9 Signs You Should Quit Your Job Now

By:  John Rampton

It’s not uncommon for employees to have a bad day or two — or week. And it’s pretty common for the average person to gripe about a boss or co-worker from time to time. But how can you tell if it’s just “one of those days” or something more serious?

I’ve quit several jobs in my life. I left my first job in an epic way, tearing off my uniform and walking out of a bagel shop after a stupid dispute with a boss. I don’t really recommend walking out on a job, but everyone should know when to quit. While leaving a position can present an inconvenience to your personal life, it may be the best option for your long-term satisfaction.

At my very last job I recognized that I needed to quit when my desires to become an entrepreneur overpowered my wishes for a stable paycheck. Indeed many entrepreneurs realize over and over they should leave their job but the financial security it provides often Unhappykeeps them firmly entrenched. I understand this totally as I’ve been there. Save your money wisely so you can become the entrepreneur you want to be if that’s your dream.

Pay attention to the following nine signals. They can help guide you in gaining clarity about whether it’s time for you to quit your job and start your next adventure.

1. You’re bored and uninspired.

Remember when you first started working at your current job? Were you full of passion and excitement each morning? Even if that wasn’t so, taking this particular job may have seemed like a good decision once because of the pay, location or opportunity for advancement.

Now you’re showing up every morning feeling bored, uninspired, defeated and hopeless. I know the feeling well and have watched several people go through this. Consider if you really want to continue putting up with this job eight hours (or more) every Monday through Friday.

2. You keep promising yourself that you’ll quit.

Many people experience a day or two of feeling fed up and ready to quit that crummy old job once and for all. But take another look after a good night’s sleep and keep in mind that you may have just had an extremely stressful day.

I remember the three-month period when I promised myself day after day at my web-hosting company job that I was going to quit. That position became my very last job. While working there I had become increasingly interested in starting my own business. I was making more money outside work than I was on the job. So I took the leap.

Instead of promising to quit your job every day, start being proactive outside work in making yourself presentable to the next company you’d like to work for or start transforming yourself into who you want to become.

While it’s not always easy to leave a job, putting off a promise isn’t going to help your situation either.

3. You don’t fit in.

Hopefully you have an awesome job with a great paycheck. You probably tolerate fairly well most of your co-workers. But you just don’t belong at the company. Maybe you require more structure and your current employer is a bit too easygoing — or the opposite is true. Sometimes there might not really be anything wrong with the job itself but the company or the boss just doesn’t jibe with your morals, ethics or personality.

This is a tough situation because another job might not be any different. Think about what might happen if you reached out to your superior and tried to find a way to better fit into the current operation. If that’s not an option or you can’t find a different department or team that works better for you, it could be time to go.

Threatening Boss4. You don’t want the job your boss has.

One reason you’ve been staying put is that your current company promotes advancement. But what happens once you figure out you that don’t want a managerial job like the one your boss has? If you can’t stand the idea of being in your boss’s shoes, then probably you should think about getting out before your go-getter peers pass you by.

5. You don’t care for the products or services.

Forget the pay, position and all your great co-workers. If you can’t become invested in the products or services sold by your company, then how can you succeed by promoting them or working for the firm?

Remember, companies thrive on having employees who are brand advocates or ambassadors. It’s not fair to the company (or you) if you can’t get behind the products or services.

6. You have a horrible boss.

Sometimes all it takes is terrible manager to push you to the door. Why deal with someone who’s demanding, incompetent, miserable, selfish, immature or controlling every single day? Unless you’re certain that this boss is going to be leaving soon, perhaps you should begin searching for a new gig.

That being said, I’ve been that boss before and all it took was one employee to tell me some of the things I was doing wrong. I was able to change — and I still work with that same employee years later. This won’t always work out this way, though. Only you can be the judge of that.

7. You’re always underperforming.

Despite your capabilities, you find yourself consistently delivering less than the job demands because you lack passion for it. Then again, you might be underperforming because the job is too big or you can’t navigate the office politics. Regardless of the situation, it’s probably a good idea to think about looking for a different job if your performance isn’t up to par.

