the holiday perfume, the ancient fruitcake, and other stories of holidays at work by Alison Green on November 22, 2022 All this week I’m sharing holiday stories from years past. Here are 10 more. 1. The perfume “My father’s story from a good 25 years ago. One time he’s telling us about what gifts they bought for all the staff. It was perfume (don’t get me started on the gendered nature of it, that’s a whole other thing) but one he didn’t recognize, and the salesperson from somewhere like Macy’s had ‘recommended’ to him. He’s telling us this, and says it’s called something like ‘plah-sen-tay’ like it’s French, he thinks (shades of A Christmas Story here). My mother and I start snickering. Really dad? She recommended it? And you said sure, sounds good? And he’s saying what, what? as we started laughing so hard we were crying and falling out of our seats at Boston Market … because he apparently had no idea he’d bought every woman on his staff PLACENTA perfume. Like something that had that in it, and it was maybe supposed to be a beauty aid? It was unclear, but we surmised that the salesperson had a truckload of this stuff to unload and could tell he had no idea what he was doing. He sits there horrified, and reflects, ‘Huh… i was wondering why people seemed a little weird about it. There was a lot of talking in hushed groups afterward.'” 2. The questionnaire “When my office decided on a Secret Santa gift exchange, we all filled out short questionnaires (clearly labeled as being for the Secret Santa) that gave us an opportunity to describe things we like and don’t like. I drew my coworker’s name and was curious to know what she’d put about her likes/dislikes. This coworker, despite being very good at her job in many respect, was known around the office as someone who occasionally needed to be reminded to slow down and listen to or read the entirety of what someone was saying before speaking/acting. So I should not have been surprised to see that she’d listed her likes as ‘walks on the beach’ and ‘sunsets,’ or (my personal favorite) ‘making love.'” 3. Phillippe “One place I worked had a fruitcake of undetermined origin which had been passed around for at least 10 years (longest tenured employee remembered it at her first holiday party, but it had been there prior to her). It had a name (Phillippe). Whoever won it built a shrine to Phillippe in their cube and proudly displayed it until the next year … Might have been a cheap gag gift, but dang the competition for Phillippe was intense. The end of Phillippe’s story: An intern won it one year after I left and hadn’t realized that this wasn’t supposed to be eaten. Apparently Claxon Fruit Cake is still edible after at least 13 years. She brought Phillippe II for the next gift swap … All interns are now warned not to eat Phillippe II.” 4. The destruction “A couple years ago, my company bought a plot of land with an old house on it next door that we planned on tearing down so we could expand. Then someone decided it’d be fun to host our holiday party at that house before it was demolished. (I don’t know why? Celebrating the expansion? Saying goodbye to this random house none of us had ever been in before?) Anyway, lots of drinking and then someone pointed out how the house was being demolished next week … and utter chaos started. I have no one idea where or how it spread. Like literally, I was just chatting with a couple coworkers while hovering over the pigs-in-a-blanket, and then suddenly realized people were screaming and ripping down the banister to use the poles to stab holes in the walls. There’s a reason I call that place ToxicJob and I’m not there anymore (still have friends there though). A lot of house-destruction-level pent up anger. Hahaha.” 5. Holiday card misstep “I very briefly worked at a law firm a few years ago, and my short time there included the holidays. A couple of weeks before Christmas, we all (about 15 employees) received a card with a prepaid Visa inside (about $25). The front of the card was a professional photograph of the managing partner with his wife and three children, standing in front of their enormous house out of state. One of the employees was his son from his prior marriage, who I am sure appreciated the beautiful photo of dad’s new family that did not include him.” 6. The hammer “In one particular office my partner worked in they did Secret Santas each year. One year they drew the name of the Office Manchild (who was sweet but remarkably taxing to be around) and we didn’t have a clue what to get for him, until I was wandering around a local toyshop and found a child’s plastic hammer that made a brief noise and lit up when you hit something with it. For some reason (cough), it said ‘Office Manchild’ to me, so I bought it. And it was, literally and metaphorically, the hit of the the party. Office Manchild adored it to pieces, everyone else was queuing up to play with it too, so lots of love for Office Manchild, and my partner smiled quietly and said nothing.” 7. The remark “I work for a small family-owned company. Each Christmas, the owners, would host a fantastic Christmas party at their home with A LOT of wine. Years ago, a coworker’s wife got really drunk. As she and coworker were leaving, my boss said in a joking tone, ‘Are you sure you don’t want one more glass of wine?’ To which she replied, ‘Why don’t you eat my ass?’ We haven’t had alcohol at a holiday party since.” 8. The lap dance “My significant other’s holiday party is NIIICE. Lots of good food, like excessive amounts and lavish displays of every appetizer, main dish, etc. you can think of. The same with the alcohol and open bar, there literally isn’t a bottom shelf option. No Bud Light. No cheap vodka. No Two Buck Chuck wine to be had. The dress code is relaxed and ranges from tailored suits to guys in Carhart hoodies. It’s a work party that we actually look forward to because it’s so laid back and we really do have a good time. The last one was in 2019, and it may be the last one period. Or at least the last one where drinking isn’t monitored. At the last party, an employee’s guest decided to give his girlfriend a lap dance. In full view of, well, everyone. People around the couple were half-heartedly trying to get him to stop, but they increased to frantic levels of “OMG STOP!” once he took his shirt off and could tell he was fully committed. Eventually someone got him to stop by tackling him to the ground with his pants around his ankles and his belt still in his hand, waving it around like a lasso.” 9. The cookies “Years ago, as part of our St. Nicholas Day (that’s December 6th) program, we set up a display of typical 1750-style holiday treats, including a plate of cookies. Those cookies were stuck to the plates with “museum putty,” had been sprayed with shellac and were AT LEAST 10 years old – quite possibly much older. The visitors were all told that, unfortunately, we weren’t allowed to serve them any food and that these cookies were for display only. After the many visitors that day had come and gone, we were putting away the display cookies only to find that…yes, you guessed it, one of them was missing; some guest had sneaked it off the plate and, presumably, eaten it. The thought of actually eating that decade (at least!) old, shellacked cookie was, to put it mildly, unappetizing … but hey, they couldn’t say they weren’t warned!” 10. Most likely to kiss under mistletoe “We had a people scavenger hunt based on self-volunteered random facts. The facts were pretty innocuous, but one girl used it as an opportunity to flirt with a coworker. Her facts about herself were ‘Won Most Flirtatious in High School,’ ‘Voted as Homecoming Queen,’ and ‘Most likely to kiss under mistletoe.’” You may also like:the bootleg CDs, the rare books department, and other stories of holiday mayhemthe wrong Santa, the mushroom casserole, and other stories of office holiday mayhemmy former employee lied to get a new job, paper turkeys, and more { 188 comments }
