open thread – February 18-19, 2022

by Alison Green on February 18, 2022

It’s the Friday open thread! The comment section on this post is open for discussion with other readers on anything work-related that you want to talk about (that includes school). If you want an answer from me, emailing me is still your best bet*, but this is a chance to talk to other readers.

* If you submitted a question to me recently, please do not repost it here, as it may be in my queue to answer.

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  1. Doug Judy*

    How do you leave a job and company you generally like, yet for personal reasons need to look elsewhere? I’ve been at my job 3 years. I really enjoy it and I’m on a high functioning team with a great manager. Some days I’m really busy but some days I have a lot of down time due to the nature of my work (paid to be engaged), I rarely work more than 45 hours a week. Pay is medium and there’s some room for advancing but not a lot, but I’m happy. However, my husband suffers from chronic pain and it has become debilitating in the last few months. He has a surgery scheduled in a few weeks which hopefully will have him regain function in his arms and legs so he can work again. But there is a chance it will just stop the progression so he won’t be paralyzed. A lot of people with his specific condition do end up permanently disabled. It’s hard to reconcile that when you still have 20-25 years before retirement.

    Knowing there’s a chance I’ll need to be the sole income sooner than later, I started casually looking at job openings. I found one I’m really interested in, and applied. The pay is a significant increase and I’ve made it to round 2 of the interview process. Everything I heard in the initial round sounds really good. The company is huge so Glassdoor reviews run the gamut. The benefits seem great and the work is more in line with my graduate degree and I’d have more room to move up, I’m feeling uneasy. I left a job I liked once before and the one I took was awful from day 1 and it took the better part of 6 years and 3 jobs later to finally find something I liked again, I can’t live through that again. I’ve always said I’d rather make less money and be happy at my job than make more and be miserable. I know I can try to flush some of that that out in an interview by asking questions. My past horrible experiences hopefully have thought me what to look out for, but you really never know. If my husband wasn’t facing a very early retirement, looking for a new job wouldn’t even be on my radar. (To be fair he’s not asking me to change jobs at all, we could make it work as things are but we’d struggle and we’ve been there, done that.) And maybe his surgery will be very successful and he can work another 20 years. I don’t even know what I’m looking for as a response other than to get it out of my head.

    1. ThatGirl*

      It’s always a bit of a gamble, right? But one bad experience doesn’t mean they all will be. Ask a lot of questions, look for Glassdoor reviews that relate to the area you’d be working in, and ultimately – trust your gut. You’re in a good position to be picky about your next job. You may be happy where you are, but I can tell you from personal experience that companies can and do change all the time — a new boss, a sale, a round of layoffs and things could be totally different.

      I wish you the best, both with the job search and your husband’s health issues.

      1. Doug Judy*

        That is another element to it. My company is in the middle of an acquisition that should be done within the next month. Due to many odd factors, while it’s the same job and management for the past 3 years, we were sold in 2020 as a subsidiary. Our new overlords now sold to yet another company. We’ve been told since June 2020 it’s business as usual, and so far it has been. The newest company is expanding so I don’t feel there’s going to be layoffs but restructuring is not out of the realm and all benefits and stuff aren’t changing into 2023. I do need to keep that in mind, as nice as things are, I can’t rely on that.

        1. Katie*

          My work at one point was acquired. It was not business as usual for very long. Companies don’t aquire other companies for BAU. However, for me, it was a huge improvement.
          I am assuming it’s a bigger company. So maybe it will give you more room for advancement.

        2. Momma Bear*

          Sounds like the other factor might be supporting your spouse and overall work/life balance. Do you anticipate needing to use FMLA before you’d hit a year at the new job? I’d keep in mind that an interview is a two way street so if it’s only good on paper, let it go.

          Having been through an acquisition before, I know all bets are off. We lost 2 weeks of PTO under the new overlords, which was huge for anyone in a caregiving role. I think you’re smart to keep your options open.

    2. Trout 'Waver*

      From everything you’ve posted here, your risk tolerance is likely to go down as your partner’s condition progress. It seems to me that now would be the time to take the risk, given that the job market is the best it has been in a long time.

    3. Midwest Manager*

      I feel for you! My husband has a condition that sounds similar to what you describe for yours, though we are dealing with early stages, and haven’t advanced to chronic pain/disability yet.

      Regarding the job search, you currently have the luxury of being extremely choosy about your next job. If you are extended an offer, that is not an obligation to take the job. Have you met members of the team during the process? If not, ask the hiring manager if that is possible. Ask for a tour of the workspace. These interactions will tell you more about the day-to-day culture of the team/department/workplace than you could ever get from an interview alone. If you still feel uneasy, don’t take it!

      Going through major personal stress the same time you’re changing jobs is a very scary and overwhelming thing. If the whole idea has you losing sleep, then pause the search. Wait until after the surgery and see where things stand then. If it’s apparent that you’ll become the sole income, then renew the search and go from there.

      1. Doug Judy*

        Yes this is the first time in a long time I’ve had the luxury of being super picky while job hunting. Looking back at the terrible job I took, there were red flags I should have seen. I do feel like I’d be able to better gauge things from everything I’ve learned from that and honestly this site too.

        The job is fully remote and the headquarters would be thousands of miles away but it seems remote work is the norm. I haven’t met with more team members yet but that does sound like that is part of the process so there would be an opportunity to feel that out.

        I hope your husband stays well. My husband is a Ron Swanson/Roy Kent hybrid and it’s hard to see him most days unable to stand for more than 15 min. This surgeon seems very hopeful that given his age and that other than this he’s a very healthy and active person he can live his life as normal.

    4. Kes*

      I would just be open with them about why you’re leaving and try to leave on good terms so that there might be a chance of coming back if the new place doesn’t work out. And that’s for the worst case, keep in mind that this new company isn’t the one you moved to last time and it’s entirely possible that you take the job and find you’re happy there and are making more money, have more room to advance, etc.

    5. Hlao-roo*

      I’m in a similar situation: job and company I generally like, but I’m leaving for personal reasons. In my case, I’m moving across the country to be closer to my family.

      Leaving a job I like is a risk, so I thought long and hard about my values. My relationships with my friends and family are important to me, important enough to risk working at a worse job. I asked questions about specific things that are important to me during interviews and the company I got an offer from had good answers to those questions. Still a risk, of course, but I judged it low enough to be worth making the plunge.

      I have a lot of feelings about moving jobs/states. Excited to be living closer to family. Dreading all the logistics of uprooting my life and settling it back down again in a different state. And very sad to be leaving my current coworkers/projects/company. Throughout this period of turmoil, I have felt that I am doing to right thing for myself, and that bedrock feeling is carrying me through all of my other (mixed) feelings.

      I don’t know if there’s any practical advice I can give you about your situation. Just know that it’s normal and expected to have a lot of complicated and uncertain emotions when you’re going through a complicated and uncertain time in your life.

      Best of luck for you and your husband! I hope is surgery goes well!

    6. Juneybug*

      Oh, this is tough. On one hand, I could see waiting after hubby’s surgery to change jobs. That way you only have one emotional draining event at a time. Another thing is if you stay at current job, you already have human capital built up so if you need some time off, work less hours, etc., to take care of hubby.
      On the other hand, the new job might be better about giving time off to take care of hubby. Guess you could ask them in the next round of interviews about time off, reduced hours, etc. Plus the pay raise would be nice. Maybe use the raise to hire help around the house?
      Good luck! I hope hubby’s surgery is a great success!

      1. Doug Judy*

        The new place has unlimited PTO, which I know there’s issues sometimes with actually taking that, and they also have a mental health day every month, as in the company is closed. So that’s really nice. I’m definitely going to ask how that particular team handles work/life balance. And it’s fully remote so hopefully I can continue to help my husband as needed.

        I’ve been wanting to hire a cleaner for years. He usually does the cleaning but now that I’ve had to take all that on, yeah, not a fan. I think I can finally convince him it’s time.

        2. Quinalla*

          Hiring a cleaner (we do once a month, but once a week and twice a month are options too) and hiring someone to mow and do the big weeding/trimming of landscape stuff has been huge for us. It is a little bit different situation than you, but same in the limited time. Even if you only outsource some of it, it can really free you up to focus on the stuff only you can do. Highly recommend it!

    7. Captain dddd-cccc-ddWdd*

      Your circumstances / decision criteria have changed, so it makes sense to change your approach from “rather make less money and be happy at my job than make more and be miserable” to potentially needing to be the sole income earner. Is there any scope to move up in your current company?

    8. Off My Lawn, You Must Get*

      It is always a crap shoot, to put it mildly, especially if you’ve been burned before. It’s difficult to get past that “once bitten, twice shy” feeling. But keep in mind, you’re not being punished for that previous bad choice. The new possibility is a new possibility that you’re ready for now and from the sounds of it, it’s worth exploring.

      I was always in the “camp here until I retire or they fire me” school until I met my partner (at 40). Her perspective was “They have to beat the deal.” Example, my current job under pays me and has terrible PTO policies, but it’s remarkably low stress and I enjoy most of the people I work with. But in order to “beat the deal” the new place would still have to pay me closer to industry standards and/or have significantly better PTO.

    9. Madeleine Matilda*

      One factor I haven’t seen mentioned yet that you might want to consider is whether your husband would qualify for Social Security Disability Insurance (SSDI) if he is partially or fully disabled. If he did qualify, would his SSDI income and your current income be sufficient for you to stay in your job and maintain the lifestyle you have? Getting SSDI can be challenging and you don’t know what your husband might receive as of now, but I wanted to mention the possibility in case that source of additional income might help you in making a decision. I would also give some thought to whether there would be any impact on health insurance. If you carry the health insurance now, is it sufficient for your husband and your health needs? If you changed insurance due to a job change, would his conditions have the same coverage, could he see his same doctors, would certain costs go up or down, etc.?
      Best wishes for a successful surgery for your husband.

      1. Fran Fine*

        Yeah, I’d be very concerned about the difference in insurance at this point. That could make or break a move.

      2. Doug Judy*

        He carries the insurance for himself and our kids. He’ll be on short term/long term disability for a bit and will retain coverage until he’s no longer able to be on the LTD, I believe it’s covers two years but I’ll have see if I can confirm that. I know they’d be covered this year. I cannot take his insurance, and mine terrible if we all had to move time mine. The place I’m interviewing already sent over details and is very affordable for a family and manageable deductibles. It’s a good idea to check what would be in network for us as it’s a different provider than either of us have.

        As for SSDI, we did look and see on the IRS site what he’d be eligible for. We could hack it but it would be a struggle but we’d be ok. I know I shouldn’t complain. His condition isn’t life threatening and we’re very lucky that we have a great marriage and family and even scraping by financially we’d probably be happier than a lot of people. So I’ll see the process for this job prospect through and if I get an offer hopefully I’ll have a clear idea of my direction. If it doesn’t work out and I stay out for a bit, we’ll be ok too.

    10. Aggresuko*

      Well, a now ex-coworker of mine left a job she loved to get more money here, then here was a freaking nightmare and her old job was still open, so she got it back AND with a pay increase.

      No idea if that’s an option for you, of course, but in the event that you’re offered the job and have to explain to your current job that THAT is why you’d leave, I dunno….maybe they’d make allowances. Or you could get it back in the future after they’ve had a chance to miss you.

    11. Haven’t picked a user name yet*

      I have worked for medium sized companies, small companies, and have been at a large company now for 7 years. What I will say, that I didn’t realize until I got here, is that large companies often offer so many opportunities. There is room for promotion, room to move to another team, just so many options. I would ask some pointed questions about the culture around career development. If they have an active culture of potentially moving around, that gives some leeway if you land in a team you don’t like.

      I will say with a big change to a new company I felt like I had made a huge mistake but it has been 7.5 years, I have been promoted 3 times and moved around to get experience in other areas and it has been a great opportunity.

      Good luck to you and your husband.

    12. Augustus*

      A few years ago my spouse had a substantial and life changing alteration in his disability. Even though we anticipated the risk of the major change, our hopes and a surgical plan were pointing the other way. Being prudent we shifted some things financially in case I ended up as the sole earner. What I had not anticipated was how destabilising to my own well-being the change in my spouse’s disability would be – how my Carer role changed, how their grief would exhaust them, how their sleeplessness caused by the change would cost my sleep, how my grief at the things lost would feel and how much that would take from my ability to concentrate.
      Relating this to your situation, do consider that there are advantages right now, ahead of a time of an unknown amount of change, to being in a job you know and enjoy and which has periods of downtime. Having something that isn’t changing and isn’t new in a time of continuous change could be a healthy choice, even if in the long term it is not the long term financially sustainable choice.
      Some years on from spouse’s major life change we are doing okay, btw. At the time someone asked me how we were coping. I remember saying “we aren’t yet, but give us 3 years and we will be”. It turned out to be true – somewhere in that 2nd and 3rd year we had found our way through all the changes and made a rhythm of life that works well for our household.

      1. BananaFace*

        Have you thought about talking to your current manager about your desire to advance within your company? You may be correct that there are no avenues, but a manger who is willing to retain a long-term employee may go to bat for them. It can be a hard conversation to broach because it may signal you are looking to leave, but it may make your decision easier to know you have exhausted all possibilities at your current company.

  2. Honey Bear*

    How can I (a white woman) support my Asian colleagues with all the recent murders in NYC on Asian women? 

    With one, she’s not technically a co-worker (more like a vendor) but my team works very closely and have weekly calls with her. She lives in the same city as all these women, and yesterday she actually reached out to my boss (team director) to tell him she was really upset with one of the recent murders and couldn’t make our team call. I can’t imagine what she’s going through. I want to reach out to her but I don’t know what to say or even if it’s my place to reach out. What gives me pause is that she only told my boss this (who told our team), so I don’t know how she would feel knowing he relayed this information to us.

    I also have a teammate who is Asian. We don’t live in NYC but I’d imagine she’s dealing with emotions about it. While we’re teammates, we actually don’t really work together and don’t really chat (we work remotely). I don’t know what to say if I did reach out to her, but would that come across as fake or patronizing since she and I don’t really have a relationship? And I don’t want to assume what she is feeling.

    1. Observer*

      All I can tell you is that when I reached out to some Balck coworkers around the George Floyde murder, they appreciated it.

      The key here is to keep it focused on THEM, not you. And to be empathetic rather than pitying. No sad dog eyes or “You poor thing”. But “I know that this must be a very difficult time for you.” or something like that. And if there is a concrete offer of help you can provide, make the offer. But, again, with a light touch and be willing to gracefully accept a No. And make sure you’re not providing help that’s actually a burden or “information” that’s either incorrect or “Duh!”

    2. WantonSeedStitch*

      Honestly, with someone you don’t work closely with and don’t chat with (and who didn’t actually mention the situation to you personally), I wouldn’t reach out. Be understanding if she needs extra time to do something you’re waiting on, or takes a while to get back to you, or has to reschedule meetings–that’s about it, really.

      2. RedinSC*

        I think it’s difficult. You’ve got people saying, reach out, and others saying don’t do it.

        I know that one of my friend’s staff members is Asian, and last year when there were so many attacks on Asians (especially older women) my friend’s staff member mentioned that she’s having a hard time, and NO ONE on the team acknowledged it. Nor did the business. They put out a statement supporting Black Lives Matter, and not one word about the violence facing the Asian community. That made her feel even more isolated.

        So, I think I fall on the side of reaching out, not requesting a response, but as Observer said, this is a difficult time. Especially if your coworker or vendor is one of just a small handful of Asians at your place of work.

    3. Dark Macadamia*

      (also a white woman)

      I hate that your boss announced the reason. I think since you work regularly with her and she was recently out it would be kind to just say something generic like you missed her on the call and hope she’s doing well.

      I think it would be strange to reach out to someone you don’t usually interact with. It kind of sends a vibe of “I see you first and foremost as The Asian One” in the same way as a teacher asking the one (race) kid in the class what they think of a book about (race) like they’re some kind of expert/representative.

      I’d suggest directing this impulse outside the workplace: check in with your Asian friends, donate to Asian causes or organizations in your community, contact your government officials to show support for anti-racist legislation, and call out anti-Asian sentiments if you encounter them.

      1. Honey Bear*

        Yes, I was thrown off he told all us that. If I told him something personal like that and he told everyone, I would be bothered and annoyed.

        I like your suggestion of sending her a generic message, but I’m not sure what to say and don’t want to overstep.

        I agree it would be strange to reach out to my teammate since her and I don’t really talk.

    4. Anonymous Educator*

      I can’t speak for your teammate or vendor/co-worker, but I would just send a message saying that you’re thinking of her and that you’re available if she wants to talk or need support, and (most importantly) that she doesn’t need to respond to your message.

      That way you’re not placing a burden on her to say “thank you” or to say “no thank you” or whatever.

      1. cookie monster*

        I am an Asian woman but I would have no idea what to say if someone reached out to me at work about it. I like this because more support from people is always nice, but this isn’t alarming or pushy at all.

      2. Honey Bear*

        I’m not sure if I would include “if she wants to talk”. We work closely but it’s professional and not personal.

        I don’t think “thinking about you during this time” is appropriate either.

        1. ecnaseener*

          Can I ask what it is you do mean to offer, then? If not a listening ear? If you’re in a position to take some work off her plate, that would be good — but otherwise I don’t see why you would reach out to her if you don’t want to offer emotional support and don’t want to say you’re thinking of her.

    5. matcha123*

      I am not Asian, so you can toss my advice if you want.
      But maybe, don’t randomly “reach out” to Asian colleagues if you aren’t already on good terms with them? It kind of comes off as…attention grabbing.
      I remember during the BLM protests, people were saying to reach out to black coworkers or friends, but that really depends on the person. There were and are black people that didn’t need their white friends, who never talk with them about race, to suddenly message them. It can end up placing more stress on the other person, because they are expected to read your feelings and make you feel better, while also praising you for reaching out.

      My suggestion would be that if you do reach out to them, let them know that they can keep your number on speed dial in case of an emergency. Or ask if they need to list you as an emergency contact.
      I think if you didn’t try and reach out when a different Asian woman was pushed onto the tracks and killed a month or so ago; or when countless others were assaulted; or when that guy murdered those women in Atlanta last year, then they might wonder why now. If you get what I mean?

      1. Honey Bear*

        I see what you’re saying. Maybe I won’t message her separately about it, but the next email I send to her (about work stuff) I could start with an opening, “hope you are well, missed you on last week’s call”.

      2. Anonymous Educator*

        There were and are black people that didn’t need their white friends, who never talk with them about race, to suddenly message them. It can end up placing more stress on the other person, because they are expected to read your feelings and make you feel better, while also praising you for reaching out.

        Yes, a lot of this really depends on what your existing relationship is with this person.

      3. Here we go again*

        Maybe a general “How are you doing?” Like you would say to any coworker that you’re not close with, but have good will towards. They can share as little or as much as they would like. Comes across as polite and concerned but not pushy.

        1. Fran Fine*

          If you’re going to reach out, OP, this is the best and most respectful way to do it (especially since your manager should have never shared the reason for her being absent with you and your team to begin with – if she wanted you all to know, she would have told you).

    6. Cartographical*

      I can only speak as a person with other marginalisations but I know I don’t want support because someone knows me but because what’s happening to people like me is wrong — whether you know someone like me or not. You can definitely put forth an effort to be a little more warm towards your colleagues, that’s always nice. I think people assume others know that we’re well regarded and respected but it’s not always clear if someone is just being polite as a veneer over their real feelings so a little extra warmth (not familiarity) goes a long way, in my experience.

      The other thing you can do that will support them indirectly through the larger community is look for Asian women’s orgs that are soliciting support. Aside from financial contributions, you can consider offering whatever skills you may have via their volunteer process. It doesn’t have to be consuming, just whatever you can offer to put your shoulder to the wheel, so to speak. If there is any unity/solidarity action going on, you can get in on that specifically.

      I think, and this is just my personal experience, offering help 1-to-1 about a systemic problem can make a marginalized person feel even more singled out. Offering to help an organization set up to process your contributions and following through can make marginalized people around you feel safer and more supported even if you never have a conversation about it.

    7. RagingADHD*

      I think this is one of those times when social media can be helpful. If you can see her on a social platform, see what (if anything) she’s saying about it publicly, and if so how she’s responding to discussions around it.

      If you aren’t already friends or following her, I wouldn’t start now, but a quick scroll of her profile can give you some insight into how much she wants to engage with the topic outside her close personal circle.

    8. Sleeping Late Every Day*

      I think there’s a possibility anything you say could come across as awkward at best and kind of weird, like, “I want you to tell me what I can do, my Asian Acquaintance!” Just be naturally nice! And maybe a “Damn, there are a lot of nasty people out there!” within the person’s hearing but not directly to them – kind of letting them (or anyone) know where you stand.

    9. LemonLyman*

      It sounds like you don’t know these women so don’t reach out. I’m a half Asian American (+ half Latina) woman and I’d have no clue how to reply to a white woman who randomly reached out about something traumatizing to me that she shouldn’t have known. But do reach out to you Asian friends! Give this support to those you know and are in your circle. Use it as a time to learn and reflect on both AAPI history and contemporary life in America, similar to how many people’s eyes were opened after what happened to George Floyd. A place to good start is to know that tomorrow, Feb 19, is a significant day in Japanese American (well, American) history that few people seem to really remember outside of the AAPI community.

      2. PT*

        Here’s the Executive Order on commemorating Feb 19

        “NOW, THEREFORE, I, JOSEPH R. BIDEN JR., President of the United States of America, by virtue of the authority vested in me by the Constitution and the laws of the United States, do hereby proclaim February 19, 2022, as a Day of Remembrance of Japanese American Incarceration During World War II. I call upon the people of the United States to commemorate this injustice against civil liberties and civil rights during World War II; to honor the sacrifice of those who defended the democratic ideals of this Nation; and to commit together to eradicate systemic racism to heal generational trauma in our communities.”

    10. Gabrielle*

      It sounds like you’re feeling the pressure to do something, and that might be interfering with your judgment about how to support your coworkers. Give some thought to the long view: are there efforts in support of Asian women that you would feel motivated to contribute to in the medium to long term? Are you currently motivated to research what Asian community efforts are happening around you? Because if you are, you could tell all your non-Asian friends, find one who wants to show up to volunteer with you, and in the long run make a difference. If it’s not about the big picture and you really just want to be nice to your coworkers because you hate to see them in pain, be honest with yourself, and be very aware of what you are really able to offer that doesn’t require anyone to be grateful to you.

      (Also a white woman, and I do understand how hard it is to figure out how to help.)

    11. Lady Danbury*

      As a Black woman, I would NOT have appreciated a random white coworker with whom I didn’t have a personal or close working relationship reaching out to me to provide support in for non-work racial issues. Even with the best of intentions, it ends up centering your feelings over mine because now I have to think about how to respond, if you’re genuine or just reaching out because you think you should, if something I say in response is going to offend you (because most people aren’t anywhere near as open to talking about race as they think they are), etc.

      The best way you can support both of these women is to advocate for issues that affect Asian women (and minorities in general) in the workplace and in life. Alison has had a number of posts about how to be an ally in the workplace, so I would start there.

      2. Mitski*

        Best response here. As an Asian American woman, I concur. “Being there” for people of color only where there is a highly publicized racial incident tells us that you have no consciousness of the exhausting pervasiveness of racial stress in our lives on a regular basis. Developing yourself as a white ally is the absolute best thing you can do. I crave having more white allies in the workplace to speak up against inequities and to teach other white folks how to do better so the entire burden is not on us POCs.

  3. Sunflower*

    I am looking to move into sales/account management from business development events. I’ve applied and am getting great feedback and interviews for these roles. The recruiters have been transparent that the only concern is I’ve never carried a quota or been in a formal sale role. I know there is a lot of crossover between my role and sales but I don’t know how to formally present that so looking for:

    1. Resources/books or terminology in sales to read/make myself familiar with
    2. Any other advice for what to focus on/speak about in interviews to prove I’ve done the research and my skills can translate (ie I’ve been told to focus on metrics in my work and how I’ve translated them into action plans)

      1. Sunflower*

        The one I’m really excited about is for a video sharing website. The company is branching from B2C into B2B and the role would be an account manager. Due to the nature of the product, a lot of the videos would be used for event purposes so there is definitely a crossover in that I do have a solid book of business to bring as I’m connected to tons of event planners and I’d have to understand how the videos would fit into events (so my experience definitely comes into play there!).

    2. T. Boone Pickens*

      I’d cross post this on reddit/sales as you’ll probably get quite a bit of feedback there too.

    3. 867-5309*

      Can you move first into account management where it is more about supporting customers and upselling?

    4. Teal Fish*

      Ugh, I work in marketing and there can be a similar attitude of “well if you’ve never had a revenue metric then you are completely unqualified.” It is so ridiculous. I think what they are really worried about is whether you can “hustle”, close deals, and understand/interpret data. So it might help to speak to areas of your work where you’ve been accountable to big metrics/goals and had to really push through obstacles to meet them. I also like someone’s suggestion above to ask on Sales reddit and get ideas from real Sales people–or see if there’s a Sales Slack group that sounds appealing to you.

  5. Applesauced*

    My office has reopened and we are “strongly encouraged” to go in a few days per week.
    Vaccinations are required, and masks are required when moving around (you can remove them at your desk)

    That would be fine, but about half the people at the office just don’t wear masks at all.
    I’ve been invited to in person meetings and happy hours (which…. COME ON. You want us to mask when moving around the office, but suddenly it’s safe just becasue there’s a beer in our hands?)

    Since in-office is recommend not required, I’m staying WFH for now. But I prefer working in the office and I’d feel ok-ish going in if the “masks when moving around” rule was followed.

    Has anyone had luck getting your company to actually enforce their own rules? What worked?

    1. Dust Bunny*

      My employer is healthcare-adjacent so pretty much nobody works here who isn’t already mostly on board, but if your higher-ups don’t enforce it, I’m not sure it will get traction. Refusing to wear a mask where I am would get you a talking-to by your supervisor, and I don’t think anyone has balked beyond that. But it works because people generally agree and our bosses aren’t wishy-washy.

    2. Sunflower*

      I see why it’s confusing but I don’t think their policy is about keeping everyone as safe as possible, I think their thought process is behind trying to compromise and make everyone feel safe to a degree. My guess is that people gathering at happy hours or meetings indoors aren’t super concerned about not wearing a mask and being close to people.

      At this point everyone has different comfort levels so I think you are best suited to just keep WFH and I don’t think you are going to have much traction. Esp now that many places are lifting indoor mask mandates, I don’t think people are going to get stricter about these rules unless you are working in a health care or travel facility.

      1. tessa*

        …or if the new Omicron variant, theorized as more contagious and possibly more deadly then delta, takes hold.

        1. RagingADHD*

          Wait, what? Where are you located that Omicron is considered “new” or has not taken hold yet?

          Omicron has been the dominant strain in the US and the UK for at least two months by pushing out Delta almost entirely. It is not theorized to be more contagious, it is proven to be exponentially more contagious and (thankfully) much less serious for the vaccinated, though it is still killing the unvaccinated.

          The Omicron wave has already burned itself out where I am and cases are falling rapidly.

          1. Former Hominid*

            Unfortunately the Omicron that just burned out was the BA.1 type. A new more contagious and possibly more deadly type has been spotted and is spreading that’s being called Omicron BA.2 So yes, one wave has burned out. Another is coming.

            1. JelloStapler*

              This was found about a month ago and partially true, Ba.2 has, at best, mixed results in studies about the severity and the Japanese study resulting in all the scary headlines just says it “may have features that could cause severity”. Most places that had a BA.2 surge after Ba.1 have already dropped again and Denmark is finally starting to fall.

          2. PostalMixup*

            I’m assuming they mean “stealth Omicron,” or BA.2. The version of omicron that’s been prevalent is BA.1.

    3. Off My Lawn, You Must Get*

      But… alcohol is an antiseptic *eyeroll*
      Good luck. Where I live, it’s still 100% masked indoors, but I can walk out on the shopfloor right now and see more mouths than masks. Oh, they’ll pull them up when someone from “the office” comes around, but it’s frustrating to see all this and get only a tepid “please remember to wear your mask” email once a month.

    4. Loulou*

      I’m honestly not sure why you feel okay with a “masks when moving around” rule but it doesn’t bother you that people don’t need to wear a mask at their desks. It just seems like a lot of cognitive dissonance to be shocked by an optional happy hour you can skip, but okay with working in the environment you describe.

      1. Applesauced*

        That’s a great point about cognitive dissonance.
        The correct thing to do (per the CDC) is masks indoors. I think I’m grasping for any little bit of normalcy and see the “masks while walking around” a sort of middle ground / better than nothing.
        ¯\_(ツ)_/¯ I’m just doing my best

        1. Loulou*

          I hear you! But I’m also not sure how much luck you’d have enforcing this rule, which doesn’t make a lot of sense to me and probably to others as well. This may or may not work for your company since I suspect most are moving more in the “no masks” direction than the other way, but could you point out to HR that the mask requirement would be more effective and easier to follow if people also had to wear them at their desks? Otherwise, I’d probably focus on what you can do personally, like wearing an N95 yourself when you’re in the office and asking people to put on a mask when you are talking or meeting.

        2. Anecdata*

          We also had (last winter) several months of “masks required when walking around but not at your desk”, and the reasoning was that desk chairs were 6+ ft apart. Yes, we know a lot more about how covid spreads now, but I think a lot of institutions have kinda locked on to the 6ft thing, could be what’s going on here

      2. coach beard*

        Not LW, but it could still be a totally legit rule depending on how their desks/offices are set up. My work requires masks while moving around, but not at desks as well. But our desks are all either single offices or larger multi-person office stations 2m apart with glass barricades in place. The thought is we are only un-masking while alone at our desk. If someone comes by my office to chat, we’re both masks up again.

        1. allathian*

          Yes, this is how it is at my office as well. I haven’t been back often, but they’re lifting the strong WFH recommendation at the end of February, after which we’ll be hybrid. I couldn’t work with a mask on, because my glasses fog up so badly (no, dish soap and air drying doesn’t help), and my eyesight is poor enough that I can’t see the screen without my computer glasses.

    5. Mynons*

      My office has the same policy as yours, except we’re ft on-site. I finally accepted that I can’t control what’s happening past my face, so I wear an N95 all day every day. It is not comfortable, but I can tell it works much better than the surgical masks I was wearing. Good luck.

    6. anon for this*

      The only way it’s working at my work is leaders modeling the behavior. We see VPs and c-level wearing masks in the kitchen and hallway, and they tend to initiate conversations about what company made the masks people are wearing (a lot of us used to work at one of the big ones). The other tenants in our building aren’t doing the same.

      We’re going team by team in terms of WFH and masking. The current requirement for our city and company are masking in public spaces. My team has chosen a 3/2 schedule and we mask when we’re not in our corner. We talk a lot about our relative risk and we stay home if we have the sniffles or if we’ve seen people.

    7. SofiaDeo*

      As an immune compromised person with an infectious disease background, I can say that IF and WHEN I needed to mask at work (healthcare), it needs to be either on or off. Taking it off while sitting down at a desk is…..bizarre. There is no medical rationale for masking this way. On, or off. Inside a closed office, possibly, but with Covid so unpredictably transmitted it’s a crap shoot to take it off.

      I started wearing masks during flu season when I got the cancer/started treatments affecting immunity. Those who gave me a hard time about it, dropped from my sphere (shopping, neighbors, whatever). No arguments from me, just “well, I need to wear this so if it bothers you, I’ll go elsewhere.” If there are reasons you want to mask, just avoid going into work. They can “strongly recommend” but if anyone gives you pushback, politely inform them that until masking is done properly, or this pandemic truly resolves, you need to stay protected. Make it about you, not them.

      Regarding “getting people to follow their own policy”, when I went to places that violated their rules, I reported it up the chain of command to the appropriate person. So if I were still working, I would explain to boss my needs, eventually going to onsite HR, then district/regional management, district/regional HR, etc. Not sure how applicable this will be to you, though.

  6. Justin*

    Well. I am at stage 2 in the interview process with 3 different jobs. Meanwhile, my book is being fast tracked and my dissertation is in its final stages. A lot is going on.

    7. Teal Fish*

      Take it from someone who just landed my “dream job” — good stress is still stress! Remember to keep up with your coping mechanisms/self-care routine.

  7. I am “that” person - help!*

    I am “that” person – help!

    Strategies to stop messing up people’s names? I’ve never been particularly good with names, but lately I’ve been making the same mistake repeatedly and I need to stop because its probably damaging my relationship with my co-workers.

    There are two men on my team, who work on the same subject but in slightly different areas, that I (and others on the team) often use the wrong name when referring to their work and sometimes them. For example saying “Dave’s report on teapots” when I really meant to say “Jim’s report” if I realize I’ve done it, I will correct myself. However, I know I get frustrated when called the wrong name, or think my work is being credited to someone else, so I can’t imagine this doesn’t frustrate my co-workers.

    I feel especially bad about this, and really need to stop doing it, because these two men are from the same ethnic group, and are the only ones from that ethnic group on the team, which makes my behavior even worse. I want to fix my behavior, but issue isn’t that I can’t tell them apart or know their correct names, and I am definitely not doing it on purpose. I just can’t seem to get their names consistently right when talking. I’ve done this in the past, where two people get linked strongly in my mind and I start mixing up their names (last time was two white women)

    1. Dust Bunny*

      Does writing it out help? I’m not an auditory person so just trying to remind myself “Dave from IT” doesn’t make much of a dent, but writing it out seems to stick it in my brain a lot better. Maybe a sentence or a few sentences specific to each guy (“Dave’s report on teapots” vs. “Jim’s sales analysis”, or whatever they do for the team). I know this sounds like a kindergarten strategy but maybe it doesn’t matter if it helps?

    2. ThatGirl*

      Can you figure out a defining feature of one of them (keep it to yourself – but like, one always wears a certain brand of sneakers, or has blue eyes, or something else distinctive) and firmly attach that name with that feature? The other thing is to pause before speaking and fix the correct name in your head. With some practice, it will get easier.

      (I sympathize to a degree – there are two dark-haired women in similar positions that I mixed up for a good while in my new job; I finally had to say to myself “OK, Dana has CURLY hair, you can remember that”)

    3. Aspiring Chicken Lady*

      If I have thought of both my brother and my son within a certain window of time, I have difficulty using the correct name for either one. They must both live very close in my neural synapses.

      I wonder if adding a word to their name, even a silent one, would help. It’s just about the only way I get through having a conversation about my “[Son who is] Fergus” and “[Brother who is] Fred”. It adds a beat to every use of their names but at least I get them mostly correct.

      1. Off My Lawn, You Must Get*

        I can empathize with this. In our family, my mother has to juggle (for example) Dad, Dan, and Dave – her father, her son, and her brother. She can look at one and say the other. But we’ve found that making a big deal about it makes it worse in the long run.

      2. FreudianSlip*

        I have the even more embarrassing problem of doing this with my husband and father’s names. I call my dad by his first name and have since I was a small child (when he was my Jason, instead of my Dad). This happens especially when I’m mildly annoyed with one of them. It all feels very Freudian, but I like your phrase: they live very close in my neural synapses.

        I still don’t have a strategy that works to prevent the mix up unfortunately.

        1. Rainy*

          That’s adorable. My sister had a little friend who called her parents by their given names and I always thought it was super cute when she’d say “Lorraine, may I have a juice box?”–and obviously her parents didn’t mind!

      3. Anna Badger*

        ha! growing up my parents frequently called me either:

        [dad’s name]-[oldest brother’s name]-[middle sibling’s name]-Anna

        or

        [dad’s youngest sister’s name]-[mum’s youngest sister’s name]-Anna

        mum and dad were childhood sweethearts so they each grew up close to the other’s sister, and they both made both filing errors. brains are complicated.

        as for remembering the right names for people at work, it might be worth talking out loud to yourself about each person in turn to get some practice in. like, Sulman works on teapot handles and his wife is Farah and he likes the beat poets. Yoshua works on spouts and does competitive walking and makes the running joke about carrots.

    4. No Name Today*

      I do the same thing. There’s the obvious ones like Zoe Deschanel and Katie Perry, which yeah, does it matter in my life if I say the wrong name? No. But then there’s the workplace one, where I cannot remember which of the 5’9″ coworker and 5’2″ coworker is Leah and which is Diane. I got mixed up ten years ago and it’s been a problem ever since.
      I use mnemonics for EVERYONE.
      What is the first thing you think of when you think of these people? Leah sits on the left side of their section. She is leahleft.
      So Teapot Jim. Get something in your head.

    5. Alton Brown's Evil Twin*

      I sympathize with you.

      I used to run a wine shop. Got visited every week by reps from a dozen different distributors. I swear to God they came in pairs. Reps for distributor A and distributor B were 30-something skinny blonde white women, who both came on Tuesday. Reps for distributor C and distributor D were short, bearded, balding, paunchy, 50-something white men, who both came on Wednesday. And since I only saw them for 20 minutes a week, it took me forever to get their names straight.

      I made sure I put their names on every piece of paper I could; and every morning I’d review the schedule and remember that Sally usually came at 11:30 and Nancy usually came a little later.

    6. WantonSeedStitch*

      People are recommending associating their names with descriptions, which I think is good, but only gets you halfway there: you CAN tell them apart. But when you go to talk about them, focus on that description in your mind before you say a name. Think, **guy with the horn-rimmed glasses is the one who did that report. Jim’s the one with the horn-rimmed glasses.** Then say “Jim’s report.”

      1. I am “that” person - help!*

        So to add to the fun of this situation, I knew both men pre-pandemic but not particularly well. We have been basically work from home for last 2 years, lots of virtual meetings where no one turns on their cameras.

        1. Madeleine Matilda*

          Since you are using their names virtually with cameras off, could you write the associations for each on a post-it note and keep that on the edge of your computer as a visual reference?

        2. Cold Fish*

          Can you try color coding their emails? I know you can set that up in Outlook but I don’t know other email programs. Then you can think, this report came in a blue email it must be Jim’s report.

      2. Quinalla*

        Yes, pause before you say the name and confirm it with your post-it, memory device, whatever. I usually make 3 sentences about each person with their name in it and say them to myself everyday over and over until I get it and prep before a meeting.

    7. Beth*

      If you can, try rhymes or alliteration or bad puns — anything you can use to nail down the difference in a form that has extra sticking power. I once mentally tagged a contact named Cindy as “sin-free”. It worked, partly because she was very religious and the other person I was trying to differentiate from her was not. (It would have been horribly awkward if I had ever told either of them, but it was short and memorable and I could call it up mentally in the moment before I had to use the name.

      Dangerous Dan? Magnificent Manuel? Over-the-top Oleg? Just Jan? Crickety Jim?

      1. Esmae*

        Yes! I once learned to tell identical twins apart because one of them had slightly fluffier curls, and I started thinking of her as “Fluffy Flora”. Stupid nickname, but it was so stupid that it immediately lodged in my head and I never forgot it.

        1. Msnotmrs*

          Lol I had an extremely similar thing. Parents had a friend who had twin teenage daughters. Katie is curly, Samantha is straight.

    8. Mid*

      I’m bad with names, and faces, and remembering people in general. If someone changes their appearance drastically (hair cut, new glasses, etc), I sometimes struggle to recognize them at all.

      When I worked in donor relations, I started practicing people, as in making flash cards and practicing their names, jobs, etc. I wrote notes about what they liked (blonde Jane has three cats, redhead Jane is a runner), to help separate them in my mind. It does feel slightly creepy, and I NEVER bring my cheat sheet to work.

      1. Windchime*

        I used to work with a guy named David who was based in another branch about 40 miles away, so he wasn’t often on site. I would talk with him over the phone and email mostly, but sometimes he would be at my site and would stop by to chat. He was constantly changing his appearance. One visit, he would have short hair and glasses and a beard. Next visit, he might have a crew cut and be wearing contacts and clean-shaven. Next time, glasses with a moustache. I had such a difficult time remembering who he was when he would pop his head into my cube and then sit down to chat!

    9. GlowCloud*

      Can you do the Name Game in your head? https://www.last.fm/music/Shirley+Ellis/_/The+Name+Game
      “Dave, Dave, bo-bave, banana fana fo-fave, a fee-fi-mo-mave, Dave!” I sometimes do this when I meet new people.

      You could also attach a handle onto the name. Even though she’s a fictional character, I still remember Dolores Herbig’s name (from Dead Like Me), because she always introduced herself as “Dolores Herbig, as in – Her big brown eyes”. https://www.youtube.com/watch?v=fDIbVJSDIew

      Just be careful it doesn’t backfire, though. When my mum was going into primary school, she was told her teacher’s name was Mrs Lester. “Think of Lester Piggott (the jockey) to help you remember”, she was told. On first meeting her new teacher, she says “Pleased to meet you, Mrs Pig- I mean, Mrs Lester!”

      1. Dragon*

        This wasn’t about names, but a woman having a guest over for afternoon tea cautioned her young daughter not to comment on the guest’s big nose.

        The guest arrived, the daughter was introduced to him and she didn’t comment on his nose. After the daughter left the room, Mom asked the guest, “And how many lumps of sugar would you like in your nose?”

    10. anonymous73*

      I do this with my husband and stepson. They both have names that start with the same letter, and when speaking to them I call them the right name, but when speaking ABOUT them I mix them up. Not really a big deal in my personal life, but just n example to say this isn’t all that abnormal.

      Maybe try word association? Find something about their work that you can link to their name and then it may be easier to remember who is who when speaking about them. I will also say that I suck at remembering people’s names when I first meet them, and until I’ve worked with someone personally for a bit it just doesn’t stick for me. I’ve found that trying to joke about it helps – “I’m really bad at names so please don’t take it personally if I don’t remember it later” – and most people are cool about it.

    11. RagingADHD*

      I have been bad with mixing up names my whole life. I even mix up my kids’ names and my immediate family. I’ll call my brother by my dad or husband’s name, for example. I am not in the least bit confused about who these people are. There’s just some kind of short circuit between my brain and my mouth.

      I tend to avoid using people’s names in a hurry or on the fly, and just say something about “this report” or “the analysis.” When I am going to refer to someone by name, I’m forced to stop a second because using the name at all is unusual. So that automatic pause before speaking gives me time to get it right.

      Still not 100 percent, but it helps.

      1. CatMintCat*

        My mother had one child. No names to mix up? Nope – I still answered to the cat’s name a good part of the time.

      2. allathian*

        I think it’s adorable that my MIL calls my son by her daughter’s (my SIL’s) name sometimes, although now that he’s almost in his teens, I think it’s starting to embarrass him a bit.

        My husband’s and my closest coworker’s names differ by one syllable, like Mike and Micah. I sometimes call one by the other’s name and it’s a bit embarrassing… I correct myself instantly, and it’s not like I can’t tell them apart. Luckily both of them have a sense of humor about it.

    12. Confused in Canada*

      I had trouble with our friend’s sisters’ names, because my mother told me them wrong. This was like 20 years ago! I still have trouble, and the only way I can remember is to say the whole name of the one sister in my head, as in Judy Smith, yeah that’s it, because her husband is Pat Smith. It does not help that in my mind, they really suit each other’s name better!

      1. Windchime*

        My sister used to have neighbors who she knew as Jim and Trish. They would socialize together and had known each other for several months before Trish asked sis, “Why do you call me Trish?” Sister said, “Isn’t that your name?” Nope. Turns out their names were really Stacy and Roger, but somehow my sister had gotten Jim and Trish stuck in her head.

        1. Rainy*

          I look so unlike my actual government name that no one has ever called me it including my parents. My legal name is the result of a six-week game of post-birth chicken which resulted in my parents naming me something they *both* hate and then just calling me something else anyway.

    13. evens*

      As a teacher, I frequently have a couple of kids whose names I mix up for YEARS. I know the difference between them, I don’t confuse them as people, but I confuse their names. The only thing that really helps me is to wait a beat before I say that person’s name to think about what I’m saying.

      But yeah, it’s going to happen. Just ask any mom of multiple kids! Don’t feel bad, just correct yourself and move on.

    14. Laura*

      I have a good visual memory. So I would try to get a picture of each guy, put it where I am likely to stare at it for a minute or so multiple times a day without anyone ever knowing about it (over the coffee maker at home works well for that) and write their names across the images in a different colour and a different font for them. I want to create a trigger in my mind that shows me the name when I see (or visualise) the face, or role.

      Maybe pin more images/symbols to the pics. Has a dog. Works in development. Drives a blue car. Wears knitted sweaters. Dis-link them by focussing on their differences. I might conjure the images and say (or subvocalize) the name several times a day.

      It will make you look scarily creepy to anyone who notices what you are doing, though.

      Another important point IME is to focus on what you are doing when you are about to refer to one of the guys by what should be their correct name. Using the wrong word can mean that your mind is in the wrong place, or all over the place, and sends wrong words to your tongue. Focus should help. People might notice, but it rarely hurts if you are seen paying attention to get things right.

    15. Not So NewReader*

      Ugh. I hate it when I do stuff like this.

      The thing that worked the best for me was to stop and sincerely apologize each and every time. “Dave… oh, gosh, I AM sorry, I mean Jim.”
      For me I only had to go through this a couple times and the name swapping stopped. I think it is because I made myself SLOW DOWN and think. For me an apology is a commitment to make a strong and successful effort not to make that particular error again. (I know if I keep doing X mistake and keep apologizing for it, that won’t fly.)

      In the process of slowing down and thinking I realized I could take a second to think before I spoke. This could be as I walked over to him or as I dialed the phone to call him. I had to get it squared away in my head that this sloppiness on my part was not acceptable and I had to insert an extra step or two to make my tired brain stay sharp.

      Another reason why this worked is because this is how I handle my stupid errors anyway. Argumentatively, one could say there was no bad intent behind the error. And that can be true, but it’s only step 1 of the fixing process. There does have to be good and deliberate attempt to make good. For me, finding ways to insert an extra step to check myself was the key.

    16. Distractinator*

      I almost hate to say it, but pick one. While I’m learning new things (like Dave and Jim, and Dave’s curly hair and Jim’s red shoes, and Dave from Baltimore and Jim from Toronto) sometimes everything ends up in the mental bucket labeled “new things”, and I’d do better to take it one at a time. What if you really focus on Dave, and everybody’s either Dave or NotDave? You may stall out on who wrote that report, and it’ll take a minute to say Jim – but you know it wasn’t Dave! And then next month you focus on Jim, and then Rebecca, and eventually you’ve got it all sorted.

  8. Muffy Crosswire*

    I think this qualifies as a work question. I have a Mac work laptop and a HP personal laptop, and I use a Logitech mouse. With my personal laptop, I use the mouse on my coffee table (that has contact paper on top) and it works perfectly. But with my Mac computer, it’s awful!! There is a lag and it never moves the way I want it to. It’s such a pain in the booty. It’s kind of a big deal since it’s impacting my work (slowing it down).

    The Logitech mouse technically works with Mac computers, but I wonder if I need a new mouse that works better with Mac computers.

    Does anyone relate or have advice?

    1. Don't Touch My Snacks*

      Have you made sure your mouse driver is up-to-date and the connection is good?

      Otherwise; I had a similar issue and it ends up my mouse was on the slow decline to death. Replacing it with the exact same thing just newer solved the problem.

      1. Muffy Crosswire*

        {Have you made sure your mouse driver is up-to-date and the connection is good?}

        Hmm, no I haven’t. But I don’t think the mouse is decline because it still works perfectly with my personal computer

        1. AcademiaNut*

          The driver is on the computer side – it’s the software that tells the computer how to interact with the mouse. So that might explain a difference.

    2. Procrastinating at work*

      Have you checked the sensitivity settings for the mouse on your Mac? It could be set low and that would explain the problem

    3. Pay No Attention To The Man Behind The Curtain*

      I’ve experienced what you describe with an Apple magic mouse that finally died, so it might be as Don’t Touch My Snacks says — a mouse on a slow death. I’m assuming you have fiddled with the settings in system preferences to see if adjusting the tracking speed and/or disabling any of the features that logitech doesn’t support would make a difference. Also, most mouses (mice?) these days I haven’t needed any sort of pad or specific surface underneath anymore. My magic mouse 2 reads my all black keyboard tray just fine. Have you tried different surfaces? Maybe the contact paper is actually a problem for the Mac.

      1. Muffy Crosswire*

        SO the contact paper is only with my personal computer, with my Mac I have a mouse pad, and I tried it without the pad on my work desk.

    4. Beth*

      In your case, I would get a new mouse. Probably in a different colour, so it would be easy to tell them apart.

    5. The Prettiest Curse*

      My work computer is a Mac, and I use an ergonomic mouse from Jelly Comb. It’s a very comfortable mouse and works really well with the Mac. The only minor disadvantage is that if the screen times out or you’re inactive for a few minutes, you have to turn the mouse off and on again to get it to work again.

      1. None the Wiser*

        I have Jelly Combs, too, and they work well with Macs. Just be aware that they can break somewhat easily. On the other hand, they are also pretty cheap. I usually order two or three so I have extras around.

    6. Xena*

      It sounds to me like either a driver or a settings issue. I would look up where mouse sensitivity/speed settings are for Logitech on a Mac and fiddle with those.

      Also, is it a bluetooth mouse or a wired mouse? Because if it’s bluetooth then it could be a battery problem too.

    7. *daha**

      You can ask work to replace the mouse, since it is for work use. But if not, mice are cheap. You can get something perfectly fine for $10, or $15 if you splurge.

    8. Red Reader the Adulting Fairy*

      Logitech hardware and Macs are known to have some bluetooth hiccups. It should cooperate better if you use the USB doohickey? And if you already use the USB doohickey, make sure the Logitech software on your Mac is up to date and try unplugging the doohickey and plug it into a different slot; it shouldn’t make a difference but sometimes it does because science is like magic :)

    9. Semi Bored IT Guy*

      If it’s a wireless mouse, have you checked the batteries? (I know, it sounds weird, since it works with one system, but not the other, but check it anyways)

      Also, you mentioned using the mouse on different surfaces. Have you tried using the work laptop on the coffee table with contact paper?

  9. Jorts Hall (Tuesday OP)*

    Hey Guys,
    OP from the “new team lead is horrible” letter from Tuesday. No major update, but I was depressed scrolling job postings on Wednesday night, applied for a job for fun, and got an interview request the next day!!! So yay!

    1. Stackson*

      Heyyyyy that’s great! I’ve been feeling pretty low at my job for about six months now and finally gathered the courage to put in for something myself. Got an interview request the day after my boss met with me to tell me all of the things he wants me to start working on (that I really don’t want to do lol). Such a good feeling! I hope it works out for you!

    2. NotRealAnonForThis*

      That is fantastic news and I’m thrilled and hopeful for you, OP!

      I did notice that there were job openings posted in the specific jorts hall of the duck nature in an area known for 3 specific cars, if that one doesn’t pan out :) I’m wondering if the goog machine can read the AAM letters too and that’s why it popped up as an ad for me….

    4. Antilles*

      Good luck to you and I hope it works out!
      (And certainly send an “I escaped successfully!” positive update to AAM once you’re free of the horrible team lead; always love a good update)

    5. Tabby Baltimore*

      I was left in the dust last week still trying to figure out what company name rhymes with “Jorts Hall” (Sports Ball?). I’m going to need another clue to figure it out, I’m afraid. Can someone take pity and provide one?

      1. Hlao-roo*

        The clues were not meant to provide a specific company name, just the overall industry. “Sports ball” rhymes with “jorts hall” and the OP mentioned in the original comments that their industry had a major event this past weekend. The Superbowl (American football championship game) was on February 13. So based on those two clues, the OP works in the professional sports industry.

        1. a tester, not a developer*

          I had assumed they were in trade union stuff and their big event was the Starbucks unionization attempts. Shows what I know!

    7. JelloStapler*

      That’s awesome- hopefully it is a silver lining to the situation that you find a great new opportunity. Maybe you then can tell say in your exit interview – “Teamlead is a Jerkface”

  10. Watry*

    I have a LinkedIn question that I’m sure has been answered before–my title includes the word Technician, but I do sort of clerical/admin work. Can I get it to stop sending me jobs working with heavy machinery?

    1. Watry*

      As an aside, I asked for advice on last week’s thread and decided you were all right–I’m going to start job hunting while I can still be picky.

    2. Aspiring Chicken Lady*

      You can change your job title … or add stuff for clarification. “Teapot Technician – Administration and Reporting Specialist”

      Load your profile with words like the jobs you want.

      You may also want to look at the job alert settings on LinkedIn to see if you should adjust any of them.

    3. NotRealAnonForThis*

      Probably not. I frequently get jobs for which I have absolutely zero training, experience, or expertise in the sub-specialty. When the recruiters get aggressive on these, I tend to inquire if they’ve actually LOOKED at my profile in the least, and if so, what the what made them think I can design kettle electronics if I paint teapots, exactly. Sure, its all related to making a cuppa….

      1. NotRealAnonForThis*

        (Note the “only when they get aggressive about it” part. Typically I just reply with a note stating that its really not a great fit for me, thank you. I’ve had between 5-6 in the past two years just.not.get.it. and hit the level of obnoxious, and they were the ones who I asked what they were using as a metric.)

        1. Watry*

          Whoops, I should have been clearer. I’m talking about the automated emails, I’m not in-demand enough to hear from recruiters.

      2. Doug Judy*

        I once got one that was for a dentist position. I am not a dentist, haven’t even worked anywhere remotely related to healthcare let alone dentistry. The salary looked nice though!

    4. cubone*

      I don’t know if there’s a more technical way to do it, but I believe you can click on the little symbol that looks like a crossed out eye for Linkedin to stop showing you “jobs like this” in the future. You might have to be diligent for a bit, but hopefully it’ll start understanding ?

    5. Nopity Nope*

      Why not just change your LinkedIn job title to reflect your real role? LinkedIn isn’t your resume, so you can put something else that makes sense. I had a similar issue when my job title was “Director,” but at that company Director was an individual contributor role, not what you would typically associate it with. I just used a more accurate description as my title for LinkedIn. Problem solved.

    6. Siege*

      I changed my title to be more in line with industry convention (Teapot Specialist rather than Darjeeling Containment Technician). On my resume, I noted my actual title in parentheses next to the edited title, and I think on LinkedIn I just let it ride. I was careful to match job duties though my field is quite broad and has a lot of room for this kind of thing. No one’s ever had a question, and I generally get outreach for jobs that fit my skills.

    7. Art3mis*

      I wish I knew. I get inquiries about Customer Service jobs all the time even though I’ve removed CS jobs from my profile and the words customer and service appear no where on my profile at all for this very reason. Apparently something about my profile screams “Would love a low paying job in a call center.”

      1. Cat Mouse*

        I’m starting to think recruiters think everyone would love a low paying job in a call center. I haven’t updated my LinkedIn in a few years, so no customer service jobs (or the call center job) listed or connections regarding and I get contacted via LinkedIn about them constantly

    8. Database Developer Dude*

      Good luck with that. I regularly get calls from recruiters for Financial Analyst work when I’m a software and database engineer. Why, you ask? One of my former employers had the words “Financial Management” in its name.

      That’s it.

      People are stupid.

    9. Off My Lawn, You Must Get*

      Good luck.
      I’m still trying to convince them that just because I am a veteran, I’m not keen on warehouse jobs 50 miles from my home “because we support veterans.”
      I’ve tried filling out the feedback option of “this doesn’t apply to me” but really only ever saw progress when I selected the “other” option and said things like “You REALLY need to work on your algorithms if you think I qualify for this.”

    10. HR Exec Popping In*

      If your title isn’t a good descriptor of your work you don’t technically need to use your official title on LinkedIn. I would consider putting something more appropriate and then in the text description of the role include official title and duties.

      1. Lisa*

        Or leave your official title off altogether if it isn’t helpful describing your actual work outside of your company. The role of your LinkedIn (and your resume) is to portray your actual expertise, not how your current employer chooses to classify it, which is usually based more in HR bureaucracy anyway.

    12. anonymous73*

      I have actual humans contact me for jobs that I’m not qualified for because the computer found one word on my resume and the recruiter didn’t bother to actually read my resume before emailing me. So unless you change your title, I’m gonna go with no LOL.

    13. As per Elaine*

      Unfortunately, I had a “Technician” job six years ago and I’m STILL getting a couple of emails a month from people impressed with my experience and wanting me to apply to a job about pipette cleaning (I am not a lab tech. I have never been a lab tech. I am not even lab-tech adjacent.) You may be stuck with it.

    14. None the Wiser*

      Heh. I work on plants. You know, leafy green things with pretty flowers.

      If I had a nickel for every time a recruiter reached out about a plant, as in manufacturing facility, manager position…

    15. Chirpy*

      Following, because I really want it to stop suggesting medical stuff for me. I am *not* anything even remotely close to an oncologist….?!?!

    16. DJ Abbott*

      IMHO LinkedIn is more trouble than it’s worth. It has never worked well for me. I keep a profile in case anyone looks for or asks for it, and I look for jobs on Indeed.
      I’ve gotten a few Indeed emails from recruiters who didn’t read my résumé, but no automated ones unless they’re from a search I created.
      I have a second interview next week for a job I found on Indeed, woo hoo!

  11. Stackson*

    So I just got moved on from an initial HR screening to a “technical phone screen”. Problem is, I haven’t had formal education in the role I have now, so I have NO idea what to expect from this sort of a call. I’m in a manufacturing adjacent role but not engineering, so if they ask me about some formulas or something I won’t have any idea how to respond. I’m reading everything I can in the meantime to brush up on my terminology but I’m terrified I won’t be well enough prepared no matter what I do.

    Tl;dr: I have a technical phone interview and I’m struggling with a serious bout of imposter syndrome. Any ideas on how to combat it?

    1. LadyByTheLake*

      Treat this as information gathering for you as well as them. If they ask a lot of technical questions that you do not know, ask if this is critical for the job. If the answer is yes, then this is not the right job for you — and that’s okay! Bullet dodged.

      1. Stackson*

        That’s very helpful; thanks! I know interviews are as much for me as they are for them but I really want to do well… this would be such a good move for me. It’s hard to take my emotions out of it.

    2. Hlao-roo*

      Most technical interview questions are looking at how you think, not if you get the correct answer. So, for something along the lines of “how many manhole covers are there in Manhattan?” instead of panicking and guessing “10,000?” practice thinking out loud:

      “well, to figure out how many manhole covers there are in Manhattan, first I would look up how many manhole covers there typically are for a mile of road in a city. Then I would look up how many miles of roads there are in Manhattan. I can multiply those two numbers together to get a good estimate of how many manhole covers there are.”

        1. David*

          I definitely echo what Hlao-roo said, that technical interviews (if done well) are about the process you would use to solve a problem, not about whether you can actually get the right answer. For questions like the manhole covers one, the interviewer may not even have any idea what the right answer is, that’s how much they don’t care whether you figure it out.

          But not all technical interviews use that particular kind of question, where you’re asked to figure out some big number by breaking it down into more easily estimated parts. (It’s called “Fermi estimation”, in case you want something to Google for more info.) Questions like those are popular in part because some of the big tech companies (Google and/or Microsoft I think?) used to use them 10-15 years ago, but it turned out they’re not actually that good at predicting on-the-job performance in software development. Not everyone got the message, of course, so many interviewers still do use those questions, but a lot of other interviewers will actually give you some sort of skill test that’s more directly relevant to what you’d be doing on the job. Like, when I (a software engineer) interview candidates for my company, I’ll give them an actual programming task to solve. It’s going to be something small, so that they have a good chance of being able to finish it in the one-hour interview with time to spare, but still non-trivial enough that it gives me insight into their process. Something like, say, sorting the digits of an integer. What I’m looking for while they work on it is stuff like: do they ask questions if something is unclear, or make assumptions and just forge ahead with the task? Do they write well-organized code, with meaningful variable names? Do they have some awareness of what’s available in the programming language’s standard library? Are they able to explain why they chose to do something one way as opposed to another way, if there are multiple options? If they run the code and it doesn’t do what they expect, are they able to efficiently track down the error? And that sort of thing.

          Obviously, all this won’t apply exactly to your situation if your field isn’t computer programming, but the general idea should still apply: the interview should be your chance to show how you solve a problem, it’s not a quiz to figure out if you actually do solve the problem.

          That being said… from what I’ve heard, there are definitely plenty of companies and interviewers out there who do technical interviews badly. So if the interviewer is quizzing you on random pieces of knowledge and only seems to care about your answers, and doesn’t actually evaluate your performance on a task actually related to the job you’d be doing, well, that probably tells you something about the company.

    3. Purt’s Peas*

      Two pieces of advice. First, google technical interview + your field—it’s likely there exist some examples of the kinds of questions you’ll be asked.

      Second, the worst thing in a technical interview is silence. Talk about how you’re thinking about an answer, say “I’m not sure, but this is how I’d find it out”, or “this is where I’m thinking of starting on the problem…” Maybe, “I’m not familiar with that formula off the top of my head, since I’m self taught, but here’s how I’d become familiar with it…” If you feel yourself short-circuiting with nerves, just try to talk through it.

      1. Stackson*

        Oh gosh, this is such good advice; thank you so much! I can usually talk myself out of my nerves so that’s doubly helpful.

    5. cheapeats*

      I run a lot of technical interviews and all of the above is good advice. I’d also add, you can say “I’m not familiar with that”. Depending on the job, this may be just fine. I have a standard sheet of about 50 VERY technical questions that I bounce around on. I have never had someone know the answer to everything I ask. Read up on the technologies they list in the job req and ensure you at least know what they are.

      It’s really not the end of the world if this particular one doesn’t go well. You should be able to glean a lot of information from it as to what they expected you to know that you didn’t. Work to close that gap for the next time and treat it as a learning experience.
      GOOD LUCK!

    6. Anna Badger*

      you might not have had formal education but you know how to do the role, right? the technical interviews I’ve been involved with generally revolve around a fictional scenario that the candidate might face in their role, to understand how they would approach it. technical as in technique, rather than as in theory, if that makes it any less scary.

  12. Mouse*

    Happy Friday! I am struggling with ethics in my workplace and am wondering how common this type of mindset/behavior is in high-level corporate environments.

    I have been working on a huge project that is very critical to my company and would be disastrous for client relations if it went wrong. The project has been insanely underresourced, but we pulled it off by the release date with only a few hiccups.

    My boss is a major executive of the company and has a direct interest in the functionality of this project. I cannot count the number of times I asked for help, clarifications, guidance, and advice. He was generally happy to answer direct questions 1:1, but no additional support, and did not attend any meetings I invited him to, reply to emails, or provide help in group settings.

    Now that the project is more or less behind us, he keeps making comments about how the project team didn’t keep him in the loop, he doesn’t know how x issue happened because he wasn’t involved, and he can’t answer any questions because we kept our discussions “secret” and didn’t involve him. He then made a comment to me that he “never plays a chess game that he doesn’t already know he will win.”

    My strong suspicion is that he intentionally distanced himself from the project due to its reasonably high risk of failure/flaws. His involvement could have made the project more likely to succeed, but because it wasn’t a sure thing, he made sure his own ass was covered. I think this is horrible leadership, unethical behavior, and damaging to the company. He left his junior employees with all the risk and will take all credit if it goes well, and redirect all blame if it does not. Is this normal? Is this how executives have to behave to keep their jobs? I’m on a leadership track and this is not the kind of person I want to be.

    1. Ama*

      Your boss is a horrible leader and, while it is unfortunately common for executives or VIPs to weasel out of taking the blame for anything, it’s not good leadership and shouldn’t be considered “normal.”

      I would honestly be tempted to go to him with a very polite, concerned face and say “I’m worried there’s some technical issue that’s causing you not to receive my emails, since you keep saying you weren’t kept in the loop on X project, and I sent you many emails about it, including invitations to our meetings. Do you think we should have IT look into it?”

