griebcw1, Author at Building Careers

What Is A Bonus And Why Do We Like Them?

Ask An Expert, Blog, Set Yourself Up For Success

Think about the last time a checkout clerk offered you a bonus discount on an item or you came across a bonus feature in a movie. You probably felt pretty great, right?

People love the idea of bonuses because “extra” or “free” stuff is hard to pass up. It’s why we get excited as consumers, and also why they intrigue us when considering a job offer.

But bonuses come with a lot of caveats, too. Understanding how a bonus works and why they’re provided in the workplace can help you choose between a job with poor compensation and one where you’re set financially. We’ll break them down so you come out feeling like a pro.

Define Bonus

A bonus is “a form of compensation that’s not guaranteed and that is usually paid after the completion of a certain event,” says Adi Dehejia, The Muse’s Chief Financial Officer.

Bonuses come in many shapes and sizes (all of which we’ll explain later), but generally speaking they’re performance-based, meaning a company distributes them based on how an employee or group of employees contributes to team or company goals—typically revenue-based ones.

That said, a lot of bonuses are discretionary, meaning rather than the bonus being tied to a specific quota, your level, or your performance, a manager simply gets to decide who is and isn’t worthy of one, as well as how much the bonus is.

As you can imagine, this makes bonuses a pretty complicated subject for companies and employees alike.

What Motivates Companies To Offer Bonuses?

Often bonuses are provided because that’s what the market tells companies to do. If other organizations of similar size, industry, or geography are offering their employees bonuses, a company may feel obligated to do the same to compete for good talent. This is why you’ll rarely find a sales role without a bonus structure.

They also want to hire people who they know are going to perform, and when there’s a reward for output you’ll attract a certain kind of person.

But the main reason employers are drawn to bonuses is because they encourage employees to work hard to help the company succeed. “They want to align incentives—like, ‘You do well if the company does well,’” says Dehejia. And it tends to pay off—people who know they can make more money by bringing in more revenue, whether directly (like sales) or indirectly (like marketing or executive leadership) are going to be highly motivated to do so.

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10 Steps to Effectively Onboard CRE Hires

Top 10 Keys to Onboard CRE Hires

Prioritize Right-Fit Hires: Begin the onboarding process by ensuring you’ve hired the right people
for your CRE team. A mismatch in company culture, values, or skill requirements can make
onboarding irrelevant.
Streamline Hiring: Implement a highly effective and thorough hiring process from the get-go. The hiring process shouldn’t be a separate part of your business. Rather, it should align closely with your company’s culture and values and seamlessly feed into the day-to-day operations of your business.
Be Ready from Day One: They say you don’t get a second chance to make a first impression. On the first day of a new hire’s journey, make sure their workstation is set up with all the necessary supplies and equipment. Don’t treat them like an afterthought!
Cultivate an Inclusive Culture: Beyond competitive compensation, emphasize workplace culture. Make your CRE employees feel like they’re part of a family, not just a workplace. Clearly communicate your company’s dedication to diversity and inclusion.
Build Trust: Trust is the cornerstone of any successful working relationship. Encourage employees to believe they work for the best company in the CRE field. Promote honesty and integrity in the workplace, and maintain consistency to establish trust in your company’s stability and longevity.
Career Coach Approach: Show a genuine interest in your CRE employees’ career goals. Helping them align their personal objectives with their contributions to the company can lead to higher engagement and lower turnover. Encourage them to identify their strengths, interests, and learning opportunities within the organization.
Create Meaningful Work: Employees need to find meaning in their work. Align new hires with roles that match their skills and aspirations. In a dynamic field like CRE, a good fit is crucial. This alignment fosters better integration with their teams, increases contribution to the company’s mission, and improves productivity and skills.
Comprehensive Onboarding: Develop a structured onboarding program that covers the essential aspects of the job, company culture, and values. The onboarding process should extend beyond the first day, ensuring that new hires continuously feel engaged, informed, and supported as they integrate into the organization.
Feedback and Evaluation: Implement regular feedback mechanisms to gauge new hires’ progress and satisfaction. This helps identify and address any issues promptly. Encourage open communication, so employees feel comfortable discussing their concerns and getting support.
Mentorship and Support: Offer mentorship opportunities within your CRE organization. Seasoned employees can guide new hires, helping them navigate the complexities of the industry and providing emotional support. A mentorship program fosters a sense of belonging and loyalty.

