No matter where you are in your career journey—whether you’re stepping into your first job post-graduation or have been loyal to the same company for years—setting long-term goals is central to growth. Ambitions can give your career purpose and guidance.

When we think over goals, our minds often gravitate towards the immediate: the tasks on our plate or the projects for the upcoming quarter. However, integrating a long-term vision into our professional journey can be transformative. It instills ambition, fuels determination, and sharpens our focus.

In contrast, neglecting long-term planning can lead to a sense of stagnation.

Many find themselves at drift and stuck in roles they’ve outgrown, a situation intensified by family, hobbies, and life’s many responsibilities. Yet, with a clear roadmap, careers become more purposeful through life’s bumps and bruises.

In this article, we deliver a guide on long-term goals, including how to create intentional goals, their impact on you as a person and your career, and detailed examples of long-term goals for all types of people.

Long-Term Goals in the Workplace and How They Work

At the heart of every ambitious professional’s journey lies a set of long-term goals.

But what these goals look like could vastly differ from individual to individual. Everyone has a different idea of what success could be and how they want their career to factor into their lives.

For some, it could be the deeply ambitious goal of becoming a CEO or floating a company on the stock exchange. For others, it could be about balancing work and family. Or it could be to do more humanitarian work.

There’s no right or wrong answer when setting long-term goals at work. However, they can be vastly different from the daily goals we set ourselves.

Long-term goals can be defined as the sweeping objectives that individuals aim to achieve over an extended period, typically spanning several years or even decades.

They are not just fleeting desires or whims; they are deeply rooted aspirations that provide direction and purpose to our professional lives. Long-term goals are a commitment that could see us return to school, pivot into new roles, and take on new challenges.

Several characteristics set long-term goals apart from more immediate ones:

• Persistence: They remain consistent over time, even as short-term objectives may change.
• Clarity: They provide a clear picture of the desired outcome, even if the path to get there might be uncertain.
• Motivational: They serve as a source of inspiration, driving individuals to push boundaries and overcome challenges.

Think of short-term tasks as the stepping stones or the daily to-dos that lead toward achieving the bigger picture.

For instance, if one’s long-term goal is to become a department head, short-term tasks include taking on more significant projects, enrolling in leadership training, or networking with senior management. These tasks are immediate and often have a clear deadline.

In contrast, long-term aspirations, like becoming a leader in one’s field, require a combination of these short-term tasks: continuous learning, adaptability, and patience. They’re not achieved overnight but culminate years of dedication and hard work.

The Impact of Long-Term Goals on Career Development

Career development is one of the singular most important undertakings a person has. Most people work for more than 40 years, spending at least 40 hours each week in the office, the warehouse, or the work site.

We must turn to work for more than just financial security; it must provide satisfaction, a sense of purpose, and opportunities for personal growth and fulfillment. It’s here that long-term goals really come into play.

Not every job will deliver exactly what we need, and as is human nature, our desires may change. Long-term goals help us to work towards our professional wants and needs and ensure we’re always moving in a direction that aligns with our broader ambitions.

Here are a few of the ways long-term goals for work do just that:

Direction and Clarity

Career development without clear long-term goals can feel directionless. Just as we need a plan when embarking on a new project or task, our careers also benefit from a structured approach.

Without these goals, we might find ourselves in roles that don’t leverage our strengths or passions.

Long-term goals provide clarity, ensuring that our professional decisions, from courses to job changes, align with our broader aspirations and vision for the future.

Motivation and Commitment

Setting ambitious long-term goals can also be a powerful catalyst for motivation.

When we have a clear vision of what we want to achieve, the challenges faced along the way become less of obstacles and more of learning opportunities. These goals remind us of the bigger picture, especially during times of doubt or when faced with mundane tasks.

Committing to a long-term goal can turn mundane tasks into meaningful steps toward that goal. It’s the difference between seeing a task as “just another report to file” and “a step closer to my aspiration of becoming the best analyst in the industry.”

Long-term goals are more than wishful thinking.

While short-term tasks give us immediate direction and satisfaction, long-term goals shape our career objectives over time.

Crafting Meaningful Long-Term Goals

Crafting long-term goals isn’t a task to be taken lightly.

These aspirations will guide your actions, decisions, and growth for years to come. But how does one go about setting these pivotal objectives?

It’s a blend of introspection, diligent research, and seeking wisdom from those who’ve walked the path before.

Now, let’s take a look at how you can start ruminating on what your long-term goals should be.

Self-Reflection

The journey to meaningful long-term goals begins inward.

Take a step back and engage in some honest self-reflection.

• What truly drives you?
• Where do your passions lie?
• What legacy do you want to leave in your field?
• How should your work-life balance be in the future?
• What challenges are you willing to face and overcome?
• Which achievements would make you look back with pride?
• How do external factors, like family or location, influence your goals?
• How do your personal values align with your professional aspirations?

