Your coworker is paid more money than you. Now what?

March 31, 2022

It never feels good to find out that a coworker is paid more money than you. Often, the coworker can feel pretty miserable too. I remember one of my first jobs in high school back in the early 2000s was at a local childcare center. My best friend recruited me, and I was excited to have a break from waiting tables. At the restaurant, earning tips meant that my performance was directly tied to pay.

Two coworkers sit at a table. One is male, one is female and both look dissatisfied. The woman on the right is in front of a laptop, the man is holding his face.

On my first day, the director told me not to share my hourly rate with my coworkers. Of course, a few weeks later, my friend happened upon my paystub in my glovebox and saw I was making $0.50 more than her an hour. She refused to talk to me for a week. She was irate. In her mind, she’d been there longer than me and had more childcare experience than I did. There was no way it was fair that I was making $8 an hour while she made $7.50. I remember feeling terrible, and I was afraid she would tell my boss, which had me convinced I would be fired. Luckily for me, we eventually made up, and after a very long summer, I decided that childcare wasn’t my forte.

It wasn’t until years later that I found out that my boss was the one out of line. Employers aren’t allowed to prevent coworkers from discussing wages under the National Labor Relations Act (NLRA). Over generations, employees have been trained to believe it’s not polite or improper to share compensation with coworkers. While these conversations may be uncomfortable, there are many reasons they should be happening.

We all should be talking about salary because:

Transparency is important. Employers should be able to explain if and why there are variances in pay amongst employees.
Wage gaps exist amongst minorities and women. These discussions can help bring to light discrepancies and hold employers accountable
A number does not define your worth. Your salary is simply the price you sell your labor and is always up for negotiation.

Now, let’s fast forward. You’ve learned that your coworker is paid more money than you, by a lot. Now what? You’re probably going to have an emotional reaction. Take a minute and feel your feelings, and then step back – some of the legitimate factors that can contribute to wage differences include:

Education/Certifications
Years of Experience/Age
Skills (bilingual)
Market rates at the time of hire
Shift differential/availability
Performance

However, nothing on this list means you should let it go. After considering these factors, if you still believe that its unfair that your coworker is paid more money than you are, it’s time to prep to meet with your boss.

Build your business case

Most people hate having these conversations, but there’s a chance this 15-minute conversation could be one of the most profitable meetings of your career. Do your best to keep your emotions out of the conversation and approach it as a business problem. Before your meeting, outline the work you do, the skills you bring, and the impact you’ve made on the organization. What has changed since they hired you? Have you been able to take on bigger projects, a more significant workload, or absorbed the work of others

Then focus on your skills. How have your skills grown – any additional certifications or education unaccounted for when you started in the role? What about proficiency – have you been able to complete tasks faster or more accurate?

Finally, what is the impact? What have you done that has saved time, increased profit, or improved the organization? Again, if you can assign a dollar amount to your impact, it will make for a more straightforward argument. For example, “I saved $100,000 this year by streamlining X. I’d like to ask for a 10% increase”.

Do your research on what the market is paying for your work, and have a target amount in mind.

Negotiate

Black and white image of Two men arm wrestling. There is crumpled money below their arms on a table.

Keep in mind that your boss will probably have to get approval for any salary increase from someone else. They will probably have to put forward a business case to make it happen, so you want them on your side. Be patient and professional as you approach the conversation, and know that getting an answer may take time and follow-up.

Once you start the meeting, get directly to the point. For example, your script may look something like this:

“I asked for this meeting today because I wanted to discuss my salary. As you know, when you hired me, I was offered $X. Now that I’ve been in the role for X time, I believe my contributions to the organization have increased. For example, I have taken on additional projects/work. Therefore, I would like to ask for a raise of $ dollars. I’ve researched, and this number is based on the market rate for my experience and skills. I enjoy working at ACME company and being a part of the team.”

If your manager objects to the raise, it could be time to tell them you know your coworker is paid more money than you are. It might be something like, “Unfortunately, my current salary feels unfair when I know that others in the group are making $X for the same or similar work.”

The waiting game

Waiting can be the hardest part. In the meantime, if you haven’t updated your resume lately, the information you gathered to prepare for your discussion will make great accomplishment-oriented bullets. Updating your resume also gives you a head start on your job search if needed. We recommend updating your resume at least annually regardless, so that your accomplishments stay fresh, and when you need to make updates, it’s much more manageable.