      BUT, I am old and cranky, and in a place financially where I can survive being out of work for a few months if he took offense to me saying that. I have actually used this tactic successfully with external VIPs to my employer who have tired the “nobody told me” excuse when we’ve told them dozens of times, but my boss was fully on board with me doing that — I’ve never had to try it with someone I actually reported to.

    2. WantonSeedStitch*

      Oooof. Your boss is rolling up his sleeves to throw you and the project team under the bus. That is not normal, and it is not good.

    3. Kes*

      Yeah he sucks. To be fair executives are often very busy, but it doesn’t sound like he made any effort to be involved, even when you tried, so for him to then turn around and complain that he wasn’t involved is a bit ridiculous. You could try next time he mentions something like this that you did try to keep him in the loop and ask if there would be a better way to do that next time – you could get a useful answer about how he’d like to stay informed or he may just dodge, either way it would tell you something
      There definitely is a wide range of leadership and he sounds on the not so great end of it, which we tend to hear a lot about on this site. That said I’ve seen and worked with lots of great leaders who truly want to support the people under them and see them succeed. I don’t think executives have to behave that way to keep there jobs, although there are probably companies where they do or where that is the norm. What have you observed of other leaders in your company? How do they behave? Is his behaviour aligned with theirs or is it just a him problem?
      I certainly think you can be a better leader, the only question is whether you can be that under him or at that company

      1. Observer*

        To be fair executives are often very busy, but it doesn’t sound like he made any effort to be involved, even when you tried, so for him to then turn around and complain that he wasn’t involved is a bit ridiculous.

        It sounds to me like this is a lot kinder than he deserves.

        Having said that, I do agree with you that it’s probably more useful to address it by asking for a BETTER way to keep in the loop since all of your efforts (which you will mention) don’t seem to have worked.

        But, also make sure that others are aware of the work you did and all of the efforts to keep him in the loop. Because you’re boss has basically told you pretty clearly that he will absolutely NOT have your back.

    4. Purt’s Peas*

      Yes, it’s pretty normal. Executives don’t have to behave like this, but they often do. This guy is just being a little more obvious about it than most. No one wants to experience adverse consequences, and execs have the power to…not experience them.

    5. Captain dddd-cccc-ddWdd*

      I think you’re correct in your assessments.
      Who is he making these comments to? You (“you didn’t keep me in the loop”) or to other people *about* the project team?

      1. Mouse*

        Always to other people in group meeting settings. Of course, I have NO idea what he’s saying when I’m not there! But his reaction to different topics when we’re talking in person 1:1 vs when we’re in a group are like night and day.

        1. SnappinTerrapin*

          If I were a peer in those meetings, I would wonder why he was complaining to us about his team keeping him in the dark, since he should have a handle on his responsibilities and authority.

          I’d probably infer that y’all were trying to keep him from messing up the project. A manager that out of touch could easily mess up a project if he actually tried to participate.

    6. Student*

      This isn’t how executives have to behave. It’s a pretty common approach though.

      A lot of people in”leadership” roles that I’ve worked with in my career don’t add any value, they just make lots of noise, preen, and are buddies with somebody important. There will be leadership people somewhere (or, possibly, somewhen – they may have set things in motion then left) who make actual decisions and have enough of a stake that they care about things succeeding and will do real work.

      When you’re trying to figure out a leadership person to figure out whether they are dead weight to work around or someone useful to support your program, do some homework. Talk to people who worked on other programs under them to get a sense of how they operate. Chat with them one-on-one enough to get a sense of whether they have meaningful, non-trivial knowledge of what you’re doing, or if they’re just full of hot air and smiles.

      1. Mouse*

        That’s the thing–he’s a very smart man who is very good at what he does, with a lot of technical knowledge and meaningful success. But now I’m wondering if that is the image he projects only because he apparently refuses to engage with anything that has any degree of risk.

        1. Lady_Lessa*

          Sometimes, those with a lot of technical knowledge don’t have the necessary people skills. I’m a chemist, who prefers to be doing bench work, and have seen that a lot.

    7. Juneybug*

      Next time he makes any comments like the team didn’t keep him informed, could you ask him how he would like to be informed?
      Pointy hair boss: (said in whiny voice) I can’t discuss subject X with leadership because the team didn’t keep me informed!
      You – super star employee: (said in calm manner) Would you like to send you some info about subject X to help?
      Boss: No, it’s too late.
      You: How would you like us to communicate in the future about project status or information?
      Boss: Mumbles, has no answer, changes subject.

      Meanwhile, could you provide a summary of the project to him? I would include who did what as well. For example, the project replaced the shampoo for llamas with a better formula shampoo (their coats are so shiny!) with less cost. This was due to the effect of Sam’s research in llama fur and Sally’s search for the better product at lower cost. Overall, they saved our company 1.3 million in shampoo supplies.
      Try to send this summary out to as many folks as possible so your boss can’t act like he was a decision maker or innovator.

      In the future, could you send him meeting notes with list of attendees? That does two things – it provides a record of who attended (and who didn’t attend like your pointy hair boss) and puts the burden on him to stay in the loop.

      It’s always good to have a “cover your assets” (CYA) plans with bosses like this. Sigh…

    8. Observer*

      I’m on a leadership track and this is not the kind of person I want to be.

      Then don’t be. It’s that simple. I cannot say how typical this kind of game playing is, but we do know that it is NOT universal. So, you do have that choice.

      Now, simple and easy are not the same thing. Depending on your industry, it may be a lot harder to be the kind of leader. It IS possible though. And you’ve taken a good first step bu actually thinking about it. Keeping this stuff top of mind and being careful to always think these issues through rather than just going with the default is going to be the thing that helps you be the kind of leader you want to be, rather than someone like this guy.

      This sounds like something out of an “inspirational pep talk”. But it happens to be true.

      1. Working Hypothesis*

        Didn’t Alison say something a long time ago about how two of her most effective management inspirations were bosses whom she decided she did NOT want to be like?

        OP, this is the kind of behavior that jerks use because they’ve accumulated enough power that they can. People who are not jerks don’t do it even when they accumulate enough power that they can, because they don’t want to behave that way. You’re not a jerk, so your reaction is a perfectly reasonable, “Ewww, I don’t want to be like THAT dude.”

        Great! Now you have developed one important aspect of your leadership style: you don’t want to be like that dude. You get to do that! Just as he has enough power to choose to throw the team under a bus, you will someday have enough power to decide whether you want to do that or not, and you won’t.

        Meantime, I agree with everyone who suggests sounding innocent while asking him in front of the meeting how he would like to be kept in the loop, because you and the team did X, Y and Z and you’re concerned that it didn’t seem to be sufficient. But that’s only if you think you have enough capital to get away with it. I’ve been fired before for asking the “innocent” question in a meeting where a jerk in management was trying to screw over me and my colleagues, so I am probably not a safe voice to follow unless you feel pretty definitely secure. ;)

    9. KatieP*

      Your boss is a terrible leader, and his behavior isn’t conducive to long-term team (and therefore, leader) success.

      A good chunk of my leadership training has been having worked for bad leaders, learning that when the boss does X awful thing, their team’s morale and productivity plummet. Therefore, don’t be a person who does X awful thing.

      I’ve also been privileged to work for good leaders that I can emulate.

    10. anonymous73*

      I wouldn’t say it’s abnormal. I’ve been working professionally for over 25 years and encountered many managers that I often wondered how they kept their jobs. Thankfully only 1 of them was my direct manager.

      And I would be tempted to call him out when he complains if you have proof that you got no feedback from him throughout the project (unanswered emails, IMs, etc.). Although he’d probably find a way to blame someone or something else for his lack of participation.

    11. Panda (she/her)*

      Personally, my approach would be to ask for clarification when he makes comments (not necessarily taking a whole meeting off on a tangent, but possibly mentioning it to him later) – so when he says something like “project team didn’t keep me informed” you could respond by saying “Was there something in particular you would have liked us to do in order to keep you informed? We copied you on the key info and meeting invites, but if there’s a different approach you’d prefer, I’d like to know for next time”. It may be that what you felt was a good way of keeping him in the loop actually wasn’t what he was looking for (for example, maybe he would have preferred a weekly status update email rather than having to sort through every email he’s copied on, or a quick 15 minute touchpoint with the project team each week rather than having to sit through a bunch of meetings).

      Your description does very much seem like he might be preparing to throw the team under the bus….but in my view it’s the manager’s responsibility to stay in the loop and to let the team know in real time if that isn’t happening or if something needs to change (just like with a lot of other management responsibilities – it’s not a manager’s job to just sit back and complain that their team isn’t doing something, it’s their JOB to tell the team what needs to happen and follow up if they aren’t seeing it).

    12. RagingADHD*

      Executives don’t have to behave that way but a lot of them do.

      You’re right that it’s bad leadership. Leaders are like any other group of people: there’s a standard distribution across the spectrum of good, middling, and terrible.

      You had a great lesson in how you don’t want to be. Good for you. Don’t be like that.

    13. Not So NewReader*

      ” he keeps making comments about how the project team didn’t keep him in the loop, he doesn’t know how x issue happened because he wasn’t involved, and he can’t answer any questions because we kept our discussions “secret” and didn’t involve him. He then made a comment to me that he ‘never plays a chess game that he doesn’t already know he will win’.”

      I would be sorely tempted to say, “I am confused. When was there a chess game?” I never heard anything about people playing chess.” All the while, I’d looked confused and seem kind of distracted by something else.

      Then I’d quickly continue, “I have emailed you the meeting dates [list other things you have done]. How would you like me to handle it differently going forward?”
      OR If I was feeling really devilish, I’d say, “Well, I send out emails to everyone. Would you like me to call you in addition to the email?” Again, say this with sincerity and not a hint of anger/upset in your voice or body language.

      You can lead a horse to water but you cannot make the horse drink the water. Of course, he will say, something like, “never mind”. To which I might say, “Well if you think of something that would be supportive to you in these instances please let me know.”

      You don’t have to worry about ethics as there is not to much ethics going on here. One thing that might be helpful to your peace of mind is what he said to you, he absolutely cannot say to his boss.

      For my own sanity I might send him an email summarizing each meeting when he is not in attendance.

      With bosses like this, I just do my job thoroughly and completely. I keep dates and records of what I am doing. It’s not MY job to keep him on top of HIS own job.

  13. Friyay!*

    I’m wondering if I have unrealistic expectations. I started a new job about a month ago. In that time, I’ve had one meeting with my boss. On my first day. I work in a small department, in a newly created role. I’m going to schedule a check in meeting for next week but I thought that since this was a new role, and I’m new to the organization, there would be a bit more structured communication in the first month or so.
    Am I unreasonable expecting that my boss would take the lead on scheduling check ins with me in the first few weeks/month?

    1. ThatGirl*

      Not unreasonable! In both of my two most recent jobs my boss practically overscheduled me with check-ins and meetings. But either your new boss is swamped or isn’t very good at onboarding. Can you take the initiative to say “I’m feeling a little lost and would like a bit more structure, can we have weekly meetings?” or something like that.

      1. Fran Fine*

        But either your new boss is swamped or isn’t very good at onboarding.

        Or both. I know that my current manager had this issue when I joined my team in a newly created role – she would forget to schedule meetings, so told me to just put stuff on her calendar whenever I needed to talk to her, and I’ve been doing it ever since.

    2. cookie monster*

      You’re not unreasonable, but in this situation I would go ahead and schedule regular check ins and say “happy to adjust the time and frequency but I wanted to set up the opportunity for us to meet regularly”

    3. Foxgloves*

      Not unreasonable. It’s very bizarre that your boss hasn’t scheduled check ins with you, particularly for a new person in a newly created role! Are you having team meetings/ similar? Do others in your team have regular one-to-one catch ups with your boss? That said, it might just been that they’re a bit useless on this front, so I’d recommend just putting a regular weekly catch up into your boss’s calendar, if that wouldn’t be out of the ordinary in your workplace! It’s annoying that you have to be the one to do it, but if the choice is that you do it, or that your boss does it, it seems like you doing it is the only way it’ll happen…

    4. Charlotte Lucas*

      I think it really depends on the boss. Mine was available at certain times, but didn’t have scheduled check-ins for the first few years I worked for her. (We are very meeting-heavy, & she often just didn’t have a lot of time in her schedule.)

      Pre-emptive scheduling sounds like a good plan to me.

    5. Midwest Manager*

      FWIW, I’ve been guilty of this on occasion with new hires. It sucks when it happens, but probably isn’t intentional. Your manager probably has a lot of balls to juggle, and onboarding and training you could have been dropped by mistake. Do schedule that meeting with your boss, and bring to it specific concerns that you’d like addressed. Need more direction? Ask for it. Need training? Ask for it. Need regular 1:1 meetings to feel engaged? Tell them.

      The longer you sit on the sidelines NOT telling your manager what’s bugging you, the harder it will be to fix the problem. They might assume that no news is good news, while all along you’re sitting there stewing in negative feelings and preparing to leave (either with or without scorched earth). They can’t fix something they don’t know about – so say something!

      1. Hlao-roo*

        Sharing my experience from the new hire side, I had to ask my manager for one-on-ones once, and it went very well! I was nervous to ask, but after a few weeks on the job I went ahead and did it anyways. I stopped by his desk, asked if he had a minute to talk, then asked “can we meet regularly to go over my projects and anything else that may come up?” He said “of course!” and set up a 30 minute meeting for every other week.

    6. TigerFan13*

      I feel your pain. In my first 3 months at my new job I have spent more time in the office by myself than with my boss in the building. We are in our slow season, so boss has been taking advantage of that and working less days/hours, but I can’t help but feel I am going to be behind in April/May when we are busy and there is little/no time for training. I have the basics of my position down but feel I am wasting so much time that could be used for learning new skills or getting ahead while we are slow. I was hoping for more imitative on boss’s part as well…

      I actually came here to ask for advice on my situation…..

      1. Midwest Manager*

        Similar to what I said to the OP, your boss won’t be able to fix problems they don’t know exist! Reduced hours during the slow season does not mean completely checked out. Have a talk with the boss and ask about opportunities for learning new skills while things are slow. Ask what prep work can be done in advance of the busy season. If they don’t have anything to suggest, use the time to pursue your own skill-building: watch TED Talks, read books on soft skills you’d like to improve on, explore other aspects of your industry that you’d like to know more about. Even this kind of self-driven skill development can come in handy when all heck breaks loose.

        1. TigerFan13*

          I did find a corporate virtual training event that I signed up for (and learned a lot!). Currently, boss is on a family vacation so I’m not going to bother them, but its been so slow around here yesterday and today that its driving me crazy not know what productive tasks I could be completing and just waiting on the phone to ring.

          1. DJ Abbott*

            Is there someone else you can ask? The person who trained you on the basics? Senior coworkers or peers?

    7. CTT*

      Are you connecting with your boss in other ways? I’ve never had the structured/formal checking like I think you’re wanting in a new job, but I was still receiving informal feedback as we worked on projects.

      1. Friyay*

        I think this is part of the problem, I’m not getting any feedback from my boss. He asked me to complete a project so he could report back to the senior leadership team. I completed it, sent him an email, and nothing.
        I’m also feeling a bit insecure because everyone else on the team has worked together for years, my boss built his team when he started 3 years ago and brought over the rest of the team from his previous organization.
        I’ve scheduled a check in for next week and will ask for regular check-ins for at least the next few months.

    8. ecnaseener*

      If someone else is training/mentoring you day to day, I don’t think this is especially weird (although it’s not ideal). When I started my job, I was working heavily with my trainer and almost never with my manager. There were staff meetings, and I think occasional meetings with a small group and the manager, but no 1-1 meetings until my trainer went AWOL.

    9. The Other Dawn*

      I think it depends on the role and the manager. In my first company, check-ins were never done. Not when I was on the front line, not when I worked in a department, and not even when I was a department manager. I honestly had never heard of a one-on-one meeting until I moved on after 18 years. Second company, the boss was very type A. She scheduled a check-in every single week for a minimum of one hour and it was way too much for the role, especially since I was a individual contributor. Not to mention, I couldn’t stand her and the job, company, and people were all wrong for me. Third company I was a department manager and my boss would stop down to my office here and there to see how it’s going. Very casual and conversational, nothing scheduled, which I feel worked really well for us. At my current company I’m a department manager again. I had a check-in pretty much every week for about six months because I had a personnel issue going on and I was out of my depth. (In a nutshell, the previous department manager covered A LOT for a direct report and my manager had no idea how deep the problems ran until I took over and spilled my guts about every single thing.) Once the person rage quit and things settled down, we went down to once a month and it works well. Sometimes I feel like it could be more, but then I’ll just email if I need something.

      1. The Other Dawn*

        Sorry, I forgot to add that maybe you need to ask for the check-ins. Some managers assume you will take the lead and schedule one when you need it. Plus different people have different needs. I have a couple people on my team who want regular check-ins, while others want to just be left to do their thing and check with me when they need something. Both ways are valid. Obviously if I have someone who is struggling but doesn’t like check-ins, the fact that they need more guidance and oversight overrides their desire to be left alone.

    10. Katie*

      Set up a one on one yourself. The manager may have lots going on and may not be intentionally ignoring you. Have that one meeting and see how it goes. The manager, if a reasonable person, should have no issues with you doing it.

    11. anonymous73*

      I think it depends on a few things, like what you do, how much experience you have and if you have the information you need to get your job done. When I first started my current job in August, my manager made sure I had what I needed to get started, but then was very hands off for a while. I could reach out if I needed her, but we didn’t have regular check-ins. Even though it’s a new role, maybe boss trusts that you can get the job done and will come to them if needed. But it sounds like you differ on expectations, so you should schedule a meeting and clearly define them.

    12. RagingADHD*

      I’ve worked any number of jobs where I never had a check-in meeting about how I was doing. Many of them were very good jobs that I was quite satisfied with, and only left for outside, personal reasons. Some organizations and some bosses expect you to take the initiative to raise questions or ask for help. They don’t hover.

      It’s great when a company does a lot of formal, structured onboarding. But there are a lot of places that just don’t, and they can still be good places to work. Personally, I don’t learn well from having a whole bunch of information or questions thrown at me without context or experience to attach them to. When a boss asks me how I’m doing or what I need in the first couple of weeks, I really don’t have anything to say because nothing much has happened yet.

      I learn much better by asking questions as they come up, because then it’s about something real. It’s entirely possible that your boss wanted you to get settled in and get started on something in order to have more substantive things to talk about.

      Deciding what to ask about in your meeting next week will help you clarify what you need from them in the way of support, as opposed to having meetings just for the sake of having meetings. It’s a good thought exercise.

    13. Chauncy Gardener*

      Your expectations are completely reasonable!! Your boss should have given you an onboarding plan (30/60/90 days) with already scheduled checkin times with them and anyone else in the organization you need to get training and info from.

  14. cookie monster*

    What are your recommendations for books about managing up? I feel like I have the day-to-day managing down – I’m good at delegating, organizing, able to give feedback and have tough conversations without making it stressful. But I’ve always been in the position where I have great relationships with people who work with or for me, but not necessarily above me.

    1. AlabamaAnonymous*

      Have you read Managing Up: How to Move up, Win at Work, and Succeed with Any Type of Boss by Mary Abbajay? That’s a good place to start if you haven’t. Or maybe The Ideal Team Player by Patrick Lencioni?

    2. Midwest Manager*

      My organization has a networking group that did an event around this topic. Here are some resources they shared:

      Cohen, Allan & David Bradford. Influence Up, John Wiley & Sons, 2012
      Cohen, Allan & David Bradford. Influence without Authority, John Wiley & Sons; 2nd edition, 2005
      Center for Creative Leadership, Manage your boss, 2016
      https://www.youtube.com/watch?v=HrofBpG_Lv0
      https://www.ted.com/talks/margaret_heffernan_why_it_s_time_to_forget_the_pecking_order_at_work/discussion?language=en

    3. Midwest Manager*

      There are a few books that I’ve had recommended for this topic – it’s a training session my org offers occasionally through a networking group:
      Babcock & Laschever, Negotiating the Gender Divide, 2003
      Cohen, Allan & David Bradford. Influence Up, John Wiley & Sons, 2012
      Cohen, Allan & David Bradford. Influence without Authority, John Wiley & Sons; 2nd edition, 2005

      There’s also a TED Talk by Margaret Heffernen that’s really good. “Why it’s time to forget the pecking order at work”

    4. Xena*

      Never Split the Difference might be interesting. It’s not a managing book per se, but it’s a book on negotiation written by a guy who did hostage negotiations for the FBI for a while and then retired and went into private consulting. It definitely deals with negotiating when there’s a power imbalance and might be helpful

      1. My Cat's Human*

        Listened to the audio book recently. It was excellent. Very organized and full of examples/ideas/steps.

  15. Anon for this one*

    Is there ever a point where it’s worth bringing up to a board that a non-profit director is kind of terrible? Has anyone had experiences in either direction?

    I found a comments section from an older AAM where Alison herself commented “It’s rarely worth it” (with of course a little bit more detail than that, ha). And the more I think about it, I can’t imagine it would be worth it, especially in a situation where the board must already notice some problems (such as major fundraisers that went VERY poorly that previously always made money, nearly 100% employee turnover in two years, etc.) but I still am curious for others’ thoughts.

    1. AlabamaAnonymous*

      I was on staff at small non-profit (less than 50 people) that brought in a new executive director who was terrible. They had a good heart and good intentions but were totally unsuited for the job. Several staff had close personal relationships with board members (which normally isn’t a good thing) but in this case it was because they were able to let them know there were problems. And they were taken seriously. It still took a year for anything to be done, and the organization almost imploded in the aftermath. It did end up surviving but there was almost a complete staff turnover in the turmoil. But I don’t think we wouldn’t have gotten anywhere if it weren’t for the staff-Board relationships already in place where there was a high degree of trust and connection. So while I think it is possible for staff to get a board to pay attention to problems like this, it is not easy and it is always unpleasant. Things will likely implode at some point–whether because the Board steps in or because of the director. So I’d recommend looking for a way out, if you can.

      1. Ashley*

        This is my experience. The boss was terrible but the board thought it was the staff and new volunteers that were terrible. A staff member with a board relationship helped them connect the dots back to the ED. It took a few years of rotating through staff though; it was a fairly small branch of a larger umbrella organization.
        I think if you have a strong relationship with a key board member it might be worth it.

    2. Ama*

      I think it’s only worth it if the director is doing something illegal or you have proof she’s telling the board false information (not just painting a rosier picture of a bad situation but outright fudging the numbers). Because that’s something the board would likely have no idea was happening unless someone else tells them.

      But in a situation where the board is likely aware of the biggest problems with the director’s leadership, you likely aren’t going to prompt them to take action by talking to them. Unless of course someone from the board approaches you first and asks for your opinion, then it’s a different story.

    3. Kay*

      I’d say this is highly dependent on your position relative to the nonprofit. If you are a direct constituent of the nonprofit and have had a personally terrible experience with the director, it might be a reasonable step. If you have an existing personal relationship with a board member, you could use that to convey concerns.

      Generally, though, it’s not a good idea and it’s not going to go anywhere even if it is warranted. If it’s a decent board, they hopefully know already. And if you’re on staff, it would have to be really, really dire to say something (like…embezzlement level dire).

      1. Not a Board Member*

        I very sadly agree with everything you say here, Kay.

        I don’t really understand why boards are slow to act or don’t at all sometimes. Especially when they know.

        Anyone reading this on a board? I’m just curious what goes on there when staff and an organization is clearly at risk due to the ED.

        1. Zee*

          I’m not on a board, but I do work at non-profts.
          I think they’re slow/reluctant to act for a few reasons:
          1. Boards & EDs don’t have the typical employer-employee relationship. Yes, the board hires & fires the ED, but they don’t actually manage them.
          2. Firing an ED looks really bad for an organization.
          3. Hiring an ED is a really long and difficult process.

          1. Not a Board Member*

            I worked at a nonprofit as well. I always wondered (and still do) whether continual staff attrition meant anything with a board. And they knew, they knew.

            Over time, people just left. I remember on Day 1 being told if a board member called, we weren’t supposed to to talk to them. Now that I’m outta there, I often wonder, what do the board members think of that place? I will never meet any off them which is fine with me.

            But do board members really not care that employees are quitting for years on end? Or they just care how things look? I have to admit, I am patiently waiting for the whole place to implode. Then I can wait ten years before writing my Mozart in the Jungle like book.

              1. Not a Board Member*

                Only 3 people had the privilege: the founder, the ED, and the Associate Director. Anyone else, nope.

                Sometimes I think the board doesn’t want to know, honestly. Do they even know (or care) that we’re not even supposed to speak to them?

                There’s gotta be at least one board member of something on this site. I am genuinely curious what it is like in those meetings.

        2. Sleeping Late Every Day*

          The boards at the non-profits where I worked had two types of members – committed and clueless. The committed tended to know about the organization, but it didn’t always help them see things realistically, especially if they personally liked a director. There were a few who got to know staff members and actually knew what we did. Those are the ones to cultivate and cherish. Then there were some who knew our names but only so they could say “Off with Endora’s head!” when it was budget-cutting time. The clueless were on the board as a social point. I swear someone must keep score on how many boards a person is on, and assign (mostly) RWB (Rich White Bastard/Bitch) points that they compare at galas. And they like the luncheons.

    4. Supplychainoffools*

      I found out that the CEO hired to replace the founding CEO was doing some shady stuff (tax dodging, living in/drinking in the office, giving donated money to friends, not doing his job at all). I went to the Chairman of the Board and they fired the CEO. They were already suspicious.

    5. yogurt*

      I’m totally in this situation. Very small non-profit, the ED manages me. 66% staff turnover, including our senior staff member who had years and years of institutional knowledge. The board is well aware of the problems. I’ve been told they’ve had multiple discussions about letting ED go and basically don’t have the guff to do it. And they are aware that the other employee are experiencing “torture” at the hands of the ED but the board is convinced the ED will move away “someday soon” so they do nothing.

      Despite how involved our board is and how good some of them are to me, in the end their ultimate goal is to protect the “image” of the nonprofit I work for, so they have avoided any and all potential conflict. In some ways, I feel like I work for a faceless corporation, not a locally supported community organization, because they don’t care about me or my coworkers at all.

      What I finally did a year and a half ago was let ED fall on their own sword. I made it very clear to my board what their shortcomings were and why they were a disaster as ED, but I was doing a lot of cleaning up and smoothing feathers behind the scenes. I just stopped doing all of that. And over the last year my board has continuously said our nonprofit is “not well regarded” in the community….*insert eye roll here* In the end, I separate myself from work entirely. It hurts and it’s hard, this is not what I came to a nonprofit to do. But I don’t have any other choice until I can get out of here.

      1. Observer*

        Oh wow!

        What an incredible disconnect. They are trying to protect the organization by not managing the ED or firing them, even though they know that the organization is “not well regarded”? That’s beyond ridiculous. I hope you find something new soon!

    6. Formerly Prof, now Non-Prof*

      I think it depends on the size of the nonprofit and how active the Board is. I worked for a large nonprofit where the Board had a really hands off role, basically the bird’s eye view. Even when there were multiple employee complaints, grievances, and even investigations, the Board didn’t seem to have any interest in stepping up. On the other hand, I’ve known a tiny nonprofit that, because of its size and age (it’s only recently gotten its 501c status) has a really involved Board — the majority of the work of the organization is done by Board volunteers, so they are much more likely to step in if/when there’s an issue with the director. I now work for a very small but long running nonprofit, and my experience here is that the Board has stepped up to support when folks at the Director-level asked for help, but that they probably wouldn’t get too involved with overall management unless there were a direct need (like accusations of racism).

      My overall take is: if the problem is staff treatment, Boards are generally not inclined to get involved (until they’re worried about embarrassing public lawsuits), but if the problem is related to money or reputation, they’re more likely to step up.

    7. meagain*

      Yes, it’s worth it. I was on a board of a non-profit once where there were all of issues with the executive director. We eventually had to remove her from the position which is a process that was difficult to navigate. However, there were enough specific examples from some of the constituents to help document. Feedback came in quietly, but it was helpful. We had enough reasons to remove her. But there’s also a somewhat fine line between just “kind of sucks at her job” versus negligence, questioning of finances, double dipping with another company, etc.

      1. Anon for this one*

        I’m very curious about this! My scenario was as an employee (someone I know, not myself), but you mention constituents – did you hear anything from the employees? I wonder if it’s a lot more challenging for employees to “quietly” address issues with the board.

        That said, maybe constituents would have more pull, anyways — I know it’s a challenge to know who to trust when it’s staff vs. ED. But really, constituent perception matters a lot more than employee perception, when I think about it. If the services of an org are being rendered just fine, I can see why it wouldn’t be a priority to a board.. at least until internal issues cause an implosion.

        1. Not a Board Member*

          Anon for this one,

          This has been a fascinating discussion so far. I hope more anon board people chime in. And I hope it helps you in your decision. So far, I think it’s worth it to try a discreet email if you’re not barred from contacting them.

          And goodness, if the fundraisers continue to tank and they don’t notice that, implosion is likely imminent. I mean don’t bills eventually have to get paid for the organization to function? But it could take a while before things get that bad.

    8. Cheese Tooth*

      Hi! I’m VP of a board of directors and we just fired our ED after staff complaints. We were aware of issues, so it didn’t come as a surprise, but the complaints lead to an investigation and strengthened our case when it came to termination. So I would say yes, it’s worth a shot.

      1. Anon for this one*

        I’m curious, who did the complaints come from? Constituents, employees, another category I haven’t thought of..?

        1. Cheese Tooth*

          Employees at all levels. It’s a small organization and we ended up hearing from most of the staff in a meeting we called after an email from one of the long-term employees.

      2. Not a Board Member*

        Hi VP Person! Thanks for your comment.

        If you were aware of issues, why couldn’t you all start an investigation on your own? It goes a long way to supporting disclosures.

        I know no organization wants a bad reputation or bad press. And I, too, value discretion. But EDs have so, so much power.

        Glad you all got that ED out and hope the next one can repair the damage.

        1. Not So NewReader*

          Not the VP person here, but I am also a VP.

          Square one is if a board can’t handle simple things, then handling an investigation is going to be mind-blowingly hard. Board members can have a collective mindset of tip-toeing around any topic that they deem as being “difficult”. This allows situations to go on and on and on….

          Next. I don’t care if I stay or if I leave. I’d be sad to leave of course, but I know life will go on. But not all board members have this freedom. Some board members want the perceived prestige of being a board member or something else. This causes people to have problems in starting an investigation for anything.
          The second hurdle is that there is no point to investigating if you know for a fact that your cohorts will do NOTHING about the situation.
          The third hurdle is firing. If the board is not strong and decisive the best investigation in the world is worthless. Because the board will not make a decision.
          Fourth hurdle. What will the public think? The board has to brace itself for backlash or outcry. This can be managed by crafting a go-to public statement that should be used over and over each time a board member is asked. There is a concern about protecting the privacy of the person. Another technique that can be used is to have one board member be the point person for handling individual inquiries about the situation.
          Fifth hurdle. (Yes, this is a long road.) The fired person needs to be replaced. Until they are replaced a plan to cover their work is needed. A plan for interviewing and hiring is necessary. Job ads cannot be random, they have to be well-crafted to follow regs/laws/npo’s standards/etc. Planning a firing also involves planning what to do once the person is gone.

          Inexperienced board members can really struggle with this. If an NPO does not have written standard operating procedures for handling things that can really make the whole situation worse. And heaven forbid there is no formal policy in place. omg.

          Just as managers need guidance from time to time, so do boards. It’s not in their genes at birth. Worse yet, things change constantly- no one board member can be up to date on all the new laws/regs/tech and so on. Wise boards assign these things out, so one person stays on top of new regs, one person stays on top of new tech and so on. This is why it becomes important for boards to have professionals among their members. Yes, free legal advice, free accounting advice etc. A wise board looks at its shortcomings and brings on new members to fill the void. Wise boards also seek out groups they can join to have other resources for advice.

          It gets mind-bending to see how far off the mark some organizations are.

        2. Cheese Tooth*

          The investigation that occurred was an investigation of the complaints from staff. Less than a year prior to my joining the board the ED had been under a different investigation and had been working on an action plan to resolve said other issues.

    9. Not So NewReader*

      I am currently on one board but I was long term on a second board.

      The problems start at the top. Boards can have difficulty with group-think and/or infighting. One board I served on, I grabbed an opportunity to update the bylaws. This was interesting. I found that there was NO mechanism in the bylaws to remove board members. So we wrote in what behaviors are absolutely not acceptable and stipulated to vote on removal. I won’t serve on a board where we cannot remove bad apples.

      For the group-think part of it I said, “When we recruit members we have to tell them it’s a working board.” Jawdroppingly new members were being told, “Oh show up once a month for the meeting and go home.”
      This was so inappropriate for the needs of the organization. I was able to say this out loud because if things did not change I was prepared to leave the board. I had nothing to lose and everything to gain.

      It’s super helpful if board members have basic respect for each other. This is nothing to take for granted and people do not automatically show basic respect. Members within the group have to insist that they all respect each other.

      We started putting things on paper. We have a calendar of recurring tasks. And we have an action list. New members do not know how to help or where to help. This can cause a lot of weirdnesses if allowed to go on and on. These two things- the two lists- help to keep everyone on the same page and people can volunteer for tasks. These are subtle tools for reminding board members to … well, do their jobs.

      So what can happen with a poor performing employee is that board members can be told by outsiders that Bob sucks at his job, “but, don’t fire Bob because he needs the income!” I felt like saying, “Now what do you want me to do with this mixed message????”

      Boards can fall into habits, just like we do in our own private lives. If a board has a habit of being afraid to fire someone, that habit will probably continue. The reason for the fear does not matter. What matters is that the board has no plan on how to remove a bad actor. In a similar vein boards can fall into the habit of not being able to ask for money. “Fundraising is so HAAARRRD! It’s hard to ask strangers for money!” These poor habits hugely impact the organization.

      Then there are the overlords. It could be a watchdog agency or a consortium or something else. The overlords may have the right to dictate how board members act. This can mean the rules are, “Do not tell the Director how to do their job!” wth. What is the point of having a board??? This causes arguing, division and fear within boards. If a board takes a literal read and choses to say nothing to the director about the job the director is doing- guess what can happen next. Yeah, it’s just chaos as the organization struggles with the most basic of things. So some of the stupid behavior is actually driven by regulations or those holding purse strings.

      1. Not a Board Member*

        I wanted to thank all the board people (and any more to come) who replied to this thread. It really gave some insight and I appreciate those who can be on those boards.

        That said, I was a bit startled by the fragility not of the commenters but of their board counterparts. These are the very people who hold power over people’s livelihoods, health insurance, and not to mention the constituencies that they represent.

        One bad director can affect so many lives. Usually, they are well-equipped financially to survive a firing. Sometimes organizations need to implode and restructure. A board member could take or leave their role there, but an employee might not be able to.

        Maybe this is why I’m not on a board! (Though I’ve been asked. And if I ever say yes, I’ll come back to some of these tips.) I fully expect I’d be continually challenging so many things and/or it would feel like beating my head on a wall. But I applaud those who can do it and I hope you guys fight the good fight there and call out these shenanigans. Boards hold so much power, even with oversight. And some of these organizations have the potential to do such good work and truly support those in need.

        Maybe next week we can talk more about positive board stories, that prevailed over some of this inertia, as some were shared here. And I did get a good chuckle about the weather, in DJ Abbot’s comment below. Fundraisers tank, employees leaving left and right and it’s . . . the weather? The pandemic? The new decade? Just how it is?

        Oh my goodness. But these are the people in leadership. They need to open their eyes, wow.

    10. DJ Abbott*

      I haven’t worked at a nonprofit, but IME management is in denial about high turnover. They blame the economy, politicians, weather… I was just working at the grocery store where they treat people like garbage and blame the pandemic for the high turnover.
      So I wouldn’t count on your board knowing what the turnover means.
      Management, please hear this: high turnover is never a coincidence! There is always a reason that needs to be addressed. Especially when it’s a new thing!

  16. Cat Mouse*

    Question especially to those who do hiring in more retail type roles. I recently left my last job for reasons and have been job searching. Whole I hope to get a job in my preferred field (transportation engineering/planning) I was hoping to be able to get a retail job for some income during the job search. Despite all the news stories about these areas needing more employees I haven’t gotten a single response to my applications. Friends and family think it is because I am overqualified. I have considered removing my master’s degree from my resume (I had already removed my first bachelors because it wasn’t relevant, concerns about age, and engineers don’t seem to appreciate a liberal arts degree), but past work experience will still show previous engineering jobs. If these places are complaining about being short staffed, why aren’t they at least reaching out to people for interviews?

    Thankfully I have received interviews for the few jobs in my engineering field, but have heard nothing back from those and relocating isn’t an option for us currently.

    1. Bertha*

      When I worked at a certain large, big box, chain bookstore many years ago, the assistant storage manager said that sometimes he’d get applications from PhDs, and he said he’d never hire them. So yes, it because you’re overqualified. Even places that are short staffed are going to picky about who they hire to an extent.. because they don’t want to put a lot of effort into hiring someone, only to have them leave in a few months, and have to do it all over again! And it sounds like you’d definitely be leaving as soon as you get an engineering job.

      Maybe there are other jobs that you’re not AS overqualified for — perhaps a temp or placement agency? Looking for local businesses that need short term help?

      1. RecoveringSWO*

        Agreed, especially on looking into temp work and other options. If you do need to apply to retail type jobs, do they even require a resume? I would plan on only submitting the application and nothing extra that would make you seem overqualified (cover letter or resume).

        1. Cat Mouse*

          If I can avoid a resume I do, I’ll five Lowe’s credit, they just asked basic info and had you upload a resume instead of doing job history and resume like so many other places.

          But yeah, most places want a job history at least

    2. Here we go again*

      It’s the slow season for mall retail. They’re not hiring temps right now they were in October and let them go around New Years. Try a greenhouse or a Home Depot they’re going to start hiring seasonally for spring projects soon.

      1. Delta Delta*

        And you get to smell flowers and play with dirt! OK, maybe these aren’t pluses for everyone, but I think that sounds grand.

    3. HR Exec Popping In*

      Here is the thing. Most hiring managers want to hire someone who really WANTS to do the job they are being considered for. If you have a choice between someone who wants to work retail and plans to stay in retail vs. someone who clearly is just doing retail until they can get a better job in a different field they will pick the person who wants retail. This is because they don’t want to have to start over in a few months.

      So what can you do? I would create a resume specifically for retail. Remove your masters degree. Emphasis your prior retail experience and include a cover letter that explains why you are really interested in the job to ease fears that you plan on jumping as soon as you can.

      1. Not So NewReader*

        Yep. They want to know that you can learn the cash register. They want to know about your hours of availability. Can you flex? I had a retail fill-in type job for a while. I was hired for 20 hours a week but ended up doing 40-45 some weeks and 12 hours the next week. Can you flex, they will want to know.
        Nights and weekends are a biggie. Of course you could just apply at places that are open M-F and close at 6 pm. That would skate by the nights and weekends issue. But these places are not common.

        Definitely take your degree off of there. Try not to let on that this is temporary for you. Talk about your previous retail experience.

    4. I'm just here for the cats*

      I think it’s probably that they see you are over qualified. i would just have your bachelors degree (having your liberal arts degree might actually benefit you here). In your cover letter address that you know that you have more education for what they typically see and address any concerns. They may be worried that if they hire you that in 6 months you are going to leave (which you need to be honest about, that’s going to happen).

      Maybe try a temp agency or look for temporary work. At least that way the employer knows that this is someone who is not planning to stick around.

    5. Pop*

      It also depends on what kind of places you’re applying to. If you’ve never worked in food service, a master’s doesn’t mean you’re overqualified to work at a restaurant. It means you’re underqualified because you have no experience in restaurants. Do you have any customer service experience?

    6. meagain*

      I would really put the most focus on AVAILABILITY. The biggest thing retailers want is someone who has available hours. You can also stress that you are open to various roles such as salesperson, inventory/stocking, early morning merchandise flips, etc.

      1. meddery*

        Seconding this. In retail and food service, your education matters very little compared to your availability and customer service skills/qualifications. As a manager in these industries, I’ve only ever been concerned about someone’s education insofar as it pertains to the hours they are available to work. I’ve been curious, for sure, about why someone with a Masters in chemistry would be interested in working as a barista for corporate coffee, but the answers almost always boil down to work/life balance and/or the need for insurance.

  17. I'm A Little Teapot*

    Assistance with a script is requested. When I started my new job last year, there was a written agreement that I’d get a performance evaluation (June/July time frame), and if satisfactory I’d get a specific salary bump.

    Well, that performance evaluation and related salary bump hasn’t happened. I did ask about it last summer (August), the partner remembered it and said yes she’d schedule it. Then I got an email from her in Sept/Oct stating that it wasn’t forgotten, but it was audit season and she was swamped, so was it ok if they did it after the big deadline in November?

    It’s now February, and I would like my money please. I don’t suspect ill intent here, just an overwhelmed partner who forgot. I am stuck on what should be very simple, so how do I bring this up?

    2. Fabulous*

      “Hi [partner]! I’ve sent a couple reminders since last summer, but I wanted to reach out about finally scheduling my performance evaluation. Is it alright if I put something on your calendar for early March? Now that the busy season is over, I’d like to make sure I’m set up for success in 2022. Thanks in advance!”

        1. HR Exec Popping In*

          If they put it off again, please remind them about the agreed upon terms for a pay bump if your performance is satisfactory. If they don’t schedule something soon I would reply with something like: “When I accepted this position I was told that my performance would be assessed as of last summer and if my performance was satisfactory I would receive a pay increase. I understand that you may not have the time to put toward conducting the evaluation at this time, however based on the feedback I have received I assume I am currently performing at a satisfactory level and request that you consider putting in for an appropriate increase in recognition of my performance level. If I am not performing at a satisfactory level, I would like to meet to discuss this as soon as possible so that I can understand any concerns with my contributions.”

    3. Becky*

      I really hope that this pay bump after the performance evaluation will be retroactive at this point.

      Are you able to see the Partner’s calendar? Is it possible for you to schedule a meeting while viewing her availability?

      If so, I would just schedule it and include in the body of the meeting invite “Teapot’s Performance Evaluation” and any information about what rubric they use/what metrics you’ve achieved etc.

      If you are in an office where just doing that out of the blue would be frowned upon–are there any regular touchpoints or meetings you have with this Partner? If so: “Partner, I’d like to schedule that performance evaluation. Shall I arrange a time with your Executive Assistant/pick a time on your calendar?”

      1. WantonSeedStitch*

        This is what I was concerned about. That pay bump should be retroactive back to when you SHOULD have gotten it, per your written agreement. This makes me wonder, though: when you get a retroactive pay increase, do you get it in a lump sum? How is that taxed?

        1. I'm A Little Teapot*

          Would just be normal income in 2022, so depending on math and amounts it might bump you to the next tax bracket, but not really a big deal.

        2. ThatGirl*

          People get a little too fidgety over lump sum taxation – even if it’s taxed at a slightly higher rate due to being a lump sum, it’s still progressive, and will work out when filing your taxes.

      2. I'm A Little Teapot*

        Well, if its not retroactive, then they’re going to lose me way sooner than they would otherwise. And they would have a very hard time finding someone with my background and level of experience – people like me are rare. For that matter, I’m already not all that thrilled with them. I get that its been busy, but there’s busy and then there’s breaking contracts.

    5. anonymous73*

      “We discussed a performance evaluation 7-8 months ago and every time I bring it up, I’ve been told it’s coming. Can you provide a date when this will actually happen? I also expect the pay increase to be retroactive to the time I was promised last year.”

      Just be matter of fact and direct. It’s not rude or unprofessional. They made a promise and haven’t kept it and need to be called out about it. It doesn’t matter if the intentions are malicious. And if they keep making excuses about why it hasn’t happened (because those are excuses you are getting) I highly recommend looking for a new job.

  18. Hailrobonia*

    I’ve been job hunting and have had a few interviews lately, and have started noticing a pattern… I get rejection notices on Fridays. At least this weekend is a long weekend for me so it’s not totally ruined…

    1. Alton Brown's Evil Twin*

      I would imagine that recruiters/HR see the generation and sending of those notices as routine, low-stress stuff that they can do on Friday. The decision was made earlier in the week, but Friday is clear-out-the-paperwork day. They just aren’t considering the impact it has on applicants.

      1. I'm just here for the cats*

        yup. and they may have had interviews and such all week and Friday is the day they can review everything and decide who to choose. It’s nothing personal and they are just doing what works best for their work schedule.

    2. Forkeater*

      I got a bunch of rejections February 1 and wondered if there was a setting in Workday or something to send them out when the month closes.

  19. anonon*

    I had an interview yesterday and figured out during the interview through the coded language the search chair used that they are also interviewing the current incumbent who is a temp in the newly created role. I totally get that this is part of the hiring process and it happens all the time, but it feels like such a waste of time. The temp has worked with this team in different roles over the past 3 years and clearly knows everyone well. I wish they could have just created a temp-to-hire situation instead of wasting my time and making me interview in person, for a position I was excited about, when they already have a clear front runner.

    My partner is on two hiring committees currently in a different department and in both cases, they have an internal candidate as a front runner who will most definitely get the offer. I think I’m just bitter because I am very ready to move on from my current role, and it feels like this issue of an incumbent keeps coming up.

    1. Formerly Frustrated Optimist*

      I’m sorry this has happened to you. It happened to me *numerous* times in my job search – not necessarily with an incumbent in the role, but with internal candidates, and/or someone with a personal connection to the hiring manager. Search my username on this site without the “Formerly” and see how many times I referenced being a “filler candidate.”

      With the job market supposedly being better for candidates, I wish there was a way for applicants to politely ask up front if this is a legit interview, or just a sham so that HR can demonstrate they went through a selection process.

      I wish I had some advice, but the only thing that worked for me was sheer persistence, and *finally* I interviewed with a company/department that was sincere about my candidacy.

    2. Jax*

      I’m sorry. I sarcastically refer to myself as “The Third” (as in, the 3rd required candidate needed for HR) or “The Foil” (as in, the compare/contrast option against the internal candidate). I always find myself angry and depressed after interviewing and not receiving an offer–it just sucks.

      Recently, my university hired an external candidate over a very qualified internal candidate. The internal candidate interviewed on Day 1, and the search committee all felt that the job was hers. External candidate interviewed on Day 2, blew the search committee away, and the committee wanted the external candidate so much they even met her request for a higher salary.

      So, it happens! While it’s bad to be the external candidate who doesn’t win the role, it stings even more to be the internal candidate who didn’t win the role.

      1. Loulou*

        I was going to say, I’ve been the fake external candidate a few times, but I’ve also seen exactly what you’re describing happen multiple times. If the external candidate who eventually got the job had known about the internal candidates then they probably would have assumed they were the sham candidate, but they ended up being hired.

        It all just sucks, from either side. Lots of sympathy for OP on this one.

    3. I Said Hey! (Nonny Nonny and a Ho Ho Ho)*

      That is such a tough situation! For what it’s worth, for as much as this type of situation feels unfair, I would push back against assuming that it was a waste of your time to interview with them! And I don’t mean the usual platitude of “any interview is good practice!” and all that, but also because I have seen from the other side how these things can, and do, play out! I have been on hiring panels where the incumbent actually did not get hired because the external candidate won out when it came down to comparing credentials and potential etc.

      I know that bitter feeling well and I wish you the best in navigating a successful job search!

    4. allathian*

      I’m sorry. When our former manager retired recently, they hired the external candidate rather than the interim manager, who had been doing a great job in her first management role. Our former manager wanted to quit management before retiring, and she went on a job rotation to a sister agency. Because she was still technically on our payroll, and they couldn’t hire anyone in that position permanently until she retired. Now the interim manager is on job rotation elsewhere, and it wouldn’t surprise me if she never returns to us. In spite of her disappointment at not being selected for the job, she was very professional in handing over the team to our new manager, even when all of us were WFH. The transition was so smooth that I hardly noticed any difference. She left because she wanted the new manager to be able to learn and do her job without any unintentional interference from her, although no doubt leaving also made it easier for her to get over her disappointment.

  20. Elizabeth*

    Is there a way to teach nebulous skills like how to read a room, how to read people, code-switching, defining why a light comment is ok with vendor A but never for vendor B, etc? 2/3’s of my team understand these things without ever needing to have any input from me but the last employee just does not. Some of it is a lack of experience (he was an internal promotion from the warehouse that I inherited) but some of it is that he’s stubbornly resistant to anything he deems as “not being allowed to have a personality.” I can address the specific incidents clearly, but I’m struggling to explain the umbrella aspects since both myself and the rest of my team understand the culture on almost an instinctive level.

    1. Charlotte Lucas*

      I think you’re looking for soft skills training. It was a big thing when I trained customer service oh so many years ago.

    2. Hlao-roo*

      I took an emotional intelligence training at my company a few years ago, and one of the things I liked about it was the first part of the course was “why is emotional intelligence important?” The trainer talked about how once workers have a threshold level of technical competence, emotional intelligence separates the ones who receive raises and promotions from the ones who don’t, because they are able to build strong relationships with coworkers and therefore accomplish more things.

      It sounds like he might benefit from a “why is this important?” conversation before the “here’s how to have better soft skills/more emotional intelligence” conversation.

      1. Observer*

        It sounds like he might benefit from a “why is this important?” conversation before the “here’s how to have better soft skills/more emotional intelligence” conversation.

        Yes. And if that conversation doesn’t change him, consider managing him out. The problem here is not his ability, but that he doesn’t think he needs to try or learn.

    3. Kes*

      I think you have two problems here: one, that he doesn’t get these things, and two, that he’s not willing to take feedback, and you’re not likely to be able to solve one if you can’t get past two, which is a real problem

    4. ErgoBun*

      That “not being allowed to have a personality” strikes me as a concern. It seems very close to the sort of mindset of someone who believes they should be able to say whatever they want and anyone who’s offended is the one with the problem. Do you get that kind of sense from them?

      1. Elizabeth*

        I do; reading the comments is really clarifying that it’s not exactly the EQ I’m struggling with, I’m giving more credit to his questions/objections than I should be. I’m starting to recognize that it’s not that he doesn’t understand – it’s that he doesn’t want to have to understand it because it doesn’t fit his narrative. And that is a whole different discussion.

        2. ErgoBun*

          I was afraid of that but I’m glad you’re seeing the situation more clearly! I’ve managed employees in very similar situations, and I have just one piece of advice that my manager told me: The person you’re managing has to do the changing. You can’t force them to change, and it’s not a failure of management if they don’t absorb your coaching and improve because of it. Your report is creating is own situation, and there is only so much you can do for him.

          1. Elizabeth*

            I wish I could heart that advice. It’s now on a sticky in my journal. The next few weeks will be tough; I’ll discuss with my manager next week but it’ll be an improvement plan, or like Observer mentioned, managing him out.

    5. Beth*

      You can only teach someone who is willing to 1) admit they don’t know a particular thing, 2) believe that it exists, 3) admit it’s worth learning, 4) accept that they have to change from someone who doesn’t know it to someone who does. I think you’re 0 for 4 on this guy.

    6. Kathenus*

      One aspect of your situation is his comments about his personality. For that part, it can help to be very clear that you are not asking him to change his personality, but that he needs to change some of his behaviors. That’s not the same thing, so being specific on the difference can at least help diffuse that as a standard argument as to why he can’t/won’t do anything differently.

    7. Leilah*

      Perhaps if you frame it as How he can help himself? Sometimes you need to do these things in order to get your own priorities moving forward. It’s not about something wrong with you, it’s about having these skills in order to meet your own goals and move your own work forward.

    8. HR Exec Popping In*

      This isn’t something that “training” can address. Something like should be handled with on the spot or shortly after coaching from a manager. For example, after a meeting spend some time debriefing what happened. Discuss the different styles and preferences of different vendors. Ask what they noticed when they entered the room, what was the tone? Where people laughing and chatting? Or where they serious and concentrating on the topic being discussed?

    9. Database Developer Dude*

      Code switching? Just ask any of us minorities who work in a corporate setting. We all have to do it and have gotten good at it.

  21. Anon and Exhausted*

    Are there any large companies in the US that handle maternity leave in a positive way for the folks that are left behind?

    I’ve been at my company for just over 3 years. In that time my manager has (rightfully!) taken 3 separate 6 month maternity leaves. There is no coverage plan when she’s gone aside from the rest of us (mainly me) picking up extra duties the whole time. Additionally, my peers and I aren’t allowed to join leadership meetings or chat groups that are only for managers, so we just operate with SIGNIFICANTLY less information than we need during this time, because our usual manner of getting that info is gone.

    This means we have more work to do, but less information on priorities, budgets, headcount, and overall “what we should and shouldn’t care about”. The skip level manager is C Suite and nearly unavailable for us. However, we’re still expected to keep increasing our performance during these long periods of difficulty.

    Pardon my language but what the F*CK?!

    Shouldn’t we have:
    Another manager we can temporarily report to, and get info from?
    Or a temp hire manager who comes in a month or two before the leave, to learn from our manager, and then stays as our resource/leader during the leave?

    I feel so drained and exhausted every day.

    1. A Simple Narwhal*

      Oh dang yea that sucks. Your company should at the very least assign an interim manager so you guys aren’t floating around directionless. It’s completely unrealistic that they leave a big hole on your team and expect you to operate as normal.

    2. Ellen Ripley*

      Did you communicate this to your boss before her maternity leave (at least leaves 2 and 3, once you knew there was an issue)? She might not know there is a problem. You also have some proposed solutions, which you could bring up during the same conversation.

      1. Anon and Exhausted*

        Yes. Great point. She’s completely aware but doesn’t have much clout internally and was unable to help set up a better plan for leaves 2 and 3. By the time she’s preparing to leave, she’s often half unavailable due to medical appointments, and frankly I think it’s the leadership’s job (above her) to do better.

        1. Loulou*

          This sadly sounds so familiar. You’re right, when an organization doesn’t allocate the resources to actually cover someone’s leave, the best-organized manager in the world can’t compensate for it. How unfair for everyone.

    3. WantonSeedStitch*

      Ugh! When I was out on maternity leave for 14 weeks, my own boss set up regular meetings with my direct reports. I also talked to a peer of mine and asked her to be a resource for my reports in my absence on those things where her advice could be helpful (navigating politics, figuring out who to go to for information, etc.). It makes things somewhat easier that my direct reports are themselves managers, so they regularly attend management meetings. I think that if they don’t want you all attending management meetings or participating in management chats, someone who does those things should at least communicate with you to let you know about anything that would affect you. Or designate one person to be your team’s rep there, even if it’s mostly just to listen.

      Is your manager on leave right now? If so, I would maybe get together with your teammates and contact the skip level manager to say, “hey boss, we really want to make sure that we are able to work to our usual standard while Manager is on leave, and make sure that we’re able to cover everything we need to in her absence. But we’re finding that X, Y, and Z are causing the following problems for us. Can you help us figure out a way to resolve those issues?” If your whole team goes in on this together, it’s harder to ignore.

      1. Observer*

        The manager is on leave and she’s not the one who can appoint an interim or give people the access they need.

        This is a problem with the upper leadership, not the manager.

        1. WellRed*

          She knew she was going on leave and I question what sort of conversations and planning she had with her team.

        2. Raboot*

          It can be both. The first time she came back and realized it went badly, she should have made a plan for the next times. She’s perfectly entitled to leave without interruptions, but when she’s still in the office, advocating for her team is her most important job duty

          1. Observer*

            Well, by the time my response was posted, the OP had responded that the manager HAD in fact tried to do the planning, but the upper management won’t go allocate the resources and provide the access needed.

    5. Anonymous Koala*

      Where I work there’s a policy in place for a temporary internal promotion for this kind of thing. When someone’s out on long term leave (maternity, fmla, etc) a junior person is usually given a temporary pay bump and asked to step into the roll. Then they go back to their regularly scheduled programming afterwards. It’s not perfect, but imo it’s a reasonable way of handling things.

      Also: you get 6 months for maternity leave? I am extremely jealous. We just got approved for 3 months paid plus accrued sick leave, and that was a big deal.

    6. Chauncy Gardener*

      Oh my gosh! Your company should be hiring a temp! They come in all levels. The way i’ve done in the past is to bring someone in at least a month before the incumbent goes on leave (esp if they’re manager level) and then the temp stays at least a month after the incumbent comes back from leave.
      Your company sucks! It’s one thing to wing it for a couple of weeks, but SIX MONTHS is ridiculous!

  22. Becky*

    Funny situation yesterday: My company uses JIRA for ticket tracking. Jira has the ability to add Watchers to an issue–if you are a watcher you will get email notifications when there are new comments or status changes, etc. Yesterday somehow 8000+ people (including myself) got added as watchers to a few different tickets. Cue a reply-all cascade of people saying “I don’t think I’m supposed to be on this ticket,” “please remove me from this ticket,” “I’m not involved with this project” etc.
    I went into Jira and manually removed myself as watcher but the email congestion it caused meant I was still getting some of the emails an hour later.

    1. cat socks*

      Oh no! I still don’t understand why people feel the need to reply-all. We use Jira as well and I have a rule to route all the Jira automated emails to a specific folder.

      1. Becky*

        I use a rule as well for my Jira emails.

        This was a new twist on the reply-all cascade as it didn’t require you to reply all–ANY reply to Jira would trigger it because Jira was doing the message distribution to all watchers.

  23. Schuyler*

    I went to a webinar last week about the difficulties people with disabilities have in finding jobs. It was simply disgusting to hear how people are treated. More than one of them said that they have arrived at an interview only to be told that the interview has been cancelled, or that they don’t need to take off their coat because the position is filled, etc. I blows my mind that someone would treat another person that way.

    1. Lead Balloon*

      I wasn’t hired because I didn’t make enough eye contact. I had told the interviewers that I was autistic because I was asking for adjustments for my interview.

      Apparently an accountant can’t communicate with clients without making eye contact.

    2. Chauncy Gardener*

      Wow. That’s awful! I wish people would just do the interview. I bet they would be pleasantly surprised. And with so many jobs being remote, who cares if someone has a disability? (I mean that in the ‘can they do the job’ sense I’m personally sorry they have a disability, of course!) My company recently hired a disabled veteran and the only reason I know is because we’re both vets and got to chatting. They’re fully remote, working from home with the set up they need (we also do an annual home office allowance) and they’re doing great. We need them to program and deal with end users, not run a marathon or whatever.

  24. Fabulous*

    Just want to share I had an amazing second interview for an internal transfer this week (sprung on me, where I had to spend several hours preparing a presentation for them). I should hear back next week sometime.

    Well, I’ve been having dreams every night since Wednesday that I got the job.

    Cross fingers for me!!

  25. EPLawyer*

    so hubby is in manufacturing. There are a lot of POC he works with. For Black History Month they company decided that everyone was going to get a t-shirt and they would serve lunch. After reading here, I dreaded what the lunch would be. At least the company didn’t screw up too badly — Chipotle burritos.

    Except, what really happened is — lunch became I don’t know what. Hubby said he got a pizza (why I don’t know he doesn’t like pizza). No t-shirts were handed out because the HR person didn’t feel like bringing them down from the upstairs offices to the manufacturing floor. Mind you this is MANUFACTURING. There are dollies/carts to load the boxes onto. Also there is an elevator from upstairs to about 60 feet from the spot she set up.

    I guess it could have been worse.

      2. EPLawyer*

        I dunno, its not like they sent out a fried chicken recipe. At least by not following through they didn’t do something completely stupid.

  26. Foxgloves*

    I’ve been in my role for about two years now, and I’m starting to feel a little… stagnant. The pandemic threw my area of work/ expertise right into the spotlight, so the first 18-20 months were really intense and full on- and I LOVED it. Now the pandemic is settling down (in my location), I’m finding that attention on my area of work is waning within the organisation, and I’m starting to feel bored. The laser focus on my area meant that I was having lots of stretch opportunities, and now I’ve adjusted to those- and I’m not seeing much scope to create more stretch work for myself. Any thoughts on how to either create my own stretch projects, or speak to my boss about opportunities for growth in a way that don’t sound like I’m whining about being bored?!

    1. Me*

      Can you say something along the lines of the projects you dealt with durign the pandemic made you realize you really thrive doing xyz and now that the focus is shifting back to more day to day, you are interested in if there’s other projects that will let you flex your xyz skills.

      The phrasing is less, I’m bored, and more hey I really liked doing this type of stuff and I’d love to do more. What will happen is there will either be ways to do that, or there wont and you’ll know you need to look elsewhere for those opportunities.

      1. Stoppin' by to chat*

        +1 to this. No one is going to say you’re bored unless you say it, so focus more on how you found the previous schedule really gelled with how you think and like to work, and are open for opportunities to do more of that type of work.

  27. Marion Ravenwood*

    Tl;dr – what to do when you stop ‘acting up’ but still want to be given responsibilities and stretch goals?

    Firstly, thank you to the commenters who gave me advice on my internal job interview the other week – it was super helpful and I really appreciate it.

    Unfortunately, I didn’t get the job. I got great feedback from my boss and grandboss – they both said I did a good job and gave some really good answers, liked my presentation idea and praised my ambition in applying – but the other candidates were a lot more experienced. That’s OK; sure I’m disappointed, but I knew it was a big step up for me and it probably came a bit too soon (my team is structured in such a way that this job probably won’t come up again for another couple of years at least, so I figured I might as well throw my hat in the ring, and I’d rather have tried and get a no than not tried at all).

    However, I’m now a bit uncertain about what happens next. I’ve been reading Alison’s old columns on ‘what to do if you didn’t get a promotion’ which have been very useful, and I fully intend to go into things with my new colleague in a gracious and supportive fashion and to learn from them as much as I can. And I’m aware that as they get to grips with the organisation there’ll still be a lot for me to do. But equally one of my big worries is that I’ll suddenly lose out on all the fun projects. I’ve really enjoyed being able to ‘act up’ and think I’ve done a pretty good job at it, and am a bit concerned that I’ll suddenly go back to not being able to do that stuff any more as the most junior member of the team. (Yes I know it sounds irrational and petty written down.)

    I’ve got a meeting with my boss next week where I’m hoping we can go through the feedback from my interview and talk about this stuff, and she’s already said that she’s happy to talk about training opportunities etc to help me develop further, so it isn’t like I’m going to be abandoned or not given opportunities to progress within the business. But if anyone’s got any scripts or ideas for how I can sort of allay those fears and reinforce that I do still want to be able to have opportunities to step up without treading on anyone’s toes, I’d be really grateful if you could share those.

    Thanks in advance!

    1. A Penguin!*

      It’s not irrational or petty. The fun stuff is why I go to this particular job. If a job runs out of fun stuff I look for the next one.

      The meeting planned sounds like a good step to making sure you keep some of the things you like doing. If there are specific tasks you’d like to continue being able to work on, I would name them explicitly to your boss. Also ask what it would take to be better positioned for the role you want the next time it comes up, and for help getting there. A good manager will want to help you develop in ways that interest you.

      You asked for scripts, so something like:
      “Can we put together a plan that will give me the experiences necessary to get this position in the future/the next time it comes around/in X years?” (whichever timeline makes sense for you)
      “I’m looking forward to working with NEW HIRE and learning from their experience, but I’m hoping to keep some of the current tasks that I find enjoyable. Can we distribute the work such that I will still be able to get experience with TASKS A, B, C?”
      “I really enjoy / want to learn more about TASK A, can we make sure I will still have opportunities to do work like that as the department grows?”

    2. Wheee!*

      It’s not irrational or petty at all! I relate to this SO MUCH. We’ve been understaffed for a long time and I was the only person on my sub-team (one larger team, several disciplines), and I’ve been responsible for a huge portion of our project and involved in almost everything. Fast forward to now, I actually have two people on my sub-team who are WAY more experienced than me. I’m thrilled to have them on board and learn from them. (And not feel like I’m constantly drowning) But…in some ways it sucks not being THE person who is involved and responsible for all the things. It’s been tough to transition and remember to shunt stuff to the appropriate person or let them take the lead instead of just doing whatever I’d normally do.