Understanding your strengths can give you a clear indication of where you can shine in your career.

Conversely, recognizing your weaknesses isn’t a moment of self-doubt but an opportunity to identify growth areas.

Since your career will always be an important part of your life, long-term goals for work should align closely with your personal values where possible. After all, professional success is most fulfilling when it resonates with personal values and desires.

Research

Once you have a clearer understanding of your personal landscape, it’s time to look outward.

The professional world is constantly in flux and flow, with industries evolving, new ones emerging, and some becoming obsolete.

Anyone planning for the long term should study these trends.

Let’s use the tech industry as an example. If you’re building a career, understanding the rise of AI or quantum computing might influence your long-term goals.

Aligning your aspirations with market demands ensures that your goals are personally fulfilling and professionally relevant. This alignment can be the difference between striving in an oversaturated market and pioneering in a burgeoning field.

Consultation

There’s a saying that resonates with career goals: “No man is an island.”

Despite being personal, crafting long-term goals should be a collaborative endeavor. Seeking mentorship can make a world of difference.

With their wealth of experience, mentors can provide insights you might have yet to consider. They can challenge your perspectives, refine your goals, and even provide resources to help you achieve them.

With that said, feedback isn’t limited to mentors.

Colleagues, peers, or even friends in the same industry can offer a fresh perspective. They can point out potential pitfalls or offer suggestions that make your goals more attainable and meaningful.

You may already have someone in mind:

• A boss.
• A thought leader from Twitter.
• A local business owner.
• A friend who’s set up their own business.

There’s never any harm in asking for advice.

Long-Term Goals Examples for Work

If you’re reading this and not yet sure what your long-term goals should be, that’s good. It should be a challenging question to answer.

To help you out, we’ve put together an extensive list of long-term goals for work that you can consider. It would be best if you didn’t take on too many long-term goals that giving them proper attention is impossible.

Opting for more than one is excellent, but goals, regardless of how ambitious, need to be attainable. So, with that out of the way, here are some examples of long-term goals in the workplace:

Leadership Aspirations:

Leadership aspirations refer to the desire to climb the corporate ladder, not just for the sake of power or a higher paycheck, but to make a meaningful impact, guide teams, and influence organizational direction.

• Leading a cross-functional team or heading a new department.
• Spearheading a major project that brings innovation to the company.
• Progressing from an entry-level position to a managerial or executive role.
• Becoming a mentor or coach to younger employees, guiding them towards their own leadership paths.

Skill Development:

Skill development is the continuous enhancement of one’s abilities to stay relevant, competitive, and adaptable in your industry to remain irreplaceable at work (great for negotiating pay rates!). There are always skill gaps to be filled, and if you can recognize and plan for them, you’ll be a more valuable asset.

• Mastering a new software or technology relevant to the industry.
• Obtaining a higher degree or certification to specialize in a niche area.
• Learning a new language to expand business in non-English speaking regions.
• Attend workshops or seminars to stay updated with industry trends and best practices.
• Engaging in hands-on projects or collaborations to apply and test new skills in real-world scenarios.

Industry Transition:

Industry transition is about adapting one’s skills and experiences to thrive in a completely different sector or role. It’s a bold move, often driven by a desire for new challenges, better opportunities, or personal passion.

• Moving from one sector to another, e.g., from finance to tech.
• Pivoting from a technical role to a client-facing or sales role.
• Transitioning from a corporate setting to a startup environment or vice versa.
• Exploring roles in emerging industries or sectors that align with one’s values and passions.
• Using skills from a previous position to address gaps or bring fresh perspectives in a new industry.

Networking:

Networking is where you’ll engage in building and nurturing professional relationships. It goes beyond just adding connections on LinkedIn or handing out business cards at an event; networking is an intentional choice to forge mutual relationships with industry experts and peers who can offer insights, opportunities, and support

• Participating in community service or volunteer work related to one’s profession.
• Joining or leading industry associations or groups to stay updated and connected.
• Attending conferences, seminars, and workshops to meet like-minded professionals.
• Organizing or attending local meetups or networking events to foster community ties.

Personal Branding:

Personal branding is about developing yourself as an expert in your industry. It’s the impression people have of you based on your expertise, actions, and online presence. Good personal branding can lead to speaking engagements, books, and other opportunities reserved for the best of the best.

• Establishing oneself as a thought leader or expert in a specific domain.
• Speaking at industry events or guest lecturing at educational institutions.
• Launching a personal blog, podcast, or YouTube channel related to professional expertise.
• Engaging actively on professional social media platforms, sharing insights, and joining discussions.

Work-Life Balance:

Work-life balance is the equilibrium between one’s professional responsibilities and personal life. Work doesn’t overshadow other important aspects of life like family, hobbies, and self-care. Achieving this balance can increase productivity and improve mental well-being and job satisfaction.

