Few things unite co-workers like a good, old-fashioned office pool. Can you pick the date Ellen will have her baby? What about the baby’s sex and name? How many days in a row will Bob wear the same pants? How long can Fred go without checking his smart phone in a meeting? 

It seems workers will bet on everything and anything – even when a large pile of snow in the parking lot would melt and what co-workers’ cholesterol numbers would be.

Yet nothing causes quite the betting frenzy at work more than March Madness. Workers across the country are researching stats, crunching numbers and calling their ESPN-addicted cousins in order to fill out their March Madness brackets. Let’s look at the numbers.

A survey from Spherion found 45 percent of workers have participated in an office pool before, and 56 percent of those who have participated specifically took part in March Madness pools. And in 2009, a Microsoft estimated that 58 million people — many at work and on the clock — will fill out tournament brackets.

Consider the time used for watching the free streaming of all 64 games and the subsequent discussion of those games. During the 2009 NCAA Tournament, CBSsports.com reported that there were 7.52 million unique visitors to the NCAA March Madness on Demand video player, a 58 percent  increase over 2008 figures. Additionally, there were 8.6 million total hours of video and audio consumed, a 75 percent increase over 2008 figures. Experts predict the estimated cost of the lost productivity during March Madness is $1.8 billion.

But with the American work force increasing its productivity year after year, the time spent viewing video online or filling out your brackets might not be necessarily frowned upon by management. CBSsports.com’s “Boss Button” received 2.77 million clicks in 2009 compared to 2.5 million in 2008 — not quite on par the with staggering increases in traffic and viewed video.

Office Team recently asked more than 1,000 managers whether March Madness activities, such as watching game highlights or engaging in friendly competitions, affect morale and productivity. Forty-one percent of those surveyed felt the college basketball playoffs have a positive effect on employee morale. The majority (56 percent) also said March Madness activities do not impact productivity and 22 percent of respondents believed the festivities actually boost workers’ output.

Unless the company has rules against gambling, your office pool is harmless. In the Spherion study, 49 percent of workers say their employer doesn’t have an office pool policy, and another 37 percent of workers don’t know if an office pool policy exists at their company.Yet, according to another recent survey from the Society for Human Resource Management (SHRM), 23 percent of employers have a written policy regarding gambling, and an additional 10 percent have an unwritten or understood policy, This figure might not sound significant, but in 2006 only 14 percent had a written policy and 7 percent had an unwritten policy, suggesting companies are watching workplace betting more than they used to.

Companies who do have policies regarding gambling (and yes, putting money on March Madness counts) say the following:

• 83 percent prohibit any form of gambling on company premises
• 72 percent will take disciplinary action (not including termination) for violating the  policy
• 70 percent prohibit gambling where money is exchanged
• 67 percent have provisions for termination if the gambling policy is violated

So go ahead and fill out your bracket if you want, but don’t let it affect your productivity and don’t give your employer a reason to institute a policy against pools if none exists. Before you let March Madness overtake you, keep the following tips in mind:

• Do your research and strategizing on your own time.
  Don’t waste hours of your company’s time putting player stats in a spreadsheet when you should be doing your job.
• Check the rules
  Even if you’re pretty sure no rules exist about betting, you should double check. Maybe you can bet but you can’t put money on it. Better to be informed than surprised by an angry boss or HR person.
• Remember, it’s all fun
  Don’t get so enthralled by the competition that you end up yelling at a co-worker or throwing your coffee mug against the wall. No one will like you, you could get fired and you’ve probably ruined office pools for everyone else, too.
• Don’t force people to play
  Office pools are fun. At least they should be. When an overzealous organizer is going up to each person and giving them a version of LBJ’s Treatment just to pressure them into participating, the fun is gone. Some people just don’t care about the pool, so let them sit it out.

That said, good luck!

Related posts:

1. Nearly 40 percent of workers have flirted with romance on the job When you think of TV’s most famous romantic duos —...
2. 35 percent of workers aren’t planning to take a vacation this year Finally, Memorial Day weekend (the 3-day oasis that gets us...
3. Back to work at Sterling Cooper Ain’t it swell? Don, Peggy, Roger, Joan and the entire...

A new study from the Pew Research Center looks at what makes Millennials different from the 30 and older crowd. The study looks at all aspects of this generation’s characteristics, from their politics to their views on family responsibility. Although no study can define every member of a group, these results show a generational consensus on many issues.