If it’s been a while and you haven’t heard anything from your boss, touch base. Check in after a week or two to see if they’ve made any progress – and if they haven’t, they should be able to explain what is blocking them.

Next steps

the image is a table full of bundles of $100 bills.

Regardless of your leadership team’s decision about your compensation, you are now in a better position. You now have more data and can make better, more informed decisions. You’ve updated your resume and identified ways that you add value to the organization. You have practiced having difficult conversations and can reflect on what went well and how you’d like to handle them differently in the future.

From here, the power is in your hands. If you increased your salary, that’s fantastic! You have improved your lifetime earnings power. Unfortunately, a favorable outcome doesn’t always happen. If your coworker is still paid more money than you, it might be a good time to look for roles at other companies. Of course, switching jobs is the best way to increase your salary dramatically, but we’ll save that discussion for another time.

Getting a New Job During a Pandemic

February 17, 2021

Congratulations, you’ve decided to start looking for a new job! You might be feeling nervous, excited, overwhelmed, or all three. The good news is that people are actively getting jobs right now, in the middle of the pandemic. With the Federal Unemployment rate at 6.3%, the job market is pretty competitive, so might take a bit longer. As a job seeker, that means you should use all the tools available to give yourself a competitive advantage in this job market. We’ve rounded up some of our best tips to help you take your job search to the next level.

woman on couch wearing a mask in front of a computer looking for a new job

First: Networking

If you only take one thing away from this article, let networking be it. Networking is the MOST POWERFUL tool that you have at your disposal. The best part about networking is that unless the position has already been filled, it’s not too late to use it. When you apply for a job or see a posting that you’re interested in, the first question that you need to ask is if you know anyone at the company. Honestly, LinkedIn is one of the best ways to find this information out, but you can also search other social networking sites or even your email history too.

Right now, job postings are getting a lot of applicants. So many that sometimes recruiters and hiring managers can’t screen everyone manually. The intention behind networking is to have someone inside help your resume get to the top of the pile. If you have an internal employee recommending you for a position, even if they’re not in the same department or have nothing to do with HR, it can help get through the computer filters and get you in front of a real person.

Second: Keywords

woman at a table with a resume on a clipboard writing on a post it note.

So, what if you don’t have any connections at the company? Then you’re going to need to put in some work on that resume. Gone are the days of creating a single one-size-fits-all document that you can blast off at lightning speed for hundreds of jobs. While you might get a few hits playing the numbers game, you’re going to see much stronger returns if you directly reflect the job description keywords in your resume.

Now, this doesn’t mean you should copy the job description word-for-word in your resume. Try to incorporate the technical language and some soft skills as written in the posting. This customization will help you edge up higher in the ranks of applicants.

You may have heard this advice before, but here’s why it is crucial. In a competitive job market or a popular job (looking at you, project manager), there’s can be hundreds of applicants for a hiring manager or recruiter to go through. Applicant tracking systems help by sorting resumes for them and hiring managers start with the ones that the computer has determined to be the most likely best fit. The hiring manager can also filter and sort resumes based on experience, education, location, and other criteria. Still, if you don’t have the right keywords, your resume may never reach a real human.

Third: Online Interviews & Onboarding

A lot of companies have moved the entire hiring process virtually, from interviewing to onboarding. As you’re entering your job search, put some thought into your strategy for virtual interviews. There are many things to consider, and you want to be ready before you get the call from a hiring manager inviting you to interview. Check out our post on virtual interviews for more information and how to get prepared.

Coworker networking zoom meeting. Laptop with multiple faces in a meeting. Flowers and a coffee cup on the table as well.

Congratulations! You got the job. Now, to onboarding. As many positions are currently virtual, your onboarding may look different than what you’ve experienced in the past. Building relationships with a virtual team can take more effort and energy than meeting someone face-to-face. Non-verbal communication makes up a large part of our relationships, and connections are harder to build through emails, so if possible, turn on your camera.

If you can, take advantage of social networking invitations at work where you can get some off work face time with colleagues. One word of caution, being at home can make it feel more comfortable and casual than after-hours meetups but remember you still have to work with these people. As you’re building these relationships, stay professional, and imagine that someone from your HR department is listening in.

