Building a sense of belonging at work, the pros to good lunch habits, and more top insights

 What’s happening in the world of work: The Saturday edition of the Daily Rundown highlights the business trends, perspectives, and hot topics you need to know to work smarter. Read on and join the conversation. 

A company that focuses on employees’ sense of belonging helps cultivate more diversity and inclusivity, writes Forbes contributor Dr. Pragya Agarwal. Rather than hiring people who “best fit” with the team, experts say recruiters shouldn’t shy away from candidates who bring in new ideas. An accepting workplace fuels more creativity and boosts productivity, as team members who embrace each other’s differences become more “resilient” as a whole. Some strategies for businesses to build an inclusive culture are storytelling workshops, conferences that talks about the company’s vision and social bonding as a priority. ? Here’s what people are saying.

?Work hard, but play harder: Companies are dealing with a problem they never thought they’d have — employees are obsessed with work. A 2018 survey reported nearly 86% of men and 67% of women in the U.S. work over 40 hours a week. Businesses are prioritising leisure time and exploring ways for people to disconnect, and research shows that putting employee well-being first can boost success. Better vacation policies, stricter email hours and staff-organised social functions are some company initiatives to prevent job burnout and employee stress, according to Ted Ideas. ? Here’s what people are saying.

 You Asked: “I’m at a junction of my career now where I feel I want to get a managerial position with more responsibility. I have a Bachelor's degree, but I am considering completing a Masters degree. Is this necessary if I have a lot of experience (12+ years in a range of administrative roles) and will it give me an edge over other candidates?” — Amanda Saunders, administrative officer at University of West London

• “You’re asking the right questions. Now you simply need to ask them of the right people: individuals working in your industry, ideally who have been involved in hiring for managerial roles. Having these coffee chats will help you learn the steps that will set you up for promotion and will also warm up your network - the No. 1 method to get the “edge” you mention. You can also do research on your own, looking into the backgrounds of people who have roles you'd like to have, such as through LinkedIn and/or bios posted on their organisation’s website. If most of those individuals don’t have advanced degrees, you likely won’t either.” — Rebecca Fraser-Thill, director of faculty engagement and outreach for purposeful work at Bates College
• “After 12 years in administration, I'm guessing you're more than ready to start contributing in a managerial role. However, hit the pause button on your decision about graduate school. While graduate school might be the right move for you, it's a costly and time-intensive investment that doesn't always pay off, and often leaves people feeling imprisoned by their student loan debt. The most important question prior to making the move into management is: what skills or experiences would an employer need of me that I don't already have? Look at job descriptions for a managerial role that excites you. Look at the skills and experiences that they want in an ideal candidate, and how well your current capabilities match up. If you're still curious about graduate school, the best way to ensure that you have a return on that investment is by ensuring the specific skills and knowledge you'll gain are only available through academia. By having worked in administration, you've probably already been a fly on the wall to lots of decisions that management makes. You may have far more qualifications and immediate ability to contribute than you think.” — Lisa Lewis, Denver-based career coach
• “It depends. Do the hiring managers value candidates who have Master's degrees? Are the candidates you are competing against have Masters degrees? Are they in relevant areas to the industry? The value of any degree or certification is dependent on the industry, company values and hiring managers beliefs. Do not suffer from what I call MSU disorder (Make Stuff Up) and go find some hiring managers and ask them whether getting a Masters degree makes sense and in what discipline. In general, the older you are and further along in your career path, the value of a graduate degree decreases. Go talk to people who have the power to hire you and find out what they think and/or believe.” — Marc Miller, career coach at Career Pivot

Looking for career advice from the pros? Submit your questions in the comments with #YouAsked and we’ll take care of the rest.

Proactive workers can harm an organisation if their energy isn't properly channeled, finds a study outlined in Harvard Business Review. While every organisation wants a star employee, their energy can have negative consequences such as accidentally making harmful changes, alienating colleagues and setting the stage for a backlash. If you find yourself becoming a proactive member of a team, it's important to "manage yourself" by asking whether you're being considerate of coworkers and whether your goals really do align with those of the organisation rather than simply follow your personal vision. ? Here's what people are saying.

Take note of your lunching habits: Taking lunch breaks — instead of eating at your desk — has more benefits than you might expect, according to The Washington Post. Some employees report wanting to clock out right at 5 p.m., others say they’re simply have too much on their plates for breaks. Studies suggest leaving your desks for lunch can improve work performance and allow your body and mind to recharge, whether it’s a five minute or 30-minute break. ? Here’s what people are saying.

One last idea: Companies often go for candidates who seem most qualified. But Deloitte’s Josh Bersin and ManpowerGroup’s Tomas Chamorro-Premuzic recommend taking a second look at future leaders who “may not be ready” but have the ambition and potential. 

“If you move beyond promoting those with the most competence and start thinking more about those who can get you where you want to go, your company will thrive.”

What’s your take? Join the conversations on today’s stories in the comments.

— Weng Cheong