The First Facility Management Blog

Economy up, economy down, one thing remains the same: love is in the air at the office. Nearly four-in-ten (37%) workers said they have dated a co-worker at some time during their careers, in line with the 40% who said the same in both 2009 and 2008. Additionally, 32% said they went on to marry the person they dated at work. This is according to CareerBuilder’s annual office romance survey of more than 5,200 workers.

Some workers are dating those above them on the office ladder. When it comes to dating higher ups, women were more likely than men to date someone above them in their company’s hierarchy. Thirty percent of women said they have dated someone who holds a higher position in their organization; 19% of men report they have done the same.

“Workplace relationships are more accepted these days, with 67% of workers saying they aren’t keeping their romance a secret. However, it is the responsibility of the individuals to understand company policy and make sure they adhere to it,” said Rosemary Haefner, vice president of human resources at CareerBuilder. “Employees are working longer hours and under increased pressure, creating an environment that could cause relationships to bloom. Workers need to keep it professional under all circumstances, though, to ensure that the quality of their work is not negatively impacted.”

Some workplace relationships may have their beginnings in current workplace crushes. Eight percent of workers currently work with someone who they would like to date, with more men (11%) than women (4%) reporting they would like to do so.

Twelve percent of workers reported that their relationships started when they ran into each other outside of work. Some other situations where Cupid’s arrow flew between co-workers:

• Happy hour
• Lunch
• Working late at the office
• Company holiday party
• Business trip

Haefner offers the following tips for workers who may want to spark a workplace romance:

• Know your company’s office relationship policy. While some companies are completely open to office romances, others may have stricter policies. Make sure both parties in the relationship are aware of potential rules or consequences.
• Beware of social media. Before you start posting pictures and status updates about your new “status,” it may be better to inform your co-workers or boss in person. That way, there is less chance for gossip or speculation.
• Always take the high road. If your relationship should end, do your best to maintain professionalism and not let the issues affect your performance on the job.

The survey also showed the repercussions of workplace romance, with 5% of workers saying they have left a job due to an office romance.

According to a recent survey conducted by CBSalary.com and SalaryExpert.com, facility management is among the top 20 professions anticipating sizable salary increases in 2010. The list is based on an analysis of data from the Occupational Employment Statistics provided by the Bureau of Labor Statistics, and ongoing surveys conducted by Salary Expert.

Last year, Facility Managers (defined as professionals overseeing all things concerned with the operation, repair, maintenance, and construction of facilities, equipment, buildings, and grounds) earned $89,262. This year, they earn a salary of $94,491 placing them in the 11th position on the list with a +4.38% increase.

The top 10 professions in order are: Oral Pathologists (+6.83%), Social Medical Researchers (+6.65%), Pharmacologists (+5.35%), Toxicologists (also +5.35%), Vocational Teachers (+4.93%), Deans (+4.9%), Social Psychologists (also +4.9%), Early Childhood Teachers (+4.8%), Insurances Agents (+4.73%), and Credit Representatives (+4.53%).

Completing the top 20:
12. Software quality assurance testers (+4.23%)
13. Financial securities clerks (+4.2%)
14. Food and beverage order clerks (+4.18%)
15. Computer network analysts (+4.05%)
16. Purchasing directors (+4.03%)
17. Public accountants (+4%)
18. Accounts receivable managers (+4%)
19. Government fire marshals (+4%)
20. Retail store managers (+2.9%)

SUMMARY OF 2010 FORECAST
And while employers are still slow to hire, CareerBuilder’s 2010 Job Forecast suggests the hiring market may begin to thaw, as organizations are beginning to consider hiring strategies designed to preserve the health and growth of their businesses for the future. CareerBuilder surveyed more than 2,700 hiring managers and human resource professionals nationwide across industries.

Full time
Twenty percent of employers plan to increase their number of full-time, permanent employees in 2010, up from 14% in 2009. Nine percent say they plan to decrease headcount in 2010, down sharply from 16% in 2009. Sixty-one percent don’t plan to change staff levels, while 10% say they are unsure.