the thief and the hero, the crockpot discrimination, and other stories of potlucks at work by Alison Green on November 22, 2022 Here are 12 more of my favorite stories you shared about potlucks and other food gatherings at work earlier this month. (Part one was yesterday.) 1. The cook-off “We had a chili cook-off and the winner admitted she didn’t make the chili. She got it from Wendy’s.” 2. The sushi “Before he retired, my spouse worked in a unit that LOOOOVED their potlucks. They’d happily leverage any excuse – or no excuse at all – to have a full-on potluck for the entire division to enjoy, and the bragging rights for whose dish got consumed fastest were hotly contested. For one potluck, Trudy announced to everyone that she would be bringing in home-made sushi as her contribution. Sushi is a very popular item in our part of the country, and Trudy was happily and confidently expecting to take top honors as having brought the most popular potluck item. The day of the potluck arrived, and everyone crowded around Trudy as she proudly revealed her carefully prepared delicacy. Because sushi!! Well. There is sushi, and then there is ‘sushi.’ Trudy’s potluck contribution was string cheese and raw hotdogs wrapped in sushi rice and Nori (the dried seaweed used for sushi), and sliced into pretty little rolls. Trudy was both baffled and deeply offended that her contribution went largely untouched throughout the potluck. She just could not understand why everyone preferred pulled pork sandwiches to her wonderful homemade ‘sushi.’ And she never forgave my spouse for taking top honors for his pulled pork, the most popular item at that potluck.” 3. The overthrow “I worked at a company where the office manager took potlucks VERY SERIOUSLY. She had a system of releasing the items required for the potluck by email at 10 am a week before. You would reply as fast as possible ‘claiming’ one item. Available items would be, like, 2 bottles of white wine, 2 bottles of red wine, buns, 2 salads, 3 meat items, 3 desserts, etc. The idea was that we would have a ‘balanced’ potluck with just the right amounts of each kind of food. And she was pretty adamant that we not bring store-bought items. Well, there were a good many young people, and many busy people, who had no interest in cooking/baking and wanted to bring buns or alcohol. And often we’d be the last to reply to the email and end up with a meat dish, which is more difficult. Eventually complaints about the strictness of the system led to her having a temper tantrum and refusing to coordinate any longer. So the next potluck was a ‘free for all’ (or true) potluck. That potluck, she pouted and would not come out of her office and we FEASTED on cheeseburgers, fries, pizza, a rotisserie chicken, SO MANY BUNS and SO MUCH ALCOHOL. It was great. Everyone but the office manager found it highly entertaining (and literally intoxicating). After that, someone else took over organizing, and had a similar but far more lenient system – if someone was passionate about bringing buns, but already 2 people had signed up, then they said, yeah, let’s have lots of buns. And there were plenty of people who were willing to cook entrees or bake desserts and still someone would bring a bag of cheeseburgers and we all enjoyed it. I have fond memories of those potlucks. It was a terribly dysfunctional company filled with wonderful people.” 4. The thief and the hero “At a temp secretarial job back in the day, the owner had a buffet set up for the employees as an appreciation lunch for completing a particular project (which was why I was there to temp since it was an all-hands/emergency situation). One of the very well-paid senior employees took an entire tray of meatballs and an entire tray of pasta off of the buffet line, after the managers/seniors went, but before any of the other employees, who had to take a slightly later lunch that day. When called on it, he said that he needed it to feed his kids for the week – and the owner said if the only way he could feed his children was by stealing from his job and taking food from lower-paid employees, he was welcome to it. But the owner would be accompanying him to the food stamp office to apply or reporting him to CPS if he refused, because feeding his children should be his first priority and if his children could only be fed by stealing, that wasn’t something that could be ignored. It turned into a public argument about how the owner was shaming him for liking expensive things and needing a little help sometimes. Ended up as the employee’s last day.” 5. The potato salads “I worked for a congregation for a while that refused to plan their potlucks, everybody just showed up with what they wanted to bring and ‘it all worked out in the end!’ Until the potluck that shall live in infamy, because that was the potluck with, I counted, 14 kinds of potato salad! About three main entrees, and a couple of jello salads for dessert, and other than that it was just all potato salad as far as the eye could see. After that one, they started planning their potlucks and having sign up sheets for bringing entrees versus side dishes versus dessert.” 6. The shrimp and grits “I used to work in an elementary school, and one of the teachers was proud of his shrimp-and-grits. Like, really REALLY proud. When I started working there (months before the potluck) he started telling me how it’s a tradition and everyone loves his grits. Then leading up to it, he was talking about making his grits. Then during it he was making sure everyone tried his grits. He appeared to be convinced that his grits were the entire raison d’etre for the potluck. And there’s no polite way to say, ‘Actually the grits are good but nobody cares that much,’ so of course I ended up playing into it with, ‘Mm-hmm, yes, very delicious!'” 7. Crockpot discrimination “Years ago the floor manager banned crockpots from the work floor where teams would use an empty cubicle for team birthdays and celebrations due to ongoing issues. Fast forward a few months; a team brings in a crockpot for an event. An outraged employee approached me yelling that it wasn’t fair the other team could have crockpots and hers couldn’t. She looked me in the eye and completely seriously told me, ‘This is crockpot discrimination!'” 8. The cakes “My office used to host a huge Octoberfest party for all of our clients and while they catered the actual food, dessert was a chance for the employees to bring a dish if they wanted. One of my coworkers took off two full days to bake cakes … multiple three-layer cakes … making our small department under-staffed. She would always make a big deal about the cakes and how delicious everyone thought they were. They were not. Inevitably, there were one or twice slices taken from each cake but 90% of the cakes were left uneaten, and I was (and clearly still am!) salty that I was left to cover her desk while she baked these *so delicious* cakes.” 9. The salsa My coworker used to bring her ‘famous salsa’ to every potluck. It was just three different brands of store-bought salsa mixed together. She even made a (completely serious) production of preparing it in the kitchen, like she was Julia Child. Pro tip: The trick was to ‘fold’ the salsa to get the best flavor.” 10. The deviled eggs “A few years back, my employer held a Thanksgiving potluck. It was my first year there, and my first potluck with this company. A coworker (an older lady nearing retirement) mentioned several times to several people that she’s be bringing her ‘famous’ deviled eggs, claiming they’re always in high demand. Seemed legit, right? Potluck day arrived and she made a point to tell me to grab a deviled egg before they ran out. I didn’t notice them at first because they did not look like traditional deviled eggs — they were … bright yellow? And flat on top?? I was very confused, but her enthusiasm sold me. I added one to my plate, and thankfully she left the room before I took a bite because as it turns out, her ‘famous deviled eggs’ were just hard-boiled eggs cut in half with mustard on top.” 11. Another hero “There is a very famous deli/bakery in my town. Their goods are highly prized and it’s always special when an employer orders from them for staff. Pre-pandemic, my larger division moved to new office space and the building management ordered trays of brownies from there to welcome us. My physical office was near the kitchen and I witnessed someone from another group walk by with the entire tray that had been put out for the whole floor and carry it back to his desk. There were probably at least 75 brownies on it. Soon I heard everyone being very confused that we were promised brownies and there were none to be had. This lead to people from our floor going to other floors to find brownies, which caused its own drama. Finally, when I saw the same guy walk past my office again on his way to a meeting, I ran to his cube, grabbed the tray, and placed it back in the kitchen for everyone to enjoy as intended.” 12. The pie drama “During our first annual Pi Day Pie Contest, people were asked to bring in a pie to share and the best would win a prize (an elaborately decorated pie tin that is still lurking in our office and gets passed around each year). That was it. That was all the info and all the rules provided. Being an office full of apparently chaos loving maniacs, we had multiple normal pies, some homemade and some store-bought masquerading as homemade, at least one pizza, and a tray of meat pies (pasties). The event organizers were not amused as store-bought pies, pizza, and non-dessert pies were OBVIOUSLY disqualified as not being in the spirit of the contest. Except at no point had the ‘rules’ said anything about pies being dessert and homemade only. And so started a showdown of truly epic proportions. Eventually it was agreed for this, the first year, all pies would be considered. But detailed rules as to what constituted a pie were negotiated for all subsequent years culminating in them having to be dessert and in a pie tin. Store bought were still allowed – for reasons – but had to be labelled as such. In year two we had at least one cheesecake as some people insisted on pushing the boundaries of what constitutes pie.” You may also like:when are potlucks a bad idea?can I opt out of AI assistants in meetings, potlucks with food-restricted coworkers, and moreoffice lunch event is out of control, my friend doesn’t understand how work works, and more { 529 comments }
