Body Language Tips For Virtual Meetings

Being self-aware of your body language is crucial in your communication efforts, even if you’re operating remotely. Nonverbal clues are just as significant in communication as your words and can help convey your message.

You’ll build better workplace relationships and find better success in business if you can express yourself nonverbally. Make sure you’re using your body to advantage in your virtual communication efforts by adhering to these tried-and-true strategies.

Eye contact

One of the easiest ways to appear engaged as an active listener in your efforts is to make eye contact with your peers. The eyes are a window into a person, and good eye contact allows you to form a lasting impression.

“On the other hand, failing to make eye contact can signal disinterest, dishonesty, or lack of confidence.” –Lolly Daskal

In a digital setting, you’ll need to balance the shifting perspective when other people talk and take center stage. Forbes’ Bianca Miller Cole writes to balance looking right at the speaking with looking directly into your camera so others can make eye contact with you. This may take some practice, but it’s philosophically the same idea as looking between different people in the room in a physical setting.

Facial expressions

Don’t put all the burden of effort on your eyes, though. You must utilize your facial expressions properly to sell your body language as well.

Leadership expert Lolly Daskal warns that inconsistent facial expressions can undermine what you’re saying, create distrust, or generate confusion. If you’re talking about a great sales plan, for example, and you’re frowning or shaking your head, it’ll make that plan sound not so great. Make sure to be aware of your expressions and make sure they match the tone of what you’re saying.

Also, make sure to smile when appropriate! It’ll add some friendliness and warmth against the cold backdrop of technology.

Posture

Make sure your physical form is making the same effort as your face is. Even if someone can’t see your entire form on camera, there’s plenty on screen for someone to see your posture. Good posture is a cornerstone of good body language.

Even while seated, your posture makes a world of difference. LinkedIn says you can present an air of professionalism and interest by keeping your shoulders back, your back straight, and your arms slightly out. Leaning forward also shows interest in the speaker while leaning back does the opposite. Avoid slumped shoulders and crossing your arms. While in some settings this might make you feel approachable and casual, in meetings it will make you appear distant and disinterested.

“Tilting your head is a natural response during conversations. It often indicates that a person is listening intently and thinking about your message.” –Indeed

Hand gestures

In a virtual setting, your hands might be out of view for most of the meeting. But don’t be afraid to bring them on screen in the right manner to enunciate your message!

Indeed says good hand usage can make or break your message, especially during interviews. When you aren’t speaking, it’s a good idea to keep your hands on your lap or at your side. But when speaking, don’t be shy about bringing them up to express excitement or gesture meaningfully. Just make sure not to cover your face on camera.

“Having your hands open is a sign of transparency and honesty, while it is essential to remember that pointing or crossing your arms can look aggressive to some.” –i3-Technologies

Framing

One major challenge you’ll face remotely is in framing your face within the camera. It’s hard to express body language if your body isn’t framed visibly on the screen. Finding the right distance to show enough of you without being too much of a close-up or having you three rooms away is the challenge.

Communication aficionado Jelena Fisic says the sweet spot is to have your entire head, shoulders, and the top of your torso on screen. Having just your head in view limits your body language arsenal. You want enough space to be able to bring your hands into play.

Avoid distractions

In a physical setting, meetings are usually conducted in a separate room to minimize distractions, but you won’t have that luxury remotely. Remote work is nice because it allows you to easily multitask, but visibly multitasking in a meeting is bad form.

Fellow’s Hannah Ross says that while you might think you’re being discrete, it isn’t hard for a viewer to track your eyes and see that you’re focused elsewhere. This will not only make you appear disinterested but it is disrespectful to whoever is speaking.

In order to also not be a distraction for others, Ross recommends picking an uncluttered background.

Wrap up

By being aware of the vibe you’re giving off with your body during virtual meetings, you can practice intentionality to make your message more effective. Following the aforementioned tips will make you appear more engaged, more persuasive, and more likely to form good business relationships in your next virtual meeting or interview.

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What To Do When You Feel Underappreciated At Work

If a feeling of being underappreciated at work is causing you stress or burnout, you’re not alone.

A Bonusly survey found that almost 50% of respondents left a position due to feeling undervalued. Almost two-thirds of respondents said they feel underappreciated by their employer. A Gallup poll had similar results, finding that 65% of American workers feel undervalued.

When you work for someone else for a living, it’s frustrating to feel like your contributions don’t matter. But it doesn’t have to end there. If you’re feeling underappreciated at work, you can take these steps to make positive changes.

Consider your expectations

First, you must take a look at your own mindset. While we all want our hard work to be noted, are your expectations realistic, or are you hoping for a little too much fanfare?