According to the study, Millennials are experiencing economic hardships due to the recession, but their attitudes don’t reflect it.

About two-thirds of Millennials (68 percent) say they are not earning enough money to live the kind of life they want. However, within that group the vast majority (88 percent) say they expect to earn enough in the future to live the good life. That is significantly higher than the percentage of Gen Xers (76 percent) or Baby Boomers (46 percent) who share this hopeful view.

You might think that this optimism is curious, especially considering what they’re up against. After all, the economy hasn’t been great for anyone, much less for young people who haven’t had time to accumulate a financial safety net. Yet, the survey points out, the optimism might not be entirely unfounded:

Time is on their side. When the jobs return, the survey results suggest these young people will be prepared. Millennials appear to be on track to becoming the most educated generation in America’s history. Millennials have not yet matched the educational attainment of Gen Xers. So far, 19% are college graduates compared with 35 percent of Gen Xers.”

The study goes on to talk about a lot of stuff — and it’s interesting to see not only what Millennials say but how they compare to past generations. It’s worth a thorough reading.

We’ve mentioned here before and in articles that this generation loves technology, embraces collaboration and expects to climb the professional ladder faster than past generations. We know this (and the study goes into more detail). We are dealing with a group of professionals who have an impressive amount of education but many obstacles in their way, so no rules exist on what they should expect.

Looking at this study, do you think Millennials have a reason to be optimistic or would you caution them to be less hopeful? Are you one of these Millennials?

Related posts:

1. The changing face of the work-life balance Two weeks ago I posted about a Gallup survey that...
2. News Flash: Women ARE as ambitious as men at work A new study released today about attitudes in the U.S....
3. The challenges of a May-December workplace The standard workplace looks very different than it did a...

A fellow writer over at The Hiring Site passed along this AP article (via The New York Times) tackles the subject and helps workers deal with a boss that just doesn’t care anymore. In an ideal world you (the employee) could thump the boss on the head and say, “Snap out of it!” But that won’t do you any good. And if we’re in ideal worlds, you’d probably be the boss and we wouldn’t be having this conversation.

In the article, different career experts offer their advice and share their experiences. Robert I. Sutton, author of ”Good Boss, Bad Boss,” recalls one group of workers who were direct with their boss — probably more direct than most employees would be or have the freedom to be.

At one company, Sutton says, four or five influential employees gathered together and confronted their boss, saying: ”We’ve admired the work you’ve done in the past, but if you don’t change your behavior, we think you should step down.”

It was a risky move, and one that’s not appropriate for every company. But those employees felt OK going with the direct approach, since they knew it was difficult for the boss to fire them.

The experts in the article point out that you have several different options, but you have to choose the one that suits you. A direct confrontation has risks. Going to a third party can backfire. Suffering in silence can just make you miserable. What you choose to do depends on your situation.

A few months ago I asked you to list the qualities of a good boss and many of you did (thanks!). Now that we’re on the flip side of the issue, I’m wondering how many of you have encountered a boss who was mentally checked out. How did you know that your boss had given up on the job and wasn’t just having a bad day? How did you respond?

Related posts:

1. When your boss forgets to be the boss I fully admit that I’m not the reality TV junkie...
2. Workers consider their jobs ideal. No, seriously. Try to have a conversation about your job without complaining...
3. A good boss is … Our friends over at The Hiring Site recently asked recruiters...

According to a new CareerBuilder survey, 43 percent of workers 35 and older currently work for someone younger than them. For workers 45 and older, the figure climbs to 53 percent. And for the 55 and up group, the number leaps to 69 percent. While you can still think of many complaints to lob at your boss, the old standbys of “he should’ve retired 10 years ago” or “she’s been in the industry so long she’s lost her edge” are passé. Today’s bosses are young and far from retirement.

When asked if reporting to a younger boss was difficult, young workers expressed the most trouble. Here is the breakdown of workers who find taking orders from a younger boss difficult:

• 16 percent of workers 25-34
• 13 percent of workers 35-44
• 7 percent of workers 45-54
• 5 percent of workers 55 and older

What’s the problem and what can you do about it?
Are you one of these workers whose boss has fewer candles on the cake? If so, these complaints might sound familiar to you.

