Performance Tracking and Feedback

It’s the Friday open thread! The comment section on this post is open for discussion with other readers on any work-related questions 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 take your questions 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. The post open thread – April 17, 2026 appeared first on Ask a Manager. View the full article

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: The Fox Wife, by Yangsze Choo. A Chinese detective story in which the grieving mother hunting her daughter’s killer happens to be a fox who can turn into a woman. Slow-paced, beautifully written, and a bit heart-breaking. (Amazon, Bookshop) I earn a commission if you use those links.  The post weekend open thread – April 18-19, 2026 appeared first on Ask a Manager. View the full article

It’s five answers to five questions. Here we go… 1. How can we convince employees to care about showing up to work? Part of my job involves working with seasonal employees who are hired in the summer to work as 1-1 aides to kids with disabilities. We have a persistent problem of staff suddenly calling out or announcing late arrivals/early departures. In some ways I’m sympathetic — this is just their summer gig, we aren’t able to pay the rate I wish we could, and life can be complicated. In other ways, I’m not. The impact of suddenly disappearing on these kids seems so self-evident I feel ridiculous explaining it. The shifts are 9-3, so there is time at the end of the d…

A reader writes: I’m a former attorney from a government office, and I’ve been curious how you’d view something that was framed as positive but felt … off. Each spring, our office held a “Wellness Week” intended to promote work/life balance. We were divided into teams, and each day included a different “wellness challenge” to be completed during the workday. These ranged from things like a scavenger hunt outside, guided meditation sessions, or reading an article about wellness, to more involved activities like donating to charity. During this week, I often had to forgo my actual wellness activities to participate in the one-size-fits-all “wellness” challenges so as not …

A reader writes: My manager let me know today that my work group is getting interns this summer, and the plan that makes the most sense is for me to be a peer mentor. I’m fine with this, and I’m kind of excited about it, but I have never supervised or officially mentored or been nominally in charge of helping interns work! Do you have any advice or suggestions on how to approach this role and do it well? Here’s a round-up of a bunch of past advice about working with interns. general advice how to survive your summer interns how to get the most out of your summer interns how much guidance should interns need? how to be an awesome mentor reader advice on managing in…

A reader writes: Something happened to me 15 years ago that I continue to wonder about. When I was a senior in college, I was applying to internships in my field (comms/PR if it matters) in Washington, D.C., with the help of my academic advisor. One in-person interview at one of the big legacy PR firms went really well. When my academic advisor followed up about it, they said the company thought I was a fantastic candidate and they’d absolutely love to hire me, except for one thing: they thought the shirt I was wearing was inappropriate for an interview setting and, particularly, that it had sequins on it. Ultimately, I did not get the fellowship because of it. I found…

It’s four answers to four questions. Here we go… 1. I’m drowning at work because of a family situation — how do I talk about it? My father passed away this past summer from pancreatic cancer. The complications of his illness had slowly escalated throughout the year prior, and I needed to take increasing amounts of time off work to fly to my parents’ home across the country. I work for an extremely small nonprofit and am in a director role. My work is project-based and I report to the board. No one keeps track of how much I’m working and when; they only care if the projects are done on time and well. The summer is our “off” season, and it’s when I usually get the bulk …

A reader writes: After being laid off, I was aggressively applying to everything even remotely in my industry. I landed an interview with a company I recognized and a role I was fully qualified for. In order to move forward in the process, however, they said I needed to “complete an AI screening.” What? I was expecting a phone call with the hiring manager as a first step, but this is the future I guess. So I went with it. Well, it was — perhaps predictably — absolutely awful. Not only did the AI ask me confusing, irrelevant questions about hyper specific bullet points on my resume, but it frequently interrupted my responses and even lost connection three times, forcing …

A reader writes: Last month I had a video interview with a candidate that caught me off guard. It was a second round interview, and I was tasked with asking some deeper questions and providing some more technical context to the role. It became clear quite quickly, since we were on video, that the candidate was reading from prepared notes on his screen. And not just quick references to projects or previous work, but actually reading it like a script. Even when I tried to ask some follow-up questions that he could not have prepared for, he gave a brief answer before reverting back to the script. I’ve experienced this with candidates before but never to this extent; it fe…