Part time
Eleven percent of employers plan say they plan to add part-time employees in 2010, up slightly from 9% in 2009. Eight percent say they plan to decrease their part-time help in 2010, down from 14% in 2009. Sixty-nine percent plan no change in headcount, while 13% are unsure.

Hiring by region
Employers in the West are planning to increase their headcounts more in 2010 than the other regions of the country. Nearly one-quarter of employers (24%) in the West say they plan to add full-time workers in 2010, compared to 21% in the Northeast, 20% in the South, and 16% in the Midwest.

While plans to decrease headcounts in 2010 are down sharply across all regions, employers in the Northeast still plan to trim headcounts by 10%, followed by an 8% decrease in the South, Midwest and West.

Hiring by industry
Comparing selected industries, hiring is expected to increase in information technology, manufacturing, financial services, professional and business services, and sales in the coming year. Thirty-two percent of IT, 27% of manufacturing, and 23% of financial services employers plan to add full-time, permanent employees in 2010, followed by 22% of employers in professional and business services and 21% in sales. Health care employers are also planning to expand staffs at 21% followed by 18% of transportation employers and 15% of retail.

Hiring by job type
When asked which areas employers plan to hire for in 2010, one-third pointed to technology followed by 28% in customer service. Nearly one-quarter (23%) plan to add sales people, 18% will add research/development, 17% in business development, 15% in accounting/finance, and 14% in marketing.

Compensation
Even as companies continue to watch their spending, they still plan slight increases to salaries in the coming year. Fifty-seven percent of employers report their companies will increase salaries for existing employees in 2010, down from 65% in 2009. Thirty-six percent expect to raise salaries of existing employees by 3% or more, while 11% anticipate increases of 5% or more.

Twenty-nine of employers plan to increase salaries on initial offers to new employees, down from 33% in 2009. Nearly one-in-five (18%) employers will raise salaries on initial offers by 3% or more, while 7% anticipate increases of 5% or more.

HOW EMPLOYERS PLAN TO MOVE FORWARD IN THE NEW YEAR
Companies are looking to the future and making up for lost ground caused by the recession. The following are 10 trends for 2010:

1. Replacing Lower Performing Employees
Employers are taking advantage of the large number of top talent in the current labor pool to strengthen their work force. Thirty-seven percent of employers say they plan to replace lower-performing employees with higher performers in 2010. When asked to grade their current work force, 25% rated them an “A,” 60% a “B,” 15% a “C,” and 1% a “D.” Less than one-half of a percent felt their current staff was a failure.

2. Emphasis on Social Media to Strengthen Brand
The economy required companies to make some tough decisions about their businesses, which had a negative impact on their brands. Close to four-in-ten employers (37%) plan to put a greater emphasis on social media in 2010 to create a more positive brand for their organization. One-in-five employers plan to add social media responsibilities to a current employee, while close to one-in-12 (8%) plan to hire someone new to focus or partially focus on social media.

3. Rehiring Laid-off Workers
Companies needed to scale their businesses to market last year and four-in-10 employers say they were forced to lay off workers. Among those who had lay-offs in 2009, 32% of employers now say they plan to bring back workers with three-in-10 either doing it now or plan to do so in the first six months of 2010.

4. Flexible Work Arrangements
Companies plan to continue providing employees with greater flexibility in hopes of maintaining a better work-life balance. Thirty-five percent of employers say they plan to provide more flexible work arrangements in 2010, compared to 31% last year. These arrangements include:

• Alternate schedules - come in early and leave early or come in later and leave later - 73%
• Telecommuting options - 41%
• Compressed workweeks - work the same hours, but in fewer days - 32%
• Summer hours - 18%
• Job sharing - 13%
• Sabbaticals - 6%

5. Cutting Perks and Benefits
Even as companies look to the new year and toward growth opportunities for their businesses, many are still choosing to trim perks and benefits. Thirty-seven percent of employers say they will cut perks and benefits in 2010, up from 32% who said they trimmed in 2009. Perks and benefits employers plan to trim in the new year include bonuses, medical coverage, suspended 401k matching and office perks such as coffee, tea, and condiments.

