Performance Tracking and Feedback

A reader writes: When should an employer contest an unemployment charge and when should they let it be? I’m an HR department of one, and the managers have me contest almost everything! It’s hard to explain to them when it pays (poor performance) and when it doesn’t (gross misconduct). Can you help to determine what it should look like? This past year, we had an unprecedented number of firings and it’s been a doozy. Most of the time, employers should avoid contesting unemployment benefits unless something egregious happened. They definitely shouldn’t be doing it as a reflexive response to any unemployment filing. First, the basic rules around unemployment benefits: in …

This post was written by Alison Green and published on Ask a Manager. A reader writes: How should I respond when someone tells me that I am too sick to be at work and I should be at home? The context here, one of my directs popped her head into my doorway and said, “You should really be at home today.” I am recovering from a cold/flu and have been out of the office for a couple of days because of it. I am feeling much better. I have a lingering cough that comes on periodically. That seems to be the case with most people that have been sick lately. I was a little surprised by their comment and mumbled something about feeling better and just dealing with this cough now.…

It’s five answers to five questions. Here we go… 1. Junior staff ask me for recommendations I can’t give without reservations I work with a number of support positions filled mostly by recent grads. Although they support my role, they are part of a different company and I have no supervisory role over them. A high percentage of them eventually want to go back to school to do my job and I get asked to fill out recommendation forms a few times a year. Sometimes this is an amazing part of my job — I get to pay forward all the help that I received. But I’m struggling with what to do when my opinion of someone’s work isn’t so glowing. To not mince words, the support staff s…

It’s mid-year updates season! If you’ve had your question answered here in the past, please email me an update and let us know how your situation turned out. Did you take the advice? Did you not take the advice? What happened? How’s your situation now? (Don’t post your updates here though; email them to me.) Your update doesn’t have to be positive or big to be worth submitting. We want to hear them all, even if you don’t think yours is that interesting. And if there’s anyone you especially want to hear an update from, mention it here and I’ll reach out to those people directly. The post where are you now? (a call for updates) appeared first on Ask a Manager. View th…

At the end of each year, I publish a slew of “where are they now” updates from people whose questions I answered here in the past. In past years we’ve had several hundred each December and it’s been magnificent. If you’ve had your question answered here in the past, please email me an update and let us know how your situation turned out. Did you take the advice? Did you not take the advice? What happened? How’s your situation now? (Don’t post your updates here though; email them to me.) Note: Your update doesn’t have to be positive or big to be worth submitting. We want to hear them all, even if you don’t think yours is that interesting. And if there’s anyone you espe…

This post was written by Alison Green and published on Ask a Manager. A reader writes: I’ve been a manager at my company for 13 years. I have a team of five direct reports and meet with them for one-on-ones every one to two weeks. We review projects, develop strategies for hurdles, discuss what’s working and what’s not, and where they would like to see their careers go. Recently we had our annual reviews where I create their annual development plans. These reviews are quite involved and build on conversations we’ve had throughout the year. At the conclusion of the reviews, a formal letter from HR is drafted with the annual salary increase and general “happy to have you …

A reader writes: I am about to make my first hire. We posted the job a couple of days ago. The job is semi-specialized work with specific qualifications. The job description clearly says cover letter and resume. Of the many applications I’ve received, one, maybe two, indicate that they’ve read the application before applying. The others appear to be following a job search plan that is along the lines of “throw spaghetti at the wall and see what sticks” – ranging from generic cover letters that don’t mention either the name of the employer or the job itself (if there’s a cover letter) to resumes that show nothing in the form of meeting requirements. Is this really a com…

A reader writes: My brother-in-law works for a company of about 600, with branches of 80 or so in several cities across North America. His department had three employees who served their branch in an HR-type capacity. One employee moved, leaving only him and his manager to handle their caseload. This was okay. Then the manager left. The branch managers called my brother-in-law in and told him that he was now the acting manager but there would be no pay raise “at this time” but they appreciated his work and knew he could handle this opportunity. While the caseload on him went up, he was able to shift work to other branches so there were no late nights or long hours. Stil…

It’s probably the most frustrating part of job searching: you have an interview that seemed to go great, you nailed every question and felt rapport with you interviewer, they seemed impressed and said they’d be in touch soon, and then … silence. Do you follow up with them? Did you wait for them to get in touch? Will you ever hear back? What happened? At New York Magazine, I wrote about what to do when an interview goes great but then you don’t hear anything. You can read it here. The post why haven’t I heard back after my interview? appeared first on Ask a Manager. View the full article

A reader writes: I recently came across a letter you answered about 10 years ago, where a woman wanted to decline an invitation to a wedding because she was uncomfortable with it being gender segregated. Your response was unsurprising, but I was a bit taken aback that a number of commenters mentioned they would be offended even being invited to a gender-segregated wedding, which are common in my community. I am a single Orthodox Jewish woman in my 20’s. My company is located near the large Orthodox Jewish community I am part of, so about half of my coworkers are from that community as well, and the other half are a mix of religious and secular non-Jews. We are a small o…

