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I'm planning to have a baby and, as an accountant,
I'm planning to have a baby and, as an accountant, am accustomed to putting in Saturday hours (we all do during tax season). Once I start a family, though, I'd reeeally rather not work weekends... should I just suck it up and accept it as part of my career choice, or try to have a conversation with my boss? Any tips?
I would recommend you have a conversation with your boss to explain that your priorities are shifting as you are planning your family life and would like to consider not to have to work in the week-ends anymore. For me, my job is very important (I'm the bread winner) however my children and my husband are MY PRIORITY. They are my life and my job is a mean to live my life in an enjoyable way. I've always made my priorities very clear with my managers. I give myself 150% while at work, I don't take lunch breaks if I have to to make sure I complete my work on time. I will from time to time work at night to catch up if I had to leave early for family reasons. Children grow up too fast and I don't want to turn around one day and feel that I missed out on a lot of important times! Hope this helpful :-)8 COMMENTS > Fairygodboss Member
I have been working for three years in my current
I have been working for three years in my current role and this is my first job after completing my STEM PhD. I work at a Big Oil company, but was just offered a job by a major chemical company and another big oil company. The jobs are nearly identical to my current one, but they are paying about $30,000 to $35,000 more than I make now (20% more than I make). While I am likely to take one of the roles, I wonder, am I being underpaid or are these offers higher to try and recruit me away from my current role?
If you're being offered a job somewhere for that much more money, it's not charity! It's supply/demand -- it sounds like you are inclined to leave but I would think you are underpaid b/c the market rate is either higher than you thought when you accepted your job, or has grown.2 COMMENTS > Fairygodboss Member
I have worked for my nonprofit organization in a middle management level position for almost 2 years. I’m ready for more money! While my work is extremely gratifying and allows me a great deal of schedule flexibility (I have 2 little ones), and autonomy, it has come to my attention that I make the same amount as the second level of staff that I manage with twice the responsibilities. Since I’ve started my employment, I’ve also earned a masters degree (working on a second) and brought a great deal of value and support to my branch of the organization that could justify the raise. However, the majority (possibly all) of my salary comes from a fixed line item in the budget (we’re contracted by another nonprofit each year), and I’m nervous about how much is appropriate/realistic to ask for because of that AND the fact that the city I live in tends to be on the lower side of national averages for pay. Can you offer some suggestions about how I can approach this conversation with the powers that be?
Best way to deal with the office goody 2 shoes. You know the one - the one who volunteers for every assignment and then snitch on her co-workers if they make a mistake to the supervisor. I don't mean to be catty but i'm getting a little annoyed at this type of behavior. I feel like as women we should support each other, it's very jr. high school.
As part of a re-org, I was moved under a new manager and reported to him for slightly more than a year. Prior to this, I've consistently received positive feedback and have steadily been promoted (I've worked for the same company for 13 years). The one mid-year review I had under this manager was totally vague, but negatively toned. I explained I was surprised by the results and asked what I could do to address it. We worked together for the next five months documenting business cases, putting together a small novel of metrics, and crafting a new operating model for the team. None of these items had been previously discussed and also weren't stated in my annual objectives, but I worked 60-70 hours a week during this time to accomplish this without dropping the ball with any of my other duties. I was completely shocked to receive the EXACT same review at year-end. He added one sentence at the beginning and one at the end, otherwise it was verbatim. He delivered it in a manner that sounded positive (he didn't read it to me, it was casual convo) so I didn't realize it was the same until a week later when I saw it in the system. When I questioned it, he said we had "butted heads for some time", but didn't provide any tangible feedback. We continued to work through the strategic details for the next few months when I was blindsided that he decided to change my title. I had been head manager of a team for the past four years when I was told I was no longer the manager, I would instead be an analyst. He was going to post a position for a grade level above me that "I was not eligible to apply for". He "wanted someone from the outside". According to him, the good news was that I got to keep my salary and my grade level. The extra frustrating part is that for my one year reporting to him, I expressed the need to hire someone two grades lower to perform my new duties and wasn't permitted to do so. I have been requesting feedback from my interim manager for the past three months and to date, have received nothing. The rationale I was given the day the news was delivered was that I was too slow to implement change. Two weeks ago he announced the new manager and she was someone who already reported to him. The day he delivered the news he sent an appointment to the team. I was working remotely (he had this appt. on his calendar) and I responded that if he added a dial-in, I'd call in. The request was ignored and no manager bothered to tell me for the next two days. I've been a manager for 8+ years and have no idea why those responsibilities have been revoked. This new role is not challenging nor does it provide me with room for growth. The only thing that's clear to me is that I don't have a future on this team, despite all of my successes and accomplishments. I have been actively pursuing opportunities within the firm and externally, but it's been a slow process. Since I'd ideally like to stay with this firm, I'm hesitant to go to HR. I'm afraid it will hurt my chances during the interview process and/or it will go on my permanent record that I'm a problem employee. I've also heard rumors that HR will just side with management, but don't know if that's true. At the end of the day, I really want to know why he was allowed to make the changes he did, without offering me any feedback or give me time to improve in areas he felt I was falling short (but couldn't specifically communicate)? I feel embarrassed and disrespected, and also afraid I'm going to lose my job (but that last part might just be in my head). Any advice would be helpful!!
I have been out of work for a number of years due to being a caregiver for an aging parent. Prior to that, I had a 20 year IT career in mainframe technologies (cobol, db2, IMS) & some client server exposure too. I am looking for some recommendations as to courses to take that would increase my desirability to future employers? Any suggestions would be greatly appreciated. Thanks!
I have been out of work for a number of years due to being a caregiver for an aging parent. Prior to my absence, I had a 20 year IT career with heavy emphasis on mainframe technologies ( cobol. Db2, IMS) as well as some client server experience. I was wondering what courses or technologies that I should take to make myself desirable to employers? Not having anything current on my resume is a hindrance to finding employment. Thanks!
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