Let's Talk Work

because there are two sides to every story

Leave a comment

Your statement…

We write cover letters, we practice elevator speeches, we interview and hope to be at our best each time.


Organizations have mission statements – or they should; in order to spell out their purpose, their reasons for existing. This written and likely publicized statement is to announce their core purpose and focus – and typically this should not change over time.

No matter where we work or what company we work for – our own work ethics should define us in any environment. So why not create your own personal/professional mission statement? You can use it as a LinkedIn profile, in all of your cover letters, and in small part within the profile of your Resume when space allows.

Your statement should answer 4 simple questions:

  1. What you do
  2. How you do it
  3. What do you do it for
  4. What value or purpose does it serve

If you find this a bit challenging, try it out on your partner or spouse first, then on another person whose job you are familiar with. Consider your own work ethic and beliefs. Your personal/professional mission statement should be applicable throughout your career – no matter where you work or what you do for a living.


Leave a comment

What would Amazon do?


Amazon is the world’s largest online retailer, selling everything from books to shampoo, and lots of people want to work there. At the world’s largest online retailer, it’ll take more than just cookie-cutter answers to stand out. 

The full article and list of 29 questions is from Inc.com and linked here for your review.

Of Amazon’s 29 questions – I would like to point out a few of those that I believe would apply to any organization and most positions.

How would you answer the questions below? What do you think the employer is trying to gauge with this line of questioning?

  1. What is the worst mistake you ever made?
  2. If your direct manager was instructing you to do something you disagreed with, how would you handle it?
  3.  Describe what Human Resources means to you.
  4.  Do you know our CEO? How do you pronounce his/her name?
  5.  Are you willing to work on your feet for 10 hours, 4 days a week?
  6.  Do you think you’ll reach a point where you storm out of work and never return? Or have you?
  7.  Would you tell on a employee for stealing?
  8. Tell the story of the last time you had to apologize to someone.
  9. What would you do if you saw someone being unsafe at work
  10.  What is the most difficult situation you have ever faced in your life? How did you handle it?
  11. Give me an example of a time when you were 75% of the way through a project, and you had to pivot strategy–how were you able to make that into a success story?
  12.  What would you do if you found out that your closest friend at work was stealing?
What the employer is trying to gauge is the character of a candidate with many of these questions. As well, what research has been done to learn about the company prior to the interview. And, about one’s work ethic, determination and accountability. And your integrity.
The reason I am sharing these questions is that they are not uncommon. Be prepared to have to respond to some of these in your job search endeavors. Be prepared to think on your feet, be honest, and consider how to concisely respond to questions that may elicit a long answer. Too long of an answer could find one’s foot in mouth, so to speak.
Practice responses out loud – to yourself or rehearsing with a friend. Maybe a buddy system of mock-interviewing, so that you can be best prepared.

Leave a comment

Work Ethics

What exactly does this mean, work ethics?


Now this image/quote is powerful by itself, but by definition, work ethics is: the principle that hard work is intrinsically virtuous or worthy of reward. In other words, a work ethic is a set of moral principles that one abides by in their work. There are several factors worth mentioning here, and we will. Does an employer need to empower the employee first, or is the work ethic innate – something shown in the character of the employee and not something that can be trained. Is it something that could have been, or should have been – learned during the interview process?


First, let’s look at a few workplace scenarios and you be the judge.


  • You are the customer in line, at a retail store. The cashier you are waiting on is distracted by personal conversation with another cashier – thereby ignoring the job he/she was hired to do, and most importantly – you as the customer.
  • You are back at this same store, same cashier. This time, a timely and friendly transaction. However, you happen to comment on the price increase you noticed on certain products. The cashier casually whispers to you that everything there is overpriced.
  • Back again – same store, different cashier. The cashier is rather grumpy and doesn’t bother with the automated ‘hello, how are you’ greeting. Instead, rattles off a few reasons they are so unhappy working there. Their boss, their wages, the hours, the required overtime. You didn’t ask – but were told anyway.
  • The following week, you overhear a manager scolding and using foul language to an employee – loud enough for the employee to be humiliated and embarrassed; making it difficult for them to face their customers the remainder of the day, with the upbeat attitude expected of them.
  • Later that week, you notice a few employees in a car, likely returning from a lunch break — but one is dropped off at the door, and punches in at the time clock for all the employees who were together
  • And yet a different day, here you are back again. You realize, you shop a lot regardless of your discomfort with the level of service. This time it is obvious that you are in need of some direction or help, but no one is making eye contact with you. You are not being acknowledged because someone likely doesn’t want to do the work.

Most of these scenarios are training opportunities.

  1. Training of the hiring managers – to hire with character in mind, not just a warm body.
  2. And training of the employees – through on boarding, orientation and recurrent training on service expectations. Customer service really should be a complete circle of attention to service, from the inside out.

With a quick review – the only item(s) noted that in reality, would be of ethical concern or even integrity-

  • management being inappropriate about disciplining the employee, in a public setting, etc.
  • and maybe the employee who complains about their employer, their co-workers, etc. – to you the customer.
  • punching the time clock for someone other than yourself? Well, that is a lack of a lot of things – and likely grounds for termination.

Most of these scenarios are training issues. The uncomfortable ones can be avoided by hiring right, the first time around.

Consider how you hire any new candidates – and which qualities reveal a good work ethic. Some of those qualities are:

  1. integrity
  2. sense of ownership or responsibility
  3. concern for quality
  4. being disciplined and reliable
  5. being part of a team
Employers: Are you asking the right questions, for the right reasons?
Candidates: Are you prepared to respond when asked questions that are focused on work ethics?