New Age networking: 3 strategies more effective than asking someone to coffee

New Age networking: 3 strategies more effective than asking someone to coffee

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SARA MCCORD for The Muse

1 day ago

 

Before those who read this title think I've abandoned everything I stand for: Don't worry, I still love coffee. I am the stereotypical remote worker who seeks refuge from writer's block in a coffee shop. I drink nearly as much as Lorelai Gilmore, and whenever I want to catch up with a friend I suggest we meet for coffee.

However, I'll admit that this isn't always an effective networking strategy. As the writer Deborah Copaken Kogan includes on her contact page "but please refrain from asking her to…go on a coffee date…it's hard enough to find an hour to have coffee with a friend."

Therein lies the problem in asking networking contacts to meet for coffee: There's a good chance they'll respond that they're "too pressed for time." And, it's no doubt true. (Seriously, look no further than here, here, and here). So, if you're hoping to connect with someone new or particularly busy, try moving your requests online. You'll get the same results (new connections!) without all those the back-and-forth "when and where" emails.

1. Use Twitter to share your work

As the resident Twitter evangelist on The Daily Muse team Lily Herman writes, "...Twitter is one of the best networking tools (if not the best) out there...Without exerting too much energy, you can put a plan in place and start to see your networking connections — and professional opportunities — rack up."

Herman goes on to explain how you can 

use hashtags, questions, and your current network to foster connections over Twitter.

use hashtags, questions, and your current network to foster connections over Twitter. The idea here is that while someone may be hard-pressed to find 30 minutes (or more!) to meet for coffee, he or she probably has time to tweet you back. And, if you tweet with someone more regularly — and she's responding — you'll start to build a relationship. Once someone follows you, you can then DM him or her to continue the conversation over email.

Need proof this approach works? Just last week, someone tweeted me that he scored a 100% on the Grammar Quiz I shared. He then asked if that was worth me reviewing his infographic. I was impressed — with the score and the tweet — and asked him to DM me a link to it. If he'd asked me for coffee to discuss the possibility of collaborating, I would've said no — but this 10-second request was easy to say yes to.

2. Use LinkedIn to share your resume

Some people just aren't into Twitter, so no matter how strategically you tweet at them, they won't respond because they rarely log in. Next stop: LinkedIn.

Before you say, "Duh, everyone's resume is on LinkedIn," remember that there's a difference between a person clicking on your page just to see if you share a past employer or alma mater, and someone actually reading your professional history.

I still remember when Muse career expert Lily Zhang reached out to me over LinkedIn. Not only did she send me a personal note, but as soon as I accepted her request, she went to my profile and endorsed me for some of the skills she had mentioned in the message. This demonstrated to me that she really had read my articles, and naturally, I immediately went to her profile to endorse the skills I knew she had. And while I was there, I read her profile.

This method could work for anyone, and it's a much more strategic — and likely — way to get a contact to view your summary and resume than asking to meet for coffee so that you may discuss your career aspirations.

3. Use Instagram to be in touch

One of the secrets to really connecting over social media is to figure out your contact's preferred platform.

One of the secrets to really connecting over social media is to figure out your contact's preferred platform. While you may think that Instagram is just for personal photos, people now use it in all sorts of ways. From sharing industry-related quotes to using it as another profile to share their work, many people do utilize it for professional purposes — making it a great way to reach them.

As with Twitter, just following someone isn't enough to build a connection. You'll want to interact with the person you'd like to be in touch with. Of course, there are a few things to keep in mind. I shy away from requesting private Instagram profiles unless it's someone I already know. (Because if someone's account is private, odds are this is not a platform he uses to network with new people.)

Also, it's important not to act like you know someone you've never met. Sure if someone posts a photo of a beautiful place or of themselves all dressed up or of a cute child, it's pretty standard for followers to like and comment accordingly. But if you tell a stranger that you notice her husband always poses on her right side or that she has worn her hair the same way to every fancy event lately (a.k.a., things only a BFF or her aunt would say), you're crossing over into creepy territory.

Instead, comment on professional posts — pictures of the office, of that person traveling for work, or of events he or she has attended. A comment that you "also loved the keynote at [ABC event] especially when she mentioned [this cool thing]" is a much better way to go than the comment above. While an influencer might not have time to meet with you for coffee to discuss a recent speaking engagement, through Instagram, you can get on her radar.