8. You’re stressed, anxious and unhappy.

Of course you’ll have those days when you wish you could just stay home and sleep in. But if that becomes a common occurrence, perhaps there’s an underlying problem. Work might not always be much fun, but if you’re becoming anxious, unhappy or stressed out just from thinking about work,, then do yourself a favor and get out while you can.

9. Your skills aren’t being tapped.

If you keep being passed over for high-profile projects or promotions, then clearly someone up top hasn’t realized how talented you are. Instead of wasting your potential at a place where your work isn’t acknowledged or respected, find somewhere else where you might thrive.

Rampton, John. “9 Signs You Should (Maybe) Quit Your Job Now.” Entrepreneur. Entrepreneur.com, 5 Sept. 2014. Web. 9 Sept. 2014.

Today’s Most Satisfied Employees Demand These 4 Things

The employee landscape is changing, and with it has come new needs, desires and areas of importance for employees. This means employee development is no longer just about career development, but also goal alignment, non-monetary offerings, and simply, opportunities to prove themselves.

A quarter of employees would be more satisfied at work if they were given more opportunities to do what they do best, according to a 2013 study by BlessingWhite, and 5 percent directly said career development opportunities and training would increase their satisfaction.

As a leader, it’s critical to keep up with these changes and start investing time into employee development. Here are some ways I’ve been able to do it:

1. Place more importance on non-monetary motivators. Beyond money, things such as career happy attygrowth and even professional inter-office relationships are extremely big motivators of satisfaction and engagement. The BlessingWhite study found that 25 percent of employees believed they would be more satisfied with their job if they had a better relationship with their manager.

Employees want to learn and grow with people they respect and who respect them in return. Maintain healthy office relationships by leading by example. If leaders within the organization get along well and openly work together, employees will do the same.

Additionally, it’s important to remember that, while professionalism is important, it is equally important to know your team on a personal level. Make an effort to have fun with your team and initiate conversations about things other than work.

2. Let employees do – and improve upon – what they do best.No matter their role or level, everyone wants to feel like their strengths are appreciated, effectively utilized and built upon. Companies are getting smart about this: A 2014 Bersin by Deloitte study found that, in the last year alone, corporate budgets for training and development have risen by 15 percent.

Whether you actually have one or not, don’t get stuck in the “corner office” rut and forget what truly motivates employees to keep contributing. Give them tools and opportunities that will help them exceed at their specialties, as well as build new ones. Get them outside the office to learn from other people and pick up new ways of doing things.

Training3. Align employee goals and preferences for a clearer vision.Throughout the company, every employee needs to not only have a good understanding of their personal goals and work preferences, but also of their colleagues’ roles and goals.

When working closely together, employees will naturally learn the work preferences of their team. However, it’s important that leadership learns those and respects them, as well.

Additionally, openly communicate how each role plays into the bigger picture of organizational goals to motivate employees to work harder and more efficiently in their position. This will also encourage employees to help co-workers who may be struggling since they understand how it plays into the big picture.

Constant open communication throughout the company and visual indicators, such as progressive steps to reach an ultimate goal, are great ways to keep everyone aligned in real time.

4. Let serendipitous learning happen. Research has shown that nearly 70 percent of learning happens informally while on the job. Whether it’s from watching others, utilizing various resources or trial by error, this type of serendipitous learning is crucial to employee development.

Encourage this type of development by making employee schedules less rigid and more flexible. Allow time for them to learn their own way and observe the processes that will benefit them. It may be necessary to provide some amount of structure, but keep in mind that employees are more satisfied when they have flexibility in their job conditions.

Lavoie, Andre. “Today’s Most Satisfied Employees Demand These 4 Things.” Entrepreneur. Entrepreneur.com, 2 Sept. 2014. Web. 05 Sept. 2014.

How to Determine Whether You Will Give Summer Associates Offers

By Gabriella Khorasanee, JD on July 21, 2014 10:01 AM

The end of summer is near, and the fall semester of law school is approaching. As your summer associate season comes to a close, there’s one big question looming: will you extend the summer associates offers?

These days, having a summer associate job doesn’t guarantee an offer, so summer associates may have lower expectations. That said, rather than taking advantage of cheap summer labor, you should really put some thought into whether you should extend offers to any of your summer associates.

Here are some things to consider.