• Prioritizing time for hobbies, relaxation, and spending time with loved ones.
• Setting boundaries by unplugging from work emails or calls during off-hours.
• A four-day workweek or flexible working hours to accommodate personal commitments.

Financial Goals:

Financial goals are the monetary objectives one sets for one’s professional journey. These can range from short-term targets like saving for a vacation to long-term aspirations like retirement planning.

• Investing in assets like property or stocks to grow wealth.
• Aiming for a specific salary bracket to meet lifestyle aspirations.
• Saving a certain amount for retirement to ensure a comfortable post-work life.

Mentorship:

Mentorship is a relationship in which a more experienced individual guides a less experienced person in their professional journey. It’s a two-way street where the mentor and mentee can learn and grow.

• Seeking a mentor in a desired field or position to gain insights and advice.
• Participating in formal mentorship programs offered by organizations or institutions.
• Taking a certain number of professionals or students under one’s wing and guiding them.
• Sharing experiences and lessons learned through seminars, workshops, or online platforms.

Entrepreneurial Goals:

Entrepreneurial goals revolve around the ambition to create, manage, and grow a business. Whether it’s a passion project on the side or a full-blown startup, these goals can be both financially driven or based on personal values and desires to make a difference.

• Seeking partnerships or collaborations to expand business reach and offerings.
• Starting a side business or transitioning to full-time entrepreneurship to pursue a passion.
• Scaling a startup to reach a specific revenue or user base milestone, ensuring business growth and sustainability.

Sustainability Goals:

Sustainability goals focus on the long-term well-being of the environment, society, and the economy. For professionals, this means integrating sustainable practices into their work, advocating for green initiatives, and ensuring that their actions positively impact the world.

• Spearheading green initiatives within the organization, promoting eco-friendly practices and solutions.
• Advocating for the adoption of renewable energy sources or waste reduction measures in the workplace.
• Reducing the company’s carbon footprint by a specific percentage, aiming for a more sustainable operational model.
• Collaborating with NGOs or community groups on projects that promote environmental conservation and awareness.
• Participating in corporate social responsibility (CSR) initiatives, aligning business practices with societal needs and expectations.

Innovation and Creativity:

Embracing innovation and creativity means constantly seeking new ways to improve, differentiate, and lead in one’s field. It’s about pushing boundaries and challenging the status quo. You might have identified ways to save money or new areas to expand into; being innovative can lead to making a name for yourself.

• Filing for patents to protect and capitalize on unique inventions or ideas.
• Participating in or hosting hackathons to solve industry-specific challenges.
• Leading brainstorming sessions or innovation hubs, creating spaces where ideas can flourish and evolve.

Continuous Learning:

Continuous learning may involve going back to college and studying for a master’s or MBA, but it doesn’t have to mean a return to formal education. In reality, a wide range of activities contribute to personal and professional growth. Certification, short courses, webinars, workshops, and even self-paced online tutorials can all play a part.

• Enrolling in online courses or workshops to acquire new skills or deepen existing ones.
• Attending industry conferences, seminars, or webinars to network and learn from experts.
• Engaging in peer learning or knowledge-sharing sessions fosters a culture of collective growth.
• Reading a set number of books related to the industry each year, staying updated with the latest trends and research.

Your team is dealing with a sudden decrease in sales, and you’re not sure why.

When this happens, do you quickly make random changes and hope they work? Or do you pause, bring your team together, and analyze the problem using critical thinking?

In the pages ahead, we’ll share examples of critical thinking in the workplace to show how critical thinking can help you build a successful team and business.

Ready to make critical thinking a part of your office culture?

Let’s dive in!

What Is Critical Thinking? A Quick Definition

Critical thinking is the systematic approach of being a sharp-minded analyst. It involves asking questions, verifying facts, and using your intellect to make decisions and solve problems.

The process of thinking critically is built upon a foundation of six major steps:

1. Knowledge
2. Comprehension
3. Application
4. Analysis
5. Synthesis
6. Creation/Action

First, you gather “knowledge” by learning about something and understanding it. After that, you put what you’ve learned into action, known as “application.” When you start looking closely at the details, you do the “analysis.”

After analyzing, you put all those details together to create something new, which we call “synthesis.” Finally, you take action based on all your thinking, and that’s the “creation” or “action” step.

Examples of Critical Thinking in the Workplace

Even if the tasks are repetitive, or even if employees are required to follow strict rules, critical thinking is still important. It helps to deal with unexpected challenges and improve processes.

Let’s delve into 13 real examples to see how critical thinking works in practice.

1. Evaluating the pros and cons of each option

Are you unsure which choice is the best? Critical thinking helps you look at the good and bad sides of each option. This ensures that you make decisions based on facts and not just guesses.

Product development: For example, a product development team is deciding whether to launch a new product. They must evaluate the pros and cons of various features, production methods, and marketing strategies to make an informed decision. Obviously, the more complete their evaluation is, the better decisions they can make.