You still can ask to meet people for coffee (I know I do). But if you find that you're having troublegetting a "yes" to your networking request, try one of the strategies above. Then, buy yourself that cup of coffee for victory's sake when you hear back from someone you've been dying to connect with.

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It may take more than just female managers to close the gender wage gap

It may take more than just female managers to close the gender wage gap

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BY REBECCA RUIZ3 DAYS AGO

Women help women. At least that is what happens in the ideal workplace, particularly as women rise to management positions and use their power and influence to promote female employees whose careers and earnings may have been stifled by gender discrimination.

Research shows that women in the United States make 78 cents for every dollar a man earns, partly as a result of bias. Experts have watched women climb the managerial ranks and noticed a subsequent decline in the wage gap between female and male employees. The two trends, they have argued, appear related.

SEE ALSO: Women still make less than men, and it costs them billions every year

A forthcoming study in the American Journal of Sociology, however, suggests female managers don't necessarily aid their female employees. In some cases, women might fare worse under female managers.

The study, co-authored by U.C. Berkeley Haas School of Business Assistant Professor Sameer B. Srivastava, looked at the employment records of 1,701 employees at an unnamed information services company. Their records included salary and performance evaluations.

The female employees earned $56,920 on average compared to $72,295 for men. When the researchers controlled for factors like experience and age, they found that women made 17% less than men.

After analyzing performance reviews and salary data between 2005 and 2009, they discovered that there was no statistically significant advantage for women when they switched from a male to a female manager. A smaller subset of lower-performing female employees actually made 30% less than their male peers, when assigned to a higher-performing female boss.

The findings are not necessarily surprising. Researchers have long debated whether or not female managers are “agents of change” or “cogs in the machine.”

When women are agents of change, they are eager to make the workplace less hostile to their female subordinates, and reward their hard work with pay equity.

When women are agents of change, they are eager to make the workplace less hostile to their female subordinates, and reward their hard work with pay equity. But when female managers are “cogs” they have no effect on the wage gap, and may even exacerbate it. In this scenario, women may believe that men are more competent than women, whether they realize it or not.

All of this is complicated by women's relationships to their female co-workers, which are often influenced by what is known as “competitive threat” and “collective threat.” A low-performing female manager might treat an employee harshly or less fairly if she’s being outperformed by her –- hence the threat by competition.

On the other hand, a low-performing female employee might make her superior look bad, and her boss is already worried about being perceived as less competent than her male peers. As a result, she deems that employee as less valuable, and likely underserving of a raise or promotion.

Srivastava told Mashable that it’s not clear if the high-performing female managers in his study treated the lower-performing women differently because of collective threat, though it is a strong possibility.

While the study, which focused on a single company, can’t be generalized to all female managers, Srivastava said that the findings suggest businesses must do more than just appoint more women to leadership positions.

“It’s probably wishful thinking that that, by itself, will close the gender wage gap,” he said. 

"It's one thing to have more women in management and another to have an organizational culture that promotes gender equality."

"It's one thing to have more women in management and another to have an organizational culture that promotes gender equality."

Catherine Hill, vice president of research for the American Association of University Women, a nonprofit organization that promotes gender equality, said that she wasn't surprised by Srivastava's findings. Previous research has shown that both men and women believe stereotypes about gender, often unconsciously.

Hill said that female managers should honestly assess their opinions on gender in the workplace, and maybe even take animplicit bias test to learn if they have biased attitudes about women's competency. (Men, of course, can take the test too.) They should also use objective measures to evaluate employees, particularly when looking at the contributions of a female charge who seems to be contributing less than her co-workers.

These situations deserve special attention, Hill said, because supervisors frequently rely on their gut reaction when making a decision about a less-than-impressive employee. The only problem is that those instincts may actually be shaped by bias. "Use evidence whenever possible," she said.

Closing the pay gap has become a popular issue. It was the subject of Patricia Arquette's Oscarspeech, Hillary Clinton has mentioned it on the campaign trail, and even the Pope has called for fair pay.

Now the challenge is translating that support into real change at the most basic level: the relationship between a manager and her employee.

Job hunting? Check out 170+ openings at CBS, Reuters and more

Job hunting? Check out 170+ openings at CBS, Reuters and more

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BY SUE YING TAY2 DAYS AGO

Are you looking for a new career? The Mashable Job Board is the ideal place to search for your next big move. More than 3,000 employers in tech and digital have posted on our board, and they're looking to fill positions from Mashable's community. Twice a week, we highlight five recently posted openings. Check out some of this week's newest, below, and be sure to read our Job Search Series for valuable career tips.

