Some random, miscellaneous stuff:
1. I'm interested in people's experiences with 360 degree feedback systems, especially in organizations with smaller departments, where even the best efforts to preserve anonymity may be undone by the small staff size of the manager being evaluated. I'm intrigued by the idea of going in this direction but am concerned about how anonymous the feedback can really be in departments with only a handful of people. Anyone have any experience with that?
2. Thanks to everyone who voted in the 2008 Weblog Awards. Ask a Manager came in at #5 out of 10 in the Best Business Blog category.
3. The cheesy "industry gossip" site that keeps spamming my and other blogs' comments section with the same self-promotional message over and over can suck it.
4. It is really cold and I'm being saved from frostbite only by burrowing under the softest flannel bedding known to man or woman. Garnet Hill flannel, I love you.
Friday, January 16, 2009
Wednesday, January 14, 2009
how to determine severance when firing an employee
A reader writes:
I have just finished reading what you've written on how to fire an employee. Excellent advice. I do have one question. The employee who will soon be “let go” has certainly had many chances to improve, been given objectives and not met them, etc. However, because this person is still human, has a family, is the bread winner, I do not feel right just severing the ties without some sort of departure package. I do have to take into consideration that this person was an under-performer who had plenty of chances and did cost many other employees a lot of time.
Can you make a recommendation as to what I could do as far as pay, if any? We operate based on the hire date so all of the sick time and and vacation time has been used so I can’t use that to “pay out.” Would I just pay two weeks salary and wish them well? Any suggestions, recommendations, words of wisdom would be greatly appreciated at this point. By the way if it is any help, we are a work at will state that has no requirements with the exception of the standards like COBRA.
There's a wide range of standard practice here -- some companies give no severance when someone is fired for cause, some give a couple of weeks, and some are more generous. In deciding what you'll do in this case, here are some questions to consider:
- What precedent, if any, has your company set in similar situations? Legally you're on safer ground if you don't violate an existing precedent (unless you're more generous than that precedent and willing to do that in similar situations in the future).
- How much warning has the person had? Have they had the chance to see the writing on the wall and start job-hunting? Or are they likely facing a long job search that they haven't had any notice to start yet?
- Are you worried about the employee retaliating in some way, such as through (hopefully frivolous) legal action? If so, severance can be a good incentive for him not to do that -- since to receive severance, employees typically have to sign a general release, releasing the company from any future claims.
- What can you afford to do? This is the biggest one. I tend to think that if you can afford to be generous, you should be. (Without knowing factors like the length of employment and nature of the problems, I'd consider two weeks' pay to be reasonable and one month or more to be generous. I'd also consider zero to be defensible in many circumstances.) If you can afford to be generous, it's the compassionate thing to do.
Advice from anyone else?
I have just finished reading what you've written on how to fire an employee. Excellent advice. I do have one question. The employee who will soon be “let go” has certainly had many chances to improve, been given objectives and not met them, etc. However, because this person is still human, has a family, is the bread winner, I do not feel right just severing the ties without some sort of departure package. I do have to take into consideration that this person was an under-performer who had plenty of chances and did cost many other employees a lot of time.
Can you make a recommendation as to what I could do as far as pay, if any? We operate based on the hire date so all of the sick time and and vacation time has been used so I can’t use that to “pay out.” Would I just pay two weeks salary and wish them well? Any suggestions, recommendations, words of wisdom would be greatly appreciated at this point. By the way if it is any help, we are a work at will state that has no requirements with the exception of the standards like COBRA.
There's a wide range of standard practice here -- some companies give no severance when someone is fired for cause, some give a couple of weeks, and some are more generous. In deciding what you'll do in this case, here are some questions to consider:
- What precedent, if any, has your company set in similar situations? Legally you're on safer ground if you don't violate an existing precedent (unless you're more generous than that precedent and willing to do that in similar situations in the future).
- How much warning has the person had? Have they had the chance to see the writing on the wall and start job-hunting? Or are they likely facing a long job search that they haven't had any notice to start yet?
- Are you worried about the employee retaliating in some way, such as through (hopefully frivolous) legal action? If so, severance can be a good incentive for him not to do that -- since to receive severance, employees typically have to sign a general release, releasing the company from any future claims.
- What can you afford to do? This is the biggest one. I tend to think that if you can afford to be generous, you should be. (Without knowing factors like the length of employment and nature of the problems, I'd consider two weeks' pay to be reasonable and one month or more to be generous. I'd also consider zero to be defensible in many circumstances.) If you can afford to be generous, it's the compassionate thing to do.
Advice from anyone else?
Sunday, January 11, 2009
job-searching after being let go
A reader writes:
August 29, 2008 - After working for this IT services company for 2.5 years, I was taken into the boss's office and told that the money was bad and business was scarce. My boss cut me from 40 hours per week down to 20 hours per week to save the company money. He stated that he didn't want to get so bad that he had to shut the doors of the business.
September 24, 2008 - Heard from the accounting/office manager of the business that the company is not doing any better and that the boss had to use funds from his personal account to cover the business taxes.
September 25, 2008 - My boss took me into his office and stated that I made a typographical error and that he was going to let me go.
I felt that he let me go due to the business lacking in funds to cover me on the payroll; however had to come up with a lame excuse to fire me. Please understand my former boss has no people skills and likes to bark commands instead of talk to you like you are a human. In the 9 years that the business was open, my position was the one with the highest turnover. In the 9 years of operation I was number 34 to sit in that seat.