Harvard Business Review’s Rebecca Knight says to remember that your coworkers and managers are just as busy as you are. And even the best managers might get overwhelmed with their own duties at times and forget to go the extra mile. Keep context in mind. The appreciation you do receive, even if it’s not what you personally would like, might be well within the norm for the organization.

Indeed also adds to reframe your mindset and look for other signs that you’re being valued. If a manager assigns you to lead a project, that’s a sign of trust, even if that isn’t explicitly stated.

Talk to your boss

Once you’ve evaluated your mindset, it’s time to take action. Perhaps the most direct route is to talk to the person you’d like to feel more appreciation from—your boss. A direct conversation is the best way to air your grievances, but you need to approach the conversation carefully.

Don’t go into the meeting swinging or you’ll risk putting your boss on the defensive, according to Harvey Deutschendorf. Rather than saying you feel underappreciated, say that sometimes you feel your work goes unnoticed. Highlight the things you’ve accomplished and the work of your team and ask for feedback. By focusing on results and uplifting your team members, you’ll appear more genuine and you may receive valuable feedback.

“Let them know that you’d like more feedback moving forward. Also, come prepared with a list of your most recent achievements. That way, you remind your manager about your great work while helping build self-confidence.” –Caroline Castrillon, Forbes

Look to your coworkers

Does it seem like you’re the only one being underappreciated or are your coworkers in a similar boat? Observe how your other coworkers are treated, and you may learn some valuable insights.

If your company culture lacks appreciation or gratitude, become a source of it. Forbes’ Caroline Castrillon says that even simple gestures like a thank you note or recognizing someone’s accomplishments at a staff meeting can start building a culture of appreciation. Once showing appreciation becomes a norm, you’ll quickly find it being reciprocated in your direction.

“One surefire way to get your own work noticed is, “paradoxically,” to “praise and appreciate others.”” –Annie McKee, author

Validate yourself

While it’s nice to feel appreciated by your peers, don’t forget the person whose opinion matters most—your own! Finding ways to celebrate your own accomplishments and validate what you’ve done will make things better, and the confidence it brings will benefit you even further.

Writing down and quantifying your accomplishments has the dual value of giving you talking points with your bosses when looking for validation as well as building confidence, writes Jessica Dowches-Wheeler. You aren’t just patting yourself on the back, you’re providing tangible talking points to increase your visibility and get the feedback you desire.

Caroline Castrillon adds that self-motivation is one of the most powerful driving forces we can have. By finding meaning in your work and finding ways to reward yourself, you’ll feel much better even if you aren’t getting the external praise you deserve.

Consider a change

If you’ve adjusted your mindset and taken appropriate action and you’re still feeling undervalued, perhaps it’s time for a change. Your mental health is important, and a good cultural fit with an organization matters.

Sometimes a workplace or a manager is just flat-out toxic. It may be challenging to find a better situation, but that’s what you’ll need to decide. If you do choose to move on, Indeed recommends asking about the relationship between workers and management and about how feedback is delivered in your future interviews.

Wrap up

Don’t be afraid to utilize the resources available to you in order to regain a sense of appreciation. By adjusting your mindset, looking to others for help making changes, and recognizing your own value, you can turn your situation around. Only you can decide whether it’s a situation worth fixing or if it’s time to move on.

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Watch Out For These Signs Of A Toxic Workplace

Every workplace has its issues. It’s human nature for there to be conflict, and we’re all imperfect beings. But when the negative qualities drastically outweigh the positives, you’re probably in a highly toxic work environment.

Since the Great Resignation in 2021, more employees than ever are choosing to leave behind their toxic workplaces. A McKinsey Health Institute study found that over a quarter of worldwide workers experience high rates of toxic behavior while at work. A toxic workplace can take its toll on you mentally and physically. Only you can decide whether you can help fix the culture or whether it’s time to move on, but if you recognize these signs, you may need to take action.

Excessive stress

Not everyone loves their job. Sometimes, we need to take a job we aren’t excited about to pay the bills or learn the skills needed for a dream job. But there’s a difference between not loving your job and being actively drained by it.

“As time goes on, you may experience burnout, which is a worldwide epidemic. If left untreated, burnout can even lead to more serious issues like a heart attack or stroke.” –Caroline Castrillon, Forbes

Forbes’ Caroline Castrillon writes that a good job should energize you—not the opposite. If you’re feeling mentally and physically drained after every day of work, you might be in a toxic environment.

High turnover

A good sign that it isn’t just you viewing your workplace as toxic is if your company has a high turnover rate. If your organization churns through new workers at an alarming rate, there’s a good chance there is a deep problem.

There are many reasons employees leave jobs, according to Amanda Hetler. Low pay, limited advancement opportunities, role confusion, and poor company culture all lead to high turnover rates. While there are other circumstances that could be going on, high turnover is a big red flag If you’re interviewing for a new job, it never hurts to research the company or even ask why the position is open.

