Open offices don’t need to be awful, how to know if you’re in the wrong job, 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.

Open-office plans have become ubiquitous, and most workers aren’t thrilled. But there are ways to make them bearable, reports Bloomberg. Pay attention to the invisible factors: air quality, sound and temperature, to name a few. These often-forgotten elements can turn lovely designs into workplace nightmares. And in your quest to break down barriers between workers, remember to leave a few standing. Private spaces for personal conversations, concentrated work and meetings will go a very long way. ? Share your thoughts: #OpenOffices

Are you in the wrong job? Here’s how to figure it out: It all comes down to your motives — what gives you energy to go to work, says Northwestern’s Carter Cast. You could have all the skills and smarts to do a job, but if there’s a motive mismatch, you’ll likely be miserable. Cast lays out five primary career motives: power, achievement, affiliation, purpose and autonomy. Of course, you can have multiple motives. The key is to determine if your current job is satisfying any of them. ? Share your thoughts: #WrongJob

The problem with Pollyanna managers: Leaders who constantly accentuate the positive may think they’re doing direct reports a service; they aren’t. Going overboard with a can-do attitude tells staff their feelings and concerns are invalid, argues executive coach Liz Wiseman. It also amplifies workers’ fears of the consequences if things don’t go as planned. Employees want a manager who understands and appreciates their challenges, Wiseman says — not an irrational cheerleader. ? Share your thoughts: #OptimismPitfalls

You Asked: “I was given a promotion at work, which came with a higher title and substantially more work but no monetary gains. When and how should I ask for a raise after I’ve proven I can handle my new job duties on top of my old ones? And if I’m not happy with the amount they offer, should I stay?” — Rachel Ann Chandler, senior attorney at the Mississippi Insurance Department ? Join the conversation: #RaiselessPromotion

• “It feels like many women accept these types of moneyless promotions because they are more forgiving about money than men, or corporations expect that they will be. On the less cynical side, this could be a way for your company to see if someone they think is maybe not ready for a promotion is actually ready. In that case, they should agree when you say, ‘Yes, I would love to give this a try, as long as we agree to review my performance in three months.’ If you’re killing it in three months and they refuse a raise, then you have your answer. Get out that resume!” —Lesley Jane Seymour, Founder of CoveyClub.com, former Editor in Chief of More Magazine (Read Lesley Jane Seymour’s full response.)
• “You should absolutely expect a bump in salary. Approach your manager within the next couple of weeks and explain that you would like to have a conversation about compensation. Be prepared for them to ask what you had in mind for a salary increase. If your manager tells you they cannot give you a raise, ask them if they are comfortable sharing what went into their decision. Their answer might provide talking points for future conversations about salary. I would end the conversation by asking when the idea can be revisited.” —Malia Mason, management professor at Columbia Business School

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

Rebels are better problem solvers. That’s because they often ask themselves what they “could” do rather than what they “should,” even when it means breaking a few rules. This gives them freedom to explore a much larger universe of potential solutions, writes Harvard’s Francesca Gino. Yes, this approach may increase the time you take to make a decision and even lead to disagreements, but both of those things will help you and your team be even more creative. ? Share your thoughts: #RebelProblemSolvers

One last idea: It’s tempting to get a job candidate to accept your offer and declare mission accomplished. That would be a mistake, writes executive coach Whitney Johnson. Taking the time to ensure new hires understand your company’s vision will pay off in a big way. ? Share your thoughts: #NewHireVision

“Understanding why their job is necessary and important will power them through difficult days, when the cost of the struggle toward competence seems steep.”

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

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