If your director continues to be dismissive, you should definitely contact the CEO. In general, I don’t recommend blowing the whistle, but this is not an insignificant problem in the workplace. And when you bring this up, don’t offend your director. This is a very real problem that deserves a serious response. If she is unable to handle this responsibility, she will have to deal with the consequences of putting you in the unfortunate position of avoiding her. Still, you might be able to approach the CEO and advocate for diversity training without approaching your racist colleague or the director. I doubt this is a situation that diversity training will improve, but you never know.
Desperate for validation
My job is objectively interesting and the kind that many people would like to have (think Hollywood or NASA). I get interesting work and a reasonable amount of time and resources for it. And yet I still can’t motivate myself. My boss just never, ever, ever gives positive feedback. This seems fine to most of my colleagues, but I really enjoy positive feedback and always have. I tried asking for feedback, but my boss takes that to mean I’m asking for ways to improve my performance. There may be nothing to praise me for – after all, my boss was right about all the things she pointed out the last time I asked her for feedback. But I have to believe that there are some things I’m doing right; Otherwise I wouldn’t have this job anymore, right? Is there a way to ask for positive reinforcement without sounding like a total jerk? If not, how can I change my attitude and view my paycheck as a compliment?
– Anonymous, New York
It’s good that you understand how to thrive. Most people benefit from positive feedback and other forms of affirmation, so you’re not a slouch if you seek it out. Your paycheck is not a compliment. This is work compensation. If you need to frame it as positive feedback, you certainly can, but there’s no reason why you shouldn’t ask your boss for positive feedback in addition to the constructive feedback he gives. If you still have your job, you’re definitely doing things right, and ideally you’re working with someone who tells you that sometimes. If your boss doesn’t understand your request for feedback, it’s time to be more direct and specific about the feedback you’re not receiving. This way you are not needy; You are simply human and demand something that will help you continue to perform well.
I’m planning to retire and am wondering how much notice I should give my employer. In a perfect world, I would have given the company a year’s notice to find and train my replacement. I am the only person in my department and handle all support, training and advice on our product for customers. In addition, several employees rely on my industry and product knowledge. I’m the only person doing my job because my teammates were laid off. For several months now, all vacancies, if filled at all, have been filled abroad. My family and friends advise me to give a minimum notice period – between two weeks and three months. The problem with long notice periods is that I don’t trust my company to not let me go before my retirement date, and that wouldn’t be good for me for a variety of reasons. I would like to give my employer six months, but I’m afraid it might backfire. As you can imagine, I don’t have a long-term or open relationship with any of my managers.
If you work in a great professional environment and have confidence that you will be treated well, you obviously want to give as much notice as possible, but that doesn’t seem to be the case. There is no legal obligation to notify you of your retirement. If you are concerned that your company will lay you off before you retire, you should give as little notice as possible and protect your income for as long as possible. The reality is that you owe your employer nothing other than to do a good job and receive fair compensation for it. And if there’s a chance that your company will fire you before retirement, but they’ll fire you after you quit, your employer doesn’t deserve a months-long warning. The company will get by without you, even if the transition is rocky. The fact that you are the only person providing support for your product is your employer’s failure and is not your responsibility if you leave the company. I hope you enjoy your well-deserved retirement when the time comes.
Not interested in representing a colleague
In August I took a two-week vacation and asked one of my colleagues to take care of my work while I was away. He agreed, but when I returned I learned that he had only done the bare minimum – and done it badly. Also, he didn’t do anything for the last four or five days of my vacation because he assumed I would be back soon and could catch up. I have received several complaints from senior colleagues and customers. Flashback to November: He’s going out of town for three weeks and wants me to fill in for him. We expect to represent each other, but I don’t feel like I owe him anything based on his performance when he stood up for me. I didn’t confront him about his work then, and I’m nervous about doing it now.
Indeed, it would be unpleasant to confront your colleague about his lackluster performance months later. The time to share this feedback was when you first learned how he performed your duties. But that’s water under the bridge. You are entitled to your frustration and you don’t owe your colleague anything. However, if you are expected to support your colleagues and vice versa, you should fill in for them and handle these tasks as your own. Don’t create unnecessary tension that reflects poorly on you rather than him, because your colleagues don’t know the whole story.
The next time he fills in for you, you can note where he fell short the first time and articulate your expectations. This isn’t a guarantee that he’ll do a good job, but hopefully it will help you move forward.
Source : www.nytimes.com