"I work for an advocacy nonprofit and we are in a delicate situation with the spouse of a board member and organization co-founder, Beth."
At the time, we received an anonymous message about the charges through our contact page, so we removed some incidental photographs ...
...of Tom from our website, but no further action was taken because he is otherwise uninvolved with the organization.
Our conference is explicitly aimed at family participation and includes a large number of children. However, this shouldn’t be your problem to solve because this is very much a board thing to handle.
"I’m a teacher, as well as the unofficial “tech guy” for my school. The official tech people are in another building, so people tend to ask me for help with computer issues before submitting a work order. I love this role, and I can confidently say I can solve just ...
...about any basic computer issue, which really takes the pressure off the official IT guys (my first year here a teacher demanded they stop installing a computer lab in another school so they could look at her desktop, which turned out not to be plugged in)."
The problem is that teachers often feel they have to stand right there with me, staring over my shoulder as I work. This makes me nervous, as I feel like I’m performing for an audience.
I’ve tried things like “feel free to work on something else” or “this may take a while, I’ll let you know when I’m done,” but that doesn’t always work.
"I’m a manager with a couple of years of supervisory experience. My team generally seems to like my supervision and were very excited to have me back after a recent maternity leave; and my supervisor has ...
...told me I’m exactly the right support for a couple of my team members. One of my employees tells me regularly that he appreciates my feedback and I always am insightful about what he needs to work on."
Once you have that culture — and it takes a while to build — you can try explicitly drawing people out with questions that are more targeted than just “how am I doing?” For example: “What’s one change I could make that would improve your quality ...
...of life or make your job easier?” … “What’s one thing you’d like me to keep doing and one thing you’d like me to experiment with changing?” … “What are some ways I can make you feel more appreciated/supported/empowered in your job?”
"My manager yells at employees with the door open, using profanity to get his point across. It always seems to happen when things don’t go his way. He also talks with various managers again with his door open or in ...
...their adjoining hallway about politics, and call those who don’t view his politics the same, stupid or just idiots. This even trickles into meetings we have as a team. I just need to know if this is harassment?"
"It recently occurred to me that applicant tracking systems probably collect analytics, and that might include whether someone ...
...has opened an email. Are recruiters looking at whether someone has opened their emails? What about hiring managers?"