how can I take time off when my team needs it more? by Alison Green on November 22, 2022 A reader writes: I like to take vacation during the popular times that everyone likes to — spring break, 4th of July, and Christmas. The problem is that the small team I manage also likes to take that time off. We have a specialized skill set. My boss has no experience in this space — he’s in his job because he manages well, not because of expertise — so he cannot cover for my absence. Only my team can do that. I get five weeks of vacation that doesn’t roll over and I haven’t even used two weeks of it. I intended to take the week between Christmas and New Years off, but a second member of my team requested that time off today. Giving up my vacation makes me want to cry. But I don’t see how I can deny letting my employee travel cross country to visit her family for the holiday just because I want to hang at home with my kids and watch TikToks. (And yes, I know I could take other times off for vacation but the popular times are when my kids have school/sports breaks. I struggle with taking vacation time just to sit at home alone, do laundry, and let work pile up at the office.) My team is stretched incredibly thin due to budget constraints and there’s no line of sight for me to hire them help. Giving them time off to recharge is the one thing I can do for them but I really need that recharge time too. How do I enjoy time off with my family without being a selfish and crappy manager? Whenever you manage a team where not everyone can be gone at once, you need a clear and transparent system for how time off will work, especially during peak desirable times. Some teams do it by seniority (not terribly fair but at least it’s a system), some rotate from year to year or holiday to holiday, some do first-come first-served (really not fair if you’ve got one person who always requests the most desirable dates really early), some ask everyone to submit their first and second choices of dates and try to make sure everyone gets at least one of their choices, and on and on. It sounds like your problem is that you don’t really have a system, so anything you decide is going to feel unfair to someone (whether to you or to your staff members). That won’t help you this time, but take the current conflict as a sign to get something in place going forward. As for the current conundrum with your employee … ugh. Can you split the time between you? (That may or may not be realistic with a cross-country trip, of course.) But it’s also not totally unreasonable to decide that her request came in too late if in fact that’s the reality of it and if you’d claimed the time first (in a transparent way, not just in your head). Practically speaking, it wasn’t great on her end to expect she could give only a month of notice to get a week off during a highly desirable vacation period on a team that needs coverage. Before you decide, though, take a really hard look at whether both of you have to be there that week. Will the workload that week really require it or is it slow enough that full coverage isn’t absolutely essential? Could you make it work if each of you agreed to log in remotely a couple of days, in order to make both vacations possible? (Obviously that’s not ideal and you’d only be doing it with the understanding that going forward you’ll have a better system.) Might someone else be willing to cover for you if you can come up with the right incentive (like a bonus, even if that requires making the case to someone above you)? Do you have the authority or the capital with your boss to say, “We’re all exhausted from unsustainable hours this year and our department is closing that week so we can all get a break”? Maybe none of these solutions will work, but it’s worth getting creative to see if there’s a way to solve it. But again, you need a clear system so everyone knows how time off requests will be decided, so they can work within that set of rules in the future. Also! Make a plan to ensure your vacation time won’t pile up like this next year, and make sure your team is doing the same thing too, which will probably require explicit assistance from you. You don’t just need time to recharge at the end of the year; you need it throughout the year too. (One thing to consider since you have a lot of vacation time that you might otherwise lose is to take a bunch of three- or four-day weekends throughout the year. They can be surprisingly beneficial and are short enough that you’re less likely to just be bored at home — and taking all your vacation time is a good thing to model for your team.) Read an update to this letter. You may also like:how can I get employees to use vacation time?my boss approved a long vacation for me -- but we can't agree on the datesI can't go on vacation because no temp can meet my boss's demanding expectations { 167 comments }
I saw a coworker’s email complaining about me, delayed written offer, and more by Alison Green on November 22, 2022 It’s five answers to five questions. Here we go… 1. My coworker accidentally sent me an email complaining about me My colleague and I manage two teams that perform the a similar function and effectively have to job share our role to keep the business ticking along effectively. We have sizable teams and the role we manage can be quite stressful, but I have previously thought of this person as a good friend. I always felt that we made the best of the circumstances, operated as a good doubles team, and could be transparent about the challenges of the environment we are in. I have been quite unwell and unexpectedly was away from work for two weeks, leaving my colleague (C) to shoulder the load in my absence. On my first day back at work, C inadvertently sent me a message intended for a third party, stating that they wished I had not returned to work and that things are easier when I am not there. C noticed straight away what they had done and panicked, apologizing for the message. On one hand, I get it. The current structure is dysfunctional and I also find it easier to steer the ship alone when C is away. On the other hand, I am terrible at being unwell and I live alone, so two weeks of sick leave for me is two weeks of near total isolation. When I returned to work, I did so before I was really ready because I needed to be back interacting with people and doing something that makes me feel capable. The message really couldn’t have been worse timing. It’s been several weeks and I just cannot move on from this. Do you have any guidance on how to push past it? I feel C cannot do much more than apologize, which they have already done, so it is on me to get over it but … I find myself holding a grudge in a way that I fear will be detrimental for all. I suspect the only way forward is to pull my socks up and be the adult, but I feel so stuck. Would you be comfortable talking to C about it? It might help you both to hash out whatever frustration was behind that message — and, frankly, C owes you at least some willingness to do that after misdirecting that message. You could say, “I appreciate the apology, but I’m more concerned about what was behind the message. Is there something I’m doing that’s making your job harder, or other issues we might be able to talk through? If there’s something I can change on my side that would help you, I definitely want to know.” I know you might worry that diving head-on into an already awkward situation might make it even more so, but you’re already feeling awkward whether you talk about it or not. There’s probably some constructive conversation to be had, and I think you’ll feel better if you take an action that moves you forward rather than staying mired in the bad feelings of it. If you’re not up for doing that, I’d focus on the fact that you also find it easier when C is gone. It’s okay if C feels the same way. You’re letting that get mixed up with a whole bunch of other things — coming back to work before you were well enough to, feeling lonely when you were at home — but C’s message exists separately from those things. Read an update to this letter. 