Comments for http://unconventionalhr.com Fri, 18 May 2012 15:57:09 +0000 hourly 1 http://wordpress.org/?v=3.3.2 Comment on “I hate my boss!” by Barbara http://unconventionalhr.com/i-hate-my-boss/#comment-531 Barbara Fri, 18 May 2012 15:57:09 +0000 http://unconventionalhr.com/?p=1405#comment-531 I have to agree there are plenty of terrible bosses out there, but it is necessary to come up with another reason for leaving a job. I previously experienced a boss who was a sociopathic bully who never accepted responsibility for her mistakes and lied to make others look bad to the owners. I had been looking for a new job for several months and when asked why I wanted to leave the position I used my second and third reasons, which were more acceptable in an interview. This is what I said - "The company has recently gone through some structural changes and I do not see any opportunities for me under the new structure", which was mostly true since you didn't know what that structure was from one day to the next. The second reason I gave was "Benefits". The company did not offer any benefits. Therefore, that was legitimate reason to want to move on. I most certainly could not be honest and give any examples because they were so horrible that no one would believe me! I have to agree there are plenty of terrible bosses out there, but it is necessary to come up with another reason for leaving a job. I previously experienced a boss who was a sociopathic bully who never accepted responsibility for her mistakes and lied to make others look bad to the owners. I had been looking for a new job for several months and when asked why I wanted to leave the position I used my second and third reasons, which were more acceptable in an interview. This is what I said – “The company has recently gone through some structural changes and I do not see any opportunities for me under the new structure”, which was mostly true since you didn’t know what that structure was from one day to the next. The second reason I gave was “Benefits”. The company did not offer any benefits. Therefore, that was legitimate reason to want to move on. I most certainly could not be honest and give any examples because they were so horrible that no one would believe me!

]]> Comment on My money’s on the stripper by Andrew B http://unconventionalhr.com/my-moneys-on-the-stripper/#comment-520 Andrew B Wed, 16 May 2012 03:49:30 +0000 http://unconventionalhr.com/?p=1554#comment-520 "The reason I want this gal to win this case is because a message needs to be sent to employers to get off their high, self-righteous horses and respect the private lives of their employees." I want to agree with this statement but it is just not that simple. Employers really need to take time to touch base with their HR departments and value their suggestions. This has red flags all over it. Unless you have an explicit policy against it, this is a termination you stay away from. You chalk it up to "my fault for not making my employee handbook more thorough" and gingerly wait for the next opportunity to amendment the handbook (In a non-discriminatory manner of course). Great article, thanks for sharing. (sorry for the long comment) “The reason I want this gal to win this case is because a message needs to be sent to employers to get off their high, self-righteous horses and respect the private lives of their employees.”
I want to agree with this statement but it is just not that simple.

Employers really need to take time to touch base with their HR departments and value their suggestions. This has red flags all over it. Unless you have an explicit policy against it, this is a termination you stay away from. You chalk it up to “my fault for not making my employee handbook more thorough” and gingerly wait for the next opportunity to amendment the handbook (In a non-discriminatory manner of course).

Great article, thanks for sharing. (sorry for the long comment)

]]> Comment on My money’s on the stripper by Kimberly http://unconventionalhr.com/my-moneys-on-the-stripper/#comment-519 Kimberly Tue, 15 May 2012 18:21:34 +0000 http://unconventionalhr.com/?p=1554#comment-519 Great questions Maren -- and excellent points. There are so many variables with this issue and even the example you gave. if people spent more time doing their jobs and not worried about what society or everyone else thinks, the corporate world would be a much better place. And yes, to your example, maybe her day time employer didn't want to look bad because they weren't paying her enough to get by! Thanks for visiting and commenting! (Yea, I liked the title too!) :-) Great questions Maren — and excellent points. There are so many variables with this issue and even the example you gave. if people spent more time doing their jobs and not worried about what society or everyone else thinks, the corporate world would be a much better place. And yes, to your example, maybe her day time employer didn’t want to look bad because they weren’t paying her enough to get by!

Thanks for visiting and commenting! (Yea, I liked the title too!) :-)