• “They act like they know more than me when they don’t”
• “They act like they’re entitled and didn’t earn their position”
•  “They play favorites with younger workers”

Experts over at PrimeCB, a site dedicated to career opportunities and guidance for mature workers, stress the importance of working together. We are talking about your career, after all, so ignoring your troubles won’t make life easier. Here are some of PrimeCB’s tips:

Understand others’ point of view: You and your boss are coming from different points of views. You don’t necessarily share experience, education or work history. Neither of you is wrong—just different. So try to be open to the other person’s approach.

Adapt your communication: Whether you’re interacting with your boss, co-worker or direct report, you should always be mindful of what communication style is most effective. Many (though not all) younger workers favor new technology to communicate, such as IM and e-mail. Some older workers (though, again, not all) prefer to talk face-to-face or at least pick up the phone. Both parties should work to make communication go as smoothly as possible.

Keep an open mind:Neither you nor your boss is inherently right (or wrong) because of your age and work history, or lack thereof. Approach each other as two professionals and base all judgments on performance. Making assumptions about your boss because he looks like a high schooler or she’s the same age as your daughter doesn’t do you any favors.

Related posts:

1. The boss doesn’t care anymore … so now what? Talk of workplace productivity, motivation and passion (or lack thereof)...
2. Mature Workers Expanding Job Search Today’s job market has thrown workers of all ages for...
3. Trouble connecting with the boss? While many folks complain about them, bosses are also something all...

Not everyone is so lucky. A recent CareerBuilder survey finds 39 percent of workers think they don’t fit in with their colleagues. Workers in health care, sales, and professional and business services were most likely to feel like they’re out of step with their co-workers.

When asked to share the most bizarre things they’ve seen their colleagues do, surveyed workers had some unique stories:

• Co-worker ate the cheese off the pizza box at a company meeting.
• Co-worker talks openly about flatulence.
• Co-worker in the cubicle next to me wears 3-D glasses with the lenses removed.
• Co-worker repeatedly bangs a mallet on the table for no apparent reason.
• Co-worker whistles eight hours a day.
• Co-worker chews tobacco and spits it into empty soda bottles.
• Former boss brought a baby sippy cup to a meeting and started drinking out of it.
• Co-worker cleaned fingernails using a counterpart’s business card.

Rosemary Haefner, vice president of human resources for CareerBuilder, has the following advice for anyone who encounters this unorthodox behavior at work:

• Talk it out: Talk professionally and honestly with your co-worker about his or her behavior. Be sure to do this in private and try not to embarrass anyone or make the situation worse.
• Take it to a higher level: Don’t be afraid to get your boss involved or talk to HR. If the behavior is hurting your ability to do your job, it might be time to call in the big guns.
• Mix it up: If you can’t come to an agreement with a co-worker who is bothering you, ask to be reseated in another area.

I’ve not been (un)lucky enough to witness any workplace behavior quite as strange as the ones above, but I’m guessing some of you have. Feel free to share the strangest things you’ve seen at work. It’ll make you feel good to get it off of your chest and it will probably make the rest of us feel normal.

Related posts:

1. Are co-workers important to your ideal job? I’ve written my fair share of articles about annoying co-workers....
2. Which Halloween Character Is Your Boss Most Like? Two days until Halloween! I got the finishing touches to...
3. The boss doesn’t care anymore … so now what? Talk of workplace productivity, motivation and passion (or lack thereof)...

Earlier this year, some of my co-workers and I moved our desks from one side of the floor to another. We moved approximately 75 feet, which seems like a negligible distance. Little did we realize we moved 75 feet closer to the sun.

In our old location we were often cold. For whatever reason a breeze would cut through our desks and force us to wear zippies or layer sweaters when everyone else was comfortable in polo shirts. Papers on our desk would flap from the phantom draft. Turn the corner and you’ll see us at our new desks, spritzing ourselves with water, holding ice cubes to our necks and standing in front of oscillating fans that are melting. It’s like you stepped into a Salvador Dali painting.  We try to ignore it, but sometimes we can’t concentrate.

Turns out we’re not the only ones. A new CareerBuilder survey finds that a third of workers can’t concentrate when the temperature at the office is too extreme. Twenty-two percent of workers say a workplace that’s too hot can make it difficult to concentrate. Conversely, 11 percent say the same about an office that’s too cold.