Position: Account Executive

Company: CBS Interactive

Location: New York, New York

CBS Interactive, a division of CBS Corporation, is the premier online content network for information and entertainment. With more than 280 million people visiting its properties each month, CBS Interactive is a top Web property globally. The Account Executive is responsible for managing all aspects of sales generation for CBS.com, CBSNews.com in his/her assigned territory/vertical in order to consistently meet or exceed territory sales goals.

Position: Ad Tech Optimization Analyst

Company: CafeMom

Location: Los Angeles, California

This position involves coordinating, trafficking and optimizing online advertising campaigns running on www.cafemom.com, www.babynamewizard.com and www.mamaslatinas.com. You will gain in-depth knowledge in this dynamic & rapidly evolving industry while working with senior management to understand client objectives/goals and lead the optimization of campaigns.

Position: Head of Business Development

Company: Urban Icon

Location: Los Angeles, California

Netted is a publication from the team at The Webby Awards that hits the inboxes of over half-a-million people daily. We aim to deliver “better living through the Internet” by featuring one site, app, service, or product each day that helps people navigate their lives and solve basic problems (and we have a lot of fun doing it). We’re looking an enthusiastic and excited Editor to join the Netted team and work with us in our office here at The Webby Awards.

Position: Mobile Marketing Manager

Company: Reuters TV - Thomson Reuters

Location: New York, New York

Ui Culture is launching a digital brand and lifestyle platform for the global urban audience. The Head of Business Development will oversee all advertising, marketing and business issues related to sales. Head of Biz. Dev will create strategies and sales presentations to brands and corporations, negotiations, and sales closing. The Company is located in Los Angeles, CA, also doing business in London.

Position: Social Media Manager

Company: Company Confidential 

Location: Los Angeles, California

Our small but mighty team is highly ambitious, ridiculously innovative, and certifiably badass. Based in the hills of Hollywood, we’re looking for a technically skilled and creatively versed Social Media Manager to join our Messaging team and help infuse our products, emails, ads, and more with the personality of that person everyone wants to be friends with.

---

Check out more career opportunities on the Mashable Job Board. New positions are posted daily, ranging from entry-level to C-suite positions.

It may take more than just female managers to close the gender wage gap

It may take more than just female managers to close the gender wage gap

IMAGE: STUDIO ZOO/IMAGEZOO/CORBIS

BY REBECCA RUIZ1 DAY AGO

Women help women. At least that is what happens in the ideal workplace, particularly as women rise to management positions and use their power and influence to promote female employees whose careers and earnings may have been stifled by gender discrimination.

Research shows that women in the United States make 78 cents for every dollar a man earns, partly as a result of bias. Experts have watched women climb the managerial ranks and noticed a subsequent decline in the wage gap between female and male employees. The two trends, they have argued, appear related.

SEE ALSO: Women still make less than men, and it costs them billions every year

A forthcoming study in the American Journal of Sociology, however, suggests female managers don't necessarily aid their female employees. In some cases, women might fare worse under female managers.

The study, co-authored by U.C. Berkeley Haas School of Business Assistant Professor Sameer B. Srivastava, looked at the employment records of 1,701 employees at an unnamed information services company. Their records included salary and performance evaluations.

The female employees earned $56,920 on average compared to $72,295 for men. When the researchers controlled for factors like experience and age, they found that women made 17% less than men.

After analyzing performance reviews and salary data between 2005 and 2009, they discovered that there was no statistically significant advantage for women when they switched from a male to a female manager. A smaller subset of lower-performing female employees actually made 30% less than their male peers, when assigned to a higher-performing female boss.

The findings are not necessarily surprising. Researchers have long debated whether or not female managers are “agents of change” or “cogs in the machine.”

When women are agents of change, they are eager to make the workplace less hostile to their female subordinates, and reward their hard work with pay equity.

When women are agents of change, they are eager to make the workplace less hostile to their female subordinates, and reward their hard work with pay equity. But when female managers are “cogs” they have no effect on the wage gap, and may even exacerbate it. In this scenario, women may believe that men are more competent than women, whether they realize it or not.

All of this is complicated by women's relationships to their female co-workers, which are often influenced by what is known as “competitive threat” and “collective threat.” A low-performing female manager might treat an employee harshly or less fairly if she’s being outperformed by her –- hence the threat by competition.