6. Rehiring Retirees and Postponing Retirement
Companies understand the intellectual capital mature workers bring to their organization, and 27% say they are open to retaining their workers who are approaching retirement. Sixteen percent say they are likely to rehire retirees from other companies in 2010. Additionally, one-in-10 are likely to provide incentives for workers at or approaching retirement age to stay on with the company longer.

At the same time, workers have expressed interest in postponing retirement. Thirty percent of employers report they have received requests from workers approaching retirement age to stay on with their company, up from 22% last year.

7. Freelance or Contract Hiring
While employers still plan to be cautious regarding the number of full-time employees they add in the new year, many will turn to freelance or contract employees to help keep their businesses moving forward. Three-in-10 employers anticipate hiring freelancers or contractors in 2010, up slightly from 28% in 2009. Six percent expect to employ more freelance workers or contractors than last year, while 15% expect to hire the same amount and 10% plan to hire fewer.

8. Green Jobs
Employers will continue to turn some of their focus to the environment in the new year. Eleven percent of employers say they plan to add “green jobs” in 2010, the same amount who said they added them in 2009. “Green jobs” are positions that implement environmentally conscious design, policy, and technology to improve conservation and sustainability.

9. Bilingual Recruitment
Employers have identified having a diverse work force as an important measure of success as they begin to rebuild their businesses after the economic downturn. One area they plan to focus on is building a bilingual team. Nearly four-in-10 employers (39%) said they plan to hire bilingual candidates in 2010 and half said that if they had two equally qualified candidates, they would be more inclined to hire the bilingual candidate.

10. Business Travel
While employers are inching away from cost containment and more into growth, one area they still plan to save money on is business travel. Forty-three percent of employers say that in their organizations there will be less business travel in 2010 than in 2009.

As winter sets in across the country and companies turn up the heat, they may need to readjust the thermostat to keep their workers productive. According to a new CareerBuilder survey, when asked if the temperature at work affected their ability to get work done, more than one in five (22%) workers said that a “too hot” work environment made it difficult to concentrate. Eleven percent of workers said the same about a “too cold” work place.

Overall, more than a quarter (27%) of workers describe the temperature at their work place as “too hot.” On the flip side, 19% reported that the temperature was “too cold,” while 54% said it was “just right.”

Differing opinions on what is too hot or too cold for the office can sometimes cause conflict among cubicle mates. In fact, 10% of workers said they have fought with a co-worker over the office temperature.

Worker disputes over temperature aren’t the only thing affecting work place climate; the economy is also playing a part. In an effort to save money, nearly one in five (19%) workers feel that their company has turned down the office temperature this year.

“There are many factors that can affect work place productivity,” said Rosemary Haefner, vice president of human resources for CareerBuilder. “Everything from morale, burnout, and as our survey finds, temperature, can have an impact on workers’ ability to get their work done. If temperature is a concern, workers and employers can easily work together to find common ground so productivity does not suffer.”

Office feeling too hot or too cold? Haefner offers the following tips to maintain productivity regardless of temperature:

• Thermostat talk: Does one of your co-workers like the office steaming while you prefer a chillier work space? Instead of secretly changing the thermostat behind each other’s backs, send around an e-mail to your floor or directly discuss a compromise on temperature with your colleagues.
• Layer it on (or off): The best way to prepare for a fluctuating office climate is to layer your clothing. That way, you can remove or add items so that you are comfortable and able to do your best work.
• Make it work: If you know that a particular time of day or space in the office is too warm or too cold for you to work productively, be proactive by finding an alternative. Talk to your manager about coming in earlier, moving to a conference room for a portion of the day or telecommuting.

This piece originally appeared on CNN.com, which has a business partnership with CareerBuilder.com.

Attempting to beat the clock isn’t always an option, but using creative and funny excuses is. There is no worse feeling than waking up in the morning, rested from good night’s sleep, and glancing at the clock, only to do a double-take: You’re late!