Next Steps:

If you’re preparing for a job change, we can help. We provide resume, interview, and career coaching services to clients across the US. Reach out to info@soundinterview.com for a free consultation.

How To: LinkedIn Connection Requests

November 18, 2020

If you’ve been looking for a job, chances are you’ve heard the infamous statistic that something like 70-80% of all jobs are gained through networking. As a job seeker, that can be a scary number, especially for introverts. In a perfect world, you know someone who can connect you to someone at that dream company in what we’d call a “warm handshake.” However, what do you do when you don’t have a connection? That’s where LinkedIn can come in handy. LinkedIn connection requests are one of the best tools to help you network virtually. Here’s how to send connection requests that will be accepted.

LinkedIn Connection requests

Some days I get upwards of 20 LinkedIn connection requests, and I don’t accept all of them. 99% of the time, I will decline these requests if it appears that the person is trying to sell me something (I’m looking at you, Financial Planners). Connection requests are relatively low effort to send to people, and, unlike some, I’m not a fan of collecting connections on LinkedIn. Initially, I took the approach that I’d only connect with people I’d worked with or encountered in my daily life. I’ve backed off that perspective a bit, and I’ve made meaningful connections with people I haven’t met in person. So, when I receive a connection request, here’s what I look for:

Do I know this person? If so, this is an easy yes!
Is there something in common with this person? Maybe we’ve worked together in the past or been affiliated with the same organization.
Is this person in a similar industry/profession as I am? I see this as a potential networking opportunity and sharing best practices.
Can I help this person? The best way I can identify if I can help a connection is if there’s a personal message included in the connection request.

Who to connect with

When you are looking for a new connection on LinkedIn, be intentional about who you are connecting with. Like the list above, you’re more likely to get requests accepted by people you know or when you have something in common, like a group or previous organization. Additionally, look at connecting with hiring managers or recruiters in the organization. While it might be nice to connect with the CEO or other C-suite leaders, unless you’re targeting positions reporting to them directly, they’re less likely to have the time for informational interviews and the time to build a relationship. Regardless of who you choose to send a connection request to, you’re going to have much more success if you personalize it.

Writing a LinkedIn Connection Request

When you’re reaching out to connect with someone on Linkedin, the best approach is to be clear about your motives. A personalized message will go a long way in helping them decide if they want to accept the request, and it’s pretty easy to do. Here are a few templates that you can customize:

Informational interview: Company

Hi “name,” I have been following “Company,” and I’m interested in learning more about “what.” I had a few questions, and I am hoping to connect. Thank you.

Informational interview: Job

Hi “name,” I see you are a “title” at “Company.” I’m currently a “title,” and I’m curious about what you enjoy about your current role. Would you be willing to answer a few questions? Thank you.

Looking for a position: Recruiter or Hiring Manager

Hello “name,” I see that you work at “Company.” I am a “XYZ professional with x years of experience” and would like to discuss potentially working together. I’d love to see if my background would be a fit for “Company.” I look forward to connecting. Thank you.

Connection Accepted, Now What?

Congratulations! The connection request worked. Now what? The worst thing you can do once you’ve made a new contact is not do anything. Within a few days, follow up with a message. Thank them for connecting with you. Networking relationships should be mutually beneficial, so it is an opportunity to offer any services or help you could provide along with your ask. A script could sound like “Hi “Name,” Thanks for connecting! I hope you’re doing well. I was hoping you’d be willing to answer a few questions about “topic,” if so, would you prefer email or phone? Also, please let me know if there’s anything I can help with.” Thanks, “Your Name.”

Once you’ve started the conversation, work to keep that relationship going. Please make an effort to check in via direct message every so often or engaging with the content your new connection is posting. Remember to avoid any political or other controversial topics on LinkedIn, and don’t say anything you wouldn’t want your future boss to read.

If you need some help building your job search strategy, our career coaches can help. Check out our career coaching options or email me directly at amie@soundinterview.com to create a custom plan.

March 25, 2019

Getting Past the Phone Screen

It’s Tuesday morning; you are driving to work and your phone rings. “Hi, it’s Mary from ‘Your Dream Company,’ do you have a few minutes?” Oh, the dreaded phone screen! It’s great news that they’re calling, but it’s been a few weeks since you applied, and you’ve been caught completely off guard. So, now what?

