`Nemesis posted:

https://i.imgur.com/FYu10Bd.gifv

Flash Gordon Ramsay posted:

I’d like to see a physics diagram showing all the ways this was doomed to failure from the get go

LITERALLY A BIRD posted:

will be receiving immediate sixes.

Slugnoid posted:

Lol, fox news sure loves hiring creepy perverts;

http://www.cbsnews.com/news/eric-bolling-fox-news-suspended-accused-lewd-photos-colleagues/

`Nemesis posted:

https://i.imgur.com/FYu10Bd.gifv

quote:

I’m writing this question based on feedback received from an exit interview.

A woman in her mid-30’s left my department after a little over a year. When giving her notice, she commented that she was taking a job closer to home (she had an hour commute each way some days) and had wanted to go back to a position closer to her original line of work. Her senior team members and I were sad to see her go.

HR sent me the results of her exit interview and wanted to discuss “the cultural problems in my department.” On the exit interview, the former employee mentioned that my staff leaves at lunch one day per week to go to a brewery for a beer run (which is true, I allow this) and she was often the only team member in the office; her fellow associates were unwilling to assist her and spent time on social media such as Snapchat, creating an exclusive environment (she was more quiet, older than the 20somethings in the position, and not as much into social media); and that interdepartmental relationships created power dynamics that ruined morale (one of my newly promoted seniors was sleeping with an associate and it wasn’t noticed by me or any other executives).

I don’t feel like this is a cultural issue; I think this was her not being a good fit for our team. I do allow my staff to go to breweries as long as they have coverage. I encourage my staff to be friends in and outside of work and I cannot monitor relationships. At no point did the employee bring this to my attention during our informal one-on-ones. She was extremely quiet and kept to herself, and she didn’t mingle with the team because of her commute and commitments she had (she’s married with a kid and had recently bought a house).

Am I in the wrong or is the former employee just out of touch with how a team of professional millenials works?

quote:

There was more to this that came out after she left:
Her co-workers in her pod had taken pictures of her and captioned them inappropriately on SnapChat-making fun of her weight, her clothes/style, how much water she drank etc. Someone who had seen them had saved them and also complained to HR. When I find out who complained, I want to move them to another team.

We are in insurance/brokerage firm as part of a larger Fortune 500 company. The brewery was owned by a company whose business we were trying to attract. No one ever asked her but just assumed that she would cover for them because she had made statements that she wasn’t a drinker anyway.

The associates sleeping with one another was knowledge across the team by that point but not to me. They did work on the same accounts so they were reporting to one another.

I’m 28 and this was my first management job; I wanted to build a team that would work well with me and share my ideas of a good time so work is fun. If I knew she would have been like this, I would have pushed back on my director not to hire her in favor for someone younger but she had a fantastic background that wowed my higher ups.

quote:

I was fired today without severance. When my letter was published, I was already on suspension based on the exit interview investigation, poor management practices and complaints from other areas, none of which I believe are accurate. HR and the management team stated I had mismanaged my team and the ex-employee. I had given assignments meant for her and assigned to her by my director to other members on the team because I wanted to develop them, including my newly promoted senior. As a manager, I knew my team better. Giving special assignments to her, even though it was her role, screwed over my long term team members who would complain to me. I had also downgraded her end-of-year evaluation. I don’t think she deserved the praise she received from the sales staff, my director and client executives. Her work just wasn’t that good to me. I thought if my team and I froze her out, she would leave. I called it un-managing.

My team found her quietness and her ability to develop sales presentations and connect with each client was very show-off-like. When she asked for help, we didn’t take it seriously because we thought she acted like she knew everything and she was making us look bad by always going above and beyond for no reason. My team and I had worked together for 5-6 years so I knew them, their work and their personalities better than anyone else so I took what they said with more seriousness. I also thought that her years of experience were irrelevant; she didn’t have anything beyond a bachelor’s degree (most of us were smart and dedicated enough to get a masters) and her experience was in a different subset of insurance.

HR and my regional vice president stated she had been hired to fill a role for a growing segment of our business and should have functioned as a team consultant. I used her as an associate so it didn’t make waves with the rest of the team. By losing her, we lost clients and leverage in the marketplace. Our sales territory couldn’t afford to lose any more business under my “mismanagement” and the HR was worried about damage to the brand name. During her employment, my director and I had several meetings on her role as she also dotted line reported to him. I had continued to be insubordinate because ex-employee, in my opinion, didn’t fit in and needed to earn her way to what my director had envisioned for her. If her role had panned out, she would have been higher up than me after two years when I had been there for five.

