTokers are setting their own rules to determine what counts as an essential purchase and what items they’re cutting out.&nbsp;



They then break these rules down into two lists—“buy” and “no buy”—and share their lists on TikTok.







Essentials like groceries, toilet paper, rent and utilities remain on the buy list, of course, while less essential items make their way into the no-buy category.



For some fashion influencers, this means cutting out new clothing purchases entirely, while others are allowing themselves some leeway and replacing certain items only when they become damaged or are deemed unusable.



For example, TikToker Rebecca Sowden is not allowing herself to buy new clothing, but she is permitting herself to purchase new shoes—if an older pair becomes worn out. In <a href="https://www.tiktok.com/@rebecca.sowden/video/7446137266248109358?_r=1&amp;_t=8s4x4TY5oIo" target="_blank" rel="noreferrer noopener">a TikTok video</a>, she says, “No new shoes, unless I wear out a pair I already own to the point of needing to be replaced.”



<a href="https://successcom.wpenginepowered.com/mikayla-nougeira-routine/">Beauty influencers</a> are also participating in the challenge, opting to use up their existing makeup products before buying new ones, and gadget enthusiasts are resisting the urge to upgrade to the latest tech.



Some are also cutting out or cutting back on more than one category. Those refusing to buy new clothes might also opt out of buying beauty products or other nonessentials too.



While the specifics vary from person to person, the core message of No Buy 2025 remains the same: to become a more intentional consumer and curb the impulse to shop.&nbsp;



<h2 class="wp-block-heading" id="h-why-no-buy-2025-is-gaining-momentum">Why No Buy 2025 is gaining momentum</h2>



No Buy 2025 is gaining traction as TikTok users push back on the overconsumption that social media often promotes. For many, this challenge is about financial freedom. As living costs continue to rise, participants are becoming more conscious of where their money goes. By cutting out nonessential purchases (or at least cutting back) they are saving money, <a href="https://successcom.wpenginepowered.com/ultimate-guide-to-debt-management/">paying off debt</a> more quickly and gaining better control over their finances.&nbsp;



For example, TikToker <a href="https://www.tiktok.com/@elysiaberman/video/7445835685476699438" target="_blank" rel="noreferrer noopener">Elysia Berman</a> shared in a video that by following her No Buy 2025 list, she expects to have her debt, including her car loan, completely paid off by August 2025.



Beyond the financial benefit, others are joining the challenge for sustainability and to help the environment. With TikTok Shop and other <a href="https://successcom.wpenginepowered.com/amazon-haul-exploitative-online-retail/">online retailers</a> at your fingertips, impulse buying trendy items has never been easier.&nbsp;



However, items bought in fast fashion hauls often end up forgotten and later discarded, adding to overflowing landfills. The demand for these fleeting trends creates a cycle of overproduction, contributing to environmental waste. While viral low-rise baggy jeans might seem like the fashionable must-have for the season, they are quickly abandoned when the next trend comes around.



With the fast fashion and beauty industries contributing to massive waste, some influencers are choosing to step back and no longer take part in the cycle of overconsumption.



For example, TikToker <a href="https://www.tiktok.com/@cleanearthliving/video/7449021069282839854" target="_blank" rel="noreferrer noopener">Clean Earth Tori</a>, who promotes sustainability on her platform, told her followers she won’t be purchasing zip-close bags, dryer sheets, new clothes, storage bins or gift wrap in an effort to be more sustainable. She then asked her audience, “What are you doing in 2025 to be more sustainable?” By committing to the No Buy challenge, participants like Tori are reducing waste, making use of what they already own and embracing a more sustainable lifestyle.&nbsp;



For others, No Buy 2025 is all about intentionality. While it can be fun to make quick purchases, many are realizing shopping doesn’t always add to their overall happiness.&nbsp;



<h2 class="wp-block-heading" id="h-how-to-join-the-no-buy-2025-movement">How to join the No Buy 2025 movement</h2>



Although some of your favorite TikTokers may have started this trend, it isn’t just for influencers. Many viewers are hopping on board and trying out No Buy 2025 too.



