Performance Tracking and Feedback

It’s five answers to five questions. Here we go… 1. Why do people feel so passionate about physically handing out their resume? Why do people get so defensive over the concept of physically handing out resumes? I was at my off-season part-time retail job, and a young man came in with a stack of resumes; it was obvious that his mom was sitting out front in the truck, driving him around to all of the businesses in the plaza. After I had directed him to apply online, where, like any other company in 2026, we do all of our hiring, I said to my coworker, “I really wish people wouldn’t do that. Like, just tell me you’re out of touch.” She said, “Do what?” I replied, “Driv…

A reader writes: Can we have a thread on “people who do not want this job”? Notable entries for me include the person who applied to be our lobbyist who was extremely clear that he was going to use our contacts and access to lobby for legalization of psychedelics (dude, we are educators, that’s not even related) and the person who applied for the admin job but very clearly wanted the lobbyist job and all his questions about the admin job were how to get promoted to the lobbyist job. Second place goes to the two people who applied for several of our jobs because they wanted any job that would get them across the country. Yes, indeed we can. Another example: the guy worki…

This post was written by Alison Green and published on Ask a Manager. It’s four answers to four questions. Here we go… 1. Perks for remote employees only Our company works mostly remotely. Employees who live locally come in one day a week. A few departments’ employees are allowed to live elsewhere in the country (this rule does not apply to all departments). Several times a year, all staff are required to come into the office for the full week. Employees who live outside the area get paid hotel rooms near the office, and expense all of their meals. Local employees, however, are required to pay for their lunch every day, as well as the additional costs of commuting for …

This post was written by Alison Green and published on Ask a Manager. A reader writes: I recently interviewed for an admin role, essentially front reception, for a private hospital. The job is entirely non-clinical. After the interview, the hiring manager emailed me to say that they would like to progress my application to the next stage. In the email they included a link for me to complete some pre-employment checks. Some were standard, such as proof of identity, criminal history record check, etc. But the first step is a “pre-employment health questionnaire,” which asks me to disclose my medical history, in the form of answering yes/no to a long list of ailments, inc…

A reader writes: I am so uncomfortable getting praised or receiving good feedback that it makes me want to crawl out of my skin. For context, I started my job less than half a year ago, and the issue (which I have had all my life) became more prominent about two months ago. I was reviewing an important project for a coworker, noticed a lot of issues, fixed said issues, and sent it to the team lead. I didn’t think anything of it — my task was to make sure the project did not have issues, I spotted issues, and I fixed them. I then got an email from the team lead thanking me profusely for spotting the issues and correcting them, even though they were not all in the portion…

It’s four answers to four questions. Here we go… 1. I think my remote employee is doing child care when she should be working I have an employee (we are all remote) who just returned to work from maternity leave. It’s been almost two months and I have noticed a couple of troubling patterns. I was trying to give her the benefit of the doubt, but two other team members mentioned these same concerns to me. 1. She always has her camera turned off. This is not an issue for most meetings but, during our monthly all-team meetings, I have asked everyone to turn their cameras on. She has not turned hers on for either meeting since her return. 2. She is always on mute and, when…

A reader writes: I am a localized executive director for a nationwide nonprofit. Like so many not-for-profits under the current uncertain administration, we are going through some extreme financial strains. Our national office has been tightening belts all over the organization, including layoffs, frantic leadership calls that include a certain amount of crying when delivering yet another slate of difficult news, and frequent lane-shifting of priorities to the point where others in roles like mine are fleeing the sinking ship. Job descriptions are all changing to almost exclusively fundraising, even in roles that didn’t include it before, and the goals are simply not ach…

This post was written by Alison Green and published on Ask a Manager. It’s five answers to five questions. Here we go… 1. Was talking about a march for science too political for work? I’m hoping you can help settle a disagreement a friend and I are having about a situation that came up in my work today. I work as a physician at a large academic hospital, and my department had our monthly faculty meeting today. As part of the meeting, our department chair discussed the current state of NIH funding going to our department. We do a large amount of research and have a number of labs dependent on NIH grants that may be affected by the current administration. He told us tha…

It’s five answers to five questions. Here we go… 1. Do we have to return to the office or be fired? Is it always the case that workers have to decide whether to comply with return-to-office mandates, or leave or risk being fired? My large, multinational company has instituted a return-to-office mandate, and recently released their policy regarding compliance and punishment. Some aspects seem so unreasonable and obviously intended to reduce headcount that I wonder if they are legal. This company has many subsidiary offices across multiple countries. During the quarantine years, we hired a lot of remote workers. One subsidiary office was even officially made a 100% remo…

It’s four answers to four questions. Here we go… 1. My senior employee is a terrible communicator My employee, “Jordan,” has been in a senior role for 15 years. Their job involves communication and coordination across many different teams and with customers; understanding and being understood is one of the most important competencies. Jordan’s communication skills are lacking. I have highlighted this as an area for improvement every year I have been their manager (nearly five years) and in annual goals and performance reviews, as did their previous manager. Jordan has attended trainings and I have provided job aids and feedback, but there has been little improvement. I…

We have once again entered the season of forced workplace merriment, holiday party disasters, and other seasonal delights! Thus it is time to hear about your office holiday debacles, past or current. Did you pass out naked in the break room? Did your manager provide you with a three-page document of “party procedures”? Did your seven-year-old tell your boss the party food “tastes like shit”? These are all real stories that we’ve heard here in the past. Now you must top them. Share your weirdest or funniest story related to holidays at the office in the comments. The post share your funniest office holiday stories appeared first on Ask a Manager. View the full article