      Not much advice, but I think you can just be straightforward about the whole thing. It’s not unreasonable to say “Now that new person is coming in, how do you see my role changing? Would I still be involved in X or Y? I’m particularly interested in/enjoying working on X. Do you see that happening in the next Z months?”. If you’re worried your bosses might think that you’re bitter about it, you can first talk about being happy to have a more senior person on board and looking forward to learning from them. If you know specifics about the new person and past focuses, add those too! Good luck! (I think A Penguin!’s scripts are better than mine)

  28. Skye*

    So.

    In relaying an old food service story to a coworker at current job (a lady was calling us racist for asking her to not film us), my coworker decided that it’s a hilarious joke to respond to things I say as ‘racist’. An example: “I have trouble with black coffee, too bitter for me” will get a response of “that’s racist”. “Hm, this looks like a llama report rather than an alpaca report because [xyz].”/”That’s racist.”

    For context I am white and he is not; we’re both at about the same amount of experience/time here and have the same amount of authority and responsibility.

    I know he’s joking, but it’s not one I like and I’ve asked him to stop, which got a weird kinda double down response? Like I’m… Being actually racist to ask him to not call me racist *as a joke*? I don’t think I’m being over sensitive here, it’s not a good look, and if I am being racist I want to not be desensitized by this joke-pattern and take it seriously.

    I know the answer is to again request him to stop using that as a joke, and use less softening language than before. I just need a reality check that I’m not being weird or sensitive about this.

    1. Littorally*

      I don’t think you’re being too sensitive — though, I will admit, I am also white. To evaluate this, I’m drawing comparisons with my own marginalized identities, and these are never 1-for-1 analogies. So I’ll defer to other people’s opinions on that.

      Your point about wanting to make sure that ‘hey, that’s racist’ remains something that is an immediate spur for action for you is a good one, and in your shoes that’s what I’d lean on. Something like — “Hey, I know you’re meaning it as a joke, but I don’t want to learn to laugh at being told that.” You definitely do not need to lecture a nonwhite coworker about how important anti-racism is, just draw your boundary and give a solid reason why.

      This is the kind of thing that can totally be a benign and funny joke, you’re just not the right audience for it. And there’s nothing wrong with that.

        1. Littorally*

          I mean, maybe you don’t technically need to, but I’d say it’s what’s likely to get the best outcome. A white person telling a nonwhite person not to joke about racism feels real weird to me if you can’t or won’t give a reason beyond ‘I don’t like that.’

            1. Skye*

              Yep! I like your phrasing, for this, to go ‘I don’t want to learn to laugh about it ‘. It’s definitely not about stopping jokes about racism, and I do genuinely think he has good intentions and isn’t trying to bully me. (It’s a ‘joke’ that happens maybe twice a week, and I didn’t post this last week because I had thought he had let it go tbh.) I’m going to try this phrasing before going with blank looks and stares, as this job relies heavily on teamwork and collaboration and I would prefer to solve this with minimal fuss.

    2. cookie monster*

      I’m not white and it sorta feels like he is bullying you. What does he say if you asks him what exactly is racist? I’d mention that using the word as a joke devalues it for when someone really means it. You’re definitely on the right side of this, he’s being extremely weird.

      1. SnappinTerrapin*

        I could be wrong, but it seems to me that, if the shoe were on the other foot, he’d complain about it pinching his toes.

        You’re right about the cultural danger of watering down a serious issue.

        Not to mention the semi-rational response that being called racist over something trivial could reinforce some negative stereotypes about race relations and undermine someone’s willingness to speak out against actual racism.

    3. AvonLady Barksdale*

      Here’s the thing: I would find that funny, but I am not you. I also have a really dark, nasty sense of humor and it doesn’t work for everyone. “I don’t find that funny” or “ok, that joke is old ” should be enough. He’s being a jerk. I have worked with (and dated, shoot) plenty of jerks like that, and he’s wrong. “Dude, please stop” might need to be applied more than once. You’re not being racist because you don’t find it funny.

    4. Dark Macadamia*

      I’d be tempted next time he does it to say something like “I thought this was just a joke but I’m getting concerned that you bring it up so often. Do you actually feel like I’m being racist? Please let me know so I can stop!”

      It sounds unlikely in this case, but people do sometimes “joke” like this when they mean it but don’t want to seem harsh or confrontational… so if that’s what he’s doing this might force him to be more direct about it. If he’s truly joking, it will hopefully make it clear that the joke isn’t landing.

    5. Aspiring Chicken Lady*

      The real solution SHOULD be “Hey, I’m doing a lot on my end to avoid racist thinking, and making jokes like this sorta freezes my brain while I work out whether I have actually crossed a boundary — so that joke doesn’t seem funny to me. Could you cut it out?”

      However, it seems like he’s completely disregarding your request. So now you get to do the Blank Stare And Ask Them To Explain The Joke thing. Drop all the awkward right back on his plate.

      Or you could come up with a cringy and off-topic catch phrase of your own when he does it. “OK, Sports Fan.” Just really derail the conversation so that the payoff lands flat.

      1. Xena*

        I second the recommendation for the Blank Stare/Explanation. To me it sounds the fact that he’s joking about racism is throwing you off; he’s making an unfunny joke and doubles down when you ask him to stop. Time to return the awkward to sender.

        I also agree with Aspiring Chicken Lady that as a reasonable person who is trying to be supportive of their fellow humans, being constantly told “you’re racist” would start a reflexive mental run through what I’d just done to try and figure out what I was doing wrong.

    6. Observer*

      Also if he claims that you “just can’t take a joke”, lean into it. “Yup, I’m humor challenged. Now can we deal with getting the correct report?”

    7. Lady Danbury*

      I’m not white and I’d be hugely uncomfortable in that situation if I were you. As a Black person, I’d joke that way with other Black people, though maybe not in the workplace. I wouldn’t do it with non-Black people because the dynamics of being accused of racism and awareness of actual racism are different. I also wouldn’t want to downplay or desensitize the issue of racism, which is absolutely still an issue in the workplace (and in life).

  29. Eldritch Office Worker*

    I’m NOT trying to start a vaccination fight, so a pre-emptive ask to be understanding that decisions have already been made and I am asking about what places are thinking long term.

    So we have one unvaccinated employee, and for our return to office in March we decided the office is going to require vaccinations. Her job can be done remote, and we said we’ll keep her remote and reassess in a year. I don’t want to get into revealing territory but I promise this is legal/equitable/fine in the details. She’s pretty devastated but glad to keep her job.

    She’s worried this means she’s never coming back, and while we’ve set a reassess point…is she right? Do you think vaccination requirements are going to be in place for the long haul? Should we be planning for this for the next…two years? Five? Indefinitely? What are other places projecting?

    1. ThatGirl*

      Is it safe to assume she’s *choosing* not to be vaccinated? I could be more sympathetic if she had a legitimate medical reason, but otherwise — she’s making this choice to not be vaccinated and therefore not come in to the office; I’m not really sure why that’s so devastating.

      that said, unless there’s a state mandate (which in all honesty will probably get dropped at some point), it’s really up to the company whether to drop it, isn’t it? I suspect that outside of healthcare and congregate living settings, a covid vaccine will not continue to be a requirement for years to come, but it’s hard to say at this point.

      1. Eldritch Office Worker*

        Yes it’s a choice, and we’re all a little…not sympathetic…ourselves. But she’d be difficult to replace and this is an accommodation we can deal with. It specifically adds some pressure to my job but my boss realizes that and we’re talking about expanding another role to accommodate it (with compensation for that role of course).

        I guess I’m wondering less about regulation and more about norms. It’s not required now, it just is the best choice.

        1. ThatGirl*

          I think what you’re doing is the best course for this. There’s no way to tell how the next 6 months or year will go, as much as we’d all like to know! She’s choosing that uncertainty for herself, to a degree, and that’s…just how it is.

        2. Off My Lawn, You Must Get*

          I’d be wary only from the perspective of that could set a remarkably difficult precedent if your company ever tries to hire another position. “But you allowed X to WFH” sort of thing.

          1. Eldritch Office Worker*

            Without going into too much detail we’re very transparent about decisions that impact different work schedules and why exceptions are made for whatever the cases may be. This may be an issue in the future but it’s one we’re braced for.

    2. LDN Layabout*

      If public health experts and epidemiologists can’t predict what’s going to happen, no one else is going to be able to either.

      That’s not trying to brush your question off, but in six months we could have another variant that’s more deadly, less deadly, and you’ll want that taken into account for any rules. Especially since chopping and changing rules frequently is going to be more stressful for employees.

      1. Eldritch Office Worker*

        Totally. I think that’s where my question is coming from – I know I might just be screaming into the void but SOME idea of what the world will look like in moving forward…something I’m desperate for I guess. I’m so sick of writing policies and answering questions that basically end in “this is for now, I just don’t know”.

        1. LDN Layabout*

          I think, like someone said below, it’s worthwhile saying how often the current measures are going to be re-evaluated AND having guidance on how quickly implementation will take.

          You don’t want to be the company going ‘well we had a senior leadership/board meeting yesterday, everyone needs to be in next week!’, but ‘The current rules will be re-evaluated every quarter/six months with 2-4 weeks notice of any changes’ will help employees feel a lot more secure.

          1. Eldritch Office Worker*

            That’s fair. We have given a month’s notice, and been transparent about our processes for making decisions. But we’ve been tying timing more to number spikes than to regular intervals. I think because sometimes things have been changing quicker than we could set a schedule for.

            1. LDN Layabout*

              I think it might be worth looking changes your processes to be proactive rather than reactive, if the numbers allow for it.

          2. Storm in a teacup*

            This is what we’ve been doing and also evaluate each time there is new government guidance. As my boss says – it’s not the ‘new normal’ but the ‘next normal’

            Also we’ve got a return to work employee committee to look at things such as timings/ hybrid working policies etc and so many things we’ve already identified from a practical perspective that’ll make the transitions easier (eg software to run hybrid meetings)

    3. NotRealAnonForThis*

      I’m watching carefully how my company responds to this. We have one (note: I’m trying to be as respectful to him as I am to others, even if he is an utter glassbowl) coworker who refuses to mask and refuses to be vaccinated.

      His refusal to follow protocols prevented him from entry to the office while those protocols were in place. He opted to work from home, which was interesting, as he’s always disparaged WFH as for “sissies who have a sniffle and working mothers who think they can hold down a man’s job”.

      There have been rumors of a vaccination requirement/mask + testing, but the OSHA ruling seems to have pushed this off a bit.

      I’m trying to not visibly react in any manner at the fact that his “natural immunity” means he was knocked flat by a second round of Covid within 6 months time, because again, I am trying to show the same respect I do my other coworkers. He does not make this easy at all.

      2. Becky*

        as he’s always disparaged WFH as for “sissies who have a sniffle and working mothers who think they can hold down a man’s job”.

        Well he just sounds like a peach, doesn’t he! /s

      4. Ali + Nino*

        ‘His refusal to follow protocols prevented him from entry to the office while those protocols were in place. He opted to work from home, which was interesting, as he’s always disparaged WFH as for “sissies who have a sniffle and working mothers who think they can hold down a man’s job”.’

        Wow, sounds…lovely.

      6. Hippo-nony-potomus*

        “as he’s always disparaged WFH as for “sissies who have a sniffle and working mothers who think they can hold down a man’s job”.”

        This employee has a problem that has nothing to do with masking or vaccination status. Those comments are ableist and sexist, and should be reported to HR. They also indicate that he will not treat disabled and women colleagues and employees fairly. I would never, ever expect a male colleague to give me a fair shake if he disparaged my career as “thinking I can hold down a man’s job.”

          1. Workerbee*

            I think this is where we get tangled up too much when encountering jackholes your coworker. Too often, “not sinking to their level” winds up just allowing or even enabling the jackhole to keep being a jackhole. In your space. Every work day. In thoughts over the weekend.

            Makes me wonder if the whole sink-to-their-level concern wasn’t put about by the creeps themselves, so they can keep on with their fine selves unaccosted and without accountability.

            1. ErgoBun*

              This is also where I fall on the question of “sinking to their level.” You can hold someone accountable for their behavior without mudslinging … but I fully recognize that doing so is HARD.

              1. NotRealAnonForThis*

                I don’t disagree with you ErgoBun (or several others up thread). He’s very attention seeking, so I mostly choose to ignore him completely. In a just world, he’d be reported to HR and sacked. My industry is not a just world. Its slowly changing, but slowly. Its the reality I deal with. I do what I am able to do in order to force the change, and force it more quickly where I can.

      10. Macaroni Penguin*

        Your coworker made me go 0_o . Bless his heart.

        I’m expecting the vaccination expectations to be permanent. At least in my social work type field.

    4. bunniferous*

      I think a year reevaluation should be fine. None of us knows what the landscape will look like in a year anyway. She can work remotely so, not out of a job-and if for any reason this is not acceptable for her she can always search for a job with different requirements.

      I would think this is a best case scenario for handling things. My personal opinion is a year should be plenty of time to ascertain what new normal will look like for the foreseeable future.

      1. Eldritch Office Worker*

        “My personal opinion is a year should be plenty of time to ascertain what new normal will look like for the foreseeable future.”

        I really really really hope you’re right…though I may have said the same thing 18 months ago.

        1. Rusty Shackelford*

          Oh, I remember a year ago saying “everything will be different in a year.” And it is but it also isn’t. :-(

    5. Dark Macadamia*

      Do you have a plan in place for the reassessment? Like, you can’t know what the world will look like at that point, but what conditions would need to be in place for her to come back?

      1. Eldritch Office Worker*

        My very high level thought right now is “her return would not make a reasonable person feel unsafe”. So that’s probably some public health assessment that we’ve achieved herd immunity or COVID is at an endemic status where it’s more or less a flu. And that our relatively small staff is in a place with their personal and family health situations that they are not being put at more risk than they would be grabbing a coffee or taking the train. Also that the norms in other organizations becomes dropping restrictions to the point that we’re reflecting a culture our clients feel comfortable with. And also maybe that enough time has passed that she won’t be triggering pandemic trauma for people. The last might be overreaching but that’s the ideal world I envision. The other points I think are more realistic.

    6. A Penguin!*

      There’s definitely precedent for permanent vaccine requirements for other diseases (school, international travel come to mind). I wouldn’t be shocked if Covid gets added to those lists. Vaccine requirements for jobs doesn’t have a precedent that I know of, but I do think some jobs will end up keeping Covid vax requirements indefinitely.

      1. Imtheone*

        Exactly! Covid will be with us forever. If vaccinated, it will be more like the flu— occasionally very dangerous, but most often mild. To get to that place everyone in the world needs to be vaccinated.

    7. Siege*

      I mean, yes. Polio vaccines were still recommended in the US until 2000, even though it was eradicated here in 1979. I can’t imagine a circumstance where a company can just drop a requirement for a vaccine for a disease that is endemic, and we’re clearly a long way from eradicating COVID. We have vaccination requirements for diseases that are much less common and better understood, I can’t imagine that changing. Maybe the question should be what she needs to change her stance? Not in a hostile way, but if she’s using the emergency authorization excuse (I know it’s invalid, I don’t know what it’s shifted to) maybe she sees a point at which she will vaccinate?

      FTR, we so far have not been required to prove it, but I’m planning to force management to make it a requirement in perpetuity. I’m a cardiac patient, I don’t want to be exposed.

      1. Barb*

        Polio vaccines are still very much recommended and required for school in the US and will continue to be for some time even if it’s finally eradicated world wide

    8. HR Exec Popping In*

      I work for a big corporation. The reality is nobody knows. All you can do is communicate what you do know and share more information as it becomes available. I know people are uncomfortable with that but it is our reality.

      As for what I think will happen, eventually (hopefully) vaccination against covid will not be needed but when that will happen is anyone’s guess.

      But what you can do it tell your employee that right now you don’t have any plans on requiring her to return to the office and you are comfortable with allowing her to work remotely. This will be revisited in the future and you will keep her updated if anything happens that might change the current status quo.

    9. mreasy*

      That’s what we’re doing with our unvaccinated employees.

      I don’t have intel from above about it but I assume this means they’ll eventually be let go if they don’t vaccinate.

      I also don’t love the idea that someone gets to avoid return to office due to their anti-social and anti-science decision – as a person who would love to WFH forever & is fully vaxxed.

      1. Eldritch Office Worker*

        In the case of my office the grand majority of people are eager to return – including this employee. It’s definitely not being seen as a privilege. It’s landing more as ostracization.

    10. Anon for This*

      A Doctor I know speculates that COVID will end up being like the flu, and we will need to get annual vaccinations. The question is how serious COVID remains. I am aware of very few workplaces that require the flu vaccine, though there are some. But if COVID continues to be virulent, and annual boosters are required, this could become an annual exercise. I’m sorry.

    11. Sunny*

      I would assume indefinitely, meaning until COVID risks have been significantly minimized I wouldn’t see it changing. I think your plan to reassess in a year or so is a good one. Maybe the company could set some guidelines they’d be looking for (ex under X number of hospitalizations in your area, under X number of deaths from COVID over a period of time) so that way the employee would have an idea beforehand of where things are trending.

    12. Come On Eileen*

      My company is instituting a “be vaccinated or test weekly” policy. Could you consider that? There’s a ton of places where you can get a rapid test/results in an hour, so maybe she’d be willing to test if it meant she could then come into the office that week.

    13. 867-5309*

      While the current variants do cause fewer severe outcomes, they are more viral than say, the flu. As others have noted, there is no way to predict future variants.

      Perhaps the best you can do is give an indication of the scenarios under which you would be comfortable with her back in the office. For example, when public health experts say it is now akin to the flu in both severity, virality and vaccine efficacy.

    14. SnappinTerrapin*

      We’ve learned a lot about this virus in the past couple of years. It’s reasonable to assume we will continue to learn more.

      That being the case, and given that this accommodation meets the needs of company and employees, it seems reasonable to reassess in a year, and see what looks reasonable at that time.

    15. RagingADHD*

      Whether the requirements stay in place or not, people who choose not to be vaccinated in defiance of public health or job requirements are making a statement about their values.

      It is well-nigh impossible to keep someone in a job long term when there is a fundamental conflict between the organization’s values and the individual’s values. The job may bend as long as the role is hard to fill, but the person who is out of alignment is burning up their capital and damaging their standing with peers and leadership. It’s probably not going to work out in the long run.

    16. Anony*

      This seems like a win win for everyone involved, to be honest. Even the vaccinations and the definition of “vaccinated” may significantly change in a year. I think when you don’t know for sure it’s better to acknowledge that.

  30. Littorally*

    Topic: What are your tips for success in learning a new role fully remotely?

    I’m going to be starting a new and exciting role at my firm in a couple weeks (hurray!) but I will be fully remote from the entire rest of the team — not just due to WFH, but they are all in different regional offices, so there isn’t even an option to come in one day to observe or anything like that.

    This is the first time I’ve dealt with this — in the past, even when training was *mostly* remote, I had other team members on site with me and I could ask them direct questions or observe what they were doing to improve my own performance. I learn best by observing others before trying for myself. This time, that’s just not an option at all.

    I know I’m behind the curve ball on this, since plenty of people have learned new jobs from their living rooms over the past two years. For those of you who have done, what helped you the most to learn in the absence of colleagues close by?

    1. Neurodivergentsaurus Rex*

      My team is fully remote. When we have new people come on, they shadow veteran team members for the first few days using Teams with screen sharing; the next few days they are still paired with a veteran team member, but the new person is doing the job and sharing their own screen so the trainer can help them.

      I’m not sure if your new role is a newly created position or just new to you, but if there are others in the same role, you may be able to use similar strategies.

    2. Respectfully, Pumat Sol*

      I started a new 8 months ago, fully remote. One of the things I did to learn, because I also learn best by observation and implementation was ask to watch my colleagues as they did tasks that I would also be doing so I could ask questions, and then once I had a handle on it, I’d ask them to watch me as I worked through the task so I could ask questions along the way. It was a lot of video meetings, but it was very, very helpful.

      2. Red Reader the Adulting Fairy*

        I’ve been working with remote teams (including training and onboarding) for the last eight years, and yep, this is how we do it — lots of screen-share shadowing and teams calls/chats.

    3. Anonymous Koala*

      I started remote over a year ago with a fully remote team. What helped me was really using the chat and call features in Teams and not being shy about reaching out to new colleagues if I didn’t know how to do something. And on my first day, I sent introduction emails to my team and asked if they had any advice to share. I got some incredibly helpful responses – one guy gave me a PowerPoint that used to be shared with new hires but got phased out, and another sent me a bunch of different internal doc templates.

    4. MacGillicuddy*

      Being able to record any training sessions or shadowing sessions is very helpful. You can rerun them as needed.

      Also using screen sharing so whoever is training you can observe you doing a task, while they give play-by-play comments. You can rerun the session so you can take notes. Or if you’ve been provided with training materials, you can augment with your own notes while you watch the reruns.

      My problem with trainers saying “here, newbie, you watch while I do this” is it assumes that the newbie has great auditory memory. Not everybody does (and it has nothing to do with intelligence). In those situations the trainer goes too quickly for the newbie to take meaningful notes. And the trainee often doesn’t know where to focus, especially if the trainer is clicking around the screen at the speed they usually go, not at the much slower speed needed for the trainee to follow. Being able to replay recordings of training sessions is huge.

      1. Quinalla*

        Yes, our onboarding always has a show/explain and then at least two where one of the learners shares their screen and demos while the teacher helps if they get stuck. For the show/explain, lots of pauses and check-ins – everyone caught up? and breaking out with the backup teacher for anyone who gets super stuck. 1 on 1 with screen share, I try to have the learner share with me guiding – helps folks to remember better IME.

  31. Lilac and Gooseberries*

    Got some potentially loaded questions for the freelancers out there!

    I’ve got a few leads for some contract work to do that will help start building my portfolio. Once things are built out, when I market my business and have a potential client, would it be better to charge for a consultation, and if a client likes my work, I can put that charge towards their contract with me? Should I do a free consultation and then charge after the first hour? Or charge for the consultation and leave it up to the client? Or just free consultation regardless if they use my services or not?

    Also, the contract itself! I land a client, they want me to do work for them. Should I invest in a lawyer or a legal service to draft something, or could I do this on my own? I see some contract stuff at big box office stores, would those be sufficient in the beginning? If I go the legal service route, what is something or some things to include in a contract no one thinks of right away?

    1. Xena*

      Not a free-lancer, but adding a recommendation: it sounds like you plan on doing full-time freelancing or make it the majority of your work. If that is the case, I STRONGLY recommend getting a contract drafted by a contract lawyer that can be your generic contract that you give to clients. Contract law & the uniform commercial code are really simple until they aren’t and a contract lawyer will probably have a much better idea of the critical things to include in the contract simply because they see a whole lot more of them.

    2. Imtheone*

      Some trade associations offer advice on being a freelance contractor/consultant. I know people in design who have found that helpful.

      1. 867-5309*

        There is also a Freelancer’s Union that is doing good work legislatively on changing laws so big companies cannot delay payment to individuals by months and months. They have many great resources.

    3. 867-5309*

      I have freelanced/consulted on and off throughout my career. Answering your questions 1 by 1.

      1. I don’t charge for an initial consultation. (In marketing.) I’m willing to have a 30-60 minute chat to talk through their needs and see if I can help, and sometimes they just need a word or two of advice, which I’m happy to give. After that, I usually recap the conversation and if appropriate, share my rates as part of the next steps or for future consults.

      2. A fellow marketing freelance shared their contract, which was done by an attorney, with me and it has worked well. When it’s a consultant-based contract there is less risk than with goods or services like selling homemade windchimes or doing landscape. For the latter, I would want something customized to my business.

      3. Things to think about: a.) determine the termination clause – under what circumstances and timelines. b.) clearly articulate your payment terms (e.g., consider in advance if you want all payment up front, a down payment and then final with project completion, payment at specific benchmarks) and then also clearly state what happens regarding payment if a contract is terminated partway through the project. c.) Always use a contract with family and friends. d.) Include EVERYTHING in the contract, including if you plan to work onsite one day a week or remain fully remote; account management time, etc. e.) Some companies will require that you do not work with competitors for a window of time after your work with them is complete. Name the specific competitors (not industries) and be clear on the timeline. For example, if you consultant for Facebook, do not say that you will not do similar work for another social media channel for six months. Instead, say, “I will not do internal communications for companies including Twitter, TikTok and Pinterest for a period of 90 days from the date I complete my final project to Facebook, determined as when I send the final invoice.”

    4. RagingADHD*

      I wouldn’t recommend charging for a consultation unless you are already a “name” in your field and have people lining up to hire you.

      In some fields it is customary to charge a relatively small fee for a work sample. But not just to talk to you and see if you can help them.

      Generally there’s a consultation which includes a discussion of scope and fees. Then you give them an estimate. Then possibly negotiation or changes to scope. Then you go to contract.

    5. Lady Danbury*

      As a lawyer, I HIGHLY recommend getting a lawyer drafted contract. And not legal zoom or something similar. There are tons of small business law firms out there offering contract templates on a flat fee basis. Think of it as an investment in your business that can save you thousands in the long run. A good lawyer should be able to advise you on what your contracts should cover. Some of the biggies include indemnity/limitation of liability, payment terms (when/how to pay, what are your remedies if they don’t pay on time, etc), termination (ideally you want to be able to terminate for any reason if they become a problem client. Otherwise, you should at least list specific reasons for termination that reflect problem clients in your industry), client responsibilities (to provide information, equipment, cooperation, etc) and what happens if they don’t fulfil those responsibilities (including an option to terminate), intellectual property (Who owns the work that you create? What about licenses? Any use restrictions?) and confidentiality/publicity (what is/isn’t considered confidential, can you publicly share that they’re a client, etc). You may also want to consider adding dispute resolution and change control terms, depending on the nature and scope of the contract. If you’re worried about industry specific issues, find a lawyer that specializes in your industry.

      Charging for consultations can be industry and location specific. Figure out what similar consultants are doing in your area and follow their lead. You can also limit free consultations to a shorter time (15-20 minutes) and then charge for longer strategy calls (or whatever the industry terminology would be).

  32. Beth Jacobs*

    My large company is offering its employees a volunteer work day. We’d be removing invasive plants in a nearby national park.
    I really want to sign up! I love the great outdoors and would really appreciate the chance to get to know some people outside of my immediate team (I joined the company in March 2020, so I’ve worked remotely for a good chunk of my tenure and have attended no teambuilding events).
    The problem is that I’m a rather anxious person and I think in this case my anxiety is holding me back. First of all, I’ve never gardened and am worried I won’t be any use. Furthermore, I’m super nervous about interacting with coworkers in such an informal setting, in gardening clothes and without being able to lean on my expertise for confidence. What if I’m just embarrassingly clumsy and awkward?

    Can I get a sanity check whether any of my fears are grounded in reality?

    1. Alldogsarepuppies*

      These types of volunteer days tend to be geared to all levels of skill – they’ll have a job for you so you can cross that fear off. For the second one, I get overly anxious about social interactions and sometimes legit practice them out loud (to my bf or the mirror of my bff over video chat) so when I do start talking about [insert casual topic here] its much easier.

      1. fueled by coffee*

        Seconding this – if the National Park needed trained people to remove the invasive plants, they’d have trained people to do it. If they’re offering non-botany-related workplaces to come in to do it as a “volunteer day,” you can safely assume that they’ll teach you everything you need to know on the job.

        1. Clisby*

          Yes. My daughter (a grad student at U. of Florida) has done this 2 or 3 times in a local park. You can’t really mess anything up – the worst that can happen is that you’re not very good at pulling out invasive plants. Which is very different from gardening.

    2. londonedit*

      I understand why you’re feeling anxious, but I don’t think any of those fears will end up being reality. Everyone will probably feel a bit out of place, and if you feel anxious when you get there, just own it – I find people respond really well when someone is open about their worries in a situation like that. You could say ‘I’ve never done any gardening before, but I’m excited about pitching in – I hope if I’m pointed in the right direction I won’t go too far wrong!’ or ‘Gosh it’s a bit odd being at work in my old clothes!’ or something similarly lighthearted to break the ice. And I really don’t think everyone else is going to turn out to be an expert gardener – and even if they do, hands-on work getting rid of unwanted plants isn’t really the place for expert gardeners to shine. As long as you’re happy to muck in and do whatever needs to be done, you’ll be fine! And if you’re not sure about something, ask – the ‘Never done this before, need a bit of help’ card never goes amiss and people will be happy to help.

    3. Alton Brown's Evil Twin*

      You are waaaaaaay overthinking this.

      It takes no gardening skills to whack at a weed with a hoe or a trowel. Most people have no gardening skills! Either the park service will send someone out with your crew to help with recognizing invasive plants, or they’ll give you 30 minutes of training and then some laminated cards or something.

      There will be no penalties if you miss one sprig of invasive giant Patagonia llama-weed, or accidentally dig up a rhododendron. Removing invasive plants is a multi-year process, and nobody will expect a crew of volunteer amateurs to do a 100% job.

      As far as awkward and clumsy – everybody is going to be on the same ground (literally)! Everybody is going to trip over a rock or a root. Everybody is going to drop a tool. Everybody is going to have to stop to retie their shoes.
      Everybody is going to get a little dirty and a little sweaty.

      Go, have fun, just engage in small talk with your coworkers, get a little dirty, do a nice thing for the park.

      3. new worker bee*

        What’s funny about you mentioning rhododendrons is they are actually an invasive species in the UK, so depending on which side of the pond Beth is on, she might be supposed to dig up the rhodies!

    4. Lunch Eating Mid Manager*

      Your fears are not grounded in reality! This is exactly the kind of purposeful event that is helpful for networking/icebreaking. You are all gathered together for one reason (pulling weeds… I mean, to each their own but I’m glad you’re jazzed about it), which provides instant conversational fodder and a reason to bond. I can’t imagine anybody else judging participants for what they are wearing to garden (?) or their weeding technique (??). Sign up ASAP!

      1. WellRed*

        I agree. This sounds like a great opportunity to bond a bit in a no pressure setting and do some good at the same time.

    5. Charlotte Lucas*

      I think you should sign up. But ask any questions that might be concerning: Will there be training? (My guess is Yes, because they don’t want people removing the wrong plants!) Is it soli or in teams? How will the teams be determined? What should you bring/wear?

      Do you have a work friend you can ask to sign up for moral support?

    6. MansplainerHater*

      I managed volunteer days in a National Park! In my experience, they were specifically geared towards physical abilities of all skill levels, did not require any botanical or horticultural knowledge beforehand, and were just supposed to be fun! If you want to make yourself the favorite person there, bring extra snacks/drinks for everyone. I was so poor and undernourished when I worked there — volunteer days were when we felt like we could share our passion for natural resource protection with outside folks, but also get some granola bars/coffee!!

    7. K*

      We did exactly the same thing for our volunteer day and it was great! And you definitely don’t need any prior skills. I also feel quite awkward in group settings (especially after 2 years of lockdowns and WFH) but find this kind of group activity easier in that you all have a shared goal that automatically gives you something to talk about. In our case everyone including the director spent the day madly hacking away at those poor invasive plants, and it was great fun (and very cathartic!), especially as we had barely spent any time together in person since the pandemic began. I highly recommend you sign up, I don’t think you’ll regret it!

    8. This Old House*

      I can almost guarantee that none of your other coworkers have experience removing invasive plants, either, except that one guy who is passionate about invasive plant removal and has been advocating for this project for years while everyone ignores him because 99% of the population never thinks about invasive plants. You will all be on the same footing, except for that guy (who may end up more popular or significantly less popular because of it).

      I’d be just as anxious about informal situations with coworkers I don’t know well, but if invasive plant removal was something many people knew a lot – or anything – about, we’d have much less of an invasive plant problem!

      (Can you guess I’d be that guy at my workplace?)

    9. Hotdog not dog*

      Do it! As a lifelong gardener, I can promise you that there is zero skill required for pulling weeds. There will undoubtedly be someone there who will tell you what the weeds look like and the best way to eradicate them. Don’t worry about missing a few or pulling out the wrong thing by mistake…there is a good reason weeding is considered an endless task, and they wouldn’t have volunteers doing the work if there was a risk of damaging some rare specimen. Enjoy the time in the outdoors!

    10. Seeking Second Childhood*

      Any weed removal project will have several parts. Some people pull the weeds. Some people move the debris to the compost or burn area. And entirely likely that someone is going to be coordinating snacks and food. When you call, just ask what kinds of things you can sign up to do!

    11. GlowCloud*

      Your fears sound totally unfounded.

      You really don’t need any gardening experience for this kind of work. It takes about 30 seconds to learn how to dig out weeds, and there will be someone with plant identification skills supervising the group. The organiser will set you up with the right tools/ job for your level of capability, then you can use this as a time to chat and socialise while you do something physical and straightforward.

      Everyone’s going to be wearing the same kind of clothes for working in, and outside their usual work context. Nobody’s expected to be an expert in horticulture. The supervisor will be keen that you all go at your own pace and remember to sip water. Just listen to the group chit-chat and join in as much as you want to. Ask about peoples’ own gardens, or their other hobbies. Or get the supervisor to tell you more about the park – they’re almost certain to have some great stories!

      I promise you, this is a really low-stakes situation, and I hope you’ll enjoy it.

      1. the cat's ass*

        came here to say this-My DD GS troop did this when they were in grade school and everyone has a great day!

    13. Chauncy Gardener*

      This will be a low intensity activity, brain-wise. Someone, maybe multiple someones, will be there to show everyone what this invasive plant looks like. Double checking with fellow puller-uppers (“is this it?”) is a great excuse to chat.
      And you would be doing a WONDERFUL thing for the national park. I spend an enormous chunk of my spring time here yanking up these godawful invasives. They’re just so terrible for our native plant, animal and insect species.
      Hope you have fun!!

    14. Pete the Cat*

      Beth Jacobs, don’t worry a bit about not having gardening knowledge: people who garden are usually downright joyful to share their smarts – they’ll be happy to teach you , or I’ll eat my pitchfork…
      Is there a way to find out who else is going so you can make some chitchat before the event to loosen up and make a connection, or an organizer you can ask about a dress code so you can feel confident in your gardening clothes? (I recommend old jeans, grubby work boots (not sneaks!), a long-sleeved wicking shirt with a long-sleeved flannel over it – and if you don’t want to ruin your own clothes and you like to recycle, visit your local Goodwill or Salvation Army for an easy, cheap outfit.)
      I truly hope you can go and have fun. There’s something about fresh air and touching nature that’s very good for anxiety. Best of Luck!

    15. Beth Jacobs*

      Thanks so much for all the unanimous responses, you’ve all been so kind and helpful :) I’ve signed up and looking forward to the event.

    16. Quinalla*

      Try not to worry, these types of events are geared for people with zero experience. Ask if you should bring your own gloves/tools (if you have them) or if they provide (if you don’t). I’ve done weeding at community gardens run by the local food bank with my company, it was really great to do something different and be able to talk to each other and be outside. I think you will enjoy it a lot!

    17. Working Hypothesis*

      Nobody will care about whether you’re clumsy and awkward. They’ll be too busy doing the work themselves, and they’ll be glad you’re there because one more pair of hands will make the work easier for them. Beyond that, you are just not enough the focus of any one person’s attention for them to notice or care about the details of what you do. Occasionally, being totally unimportant is helpful, and you will have in this case the advantage that just by showing up, you’ll already have made most people around you pleased; and beyond that you won’t draw much of their attention. So go forth and be useful and enjoy!

  33. The Assistant*

    What are thoughts on applying to jobs that you feel lackluster about, but need a job to make money? I wish I could wait a bit longer to find a better fit, but I might not be able to.

    1. Ali + Nino*

      Do it. At a certain point the misery of scraping by gets real old and you can somehow deal with about eight hours of “lackluster” enthusiasm if you’re able to fund the rest of your life.

      1. The Assistant*

        I hear you and am certainly considering all options! But having left a past toxic job and I am very wary of getting into the same.

    2. A Simple Narwhal*

      I say go for it! My current job was a lackluster placement from a recruiter, and it’s honestly the best job I’ve ever had. But it definitely depends on what you define as lackluster – if it means a good fit but kinda boring, that’s way different from it’s ok but I’m not feeling good about it.

      I was looking for something perfect and exciting, something I could be passionate about, but unemployment was about to run out so I said yes to the boring big corporation. Well, it turns out I’m significantly happier working for a place I’m not passionate about (and they don’t expect me to be), rather than the passionate jobs where it had to be something I eat breathe and sleep, where they expect constant enthusiasm and dedication and the job to be my main focus at all hours. I’ve worked for jobs that sounded cool when I talked about it to others, and it was exhausting and burnt me out. I wanted that in my early 20s, but ten years later I like doing a job that I sign off at the end of the day and never think about it in my off hours.

      So if you’re hesitating at applying for jobs that sound doable but not super exciting, I’d say go for it. You’re not immediately agreeing to work for them, you’re just saying you’d like to know more. And if what you learn sounds terrible, you can always walk away.

      1. The Assistant*

        It’s so interesting. There are some jobs I’m passionate about but don’t pay as much or don’t offer benefits. It is so different to interview at a place where you do feel that, you know?

        I am getting some interviews at the lackluster places, but still want to call one place I applied for weeks ago. They said they’d contact after their application process closed five days ago. (I applied four hours after it opened.) I know they probably aren’t interested, but I was so excited when I applied. I’d hate to move forward with the others if it turns out they are interested.

        I think the key to some contentment at a lackluster job is not looking back too much. But this is difficult to do!

        1. Hillary*

          The other key to contentment at a lackluster job is to remember what it’s facilitating. Those 8 hours a day let you survive, yes, but also enable you to pursue your passions outside work. I used to work with a lot of people who stood at the same manufacturing station for 20+ years. It wasn’t exciting or interesting, but it gave them the finances and mental energy to pursue everything else they wanted from life.

    3. Me*

      You’re in good company. Lots and lots of people work a job because they need a paycheck. The whole trope about all these people doing what they love – well its just not true. Sure there are people who love their work, but there’s plenty that think it’s just ok.

      I like my job well enough, it’s been good to me, but I don’t love it. I love pieces of it but that’s stuff like helping others or problem solving – not actual specific to this job. And there’s things I don’t like about it along the same lines. But more or less, I have this job because I need a paycheck.

      It’s perfectly fine to get your fulfillment from things outside of work.

    4. Seeking Second Childhood*

      I’m a big fan of temp work. In the two states where I have been on unemployment, temp work was encouraged. Any week you get paid enough, you don’t get and unemployment payment. But that unemployment payment doesn’t disappear if you don’t get a job it is added at the end instead.
      And sometimes temps get hired the permanent staff. I did, and I used it to switch career paths.

    5. Kes*

      Keep in mind, accepting a lackluster job doesn’t mean you’ll be stuck doing that for the rest of your life, it just means you need a job to support yourself and you can always keep looking for something better, just that you’re going to be able to get paid and pay for things while you do

    6. 867-5309*

      Applying for a job does not mean getting the job, so apply away. IF you make it through the process, then you can determine if it’s work you can tolerate doing at a place you can tolerate doing it for awhile.

    7. RagingADHD*

      I think you’re far more likely to find a decent job with good pay, benefits, management, and stability when you aren’t enchanted by the prospect.

      The “luster” is the very thing that’s most likely to blind you to red flags or set you up to be underpaid and exploited, so “lackluster” means you are seeing the job as you would after the honeymoon phase wears off. I think it can be a good thing.

  34. Imaginary Number*

    I keep getting side-projects I started pulled out from under me and essentially “given” to someone else and I’m not sure how to stand up for myself without coming across as whiny. This has happened three times and, because I feel it’s necessary context, I’m a woman in a very technical role and these projects kept getting given to men.

    I’m very well regarded in my workplace. I’m the go-to person for a lot of expertise and have been promoted more rapidly than my peers. None which I can complain about. However, this keeps happening: I’ll identify something, a process or a tool that is failing or not working as it should, bring it up to the right technical leadership about my ideas for how to improve it, only to get invited to a meeting where I find out this new project is being headed up by someone else (always a coworker at my level) but they would love my input.

    To make it worse, the first time the person didn’t follow through for over a year, at which point they came up with a tool that was ineffective at fixing the problem. The second time the person didn’t really do anything with it (the third time is really related to restarting project #2 except with a different person, also not me.)

    It would be easy to let it go and find something else. There are lots of technical things I can get into. But these projects specifically relate to problems that I’ve seen impact the projects I work on that I’m passionate about fixing.

    1. A Penguin!*

      The only thing I can think of to say is does your leadership know you want to be the one working on these projects? I can see a version of this situation where the manager comes out of the meeting with you thinking you’ve found a valid problem to focus company effort on, but doesn’t realize for whatever reason that you want to continue working on it / thinks you don’t have the time to work on it in light of other tasks XYZ / thinks you are asking them to solve it. Whether that’s a reasonable read on the situation is dependent on more details than are in your post, but I think it’s worth making sure they know you’re available/interested in continuing to work on the new project.

    2. Zephy*

      Once is a fluke, twice is a coincidence, three times is a pattern. Ask your boss what’s up, you’ve noticed this happen several times now.

    3. Girasol*

      Can you tell whether the problem is that your coworkers want the work so badly that they’re annoying the boss until they get it, or whether the boss perhaps thinks you’re too swamped and taking the work away so you don’t burn out, or some other problem? Figuring out why should help you to solve the problem.

  35. Enn Pee*

    First-job question:
    My 17-year-old son recently became a swim instructor. (He’s been a lifeguard at this facility for 6 months.)
    His supervisor (so far) has not given him a class list/roster or a good sense of the levels of any of the kids in his classes.
    My son would like to lesson-plan, and ideally be able to evaluate kids by name (!)
    If someone has been in this situation, could you help with a clear script he could use?
    (Note that the supervisor is odd in general, so it needs to be as clear as possible.)

    1. Nonny*

      When do lessons start? When I taught, we wouldn’t get rosters until right before lessons started because the sign up time was long. My first class was evaluating students, but the classes were also already set up by basic ability, so level 1 was ages 4-8, with no swimming experience. Level 2 was ages 5-9 where kids could hold their breath and submerge under water, etc. I worked at a county pool, which had to operate in a very specific way. Private pools may be different.

      Hopefully his lessons are set up the same way. It would not be safe to have swimmers and non swimmers in the same class.

      I think he could ask when sign ups close and also to see a partial roster if they’re still open, but I do t think he’ll get a sense of ability until the first lesson.

      Is he WIS certified? I found my training and the materials from the course gave me good lesson goals, but you also have to work with each kid where they are, especially the nonswimmers. It was typical for me to have a five year old who went from being scared of the water to being able to swim a pool length over the summer and to also have an eight year old who loved the water, but wouldn’t progress past a very weak doggy paddle in the same span of time. The kids will progress at their own pace when they’re ready. If he focuses on teaching safety and getting kids comfortable in the water, he’ll have a good success rate!

      1. Enn Pee*

        Hi Nonny,
        Yes, he has his WSI certification.
        Classes have ALREADY started (this is why he’s so concerned). The kids are in levels/age groups (he thinks appropriate for the kids) but I think he just wants to be absolutely clear in documenting what the kids are doing and make sure they get what they need.

    2. HR Exec Popping In*

      He should just be direct and share what he would like but a specific date and why. So something like, “Boss, I want to create lesson plans for my swim lessons and need a class roster so that I am able to understand each participants’ swim level currently and evaluate their progress.” If the boss isn’t committal, your son should be prepared to ask when can he get that information.

    3. Texan In Exile*

      When I taught swimming when I was in high school and college, I taught 4 and 5 year olds and our course goals were for them to be able to put their faces in the water and blow bubbles and maybe float.

      The older kids were divided more by ability than by age, I think: Could they float? Could they get themselves across the pool? Could they swim a basic crawl? Breastroke? Backstroke?

      I never had more than five children per class and had a list with all their names.

      Until tennies with velcro closures came out – halfway through college, I think, I spent my entire five-minute break between classes tying shoes.

  36. Rusty Shackelford*

    Once again, let’s share the things you wanted to say to your coworkers this week, but didn’t. And let’s give ourselves a pat on the back while we’re at it…

    Do you realize you make *twice* as much unnecessary noise as the person you complained was “too noisy?”

    1. Imaginary Number*

      “If you don’t know how to do something, please just say so and I’ll be happy to point you in the right direction. Stop setting up meetings to “collaborate” because you think you need to trick me into doing it for you while we’re sitting there.”

    3. NotRealAnonForThis*

      Its 2022 can we maybe NOT insinuate that a woman got her (director level) position due to Daddy or due to who she slept with?

      (If you read my response up that way about a coworker and the vaccine mandate, yeah, its the same guy. He’s a toxic glassbowl in general.)

      1. Rusty Shackelford*

        People are so eager to say a woman slept her way into a job without addressing the fact that this means a man would only hire/promote a woman he was sleeping with.

        1. NotRealAnonForThis*

          And FWIW, I believe this says FAR more about the person with the power of authority than the person who has to make a choice about it.

    4. Sylvan*

      My department is not your break room. Stop coming over here to have personal phone conversations!

      Yes, it’s quiet here. It’s quiet because we’re working and we like quiet. Go away!

    5. Alton Brown's Evil Twin*

      “It’s pointless to discuss this off-the-cuff in a standup meeting without having stuff written down for the rest of us. Otherwise we’re just going to sit here on mute while the two of you argue, and there will never be a decision.”

      1. The Kirribilli Side-eye*

        Oh my goodness, I think I’ve been subconsciously having that thought for about a year but never actually put it into words! Thank you!

    7. londonedit*

      If I send you something to work on, with a detailed brief and deadline, I’d prefer it if you didn’t ignore my emails for two weeks before sending the work back to my boss instead of to me. Did my boss send you the brief? No. Does my boss know anything about what I asked you to do? No.

    8. Eldritch Office Worker*

      “I understand that this is not fundamentally a priority for you but I need to make decisions that impact literally everyone else so if you could just respond to your effing email….”

    9. Littorally*

      “Hi [Name]! :) Thanks so much for reaching out for absolutely no reason :) Sending me more pointless introduction emails will definitely let me get to your request sooner :) I’ve got loads of downtime in my current role and this isn’t wasting my time at all :) I have no other stakeholders and no other priorities than your request :)
      Emailing me literally within half an hour of your request landing in my queue, when our SLA is 2 business days, is a totally reasonable and proportionate thing to do :))))))”

    10. Cookies For Breakfast*

      This week, it’s the various bullet points I could have sent to the HR person who asked for “a brief outline” of my reason for leaving, which will be “shared with the leadership team”.

      I have a list and it’s the opposite of brief. So I sent a short note about having found a new job that lines up with my career goals, and wanting to learn skills X, Y, Z, which my current role doesn’t focus on.

      The part about working in a department that was never set up for success or supported by the rest of the business? There’s nothing I haven’t already said to my line manager, and even my manager’s manager, during my years here. The leadership team couldn’t care less. The occasions to make changes they’ve let pass by are too many to count. The hours to my last day, on the other hand…

    11. CreepyPaper*

      You’ve been in this job eight months. I’ve been in it eight years. I know I have to click ‘submit’ when I’ve filled in my export paperwork. I get that you’re eager and trying to impress Boss but for the love of Pete stop telling me how to do my job. I BLOODY KNOW.

      1. Ama*

        Oh, funny, I have the opposite one:

        “I’ve been here nine years, I do not expect you in month seven to know everything I know, but I also can’t spend hours of my day reassuring you every time I have to correct you.”

      2. jumped all the sharks*

        As the creepy boyfriend of a mysteriously promoted asst. dean looms over my shoulder, pointing to the keyboard saying “now press enter” when I am trying to demonstrate a workflow he knows nothing about.
        Go mansplain your way into a promotion and gtfo of my space.

    12. Attractive Nuisance*

      Stop saying “said.” You don’t need to say that you added said data to said file on said computer. The word “the” exists for a reason.

      (Is this one too specific? It’s just driving me insane!!!)

    13. Free Meerkats*

      Congratulations! You made an actual decision without 13 different questions salted heavily with TLAs and unrelated observations. And, DAYUM! It was the correct decision!

    14. Llellayena*

      If you’re not sure how to do something, ASK! Don’t guess and then not tell me so I find it the day we have to issue it and have to delay while I re-do it correctly!

    15. Jessica Ganschen*

      If you don’t give me an address, the document will not get sent out. I am neither a mind reader nor a wizard, and I don’t have time to chase down you and every single other person who needs documents mailed out but failed to provide a specific place to send them.

    16. TiredEmployee*

      “I’m not trying to be territorial when I tell you it makes more sense for me to do a thing for you! It’s literally your third week, you’re not very experienced with this skill, our systems are NOT easy to navigate, and it’s barely within your job role. I’ll happily show you exactly what I did and why it works that way, but please just let me spend ten minutes doing the thing so you don’t have to waste a day trying to work it out on your with only half the required knowledge!”

    17. Lifelong student*

      “Failure to plan on your part does not constitute an emergency on mine.” I have used this many times!

      3. Ali + Nino*

        Words to live by. Had a project for a client who sent me a file I requested at least a week earlier…the day before they wanted their project live, so now it will (hopefully) go live two business days late. I can’t care more about your project than you do.

    18. Nessun*

      Stop getting defensive in a group call, especially when you have completely misunderstood my comments and others on the same call, at your level, understood me just fine. No one’s telling you to change your process, or push back on a client, or getting angry about the federally-mandated deadline! My group would just like your group to fill in the existing documentation THAT THEY ALREADY USE in one further column they’re currently leaving blank. It would help us a LOT, and it’s info you’d have when you initially filled in the document. I’m not asking you to reinvent the whole process or contact the government to change their requirements! Just fill in the spreadsheet!!!

    19. Ashloo*

      Why do we send over a draft version if you’re just going to wait hours after the final version is out to make “urgent” changes? Thanks for interrupting multiple evenings this week with this bs, and deciding that not getting an instant response after hours warranted cc’ing and calling up the chain. Jfc

      1. Not a cat*

        Hey Mr. VP, It would be nice if you sent me a first draft of the 16-page whitepaper (that has to be live on the website at 6 AM today) before 2 AM last night. Oh and I don’t make “edits that suck.” That’s your buddy/favorite/pet who can’t write, who makes those craptastic contributions. Also, wine-fueled work isn’t easy to fix. ( It took me an hour and a half to get through the first page. It was one long sentence)

    20. Lyudie*

      Oooh I was hoping this would return. I have one or two from this week for sure.

      “How does it happen that a feature is ready and released to customers before other people on the same product (at a high level! not just us peons!) had no idea this was even coming? I KNOW there are a billion meetings but why did this never come up in anyone’s status, ever?”

      “I’m over it, I’m done, time to go walk into the ocean” (I very nearly said this to my manager but held my tongue. She would have just laughed her ass off)

      1. Legally Bored*

        I regularly tell my boss I’m going to backflip into the sun for everything from a mild inconvenience to an actual crisis.

      2. Academic Promotion Hell take 2*

        Two weeks ago I told my director that I was “all out of fucks” Today I put in for a vacation.

    22. Off My Lawn, You Must Get*

      “YOU are a degreed engineer. I am a guy with a BA in English.
      I should not have to argue with you that – no really – they built this wrong and it won’t work.
      Also, after you blow me off AND the machine is proven to be built wrong, perhaps more than a grudging “you were right.”
      May I suggest, “You were right and you saved the company several thousand dollars, thank you.”?

    23. Coffee Bean*

      Did you even read the question someone e-mailed to you before coming to me asking for a response to the question??

      No, I can’t explain what I think the person who e-mailed you means. My crystal ball is in for repairs. Did you try asking the person for clarification?

    24. Lady Alys*

      No, you do not send the login ID and password to our office Zoom account to your meeting attendees. That is now how they join your meeting.

      (How does a person not know this after two years?)

      3. Academic Promotion Hell take 2*

        Wait! I was in a meeting today with a tenured professor who didn’t know how to “raise his hand” It took all my self control not to blurt out, hey what have you been doing for the last two years!

    25. Mother of Corgis*

      Nowhere in my job description does it list “must have psychic/mind reading abilities.” Believe me, I checked. How about you just keep me in the loop?

      I left you a voicemail on why I was calling you! Why don’t you listen to the voicemail instead of calling me and asking why I called you?

    26. Hey anonynonny*

      I know none of us want to go back to the office. But we need to talk to management about it instead of just not showing up.

        1. Whatchagonnado*

          Introduce them to my boss who once showed up at my desk after I had changed a ticket to one day further out (at her boss’s request): “OMG I’m in the wrong province He’s gonna be SOOO MAD!” Yes, yes I know that…my bigger question is, how did you get ON THE PLANE??! (We have never figured it out. He was annoyed, but he got over it. He married her, after all.)

    28. Anonymous technical writer*

      I will not audit your website.
      We use doc#s as filenames because that number is tracked in the manufacturing database.
      Stop changing the filenames PDFs if you think it is too hard to keep a PDF library in sync with current revisions.

    30. WellRed*

      Well I actually did say something! We have a coworker who overshares regularly and seems to think our weekly staff meeting is an opportunity to provide updates on himself. Lately it’s been about his aging parents (I do sympathize, they are having multiple issues). He launched in this week, again, with personal and slightly gross medical info about parents and I asked if we could pleases not go into the gory details (or something in that vein). Boy was he surprised. Not my best moment but zero regrets.

      1. Seeking Second Childhood*

        Having been on the receiving end of some of those TMI meeting moments, I think your moment was stellar.

    32. AgencyLife*

      “The reason I gave notice to you today, boss, is because this entire agency operates with a level of mediocrity I’ve never before seen.”

      And then: “Why, yes, your boss — the CEO of our parent company — did indeed ask me to come work directly for him once he found out I gave notice, because at least *he* recognizes excellence when he sees it.”

    33. Dragonfly7*

      Coworker of 8 years, why are you suddenly telling the new hire I’m training to do something different, automatically interjecting your opinion and/or escalating questions to the manager when a customer asks me for help, and monitoring my actions even during the times you aren’t assigned to my area?
      (My suspicion is that my manager asked them to monitor me and report back because of some action I’m doing wrong but haven’t been told about yet. My manager hates confrontation and previously asked me to do the same to a different coworker rather than actually talk to them.)

    34. FridayAngerrrr*

      “Not sure why I have to be here at 8am for an empty building while my male coworkers can roll in whenever they feel like it.”
      “People are trying to work together to make things better; it’s not a personal affront to you.”
      “I HATE THIS PLACE.”

    35. Mimmy*

      – Why are you going into every nitty-gritty detail? Even worse, you are so. slow. when you give your report!! You do realize that there are about 10 of us who still have to give our report, right?! Don’t think that the lead person isn’t going to tell you to wrap it up!

      – Yes, I do use auto-captions during Zoom meeting, but they don’t help when you keep interrupting and talking over each other! One. At. An. Effing. Time.

    36. Anon for this!*

      Can you just review the spreadsheet of YOUR projects and note which ones are complete and send it back to me instead of making me sit on a zoom call for half an hour and listen to you talk about every.single.one.of.them?

    37. JelloStapler*

      YES!! I was hoping this came back. Not always teammates, sometimes clients.

      Get over it – it happened years ago and constantly venting about it makes you look bitter.
      Thanks for that really, I’m so glad we’re that important to you.
      How did that work out for you?

    38. Database Developer Dude*

      I can’t share any of the things I’ve wanted to say to coworkers this week here. Alison prefers we not use those types of words here.

    40. ShysterB*

      “That thing you just asked me to send to you? It was the attachment to the email you’re responding to from 10 minutes ago.”

      1. Chauncy Gardener*

        How about that thing you asked me to send to you last Thursday and that I SENT TO YOU LAST THURSDAY and now you’re asking me on Tuesday for it?
        Don’t think I’m being snarky when I just resend the Thursday email, dude.

      2. NotRealAnonForThis*

        I actually DID reply to this out loud with “please check page 8 and 9 and let me know if that isn’t sufficient”. (Spoiler: it was, they just didn’t read past page 4.)

    41. Asenath*

      No, you did not RSVP to me about that meeting, and that’s why you didn’t get an agenda, and if we still served food, why there wouldn’t be enough to go around. No, it does not count if you told my boss/some random person who was also invited/everyone getting coffee one morning two weeks ago/your spouse that you were going. RSVP to the person who sent you the invitation!

    42. Xena*

      To a client: “For the love of our collective sanity, if you’re going to upload 80+ documents to the portal that we need to use, could you take the 30 seconds to name them something roughly equal to what they actually are and can you not nest them inside a folder that is inside a second folder with a completely different name and purpose?”

      1. Seeking Second Childhood*

        I’m still sorting out overlapping project folders delivered to us like that from a vendor. To clarify, the projects didn’t overlap–just the nested folders & zip files sent back at different times.

    43. Anonosaurus*

      “Please can you perform your RAT before you come into the office without a mask on? Thanks!”

    45. new worker bee*

      “Stop trying to get Jane in trouble for giving me her work to do when the only reason you want her to stop is so you can give me YOUR work to do.”

    46. RagingADHD*

      Listen, I addressed the issue directly with the client because he asked me a direct question.

      And the reason he asked me was because Betty for some unknown reason cc’ed me on that email and told him the whole thing was my idea when it most certainly was not.

      And then she left his question hanging without a reply all damn day.

      If I’m supposed to let Betty handle client interactions, then she needs to

      a) actually freaking handle it, and

      b) keep my name out of her mouth.

    47. Academic Promotion Hell take 2*

      Dude- the Promotional committee overwhelmingly voted no on your promotion to Full. The blame for this lays squarely at your feet. You ignored my advice, whined for 3 and half months, ignored the good orderly direction of coaches who were assigned by HR, and this was all reflected in your dossier. I’m just plain tired.
      And I swear if you have the nerve to say to me “how hard you worked for this” I may puke in your vicinity.

    48. The Dude Abides*

      1-Yes, I too would like to return to remote work 1-2 days a week, but how about we clean up the god damn backlog that was on the department’s plate before I left (mid-April), was still there when I came back, and is nowhere near caught up? Your productivity has fallen off a cliff, and I have an empty cubicle with thousands of reports going back to 2020 to prove it.

      PS Get ready to have your ass chewed out when the audit findings get presented.

      2-Dude, I don’t expect you or anyone else to match my output, but you better get ready for the handoff once I get shit caught up. You only got promoted because no one else within the agency was interested, and the new person has been running circles around you. Start pulling your own god damn weight.

    49. Just delurking to say...*

      1. For the love of god, Check. Your. Work. So that I don’t have spend HOURS flagging your mistakes … checking your revision … flagging the mistakes you missed despite them bring flagged in bright yellow, fixed incompletely, fixed incorrectly, or somehow introduced while fixing other mistakes … checking the revision of the revision … flagging MORE mistakes … checking the revision of the revision of the revision … and STILL. FINDING. MISTAKES.

      2. THIS is why there is no manual for this process – I have no time to write one because so much of MY time gets consumed by YOUR mistakes.

    51. Neurodivergentsaurus Rex*

      “Why do you give every email the subject line ‘hello’? Have you ever considered making the subject line something related to the body of your email?”

    52. Sparkly Librarian*

      “Please, tell me more about how effective communication and the ability to have difficult conversations are necessary skills for a manager.”

      “Can we just do this the easy way and be DONE on schedule? Or do you have to rehash every item that was ever on the list, and bring in a few that never were, just for funsies?”

  37. LlamaPro*

    I was contacted by an HR recruiter to follow up with me about a role. They let me know I didn’t meet a requirement for the role but they would keep me in mind for future roles. When I checked my records they had followed up on the wrong position. I was qualified for what I applied for but they had slipped on the title (a role they were hiring for) – think llama services director vs llama support director.
    Can I follow up on this or should I write this one off?

    1. Imaginary Number*

      I would! I think it would be relatively simple to ask for clarification on the qualifications they’re looking for and specifically copy-paste the listed requirements for the role you actually applied for.

  38. Violet*

    Why do employers seem reluctant to put the word ‘hybrid’ in their job descriptions? When looking for remote work, it’s becoming hard to decipher if a job is remote, hybrid, or onsite. I do end up writing to employers to ask, but wish it was clear in the description.

    1. OyHiOh*

      My suspicion is that some employers are using the hybrid term to lure people into applying, when the position is much less flexible than they want applicants to assume.

      On the other hand, my organization is using “hybrid” in a job posting to mean: A successful candidate will either live in the region we serve, or be able to relocate to the region we serve; and also, will have flexibility to work a combination of remote WFH days, in office days, and out on worksite days. A few people have emailed with questions about what hybrid means in our case, and I’ve been more than happy to explain what we mean.

      1. Violet*

        Thanks! I just got off a phone screen for a role that turned out to be hybrid, but it was nowhere in the job description, nor was the salary.

        I’m not sure if it’s a match, but I did the phone screen because they asked, I loved the company on paper (and it seems they are a great place), but also just to get this kind of crucial information.

    2. Admin of Sys*

      My guess is because if they put it in writing, it will be harder for them to change it later. They may be considering the job hybrid /now/ but in 2 years want to be able to re-evaluate without as much pushback that having it written down in the job desccription would create.

      1. Violet*

        I guess. But things always change. And you still have to have some sort of opening offer of where the location even is. Some put remote, when they really want someone to come into the office a few times a week.

        If I keep getting interviews, I’ll ask my questions there, but seems might be a waste of time if we aren’t on the same page location-wise. For those that seem out-of-state, I’ve just been emailing and they later amend the description.

    3. 867-5309*

      “Hybrid” is so open to interpretation so perhaps they don’t want to be held to someone’s individual definition of what that means.

      1. Violet*

        I guess. Things are still as in flux as they’ve been, it seems. And there is no standard definition of things at the moment.

        Good to know!

  39. Ipana*

    I don’t want to stereotype anyone, but it is seeming more and more likely that one of my direct reports has a learning disability, more specifically some issues with executive function. They’re disorganized, have poor attention to detail, difficulty following complicated instructions, and challenges applying learned skills to different activities. These issues always existed to a degree, but initially I thought it was the learning curve of my organization, which is large and diverse. And then about a year after they arrived the pandemic hit and some of the issues were postponed because the work we did wasn’t quite so involved and to be honest, there are some things they do well. But now that we’ve resumed some semblance of normal, the issues are becoming a problem and it is becoming increasingly difficult to manage them. I’ve talked with HR and there are steps we’re taking to address the issue before we move ahead with a PIP.

    But, I haven’t mentioned to them or HR this feeling I have. For one, they haven’t said they have a learning disability or any other disability. They haven’t asked for any accommodations or preferences (I have tried doing things verbally, in writing, verbally and then summarizing in writing and vice versa- none of it works well). And the thought of even broaching the subject (with them or HR) without any hint or suggestion from them makes me sweat and feel generally icky. But, I would almost welcome it, if that were the case, because I would be better able to help them succeed. As it is, things continue to get worse and if they don’t start improving, they will be put on PIP to address whether the situation can be improved.

    I’m just wondering if anyone has dealt with this kind of situation before. I could use a little comraderie as I’m feeling a little alone in all this and guilty about making a bad hire. (because although they might be good at some things, the issues are pretty significant)

    1. Leilah*

      I have not dealt with this, but I have been (and sometimes still am) that employee. I have even given some direct talks in my org about being autistic and ADHD. My number one thing I want people to now: you don’t have to have a diagnosis, or even suspect a diagnosis strongly, to check out strategies for ADHD/autistic people and see if they might work for you.

      These types of strategies are often VERY different from classic organization strategies. Many of us just leaned into those classic strategies and it made things worse. Finding out there are radically different ways to approach these problems was huge for us. Since this person is your direct report, look into these types of strategies (even if they sound to you like you would hate them) and give them or suggest them to your direct report. I assume you are already working with them on how to do better? Just frame it as, “This strategy hasn’t been working, maybe you could try this other strategy my sister said help her.” Or whatever other reasoning seems right for you.