A reader writes: I’ve become very good friends both in and out of work with a small group of colleagues (four total). This question is about one of them, Samantha. Samantha has always been a bit dry and sarcastic in her sense of humor. Over the past several months, however, she has become increasingly, well, mean. Samantha is shockingly blunt in meetings, often pulls faces that show her keen displeasure, and has been condescending (in person and in emails) to support staff. While she is sometimes right in her complaints, her delivery is frankly atrocious. While everyone complains about work, she seems to really hate it here. At the same time, though, we work in a niche…

A reader writes: Over the past year, I have been coaching my employee, “Mike,” on various performance issues and it has gotten to the point that we need a formal performance improvement plan. I don’t think this should be a surprise to him, but I’m getting the impression that he does not really understand how serious it is. We have very different communication styles. I prefer to be direct and detailed. Mike tends to use generalizations and can take a long time to think and gather his thoughts before answering a question. I’ve been working on softening my approach and asking clarifying questions to make sure we are on the same page, but things still get lost in translati…

It’s five answers to five questions. Here we go… 1. Will people think I named my baby after my employee? I have a direct report who has a name that you don’t necessarily hear every day, but doesn’t strike you as a unique name either. I am currently pregnant and love this name. It’s been on my list of potential names for a while and I have a personal connection to it as well. My hesitation is my direct report — obviously I don’t think she will believe that I named my child after her, but it feels weird to explain and I worry about feeling self-conscious telling colleagues the name we decided. It feels oddly insulting to my colleague to say, “Oh, I didn’t name my baby af…

We often hear about work events that didn’t go quite as hoped: the conference that served vegetarians a single leaf of lettuce for lunch, the event where a speaker who went way over time caused half the attendees to get food poisoning, the conference that didn’t think through the problems with giving every attendee an identical laptop bag, the escape room where none of the managers could find their way out (maybe that one’s not so bad), and on and on. Let’s turn the tables and hear from people who plan events or work at them. Tell us what’s gone wrong you’ve been the one behind the scenes at events — or how you saw someone save the day and prevent disaster. The post wor…

It’s hard to think of another time in modern history where workplace trends have changed as quickly and as dramatically as they have in the last five years. From the enormous increase in remote work, to employees grappling with careers that look quite different than what they might have been told to expect, to rapidly growing discontent with income inequality and stagnant wages and disillusioned employees reassessing their trust in their employers, to young workers launching pandemic-era careers without the same set of work and academic experiences that previous generations benefitted from, work is just a very different place than it used to be. I wrote a short piece for…

This post was written by Alison Green and published on Ask a Manager. A reader writes: I keep finding myself in this weird situation at work. I’m a medical resident in an academic hospital system in a big progressive city. I keep finding myself in mandatory educational events where the facilitator introduces the concept of privilege as if no one’s ever heard of it and invites/demands everyone to share their privilege/lack thereof. Real examples: “Let’s all reflect on our positionality, and then go around the room. I’m Dr. LastName. As you know, I’m the head of this department. I’m the child of South Asian immigrants, and I’m able-bodied. I live with my wife and childre…

It’s five answers to five questions. Here we go… 1. Worker stunk up client’s bathroom, then billed her for it I manage a team of skilled electricians who often work in clients’ homes. A client reached out to express concern that she was billed for 15 minutes during which our electrician was, quite literally, off the clock and stinking up her bathroom. I understand that nature calls, but really? Using her bathroom and charging her for it? Frankly, my personal thought is (barring an absolute emergency) he should have left her home and gone to a gas station. And then he had the nerve to charge her for it? Where do I even begin? It sounds like you and your employee — and m…

Workplace “wellness” initiatives — like free yoga classes, mindfulness tips, step challenges, diet advice, and other pushes for well-being now common at work — are supposed to be a win-win situation: employees get healthier and happier while employers reap the benefits of lower health care costs. But in practice, these programs frequently miss the mark, and many employees perceive them as intrusive and out of touch. At Slate today, I wrote about workplace “wellness” so often goes wrong (including one wellness advisor who suggested eating goulash as a cure-all). You can read it here. The post workplace wellness initiatives do more harm than good appeared first on Ask a M…

Breakups are miserable under the best of circumstances. But when the person you’re breaking up with is also a coworker, welcome to a new layer of hell: instead of getting distance, you still have to see each other every day, smile politely in meetings, and pretend nothing is wrong while coexisting professionally in an office that now feels charged with history. At Slate today, I wrote about office breakups. You can read it here. The post you can’t go no-contact with someone you share a printer with appeared first on Ask a Manager. View the full article