2. Breaking down complex problems into smaller, manageable parts

In the face of complex problems, critical thinkers are able to make the problem easier to solve. How? They create a step-by-step process to address each component separately.

Product deliveries and customer support. Imagine you work in a customer service department, and there has been a sudden increase in customer complaints about delayed deliveries. You need to figure out the root causes and come up with a solution.

So, you break down the problem into pieces – the shipping process, warehouse operations, delivery routes, customer communication, and product availability. This helps you find out the major causes, which are:

• insufficient staff in the packaging department, and
• high volume of orders during specific weeks in a year.

So, when you focus on smaller parts, you can understand and address each aspect better. As a result, you can find practical solutions to the larger issue of delayed deliveries.

3. Finding, evaluating and using information effectively

In today’s world, information is power. Using it wisely can help you and your team succeed. And critical thinkers know where to find the right information and how to check if it’s reliable.

Market research: Let’s say a marketing team is conducting market research to launch a new product. They must find, assess, and use market data to understand customer needs, competitor tactics, and market trends. Only with this information at hand can they create an effective marketing plan.

4. Paying attention to details while also seeing the bigger picture

Are you great at noticing small things? But can you also see how they fit into the larger picture? Critical thinking helps you do both. It’s like zooming in and out with a camera. Why is it essential? It helps you see the full story and avoid tunnel vision.

Strategic planning. For instance, during strategic planning, executives must pay attention to the details of the company’s financial data, market changes, and internal potential. At the same time, they must consider the bigger picture of long-term goals and growth strategies.

5. Making informed decisions by considering all available information

Ever made a choice without thinking it through? Critical thinkers gather all the facts before they decide. It ensures your decisions are smart and well-informed.

Data analysis. For example, data analysts have to examine large datasets to discover trends and patterns. They use critical thinking to understand the significance of these findings, get useful insights, and provide recommendations for improvement.

6. Recognizing biases and assumptions

Too many workplaces suffer from unfair and biased decisions. Make sure yours isn’t on this list. Critical thinkers are self-aware and can spot their own biases. Obviously, this allows them to make more objective decisions.

Conflict resolution. Suppose a manager needs to mediate a conflict between two team members. Critical thinking is essential to understand the underlying causes, evaluate the validity of each person’s opinion, and find a fair solution.

Hiring decisions. Here’s another example. When hiring new employees, HR professionals need to critically assess candidates’ qualifications, experience, and cultural fit. At the same time, they have to “silence” their own assumptions to make unbiased hiring decisions.

7. Optimizing processes for efficiency

Critical thinking examples in the workplace clearly show how teams can improve their processes.

Customer service. Imagine a company that sells gadgets. When customers have problems, the customer service team reads their feedback. For example, if many people struggle to use a gadget, they think about why that’s happening. Maybe the instructions aren’t clear, or the gadget is too tricky to set up.

So, they work together to make things better. They make a new, easier guide and improve the gadget’s instructions. As a result, fewer customers complain, and everyone is happier with the products and service.

8. Analyzing gaps and filling them in

Discovering problems in your company isn’t always obvious. Sometimes, you need to find what’s not working well to help your team do better. That’s where critical thinking comes in.

Training and development. HR professionals, for instance, critically analyze skill gaps within the organization to design training programs. Without deep analysis, they can’t address specific needs and upskill their employees.

9. Contributing effectively to team discussions

In a workplace, everyone needs to join meetings by saying what they think and listening to everyone else. Effective participation, in fact, depends on critical thinking because it’s the best shortcut to reach collective decisions.

Team meetings. In a brainstorming session, you and your colleagues are like puzzle pieces, each with a unique idea. To succeed, you listen to each other’s thoughts, mix and match those ideas, and together, you create the perfect picture – the best plan for your project.

10. Contributing effectively to problem-solving

Effective problem-solving typically involves critical thinking, with team members offering valuable insights and solutions based on their analysis of the situation.

Innovative SaaS product development. Let’s say a cross-functional team faces a challenging innovation problem. So, they use critical thinking to brainstorm creative solutions and evaluate the feasibility of each idea. Afterwards, they select the most promising one for further development.

11. Making accurate forecasts

Understanding critical thinking examples is essential in another aspect, too. In fact, critical thinking allows companies to prepare for what’s coming, reducing unexpected problems.

Financial forecasting. For example, finance professionals critically assess financial data, economic indicators, and market trends to make accurate forecasts. This data helps to make financial decisions, such as budget planning or investment strategies.

12. Assessing potential risks and recommending adjustments

Without effective risk management, you’ll constantly face issues when it’s too late to tackle them. But when your team has smart thinkers who can spot problems and figure out how they might affect you, you’ll have no need to worry.