Make sure you are ready before automatically saying yes. Check your physical space. Are you in a private, distraction-free area where you can focus without feeling rushed or being interrupted? Is your calendar clear for the next 30 minutes? Do you have a good cell phone signal? Most importantly, do you feel prepared for this call? If you answer no to any of these questions, it’s probably best to schedule the call for another time.

If you think it’s best to reschedule the call, keep in mind that the recruiter calling is also reaching out to other candidates for phone screens as well. They’re interested in moving forward to fill this position, so try to make yourself available for a time either the same day or within the 48 hours, so you don’t get passed by.

Why Phone Screens?

Phone screens are becoming more typical as one of the first steps in the hiring process. Phone screens happen after you’ve applied for the position and made it through the Applicant Tracking System (ATS) which ranks your resume based on keywords. Usually, an internal recruiter or HR partner will go through the resumes and identify 10-15 promising candidates for the position. This list of candidates becomes the phone screen pool. From there, the recruiter or HR partner connects with the hiring manager to review the candidates and notes from the screen, and they select the interview pool.

What will they ask?

Once you’ve applied to a position, it will help to start thinking about your answers to the questions below. I recommend using a spreadsheet to track your application status and capture notes on the positions to help keep track of the job search. Store this spreadsheet somewhere you can access it quickly.

Why are you interested in the job/the company etc.?

If it’s been a while since you’ve applied for the position, you might not recall the specifics of the job they’re calling about and answering this question could be a challenge. Since job postings come and go, be sure to save a copy of the position description while you’re applying. Tell the person if you’ve got a strong personal connection with the mission of the organization too. Passion isn’t a skill that can be taught and can trump experience in two similar candidates.
Walk me through your Resume / Tell me about yourself.

The infamous elevator pitch. Focus on three main categories related to this position: education, experience, and training (if relevant). At this point in the process, try to be concise, and highlight why your background aligns to this role in 90 seconds or less. Check tips on the most common traditional interview questions for more suggestions on how to answer this one.
What are your salary expectations?

The number one reason recruiters are asking this question is to make sure you are in alignment. If the position budget is only for $50k, but you’re looking for a job that pays $100k, you’re probably not going to accept the role, and going through the interview process will be a waste of time for all involved. Alternatively, if you’re looking for a salary that’s far under the budget, recruiters and hiring managers may worry that you’re underqualified for the position. There’s a lot of advice out there telling people to give vague non-answers to this question and honestly, I’m not a fan of that method. I prefer my clients to provide a range, typically within $20k, based on research and their targeted salary. It’s okay to mention that you’re flexible and that meaningful work is the highest priority, as long as you provide that range.
Why are you looking for a new position?

Please don’t speak ill of your current employer. An interview or phone screen is not the place to air your dirty laundry or talk about the toxicity of your current work culture. Talk about your career ambitions or goals or why the company you’re talking to is so awesome. Maybe you’re looking for more development or an opportunity to try something different. Whatever it is, be sure to keep it positive.
What is your experience in X?

Here they’re trying to gauge technical skills and expertise. Traditionally, it’s always a safe bet to talk about how much experience you have with a specific technical ability by mentioning training, projects, and other hands-on experience. For areas where your work experience might be light, consider bringing in volunteer or other community involvement as well. Additionally, storytelling is compelling. If possible, work in a brief anecdote to show them how you used the skill they’re looking for.
Timeline questions

How soon could you start if you were offered a position or When can you come in for an interview? Recruiters know that you’ll typically need to give two weeks’ notice to your current employer, so this is trying to gauge your availability. Do you have any planned time away for conferences or vacation? Are there any big projects that you feel obligated to see through with your current employer? Be sure to provide a realistic timeline. Focus on the next month but save that family reunion that’s three months away until you get to the offer stage. Chances are, if they’re ready to make an offer, the hiring manager will be more likely to work out an arrangement for your planned vacation.
Do you have any questions for me?

Now it’s your opportunity to ask questions about the position, the process and almost anything else you’d like to cover. Be sure to have at least a couple of questions prepared. Having questions shows the company that you’re interested in the position and the company. A few of my favorite questions for a phone screen are: What are the next steps in the process? What do you love about working at <company name>?

If you’re still nervous about the phone screen and interviewing in general, we can help you prepare with one on one interview coaching. We focus our services on traditional and behavioral interview coaching. We can make sure you’re prepared and help you find the confidence to excel. Email us at info@soundinterview.com for more information.