Is this really a big deal? Well, if you can’t concentrate, you won’t be productive. So it makes sense to be concerned about this. And seeing as 27 pecent of workers say that their workplace is too hot and 19 percent say the same about it being too cold, a large percentage of the workforce is affected. (Granted, 54 percent of workers are being very Goldilocks and describe the temperature as “just right.”)

At first glimpse, the whole issue probably seems trivial. Yet, it’s a big enough issue that 10 percent of workers admit to fighting with a co-worker over temperature. Just imagine an ongoing routine of moving the dial, sitting down, watching the co-worker get up and move the dial back, and repeat ad nauseam. More importantly, 19 percent of workers feel that the company has turned down the office temperature this year–possibly as a result of budget tightening.

So what can you do about it?

• If a co-worker is messing with the temperature and it’s bugging you or making you sweat through your turtleneck, have a chat with them. Be nice and you’ll probably have luck.
• If it’s out of your hands and you can’t just flip a switch or everyone else thinks it feels fine and you’re the lone duck on the issue, dress appropriately. Layer for your commute and then remove the heavy stuff when you’re working. (Keep it professional, though. Crocs and a swimsuit are not appropriate, even if you’re sweaty.)
• Figure out the issue and work around it. If your corner of the office turns into an igloo for the last half of the day, book some time in a conference room to get your work done so you can stay productive without seeing your breath in the air. Or ask your boss if you can move to another space. Or microwave your socks every hour. Just kidding.)

And in case you’re wondering, we did figure out how to adjust the temperature over here on this side of the office, but it’s still a lot warmer in here than I’d like, but that’s why I bought a fan and avoid sweaters if possible.

Related posts:

1. “You Have Something In Your Teeth…” We’ve all been embarrassed at work. In fact, just this...
2. 35 percent of workers aren’t planning to take a vacation this year Finally, Memorial Day weekend (the 3-day oasis that gets us...
3. Are you willing to relocate for a job? Last week The Chicago Tribune ran an article on job...

I was pleasantly surprised, however, by a new CareerBuilder survey about employers’ plans to cut back on their 2009 holiday parties. While 11% of employers don’t plan to give a holiday party to employees though they had in previous years, almost 50% plan to give holiday parties – either on a smaller or the same scale as previous years. Although budgets are still tight, there’s a reason employers are trying to spread a little holiday cheer.

Experts predict that when the job climate improves, those employees who did survive mass layoffs and cut paychecks will start looking for greener pastures … and that has employers worried. Keeping those celebrations might be just one of the things employers need to do to show their top performers that they are valued. A survey by Chartered Management Institute (CMI) shows that two thirds (65%) of managers across the UK believe that Christmas parties are important in helping to improve employee engagement.

The survey, of 1,337 managers, found that 66% claimed that the office Christmas party is a vital way of recognising the hard work undertaken throughout the year.  A slightly higher proportion of managers (71%) also believe end of year celebrations should continue in spite of the recession.
 
But the findings also show that managers recognise the need for responsible reward and celebration.  When asked about public perceptions, 58% agreed that an expensive party could damage their organization’s reputation.  The research also discovered that half of those questioned (50 per cent) believe that a “team lunch is better than an organization-wide party.”

If you are lucky enough to be treated to a holiday office fete this year, make sure you remember that what happens at the office party does not stay at the office party.

The Creative Group, a creative services staffing firm, reports that nine out of 10 advertising and marketing executives (92 percent) they polled said workers’ office party antics can affect their career prospects. When asked, “To what extent do you think an employee’s behavior at an office holiday party can affect — either positively or negatively — his or her career advancement prospects?” 44% said greatly and 48% said somewhat. Only 8% said not at all.

The goal is to use the holiday party — no matter how big or small — as an opportunity to give yourself some positive work PR. “There often are many influential people in the room at office holiday parties,” said Donna Farrugia, executive director of The Creative Group. “Although these gatherings can be festive, it’s important to keep in mind that they are still work events. You want to exhibit poise and good judgment throughout, no matter how casual the celebration may seem.”

Farrugia noted that office holiday parties are an opportune time to network within your company. “In many businesses, there may be few chances to mingle with corporate executives and others throughout the organization,” she said. “Employees should use these events to form positive connections with colleagues outside their usual circle. Being well-networked internally can help professionals perform better and enhance their value to their firms.” Something to consider if you are treated to some merriment by your employer this year.

