I work with someone that lately has taken to 'dumping' (for lack of better word) their work on me. We recently had a colleague quit, leaving quite a few responsibilities for the rest of the team to absorb. This person supervised that (now vacant) position and had been told that they were responsible for covering much of the workload until we hire someone new. However, they've dumped most of it on me, and the tasks do not fall within my job description or role. Others on the team see this, and are just glad it isn't happening to them.
I do not report to this person, but they are my superior. We report to the same manager. My manager does not know most of our day-to-day operations, so doesn't fully know the extent of the work I am being asked to do. I've expressed some concerns and tried to convey what's going on, but I feel like a tattletale. I want to be assertive, but I also want to expose this person for not taking on their responsibilities. They are in a much more senior role and make a lot more money than I do. At this point, it feels like I am doing their job for them in addition to mine.
Can I manage up? Should I risk being a tattletale and spill my guts to my manager? I welcome any advice.
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Hello, I am about to conduct our first employee survey as part of our performance management review.
Any ideas on how I can word this so that employees participate? We have a very low moral amongst employees and am trying to engage conversation to get their input.
Should this survey be anonymous so that employees feel like they can express their feelings more?
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I just graduated with a Bachelors degree in computer science and I am struggling to get my first tech position.
Any advice? I feel super discouraged with many of applications since November. Only a couple of interviews.
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I just started a new job last month where you only move up by applying for a job.
A job above me was open and I applied for it and got it after only being on the job two weeks. An associate has been going around telling anyone who will listen that I was not qualified for the higher position and that I must have done something manipulative to get the promotion. She even reached to former employees to tell them about the promotion. I have been told that I have a defamation case. I have confronted this employee and explained what happened but it has not stopped her. We do have union representation. Should I approach my union rep? I did bring it up to my supervisor but as far as I know she did approach the subject with the employee.
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"I did a TON of work leading an ERG!
But I have no idea how to put it on my resume, or if it even belongs there..."
Oooo, my friend! Your ERG leadership role absolutely, 100%, should be on your resume if you are seeking out a new leadership/management role.
Now that THAT is out of the way, let's talk about HOW to include that role on your resume.
1️⃣ List it out as its own role.
Just because your ERG leadership position wasn't your Full-Time job, does not mean it hasn't earned its own place on your resume!
You can include your ERG leadership role as a separate role with overlapping timeframes (totally fine) so that you can give it the real estate it has earned for accomplishment-driven bullet points.
2️⃣ Include your ERG role within a leadership subhead of your current role/company.
If you've been in a role for a long time OR if you are looking to switch into a new function or industry, I like to break up bullet points into a few subheads.
Think about the key skills and experiences you are utilizing in your current role that are RELEVANT to your next target role. If leadership or project/program management are on your list, you can include your ERG leadership role and key accomplishments under one of those subheads.
3️⃣ Focus on quantifiable accomplishments.
Metrics, please! People, money, scale, scope. Numbers help tell your story.
Start here: Did you grow your ERG membership? Did you secure funding to host events or programs? Did your ERG touch an increasing number of folks within your businesses through your activities? That's gold!
4️⃣ Double down on those accomplishments.
If you're getting stuck on your accomplishments as an ERG leader, list out the responsibilities of the role. But don't stop there!
Take that list of responsibilities and then ask yourself - because I did THIS responsibility well, what was the positive outcome?
OR if I didn't do this responsibility well, what would have been the negative result?
Either question can help you turn responsibilities into accomplishments.
5️⃣ Include ERG Leadership as an area of expertise.
I love a good Skills or Areas of Expertise section on a resume, and I especially love a really TARGETED Skills/Areas of Expertise section.
ERG Leadership itself can be listed as an area of expertise but you can also break this down further. What skills/experiences did you build in this ERG role that would be highly valuable to your target companies?
To make sure you're including the right stuff here, review job postings, LinkedIn company profiles, and company websites.
✍ Ready to get writing? ✍
Off you go!
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How did the patriarchy actually begin?
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I am new here but curious because I have heard so much about the community from the book Comeback Careers. For the veterans here, please recommend where to start. Thank you in advance!
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