For most people, knowing they’re running late for work strikes the fear of God within them, and as a result, they move like there’s a fire under their feet to get ready. They hustle, scramble, frantically throw things into a bag and are out the door to ensure a timely—though unkempt and graceless—arrival at the office.

But for a smaller group people, knowing they are running late for work does absolutely nothing except stimulate their creative juices in order to make up the latest excuse as to why they are late for work—again.

Twenty percent of workers said they arrive late to work at least once a week, according to a February 2009 CareerBuilder.com survey of more than 8,000 workers. Twelve percent said they are late at least twice a week.

One-third (33%) of workers blamed traffic for their tardiness, while 24% said lack of sleep was the culprit. Ten percent of workers said getting their kids ready for school or day care was the main reason they ran late in the morning. Other common reasons included public transportation, wardrobe issues, or dealing with pets.

“While some employers tend to be more lenient with worker punctuality, 30% say they have terminated an employee for being late,” said Rosemary Haefner, vice president of human resources for CareerBuilder.com.

“Workers need to understand their company’s policies on tardiness and if they are late, make sure they openly communicate with their managers. Employers have heard every excuse in the book, so honesty is the best policy.”

Creative Excuses
If you’ve decided honesty is not the best policy for you, don’t try using any of the following excuses as the reason why you’re late—they’ve been heard before.

Here are 12 of the most outrageous excuses employees have heard for being late to work:

1. My heat was shut off so I had to stay home to keep my snake warm.
2. My husband thinks it’s funny to hide my car keys before he goes to work.
3. I walked into a spider web on the way out the door and couldn’t find the spider, so I had to go inside and shower again.
4. I got locked in my trunk by my son.
5. My left turn signal was out so I had to make all right turns to get to work.
6. A gurney fell out of an ambulance and delayed traffic.
7. I was attacked by a raccoon and had to stop by the hospital to make sure it wasn’t rabid.
8. I feel like I’m in everyone’s way if I show up on time.
9. My father didn’t wake me up.
10. A groundhog bit my bike tire and made it flat.
11. My driveway washed away in the rain last night.
12. I had to go to bingo.

Follow the Culture
The general rule is that you should be in your desk, working by your designated starting time. Technically, even if you’re at your desk “on time” but you’re still booting up your computer, saying your hellos, and making a cup of coffee—you’re late.

Though you should always try your best to be punctual every morning, sometimes it’s safe to observe the company culture. If you arrive to work every morning to find all of your colleagues diligently working while you shuffle in on your own accord, your tardiness will probably stand out. On the other hand, if most people filter in at their own paces—within reason—an occasional late arrival will probably go unnoticed.

To be on the safe side, try your best to be on time for work every day. Your boss, co-workers, and reputation will thank you for it.

They lie, they cry, they yell a lot. They’re bad bosses, and 43% of workers reported they have quit a job to get away from them, according to a survey of more than 8,000 workers by CareerBuilder.com.

CareerBuilder.com’s survey found women (48%) are more likely to quit because of a bad boss than men (39%). Age also plays a role in who stays and who goes. Approximately 48% of workers ages 35-44 left their jobs because of a bad boss, while 40% of younger workers, ages 18 to 24, and 41% of older workers, ages 45 to 54, said they quit.

Some survey respondents shared real life examples of bad boss behavior that borders on the bizarre, including:

• Hid in weird places in order to spy on employees;
• Took a bite of someone’s doughnut while they were away from their desk;
• Held a meeting while locked inside the bathroom;
• Brought a gun to work and cleaned it in an area behind employees;
• Tap danced on employee’s desk;
• Showed everyone a kidney stone he had passed;
• Broke down and cried during a meeting, “Why don’t you like me?”;
• Kept his lunch in a freezer intended for human organ storage;
• Used a taser gun on a subordinate;
• Declared “Talk like a pirate day” (ummmmm, no comment); and
• Rode a child’s scooter through the office.

Workers who are dealing with problem supervisors will be happy to hear that help is on the way. CareerBuilder.com just launched a new online Anonymous Tip Giver tool that enables employees to provide “constructive” criticism or fun advice for bosses or co-workers without revealing their identity.