HR told me the brewery beer runs were against company policy and I should have stopped the SnapChats, especially those who had it on their company phones. I disagree that it was bullying because she wasn’t on Snap so if she didn’t see it, how is this bullying? I also don’t know how/if I should have monitored this with my team. My entire team was fired. The reasons for the firings included alcohol at work, even though we were physically at the brewery, inappropriate social media behavior, and not meeting the code of conduct.

I’m not sure the lesson(s) I’m supposed to learn; I feel like I was the scapegoat for a favored employee’s reason to leave. Being dedicated to your work doesn’t mean you can’t have fun at the same time. My former team and I are wondering if we can take action against ex-employee — her exit interview damaged our reputation, our team, and our careers.

HelloIAmYourHeart posted:

From askamanager.com. Original question: Is the work environment I've created on my time too exclusive?


More details:


And the payoff:

HelloIAmYourHeart posted:

From askamanager.com. Original question: Is the work environment I've created on my time too exclusive?


More details:


And the payoff:

Solice Kirsk posted:

There's no way thats real. It's too perfect.

A HUNGRY MOUTH posted:

The ability of finance bros to reverse-terraform workplaces into literal business hell culture should never be doubted

Randaconda posted:

poo poo, I can think of a bunch of jobs where it'd be nice to have an older, experienced person around, just because they've seen some poo poo, but this fool went out of their way to run them off.

canyoneer posted:

I love this so much. That manager must have a master's degree in Missing The Point studies.
"Hmm, I manage this experienced employee who is a total badass and is great at her job on my team. It would be best for my career to exclude, ostracize, and sabotage her, and all my friends that I manage will think I'm cool for it"

Railing Kill posted:

The thread desperately needs to pray to its patron saint, LA Beast, for salvation.

https://www.youtube.com/watch?v=UAyqWAjlLAs

Amen.

HelloIAmYourHeart posted:

My team found her quietness and her ability to develop sales presentations and connect with each client was very show-off-like.

Zaphod42 posted:

What's that german word for when you feel extreme shame for somebody else doing something embarrassing?

Zaphod42 posted:

What's that german word for when you feel extreme shame for somebody else doing something embarrassing?

Solice Kirsk posted:

The manager was a woman, but being in finance I am very much aware. That could have literally been any number of teams I've been on at my old firm.

`Nemesis posted:

https://i.imgur.com/FYu10Bd.gifv

HelloIAmYourHeart posted:

From askamanager.com. Original question: Is the work environment I've created on my time too exclusive?


More details:


And the payoff:

quote:

With this letter-writer’s permission, I’m also printing here some of the email exchange that I had with her after receiving this update.

Me: I’m sorry to ask this, but I’m trying to figure out if this is real or not. There’s a lot in here that’s making me question it. You haven’t responded to any of the points brought up in my original answer or in the comments. Why?

Letter-writer (LW): Because I disagree with your points and I don’t want to constantly defend myself. My ex employee made me look bad and I thought that as Ask a Manager you would side with a manager.

The Shittiest Manager posted:

There was more to this that came out after she left:
Her co-workers in her pod had taken pictures of her and captioned them inappropriately on SnapChat-making fun of her weight, her clothes/style, how much water she drank etc. Someone who had seen them had saved them and also complained to HR. When I find out who complained, I want to move them to another team.

We are in insurance/brokerage firm as part of a larger Fortune 500 company. The brewery was owned by a company whose business we were trying to attract. No one ever asked her but just assumed that she would cover for them because she had made statements that she wasn’t a drinker anyway.

The associates sleeping with one another was knowledge across the team by that point but not to me. They did work on the same accounts so they were reporting to one another.

I’m 28 and this was my first management job; I wanted to build a team that would work well with me and share my ideas of a good time so work is fun. If I knew she would have been like this, I would have pushed back on my director not to hire her in favor for someone younger but she had a fantastic background that wowed my higher ups.

Mierenneuker posted:

which is probably the whitest sitcom that was ever white.

Randaconda posted:

Perfect Strangers

The Sexual Shiite posted:

Full house

Say Nothing posted:

Malachite_Dragon posted:

Don't you talk poo poo about Bea Arthur

TontoCorazon posted:

Definitely Frasier

Solice Kirsk posted:

Small Wonder.