Lack of support

The best workplaces will invest in their talent to help them grow and become more fulfilled and skilled individuals. The inverse is sadly true; a toxic workplace will not only not offer additional support but may even actively hinder your attempts for growth.

If your company doesn’t offer things like continued education, learning opportunities, leadership opportunities, or room for advancement, it might be toxic even if just toward you according to Career Contessa. They may not be guilty of some of these other toxic traits, but if they aren’t providing you with a chance to develop, they might not be the right place for you.

“Many people in toxic workplaces have to “figure it out” on their own because there’s no mentorship or support to help them grow.” –Eli Bohemond, career coach

No boundaries

A poor work-life balance is a common denominator of toxic workplaces, and it often starts with no boundaries and poor leadership. If you’re constantly feeling micromanaged, that you can’t make a mistake, or you can’t say no, you’re in a toxic place.

Marijana Stojanovic believes respect goes both ways between an employer and an employee. Even though you might not be in charge, your skills, time, and input should be valued. A collaborative team will be more successful. If your managers view you as a tool to get the work done and nothing more, it’s an unhealthy relationship. If you, like the great Rodney Dangerfield, get no respect, you need to take action.

Poor interpersonal interactions

It isn’t only bosses that contribute to a toxic environment, though they can often be the cause. Your coworkers might also be caught in a miasma of negativity and try to pass it on to you.

The Muse’s Puneet Sandhu lists people not trusting each other, people having active contempt for each other, and gaslighting as common ways employees in a toxic environment treat their peers. Fast Company’s Executive Board adds “cronyism”, or a mass of playing favorites, lots of gossip, a sense of disengagement, and hostile nonverbal communication as even more signs of a toxic workplace.

“Employees in a toxic workplace rarely support their colleagues, volunteer to help with projects or go over and above. Instead, employees aim to finish their work as quickly as possible and limit interactions with others.” –Indeed

Take some time and think of how many of these might apply to your company. If you’re seeing many of these traits on a day-to-day basis, your company has a toxic problem.

Wrap up

If you’ve been feeling the ick at work, it’s a good idea to see if these circumstances apply to your workplace. Not every toxic trait is easy to spot, especially from the ground level. Trust your gut and take a good long look at your place of employment and consider whether you need to make a change. Meanwhile, if you’re a job seeker, always be on the lookout for these traits before you accept a new job.

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How To Create A Culture Of Belonging In The Workplace

Now more than ever, workers want a culture of value in their workplace. Workers rightfully want to feel that their work has meaning and that their contributions matter. For this type of culture to exist, everyone in the organization needs to commit to creating a space of belonging.

“Belonging at work is a feeling of community with the people and environments that make us feel connected.” –LaFawn Davis, Indeed

From the people in charge to workers on the ground floor, it takes everyone in a company to foster a sense of belonging. If you want to be part of the solution, we’ve curated meaningful tips to build that culture.

Bring everyone on board

It seems obvious that for everyone to feel involved, you must actually involve everyone, but what exactly does that entail? How can an organization put that philosophy to life?

It starts with extra communication and eliminating a sense of “outsiderness,” according to Jackie Wiles and Jordan Turner of Gartner.

“Seven out of 10 employees say their organization fails to inform them of opportunities to promote inclusion in their day-to-day work.” –Wiles and Turner

Start by actively encouraging employees to appreciate what everyone brings to the table and encourage them to make sure every voice is heard. And if you’re in a leadership role, make sure to do this visibly to lead by example. Meanwhile, strive to notice and appreciate individuality and make sure not to take a one-size-fits-all approach.

Invest in growth

Another way to show you want your team members to feel like part of an actual team is to invest in their growth. A company willing to invest time and growth in their employees will see a great return on investment.

Employers should offer upskilling opportunities and opportunities for growth, if available. When a company takes extra time and resources to help its employees grow, it shows that you value that team member. Feeling like an important player in the organization will foster increased belonging along with having a more skilled workforce,

Forbes’ William Arruda says to go even further and provide team training and coaching programs on important topics to help workers gain a stronger sense of their abilities and to provide bonding opportunities with their team members.

Share the spotlight

Something anyone in an organization can do to grow a sense of belonging is to elevate others and spread and share the spotlight. No one likes a manager or project leader that hogs credit, and if you’re willing to highlight everyone’s accomplishments and unique skills, you’ll build a stronger culture.

“Model inclusive behavior by being empathetic and listening to all voices on your team, including those who may feel “othered.” –Julia Taylor Kennedy and Pooja Jain-Link

Julia Taylor Kennedy and Pooja Jain-Link of Harvard Business Review state that a good senior leader is inclusive. Create diverse teams and elevate those on the team. Highlight the accomplishments of those who may feel “othered” and make sure they feel seen.