Onboarding is Key to Future Success

When you onboard a new CRE hire, you’re not just showing them to their new desk. You’re carefully
following best practices to ensure long-term productivity and fulfillment. This isn’t a mere checklist, but
an investment into the future.
Follow these ten steps, and you can significantly enhance your onboarding process and create a
profitable future for your CRE business. This will not only reduce turnover but also create a more
inclusive and supportive work environment.
After all, in the competitive world of commercial real estate, this is key. Effective onboarding is a vital
step that helps build a loyal and dynamic workforce dedicated to your company’s success.

Sources:
– How to Inspire Higher Employee Retention – Building Careers (buildingrecareers.com)
– A Guide to Onboarding New Hires (For First-Time Managers) (hbr.org)
– The Cost of a Bad Hire and How to Get it Right | Building Careers, LLC (buildingrecareers.com)
– The Need for Diversity and Inclusiveness Leadership in CRE – Building Careers
(buildingrecareers.com)
– How to Find Fulfillment at Work – Building Careers (buildingrecareers.com)
– 14 Onboarding Best Practices (2023 Guide) – Forbes Advisor

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How to Make the Most of Your New CRE Hire

Managing Expectations with New CRE Hires

Launching the journey with a new CRE hire mirrors guiding a ship into uncharted waters. As a CRE veteran, you may grasp the essence of charting the correct course right from the outset. But your new hire may not have that high-level perspective just yet. Clarity is paramount when integrating this new team member. You have to set expectations.

Paint a vivid canvas of their role. Detail responsibilities to illustrate their contribution. The CRE industry’s diversity makes it necessary to outline specifics that pertain to their position, encompassing daily tasks, pivotal projects, and colleague interactions.

Managing expectations encompasses more than just task details. It’s preparing them for the journey, challenges, and triumphs. Share potential hurdles like intricate negotiations, fostering resilience rather than fear. Assure growth as a core part of their journey, with opportunities to enhance skills through workshops and mentorship.

Managing expectations with a new hire is kind of like providing a telescope so they can see the end from the beginning and understand both large-scale and small-scale expectations. This prevents disillusionment and fosters purpose, highlighting their role’s significance.

Coaching and Developing New Hires

Every new CRE hire is an investment in the future, and coaching them for success is pivotal. Rather than just tossing them into the deep end, take a mentorship approach to develop their potential. Provide guidance, ongoing feedback, and tailored training to help them navigate the intricacies of the industry. Encourage questions, foster a culture of learning, and ensure that they have access to resources that support their growth.

Consider implementing a buddy system where seasoned colleagues can offer insights and advice. This not only accelerates their learning curve but also nurtures a sense of belonging within the team. Even a lackluster hire can become a great hire through good management and coaching. Ensuring Long-Term Success Through Retention

As the saying goes, “Retaining top talent is easier than finding it.” Once you’ve invested time and effort in cultivating your new hire, you want to ensure they remain an integral part of your team. To achieve this, adopt effective retention strategies that make them feel valued and invested in the organization’s success.

New hires in commercial real estate are often ambitious and eager to climb the ladder. So, provide them with a roadmap that outlines potential growth within the company. Discuss how their role can evolve as they learn and take initiative. Encourage their development through the use of rewards and recognition. Feeling appreciated motivates employees to stay committed and engaged. Help them to enjoy their work. The CRE life can be demanding, but promoting work-life balance is crucial for long-term retention. Encourage taking breaks, utilizing flexible schedules, and maintaining a healthy equilibrium between work and personal life. Cultivate an environment where new hires feel comfortable sharing their aspirations and concerns.

And keep the lines of communication open. Regular check-ins can help you understand their needs and adapt accordingly, fostering a sense of trust. Keep them learning through workshops, industry seminars, and opportunities to gain new certifications. Employees are more likely to stay invested when they see that their growth matters to the organization.

Their Success is Your Success

When managing a new CRE hire, remember that their success in the CRE industry is a reflection of your investment in their potential. It’s not just about hiring good people; it’s also about nurturing those people to be even better leaders. Give them the tools they need.

As leaders in this field, we have the privilege of shaping careers. By instilling in your new hire a sense of purpose, nurturing their growth, and valuing their contributions, we are not just building a workforce – we are building a legacy.