2. Bringing up a tragedy that’s an important piece of my past Nearly 10 years ago, when I was in my early 20s, I lost both parents in a double homicide. It altered my whole trajectory. I had to give up pursuing a doctoral-level degree in favor of a post-graduate certificate I could get in one year due to the need for health insurance. Following the trial and conviction of their killer, I started interviewing. At the interview for what became my first job, the interviewers brought it up first when I tried to dance around how I had spent my summer (in a sentencing hearing) and let me know they knew what had happened to my family. It was an incredible relief. I felt a weight lift and I remain grateful to them to this day. I recently had an interview and was asked why I wanted to work in the department I was interviewing for. I explained that I was partially interested due to the area of work being close to what I studied as an undergrad. The work involves the criminal justice system and I also mentioned my experiences going through the process and that I was passionate about the system and wanted to give back to it. The trial process for me was a major part of my healing. Having 12 strangers declare him guilty and pronounce sentence was extremely cathartic. This seemed like a natural place to bring it up, and I didn’t give gratuitous detail, just a sentence like the one I wrote above about it happening nearly 10 years ago. If they had asked a different question, I wouldn’t have brought it up. But now I’m wondering if I shouldn’t have, even though what I said was the truth and I meant it. Every time I find myself in a similar situation, I end up with 1,000 questions in my head: is this the right time? How will they react? Do I really NEED to bring it up? I compare it to a “coming out.” There’s always the chance that my name will be recognized (the case was semi-high profile in our area) or that someone I’m speaking to is a true crime fan who has seen one of the documentaries I’ve participated in about the case and bring it up before I have to. I’m usually relieved when this happens because it saves me having to address the “elephant in the room,” so to speak. In this case, do you think I made a mistake bringing it up at my interview? Should I avoid it altogether if I find myself in a new workplace? I don’t think you made a mistake by bringing it up! It sounds like your answer was relevant to the question being asked and the job you were interviewing for. But if you want a vaguer version, you could say something like, “My family had a tragedy that was addressed through the criminal justice system, and it made me passionate about the system and giving back to it.” You shouldn’t need to avoid mentioning it in a new workplace, either. It sounds like it’s an additional burden on you to worry about whether it’s okay to share what happened, and you’re entitled to the relief of not feeling you need to hide this enormous thing that happened to you and your family. I’m so sorry about your parents. 3. Ma’am, not sir I work in virtual learning. I’m 100% work from home and on a team of 10. We handle certification training and continuous learning for employees. I interact with a lot of people via email for several weeks before we actually speak to/see one another in a virtual meeting. Many of these people are ex-military or former government employees and refer to me as my last name, which is fine by me. However, other people, more often than not, call me sir. My name is Logan and they assume that I’m a man. I’ve met one other female Logan in my life so I understand why they assume that. Typically I just ignore it and allow them to be surprised when we meet, but lately I’ve had a number of people ask why I didn’t correct them and most recently I had an instructor lose their mind and tell me how unprofessional it is that I allowed them to make a fool of themselves and did not immediately correct them. I tried to tell them it’s a very common occurrence and I took no offense, but they were still quite upset. Is this something I should correct when it happens? How would I even go about doing that without sounding rude? Just today someone responded to an email saying, “Thank you for the assistance, sir.” I thought about responding, “Actually, it’s ma’am but you’re most welcome,” but to me that sounds rude. What do you think? It’s happened my entire life and it doesn’t bother me, but after the issue with the instructor, I’m second guessing myself. That instructor had a bizarre overreaction and shouldn’t be a guidepost for your judgment at all. That is someone who is weirdly invested in someone else’s gender. That said, it does make sense to correct people who make the wrong assumption, just like you would if they accidentally got your name wrong. If you’re never going to speak to them again, it matters less — but if they’re going to figure out their mistake at some point, it makes more sense to just correct them from the get-go so they don’t end up embarrassed that they’ve been repeatedly misgendering you (even if you don’t care). “It’s ma’am but you’re most welcome” is perfect, not rude. Another option, if you want to head some of it off entirely, is to add Ms. to your signature: Ms. Logan Tetrazzini or (Ms.) Logan Tetrazzini But you also might not feel you should have to advertise your gender, particularly if you’re in a field where that tends to invite sexism. In which case, just go with the first option. 4. Telling my boss I’m starting therapy I am beginning the process of seeking mental health treatment for several non-critical issues I’ve been having for a while — think social anxiety, moderate depression, self-esteem and body image issues, etc. I’m in the very preliminary stages and don’t have a provider or treatment plan lined up yet. I am operating under the assumption that appointments with a therapist will likely need to happen during business hours. This by itself isn’t a concern for me; my company is pretty good about flexibility with working hours. I don’t imagine it will be an issue for me to make the time up by coming early or staying late on other days. My issue lies with how to communicate this to my bosses. I recently switched teams within the company, and as a result have a new set of supervisors I’m working with. With my old team, I had a good handle on how to approach a conversation about my plans, but with this new group I’m not sure what is appropriate. I feel like telling them I have a recurring, regularly scheduled medical appointment can only mean mental health issues and doesn’t provide context that I would like them to have — that the issues are relatively mild and that while I am struggling a little, my issues should not be a major source of concern or materially change the quality of my work. On the other hand, I’m concerned about the line between giving appropriate information and oversharing when it comes to discussing issues like this. What would be the best and most appropriate way to communicate my situation? I would also add, I may be WAY overthinking this. My new supervisors are lovely people that genuinely seem to be invested in me and my career, and I just want to make sure I don’t put any of us in an awkward spot. There are all kinds of recurring, regularly scheduled medical appointments that aren’t for mental health — allergy shots, physical therapy, various types of infusions, all sorts of things. You don’t need to specify what the appointments are for. You can simply say, “I am going to have a recurring weekly medical appointment for the foreseeable future. I’ll need to leave an hour early every Tuesday for it. Could I come in early on those days so my hours balance out?” That’s it. You definitely shouldn’t get into explaining that the issues are mild/not something that will affect your work quality. That would be a real overshare — and not something a good boss will even be thinking about. Lots and lots of people are in therapy for issues that don’t affect their work; even if your managers guess/assume the recurring appointment is therapy, they’re unlikely to worry it’s something serious, and it’s not context you need to provide. 