      Finally, be sure you aren’t stigmatizing or penalizing them for using these strategies as long as they get the work done adequately. For example, I really, really need to do my focused projects outside normal work hours so I don’t get interrupted. I know my bosses would prefer I didn’t do that, since they don’t want it to seem like we are working long hours. But I *need* this – I get things done faster this way, and more importantly I reduce the number of errors precipitously if I don’t get interrupted.

      1. RagingADHD*

        OP, just to emphasize, here, though: when you offer a strategy or try something, do *not* connect it to a diagnosis or disability in any way.

        Just, “hey, how about trying this to see if it helps?”

    2. Former Llama Herder*

      I haven’t dealt with a similar sitaution, so I’ll certainly defer to those with more expertise, but my gut says to keep your suspicions to yourself. You can still point out the things you’re noticing in a direct, compassionate way and ask the employee if they have any ideas on what supports would help them, but I don’t think it’s appropriate to speculate. Keeping it focused on how the issue is presenting itself still allows you to offer supports that address the issues without getting into personal/medical terroritory. (Because my background is in education, the example that comes to mind is offering flexible seating or small group testing to a student I don’t suspect has a learning disability, but is struggling to stay focused on longer problems in a math test.)

      Also, I don’t see any reason to feel bad. This sounds like the type of skill defecit that doesn’t make itself apparent in interviews. As long as you’re working to fix the problem, that’s really all you can do!

    3. Short Librarian*

      Unless you are their doctor, you should not be making any diagnosis. If the employee hasn’t disclosed a disability to HR, there is no accommodation to be made. Although a (hypothetical) diagnosis would provide context for the employee’s failures, ultimately, they are not doing the job to the level for which they were hired. Try to remove this consideration from your dealings with the employee. Offer them the same resources any employee is eligible to receive – if there’s an EAP, share info about it. Be clear with them about your expectations and have measurable goals for them to achieve. If they are unable to meet these goals, this may not be a good job for them.

    4. BRR*

      I have ADHD* and I think you shouldn’t say anything at all. Not your circus not your monkeys. Just do what any manager should do in this situation: be very clear on what needs to improve, ask the employee what they need and do your best to meet their needs, and provide resources that the employee can utilize (which if you have an EAP I think it’s fine to say something like “A reminder that we have an EAP available”).

      And if turns out to be a bad hire, don’t feel guilty. It’s a natural feeling to have but it happens. And I say that as having been the bad hire before. I was obviously upset at being fired. My manager was upset that she had to fire me (she tried her best to hide it because she was a great manager who knew that it wasn’t about her but I appreciated that she was human about it). But hiring isn’t perfect.

      *It really bugs me as someone with ADHD that people always suspect these types of behaviors are a medical condition. Because it implies that the only possible explanation is a medical condition and damages my credibility because of how it correlates a condition and these negative characteristics.

    5. What She Said*

      Kind of been in a similar situation, with a co-worker, not a direct report. Experiencing some of the same things always willing to step in help, great at some things, but mostly so disorganized, constantly asking to repeat questions, constantly asking me to translate an email from our shared boss (no language issues involved), got so bad I honestly have no idea how they slipped past their probation period. (Covid might have helped here.) I offered and asked for other ways to teach/train them on stuff and nothing stuck. The eventually left on their own due to personal reasons. I know if they had not my boss was ready to move forward with PIP types of interventions.

      All this to say, there is nothing you can do unless they ask for accommodations. It’s on them and you need to treat as not being well suited for the job until you hear otherwise.

  40. TruckerTrouble*

    What would you do if you found out a colleague had donated to the Canadian truck blockade? I don’t work closely with this person but she (1) donated using her full name and her work email address; and (2) works as an (non-medical) administrator for a clinical science department. Is this an HR situation or is this a ‘you’re going to have to learn to work with people you disagree with’ situation? I feel that her medicine-adjacent position makes me angrier about it than if she was in another position.

    1. Ali + Nino*

      Leave it alone. Firmly believe this falls in the camp of ‘you’re going to have to learn to work with people you disagree with.’ Forget you ever learned this detail.

      1. NotRealAnonForThis*

        This may depend on your company’s overall strategy for avoidance of “that’s a poor look”. We’re frequently reminded that we are not to wear company branded swag or utilize company vehicles in anything politically related.

        For your own sake, I’d mentally file it pretty far down in the bin so I didn’t dwell on it. I know I’ve had to learn how to work alongside someone who doesn’t believe some of my relatives are worthy of basic human rights before.

      2. SnappinTerrapin*

        Agree. Neither her political opinion nor your company’s response to it are your concern.

        Deal with them on a professional level, so you can both focus on work at work.

    2. Nessun*

      Seconding leave it alone. I personally despise the trucker blockade and I’ve been very vocal in my social media – but at work, I’m not going to discuss it. People get to donate where they wish – though I really hope that money all gets refunded and not sent on. Keep good mental health resources to deal with your emotions about the issues, and enjoy the (hopefully) long weekend away from her if you can.

    3. Squid*

      I think it’s largely the latter; however, if you feel that it is worth reporting, do so via an ethics line or similarly anonymous method.

    4. Former Hominid*

      I’d pass it on to HR casually as a “heads up, X donated to those truckers, found out by accident when they spread that list around, she used her work email so I figured you might want to know- please leave my name out of this” That would be basic due diligence since if she used her full name and WORK email this could come back to bite the company if in a few weeks people start protesting the folks who funded this madness. Be dispassionate but alarmed for the company’s reputation is the attitude I’d take. ‘you’re going to have to learn to work with people you disagree with’ is for me an attitude for coworkers who prefer miracle whip over actual mayo, not folks funding a white supremacist caravan.

    5. Off My Lawn, You Must Get*

      1 – definitely not an HR issue.
      2 – I am the lone liberal in a sea of red hat/2A conservatives. If I went to HR for every single issue, I may as well just move my desk. Pick your battles.

    6. Fake Old Converse Shoes (not in the US)*

      IMO you should contact HR anonymously. If they used their personal info I wouldn’t, but by using a work related email some people can read it as an endorsement of sorts. HR should, at least, be aware.

    7. I AM Sparkling }:(*

      Not an HR matter; they won’t care what she did with her own money on her own time. It might even backfire on you by making you look like a tattletale or a troublemaker.

      I’ve got a coworker who thinks the Jan 6, 2021 attack on the US Capitol was “awesome” and they had every right to be there because it’s “the peoples’ house.” Another 100% believes that Kamala Harris is planning to have Joe Biden assassinated so that she can become president, Nancy Pelosi become vice president, and then “we’ll have TWO OF THOSE in control!” (I’m a woman and a Democrat.)

      If it helps, you can cuss them out mentally inside your own head all you want, as long as you deal with them professionally at work.

      1. pancakes*

        Making a point of donating to a political cause with her work email account and full name isn’t quite “on her own time.” If she wanted to take care not to give the impression that their employer endorses her views she would’ve used her own email account. What your colleagues are saying maybe feels equivalent politically, but it doesn’t sound like they’re posting these sentiments online in a way that can be tied to your employer? Many employers do in fact have a policy about this sort of thing. It isn’t clear whether this commenter’s employer is one of them, but if so they presumably would want to know about the donation.

    8. philmar*

      Feel free to hate her in private, and speak to her coldly and only as necessary, but there’s nothing you can actually do.

    9. Jax*

      Not an HR situation. Change the cause and ask yourself if you’re still angry. If not, then you’re reacting to the politics, not the use of company email.

    10. Macaroni Penguin*

      Silently judge them and don’t offer cookies.*

      *If a situation arises where there are cookies.

    11. Anony*

      Not at all an HR situation. No one should be fired or reprimanded for their political beliefs. Using her work email wasn’t a great idea, but no reasonable person would think that means the company endorses her personal donation. Flip the situation- in a red state/conservative company and a coworker donates to a pro-choice organization; would you be OK with someone going to HR to report it? Hopefully not…

  41. Jana*

    So, I generally like my company, but I feel like I’m in a rut and am not sure how to get out of it. I’ve been there a few years and, although I’ve gotten promotions, my actual work hasn’t changed much at all. I’m not getting the chance to do the things I want to do and grow in, plus I’m given priorities that just aren’t in my area or even my job description. Kind of like I’m a teapot designer and my work ends up being teapot manufacturing and promotion. Even when there are projects that I could contribute to in my area, I end up not having the time because of these other tasks. I’ve been told that they want me to have more teapot design work, but it doesn’t materialize. My boss seems happy that I’m taking care of things and she doesn’t give me the impression that she has much concern about my advancement–she mostly just emphasizes how busy she is and seems to be focused on how I can help her “put out fires”.

    1. Anonymouse*

      Last year I was feeling rather stagnant but I liked my work and I liked my product so I applied for an internal transfer that allowed me to turn my 8 years of experience with the product into a definite advantage in a new role. I was QA on software–I know the software inside and out, I know its capabilities and functions, I know the setup parameters, I know the APIs, etc. I moved into a role that means I interact directly with new clients licensing our software–the title is “integration manager” but it is basically post-sales advanced support. I get to use all the skills and knowledge I acquired as a QA, I still get to do a lot of the same things I enjoyed in QA (troubleshooting technical issues! solving problems creatively!) while also expanding my skillset in other areas.

  42. Nebula*

    Has anyone ever moved for a job and had to pay an exorbitant amount to break a lease? Was it worth it in the ending? I just signed a new lease that costs 5 months’ rent to break (is that exorbitant?) The thing is I’ve been actively trying to get a internal transfer to another city for a while. I haven’t seen the details of my company’s relocation package for a few years but I don’t think the lump sum would be enough to cover 5 months.
    When you guys move for a job do you end up just losing a bunch of money? What is normal?

    1. I was told there would be llamas*

      I recall paying 2 months rent twice to break leases but 5 is crazy…look into if that’s even legal in your area.

      1. Nebula*

        It’s 2 months required notice + 2 months’ rent + 1 months’ worth of discounts that I’d have to pay back.
        Assuming that I lived there for a month into the notice period, it’d be more like 4 months.

    2. No Tribble At All*

      Ooof, 5 months rent to break a lease is pretty bad. I’ve usually seen 2 months. If the job is far enough away (I’ve seen typically 50 miles) they’ll sometimes pay some removing costs?

      I’ve usually lost *some* money just due to the hassle of moving.

      1. Nebula*

        Technically no, but you can transfer the lease to someone else for a fee. I guess I’m just pessimistic about being able to find a subletter. There’s tons of vacant apartments in my area.
        I shouldn’t count my chickens before they hatch, though.
        Mostly trying to get a sense of what is normal. My previous lease was just 2 months with no notice period required.

        1. Becky*

          Technically no, but you can transfer the lease to someone else for a fee. I guess I’m just pessimistic about being able to find a subletter. There’s tons of vacant apartments in my area.

          Wow, where do you live! I want to live there. Everywhere in my area (and many areas of the entire country) is experiencing a housing shortage–anything remotely affordable is being snatched up quickly, driving prices up further.

            1. Nebula*

              Thanks for pointing this out…. it’s good to get a reality check that I am lucky. I’m in a mid-COL city. There’s a lot of new construction and no one wants to move in January so a lot of buildings are offering big bonuses for signing a lease :-D I definitely would not be able to afford an equivalent place in LA or NYC.

    4. Kathenus*

      Yes, I was in this position once. I had just signed a new lease when a job that had been a career goal of mine (niche role in niche industry) got posted and I was offered it. My choices were paying to break my lease (I think it was three months rent) or paying until the rented the apartment again. I chose breaking the lease since the worst case the other way was paying around 10 months rent. I had to borrow money to do it, but in my case it was definitely worth it to take the new job. Sucked though.

    5. Coenobita*

      When I was in a similar position, I negotiated for additional relocation money from my employer. But they really wanted to fill the position internally – it was a “please, we need volunteers to transfer to City X” situation. I basically said I would love to do it, and I could either move now if they helped buy out my lease, or in five months if not. So it might be worth seeing if the timing is more flexible than the money, from your employer’s perspective.

    6. 867-5309*

      Are you in the U.S.? Many states have laws that it is not more than two months to break a lease. That is absurd.

      Can you negotiate for the company to cover half of it as part of your comp package?

      1. Nebula*

        It’s a two-month notice period plus a fee of two months plus paying back a discount I got, so technically not a 5 month fee!

        But this isn’t even a real problem yet. I might not even get the new job

        1. AcademiaNut*

          I would actually check the local laws in your area (maybe consult with a property lawyer, or community rental group), to see if this is genuinely legal. I’ve only ever seen two months notice *or* two months rent to move out right away, not both.

        2. DJ Abbott*

          Seconding checking the laws in your area. I was involved in housing rights activism in my big city and there were several organizations that help renters with laws and things. They are probably similar organizations near you.
          For an area that’s struggling to get renters, your landlord seems very strict. I have to wonder if it’s legal and how greedy they are.

  43. Ali + Nino*

    Looking for advice and comments from fellow professional writers (or those who used to write professionally)!
    I currently write for a publication in a niche industry – there are very few positions out there doing exactly what I do. I love the day-to-day work, the content, and enjoy my team. The flexibility (part-time hours) and WFH set-up are absolutely necessary for me right now. But I’m looking ahead to a few years from now, when I’ll likely be able to work full-time again, and I want to make more money and have good benefits (currently an independent contractor).
    The way I see it, my two options are to either 1) continue writing but move to a more lucrative industry, or 2) stay in the industry but shift to project management, which seems like a necessary first step to higher-level work (and pay). I’m skeptical of moving into project management having seen colleagues in the field burn out quickly – lots of work and stress for mediocre pay – and because I enjoy writing much more.
    So writers: What would you do, or what have you done? Those who have shifted industries – how did you decide where to go, how did you prepare, and how did it work out? Were you able to get a GOOD salary and benefits? Those who stayed in their industry but changed roles – was it worth it? Do you enjoy your work? Any surprises?
    TIA!

    1. Off My Lawn, You Must Get*

      I can only answer bits of your questions, but here it goes:
      For me, writing is the skill. I knew nothing about llamas before I started my current job, but my job is to talk to SMEs and transmogrify their tribal knowledge into words. So, speaking for myself, I switched industries but kept the same (basic) job. I didn’t decide where to go, it was the job that was available in my line of work that was hiring. To date, it’s been a significant raise but significantly worse PTO. So I count it as a win and have been getting ready to stick my toe back in the market (now that I’ve been here 5 years).
      Good luck!

      1. Ali + Nino*

        Thanks! Definitely relevant and similar in the sense that I speak with a lot of SMEs, as it were, and present their knowledge to non-SMEs. Glad to hear this translated into a good raise, if not benefits :/ Best of luck with your job search!

    2. Anny*

      I agree with the other commenter re: writing being the skill and transferrable. I often find that, when places are looking for strong writers, they acknowledge this upfront and emphasize learning the subject matter on the job. That said, not all places are like that and I do notice an increase in employers assuming that writers should more or less be project managers who also write (which, in my experience, is often a tall order).

      My advice would be to look at the responsibilities of the role more than how your experience lines up with the topic area. You can really use your cover letter to address how your experience is relevant. I know I look for roles that emphasize the writing opportunities more than roles that have project management functions, even if they’re related to a topic area that interests me a bit more. Granted, this is all assuming that you have a stronger preference for writing work than for staying in a particular industry.

      1. Ali + Nino*

        Thanks for sharing your experience. Looking for roles emphasizing writing versus other skills and addressing relevant experience in cover letter is great advice. I think ultimately I will be happier writing than doing something else in my industry, but I need to sit with it for a while.
        Re: employers assuming writers should be PMs who write…seems to be a trend of dumping too many responsibilities on one person, not adequately compensating them, and then being dissatisfied when they are unable to do the impossible. But I digress…

    3. WellRed*

      I’m a writer for a niche pub in a specific industry. I talk to a lot if SMEs but do not have their skills to move into a different role because I am a writer. I suppose it depends on the industry?

      1. Ali + Nino*

        Definitely industry dependent. Project managing for this industry is something a new grad could start doing (albeit at the associate level), I’m not lacking training/knowledge needed for many roles.

    4. NancyDrew*

      Not sure why you’d consider a project management role — there’s not a ton of writing involved there. What about corporate communications? Lots of writing, lots of strategy, a bit of PM…

      (I’ve been in corp comm my whole career and am a writer on the side!)

      1. Ali + Nino*

        In my industry, a PM role is basically how you get in the door to anything and everything else (that might sound more interesting), so I was wondering if I could grin and bear it in order to somehow reach that threshold. I don’t know anything about corporate communications – any resources I could check out to learn more? How’s the $ and benefits?

        1. Texan In Exile*

          I am a writer who got a corporate communications job last year. I was hired to start a monthly department newsletter for an F100 company. I was paid $67K, which I learned is less than the company pays new communications people just out of college. (I have more than 20 years experience and have an MBA.)

          Benefits were only OK – they would only give me entry-level vacation and the health insurance and dental insurance were not inexpensive and not particularly good. (However, they were better than the ACA plans I have now.) The company also offered a 401K match and a pension.

          Yes a pension.

          My job ended up being more project management than writing. That is, it was more about getting other people – over whom I had no authority at all – to do the things they needed to do than it was about writing. I did not enjoy that part at all – I just want to write.

          And that, dear reader, is why I quit after only six months.

          1. Texan In Exile*

            PS Feel free to find me on facebook or twitter for a more detailed conversation. I am happy to share more information! I’d just rather not put some things in writing.

              1. Texan In Exile*

                Facebook is @Texan.In.Exile

                Twitter is @TexanExiled

                (I guess I could have told you these in the original post!)

          2. WellRed*

            Oh ugh. I was wondering if I should look at corporate comma. I can’t stay where I am forever, especially at what they pay me.

  44. Hamster Wheel*

    Looking for feedback on how my workplace is handling trying to fix a toxic/negative/gossipy environment. According to management, it doesn’t matter if this kind of behavior goes underground (I.e. it’s fine if small numbers of staff want to continue with these behaviors as long as they do it in private and not in front of others). To me that sounds counterproductive at best. At worst it sounds like ‘out of sight, out of mind’, which I don’t really understand how that stance will improve the atmosphere at work. I’ve basically been told that I shouldn’t worry about it if it’s not being done in front of me and that people’s behavior will damage their credibility. I’ve looked at a bunch of articles online that all include the recommendation that management have direct one on one conversations with people even suspected of contributing to gossip (this does not even seem to be on the table at my job). Anyone have any insights into the process of improving a workplace atmosphere and stopping these types of behavior (particularly anyone in management with experience with this types of situation)?

    1. HR Exec Popping In*

      Did you company actually say they don’t care if the behavior goes underground? The only way to stop a gossipy environment is for a manager to have a had stance prohibiting it and directly address it each and every time they are aware of it. The reality you can’t stop people from having private conversations with friends. But if it is obvious to the manager or the manager suspects that the behavior is continuing to happen they need to address it.

      1. Hamster Wheel*

        Our manager said that, yes. The organization itself made every staff member sign a paper about two years ago stating that they would not participate in certain behavior in the workplace, including gossip. To give some more background/context, recently management said that minor things should be worked out among staff first before being brought to management’s attention (basically don’t tattle). During this same conversation management also said that staff shouldn’t be participating in gossiping or general unproductive negativity. However, after certain people acted like they’re all on board with this, they engaged in this type of behavior right next to me. I was disgusted by this (mostly because one of the two people who were part of the gossip exchange had been causing problems on a fairly regular basis, including slamming the staff door several times on their way out of the building when they didn’t get their way about something one day). When management saw me looking upset later, they asked me what was wrong so I told them about the gossip conversation I had overheard. They were both not happy to hear that after these staff playing up how on board they were with culture changes but both managers responses were ‘go talk to these people and tell them how you feel about witnessing the conversation’. Which is when I mentioned that I felt that would just drive the behavior underground, which is when I was told that that doesn’t matter, as long as the behavior stays private (which what I mentioned in my original post). I don’t know if the managers responses are due to having just said they won’t interfere with issues between staff unless necessary or because I was the only who witnessed the conversation (to their credit, neither manger doubted what I had witnessed, although considering both of the staff involved in the gossip have a history of behavior problems that shouldn’t be surprising….)

    2. Coffee Bean*

      While I agree with “it will damage their credibility”, it will also damage the credibility of your department, not just a couple of individuals. I would recommend addressing it with the specific offenders. Let them know that discretion is valued by the company. Demonstrating a lack of discretion by gossiping is not a valued behavior, and it could hold them back from advancing within the organization.

      I am sure there is a better way to say this. . .but I think bottom line, gossiping and speculation are raraely, if ever, helpful.

  45. Tired Accountant*

    Any suggestions in the job search for moving out of public accounting? I have a great boss and coworkers, and decent flexibility outside of tax season, I’m just…done. It’s a small firm, so there really isn’t much room for advancement other than partner, which isn’t really something I think I want. I’ve been here a little over three years (this is my fourth tax season). It’s my first job out of school for accounting, but it’s my second degree (first was education), so I have a few years of work experience as well.

    I also don’t have a ton of references other than my current boss, who is great, and I think would be supportive if he knew I wanted to leave public. (There is actually reference in our handbook about supporting employees who want to move to private). I had a small internship in school, but my supervisor has since retired and I don’t have her contact information. My principal from when I was teaching passed away a few years ago, and I substitute taught for a while but don’t really have any references from that.

    1. I was told there would be llamas*

      I was in public accounting for 9 years before I got laid off in 2009…I had wanted to leave for many years before that but inertia took over…of course I was disappointed to be laid off but it turned out to be a blessing in disguise! One thing that came up when I interviewed for an industry job is that the role I was interviewing for was more diverse than my public accounting job…meaning I would be responsible for a bunch of taxes I had no experience in (mostly sales tax) but I was encouraged to apply anyway b/c I did have knowledge in the things that were more important to the employer (corporate return prep and ASC 740)…I got the job and was able to learn the sales tax easily on the job…so my suggestion is, don’t avoid applying for jobs just b/c they list a few things you may not have done…just be upfront about it and they can decide what is most important.

    2. Merci Dee*

      I worked in public accounting for a couple of years right after I got out of college, but got laid off from that job. Then I worked in governmental accounting for several years, and got laid off when everything went sideways in 2008. I’ve been doing accounting in a manufacturing setting for almost 12 years now, and have really enjoyed it. A lot of that has to do with having great bosses and wonderful co-workers, which I’m really thankful for. But just as much has to do with the environment I’m in — I come in at 8:00, leave at 5:00, and never have to work overtime or carry a lot of stress home with me. I’m kind of like I Was Told There Would Be Llamas, in that I was assigned some work with sales/use tax a couple of months after I started and just picked it up on the job. Now sales/use tax is about 45% my job, fixed asset management is another 45%, and various special projects and a regular rotation of federal reporting packages makes up the remaining 10%. There’s a lot of repetition in the work I do (monthly use tax filings, monthly reports for closing, quarterly reports for the government, etc.), but there’s also a lot of new and different situations that I run across while doing these familiar tasks that I don’t feel bored with the job.

    3. Lifelong student*

      There are so many places for a qualified accountant to go! I was in public for 4 years, moved to Director of Finance for a non-profit, to VP of Finance at another non-profit, to teaching tax and accounting at 2 universities. Use your network in your local accounting association, the contacts you have made with businesses over the years, and your academic connections. There are also government jobs- check the Civil Service web pages.

    4. Tired Accountant*

      I suppose I should mention that I do have my CPA and this is my second year managing a satellite office. It’s just me there (with some clerical help twice a week), and only full-time during tax season, but it’s definitely the most advancement I’ll have unless I become partner.

      The thing about working for a small firm is you do a little bit of everything. So while I would say various tax returns are the things I’m best at, I also do some payroll, sales tax, and a few audit/review engagements a year.

      I’m definitely hoping for something with a better schedule (and I know I don’t work nearly as much during tax season as some of the bigger firms). I sometimes tend to underplay what I’ve actually accomplished, so I’m trying to make sure that when I’m looking for new jobs, I’m keeping in mind what I’ve done and what experience I can draw on for new things.

    5. Leilah*

      This is a super common move to make. Just look for accounting jobs in government or private industry.

    7. Chauncy Gardener*

      This is a relatively easy transition and you have many options. I was not tax, but audit in public, full disclosure. You might want to do a little browsing through tax-related (Tax Accountant and Tax Analyst come to mind) jobs on Indeed and see what you come up with and how you feel about them. There are many tax jobs in companies that can be pretty interesting and have regular hours. You can move up the food chain if you want to. If you have any sales and use tax experience, there are a TON of jobs, both public and private, that you may find interesting, that also have a career path. SALT pays really well too.
      Good luck! Hope to see you in the Good News Friday soon!

      1. Tired Accountant*

        Thanks! I’m fine with doing sales tax (I file for a few clients), but I would be OK if I never saw anything payroll related ever again (other than my own check!). I’m working on revamping my resume right now, but will really start looking toward the end/after tax season.

        1. Chauncy Gardener*

          OMG! Then go for SALT jobs please! So many firms, both public and private in my area (New England) are hiring like crazy for SALT jobs. And going to a bigger public firm just for SALT could be great too, just sayin’. And everyone is paying top dollar for this.
          You are in the catbird seat, my dear. GO FOR IT!

    8. Butters*

      Think really hard about whether or not you want to stay in tax. This is the perfect time to move to accounting if you think you might want to do that. It’s nearly impossible to leave tax one you’ve done it for a while and accounting has so many options while tax is a specialty.

      With that being said, I left public accounting after 3 busy seasons for a tax analyst role and 10 years later I’m looking for senior manager or director roles (for 3x what I was paid in my first job). In my experience industry promotes quickly and exposes you to a lot of different areas of tax. But if you see yourself as a partner in public accounting there is going to be a shortage soon as a ton of CPAs are nearing retirement age. For what it’s worth, my husband is a partner at a national firm (not big 4) and makes significantly more than the tax leadership at my current employer.

  46. Person from the Resume*

    This is a weird time of year. I live in New Orleans and Mardi Gras is 11 days away. My personal life is busy with parades and parade prep and planning for the days when you have to plan normal activities around parades even if you’re not going to. (Can’t go grocery shopping if the parade passes by the grocery store or blocks your route to the store.) New Orleans is closed on Mardi Gras day, but I have already put in my PTO for it because I work from home on a virtual team. We don’t get a holiday for Mardi Gras and I’m trying to take care of everything that needs to taken care of at work while I’m busy and stressed about how busy I am. Basically it’s like its the Thanksgiving or Christmas season for me and only me while for the rest of my team it’s business as usual. And that’s extra stressful because around Thanksgiving and Christmas it’s expected to be slow and it’s known that everyone is off at least some of the same few days.

    I know two people who took off starting the Wednesday before Mardi Gras and while I think a whole week is bit much, but I am starting to get it. Juggling work and the unusually busy personal life is hard.

    1. HR Exec Popping In*

      I used to live somewhere that had celebrated a non-Christmas/Thanksgiving holiday significantly. I always took that day off plus at least one or two other days off (sometime just half days) to get everything prepped.

    2. Tris Prior*

      I am moving to New Orleans in a couple of weeks (after Mardi Gras) and will be a remote worker, and I had wondered how this was going to go! Like you, it’ll be just another day/season for the rest of my team, while I will want to participate in carnival and not work. Note to self, take some PTO.

    4. Lady Danbury*

      It’s not reasonable to expect that work slow times will coincide with personal busy times, so if you need more time, take it. That’s exactly what PTO is for. I’ve worked on a remote team where I had a big local holiday that was different from the rest of the team, so I always took PTO during those times.

    5. Anon for this!*

      Oh gosh. Totally off topic, but I went to college in New Orleans ages ago and this post just made me miss that wonderful town so, so much

  47. AnonforToday*

    Tl;dr: should I tell my managers that I’m leaving because of wfh situation?

    I know I’m going to be very unpopular on here for this opinion, but I hate working from home. I really, really do. When I took a job mid-pandemic, I was promised that when things go back to “normal”, my team would revert to 2 days in the office, 3 days at home, which sounded amazing to me. But since we have been able to do so, I have going in to the office around once or twice a week, and none of my colleagues ever come in! I am the only once who seems to want to come into the office at all. I completely understand that my colleagues have different preferences and tolerances for risk, and in addition, a lot of them have kids so working from home makes that a lot easier. I don’t have any illusions that any of them will be coming into the office on a regular basis any time soon, even if the magic wand was waved, and covid disappeared.

    I’ve got a new job at another company that is a step up in title and responsibility (which I was looking for anyway) but also seems to have more of an office culture which I was looking for. At the moment, I’ve just been telling people I’m leaving for the new opportunity but I’m wondering if I should raise the fact that I was looking for a little bit more in-person time with (and support from) my team. It hasn’t helped that my team are not very social people in general, so 90% of anything more on the personal side (weekly 121s, skip level catch ups, etc) are cancelled in favour of other meetings.

    I don’t necessarily want my colleagues to change (bit late now!), but I am concerned that they will sell the role as a hybrid to my replacement rather than what it is, 100% wfh or alone in the office. Is it worth bringing up at all, or will it cause more trouble than it’s worth? I’m sure that many people would be thrilled with this situation, but some people are like me too!

    1. quill*

      I mean, technically it’s a hybrid. It’s just that nobody else’s job in your team is, in practice, a hybrid, or they’re only in on days you are not.

      That said, if you’re leaving on good terms there’s probably no harm in bringing up that during your interview process you realized that it would help future candidates to know whether a hybrid schedule puts your team together in the office, or if it’s just a schedule where you come in once a week to use the printer and scanner. (This last bit, adjust based on job specifics / how well you know people.)

      1. Dragonfly7*

        I’ll echo making it clear to future candidates what the in office vs out of office time looks like. The more clearly the expectations are presented up front (working hours, location and travel, duties, working in a team vs independently) the more likely I am to apply to a position.

      2. Lady Danbury*

        Completely agree. I classify remote vs hybrid based on the time that I spend in office, not based on others’ time in office. The issue is that you expected a certain amount of collaboration while in office, based on the information that they provided, which didn’t play out. It’s entirely possible that they weren’t intentionally misleading you, but changes in terms of variants and other extenuating circumstances changed people’s willingness to return to the office. I would recommend that they give a more accurate picture of the level of in office collaboration, not focus on whether or not the role should be classified as hybrid.

    2. Eldritch Office Worker*

      It sounds like this may just be a culture fit issue – and that’s okay! My office is pretty eager to get back in person, and if someone said they needed to find some place that let them work 100% remote I would not be upset about that. People have learned a lot about themselves during the last two years. You can definitely flag it, but do so with the framing that this might be a culture thing they want to be transparent about in the future. Because that’s really all it is, it doesn’t really sound like anyone did anything wrong here.

    3. HR Exec Popping In*

      Yes, you should. Your company needs to know that the environment isn’t a fit for you. It may not be a fit for others. You would be giving them the gift of information. How they choose to use that information is their choice. And that doesn’t necessarily mean requiring people to come to the office. It could be creating an office environment where more people want to go into the office. Or doing other things that encourage more collaboration and socialization. Whatever. But I recommend telling them.

    4. Policy Wonk*

      Why would you criticize your team on your way out the door? Because that’s what this would sound like. I think it’s more trouble than it’s worth and would stick to leaving for the opportunity.

      1. Loulou*

        This doesn’t sound like criticizing the team to me at all! OP explained things pretty clearly here and I think if they said the same in an exit interview it would be fine. There may not be a solution for the company except making it clearer that the “hybrid” part may not look like what candidates expect, but that’s okay.

    5. What She Said*

      I think this is a case of you leaving for a great opportunity and leave at that. It’s kind you want to worry about your replacement but you really don’t need to nor should you. This place is clearly a culture mismatch and I feel saying so is more likely to cause some hurt feelings with nothing to gain from either side. Stick with your “great opportunity” and leave the rest out.

    6. PassThePeasPlease*

      I’d keep it to only that you’re leaving for another opportunity since that is true. Mentioning the WFH piece likely won’t impact any real change and you even potentially run the risk of higher ups hearing it and making the arrangement less flexible for your remaining coworkers (like mandatory 2 days in or something like that). I wouldn’t want that to be my legacy as I was moving on to a better fit for my preferences.

    7. RagingADHD*

      It’s fine to say that you want a job with more in-person engagement. That’s a perfectly fine thing to self-select about, and it’s nothing against your team that it doesn’t work for you.

      Part of what’s going on in the job market is that people are sorting themselves into those who prefer WFH looking for that type of job, and those who prefer WIO finding those.

      You’re not just taking a new job that fits you better. You’re also making space for someone else who would prefer that setup. It will be helpful for management to know, so they know who to look for and how to describe the situation to new candidates.

  48. Saffie_Girl*

    I’ve been out of the interviewing scene for a while, and am wonders if this was a normal interview question. I had an interview this week where I was asked for a significant learning from my time in college. I’m in my 40s and my initial thought was that was that college was over 2 decades ago, and seems like ancient history. My resume only goes back 15 years as that is the relevant work history, and my degrees are listed but without dates. I figured something out without highlighting how long ago it was, but am curious, have others gotten questions like this recently?

    1. Lunch Eating Mid Manager*

      No, that’s odd, maybe a clue that the role is a bit junior or geared to someone with less work experience?

    2. Neurodivergentsaurus Rex*

      The only time I remember being asked in an interview about what I learned in college was when I was actually IN college and interviewing for internships & volunteer roles. I have been on the interviewer side where we have asked new grads about college projects ONLY because they had listed the relevant projects on their resumes and didn’t have much work history. I think it’s very odd to ask someone with years of professional experience about what they learned in college.

    3. Eldritch Office Worker*

      I think it’s an odd question. I know my boss has some Opinions on how long someone’s college experience stays relevant, so maybe they were searching for something like that? But I can only guess. You’re right that it’s strange.

    4. ThatGirl*

      When I was looking for a new job in late 2020, I got a call from a recruiter for a large company around here, and they seemed VERY interested in my college experience. Similar to you I am 40 and at that point was 17 years past graduation. But GlassDoor revealed them seem very interested in “names” – and my college while small has a good reputation in the Midwest so I can only assume it was in that vein. I still found it pretty bizarre.

    5. Kathenus*

      To me it’s odd in that it asked you to go back for one from college. We sometimes use a similar question, but it’s more tailored to the person – and usually it’s framed more like ‘what’s the most important thing you’ve learned in the past year’. For younger candidates who may be less experienced in interviewing I’ll sometimes specify it could be from school, a job, or maybe even something else in their life. So the question doesn’t seem out of the ordinary to me but asking you to pull one from college does, unless this is academia and they are looking to see a formative college experience that might lead to something related to that role you could replicate for current students .

    6. irene adler*

      It could be that have to ask exactly the same questions of every candidate. AND, someone drafted this question expecting some candidates to be fresh out of college without a wealth of work experience to draw from. Now why they thought this – can’t say. “We covered all the bases?”

    7. Ama*

      I have looked at a couple job postings lately from places that seem to be hiring their first full time permanent employees after years of relying on student interns (or maybe just not having hired a full time employee in a while), and it has been pretty clear that no one went back through their online application to readjust (one, for example, asked me to list the coursework I’d taken relevant to the job — like you I’ve been out of college for twenty years).

      I haven’t had that experience in an interview recently, though.

    8. cookie monster*

      I had a really weird interview where I was asked for a high and low point from college, first job out of college, grad school, etc . . . It was very formulaic so maybe there is somewhere recommending this. I thought it was absolutely ineffective and also invasive – the “worst time” for me in college was when I was depressed!

    9. Saffie_Girl*

      Thanks all – this is a newer organization and is just starting to onboard staff, so sounds like they may not have figured out how to best interview yet.

    10. Nunnuyur Biznis*

      Whenever I got questions about college (I’m more than 20 years working and my college grad date is not on my resume) I’m always suspicious that they’re trying to find out how old I am.

  49. Drowning in dishes*

    This post has a lot of context, sorry! I’m a dishwasher at my first restaurant job (but definitely not anywhere close to my first job). Basically, my schedule changed with no warning and I want to address how long the changes are gonna last, and ideally the lack of communication. I know the restaurant industry is a little different, so if anyone who has worked in one could give specific wording (I’ll be doing this via message), please let me know!

    In the fall I got a job as a dishwasher/busser. The way our (or at least my) scheduling currently works is that I put in my availability for the month (which is based on the hours at my other job), and then we get our specific schedule for the next week the Tuesday or Wednesday before. If we want time off, we can only submit it a few weeks before.

    I recently learned from a barista that a couple dishwashers quit, which is why my schedule, which had been very consistent since I started, is suddenly so weird (we’re also slower so my hours have also been cut in addition to somewhat changed, but nobody has confirmed that’s why they’re suddenly shorter?). That same day, one of the managers let me know that they were trying to hire more dishwashers, but as far as I know, they haven’t hired anyone yet.

    Anyway, I don’t mind working the occasional night or weekend, but I do mind the lack of communication. For the most part, I think everyone else has pretty consistent schedules, but I don’t think any “department” is as short-staffed as dish.

    How can I ask how long this schedule inconsistency is going to last? This lack of communication is also something I’d like to address, but I don’t know if I can do that. Tbh I’m really trying to avoid burnout, but I also don’t like feeling like I have to be “on call” all the time because I might have to work a weekend in the future.

    1. Lunch Eating Mid Manager*

      It’s very reasonable to communicate your needs around scheduling notice to whoever your manager is. Possible script: “Hi, I need to know my schedule at the beginning of each month so I can balance this job with my other job. Is that something you can do on a regular basis?”
      If they can’t respect that, then believe me, there’s a lot more restaurants out there who need dishwashers! Especially dishwashers who sound as diligent, conscientious, and reliable as you!!

      1. Drowning in dishes*

        I would LOVE that, but I don’t think they’d change how they do scheduling. That’s the routine that was mentioned when I was hired, that they do week to week. I let them know my schedule at the beginning of the month, but I might try only giving my availability a couple weeks at a time.

    2. Alton Brown's Evil Twin*

      The easy short-term answer to this is just to change your availability. Of course that means that you might get a lot fewer hours. So you have to decide if 8 hours/week on a “regular” schedule is better for you overall than 12 hours/week with an unpredictable schedule including weekends. And if you restrict your availability when the business is crunched, they aren’t going to look favorably on the future.

      (I know I just argued myself out of my answer above.)

      Management is probably too busy trying to juggle everything, and they don’t think that they need to communicate strategic decision-making processes to bussers and dishwashers. But if you can buttonhole one of them for 3 minutes, you can just ask things like “So how’s it going with hiring more dishwashers? Should I be expecting that shifts are going to be in flux for the long haul? Do you want me to talk to my friends about applying?”

      Show that you are aware of the overall business situation and aren’t just complaining about your small piece of it, and you’re more likely to get a positive reaction. I’ve hired kitchen staffers and bar backs, and was always grateful when they chimed in and did more than just follow orders.

      1. Drowning in dishes*

        I for sure don’t want to sound like I’m complaining. I mean, I guess I am in a way? I more want to know how this unpredictability is gonna last.

        I did ask one of the supervisors (not managers, has nothing to do with the hiring process) if they hired any more bussers, and she said they had a couple interviews this weekend. I asked how interviews from a couple weeks ago went, and got a vague answer, so I don’t think they hired either of them.

        Basically, if I know my schedule is going to be weird for only a couple more weeks, that’s a lot better than just having said unpredictability up in the air for an undefined amount of time. So, if things are up in the air, I might change my availability slightly for March. At this point, the weekends bother me more (previous jobs had me working almost every Saturday and quite a few Sundays, so it’s really nice to have my weekends back, really helps the burnout). I might have a little less open availability for them going forward.

        1. SnappinTerrapin*

          If I’m reading this right, they are short-handed, but they have cut your hours AND ignored your other obligations and changed your (reduced) schedule to conflict with obligations they knew in advance.

          If so, it doesn’t look good. That would imply that they don’t know what they need, and don’t care how it affects you.

          Don’t be shocked if the new hires get the shifts you want.

          1. Drowning in dishes*

            Technically they haven’t (yet) interfered with my other job, which is the most important thing. I think because o literally plug my availability into the system and I’m assuming if they tried to schedule me for a time I’m not free, the system wouldn’t let them.

            But yes, they have cut my hours (even though we’re short staffed????) and haven’t said anything. I think it’s probably just really bad timing with that and people leaving but still. Nobody has really said anything to me about any of it.

            Most of the people they hire as dishwashers are in high school, so usually they get the nights. But because the nights are usually shorter shifts, they get the weekends to make up. Which is totally fine with me.

            Anyway, I did end up saying something. No clue when anyone will read it, but I don’t like feeling that I’m supposed to be “on call” (if I’m not at my other job). I also don’t appreciate the lack of communication, that’s really my big thing. If my boss had said why my schedule was suddenly changing, that would have been different. I’d still be a little annoyed, but at least I’d know right away.

  50. Fluff*

    Has anyone made a drastic career change for a higher paycheck? My current job in marketing makes 50k and I feel even if I change jobs every few years, I won’t reach my goal of 100k until later in life than I want.

    My friend is going to pilot school. It costs 100k for just one year of being a student and 2 years of teaching but then she’s a pilot. People around me make a lot in tech so I could get a second bachelors degree in something related. I don’t need to like my job. I don’t like my job now. I just want to be able to live comfortably.

    1. No Tribble At All*

      I’ve seen people do science research –> Data science (so for example, some theoretical physics research pivot to logistics analysis). Interesting that you’re considering a pilot as a high salary job! They’re typically not ranked well in cost-to-work-life-balance.

      1. Edgytraveler*

        It’s a great time to be a pilot. There’s a huge shortage. The major airlines are hiring like crazy and pay VERY well.

    2. CompAnalyst*

      I did. I went from being on the path towards teaching English to being a compensation analyst. I got an MBA in HR.

      I’m like you – I didn’t need to like my job. I need to like my job environment, but not my job. I work so I can live the lifestyle I want to.

    3. Ali + Nino*

      Ha, see my question above re: writers pivoting to other industries. Great minds think alike. Good luck!

    4. Mantis Tobaggan, MD*

      Just want to pipe in because my partner is an early-career pilot: it’s true that some pilots make a lot of money, but most don’t and in any case it would take many years for someone to acquire the experience to get the higher-paying level (caveat: I’m in Canada, it could be totally different in the US I guess). Air traffic control is a lucrative option within aviation.

      1. Free Meerkats*

        It’s not. Early career airline pilots are flying for the regionals with poor working conditions and not very good pay.

      2. Fluff*

        Not sure if it makes a difference but she’s in Jet Blue’s program so she’ll be guaranteed a job with them after graduation. We do both assume she will make $$$ though but maybe it’s different for everyone.

    5. La Donna*

      There are plenty of jobs that pay 100k and don’t require decades of experience. I started making 52k in my second job out of college at age 26. 8 years later (current), I make 101k. I’ve been at 3 different companies in the 8 years.

      Another friend of mine is 32, and she makes 100k, working for a well known nonprofit that pays very well.

      Any people manager at the company I work at will make ~100k, and I assume it’s similar for most Fortune 100 companies.

      1. Fluff*

        Honestly, that gives me hope. I’m 28 right now and in entry level so it feels kinda hopeless getting to the salary I need to buy a house and possibly have kids in time. Maybe I’ll take some classes to grow skills in marketing.

        1. La Donna*

          I would definitely search for companies that are known to pay well. Glassdoor is a good start, and depending on your experience, someone with 4-5 general analytics experience (analytics not meaning coding or any type of SQL/Python/etc., but able to work with data, excel, contracting, marketing, etc.) pay about 70-80k.

          Here are companies that I know pay well:

          Medtronic
          VMWare
          Google
          Apple
          Boston Scientific
          Cisco
          Abbott

          Good luck!!

        2. Teal Fish*

          I work in marketing and there are several ways to get to $100K within a few years. It depends on what part of marketing you’re in now and what you’re good at/interested in. I’d recommend joining some marketing Slack groups and asking around to learn more about different career paths. Depending on your specialty area, I’ve had good experiences in Traffic Think Tank, All In, Product Marketing Alliance, Women in Tech SEO, and RevGenius.

    6. Anhaga*

      Have you thought about adding some skills to complement and boost you in your current field? One of my colleagues was hired as a marketing person, but she’s been shifted over more to creating company-branded content (not advertising, but customer support content) and because of the field we’re in, has had to learn how to make digital content accessible so that it can be accessed by people using assistive tech like screen readers. Simply learning document accessibility like that has given her a whole new skillset that is *hugely* in demand. As for me, I changed to web accessibility from teaching college-level English and writing, and in this, my third year in the field, my salary has almost doubled from what it was when I was teaching. The skills weren’t hard to learn, and there are lots of resources out there.

  51. DownandDepressed*

    I just need some encouraging comments.

    I applied for but did not get the department director job where I work. The person who has been hired has hit all the “new director” no-nos – assuming no one knows what they’re doing, tacking on additional work to someone’s job without evaluating the current workload, assuming we’re being purposefully inefficient without asking why we do things a certain way, group punishments for assumed shortcomings, barreling in to “correct” our processes and not wanting to discuss it and screwing things up, assuming that overloaded employees begging for relief or saying they can’t take on more work are not invested in their jobs and accusing an employee who left because of some of these things of being a bitter ex-employee when she mentioned it in an exit interview.

    The employees in this department trust me and have been coming to me to beg for help. I intervene where I can, but I also don’t know how far to push it and I don’t want it to look like I am interfering because I didn’t get the job. And the times I have intervened I have been professionally belittled and brushed off.

    I have been job hunting and although I get a lot of interest, I haven’t gotten any bites. I feel like I’m failing. I’m failing professionally, I’m failing the employees here, I’m failing to advocate. It’s such a stressful environment right now.

    1. Kathenus*

      I’m sorry, that sounds terrible. The one thing I’d suggest is not being the point person for all of the complaints any longer. The big bosses need to hear it from a variety of people directly, not once through an intermediary. And since you were a candidate for the job you may also not be taken as seriously if someone perceives any ‘sour grapes’ in your comments (this would be wrong, but also very common). Let people hear multiple (valid) complaints about new director from as many who have them as possible, and you might be more likely to be taken seriously about the problems.

    2. Ama*

      None of this is your fault, it is the fault of your senior management who clearly made a bad hire and now aren’t stepping in to fix it.

      I would honestly tell the other employees that they should take their issues to senior management because, as you wrote, when the comments only come from you it just looks like you are upset because you didn’t get the job. If you have someone in senior management or HR that you trust, you might have a sidebar with them about how poor morale is due to the new director, but just once, and then I think you’ve done all you can do.

      I’m having a lot of trouble in my job hunt as well, and I think it’s important to remember that for all the talk about it being a job seeker’s market, every time Alison puts up a post about what people are actually seeing there are a ton of sectors and geographic areas where that’s just not that true, because so many people are looking.

    3. The Assistant*

      Hey, you’re not failing. Something is failing here, but not you. You are doing the best you can.

      I agree with not being the point person for venting. People often don’t realize that the person listening commiserates but has feelings of their own to sort through. Just listen and nod and move on to what you have to do that day.

      If you are getting a lot of interest, your application materials are good. You just want to find the right role. I do see a lot of roles now in my field but not necessarily a lot of director roles. So wait it out for the right role for you. It takes a bit of shift to not think daily about where you’re at but I found it helpful to focus on the new job even if it didn’t exist yet.

    4. DinosaurWrangler*

      When you say you’re getting “a lot of interest but no bites” what does that mean? Are you getting interviews?

      If you’re not getting interviews, I suggest checking Alison’s job search advice, taking a look at your resume with a critical eye, etc.

      Sadly, I think your new director. isn’t going to change. Maybe just keeping your head down while you put more into your job search. You’ve got an ideal answer to the “why are you leaving your job” question ( little opportunity for advancement, ready for new challenges, without complaining about your current workplace).

      Unless you’re already in a management position, I’m not sure you can do much to help the other employees, other than commiserate. You are NOT failing, you’re dealing with an Evil Pointy-Haired Director. And unless people start leaving in droves, nothing will change. And even if people do leave, the folks above the EP-HD might not care or won’t notice.

      So take Alison’s advice, and good luck on your job hunt.

  52. Mid*

    Has anyone taken a Leave of Absence from their job for mental health? How did you afford it?

    TRIGGER WARNING FOR MENTAL HEALTH SCARINESS

    More info: my company is small (less than 10 people), so no FMLA, and no state paid medical leave either. Me taking a break would drastically impact the company, because we’re short staffed already.

    But, my medical team is very concerned about my mental health, and they want me to take at least a month off to try and recover from the burn out I’m dealing with (and the negative impacts from the burnout on the rest of my mental and physical health.) I’ve been doing pretty okay at masking how bad the symptoms are at work, so I’m also worried that they won’t believe that I need this LOA or that I’m faking it/weak/whatever else my boomer parents keep saying about me. My work performance has been slipping a bit, but I’ve been managing to show up mostly on time, mostly bathed and well groomed, so it’s not super obvious that I’m on the verge of a very bad and scary mental health episode.

    I have 2 weeks (10 days) of PTO and 7 days of sick leave left for the year, plus the federal government mandates 48 hours of sick time currently. However, I’m also concerned that if I use all my PTO for a medical leave, I’ll end up burnt out again by the end of the year.

    I might be able to qualify for short term disability, but it honestly would be luck of the draw on who reviews my case. My doctors would support my claim, but it’s also difficult because they want me to take a leave now, before I end up worse (hospitalization level worse), so it’s more like a leave to prevent disability.

    So, I’m really concerned about losing my job (and therefore my health insurance), about leaving just to come back to an even more overwhelming workload (which is what happened when I took a week’s vacation—it ended up being more stressful than just not taking a break at all), and not being able to afford the reduction in pay (assuming I even keep my job.) But I also know I really need to take a break before I end up even worse off.

    1. Neurodivergentsaurus Rex*

      I did. I used up my remaining PTO and then maybe took a few days unpaid – I forget exactly, this was about 5 years ago.

      I do recommend taking the leave. I needed it. Coming back is tough, though. My employer was very compassionate at the time – and I was NOT keeping my mental health issues very under wraps at work – but after a month or so back, it was like, ok, so you’re better now right? Nope, could not get caught up, my workload was still too high, and in actuality the role still just wasn’t a good fit for me. I ended up staying for another year after that LOA, but really shouldn’t have. that’s just my situation, though.

      1. Mid*

        That’s also one of my worries–I’ll take an LOA, come back, and still not be better. (Mostly because we NEED to hire at least one more person to help with my workload, if not two people, and if that doesn’t change, I’m going to keep burning out.) There are a lot of pros to staying in my workplace, and I honestly don’t have the capacity to even look at other jobs at this point anyway.

        But I’m glad you did it too, and it wasn’t a total disaster at least. That helps to hear.

    2. Bluebelle*

      I am so sorry you are struggling. Take your PTO and sick leave and during that time apply for Short Term Disability. I haven’t done it, but I contacted the person in benefits to ask what the steps were. I was able to take my full PTO and got on medication and was able to avoid it, but I knew it was an option.
      Good luck and I wish you all the best.

      1. Mid*

        I know the general process for applying, and I’d have to work with my state government rather than with my company for STD.

        Thank you! I appreciate the response.

    3. Mid*

      Well, I have an unexpected update. I was called into a meeting with my boss and a partner (I work in the legal field) about a missed meeting, which became a discussion about my workload and my bosses’ workload, and how desperately we need to hire another person. The partners at the firm know in general, and have said they’re “working on it” but it’s very much not a priority to them. In this discussion with Boss and Partner, I laid out exactly how overworked I was, how much OT I’ve been doing, how behind I am in all of my work, and how the only way to get these issues resolved was hiring another person, period. I also got permission to do as much OT as needed to try and get back on top of my workload, which isn’t helpful but is somewhat helpful, in that it got them to acknowledge that there aren’t enough hours in the week to get everything done. My boss explained to Partner that she’s been working every single weekend, at least 6 full days a week, often 7 days.

      So, that’s finally more clear to The Partners at least. We’ve been saying it, but I don’t think the total extent to which we were overwhelmed had really sunk in.

      After that meeting, I asked to speak with Boss alone, and I explained that my doctors want me to take an LOA, and that I wasn’t in a place to do that quite yet, but it was a possibility. She was very understanding and said I don’t need to worry about PTO, my job security, etc. We would find a way to make it work. Especially since the reason I need the leave is this job. So, that was a good thing to hear. I’m still worried about how it will impact me in the long run at this firm, but I feel a little better. I’m going to work this weekend on writing out a list of job duties, working on prioritizing them, and then being more aggressive about bouncing everything that isn’t on The List Of Mid’s Duties to my boss or back to the attorney to deal with it because they are grown adults who can figure shit out sometimes and I’m not their babysitter.

      So, I’m feeling a little better overall, still really worried about everything, but at least now I’m not worried about how I’m going to pay my bills.

      1. What She Said*

        Here’s the thing, the head boss(es) won’t make it a priority until it affects them. Meaning they need to see and feel the issues, not just be told about them. You NEED this leave. You clearly have your boss’s support. So call out sick, no prep, just call in sick, then send in a letter from your doc that you’re unable to return to work until x date. I can promise you if you keep pushing to your absolute breaking point, the recovery will be much longer. Good luck and wishing you well!

        1. Mid*

          This is a very good point. Thank you. I feel bad because my boss is a good person/I don’t like “failing”/I was socialized from a young age to be a people pleaser/Catholic guilt/Midwest nice/a million other excuses, but you’re very right that I need to take a break before I actually break, and my company needs to feel the consequences for not properly staffing us.

          1. AcademiaNut*

            I would take the break, and during the break prepare to set limits when you come back. So take a month off and do no work, and then when you come back make it clear that you will, say, not work weekends and have to leave by 6pm every night. And stick to it. Let things fail if necessary, but prioritize your health over your employer’s success.

            Right now, you’re literally working yourself into a state of collapse to keep on top of things, but that’s shielding management from having to do anything urgent about the situation, because the work is getting done. If you work yourself into long term disability, they’ll have a short term problem, hire someone to replace you and move on – you’ll be the one bearing the life altering consequences.

    4. Not Today*

      As someone who has had to do this multiple times, take the time you need. As for how to do it, one time, I moved back in with my parents. Luckily for me, my Boomer parents started educating themselves when my older brother had a psychotic break, and by the time I had my worst depressive episodes they were teaching classes on mental illness for other families. Another time I got a seasonal retail job to make ends closer to meeting. Not that retail can’t be stressful. But it’s the kind that’s much easier to put away when off the clock. Ultimately, my advice is to do WHATEVER you need to for your health, even if it changes your job or your life. I had to make some drastic changes to mine, but those are some of the best decisions I’ve ever made. Good luck! We’re all pulling for ya! Oh and I paid a zillion dollars to COBRA to keep my insurance (and necessary medication) flowing.

      1. Mid*

        Thank you. Heading home is on my list of considerations, though the area my parents live is not great for resources, and I’d lose my community and my medical providers. I hope you’re doing better now!

  53. Yay, I’m a Llama Again!*

    I feel stuck between a rock and a hard place…

    I’m being made redundant from my company after 15 years, due to a significant reduction in our team – 75% cut. I’ve secured a secondment until September, which is great, and gives me the opportunity to learn some slightly different skills to boost my CV.

    But when do I begin the job hunt proper? If I leave before September then there is a chance than I won’t get my redundancy payout as it’s at managers discretion, but if it wasn’t for the redundancy I wouldn’t be leaving so I don’t want to walk away without the payout. I also don’t want to leave the secondment mid-way through and let them down.

    I’ve already had some approaches via Linked In but I’m thinking of changing my profile not to say available for work at the moment. Three month notice period in my industry is standard, but I don’t think many companies will wait six months for me.

    I change my mind on what to do about every other day…

    1. Bluebelle*

      I would start looking 4 months out from your end date. The hiring process can take a full month, then you can give the 3 months notice. Good luck and get that payout!

    2. junior*

      I would definitely start job hunting now. You might run into a few awkward situations, but I think the right job would be willing to wait for you. Also, if it were me, knowing that I had 5+ months would make me more likely to turn down offers that I wasn’t sure about.
      Best of luck!

      1. junior*

        Oh shoot, and I forgot to add – job searching takes so much longer when you already have a job. At least this has been my case.

        1. MacGillicuddy*

          But you’re more likely to get hired if you still have a job than if you’re unemployed.

          Start job hunting now. First get your resume updated and improved if needed. Alison has great advice on this.

          When you’re still working you don’t have that panic of OMG I’m unemployed and the money is going to run out.
          And you can be more discerning, because you won’t feel like you have to take an offer because you’re desperate.
          And it’s useful to get in some practice interviews (or calm them non-critical interviews, meaning “they called me for an interview, I’m not sure I want to work for them but I guess I’ll go hear what they have to say”. Especially if it has been 15 years since you’ve job hunted.

          1. Yay, I’m a Llama Again!*

            This is an excellent point. I’ve interviewed once in 15 years and the thought of doing it again fills me with fear!

    3. BRR*

      It depends on how much the redundancy payout is. Because to me, at a certain point getting a long-term job lined up will be better than the payout.

      Also don’t feel bad about leaving mid-way through your secondment. You have to look out for you first. You wouldn’t have to leave if they didn’t make your position redundant.

      1. Yay, I’m a Llama Again!*

        It’s essentially a year’s salary, which is why I don’t want to walk away! If it was a couple of thousand then that would be different, but I’ve been there so long that it works out at pretty much a years salary.

        I don’t think there is such a thing as a signing bonus in the UK.

        1. Lady Danbury*

          Given how much money is at stake, I would base my timing on the current market for the type of roles that you’re looking at. I would start putting feelers now to get an idea of what types of jobs are out there, how many interviews you get and how long the process takes to get an offer. I’ve heard of job searches moving as quickly as a few weeks to as long as years. Once you have a better idea of what the market, you can adjust your timing accordingly.

  54. Sigrid*

    A small victory: there was a contract snafu at work (I’m in medicine, where contracts are the norm), and my employer came very close to claiming they couldn’t pay me for time worked. Fortunately, I have been an AAM reader for over a decade, and a very firmly worded email citing the relevant employment law led to them reversing course without my even having to get a lawyer involved.

    (For the record, I have a new job starting next academic year. This is only one of many issues at my current employer.)

  55. Trivia Newton-John*

    Still looking for a new job (the one that seemed perfect for me ghosted me after Thanksgiving. The position is still up on their website) but I would love advice on this:
    Should I look for a new job if I have booked a vacation in 4 months, or should I put it on hold and wait until I get back from vacation?

    1. fueled by coffee*

      I’d keep searching. If they have policies around e.g. not taking PTO during your first 6 months or whatever, you can always try to negotiate for time off for the planned vacation if you get an offer. If they won’t give it to you (or they do something like offering it to you unpaid and that’s not in your budget), you can always turn down the offer.

    2. Policy Wonk*

      Where I work it can often take 4 months to complete the hiring process, and longer if the person hired needs a security clearance. I’d be searching, but be prepared to negotiate for the time off as part of accepting the job if things happen quickly.

    3. Chauncy Gardener*

      Oh no, just keep looking! And if your vacation falls in the middle of whatever or when they want you to start, just include that in the start date discussions and interview timing discussions

    4. DinosaurWrangler*

      Alison says to bring up the vacation after you get a job by offer (ajon offer in writing, not verbal). Tell them you have a pre-booked trip from dateX to dateY and ask if that could be accommodated ( take as unpaid, delay start date, etc)

      It can take 4 months to job hunt.

    5. Lady Danbury*

      Keep searching. It’s completely normal to have vacation booked while searching for a new job. If you receive an offer before the vacation, you can either delay your start date until after the vacation or let them know that you have vacation planned after they make the offer.

  56. urguncle*

    From earlier this week, I posted on “our new team lead is horrible and keeps sharing private details about us with our colleagues” and said I would tell the lurid story (hopefully without identifying details) here:
    I came into the company as a Llama Groomer in 2019 and things seemed pretty normal for awhile. I made it clear in my interviews that although I had experience in Llama Grooming, I wanted to join a company where I saw growth for myself and I would be working to prove myself as more than a Groomer.

    I saw my boss as kind of prickly and odd, but a lot of bosses are odd. Early 2020, the company announced a new department, Advanced Llama Services. There were a few possible, but not guaranteed, titles that I thought looked really interesting and aligned more with my interests. I expressed this to our HR team and was met with a VERY harsh private word from my boss that I should NEVER contact HR about something like that without her approval and I should have gone to her first so she could tell me to focus on the work that I was hired to do.

    One thing I always do at a company is branch out and make connections to other departments. I’ve found that I get better projects this way, I genuinely enjoy my job more and I can get more done for the llamas this way. This infuriated my boss and I started to feel more pressure. When I got the flu in February 2020, I was out for almost an entire week. This was unacceptable as I was working with someone else on a webinar and was unable to get it done beforehand. She also changed the scope of the webinar days before I left and was angry that I had not worked on it more. I was very sick, to be clear, going to urgent care multiple times to get x-rays on my lungs to make sure that I didn’t develop pneumonia because of another condition. The day that I came back into the office, she yelled at me in a conference room and was outwardly hostile to me that I didn’t have the lung capacity to deliver the webinar.

    This wouldn’t be the last time she raised her voice to me, and after the final time, I went to HR and my grandboss a few months after she started. I had felt isolated for a long time and nothing really happened until mid-2021 when I found out from other colleagues that she had done similar things to almost everyone: kept people from going above her head for things and then punished them, created fake PIPs by exaggerating details, burying her own liability for issues and outright lying about her reports to management. This had happened to the entire Grooming department and although some people had escaped it, she would also create these fake PIPs to get people to stop moving off the team.

    Mid year she was removed from managing groomers, but the damage had been done and any time that she had to work with someone, there was manipulation and animosity. At this point, all of the llama groomers knew what her tactics were and were reporting to the grandboss. Finally, after basically codifying rumors as “fun facts” to share with the company, she was asked to resign.

    We are not entirely out of the woods as there are professional courtesies extended to her that keep her attached to the company for awhile longer, but she’s no longer able to harm the company, outside of yoking us to a vendor that no one wants to use because it’s associated with her.

    1. Not Tom, Just Petty*

      I made a note to come look for this story. Thank you for following up. Comparing it to the letter the other day, Kate is an amateur. She’s so artless and egocentric, sure that nobody would compare notes, that everyone knows she’s deserving, that she’s “telling it like it is.” Your boss is/was a malicious loon who manipulated, lied and punished people. She is professional level movie villain.
      What jumped out to me most, is how she kept her staff cut off from other groups. I was pretty shy about going outside my group. Once I made connections with other people, volunteered for interdepartmental projects, my boss literally and figuratively patted me on the back. It went into my annual review. It was three sentences about initiative and growth and proactivity.
      And upper management let this go? My manager states our success gives her success, not our labor gives her credit/reward.
      Your ex-boss is a sick individual.

      1. urguncle*

        I don’t know if my complaint to HR/Grandboss was the catalyzing move, but I’m glad I recognized her use of the tactics that my manipulative mother would use on me. I managed to get reassigned to the Advanced Llama Services team, purely on accident and to none of the roles that I had initially expressed interest in, but I’m super happy in my current role and with my current boss.

        1. Not Tom, Just Petty*

          That is Friday good news in itself. And sorry about all your experiences with manipulation. Best of luck to you in the future!

        2. ShinyPenny*

          Just wanted to say, that’s some awesome next-level adulting: being able to identify and protect yourself from an authority figure, who’s toxic tactics echo your toxic parent’s historical game plan. That situation can be so devastating if you are not able to recognize the “echo.” Gold star to you! And very happy to hear you are in a better situation now.
          (Also, why does it take so long for the awful ones to get fired?)

