I have a new employee in our office who is really sensitive. Even when I give necessary, constructive feedback, which is required regularly for a new employee to learn, she always gets really upset and defensive, retells it in a way that’s blown way out of proportion, and then tells people in the office I’m being too hard on her. Other people that have heard our interactions have volunteered that they think she’s too sensitive and overreacting, but I also understand an employee’s perception, even if skewed, is her reality, and I need to treat it with that level of seriousness.
I’ve asked how she likes to hear coaching, and I’ve softened my approach. It’s still not enough, and it seems like she just can't take any criticism, no matter how much sugar I add to the medicine.
I’m pretty frustrated at this point. I want to be able to communicate with her in a way that is how she wants to hear it, but honestly, I also want her to be a professional and realize that not every person in life or at work is going to handle you with kid gloves and sugar coat everything for you so it’s comfortable for you.
I’ve also had to shield her from my boss, who can be a real jerk at times, and he does not care how employees want to hear feedback, he delivers feedback the way he wants to. So I have to walk on eggshells with that situation also.
To make this worse, she’s my only female direct report on our team, and people are making jokes about how the two women can’t get along, reinforcing a stereotype that I hate.
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My manager knew I was dealing with a very close family member/SO dying this spring, and my "depression"(from the situation)/exhaustion combo impacted my performance to a degree.
It wasn't an FMLA eligible situation. He did a 180 from compassionate to putting me on a PIP on his way out the door, so I had to navigate extreme work stress on top of end of life/death. I can only hope he gets the most painful kind of cancer possible, tomorrow. Or as someone else said "who the F pips someone in that situation?"
My ADHD coping mechanisms were broken by this stress combo, and I'm so depressed--more from the PIP than anything else now-- that it's rare anymore to have one day where I'm NOT crying at my computer or randomly otherwise. I wake up devastated Sunday morning that tomorow is Monday and borderline suicidal Sunday night for months now. I have been remote since well before the pandemic and am killing myself when I'm not at work trying to find another remote job (necessary for me now), so I'm also beyond burned out from the job search every day.
The other night, the phrase "killing myself" almost became literal, albeit because I was stewing about work and distracted, but this is totally destroying my mental and physical health. The PIP was supposed to end last week but my boss wouldn't give me a clear answer when I asked if I'd completed the outstanding items to her satisfaction, so I spent a chunk of time thinking I'd get bad news and focusing on my job search. Instead of caliing it done, they extended it with additional items despite my doing the things I was told to do in a previous week 1:1 to call it done. I have been pushing for them to just end the pip early (because it was so counterproductive to my ability to focus on ACTUAL work) but to no avail.....and then they extended it. I've been so miserable that I would totally take a huge pay cut for another remote job just to GTFO and yet I have had no luck with my search yet since I didn't really have bandwidth to start looking until the "after death" phase of this a few weeks ago. I have never disclosed my ADHD to anyone at work other than a colleague who is openly autistic who has been supportive and thinks disclosing might "level set" better with my manager; has anyone disclosed something like this in a difficult situation like this and had it help? Could it? The company seems like its allyship with neurodivergents is performative at best since there is no real willingness on anyone's part to respect what I need to be successful despite the million times I've mentioned neurodiversity in passing in discussions when I'm saying what I need to work best. I'm not asking for anything with a dollar value and what led to this would be hard fo r a neurotypical person! It's insanity to be punished for failing to be superhuman and then get additional time despite noted improvement because they want more than what they wanted 2 weeks ago to call this done.
At what point do you just tell them to discuss severance in a bad market? If I didn't have others to take care of I would have already!
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Please HR people, what EXACT information is given to the employer when a credit check is done?
How specific or complete is the information? Is it just the credit score or more details like the amount of outstanding debt and past due amounts? Thank you!
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Has anyone left their full time toxic job for a contract role ?
I work with a very condescending, micromanaging manager and honestly it makes me sick to my stomach every time she puts a 1:1 on my calendar. I currently have a part time contract role that is way better environment wise, but no benefits. They offered me more hours and I am considering it.
Additional info: Contract role is well paying and is a level up from my current role. So pays more, better environment.
what would you do in my shoes ?
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It's tough to overestimate how effective these two tools — visualization and mindfulness meditation — are when trying to figure out what in the world your dream job really is.
I know this because I've engaged this holistic and empowering method personally and with hundreds of students and clients.
One of the many reasons it's so instrumental in gaining clarity is because we tend to romanticize what we think our dream job is. That can pull us off-course really fast, and we often feel like we've gone too far down that road toward it to turn back, so we're disappointed yet again finding ourselves in a job that's not a great fit.
In today's post on my blog "Reimagine," we look at what visualization and mindfulness meditation are in the context of a dream-job pursuit and how separately and together they can transform your experience.
If you would love to change jobs but have no clue what you’d rather do instead, or you find yourself trying to find a new opportunity but not gaining traction, this approach may be exactly what you need.
You can read it here:
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My manager does not listen.
she will jump in and take the conversation in the wrong direction and provide wrong information.
I tried telling her the client had issues with something, she cut me off and said the contract is under review that’s why the issues. It sounded wrong so I clarified but she further explained the contract being in review. I know my information was clear therefore I believed her. During a meeting with my client I passed along the info and they had no idea there was contract issues and after they emailed my boss and I.
my boss responded that she was not aware of any contact issues. Now the client is confused why I told them there were issues and even questioning my abilities.
She has done stuff like this before, today in a different client meeting she made me look incompetent.
how do I address this with my boss or do I just ignore her when she does it? my worry is sounding childish and being a complainer but I also don’t care to look bad to clients.
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Approaching month 7 of being laid off.
I recently got my job rejection letter after 3 rounds of a (seemingly) successful interview process; which took a total of 2 months, BTW. I am of course left feeling DEFEATED, however. I am wondering if there should have been something within the months-long process I could have done or inquired about etc.? Like a clue to have let me know hey, they aren't as serious about hiring you as it appears. Just in an effort to be better prepared for next time, that was a huge waste of time I actually missed out on the Job Fair