So, embrace the opportunity to make the most of your new hire. You can achieve long-term success by a careful and strategic approach and by implementing proven management principles.

Sources:
– How to Manage Your New Hire Expectations – Real8 Group
– https://www.indeed.com/career-advice/career-development/developing-employee
– https://buildingrecareers.com/2021/02/11/how-to-inspire-higher-employee-retention/
– https://buildingrecareers.com/2023/02/02/5-proven-ways-to-make-better-hires

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What Is Salary Transparency and How to Prepare

Blog, Employers, Job Search, Set Yourself Up For Success

Compensation has historically been considered a taboo subject, but that’s changing. Online job postings and self-reported wage tools have made it easier than ever for your candidates and employees to research pay. Many employees are discussing compensation among themselves at work. And an increasing number of employers are embracing salary transparency.

Salary transparency — also known as pay transparency or wage transparency — is the practice of openly communicating information about compensation with employees and candidates. This can look a little different at each company. While some companies share all salary data publicly, some simply disclose how salaries are determined with each team member. Many employers also share salary ranges so team members understand their earning potential in a given role.

Legislation Is Driving Higher Salary Transparency

Pay transparency isn’t just a good way to be more open and honest with your employees — it is more and more often the law.

New pay transparency laws crop up regularly and legislation differs by jurisdiction. It’s important to stay on top of the local laws and regulations where your company operates or has employees.

Within the United States, for example:

California’s new pay transparency law became effective on January 1, 2023. It requires covered employers to include pay ranges on every job posting and share pay ranges with employees for their current position.
New York’s law will go into effect in September 2023, requiring that employers disclose pay or a pay range for all jobs, promotions, and transfer opportunities that can or will be performed in the state.
Maryland employers must provide the wage range for a given position upon an applicant’s request.
Cincinnati employers must provide a pay range after a conditional offer of employment has been made.

Similar pay transparency laws, including The European Union’s Pay Transparency Act, are being proposed globally. It will require employers to include a salary range in job posts or before an interview. It also gives employees the right to request information about their individual pay level and the average pay level for colleagues doing similar work.

These laws are driving higher pay transparency. Nearly one in five organizations report being transparent largely due to regulations, though another 42% say their transparency goes beyond what’s required or motivated by regulations alone.

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Smart Interview Questions You Should Be Asking

Blog, Interview Tips, Set Yourself Up For Success

You’re sitting under the fluorescent lights of an unfamiliar conference room across from the person who may decide the fate of your job search, trying desperately to remember that perfect story you prepared and wondering if the AC is always set to “arctic blast.” Or maybe you’re at home in front of the most professional wall in your apartment, looking at your interviewer on a computer screen and hoping your camera won’t shift and reveal the stack of empty La Croix cans you forgot to move before the Zoom call started.

Then, the hiring manager asks the interview question you know is a signal that things are about to wrap up: “Do you have any questions for me?”

No matter how much power you might feel like employers hold in the situation, a job interview isn’t just a chance for the hiring manager to grill you—it’s your opportunity to sniff out whether a position would be as great for you as you would be for the position. So it’s vital to ask some questions of your own. What do you want to know about the role? The company? The department? The team? The person interviewing you who may be your future boss, coworker, or mid-afternoon coffee buddy?

To get you thinking, we’ve put together a list of the best, smart interview questions for your upcoming interview. We definitely don’t suggest asking all of them rapid-fire—some of this stuff will be covered during the course of your discussion, and you’ll have specific questions about any given job or workplace.

So this list isn’t the be-all and end-all—it’s your jumping-off point.

Best Tips For Asking An Employer Questions

Before we get to the list, here are a few pointers to keep in mind:

Don’t say you have no questions. You probably already know that whether you’re stressed or relaxed, whether you think you’ve fumbled the conversation badly or you’ve got this job in the bag, the worst thing you could say is, “Nope, I’m good.”
Be flexible. It’s OK (and encouraged) to jot down a few questions ahead of your interview, but don’t be afraid to deviate from the list if your questions have already been answered and/or if your discussion prompts a few more questions you’d like answered. Plus, you don’t want to sound like you’re reading the questions off some sort of internet list rather than having a real conversation.
Ask at least a few specific questions. Show you’re invested and you’ve been paying attention throughout the interview process by customizing your questions to the specific position and company—and reminding your interviewers of the background knowledge and experience you bring to the role.