  57. Meow*

    Ever since we started working from home back in March 2020, it’s like all my coworkers just completely gave up on communication, collaboration, and helping each other. It was already kinda getting that way but the pandemic seemed to really exacerbate it and make everyone only care about themselves.

    I actually tried talking to my boss about it the other day, but it kind of got derailed for a bigger issue (“I wanted to talk to you about something, I’ve been working on X problem and have been struggling to find anyone to help me with it, I’ve asked for help multiple times, but-” “I didn’t know X was a problem! You’re right, we better fix it!”)

    I like the work I do and the work-life balance for this job but I don’t think I can deal with this anymore. My husband and my boss both keep saying I just need to be more assertive, but I’m exhausted from having to be assertive all the time, and I’m pretty sure at this point no one likes me very well either. I just don’t know what more I can do.

    1. Not Tom, Just Petty*

      All I can say is that there are better companies out there. I’m sorry that your group is like this and that your leadership is “Wow, problem. Ain’t that something?”
      This is not normal.
      There are groups that are more collaborative and I hope you think seriously about finding one and then do.
      Good luck.

      1. Chauncy Gardener*

        Came here to say exactly this. Look for a better job with more normal people. Normal this isn’t!

    2. Coenobita*

      Oh, mega solidarity!! The last time I asked my boss for advice (in a “different stakeholders have opposing views on how we should do X and I don’t want to burn bridges” type situation) he straight-up told me to “get over it.” I don’t know what else to do besides try to find the energy (somewhere) to apply to other jobs.

      1. Not Tom, Just Petty*

        With all due respect to your boss (which is none) dafuq does “get over it even” mean?

      2. Pretend You’re An Anthropologist*

        Your boss has no tact, but maybe try this:

        Next time put all the stakeholders in a room, present the issues, possible solutions and results, then sit back and let them duke it out.

        Don’t worry about burning bridges. Either the stakeholders will come to a compromise, or somebody won’t like the final decision. But it’s not your personal fault. Anybody who holds it against you is a dingbat. Just keep thinking of them that way and don’t take it personally.

  58. AE*

    When I use the search this question comes up in the past with the answer that it’s fine to do, but I’m wondering about applying for an internal job with my work email listed on the application/as my contact?

    For context specifically, since I know there are a lot of people in my field here: I’m an academic librarian. Currently I’m in a staff position at my library and am applying for a faculty position. We have a weird system here where some librarians are staff and some are faculty; my current position requires an MLS and has basically the experience requirements and many of the same duties as the position I’m applying for. I have the support of many of my colleagues for getting the faculty position, which of course pays more and is tenure-track. It was my boss’s position and I worked as her right hand for many years before she left.

    However, the hiring decision is ultimately up to the library director, who is prickly and overly formal with processes. She makes a big deal about job titles and doing things according proper procedures and is sort of an academic elitist (I once had a colleague move from a staff to a faculty position within the library and she told him to “stop talking to the staff so much” after his promotion). I’m not sure if being internal will help me much with her, despite the support of my colleagues. And I’m worried she’ll view it as inappropriate for me to use my work email in the application, even though basically everyone, including her, knows I’m applying for the job. I think it’s dumb to not use my work email for this, but I worried she might hold it against me.

    1. Kimmy Schmidt*

      Hmm, I’d say totally fine to use your work email for academic libraries and internal positions. Has the director said anything specific about the email? If she’s mentioned it, I’d just roll my eyes and use a personal email. Is there anyone who works closer to her or has been on committees with her that you can ask?

      1. AE*

        She is quite awkward interpersonally and I don’t think would ever bring up something like that about hiring. Our whole library is only about 25 faculty/staff and we all work with her regularly so I’m not sure that anyone would have a better sense than anyone else.

        I do have quite a few colleagues who have changed positions within the library the past few years so I could ask what they did when they applied. I’m betting they used a personal email because the whole culture here never treats internal candidates any differently during hiring or really even acknowledges that they’re internal. (Like, we still do a staff meet-and-greet and go around the table and introduce ourselves to internal candidates as part of interview days.) But I don’t think there’s anything WRONG with using an internal email…

      2. Loulou*

        At my library you HAVE to use your library email for internal promotions or transfers (so you’d have to create a new account, not use the one you used to apply to your first job). This is laid out in our intranet, but if you work somewhere where it’s not I would just ask HR how to handle this.

        That said, OP, from your other comments it sounds like this environment is pretty unusual so I’m not sure how helpful our comments will be. I like your idea to talk to other colleagues who have changed jobs internally.

    2. Kathenus*

      On the overall topic of work email for an internal job, that’s always been perfectly fine everywhere I’ve worked. BUT, and this is important, if you do that please check your email regularly including on your days off. It is so frustrating for someone to give you a contact method and then not check it regularly, and I have had that with people who use work email addresses occasionally.

    3. Not Tom, Just Petty*

      To apply for another job in your company, does your immediate supervisor have to sign off on it?
      I would ask HR for your internal process. That should make everyone happy and take some stress out of your life.
      My company has a written procedure that HR will explain.
      In my company (and one years before this), you fill out a form, your boss signs it, you add it to the packet with the cover letter and resume and off it goes to HR. All correspondence thereafter was through work email/work phone. Interviews scheduled, follow up calls…nobody had to pretend it wasn’t happening or that it wasn’t a normal part of business.

      1. AE*

        Yeah, I work in academia and I (sort of) explained above that’s not how things work here, at least on my campus. There’s no separate process for internal candidates and we’re treated the same way as anyone else. I wish there was a process more like what you describe, but it’s not how things are in my setting.

        This is for the position left vacant by my supervisor, so there wouldn’t be anyone to approve it anyway; while the position is vacant my interim supervisor is the library director, who will be making the hiring decision. It’s all very incestuous which is why it’s absurd to treat it with such formality, but such is academia.

        One of my colleagues, who had chaired multiple search committees where candidates pulled out late in the process due to salary, once asked our university’s president and a VP in a meeting why we don’t include salary ranges on our job ads (they literally just all list “depends on qualifications” for the salary). They looked at my colleague like she had 2 heads and sputtered some answer that made it sound like they had never heard of such a crazy idea. So that’s the sort of environment I’m in.

        1. Not Tom, Just Petty*

          Sorry I hadn’t fully read/comprehended. Now I’ve fully read and don’t comprehend a dang thing about your institution.
          They think this is a game? Like the ghosts of the crusading Knights Templar announcing “Only the penitent shall pass!”
          Well, I imagine a lot of candidates ARE sorry they ever met these people!

          1. AE*

            Yeah, perplexed responses like this are pretty typical when folks from outside academia encounter our norms when it comes to hiring, and many other things. It’s not great.

    4. HR Exec Popping In*

      It is 100% normal and really expected to use your work email for an internal job application.

      1. SnappinTerrapin*

        I agree.

        But this may be one of those situations where doing what is normal is taken the wrong way. Then again, AE’s director may take it wrong if she tries to avoid that risk by using her personal email.

        I’m getting a headache from trying to figure out the what-ifs. Like trying to figure out which T/F test questions are trick questions, and which ones I saw an exception the teacher wasn’t thinking of.

        As Kathenus said, it’s important to be reachable by the mode of contact given in the application. That factor would nudge me toward the work email, since a nit-picky director could be annoyed about EA checking her personal email at work.

        1. AE*

          “I’m getting a headache from trying to figure out the what-ifs”

          This perfectly describes my day-to-day dealing with this person…

    5. Manchmal*

      If you think your boss would have a problem with using your work email, is there any downside from using a gmail or something? If you don’t have to use your work email because of the system, then just use another one. No one will be confused about who you are because of the email address.

  59. Elenna*

    Not sure if this is a work question, it involves work but it’s mostly a hardware/IT question. Feel free to tell me to repost on a weekend thread.

    So far, I’ve been having my work laptop and personal laptop on separate desks. However, I’ve now acquired a second monitor and separate keyboard for my work laptop. (We’ll be moving to hybrid work in the long term, so I expect to need a home workstation for a while.) Ideally, I’d like to be able to use those with my personal laptop as well. I’ve already messed up one mouse’s USB by unplugging and replugging it every day as I moved it back and forth, so I’m looking for a solution with a minimum of unplugging. There’s probably some obvious hardware solution to this, I just have no idea where to start looking…

    1. urguncle*

      USB Hubs are helpful for this. I got one because of Mac’s insistence on USB-C connectors. But if you have multiple things plugged into a hub, there’s a single thing that you’re plugging/unplugging constantly. Targus and Anker are good brands to start with.

    2. Alton Brown's Evil Twin*

      There are things called “KVM modules” (KVM = keyboard, video, mouse). They are often used in data centers and rooms with rack-mounted computers. The KVM is a small box that generally costs in the $30-$80 range. You connect a bunch of computers to the KVM, and then a single mouse/keyboard/monitor can be switched between them.

      Whether you can do this with your particular machines, and support multiple monitors for each, is hard to say without details. But your IT department might have suggestions, and you can usually find them in places like Best Buy, Office Depot, and independent computer shops.

      1. Lyudie*

        FWIW I have had bad luck with my last couple of KVMs, both from iogear IIRC. They conked out pretty quickly. They don’t seem to be as popular these days and I had a hard time finding any that weren’t the big expensive ones used for servers and such. My husband says there is software that does this too, but you might not be allowed to install it on a work computer.

        This might not apply to you but as a PSA, Corsair keyboards do not play well with KVMs. Mine just did not work at all, and Corsair’s response was we don’t test that, we don’t support that, go to the KVM manufacturer (they were not able to help either).

      2. Can Can Cannot*

        I use a KVM to share my monitor/mouse/keyboard between my work laptop and my home desktop. Works seamlessly — I love it. I just I have a Trendnet TK-207K, which costs about $25 at Amazon. The one I have is VGA rather than HDMI for the monitor, but there are HDMI versions available (but are a bit more expensive).

      3. Fanny Price*

        I have an ABLEWE KVM that I bought on Amazon and use to switch between my home desktop and my work laptop for my second monitor and external keyboard/mouse. It didn’t have quite enough ports for my setup so I also have a small USB hub plugged in on the keyboard input side. It works great for me. I’ve only had it for six months, so I guess I can’t vouch for lifetime yet, but it does everything I need it to.

    3. Kay*

      I tackled this problem early on! My solution was to build a set of shelves that live below my desk. My work & personal laptops both live there. I connected the monitor’s HDMI cable to one computer, and its VGA cable to the other computer. I change the monitor display by selecting a different input. (There are ways to do this with an HDMI splitter too if you want.)

      Then I hooked up the monitor, mouse, printer, and webcam USB cables to something called a USB switch. Basically, I click the button on it and everything changes from one computer to the other. It’s not perfect but it has made a huge difference for me.

    4. Red Reader the Adulting Fairy*

      I have a Logitech MX Keys keyboard and a Logitech MX Ergo trackball, each of which connects wirelessly to multiple computers (via either bluetooth or USB doohickey; the keyboard can connect to up to 3 devices including tablets/phones, and the trackball can do two) and has a button on it to switch it. So I can (and regularly do) have the keyboard pointing at one computer and the mouse pointing at the other. If you don’t want to put the computers on the same desk, something like this is a pretty good option, since both devices are wireless — you just push the button on the device itself to switch it over. I have a USB doohickey in my personal computer (Logitech does the unifying doohickey so both devices connect to the same one) and connect them by bluetooth to my work one, but you could do two Bluetooths or two USBs as well. Logitech has a few different device options that will connect to multiple computers/devices like this.

  60. Friday Anon*

    Are unscheduled phone interviews a thing now? I’m absolutely miserable in my job and am looking for a new one. Found a place I would love to join, and HR contacted me for an interview. However, my contact seems to want to just call me without setting up a scheduled day/time. I work full-time and have meetings and things to do, so we’ve played phone tag a couple of times because I missed 2 calls from her. In her last voicemail, she said she would call me today but wouldn’t specify a time (and I had told her I would love to speak with her about the position). This seems really inconsiderate and a waste of her time and mine. How hard is it to block out 30 minutes on the calendar and call candidates at the appointed time?

    1. Cookies For Breakfast*

      It’s so annoying! It happened to me too (with a job a friend referred me for, no less), and once the HR person finally agreed to set a specific date and time…they didn’t call. Ever again.

      For what it’s worth:

      – I’ve done lots of phone interviews over the past months, and all were pre-scheduled and came with calendar invites. The case above was the only exception.
      – I used to work for a company that did unscheduled phone interviews. That was so long ago, I started to think it may well be an outdated practice. Also, knowing what I know about that workplace now, it was a red flag for both a bad hiring process, and little respect for people’s time.

    2. TigerFan13*

      I had a similar situation at a previous job. I had gone through the first round of interviews with my immediate supervisor, and the next step was to be a phone interview with the General Manager of the company. I indicated I would be available any time after 3pm on XYZ days since I was still working full time at my current job. GM calls me at 1:30pm, and later immediate supervisor told me he knew that would happen because GM “just does what he wants sometimes”. I was young and took the job because I was really excited about the position, but dealing with GM was a pain the whole 4 years I was there. I would caution you not to move forward with anyone who doesn’t value your time/schedule, as this could foreshadow how you will be treated as an employee the entire time you are at the job.

    3. Not Tom, Just Petty*

      The prospective employer is giving you lots of information about themselves and their company. I’m not sure what, exactly. Something along the lines of: They think that hiring is not a big deal, the phone call is just a formality. They think that you are at their beck and call, that you’d jump at the chance for this opportunity.
      Or something else.
      But nothing good.

  61. Meep*

    Follow-up post.

    A little backstory: My former manager is, frankly, evil. There is no way to sugar-coat that. Back in November, I filed a sexual harassment complaint about something relatively mild (for her) where she was constantly accusing me of being pregnant anytime I took sick time and would follow it up by threatening to have me fired if I was on top of going out of her way to try and be a jerk anytime I took PTO. It bled into the fact she would also threaten to have me fired if I didn’t help her come up with ideas to present to her boss (never asking, always threatening) and that I was concerned that the company could potentially be hit with a lawsuit as she frequently broke employment law. Nothing was done, but she did stop harassing me.

    In late January, she decided it would be a good idea to start up again. She tried to spread a rumor that I was slandering a coworker using an email as proof. The email in question was me telling her that he was competent after SHE publically said he wasn’t (cause of projection all around). I filed another complaint because well… retaliation. Bossman decided that it STILL wasn’t enough so I quit at the beginning of this month. I cited my reasoning and expressed concern. I pointed out that everyone she has managed has either been fired for “performance issues” after she publicly disparaged their protected class (chronic medical issue, non-binary, transperson taking time off to transition) or quit out of frustration (me and another employee who also went coco for cocoa puffs).

    Bossman begged me not to and finally decided to hire outside help. I had an HR rep/employment lawyer contact me last night to schedule a meeting to discuss. I still have low hopes of her being fired or repremanded as others in the past have expressed surprise she hasn’t been fired prior (before any of this came out), but it is something.

    1. Meep*

      For the record, this is a small sampling of all the BS. And no, I don’t believe professional training/coaching will help. Just like I don’t believe intensive therapy (which she clearly needs) would help either. :/

      This woman is in denial that she does anything wrong.

    2. Monkey Fracas Jr.*

      Wait, is the employment lawyer working for your company? If so, DON’T TALK TO THEM! Get your own lawyer!!! The pregnancy thing, paired with HR’s inaction, is probably grounds for a lawsuit, and you need your own lawyer at the table during this discussion! Any employment lawyer will give you a free consultation, start making calls now!

      1. Can Can Cannot*

        Agree 100%. Do not to to their lawyer until you have talked to your lawyer. If you don’t have a lawyer, tell them that you can’t speak with them until you have had a chance to speak with an attorney.

        They are not looking to make this better. They are using their lawyer to protect themselves from you. One way they will protect themselves is to dig up dirt on you and find ways to make you look unreliable or untruthful.

        1. Meep*

          I am not too, too worried simply because it is a small field where everybody knows everyone. The owner has a rep for being flakey and unreliable. The woman in question has a reputation… for well being unpleasant. Absolutely no one who matters likes her. Even outside of Industry (think insurance, web dev, etc) have a lot of contempt for her and have even blackballed her. I have faith anyone who isn’t drinking the Kool-Aid (aka anyone not straight out of college) will take one look at the situation and believe me over here.

          The owner, unfortunately, was gaslit the same as me into believing he needed her to be successful. She seemed to have done a number on him during the start of the pandemic that left him in a depressive state while painting her as the savior. He just hasn’t woken up quite yet.

          I plan to stick to at least the illegal talking points, because the rest of it is bonkers. (Think telling complete strangers that her adoptive daughter is probably an “alkie-baby” and calling her pizza-face.)

        2. I support you*

          +1 100% agree. Get a good lawyer that will help you, especially one who specializes in employment law, discrimination, and retaliation. Make sure that you document everything that has happened.

      2. Meep*

        She is hired as a Senior HR Consultant who also happens to be an employment lawyer. I admit I did threaten to file an EEOC complaint to see if they thought it was actually sexual harassment or not. I trust the owner to not do anything legally. He is just strangely indebted to her to the point he has blinders.

  62. LizB*

    This week I was on a call with me, a coworker, a vendor rep, and, and someone from our parent company (let’s call her Jane)… and I had been warned in advance that Jane was abrasive, but wow. She’s not just abrasive, she’s straight up rude! For no reason! I’ve read on here about people with zero soft skills, but this is the clearest example I’ve seen in the wild. I’m assuming she’s absolutely brilliant in her area of expertise, because she’s certainly not a fun person to have on the team. Wowza.

    1. Chauncy Gardener*

      Yikes! Don’t you just hate that? How did she get into this position by being this way? I for one cannot fathom having someone even remotely like this on my team. Why? What can possibly override this overwhelmingly negative stain on the company’s reputation by her being there?? So many questions, so little time.
      You have 100% of my sympathies and I sincerely hope someone normal at your parent company puts an end to this ridiculousness!

  63. anon for this one!*

    Ethics reality check please! I work for a large public organization. My branch (Dept A) receives funding requests from non-profits, evaluates them, and ultimately makes awards of $1M+. Another branch (Dept B) deals with real estate transactions. We operate very independently but share a board. So Dept A is currently evaluating a funding request from a non-profit that is hoping to acquire a large chunk of property from the parent organization, via Dept B. I am manager of the funding group, and I call up my counterpart in Dept B, their real estate manager, to ask how that negotiation is proceeding. They say, I’m not handling that directly, for the details I have to call in my two consultants working on it. These consultants are Robin, a former Dept B employee/now retired annuitant, and Chris, a former Dept A very senior employee/consultant. Chris holds existing consulting contracts with Dept A (with a different group than my funding group), apparently Dept B, and also I just heard Dept C, yet another branch that operates autonomously. And… Chris is chair of the board of the non-profit hoping to acquire the building. I never worked with Chris but they have reached out a few times to me over the past 18 months to ask about funding opportunities for this non-profit. Chris and Robin are negotiating the real estate transaction, representing our parent organization, with the non-profit that Chris chairs. Robin and Chris have known each other for years and obviously enjoy working together, and their contract manager obviously is not interested in making her life more difficult by getting Chris off the project. AITA for saying I feel uncomfortable discussing this project in detail with Chris at meetings of our parent organization? I did so in a meeting yesterday, and Robin reluctantly told Chris to get off the zoom. I have tried to have a substantial discussion about this with my boss, who knows Chris personally, and they just shake their head and say “it doesn’t look good”. AGREED, but what do I DO?

    1. Alton Brown's Evil Twin*

      Something similar happened in the city I live in a few years ago. After the news got out, the city manager was fired/forced to resign, and there was an overreaction amendment to the city charter.

      Somebody ought to be recusing themselves from this. The fact that everyone just shakes their heads and says “woe is us” is not a good sign at all. So if you have an inspector general, ombudsman, or ethics hotline available, use it!

    2. LizB*

      Is there some kind of ombudsman or ethics hotline you have access to? Someone higher up needs to step in and make Chris do the right thing and step back from this deal.

    3. anon for this one!*

      The parent org does not have an ethics hotline, despite being quite a large org (10,000 employees).

    5. What She Said*

      Do you have to take this project? Would it be possible for you to refuse to work on it if Chris is involved? Is there any blowback on you if this comes to light? I think the answer to that last bit is where you need to really think about what to do. Sure you can report him but you still have to deal with him in the meantime. If your boss or someone higher insists you move forward then I’d want that in writing with you also stating why you are strongly suggesting you either bow out or ask that Chris bow out before moving ahead. You need to cover your own behind in this situation.

      1. Lunch Eating Mid Manager*

        The project funding application still has to be dealt with, whether it’s by me or one of my subordinates, or my boss for that matter. We can’t just bow out as a department. I feel like Dept B needs to clean up their mess but I am the only one who acknowledges how messy the mess is!

  64. Construction Safety*

    So, we ROFed one of two accounting admins two weeks ago. ROFed when it could have been a termination. But, whatever. Side point: in 4 years here, never had a convo about a raise of COLA or review with them.

    I think they have phoned interviewed 2-3 possible replacements & may have been horrified with salary &/or hybrid WFH expectations.

    Today the other admin turned in their 2 week notice. The defining event was that she asked about a raise after being here a year. 6 weeks later, had not heard back. Went to the head person, asked again. The next day got a 2 page missive listing all the things they had done wrong in the last ~year. Never had a convo about it prior to the letter.

    So, they got a nice raise, a promo & MUCH better bennies. Good for them.

    2. Midwest Manager*

      “Reduction of Force” = downsize/layoff

      Though if they’re looking for a replacement, that seems contradictory

  65. Purple Penguin*

    How are job seekers answering “why do you want to work here?” these days?

    This topic has been discussed on Ask a Manager before but I wonder if the tone and content of the answers has changed since the start of the pandemic and/or the great resignation.

    I feel like this question being asked by an employer assumes that good jobs are in short supply and that there is a vast power difference between employer and employee, when both of those things are not necessarily true.

    1. ecnaseener*

      I think even pre-COVID that was an awkward question, and unless it was your dream job or something you needed to translate it in your head to “what piqued your interest enough to interview for the job.” I don’t see that changing.

    2. HR Exec Popping In*

      Jobs are not in short supply right now. It seems like everyone is hiring and has vacancies as lots of people are moving around. Anyway, this question is a softball question and gives the candidate an opportunity to talk about why they like the company/industry/work.

      Frankly if someone doesn’t have any reason for wanting to work for you it would be a red flag that they didn’t bother to look into the company or the job.

    3. Teal Fish*

      Many, many interviewers like to start the interview with 1-2 warm-up/softball questions. The idea is to give the candidate an opportunity to talk about a “safe” topic and relax. Plus even if jobs aren’t in short supply, I want to know why you applied to this particular job and not the similar one at the next company over. You are overthinking it and putting a bit of an adversarial spin on it.

    4. Loulou*

      I feel like this should actually be easier to answer in the current environment! “Why do you want this job [and not one of the many other jobs that are open right now]” is a different question than “why do you want this job [the only job in your field that opened this month]”

  66. PreggoFish*

    I’m 23 weeks pregnant and am currently interviewing for jobs. I have heeded the advice on the site and kept my pregnancy private during interviews. Given that I’m farther along in my pregnancy, when would it be best to bring this up to a new employer? Do I disclose the pregnancy when I receive an offer or wait until after I have accepted an offer? If I should wait until after accepting, how can I ask about how parental leave is handled without throwing up red flags?

    1. Lunch Eating Mid Manager*

      Congratulations on the impending baby!
      I am not an attorney, so take this simply as an opinion of a hiring manager. I know I cannot discriminate against someone who’s pregnant, nor do I want to. I also want to hire someone who will be as helpful as possible as soon as possible. If I make you an offer when you’re 24 weeks and you start at 26 weeks, is 10-14 weeks enough time on the job for you to be helpful to the organization, and feel good about your position while you are out on maternity leave? Or will you still feel in training mode and nervous about the job being a good fit, so much to learn, etc.? How much maternity leave are you hoping to take? (And how will you cover it, if you are in the US with its lousy coverage) How much schedule flexibility will you want/need when you return from maternity leave? These answers will vary by individual, as well as how urgent they are. Ask about parental benefits and leave whenever you want, if it’s a major factor for you. To me personally, I don’t think it matters when you disclose that you are pregnant since it’s illegal to discriminate on that basis whenever it comes up; however you might look at it as a medical condition that doesn’t make sense to raise in, say a first interview or a panel interview, but would in a second interview with your potential boss.

      1. PreggoFish*

        Thank you for the response. These are all great questions to ask. I think some of the positions I would be able to feel comfortable leaving for a maternity leave after 10-12 weeks, but some I would want more training time to feel secure. I’ve planned on having to fund my own maternity leave, which is a bummer, but the reality of the US right now. All of the positions I am applying for are fully remote, like my current position, so I don’t plan on needing additional accommodations after returning but you never know how you will feel! Thanks again for your thoughts.

    2. 1qtkat*

      I interviewed while pregnant recently. I waited to tell them about the pregnancy until I got the initial offer, which is what Alison recommends since there you can negotiate leave and such. Asking then will also tell you how the job treats new parents.
      In my response to my tentative offer, I just mentioned that I’m pregnant, and requested some flexibility on leave, telework, and work schedule. I also mentioned that I would like 16 weeks of unpaid leave with all the FMLA protections and the option to work part time during the leave since I wasn’t going to qualify by the due date; also asked to have this request put into the final offer if approved so that it’s memorialized in writing and not something that can easily be forgotten when the time comes. Also I asked about their current hybrid schedule since they’re on maximum telework due to covid and what accommodations they have for pregnant women and new mothers.

      Congrats on your pregnancy and good luck on the job search!

      1. PreggoFish*

        Thank you so much for the response. I have jotted down your ideas and will be asking for the same during my offer conversation.

    3. Ann Perkins*

      Congrats! I went through something similar last fall and disclosed after I received an offer (I was about 14 weeks pregnant at the time). Since I knew I wouldn’t be FMLA eligible, my only ask was that I would still get 12 weeks off; I had kept a private short term disability policy and this was a large corp unlikely to negotiate any paid leave that wasn’t already part of their benefits.

        1. Ann Perkins*

          They were absolutely fine with it – the company actually offers 6-8 weeks of short term disability that I was already eligible for and then 4 weeks fully paid parental leave that I wasn’t eligible for, so their only concern was that I was crystal clear I would only get the disability benefit. I guess I had a pretty low bar because I wasn’t even anticipating being eligible for any type of benefits so that was just icing on the cake.

          It did help that a close counterpart on the team was a friend of a friend who I respect greatly, and he spoke very glowingly about our mutual boss as well, so the people I was going to work with weren’t complete unknowns to me. I was still willing to take that risk because my last job was kind of jerks about me taking leaves (this is my third kid) and I wanted to be gone before that happened. I had zero type of parental benefits there and wasn’t FMLA eligible either (they begrudgingly allowed unpaid leave while acting like I should be super grateful for it) so I wasn’t giving up much.

  67. Risk Averse*

    I’m looking for a new job. My positions have tended to be at larger/more traditional employers that have been in business for decades. I’m single, I have a mortgage, and job stability is really important to me. But I’m finding tons of job postings in my field with companies I guess are considered startups, even though they have been around a few years and in some cases more than 10 years. I can’t help but feel nervous about it and wondering if I move to a newer company if I’ll regret it worrying about layoffs. Am I overthinking this?

    1. LDN Layabout*

      It all comes down to individual preferences. I do not thrive in that sort of environment, so big massive public sector organisation is what suits me, while another friend flits from start-up to start-up and does very well for herself.

      If you do prefer stability, prioritise those types of jobs. If you do want to branch out, you can always ask about turnover and stability in an interview.

    2. HR Exec Popping In*

      I’ve worked for both big companies and smaller ones. There are benefits of big companies – stability, resources, strong and robust pay/benefit packages. But small companies also have their perks – interesting work (normally broader responsibilities), fast moving, potential for growth, etc.

      You need to decide what is more important to you.

    3. Chauncy Gardener*

      I personally prefer younger companies because I think it’s more fun to be able to influence how things are done and set policies and processes as the company grows. If the company is well run and in a growth industry, the ‘worst’ thing that will happen is that it will get sold or go public. Either way, you’ll probably keep your job, and make some money if you got stock options.
      All size companies lay people off, no one is immune. If you’re interested in security, perhaps really focus on the industry because you for sure want to avoid the contemporary version of a buggy whip manufacturer!

    4. Teal Fish*

      It’s OK to prioritize stability! I was in a similar boat as you a couple years ago–my spouse and I rely on my health benefits (I’m in the US) so it’s very important to me to work somewhere stable with solid benefits. I spent the first several years of my career at an employer of about 1,000 people but then hit a ceiling and looked for new roles. I didn’t think I wanted to work at a startup, but then ended up getting connected to a startup whose business model I believe in and who made great benefits packages a priority. (Literally within the first week they asked me “Is there anything you were getting at your previous employer that you feel is missing from our benefits?”) I’m very happy here, and it completely defies my stereotypes of startups, so you never know!

      I would recommend doing research on different types of companies, including startups but other types of businesses that you’re seeing in your search too. In general, look for companies that are growing and are in growing industries. And if you like stability I would avoid anything out of Silicon Valley or using a similar venture capital funding model. But! There are a lot of other startups and smaller businesses that don’t use that model. Look up companies on crunchbase, look up their press releases, and look up their founder’s background for hints about what type of company they are.

      Meanwhile, go ahead and apply at the jobs that are catching your eye. If you get an interview, you can ask about the future plans for the company and the “exit strategy” if it’s a startup. Listen to what they say, and then go home, do more research, and reflect on it. For example, you agree with them that this industry is growing? What does it mean for the company culture if their exit strategy is to go public in 5 years? Etc. Good luck!

    5. Lady Danbury*

      There’s nothing wrong with prioritizing stability, but it’s important to remember that a larger/traditional company isn’t necessarily more stable, especially compared to a startup that’s managed to be around for a decade. Larger companies still have layoffs, mergers, discontinue product lines, go bankrupt, etc. And of course company stability isn’t the same as department or role stability. As others have mentioned, if your concerned about stability, your research should encompass far more than company size/time in business. You can also take it a step further and get to know the company financials, growth trajectory, whether the growth seems sustainable, have they been meeting their earnings targets, etc. Rapid ascents sometimes lead to rapid descents, so a more modest growth trajectory may be more stable.

  68. Anon for this one*

    When job hunting, how do you screen for…I guess culture is the best word?

    One of the many reasons I want to leave my current job is the owners are VERY open about their beliefs (that I find abhorrent), that have ABSOLUTELY NO RELEVANCE TO WORK. I don’t need to have the same views as everyone at work, but if you believe others don’t deserve rights or food, I don’t want to know.

    The boss is also a bully when they don’t get their way (about unreasonable requests).

    And the Covid/pandemic response has been…not great.

    Any advice is appreciated! Especially specific questions to ask.

    1. Off My Lawn, You Must Get*

      My only suggestions are for once you have a particular place in mind.
      Back in the day of 100% office work, I would drive past an office during normal start/end times to scope out what “corporate dress code” is like. Similarly, if it is an open access parking lot, you can learn a lot by reading all the bumper stickers.
      As to bosses, I’ve started picking up on cues from how they handle the “walk through handshake” portion of an interview. Bullies will assert their dominance early and often.
      As to pandemic response, that is a question I specifically ask during phone interviews. “Tell me about your company’s response to the pandemic. I’m not asking about WFH, I’m asking about in office response such as mask mandates and such.”

    2. Bluebelle*

      Most companies that have a strong culture post about their culture on their webiste. You can also read glassdoor reviews. I ask things like “can you tell me about the team and office culture?” “what is your management style” “do leaders have specific management/leadership training that supports this culture?” I am in Talent and Leadership development, so I specifically ask how learning and development are received and the attitudes around it. I also ask how silos are bridged and communication between various teams is handled.
      I hope this helps! Good luck!

    3. Girasol*

      I have been in interviews at which a discussion or lunch with a potential coworker was part of the interview schedule. The folks who might be peers in the new job have been especially frank about workplace culture. Can you talk the company into letting you have a chat with someone you’d be working with?

  69. NoLongerCollegeSenior*

    Hello, not asking for actual legal advice of course but I know someone close to me who is an hourly worker at an office job and all these people contact her outside her hours and then she’ll be doing work several hours after the end of her day, works her lunch break, and almost never applies for overtime. I know I can’t say anything to change this person’s attitude and tell them to push back more but wouldn’t all this be putting the company at legal risk?

    1. ecnaseener*

      If she’s definitely non-exempt, then yeah this is technically against the law — but I get the impression it’s very common, so practically speaking I kinda doubt there’s much of a risk of any legal fallout.

    2. HR Exec Popping In*

      This is such a common problem and it drives me nuts. Encourage your friend to put in for the overtime. The company expects to pay for this time and legally they need to. Your friend isn’t doing anyone a favor by not reporting their time accurately and does put the company at risk. That risk would include back pay plus a premium and a fine. It isn’t worth it. And the employee deserves to be paid for their work.

    3. Ama*

      Assuming she’s in the U.S. it does depend on whether her position is officially qualifies as non-exempt under federal law (there are certain situations where jobs are paid hourly but are considered exempt from the overtime rules). But if she is exempt, yes if someone were to find out that she was working off the clock without getting paid for it the company could be at risk for some serious fines.

      Is she doing this just of her own volition (do her coworkers/manager realize she’s working off the clock this much)? I had an issue with a non-exempt direct report once where, because she was one of only two non-exempt employees in the office, she was taking cues from her exempt coworkers and finishing up emails at home at the end of the day or over the weekend because that’s what they did (although I do NOT do that and expressly tell my reports that’s not an expectation, but we have a lot of coworkers with bad work-life boundaries).

      The first time I told her she shouldn’t be doing that, I think she thought I was just being nice, so we ultimately had to have a more serious talk where I noted that, in addition to me not wanting her to be working hours she wasn’t recording, our employer could get in some serious trouble if she continued to work time she didn’t put on her timesheet. That seemed to take care of the problem.

    4. NoLongerCollegeSenior*

      So to answer your questions:
      1.She’s almost definitely non-exempt.
      2.She is in the US and she’s one of the few hourly employees, most are salaried.

      It drives me a little nuts because she’s convinced herself this is what is needed to keep this job but most of the people in the office don’t actually work long hours, their hours are just slightly different/might just send out one thing later because they are salaried. I think most folks don’t realize she is hourly and she doesn’t assert herself at all, plus some of the people are just weird(a person texting her work stuff at 6 am??? This is not her boss. Note this is not in any industry where this would be normal). She only rarely applies for the overtime. Unfortunately I will not be able to get her to change her mind but I just wanted confirmation that this potentially could be legally problematic.

      1. pancakes*

        You say some of the people are weird but your acquaintance’s willingness to work for free, work through lunch, etc. (and apparent stubbornness about it) is also weird to me!

      2. AcademiaNut*

        Yes, legally problematic (ie, flat out illegal). If she’s hourly, she needs to paid for the hours she works, and overtime if applicable. If someone complains the company would be liable for both back wages and fines. It doesn’t matter if the company consented to the extra work or not.

        Your friend can’t legally waive the right to be paid for her work. She can be totally 100% okay with it, and if someone makes a complaint, the company would still be liable for the money.

        I’ll link to a related post which explains it in more detail.

  70. Who M&E?*

    TL;DR You’re interviewing in a second round interview with the client, not the contracting company. What questions do you ask that aren’t employee fit? What questions would you ask? Y’all ever gotten this response from a client?

    Just had a second round interview with the client team for a contracting company. (AKA the people they work for on the government side) Y’all, I did 9 days worth of prep. I did background research on interviewers, matched my qualifications to the position line-by-line, covered knowledge gaps with parallels, brushed up on terminology and processes and rehearsed with my partner.

    The Program Manager and Assistant Program Manager explain they do the budget/program management, etc and that employer questions like start date, etc are better asked of the employer. Cool, that tracks.

    During my interview, the client jokingly tells me he wouldn’t put something on the resume going forward due to how the geopolitical situation shook out. I tried to chuckle and play along, but the hell. I also asked questions about their expectations of success 1 month/6 months/1 year for someone in the role. They told me that was an employer question. I tried to reframe it by asking about their metric as a client. I asked about concerns they had for my fit. They told me that was an employer question.

    Every “prep for a second round interview” question focuses on things similar to the first! What the heck is a potential employee supposed to ask about the program when it isn’t publicly available and the client just pushes back on questions like mine did?

    In closing, I’ve been crying to 20 minutes and drinking for 5 minutes.

    1. I was told there would be llamas*

      When you say “contracting company”…is that like a staffing company? If so, can you speak to your recruiter? They aren’t going to get paid if you don’t get the job so they *should* try to answer some of these questions for you or maybe they can get them from the client b/c the client answers are pretty crappy…were you interviewing with the person you will be working with/reporting to?

      1. Who M&E?*

        Think a company like Deloitte working for the Department of Defense. I’d be paid by Deloitte, contracted by Deloitte but work with and on a Department of Defense contract.

        Yes, the interview was with the program manager responsible for the program on the government side. There was a contracting company representative, but this interview was with the clients.

        Who I would have expected to have answers to those questions.

        2. SnappinTerrapin*

          When I have interviewed with my company’s client, it has been to ensure I and the client were on the same page about what they needed me to do as my employer’s representative. In short, we discussed culture fit questions, definition of success issues, relationship with the client’s staff, etc. We were laying the groundwork for the working relationship between me and the client’s manager. We came to an understanding of his expectations, which was borne out by what happened while I was in the role.

          Pay and benefits were properly between me and my direct employer.

    2. Mockingjay*

      There are good government contract programs and there are bad ones.

      This is a bad one. A good program manager should be able to tell you what aspects of the program you will support, describe major milestones or deliverables in general terms, and a little about the program itself.

      Don’t take the job. You dodged a bullet.

      At Ex-Toxic Job, I had a final phone screen with the Government Program Manager and the Company Manager. It was a bro-fest of them telling each other jokes. He asked me one question and talked over my answer. I took the job in spite of the big red flag (I was laid off).

      1. Lady Danbury*

        This! I’ve worked in industries where secondments are common (including for a big 4 accounting firm) as both the employee of the contracting company and the hiring client. The client should have a firm enough idea about what they’re looking for to be able to provide expectations of success for at least the short term. If they can’t answer, either they don’t have a firm idea of what they’re looking for (which means that goalposts will shift and it will be impossible for you to meet expectations that they can’t even communicate) or they are hiding the ball for whatever reason. Neither of those will be a positive work environment.

  71. Name the Ick*

    Looking for help in articulating what issues are with a particular marketing practice within my company.
    My company develops products for our clients who in turn distribute it within local communities. These products are all customized based on clients needs, external regulatory agencies, and occasionally local politics.
    Lately, our marketing team has a new tactic which is giving me the ick and I can’t 100% place my finger on why.

    Essentially they are pulling demographic data (I’m not privy to what the process or resources are here) from the intended distribution area to create “profiles” of fictional potential end users, and then giving a short spiel on why our products would appeal in that market. So a profile will read something like “This is Chris, he’s 34 years old, single, works as a computer programmer, and makes $95k a year. His hobbies are fishing, going to the gym, and trying new restaurants.” And there is a stock photo they pull from who knows where. I’ve never loved the practice.

    Recently we were pulled in for a large deal that would distribute our products to a struggling nearby city of modest scale. The population is mid-low income with a high percentage of minority residents, with the majority of those being black & hispanic.

    Our marketing team is all white pitching to our white and very affluent clients (it is a very white industry overall), and if they like it, this possibly will go in front of community leaders who may or may not agree with what they see represented.
    I don’t have the language to articulate this now but something just really rubs me the wrong way about this team trying to create a profile of a fictional minority person, data or no. I think that it gives too many opportunities for people to bring their own unconscious biases into deciding what they think the minority community is looking for/needs and what data they pay attention to, especially with the whole pulling photos and assigning names to people.
    Am I right to be icked out by this? And if I am how would you describe some of the larger issues with the practice overall?

    1. Alton Brown's Evil Twin*

      I hear what you’re saying, but I think you’re overreacting.

      This is basic market research. There is nothing wrong with constructing a representative customer from demographic data, and then illustrating that person with a stock photo and a name. It’s often much easier to think about how your product will be used, what benefits it will have, etc if you construct a story about a hypothetical user (this is kind of like a software development use case). “Bob gets the mail on Friday afternoon and finds out (bad news). Before, Bob would have to wait until Monday to call or visit (whatever office), but the new 24/7 chat service means he can figure out right away if this something he needs to worry about over the weekend, or whether it’s a simple thing that can get resolved easily. This means Bob can spend time with his kids instead of digging through his old tax returns.”

      Of course people can draw incorrect conclusions, come with pre-conceived biases of all sorts, and usually are already emotionally bought in to the idea that their product is the answer to the end-users needs. But that happens for all sorts of reasons, not just race.

      Are the marketers who do these demographic profiles learning from their successes and mistakes? Do they get after-action reports about whether their representative customers were receptive to the product, and then do better the next time? If they construct gross stereotypes about whatever demographic category in defiance of actual data, crack racist jokes, etc. then they’re just icky people to begin with – the demographic slice & dice is not the issue.

      1. SnappinTerrapin*

        I get the initial reaction, because humans have preconceived notions about almost everything.

        Seems to me the core issue is how accurate the data are from which the company draws its hypothetical profiles, and whether they let biases creep into their evaluation or presentation of the information they gather for their decisions.

    2. LuckySophia*

      I can’t speak to the issues of pulling demographic data, or people inserting their unconscious biases, but broadly speaking, in advertising and marketing communications it’s entirely normal to want to understand your customer’s “persona” (interests, needs, aspirations, values) and to (sometimes literally, sometimes figuratively) “put a human face” to the customers (in both internal company documents and external communications) in an effort to better know and better relate to the customers they serve.

    3. ThatGirl*

      As the others have said, this is pretty standard marketing practice. The only “ick” factor would be stereotyping someone based on race/ethnicity, e.g. making an assumption when there’s no data to back it up.

    4. 867-5309*

      I wonder if this feels ick because of a deeper issue you might be feeling around the diversity in your particular company, field or client base?

    5. RagingADHD*

      I think it woukf be ick if you were creating a company or product from scratch, and saying “we only want customers from this demographic, so how do we attract them and exclude everyone else?”

      It would also be icky if they were making uninformed assumptions about the target market, like assuming everyone in an urban area is a POC and poor, and everyone in a rural area is white and affluent.

      But this is actual data about the people who live in a specific place, to meet their needs and wants. It’s different.

    6. Lady Danbury*

      As others have mentioned, these types of profiles are completely normal in marketing. The real issue is the lack of diversity on your marketing team in general, not just in relation to this pitch.

      1. Lady Danbury*

        I’ll also add that as a POC, it’s usually super obvious and a huge turnoff when a company is trying to market me lacks diversity.

  72. KK*

    So after my second interview I was awaiting a response on a a job today….and it’s an odd one. The hiring manager wanted to have a quick MS Teams meeting and provide feedback…..but I was at the grocery store at the time. It turns out the position they were hiring me for has been “paused” as their team just lost a member and they need to reconsider roles within the team before moving forward. Has this happened to anyone else here?

    1. Elle Woods*

      This happened to me a few years ago. In my situation, it wound up being a budget issue as the director decided they would rather save the money on the position and instead split the duties of it among 4-5 existing positions. It really stunk as I had just received an offer from them. Twenty-four hours later, it had been rescinded and the position no longer existed.

    2. Girasol*

      I’ve seen hiring get paused. Upper management declares a hiring freeze, or someone recommends that the role being filled could just be split between two current employees, or the word is that the whole company is about to do a reorganization and that job may not even exist after that. It tends to happen just when the hiring manager has made his choice and is about to make the offer. The hiring manager is thinking, “Now that Bob’s gone we have to replace him, quick!” But somewhere up the chain some senior manager suddenly realizes that an opportunity to reduce workforce is about to pass him by and he says, “Hold on there!” It can pause the process so long that all the interviewees have moved on with their lives and are no longer interested when the process resumes again.

    3. Hattie McDoogal*

      This happened to me recently. They seemed really excited about me and my skill set and then I thought they ghosted me. About a month after the second interview they got back to me and said they were “re-evaluating the position”. I was disappointed but I guess it beats ghosting?

    4. Teal Fish*

      That stinks but yeah, I’ve been on the other side of this and sometimes there’s a good reason for it. One person leaves, you replace them. But if two people leave, depending on the size of the team you might suddenly have way more flexibility. Maybe you can do that big team restructuring you’ve always wanted to do, change the job descriptions for both open roles, and repost them. It might be the right thing to do for that team and that company, though it is annoying for candidates who have already interviewed for the first position.

  73. Effort Hard =(*

    I took a big risk today (for me) and emailed someone directly to ask if I was being interviewed. There’s a lot of backstory but basically there’s a couple internal promotions available, but each person can only be interviewed for one of them, not all of them. This doesn’t sit well with me, but I can’t change it. I received an offer to interview from the promotion I’d like less and that I think I’m much less likely to get… and I emailed the person hiring for my first choice and asked if I would be closing a door prematurely by accepting when her job remained my first choice. Does she intend to interview me?

    I think this is a really normal thing to have done. My sense from reading AAM is that I’m not a presumptive jerk? And honestly, even if she thinks I am… I already don’t work with her directly so so what, lol. But writing that email felt like getting chased by tigers and I just want to lay down for 30 years. How does anyone do anything?

    I guess this isn’t so much an ask as a report from the field, lol, but if anyone wants to chime in on whether it’s okay to just ask someone if they intend to interview you or not, I’m open to hearing!

    1. LDN Layabout*

      I think there’s a lot more leeway for internal promotions vs. emailing someone you don’t know out of the blue. It’s also a ‘flattering’ email vs. an insulting one because you’re essentially telling them ‘this is the work I want to do and I want to work with your team’, so I wouldn’t worry too much about it.

    2. Ama*

      Honestly if your internal rules are such that you have to choose one or the other then I think it’s not a problem to email the first choice person and ask. Presumably she also knows that if you accept an interview with the other department she wouldn’t be able to interview you even she wanted to, so if you are high on her list for interviews she might appreciate the heads up.

      It’s not really that much different than having an offer from your second choice place and wanting your first choice place to tell you if they are going to make one, just a tad earlier in the process.

    3. Khatul Madame*

      In my company internal moves are handled by recruiters, so I would ask the recruiter in charge of the posting. If there is no recruiter in the picture, you really have no other options… but I understand your anxiety around this. Best of luck!

  74. Random HCW*

    I’d like a normalcy check from salaried, exempt white collar employees.

    My boyfriend does quality assurance for data analysis. He’s hybrid remote/in person. His official hours are 9am-5pm, but he almost always works late. Most days he works 30 minutes to an hour late, but often (at least once a week if not more) he works way in excess of an hour late—sometimes into the early morning hours. When I ask him about why he has to work so late, sometimes he will say it’s because he has a deadline set by his boss or other times he will blame his own issues with time management.

    I don’t know…I’m an hourly healthcare worker and having to stay late almost every day (especially without getting paid overtime!) seems crazy to me and honestly is causing some relationship issues this probably isn’t the appropriate forum for. I’m trying to figure out if this is normal for his type of job and I have to learn to accept it, or if there’s some other issue happening here.

    1. Eldritch Office Worker*

      That wouldn’t be outrageous in my industry. But the biggest thing is he knows his job, and he’s telling you that it’s his own time management issues. So…I’d take his word for that and see if pushing him to address those does anything.

      1. Eldritch Office Worker*

        (I realize sometimes it’s a deadline but that’s something you’re less in a position to address)

    2. LDN Layabout*

      Quality Assurance means he’s right at the end of the process, butting up against final deadlines. Which means his work is the one most likely to be impacted by the actions of others and there will be internal and possibly client pressure to get things done.

      Depending on what sector/industry/company sees as normal, yes this could be totally normal.

      1. Off My Lawn, You Must Get*

        Seconded. He’s squished in the middle and QA often gets the sticky end of the stick. He’s getting it done when it can be done without the recourse of overtime. Sucks, but it can be the nature of the beast.

    3. Hermione Danger*

      I’m a salaried and exempt designer. in every salaried job I’ve had, I have been explicitly told that I am expected to work at least 40 hours a week, and that I will probably need to go over most weeks. It’s also been made clear, though less directly, that team players are those who regularly work well over 40, even in companies that advertise their awesome work/life balance.

    4. Jo April*

      I have a math (legal math?) problem!

      My 401k vests on August 1, 2022. I am actively jobsearching right now (higher ed, so it takes forever); I have approx 1 month of personal + vacation time banked. Would I have to give two week’s notice in mid-July in order to still be “employed” on August 1, or could I do it in mid-to-late-June and take July as vacation, and get the vesting?

      I’m in Massachusetts.

      2. Me*

        I don’t know about the vesting question per se, but generally speaking many employers have a rule about working your notice period/not running out your time with vacation. Check the section on termination in the employee handbook/personnel rules.

      3. HR Exec Popping In*

        This will depend on the company’s practices. You will need to be employed as of August 1st. The thing in question is if the employer will allow you to use vacation/personal time. They don’t have to allow that. To be safe I would plan for them to cash you out for any unused and earned time off and plan on your last day of work being 8/1 so that you vest.

    5. Me*

      Def depends on the job but salaried employees are expected to work until the job is done. If it helps you can think of it as the compensation is more for the work product and less for the hours making the product.

      But none of us are going to know what is normal for his job. My job is normally a 40 hour a week but if an emergency happens I may work 24 hours straight and then 12 hour shifts for weeks.

      It sounds like he’s told you why his hours are like that. Even if there are other issues, gently, there’s really nothing you can do about it except decide what you can deal with. As long as it’s his job, and that’s what he’s working, that’s where you are at.

    6. junior*

      I’m QA at a software company. This is absolutely the norm where I work. We tend to average 50 hour weeks. It’s not every QA job – I’ve had jobs where I work the typical 40, or only 45. So I will say he could search for a position that has more work-life balance, but I admit – in my industry, 30 minutes late is really not considered a big deal (by the majority of us). And I think it would be quite the search. I understand data analysis is a different beast entirely, but typically QA is the least-respected position in the pipeline.

    7. HR Exec Popping In*

      This is very much industry and job/role specific. But generally salaried and exempt employees are expected to work at least 40 hours a week or more and are asked to work whatever hours are needed to get the job done.

    8. 867-5309*

      This can be quite common in many industries. In a good workplace, this only happens during certain windows (e.g., accountants during tax time) but in some cases and at some places that is just the nature of the job. The tradeoff SHOULD be more flexibility during other times, such as if your partner wants to come in later one day or sneak out for a couple hours at lunch. Unfortunately, there are a number of organizations where the expectation is that you simply work long hours. Full stop.

    10. Pop*

      This would not happen in my job BUT would happen in many other jobs. The thing with salaried jobs is often the “official” end time is not the actual end time. The end time is when his work is done for the day. It seems that many days, he’s done by 6pm. Would you be happier if you mentally shifted his work end time to 6pm, and then if he’s off earlier it’s a nice bonus?

      It sounds like the reality is that this is how his work is, and it’s not going to change. I’d start figuring out how to accept it.

  75. LynneP*

    Would love advice on following up after an interview- I’ve been at my current hellmouth job for five years, in a niche nonprofit industry (museums), and have had a hard time making any job hunt progress, especially with the pandemic. Using Allison’s good cover letter/resume/interview advice, I’ve been advancing in the candidacy for an awesome new job, at a University with union benefits! Hooray!

    The process has been so insanely slow and detailed, which I figured was a combination of union diligence and academia’s pace. I had about ten Zoom interviews with different departments, which was good because the position interacts with everybody, and my references were contacted. My would-be boss at my new job told me, verbatim, that ‘you’re my finalist, but I want to meet you and after that speak to someone at your current job’. So I went to an in-person interview last Friday, meeting people from multiple departments, discussing the position in depth with the boss lady, all that good stuff. I thought it went very well, especially when boss lady saw me off by saying “let’s chat Monday”. I got home, sent my thank you “I’m free to chat anytime” email, and…nothing. Monday and Tuesday rolled by, total silence. I sent a casual “hey just checking in” email Wednesday, absolutely no reply, nada, zilch. It’s Friday, a week from our interview, and I’m beside myself with worry and wondering what on Earth I can possibly do! She said I was her finalist, we discussed next steps for after the interview, and she said we’d chat on a specific day, and it’s totally no response! My instinct is to keep waiting, but at what point do I reach out again?

    1. Kathenus*

      Keep waiting. If they want to hire you, or offer a next round interview, they won’t forget to do so if you don’t check in (and I truly don’t mean that to sound snarky). As Alison says all the time, hiring takes so much longer than anyone expects – I’m a hiring manager, and have moved around in my career enough to have been the applicant many times – and I still underestimate the process when I’m going into it. Since you already checked in Wednesday, if it was me, I’d wait until next Friday at the earliest or even better the following Monday. Especially with a holiday weekend coming up. Good luck, hang in there.

    2. Midwest Manager*

      It’s possible the manager is working behind the scenes to negotiate with the budget and HR people for permission to make an offer that she feels is fair for you. I frequently have to take extra days for this negotiation and red tape, before I am allowed to extend an offer.

      I recommend letting it go for now and assume you aren’t getting an offer. If it comes through, you can be pleasantly surprised. Hiring is not fast in a university setting – though it would be unusual to be ghosted completely at this point. Good Luck!

    3. Monkey Fracas Jr.*

      A couple things. One, you haven’t waited nearly long enough to be sending so many emails and worrying so much.

      Two. This is WAY too many interviews. This is, like, a FAANG-technical-job number of interviews. And guess what, 10 interviews for a FAANG tech job is too many. There was a good discussion on twitter about this exact topic a day or two ago. If they couldn’t make up their mind about you after the 2nd or 3rd interview, then these people don’t have their shit together. Yes, academia is weird. But you’re not applying for a tenured position. (Or are you?) It sounds like you’re applying to the university museum. There’s no reason for this many interviews.

      Keep applying to other places.

    4. Ama*

      Academia is terribly slow on hiring, one week is nothing to them. Even if they intend to make an offer, there are usually half a dozen people who have to official approve the offer, format the offer letter (at the last university I worked at, central HR were the only ones allowed to set up offer letters, but they were mostly incompetent and you’d have to send it back to them three times to get all the details correct), get some random hiring form signed by a department head who just decided they were taking a long weekend and won’t be back until next Wednesday, etc. Also don’t forget it actually IS a long weekend this weekend, and if you are in the northeast US, next week is February break for a lot of public schools, so people with kids may be taking time off.

      I suspect the large number of interviews was also because they gave up on trying to get everyone into the same Zoom at the same time, since it sounds like you interact with a bunch of departments, so I wouldn’t be that alarmed by that, but this is not even close to slow for academia, I would give at least a week before you contact her again.

    5. LynneP*

      Thanks all, you’ve taken a load off my mind- I’m definitely worrying way too much, but when the manager named a specific day she’d get back to me and didn’t, I panicked. The hellmouth job has made me even more anxiety-prone than I would be naturally, that’s for sure!

      It’s definitely waaaaay too many interviews, but I’ve been told my union friends that that’s pretty standard for them; it’s so hard to fire or lay off someone they go overboard with vetting. The salary and benefits are locked in per the union, so I don’t think that’s playing a part behind the scenes, but what do I know? I’ll try to put it out of my mind and keep applying elsewhere. Thanks!

  76. Lizy*

    Office chair recommendations?

    I’ll be buying it myself, so I’d like to keep it (relatively) inexpensive, but my fat little bottom spends 8+ hours a day in it, so I’m willing to splurge a bit.

    I’m super short, and basically sit all scrunched up – cross-legs or otherwise with my legs and feet on the chair itself, not the ground, so something that can incorporate that would be AWESOME. Comfy arm rests are also a must for me. My husband said there are some that are heated and WHERE CAN I FIND THOSE??? I’m constantly freezing…

    1. Monkey Fracas Jr.*

      I’m also short, 5’2″. I use an Aeron at work and I find it to be very comfortable, mostly because of the padded, adjustable armrests. They come in different sizes, so you can get the one that’s the right size for you. If it’s out of your price range, the OfficeChairs subreddit (google “office chairs reddit”) has suggestions for cheaper alternatives.

      1. Raboot*

        Aeron may not be cheap but Herman Miller (the brand) is a high quality brand and you can get great used chairs on ebay and the like. I have a used Mirra chair (another HM model) that was a quarter of the cost of new and just as comfortable. I think used Herman Millers are a great use of money.

        1. Raboot*

          Oh, and I’m 5’4″ and also sit cross legged all day. Can def recommend a Mirra for that, it’s nice and wide.

    3. BBB the cabinet builder*

      As a 5’1” person, I found one thing to make my chair more comfortable was a tilted stool for my feet to rest on.

  77. Llama Engineer*

    A lot of recent letters have talked about the importance of transparency in discussing pay – and I agree! But what if I also just feel really personally uncomfortable disclosing my salary?
    I’m entry level in a high-paying tech field, and I know I make a LOT more than most entry level positions in my city (for what it’s worth, I work remote and my company is based in another state, but the cost of living is roughly the same in both states). Recently I’ve been seeing a lot of new grads in my field asking others about salary data as they begin to job hunt and negotiate pay, and others name numbers for them that are pretty average for what entry level salaries in the area would be. I’ve been reluctant to name mine – knowing I’m an outlier and feeling very insecure about disclosing my finances. I guess I just need a gut check, is it okay to not tell people my salary if I’m uncomfortable? Even though at the same time, I know it could be valuable data for them in negotiating jobs?

    1. Becky*

      I don’t think you should do anything that makes you uncomfortable, but there are still some ways you can help with increasing transparency.
      – would you be more comfortable if this were shared in some anonymous format? Like a google spreadsheet or something where you can fill in job title, salary, degree, field etc and a notes place for any additional comments where you can specify the unique situation of the remote work.
      – if the cost of living is roughly the same in both states then the salaries in your area for the same type of work should also be similar and if it is not, could you give some tips on how/where to look for remote jobs that do pay better?
      – if your industry is notorious for low pay in your area (say, there’s a local university so every year there’s a glut of new graduates they can hire on the cheap) then let them know this, with or without disclosing your salary. Maybe if you don’t want to disclose directly, disclose indirectly– “job with company x in this city pays entry level $$ but the same job in Other City at company z pays entry level $$$”

      I would also encourage you to re-examine why it makes you so uncomfortable to be such an outlier–this is not something you are doing *to* or *at* these new grads–the ones who should be uncomfortable here are the companies not paying fair salaries, not you.

      1. Llama Engineer*

        Thanks, these are helpful! I am definitely more comfortable disclosing it in a more anonymous fashion (and I have actually contributed to some anonymous spreadsheets/glassdoor salaries, that sort of thing). And I do like to try to be a resource to help people with job hunting in our field. I can definitely use some of these tips to help steer them to the higher end of the pay scale!
        I think it’s more I feel uncomfortable in more social situations where people I know in my network are talking about it and I don’t want to out myself as making a lot more money, and I think my discomfort stems not from any impact on them but on myself. I grew up in an upper middle class family and was strictly taught never to disclose any personal financial information, but even without saying anything I think some former childhood friends from very low income families thought of me as a “rich girl”, and looking back on it I think I felt like I was treated a bit differently when people felt like I had more money than them, which made me really uncomfortable.

    2. fueled by coffee*

      Isn’t it expected that entry level jobs in tech pay more than those in other fields? It’s obviously totally up to you whether or not you want to disclose your own salary, but I do think it’s you could also just name that you’re an outlier: “Entry level salaries in the area tend to pay about $XX-YY,0000, but because I work for Schmoogle I make more than that, and the range is more like $YY-YZ,000.”

    4. LDN Layabout*

      I think this is one of those situations where you can’t sit on the sidelines while saying you agree with something.

      You can always choose not to do something good, but you need to be able to make peace with the fact that what you’re doing is choosing your own comfort over something you know is right.

    5. irene adler*

      I’m with you!
      Can you just say something like: for entry-level [position] for an [xxx]-sized company in [state or city] you should expect around $Y amount (or cite a narrow range of values). You don’t have to tell folks that this is YOUR salary. Just that you have it on good authority that this is a correct value (or range).

      When folks ask salary info from people, they forget that this might be too personal a question to ask for some. Since the point is to negotiate a job offer, it is not important that folks know the data cited is your actual salary.

      Just don’t lead them astray.

    6. RagingADHD*

      Of course you don’t have to give personal information to strangers just because they asked! That’s just true across the board.

      If you want to help them, you could say that your particular specialty or the company you work for pay significantly better than average, (or X% – Y% better than average) but that comes with the expectation that ….whatever requirements or obstacles might be in play. Like, if those openings only come up once every five years. Or if they require a specific skill. Or whatever tradeoff you might be making.

      After all, having a precise number isn’t really going to do them a lot of good in negotiation if they don’t have context, and if most jobs in the area simply aren’t going to pay that.

  78. SoSoAnon*

    I’m a white, female teapot designer, and during a team meeting earlier this week, a co-worker made a racist comment. I was horrified, and I know it showed on my face. The thing is, I’m not sure what to do next.

    This team member is kind of bro-y and has made other questionable comments in the past. I want to shut this stuff down, but I’m afraid if I say something, he’ll just blow my concerns off as ‘liberal sensitivity” and nothing will change. For the same reason, I also don’t think HR coming down hard on him will help, so I’m hesitant to talk with them about it. My org doesn’t have any kind of D&I or bias training, though we do have some ERGs. We also have a verbal commitment from corporate leadership to create a more diverse and inclusive space, though that leadership is almost entirely white men, so I don’t know how urgently they’re approaching it.

    I’d love to get suggestions for what I can do, recommended scripts I might use in talking to him, to HR, in other situations because this is a very male org, and I’m on a mostly-female team (with all-male leadership), ways to help create long-term changes in behavior and not just the response of, “Oh, I need to be careful around the sensitive lady.”

    1. Monkey Fracas Jr.*

      Go to HR. Put your complaint in writing. Tell them you’re concerned about your coworker creating a hostile work environment. Use that phrase. Tell them this incident made you feel uncomfortable. Whatever HR tells you, good or bad, put it in writing afterward. Send them an email that says something like, “I wanted to confirm what we talked about today. You said [thing that they said].”

      Accept that it’s extremely likely nothing will come of this. Do it for your conscience, not for results.

    2. Off My Lawn, You Must Get*

      I am one of the few liberals in a conservative office.
      I’ve noticed that to folks like that, “Liberal sensitivity” looks like pearl clasping and trips to HR.
      In a bro-culture org, a stern “REALLY?” will go a lot longer.
      Or laughter. “Wait, you really meant that? Dude. 1865 called.” (or other reference depending on the nature of the comment.)

      1. pancakes*

        Of course “folks like that” wokld prefer to continue treating racism as a commonplace and minor faux pas that should be laughed off rather than a matter to take to HR. Does going along with them on this actually help reduce the frequency with which they say terrible things, though? Or is it just that it’s less awkward?

        1. Off My Lawn, You Must Get*

          I guess I don’t see it as “going along with it.” I see it, I say something loud and obvious. Only if it continues do I escalate. In my experience, the metaphorical rap on the nose with a rolled up newspaper gets through to them better. I’m a contemporary, HR is “the other.” And yes, I’ve noticed a reduction of frequency.

          1. pancakes*

            That’s good you’ve had some success. The way you initially described laughter seemed a bit less sharp and clear to me than what you describe in this clarification.

        2. Xena*

          It sounds to me like “folks like that” would prefer being talked to by HR rather than being called out on their bad behavior, especially being called out in front of others. At the end of the day, the goal is to get them to stop saying and doing racist things. They can think all the nasty things they want as long as they’re polite when they open their mouths.

        3. RagingADHD*

          You can do both. You can say in the moment, “Dude. Gross. Racist much?” and also make a complaint.