Compliance review. Compliance officers review company policies and practices to ensure they align with relevant laws and regulations. They want to make sure everything we do follows the law. If they find anything that could get us into trouble, they’ll suggest changes to keep us on the right side of the law.

13. Managing the crisis

Who else wants to minimize damage and protect their business? During a crisis, leaders need to think critically to assess the situation, make rapid decisions, and allocate resources effectively.

Security breach in a big IT company. Suppose you’ve just discovered a major security breach. This is a crisis because sensitive customer data might be at risk, and it could damage your company’s reputation.

To manage this crisis, you need to think critically. First, you must assess the situation. You investigate how the breach happened, what data might be compromised, and how it could affect your customers and your business. Next, you have to make decisions. You might decide to shut down the affected systems to prevent further damage. By taking quick, well-planned actions, you can minimize the damage and protect your business.

Encouraging Critical Thinking in Your Team: A Brief Manager’s Guide

According to Payscale’s survey, 60% of managers believe that critical thinking is the top soft skill that new graduates lack. Why should you care? Well, among these graduates, there’s a good chance that one could eventually become a part of your team down the road.

So, how do you create a workplace where critical thinking is encouraged and cultivated? Let’s find out.

Step 1: Make Your Expectations Clear

First things first, make sure your employees know why critical thinking is important. If they don’t know how critical it is, it’s time to tell them. Explain why it’s essential for their growth and the company’s success.

Step 2: Encourage Curiosity

Do your employees ask questions freely? Encourage them to! A workplace where questions are welcomed is a breeding ground for critical thinking. And remember, don’t shut down questions with a “That’s not important.” Every question counts.

Step 3: Keep Learning Alive

Encourage your team to keep growing. Learning new stuff helps them become better thinkers. So, don’t let them settle for “I already know enough.” Provide your team with inspiring examples of critical thinking in the workplace. Let them get inspired and reach new heights.

Step 4: Challenge, Don’t Spoon-Feed

Rethink your management methods, if you hand your employees everything on a silver platter. Instead, challenge them with tasks that make them think. It might be tough, but don’t worry. A little struggle can be a good thing.

Step 5: Embrace Different Ideas

Do you only like ideas that match your own? Well, that’s a no-no. Encourage different ideas, even if they sound strange. Sometimes, the craziest ideas lead to the best solutions.

Step 6: Learn from Mistakes

Mistakes happen. So, instead of pointing fingers, ask your employees what they learned from the mistake. Don’t let them just say, “It’s not my fault.”

Step 7: Lead the Way

Are you a critical thinker yourself? Show your employees how it’s done. Lead by example. Don’t just say, “Do as I say!”

We’ve all worked in those organizations where something’s off. The secretive glances, the terse emails, the cold greetings at the water cooler all smell fishy.

Then one day you request time off for a religious holiday, or point out an overt error in the books. A few hours later, your boss shows up with a huge stack of papers, and dumps them on your desk.

“Shred them,” he snarls and huffs away.

You look around to your coworkers and their days are humming along as normal. You’ve been singled out exclusively for this menial task. What do you do? Shrug it off, do the work and move on?

Left unchecked, retaliation sets a wet blanket of fear over company culture. It gives criminality and injustice free reign in the workplace. People sense that when they speak out or request their due, claws immediately sink into their back. Transparency is replaced with gossip chains. Mistrust abounds.

But retaliation can be subtle. Oftentimes, an employee can’t even be sure if an incident really constitutes retaliation. And even with the finest employment lawyer on the case, it can be even trickier to prove.

Just what constitutes workplace retaliation? And how does one guard against it in the workplace? If you want answers to these questions, then read on. This article looks at the most common examples of retaliation in the workplace, plus a few guidelines for fighting against it.

The 3 Conditions for Illegal Retaliation

At its essence, workplace retaliation is revenge. It’s when the actions of one employee spurs another employee, generally a manager or boss, to lash back in either subtle or overt ways. Given the power imbalance, it’s common for retaliation to go unchecked.

Fortunately, in this day and age, equal employment opportunity (EEO) laws protect employees against many incidents of workplace retaliation. Workplace retaliation isn’t always illegal, however. An employee can only seek legal recourse when the retaliation is caused by an action protected under EEO law.

The purpose for the legal protection against retaliation is to preclude a workplace environment where certain rights are unprotected, and certain laws violated.

Let’s demonstrate what this means with an example. Say an employee receives suggestive text messages from her manager, and she files a harassment complaint against him. The next day, this manager berates her work ethic in front of colleagues, even though he’d just given her a flawless performance evaluation. This verbal abuse, demonstrably motivated by the harassment claim and not poor work performance, is an example of illegal retaliation, as refusing advances in the workplace is protected under EEO laws. When left unchecked, it creates an environment where harassment is the norm.

However, let’s say this same employee files a complaint to HR against a loafing employee who forces her to pick up the slack on all the projects. In retaliation, the loafing employee also verbally abuses her in front of colleagues. This retaliation isn’t illegal, as while calling out a loafing employee is perfectly reasonable, it’s not an action protected under EEO laws.