1. Workload

The first thing to consider is whether you have enough work to go around in the office. And not just any work, but the kind of work you would assign a junior associate such as research, drafting and document review. If you have the work now, or are projecting more in the future, then consider extending an offer to a summer associate to meet those additional needs.

Youre-Hired22. Seniority

Think about the mix of attorneys in your office — are they all senior associates? You definitely want to mix in some attorneys that bill at a lower rate than senior attorneys. No client wants to pay a senior attorneys’ rates for junior associate work.

3. Firm Growth

Do you plan on expanding your firm by taking on new clients or practice areas? If so, you’ll need additional staff. Not only that, but hiring a junior associate who you can delegate work to will free up your time so that you can network and get more clients for the firm.

4. Firm Culture

One way to have a strong firm culture is to start early on in your staff’s careers. That is, if you hire a junior associate you can train them and mold them, whereas if you hire a senior attorney that is used to a different type of firm culture, it may be harder to have a sense of a cohesive firm culture.

5. Performance

After you’ve determined whether you even need to hire anyone, then you’ll need to decide whom to hire. Look at the performance of all your summer associates and give them performance reviews. Not only is their performance important, but how receptive they are to feedback and constructive criticism is also very telling. Ultimately, you’ll need to find someone who does good work, and that you won’t mind seeing 60+ hours/week.

Hopefully you’ve already put some thought into whether you will extend offers to any of your summer associates. If you haven’t, then the time to start thinking about it is now.


Khorasanee, Gabriella. “How to Determine Whether You Will Give Summer Associates Offers.” Strategist. Find Law, 21 July 2014. Web. 07 Aug. 2014.


GLI Team Spotlight

It is well-known that the GLI/GRG recruiters are some of the most talented and effective in the industry. However, what you may not know unless you have worked behind the scenes is that the GLI support team is also bursting with talent. In order to more successfully serve our client and candidate needs, we require every team member to give their utmost every day. Having been with us since 2000, Tonya Johnson serves as the hub of GLI’s administrative staff. Over the years, Tonya has learned the ebbs and flows of the legal markets and is especially skilled at performing research and coordinating events. Not to be forgotten, Tonya also has savvy marketing talent and a gift for writing.

Most recently, Tonya assisted our top recruiter, Nancy Grimes, in putting together material that is scheduled for release by a large publisher. Tonya was also an essential team member in the renovation of our website. Tonya is one of those people known for “getting things done.” With an enthusiastic and genuinely friendly attitude, Tonya radiates a sincere passion for delivering value which is of great benefit to our clients.


3 Social Media Rules Most Entrepreneurs Don’t Follow

For all the talk about the drawbacks of using social media, it’s hard to imagine a better all-in-one tool for business owners. If used correctly, social media can boost your search engine rankings, allow you to provide better customer service, build an effective online personality, connect with new business partners, foster relationships and educate consumers.

The basics of social media are simple: create great content, publish it and share it with your network. Most entrepreneurs leave it at that, but promoting content is only one part of the game.

Here are three ways to engage with customers and build your audience on any social media network.

1. Answer questions from customers and clients.

Twitter and Facebook have become customer service platforms. At first, it can feel intimidating to answer a question publicly; you may feel you should be as eloquent as you are informative.

A social media logotypeThe most effective and well-received responses are helpful and timely. Keep an eye on your Twitter and Facebook accounts for when someone mentions you directly in a message. Also pay attention to when someone mentions your company or industry in a Tweet via a hashtag — the # symbol.

Many customers won’t take the time to message you directly, but they will tag you in a complaint. Anyone on Twitter can search for topics mentioned by a hashtag. If you choose not to respond, you could lose an opportunity to correct a complaint.

Savvy entrepreneurs truly excel at customer service through social media. With a little effort, you can build a reputation as someone who values customer service and works hard to answer consumer questions.

2. Use the “Like” feature on your Facebook wall.

When a customer takes the time to mention you, a simple response acts as a virtual thank you.

Most social media platforms have a share option as well as a “like” equivalent — a way to acknowledge you saw and appreciated the message.

On Facebook, you can choose to “Like” the post or share it. If someone praises your brand on Twitter, click “Favorite” or “Retweet.” Google+ allows you to “+1” posts and every update on LinkedIn features a “Like” button.