      2. Chauncy Gardener*

        This +1000 is the only way to deal with bro folks. Especially the “dude, 1865 called” Because then they have to go look it up

    3. HR Exec Popping In*

      Ideally you would call him out when he does it. If you aren’t comfortable with that or if that doesn’t stop it you should report it to HR. I also recommend documenting instances of these types of things. It is always good to have record of what happened and when so that you are clear on the facts.

    4. pancakes*

      I’m trying to figure out why you think HR would “[come] down hard on him” when your workplace doesn’t even have D&I or anti-bias training. Those generally aren’t great ways to eliminate racism and bias, but they’re very standard ways for employers to show they’re making some effort to take the problem seriously. Between this and the leadership that’s “almost entirely white men,” it seems extremely unlikely that HR would come down hard on this guy based on a single report about a single remark. Now, if other people have made other reports about other remarks he’s made, maybe that’s a possibility — do you think it would be inappropriate for them to take action if that turns out to be the case? I don’t. I would report this to HR rather than talk to him directly. You don’t need to hear more about how he feels to know that he said something racist that made you uncomfortable, and you don’t need to have a debate with him about whether you’re entitled to take action on that yourself.

      1. RagingADHD*

        There are plenty of companies that don’t have formal programs, but also would definitely come down hard on this kind of behavior, particularly smaller organizations that don’t have formalized programs around company culture in general. I’ve seen it happen several times, so I don’t in any way think that a lack of specific programs or trainings means the organization is likely to turn a blind eye to racism.

        There are employers who don’t “show they’re making some effort to take the problem seriously,” but just actually take it seriously in practice.

    5. SoSoAnon*

      Thank you all very much for taking the time to respond and provide feedback. It’s very helpful. I will be letting HR know.

    6. Dark Macadamia*

      If he pulls the “sensitive” card, lean into it the same way Alison sometimes suggests leaning into being The Humorless One. “Yes, I am sensitive about racism.” “Yep, that’s me, sensitive about being respectful at work!” etc

      Being sensitive isn’t actually a bad thing, and someone who uses it as an insult is just broadcasting what an ass they are. Don’t let them act like you’re the one in the wrong!

  79. Eliza Anon*

    Hello AAM friends – been a while since I’ve written (under a diff name, anon today), things have been good, I’m at a new interesting job that’s keeping me happy :), however, no workplace is perfect and need your wise and kind advice today about handling my supervisor. For context – I have a senior technical role, though not management just yet. My entire dept is working from home and since starting my job I haven’t been in the office and I haven’t met my colleagues face to face.
    My supervisor, let’s call him Jack, doesn’t know when to stop talking and any conversation or casual meeting with him always snowballs into at least an hour. He’s a good guy, though he’s a bit spineless and indecisive, but oh man, but when he enters a convo and asks one question, he then jumps into another topic or a vent or asks questions that are kind of related but not on topic or my discussion and it’s a tricky balance btw letting him speak and getting my stuff discussed and sorted out. He’ll check in throughout a meeting to ask me if I am finding the discussion helpful and I usually then say “thank you, partially, but what I really want to focus my discussion on is X.” Honestly, I don’t even know how it happens sometimes, he just does this jumping from topic to topic seamlessly. I consider it a personal strength from past jobs that I knew how to keep meetings on track, but Jack’s personality escapes me. He has nearly 30 years experience so I don’t know if age/generation is a factor here; but I also had a younger supervisor some years ago that did something similar. Most of my coworkers suffer because of how long calls with him spool out to be. It takes a lot of energy and constant repeating of what I need to get him to make a decision or give an opinion or acknowledge that he got the info he needed in the meeting and move on. He eventually says it, but it feels like a gargantuan effort. I’m still fairly new at this place so I am treading a bit more cautiously as well.

    I decided that going forward for any call with Jack I’ll have to say up front how much time I have and what I want to talk about and then work on steering him and keeping him on topic. Any folks out there who successfully dealt with someone like this? Any advice or reading material – past AAM posts or books that you would recommend? Thank you in advance for your help :)

    1. Alton Brown's Evil Twin*

      Any way to switch or meld communications methods?

      Before the call, send an email with “We need to talk about Q3 llama grooming targets. Here are the issues we need to cover: (1) Ordering replacement combs (2) The new TPS cover sheets (3) Hiring another shampooer.” Then control the conversation – after you handle the combs, and he wants to all of sudden jump into discussing alpaca DNA analysis, steer him back to the cover sheets. Assuming you can get a word in edgewise, of course.

        1. What She Said*

          You can try, “hey can we go back to XYZ, I think I missed something.” then lead it back into a question about that topic.

    2. Chirpy*

      At an old job, I used to let the (mostly elderly) volunteers in the building in the morning. One guy’s wife had recently died, he was probably lonely, and he just. would. not. stop. talking. Once I was stuck with him for his *entire* two hour shift, until the next volunteer came in and I could make a break for the office. After that, my coworkers and I had a system that if I took longer than 15 minutes or so, one of them would call the volunteer desk and ask me to come back to the office. He started to comment that I must be pretty important if they apparently couldn’t do anything without me, but I’d just be like “oh, yeah, lots of stuff to do today, so sorry”. It worked pretty well.

    3. Depends on how you say it*

      Sounds like my grandboss, who for various reasons is more directly involved in what we are doing than usual.

      I hold a weekly workgroup meeting that she’s been sitting in on. Every single meeting has been derailed, by tangents, by important topics on a different topic, by getting stuck in details. The meetings go over by 30min or more, and since she’s so high up in rank, none of us have the guts to cut her short. I’ve tried emailing her an agenda in advance, posting a list of topics on the screen during the meeting, trying to get some topics covered in a 1on1. Ive been here less than a year so I’m not comfortable being too assertive. I asked my boss to intervene, but he’s new in his role and not comfortable doing so.

      Wish I had suggestions for you, but don’t have anything that has actually worked for me. Only sympathy.

  80. Feeling Trapped*

    I’m in a tough situation right now and I would love some insight! I am in my last semester of an MFA program, which I am doing while working full time as an administrative assistant at the local state university. I am very underemployed and underpaid, but it has been a great job while I’ve also been managing full-time graduate school.

    The problem: I am so sick of this job. I spend most of my time at work as a receptionist, and I tend to finish all of my other tasks very quickly (and well! I’ve always gotten great reviews). I used to work on more projects, such as alumni communications and outreach, but I have become very disenfranchised after realizing that people here who actually have alumni relations in their job description get paid at least $10k/year more than me. I make less than all of my friends and have had to put a lot of things on hold while in in school and being underpaid. Also, cost of living in my city is skyrocketing right now. I really just want to move to an apartment I can afford where I can have a cat! Is that too much to ask?

    I’ve started to look for new jobs. I know that an MFA in a creative field isn’t the most valuable thing in the world, and I’m fine with that– I did this for myself and I’m proud that I did! The jobs I’m looking at generally fall into two categories: 1) freelance writing work, 2) university administration. For 1)– I dream of writing full time, and have written quite successfully, but I am wary about losing my benefits (which are very good) and entering a more volatile field. For 2)– I think I could transfer within the university, have a more fulfilling job, and make more, but I am terrified of getting stuck and I’m not sure I want to dig into my higher education career.

    So, I guess after all of that, I’m wondering… How do you deal with being underemployed? How do you handle being in a less secure field? Or, how do you deal with being a highly creative person in more of a day-to-day grind kind of a job? How do I deal?

    1. Monkey Fracas Jr.*

      Hi! I have a visual art MFA and I am a full-time writer in the advertising field. Let me help you out!

      While I was getting my degree I was teaching (as a graduate teaching assistant) and working part-time 1099 as a studio assistant for an artist. I was super underemployed. However, I was living is a super LCOL city and it was fine.

      I am 6 years out of school and I’ve had a lot of time to think about your last paragraph. You deal with being underemployed by getting a full time job that comes with full benefits. Swallow your pride and do it.

      Now, your next question. My first “real” job out of grad school was a HIGHLY creative and competitive job. Let me tell you about being a creative in a creative job. You will take every single aspect of your job super, super personally. Every criticism of your work will sting worse than anything you’ve ever experienced. It will eat away at you. You will experience agony and ecstasy on a daily basis. You will suffer emotionally. You will triumph emotionally. You will come to the realization that all the creative work you’ve done for this company does not belong to you. Your daily work life will be an emotional rollercoaster. Some people thrive in this environment. Some don’t. Which are you?

      I now work in advertising. I don’t take my work home with me, physically or emotionally. Is my day job creatively satisfying? No. Is that ok? YES. Because:

      (And this is the MOST important part, so I’m going to write it in all caps.)

      YOU HAVE TO MAINTAIN A PERSONAL CREATIVE PRACTICE. This is where you will find creative and emotional fulfillment. Because it is yours. You own it. You control it. I don’t know which MFA you are getting, but I’m going to assume it is writing, because you mentioned that. Find a writing group. Maintain your writing friends. Publish. Submit relentlessly. Make your personal creative practice the thing you daydream about while you’re at work. If you can accomplish this, then it does not matter what your day job is. Make work. Polish it. Share it with your MFA friends. Publish it. Work, work, work. This is the way.

      1. Feeling Trapped*

        Thank you so much for your response! You make very good points. I think part of my problem right now is feeling burnout from working full-time and being in school full-time, so even if I’m technically working on my creative practice for school, it’s not that same personal creative practice that I crave. Reading your comment has made me very excited for this summer when, after I graduate, I will have time to do so and figure out how to re-balance my life. I hope I get a chance to figure out whether I like that highly creative/competitive environment, but in the meantime it’s so nice to hear from someone who has found fulfillment.

    2. MissBliss*

      Hi there! I’m sorry you’re feeling trapped. My response might not exactly be the answer to the questions you’ve posed but reading your message I thought that maybe there’s an in-between you hadn’t considered.

      Have you thought about going into fundraising/development? I work as a full-time grant writer but have previously worked in other aspects of development, and I find it rewarding as a creative individual. Since you have experience working with alumni relations projects (even if you didn’t carry that title!), did you enjoy it? If you did, that experience could get you a job in another development role, in higher education or another type of org (even a creative org!). Like many fields, we’re struggling to hire right now, so someone with even a little bit of previous experience is likely to get an interview. And, while salaries are all over the place in the nonprofit sector, development tends to be on the higher end of the nonprofit salary spectrum. My last job was in higher ed and I got good benefits and made decent money, and my current job is in a field I feel more connected to, where I have even better benefits and make even more money.

      I hope you find something that enables you to live the life you want and also fulfills you professionally!

      1. Feeling Trapped*

        Thank you so much for this comment!! I did very much enjoy the alumni relations projects, and as I got to write for alumni publications it was fulfilling as well. I’ve always been a bit wary of development but I think if I really believe in the org I could potentially really thrive. And it’s good to hear that grant-writing could be an avenue to look into! I have a lot of writing experience in my university position, as well as a good amount of published writing, and I’ve worked for a pretty prominent local non-profit arts organization, but I’ve never done grants before so I’ve been hesitant to apply for those jobs. But it sounds like I should!

    3. matcha123*

      How do I deal with being underemployed?
      I like money. I shut my mouth and collect my paycheck because if my “talent” was valued, I’d have a better paying job.

      How do you handle being in a less secure field?
      I am grateful for having any employment. I worked at a place for a year and a half that had me on a 2-month contract. If they didn’t want to keep me on, they could just…not renew my contract. Oh, and I was in a foreign country. My current job gives me a one-year contract, which they may or may not renew. It is incredibly stressful. But I deal with it because it’s one of the few places I can work.

      How do you deal with being a highly creative person in a more of a day-to-day grind kind of job?
      I look for ways outside of work to do creative things.

      How do I deal?
      I grew up in poverty. Not being poor is a great motivator to not rocking the boat and staying employed. If you have wealthy parents, you can probably ignore everything I’ve typed and do whatever you like, knowing that mommy and daddy will catch you if you fall.
      I’m sure my reply sounds depressing, but we don’t all get to do what we want and like.
      My work comes in waves of busy and lots of downtime. And the busy times usually involve pretty boring tasks. Sometimes I’ll create a more creative version of what I’m working on to keep my mind flexible. Sometimes I’ll see if there are ways I can make tasks easier for the whole team.
      Ideally, I’d love to be surrounded by motivational, kind co-workers who are also close to me in age and who I get along well with…but that’s not going to happen.

      I make wayyy less than my friends. Way less. I don’t see that ever changing. I keep my current position because there are other perks, such as work from home, generous vacation time, and so on. Perks that would be gone working at another job for the same pay. It can be helpful to look at the positives of your current job, too. I keep a notepad with me and jot down ideas when they pop into my head during work. I’ll even research topics that overlap with work and my passions to kill two birds with one stone.

      1. Feeling Trapped*

        You are right that I should spend more time being grateful for what I do have! I’ve been extremely anxious lately and very burnt out from full-time work + full-time school so I’ve definitely let my gratitude practices fall by the wayside. I will certainly try to focus more on the positives.

        FWIW, I think everyone should be fairly compensated and have free healthcare, and I hope that everyone can have the chance to feel fulfilled, appreciated, and respected in their work. I don’t think that’s a bad thing to strive for. And no, my parents are not wealthy, and being able to support them in their old age is part of the reason I am worried about feeling trapped in my current position. I think it’s fair for me to want to be paid fairly and have the chance to live a life where maybe someday I can afford a cat.

        I hope you do get the chance someday to be surrounded by kind coworkers, and have more secure contracts! It definitely could happen, and I hope it does for you.

    4. Hermione Danger*

      I have a theatre MFA. Here’s where it comes in useful:

      Time management. I am used to meeting deadlines on time and on/under budget.
      Collaboration. I know how to work with people to get things done.
      Project Management. As a director, that is exactly what I do.
      Creative problem solving. That’s more or less the definition of theatre, right? Coming up with creative solutions posed by every aspect of the production. Doesn’t matter what role you’re in, you need to be able to creatively solve problems.
      Communication skills. I have them. I can speak comfortably in public and I can make my point effectively. I also am a better listener than most people because as an actor, you have to be. Actors have to listen for not only what’s being said, but what’s not being said and also pay attention to the context and get to the heart of the issue.
      All of those things are transferable skills. Employers love them.

      So when you think about your degree, think about the skills you gained that people in business spaces would LOVE to have that your artistic pursuits have allowed you to excel at. Don’t undersell your degree as less valuable. You’ve set yourself up to be better at a lot of things than you realize.

  81. feather*

    How bad is it that I sometimes snippy or short with my team lead in meetings? He’s often all over the place, and I am by far not the only one who gets frustrated by his poor communication and comprehension. I try to keep my frustration to myself – telemeetings help – but sometimes it comes through. Including me cutting him off when he’s rambling and telling him, “Let [other person] speak.” Sometimes, that other person is our boss. Boss is great, he likes and respects me, and I think he’s grateful when I make room for him to speak. But I worry I might be perceived as overstepping or rude, especially by people who are less familiar with Lead. And I know getting snippy in a meeting is probably somewhat unprofessional. How concerned should i be about how this looks? I will say in general I have a reputation as being someone who is good to work with, and I’m generally friendly. But negative interactions with my lead in public are a unique thing.

    1. Kathenus*

      Candidly I think it’s bad. It’s in meetings, which means that it’s around others not just in a private conversation with team lead. If you’re continuing to feel that you have to do it, it’s also not solving any problems, since doing so hasn’t reduced the behavior. Your boss is in these meetings, he has the standing to make room for himself to speak on his own, since it sounds like he also supervises team lead. I’d address it privately with team lead – discuss an agenda, time for everyone to talk, whatever – as concepts to implement outside of the meeting itself; and/or with boss on strategies to make the meetings more fair and productive and if appropriate bring up team lead’s meeting style as an issue and discuss options for it. But right now you run the risk of looking like the one in the wrong. Kudos for asking this question though.

    2. ecnaseener*

      If you’re right about your general reputation being pleasant, you probably have some leeway for occasional snippiness. But yeah, it’s worth putting in the effort to improve on this. “One sec Bob, I’d like to hear what Jim was saying” sounds better than “Let Jim speak.”

    3. Me*

      It’s not great. There are ways to be firm and assertive without snippiness.

      I get it when you have someone who drives you up the walls. But you really need to work on getting rid of that tone.

      A special note if you are female to really get rid of it. People tone police women so often that simply firm and assertive gets tagged…being difficult to put it nicely. I myself get “strong personality”. Don’t give anyone a reason to dismiss you.

      Firm, assertive and professional is where you want to be. And find a friend to privately talk about what an idiot the guy is :)

    4. What She Said*

      Maybe try saying “Hang on a second Bob, I think Dave had a question”. Gets the point across without appearing snippy. And, yes, I have cut people off to do that when they simply missed someone wanting to say something. No one seems to take it badly. Also, if you aren’t running the meeting saying “Let Dave speak” will almost always come across bad in my opinion.

  82. Crazyoboe*

    I am looking for a new job. The reason I need to leave my current one is that my supervisor is a bully to her staff and I have become her new target. I am unsure of what to say when applications ask for the contact information for my last supervisor, because I know she will only trash me. Do I just put someone else in the organization that is familiar with my work? Do I say something about the situation to give them a heads-up? There is very much bad blood between us at this point, because she blocked all of my chances to transfer within the organization, and is now surprised that I am leaving. She thought I would care more about my paycheck then my mental health. She has already engaged in illegal retaliation for me even requesting the transfer. (I am looking into lawyers as well.) But yeah, how do I address this on applications and on interviews? (I just had a question about “If I called your current supervisor, what would they tell me about you?” And I had to completely lie on that one which made me uncomfortable.)

    1. irene adler*

      This question: “If I called your current supervisor, what would they tell me about you?” sound like a hypothetical. So what did supervisor state on your recent annual reviews? IF those were positive, use that.

      I would indicate that you do not want current supervisor contacted because you don’t want her to know you are looking (yeah, I know, she already knows). And omit her contact info as well. Offer up the contact info for: any prior supervisor(s) you have had, or a co-worker at current company who knows your work.

      1. Crazyoboe*

        This is kind of the direction I have taken so far. Instead of my direct supervisor, I have offered the information for one of the organization coordinators who oversees the particular program I am a part of, but is not in my direct chain of command.

        As far as evaluations go, thanks to COVID and reasons, I haven’t actually had one of those in a few years. I was at a different location at that point, and that supervisor is no longer part of the organization. I would like to put her down, as she knew my work best and generally loved what I did, but since it has been almost 2.5 years since then, I figured I needed someone more recent.

    2. Midwest Manager*

      Do you have HR? If so, you could ask them to serve in place of the manager and confirm only employment details (start/end date, job title). If you tell HR retaliation as the reason you’re not using the manager, that could go a long way to getting the boss’ issues addressed.

      Also, do you have another team lead/supervisor-type who you’ve worked with closely at your current org? Have you done work for your boss’ boss? They might serve as a replacement reference for your current supervisor. Try not to use lateral peers if you can avoid it, they don’t carry as much weight as someone higher in the org chart.

      1. Crazyoboe*

        So, HR knows all about my issues with this supervisor. They were initially horrified, then denied my transfer request anyway, even as an ADA accommodation with doctors notes and evidence that this toxic work environment was detrimental to my health. They are pissy because I chose to remain on unpaid medical leave (which my contract allows 2 years of) rather than return to work. I would have flat out resigned already, except for the particular nature of my profession/contract and the possibility of getting my license suspended for a year.

        I have not had any contact with my boss’s boss, or anyone else higher up. The guy I have been using has a position above mine and parallel or slightly above my direct supervisor. Like, if I were a teapot designer, she is my site supervisor who knows nothing about teapots and this guy is a Director of Teapots for the entire organization. He does trainings for us teapot designers and gets us resources and can put some pressure on the site supervisors as needed, but doesn’t have a lot of real power.

    3. Windchime*

      I was honest with my prospective boss. I told her that I couldn’t be sure what my current supervisor would say, but I gave prospective boss several additional references of people who had been my manager/supervisors at that workplace.

      I am fortunate that I just had a feeling about prospective boss; I could tell that she was a person who would be able to figure out that current supervisor was bonkers. Turns out it wasn’t an issue; current supervisor refused to say anything at all.

  83. HannahS*

    How did you pump milk at work? What I’m struggling with is that I walk 30-40 minutes to work and I don’t have any office space, so I can’t store the pump at work or lug a cooler to and from. Advice?

    2. Monkey Fracas Jr.*

      Ask them to buy you a small fridge that only you would have access to. Frame it as an ADA accommodation.

    3. Ann Perkins*

      Insulated backpack. Assuming you have access to a fridge and freezer at work, you can take your pump and pump parts in the backpack, have ice packs that you keep in the freezer at work during the day, and then pack everything back up in the backpack to take home.

    4. Bluebelle*

      I believe by law they must provide you with a private and secure area to pump and a place to store the milk! Call HR and ask them!

    5. HR Exec Popping In*

      In the US employers must provide a private space for pumping and I think they need to also provide refrigeration (or at least that is the norm). Google nursing accommodation law and your state to find out what your employer needs to provide. If you have HR ask them for an accommodation for nursing.

  84. Mazey's Mom*

    I am on a 4 person team organizing a conference next month for researchers at the university where I work. It will be a hybrid model (in-person and virtual). We needed an additional panel member, which we knew could be difficult to get given that the event date is about 3 weeks away. Fortunately, the woman we asked is able to participate (yay!), and she said she would attend in-person and bring her 7 month old baby with her. We don’t have a blanket “no kids at work” policy but we do have a flexwork/telecommuting policy, beefed up since the beginning of the pandemic, and it’s no problem if she wanted to participate virtually – other speakers are. But she wants to come in person. Normally, I would agree with my team, having children at work who cannot amuse themselves quietly is a distraction, so maybe it’s best she participate virtually. After 2 years of regular Zoom use, we’ve all adjusted to crying kids/working partners/barking dogs in the background when someone is speaking. But we’re still in a pandemic, and I’m very sensitive to the needs of working parents, especially moms, and maybe she’s not able to get childcare during the workshop hours. I don’t feel comfortable with us just saying that it’s either Zoom or not participate, and we don’t have a policy to back this up. How best to handle this?

    1. Academia is weird*

      My perspective as an academic who has also organized several conferences: I would let her decide on what to do.

      My rationale: She is doing your institution a huge favor. I assume that the woman that you’ve invited to speak last minute on the panel is an academic and that she will, at best, receive a small honorarium and at worst, receive no payment at all. Even if she gets an honorarium, she’ll still be doing lots of free labor for you and that free labor doesn’t pay for childcare. She probably wants to attend in person so that she can reap the benefits of participating in person (including networking and seeing colleagues, without which can put her at a professional disadvantage).

      Having babies at academic conferences can also be a political choice. I’ve heard many academics advocate for both kids at conferences and childcare at conferences in order to increase visibility on that fact that childcare is part of life and yet that childcare is often not a part of university or conference policies or funding (as you say, your department/uni doesn’t have a policy). Plus even if she were on zoom, she might still have the baby on her person, so that logic that it would be more disrupting in person doesn’t necessarily add up.

      1. A*

        Sounded to me that she told them she would be bringing her child with her, so it seems pretty clear that she hasn’t planned to arrange for at home childcare. I suppose she could have / be planning to bring babysitter with her as well, but I think it’s more likely than not that she would have mentioned that as well.

        1. WellRed*

          I see your point but I have a hard time believing she would just plan on sitting there with her kid on her lap. Mazes, I think it’s perfectly ok to clarify.

    3. Camelid coordinator*

      My university is not allowing people who are not vaccinated against Covid on campus as guests or speakers at any event. This includes children too young to be vaccinated. I realize this might not be the policy where you are.

  85. junior*

    Question for HR folks:
    How weird are maternity leave questions, or other pregnancy related questions? Do you keep track of who has asked these questions so you know who might be out in the next year or two? Does leadership like to keep a list of these employees?
    Background:
    I’ve been working with my company for around 3 years – a software startup in an industry hit hard by the pandemic. We have worked very hard to IPO, but instead were purchased last fall. The company that purchased us has kept us on, as well as our brand. However, all the internals are finally starting to shift.
    My husband and I have also been trying for baby number 2. My old company provided 16 weeks of leave, and our new owners do as well. However, I have been trying to dig into information and everything I find says we need to be employed by the company for 12 months before these benefits kick in. I’m very much stressing out, because I do not want to delay trying (I had some difficulty getting pregnant with #1).
    I have no idea if I’m being paranoid, or too lax. I did not work here when I had my first child, and I only took 4 weeks of leave, mostly PTO, and I still lost everything – all my work duties, title, responsibilities, everything during those 4 short weeks.
    I do NOT want to risk my new company finding out and punishing me beforehand. But if I won’t be getting 16 weeks of leave, I need to know as I’ve had a few job offers and it’s really the only thing keeping me here.

    1. Here we go again*

      I got pregnant after starting a job a couple months in my start date was mid October I gave birth early October the following year. There were no issues with my employer because my anniversary was during my maternity leave. I think a week difference in the due date and anniversary date was worth overlooking.

    2. HR Exec Popping In*

      If you have been employed by your company for 3 years, it does not matter that the company was purchased by another company. You have worked there for more than a year (unless I am miss reading your post).

      To your specific question, it should be fine to ask questions and a decent HR person would not track or report out on a question like that.

    3. HoundMom*

      You need to check if they are counting your service with the prior company to determine parental leave eligibility. Most companies will but not all. Ask HR — yeah it might give them a heads up that you are hoping to get pregnant but honestly these are such common issues, no one will report back.

  86. PB Bunny Watson*

    I’m curious about ADA accommodations. In one of my management groups, a member was complaining about issues like brain fog and forgetfulness. The person felt their mistakes were being targeted by management, but the person also admitted that they have been circumventing the accommodations that their employer has been making because they thought they didn’t need them. It got me wondering what happens if you accommodate someone to the best of your ability (in this case, putting systems in place to double-check the work before it goes out) and they choose to ignore or go around those accommodations?

    1. Antilles*

      My understanding is that companies just have to make “reasonable accommodations”. So if the company is providing such accommodations and making an effort, that’s satisfying their legal needs.
      Beyond that, the ADA isn’t a magic spell that requires companies to employ people forever; it might require more hoops and paperwork to justify a firing but it’s certainly doable. And the employee intentionally circumventing the accommodations seems like it’d be undercutting any potential future lawsuit.

    2. HR Exec Popping In*

      The company’s obligation is to provide reasonable accommodations. After that the person’s performance is their performance. Having a disability does not mean you don’t get to maintain an adequate level of performance. So if the employee is not performing well, the company can and should deal with that.

    3. RagingADHD*

      The accommodations exist to enable the person to fulfil their job requirements. If they aren’t the right accommodations and don’t actually help, perhaps the person needs to have further discussions about changing them to make them fit better.

      But if they aren’t meeting job requirements, it doesn’t matter if they are using the accommodation or not. The employer is not required to ignore the problems/mistakes, or keep them on in a job they aren’t performing properly.

  87. Heffalump*

    Over the years I’ve gotten my share of spam email at my various work addresses. Many of the emails were aimed at managers, even though I’m not a manager. At one point during the Great Recession I got a pitch for a webinar or some such about how to shut down complaining by one’s reports. It included the statement “In this job market, there’s no reason you should have to put up with a second of complaining.” If I’d had the disposable income and not had a problem with the whole concept on principle, I would have been tempted to attend the webinar, just to see what they said. My then manager was a reasonable guy and wouldn’t have been interested in the webinar, but I figured that what he didn’t know wouldn’t hurt him! I wonder how many people signed up for the webinar.

    1. Becky*

      I’m really curious what kind of webinar they might be running now when the power balance has shifted significantly in many sectors during the “Great Resignation” giving employees more power.

    2. pancakes*

      I wouldn’t assume it was saying anything of much interest. If they were having a lot of success with the webinar they’d probably have better targeting and marketing than spammy emails sent to the wrong people! I mean, from the context and the phrasing it sounds like the webinar equivalent of an email from a Nigerian prince or a pill mill.

  88. Tasteful Mullet*

    Anyone have recommendations for where to learn grant writing? Online programs, webinars, book recs, etc.? I’m trying to grow my skills so I have more options for work, and grant writing is one I’d be able to use in a LOT of different fields.

    2. Anony*

      Would you consider interning or volunteering with a nonprofit? Practical experience is helpful because grants can be so varied.

  89. Ellie*

    Hi all. Please can you help me with something I’m currently struggling with? I started my current job as an Admin Assistant and was promoted to a Specialist level 2 years ago. My responsibilities changed by quite a lot, however there’s one Director who’s still giving me menial tasks to complete such as arranging meetings for him, saving down documents he requests on to our systems, even smallest things like inserting a table of contents into a Word doc he’s working on or renaming files for him… My job duties do involve ‘supporting the aforementioned Director’, although I don’t report to him. My question is, how do I get him to stop? I’ve been complying so far but it’s just things that would’ve taken him 10 seconds to do get passed to me and I then I take time off from whatever I’m doing to help him. Do you think I have a leg to stand if I did push back? It’s my first ‘serious’ job and I’m quite young/green around professional boundaries so I wanted to ask your opinion! Thanks all.

    1. I was told there would be llamas*

      When they promoted you, did they backfill that position? I think you’re going to need to ask the person you report to if these tasks are still your responsibilities and if not what should you say to the Director.

      1. Ellie*

        That’s a good point. They didn’t backfill per se, but the other Admin had a hefty raise and they shifted majority of my tasks to this person. I cannot point the director in admin’s direction though as she already works at pretty much full capacity. I don’t think my manager looks to hire another admin either.

    2. Ama*

      I second the recommendation to talk with your manager first and make sure that you aren’t expected to help him with these tasks, and if it isn’t supposed to be on your plate any longer, ask how they want you to handle it when he asks for these things. Depending on the politics/culture in your office your manager might want to speak with the Director themselves, they could ask you to reply to him but cc them, etc.

      I will say that in my experience (I also started as an admin assistant and worked my way up), coworkers, particularly senior ones, are not always good at remembering how someone’s job duties have changed — frequently they’ll just go back to whoever helped them the last time and ask again. So if it is no longer your reponsibility to help the Director, you may have to spend several months gently reminding him “I’m no longer the person who does that work but Jane can do that for you” or whatever the new answer is.

      1. Ellie*

        Thanks for your comment. Much appreciated and well done for working your way up! That’s what I aspire to but it’s hard when people treat you all the same and you can’t focus on your new/appropriate tasks.

        I wouldn’t mind gently reminding him that I no longer do these things, however there is no one that I can point him to instead. I think my company was being cheap and instead of hiring a new person to fill my previous position, they gave my tasks to the other admin (with a huge pay rise but of course cheaper than hiring a new member). The other admin is already struggling so I can’t really pass these on to her either.

  90. Blarg*

    Does anyone have experience creating holiday leave policies that are more equitable/not Christianity focused?

    TL/DR: I work in a non-profit which is actively working to promote employee wellbeing as well as being on a true anti-racism and equity path. Pre-pandemic, the week between Christmas and New Years was ‘office closed/WFH optional’ (you could WFH or use your leave). With the pandemic and everyone WFH, they decided to just give everyone that week off, paid, in 2020. In 2021, they decided to make the change permanent, even when we’re back in the office. Which is obviously phenomenal – by closing the organization as a whole, we’re setting the expectation that no one will be available (and we were actively discouraged from engaging in work at all over that week, reinforced by the CEO and leadership). It makes sense; the agencies we work with tend to not need us as much over that time period.

    But also, if I’m gonna have a week off of paid leave, the week between Christmas and New Years is quite literally the last one I’d choose.

    And so while it’s a wonderful benefit, it also just reminds me that to observe my own holidays, I have to use up leave time. I want to support my org in encouraging time away and employee wellbeing. But I can’t figure out how to make recommendations to leadership. It isn’t like you can say “all the non-Christians get an extra 5 days of leave.”

    1. LDN Layabout*

      If people do have work to do over those 3-4 days and they can wfh (and both situations will not be the true everywhere) you can always push for management to add them as roving PTO days throughout the year vs. a blanket ‘the office is closed X-Y’.

      1. fueled by coffee*

        Yes, this. There’s no way to close for Christmas-New Years and *also* give non-Christians the same access to PTO for holidays. But if it makes sense in your workplace, you could offer something like “the office is closed Dec. 24-Jan 1 (or whatever), but if you WFH those days, you can swap it for a different day at another point in the year.”

    2. Rusty Shackelford*

      It makes sense; the agencies we work with tend to not need us as much over that time period.

      Well, this is going to be the problem. Without this factor, it would be easier to suggest that your employer provide five floating holiday days that can be used between Christmas and New Year’s or at any other time. But if part of the rationale is “no one needs us that week anyway,” you’ll have a hard time justifying take time off for holidays that don’t fall during your clients’ downtime. Do you think they would be open to letting you work those days and taking your holiday at a different time, or are they making a big deal about saving money on utilities by closing down entirely for that week? Also, is this truly a slow period, or is it just perceived that way? Is there any way to measure demand?

      1. Rusty Shackelford*

        Or, yeah, if they do feel they’re saving money by shutting down, suggest WFH and swap out for days that are meaningful to you if it’s possible.

        1. Clisby*

          I agree. Of course, it depends on the job. I worked from home for 17-18 years as a computer programmer, and in a case like this I could always have been productive between Christmas and New Year’s. (Good thing, because I didn’t get that time off.) I don’t know about the initial poster’s circumstances.

    3. HR Exec Popping In*

      In addition to what other recommended, consider providing all employees with a few “floating holidays” that they can use for whatever days they want. It is very normal to have an entire company shut down on the same days as it is easier but if you have let’s say 12 standard “company closed” holidays, maybe consider giving 3 floating holidays that people can use at their own discretion and with manager approval.

    4. AvonLady Barksdale*

      I’m Jewish. I loved having a week off between Christmas and New Year’s. It’s slow, I’m tired at that point, and I love having the time to relax. I would hate someone telling me I can’t have that week because I’m not celebrating something.

      I have also worked at places that gave me floating holidays that I used for the High Holidays. Win-win.

      1. Rusty Shackelford*

        I don’t think Blarg wants it taken away from people who enjoy it, they just want the option to have their own religious holidays as paid days off.

    5. Anon for This*

      I worked a job where, in addition to leave, you could take a certain number of days for religious observance. I don’t remember how many – two? – didn’t cover everything, and they did keep track e.g., if you took off for Good Friday, then tried to take off for Rosh Hashanah it would get questioned. I don’t remember any objections from people who were not religious, but this was before the rise of the “None” movement. I will note that a few places I worked closed between Christmas and New Years, but it really wasn’t because of the Christian holiday, but because all the local schools were closed.

      1. Clisby*

        Well, this is just asking for people who are not religious to take off days of religious observance anyway. I’m an atheist, but if I worked somewhere that gave days off for religious observance, I’d be taking them. Ash Wednesday! Good Friday! Epiphany!

        It would be better to give people a few extra days off (floating holidays/personal days) to just do whatever they want.

    6. Attractive Nuisance*

      There are ways to be supportive of employees celebrating holidays that don’t just involve extra days off. Three things I’ve found myself wishing for over the years:
      1. Put holidays on the calendar and create a (well-publicized and enforced!) policy of not scheduling important events/meetings/deadlines on those days. If you can’t give employees a free day off, at least make it easy for them to use their PTO.
      2. Create a celebratory attitude around holidays other than Christmas. I’m surprised by how often I tell a boss or coworker that I’m taking a day off for a holiday, and their response is “Oh.” Be expressive about the fact that you are glad employees are celebrating their holidays. Wish them a happy holiday (or do research to figure out what the appropriate saying is.)
      3. Make sure employees feel empowered to ask for holiday accommodations other than just a day off work. Maybe they need to leave early or arrive late. Maybe they need to flex their schedule based on the time the sun rises/sets. Maybe they need gentler work while recovering from a fast. Create a workplace that understands that not all holidays look and act like Christmas.

    7. Xena*

      Our workplace has a similar policy, but has a note that employees can swap out holiday days to those days which have religious significance to them.

      But yeah, if the business has just decided that it’s more economical to not be open on those days, you might be swapping out the paid leave for unpaid leave.

    8. SnappinTerrapin*

      FWIW, in some industries, such as manufacturing, it’s fairly common to have regularly scheduled when most employees either take their vacation or unpaid time off while the business is closed for maintenance, inventory, or some similar reason. Employees of those businesses undoubtedly have varying opinions on the practice. I personally would not be keen on it.

      In this situation, your employer is choosing a time that does coincide with holidays, but it may very well be, as you noted, partly motivated by economic business reasons. Your perspective is valid. I like the suggestions you received, but have no idea how that would fit your employer’s business.

      1. Clisby*

        That can certainly be true. My father was the head engineer for a manufacturing plant, and every year they had a week’s shutdown for maintenance. That meant he worked 12-hour days for a week, and a bunch of the union employees had to be in as well, but I guess some people got time off. No idea whether it was paid if they weren’t actually working.

  91. 15 Pieces of Flair*

    How would you message to an employee that she wasn’t considered for a raise because she went out on maternity leave 4 months after starting and was on leave throughout the review period? I’m listed as the current manager for an Indian employee, who is nearing the end of 6 months of maternity leave, and asked about a raise (merit increase).

    “Preeti” started in the summer of 2021 on a small team that no longer exists. Performance reviews took place in October for employees who started prior to June 1st, which did not include Preeti. She wasn’t fully onboarded in her role before she went out on leave in November 2021. Shortly after Pretti went out on leave, her manager transferred to another position and his direct reports were absorbed into the broader team.

    Merit increases from the compensation review cycle that just ended were announced this month. Pretti was not considered when our department head requested raises. Today Pretti, who’s still on leave, messaged me to ask about raises. I explained that my understanding is that she was not eligible because she’s been on leave throughout the review cycle. She came back and asked why she didn’t receive a pro-rated raise.

    The objective answer is that she wasn’t contributing much when she was working because she was still onboarding. Raises are not guaranteed, but most employees received one and they’re expected in her culture especially. The complicating factor in this situation is that I’ve never managed Pretti; she’s been on leave the entire time she’s been on my team. How would you respond to why she wasn’t considered for a raise? I delayed on responding to the second question by informing her that [Director/Decision-Maker] is out today and Monday is a holiday.

    1. Monkey Fracas Jr.*

      If my boss told me, in writing, that I did not get a raise because I was pregnant, I would get a lawyer.

      Also, I’m having a hard time figuring out why you felt the need to point out that this employee was Indian. Maybe she DOES need a lawyer.

      1. 15 Pieces of Flair*

        I did not say that she did not receive a raise because she’s pregnant. (Also she’s no longer pregnant; she delivered in the fall.) She has been on paid leave (read: not working) for several months including the entire compensation review period. Before she went on leave, she was in training (read: not doing customer work). And again, raises are not guaranteed for any employee.

        I’m not referencing Indian as her nationality; I’m referencing India as her work location. Her location is pertinent because it explains why she is entitled to a 6 month leave and also pertains to norms and expectations around raises.

    2. Rusty Shackelford*

      How would you message to an employee that she wasn’t considered for a raise because she went out on maternity leave 4 months after starting and was on leave throughout the review period?

      Not in writing…

      1. Generic Name*

        No, do your employee a favor and put it in writing. Have the CEO write a letter and sign it. ;)

    3. Former Hominid*

      This cannot be real, but if it is- explain that she needs to be at work (not on leave) for longer before a merit raise would be considered.

    4. fueled by coffee*

      I am… actually a little confused about this. Was Preeti not considered for a raise because she didn’t contribute much during the time she was there (aka, her performance was reviewed and a decision made based on that performance) or because her performance was not evaluated because she happened to be out on parental leave (I am not a lawyer but this feels… icky to me).

      It also sounds like you’re trying to pin her expectations of a raise on her culture — but you agree that you gave most employees a merit raise, and that while there might be legitimate objective reasons not to give Preeti one (her limited contributions during the time she was working), you also seem to never have formally evaluated that performance, and now she is effectively being penalized for having taken leave.

      1. 15 Pieces of Flair*

        There are two different types of separate but related review cycles: performance review and compensation review. Performance reviews did impact compensation reviews but weren’t the only factor.

        1. Pretti did not receive a performance review because she had not been employed long enough at the time they occurred.

        2. Compensation reviews started after performance reviews for employees who started before November 1st. This means there’s a group of employees, including Pretti, who started between June 1st and November 1st for whom managers needed to demonstrate growth/improvement in order to request a raise. My boss submitted the list for raises and did not submit Pretti for an increase.

        I understand how this can look like she is being penalized for taking leave. Again, raises are not guaranteed for any employee. (There are other employees who did not receive an increase.) The fact is that she was never fully onboarded (read: did little customer work while she was working) and my boss didn’t have a case to request a merit increase for her because she didn’t demonstrate any advancement versus when she was hired this past summer.

        1. Rusty Shackelford*

          In that case, it seems like this should be a common issue, and there should be a common way of handling it.

    5. Alton Brown's Evil Twin*

      This is why reviews need to be pegged to hire date, not applied in a blanket format across the company.

      Get hired on 1 November, go on leave starting 1 January for X months = your review date gets pushed forward by X months. You get reviewed after 12 months of active tenure, period.

    6. NervousNellie*

      Hmnmm, in my line of work, they would say something like “we need to see 12 months of performance before making merit-based decisions.” They don’t have to be consecutive, but you do need to do it.

    7. Ann Perkins*

      I’m kind of surprised you’re getting pushback since these seems pretty standard – she hasn’t even been there a year, inclusive of the leave. I would just say that that pro-rated raises aren’t the standard at your company and after she’s been there a year, her performance will be assessed at that time.

    8. Maggie*

      Why does it matter that she’s Indian? Maybe don’t mention her race or her pregnancy status in the review!

      1. A*

        Employee is located in India, it was included to clarify why they had a 6 month maternity leave. I do agree with you though that what is relevant is the fact that she was on leave during the review period and prior to being fully onboarded / was not able to contribute in a meaningful way to the business prior to the timing of the raises – not the fact that she was pregnant and on maternity leave. I think the responses would be different if OP had just left it at ‘she was on paid leave’.

    9. cactus lady*

      What we did with my employee who was out on maternity leave during review period was evaluate the work she did while she was there, and give her a merit raise appropriate to that quality of work. Her raise took effect January 1, and we will be doing a belated review after she returns next week. There’s no reason to withhold a raise because someone went on maternity leave (or medical leave). They are still employed at your company and contributed to whatever degree they did prior to leave, and their merit raise should be based on that. If I were this employee and this was messaged to me, I would be talking to a lawyer and job hunting.

      1. A*

        Even though in this situation it sounds like the employee went out on leave prior to completing the onboarding process? It sound to me like the example you gave is different in that you had prior performance to base the review off of. A little different than expecting an evaluation based on partially completed onboarding processes, especially since she wasn’t reporting to OP at the time (not that the last part should impact raise amounts since that’s through no fault of the employee).

    10. HR Exec Popping In*

      Is this how all employees on an extended leave are treated? If it is, then you are fine and just state the facts (and ideally reference the policy that outlines these rules) that employee who were out on a leave for X amount of time or longer are not eligible for a merit increase per policy.

    11. SnappinTerrapin*

      The pushback is a result of your attempt to be transparent. I gather you are pointing out, proactively, that these factors could be used against your firm, even if they weren’t actually considered by your firm in making her compensation decisions. Your initial phrasing did leave the bad impression that I assume you are trying to avoid.

      The real key is whether the evaluation process is applied in the same way to everyone.

      It seems like your firm’s performance review and compensation review processes could be improved, but they aren’t completely unreasonable, as long as they are applied fairly.

    12. Person from the Resume*

      Do not mention her maternity leave. She hasn’t fully onboarded and completed training. It isn’t really the maternity leave that’s the crux of the issue; the crux is that she’s still in training and not contributed much or shown impact yet.

      1. allathian*

        Yes, this. I assume a similar process would apply to any employee on extended leave, say a new employee gets into a car crash 2 months into their new job, resulting in severe injuries, and they’re in the hospital for 2 months and getting rehab for 2 months before they’re able to return to work, part time at first. I assume this person wouldn’t be given a merit raise because they haven’t shown much impact yet.

  92. NotMyStory*

    Posting this about my spouse’s work. They are in tech, has about 15 years of experience. Big Boss has decided to split the department into three sectors: A, B, C.

    Spouse will be lead for A, and is next in line for director.
    Zach will be lead for B, also has about 15 years experience.
    Benjamin will be lead for C. Benjamin has about 3 years of experience.

    All three will be Senior Managers, which is an insane bump for Benjamin, who has been a very junior staffer. Big Boss is trying to make his ultimate vision clear, but Spouse is worried that Zach will be disheartened, as Benjamin was his direct report until recently and will now jump two levels into leadership. Zach is apparently already pretty pissed, as he found out not by Big Boss telling him, but by seeing an unpublished org chart.

    I think Big Boss needs to walk it back, explain that this is his ultimate vision of how the department will look in 5ish years but that it won’t be like this, but spouse thinks it’s already too late. They are also concerned for Benjamin’s success, as they are very new and is this really setting them up for success?

    1. LDN Layabout*

      Demoting someone because of optics, not whether or not they’re suited for their job, would be a moronic move. Has your spouse expressed any worries about Zach’s work?

      2. NotMyStory*

        Sorry if I’m not clear, it’s sort of like all are getting a promotion to SR Manager, which for Spouse/Zach is appropriate and in line with their YOE (and is only one bump up). Benjamin is getting a 2x promotion, from technician to SR Manager, with no stop at manager. Spouse says Benjamin does great work, for his role and YOE, but definitely hasn’t been leading a whole department by himself.

        1. NotMyStory*

          Also, it hasn’t actually happened yet, but is in motion. Big Boss has the habit of wanting to execute his vision immediately, regardless of how long it might actually take, as opposed to laying out a path of how to get there. Spouse really likes all their coworkers and feels sort of trapped, as everyone is talking at them about it.

          1. LDN Layabout*

            At no point in any of this have you laid out why going two steps up isn’t appropriate for Zach except that his former/current manager thinks it’s unfair.

            Sometimes good performers get better promotions if there’s a need for that position to be filled. If the boss wants the department to be split into three, it makes sense to promote a good performer from within to head it up even if it’s a stretch position.

            And while it may not have happened yet, if Zach is aware of it (and he must be, since the gossip mill is going), walking back those decisions will effectively be a demotion.

            1. comityoferrors*

              They did though? “Benjamin [note: not Zach, he has 15 years of experience] does great work, for his role and YOE, but definitely hasn’t been leading a whole department by himself.”

              It seems like Benjamin is qualified to be a Manager but not a Senior Manager – presumably there’s a reason those are separate titles. I would be annoyed watching someone who does not have the appropriate qualifications be promoted to my level, too. But if that’s the decision the boss has made, they all have to put up with it. It would be terrible for morale all-around if the boss walked that back now.

              1. LDN Layabout*

                There’s no super secret senior manager qualification that people get trained on. There’s no ‘leading a department’ degrees. You do it by proving yourself at a lower level and then being hired to do so at a higher level, which appears to be what’s happening in this case.

                There always has to be a first managerial position for someone, just as there has to be a first upper management position.

    2. 15 Pieces of Flair*

      Does Benjamin already know he’s been flagged for a Senior Manager position? If so, Big Boss would be burning some capital to walk that back.

      Assuming he hasn’t been promised that title I would encourage your spouse to think through if there are objective reasons why promoting Benjamin two levels is a bad idea. From Big Boss’s perspective, devaluing Zach and Spouse’s promotions won’t be a good enough reason. Concerns about Benjamin’s ability to perform on the same level and fulfill the responsibilities of the job should give Big Boss a pause though.

    3. BRR*

      First, if Ben has already been told this then it doesn’t get walked back.

      So you don’t actually say if Ben is good at his job or if he can do this job. Going just by your post, it sounds like Zach (and maybe your spouse? I can’t tell) are jealous that Benjamin didn’t have to wait 15 years to be at that level. The correct response is to be happy for Ben. Bens career shouldn’t be at the mercy of Zach’s fragile ego.

      As to if Ben is being set up for success? That’s between him and big boss.

    4. PollyQ*

      I would advise Spouse to stay as far out of this as possible. If Benjamin isn’t actually up to the job, then it’s Big Boss’s problem. If Zach is pissed, that’s also Big Boss’s problem. It does sound like it may turn out to be an ugly situation, but that’s all the more reason for Spouse to stay in his own lane.

  93. Boss's Fave*

    Is there an appropriate way to ask my boss what her plans are for a new employee?

    I work for a very small company, just reaching the stage where it needs a middle level of management. My boss recently hired someone who I thought was supposed to fill this void. My boss said her goal was to hire someone just like me, only with more experience. I am the most organized employee and the one my chronically disorganized boss relies on the most. I was very relieved to have someone on the org chart between me and my boss, to shield me from some of the chaos.

    Well, the new employee started 6 weeks ago… and I am officially managing her. (With no pay raise, obviously.) I don’t understand why, other than that my boss doesn’t feel like managing her herself. The new employee has less technical skill than we expected, so I am training her on using our software, etc. I am also fully responsible for assigning her work. My boss has basically told me to give her any little busywork tasks that I don’t have time for, which seems backwards to me. I am hoping that once she gets up to speed, Boss will start managing her directly. But I’m not sure if that’s what my boss is planning. I also feel that the employee’s skills are perhaps not being used appropriately – given her level of experience, I’m assuming she has some higher-level business and organizational skills that she could be using if my boss was working with her directly.

    I don’t really know how to handle this situation! I’m not sure how to ask my boss what the deal is with this employee. And, there is a part of me that is excited to be managing someone. I don’t want to imply that this is too difficult or that I can’t do it – I just am confused about the situation. We as a company are overly busy and I know my boss is stressed and probably thinks she is too busy to manage this person. But the whole reason we hired this person was to relieve a major lack of midlevel staff, and having this fully grown professional doing whatever little tasks I can find for her is NOT fixing that problem.

    1. Pocket Mouse*

      You gotta talk to your boss. Maybe start by clarifying the questions you feel you’re missing the answers to. Is your understanding of needing the midlevel position accurate? Is the new hire intended to fill that position? If not, are YOU intended to fill that position, and the new hire is essentially your backfill? Are you officially managing her, or just managing her in practice? If it’s official, when can compensation and coaching/support be discussed to ensure everything is commensurate with your current responsibilities?

      1. Boss’s Fave*

        Thanks, this is helpful.

        I think you raise a good point about needing clarity on whether the new employee is supposed to be above or below me (or lateral) on the org chart.

    1. A Simple Narwhal*

      Technically it was “my employee wasn’t nice enough when we didn’t pay her”, but it should have been disqualified ahead of time since the boss wrote in, so Alison pulled it once she realized the mistake.

  95. Not coping well*

    Anyone have any advice or scripts for telling your boss that you’re not doing well when there’s pretty much no way to fix it?

    I think I’ve been burned out for months if not years, and mentioned this at my annual appraisal back in October, but I generally get by until a new source of stress appears, which it has in my personal life (wedding planning) and work life (office politics, helping train a new hire). My boss is a great guy, he’s aware of my history of anxiety as well as recent ASD diagnosis and I’m as comfortable talking to him as severe social anxiety allows, but he’s very hands-off when it comes to managing me. I just get on with stuff I’m asked to do and pop up with infrequent questions when I need something from him. We have a call (remote working) maybe once or twice a month.

    The other day I had heart palpitations soon after getting up and have been getting tension headaches a lot. My therapist pointed out that this is my body telling me there is a problem, and that I shouldn’t just suffer in silence, but short of pushing back on everyone’s perfectly reasonable requests that are absolutely my job to do, what can he do about it? What can I even ask for here?

    1. Kathenus*

      Your last sentence is key. What do you want to accomplish with talking to your boss? If it’s some type of change to how things work, your workload, needing time off, etc. then address that clearly. If it’s to let him know that you’re struggling and working on it to explain a change in your performance, then make sure you focus on that. First try to think about the goal for the discussion with your boss, which I get may not be clear to you yet either. Once you have that it’ll help frame the actual meeting. I’m sorry, best wishes to you.

    2. Julie Faas*

      Unfortunately, I’m in a similar predicament. It sucks. I totally get where you’re coming from, but I have nothing to offer except solidarity.

      1. JulieF*

        Dang autofill. Decided to put in my email address, browser overwrote the name I’d put in with my full name and I didn’t realize until it posted.

    3. Monkey Fracas Jr.*

      I have a script for you, instead:

      “I can handle this because I am looking for a new job and my days here are numbered.”

      Make it so.

    4. Hermione Danger*

      I am in that same boat, so I apologize if I’m taking up too much space.

      I have a good track record at the org, but have been struggling since last spring with extreme burnout. (I have every symptom used to describe it.) They need me to be the top performer I always have been and I just can’t be. It sometimes feels like I’m the only person there who’s experiencing a global pandemic and the mental toll it’s taking.

  96. Reverse the Optics*

    I have an interview coming up and I looked up my interviewer on LinkedIn. I noticed they only had at most two to three years at each company they worked at. With each new company came a higher title. I will be reporting to this person and wanted to know if it would be appropriate to ask them their 5 year plan or even two year, as they have already been in this position for a year?

    1. Alton Brown's Evil Twin*

      Why do you think you need to know about their plan in particular, as opposed to the company’s plan? Because regardless of their plan, they could change their mind any time (or get hit by a bus, or win the lottery, etc).

      1. Reverse the Optics*

        It will give me insight into their management style. Are they just coasting on the title for a few years until it gives them the leverage to go to a new company with a more impressive title or will they be invested in the company to promote growth. In other words will they just be passing everything off to me and taking credit or will we be working together for the betterment of the company. It’s the same reason this question gets asked to potential applicants.

        1. Soup of the Day*

          There is absolutely no way to infer this. There is no correlation between changing jobs and taking credit for other peoples’ work. If anything, the job changes suggest that this person is pretty good at what they do. You’re reading a weirdly hostile interpretation into a very normal work history – many people change jobs after two or three years.

          1. Alton Brown's Evil Twin*

            Ditto. You’ve framed the question in your head as pretty hostile, and no matter how you ask it I suspect that’s going to come across. Why aren’t you giving this person the benefit of the doubt, as I imagine you would like them to do for you?

    2. Me*

      That’s def not a normal question to ask the person interviewing you. That’s more of a they ask you question. And when they ask you, the answer is looking more general than specifically of hey yeah I’m going to work on getting a promotion in 2-3 years and move on. If you are looking for your potential boss to say – yeah I’m outta here in a year I hope – that’s just unlikely to happen.

      And really it doesn’t matter. People leave jobs unexpectedly. People get promoted. People decide where they are now works for their work-life balance needs and stay 10 years. There’s no guarantee if the situation was different and the person had been there 20 year, that they wouldn’t leave the day after you are hired.

      You can certainly ask about the company’s direction of the short-long term.

    4. Maggie*

      I don’t think that would be appropriate. It seems pretty easy to surmise that they went to the next role for a higher title and better pay. Isn’t that what we all want?

          1. Myka Bering*

            Maggie asked if we all want to move to a higher title/better pay. I answered rather broadly with CEO as an example, but the point stands that no, we don’t all want a higher title (I don’t know anyone who would turn down more pay, although I’m sure those people exist). We’ve seen a few letters over the past couple of months from people who are happy where they are or managers who don’t know how to handle employees who don’t want to be on a promotion track, so I know I’m not alone here. No, not everyone wants to move up.

      2. Marvel*

        Better pay yes, but I’m with Myka here otherwise: I like my current role and I don’t want to “move up,” as that would have me doing totally different work! I might look to move laterally, to a company that does work I find more interesting or that pays more, but not up.

        I do agree that the OP on this thread is framing this in an unnecessarily hostile way, however. Moving to a new job every 3-5 years is very, very normal in the vast majority of industries. Every 2-3 years might seem a LITTLE fast to me? But I’m also in an industry where if you’re lucky enough to get a full-time position you’re likely to stay in it for 5-10 years if not longer. There are industries where a 2-3 year stay is extremely normal and expected.

    5. SnappinTerrapin*

      I see a different reason why the question might be relevant, but doubt that you would get really useful information from asking it.

      Part of the reason for accepting a job offer is feeling like you are a good fit with that particular boss. But, as others have noted, no matter what answer you hear, there is no guarantee that circumstances won’t change unexpectedly. There are a lot of reasons someone above you in the hierarchy may not stay as long as you would like.

      The facts you observed can support multiple inferences. This manager could be anywhere from your worst fear to the best manager you ever work with. You won’t find out by asking this question.

      There may be some merit in asking the manager what trajectory they see for the company, the team, and the person in your role over the near and medium term. That may give some insight into their vision and their ability to communicate it, as well as a sense of what they expect you to accomplish. Maybe pair it with the “magic question” of what success looks like for your role.

  97. Former Llama Herder*

    How do you figure out what you want to be when you grow up? I know there isn’t an easy answer, but I’m really interested in things that other people have found helpful in discerning a career path that makes sense for them.

    Context: taught for five years, jumped ship to get into a curriculum design job after COVID. I like a lot do what I do (designing and giving trainings, super flexible hybrid environment) and don’t like a lot of things (Most days I’m pretty isolated at work, a lot of writing with long term deadlines, the organization I work for and their philosophy.) I know I want to do something else, but I don’t know what I want to be doing. I know I like a job that involves more collaboration, more variety and preferably with the capability to earn more than is possible in education currently. I loved teaching-I do well in crises, I enjoy having a lot of structure to my day and I really like planning and being in charge of things! I feel like I know what I want my ideal working environment to be like, but not the field. My current job ends in June so I have some time, but I have no idea what to do with it! I know this is rambling but any advice would be appreciated.

    1. Monkey Fracas Jr.*

      Join a professional group and ask people what their career trajectories have been like. So few people these days only do one type of thing in one industry. It’s normal to change careers.

    2. Hermione Danger*

      Richard Branson recommends starting with two questions:
      What do I love?
      What do I dislike?

      Answering those two questions fully and thoroughly will give you a lot of good information on where to look. I would add “What am I good at?” and make a list of your skills and strengths. Because that’s going to help you specific and flesh out the sorts of things you’d like to be doing.

      1. Former Llama Herder*

        I love how simple these questions are-I’ve done lots of “thinking” about it, but it’s hard to focus big questions like “what do I wany out of my professional life.” Thank you!

    3. Teal Fish*

      If you’re still checking this thread–maybe try looking at the OOH and related government resources, where you can see clusters of related roles and what a typical version of each role looks like. Then, you can look up those titles in LinkedIn to see real job descriptions and consider if they sound exciting.

      1. Former Llama Herder*

        I’m a few days late, but I’m glad I came back to check! I had no idea there was something like a handbook filled with different vocations, thanks for the tip!

  98. ChipTease*

    Advice seriously needed here!
    We have a senior manager, very experienced, very successful. He’s always been rather critical of others, but of late he has apparently become extremely, openly and publicly critical of co-workers, including his own team. Team members are leaving, and he’s finding it hard to get buy-in for his projects, which are mission critical.
    The reason I say ‘apparently’ is that I haven’t heard him make these comments myself – perhaps because in the past I’ve shut him down when he began.
    Co-workers say the behaviour is quite extreme – to the point where they’re wondering if he is having a breakdown. Which doesn’t make a difference to his team, but does to the way HR might deal with it.
    Guidance, please, folks?

    1. Kathenus*

      I think the key here is to address the behavior, not get into potential causes. If he brings up a condition that might be involved with HR or his boss, fine then it might be part of the discussion. But HR should not go into this trying to discuss the reasons for the behavior, but instead should focus on the behavior itself that has to change.

      1. ChipTease*

        Yes, thank you for your sensible perspective. I’m going to reply to both here.
        How does this sound
        1) if he behaves like this around me, I will say it’s not an appropriate way to speak about his team members.
        2) I will ask a trusted contact in the HR Dept to ask strongly for exit interviews with departing team members
        3) I will advise departing team members to be clear at their exit interviews

        1. Kathenus*

          Depending on the situation there might also be a #4 – report to HR/your boss/senior manager’s boss that you’ve had multiple reports that senior manager is verbally treating his staff unprofessionally and inappropriately – with some examples if you have them. Then maybe the appropriate person can investigate and/or talk to senior manager to try to address the situation directly.

          1. ChipTease*

            That’s what I’ve wondered about, but for company-specific reasons, the optics of me personally coming forward with hearsay, and being listened to, wouldn’t be great.

    2. Former Llama Herder*

      Who is this person’s manager? It sounds like the employees affected need to go to that person or to HR to communicate that working conditions have gotten bad and ask for intervention. Whether or not someone is having a breakdown is their job to bring up, not the employees who are being affected.

    3. HeavensToBetsy*

      I don’t know how much of advice this is but he might just be suffering from pandemic brain or a burnout? Burnout is at a high right now and signs of burnout include irritability, quick to anger, getting frustrated easily, among other things.

      1. ChipTease*

        That’s an interesting point. Ironically, I’d not connected it to the pandemic, but you might well be right.

    4. HR Exec Popping In*

      If you haven’t, do skip level meetings with the people on his team. If you hear common complaints then you should talk to the Senior Manager directly about what you are hearing. I am assuming he works for you. If the complaints are very extreme you should report it to HR, but separate from that you need to manage him closer. You might find engagement surveys helpful or a 360 assessment to gather anonymous feedback. And then hold him accountable for changing his behavior and improving his relationships with team members.

      1. ChipTease*

        Thank you! Unfortunately I don’t manage him or have any formal responsibility for his team members. But this is what needs to happen in the org, I agree.

  99. MoldyGoudaCheese*

    Any readers have advice for pumping breast milk at work? I’m a first time mom and just started back at work last week (after 16 weeks parental leave.) My job is very accommodating with breaks and the space I have for pumping, but I’m still nervous about how much time I’ll have to spend away from my desk and how to navigate scheduling meetings around pumping sessions. Any tips are appreciated!

    1. Bluebelle*

      Congratulations! Block it off in your calendar so you don’t get stuck. Painful and leaking is an awful way to spend time in a meeting! I have never encountered any negative feedback about anyone taking the time to pump. Most people seem to be really sympathetic towards how awkward it is for the new mom and most men wouldn’t dare to even look sideways at someone going into the pumping room.

      Good luck!

        1. JelloStapler*

          Most definitely are! I blocked time off and got the handsfree setup so I was still able to type and multitask.

    2. Ann Perkins*

      You’ll get the hang of it! People usually pump around 9 am, noon, and 3 pm or so but eventually you’ll be able to drop that to two pumps per day, then one pump, then none. For scheduling, it really depends on your setup and whether you need to book a conference room or whether you have your own office and can block it off on your calendar, but you have frequent internal meetings where people are using the Outlook scheduling assistant to check your availability, I would definitely recommend blocking off the time in a half hour chunk so people don’t schedule over that. If you have people you meet with very frequently you could let them know that you’re blocking off pumping time but can adjust up or down a half hour if they’re trying to schedule something crucial that can’t be changed.

      If you keep your pump parts in a ziploc in the fridge during the day, you don’t have to wash them between sessions, so that saves you some time. Everyone figures out what kind of system works best for them, but I typically would freeze some of the milk during the day but send some fresh to daycare, and send a couple fresh thawed bottles to daycare with a couple of thawed bottles, that way my freezer stash was rotating out and the oldest milk wasn’t getting too old.

      If you don’t already have some kind of hands free pumping bra, I highly recommend one. The Simple Wishes one is popular.

      1. MoldyGoudaCheese*

        Ann Perkins, you’re a beautiful, talented, brilliant, powerful musk-ox! :) Thanks for the advice – my job is very meeting-heavy but fortunately I am often the one doing the scheduling so can look at times that work best for me. People don’t always seem to check Outlook for when others are free, but at least it is blocked off!

        I have EPed from the beginning, so that is helping the transition a little bit since the actual pumping part is not new to me. I have some of the Kindred Bravely pumping bras, they are life savers!