On the other hand, a low-performing female employee might make her superior look bad, and her boss is already worried about being perceived as less competent than her male peers. As a result, she deems that employee as less valuable, and likely underserving of a raise or promotion.

Srivastava told Mashable that it’s not clear if the high-performing female managers in his study treated the lower-performing women differently because of collective threat, though it is a strong possibility.

While the study, which focused on a single company, can’t be generalized to all female managers, Srivastava said that the findings suggest businesses must do more than just appoint more women to leadership positions.

“It’s probably wishful thinking that that, by itself, will close the gender wage gap,” he said. 

"It's one thing to have more women in management and another to have an organizational culture that promotes gender equality."

"It's one thing to have more women in management and another to have an organizational culture that promotes gender equality."

Catherine Hill, vice president of research for the American Association of University Women, a nonprofit organization that promotes gender equality, said that she wasn't surprised by Srivastava's findings. Previous research has shown that both men and women believe stereotypes about gender, often unconsciously.

Hill said that female managers should honestly assess their opinions on gender in the workplace, and maybe even take animplicit bias test to learn if they have biased attitudes about women's competency. (Men, of course, can take the test too.) They should also use objective measures to evaluate employees, particularly when looking at the contributions of a female charge who seems to be contributing less than her co-workers.

These situations deserve special attention, Hill said, because supervisors frequently rely on their gut reaction when making a decision about a less-than-impressive employee. The only problem is that those instincts may actually be shaped by bias. "Use evidence whenever possible," she said.

Closing the pay gap has become a popular issue. It was the subject of Patricia Arquette's Oscarspeech, Hillary Clinton has mentioned it on the campaign trail, and even the Pope has called for fair pay.

Now the challenge is translating that support into real change at the most basic level: the relationship between a manager and her employee.

Have something to add to this story? Share it in the comments.

Job hunting? Check out 170+ openings at CBS, Reuters and more

Job hunting? Check out 170+ openings at CBS, Reuters and more

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IMAGE: FLICKR, JONATHAN MUELLER

BY SUE YING TAY1 DAY AGO

Are you looking for a new career? The Mashable Job Board is the ideal place to search for your next big move. More than 3,000 employers in tech and digital have posted on our board, and they're looking to fill positions from Mashable's community. Twice a week, we highlight five recently posted openings. Check out some of this week's newest, below, and be sure to read our Job Search Series for valuable career tips.

Position: Account Executive

Company: CBS Interactive

Location: New York, New York

CBS Interactive, a division of CBS Corporation, is the premier online content network for information and entertainment. With more than 280 million people visiting its properties each month, CBS Interactive is a top Web property globally. The Account Executive is responsible for managing all aspects of sales generation for CBS.com, CBSNews.com in his/her assigned territory/vertical in order to consistently meet or exceed territory sales goals.

Position: Ad Tech Optimization Analyst

Company: CafeMom

Location: Los Angeles, California

This position involves coordinating, trafficking and optimizing online advertising campaigns running on www.cafemom.com, www.babynamewizard.com and www.mamaslatinas.com. You will gain in-depth knowledge in this dynamic & rapidly evolving industry while working with senior management to understand client objectives/goals and lead the optimization of campaigns.

Position: Head of Business Development

Company: Urban Icon

Location: Los Angeles, California

Netted is a publication from the team at The Webby Awards that hits the inboxes of over half-a-million people daily. We aim to deliver “better living through the Internet” by featuring one site, app, service, or product each day that helps people navigate their lives and solve basic problems (and we have a lot of fun doing it). We’re looking an enthusiastic and excited Editor to join the Netted team and work with us in our office here at The Webby Awards.

Position: Mobile Marketing Manager

Company: Reuters TV - Thomson Reuters

Location: New York, New York

Ui Culture is launching a digital brand and lifestyle platform for the global urban audience. The Head of Business Development will oversee all advertising, marketing and business issues related to sales. Head of Biz. Dev will create strategies and sales presentations to brands and corporations, negotiations, and sales closing. The Company is located in Los Angeles, CA, also doing business in London.

Position: Social Media Manager

Company: Company Confidential 

Location: Los Angeles, California

Our small but mighty team is highly ambitious, ridiculously innovative, and certifiably badass. Based in the hills of Hollywood, we’re looking for a technically skilled and creatively versed Social Media Manager to join our Messaging team and help infuse our products, emails, ads, and more with the personality of that person everyone wants to be friends with.

---

Check out more career opportunities on the Mashable Job Board. New positions are posted daily, ranging from entry-level to C-suite positions.