August 2, 2018

Top 10 Tips: Getting into Management

Have you thought about where you’d like to see your career go in the next five years? A lot of people I work with tell me they want to be a manager in the future, but they’re not quite sure how to get there. If you have your sights set on getting into management, these things can help make the transition easier.

#1: Ask Yourself Why

First, do a gut check to make sure that management is really where you want to be. The workforce needs managers who want the job because they like working with people, believe they can make the company better, and care about their team. It’s a hard job and comes with a lot of challenges that non-managers don’t have to face. If you end up becoming a manager but not enjoying the job, it can be a pretty uncomfortable conversation to have with your boss.

#2: Volunteer for Assignments

There are two types of assignments that you should take on. First are the jobs that are not fun, but need to get done. Second are assignments that will stretch you out of your comfort zone or have high visibility. Try to volunteer for a balance between these opportunities. Once you have the job, be sure to take it seriously and follow through. If it’s a stretch assignment, be resourceful and don’t be afraid to ask for help if you get stuck. Taking on both kinds of projects will show leaders that you are reliable and not afraid of a challenge.

#3: Lead a Group

There’s no substitute for having the hands-on experience of influencing people. Look for opportunities to get experience leading others. It could be signing up to run the next committee at work, or volunteering to lead a group at a local non-profit. Hands-on experience will make it much easier to talk about your leadership skills during an interview.

Mentor - Management

#4: Ask!

Make the most of your development conversations with your manager. You are your own best advocate, and you shouldn’t wait for management to ask you. Have the conversation with your boss and tell them about your goals. Ask them what areas they’d like you to develop to get there. Being open to the constructive feedback you might receive is essential.

#5: Find a Mentor

Look for a leader outside of your chain of command who can be a mentor. Make the most of the time you have by being prepared with topics and questions. If you build a good relationship, your mentor will be one of your strongest advocates with other leaders. Having an advocate during those closed-door leadership meetings will help accelerate getting into management

#6 Make Friends with HR

Talk to your HR team and see what resources and classes the company has to offer. HR is one of the first departments to know about job openings and can have a lot of influence on the hiring process. Get to know how the hiring process at your company works. Find out if there are rules about how long you need to stay in a position and how to apply internally.

#7: Be Kind

People don’t want to work for jerks. Remember to treat everyone with respect in the workplace and build strong relationships. Being able to disagree with someone and still have a respectful relationship is a skill that every leader should have. You don’t have to be friends with everyone, but keep it professional and stay away from the office gossip.

#8: Build Trust

Strong leaders are trustworthy and often spend more time listening to their team than talking. Start laying the groundwork and building a reputation of trustworthiness now. Ask curious questions and follow up. If you have trouble remembering details, write things down and set reminders to check in with people. Trust will go a long way in building strong relationships.

#9: Drink the Kool-Aid

Yep, I said it. If you’re not already, get on-board with the company mission, vision, and values. Leaders want to hire managers who believe in the company and will work to help the company succeed. If you’re struggling here, getting into management at that company may not be the best choice, and it might be time to start updating your resume.

#10: Prepare for the Interview

Remember to interview for the position you want, not the job that you have been doing. If you’re serious about getting into management, interview like a manager. Get familiar with the company is looking for in a leader and preparing stories showcasing your experience in that light. If you’re looking for help practicing your interview skills, I’d be happy to help.

November 21, 2016November 21, 2016

Lessons from Seattle Startup Week

Last week I was lucky enough to attend Seattle Startup Week. Determined to make the most in the time that I had, I attended 17 sessions over 4 days. Seattle Startup week pulled together amazing presenters and fantastic networking opportunities. I learned SO much and by the time the conference ended I was exhausted. Once it was all over, my notebook was filled with pages and pages of thoughts, ideas, and takeaways. You could feel the rooms buzz with creativity and electricity throughout the conference. This week I’m sharing a few of my key learnings from the sessions.

Key Take Aways

Networking is like Rolling a Dice

cube-689617_1280 Everyone has different opinions on networking and how effective it is. But when it comes down to it, Networking is ultimately just getting to know new people. Now, at these events there are a LOT of people, at one point I heard that 3400 people had gone through the 150+ sessions and one of the key benefits that Seattle Startup week offered was the opportunity to meet like-minded people.