    3. YogaSloth*

      Like others have said, block off your calendar in Outlook, and I would err on the side of more time blocks that you might need, just until you get the hang of it. My first daughter had me pumping like 4-5 times a day, but my second only needed 2 times a day.

      Depending on your pump/setup, I got a little plastic box to carry all my crap in when going from the pumping room to the kitchen to rinse, because my bag was heavy and big, and it was annoying to fish all that out. I would just drop off my bag/pump after the pumping session, then head to the kitchen, rinse, put the bottles in an insulated lunch bag and pop into the fridge.

      Breast pads – for me the fabric ones DID NOT CUT IT at work, when I was going longer between feedings/pumpings. The disposable ones were way more absorbent, though not quite as soft/comfortable, but I put up with it because leaking through my bra in a meeting was way worse. :) I saved my fabric ones for home use or when I wasn’t at work.

      Awkwardness around breast pump parts and milk – it will probably happen, but people took cues from me. I treated my stuff like I was just washing out my coffee cup, and basically ignored it. Other people did the same. Thankfully I didn’t have any issues with people making pumping/breastmilk A Thing – I have a pretty supportive environment and most people know to think before they speak. :)

      Congrats and best of luck!

  100. River*

    Hello AAM Community! Happy Friday :) I am in a bit of a pickle and would like some feedback on this issue before I may possibly bring it to my boss.
    How would you handle an employee (lets call him John) that often gives last minute requests for time off or will request a Saturday off at the end of the day on a Friday?

    Over the last several months, John has often (at least 2-3 times a month) come into my office to tell me that he needs the next day off or on a Friday afternoon will tell me that he can’t come in on Saturday. This leaves me scrambling to find a replacement for John. We are in the customer service field and so we need everyone that is scheduled on a Saturday to be at work.

    Since the beginning of the pandemic, my boss has been giving grace and will err on the side of generosity for staff who need time off. I am trying my hardest to give everyone the time off that they need but John is taking noticeably more time off that anyone else in the department. This makes the staff that ARE here on the days he isn’t, work more. When I have expressed my gratitude to staff about having to pick up John’s slack when he isn’t here, they say it’s no big deal or they’re fine with it. A part of me wonders if they truly are okay with it.

    I have spoken to John in the past about better time management and I understand that there are situations that arise last minute that force you to take time off but I just feel like taking all of these scheduling issues are taking a toll on other staff. After asking staff, they said they are okay with it. I’ve offered to adjust John’s schedule to better fit his needs (if any) but he said his current schedule works for him. As far as we are aware, he doesn’t have any health issues or any outside commitments that are making him take all this time off. He hasn’t disclosed anything to anyone, not even our HR department.

    I am on the fence about what to do at this point. Should we come up with a switching off policy where staff should consider switching before flat out taking a day off, unless it’s an emergency or last-minute situation? I want to continue erring on the side of generosity and let John take time off whenever he needs it but like I said, my main concern is the morale of other staff even though they said they’re doing okay. Should I let this issue go? Should I talk to John about better time management? Should a switching off policy be the next step and see where it goes from there? It’s been a long week……

    Thank you AAM community!

    1. TigerFan13*

      I would suggest talking to John about permanently adjusting his schedule, if that is possible in this situation. It sounds like his normal schedule is to work on Saturdays – Are there various shifts available, or does everyone work the same hours on Saturdays? Maybe something has come up and an earlier or later Saturday shift would now be a better fit for him.

      1. HeavensToBetsy*

        John works 2 Saturday’s out of the month so fortunately he does not work every Sat. I should have included that in my post. John mentioned that his current work schedule fits him even after offering to adjust it based on any possible need that he may have. There are certainly other shifts that are available so I can offer those to him again if he keeps asking for last minute time off.
        Thanks TigerFan.

        1. Rusty Shackelford*

          How many Saturdays does he ask off? If he asks at least once a month, that means he’s only working half of his scheduled Saturdays. So I would say his current work schedule doesn’t actually fit him at all.

    2. Kathenus*

      My team is coverage based and are essential employees. We have a certain number of people we can approve to be off for vacation/holidays each day, based on maintaining needed coverage. So if someone asks for a day off, doesn’t matter if it’s the next day or six months away, coverage dictates approval or not. There are a few exceptions to when we’d work short-handed for a day here or there (for example one day during someone’s vacation so we didn’t have to say no for the whole thing). I think John can ask for whatever he’d like, and then you approve or not based on whether or not you have enough coverage to allow it (not just for John’s requests, for all requests). I would NOT make staff switch or find their own coverage.

    3. Person from the Resume*

      What happens if you tell him no?

      I recommend that you talk with John and provide feedback that he needs to plan his time off more in advance because of coverage issues. It’s one thing if it’s an emergency (even a moderate one), but without an apology for the literal last minute requests to take tomorrow off it seems like John is just not bothering to do his planning in advance and doesn’t care if others have to pick up his slack.

      I feel like a blanket policy to address a problem with one person you’re having trouble with is overkill. instead address the problem with him. Have a talk; maybe there is some sort of last minute emergency, but that’s not the impression you’re getting from him about it.

      Last weekend I realized I has a slow leak in a car tire and made an appointment for Monday afternoon when I knew I had no meetings and there’s not a coverage problem. Still on Monday morning first thing, I gave my boss a head up that I needed to leave early and it to take my car into the shop (which was an explanation of this being more of an emergency than just last planning).

    4. TigerFan13*

      I think it’s also worth noting, Alex honestly may not realize how much of a headache this is causing everyone else. Since his requests (and his coworkers) are always approved and their has been no disciplinary action for him other than conversations about his time management, he may believe this way of doing things is perfectly acceptable. Next time it happens I would again offer to switch his schedule to a better fit for him moving forward, but this time add something like “the reason I’m suggesting this is because you have made a lot of last minute requests for Saturdays off. This is ok infrequently, but at the current rate it is negatively affecting your coworkers who have to pick up the slack so I would like to come up with a schedule everyone can stick to.”

    5. Anon for This*

      This doesn’t strike me as a time management issue, as it is specific to the weekend. Is there a benefit to working on Saturdays, or does everyone hate to do it? If others don’t mind working on Saturdays, just leave John off the Saturday schedule. If everyone hates it, start turning down John’s leave requests, or put him on a PIP if this continues. You can’t support someone shirking taking his fair share of Saturdays.

    6. Bagpuss*

      Have you had a conversation with him where you explain (if it is the case) that while you/the company will always try to accommodate requests for time off, it may not always be possible, especially at short notice?
      Is it feasible for you to say no to a late request, if you know it will leave you short handed?
      If so, then perhaps explain to him that he should try to give more notice if he wants to take PTO, and that you can’t guarantee that you will always be able to say yes.
      I would also consider whether you feel that the other employees are genuinely fine with the situation (in which case there isn’t really a major problem) or whether they are perhaps just unwilling to rock the boat.

    7. SnappinTerrapin*

      Yes, you need to have a big picture talk with him.

      It’s great for morale for the employer to be flexible in scheduling for emergencies. Even in coverage-based industries, life happens.

      However, when “life happens” disproportionately to one or two people, it has an impact on the rest of the team who have to keep covering for him, and it affects the business if that puts the coverage in overtime.

      My company has a standing policy of two weeks notice for an employee to request time off. In practice, most supervisors are more flexible, when there is a good reason to be. Even when a supervisor wants to accommodate an employee’s needs, it’s also important to be reasonable toward the rest of the team.

    8. MacGillicuddy*

      Why don’t you tell John directly what behavior you want him to change?
      You mentioned that there’s a pattern with him. He doesn’t let you know until Friday end of day. You need him to ask for a day off a couple of days before the day, and at the latest, first thing in the morning the day before.

      Addressing it with John as “time management” is too vague. He’s not mismanaging his time in general (long lunches, missing deadlines, not working on priority tasks first). His is a specific issue: not asking for time off with enough lead time.

      You need to be specific and direct when you talk with John. Tell him the problem as you have observed it, and tell him what behavior you DO expect. You can add something about “unless it’s an emergency”, but make sure you don’t use that as a way to soften your message too much.

      I don’t think you need to change your whole policy for everyone because this is a John problem, not an everyone problem.
      This is like the situation when one person in the office is doing something they shouldn’t, and instead of addressing it with that person, the manager sends email to the entire office saying “don’t do that”.

    9. River*

      THANK YOU to everyone for putting in their two cents (though your insight is worth MUCH more than that!). I truly, truly, appreciate the feedback and I now have a much better plan with how I want to approach this situation. I was having Friday brain and I am so grateful to have come across the AAM community. Thank you all so much.

  101. This Old House*

    What do you do on your lunch break? Does it reflect poorly if other people can hear a tv show coming from my office around lunchtime? I keep the volume low, but I can hear a lot going on outside with my door closed and assume the same applies in reverse. Nothing inappropriate, sexy, violent, etc.

    1. HeavensToBetsy*

      If no one has said anything about it, then I wouldn’t worry. If you really feel concerned about the other people, why not directly ask them if having a tv show during your lunch break is distracting or bothersome to them? Maybe that will put your mind at ease :) I don’t like to wonder or assume things unless I know for sure and like you, I know this would urk me until I finally knew the answer. Go ask them. :)

    3. KateM*

      Does everyone have lunch break at that time or is having to hear your show potentially disturbing other people doing their job?
      How about earphones?

    4. Policy Wonk*

      Please get headphones. I would find this incredibly distracting. As I do the guy who likes to take his calls or check voicemail on speaker phone. Thank you.

    5. Chirpy*

      Please get headphones. My work has a breakroom TV and several people who INSIST on watching soaps or game shows with screaming contestants, which means I don’t get a nice relaxing break or lunch unless I manage to be in there alone and can turn the thing off. I’ve only said something a few times, because the main soap-watcher simply cannot believe that quiet is comforting to some people, and I’ve given up. (also, long story with the soaps, but one of them reminds me of a very stressful situation, which makes it harder for me to try to tune it out. Which is not really something I want to try to explain to my coworkers, either.)

  102. Anonymous Pygmy Possum*

    So, good news! I’ve almost reached the offer stage with a company and team that I’m really excited about! But I am probably going to have to give up some really really fantastic benefits to take the job. My current workplace has healthcare premium-free for the employee & a 401(k) with 3% match, the new place has a relatively small but non-zero premium for healthcare & a 401(k) but no match, as well as some other benefits that my company doesn’t offer. We’ll see how high the offer comes in to see if I can offset that a little bit, but I was already prepping to take a pay cut, since I’m changing what work I’m doing. Obviously nothing is set in stone until I get and accept an offer, but I guess I’m still thinking. I might take the job anyway, since I definitely will like the work better, and the team & hiring manager are fantastic, and I’m really excited about the company. But man, I really did luck out getting my current job as my first job out of college!

  103. Anonynon*

    I have been at my current job for going on 18 years. I’m growing increasingly frustrated with my coworkers and the monotonous mountain of responsibilities. I work in IT and am well compensated. I have a primary area that I support, but also deal with other areas, so I’m constantly having to switch gears to focus on a completely disparate request or issue. I am also involved in most projects due to my myriad of experience and skills. At this point, and especially in the last two years, I’m just done. My interest is waning and I can’t just wait around and bide my time until retirement. I’m 56 years old, and have no idea how to start a job search. Any suggestions would be greatly appreciated.

    1. Monkey Fracas Jr.*

      Can you retire? Serious question. This is assuming you have been adequately saving for retirement. Meet with your financial advisor and see what they say!

      If not, then your best bet is to contact people you know in the industry and job search that way. Alison’s advice about resumes is really the best out there.

    2. DisneyChannelThis*

      Did you stay friendly with anyone whose previously left your job? You could ask if those guys have any openings at their companies or know of any jobs. Its not weird to reach out to former coworkers like that, LinkedIN messaging when you connect is a pretty softball way to do it too if email feels intense.

    3. Bobina*

      Can you move internally? Or figure out what it is that you want and go to your boss and have a serious conversation about roles and responsibilities?

      If the generally company and culture are fine and its just the current situation you dislike, 18 years of institutional knowledge can be a pretty good bargaining chip to get what you want.

      If you just want an entirely fresh start though, networking, Alisons advice on resumes, and perhaps consider freelancing or consulting depending on your risk appetite.

    4. Anonynon*

      My dilemma is if I can hang in for 20 years I can collect my full pension, I have a very healthy 401k, and a smaller pension/401k from a previous job on top of a diversified portfolio. My husband is retiring in a month with a great pension, and will be collecting SS next year. I don’t feel quite ready to retire, but what I’m currently doing is not tenable for me. I would love to move into HR, but as a technical/functional resource only. I will take a look at Alison’s info and reach out to some consultants who know my work for networking purposes. Thanks for the replies.

  104. supertoasty*

    Anyone have any advice for just… keeping your head on during applications? I’m currently applying for summer internships (1L) and I know I shouldn’t start sweating about not having something yet until April, but man is it hard to not be anxious

    1. Sloan Kittering*

      Aw man, this kind of thing is so hard. Uncertainty is terrible. This is just me, but I like to make a plan that I can live with in the absolute worst case scenario, and then a second worst scenario, etc etc. What would you do if you couldn’t get an internship? Or what if the only one you could get isn’t what you wanted – is there something else that would still give you the best possible summer? I hope others have more specific advice for law.

    2. MissGirl*

      I got my internship offer during finals week so I feel you. Every time I’d freak out, I’d send another résumé or try to schedule an information interview.

  105. I Don’t Know It All*

    Anyone have a boss who has decided because they are an expert in Y, even though they have a degree in X and at best took one course about Y? This week has been so frustrating. I typically like my boss. She’s pleasant, and she’s truly knowledgeable about many things.

    But, this week the number of misstatements she’d made and the level of condescension she’s had about Y (of which I do have a decade of experience and a couple degrees in) has been driving me nuts. It is compounded by the far that because I don’t have a degree in X (which again has zero to do with Y) I am too ignorant to know better. It’s so discouraging, and I’ve lost so much respect for my boss. Especially knowing that she clearly doesn’t respect what I can add, and to me it’s clear if I try and talk to her about her misstatements (of which she’s misinforming our interns) I’ll get told I don’t know what I’m talking about.

    I’ll add that my bosses attitude isn’t that unusual in the organization, and her boss loves her.

    1. Me*

      Oh I had one of those. He was an expert on EVERYTHING.

      He wanted me to do something stupid and unnecessary with our website. I explained 6 ways from Sunday why we should just to x. Finally in frustration I said, “I’m asking you to trust me on this. I have near 20 years of experience working with our website.”

      His absolutely serious response? “Well I have years of experience LOOKING at websites.”?

      I no longer work for him. That was the solution. Your boss is showing her true colors. Believe her.

      1. I Don’t Know It All*

        I am under no illusion that my boss will wake up. It’s just disheartening as I’ve only been with this employer about a year. To be fair, she doesn’t claim to know everything. I think the issue in this case is that Y is considered more of a soft subjects, so it leads many people to believe that because it looks easy on the surface it doesn’t take much work to be an expert. It would be like assuming that because you can do a google scholar search you have an equivalent of a masters in library science.

        1. Me*

          Well maybe hopefully in your case, since it’s kind of knew to her, she’ll calm the heck down about it.

          Maybe playing with how you approach tackling her wrong idea might get you somewhere? Getting into the managing up stuff, presenting it as her idea or giving her two acceptable options and letting her decide?

          All the sympathy – it’s not fun to deal with at all.

  106. Anon for pettiness*

    This is such a petty gripe, but a couple days ago, a coworker who I don’t know well came up to my desk, said “These are for you!” and plopped down a bouquet of flowers that she had leftover from Valentine’s Day. “I have too many at home! Do you have a vase?” No. No I do not have a vase. I looked all over the office to find a vase, because the flowers were WET and were getting my desk wet. Finally, another coworker found a glass jar, and we trimmed the flowers (had to saw off some of the thicker stems with a bread knife) and put them out in the kitchen (with no help from the original person who gave them). I couldn’t keep them at my desk, because then I would be constantly interrupted all day by people walking by and asking who they were from.

    I just!! It sounds so terrible and selfish to complain about someone giving you FLOWERS of all things, but….

    1. Firm Believer*

      But… yeah, it sounds pretty bad to complain about receiving flowers. I wish that was my biggest problem.

      1. Anon for pettiness*

        I also wish it was my biggest problem!
        It didn’t make me feel great to be pulled away from dealing with other more important problems to suddenly have to do something with them before they leaked all over.

        I wonder if I should have called myself terrible and selfish and petty a few more times in my post, just to make it super clear what I am saying.

        1. Katiekins*

          i don’t think you should call yourself any of those things at all, let alone many times. Someone gave you a “gift” with labor involved. You didn’t even want the gift and you certainly didn’t want the labor. That’s not selfish, that’s self-aware and self-preserving.

          You can return awkward to sender. “Oh thanks, so pretty, but unfortunately I can’t accept as I don’t have a vase. Maybe someone else would like them? And can you get a towel and wipe up this water?”

          1. Chauncy Gardener*

            Totally agree with this. It wasn’t a gift, it was a driveby disposal!
            My favorite way to reply to all sorts of things is “Oh, no thanks!” with a Cheshire cat smile

    3. Attractive Nuisance*

      I love flowers, but this whole situation sounds weird to me. It’s not too petty to complain about!

    4. Maggie*

      Yeah it really does seem selfish and petty. You were obligated to cut the stems with a knife or take the flowers. You could use the word “no” or leave them in the kitchen for someone else to take.

      2. Anon for pettiness*

        Haha you are absolutely right about saying no – isn’t it funny how in theory the word “no” is so easy to use but can be so hard in practice? Literally as she was handing them to me my brain was yelling “no!!!” but it felt really hard to break the social contract of “here’s the emotion you’re supposed to express when someone hands you flowers” in that moment. Brains are weird!

    5. Monkey Fracas Jr.*

      You’re right, this is a petty thing to complain about. Don’t listen to the people here who are validating you. Some people are weird. That doesn’t mean they are malevolent. Sometimes flowers are just flowers.

      1. Anon for pettiness*

        I don’t think the coworker was malevolent at all! The gripe is not with the intention of the action, but with the impact of the action.

      2. Attractive Nuisance*

        Your comment is interesting to me, because I didn’t interpret the original comment to imply any malevolence on the part of the flower-giver. I think it is possible to complain about something someone has done to you without implying they were wrong to do it.

        1. Firm Believer*

          Maybe you just roll your eyes in your head but not say it out loud. Since it sounds rather icky.

    6. Soup of the Day*

      Hm, I get this. It’s kind of annoying any time someone gives you something you don’t want, especially without asking. I’ve had this happen with food before, and then I feel bad about throwing it away. It can feel rude to push back and say “no” in the moment, but this sounds like you ended up having to spend time and resources on something you didn’t ask for! That said, there’s nothing that can really be done about it except start to refuse if this coworker makes a habit of it.

    7. HeavensToBetsy*

      I agree with you as well Anon. You were presented with flowers and had to take time out of whatever you were working on to handle messy flowers in the moment. It sounds like the person that gave you the flowers took the lazy way out and wanted to unload them off on someone else. It’s not to say you should get mad at this person but it would have been nice of this person put them in a staff area like a break room or whatnot for everyone to enjoy. Instead you had to drop what you were doing and tend to someone else’s issue. You don’t just give someone something and be like “ok this is your problem now.” I guess the gesture was kind but yeah. I get what you’re saying. :)

    8. ecnaseener*

      I mean, it sounds like you’re mainly complaining about a WET OBJECT being dumped on your desk — that’s very fair to be annoyed about, whether it’s flowers or a puppy or any number of otherwise-delightful things.

    9. jumped all the sharks*

      Flowers dumped on you that way are not a gift, but a mess. If your coworker had meant them as a nice gesture, they would have brought them in a vase already. Seems they just wanted to get rid of them and you were convenient.

    10. RagingADHD*

      You aren’t annoyed about being given flowers.

      You’re annoyed about having someone you barely know dump their unwanted compost on your work surface and leave it for you to deal with.

      If she were intending to give flowers as a nice gesture, even if they were leftover, she would say things like “would you like these?” Or she would look for her own vase and leave them in the kitchen herself.

      She didn’t want them, but felt guilty throwing them out because…flowers, holiday etc. She just turned your desk into a substitute trash can.

    11. BBB the cabinet builder*

      Laughing at you because I had the same coworker 30 years ago. If it happens again – and it probably will – wait until she’s at her desk, drop them on it, and give a cheery “no, thanks!”

  107. Depends on how you say it*

    My boss always asks people how to pronounce their name. This is a good thing – people should be called what they prefer to be called.

    But… is it possible to be too culturally aware ? I have a traditional Indian name with sounds and blends that don’t exist in the English language. For the past third of a century, I’ve anglicized my name and offer that as the pronunciation of choice to new coworkers. This is mainly because some of the mispronounced versions of my ethnic name grate on my ear, and I want to keep focus on the task at hand, rather than getting caught in unsuccessful attempts to get them to “say it right”. I don’t want the burden to teach,
    correct, and have them feel like I should give a gold star – all for something that matters not at all to me. That being said, it’s very common that other Indians will say it the traditional way regardless, and in certain contexts, I will even introduce myself with the traditional pronunciation.

    But it’s happened several times now where people who are comfortable calling me by my anglicized become flustered when they hear someone saying it the traditional way. My boss has asked me atleast 3 times – how to pronounce my name (all the while, using my preferred Anglicized pronunciation which I explicitly asked her to use). I keep reassuring them, but it’s getting old. Other people just stop referring to me by name at all. It’s weird.

    I just want them to relax. I don’t want to waste time teaching people to pronounce sounds that their brain probably can’t differentiate without a ridiculous amount of effort. Not do I want to deal with the inevitably irritating mispronounciations when they can’t quite do it. They don’t get / lose any brownie points for which pronunciation they use. Why won’t they believe me when I say that it’s okay ?!?

    1. Sorry, not sorry*

      I’ve had the same problem at work. People may not mean it this way but it’s got the same energy as “How do you say ‘It’s nice to meet you?’ in your language?” and then you have to stand there and smile awkwardly while they proudly butcher the pronunciation. I’ve resorted to saying “It sounds different in [your language] but this is how I prefer my name to be pronounced at work.”

    2. Alton Brown's Evil Twin*

      I’m with you. I’ve worked in 2 countries where the dominant language didn’t have some of sounds in my first or last name. It seems pretty pedantic and/or arrogant to insist that somebody *not* roll their Rs when they’ve never done it before in their life. I was flattered when a close colleague applied a Russian diminutive pattern to my English name.

      And in language families there’s nothing wrong with using the equivalent name – especially if you’re the visitor speaking the other language. Andrei -> Andrew, John -> Giovanni or Johann, etc.

    3. LDN Layabout*

      Why won’t they believe me when I say that it’s okay ?!?

      Because they’re hearing people (including yourself at times) use the traditional/correct way of pronouncing it and are worried they’re doing something racist/hurtful even if you’re telling them the anglicised version is OK. That’s going to be the issue of using both versions interchangeably vs. sticking to one.

      Should they be listening to you? Yes, but I know I’d have found it uncomfortable if, when one of our team members stopped using her English name, she’d still use it for half the team but had the other half using her actual name.

      1. PB Bunny Watson*

        And because there are countless books, articles, blogs, training programs, etc., that are telling them they are being disrespectful by not trying or not asking… and those things are also telling them that you may not feel empowered to correct them because of power differentials (both objective and subjective). It’s insanely frustrating. So many people butcher my name… and whether or not I care depends on a lot of factors. I’m not sure what the answer is to convince them otherwise, but good luck.

        1. LDN Layabout*

          I have a 4 letter first name that literally no one outside of Eastern Europe is going to get correct (saying it both ways out loud, it’s a tongue position, a throat difference and a change in pitch). Maybe I’ve given up too early but I just used the anglicised version at work.

          1. KateM*

            I have a first name that, if pronounced the way it is done in my native country, has a meaning in local language which you would never call a stranger. I understood it after one local front-desk person after another asked “your name is WHAT??” over and over until I spelled it out, and started to pronounce it the way locals would pronounce by its spelling.

    4. Disco Janet*

      I made this mistake earlier this year – insisted that I wanted to learn the “right” way to say a student’s name…but what you said about my brain having trouble differentiating the sounds is accurate, and I found myself constantly feeling the urge to ask them to correct me or repeat it – putting more work on them when they had given me an alternative they were fine with that was less of a burden/work for them. And I should have just listened on day 1 when they said, “Most people can’t pronounce it the right way, so you can just call me (Anglicized version.)”

      My brain had taken the “you can call me this” to mean “this is what I begrudgingly accept since no one says my name right.” Which was not accurate and was definitely me trying too hard to be culturally aware, and it backfiring.

      But since your colleagues aren’t apparently coming to this realization on their own, have you tried just saying, “Please call me (Anglicized version).” If you have to elaborate, maybe add, “I don’t mind when other people with heritage similar to mine use the Indian pronunciation, but otherwise I prefer to be called (Anglicized.) Can you stick to calling me that in the future:not ask about the Indian pronunciation anymore?” At that point, hopefully they will realize they’d be a jerk to say no or try to insist.

    5. matcha123*

      My guess is they don’t believe you because they are hearing from other places (friends, articles, web forums) that they *should* be trying harder. In those spaces, there’s no place for individuals to decide how or which names they wish to use. I have some friends who are vocal about how white people should be able to pronounce an Indian name if they can easily pronounce the Terminator’s last name.
      White people who see themselves as woke have a really hard time understanding that other people are also individuals who may have decided for themselves that one version of their name, or a different name, is just easier to go by.
      I think it depends on how much effort you want to put into it. Either you can let them go on with their awkward pronunciations, or you can more forcefully tell them to stop. Either way, it sounds like it’s going to be work for you, unfortunately.

    6. fueled by coffee*

      Ugh, sorry you’re dealing with this! Maybe try something like “When my name is said in American English, it’s pronounced [anglicized version]. That’s your accent, not a mispronunciation, so it’s really okay with me for you to say my name that way! Just like you would never expect a British person to adopt an American accent just to pronounce your name, I don’t expect you to pronounce my name the same way I do.”

      And then, if they still don’t stop asking you – “Please stop asking me how to pronounce my name; I’ve already told you that the way you’ve been saying it is fine.”

      1. ecnaseener*

        I agree, this type of thing is probably the clearest way to explain it. For a shorter version, maybe “No, you’ve got it right! Some people pronounce it in an Indian accent, but the way you’re saying is correct in an American accent.”

    7. Sloan Kittering*

      Oh, this is so tough. I used to have a colleague who was Chinese and had a beautiful traditional name, but for similar reasons had picked a stereotypical American name to go by instead (also common in my grad school, where there were lots of “Nancys” and “Sarahs”). It was difficult because I didn’t want to participate in the erasure of her “real” name, but I also needed to respect what she asked to be called, and she probably preferred Nancy to hearing her birth name mispronouced, similarly to what you are describing. Just trying to reflect how your boss may be feeling … somehow a nickname seems kinder than either knowingly mispronouncing the name or picking an obviously unrelated American seeming name – but they should do what you ask.

    8. Femme d'Afrique*

      This was the story of my life when I met new people when I was in the US! My language is tonal and I don’t expect non-native speakers to pronounce my name properly. I came up with a pronunciation that didn’t grate on my ears (AND that I’d remember to answer to, lol) but I’d still get some people who’d insist on “trying to get it right.” I made the mistake of trying to coach someone through it, but the resulting sing-songy rendition they came up with irritated the crap out of me and I had to find a way to politely ask them to stop.

      After that, I would just kind of laugh it off when people would ask for the correct way to say it, explain that my language was almost impossible to teach and then change the subject. I also made it a point to introduce myself with the modified pronunciation and people just took my lead after that. It’s an uncomfortable position to be in and I definitely share your frustration.

    9. i will do it anon*

      Oh man I so get you. I’m American-born desi, and I had a couple teachers in school who basically used making an effort with my last name as a way to prove how “woke” they were (this was before woke was a common term but that was definitely the idea) and what made it worse was that they kept asking me about pronouncing other Indian names!

      This happened again in grad school with one Indian professor – imagine his name was Ravi and I pronounced it the same way as my relatives with that name use (“ruh” as in the drink rum) while everyone else including him used an Americanized version (“rah” like in rabid). I felt super awkward when people kept asking me how to say it right, but it was obviously more awkward for “Ravi” himself.

      Because my first name is easy for!Americans, pretty much no one I know now at work uses my last name if they can possibly avoid it. Still, sometimes people look at my first name and my brown face and pronounce it completely wrong because they suddenly start trying too hard.

      Sorry that was so long! No advice just solidarity and commiseration.

    10. Lady_Lessa*

      Here is a different approach, based on some conversations I had earlier this week. Could you give an example of two different ways to say a place. I am thinking Versailles, said in the normal French type pronunciation and the same spelling is said “Ver sales” in Kentucky.

    11. Depends on how you say it*

      Thanks for the solidarity. I know it happens to lots of people with names that don’t follow the usual patterns of the local language. I suppose it’s a good thing that the awareness exists / is increasing. I’m just surprised since in my previous job / field it took all I had to not be called “the little girl with the “.
      Yes, I know… (I used to tell them I preferred to go by “hey you”, “”, or my actual name”.

      1. ThatGirl*

        Names are so personal, and us white American people are told we should make more of an effort to pronounce “ethnic” names. And I think we should, but I also think we should gracefully accept what people tell us they prefer – and this is a great example of why.

    12. Raboot*

      Ugh, I feel you. I’m from not-America and HATE when Americans try to pronounce my name “correctly”. They can’t, and my preference is they correctly say the easy anglicized version I provide rather than keep “trying” and asking “is that right? Was that good?” Ugh. No advice for your boss unfortunately, unless you have a pretty frank relationship. If it’s a peer I think you can be direct and honest after a “gentle” redirect or two. “I dislike hearing Americans [or wherever you are] pronounce my name incorrectly, and would rather you stick to [preferred anglicized version].” But ymmv with a boss.

    13. Snowy*

      I feel this. I have no answers for you, because I’m the opposite, and really do want people to say my name right. The closest thing to an anglicized form of my name is the one that pisses me off the most when people try to just call me that instead. But also, I’m white and while my name is very uncommon and not English, it is made up of sounds that are found in English, so most English speakers shouldn’t have trouble with the sounds themselves.

      It sucks that people won’t call you what you want to be called. I like the suggestion others have made, to point out something like “this is how it’s pronounced in an American accent, so it’s okay if you don’t say it in an Indian accent”. Maybe frame it like how people from New Orleans pronounce the name “N’awlins” but people from the northern US would probably say “Noo Orleeens”. It’s the same name, just a different accent.

      1. Depends on how you say it*

        I think that’s the thing. It matters to you. And since it’s cognitively possible for others to do it, so they should. You have every right to be called what *you* want to be called. Out of respect, not because that’s what is recommended by some sensitivity training class.

    14. Minerva*

      The husband and I have run into a similar issue – we approach it as “In Hindi (or whatever language) it’s A, but I prefer Anglicized in English – it blends better.”

      A Nigerian acquaintance told me on introduction that slightly changing her pronunciation affects the meaning, so please use diminutive form.

      I think that’s why so many of my Chinese coworkers pick explicit English names, it makes it clearer what they want. Lately they pick names that sound sort of like their Chinese names.

    15. Teapot Wrangler*

      Probably far too late for you to see this but I wonder if you are using the word okay. For me, I’d get a very different vibe from “I prefer you to say my name the way you have been until now, I’m just not going to spend time correcting people that I don’t work with too often” compared with “It is okay if you don’t say my name the traditional way, I don’t mind”. In the first instance, I would stop trying to pronounce it differently, in the second I’d at least be listening out and seeing if I could manage the Indian pronunciation because it sounds like I should be…

  108. Perpetual Job Searcher*

    In January I interviewed at a company I really want to work for. I thought it went well, I met with 2 hiring managers but then they went radio silent for a month and I got an automated rejection.

    I just saw the same job posted but at a lower level. I suspect I would be more qualified for this one (the other one seemed like a stretch). But I’m torn on whether I should apply… since they really just interviewed me recently and I’m 95% sure it’s the same team. At my company if we like someone but not for a specific role, we reach out to them if there’s another role that might be suitable for them. I doubt that’s true everywhere, but being as I JUST interviewed there, I’m wondering if it would look delusional or weird for me to apply to a very similar but lower role?

    1. Monkey Fracas Jr.*

      I wouldn’t waste my time. They’ve already rejected you once, and it was really, really recent. So recent that they could’ve kept your info and contacted you about it if they truly thought you’d be a good fit. Move on.

    2. Kathenus*

      If this was for the same role I’d agree with Monkey Fracas Jr., but in this case since it’s a more junior role I think you could apply if you’d truly be interested in/happy in the lower level job. Since they already interviewed you they’ll probably have a good sense whether or not to call you in again. If not, then I’d take it as a sign that you aren’t a fit for their team, but I think the different role leaves the door more open to trying again.

    3. HR Exec Popping In*

      How big is the company? I would go ahead and apply. The worst case scenario is they don’t interview you which is the same as not applying. Companies get so many applications they won’t remember you generally unless the job reports to the same exact hiring manager.

      1. Perpetual Job Seeker*

        I think my hesitation is that they didn’t personally reach out to let me know I didn’t get the job, k got the automated email that was sent to every applicant (it was worded as if I hadn’t even interviewed with them). Maybe I’m just overthinking!

        1. Policy Wonk*

          On the rejection you are overthinking. Where I work, after the interviews I turn it all over to HR and they notify people one way or another. (I am not supposed to say anything to the applicants I interviewed.) Sometimes it takes forever, and I am sure everyone rejected gets the same form letter.

          RE: the more junior position, if this is a large organization, I’d go ahead and reapply.

          1. SnappinTerrapin*

            I agree. There are a lot of reasons why they may not have reached out directly, and it doesn’t necessarily reflect on her.

            This could be an opportunity worth pursuing. If they already have a somewhat favorable impression, and agree with her when she suggests this role might be a better fit, that may be the combination to unlock the door.

  109. Oh, the POSSIBILITIES!*

    Over the last couple weeks, I’ve asked questions here about whether to ask for a raise during a lateral transfer and how to go about applying for a promotion in another department. I have since learned that the lateral transfer position will now be open to the general public, but there is still no job description or salary range for it. Based on the great advice here, from my manager, and the person who would have been my manager if I was transferred, I have decided to apply for a promotion in another department. My current manger connected me with her so I can learn more about the position before applying. I will be meeting with her later today.

    I have a few questions:

    (1) Since this is a promotion opportunity, is there anything unique I should ask her that is not among the list of great questions Alison has suggested asking during job interviews? Should I use this as an opportunity to discuss why I am interested in applying and am qualified for the position?

    (2) The manager of the promotional opening will be the hiring manager. How do I change my cover letter accordingly? For example, should the tone be more familiar (ex. “Dear First Name” instead of “Dear Ms. Last Name”)? Do I reference the information she shares with me about the position?

    Thank you!

    1. Ozzie*

      I had to double-take to see if this was my question, as I find myself in a similar boat. So, there’s the context for my response!

      When I’m prepping for the interview, I’m going to bring in the added value of hiring me (as an internal hire) over anyone else (though… in a less aggressive way of course). What are you -specifically- bringing that no one else is, that you know will be valuable? For instance, I plan to discuss my extensive knowledge of the organization and our partners, as I have been working with them for 5 years, and which is knowledge that will take time (and training, which means $$$) for a new hire to gain. Having contributing to building out the systems the position will be overseeing, I’ll have an inside knowledge already and will be ready to hit the ground running, etc. The types of things that -absolutely- set you apart from other candidates in your qualifications. While this is a good general idea for an interview anyway, being an internal candidate gives you a leg up.

      The second part I’m less sure of, and hadn’t actually considered… so I’m going to watch here as well. I would say a little more familiarity while still being interview-professional is how I will prooobably go? Putting on a good presentation when it is expected I think is a valuable skill, and being able to advertise that you have that skill through the simple act of… doing it… is the best way to go imo?

  110. Rosewood*

    A major public university in the US has a disclaimer at the end of their application, giving them consent to contact your current employer. Your ability to submit the application is contingent on you agreeing to this (among other terms & conditions). There is no checkbox when you initially input your current employer, granting/denying the university permission to contact. I have never seen this before in the “fine print” at the end of a job application. Has anyone else encountered this situation? I don’t feel comfortable applying to any of the university’s jobs knowing that they may contact my employer, particularly given I haven’t had a single interview yet. If it gets to the point where an offer is contingent on contact with my current employer, I *might* agree to this, but certainly not when I submit the initial application!

    1. Environmental Compliance*

      Wow. I would not be very comfortable with that at all and would probably decline to apply. Why in the world would they include that??? I don’t recall having ever seen something like that before.

      1. Rosewood*

        And this is a major research university….one of the largest in the nation. I was appalled when I saw this! It was the *perfect* job match for me, but I couldn’t apply and risk losing my current job if they contact my work! I called their HR department to see if there was anyway to circumvent this, but haven’t heard back yet. I imagine that they probably lose a ton of candidates by requiring this.

  111. Sorry, not sorry*

    Happy Friday everyone! I have a situation where I just need a sanity check to make sure I’m not overreacting. I am a manager of a department that assists another department with major multi-million dollar projects. My group is in charge of compliance and we have to personally sign off on everything. While that sounds like a lot of power, in practicality it means we are often dumped on at the last minute, but have to figure out a way to justify a sign off anyway because we don’t want to “kill the deal.” Somehow, we’ve managed to make it work with most other departments.

    However, there is one department that simply can’t get their act together, and will sometimes dump a deal on us days or hours before it needs to close. These are deals that require us to literally review hundreds pages of documents, and we are personally, physically signing off on the documents that we’re approving them as to form. I have had multiple meetings with the other department head about our need to get involved earlier so we don’t get dumped on at the last minute. They have responded by inviting us to dozens and dozens of meetings early on in the process where the deal is not yet baked, yet somehow we are never included in the decision-making meetings. This results in my staff being pulled into so many meetings that they cannot get their real work done, but somehow they are still constantly getting surprised by last minute deal changes because we’re never there when the deal gets baked.

    This seems like a pretty easy problem to solve, so I set out to talk to the department head and her boss about this problem and how it can be solved. I was flabbergasted when they told me that these deals are just so complex and fast-moving that not everybody can be at the table, and sometimes these meetings are just set outside of their control. I told them that not being at the table when the decision gets made makes us feel excluded and makes our job unnecessarily stressful. The department head literally said “I’m sorry you feel that way” and her boss said that maybe these deals are just very complicated and some people aren’t equipped to handle projects of this magnitude. At this point, I was seeing red and said we should end the meeting.

    This is absolutely crazy disrespectful behavior, right? It has been days and I still feel furious every time I think about the meeting. The interesting thing is my “rank” in the organization is the same as the department head’s grand-boss, although she is not in my supervisory chain. Her grand-boss and I report to the same people. I am thinking of proposing to her grand-boss and our mutual boss that we will continue to work with this department and make all best efforts, but if we continue to receive these deals at the last minute, we will stop signing off on them. The company can still proceed with the deal, but it’s a huge red flag if we don’t sign off. I am afraid that this will look to my boss like I’m just taking my ball and going home, but at the same time, I feel terrible for my staff and don’t think they should be put in the position of risking their professional reputation signing off on these deals. Is there a middle ground that I am not seeing? Just for context, I have talked multiple times with the grand-boss about this situation as well. He is generally empathic with our plight and never rude like his subordinates, but simply won’t actually make them work reasonably with us. I am still so furious over the “I’m sorry you feel that way” that I can’t tell if I’m overreacting.

    1. LizB*

      An intermediate step I can think of is specifying to this department head which specific meetings in a deal negotiation process your team has to be included at. I don’t know if there’s a formalized order to these process, but if there is it seems totally reasonable to be like, “You need to give us a heads up when you have a Feeling-It-Out meeting for a new deal and then one of us must be invited to the Final Decision meeting. We don’t need to know about any meetings in between, but it is essential that we are informed of those two types of meeting.” Just because they’re not setting the meetings doesn’t mean they can’t forward you a calendar invite!! Their habitual thought process needs to shift to, we will probably be finalizing the deal on this call the client just set up > that means Sorry’s team must be on the call > send invite to Sorry’s team. And if nobody from Sorry’s team can make it, we need to get them our meeting notes ASAP after the meeting so they know what was decided and what they’ll be working on.

      It’s possible that shift would mean your team needs to be able to do some flexible scheduling/have an on-call type of thing, where someone can drop their other work and jump into the relevant meeting at short notice, so you should think about how that would work ahead of time. But you’re really not asking for too much here, and I think refusing to sign off on deals given to your team fewer than X hours before closing is a reasonable next step after this.

    2. Lunch Eating Mid Manager*

      Hmm. Saying your job is stressful or you feel excluded obviously didn’t go over well, so try to focus on impact to the organization by not have full review time. I think you need to ghostwrite a memo from your grandboss that says Sorry,NotSorry’s division needs a minimum of 2 weeks (or whatever) to review compliance docs before they can determine if they can sign off, and needs an overall heads-up three months in advance of the target closing date to plug it into their work program and participate in closing calls if appropriate (or whatever). But if grandboss won’t back you up on this, then ??? not sure you have a leg to stand on. Maybe request more staff.

      1. Kathenus*

        Agree with this – let your boss know that you want to implement a change in how these requests are handled, instituting (with everyone) a requirement that you need to have deals submitted to your department at least XX before the deadline, and ones after that will not be completed by the deadline. Make sure your boss backs you up, and if so let everyone you work with know of this in writing, and then stick to it.

        But as noted above, if you don’t get backing for this you don’t have much recourse unfortunately. If this happens, you could always show malicious compliance and call/email/text the offender repeatedly (bonus points for after hours/late at night/really early morning) with questions that they absolutely must answer before you can finish their (late) project…

    3. Rusty Shackelford*

      They keep doing this because it keeps working for them. The only way to get it to stop is to (a) get someone higher than you to make it stop, or (b) stop rewarding them. So, depending on the consequences of (b), you might consider just not being able to sign off on their deals until you’ve had a specific amount of time to look at them. “Sorry, but it takes a minimum of X working days, so we won’t be able to sign off on this until at least Thursday.” It’s not taking your ball and going home, it’s protecting your staff.

      1. Alton Brown's Evil Twin*

        This.
        Not to mention that they are a profit center, you are a cost center. That’s an immutable business fact, and there is always going to be tension and they are always going to try to weasel out of things.

        You know what would change them? Sneaking something past you, having the deal go bad, and then a bunch of them lose their jobs and potentially their SEC licenses. Of course there’d probably be fallout on you too, so I don’t advise this as a strategy!

    5. SnappinTerrapin*

      Seems to me that it would be helpful for you, your boss, and Nitwit’s grandboss to have a meeting to agree on the protocols for ensuring Nitwit’s team get their contracts to you in time for your team to protect the company from liability. These compliance issues are just too complicated for Nitwit to decide on her own, and she just isn’t equipped to handle a responsibility of this magnitude, so the protocol needs to come down to her from on high.

      Yeah, it’s disrespectful to “talk down” to someone far above you in the hierarchy, even if your aren’t in her chain.

    6. RagingADHD*

      It was very disrespectful, yes.

      I think the point to unpack is that other departments are making it work. What are they doing differently?

      Are the deals for other departments substantially different in scope or timeline? Perhaps you can take the approaches that are working for the other departments and set up policies around them.

    7. Lady Danbury*

      Have you discussed the situation with your boss at all? You’ve mentioned conversations with the department head and her boss, but nothing about your boss. Before looping in the other grandboss, I would have a conversation with just your boss. Ideally any changes in the process should come from him/her, not you, especially since this department has already shown that they’re willing to disregard you.

  112. Disco Janet*

    The school I teach at is dropping their mask mandate on Monday. Based on comments I hear in my classroom, I’m guessing about 80% of the 180 students I teach will no longer be wearing a mask.

    I’m debating how to handle this. I teach high school, so usually the last 20 or 30 minutes of class is independent work or practice while I go through the room to check in on students and offer help and feedback. But I really don’t want to sit in close proximity to maskless students – especially those who I know have anti-vax parents who believe exposure to the virus is a good thing that should be sought out to strengthen your immune system. There’s quite a bit of that – it’s a conservative town (the county itself isn’t, which is why it took this long for the mask mandate to be dropped.) My reflex is to go back to staying at my desk, reviewing their work in Google docs as they work, and leaving comments and feedback there – at least until my under 5 kiddo can be vaccinated. But I know plenty of my colleagues will be maskless and going around the room acting as if it’s business as usual. Ugh.

  113. Andjazzy*

    So, I am having a gastric bypass in July. Has anybody decided what tell coworkers? They will know I’m out for 2 weeks and then losing weight. I don’t want to deal with anyone’s opinions about the surgery

    1. Me*

      Generic having a medical procedure. No need for concern.

      Any comments on your body/weight/etc – depends on what you are comfortable with. My general policy is please don’t comment on my body. But of course I’m not everyone and some people enjoy positive comments on their hard work. So that’s totally up to you to decide what/if you’re ok with.

      I hope everything goes smoothly with your surgery and you heal quickly :)

      1. WantonSeedStitch*

        This. “I’ll be out for a couple weeks for surgery. Nothing to worry about.” If you’re OK with talking about the weight loss if people comment on it, you might find that some nosey people will ask if you got gastric bypass surgery. If you don’t want to talk about it, you could just say, “It’s the result of a few different changes I’ve made. Different things work for different people!” Then steer the conversation to another topic.

    2. HeavensToBetsy*

      You may have to be straightforward with your coworkers about not asking you about your surgery. If you absolutely don’t want to talk about it then I feel like you’ll need to be blunt because as the saying goes sometimes, you give someone an inch and they’ll take a mile. In my experience about issues I don’t want to talk about, if you even drop the smallest bit of information, I get questions and comments from people. You can’t control what people say all the time but you can try and be assertive. Hope this helps. Good luck with everything!

    3. Not Me Today*

      Just say that you are going out for upper GI surgery. That it is nothing serious so they shouldn’t worry, but it is something your doctor wants you to take care of.

    4. Snowy*

      Generic “just a routine medical procedure” for the surgery.

      For the weight loss, it depends on what works for you. Maybe brushing off “have you lost weight?” with a simple “Yes, thanks” and change the subject so they don’t dwell on it. Or, be vague if you don’t want to acknowledge it. “I don’t know, maybe” with a shrug, and change the subject. If you feel like being direct or they’re being rude, just tell them that your body is none of their business, please stop commenting on it.

      If you want, you can also redirect questions about your body to your clothes. “You look so good, what’s your secret?” can be answered with “thanks, I really like this outfit”. I once had coworkers who insisted I’d lost weight but I was just wearing a really well-fitted shirt and a brand new bra that day. Getting a few new outfits or having old ones tailored along the way as you lose weight may help with this, because then you’ll be wearing clothes that fit well. People are eventually going to notice a significant weight loss (especially if they haven’t seen you in a while) but if you keep changing the subject and don’t dwell on your body, they should hopefully get the hint. I hope your surgery goes well!

  114. Syl*

    TLDR: Job posting salary range is much higher than initial offered range.

    I just got a job offer (not official) where they told me the salary would be about 10K lower than I was expecting. The salary range is posted since I live in CO. I was expecting to get a middle of the posted range offer, but what they gave me is 10K less than I was expecting and 3K less than the bare minimum.

    I asked why the offered salary was less than the posted range. They responded by just repeating the offer.

    The average junior salary for this role is 52K, the average for a senior is 72K. I can look this up because this is at a public university.

    I need to respond to this offer sometime very soon and I don’t know what to say!

    1. Me*

      It sounds like you need to say, sorry we’re very far apart on salary. I would need a salary of $x to consider the offer.

      1. Rusty Shackelford*

        Or, more pointedly, “Sorry, I applied for this position believing the salary range was $60-$70K as advertised. I would need a salary of at least $65K to consider the offer.”

        (I wonder if they were considering benefits as part of the salary number? Which is stupid but not unheard of.)

    2. Unkempt Flatware*

      It sounds like a bizarre way to get around the new law. It was posted but oops they realized it needed to change. I’d say move on and tell them why and perhaps write a glassdoor review about this experience.

      1. Rusty Shackelford*

        Oh, that’s awesome. “We’ll post the same salary for every job and then, whoops, looks like that was a mistake!” :-D

      2. Pay No Attention To The Man Behind The Curtain*

        Agreed. If there is a reasonable way to report them to an enforcement department, please do so, otherwise Glassdoor might be your only recourse. However, I wouldn’t be surprised if public universities in the state are somehow exempted from the law — a lot of private business laws don’t apply to state employees.

        “They responded by just repeating the offer.” this is really a red flag that would make me walk away. They should be able to at least justify their offer — funding was cut, you are missing X qualification, the posted range is outdated from 2018…something.

    3. Policy Wonk*

      I’d counter their offer with your salary requirements, and report the bait and switch to whoever regulates this for the state.

    4. Lady Danbury*

      Unless you absolutely need this offer, I would walk away. This seems unethical at best, possibly even illegal. Huge red flag.

  115. Somewhere by the Sea*

    What happens (generally) if you have long-term disability insurance through your employer, but they terminate you while you’re on disability? If you’ve used up FMLA and they fire you, does that mean you can’t use your LTD? (Much like how you lose health insurance unless you pursue COBRA?)

    1. WellRed*

      I’m not a benefit person but my understanding is that it would expire at the end of the month you are fired in. Did they fire you legally, however, us a bigger question.

      1. HoundMom*

        I am a benefits expert. To be eligible for LTD, you have to be an active employee. If you were fired after your FMLA was complete, but before LTD is approved, you are not eligible as you are not an active employee. Most companies will not do that due to the optics but if you were struggling in the role prior to going out on FMLA, they are in their rights to terminate. Most employers will keep you in an eligible class to allow you to apply for LTD but often sever employment then or within a fixed period of time 3 to 6 months is common. If you are approved for LTD, your employment status has no impact on the benefit. It pays until you pass away, recover, or are of eligible retirement age.

  116. Cimorene*

    Update time! So, now I can write in updates from my very own desk! I’m one week into my new job and loving it so far. My coworkers are chill and fun to be around, and my supervisor is good so far, though more on the hands off side of managing. But I just “pester” her for another project and off I go. Training is done and now I’m doing busy work as I wait for my software permissions to come through to begin the meat of my job.

    All in all, this whirlwind of a new job/moving/major life change looks to be settling down into a nicer and slower paced routine (hallelujah!). I still don’t know how I managed to accomplish going from job offer to starting work AND moving cities in basically under a month, but it all worked out somehow? My house is still a wreck of unpacked boxes that I’ve been nibbling away at after work this week as I only moved in last Saturday. But I’m looking forward to the weekend to finally have a chance to relax for the first time since all this craziness began.

    This site, and the commentors, have been of immense help during the process in all stages. I am for sure a devoted reader (and mostly lurker) from now on! :D

  117. noncommital pseudonym*

    I work in academia, and we have several “feeder programs” that we work with, such that students take “Intro Llama Feeding” with them, and then “Advanced Llama Feeding and Training” with us. We’re a new program, and several people in the feeder programs were involved in the design of our program. All of these programs are in a large, rapidly-moving and developing industry where graduates have no problem finding jobs.

    With that said, we got feedback from a student who applied who said that their advisor at the feeder school old them not to apply to our program because 1) we don’t provide enough practical experience, 2) we don’t have close ties to industry, and 3) we’re too new. Point 1 may be true, depending on how you look at it, 2 is false, and 3 is arguably true. The program is past the shake-out stage, and is cruising along pretty well.

    Everyone was gobsmacked. We’d been working together with that program just fine. Up until quite recently, I’d’ve said that I had a good working relationship with this person. Though, we had been co-hosting an event together. Last semester, this same person took over advertising, failed to do any, and turnouts were poor because of it. This semester, she has ghosted me completely on cohosting duties, so I’m carrying on by myself.

    I’ve been tasked by my boss to contact this person and find out more about what she’s thinking and where this came from. I…don’t even know where to start. Just emailing and saying, “Hey, we hear you’re badmouthing us to potential students” is not going to mend any bridges. We just started a new University-wide program with them, and, if they want out, we need to rethink a bunch of stuff, not only impacting my program, but several others.

    Thoughts?

    1. Alton Brown's Evil Twin*

      Oh boy, I would not start the conversation based on negative feedback from a single student. You’ve got to have more data before that factors into this discussion at all.

      So far you have 1 hearsay report from this student, and some flaky behavior during a pandemic year. That’s not enough to divine anything about what she’s thinking.

      It’s fair game to talk about mechanics of how to work together, starting from a neutral point. And you can ask open-ended questions like “how do you think we can make our program better and more attractive to your students?” But that’s it.

      1. Alexis Rosay*

        I agree. I’m sure this was shocking, but if you work with students, you probably know that students may hear and repeat something different than the message the person intended to send (of course, this can happen with anyone, but I think students are more prone to it).

        Also, consider that an advisor working directly with students has a responsibility to students to steer them towards quality programs. They could be wrong about the quality of your program, but if this person–rightly or wrongly–has doubts, they would be doing their best by students to be candid about those. So *if* the person did indeed badmouth your program, I’d still start by assuming that this person believes they were doing their due diligence, not that they were acting unprofessionally. I wouldn’t expect an advisor to steer students toward a program they don’t believe in; if they’ve lost trust in your program, your program will need to work to rebuild that trust, not blame them.

        I would ask this person to coffee and ask a series of open-ended questions, without mentioning the student. How is this person feeling about the partnership? What could your program be doing better? What could make the program more attractive to students? What feedback have they heard from alums? How does your program compare to other programs students may be considering?

      2. SnappinTerrapin*

        Forgive the pedantry, please, but that isn’t hearsay. The fact of the program being disparaged to that student is a fact within her knowledge, not something that a fourth party related to her.

        Still, it’s only one data point, so even assuming the utmost credibility of that one witness, prudence suggests not basing decisions on that alone.

        Your advice is sound.

    2. DisneyChannelThis*

      Can you solicit feedback from several of your partners including this person? If the concern is this critique represents the real perception of your feeder program you need to verify that before trying to address it. Set it as anonymized or something like that so encouraged to get real responses not just compliment sandwiches. You can also send surveys to former participants. Might need a gift card drawing to encourage that one’s responses. Ask about how they feel about level of practical experience, industry exposure, etc. That would give you a better insight to how do participants feel and what are areas for expansion, as well as letting you establish if this persons critique is realistic or not. Surveys like that you can also get more involvement, ask the former participants one if they’d like to provide contact information to hear more about volunteering with your org.

      In terms of what your boss wants with you contacting this person directly, can you do it more as a check in? Hey how’s it going thoughts on this upcoming thing, anything you want to address or pick apart from last year before we dive into planning next years? hope your well,

    3. Pay No Attention To The Man Behind The Curtain*

      Honestly, this is so egregious that I would set up a meeting with the advisor’s boss, or even higher, to find out what the deal is with the ghosting, and if they aren’t feeding students into your program, are they actively sending them into a competing program with someone else? Check with other groups, is it just your program that is being ghosted, or by just this one person, or is there a wider pattern between the two organizations?

  118. So long and thanks for all the fish*

    I just got a tentative job offer at a federal agency (yay!). I was expecting my job search to take a lot longer so I’m not quite ready to leave my current position (I’d have to relocate and my partner needs to be here for another couple months), and the salary is kind of a lot lower than I’d expect to get in the private sector, but it sounds like a really great place to work- mostly WFH, everyone was really nice and there were a lot of places for new employees to be supported, and when I asked about turnover I was told it was basically nonexistent. I know the kind of negotiating you can do for government jobs is really limited if at all, but does anyone who is or has been a fed have any advice for either negotiating an offer, or things to consider before accepting? I don’t want to turn this offer down for a private sector one that might never materialize, but it also feels like this process went really fast and I’m not sure what other things I should be thinking about as I weigh the offer.

    1. Policy Wonk*

      Assuming this is a standard General Schedule job, you should have the grade e.g., GS-14. Look at the steps and any locality pay on the OPM web site. You cannot negotiate on the grade, but you may be able to negotiate on the steps, based on either pay matching or superior qualifications. If you want them to match the pay you are currently receiving, look for the closest step that meets or exceeds it, and request that you start at that step. You will need to provide recent pay slips. If your request is based on superior quals, you will need to demonstrate how you exceed whatever was in the job posting. Again, provide any documentation (degrees, certificates, years of employment/employee evaluations.) It is possible thought not all that common, and it can take awhile, which might help with your preferred timing. (Since you don’t say what agency, I don’t know if a security clearance is required – those also take awhile. If you’ve lived in a foreign country they can take a looong time.)

      Welcome to the federal government!

  119. WH Page*

    I work in a split role assisting two teams. Boss #1, CJ, is a big picture type who has pulled me into working on some very big projects, one of which has an impact on something Boss #2, Donna, has ownership of. I raised a potential snag to Donna and she decided to ask Toby, a senior member of the project team, about it. Based on what she told me, his answer was problematic, though it’s possible he misspoke or she misunderstood. Donna and I discussed this yesterday and I said I’d add it to our weekly project meeting agenda to clear things up.

    Unbeknownst to me, Donna wrote up an email “from the both of us” and sent it to Leo… who promptly sent it to Toby and CJ for clarification. This email has, frankly, a pretty freaked out tone, as well as some small errors and misunderstandings I could have cleared up if she’d talked to me beforehand. I’m embarrassed that Toby and CJ think I endorsed and help write this email, but I don’t want to throw Donna under the bus, especially since the power dynamics there are already complicated.

    Basically: what do you do when one boss makes you look like an idiot to your other boss?

    1. ecnaseener*

      Can you correct the misconceptions without appearing freaked out yourself? If there’s any whiff of “wait no Donna’s wrong, I didn’t say that” in your tone then it won’t help.

  120. Fake resumes?*

    My company is hiring for a developer with a specific skill set. We noticed that the first few resumes we got were VERY similar, so we started googling lines from the resumes and realized they were copied almost verbatim from a couple of websites, just with the bullet points rearranged in a different order. We passed on those candidates initially, but subsequent resumes we’ve received are all doing the same thing. Every single one. Are we having bad luck, or is this just the standard way developer resumes are written? If we keep passing up these resumes, we would be eliminating our entire candidate pool. I feel like plagiarizing a resume is a bad idea, but we need staff!

    1. Sloan Kittering*

      How strange! I want to hear from others if this is standard in that industry. In my field it would be unheard of and I’d strike every single one of them. And wonder if they were bots or something.

    2. Alton Brown's Evil Twin*

      They’re just plagiarizing the skill set part, right? Not the job history?

      If they are plagiarizing the job history, then toss them all out (unless it’s a weird case where the only people who could possibly know about this stuff come from the one company that invented it).

      Otherwise, are they native English speakers? I’d be inclined to give non-native speakers at least a little bit of leeway.

      I’d phone screen a couple of them and see where that leads, and then you can decide whether to re-write the job description, proceed with interviews, etc. I would strongly recommend that you call the job “Teapot Developer” and then in body list the skill set “Must be proficient in OolangScript 3.0 and Pekoe++”. Do not title the job “OolangScript Developer”. That should throw some at least a small roadblock in front of the resume spammers.

      1. Fake resumes?*

        Kind of job history, too. The company names and dates are unique but the actual bullet points are the same.

        We have no control over job descriptions or titles, this is a large company that uses very standard formatting for those things that are standard in our industry.

        We have an internal recruiter doing phone screens and she confirmed that they are all real people. A lot of them aren’t native English speakers, but plenty are.

        1. Alton Brown's Evil Twin*

          “Kind of job history, too. The company names and dates are unique but the actual bullet points are the same.”

          Wow. Well that’s a first for me.

    3. Alexis Rosay*

      Wow, this is really strange. Can you add a paragraph short response, e.g. “Describe a project you worked on in GoLang” to help differentiate between candidates?

      Also agree that if they are non-native speakers of English (or your language), they may be independently looking up Internet help to figure out how to phrase stuff on their resumes. I would also note that different cultures have different definitions of what is considered ‘plagiarism’. In some school systems, students are more encouraged to memorize and reproduce ‘official’ answers, and writing something ‘in your own words’ would be considered incorrect. S0 some people may be thinking that as long as these sentences do describe their experience, copying the sentences themselves is not wrong.

      This is not to justify copying stuff from the Internet to put on one’s resume. Just having hired for jobs that got international resumes, I’ve seen plenty of things that are ‘wrong’ by my standards, but normal elsewhere such as putting your marital status, religion, and photo on one’s resume, so I’m definitely wondering if that could be happening here. FWIW, I’m currently school to be a programmer and our career advisors have definitely never mentioned or endorsed the idea of copying resume items from the internet. I would be very surprised if that was an industry standard.

      1. Fake resumes?*

        We can’t change the process for resume submission but we can definitely add some additional skills testing/exercises during the interview process.

    5. Fake Old Converse Shoes (not in the US)*

      How interesting! Do all of then have similar contact information? Sadly I think you’ll have to ignore them, it’s too weird to take seriously.

  121. Red flags through flame-colored glasses*

    There have been a couple of stories this week about people having been taught not to praise themselves and so flubbing on “what’s your strength / pitch yourself” type of questions. I’m one of those people, but right now, starting in a new company, I have my company pitching itself and it makes me nervous. I have to go through onboarding materials, and there is a lot of “how we care about our employees” and “look what fun things we do” – and every time I get a bit freaked out, having grown up with “only time one needs to praise oneself is if there’s nobody else to do so” – so what are they hiding?? It’s so often said to trust one’s gut feeling, but what when my gut feeling tells me “red flag red flag” and my brain knows I have flame-colored glasses on? How do you you deal with this?
    I’m thankful for all those years of reading AAM, because it’s my first contact with USA-based company and if I hadn’t read so much about all kind of hiring procedures I’d be freaking out much more. :D All my previous jobs have basically been through networking, no formal interviews or background checks or anything like that.

    1. DisneyChannelThis*

      Well unless you want to walk away before starting the job properly you’ve got to try and stick it out 6-12 months or leave it off your resume. So make the most of it. Tell your brain “Thanks for the heads-up now lets focus on something else” and retrain it to focus on more important things.

      I know when I started my job they did talk a lot about fun things they do, like a running club that trains for a marathon yearly. They were trying to make sure I could get involved if I wanted and that I was aware these things were upcoming to keep an ear out for them. Especially during pandemic it’s harder to let everyone know about employee initiatives.

    2. Ali + Nino*

      I don’t like tooting my own horn, either. What if you craft an answer based on your achievements – those same points you would have on your resume (e.g., increased attendance at monthly ABC event from 7 to 100 participants) – and figure out what “strengths” helped you achieve those (e.g., organization, diplomacy, strong marketing skills, etc.).

    3. Attractive Nuisance*

      Does this really count as “praise”? It sounds like they are just explaining what their benefits are. Perhaps you could reframe it and think of it as them introducing themselves in a friendly way, trying to make sure you know all the ways they are ready to support and compensate you.

      That being said, if you really have a bad gut feeling, maybe you should ask yourself why. Do you have a reason to think they’re misleading you?

    4. SusieQueue*

      I don’t see them as red flags. Instead I see that content as eye-rolly and wording that has me muttering “oh barf!” under my breath.

      Some writer went overboard with the instruction to make new hires feel Excited! about How Great! it’s going to be to Work Here! at our Absolutely! Fabulous! Company!

      Just roll your eyes and carry on.

      By the way, your line about never praising yourself goes bit too far in the other direction. There’s a huge difference between being a boastful braggart and acknowledging that you have a talent or that you did a really good job at something.

  122. quill*

    How do you know when you need to take a programming class? And what kind of programming class you need?

    Background: took this job in June, both they and I believed that experience using a similar software and the ability to follow instructions to create macros / html formatting / other minor things would translate to “programming” that is just adding numerical limits to different operations, adding operations to a list to perform, etc. I don’t need to know any specific language, it is primarily putting “if A 1” types of things in and saving them.