As an alternative, you could comment on the post or tweet. Say something like, “Thanks for mentioning us!” or, “Thank you! We appreciate your feedback.” When you acknowledge someone’s mention, you show that you value their business and their opinion.

Engagement on social media isn’t all that different from in-person interactions with friends and acquaintances. If someone invites you to have dinner or coffee and you never respond, they will eventually stop asking.

You work hard to build a community around your business. The last thing you want to do is ignore someone who finds your information valuable or interesting. Try to engage with every customer.

3. Show gratitude when someone shares your content.

Social media is much less personal than when a customer visits a brick-and-mortar store. Still, the entire point of networking through Facebook or Twitter is to build relationships.

Whenever someone retweets one of your posts or shares your latest blog, send a quick message to thank them.

likeEtiquette applies to social media relationships as much as it does to your real-life friends and family. If an acquaintance makes an introduction and helps you land a sale, you’d thank him. The same applies when a customer does a favor for you on Facebook or Twitter.

For example, if someone on Twitter shares your recent blog post with his followers, tweet him to say thank you. If he regularly posts content relevant to your audience, retweet or share his posts with your followers.

Social sharing is a powerful tool when used well. When you form relationships via social media, you build brand advocates for your business.

Whitmore, Jacqueline. “3 Social Media Rules Most Entrepreneurs Don’t Follow.” Entrepreneur.com. N.p., 30 June 2014. Web. 30 June 2014.

5 Rules for Texting Anyone You Do Business With

Walk into any boardroom two minutes before a meeting and you’ll find the same scenario: a table full of executives checking their phones with their heads bowed in the “smartphone prayer.”

BureauText messaging is the fastest way to communicate in business. Quicker than email and more convenient than a phone call, it’s become commonplace. But it’s not always the best choice.

Choose to text message for simple notifications or reminders like “I’m running five minutes late,” or “Remember to bring the report.” As a general rule, consider texting only appropriate for a maximum of two messages — one message and one reply.

Here are five rules to avoid a text message business blunder.

1. Keep it positive.

Like email, the tone of a text message can be misinterpreted by the recipient. Quick messages can make you come off as flippant or harsh. Instead of staccato phrases, write complete sentences. Add polite touches like “please” and “thank you.” Re-read every message before pressing send to double-check your tone (bonus: no embarrassing typos).

2. Avoid serious topics.

You wouldn’t break up with your girlfriend over a text message — to be clear, you should not — and the same goes for business. Never give negative feedback or fire someone via a text message. Any serious conversation should take place face-to-face. It allows for subtle interaction through facial expressions and will ensure clear communication.

3. Don’t abbreviate every other word.

Abbreviations are common in casual texts, but you should be careful how often you use them. Common abbreviations like “LOL” (laugh out loud) and “np” (no problem) are safe choices. However, if you’re communicating with a new customer or acquaintance, take 30 extra seconds and type out each word.

texting lingo

Avoid informal shortcuts like “u” (you) and less common abbreviations like “SMH” (shaking my head) or “MFW” (my face when). Don’t leave your clients and colleagues confused; your texts should convey messages quickly and clearly

4. Don’t text a last-minute cancellation.

There are a thousand reasons someone may miss a text message. Don’t depend on a quick note to cancel a meeting or change a lunch venue. For an important or time-sensitive message, pick up the phone.

5. Double-check the auto correct.

Smart phones can occasionally be a little too smart. Auto correct and voice-to-text features have a sneaky way of changing your intended message into something entirely different and often embarrassing. When using voice-to-text, ensure you’re in a quiet location. It picks up on background noise and may type a nearby conversation instead of what you’re saying.

Whitmore, Jacqueline. “5 Rules for Texting Anyone You Do Business With.” Entrepreneur.com, 17 Feb. 2014. Web. 30 June 2014.

Leah Shrull

July 2, 2014

Is it Time to Declare Independence From Your Firm?

When explorers and settlers from Britain moved to “The New World,”  their move was in response to exorbitantly high taxes although their desires and opinions were not represented in Parliament.  However, it would have been nearly impossible to be accurately represented in Parliament because of the major distance between themselves and the mainland.  After many other issues arose between the country and the colonies, war broke lose.  After many hard-fought battles against Britain, the United States of America was formed on July 4, 1776.  Every year on this date, Americans take time to celebrate Congress’ adoption of our Declaration of Independence from Britain.