]]> Comment on My money’s on the stripper by Maren http://unconventionalhr.com/my-moneys-on-the-stripper/#comment-518 Maren Tue, 15 May 2012 15:48:07 +0000 http://unconventionalhr.com/?p=1554#comment-518 Wow. I recently posted about someone who'd be fired for a decades old offense of shoplifting. I asked HR colleagues what they thought and a few posited the idea that she may not have been fired for the old, minor offense but for lying about it. While that may be true, inasmuch as the "no-moonlighting" clause in this case may technically be true, I just feel like they are tired old excuses that people pull out when they have no other reason but "you're skeeving me out" or because they are genuinely hurt and/or surprised that trust has been breached. Which leads me to my next conclusion, why do the reaches of employers (and often employees) extend out so much further than common sense and the law provide? Why can't employees just get their business done? Maybe Heather Bussing can answer that. Personal anecdote: Once I was working for an international company with no presence in my state. They had zero issues with me working anything from poles to tables. However, I nabbed a marketing contract with an investment firm during the same time and at one point the CEO made it very clear that he did not want me taking any local contracts that would make me look "low rent". One of his main motivations for hiring me was to have a marketing executive at the table for large clients and he did not want them seeing me around our (little big) town doing anything else, even though he couldn't afford me full time. Do you think that perhaps simply the perception that you have to DO another job (which it seemed this woman enjoyed or at least was passionate about- blog, pics,etc) reflect poorly on the person who is signing your not-big-enough-to-cover-the-family-expenses paycheck? I'm rambling.....back to work. Nice article and best blog post title of the WEEK! Wow. I recently posted about someone who’d be fired for a decades old offense of shoplifting. I asked HR colleagues what they thought and a few posited the idea that she may not have been fired for the old, minor offense but for lying about it. While that may be true, inasmuch as the “no-moonlighting” clause in this case may technically be true, I just feel like they are tired old excuses that people pull out when they have no other reason but “you’re skeeving me out” or because they are genuinely hurt and/or surprised that trust has been breached. Which leads me to my next conclusion, why do the reaches of employers (and often employees) extend out so much further than common sense and the law provide? Why can’t employees just get their business done? Maybe Heather Bussing can answer that.

Personal anecdote: Once I was working for an international company with no presence in my state. They had zero issues with me working anything from poles to tables. However, I nabbed a marketing contract with an investment firm during the same time and at one point the CEO made it very clear that he did not want me taking any local contracts that would make me look “low rent”. One of his main motivations for hiring me was to have a marketing executive at the table for large clients and he did not want them seeing me around our (little big) town doing anything else, even though he couldn’t afford me full time. Do you think that perhaps simply the perception that you have to DO another job (which it seemed this woman enjoyed or at least was passionate about- blog, pics,etc) reflect poorly on the person who is signing your not-big-enough-to-cover-the-family-expenses paycheck?

I’m rambling…..back to work. Nice article and best blog post title of the WEEK!

]]> Comment on “I hate my boss!” by Kimberly http://unconventionalhr.com/i-hate-my-boss/#comment-513 Kimberly Mon, 14 May 2012 15:11:38 +0000 http://unconventionalhr.com/?p=1405#comment-513 Sue, I agree that can work well. My my concern would lie with the fact that not everyone call pull off expressing that with diplomacy and eloquence. If there's any hint of emotion in the statement, there's a risk that the interviewer is perceiving the person as a troublemaker. I do agree with you but not sure it's for everyone unless they've really thought it through. Thanks for visiting and commenting! Sue, I agree that can work well. My my concern would lie with the fact that not everyone call pull off expressing that with diplomacy and eloquence. If there’s any hint of emotion in the statement, there’s a risk that the interviewer is perceiving the person as a troublemaker. I do agree with you but not sure it’s for everyone unless they’ve really thought it through.

Thanks for visiting and commenting!

]]> Comment on “I hate my boss!” by Sue http://unconventionalhr.com/i-hate-my-boss/#comment-511 Sue Fri, 11 May 2012 18:38:44 +0000 http://unconventionalhr.com/?p=1405#comment-511 As you said--badmouthing is definitely out, but I think one could make a case for respectful honesty. "I've had one of those tough situations in which my very best efforts were not appreciated by my boss. It was unfair and stressful, but I am not one to stay and cause trouble. I want to move on in a positive manner." That's just wisdom. But I do like your idea of coming up with the second reason and using that. As you said–badmouthing is definitely out, but I think one could make a case for respectful honesty. “I’ve had one of those tough situations in which my very best efforts were not appreciated by my boss. It was unfair and stressful, but I am not one to stay and cause trouble. I want to move on in a positive manner.” That’s just wisdom. But I do like your idea of coming up with the second reason and using that.

]]> Comment on “I hate my boss!” by Kimberly http://unconventionalhr.com/i-hate-my-boss/#comment-510 Kimberly Fri, 11 May 2012 18:15:22 +0000 http://unconventionalhr.com/?p=1405#comment-510 Exactly Robin! Everyone has a story but it's not always best to share it in a job interview. :) Thanks for your comment sweetie! Exactly Robin! Everyone has a story but it’s not always best to share it in a job interview. :) Thanks for your comment sweetie!

]]> Comment on “I hate my boss!” by Robin Schooling http://unconventionalhr.com/i-hate-my-boss/#comment-508 Robin Schooling Fri, 11 May 2012 18:08:53 +0000 http://unconventionalhr.com/?p=1405#comment-508 Within the last several months I interviewed a candidate who, when asked why he was searching for a new job replied "Because my boss is an idiot!" He then went on to tell me the various and assorted ways in which his boss displayed the aforementioned idiocy. Score 1 for candor, but score ZERO for being moved along in the candidate pipeline. Within the last several months I interviewed a candidate who, when asked why he was searching for a new job replied “Because my boss is an idiot!” He then went on to tell me the various and assorted ways in which his boss displayed the aforementioned idiocy. Score 1 for candor, but score ZERO for being moved along in the candidate pipeline.