5. I received a verbal offer but they are dragging their feet with the written offer After trying multiple times, I’ve finally landed a position with an organization I’m so excited about. The only problem is, I’ve only received a verbal offer from them, and they stated they needed a reference from my current supervisor (it’s an internal transfer since my current org and theirs are under the same “umbrella,” so to speak) before moving forward with an official written offer. This was told to me on November 8. I have yet to receive anything — and my supervisor, who is a gem and super supportive and someone I thankfully could afford to give a verbal notice to, has said she’s heard nothing from them! When I received my verbal offer, the woman who would be my supervisor gave me her direct line and told me to contact her any time with questions. I finally worked up the courage to do so two days ago (based on advice from you that I was probably over-agonizing about contacting her), and she responded immediately (less than a minute) saying, “I will follow up with them today to see where it is at.” But still, my supervisor has heard nothing, and I’ve heard nothing more since. I’m anxious because I wanted to give my organization official notice with lots of time … but now it’s turning more into two weeks, even less with holidays! I don’t want to be pushy with my new boss, but I’m also worried. Is there anything else I can do or say? Should I keep pushing and ask again? Check back early next week, since Thanksgiving will slow everything down this week. But this isn’t terribly unusual — some organizations take a really long time to get written offers out. Also, you should set your start date based on when you accept the written offer. If you told them earlier that you could start in X weeks, that doesn’t mean the clock has been ticking on those X weeks ever since. It’ll start from whenever they get you the offer and you accept it. So their delay shouldn’t result in you giving less notice than you had intended to give. You may also like:am I a bad manager?my boss won't do anything about my slacker coworkerdon't forget to scrutinize benefits when you're considering a job offer { 370 comments }
the Thanksgiving tyrant, the very special salad, and other stories of potlucks at work by Alison Green on November 21, 2022 All this week to get us in the holiday spirit, I’m going to be featuring holiday stories readers have shared here in the past … and then updates season will start next week! To kick us off, here are 12 of my favorite stories you shared about potlucks and other food gatherings at work earlier this month. (There were so many great stories from that post that I’m splitting this into two parts, with the second part coming tomorrow.) 1. The tyrant “Currently employed at a very dysfunctional medical office (and seeking other employment), and this is just the cherry on top. The following is from an email about Thanksgiving potluck at the main office (our satellite office is an afterthought). Greetings Staff, Can you believe Thanksgiving is literally around the corner? In the past 3 years [COMPANY] has weathered all kinds of storms and with two years and ongoing with COVID we are extremely thankful and grateful. Please join [COMPANY] in our Thanksgiving Celebration family style luncheon this year at the office on November 18 from 12pm-2pm. To be prepare for the luncheon, I need everyone to do the following: 1. RSVP no later than Wednesday, 11/9 at 12 noon. 2. Along with your RSVP, start thinking of a dish that you can prepare and share. 3. If you are not a good cook OR have cats or dogs that shed, please opt out of food preparation. I recommend you bring drinks, napkins or a purchased dessert. 4. Note on drinks- NO off brand sodas allowed. That is Food Lion, Walmart, store brand sodas, etc. We want the type you see in Soda Vending Machines. 5. Note on desserts. If you are not baking yourself, then do us the favor of NOT purchasing store brand cookies or cakes. Please go to a bakery. This is meant to be a special event. 6. Finally, I will have final say on if a dish is approved or not. Please don’t take offense, I just have a vision of the types of dishes I would prefer. Isn’t Thanksgiving all about good food and communion? 7. Just to remind you, [COMPANY] will provide all the meats – Honey baked Ham, and Turkey. We will need the following categories of food contributed by you: We will have a limit on the number of dish categories so sign up fast with your favorite dish or contribution.” 2. The jazz casserole “I worked with a very sweet older lady who always hyped up her special casserole for potlucks in this same way. She called it ‘Jazz!!’ casserole and always made jazz-hands when she said the name, which she pronounced with a drawn out A sound, like she was in the cast of Chicago doing a musical number. It was basically pasta and cream of mushroom soup, super boring and not jazzy at all. She was so sweet that everyone took a little bit to be mannerly and told her it was good, which meant that she kept on bringing it to every potluck until she retired.” 3. Magic “I once worked at a small nonprofit with a lot of team spirit — people truly seemed to love staff gatherings, staff outings, etc. We voluntarily did all-staff potlucks 2 or 3 times per year, people often brought in treats for each other’s birthdays, etc. Except for a coworker who I will refer to ask Magic Mike. Magic Mike was an enthusiastic participant in all of these gatherings but insisted he didn’t know how to cook or bake at all. Instead of doing the logical thing and just bringing store-bought treats or beverages, on multiple occasions he brought … magic. To the potluck. As in, after everyone had their plates and was enjoying the food and socializing, he would call for everyone’s attention and perform magic tricks as his contribution. So all of us who had taken the time to buy groceries, cook something special, and shlep it into the office had to stop enjoying the party to watch Magic Mike perform.” 4. Pizza games “We had Pizza Fridays over the summer. It started out fine, but after the first two weeks it became ‘The Hunger Games.’ The pies were put in a common area and you were to get a slice or two. Folks started pushing and shoving and grabbing whole pies. It even got to the point where folks would wait at the service elevator and grab pies off of the delivery guy’s cart.” 5. The shrimp “At a former job, the division I worked in had an annual holiday potluck. One year a woman brought in shrimp dip for the potluck. Every single person who ate her dip wound up getting ill to some extent; one person got so sick he had to be hospitalized. We later learned she had taken the shrimp out the day before, left them in her sink all day and overnight to thaw, and mixed up the dip in the morning before she came to work. I still get nauseated even thinking about it.” 6. The ganache “For my last job’s Holiday Potluck, I planned on bringing my favourite brownies to work, but wanted to make them extra special. I decided to add chocolate ganache to the top for some razzle dazzle, but was a procrastinator and did it 45 minutes before I needed to leave for work. I’d never made ganache before and did not make it correctly. It was still hot as I loaded it into my car, then spilled about 90% of the hot chocolate ganache directly onto my car seat. It looked like someone had the worst diarrhea of their life in my back seat for weeks until I got it professionally detailed. Brownies were still delicious though.” 7. The inequity “Early on in my career, I was on a team with three assistants and 6-7 middle managers. My team would do potluck holiday parties where they would decide on a theme that would dictate the menu. Unfortunately, they would create the menu and sign-up sheet during the managers’ meeting. So the managers who made 50-90% more than the assistants would sign up for plates, napkins, sparkling cider, etc. The three assistants would be left to fill in the rest of the sheet which would include charcuterie boards, a gourmet hot chocolate bar, local pastries (from a specific store), and other more expensive options. Some of them really thought we all loved doing the more complicated stuff since one assistant liked cooking and I occasionally used Pinterest on my lunch breaks. It took some of those in middle management YEARS to realize how bad the optics were forcing the assistants to use their own money and personal time to make them charcuterie.” 8. The cook-off “Our office had a chili cook-off once. The morning of the potluck, it was announced that due to inclement winter weather and some people not being able to make it into the office, the potluck was canceled. Most people took this news with a normal level of disappointment. A colleague of mine, Barb, had a crockpot of chili cooking at the office. Chaos erupted when Barb read the cancellation email. Yelling, punching things at her desk, crying, screaming, etc. She called HR (who had decided to cancel the potluck, the perpetrator in Barb’s mind) and chewed them out abusively over the phone, and then called her husband to blow off steam, and a handful of others. She yelled and cried at the office for 3 or 4 hours. (It was awful and I complained to her boss.) She ended up demanding that HR reimburse her for the chili ingredients, and they did. At future potlucks, Barb proudly announced to anyone nearby on potluck day that she didn’t bring anything to the potluck. According to her, she had special permission from HR to attend potlucks without contributing to food (as was the office etiquette) as retribution for how they ‘screwed her over.’ We never had a chili cook-off again.” 9. The sliders “A coworker went to the trouble of getting ~40 McDonald’s dollar-menu hamburgers, unwrapping them all, and trying to pass them off as freshly homemade sliders.” 10. The salad “Our universally hated lab tech was mulling out loud what he should bring to a company-wide winter holiday potluck. He did not know how to cook, so we offered up many ‘safe’ suggestions (sodas, crackers and cheese, chips, etc.), all of which he nixed. He figured it wouldn’t be too hard to make a tossed salad. He proceeds to ask everyone in the lab what ingredients everyone would like in this salad he would make for us. Suggestions are made for things like romaine lettuce, iceberg lettuce, tomatoes, cucumbers, red onions, mushrooms, croutons, avocados … wait. Avocados? Well, all right, he’ll get an avocado for the salad. Just for us. Next day is the potluck. Lab tech comes in with a huge metal bowl, filled to the brim. He removes many of the refrigerated potluck items from the lunchroom refrigerator to accommodate this bowl. Someone discovers this and manages to return everything to the refrigerator, wedging dishes in around this bowl. Then lab tech starts the day by complaining about this salad. First, it’s, ‘Okay everyone, I brought a bunch of salad and I expect everyone to eat it. All right? I got most everything you wanted.’ Then he starts grousing about the cost of the ingredients. The mushrooms were omitted because of cost. He almost used CANNED tomatoes instead of fresh because canned was cheaper. Who even thinks of using canned tomatoes in a tossed salad? Finally, he says he’s very tired, having stayed up ‘all night’ to cut up the salad components. ‘Especially that avocado,’ he griped. ‘That skin was murder to cut up. Almost lost a finger!’ A voice from the next bench asks, ‘You do know that the skin is inedible, right?’ ‘Oh, of course, everyone knows that!’ Later that morning someone rushes into the lab to alert everyone to come to the lunchroom. ‘You gotta see this!’ Our lab tech has dumped the entire contents of his salad bowl all over the lunchroom table. Yes, the table from one end to the other is covered in greens. He’s fingering every piece, searching for the avocado, which had been cut into odd-shaped bits smaller than an orange seed. Then trimming off any hint of skin from each itty-bitty piece and returning it to the bowl. He’s so intent on this he doesn’t see the half-dozen faces watching this from the doorway. We pass the word: Do NOT eat the tossed salad. So potluck time comes, and no one is touching the salad. A few reach for the tongs, but are stopped and ushered along to the next food items. Later we explain why. Next day, lab tech chews us out for the expense incurred on this salad. Says we should all reimburse him for what he spent on ‘your salad.'” 11. The bourbon balls “Many years ago, I worked at the corporate office of a regional retailer. I worked closely with the senior VP, and while he could be a pill at times, I genuinely liked the guy. One year, I found a recipe for bourbon balls that I decided to make up for the holidays. Knowing that the SVP had a giant sweet tooth and also that he was very fond of bourbon, I brought him a container of several dozen bourbon balls, thinking (foolishly) that he’d enjoy them over the course of several days. He did not spread them out over several days. He chomped through the entire container in a single afternoon, ingesting a significant amount of bourbon and a whole lot of chocolate in the process. As it happened, that day turned out to be the day the boss was going through the list of employees to decide how much each of us would get for a year-end bonus. And everyone was quite astounded that year at his unaccustomed generosity in deciding the bonus amounts. For some reason, every year after that, multiple co-workers would pull me aside in early December to urge me to make up another batch of bourbon balls for the SVP the week before Christmas.” 12. The cake “We have occasional student externs spend a few weeks’ rotation with us. We usually get a cake or something for everybody on their last day and everybody signs a card. One student gushed, ‘Oh, wow, you guys! Thank you so much!’ and picked up the entire cake and walked out with it. We all just stood there with our mouths hanging open. I mean … it’s not like we spelled out that this was a going-away party and these were refreshments to share with everybody, but really. Years later, the only thing anybody remembered about this student was that she was the one that walked out with the cake.” You may also like:banana thefts, peppers for potlucks, and other weird office food storiesa coworker stole my spicy food, got sick, and is blaming meis it OK to put up a Christmas tree at work? { 612 comments }
how to ensure a religious new hire won’t proselytize at work by Alison Green on November 21, 2022 A reader writes: I just completed a second interview with a job candidate who is looking like a great fit. However, she doesn’t have much recent job experience, so has used her demanding and rigorous volunteer work with her religious organization very heavily to highlight her strengths and flexibility. While I am impressed, some of my fellow managers have reservations about whether she might proselytize at work or be intolerant of coworkers who are gay or atheists or otherwise not in line with her belief system. I haven’t seen evidence that that would be the case with her. Plus, people who don’t talk about religion during interviews can still turn out to be zealots, so her candor isn’t something that is a red flag to me. I know that it is illegal and wrong to consider her religion or religious activities during hiring. That being said, if we make her an offer, is there a discussion we should have preemptively (i.e., here is your employee handbook, which by the way states that we are a diverse workplace and respect and dignity in the workplace for all employees is taken seriously) or should we wait and see what happens? All of my employees deserve to have their workplace be one of respect and dignity, and that will include her if she is hired. I want her to be happy and feel welcome, and I know that singling her out for her religion is not the way to do that. Am I overthinking this? I answer this question — and three others — over at Inc. today, where I’m revisiting letters that have been buried in the archives here from years ago (and sometimes updating/expanding my answers to them). You can read it here. Other questions I’m answering there today include: What gifts do employees actually want? Etiquette when people borrow my office Do I need to train students to answer the phone professionally? You may also like:my employees got into a religious argument and now things are in chaosI saw my coworker buying a beer during work hours, using personal days for religious holidays, and morecan an employer require you to be "sexually pure"? { 349 comments }
my coworker wants me to do all the work he sends me ASAP, even when I have higher priorities by Alison Green on November 21, 2022 A reader writes: I’m a project manager at a nonprofit. We’re desperately understaffed, so I am wearing many hats right now, including in the general operations area. Most of the things I work on have deadlines and are necessary for us to function as a healthy organization and to support our mission. “Ned” heads a committee that is working on a project that is important but not urgent. The project has benchmarks but the benchmarks do not have deadlines. Because of my knowledge set, I am working closely with Ned on this project. He and I have continually identified work for me to do, but come into mild conflict over when it should get done. A few months ago, I told him I would not be able to edit a report for him until two weeks hence. He wrote back asking, “But what if you did it sooner?” I asked my manager for help and she wrote an email explaining that I was working on projects that needed to take precedence, and that while our many committees do important work, they cannot all have staff time at once. His reply showed that he might not understand where this project stands in the big picture. Flash forward to now. I need to compile some information for the project, but it is a MAJOR time of year in terms of other projects that affect the entire organization, all of which have quickly approaching deadlines. So of course I get an email today from Ned asking about that data that 1) he knows is on my radar because we talked about it last week and 2) does not have a deadline for being compiled. I have asked him about the urgency, and he has said that he just likes to get things done right away or in advance. It’s his way of doing things. Mine too, except I am drinking from a firehose and I have to be