Many professionals come across similar circumstances in their careers every  day, but choose to continue to “suffer in silence.”  One of America’s top legal recruiters, Nancy Grimes, shares why it might be time for you to declare your independence from your firm.  

Like the colonies, perhaps you occupy an office in a location which is not the headquarters or main office of your firm.  Try as they might, many law firms struggle with focusing their efforts in locations which are not their main office.  Washington, DC offices may thrive; while their Chicago, Phoenix or Cincinnati offices may struggle to get any business or have any pull when it comes to making decisions.  I’ve seen it happen so many times,” Nancy shared, “…some law firms give special attention to their main offices, while top-notch practice groups and attorneys have little or no say in firm decisions because they are not local.”  There is no reason why equity partners should have to buy into a firm where they have no voice; or no reason why a non-equity partner, counsel or associate should continue to bill their hours without the backing of a firm which is heavily invested in their office’s success. 

Maybe your firm is not supplying you with what you need to be successful.  During America’s fight for independence, Britain closed off supply lines of certain goods which the colonists needed.  Surveys have been conducted for years to determine why it is that people leave their positions and they all strike the same cord.  Typically, 5 out of the 8 or more reasons professionals quit their jobs are related to them not getting the tools Fourth of Julythat they need to be successful from their current employer or because they are conflicted from representing major companies as clients.  These tools vary but can include marketing budgets, the firm’s culture, leaders, cross-marketing opportunities, or inability to utilize your skills.

“The New World” or a different firm can offer you a more strategic platform to build up your practice.  Many colonists came to the New World for a new beginning, because they saw it as a wise investment, or because they had heard that the grass truly was greener in the Americas.  Whatever their reasons, colonists found that the New World offered them better living conditions than what they had in Europe.  Today’s attorneys must also determine the benefits of leaving their “home” or the firm where they have become comfortable and moving to an organization which offers them the chance to multiply their practice and facilitate greater success than they currently enjoy.

Upon the discovery of the new world, America’s ancestors took a massive leap of faith, cut bait in Britain, and made their way into their new beginning.  Many professionals face very similar issues in their professional career, however, very few people aggressively seek penance from their firms.  Should you allow your firm to short-change your success or is it time to declare your independence?


LeBron James

Live Like a King

Just like any other sport, basketball is a game of strategy and decision-making. Because of his basketball skills, LeBron “King” James was the first pick in the 2003 NBA draft.  After joining the Cleveland Cavaliers, LeBron excelled, making history by becoming the first Cavalier to be named “Rookie of the Year” and then become an all-star.  Although LeBron was content with how his team was progressing and how they were improving, another opportunity arose in 2010.

LeBron had to take the time to decide where he wanted to be in the next five years.  Once this was decided, he had to plan and define a strategy that would land him where he wanted to be.  Ultimately, LeBron determined that the Miami Heat gave him more of what he needed to be great.

It is at the beginning of one’s career, as you gain experience, hard work and knowledge, that a person demonstrates their discipline and shows signs of becoming that superstar and it is during those early years that you excel.   However, it is through “reflection” and “introspection” that you determine who you want to become and what you want your career to be.  It is through that reflection process that you determine which stepping stones and opportunities you might pursue and which will lead you in the right direction.  If you are like LeBron you may be happy no matter what team you play on because you are doing what you enjoy.   However, you will never know about a more perfect opportunity unless you have the courage to investigate the possibilities.

In 2010, LeBron saw an opportunity to be courted by several major teams: the Bulls, the     Clippers, the Knicks, the Nets, the Cavaliers and the Miami Heat.  At the time of LeBron’s move, the Cavaliers had made grand strides towards improvement: coming from having one of the longest losing streaks in NBA history.  It was clear that LeBron had been of great benefit to the team.  However, in your career, it is important that you be like LeBron and think of what your “team” can do to benefit you.  After LeBron’s move to Miami, Cleveland fans were visibly upset and they protested LeBron’s decision.  He was considered a traitor to his team and to Cleveland, but after LeBron made the decision, he had the courage to stick with that decision and do what was right for him.

