9 True Tales of Ghosting at Work

by Evil HR Lady on July 2, 2019

Yesterday, I wrote about ghosting at work and I got a tremendous response from readers about their own stories. Enjoy or be horrified, depending on what side of the interview table you’re on. 

Donald: We had an HR manager scheduled to start in an Asian country. She did not show up the first day. Someone called to say she was seriously injured in an accident. We held her open position for a while waiting for her to heal and start. We later found out she had actually started a job somewhere else and didn’t have the guts to say it.

Lora: At my current agency, I was conducting my 1st orientation as the new HR person. I’d been there for about a week. A critical staff member no-showed for orientation. Everyone lost their minds. She eventually (3 days later) returned my calls, saying she’s found another position. I had a replacement for her within 2 weeks, but those two weeks without that position filled were a nightmare.

To keep reading, click here: 9 True Tales of Ghosting at Work

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Have you had a new hire not show up on what was supposed to be her first day?

Have you had a job candidate come in for an interview and then stop returning your calls and your emails?

Have you had a new hire work for a few weeks and then disappear?

All these behaviors happen in all levels of jobs (and The Wall Street Journal even shared a store of a job candidate who faked his own death to avoid telling a new company that he’d decided not to take their offer and stay with his old company.)

Now, let’s all say this together, loudly and clearly: Ghosting people is rude. Unless your actual life is in danger by letting your boss know you quit or not showing up on the first day of work, you are being rude, rude, rude.

But, let’s also say this clearly: Ghosting job candidates is just as rude. Giving someone a job offer, waiting until they’ve given their notice at their current job and then yanking it back is beyond rude–it’s cruel. 

To keep reading, click here: Your Job Candidates and New Hires are Ghosting You. This is What You’ve Earned

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There are always billboards on I-95 advertising cheap Lasik eye surgery. While I have terrible eyesight, if I ever decided to have surgery, I certainly wouldn’t want to make the decision based on the best bargain. I want anyone who operates on my eyeballs to be an expert. And experts cost money.

The desire to save money, however, is strong. And you don’t want to pay more than you have to. But when lives are on the line, you really should think about the value you are getting for your money.

Bloomberg discovered that Boeing hired engineers for as little as $9 an hour to work on their new Boeing 737 Max. .This plane has had two deadly crashes and the aircraft were grounded until these problems can be solved.

To keep reading, click here: When the Push to Save Money Costs Lives: Lessons from Boeing’s 737 Max

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Politics are crazy and the US system (while arguably one of the best in the world) has some whacky rules and practices. We kicked off this system with two nights of Democratic candidate debates.

I’m not here to endorse or even condemn a candidate. This first debate is the equivalent of the recruiter phone screen. We aren’t making any decisions here; just determining who we want to look at more closely.

But people start declaring winners, parsing every phrase, and seeing how this candidate measures up against the incumbent, President Trump.

To keep reading click here: With the Last Two Nights Democratic Debate, We Officially Kick off the Country’s Worst Job Interview Process

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Help Set Performance Goals For Employees

by Evil HR Lady on June 27, 2019

We often talk about performance goals for employees only in the context of an annual performance review, but goal setting can — and should — take different forms.

Effective employee goal setting can take several forms. We often talk about performance goals for employees only in the context of an annual performance review. We rate and categorize employees, set new goals, and then we forget about it all until next year.

This process is often unhelpful, but it’s important to establish performance goals that help further your business pursuits and advance your employees’ career goals. Remember: employees are more likely to be happy and engaged if they feel like they are progressing in their careers. Writing something on a piece of paper and never referring to it again is not the most effective way of cultivating that feeling. Instead, use the performance goals below as the jumping off point for regular discussions.

To keep reading, click here: Help Set Performance Goals For Employees

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So many people have responded to the KonMari Method™ that thrift stores are overflowing with stuff. And people are responding to the idea of only keeping what “sparks joy” to such an extent that people are applying it to everything in their lives, including their businesses. If that annual planning meeting doesn’t spark joy: it’s canceled. Bob in accounting is super annoying: he’s fired. 

We only want a joy-filled life! This makes perfect sense. But there’s another Japanese concept that deals with things that no longer sparks joy: Kintsugi. Kintsugi is the “art of precious scars.” When something breaks, you put it back together with gold at the seams. You don’t try to hide the fact that your beautiful bowl broke, but you do make the repaired bowl even better than before because now it’s filled with gold.

So, instead of simply throwing out what is broken and no longer sparks joy, let’s talk about putting things back together with gold to improve your Human Resources department, making it even better than before.

To keep reading, click here: How Embracing Kintsugi Can Help Improve Your HR Department

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An employee recently came forward with an accusation that two other employees were selling and buying drugs in the company parking lot. My boss says we can only investigate if the complaining employee has proof of the problem. This is his policy for all employee complaints, even harassment. He says that if the complaining employee doesn’t provide proof, we can be accused of unfair targeting. Is this how a Human Resources investigation should be conducted?

To read my answer, click here: Do I Need Proof Before Beginning an Employee Investigation?

Leave your answer in the comments!

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Google employees walked out in protest over sexual harassment policies and practices and last week, the shareholders submitted a reasonable proposal that failed (along with all other shareholder proposals). Here’s the proposal:

RESOLVED, Shareholders request management review its policies related to sexual harassment to assess whether the Company needs to adopt and implement additional policies and to report its findings, omitting proprietary information and prepared at a reasonable expense by December 31, 2019.

Now, I understand why this didn’t pass–it never had a chance because the board recommended against it and  Larry Page and Sergey Brin themselves control 51 percent of the vote. If you don’t convince those two, it doesn’t matter how brilliant your suggestion is–it’s not passing.

But, this was a mistake. A big one. Rejecting a proposal to assess sexual harassment policies basically states we’re happy as we are.

To keep reading, click here: Google Rejected Employees’ Plea to Reform Its Sexual Harassment Policy. Here’s Why That Is a Big Mistake

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3 Ways to Bolster a Culture of Learning at Work

by Evil HR Lady on June 21, 2019

Mercer’s 2019 Global Talent Trends study found that 73% of executives predict significant industry disruption in the next three years. Your company can be caught in the wake of that disruption or be the leader that affects change.

A strong culture of learning at work is an essential competitive advantage in this quest, providing individuals with opportunities to elevate their skill sets, challenge assumptions about the way things are done, and collaborate with peers to push operations forward. Here are three ways to transform your approach to L&D and bolster your learning culture.

To keep reading, click here: 3 Ways to Bolster a Culture of Learning at Work

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Nevada wasn’t the first state to approve recreational marijuana usage, but it is the first to make it illegal to discriminate against users. 

That’s not the language used in the bill, but that’s what the law does. Instead of leaving it up to an employer to determine if they want a drug free workplace, you have to treat marijuana users as equals to non-users. 

New York City has similar legislation which will go into effect shortly after Nevada’s, even though New York doesn’t have legalized recreational marijuana. 

There is logic to this change because unlike alcohol, which clears out of your system relatively rapidly; you can test positive for marijuana when you aren’t remotely high.

To keep reading, click here: Nevada Is the First U.S. State to Make It Illegal to Refuse Employment for Marijuana Usage–and It Won’t Be the Last. How to Adjust Your Drug Screening Policies.

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