Here are some of the actions protected by EEO laws that commonly incur retaliation:

• Whistleblowing. An employee is legally protected against retaliation when he or she calls out glaring illegal work practices and reports them to authorities.
• Requesting disability or religious exemptions. An employee who requests time off to celebrate a religious holiday is legally protected against retaliation.
• Requesting salary disclosure in order to reveal discriminatory wages. An employee may sense she’s being denied raises that her coworkers have received, and request salary information on them. This action is legally protected.
• Refusing advances and reporting harassment. No one is expected to endure harassing behaviors, and calling out this behavior is an employee’s right.
• Refusing to follow orders that would result in discrimination. A human resources employee can ignore his manager’s instructions to not hire people based on their religion or skin color, for example.
• Requesting or taking a leave of absence under the Federal Leave Act.
  Filing for work compensation benefits, such as wages lost due to an injury.

In summary, the three criteria for illegal workplace retaliation are:

1. The initial action is protected under EEO law.
2. Retaliation occurs.
3. The retaliation fosters a work environment that discourages other employees from asserting their legal rights.

With these clarifications under our belt, let’s now look at some of the common manifestations of workplace retaliation.

12 Examples of Workplace Retaliation

As most of us know all too well, workplace retaliation is very real indeed. However, it can be subtle, and so difficult to recognize and even more difficult to prove. From the overt to the most subtle, here are twelve of the most common manifestations of workplace retaliation.

1. Job Termination

Say an employee files for workers compensation after receiving an injury on the job. Then he is fired. This is an overt example of retaliation.

2. Demotion

If an employee refuses the advances of her manager, and then is repeatedly assigned to projects below her skill level, she’s the recipient of retaliation.

3. Salary Reduction

If an employee reports harassment from a coworker, and at her next meeting she is denied a bonus or a raise, this may be an incident of retaliation.

4. Punitive Assignment

Every position entails its fair share of busywork, and sometimes this work comes in deluges. But when one individual is singled out for remedial work while other employees carry on as usual, it’s a sure sign of retaliation.

5. Changing Conditions

Forcing an employee to work weekends, denying an employee a regular work schedule, or moving an employee to a less desirable work environment all are common methods of retaliation.

6. Unmerited Discipline

If an employee were to request salary information on some of her peers, citing that her motivation is to uncover discriminatory wages, and then she is suspended without due cause, it’s a likely incident of retaliation.

7. Defamation

Another common scenario for retaliation is when a manager sends out an email that falsely and negatively reports a worker’s job performance.

8. Third Party Acts

Say an employee requests a leave of absence for maternity leave, and then the following week, her cousin who also works for the company is defamed in an email and demoted. This is a possible incident of retaliation. But as it may be difficult to prove the correlation between the two acts, it is a more subtle example of it.

9. Verbal Abuse

If a manager screams at an employee just after he reports the company’s illegal behaviors to the feds, it’s quite likely an incident of retaliation.

10. Increased Scrutiny

Say an employee is accustomed to completing her job duties with little to no supervision from her boss. Then she reports her boss for sexual harassment. In the ensuing weeks, all her work is inspected as it’s never been in the past. Unless her boss has a good explanation for this increased scrutiny (say, the worker’s performance had significantly declined), then it is an example of retaliation.

11. Exclusion

Say an employee takes on the role of whistleblower, and calls out several managers for concealing critical information. In retaliaion, she is no longer invited to Friday happy hours, where much business discussion takes place.

12. Avoidance From Coworkers

Maybe an employee refuses the advances of her manager, and tells him outright she’s not interested. As a result, he discontinues any contact with her whatsoever. This is an incident of retaliation, as the manager needs to continue to interact and engage with her as he would any employee.

And this summarizes twelve common examples of workplace retaliation. Even when subtle, it is possible to prosecute retaliation. Let’s now turn towards strategies for building a retaliation case.

3 Guidelines for Building a Retaliation Case

Retaliation is tricky. It generally comes from a person with more seniority, and so an employee may feel intimidated to report or challenge it. It can also be so subtle that the employee struggles to convince anyone that it’s real, and cannot present documentation to an employment attorney.

At the same time, retaliation cannot be brushed under the rug and endured. When accepted as a matter of course, workplace retaliation builds a company culture where people are ruled by fear and punishment.

Let’s cover a few guidelines for how to recognize and build a case that can prosecute an employee for retaliation.

1. A Short Window Between the Complaint and Retaliatory Incident

Retaliation is about cause and effect. It’s when one person acts in direct response to another person’s action. Generally, a retaliatory act that occurs immediately after the complaint or initial action is overt and easy to prove. A time lapse of several weeks or months, however, creates murkiness and weakens a claim of retaliation. Say, for example, an employee reports sexual harassment, and then three months later her boss fires her. The boss could well cite poor work performance over the previous three months that led to the firing, rather than the report of harassment.