Smart Interview Questions To Ask About The Job

Make sure you have a handle on exactly what the day-to-day responsibilities of the job will be—both now and in the future. This will help you make an informed decision if and when that job offer comes and avoid Shift Shock or a toxic workplace.

What does a typical day or week look like in this role? (Or one of these alternatives.)
What are the most immediate projects that need to be addressed?
Can you show me examples of projects I’d be working on?
What are the skills and experiences you’re looking for in an ideal candidate?
What attributes does someone need to have in order to be really successful in this position?
What types of skills is the team missing that you’re looking to fill with a new hire?
What are the biggest challenges that someone in this position would face?
What sort of budget would I be working with?
Is this a new role or will I be taking over for an employee who’s leaving?
How does this position contribute to the company overall?
Do you expect the main responsibilities for this position to change in the next six months to a year?

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Upskilling: What Is It and How It Can Help You

Blog, Industry Insights, Set Yourself Up For Success

Upskilling is the process of adding new competencies to an existing skill set. Employers may upskill staff through corporate training programs in order to gain a more proficient workforce. Workers may upskill themselves via continuing education, certification, and private training.

How To Upskill

Upskilling builds on your current proficiencies through training, education, or on-the-job learning. Unlike reskilling, which involves learning an entirely new skill set, upskilling adds to the knowledge you already possess.

Major employers including Walmart, Verizon, and Marriott make heavy investments in upskilling and reskilling programs. Many employer-sponsored programs focus on hard skills like coding, cloud computing, and digital marketing. But soft skills are also in demand—Verizon’s Skill Forward program focuses on communication and teamwork, as well as technical skills. In a ZipRecruiter survey, 93% of employers said that soft skills play a critical role in their hiring decisions.

You can also upskill yourself on your own, taking continuing education classes, participating in internships, or completing a certification. Upskilling can help you become better at your job, earn a promotion, or adapt to new challenges in your industry. It can also help you future-proof your career!

Rapidly evolving industries mean that even workers who stay in their current jobs will need to add to their skill sets in order to stay current.

Upskilling Example

Let’s say that you’re a software developer. You have a bachelor’s degree in computer and information technology and several years of experience designing and developing software to suit users’ needs.

You like your job, which allows you to use your creativity and problem-solving skills to help design new solutions to challenging issues. But your ultimate career goal is to become a chief technology officer, which may require you to earn an MBA and gain experience as a computer and information systems manager.

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What’s Your Communication Style in the Workplace?

Blog, Set Yourself Up For Success

Wouldn’t it be a dream to run a highly productive business where there’s little to no drama? Of course! That sounds freaking awesome…and impossible, right? Wrong.

The key to a highly successful, low drama business is effective, intentional communication. You’ve got to make it a priority—and part of your company culture. Seriously. As the quality of your communication goes up, the amount of frustration your team feels goes down. They can focus on the right things, build greater trust in one another, create an amazing customer experience, and get more work done—aka all the ingredients for a successful (and profitable) business. And all of that starts with knowing your communication style.

But figuring out how to build trust through your communication style can feel like swimming through a sea of muck at first—slow, hard, and maybe even a little stinky. But whether you lead a business of five team members or 500, it’s up to you to understand the four main types of communication styles. Then you can use the best style to set the stage for a culture of listening—one that makes your team feel heard and open to sharing.

Communication Styles Defined

A communication style is the way someone talks to and interacts with others. When it comes to your style, are you large and in charge, tight-lipped and soft-spoken, or somewhere in between? Both your business communication style (how you interact professionally) and your personal communication style (how you interact outside of work) show up in the way you write, speak and act. And these styles are influenced by your personality, degree of self-awareness, and confidence level.

These are the four main types of communication styles we’ll unpack:

Passive
Aggressive
Passive aggressive
Assertive

All of us use one style the most, but we can see any of these styles rise to the surface—depending on the situation and what buttons are pushed. The goal is for you to build the habit of using assertive communication even in moments when you want to communicate in a different, less effective way.

Passive Communication Style

On the surface, the passive communication style looks like a neutral attitude about a topic or situation—as if you don’t have a strong opinion or that you’re willing to let whatever happens happen. One more note about passive communicators–they don’t actively look for attention. Most dread confrontation—so they defer to others in uncomfortable situations and for decision-making. But here’s the thing: If you’re a leader, being passive isn’t an option. Leaders lead.