It is always interesting to explore the possibilities of “what if?”  What if LeBron had not entertained a move to another team?  Would he have the championship rings he’s earned through his hard-work, dedication and decision-making skills?  What if LeBron had stayed with the Cavaliers?  Would the team’s much improved stats be enough to satisfy LeBron’s appetite for victory?  If you never consider other opportunities, you could be passing up the chance to do something greater or the opportunity to have more success than your current team can offer you.

Throughout the basketball world, LeBron is known by a name that leaves no one doubting his basketball prowess: King James.  Certainly, his move to the Miami Heat has done wonders for his popularity and his career, but King James has also never been more successful.  Have you considered the possibilities that could lead you to live like a king?


Pixie Meredith

Joseph Grimes

June 10, 2014

Help Me to Help You


When you walk into your office and you see the red voice mail signal lit up, what is the first thing that comes to your mind? Just another recruiter? That is probably an accurate assumption. Typically, if you are contacted by one recruiter, you will be contacted by many recruiters. But the question is: how do you sort out the headhunters from the legal placement specialists? The term “headhunter” is often thrown around as another name for a recruiter. However, the recruiters of the past earned that name because of their tendency to hound potential candidates because they were only out to fill open positions and not to look for the best fit. A legal placement specialist is truly invested in your success and wants to find you the best possible fit. If you listen to your voice mails, you can always tell when you have one from someone is who is truly interested in assisting you. It is the voice mail that sets itself apart from others and the one you don’t mind taking three minutes to listen to. You understand that the person who contacted you has something to offer and it’s something worth listening to, whether the opportunity is with a firm or in-house.

When you get the message that sets itself apart from others, it is provocative and it helps you to understand that the person who contacted you wants nothing but to set you up for success. Before you delete that message, you need to take three minutes and listen to what it has to say, because you never know which message might present you with the first contact of something refreshing, different, and what could potentially be a game changer in your practice.

Joe.GLI logo

Once you listen to that refreshing message, remember that if you contact that recruiter back, even if the opportunity is not for you, at least you know that you didn’t pass on something that could have made all the difference in your career and, on top of it all, you now have a new and useful connection with someone who can help you down the road. If you find that the opportunity IS for you, then you have made a great investment out of those 3 minutes. If you have those 3 spare minutes, please help me to help you.

GLI’s website wins the GOLD!

As many of you have noticed, GLI has renovated its website to better serve our customers.  Besides a fresh new design, the WP_20140512_001website features new tools that assist professionals in improving their current work conditions, finding and snagging that perfect new opportunity, or submitting job orders for potential searches.  Just this week, our new website was given a “gold” ranking by Real Estate Library.  If you haven’t had the chance to check out our new site, we encourage you to do so. 

Leah Shrull, was an essential team Website Awardmember in the building and design of the new site.  Leah’s cheerful and rosy personality never fails to leave others in a pleasant mood.  Leah started her GLI team journey as a high school student who Co-Oped as an Administrative Assistant.  Since then, Leah moved into the marketing department and, eventually, became head of our marketing department. 

We hope that you find the new website easier to navigate and useful.  

Look into some of our newest features!

Ø Blog: Our blog which discusses the hottest news in the legal, medical, and other industries as well as provides insight into the ebbs and flows of the legal markets.

ØSubmit a Job Order: Organizations can submit job postings to our website in order to have a qualified, experienced recruiter within our company fill their open positions.  This offers a direct line from the organization to a recruiter who can fill their needs without any fuss.

ØSubmit a Resume: Candidates can submit their resume to our website in order to connect with a recruiter who can determine what opportunities would best fit their needs.

ØSubmit a Staffing Project: Organizations can also now submit staffing projects to our website.  This offers a quick and simple way to let us know what sort of employees are needed and other logistical information.

ØDownloadable Forms: GLI’s website now offers downloadable forms that make help you navigate the job hunting process with ease.

ØWhitepapers: We now provide whitepapers which discuss current issues and frequently considered topics when considering a move.

ØRecommended Sites: We have taken the time to review top service providing websites and companies and have made a list of those who can best serve your needs.