]]> Comment on Your Klout whaaat? by Kimberly http://unconventionalhr.com/your-klout-whaaat/#comment-494 Kimberly Tue, 01 May 2012 15:59:56 +0000 http://unconventionalhr.com/?p=1501#comment-494 Your words are always filled with wisdom Sue. So true. Thank you for visiting and for sharing your comments! Your words are always filled with wisdom Sue. So true. Thank you for visiting and for sharing your comments!

]]> Comment on Your Klout whaaat? by Kimberly http://unconventionalhr.com/your-klout-whaaat/#comment-493 Kimberly Tue, 01 May 2012 15:58:48 +0000 http://unconventionalhr.com/?p=1501#comment-493 I'm glad I'm not the only one who understands this Lyn! I can definitely see your point with Gen X&Y too -- to each "boat" his/her own! Thanks for visiting and commenting! I’m glad I’m not the only one who understands this Lyn! I can definitely see your point with Gen X&Y too — to each “boat” his/her own! Thanks for visiting and commenting!

]]> Comment on Your Klout whaaat? by Sue Thompson http://unconventionalhr.com/your-klout-whaaat/#comment-486 Sue Thompson Thu, 26 Apr 2012 20:34:43 +0000 http://unconventionalhr.com/?p=1501#comment-486 People want to argue with success because they're too wedded to conventional wisdom. And we think we must be successful according to conventional wisdom. We don't expect that we can be that without it. (While we are the first to stand up and shout, "Don't let anyone tell you how to be! Be yourself!") People want to argue with success because they’re too wedded to conventional wisdom. And we think we must be successful according to conventional wisdom. We don’t expect that we can be that without it. (While we are the first to stand up and shout, “Don’t let anyone tell you how to be! Be yourself!”)

]]> Comment on Burn the annual performance appraisal (2 of 3) by Burn the annual performance appraisal (3 of 3) » http://unconventionalhr.com/burn-the-annual-performance-appraisal-2-of-3/#comment-485 Burn the annual performance appraisal (3 of 3) » Thu, 26 Apr 2012 18:32:40 +0000 http://unconventionalhr.com/?p=1274#comment-485 [...] talked about why annual performance reviews are destructive and how to do them right when we start doing them more frequently.  Do you know the sure fire way for performance reviews [...] [...] talked about why annual performance reviews are destructive and how to do them right when we start doing them more frequently.  Do you know the sure fire way for performance reviews [...]

]]> Comment on Burn the annual performance appraisal (1 of 3) by Burn the annual performance appraisal (3 of 3) » http://unconventionalhr.com/burn-the-annual-performance-appraisal-post-1-of-3/#comment-484 Burn the annual performance appraisal (3 of 3) » Thu, 26 Apr 2012 18:30:21 +0000 http://unconventionalhr.com/?p=1227#comment-484 [...] talked about why annual performance reviews are destructive and how to do them right when we start doing them more frequently.  Do you know the sure fire way [...] [...] talked about why annual performance reviews are destructive and how to do them right when we start doing them more frequently.  Do you know the sure fire way [...]

]]> Comment on Your Klout whaaat? by Lyn Hoyt http://unconventionalhr.com/your-klout-whaaat/#comment-483 Lyn Hoyt Thu, 26 Apr 2012 17:38:15 +0000 http://unconventionalhr.com/?p=1501#comment-483 My husband is the exact same way. Has no interest in social media. Though he knows it is important for our business.  I did make him get on LinkedIn. Told him it was for back links. ;) I also feel that if you have clients in the gen x and y they will not trust you as much if you do not have "some" digital footprint. But, a handshake is just as effective and equally as necessary. Somebody has to work that "boat".  There are many networking boats to sail. Social media is not the only one. If you are making sales- then rock the handshake! My husband is the exact same way. Has no interest in social media. Though he knows it is important for our business.  I did make him get on LinkedIn. Told him it was for back links. ;) I also feel that if you have clients in the gen x and y they will not trust you as much if you do not have “some” digital footprint. But, a handshake is just as effective and equally as necessary. Somebody has to work that “boat”.  There are many networking boats to sail. Social media is not the only one. If you are making sales- then rock the handshake!

]]> Comment on Don’t spend time on fluff please by Krista Francis http://unconventionalhr.com/dont-spend-time-on-fluff-please/#comment-480 Krista Francis Thu, 19 Apr 2012 21:14:51 +0000 http://unconventionalhr.com/?p=1454#comment-480 My 'system' would be to get the employees to manage the lottery. My ‘system’ would be to get the employees to manage the lottery.

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