If you’re one of the almost 50% of workers who will not have a holiday party this year, however, watch this clip from The Office so you don’t feel like you’re missing out.

Related posts:

1. Don’t Despair — You May Get That Raise, After All After a year filled with layoffs, salary cuts, benefit losses...
2. Another holiday party poll Last week, two of our posts were dedicated to holiday...
3. Holiday season hiring outlook If you are hoping to snag a seasonal job during...

Believe it or not, you boss knows you’re shopping online, and for the most part he or she doesn’t care as long as you’re still doing your job. But don’t take advantage of your employer’s generosity. Nearly half of surveyed employers monitor their employees’ online activity, which includes e-mails and browsing. You don’t want to lose your job, well, ever, but especially not during gift-giving season, and especially not due to something as preventable as online shopping.

Of course, you and I both know you’re not just spending a few minutes buying Grandma a new toaster. You need to log in to one (or all) of your social networking sites to see what friends are up to. After all, the survey found that 61 percent of full-time workers have profiles. Here are other facts the survey discovered about workers with social networking profiles:

• 51 percent spend time on their social networking page during the workday; 11 percent spend one hour or more.
• 25 percent include information about their employer in their communications on social networking sites such as Facebook and MySpace; 15 percent include company information on Twitter; 13 percent of workers with personal blogs say they blog about their companies.
• 13 percent of workers are “friends” with their boss on their social networking profile.
• 22 percent of workers have separate social networking profiles for personal and business use.

Companies know that you’re out there talking about them, so many have implemented policies regarding this messaging:

• 37 percent of employers have a policy on whether workers can communicate about the company on social media sites; 17 percent have implemented a stricter policy on employees communicating about the company on social media sites in the last year.
• 21 percent prohibit employees from communicating about the company. Thirteen percent have designated certain employees to post on behalf of the company.
• 16 percent monitor social networking profiles of employees and 14 percent monitor blogs.

Now, just because they know you’re doing these things doesn’t mean they’re OK with everything. They understand but they’ve still got a business to run. I mean, 58 percent of workers claim to spend some of their online time doing non-work activities, so that adds up to a lot of unproductive hours. So you’re probably not shocked that 20 percent of employers have fired someone for online activities not related to work. (And if you are shocked, stop reading this blog and get back to work!)

Other notable results:

• 32 percent of employers monitor emails and 16 percent monitor instant messaging.
• 8 percent have fired someone for non-work related emails.
• 5 percent of employers have fired someone for holiday shopping online at work.

So the moral of the story? Your boss understands everyone’s a little distracted during the next few weeks of work, and if you spend a few minutes adding a new video game to your shopping cart, you’re probably fine. But don’t take advantage of your boss’ generosity. You still have to get work done and you can take care of your shopping once you get home or during your lunch hour.

Related posts:

1. Employers are digging up your digital dirt Remember that “classic” picture of you from last year’s St....
2. Tweets are the new homework Here on The Work Buzz we’ve trumpeted the usefulness of...
3. Video: Keeping your image positive online How many social networking profiles do you have? I have five...

Not surprising, right? However, just because we know what a leader should be doesn’t mean all leaders — or supposed leaders — possess these qualities. (The situation is similar to knowing what makes a good employee. We all know hard work and ambition make good employees, but not everyone acts accordingly. )

I thought it would be interesting to hear what you have to say about what makes a good leader or boss. Is leadership a necessity to be a good boss? What are the must-haves of a boss? What qualities are nice but not necessary?

I recently wrote an article discussing what makes a good boss, and here are some responses:

· “Be consistent and predictable. It is hard for subordinates to make the boss look good when the boss behaves erratically and every situation seems to result in a unique decision.” — Wayne Botha of Botha Consulting

· “They are able to get you to do something without using coercive tactics or bullying. They’re able to frame the discussion in the same way a good basketball coach tells you what the best play will be.” — Andrew Lee, co-founder and CEO of JamLegend.com

· “Promote from within. Develop your subordinates and then promote them when the opportunity arises. Subordinates will quickly understand your intentions when you always hire people from outside your organization for top positions.” — Botha

· “A good boss will defend your actions (when they are defensible) and will help you when there is a problem.” — Deborah Graham

· “A good boss understands that every task given to you cannot be your No. 1, top priority and will work with you to readjust priority lists if necessary.” — Graham

· “A good boss knows the overall value each employee brings to the organization, and keeps that in mind. So, a single transgression by an otherwise excellent employee doesn’t demand the same response as the same transgression by an employee who consistently makes mistakes.” — Bruce Campbell, vice president of marketing at Clare Computer Solutions

· “A good boss keeps you informed about what is happening at the higher management levels and what projects might be coming down the road.” — Graham

So tell us, what do you think makes a good boss?

