Do you offer training in areas that an employee is expected to be proficient in (and stated they were) at time of hire or are they required to pursue that on their own? We have started utilizing testing in the interview process to confirm that what we define as 'proficient' is consistent with their understanding as well.
I am working on identifying when to provide training (cost/time) for professional development. It seems obvious that if there are new requirements of the organization (technology/software), the organization would cover training. If an employee is not proficient in basic requirements, should they be responsible for training?
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The execs at my company are giving me “weekend homework” and I’m getting sick of it.
Recently, three different execs have approached me on Friday afternoons with requests for project planning/research to be done over the weekend, with a report back on Monday.
I’m in mid-management. I don’t report directly to any of these execs. My direct boss does not work weekends, nor do they require me to do so.
None of the projects I’ve been given thus far are critical to operations, nor are they really within my scope or skill set. It’s nothing I’m unable to do, it’s just a stretch of my usual duties and areas of focus.
On the one hand, I guess I should feel honored that they recognize my abilities, insight, and ideas and are giving me an opportunity to show what I can contribute beyond my JD.
On the other hand, there’s been no explicit mention of opportunities to grow into a larger role or expand my scope and these projects really cut into my time with my husband and son on weekends because I’m either working or feeling anxious, exhausted, and irritated.
It doesn’t feel worth it, frankly - even if there was a big, meaty promotion being offered I’m not sure I’d want it if it meant being consumed by work 24/7.
How can I delicately and professionally decline to work on special projects on my weekends, while not risking the apparent favor of the execs?
2 Likes • 10 Comments
Is it normal for managerial professional roles to have to provide a three month notice of intent to leave or change jobs internally?
I’m finding that positions I’m applying for are not willing to wait three months to onboard me.
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I just realized that my employer of six months has been paying me 6k less per year than my offer letter.
In addition, 60 days into my job, they had told me that I would receive an increase of 5k in January, but that never materialized and I am not expecting it at this point. What do you think of all this? Does it seem to you like they never intended me to be a long term hire? This has NEVER happened to me before, but is this common? Is this a tactic?
1 Like • 5 Comments
Are the companies listed within the dropdown list on the jobs tab the only companies that have posted jobs?
If so, where can I find a list of all of the FBG employers (posting job or not), so that I can follow them and review their job boards? Thanks.
0 Likes • 0 Comments
last Tuesday (5/14/23) I did a virtual interview powered by HireVue for a target store in my area.
I received notice this morning (5/26/23) that I didn’t get the position. I am not bothered that I did not get it just at odds as to why the HR person addressed me with my nickname and not my name that is on my resume or how I introduced myself on the virtual videos. The email mentioned they could not tell me why I didn’t get hired but that I was not chosen. Has this ever happened to anyone before?
1 Like • 3 Comments
Hi everyone ,
Are there any good organizations considerable enough for Military widows , who want to work back .I lost my man in uniform in 2021 and after that got into VMware that was very well going off but with VMware's sudden acquisitions , my job is at risk and I am looking for new role.
I am a functional QA tester working at P-2 band. please someone can help and guide me .I have 2 kids 4 n 10 year to be taken care of .
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