2. Good Documentation

Documenting retaliation can be difficult, as the retaliatory employee will always cite another reason for his or her behavior. A winning retaliation case, then, is supported by documentation of both the initial complaint and the retaliatory conditions.

First of all, it’s necessary to prove that the employee took actions that were legally protected. Whether he or she filed for disability, refused advances, reported harassment, or did something else covered by EEO law, this action needs documentation. An email, for example, that reports harassment to HR, as well as documentation of the unwanted advances, serves as documentation.

Next, it’s necessary to prove that the retaliation occurred. Say the retaliation is a demotion. The employee then documents her former income and workload with pay stubs and emails, and then her subsequent working conditions with similar documentation.

3. Witnesses

Some forms of retaliation by their nature are not documented, such as verbal abuse. In these instances, witnesses serve to build a case. Soliciting testimony of witnesses right after the incident occurred accurately records the veracity of the retaliation.

Nobody feels neutral about giving or receiving feedback. When the feedback request email lands in their inbox, some people feel annoyed and think, “As if I can really tell my boss how I feel about her in this ‘anonymous’ form!” Others feel relief. “Finally I have a chance to unload on my coworker who Drives. Me. Crazy.”

Regardless of our feelings, providing feedback is a matter of course in many workplaces. Whether you’re the person giving it, the person receiving it, or the manager assessing it, feedback provides a powerful tool for individual and team growth.

More and more, the 360 degree feedback method has become the preferred performance management system (PMS). This method assesses individual performance based on feedback from multiple people, including subordinates, peers, bosses, managers and sometimes even clients. Generally, the method is rolled out across an entire department. When executed properly, it can strengthen both individual work performance and team synergy. When executed poorly, however, it produces the opposite: hurt feelings, mistrust and a weakened culture.

Let’s look at some examples for giving 360 feedback to your boss and peers, and underscore how to maximize this system for optimum benefits.

The Pros & Cons of 360 Feedback

A 360 review aims to gain a full understanding of an individual’s skill set and work habits. Generally, a person receives feedback from their boss, a few people they’ve done projects with, and subordinates. It’s proven to benefit the feedback recipients, the providers of feedback, and the overall organization. But it does have its downsides as well. Let’s take a look at both sides of the coin.

The Benefits of 360 Feedback

Whereas traditionally, an individual only received feedback from his or her manager, 360 feedback allows peers, subordinates and clients to chime in as well. This comprehensive perspective picks up on work habits and characteristics not captured in exclusively downward feedback. It alerts an employee to his or her blind spots and outlines a path for career advancement. It’s also demonstrated to benefit minorities and women in the workplace more than a traditional feedback model.

The 360 PMS also benefits the person providing the feedback. It validates the perspective of every individual, regardless of their position within the organization. It allows subordinates to voice legitimate concerns they have with their boss and managers.

For management, the 360 method provides a means to build and reinforce the culture. It demonstrates to all employees the behaviors an organization values, and those it discourages. For example, a transparent culture reinforces its values by rating employees by criteria such as agreeableness and approachability. It also provides management with a breadth of feedback on individual employees, which helps to identify who to select for a promotion.

The Downsides to 360 Feedback

Of course, the 360 method isn’t perfect. It takes time and money to conduct the process proficiently. Not only does it require each employee to fill out multiple feedback forms, but collecting and synthesizing the numerous feedback forms is a lengthy process as well.

Often the feedback isn’t reliable, either. When employees feel that the method isn’t perfectly anonymous, they’ll withhold revelatory answers to open ended questions. Allowing employees to select feedback recipients introduces bias, as they’re more likely to choose the path of least resistance and avoid providing feedback on a difficult or contentious employee. Some use feedback as an opportunity to sandbag or tattle, which quickly becomes nonconstructive.

With so many clear benefits to the 360 method, it’s understandable why it’s employed. Let’s consider some strategies to avert the pitfalls and make the most of this method.

4 Pro-Tips For Giving Feedback, With Examples

Helpful feedback fosters growth and creates positive change. Here are some tips with examples for maximizing the 360 feedback method and capitalizing on its potential.

1. Be Professional

360 feedback is anonymous, but it’s not confidential. While the feedback isn’t disclosed indiscriminately, certain people are certain to read it, such as your manager or human resources employees. And the substance of the feedback you provide reflects on you.

As such, it’s prudent to keep the feedback on the up and up. It’s not a venting session or a space for unfiltered thoughts. While grievances may be valid, airing them in a feedback form may come across as petty and divisive, and it may even sound like complaining.

Professional feedback veers away from emotional language. It supports assertions with objective facts, and uses supportive language.

A statement such as “She dumped all of her personal problems on us at work and it’s been unbearable.” could be rephrased to say, “Sarah’s diverted attention at times placed undue burdens on me.”