realistic about what takes priority. Ned almost always references how busy I am and how much I have to do and how do I manage it all? But in the same email or conversation he will give me more work or pressure me to complete work he knows I’ve had to back burner. Ned and I will be working closely together in our roles for at least the next two years, and he is earnest, but I could use some help breaking this pattern, or at least possibly a script to use. “But what if you did it sooner?” is almost masterful in its douchery. The first thing to do is to talk to your manager and get aligned about how you’ll handle Ned. It sounds like she has your back, but it’s important to talk it through with her explicitly so that she’s not surprised if Ned complains and so she doesn’t inadvertently undermine the way you’re going to handle him. You want to come out of this conversation with an agreement about how you’ll prioritize your work and what you’ll say to Ned when he’s pushing for his work to take priority over more time-sensitive needs. From there, assuming your manager agrees: * When Ned sends you a project, reply back giving him a sense of when he can expect it. That might be, “I’m busy with high-priority work for the X team all month, but I’ll plan to start on this next month and will come back to you then with a more accurate ETA.” Or it might be, “I’ll work on this as time allows, but I’m heavily booked for the next few weeks so I don’t expect to have anything to you until the week of the 18th at the earliest.” And so forth. * If Ned pushes back on that — whether it’s “but what if you did it sooner?” or “I just like to get things done in advance” or anything else — you should say, “I’m booked with time-sensitive work that has to take priority. I’ll update you once I’m able to start on this.” * If he continues to push, direct him to your manager: “Jane and I agreed on these priorities together, but if you want to make a case for your work taking priority, you should talk with her directly.” If you’re consistent about handling Ned this way, it’s likely that he’ll eventually get the message and back off a bit. And if he doesn’t, you’ve still got a plan in place for dealing with him. But at that point, it might also make sense for you or your manager to have a bigger picture conversation with him to address the pattern, along the lines of: “I do work for many people and have to allot time based on the relative urgency and priority of each project. If you ever have an urgent deadline, let me know that, but otherwise I need to prioritize your work around other assignments.” You might add, “When we spend time going back and forth about timelines so often, it doesn’t change the result and takes up time that we could be spending keeping work moving forward.” Ultimately, though, even if Ned doesn’t change anything on his side, I think you’ll be less aggravated by him if you have a plan in place for handling it consistently every time and know your manager will back you up. You may also like:my coworker assigns me work, says "no rush," and then checks on it an hour lateris it rude to write "ASAP" in an email?my employee argues and debates every little assignment and decision { 272 comments }
my company wants remote employees to take a pay cut, free tuition for employees’ kids, and more by Alison Green on November 21, 2022 It’s five answers to five questions. Here we go… 1. My company wants remote employees to take a pay cut At a recent managers meeting for my company, we discussed our mandatory return to office, which will start early next year. It was mentioned that people who are working remotely from places not near one of our offices would have to take a pay cut if they wanted to keep their jobs and stay remote. This includes anyone who moved during the pandemic to care for a family member. Is it legal to cut someone’s pay under these circumstances? Yes. It’s legal to pay remote workers differently than on-site workers, or workers in state X differently from workers in state Y. The exception would be if doing that had a disparate impact on a protected class, like race or gender — so if, for example, all of the people who were staying remote happened to be women (who are more likely to get saddled with caretaking responsibilities and may have moved for that reason), that could be a legal concern for your company. But otherwise, it’s legal. Whether it’s wise management is a different question. Are they planning to justify the pay cuts by arguing that remote employees are contributing less than on-site ones? If they can’t back that up with some evidence, they’re likely to have some seriously pissed off and demoralized staff (for a while anyway, until people leave). Maybe your company is fine with that; maybe they’d like those people to leave over time so they can hire local ones. But it should be part of their thinking. 2. What to wear to a work holiday party What do you wear to a work holiday party? I recently began working remotely for a small law firm. Law firms are usually known for their conservative dress, of course, but my remote position means I’m often working in a T-shirt and sweatpants. This holiday party/dinner (not in the office, but at a local restaurant, on the nicer side but without a dress code) will be my first time meeting several of my colleagues face-to-face. Do I need to break out the suit I only ever wore to job interviews? Can I get away with business casual wear? Do I need to worry about things like making sure my winter coat is professional enough or changing from boots that trudged through slush on the way there to suitably professional shoes? Business casual might be a little too on the casual end of things for a law firm. Typically you’d wear something a little fancier and more festive than what people wear at the office (but not, like, ball gown level of formality — more like cocktail attire). But it also depends on the restaurant — if it’s a really nice restaurant, fancier dress is more likely than if it’s someplace casual. The best thing to do is to ask a coworker who’s been there longer what people normally wear to the dinner. You shouldn’t need to worry about your coat (and you may end up checking it anyway). Whether you need to change your boots for dressier shoes once you arrive depends on the outfit, but if you’re going to be trudging through snow, a lot of people (particularly women) will probably do that. 3. Giving free tuition to employees whose kids attend our school A question you recently answered about employees who are able to access different benefits made me wonder about something going on at my work. I’m in HR at a private school, and one of the biggest benefits that employees utilize is tuition remission. Of course, not everyone has kids, and some who do choose not to send them to our school for a variety of reasons. Recently, some employees who fall into those categories have brought up to me that they see this as a disparity, as they’re essentially missing out on about $17,000 per year. While I understand what they’re saying, I also don’t know if there’s anything extra we could do to compensate for not being able to utilize that benefit. We wouldn’t, for example, give extra money or perks to someone who chooses not to use our health insurance. What are your thoughts and could you think of a different, more equitable solution? You’re also not going to give extra money to someone who doesn’t use the subsidized gym memberships or doesn’t max out their 401K match. That’s how some benefits work; not everyone will use every perk. Tuition is obviously a much bigger perk than a gym membership, but really, what you’re saying is that you won’t charge employees who use the service you sell. Your service happens to be school. Not everyone will be able to or will want to use it; that’s the nature of it. It’s unreasonable for someone to expect that they’d receive $17,000 in a different benefit. 