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What to Wear to a Job Interview

Blog, Interview Tips, Job Search

What’s the best outfit to wear to a job interview? The answer will vary depending on the type of job and company you’re interviewing with.

You always want to dress to make the best impression, but the outfit you choose depends on whether you’re interviewing at a company with a formal dress code, at a casual startup, or for an informal summer job or internship.

What to Wear to a Job Interview

Dressing appropriately is important because the first judgment an interviewer makes is going to be based on how you look and what you are wearing.

If you wear a suit to an interview for a camp counselor, or a T-shirt to an interview at a bank, it’ll send the message that you don’t truly understand what’s involved in the role. Find out what to wear (and what not to wear) for interviews at every type of company.

To dress appropriately for a job interview, follow the employer’s dress code. If the job interview calls for business attire, wear a suit, a sweater and button-down shirt, or a professional-looking dress or skirt. Startup jobs may call for more casual interview attire but be sure to dress professionally. Also, choose accessories carefully to ensure that they don’t distract the interviewer. Let’s dive into this further!

Business Professional Attire

Generally, a job interview calls for you to wear professional, or business, attire. This might mean:

A suit jacket and slacks with a button-down shirt and tie
A sweater and a button-down shirt
A blouse and dress pants
A statement dress

You can also incorporate some modern style trends into your outfit. All interviewees should consider color when selecting an interview outfit and avoid wearing anything too bright or flashy that will distract the hiring manager.

The more important thing to consider when you’re dressing for a job interview is that you should look professional and polished regardless of the type of position you’re seeking. Even though your interview attire depends on the role you’re applying for, no matter what the position, you should go to the interview looking neat, tidy, and well-dressed.

Business Casual Attire

If you have a job interview in a more informal work environment, you might wear a business casual outfit. Business casual outfits are less formal than a suit, but they are also more professional and polished than, say, a T-shirt and shorts or a sundress and sandals.

Of course, make sure you know the dress code before you assume that business casual is acceptable. And if you aren’t sure, call the office and ask the administrative coordinator, or contact the person who scheduled the interview and ask them for advice!

Always dress a bit more professionally than the average employee at the company. If everyone is wearing shorts and T-shirts, for example, you might wear khakis and a polo shirt or button-down.

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Associate Director, Property Management

Leave a Comment / Associate Director, Job Candidates, Property Management, San Diego

San Diego, CA

monthly, annual, and/or quarterly projects, inspections and repairs, ensuring on time completion and within budget. Coordination with client companies in an effort to reduce any disruption to operations.
Oversee, manage and/or perform other property management functions required of the position and assigned project(s).
Review Leases and Amendments, preparation and submittal of Lease Abstracts into Yardi and/or any other accounting systems. Preparation and review of operating matrix with client company and internal stakeholders as needed.
Create a culture providing guidance for new client companies with vendor recommendations if needed, new client company orientations, safety trainings and other educational forums that are beneficial to client companies.
Work with Legal as needed on client company requests as needed or for items not clearly defined in Lease.
Immediate response to liability and/or major property issues and reporting to Risk Management.

Financial Reporting:

Preparation of annual property operating budgets, monthly financial statements, quarterly budget reforecasts, accruals, variance reporting, CAM reconciliations and billings; ability to present to internal stakeholders and partners.
Timely collection of monthly rents in accordance with Lease terms, resolution of outstanding A/R issues including direct billbacks.
Routine processing of accounts payable.
Reconciliation of financial statements and ledgers.

Client Company/Life Science Community Relations:

Onboarding of new client companies, process to include interfacing with client companies’ lab operations managers and key personnel.
Prompt response to client company requests and/or questions.
Develop and maintain relationships with client company management and facility representatives.
Implement “client company touch” programs and review amenities to keep refreshed with current, and market-driven services.
Understand each client company’s needs to provide flexibility/expansion/relocation needs within portfolio as well as business needs to leverage our platform to solve their real estate challenges where appropriate.
Manage client company move-outs with review of lease language, particularly restoration clauses, review of Surrender Plans, coordination with client company and consultants to ensure decontamination of suites has been handled appropriately and all agency documents filed.
Participate in industry events to maintain and expand Breakthrough’s presence in the life science and technology communities.

