How would you respond to your coworker if she said to you as you were sitting at the front desk behind her (waiting for 4pm to come so you can help cover the phones for her AGAIN "is there someplace else for you to go work?" I responded and said "am I distracting you or something?" She responded and said "I don't like anyone in my personal space.
September 27,2023 at 7:11PM UTC
There are plenty of places for you to go and work at." I said "oh ok sure. See you at 4pm." Honestly, I felt like leaving for the rest of the day and not coming back. I was simply waiting for 4pm to come since I was asked by our Director to cover the phones for her for 30 minutes while she has a meeting with her. I literally cover the phones for her lunchtime EVERYDAY and she seriously has an issue with me sitting behind her at the front desk that she shares with Security. I explained to her how I was planning on staying at the desk from 2pm until 4pm until it was time for me to cover the phones so that I won't have to keep going back and forth from one department to the next. She did not say anything at that time. I really don't like working with people like that who make an issue out of nothing. This is a temporary job that I was hoping to replace and find something better with by now. How would you respond to this?
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NOT promoting from within - advice on how to handle?
I'm a brand new Director with no prior leadership and was put in this position to change our office culture. A blessing in disguise has been that the person who was the main problem resigned but now I need to hire. I only have 2 staff and both desperately want the promotion but are not really in the running. It boils down to moving the office culture in a more positive direction. Is there a good way to address this??? I like both and know it will create hard feelings. Any advice is appreciated!
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Tale of 2 bosses
I report to 2 managers. With very different ways of leading and communicating, both with their own pros and cons.
One leans more into a different department, so they usually focus on that side of the business. Whenever I submit work and projects to them to review, their process is a quick 2-minute check, slap a bow on it, and send it out into the world. Which is fine but there’s never any feedback on whether the work is correct, or quality or not. However the good thing about them is when I ask a question they completely understand my point and give great answers. They’re just not great at giving me personal feedback.
The other manager regularly questions everything, even if I have a good reason for things. And even when I explain my reasoning, they shoot down my ideas and I just have to try to read their mind to figure out how they want me to do it. Or they just straight up remove 30%-60% of my work and redo it. Or tell me to redo it and I have to be a mind reader again. It’s not that the work’s incorrect, it’s just not the way they want it. Whenever I ask them a question they answer in a way that indicates to me they didn’t understand my question or my point. And they just repeat the instructions again.
Is this normal? Is this how you learn? By doing something and then redoing it over and over again?
There’s no happy medium between the two bosses and I’m feeling just generally confused. Is my work good? I feel like no one can objectively tell me if my work is quality and if not, what to do about it. I feel like I’m not actually learning anything. And the constant rework is really frustrating and time-consuming. Is there a solution? I could try to go above both their heads but that’s pretty ballsy and might backfire. Do I just keep doing this dance of work, rework, idea, idea killed, until I can move away from under that boss?
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"A Job, A Career...
Which Do You Really Want? Why?
Is the juice (a career) worth the squeeze?
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I like the idea of fairygodboss.
It has a we are all in it together feeling except we are not all in it togther
None the less in those times when we feel isolated or defenceless. Some on might have a perspective that is neutral, allowing us to access our inner resources.
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I would like help with networking.
I met a woman who holds a leadership position at an organization that I would love to work at. Within the past six months there were two very suitable positions for me at the organization posted as jobs. I did not apply at the time because of a family situation. But now I would like to know if there are any new (or even substitute) postions open at the organization. The woman and I chatted briefly. However, because I had just met her, it seemed to be a bit forward to ask about open positions. She told me that she is usually in the office on Fridays. I would like to try to visit the organization (a museum) on an upcoming Friday to see if I can keep the connection going. How should I present myself when I visit the museum?Should I ask about open positions at that time? Should I come prepared with business card and my CV, for example? I don’t want to come on too strong. Thanks in advance for your advice!
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Employee Response to Feedback
Hi everyone. I supervise a newer staff member. They have a front-line role. They have done a fairly good job. There is some room for improvement. The employee made an error. It was the second time they made this type of error (checked in with them the first time with process), and this time it affected more employees and clients. I worked with the staff member to resolve it. I set aside some time to talk the next time they were in the office, and I had given them a heads-up. We met in an office. I used a friendly tone. I asked them if they could share what happened so I could understand their perspective and process. I reflected it back. I asked how they thought they might approach it if a similar situation happened again. They gave a thoughtful response. I affirmed and added one other thing they could consider. I wrapped up by mentioning I understood they were trying to help, and I expressed appreciation that they worked with me to resolve the situation. My feedback to the employee has been mostly positive, but this error needed to be addressed. A short time later, the employee messaged me, when I was at a meeting, to say they weren’t feeling well and had to leave. They sent a note that evening to say that they would be out for the second half of the week, which seemed weirdly specific. My sense was it seemed almost a little passive aggressive? It just seemed odd. Under the circumstances, they won’t need to provide a doctor’s note. They also have a habit of not coming in Fridays. I am wondering if people have suggestions about how to respond. I also wouldn’t want this kind of response to feedback to become a pattern for them.