4. Am I obligated to keep helping my low-performing teammate? My coworker and I joined our team about a year ago and received identical training. I am in my late 20’s; my coworker, Mel, is in her early/mid-20s with an MBA. I am the lead on the project and Mel supports me. I am senior to her, but she is not my direct report. We work remotely. Mel is lazy, slow, unreliable, and sloppy. Any task that is given to her needs to be followed up on and checked as it is often riddled with errors. We work in a field where attention to detail is crucial. I avoid giving her additional work because I do not have the bandwidth to wait for her to reply (if she does), follow up, and then review the work and/or re-do portions. These are not personal edits, but rather objective corrections. For example, Mel will inform stakeholders that a renewal is needed on an annual basis, but our policy specifies that it is quarterly. The work she does deliver takes forever. For our current project that is bordering on completion, Mel has only contributed 6%. My concerns have been shared with my manager. I am not aware of any updates. I don’t know if Mel is just incompetent, or if she is an early talent who needs mentoring. Based on the questions she asks me after calls (SHE leads), I wonder if she was even paying attention. It would be one thing if she were engaged and showing critical thinking. I’m not motivated to help someone with the skills of a bowl of cheerios, who is contributing less than 10%. Plus, I am exhausted from doing all the work to meet our project goals. I am struggling with what to do next. I have already carved out a small portion of the project for her to own. I am copied on her emails (this will stop once the misinformation minimizes) and I am always available to jump on a call. We are not that far apart in age, so I don’t really want to take on a “mentor” relationship. Work is just work to me and I just want her to do her own portion independently so I can go home at the end of the day. Am I obligated to try harder to help her, or should I keep my distance, document her mistakes, and hope she will be let go at some point? (Granted, this is a joint project, so I can’t completely wash my hands). I’m not even sure what this “help” would look like. It sounds like you’re helping plenty. You don’t need to handhold her any further. Go back to your manager, say that Mel is doing less than 10% of the work on your joint projects, you’re spending significant time checking and fixing mistakes in her work, and you’re exhausted from having to do so much more than your share of joint assignments, and ask what to do. I know you’ve already shared your concerns, but it needs to be more than information-sharing at this point; it needs to be framed as as a clear request for help: “This is unsustainable for me. How can we change this?” 5. I’m being shut out of the hiring for my employee My direct report is retiring next month. She gave two months notice to give me plenty of time to hire and train a replacement. We are a small team and nobody within the organization knows our jobs or how we complete our work. We’ve worked together for almost 10 years. I notified our HR director to request her help in finding a replacement. I learned today that my boss, the HR director, and my boss’s boss have been meeting with the headhunter and discussing applicants without looping me in. I am very disappointed and upset given that literally none of these people understand the details of what’s involved with this role. They understand what’s in the job description but not what’s involved in getting the work done. I don’t know how to proceed. Should I just let them make the decision and step away from having any input given their behavior? They obviously have no respect for me or my feedback regarding the new person. Speak up! Yes, they should be involving you, or at least keeping you in the loop about what’s going on, and it’s not great that they’re not … but you’re also jumping to the most negative conclusion without talking to them first. Talk to your boss and explain that you’d like to be involved in the hiring since you will be managing this person and know the work and the needs of the role intimately. You may also like:remote jobs that aren't really remotewhen can I ask a potential employer about working remotely?does working remotely harm your chances of advancement? { 500 comments }
weekend open thread – November 19-20, 2022 by Alison Green on November 18, 2022 This comment section is open for any non-work-related discussion you’d like to have with other readers, by popular demand. Here are the rules for the weekend posts. Book recommendation of the week: Now Is Not the Time to Panic, by Kevin Wilson. Two teenagers cause panic in their small town with a mysterious poster, still reverberating 20 years later. I love everything Wilson writes. * I make a commission if you use that Amazon link. You may also like:all of my 2021 book recommendationsall of my 2019 and 2020 book recommendationsall of my book recommendations from 2015-2018 { 978 comments }
it’s your Friday good news by Alison Green on November 18, 2022 It’s your Friday good news! 1. “I wanted to finally provide my own good news. I started my toxic job 6 years ago, it didn’t start out as toxic but slowly became more and more so. I knew from reading your blog it was time to leave when I found myself fantasizing about getting injured significantly enough to be signed off for several months, without having a major life impact. Covid threw a wrench in my plans and the job hunt got delayed whilst the job got more toxic. Fortunately just under a year ago they offered me a compromise agreement (I’m in England) which I accepted after seeking legal advice. I ended up applying over a period of months to many, many jobs, and after around 10 interviews in a 2-week period I was offered 3 roles, one of which was the one which I felt I most wanted to do after the interviews. Although this was probably the biggest step up, the interviews felt more like a 2-sided conversation than the set questions I had at so many others which seemed limited to the information they were obtaining. I’m over 6 months into my new job and it’s going fantastically. I recently received confirmation that I’ve passed my six-month probation with positive feedback. There were definitely times when I couldn’t see myself feeling this positive about a job, so if you are in this position please keep going, it will happen for you.” 2. “While I never considered I would use them before in this way, I was able to use your interviewing tips while being a reference for someone else! I was asked to be a personal reference for a dear friend who really needed a job, and I really wanted to be helpful without being discounted because I was a personal friend. I was able to respond honestly and constructively by framing requested ‘weaknesses’ as ‘situations or circumstances that don’t play to their strengths’ (and would probably rarely come up in this particular job) compared to situations that do, and giving concrete examples of the soft and interpersonal skills I’d witnessed in various situations. I felt I was able to be both warm and professional by keeping it framed as interviewing on someone else’s behalf. My friend got the job, and I feel so grateful that I could be supportive in such a practical way!” 3. “I was laid off from my previous job after more than 15 years with the same employer. Since I’m now over 50, I was concerned about finding new employment, due to my age and having been with the previous employer that long — I know some HR folks and hiring managers see that as a concern in hiring decisions. I did receive generous severance and continued medical coverage for a number of months, and after that, my spouse was able to add me to his insurance while I continued to look. I looked diligently, applied for more than 80 positions, and also obtained certification as a Certified Industry Privacy Professional (CIPP/US). I was beginning to feel very discouraged, and was considering seeking temporary work, just to keep some cash coming in, and maybe make some new contacts. Then I happened across a job ad on LinkedIn. I’d never heard of the organization, so spent time on their website, and was very intrigued. It’s work I feel is important, involving some pretty fundamental functions supporting our society. I applied, and they called me to schedule an online conversation within a couple of days. They told me at the end of that conversation that they wanted to bring me in for an in-person interview. We did the in-person interview, which honestly felt more like a conversation than what I typically think of as an interview. I received a call with the offer a few days after that. I’ll admit I did not negotiate salary, because I feel that the offer was fair, and the benefits are generous. I’ll be starting next week. I’d never have known the job, or even the organization, existed if I hadn’t happened across that job ad, though I did submit my application through the organization’s website, not through LinkedIn. I’m looking forward to new challenges, and it sounds like this position will give me the opportunity to use more of my skill set. The advice I received from your book and the blog was invaluable, and I also received encouragement and validation from the comments section here. It all helped a lot and I appreciate it more than I can say. I’m excited to finally be able to share good news, and while I anticipate frustrations, because every job has them, I’m looking forward to diving in, learning, and seeing what I can contribute to this role.” You may also like:I can't seem to stop being late to meetingsa toxic duo, a bitter chat group, a firing, and a lot of dramaI don't know how to get past my toxic job { 23 comments }