Business travel is bad for your health, the case to kill job interviews, 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.

Road warriors, consider yourself warned: The more time you spend on the road, the more you are at risk for obesity, alcohol abuse, depression and other health problems, according to a study published in the Journal of Occupational and Environmental Medicine. And when employees suffer, companies suffer too, with increased absenteeism and decreased productivity. Stress management programs can help, as can hotels with gyms and healthy food options. You also might want to reconsider whether all that travel is necessary. ? Here’s what people are saying.

Would you take a promotion without a raise? 64% of employees said they would, according to a survey by staffing firm OfficeTeam. That’s up from 55% in 2011. Younger workers were more willing, with 72% of 18 to 34 year olds saying they’d take a raiseless promotion and 53% of those 55 and above saying the same. This willingness may be a sign of the times: OfficeTeam found that 33% of HR managers said it was somewhat common to give out no-money promotions, up from 19% in 2011. ? Here’s what people are saying.

You Asked: “I started a business last year. Most of our potential clients are 50, while I’m not yet 30. I know my market and I know our services are great. How can I get people to trust a young company run by young people?” — Elizabeth A. Martin, co-founder of Wellstay Inc.

• “It can be trying going into a situation where you feel like you may already be at a deficit, but change that thinking. You're passionate about the service you’re providing and you believe in the expertise you're bringing to the table. Let this belief guide your process of reeling in new business. Feel out any concerns they may have by asking powerful questions. Their issues may have nothing to do with age and more about how you're positioning the company's successes. Focus your pitch and select the right successes (no matter how small) and make them sizzle. If they don't go with your company, ask them why so that you can refine your message. The young company, or age difference, might not be the issue at all. If you find out that it is, though, ask your current clients how they overcame that concern and home in on those winning features.” — Sarah Kauss, founder and CEO at S'well
• “First, leverage your perspective as a strength. For most companies and industries, finding a vendor/partner that truly gets a younger generation of employees and customers can be an asset. Secondly, make sure to out-research and out-relationship everyone else. Use your connections, crowdsource solutions and blow them away with your ability to get things done. Your energy, your drive and your hustle should be an advantage. Third, solve for what may be natural (and warranted) questions or doubts. Do you have testimonials or advocates? If not, get some. Even if you have to provide your product or service for free at first, results build trust and close deals. And finally, don’t let the doubts get in your head. I’ve seen young leaders get so worked up about their age that they over-index negatively and take an approach that only affirms those concerns. Put your energy into the work, not into trying to be someone you are not.” — Kat Cole, COO and President, North America at FOCUS Brands (Read Kat Cole’s full response.)

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

Is it time to kill the job interview? In-person interviews are not good predictors of job performance, argues organizational psychologist Tomas Chamorro-Premuzic. Research suggests that they’re more likely to show whether a candidate is good at interviewing and often serve as an excuse for hiring managers to let their biases take control. Chamorro-Premuzic say employers should instead conduct job simulations and review a candidate’s past performance ratings to get a sense of a prospective employee’s fit for a role. ? Here’s what people are saying.

The best way to respond to negative feedback: Take a breather. You might want to react immediately. But those who take a few days, or weeks, to digest are more likely to improve, according to research by organizational psychologist Tasha Eurich. Negative feedback challenges our self-image, which can feel like a psychological assault. Take some time to interpret (and reinterpret) what you’ve heard, ask someone you trust for their take and remember that there’s more to you than this bit of criticism. ? Here’s what people are saying.

One last idea: Most of us prefer to share ideas only when we’re fully confident in them. But Contently co-founder and author Shane Snow reminds us that even seemingly ridiculous suggestions have immense value.

“A bad idea can be very good at pointing us in a new direction. [They] increase the odds that we’ll break our silence with an idea that would normally feel unsafe to express, because someone has already expressed something even more far out.”

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

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