If the idea of this challenge has sparked your interest, you might be wondering how you can get started. Here are a few simple steps to kick-start your own journey:



<h3 class="wp-block-heading" id="h-track-your-spending">Track your spending</h3>



If you’d like to start this challenge but aren’t sure where to begin, start by <a href="https://successcom.wpenginepowered.com/budget-templates/">tracking your spending</a>. During your next shopping trip or when reviewing your credit card statement, make a log of what you’re spending money on and how much you’re spending on those items. Without judgment, ask yourself if what you’re purchasing is truly necessary. By looking at your spending as it stands, you will be able to stay focused and make more intentional choices moving forward.



<h3 class="wp-block-heading" id="h-define-your-own-rules">Define your own rules</h3>



Like all financial choices, No Buy 2025 is personal, and it’s all up to you. To get started, list out the categories of purchases you would like to cut back on or even cut out altogether. Maybe for you, No Buy 2025 means cutting back on clothing purchases, tech, beauty products, dining out or subscriptions—whether that means eliminating them entirely or simply reducing your spending. When setting your own rules, it can also be essential to define your why. Ask yourself: Why are you participating in this trend? 



Are you trying to save money, live more sustainably, break free from impulse spending or simply be more mindful of your purchases? Defining your “why” can help you stay motivated and committed throughout the challenge.



<h3 class="wp-block-heading" id="h-make-use-of-what-you-have">Make use of what you have</h3>



Once you’ve started the challenge, the hard part is sticking with it. To resist the temptation of buying nonessential items, challenge yourself to sort through and organize the things you already own and then use up those items first. For example, if you’re trying to cut back on buying makeup, ask yourself if you already have a similar blush color stashed away somewhere. Or, if you’re tempted to buy a new tech gadget, check to see if you have one that functions already. You may be surprised at how much you already have stored away and the items that can still work for you.



<h3 class="wp-block-heading" id="h-get-creative">Get creative</h3>



When scaling back on purchases, learn to shop creatively. If you’re someone who loves buying new clothes and you find that you truly need to purchase a clothing item, try swapping or thrifting for it instead. Or, before buying a new book, check to see if your local library has a copy first.



You could also consider joining a “buy nothing” group or participating in local clothing swaps. These community-driven alternatives can help you fulfill your needs without resorting to new purchases.



When participating in No Buy 2025, the key is to make the challenge work for you and find a balance that aligns with your lifestyle and goals.



Photo by Just Life/Shutterstock

TikTok’s “No Buy 2025” trend has influencers ditching impulse buys for a year. Find out why it’s gaining traction and how you can join in.

TikTok’s “No Buy 2025” trend has influencers ditching impulse buys for a year. Find out why it’s gaining traction and how you can join in. | SUCCESS

No Buy 2025: The Viral TikTok Trend That’s Changing How We Spend

No Buy 2025: TikTok’s Viral Trend Changing How We Spend | SUCCESS

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A woman reaches out her hand for a handshake while sitting in front of a laptop.

I've been there. I applied for the job, nailed the interview and aced the written test that followed.



After carefully crafting a thank-you note to the hiring manager, expressing my gratitude for their time and consideration, I felt confident that I had <a href="https://successcom.wpenginepowered.com/4-research-backed-ways-to-make-a-killer-first-impression/">made a good impression</a>. Then came the waiting game. Did I get the job or not?



I knew not to expect anything on Day 1 or even Day 2. After all, <a href="https://www.indeed.com/career-advice/starting-new-job/how-long-does-hiring-process-take" target="_blank" rel="noreferrer noopener">hiring takes time</a>. But by Day 7, I couldn’t help but wonder if today would be the day I heard back about the job I so desperately wanted. Or if not today, maybe tomorrow?