This post was written by Alison Green and published on Ask a Manager. When the topic of performance evaluations comes up, you’ll typically hear people say, “Nothing in a performance evaluation should ever be a surprise.” It’s right in theory, but it’s not that simple. At Inc. today, I wrote about why it can be more complicated than that, and what that means for managers (and employees). You can read it here. View the full article

This post was written by Alison Green and published on Ask a Manager. When the topic of performance evaluations comes up, you’ll typically hear people say, “Nothing in a performance evaluation should ever be a surprise.” It’s right in theory, but it’s not that simple. At Inc. today, I wrote about why it can be more complicated than that, and what that means for managers (and employees). You can read it here. View the full article

This post was written by Alison Green and published on Ask a Manager. It’s five answers to five questions. Here we go… 1. Should conjoined twins receive one salary or two? I recently read this article. The summary is that Abby and Brittany are conjoined twins who are fifth grade teachers. They only draw one salary between the two of them because they occupy one position in their school district. I can’t help but feel like this is a little unfair. I understand that they can only physically occupy one classroom at a time but they are two people with two minds who, presumably, both put work into lesson plans, etc. As an avid reader of your website, I am very curious to he…

This post was written by Alison Green and published on Ask a Manager. It’s five answers to five questions. Here we go… 1. Should I apologize for my coworker’s behavior at a conference? Recently, I attended an industry conference hosted by an important client. People in my field from across the country attended for purposes of brainstorming and networking. I attended with a senior colleague from my company, Jane, who is one of my mentors and has a significant influence on my career here. On the last night of the conference, after the official events were over, many of the attendees and client representatives met at the hotel bar. A smaller group of us then proceeded to…

A reader writes: I manage the recruiting of volunteers for a small nonprofit, and there’s an otherwise strong candidate, Jane, who has a past on the Internet. Another volunteer and I interviewed her Jane an open position, and it was wonderful. She presented herself as warm, professional, and knowledgeable in our work, and she was one of my top choices. However, a different volunteer recognized Jane because of a small “incident” that had happened at the volunteer’s alma mater, and the volunteer showed me evidence of what happened online. Six years ago, Jane’s then-high-school-aged sister had applied for a university in the midwest and wanted to be on a particular sports …

This post was written by Alison Green and published on Ask a Manager. It’s five answers to five questions. Here we go… 1. Should I check on my boss when she’s late to work? I have autism and this falls into the realm of social norms that I struggle to navigate. My department is made up of just my supervisor and myself. We’re in public-facing roles and our office is open 12 hours a day, so we alternate shifts. Each day one of us opens and one of us comes in four hours later and then closes for the day. On the days my supervisor closes, she sometimes comes in late with no notice. I’m currently sitting at my desk wondering if I should check in with her because she was su…

Content warning for upsetting discussion of sexual abuse of children. A reader writes: I spent most of my 20s managing a business, eventually becoming more or less second-in-command. The owner was an older guy in his 60s. He was a bit of a grumpy guy and more conservative than me in many ways, but we overall got along very well. I found that he was generally a fair guy, and we bonded over a few shared interests. I wouldn’t call him a “friend,” but we had a good relationship. He sold his business in 2020 (he was planning to retire that year anyway and the pandemic moved up the timeline a few months). He and I stayed in loose texting contact until I stopped hearing from …

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…

A reader writes: I work for a small organization that prides ourselves on being very good with our benefits, including paid parental leave. We’ve never had a pregnant staffer, so all of our plans are in theory and not yet been tested in real life. We’ve been having issues lately with staff not adhering to our office hours of 9-5 and coming and going as they see fit, so I had to call a staff meeting last week to address it and let them know that we can no longer be as flexible as we once were because too many people were abusing the system. This has included a lot of “I don’t feel well so I’m going to sleep a bit longer and then work from home today once I feel better” w…

This post was written by Alison Green and published on Ask a Manager. A reader writes: About a year and a half ago, I was forced to lay off multiple employees. I was truly heartbroken to see most of them go. But there were two employees I swore I’d never hire back. They both did fairly decent work, but were bullies who fed off of one another’s bad behavior. They were constantly in my office explaining why they’d said something nasty to one of their coworkers or why they’d ransacked another’s belongings. They were also blatantly disrespectful to me. One was far worse than the other, though. Now that we’re hiring again, employees have contacted me and asked for their job…

A reader writes: I am currently looking for a new job because I am currently being taken advantage of … again (being given more and more work because I am skilled enough I handle it, but no pay increase so underpaid for my experience and the world we live in right now). So pay is the main factor for me in this job search. My first instinct is to just completely ignore the job postings without the pay listed because I don’t want to waste my time. A job may look perfect but if it’s for the same amount I’m making now (or less!) or not that much more, I don’t care what it is. (I also don’t care what it is if the pay is right. If I think I can do it, I’m applying.) But with …

This post was written by Alison Green and published on Ask a Manager. A reader asks: My small business has had a recurring discussion regarding taking meetings with job seekers when we don’t have an open position. Someone will reach out, either by stopping by our office without an appointment or just sending an inquiry by email, and ask if they can meet with someone. In the past, we have taken these meetings as sort of informal interviews. From what I recall, we’ve never made a hire from these meetings when there’s no existing connection to our company or staff. Over the last few years, I’ve discouraged these meetings. They just take up time for our team when we don’t …