Talk to HR about colleague's skimpy attire 1. Why do women get so offended by staring when they wear such revealing clothing? This is just a sexual harassment trap.

Work dress code has certainly changed over the years. Today, we see bare midriffs, women showing lots of cleavage, sloppy beach sandals, rings on the fingers and rings on the toes. Often times work dress practices, multi-coloured hair styles and personal demeanour have become so sloppy that no one knows what is acceptable any more. It’s no wonder you want to stare!

Today’s world of increasing globalization, rapidly changing technology and fast paced business environment has forced every industry sector to closely examine how to deal with the resulting intense competition and unprecedented change. The answer to this dilemma as most businesses have found, is a focus on leadership development. And I’m not just referring to the enhancement of leadership skills for corporate executives, I’m talking about developing leadership skills at all levels of the organization, especially at the level of front line management.

But staring, glaring or gawking at other people is still not acceptable in our society nor is it acceptable in the workplace. I can see how confusing his is for you and why you might consider the situation a sexual harassment trap. The best thing to do is meet with your human resource manager and/or a senior manager in your company and present your concerns about the dress code. Be open and honest about your dilemma. If your company doesn’t have a dress code, suggest that one be put into place. Being continually placed in an awkward situation is not fair to you as an employee.

2. As a candidate, what kind of questions can I ask the potential employer at the end of an interview?

Most employers provide time for candidates to ask questions, however, I would limit the number of questions. While each interview is different, I would ask about some of the challenges you could expect in this job, who you would report to and when the company hoped to conclude their search assignment. Additionally, you can ask if the job is a new position and/or what happened to the previous incumbent. Sometimes the employer finds this last question difficult to answer, especially if the former incumbent was not successful but don’t let an awkward response discourage you.

3. What is personal coaching in a business environment and how does one go about finding a coach?

A personal coach in the business world is not unlike that of the sporting world. A personal coach can help you change behaviours, change careers, or develop and expand your skill-set, particularly leadership skills. Most coaching is sponsored by a corporation rather than being paid “retail” by the consumer. Coaching is becoming more popular today which in turn is causing some challenges, particularly with credentials.

Someone can be an excellent coach because they are a seasoned manager with extensive experience in areas that interest you, yet they may not offer “certified” coach credentials. On the other hand, some individuals have attained credentials as a certified coach but don’t have the experience to back it up. As well, there are several organizations that provide credentials but not all of them are credible or recognized. So at this point, don’t get hung up on the credentials, go for the experience. While many people are putting up their coaching “shingles” and are offering consulting services, your best bet is to inquire amongst your network and find someone who comes highly recommended.

4. My employee is experiencing performance problems that I believe are stemming from a personal problem? How can I address this issue?

The biggest challenge in this situation is to remain focused on the performance problem rather than appearing to invade your employee’s privacy. Comment on the perceived change of behaviour and identify clearly how this is negatively impacting the employee’s performance. Inquire about what problems might be causing such a behaviour. If the individual indicates that a personal problem is behind the change in behaviour, be careful not to step in and try to be a personal counselor. Refer them and or direct them to get help from an employee assistance service typically provided through your insurance benefit plan. Next, help to focus the employee on the desired performance. Help them think through the problem and present some solutions. Come to a decision about what solution is most appropriate and make arrangements to follow-up in the near future.

5. In spite of the fact my performance is rated very high, my boss has denied me a raise in pay for the past two years. What else can I do to convince him of my value?

This is certainly a dilemma and one that is hard for many employees to understand. First of all, each job in a company is assigned a value which in turn dictates the salary range for that job. Being a high performing employee, you are probably at the upper end of the salary scale. More than likely your manager does not have the authority to offer a raise outside of this scale. In order to convince your direct manager and/or HR manager of the increased value of this job, you could research what other companies are paying and then present your facts along with a recommendation. If the job salary is indeed below market value and the company is at risk of losing employees, they may then increase the salary. If the company chooses not to increase the salary to market level, then you have no other choice but to move to another firm that will pay what the job is really worth.

6. I was recently asked to participate in a “group” job interview where all the participants were competing for the same job. This was very uncomfortable and I didn’t do well. Is this the new way of conducting interviews?

I have recently heard of two situations of group interviews such as you described. Frankly, I find this practice to be very distasteful and disrespectful for interviewees. Perhaps the employer is using this method to save time, but honestly, I think it is a waste of time. There is no confidentiality and no privacy. Candidates are placed in a competitive environment where they must try to find out about the job while at the same time examining who the other candidates are.

I don’t see how the employer can make a selection by using this method…..is the successful candidate simply the one who spoke up? If you are asked to join in a group interview, I would definitely decline.