Property Operations/Client Company Improvement Support:

Participate in property operations set-up to include, but not limited to, back-of-house operations, major building equipment commissioning and operations.
Support client company improvement projects to include, but not limited to, work letter administration, client company plan review, architect and contractor engagement and management, budget and improvement allowance monitoring and management, and project close-out while ensuring on time completion and within budget.
As directed by the Company’s senior management, support client company buildouts, mechanical and other major building system upgrades, including capital project oversight and implementation.

Facilities Services:

Develop and maintain strong vendor relationships partnering with engineering teams, coordination of contracting of ongoing maintenance, repairs and capital projects, ensuring completion on time and within budget.
Provide recommendations for capital improvements and operational considerations with an emphasis on corporate sustainability.
Ensuring timely and clear communication with client companies on any scheduled and emergency maintenance and repairs.
Coordination with client companies and their contractors for any TI and/or capital projects minimizing disruptions or loss of essential services to other client companies or amenities.
Emergency Response: Provide oversight to asset management and engineering teams in emergency situations such as floods, spills and leaks requiring immediate restoration, mold analysis and remediation.
Develop (with third party vendors as necessary) standard operating procedures and programs ranging in protocols for laboratory safety, laboratory operational permits, hazardous waste disposal, maintenance of accurate and up-to-date records on all training, permits and incidents. Maintain all site signage related to safety and standards for the site. Ensure Control Area compliance is being met.
Ensuring City and Agency required forms and renewals are completed on time.

REQUIREMENTS:

Minimum 10 years of proven success in the asset/property management industry with direct practical experience setting up operations, operating and managing sophisticated life science or commercial facilities.
Bachelor’s Degree or greater preferred. Real Estate License preferred.
CCIM, CPM, RPA, LEED or equivalent industry designation(s) preferred.
Strong organizational, communication and financial skills are required.
Successful track record of leading and managing others.
Strong technical knowledge of building operations required.
Experience in all phases of property operations, inclusive of asset and property management functions, legal and risk management.
Knowledge of key liability and legal issues in property management.
Experience with complex, highly technical commercial building system applications.
Experience with client company improvement projects.
Self-directed and motivated individual capable of managing both large and small project teams
Ability to resolve complex issues in a timely manner while prioritizing and handling multiple projects simultaneously.
Passion for working with people, creating amazing experiences and leading with a hospitality mindset.
Takes initiative and is a proactive and decisive leader always focused on continuous improvement.
Computer proficient skills with strong knowledge in spreadsheet preparation and working experience with all Microsoft Office Products, including but not limited to Excel, Word, Outlook, Angus, Yardi, and with skills to learn proprietary software systems utilized by the Company.

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Laid Off? Here Are the Next Steps

Blog, Job Search

If you’ve been laid off, or if someone you care about lost their job recently, you’re not alone—and we want you to know it’s going to be okay. We’ll walk through some practical and effective ways for you to move forward, even in the face of anxiety and uncertainty.

Just because you lose your job doesn’t mean you’ll lose everything else, so don’t let fear blow this event out of proportion. You’ll have to decide to press on—and we’re here to help you take the first step.

Laid Off: What Does this Mean?

If you got laid off, it’s not because of something you did—getting laid off means your employer had to let go of team members. The harsh reality is, when the economy grinds to a halt (like we’ve seen in the past few years), companies simply can’t meet payroll—which leads to layoffs. Unfortunately, most businesses aren’t letting people go because they want to, but because they have to.

Usual Causes of Layoffs

Sometimes layoffs happen because of hard economic times or because a company goes through a major change, like being bought out. In both situations, jobs are cut. Here are some other common causes of layoffs:

A recession
There’s employee overlap
Downsizing
Restructuring
A company closes

No matter the cause of the layoff, you have what it takes to move forward after this setback.

Next Steps After Being Laid Off

You’re probably feeling a lot of emotions right now. That’s to be expected. Whether you’re feeling scared or angry (or both), give yourself time and space to process before you move forward. No one makes good decisions when they’re panicked, so let’s start by calming down.

Breathe

Layoffs are shocking because they’re usually unexpected. Lots of leaders don’t want their team members to suffer, so they turn to layoffs as a last resort to help save the company or cut costs. But the reality is, losing your job just sucks. So, give yourself some time to pause, process and find perspective. This could be a chance to finally switch careers and start your dream job or go back to school to finish your degree.

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