She is not "ghosting" you if she is on sick leave.
The whole point of "sick leave" is that the person is not feeling well and cannot work. She might be resting, she might be out for doctors appointments or physical therapy, she might have taken prescription medicine that makes her drowsy and forgetful, she might lie down in a dark room with piercing ...
My response to them saying those numbers are wrong would be to say that that's the reason I'm bringing this to their attention - their idea of the salary range and my idea of the salary range for this position are apparently at odds.
At the end of the day, you're looking for considerably more than you're getting, and you believe others are able to offer ...
What's a work-appropriate way to say "Please stop talking and let me
Once they state the request, repeat it back to them and then say:
Do I understand the requirement/change correctly?
If they say yes:
You say “Great, now let me get this done for you”, then turn from them and start working.
If not continue the dialog with the person making ...
Respond politely by asking them what they need from you.
Your co-worker likes to begin conversations with small talk, which is a style of communication that some people prefer. They find it necessary or comfortable to engage in warmup dialogue before stating their intent. These preferences are developed over time and are hard to unlearn. So let's assume ...
I'm a bit confused here. My understanding was that feature X has property Y. Is there something I'm missing here which means this doesn't work in this case?
Much better to start from the assumption that you are the one that is wrong, rather than the other way round. If you're wrong, you'll learn something; if you were in fact right, you've now ...
Sounds like your boss has a problem.
To my surprise, where I thought I had posted my new phone number (a place where ALL employees could share their new updated contact number) was ACTUALLY where only where the branch supervisors put their phone numbers.
I'd have responded to this with a casual apology. "Sorry boss, I had no idea that was only for branch ...
Most importantly, make it clear that you have a plan for adjusting future workloads so that he hopefully doesn't ever have to do this again.
There's a danger here that you seem to have picked up on. Some workplaces celebrate the "hard worker" willing to "do whatever it takes" so much that it becomes a cultural expectation that people will always "do ...
The idea you don’t understand how an employee being out sick works speaks volumes to your core frustrations.
First you say this:
“Yesterday I tried to contact her through the usual channels and she did not respond - yesterday she told me that she will call me back through SMS, but she did not.”
I think she didn’t contact you because… She’s sick and out ...
Accept the invitation if it doesn't conflict with previous plans and go to the dinner.
Attending something like this doesn't oblige you to anything at all, but it does allow you to network and to explore your options, if there are any on offer to you.
You don't have anything to lose by going. If you don't go, you won't know what you may have lost out on.
It sounds as though the level of intricacy and detail of the documents you are writing are above my current pay grade, but as a former middle school teacher I have a few tips that may help. (I had to get kids to try and read too!)
Try creating an outline or bullet point list that will highlight specific aspects of the document you are wanting them to read. ...
The incident you described is unethical, unprofessional, abusive and borderline harassment. Irrespective of the facts about the efficiency, technical capability, time management etc or that person's "importance" in the organization (or whatever you are assuming by saying "greater asset").- this is about work ethics.
Time to have a talk with HR, without any ...
I'm one of those people
I believe you are reading too much into this!
Don't start with team-building exercises, surveys, etc. Leave it be.
If you are getting the results you need from these sessions, that's what matters.
Some people just naturally don't like eye contact in one-on-one conversations. Me included! That includes me being in positions of ...
This sounds like one of those tasks that get you acquainted with the team, get you familiar with the processes, and spurs IT to give you access to the relevant network resources.
They expect you to take a long time doing this, and to be very disruptive to other team members with your questions while you're doing it. So take this as an opportunity to learn.
A simple follow-up email would be sufficient:
Hey boss, just wanted to thank you again for the pay rise before Christmas, definitely came as a very welcome surprise! Happy holidays, Sirence.
Even if you are indifferent, he's gone out of his way (ie 2nd time interacting with you) to give you a raise. It doesn't cost anything to thank him, and it'll keep ...
I think the crux of the situation is:
There is no template even though my boss asked her to provide one.
Next time she stops by, beat her to the punch and insist that you need the template to do your job before she even asks for the next iteration of request. When she derails the conversation with specifics of what she wants wholeheartedly agree that ...
Ahh, the issues when you leave your own country.
I have experienced this situation many times when I first moved to the country I live in now. There are two local languages that are spoken...neither of them English. (I am now a multilingual, but English is my first and native language). I mastered (whatever that means) the main official language of the ...
He follows all the company policies for sick days, so from the HR
perspective there is no problem.
Then there's no problem that needs resolving.
Should I approach his sick days in the feedback meeting?
No. If the employee is complying with the company sick leave policy then there isn't anything you need or should do.
While I understand that you may ...
It sounds like you're not a good fit for that office. I wouldn't force the issue with your cowokers as it's not their problem. If they want to work in silence with headphones on for nine hours, and that is how they're most productive, then fine.
What you need to balance is if this is acceptable for you. I have worked on teams like you describe, and I find ...
Be firm and polite, but above all else don't explain yourself!
In this situation explanations invite argument and risk hurt feelings. Avoiding them is best. Instead simply state your policy in an emotionally neutral way (and of course make sure you consistently apply this policy):
Thanks, but my policy is to avoid mixing work and politics.
If you feel ...
Unfortunately, there's no shortcut, it really is a matter of getting familiar with Indian accent, speed, and inflections. These can be very challenging.
That said there are some things that will help.
If your company hasn't invested in good conference-call/phone equipment, they should, this is exactly what that stuff is designed for!
Use a really good ...
How can I give my coworker the training in the time I have left?
You don't, this is your boss's job to assign not yours. When you resign from the company, your boss will decide who ( if anyone ) will be trained to fill your role. They will also decide if you will be the one doing the training or not.
I would simply ask
It looks like you have hurt yourself. Are you OK?
If he is a respected colleague, I don’t think they would get uncomfortable with that.
It is possible they may get this question all day but ignoring it seems even more rude to me. If they are not comfortable discussing this, they may just brush it off or depending on your relationship ...
First of all, Congratulations!!
That said, I believe your superior made his intentions very clear with the statement
"I will review and determine the best way to move forward but this is not a democracy."
You did your job, without having been asked, twice. Don't sweat it anymore, let them manage. You anyways have the proof that you tried helping.
My opinion is that is a predatory practice and it is unethical. And it's the case that any decent moral or ethical system worth its salt is occasionally going to demand that you take a hit. It's easy for me to be an armchair quarterback and say, "Stand up for what's right and take the consequences." Still, that's what my advice is.
I did this once. I ...
As you mention there is no urgency and you have a direct contact with the sender, I would suggest coming back to them with something like that :
I've received your request and implemented the changes in our
However, It's come to my attention that in the template I
received, you wrote the word 'FouBare'. Maybe you meant ...
Joe doesn't have a driving license nor a car. He had said that he had
no utility for a car nor time to learn
He does have utility now. He found a job that is more than 20Km from his house. He found somebody to drive him that charges far less than the cost of public transportation.
The idea of car pooling is to share the costs of commuting. In many cases ...
As a person with "hidden" disabilities myself, I would appreciate if, instead of telling her (you would probably unintentionally communicate a botched version of my disability and how it affects me at work), you let me know (in private) that "When I used to work here I overheard you and manager discussing your problems with X, I have now heard that some ...