Even if you aren’t a team leader, you can still publicly praise your coworkers and thank them for any effort or help you receive from them. This goes a long way toward showing someone you consider them an equal and value their contributions.

Be generous with appreciation

At the end of the day, the easiest way to forge a culture of belonging is to be generous with your gratitude and show empathy at every given chance. Simple acts of kindness and thanks go a long way.

William Arruda says that the best leaders are those with high emotional intelligence, and highly emotionally intelligent people understand that people want to be appreciated. A simple “I appreciate the work you do” can pay massive dividends.

Entrepreneur’s Terrell Strayhorn says that certain micro-actions can lead to belonging. In addition to thanks, welcoming newcomers publicly, having route check-ins, and bringing up their talents uprooted make an employee feel seen and appreciated.

Wrap up

A company culture’s effort to foster belongingness should start at the top, but everyone in the organization can do their part to help. Whether it’s grand gestures, providing growth and leadership opportunities, or simply expressing gratitude, anyone can make the workplace more inclusive. Take these tenets to heart and find your own ways to make your team feel included!

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How To Create A Post-Interview Thank You Note

During a job search, there are a plethora of little details a candidate can make that can lead to landing the job or being rejected. Perhaps one of the easiest—and most forgotten—tasks a job seeker can do is to send a “thank you” note after their interview.

In fact, ZipRecruiter CEO Ian Siegel called not sending a thank you note the No. 1 mistake job seekers make. Taking the time to send a note of gratitude shows that you’re truly interested in the job and willing to go the extra mile. If a hiring manager is between two candidates, the thank you note could be the deciding factor. If you’re looking to craft the perfect thank you note, consider the following tenets.

Send it soon

While you don’t need to send your note the second you leave the interview, it’s best to do it quickly while the interview is still fresh in your interviewers’ minds and while you remember key points you’d like to address.

Sending one too quickly risks your note looking canned or generic, but you should strive to send it within 24 hours after your interview, writes Upwork’s Sean Cope. Indeed says that 24-48 hours is acceptable, adding you want to do it quickly but to make sure you carefully craft your note. Context is important as well. If your interview was at the end of the day on a Friday, waiting until Monday to make sure it doesn’t get lost in the weekend shuffle is fine.

Send it to everyone you spoke with

You want your thank you note to be as personable as possible, so if you had more than one interviewer, make sure they each get their own note.

“Remember If you are talking to 3 or 4 people in an interview it is crucial to make a good impression with each one. A thank-you note goes a long way towards this step.” –Apollo Technical

If you can add a personal anecdote specific to each interviewer, thank will make your response much more genuine, show that you’re a good listener, and prove that you’re willing to put in a little extra work. Christopher Littlefield adds to make sure every name is spelled correctly and to address each person by the name they introduced themselves to you.

Be brief

A good thank you note doesn’t need to be long. If you are clear and can address your points quickly, the note should only be around 300 words or so.

Ian Segal says that if you address the following points with one or two sentences each, you’ll be covering the necessary ground:

  • Thank your interviewer for their time
  • Reiterate your interest in the role
  • Mention a detail you learned about them or their experience
  • Remind them why you’re the right candidate for the job

“Your follow-up is not the place to add all the things you wish you had highlighted in your interview,” –Lourdes Olvera-Marshall

Be specific

When answering the above prompts, make sure that your responses are as specific to the job and interview as possible. Sending a thank you note is good, but if that letter sounds generic or scripted, it won’t come off as sincere.

How can you make your note sound personal? MasterClass says to include something you learned about the workplace culture, something you discussed during your questions, or new insights about the job. Tying it back to something you discussed shows that you’re a good listener and that what you discussed really stuck with you.

“If there was an anecdote or a shared interest that both you and the interviewer seemed to connect over, you may briefly nod to that in your email, but only if it feels natural and appropriate.” –Deborah Acosta

Add value

While you don’t want to rehash your entire interview and cover things you forgot, you do want to point out the value you’d bring to the position and to reiterate your sincere interest in the role.

JobHero suggests that you elaborate on something you discussed in that interview, such as adding a suggestion or an idea that can highlight the skills you’d bring to the position. That’s why being specific can help—you can add to the points you’ve discussed with tangible ideas to show your knowledge and passion.

Be sure to actually directly thank the interviewer as well!

Wrap up

If you’ve embraced these tips, you’ll have created a brief but value-loaded note to your interviewers in a timely manner. Crafting the perfect thank you note only requires a little bit of time, and you can even have a template to work off of to save you even more time. But that little extra time will be noticed after your next interview!

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