Related posts:

1. The boss doesn’t care anymore … so now what? Talk of workplace productivity, motivation and passion (or lack thereof)...
2. Standing out in this job market Everyone wants to stand out right now. When you’re looking...
3. When your boss forgets to be the boss I fully admit that I’m not the reality TV junkie...

Maybe the dilemma’s not even that easy. Let’s be honest, the job situation has people worried about getting laid off or fired for missing too much work. Some companies also classify sick leave and vacation days under the same pool of accrued time, so taking a sick day today means a shorter vacation in a couple of months. Or a sick day today means having to find a sitter when your child gets sick later this season. Unfortunately, the issue isn’t as simple as don’t go to work if you don’t feel 100 percent.

This article in the Chicago Tribune discusses how employers are trying to balance business needs with sick workers reluctant to stay home.

From the article:

Some employees have to ration their sick days carefully or may not have any paid time off. Others weigh the fear of making a bad impression against the risk of prolonging an illness and feeling worse.

“It’s very hard to take off of work at my job,” said Noor Aweidah, who works for the president of a marketing firm and helps bring in new clients. “Things being the way they are today, new business is a real priority. If I’m not there, meetings are not happening, calls are not taking place.”

Even with her concerns, Aweidah recently had to take a rare day off to keep some incipient flu-like symptoms from worsening. She canceled a client meeting and made sure the interns under her supervision knew their daily tasks, then lay down on her couch to watch bad movies and drink tea.

The client was understanding about needing to reschedule, she said.

“It’s hard being in a creative environment to not be on your A game, especially when you’re interfacing with clients,” Aweidah said. “But they don’t want to meet with someone who’s coughing or sweating.”

And on last week’s Harvard Business Ideacast, experts ask Is Your Business Ready for H1N1? (Even if you’re not an employer, it’s worth checking out to hear what companies are doing for their employees and what they want to see happening in workplaces.)

When you’re deciding whether or not to come in to the office, or even if you’re not sick but are wondering what you’ll do if you do get some form of flu this season, here are some tips:

• Talk to your boss now.
  Find out what the company’s doing about the flu this year. Is it the same policy as last year or are they asking you to take different precautions?
• What are your work-from-home options?
  If you have the kind of job where working from home is possible, see what the policy is. Do you need permission before doing it or can you call in one morning and say you need to work from home? Does it count against your time off at all?
• Do you need a note if you miss a certain amount of consecutive days?
  Let’s be honest, most of us don’t know the details of every company policy. Many employers require a doctor’s note for anyone who stays home for more than a certain amount of consecutive days, so you don’t want to show up after a week out and be told to go home until return with a note.
• Do you  really need to go in today?
  If you’re in that gray zone where you  might be getting sick or you might just have a 24-hour bug, you could be wondering if you should go to work or stay home. There are pros and cons to both, and you might have your own reasons for wanting to go in. Just remember that if you are contagious and you end up getting the whole office sick, no one will be pleased with you, especially if it means half of your group is out and everyone else has to work twice as hard.
• Do you have any other perks?
  Some companies pay for their employees to get the flu vaccine (the regular one, not the H1N1 vaccine, since it’s being offered free). If you want the flu shot, see if your company covers the cost or will reimburse you for it. Also see if they’ll be providing hand sanitizer and disinfecting wipes to people in the office.

Also check out this article from fellow blogger Rachel Zupek.

Have you dealt with any of these issues this flu season?

Related posts:

1. Ask The Work Buzz! Explaining a Peculiar Layoff This question comes from Anita: I am a 51-year old...
2. “I’m Just Not That Into It Today”… And Other Excuses for Calling in Sick Have you ever woken up in the morning and thought,...
3. Are co-workers important to your ideal job? I’ve written my fair share of articles about annoying co-workers....