2. Give Actionable Feedback

Feedback aims to bring about improved performance. Coaching language helps to achieve this.

Here’s an example: “While Alexa is excellent with her organization and her planning, she has a tendency to hold all of the information to herself. Perhaps if she made a continuous practice of bringing her concerns to the team, it might alleviate some stress and improve her contribution at meetings.”

3. Find Opportunities for Praise

The language in feedback builds a culture. Subtle digs foment competition, while supportive language creates openness and trust. Feedback is a window of opportunity to validate another’s contributions, and this support goes a long way.

Here’s an example of feedback that builds and supports. “I was blown away by the slideshow James built for the presentation. His contribution was integral to gaining stakeholder buy-in and for the project’s overall success.”

4. Give Holistic Feedback

When providing constructive feedback, the tried-and-true compliment sandwich is a good formula to stick to. Approaching criticism with empathy increases the likelihood that the recipient receives the feedback openly.

As an example: “Josh generally is even keeled, and his calm keeps everyone collected during busy periods. However, his moderate pace often causes us to miss significant deadlines.”

With this summary of feedback tips, let’s now turn to some things to avoid when providing feedback.

5 Feedback No-Nos

Unless you’ve got a skin of steel, receiving feedback can be a challenge. If it comes out of left field, it feels more like a dig than constructive criticism. Keeping feedback from being more harmful than helpful requires sticking to a few guidelines. Here are four things to avoid when filling out feedback forms.

1. No Sandbagging

Feedback isn’t the space to collectively target one individual with the objective to get him or her disciplined or run out of the office. Feedback reflects on the giver as much as the recipient. And participating in sandbagging demonstrates a lack of teamwork and cooperation.

Of course this is nuanced, as some individuals certainly merit criticism from time to time. And so this isn’t an admonition to gloss over an employee’s unbearable work ethic. In such a scenario, it’s advisable to contribute feedback independently from other employees, use professional and objective language, and confine feedback to actions that affected you personally.

For example, “Jerry is a headache to work with and everyone on the team thinks so” might be rewritten as, “Jerry’s frequent unexplained absences leave me unsupported and unable to perform many of my daily tasks.”

2. No Emotion

It’s easy to get worked up over a difficult co-worker. However, the better place to vent frustrations is over happy hour with a friend, and not on a feedback form. When it comes to writing feedback, steer clear of emotional language and stick to the facts.

For example, “Lisa is a mean, nasty gossip and she’s cultivated a toxic work environment,” could be rewritten as, “While Lisa is proficient and skilled at her job, she consistently demonstrated unprofessional behavior towards me and other employees that discouraged cooperation on projects.”

3. No Tattling

Feedback isn’t the window of opportunity to report on someone. If there are legitimate complaints or issues with an employee, these can be addressed either by speaking to the individual directly, or scheduling appointments with human resources.

4. No Dumping

While anonymous, feedback isn’t this isn’t an opportunity to “finally get it out” and let someone have it. Ideally, feedback won’t come out of left field. It’s healthy to address major issues in the day to day, rather than sweep things under the rug until it’s time to provide formal feedback.

5. No Uniform Responses

Human resources and managers review feedback forms, and the integrity of the responses reflects on you. Giving uniform responses across the board indicates a lack of cooperation. It also undermines the entire endeavor, as feedback is meaningless when it’s all the same.

If you don’t know the person or didn’t work with them enough to provide meaningful feedback, it’s ok to indicate this. Otherwise, tailor feedback to each individual and dedicate the time necessary to provide constructive feedback.

3 Boss Tips on Giving Feedback to Your Superiors

We all have something we’d like to change about our boss or supervisor. They micromanage, they’re too hands off, they don’t offer support, they don’t delegate; the list of issues is endless.

The dynamic of the boss relationship, however, is such that they’re not always poised to listen. They’re conditioned, rather, to be in the driver’s seat.

Taking this into consideration, let’s consider how to give feedback to a boss in such a way that it’s received and listened to.

1. Be Objective

Rather than accuse or use emotional language, stick to the facts when providing feedback to a boss. If he overworks employees, explain what that looks like. “The team consistently puts in 12 hour days during the final weeks of every project.” If the boss is too hands off, then show what the lack of communication looks like. “Jeff sat down with the team only once during the six week project.”

2. Be Empathetic

You have your perspective on your workplace, but chances are your boss’s is entirely different. Empathetic feedback that acknowledges her unique pressures and obligations is more likely to land on soft ears.

3. Provide Solutions

A boss appreciates employees with initiative. Rather than blaming or pointing fingers, feedback that provides solutions can be the ticket to solving workplace conundrums. “Poor management and lack of resources forced every single deliverable to be late” could be rephrased as, “Perhaps initiating a pull kanban workflow would allow the team to consistently meet deadlines.”