So, how is networking like rolling a dice? For one thing, you’ve got about a one in six chance you are going to connect with someone and have relevant, meaningful conversation. These are gold. Maximize these connections and follow-up with the people later. Meet them for coffee and do your best to continue the conversation later.

Now, on the other hand, you also have about a one in six chance of getting stuck in a conversation that’s not going anywhere. Maybe you got cornered and can’t escape a conversation, or maybe the person is really passionate about a topic you’re not even the tiniest bit interested in. Knowing how to politely excuse yourself from a conversation is a skill any seasoned networker should perfect.

Building Networks versus Building Relationships

couple-1733992_1920

Most networking conversations started with a handshake, a quick introduction and the “What brings you here?” or “What do you do?” questions. These are great but tend to be really superficial. Building relationships is a lot harder. I’d say I probably spoke to over 200 people while I was at startup week, but there’s probably about 10 people who I made really strong connections with. I actually spent 2 1/2 hours sitting at a tiny table with one person. Of all the connections I made, that was probably the best. My new friend and I just seemed to vibe really well. The conversation flowed really easy and it was pretty obvious that we’d built a relationship. And just in case he comes across this, Hi George!

The next big takeaway was the idea that you should give first. Think about your relationships with others like a bank account. When you start building a relationship, you should make deposits into your checking account. Do that by giving, helping, and advising. Maintain relationships with your network so that when the time comes that you need help or a favor, you’ve built up a big enough balance that you can make a withdrawal. Focusing on building your network before you actually need it, so that when you do need a favor, you know who to ask.

Working at Startups

I spe Startup office nt a lot of my time on the “Talent” track so I could learn more about what Startups look for when hiring employees. While startups and smaller companies aren’t usually able to compete with the Amazons, Microsofts, and Googles of the world, they have a lot to offer. The rooms buzzed with energy. Everyone I talked to was passionate about their work and you could see eyes light up when they talked about the business. There’s so much opportunity to build skills and influence change at a smaller company. They’re more nimble and flexible than bigger organizations.

Startups and small companies have to work hard to recruit the right people, and those employees become irreplaceable. If you decide that you want to work for a startup, chances are, your benefits and paycheck aren’t going to be as competitive. You’re going to work a lot of hours. The office might be a co-working space or someone’s basement, but it’s probably not going to start out being super sexy. On the plus side, you’re going to learn a lot. You get the opportunity to really stretch your skills and have multiple roles. They’re usually a lot more flexible with vacation, but you’re definitely going to earn it. Your team is going to be really close & you will build some amazing relationships with your coworkers.

Tell Good Stories

Throughout the week, there were some amazing stories. Stories are incredibly powerful tools to connect with people. Whether you’re giving a presentation, having a casual conversation with someone or even interviewing, stories help people understand you. We are all storytellers and the more you practice telling your stories the more powerful they can become. Think about how you use them in your day to connect, communicate and share. Be conscience of the message you send with your stories and how they’re perceived, especially if you are in a position of power. Think about a leader who talks about the importance of work-life balance but contradicts that with stories about consistently working late or never taking a vacation. The leader’s personal stories and behaviors will make the bigger impact on how the team works and manages their own time.

It’s Okay to be Vulnerable

hands-1044882_1920 One of the common threads during the week was the power in vulnerability. I went to a session called “The Dark Side of Entrepreneurship” where five leaders told their stories about failure, self-doubt, and depression. It was probably one of the most impactful sessions for me. Being vulnerable helps people connect and relate to you. Have the ability and self-awareness to admit when you made a mistake or need help on a project.

At another session, Jenn Briggs talked about focusing on 80% instead of 150%. You can’t do 150% well, but if you keep a little bit of time for yourself, you’ll end up happier and more productive. I’m a wife, a mother, and a business owner. Most days it’s pretty difficult to balance everything. It was really helpful to hear that it’s impossible to be good at everything at the same time. There are days when I am going to be an amazing business owner and not a great wife or vice versa. The key is to have balance and most of the time we know when we need to make adjustments.

Next Steps

Over the next few weeks, I’m focusing on applying some the key takeaways to work. My focus this week is on spending time reviewing my notes and working through my list of action items from Seattle Startup Week. I’ve committed to taking at least one day off and reconnecting with one person in my network each week. What are you focusing on?