A reader writes: Years ago, I got to know Fergus, the head of a local organization I worked with through my previous job. Fergus eventually left the organization to pursue other opportunities, and shortly afterward, I had a meeting with other members of the team, including the person who had succeeded him. At one point in the conversation, I asked if they knew how Fergus was doing and received a fairly non-committal answer. A couple days later, I received an email from the new manager that had very clearly been written by lawyers, informing me that after Fergus’ departure they had discovered financial improprieties during his time running the organization and had severe…

It’s five answers to five questions. Here we go… 1. Endless interviews with no hiring decision Twice now, at different companies, for different roles, I have gone through five rounds of interviews. This includes panels, work assessments, presentations, in-office visits, the whole works. Then, after hours of work and weeks of process, the company calls back and says, “We’re still very interested in your candidacy, but we’re not ready to make a decision yet. We’ll get back to you in a few months.” I understand that companies advertise for jobs and circumstances change. I have been a hiring manager before — I know how much nonsense goes on behind the scenes! But is this a…

A reader writes: I work in a museum for … let’s say antique Scandinavian teapots (made up to keep me anonymous). The museum was founded about 20 years ago by a married couple who are major collectors. In the past few years, the couple has decided to make our museum their lasting legacy. They have set up a generous endowment and stepped aside so a fiduciary board can take the reins. Our staff has doubled and now includes seasoned professionals with nonprofit and museum experience. Amazing, right? Less amazing is Fergus, the founders’ right-hand man of 30 years. Fergus is a world-class expert on Scandinavian teapots. The founders trust him implicitly with their prized (an…

A reader writes: Some colleagues and I have a question on interview etiquette from the interviewer side that we can’t agree on. If you give someone a job interview, should you give them a way to contact you? My thinking is, yes, if you interview a job candidate, you should give them either your work phone or work email so they can follow up if they need to. For example, what if they need to withdraw their application? Or if they have a change of phone number or email address they need to inform you about? Or if they would just like to send a thank-you/follow-up email after the interview? The other two managers on our team don’t like providing this information. They hav…

It’s Administrative Professionals Day! Last week we talked about the most ridiculous requests you’ve seen made of assistants, and here are 17 of my favorite stories you shared. 1. The flusher This was when I worked at a toxic doctor’s office. I was admin assistant to his wife, the practice manager, and my desk was closest to the bathroom. She always wore a headset and once took a call while in the bathroom. When she was done with the bathroom part, she came out and motioned for me to flush the toilet for her so her caller didn’t hear it. 2. The astrologist When I was an assistant, my boss made me input every day when Mercury would be in retrograde into her calendar. …

It’s five answers to five questions. Here we go… 1. Coworker threatened me and HR isn’t doing anything Last fall, a coworker made an inappropriate comment toward me (called me a “ho” out of nowhere) and also made a statement about using a gun on me. She made these comments in front of several coworkers, who reported the incident. Around that same time, it had been announced that she was receiving a promotion, which added to the confusion. The following week, we were told this employee was no longer with the team. About a month ago, we learned she had actually been on leave and has now been reassigned to a different team within the organization. While I have not had di…

It’s the Thursday “ask the readers” question. A reader writes: I have a question that might be suitable for “ask the readers.” When has someone reached out to you with a request to network that was compelling and made you actually want to respond? I’ve seen a lot of stories of bad networking on here — people asking vague questions, not seeming to know what they want, or reaching out with a request to “network” that’s obviously a veiled inquiry about a job. What does genuinely good networking look like? I’d love to hear from readers about requests they were happy to respond to or people who actually impressed them in a networking conversation. It’s especially helpful to…

Here’s some coverage of Ask a Manager in the media recently: I talked to Time about communication habits that are annoying your coworkers. I talked to Bloomberg about how managers should discuss pay with employees. I helped MarketWatch advise a letter-writer whose employee told her boss the writer was judgmental and belittling for giving feedback. Huffington Post quoted me about what to say if a coworker is staring at your chest. Also… How to report problem ads We’ve had a rash of ads auto-playing sound recently and are trying to get them all blocked, but if you encounter one (or any kind of problematic ad), the best way to report it is: look for the PubNation logo …