As the days continued to pass, I found myself constantly refreshing my email, hoping for a response. Though my inbox refreshes automatically, I clicked the button again and again, willing a reply to appear. Still, nothing.



Maybe the hiring manager is busy, I thought. Maybe they’re still deliberating, caught up in discussions about the final decision. Or perhaps it’s just bad timing. It is Friday, after all, and they might be off for the weekend.



I tried not to panic, reminding myself that plenty of things happen behind the scenes and the silence didn’t necessarily mean a rejection. All I had to do was stay patient and wait.



By Day 14, two weeks after submitting my test and sending my thank-you note, I decided it was time to reach out.&nbsp;



If you're in a similar situation, here are three things to keep in mind for a successful follow-up:



<h2 class="wp-block-heading" id="h-follow-up">Follow up</h2>



Like many job seekers, I wasn’t sure when to send the first follow-up.



In most cases, the hiring manager will tell you when to expect a response during the interview. If they didn’t, and if you—like me—didn’t ask, it’s best to wait a little before reaching out.



“You don't [want to] follow up too soon because that can actually backfire and shoot you in the foot,” says Erica Rivera, former recruiter at Google and current career coach at <a href="https://www.careerdivacoaching.com/" target="_blank" rel="noreferrer noopener">Career Diva</a>. “You have to give them time, but… five to seven days is sufficient.”



But this is only a good rule of thumb if you weren’t told when you’d hear back in the interview. According to Rivera, if you do need to draft a follow-up, it’s best to include when the interview took place and say something along the lines of, “’I really appreciated our conversation and am looking forward to the next steps. Please let me know if there's any additional information that you need from me in order to proceed with this process.’”



With this message, you’re letting them know that you’re still interested and checking to make sure no information is missing.



<h2 class="wp-block-heading" id="h-don-t-be-too-pushy">Don’t be too pushy</h2>



After sending my <a href="https://successcom.wpenginepowered.com/how-to-write-thank-you-email-after-interview/">follow-up email</a>, another week passed with no response. I felt uncertain and a bit confused as to whether I should follow up again.



It’s okay to send a second follow-up, Rivera says, as things do happen. But again, you’ll want to “wait another week before sending another follow-up,” she continues. ”After that point, if you're still not hearing anything, then I typically will say that is kind of telling. Either they're not ready to hire [or] they moved forward with somebody else.”



She adds that as an interviewee, <a href="https://successcom.wpenginepowered.com/ghosted-after-interview/">you do deserve to hear back</a>, but it’s important to space out your follow-ups. Constant check-ins can come across as demanding and might create discomfort for both parties.



If you’re still not hearing anything after a second follow-up, it may be best to use your time elsewhere and move on.



<h2 class="wp-block-heading" id="h-move-forward-nbsp">Move forward&nbsp;</h2>



I followed up twice on the job I interviewed for, but when I still hadn’t heard back from the hiring manager, I knew it was time to let go. The waiting was hard, as was the rejection, but I’m glad I kept my options open.



During this process, I was still interviewing for other jobs, and I ended up landing the next position I applied for at a different company. To this day, the job I did get was the best job I’ve had so far.



Looking back, I’m grateful that things didn’t work out in the way I’d originally hoped. If they had, I never would have said yes to the job I ended up with. I also realized that if a company could so easily ghost me after an application, interview and test, it likely wasn’t the best environment for me.



At the end of the day, I learned the importance of sending a follow-up email. While it didn’t lead to the outcome I wanted, I now know that I did everything I could.



Photo by Yuri A/Shutterstock.com

What should you do when you don’t hear back after a job interview? Here are 3 tips for writing a follow-up message to a hiring manager.

What should you do when you don’t hear back after a job interview? Here are 3 tips for writing a follow-up message to a hiring manager. | SUCCESS

How to Nail the Follow-Up With a Hiring Manager

Tips for Writing a Follow-Up After a Job Interview | SUCCESS

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