Users can select from one of four outlandish characters and choose a unique voice to deliver a tip for the recipient. It is possible to write up specific advice or select from a list of pre-made tips such as “One out of 10 people think your barking dog ring tone is funny, that one person is you.” It is even possible to record a message over the phone. Without revealing the sender’s identity, the fully animated tip is delivered right to the recipient’s e-mail box. Voilá! Bad boss problem solved. Annoying co-worker situation addressed.

This survey was conducted online within the U.S. by Harris Interactive on behalf of CareerBuilder.com among 8,038 U.S. employees (employed full-time; not self-employed; non government) ages 18 and over between November 12 and December 1, 2008 (percentages for some questions are based on a subset U.S. employees, based on their responses to certain questions). With a pure probability sample of 8,038, one could say with a 95% probability that the overall results have a sampling error of +/- 1.09 percentage points. Sampling error for data from sub-samples is higher and varies.

As the job market tightens, job seekers are becoming more creative in their efforts to attract the attention of potential employers. One-in-ten hiring managers (12%) surveyed by CareerBuilder.com reported that they are seeing more job seekers try unusual antics to capture their attention compared to previous years.

Some of the most memorable tactics identified by these hiring managers include:
* Candidate advertised on a billboard.
* Candidate carried around a sign that said, “Will work for paying bills.”
* Candidate brought a broom to the interview to “clean up the waste and corruption in the office.”
* Candidate wore a shirt to the interview that said, “Please hire me.”
* Candidate showed up with breakfast for the employer every day until hired.
* Candidate approached the hiring manager in a restroom.
* Candidate sent a giant cookie with “Hire Skip” written in frosting on it.
* Candidate parked outside of the office building with a sign that said, “Seeking employment.”
* Candidate wrote a poem about why she wanted the job in her cover letter.
* Candidate promised to give the employer a foot massage if hired.
* Candidate noticed the employer wrote a blog about a particular restaurant. She persuaded the restaurant to put her name on the menu so the employer would see it the next time he ate there.
* Candidate created an electronic resume with flash animation and musical score.

“Candidates have a short window to make a lasting impression on potential employers,” said Jason Ferrara, senior career advisor at CareerBuilder.com. “Those who apply resourcefulness and an inventive approach to their job search may have a better chance of standing out in the minds of hiring managers. The key is making sure you are maintaining an appropriate balance of creativity and professionalism so you are remembered for the right reasons.”

This survey was conducted online within the U.S. by Harris Interactive on behalf of CareerBuilder.com among 3,388 hiring managers and human resource professionals (employed full-time; not self-employed; with at least significant involvement in hiring decisions) ages 18 and over between August 21 and September 9, 2008 (percentages for some questions are based on a subset U.S. employers, based on their responses to certain questions). With a pure probability sample of 3,388, one could say with a 95 percent probability that the overall results have a sampling error of +/- 1.68 percentage points and, respectively. Sampling error for data from sub-samples is higher and varies.

Many people don’t feel particularly funny these days, which is one of the reasons the FacilityBlog Friday Funny tries so hard (sometimes too hard) to give its visitors a reason to keep coming back to work week after week (even if it’s just to check out the Friday Funny on FacilityBlog).

Today’s offering comes from our career development partner, CareerBuilder. Make sure to check out TFM Online the next time you’re hunting for a new job or searching to fill a position.

Building on its chimp-themed TV ads, CareerBuilder has a free service, cleverly called Monk-e-mail. The e-mail marketing site MonkeyBrains explains, “you get to choose a chimp, dress him up, pick a voice, then make him say anything you want. Then, you can e-mail it to your friends.”

The concept was launched a few years ago, just before CareerBuilder’s Super Bowl campaign hit the airwaves. Since I’m not a big football fan, I’m just stumbling across it now. It’s silly and it’s viral, making it a perfect pick for our Friday Funny. Contact me at schwartz@groupc.com if you’d like me to send a Monk-e-mail sample!