Career coach: A problem with a nickname

Career Coach Joyce E.A. Russell recently took questions in an online chat. Here are excerpts, edited for grammar and clarity.

What's in a nickname?

Q.I'm a young, female professional with a name that's easily shortened to a nickname (Elizabeth to Beth, for example). I've generally gone by my nickname, but as my full name and nickname start with different letters there is often some confusion about my email address, as most email addresses are first initial plus last name at company.com, and my initials (ES vs. BS). Both in college and in my current job, I started out by going by my full first name just to get this confusion done with once and for all, but in both instances before too long I'm going by Beth again ... I have no problem with this name, but am concerned that 1) it's not professional, and 2) someone will try emailing me at bsmith@company.com, when it's really esmith@company.com. Am I overthinking this?

A: I would encourage you to use the name you are most comfortable with at work - so if that is your nickname, then use it. Unless of course, it is really unprofessional sounding and would detract from co-workers or clients taking you seriously. But, assuming it is just a nickname like the example you gave, I would use it and just clarify your email when that comes up.

Know-it-all co-worker

Q. What would you do if you had a co-worker who sits close to you and listens in to any conversation that goes on at your desk? Not only listens in but interjects. (I'm talking know-it-all here.) This is driving me nuts and I'm not sure how to address it.

A: Definitely a tough issue, and one I do hear about more than you would think. I am assuming you can't move your desk or take your calls or meetings elsewhere, right? You could just smile or nod and not comment (so that they don't keep the conversation going). Or, you could actually bring it up to them in a nice way when you have a moment in private.

"I know you can hear my conversations when people drop by or I'm on the phone, but I would appreciate it if you would not interject your comments. If you want to say something to me afterwards, that would be fine."

The key is that you will have to address this if you want anything to change.

3 percent raise

Q. We got our annual raises at the nonprofit where I work - 3 percent. Even for the relatively well-paid among us, that works out to a marginal increase of $5 or $6 a day after taxes, and frankly that is not enough to make a difference in motivation or job satisfaction. Recognizing that money is tight, and we can't all have the life-altering salary increases we want, what would you tell the bosses at my organization when the raises we get actually sap morale?

A: Generally a 3 percent increase is really just used to handle cost-of-living adjustments and really can't be said to help increase morale. In this situation, managers are going to need to use other methods to increase motivation or job satisfaction.

If they can't use raises, can they use bonuses or other monetary incentives? These types of incentives often are not as much of a drain on the company's finances. Or, what about other ways to energize workers, such as recognition systems (announcing them in company newsletters, celebration events for team successes, plaques for various awards, etc)? Gallup has done a fair amount of research on the value of various recognition systems for engaging employees at work. It's not always about money. In fact, time off, autonomy at work, recognition, etc., are often more powerful ways of engaging workers. I encourage you to look at their research (see books such as "The Carrot Principle" and "The Orange Revolution" for more ideas).

Moving up

Q. I've moved up in my role from client services to operations/practice manager. I'm now supposed to solidify our office practices/workflows, manage tasks and follow up, etc. I'm not doing the actual work. I'm struggling with the lack of quick turnaround on my to-do list as my projects are now longer-term. I feel unproductive, but I know I'm getting stuff done. Does that make sense? How can I better manage myself to feel more productive and let the service work get done by the new client services employee instead of "I can do this quicker, so I'll just take care of it?"

A: What might be helpful is taking these larger projects and breaking them down into smaller steps or projects. Then, you can periodically summarize or list these smaller projects that you have done (on your way to completing the larger project). This will also help you share with a boss if they want to know what you are working on.

• Joyce E.A. Russell is the vice dean and the director of the Executive Coaching and Leadership Development Program at the University of Maryland's Robert H. Smith School of Business.