Regardless of all the credentials, education, and accolades an employee may have, I’ve learned all that glitters is indeed not gold.

This little trick will help you gauge who’s smart and who’s the weakest link.

Who’s Dumb at Your Job…

Answer: People who cannot accept that their opinions, facts, or information might be wrong or misguided.

They usually become personally offended or harbor feelings of lowered self-confidence when you strike down their assertions. These types also tend not to see the forest for the trees.

How do you work with (around) them?

You’ve probably done it already if you’re smart (hint: steamroll).

Who’s Smart at Your Job…

Answer: People who can take your feedback and then dish it back to you in the same fashion.

Smart people digest/evaluate opposing viewpoints and acknowledge when they are wrong or defend their assertions confidentially without arrogance when they know they’re right. These types have a good grasp on perspective and always remain focused on guiding the business clearly and successfully.

How do you work with them?

Get smarter.

I’m not one to gossip, but I do traffic information from time-to-time. Though according to my manager, I tend to lend a sympathetic ear. Don’t we all?!?

Guest blogger at jobacle.com, Laura Kleinman says, “Gossip is an inevitable and unavoidable pettiness in the workplace.” Well, I have to disagree on the pettiness part, especially if it’s related to gossip about issues with your company and the behavior of your leaders. I’ve tailored this post to that sort of gossip.

Sharing information, especially about adverse workplace experiences, allows us to feel a sense of release, while also garnering validation from our peers about how we feel. Gossip also allows us to build a sense of connectedness with many of our co-workers (while consequently upsetting others too, it’s part of the game).

Corporations tend to blow more sunshine than promote dialogue and transparency about workplace issues, so obviously employees are going to be more inclined to gossip when they feel they have nowhere else to turn.

Too often the open-door-policy really isn’t open-door if you darken that door with negative feedback. It’s easy to get labeled a disturber of the peace.

So, I’m not going to tell you that it’s bad and don’t do it, but rather, tell you how to do it, and do it well. Gossip is just like most press releases; don’t let the FACTS get in the way of a good story.

Here are some rules, or as I like to call them, guiding principles on how to effectively gossip in your organization.

Rule # 1

Juicy gossip is a perishable good. You have to strike while the iron is HOT and kick em’ while they’re down! The story is only good for so long.

Rule # 2

Know your inner circle. Some people can’t be trusted.

Rule #3

Attune your ears to the sound of footsteps, especially the one’s of your manager. Know when to get quiet.

Rule #3

Meeting rooms are far safer than cubicles when sharing information. Never divulge too much in an email.

Rule# 4

Always ride the fence with those who can’t be trusted, and most definitely with your boss. Makes you appear unbiased on the topic and the least likely to be spreading the word.

Rule #5

After you’ve single-handedly (and secretly) brought your department to its knees and lowered morale by seeding relatively accurate conjecture about the unfair practices of your company, schedule some time with your boss to tell him that you’ve noticed a change in the productivity of your peers. Tell him how he can help win the team back over to drive high performance. (Might as well try to get a raise out of this deal!)

Lastly, I do discourage gossip about the personal problems of individuals. We all have weak moments in our lives, and you never know how you may cross paths with this person in the future (e.g. job interview).

In conclusion, keep it tact and diplomatic, while relishing in those little juicy gems of information that help us keep perspective on meaningful living and guide us to making smarter decisions.

When you’re out on the job hunt, it’s not uncommon for prospective employers and hiring managers to whip open their web browsers and Google you for a lil’ social juice. All kinds of things can come up, your LinkedIn account, your MySpace page, and heck, even pictures of your private parts!

Searching and finding people on the web is so easy to do these days, and it’s one of the quickest ways to do a pulse check on who and what you are (and whether you’re a desirable employee).

Kris Dunn at The HR Capitalist notes in his recent article just how easy this is and definitely top of mind for many HR peeps these days.

Tips for Managing Your Online Social Experience

A question I get all the time is, well should I use my real name when I register with all these social products? Well that depends on what type of social sites you want to participate and the social equity you’re looking to build.

Are you serious person or do you enjoy the lighter-side of life?

I am a workplace professional who uses social media to enhance my personal brand:

• Use your real name; take credit for who and what you are.
• Establish credibility by participating in meaningful conversations about work and your field.
• Always keep your conversations and responses tact and diplomatic.
• Keep your connections professional; remember, you are the company you keep.

I’m a workplace professional who indulges in social technology at a personal level:

• You will be searched at some point in time, so keep that back of mind, especially if you like to have dirty, public conversations; I would recommend using an alias.
• We all have weird and crazy friends, it’s normal. But you might want to think twice before accepting EVERY single friend invite from your off-duty social circle (especially those recreational drug users).
• Don’t participate in publicly-displayed dialogue that you wouldn’t want a prospective employer or hiring manager to see.

I provide these tips not because I necessarily believe there is a right or wrong way to do this or that it is even required, but potential job hunters need to be aware that most major corporations are still fairly new to social technology, and rather unresolved in how to handle and manage this newfound information.

Message to Hiring Managers

Employers should value individuality and respect that life outside of work is exactly that, outside of work.

Here’s a little gem of a quote I pulled from Lou Michels recent article at Suits in the Workplace, “[Obviously]…conduct welcome in an off-duty, non-work setting among the presence of family or friends might be grossly inappropriate and uncomfortable when observed in the workplace.”

Lou is right, and I think employers need to keep some perspective when passing judgement and making evaluations.

The off-duty, lighter-side indulges help take-the-edge-off mounting workplace stress, so I think it’s important for employers to understand that yes, we know some of the behavior you see in social communities would not be appropriate for work, but that doesn’t mean we behave like that at work.

It might be better to snoop my work performance rather than my social life.

Big thanks to KillerStartups.com for featuring our site today. Wasn’t expecting it at all, especially so early on in the game. Really appreciate the exposure!

Thanks
Jacob

I’ve heard numerous stories about co-workers rudely using their Blackberry’s in meetings, but I had never really experienced the issue first hand until this week.

This week I was hosting a very important project kick-off meeting, and my co-worker sitting next to me was conspicuously typing on her BlackBerry for most of the meeting with complete disregard for the conversation being had.

In addition, this employee scolded me at the end of the meeting because I’d forgotten to invite her! Ummm, what’s wrong with this!

Allow me to parlay some BlackBerry Etiquette 101:

1. It’s not appropriate to type on a Blackberry in a meeting, and considered rude if you do.
2. Always have your BlackBerry in silent/vibrate mode during a meeting.
3. If you are expecting an important message, excuse yourself from the room to check your device.

And don’t give me that crap that you are so important and critical to the operation!

If you are so critical to your operation that you need to be on a BlackBerry all the time, then chances are you don’t need to be ANY meeting (because you’re less of a leader, and more of a worker bee, mmmkay).

Real professionals maintain social grace and offer common courtesy to their peers and direct reports, especially during what should be a collaborative process where listening is key.