There are five answers to five questions. Here we go…

1. Does sloppy writing indicate a lack of attention to detail?

I am currently in recruiting and am getting a lot of applicants for jobs like welder, electrician, etc. These resumes tend to have more errors (think grammar and spelling mistakes). I have a hard time figuring out if their attention to detail on the resume actually reflects their ability to do a good job in these jobs. I am interested in your opinion, as in other positions (such as administration or office) I would give a lot of attention to detail.

As a general rule, if a job doesn’t involve written communication, I wouldn’t punish people at all for weaknesses in their writing. Judge them by the skills they will actually use at work! I understand that you are concerned that this might indicate a lack of attention to detail, but I don’t think there is any correlation – people can be bad / sloppy writers or spellers and be absolutely fantastic at something else.

2. Cancel if I’m not ready to go back to the office

My employer has a return date of January 2022. It is possible that this will be postponed but if not I have no intention of returning to the office. I’m financially secure and I could retire for a while if I wanted (I don’t have enough for the rest of my life, but I have enough for several decades). I usually take most of my vacation time around the holidays, so I don’t particularly want to offer my two-week resignation in December for fear that it would just let me go and not get my vacation time for the year. Should I keep my two-week notice period when I return in January and only offer to work from home for this period? Or simply cancel with immediate effect? What if they refuse me to work from home during my notice period?

If you step down in January, explain that you are stepping down in part because you are uncomfortable going back to the office. They are very unlikely to say you have to come over for your last two weeks if you haven’t been there for over a year. But if so, you can explain that this is not an option for you and ask whether or not you want to work out your notice period; if they don’t, they will let you know, but it is unlikely to happen (especially if they rely on you for transitional work). They will be far less disruptive having you (finishing projects and moving things around) for two more weeks, even from home, than abruptly leaving you that day – but you can let them decide what they prefer .

3. My boss is pushing me to achieve a goal that no one on my team can achieve

I work in a creative field and my job is about making products (let’s say teapots) in a short amount of time. I work in a team of five people who all make teapots. When I came to myself about a year ago, my manager Bob told me that my goal should be to produce two teapots a week – he knew this was very ambitious and I wouldn’t be at this pace right away, but I should i be working towards it. I’m new to the field and while that seemed like a pretty fast pace, I trusted that Bob (who has been in the field for a while and is respected) knew what he was talking about.

A year later, I still don’t quite average two teapots a week, but it’s close – often 1.5 to 1.75. Bob started calculating these speeds and mentioning them in our recent performance reviews, always saying things like, “You’ve counted an average of X teapots a week this quarter, which is great, but remember, the goal is two teapots each Week so keep working on it. “(He otherwise greatly praises my work, this is usually his only negative feedback.) I’ve started rushing my teapots, revising my schedule, and taking other things off my plate to get this Can keep up the pace as if it were something he really wants from me.

However, I find that I have (by far) the highest teapot performance in our team. I looked at the chart where we track teapot output and most of my team (who have the same title and salary as me) have less than one teapot a week on average. I find this confusing and a little bit frustrating. Am I wrong if I wonder if I’m the only one pushing Bob to blow my bum and get this fast pace, and if that’s fair, if so? Or would it be fair to take these results as evidence that the goal he is aiming for is unrealistic, and would it be reasonable to put forward so?

It is possible that there is an explanation that you are not aware of – for example, that your co-workers have other projects that you do not have and therefore their goals for teapot production are lower … or it is possible that Bob will tell you ( and maybe your entire team) pushing you to achieve an unreasonable goal because he thinks it will motivate you. (I worked with someone once who believed that this was the way to get the best out of people – but what he saw as “pushing people to do their best” was actually “stressing people out and to demoralize by giving them unachievable goals and making them think “. Their work will never be good enough.”

It definitely makes sense to ask about it! I would put it this way: “I have a question about the two teapots a week. I tried really hard to do it justice and got stressed that I missed out – but I found on our tracking table that my production is the highest on the team and most people average less than one per week to have. Is two a week the goal for everyone or does my role have other goals? “

You can also ask your teammates what goals they have been given.

4. Should I ask my boss if we will be fired?

I suspect that my position might be terminated at the end of the year not because of performance, but because of business restructuring.

A couple of red flags: I recently received a request to sign a confidentiality agreement … HR sent a notice (to all employees) about a month ago that if they quit or quit they would no longer pay unused PTO salaries … A new technology system relevant My position is currently being tested without the involvement of my team.

I really want to ask my boss, but I don’t know how to go about it. And even if there are plans to close my department, how should I know if they are honest?

If they are planning layoffs, it is very, very unlikely that they will tell you just because you asked. Very often, layoffs aren’t announced until they happen (and instead offer severance pay) – partly because plans can sometimes change, and partly because many employers believe that layoffs are announced but people stick with it a while can make the environment difficult for everyone, including people who are not be dismissed. (More on that here.) And even if employers are willing to let you know in advance, it’s generally a big decision that you put a lot of thought into about timing – not something you get a direct response to, just because you happened to ask someday.

Occasionally, however, a manager is right there with you so you can ask if you’d like. But if they tell you your job is safe, you can’t really count on Job Hunting when they happen.

5. Say no to recruiters

Several recruiters have contacted me recently to discuss positions in my area. This has happened regularly in the past, but companies are currently looking for talent and I’ve received a lot more inquiries than I think anyone like me would expect. I am younger (26) and am just starting to gain marketable skills and experience (implementation / project management).

I don’t plan to change jobs right now. I work for a Fortune 500 company with decent pay, a great office culture, and a tough boss who is always behind me. But big companies can change quickly. Although I’m happy in my role with my current boss, I don’t know if I would feel the same way if things changed and I were put on a different team. Is there a good way to let recruiters know that I’m not interested right now while leaving the door open to future opportunities?

It’s super normal! Saying no to a recruiter in no way burns a bridge; it’s a normal part of their job. You can simply say, “I have no plans to do anything right now, but I would like to get back to you if that changes in the future.”

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