    Now I am staring at hour… three? Of trying to make something I made from scratch several months ago actually do what we needed it to do, and my basic “match things to a program that works” and “go back through all the steps of each piece” methods are failing. Would a programming class even help me narrow down where in my long string of “If A fails, run test B” the failure is? I do much better with excel because the internet is infested with tutorials, but this software is fairly niche.

    1. DisneyChannelThis*

      I like online tutorials and blogs, some people like youtube videos. Stack overflow is a wealth of searchable questions, someone else has likely had the same issues before you. What type of coding depends on what you have available, is your machine a windows PC, a linux PC, or a mac. Do you have access to a terminal to code in or does it have to be through something like excel. Rstudio is great if your workplace has it. It’s hard to know what to recommend without more details as to what type of PC, what program/application, what language, what type of data you are using. If all else fails (and at hour 3 I’d say its time) you can always just start over and make a script that works and stop trying to debug script that no longer works that you don’t remember the components in it.

      1. quill*

        So we have a button that looks exactly like “view audit trail” that sends a build to heck, which only Beatrice the SysAdmin can guide me through. And she’s busy. I accidentally clicked it and had to rebuild, so I have ZERO IDEA what was wrong with the old one.

        But now it works.

        Computers.

        ┻━┻︵ \(°□°)/ ︵ ┻━┻

        1. Clisby*

          Computers do what they’re told to do. That’s no guarantee that they’re doing what you want them to do.

    2. Bob Howard*

      I ave been programming for over 30 years, and have found myself in this sort of situation more times than I am comfortable admitting. A comma or bracket in the wrong place can produce code that runs, but contains an error, and it can be very hard to find.

      The only way is to find out what actually is happening, not what you think should be happening from looking at the code. Normally this takes the form of dumping lots of information to a text file. So if you have a process A-B-C-D then then write to the text file the output from each step so you can check that it is what you expect. IfF this narrows the error down to step B, say, then do the same thing for sub-steps in step B. And so on.

      Of course, your system may have an advanced debugger with conditional breakpoints, single stepping etc. that may help you as well. Are you able to disclose what the software actually is called?

      1. quill*

        It’s a Laboratory Management software: LIMS. The part that I have access to is a lot of make a new item. Make a list of the items it works with. Make sure it’s averaging / rounding / looking for a fail condition in a different item list correctly. Add final math for the appropriate chemical or product so that if the pH is nine it tells the chemists something is very wrong.

        1. Bob Howard*

          Fortunately I know nothing about those. 2 suggestions:
          1. Put in debugging steps to try to find the first place where your code’s behaviour diverges from what you think it should be doing. I know of no formal courses on “Why is my code not working”.
          2. I suspect that the backend will be a SQL database of some kind. I found the “SQL for Dummies” book very helpful. Note that different dialects of SQL have annoying differences (Microsoft vs Oracle for instance)

          1. quill*

            Well, if nothing else, reading the intro on how SQL works would probably help me understand Oracle a little better, since that is the other bane of my existence… :)

  123. Full time work + homeschool*

    I started a new job about a month ago. It’s going fine. I am still ramping up but all the feedback I’ve gotten back so far about my work has been positive.

    I have not disclosed to my job that I homeschool my elementary aged kid. They absolutely thrived during distance learning and they struggled being back in the classroom. We tried for a few months but decided to homeschool a few months ago. At my last job they knew that my kids were home during covid and I had enough of a reputation as a good worker that no one would blink if they saw my kids in the background of a call. I’m confident that I can keep homeschooling and also do a good job at work, but I don’t have the reputation built up here yet.

    My question is, is there an obligation for me to tell my new job that not only is my kid home full time, but that I’ll be helping them with their schoolwork throughout the day between meetings? If I can get all my work done without issue, does it matter? I feel like it’s fine but also I hate the feeling that I’m hiding this part of my life from my manager.

    1. Alton Brown's Evil Twin*

      Don’t you also have obligations to the state or local school board about the hours you spend teaching your kid? This sounds a lot like the “hold down 2 full-time jobs” thing.

      1. Full time work + homeschool*

        Their schooling takes about 2 hours a day and they do most of it online or with worksheets. I work with them for about 30-45 minutes a day actively. They also can do school any day of the week and we sometimes have lessons on weekends. It’s absolutely not a second full time job.

    2. DisneyChannelThis*

      I think there’s some ethical considerations to be had here, especially in regards to are they paying for full attention and X hours of work a day versus paying for Y task to be done.

      Rather than comment further on those, I did want to raise a couple questions to think about now – What will you do if kid has emergency? What will you do if work has an emergency? Do you have backup care+instruction if you suddenly do need to focus fully on a deadline. Do you have a plan for if you need to run kid to ER during workday? Does kid have a plan for preparing their own meals if you get stuck in meetings? What about kid having a meltdown or tantrum?

      I think if you wanted to be honest with your bosses, the word you might be looking for is “remote with flexible schedule” where the hours the work happens don’t matter, just the outcomes. Those roles usually have more metrics based evaluation.

      1. Full time work + homeschool*

        I think a lot of the answers to those questions would be the same if my kid was in a physical classroom. If there was an emergency and they had to go to the ER, I’d have to stop working to handle it no matter where they attend school. I do not have backup care, but that’s always the case in my household. My kid knows that if I’m on a call he needs to wait until it’s an emergency. If they’re stuck on a math problem, they move to another assignment until I’m available.

        Maybe it helps to say that I’m not a manager and while I do have some meetings, most of my work is done independently and asynchronous with my coworkers. We all work in different time zones and when I’ve asked specifically about needing time in the middle of the day for an appointment, my manager told me to just make the time up earlier or later in the day without taking PTO.

      2. A Wall*

        I think if your kid has an emergency in the middle of the day you have to drop what you’re doing and deal with it even if they’re being cared for at a school or daycare. It’s not like you’d just assume the teacher is going with your kid to the ER and will handle it, and just placidly continue to work the rest of the day.

    3. NancyDrew*

      I would find the age of your kid to be really relevant here. Like — I can’t get a full day of work in (not even close) if my 5 year old is home. But my very mature 8 year old? Yep.

      It also depends on how hands-on you are as a homeschool teacher. If your kid is in a virtual school — so in front of a laptop with instructors on the screen — it might be ok. But that’s not being homeschooled, that’s being virtual schooled — and since you said “homeschool”, I assume you’re the teacher in the room. In which case…not cool. Not cool to your kid, and not cool to your colleagues.

      1. Full time work + homeschool*

        Thanks for this answer. They are a mature older kid. They can make themselves breakfast and lunch and wake up and get ready on their own. And yes, it’s more like virtual school. They’ll get assignments, and I’ll help with them but I’m not designing the curriculum. We call it homeschool because we’re at home and maybe I should rethink my wording.

        1. Alton Brown's Evil Twin*

          Oh yes. If this is virtual/remote school then my objections above are significantly reduced. I assumed that when you said “homeschooling” you meant full-on individual instruction.

        2. ecnaseener*

          Yeah, online learning with a teacher who is not you = VERY different from the generally accepted definition of homeschooling.

        4. A Wall*

          Oh yeah, that’s not homeschooling. Homeschooling implies you are developing the curriculum and doing all the instruction yourself. If they’re doing remote schooling under someone else’s direction, that’s very different.

  124. Ozzie*

    I’m currently in the process of prepping to apply for an internal position once it is fully approved and posted. I was asked to apply for this position, and my grandboss told me that I had a fair bit of leverage in the process, as I was the first choice for the position, barring an exceptional exceptional external candidate. But… he also basically told me not to expect much more money for the position, but that it would be excellent professional experience for me.

    This isn’t my first rodeo and I know exactly what that means (I come from an art background and have been asked plenty to work for experience and exposure!). I’m currently reading up on negotiating tips on the site, but can’t seem to find anything about internal negotiations when you’re pretty sure your company isn’t interested in paying that much more.

    Things I’m already on the lookout for:
    – Going rates for similar positions in my area
    – What the job posting will list the pay as
    – Trying to get an idea of pay bands in my company… but they are NOT transparent about this, at all (and from what I have figured over the past 5.5 years, not consistent either)

    Is negotiating even going to be worth the effort? Should I try anyway, especially if I’m already paid over what they list as the salary? Do I -actually- have leverage here? I specifically left my art field after being tired of being taken advantage of and working for exposure/experience. But, he’s not wrong – this move would be crucial for my career trajectory…! And I likely would not have the same opportunity externally. So… just reaching into the abyss for some ideas, or perhaps others’ experiences with similar situations, since I imagine this is not unusual.

    1. HR Exec Popping In*

      If you already make more than what the job normally would pay, I’m not sure you have much room for negotiating. You can try, but not all companies even negotiate with internal candidates. At my company we have a matrix that determine the amount of an increase to remove bias from the system and avoid pay equity issues.

      1. Ozzie*

        From what I have found so far, I’m at least 10k under the bottom of the range, locally. 25k or so under median. It’s non-profit, and I would need training, so I’m not remotely expecting the median, but they tend to be generally stingy with raises (10% was a “generous” raise for a promotion after 3 years with the company, and I was not given the option to negotiate, though I did have to push for any raise at all beyond my yearly COL raise).

        I’ve also considered that if they are not willing to budge on salary, I could negotiate for certifications (vs simply online training classes), which would be a long-term value add on their own… but theoretically should be part of the position anyway, in my opinion.

        But.. I’m also concerned they’ll simply say, well you were just granted your raise (though we… haven’t been yet), which puts you in line with/over what we want to pay for this position, so we will not change pay. At which point… I don’t know.

      2. Ozzie*

        This has all lacked the context that we generally pay low for the market, and have struggled to recruit and retain people as a result, in every department. The general feeling amongst the employees is that we are not compensated appropriately, and that our love of the work we do is… kind of taken advantage of. So the % raises sound nice, but has kept us under market rates. This is something that is supposedly being addressed, but… I hope you can understand my skepticism.

        1. HR Exec Popping In*

          Non-profits are sadly known for not paying full market rates. And you should be skeptical as it is very difficult to fix that once you fall behind. Depending on the size of the organization you are talking about a significant budget hit and for a non-profit they will likely prefer to put that money toward services.

          From what you have said, it sounds like you want the experience the new job will give you and that experience would be easier to get internally than going external. I would say try to get as much as you can for the move, but look at it as an investment in your development. And if you are still feeling under paid, once you have that experience you can move on.

          1. Ozzie*

            That makes sense, and was a bit where I was leaning – because there is large personal value to be gained regardless. But I was wondering if this wasn’t the smartest move, presuming they will underpay (even by non-profit standard possibly). Thank you for your insight! If they seem inflexible on pay, I’ll do my best to aim for other value-adds that I can take elsewhere down the road, and leverage to make up the pay dip now.

  125. Pascall*

    I applied to a bunch of remote jobs today. Little bit nervous about them, even though I have no idea if they’ll even be interested. I’m just so attached to the culture here, but it doesn’t pay enough for the rise in COL that’ll hit me mid-2022 and I’m really sick of the commute.

    I’m just hoping that if I do go somewhere else, I’ll find a culture that is comparably friendly, open, and respectful of my work-life balance.

  126. cbh*

    This is somewhat business related….. does anyone ever wish AAM had updates to the updates? What happened after the fact. I sometimes spend my breaks rereading old AAM posts. I get excited to see that update link at the end of an inquiry. Then I realize that the update was from 5-6 years ago! I’m always curious to what happened after the solution (update) was found/ implemented/ changes made.

    1. ecnaseener*

      There are a lot of letters that have 2 or more updates. Do you just mean you wish there were even more of those?

  127. coffee drinking scientist*

    British readers, how you all are doing during the storm Eunice?
    I am here to vent and to ask you whether I am overreacting or not. I am mad at my boss (the company founder). He works from home, but the rest of us have to come to work, and he didn’t even acknowledge the situation by, like sending an email along the lines of “stay safe“ (like my partner’s employer did) of offered to take a day off if we don’t feel safe commuting to work. We are doing lab work, so it is impossible to WFH. But I am in R&D, so my work is not particularly urgent, the product I’m working on will be on market in several years at best case scenario, so one or two days will not make a big difference. And commuting was not safe today, all trains were cancelled, so I had to cycle 15km to get to work. It was cold, wet and nasty, and dark on the way back, and I had to climb over a couple of fallen trees that blocked the road.
    If it was the only problem with this boss and this workplace, I wouldn’t care much, but it is a part of a pattern. I’m fed up with his disrespect to employees and his unprofessionalism. Maybe it is time to start looking for a new job.

    1. Ozzie*

      A boss who comfortably works from home without the rest of the team being able to (either due to the job or because they want to) has always rubbed me the wrong way. (My previous boss would always “do some work from home” but it was absolutely forbidden for anyone else, because the ops team wasn’t able to – so that meant no one was able to… except her, naturally)

      This is especially important during bad weather though. Understandably, you can’t do your job from home. In the case of dangerous travel situations, he really, really shouldn’t be working from home, and simply not acknowledging the situation outside. You’re right to be mad about it, especially after as long and treacherous a commute as you had to endure. One could argue that, if the weather is bad enough that trains aren’t running, someone probably shouldn’t be out on a bicycle… And if your boss was even remotely reasonable, he would agree.

      Sorry you’re dealing with… all of that, really. I hope you’re managing to stay safe under the given circumstances, and have a safe commute home. (if you haven’t done it already)

      1. coffee drinking scientist*

        I could have explained the situation with my commute and he could have probably allowed me to take an unpaid day off. I really didn’t expect that cycling would be so bad today. So it is, partially, my fault. We had 1:1 meeting today (over the phone) and he didn’t even ask how am I or didn’t say anything like “I am working from home, because the tree fell and blocked my driveway, I hope you are safe!”. By the way idk why he worked from home today and if there is any legitimate reason beyond “I am the boss so I can”.
        Thank you, I’m already at home, but cycling against wind in the dark kinda sucked, ngl!

        1. Ozzie*

          Yeah, he should have at least asked how you were doing re: the weather or something, I agree. That just shows a general lack of empathy with your employees. It doesn’t even have to be huge!

          I’m glad you made it home safely at the very least! :)

    2. Bobina*

      If its part of a pattern, I would absolutely be looking for a new job. I feel like most sensible employers would have given people the option to work from home or take the day off, so the fact that they didnt already says plenty about what the culture and work environment is like.

  128. CW*

    I know employers asking for salary history is starting to become illegal in the United States. My state has banned that question since 2018. But prior to 2018, I can’t believe how many employers asked me that question when I was on the job market. It was downright infuriating when I think about it.

    And recently (in 2022), I was on the job market, and one employer asked me that question again, and I politely pointed out that it was illegal to ask that question. Luckily, it didn’t turn into a confrontation on the employer’s end but I was annoyed, thought I did keep calm and professional. And no, I did not get that job.

    What about you guys? What are your experiences when an employer asks for your salary history? Or if it is banned in your state, what did you do when it was illegal? Has any employer asked you that question even though it was illegal in your state?

    1. cbh*

      I’d be curious to hear other stories. It sounds like you handled things professionally. Their loss that they didn’t hire you.

    2. La Donna*

      I was just thinking about how to handle the question today if I’m ever asked in the future, wondering what the nicest way to decline answering the question is? Perhaps a, “I won’t be able to answer that but a salary of X is what I’m looking for” type of answer.

    3. Anonymous Educator*

      No one’s asked me that question since it became illegal, but I’ve definitely gotten questions about salary expectations, which I think is still trying to get me to name a lower number than the range they have budgeted. They could still just tell you the range that’s budgeted! I mean, you can ask, but it’d be much better to just have them advertise the budget.

    4. Snowy*

      I’m pretty sure I’m still being underpaid because the hiring boss asked that question, ugh. And I was desperate enough for a job that I just told him, and didn’t think to tell him the specific circumstances of my previous job that made its low pay reasonable.

  129. Please Exit Through the Rear Door*

    This is late for today’s thread – but I was the librarian who posted last week, being worried about being a distribution point for at-home COVID testing.

    I’m happy to say that everything has gone off extremely smoothly this week. We’re actually working with partners so we (the library staff) aren’t the ones directly distributing the tests, but there have been no issues with lines, shortages, unruly people, patrons taking the tests in the library building, or any of that. The demand hasn’t even been particularly high since COVID numbers have dropped so much in our area (though some chatter in the news about a new offshoot of Omicron is a little concerning for the future). I’m glad that for once I worried for nothing, at least so far!

  130. Sad Ed Tech Girl*

    Any helpful ideas on what to do or how to respond when your work is dependent on another employee who is providing their part to me late?

    I work in an educational setting with instructors who are definitely overworked. We are all pretty burnt out. However, they seem to expect me to turn things around for them really quickly. My job is much more technical and they seem to believe it is both easy and quick (for me) and too difficult for them to learn how to do (part of why I was hired is to teach them to use these tools). So I’m often getting no responses from instructors, partial responses, or really late work. We have a deadline and then I’m expected to make it happen quickly. My boss has given me permission to push back on this for the most part but I’m getting really tired of telling people “no” because they’ve missed the established deadline and also worried that it will harm the delicate relationship between tech and in-classroom instructors. My job is to help them, but they’re making it very difficult and I feel very stressed trying to cram things into my day just to get their project done. Any ideas??

    1. Alton Brown's Evil Twin*

      Can you do some parallel pipelining? If you had the outline of the lesson plan (or whatever their deliverable to you is) in advance, could you prep a lot of stuff?

      Like you know it’s an astronomy module, but you don’t have the actual lesson plan. You could still get a bunch of NASA content bookmarked, sort videos by length, check them for grade-level appropriateness, etc. and then be ready to drop then into your deliverable as soon as you get the script.

      1. Sad Ed Tech Girl*

        I didn’t know the phrase for that before, thank you! Yes, I do prep what I can while waiting for the content. I think I just get stressed trying to make time to finish once I get the content. There are times when I am able to say, “if I do not have X by Date, I won’t be able to do it this time,” but there are situations when this isn’t possible (exams with set dates or something with rippling consequences like interns won’t get placements in time). I’m not sure how to navigate those when I can’t say no, but then I’m the one left scrambling to get it done on time.

    2. Gary Patterson's Cat*

      So, this is maybe kind of crappy, but I work with a lot of people who do this and ignore deadlines.
      I do my part of the work as much as possible in the final deliverable and send regular reminders that I need X by such and such time (‘cc your manager on those). When deadline rolls around, if some parts of the whole are dependent on someone else to provide and they don’t provide it, I highlight that part and make a note something like “Section X to be provide by Jane” and if Jane doesn’t complete it by the deadline, then I submit the deliverable to the lead/manager with the highlighted fields. Let them go ask Jane why it’s not done.

      But also, if they continues to keep happening and it’s always one or two offenders, then you need to speak with your manager about it.

    3. jumped all the sharks*

      I sometimes rely on ‘in the interest of providing equitable service, requests are filled in the order received, and there are xxx other faculty in line ahead of you’. Sometimes with a sprinkle of ‘we’re here year round, including summer and term breaks, so you can submit requests anytime and beat the rush’.

  131. PBP*

    So, a few months ago our 20 + years phone system started to show signs that it wasn’t going to last any longer. I researched for a while but end up finding us a system that was pretty close to it but would come with a few improvements. Since staff is on the phones constantly, everyone got a peek at what we had looked at, and, for the most part, everyone approved.

    I ordered the system, we hired an outside company to install and everything was going great.

    Until one of the phones arrived.

    Now, before this everyone’s phones had 8 buttons to program for speed dial, with the system needing to use 2 of them. So everyone had 6 choices for speed dial! This new phone also has 8 buttons… but the system needs 4 of them, so now everyone has only 4 options for speed dial.

    This… this somehow becomes the end of the known world. Chaos ensues. People are making lists of who is the most important to them to have on speed dial. It becomes a think, “who are YOU getting rid of?” “It’s not fair that no one wants to keep me!” It is almost as if I’m asking them to murder the coworkers they don’t want as speed dial. It’s a popularity contest. There are people who demand to be always kept on speed dials!

    Despite the fact that no one’s extensions are changing and there is a very quick and easy phone book option available to them. No one cares! No one wants a phonebook! Everyone wants more speed dial options!!!!!

    Everyone’s complaining and kicking up such a fuss, my boss asks me if I can, the day before install, cancel and change systems. The answer is no, no I can’t. We’ve already put too much into this for such a small, small, inconvenience for staff. There are only 30 people in the building, it’s not the end of the world.

    Install day comes and goes, the staff is asking the outside installers how to fix the nonexistent problem, outside installers are confused as to why this is a big deal. Everything else goes off without a hitch, the system is wonderful, it works so well, the phones are so much better and easier to use. But I still get complaints. People are opening tickets in our ticketing system to complain about only having 4 speed dial options. Someone finds out you can buy a phone that has 16 buttons but it’s 3x the cost of the normal phone but people are putting in upgrade requests nonstop!

    Boss sees the light and realizes the insanity and refuses to spend a couple thousand on 16 button phones.
    Someone comes up with a solution to the distress! The solution is to print out a list of all 30 numbers, which people are taping on their desks. It’s harder to look at the list than it is to just look at the phone book installed in the phone! The list is like, a holy grail. It takes someone a week to figure out how to do columns in Word to make it one page instead of like 5.

    Four months go by and this is STILL an issue. And then we get a new girl in. As she’s being trained by another employee, I get to hear this wonderful gem.

    EMPLOYEE: This is your phone, you only get to choose 4 people to put under the buttons. We used to have 6 options but now you can only do 4!

    NEW GIRL: Oh, but I can still just dial anyone’s number, right?

    EMPLOYEE: Oh no you can dial whoever you want but you have to look them up!! We printed out a list, we’ll have to get you one.

    NEW GIRL: Can’t you just hit the phone book button? It shows everyone alphabetical on the screen and then you just hit their names. It’s pretty easy.

    Employee is at a loss for words over New Girl’s lack of anger and I merely cackle from my seat. The tides may finally be changing!

    3. lurkin-since-2015*

      As someone going through a phone system upgrade project today, I appreciate this story greatly.

      1. PBP*

        My thoughts are with you during your trying times! Just don’t change a single thing for the better or worse and might walk away with most of your sanity.

    6. GoryDetails*

      Hilarious! Thanks for posting that – I’ve definitely seen similar situations, though not quite to that extent or with as delightful a conclusion.

      1. PBP*

        I’m not gonna lie, most people before this issue did not use the speed dial buttons! It was like the second they knew 2 of them were going away, they realized they had them and needed them in their lives!

    10. SnappinTerrapin*

      And there was a time when we had the phone list taped to the pull shelf over the drawers, for the extensions that weren’t memorized.

      Speed dial on an office phone is for colleagues whose extensions don’t warrant remembering.

      A perspective from the preceding millennium.

      1. PBP*

        Of course not, I’m honored! I did leave out one funny additional detail, at some point, one manager, in all seriousness put up a note on our staff lounge requesting that everyone keep him on speed dial, because it’s very important to him that he’s always available for everyone to call. It looked like a campaign poster! That then incited a few other people to send out emails saying the same thing.

        It was like people were running for 6th grade class president, it was both hilarious and brain melting.

  132. LadyHouseOfLove*

    So, I’m currently a supervisor/second-in-command in a team overseen by a manager. I’m pretty ok with the position but I am not a fan of the rotating schedule and it’s our main area that does it.

    Recently, someone higher-up said they’d like me to try apply for a manager position in a year or so. While I’m touched that he sees potential in me, I have already decided that I don’t want to manage more than 3-4 people and that I would like a position with a more typical M-F schedule. I have pretty bad anxiety and I feel taking on managing more people will be a lot.

    Not to mention there are areas in our workplace that I’m interested in but don’t know the full ups and downs for.

    How do I address all this professionally? We’re going to meet up in a few weeks and I don’t want to sound rude or anything.

    1. Alton Brown's Evil Twin*

      “they’d like you to try to apply in a year”

      That’s a while lot of try and maybe and in the future. There is no pressure on you in this situation.

      So meet, hear them out, ask questions. Nothing wrong with gaining knowledge. Maybe they’ll tell you more about why they think you’d be good for this position that will change your thinking about yourself, or serve as a springboard to some other lateral move, or inspire you to work on some skill you didn’t know you had.

    2. Ozzie*

      I think you can try to explain that you think that your are better-suited to managing smaller teams, because that’s where your strength really lies. It’s really, really important to know your boundaries and acknowledge them. (I know, I know, sometimes we have to go outside our comfort zone to grow, blah blah… I do not think that always applies) You can also sell your value in your current position, and perhaps propose ways you think you can grow within it instead? (additional training or certifications, for instance, that will make you better at your current job) You could also note that, if a position comes up that would still manage the same number of people, but involve more higher-level stuff that you’d be good at/well-suited for, that you would love to be kept in mind.

      You’re not wrong to like where you are, or to want a consistent schedule. Ideally, he would also want you to be happy in your position. It’s great that he sees that potential in you, but that doesn’t mean you should feel obligated to fulfil that for him, if it will make you miserable. First and foremost, it’s your life. Sell yourself for what value you’re bringing while gently telling him that you’re not interested, though you do appreciate that he holds you in such high regard.

      1. SnappinTerrapin*

        Asking questions is a god way for her to figure out whether this is or isn’t an occasion for getting out of the comfort zone. Either choice might be right, if an offer develops, depending on what she learns.

  133. Buran*

    Project managers: how can one be utilized for a specialized department? Say my department makes items made out of alpaca wool. But we are also in charge of sourcing the alpacas, caring for them, shaving them, etc. Sometimes we need dye or knitting needles or thread from other departments to make the sweaters. How could one use a project manager to help streamline the process or keep things organized?

    1. Alton Brown's Evil Twin*

      “How could one use a project manager to help streamline the process or keep things organized?”

      That’s basically the definition of what a project manager does.

      They can look back in the past at how often you ordered dye, and when, and how long it took to arrive, and whether if you ordered too much it went bad on the shelf. They can also look at what competitors in your industry do, or guidelines from your industry or professional society, or government regulations, or any clauses in your contracts for supplying finished wool goods to your customers. Then they write and implement an inventory management policy so that you always have dye, and never need to worry about running out, and aren’t pestering the other departments at the last minute because you forgot to request it, etc.

      1. Buran*

        So I need to think more deeply about the processes we currently have and list them out. Then the pm would be able to see the process and figure out where things could be better managed. I’ve not worked with one before, so trying to figure out how it works. Thanks for the explanation!

        1. Sea Anemone*

          Companies may do things differently, so you really have to look at what your company does. My impression was, “What? No! A PM can’t just change a process bc all PMs use the same process! What if the other PMs wouldn’t benefit from the process change?” So you need to look at your company to determine who sets processes and whether PMs all follow the same process or whether they can set up a process just for their program. Another way to work is that sometimes the corporate process has flexibility built in to allow PMs to tailor the corporate process to their program. So for example, a very large complex program might have multiple documents for contracts and program plans while a smaller program keeps all that information in a single Excel file.

    2. Squidlet*

      In my experience in large corporates, this would require a project. A PM would be responsible for managing the overall project, i.e. making sure all the moving parts were coordinated: the business case, resourcing, budgeting, risk management, stakeholder management, analysis, design, documentation, system changes, training, change control, etc, everything to make this happen.

      The actual work would be done by a multidisciplinary team. That would include the process redesign which would be done by a process analyst. They would review your area’s mandate, workflows, policies, inputs, outputs, KPIs, constraints, bottlenecks, inefficiencies, and design new processes to support that.

      If your company is small, you might have one or 2 people rather than a project team, but a process analyst is more suited to this type of work than a PM. Again, in my experience.

  134. (not) travelling abroad*

    I feel like making a mini-update on letter from early 2021. I gave an immediate update here (https://www.askamanager.org/2021/06/updates-my-coworker-told-everyone-were-married-were-not-and-more.html) but the main points are repeated below.

    There’s not much to report really, but here it is:

    I was the LW who was waiting for an opportunity to fly out to a job abroad but wanted Alison’s advice on taking work in the meantime; particularly since I could be leaving at any second.

    So the travel situation continued to be incredibly unpredictable and there were issues with entry etc. etc. and I just needed to start earning money. So I applied for a great job with a company I always wanted to work for and decided that if I got it, I wouldn’t take the position abroad.

    And I got the job. So I didn’t go abroad. And even though I know it was the only practical choice, I’m still kinda really sad about it.

    But! The great job at great company was indeed great! A fantastic boost to my self-confidence and really solidified that general industry as exactly where I wanted to be. It was only a fixed contract though so it did end.

    I got a few contracts after that, all related to my preferred industry which was great as I’d never had that kind of momentum before. I’m in a unemployed period now but I’m on a really great training course which has a 2/3 chance of ending in paid work and I’ve applied for a permanent position at Great Job.

    If the stars align and I somehow got both, I could realistically only pick one. Which is essentially a choice between ‘exactly what I want to do but in a highly unstable industry’ or ‘highly stable position but not quite exactly what I want to do’. And I really feel like the latter is winning out in this fully hypothetical situation.

    I’m trying to not to overthink anything. I’m trying not to be too sad about not taking that position abroad. And I’m just hoping 2022 can be as good for me as 2021 ended up being.

  135. Deep Fake for this*

    Wanted to get the commentariat’s thoughts on this. Tuesday I was given a promotion, with a 15% salary increase – positioned as 9% merit increase, 6% promotion. Our typical merit increases are 2-3% so I was definitely happy….
    … until the next day when I learned at least 3 other people in my department, including one person who “needs improvement” all received 15% merit increases. So essentially I received a promotion with no associated raise because everybody got what I got.

    Am I wrong in being upset by this?

    1. Soup of the Day*

      I think that someone else getting a raise doesn’t make yours less important. I understand the feeling – a merit raise is given in recognition for your hard work, and to see someone else getting the same recognition for what looks like bad work makes it feel like you’re not REALLY being recognized. But you have no idea what’s going on with that employee. Maybe they still need improvement but have shown a lot of growth and potential, maybe they’re not great overall but handled a big task really well, maybe their salary was much lower than others and needed correction, maybe they negotiated a higher raise, or maybe your manager just really likes them. But you still got a raise! A much larger raise than usual! You can be happy about that. It’s still a recognition of your hard work, even if others are also being recognized in their own way.

      1. Rusty Shackelford*

        But that means Deep Fake got no raise at all associated with their promotion. Yeah, I’d be upset. And I’d ask about it (unless knowing others’ raises will cause problems).

        1. Soup of the Day*

          Am I missing something? They did still get a raise. A content writer making $60,000 per year getting promoted to content director at $80,000 per year is still getting a raise even if another content writer also got an extra $20,000 per year. And if Deep Fake applies to a new job, they’ll likely be able to negotiate for an even higher salary because of their raise.

          1. Ozzie*

            I think the point is, Deep Fake got the same raise for a promotion that others got for continuing to do their same job. Presumably they also got added responsibilities, but not additional compensation for those responsibilities, since it -appears- that they would have gotten the same raise -without- the added responsibilities. There is a fair amount of conjecture here though, of course. But I would assume that a promotion, with more responsibility, should also equate to a larger pay raise.

            1. Deep Fake for this*

              Exactly. I feel like I was sold a bill of goods “we’re so appreciative of all the hard work you’ve been doing, blah, blah, blah and here’s a big increase to go along with it, when it’s not actually a “big” increase for my department this year, it’s run of the mill.

              And I definitely appreciate others trying to give the benefit of the doubt but I know the exact merit increases because my replacement was upset that my two former direct reports were getting the same increase when one does great work and the other does.not.

          2. Rusty Shackelford*

            Multiple people got 15% merit increases, including someone who needed improvement. Deep Fake got a 9% merit raise and a 6% raise for a promotion. Presumably, if Deep Fake hadn’t been promoted, they would have received a 15% raise anyway and it would have been called a merit raise. Therefore, Deep Fake didn’t really get any raise for their promotion. If they were making $60K before the promotion, and everyone got a 15% merit raise, everyone is making $69K now, but if a promotion is supposed to come with a 6% raise, DF should actually be making over $72 now.

    2. ecnaseener*

      Is it possible that your coworkers’ raises weren’t really merit raises? Adjustments to correct a salary inequity someone flagged, maybe?

      1. Soup of the Day*

        Yeah, I’m also wondering this, mostly because it seems like most people would not know exactly the percentage breakdown of their coworkers’ raises.

      2. Deep Fake for this*

        No inequities – it’s the merit increases for my former direct reports and my replacement.
        They are all cishet white men.

        1. ecnaseener*

          I wasn’t saying an illegal discriminatory inequity, just like in general maybe some people had come onboard at lower salaries for whatever reason and they’re correcting it now.

    3. SnappinTerrapin*

      No, you aren’t. They told a lie they didn’t need to tell. It reflects poorly on how you can rely on them in the future.

    4. Cheezmouser*

      Yeah, I’d be upset too. I’d be questioning why my merit increase was only 9% when everyone else got 15%. I would request a 15% merit increase and a 6% promotion on top of that. Unless there was some reason my work was subpar and only warranted a 9% increase while everyone else got 15%. That doesn’t seem to be the case, or else they wouldn’t have promoted you, but that’s what the numbers are telling you.

    5. Sea Anemone*

      The other way to look at it is that everybody else got a 15% raise with no promotion, and you got a 15% raise with a promotion.

  136. ThursdaysGeek*

    In our state, the mask mandate is going to be lifted in about a month. At our workplace, we’ve not been required to wear a mask if we’ve been vaxxed and have communicated that to HR. However, I’ve still been wearing one, although most others do not. At what point do I quit wearing one? I haven’t been wearing one to protect myself, I have no family members that are unable to be vaccinated, and they are anyway. I can work from home if I don’t feel well. I just figured wearing one was the right thing to do. I wonder how long it will continue to be the right thing to do.

    1. ecnaseener*

      With the new data that immmunity from boosters wanes after about 4 months, I think it will continue to be the right thing to do for quite some time.

    2. Ozzie*

      A friend of mine’s work place stopped required masks. Same week, he tests positive for Covid. While it obviously didn’t definitely come from work, that is a bit suspicious.

      So I would tend to agree with ecnaseener

    3. Rocky*

      Our county lifted masking mandates this week, and my workplace has lifted restrictions as well- fully vaccinated folks can be un-masked, etc. I’m fully vaxxed and boosted but am still wearing a mask except for alone in my office because I just want to be respectful of other people’s situations and comfort levels. Maybe I’ll relax about that over time, but like you said, it seems like the right thing to do (for now.) I also cynically don’t want to entirely fall out of the habit because– what if the mandates return? I’ll be interested to see how things play out (especially, as Ozzie mentions, if people on-site start testing positive…)

    4. Off My Lawn, You Must Get*

      I am exactly in your position (and quite possibly in your state).
      Speaking for myself, I will probably stop in office when the shift happens because I’m pretty far removed from other coworkers. BUT I also have a week’s vacation (including two plane flights and a wedding) that I will mask up for, as well as masking at work for a few days after the last flight (until I get a negative test.)

    5. I'm just here for the cats*

      I think whenever you feel comfortable not wearing one and its ok to do so you can stop. I don’t think people will really notice or care that much. If anyone says anything you can say that you had always been vaccinated but you were taking extra precautions but you feel better now because the risk is lower, numbers are lower, etc.

      And if people get weird that’s a them thing not a you thing.

    6. A Wall*

      It’s never stopped being the right thing to do no matter what the people around you are doing. Covid is the #2 cause of death after heart disease, over 3000 people are dying every day.

    7. Snowy*

      Honestly, at the start of all this, I looked at the 1918 pandemic history and saw that people were wearing masks for about 2 years before it started to die down, so I kind of assumed covid would be similar. Since we’re now coming up on the two year mark but we’re still having big spikes in cases and new variants, I personally don’t feel safe unmasking yet (especially at work, where customers have been horrible the whole time). Despite being bored of mask wearing, I also really enjoyed not getting even a cold for two years. My personal thought is I’ll wait until this summer, and see how things are looking then.

    8. SnappinTerrapin*

      I’m vaccinated, and had covid before the vaccines came out. I generally follow the recommendations as they evolve, and certainly comply with requirements of my employer and their client.

      For awhile, I made a point of going beyond the minimum, to try to set an example in an area where there was some resistance to masking.

      Do what makes you feel like you are doing the right thing, whether it matches anyone else’s expectations or not.

    9. RagingADHD*

      Now that we’re all boosted, We base our family mask/no mask decision on the local rates of new cases per day and % positivity.

      If trends continue we’ll get a break here next week, and probably will be a couple more weeks before we need to resume (if at all). I think the breaks are helpful for avoiding fatigue and staying grounded in the real situation around us.

    10. Pocket Mouse*

      “Right thing to do” is an interesting and, I think, key phrase here: *why* do you think it is the right thing to do? If you can, figure out the boundaries of where you think not wearing a mask is the wrong thing to do (e.g. when case rates are high, in the two weeks before you plan to visit an immunocompromised person, when you may have been exposed, when you think you’re at risk of infection from someone around you, when you’re sick with something that’s not COVID, etc.) and go from there. If your motivation is completely external (because there’s a mandate, because of peer pressure/norms), maybe that’s a little tougher… but from the wording of your question, it seems you do have an ethical framework to draw on.

      Personally, I’m with Snowy- I’ve enjoyed not having a cold for two years. As far as I’m concerned, flu season is masking season from here on out.

  137. Antilla the Hon*

    I recently interviewed for a position in my field and I was offered the job. At the time I interviewed, they said sometimes it can get busy and asked me if I was open to occasional (OCCASIONAL!) overtime. I said that I was agreeable to that. No real red flags in the interview. I was surprised however that they didn’t ask for references.

    During my 2nd week of work at my new job, all hell breaks loose. Between the lack of training being provided, chaotic data management and the sheer volume of deadlines and work, I am working 12 hours most days. I reached out to my boss 3 times and said that I am very overwhelmed, this seems like a lot just starting out, can you help me better identify what my priorities should be, etc. She was very responsive, But this still doesn’t address the sheer volume of work and rapid deadlines. I don’t see the schedule letting up for the next six months at least. I’ve been there less than two months so I don’t have a lot invested in the company yet. The intense amount of stress is really getting to me. I am so anxious and unable to sleep and am failing to meet deadlines and I’m already super behind. I already feel burned out! I don’t see things improving anytime soon and have been told they will be adding additional work on top of deadlines that I’m already not meeting! I am not a quitter, but this is just unreal. If it were you, would you just call it a day and quit? If so, would you even need to give notice? I have been working up the courage for the last two weeks to quit but just can’t bring myself to bail. I would love some advice!

    1. Soup of the Day*

      Disclaimer: I AM a quitter, but holy moly, yes I would quit. 12 hours a day is too much of your one wild and precious life to spend doing a job you don’t like (at least, without being paid a boatload of money to do so), and the stress will take a toll on your physical and mental health over time. I think it’s worth having a very frank conversation with your boss where you’re honest about the difference in expectations and tell her it’s not working out – maybe she can fix it, or at least let you work a longer notice period while you job hunt. But I would run!!! And while giving notice is polite if you can, it’s not worth having health issues over. If you need to leave ASAP, you can.

    2. Ozzie*

      A new employee working 12 hours off the bat? No thanks, that just SCREAMS that they will take advantage of your time any chance they get. That’s not occasional. I would quit and run. Give two weeks notice if you’re feeling generous, and want to maintain a relationship maybe, but I wouldn’t blame you for bailing. (I always leans toward a notice period personally)

      Also you should not feel burned out at 2 months. Ideally never, but 2 months? That’s not a healthy work environment.

    3. I'm just here for the cats*

      WOW! I think you need to push back HARD!

      Explain everything, that you were told occasional overtime, you are overwhelmed and cannot reasonably complete deadlines and that you need more guidance on what to prioritize. Ask around and see if this is normal for the company or if it is just really bad timing. See if you can find out if they are hiring more people?

      OP I wonder what would happen if you just worked a normal shift? Like work your 8 hours and just leave? Maybe try it for a bit and see what happens? Or is someone breathing down your neck the entire time you are there, demanding that you stay and work?

  138. Ouch*

    I had surgery a few weeks ago and while I am unable to drive, I can work remote. We have hybrid and WFH options. HR is giving me a run around as orthopedic surgery isn’t a good enough reason to WFH. What should I do?

    1. I'm just here for the cats*

      Can you get a letter from your doctor stating that you should work from home while recovering? Depending on the surgery you may be temporarily covered by ADA.

      I would go to the HR and say “I have had surgery where I can not (walk, sit in a regular chair, fill in the blank) because of this I need an official accommodation to work from home. How can we get that done.

      you could add or start with “What is the reasoning behind not allowing me to work from home when we have these options?” If you’re manager is supporting you they should be part of the conversation too and should back you up. Maybe there is some confusion with HR and they don’t realize what type of surgery you had, or are thinking you’re being super protective because of COVID or something (which would be reasonable too).

      Push back. If its just a junior HR person that’s saying this go to their boss. Loop in your boss too. If you know of others in the past who WFH after surgery explain that this is something has been done before.
      Good luck with everything!

      1. Ouch*

        The paperwork from the doctor clearly states the type of surgery, my limitations (needing to ice the area frequently, unable to dress or bathe myself, not able to drive, but I am 100% able to work at home because of the nature of my job.) and the woman said that’s not a disability.

        1. Kathenus*

          Sounds like the HR person is thinking of this like an ADA request, versus as a short-term medical accommodation, which is not the same thing. You could address that aspect – you are not claiming a disability but are requesting doctor-specified work changes while you recover. You could also go over her head and/or have your manager help kick it up the chain of command.

        2. A Wall*

          She’s wrong and doesn’t know what she’s talking about, so I would talk to someone else if I were you.

  139. La lune ne garde aucune rancune*

    Anyone have experience dealing with large creative agencies?

    We have a new staff of executives who have brought with them new “preferred” creative agencies, which we are mandated to use. I just began working with the main one, a very large creative agency on a project after several calls with them.

    What they send back was… not good. Well, half was ok, but the other half was like they just repeated the first half for a completely different product. In the notes, I was asked to provide “help” with the project, as they are new to it. While I understand there is always a “you get out what you put in” aspect to working with agencies, this is sucking up a lot of my time! To the point where I almost feel like I am doing their work for them, which begs the question what is the company paying them to do if that’s the case? How do you professionally push that work back to them to fix?
    I do not want to be seen as refusing to cooperate, but I have many other things that require my attention. Mainly because my company has this mindset where they do not value the input of internal employees as much as the high-priced agency. It’s kind of a “we paid a lot for this so it must be better” mentality, which is another reason it’s irritating to help them do the project.

    Does anyone deal with this kind of situation with agencies? Do you just push it back and basically say nope, try again? Do more research on X and Y, etc.?

    1. SoSoAnon*

      I’m at a creative agency, but we send our online work out to vendors to develop. They provide us with a lousy product? We send it back to be fixed with a list of what’s wrong and recommended fixes. But we don’t do any of the fixing. That’s their job.

  140. Kimpossible*

    I’m wondering if anyone has any tips for coping with fully remote training for a WFH position in a new career. I say “coping” because my husband is really struggling. He took his position late last year. It’s a career change but his current role is similar to his previous job. He understood the role is exclusively WFH but he assumed/hoped there would be at least some in person orientation or training processes. There is not. His teammates are all overwhelmed (they have only recently reached full staffing) and he keeps getting bounced around to various coworkers, each of whom do things completely differently. Some presumably don’t do thinks correctly. There doesn’t seem to be any standard operating procedure. He’s been working with his closest supervisor the past two weeks who has given him a set of tasks that he has had zero guidance on. I think the supervisor assumes someone has covered it already. I really feel like he just needs to lay it out to his supervisors that he really needs someone to lay out a step by step of how their processes are done. He thinks he’ll look needy if he does that. I think his bosses would probably rather know that their training has been inadequate so they can try to address it before they inevitably lose a bunch of people. My work is very regimented (there’s only one right way to do things) so this all sounds like madness to me. Is this normal? Is this typical with companies transitioning to remote work? Is this a doomed situation? He’s already expressed that he feels like he’s being put under pressure when he doesn’t know what he’s doing. He just doesn’t know what he doesn’t know and it seems his bosses are in the same spot with regard to his training.

    1. Ozzie*

      My partner has been doing exclusively WFH training and it sounds like the polar opposite of your husband’s experience, so I do not think that what he is experiencing is how it should be. (I wish I could say “not the norm” but my guess is, the disorganized is far more common that the regimented training my partner has been getting)

      I don’t think it would be unreasonable for him to talk to his supervisor and lay out the, honestly, lack of training that he has been receiving. Because it sounds like the department has been understaffed, there’s a really good chance that the supervisor has no idea he’s not being properly trained. He probably told people they needed to train him on X or Y, but didn’t provide materials for it. Or the people in charge of training also just don’t have the time or energy, and that wasn’t taken into consideration, and they’re as overwhelmed as your husband is.

      Ideally, when this information is brought to the supervisor’s attention, it would be corrected. Will it be? I don’t know. But considering he’s been at the job for 2 weeks… shouldn’t he be needy? Who expects someone to be fully trained after 2 weeks, even WITH a solid training program? I would have much larger questions if that was the expectation.

      1. Kimpossible*

        He’s been in the position for several months. It’s a very specialized company so there’s really no one like it in North America. The first few months were intense learning about biology and a little bit about account management. The past couple weeks he’s been dealing more specifically with accounts he’ll be working with and they are just different. Specialized forms, custom orders, etc. He was told upfront in his interview process that it would be a very long time before he felt comfortable so I don’t think he in particular needs to worry but for someone who is used to, well, knowing what they’re doing he is really frustrated.

    2. Cheezmouser*

      Has he done anything to document his training? I’m assuming that there isn’t a handbook or existing process documentation, or else the training would be a lot more organized. It sounds like the company desperately needs some training documentation. It might help him if he wrote down all the instructions he’s received so far/moving forward, for multiple reasons:

      1. He can use it as his own reference if he forgets how to do something
      2. He can easily bring up the discrepancies by saying things like “Hey Christy, when Bob was training me, I took some notes and he told me to do it X way. It sounds like you prefer doing it Y way. Can you explain when to use X versus Y method, or are they the same?”
      3. He can go to his boss and show him, “These are the processes I’ve been trained in. I’m still confused on the Widget Configuration process, because everyone does it differently. Who would be the best to clarify this for me?”
      4. He won’t look needy to his boss, he’ll look proactive and detail-oriented. Most likely the boss would be super happy to have training documentation of any sort and will give your husband free rein to ask people whatever he needs to fill in the blanks. Or at least that’s what I would do.

  141. Happy House Mouse*

    so this is sort of a work related question. My mom works from home and the landlord is selling the house. we had 24hours notice that the realtor was coming to look at the place. So her Sunday plans were ruined because she had to stay home and make sure the house was decluttered and cleaned as best as she could. She had to take off work early so that she could let the realtor in and he could take pictures and such. Plus she couldn’t be on a call with a client with strangers in the house (could be seen as a confidentiality breach). This was all last Monday.

    Now the landlord has said that people will need to come sometime on Monday to do some work with the electrical. At least we got some extra notice but we don’t know when yet. They said she shouldn’t lose power while they work on the fuse box.

    What I want to know is there anything she can do about the landlords? I understand that they need to do what they need to. But if they keep giving her last-minute notice on people coming and such it’s going to put her job in jeapordy. She also doesn’t get a lot of time off ( I think like 10 days) and it has to be taken in 2 hour amounts. Any thoughts?

    1. Rusty Shackelford*

      This is not your mother’s problem. She didn’t have to clean the house and she doesn’t have to bend over backwards to accommodate shoppers. Check the laws in your area, but I believe her landlord probably has to give 24 hour notice for every visit. Does the landlord know she works from home? They need to have a conversation about this – she needs to make it clear that she cannot and will not stop working every time someone comes to look at the house, so showings need to be scheduled after hours.

      1. Happy house mouse*

        Thanks. It is 24 hours where I live. I think the biggest thing is that it’s so disruptive. Not only does she have to find someplace but also deal with people coming to do work (which probably should have been done a while ago). Also yes he technically gave us 24 hours but it was on a Sunday morning. What if she had been gone for the weekend? It was Valentine’s day weekend. And the whole thing was just sprung on us. My mom is going to talk to the landlord and tell him that they need to coordinate with her about any further work that’s going to be done

        1. Sea Anemone*

          That does kind of suck. You could look up what the definition of advance notice is, like, does it count if the tenant didn’t receive the notice bc they were out town? Probably the answer is that as long as the landlord abided by the notice period, they can enter the property when they said they would whether the tenant is home or not.

          However, Rusty is right. This is not your mother’s problem. She did not have to cancel her plans and clean the house–she has no legal obligation to do so. She did not have to let the realtor in–giving access to realtor’s is the landlord’s responsibility. She doesn’t have to let work people in, either–that is also the landlord’s responsibility. She has no responsibility to either clean or vacate when the property is shown, either.

          I’m sorry that this was sprung on your mom. It does sound very upsetting. I think you can reduce how upsetting it is by focusing on what her actual responsibilities are and setting boundaries around what her responsibilities are not. Her problem is finding a new place to live. Her problem is *not* keeping the place clean (beyond what she would do anyway) or rearranging her schedule to accommodate the landlord’s plans.

    2. Ann Perkins*

      As long as they’re giving her notice and not cutting off her internet and power, I don’t see why it would be an issue. The landlord should be meeting any workers there to show them around where they need to go if they’re not sure. As far as confidentiality, could she make sure her work space is temporarily somewhere like her bedroom where she can close the door? And then make sure any potential workers know they can’t come in there.

    3. Former Llama Herder*

      I second what people said above-check your local laws! In my state it’s 48 hours notice for someone to come by the house. And it’s definetely not her job to show the house or deal with the realtor, that’s the landlords job.

    4. Maggie*

      If they’re following the notification laws I don’t think there’s anything she can do? Where I am located that’s 48 hours but it may be more or less where you are. I’d google that and if they’re asking for things quicker she can say she’ll need the legally required “x amount of time” notice to accommodate those things. But if the law is 24 hours then it’s basically a days notice. Part of living in a rental :/

      1. Happy house mouse*

        We know that. We are actually looking. What’s so stressful is that everything is up on the air. Legally in my state if someone buys the house they have to abide by the lease. So she couldn’t get kicked out or have the rent amount increases. The problem is the lease is up end of May. So we know we have through may 31 but we haven’t heard if the landlords will renew the lease for another year or not. And if the house gets sold before then who knows what will happen in May.

        1. Gracely*

          Don’t think of it as being up in the air. You should just assume that you don’t have any time after May 31. I would find somewhere else for her to live before May is over, because the odds are that even if new purchasers are going to put a renter in the house, they’ll jack up the rent. Everyone I know whose rental house has been sold while they’re renting has had to move, and it’s happened A LOT over the last year.

          Homes are just worth too much right now for many rental property owners to resist selling, even if it screws over their renters.

  142. Scared from Salary Talk*

    I just had my annual compensation talk with my head boss, and was dissatisfied with the amounts. I referenced that I had heard from coworkers that a new person at my title had been hired this year at 5K above where my salary was as a 3rd year employee with the same title. Head boss reacted by saying she would be speaking to HR about this salary talk, as we are allegedly prohibited from discussing our salary with coworkers (not that I could find it in our employee had book). I froze during the call, but then realized it was not illegal, but in fact protected by the National Labor Relations Act, and encouraged by Alison and others here. I lead with Glassdoor salary research I had done for both my company, and mentioned this as more justification. I am a little scared what will come from this, for attempting to negotiate up in salary. I work in finance in NYC, and am salaried exempt. I am already interviewing to leave, but this left me shaken. I guess I am looking for assurance this won’t lead to disciplinary actions or being fired.

    1. WellRed*

      Of course there’s no policy against discussion of salary in the handbook. It’s generally illegal to forbid that in the US. Your manager sucks and has nothing to report you for.

      1. WellRed*

        To be clear: they won’t fire you for this but if they tried, familiarize yourself with the phrase retaliation.

    2. JelloStapler*

      Interesting that he didn’t deny it, but instead went on the offensive regarding talking about it.

  143. Timid in Tucson*

    Any advice on how to talk to your boss about transferring teams internally? I’ve been at my company for about a year and a half, and in my current role for a little over a year. This is my first “real” job out of grad school. I like the company and the people, but my current role is not really what I’m looking for. I have a technical degree and would prefer something more hands-on than my current desk job. Our HR person sent out an internal posting today for a role that aligns much better with my interests/goals, in a department I would love to join. I’m also going back to school in the fall to get my PhD, and the new job would line up better with the research I’ll be doing. What’s the best way to approach my desire to apply for this role with my current boss?

    1. Cheezmouser*

      In my experience, you don’t need to discuss your interest in a new job with your current boss until you actually get and accept a job offer, regardless of whether it’s an internal transfer or leaving for another organization altogether. I would apply for the internal posting without saying anything to your boss for now. I know sometimes for internal transfers, the hiring manager might ask if they can talk to your current boss to get some insight into your performance. It’s up to you if you’re fine with that. If yes, then you might want to give your boss a heads up. If no, then no need to let your boss know until if/when you get the job.

      1. LDN Layabout*

        A lot of companies have rules/established norms about internal transfers and it’s very poor advice to say something is up to the person applying when it a lot of places not informing your current manager would be seen as a problem.

        1. Cheezmouser*

          Oh yeah, good point. Check your HR policies first or ask an HR rep about rules for internal transfers first.

  144. Chirpy*

    On the plus side, LinkedIn finally suggested a job in my city that I’m sort of qualified for, a merchandiser (while I have no formal qualifications for it, in a really roundabout way I have the majority of the necessary skills as a combination of multiple past jobs)….on the minus side, it’s for a beer company. A beverage I personally dislike and generally feel ambivalent about overall, so I would really not be a good fit at a beer company. At least it’s not suggesting oncology and surgeon jobs for me this week? Or volunteer train engineer??

  145. QuikAnon*

    If you apply for a job and hear nothing in two weeks, let it go, right? I kind of know this but really liked the company.

    I think I read in an old thread that hiring managers really don’t like candidates to reach out to them.

    1. PollyQ*

      Correct. Assume they’re not interested and move on. Then if they get back to you (which they may — 2 weeks isn’t that long in job-hunting time), it’ll be a pleasant surprise.

      1. QuickAnon*

        I was going to go with what PollyQ and Cheezmouser suggested.

        I am curious why you differ? Could one brief and polite inquiry hurt my chances?

        At this point they are likely not interested. In a way, I have moved on but wanted to try reaching out. They are a company I have been watching on Instagram for years and do like what they stand for.

    4. Kathenus*

      Agree with PollyQ and Cheezmouser and will add that two weeks is nothing. The position might not even be closed yet. For me, I always have a closing date listed on the posting and other than reviewing materials I don’t take any actions until the closing date has passed. So this may not even be at the stage where they have all the applications in yet. Good luck, but yeah, you have to be patient.

    5. Cheezmouser*

      From the hiring manager side, my first reaction to a candidate reaching out to me to follow up, even politely, is usually, “Don’t bug me.” I’ll of course say that nicely, like “Thanks for following up. We are still going through applications right now and will reach out to you if you are selected for an interview,” but internally I’ll be annoyed and might make a mental note about you. I know some outdated advice says to follow up to demonstrate your interest (gumption!) but for me as the hiring manager it makes you look like a pest. Don’t be that person.

    6. Off My Lawn, You Must Get*

      That’s a two part question.
      You are correct in that hiring managers don’t like people reaching out to them.
      However, within the last month, I read on this site from someone who said they collect applicants for a month before making first round calls.
      I’m not saying sit by the food waiting for a call but also don’t completely sign off on it after two weeks, either.

  146. Wendy*

    This is part vent and part asking for advice

    The fuel center I work at has a document that the opening manager fills out when he does the daily walk through. There is space on that form for the fuel center opener to include important information such as issues needing to be addressed. Sometimes the opening manager reads that information and addresses it. Sometimes that does not happen.

    There is also a document for the closer and the manager, who does the deposit after the closer does the last money drop and counts the bank, to fill out. There is space for on that form for the closer to include important information such as issues needing to be addressed. Sometimes a store manager reads that information and addresses it. Sometimes that does not happen.

    So it is not consistent.

    When there are issues that are not addressed in a timely manner, even though a fuel center clerk did include that information on the appropriate document, the fuel center lead gets upset with the issue as well with the fuel center clerk who wrote down the issue on the appropriate document.

    Is there a better way to go about this, and if so, what is it?

    1. Kathenus*

      Sounds like there needs to be an additional step – document filled out, store manager reads and then assigns (in writing) action items assigned to specific people, who then report back (in writing) when they’ve been resolved. But someone at a high enough level with power to implement something like this needs to be willing to add documentation steps to ensure follow up and to know where the task landed in case it’s not completed.

  147. Cheezmouser*

    I wrote last week about how my entire company has difficulty prioritizing yet is unwilling to hire more staff, resulting in ridiculous workload, high turnover, and constant juggling. One of the contributing problems is that my supervisor doesn’t seem to understand when I tell him that I have too many projects. His response is to ask how I’m spending my time, can I simplify the projects, can I break them down into milestones, etc. All great suggestions, but I do all of that already. My problem isn’t time management or inefficiency. My problem is that my projects take a few weeks to a few months to complete. Realistically I can move full speed with 2-3 at a time and nudge another 5 along slowly. I currently have 18 projects assigned. I’ve communicated that this is untenable to my supervisor but his suggestions are all focused on time management or efficiency, rather than actual changes to my workload. It’s incredibly frustrating, and I’m not sure what to do.

    We have a meeting next week to go over all of my projects in detail, which I’m dreading. Part of me is indignant that he wants to dig into the details. I’m a senior manager with 15+ years of experience. I don’t need him to tell me how to do my job, I need him to believe me when I tell him that I’m overloaded and do something about it!

    2. OtterB*

      Well, if going over them all in one meeting doesn’t convince him that you’re overloaded, nothing will.

  149. Chirpy*

    My situation is this: my degree is basically General Camelid Management, so while I have general knowledge of a large range of topics, most jobs are going to require a specialty (llamas, alpacas, camels, etc). I have been thinking about looking into a graphic design certification or something completely different, but my current retail job doesn’t pay me enough to live on (rent is about to become around 60-70% of my pay, I can’t get anything cheaper) so I need a new job that pays better, and quickly, before I can even consider that. But, again, my degree only seems to qualify me for temporary government summer jobs, or low paid nonprofits, and I don’t know where else to look. I’m okay with something mediocre that at least pays well with basic benefits for a couple years, I just feel completely stuck.

  150. CheckedOutManager*

    Does anyone have suggestions on how to address a manager who is mentally checked out?

    So I am a director at a small NPO with two managers who report to me. One of them, I’ll call her Annie, will be resigning at the end of March. Anyway, we were able to internally hire someone, Barbie, who would succeed her. Since this will be Barbie’s first role as a manager, I have asked Annie to train her while I and the other manager cover Annie’s usual duties.
    Recently, Barbie had approached me in private that she is struggling with the training because of Annie’s “checked out” attitude. Example, when she’s asked Annie’s opinion on a certain project that is coming up in May, she was told, “That’s your responsibility now. Not mine so I don’t need to tell you any opinion.” She said she gets frustrated because throughout the training, Annie will say things such as, “not my problem,” “I’m leaving so I don’t care,” “I’ll be gone anyway so it won’t matter to me,” and the likes. She said that once or twice is fine, but it seems like Annie has been saying these phrases pretty often.

    So, while I understand Annie is certainly leaving and it is true that some things won’t be” her problem” anymore, I do feel I might need to approach Annie about this if it is affecting Barbie’s training. I personally have not witnessed these interactions but my other manager has also mentioned in passing that Annie often does say these things. What would be the best way to approach it? How should I word my phrases? Or should I just not do/say anything and tell Barbie to just suck it up since Annie will indeed leave anyway?

    1. Cheezmouser*

      Is Annie saying “not my problem” to training or to decisions regarding projects? If she’s refusing to train Barbie on processes, policies, or project status, then that’s a problem that needs to be addressed. But if Barbie is asking, “For the Schrodinger project this summer, do you think we should find more cats or stick to the ones we have?” then Annie is correct that that’s not her problem. It’s Barbie’s job now to make such decisions and move projects forward.

      In short: it’s okay not to tell Barbie whether she thinks the Schrodinger project has enough cats lined up. Not okay to not tell Barbie what the Schrodinger project is in the first place or refuse to show her where the animal ordering forms are. So the question you need to figure out is whether Annie is drawing appropriate boundaries or if she’s being an obstruction to the transition.

      1. Cheezmouser*

        Forgot to add: Barbie’s complaint that Annie won’t share her opinion on something suggests that Annie is in the right. The key here is “opinion,” as opposed to factual things like project status, policies, and procedures. While it would certainly be nice of Annie to share her opinion, she is not obligated to do so since it’s now Barbie’s job to have an opinion. She’s not obligated to do Barbie’s job for her.

        As this is Barbie’s first manager role, I wonder if she understands that she’s the one who needs to form opinions and make decisions now. Support staff are accustomed to asking for guidance or direction from managers. You might want to monitor Barbie during her transition into a manager role to make sure she understands that she needs to make the decisions now and she is not overly relying on others such as Annie or the other manager for opinions.

    2. Tabby Baltimore*

      When you have your talk with Annie, you can also consider whether to let her know that her constant comments to others about work projects no longer being her responsibility, and that she doesn’t care anymore, are becoming a subject of discussion around the office, and are being perceived by yourself and others in a very negative light. You could remind her that if she continues in this way, she could do some serious damage to her reputation on her way out the door. And that one possible consequence of that will be to undermine her chances of getting a positive reference from you, or anyone else at the NPO, in the future.

  151. River Otter*

    “I have asked Annie to train her while I and the other manager cover Annie’s usual duties.”

    So what is Annie doing right now, if she is not really giving training and not doing her other duties?

    I would sit down with Annie and explain that you are hearing such-and-such feedback about her training, and that while she *is* leaving, you need her to perform in the role that she is in during her remaining time.

    The end of March is a month and half away. That’s a long dang time to suck up Annie’s attitude. This is extreme, but you could ask Annie whether she would prefer to take her retirement a month early. I wouldn’t go that route until I had given her plenty of opportunity to start actually training Barbie.

  152. inthecorner*

    Has anyone else ever experienced their direct manager and manager’s boss asking why the supposedly anonymous team scores “suddenly” dropped and what they can do about it? Secondly, do they ever actually do anything about it or do they just go LA-LA-LA?!

    Long version: boss has messed up and allowed a terrible fit to stay over probation; they’re apparently worried that trying to get rid of this bad fit now will get them in legal trouble due to race. Boss has overreacted and brought down the hammer on those of us trying to complain, so we tanked the scores during our last survey. Of course now they’re trying to “fix” whatever is going on after a year of us complaining.

    The awkward thing is that boss and their boss cornered the entire team and has had multiple “listening” sessions on what our gripes are. I’ve been at a lot of different workplaces and have NEVER had the direct boss be a part of these sessions, and since we’re told to be “honest,” so of course we end up saying things that hurt their feelings. They’ve asked us to “speak up” but don’t pay attention when we do until it’s an official problem with the team scores. What gives? Why? WTH?

  153. Lore*

    Any hiring mangers out there can answer a question?

    I reached out to a hiring manager on linkedin at a major company about a position they posted on their wall. We connected and they were super responsive and kind when I laid out my experience and interest. They gave me their email and asked for my resume (which I gave) in order to set up a time to chat. It’s been a little over a week with no response. At the one week mark, I sent a quick follow up trying to schedule a time, but still no response.

    Should I apply via the company website (which is sure to be a rejection due to the huge number of applicants) or should I just assume they are no longer interested?

    Appreciate any advice!

      1. Lore*

        Thanks for the advice! Yeah, they still haven’t responded to my messages so I must not have a good enough resume. Given that over 2,000 generally apply per position at this company, I’d best just assume it’s not going to happen and not apply. Thanks though!

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