A reader writes: I have recently made it to the second round of interviews for a role I’m very interested in. The conversation is with the person who is leaving the role I’m interviewing for. I’ve never interviewed with the person who is currently in the job in question, but I take that to mean that she’s leaving the organization on good terms and for her own reasons, and that they trust her to make a recommendation on who will succeed her. Would you agree with that take on the situation, and if so what kinds of questions do you think I should ask or expect? How do I sell myself for the role without coming across as “I’m going to be better at this than you were,” which …

A reader writes: I work in a healthcare-adjacent job with a pretty generous leave policy. When folks are going to take a sick day, it’s our practice to drop a note into Teams and say, “Not feeling well, taking a sick day, contact X about Y if it’s urgent, see you tomorrow I hope.” Sometimes folks will add a bit more info — saying they have a migraine or they caught the flu going around, etc. — but there’s nothing along the lines of needing to justify it to your manager or your team. If you’re sick, you’re sick and you take your leave. What I’m wondering about: quite often younger employees will specifically note that they are taking a mental health day when they call (o…

A reader writes: We recently hired a new employee, “Jane,” to replace someone who is away for a year. Two weeks after Jane started, she told us that she was pregnant and due about six months later. Our company owner, Ron, was very unhappy. He felt tricked, and annoyed that we then had to find a replacement for our replacement. For my part, it was a bit frustrating, but that’s life. I like her personally, and she’s a fast learner and a good employee. But ever since then, Ron has been very cold to Jane. He’s asked me to keep a record of every time she says she’s tired or takes time off for doctor appointments, and has asked me if she’s making up the hours. We had also tal…

A reader writes: I make a technically reasonable but low salary at my entry-level job, and while I’m not slacking, I’m also definitely not pushing as hard as I could. I do above my quota easily as it is, and I’m confident I could do more — even the work of two people — without overburdening myself. I like the work and I’m extremely good at it, but I’ve been feeling pressured to look for a new job because that salary just isn’t sustainable. Our team is short-staffed at the moment, like everyone else, and it takes some time for a new employee to get up to speed. If I could make, let’s say, half of another person’s salary on top of my current pay, I’d be making the amount …

It’s five answers to five questions. Here we go… 1. I was fired for charging customers’ cash purchases to my credit card Started my part-time summer job (I am retired) a few weeks ago, working at small convenience/snack/candy store near a local free tourist attraction that opened up for the season. Got fired yesterday. This year, the store went to a “no cash” payment system. Small sign on the door, another by the register. Problem is, not all people carry other forms of payment besides cash, mostly older folks, plus who wants to use their credit card for a 50 cent piece of candy? To help these customers out, especially ones who don’t have another form of payment availa…

A reader writes: I work for a large company and am my manager’s (“Sharon”) only direct report. Sharon is professional and high-performing the three days a week she is in the office. However, on her work-from-home days and even on her scheduled days off, her behavior becomes deceptive, erratic, and deeply disruptive. I choose to work in the office five days a week and arrive at 7 am — an hour before the rest of the team — which has made me the “face” of the team while Sharon has become a digital ghost. Some examples of her erratic behavior: • On a remote day, Sharon claimed she couldn’t work due to a failure in our software. Since our department manages that software, I…

It’s five answers to five questions. Here we go… 1. Do we need a dress code because one employee’s skirts are too short? I work in a small marketing office and am part of the leadership team. It shouldn’t matter for this, but I am a woman. We have no written dress code and it is pretty casual. To give you an idea, leggings and tracksuit bottoms are not that uncommon, nor are hoodies and shorts. But I’m not sure that means we have actually no rules. At the extreme end, swimwear and booty shorts would not be okay, nor would a t-shirt with swear words on it. One staff member, Barbara, stands out a bit in how she dresses — think very short dresses (with tights underneath) …

A reader writes: I supervise a team that provides internal services to other employees, some of whom are demanding customers but are on the whole polite and professional. I have one team member, Jamie, who is convinced that the majority of her interactions with our customers are deliberate attempts to demean her or are outright rude or demanding. I have expressed surprise about this on a number of occasions, as with the majority I’ve never encountered an issue with their behavior. Jamie counters that this is because I have a higher status in the organization. I want to allow for the possibility that this might be true, but I’m still struggling to see any evidence of it,…