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

1. I overhear my partner’s work conversations and they seem bad

For the past year and a half of the pandemic, my partner and I have worked remotely. My partner has a well-paying job in an area that he excels at and is very well respected by his peers. You have been increasingly dissatisfied with your company over the last year, but for financial reasons you want to stay with it for another 2-3 years.

The problem is, meanwhile, they are making increasingly ill-considered decisions about how to behave at work – or at least it seems so to me. They tell the other people about problems in the company, spread gossip about superiors in meetings, allude to the fact that they want to leave in a few years’ time and other things that make me wince. I can’t help but overhear this stuff during the work day, and I often want to tell them that if they keep doing this, they will be fired. But I realize it’s really not my place, especially since I’m not in these conversations, so I shut up.

Am I wrong to believe that such behavior can lead to serious problems even for an otherwise excellent employee? Should I just let go of everything and look forward to going back to the office where I just have to think about my own workplace policy?

It depends on whether. Alluding to plans to leave in a few years would not be a problem in many offices. Telling other people about problems in the company can be good or even good, depending on what your partner says. Smart employers make sure candidates are aware of both the downsides and benefits of a job, so they hire people who are willing to deal with those downsides and who don’t feel misled. So it depends on whether it’s something like “there are many levels of management and it can take a long time to make decisions” (probably good) or “people are idiots and my manager doesn’t know his head from his” ass ” (probably not okay). Spreading gossip about senior positions sounds bad at first, but sometimes “gossip” isn’t that different from “information you need here to be successful here,” so the details really matter.

Why don’t you ask your partner about it? You could put it this way, “I can’t help but overhear some of your conversations, and some of them surprised me! Saying things like XYZ in my job would be really risky because ___. Are you worried or would your boss agree to this stuff if she heard it? ”If your partner’s answer is that he would never say such a thing in front of his boss, you might ask,“ Is any of this your dissatisfaction with the job that is expressed in what you tell people and if so, is that something that? Could I hurt you or am I misinterpreting? “Say it from a place of genuine curiosity and with an open mind (as opposed to a place of” You are clearly a mess “) and it should be a conversation that is okay.

Connected: I overheard my girlfriend on a work call and I’m worried she’s a mean boss (and the update)

2. Rude business during a labor shortage

I know there is a labor shortage in the US and I want to know why companies that hire are so rude. When looking for a job, I have come across mostly unfriendly companies. They bait and swap me, talk rude to me on the phone, and have confusing, broken websites. I don’t expect them to meet all of my needs, but if they are hiring new employees, at least be a little nicer. If they continue like this, they won’t find any employees. Why do you think they act like that?

They act that way because they’ve seen it historically. For years, employers had more power than most job seekers, and they took advantage of it – being rude to candidates, withholding information, misrepresenting important details, not reaching out to people, scheduling calls they didn’t show up to, and generally pretend applicants should be grateful just to be considered. It hurt them with a lot of good candidates, but they could mostly hire the people they needed, so they didn’t care.

The balance of power currently feels different in many industries (though definitely not in all) and many employers have not yet understood that. (The unemployment benefit phasing out may move things the other way, but we’ll see.)

3. Should I tell my team that I am trying to get a raise?

I’m a middle manager in the recovery room of a busy operations center. I have asked my supervisors for salary increases for some of my employees in connection with the additional duties / responsibilities they are adding to their current positions. I also asked that our pay scale be adjusted for each employee. Should I tell my co-workers that I asked my bosses for a raise?

I want them to know that I am “punching” for them and think that they deserve more and that it is not my choice. But I also worry that if for any reason they say no, they will think badly of my bosses.

It’s great that you’re campaigning for a raise, but don’t proactively tell people about it unless the raise is approved. If this doesn’t happen, you have prepared people for disappointment and you could end up making them feel demoralized if they were happy before. (And if I were your manager with good reason not to be able to do salary increases right now, I would be upset that you built a dynamic between us and them that benefited you but harmed the organization.)

There are many visible ways you can stand up for your team – such as working on removing barriers and making sure they have the tools they need to do their job, be as flexible as possible, good work recognize and maintain a supportive environment. Keep payments behind the scenes until there’s news.

4. Should I provide feedback to a new graduate with a five-page résumé?

I am currently in the process of filling three new positions on my team. I’ve been looking through the résumés for the past week or so. These positions are often above entry level, but I would also consider someone fresh out of college if they had an interesting résumé.

I received a résumé from someone who apparently recently left college, which is fine. Apart from the fact that his résumé is five full text pages. He describes in great detail every position he has ever held. After the skim, many of these “positions” appear to be part of his college courses where he did “research”. My first instinct is to simply reject it because there is nothing more I can do than scan its résumé without squinting because there is just too much information. However, he is clearly young and when I was young I would have liked someone to tell me what my applications were all about.

Would it be an exaggeration to contact him and tell him that his résumé is way too long? I thought of something like this, “Unfortunately, your résumé doesn’t meet our requirements on two sides or less. Please submit an updated résumé so we can review your application. ”I also tried to find some wording that led him to some of your CV articles. I know this isn’t really my responsibility as someone who happens to be hiring a position they applied for, but they clearly need feedback. I’m not sure why I should give it to him other than that he’s young and I still clearly remember what it was like to get my first “real” job after graduation. I received another five-page résumé from someone with extensive (independent) experience and I don’t feel compelled to provide feedback to that person.

In general, it is not your job to provide such feedback to applicants and it can be time consuming if you do it out of habit and people will be rude at times … but I agree that it would be a kindness in this case, since he’s straight out of school and this will be an instant deal breaker for most of the applications he sends in.

I would put it this way: “We can generally only review resumes that are a page or two in length (and especially right after school, many employers expect you to stick to one page). If you can submit a shorter résumé we will be happy to review your application. ”(I prefer to refer to“ Length requirements ”as this is not really a formal requirement.) You could add,“ Here is an article that will help could “and link it to something like that.

5. Should I give my recruiter a thank you?

I’m at the end of a job hunt (Huzzah!). Letter of offer in hand, still has to officially accept it and notify my current employer. This is the second time I’ve used the same headhunter. I love him and his process. For my current position, he has given me a 27% raise over my previous job!

I am aware that the companies that want to hire him pay him his fee, but should I give him something in recognition? I feel like I get a lot of support from him for free.

Don’t give him a present. But tell him how much you appreciate his help, and state exactly and in detail what he did, what was important to you. Better yet, write it down on a note – people often cherish this for years (a lot more than Starbucks cards and such). And you might also think about how you can be helpful him – like recommending good candidates for positions he is recruiting for, etc.



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