How should I address this on my application and in interviews so that I don't have a hard time finding a job in the future?
I'm not sure that you were fired. As you point out, it sounds like a layoff (which are financially based). You can find out for sure this way: Did the company rehire for your position, or are they leaving it vacant? If the position no longer exists, your position was eliminated, which is often the definition of a layoff.
Now, is it possible that your boss genuinely fired you for cause and then later decided not to refill the position for financial reasons? Sure, absolutely. But given the context that you've laid out here, I'd be skeptical.
If future employers ask why you left, I'd simply explain that the business was in extreme financial trouble, your hours were cut in half, and the boss was using his personal money to pay business taxes. Given the economy right now, most people's brains are going to fill in the rest on their own and move on to the next question. However, some interviewers may specifically ask, "Were you laid off or did you leave voluntarily?" so I'd find some wording that implies you were laid off without outright lying about what your boss said.
Of course, the best thing you could do would be to get the company to agree to consider your departure a layoff (if indeed they didn't refill the position). Assuming they've eliminated the position, you can call your old boss and ask if he'd be willing to call your departure a layoff rather than a firing for future reference calls. It's at least worth a shot -- the worst that can happen is that he'll say no. If there's an HR department, start with them; they may be able to advocate for you with your boss. And actually, even if the company did refill your position and it wasn't a layoff, you should still try this approach; see this post for more details on how to do it. Good luck!
August 29, 2008 - After working for this IT services company for 2.5 years, I was taken into the boss's office and told that the money was bad and business was scarce. My boss cut me from 40 hours per week down to 20 hours per week to save the company money. He stated that he didn't want to get so bad that he had to shut the doors of the business.
September 24, 2008 - Heard from the accounting/office manager of the business that the company is not doing any better and that the boss had to use funds from his personal account to cover the business taxes.
September 25, 2008 - My boss took me into his office and stated that I made a typographical error and that he was going to let me go.
I felt that he let me go due to the business lacking in funds to cover me on the payroll; however had to come up with a lame excuse to fire me. Please understand my former boss has no people skills and likes to bark commands instead of talk to you like you are a human. In the 9 years that the business was open, my position was the one with the highest turnover. In the 9 years of operation I was number 34 to sit in that seat.
How should I address this on my application and in interviews so that I don't have a hard time finding a job in the future?
I'm not sure that you were fired. As you point out, it sounds like a layoff (which are financially based). You can find out for sure this way: Did the company rehire for your position, or are they leaving it vacant? If the position no longer exists, your position was eliminated, which is often the definition of a layoff.
Now, is it possible that your boss genuinely fired you for cause and then later decided not to refill the position for financial reasons? Sure, absolutely. But given the context that you've laid out here, I'd be skeptical.
If future employers ask why you left, I'd simply explain that the business was in extreme financial trouble, your hours were cut in half, and the boss was using his personal money to pay business taxes. Given the economy right now, most people's brains are going to fill in the rest on their own and move on to the next question. However, some interviewers may specifically ask, "Were you laid off or did you leave voluntarily?" so I'd find some wording that implies you were laid off without outright lying about what your boss said.
Of course, the best thing you could do would be to get the company to agree to consider your departure a layoff (if indeed they didn't refill the position). Assuming they've eliminated the position, you can call your old boss and ask if he'd be willing to call your departure a layoff rather than a firing for future reference calls. It's at least worth a shot -- the worst that can happen is that he'll say no. If there's an HR department, start with them; they may be able to advocate for you with your boss. And actually, even if the company did refill your position and it wasn't a layoff, you should still try this approach; see this post for more details on how to do it. Good luck!
Thursday, January 8, 2009
using a different title than your real one on your resume
A reader writes:
I currently work as an IT professional for a company that is contracted by a larger company to provide IT support for their organization. I was originally hired two years ago to provide desktop support services. Due to the elimination of the job of the only other IT employee at our site, I have taken on the responsibilities and duties of a much higher level IT professional.
During this time - approximately 18 months - I have been subjected to "trial by fire." I have been asked to deal with IT issues that I previously had zero experience with. I have consistently come through with flying colors by researching and learning on the fly the skills necessary to handle these situations. During the last 18 months I have also earned two fairly high level IT certifications (MCSE and CCNP).
During my year-end review, I asked for a substantial raise and a title change. My boss has offered a five percent raise (which I have yet to accept or reject) but told me that a title change was out of the question. I am stuck with the label of "Desktop Support Technician" despite the fact that I handle the duties of a Senior Network Administrator and Senior Systems Administrator singlehandedly.
I feel that I am qualified for a much higher paying position - likely double what I make now. I want to start applying with other companies, but I do not want to list my current position as "Desktop Support" as this does not reflect the reality of my current role.
Can I list my current role as "Systems & Network Administrator" but explain during my interview that I actually only hold the "Desktop Support Technician" title despite the duties I perform?
Unfortunately, no. When the prospective employer calls to check your references, they'll likely uncover the actual title and it'll raise a red flag for them about your honesty. They'll also wonder what else you may have inflated.
However, there's an easy solution to this that will accomplish what you're trying to do: Don't list a title. Just list your responsibilities.
Now, some advice on topics you didn't ask about:
There are two ways to respond to the situation you're in: You can be resentful that you had to take on the responsibilities of a higher-level IT staffer, or you be glad that you've been in a situation that made you develop your skills -- developed them so much that in fact you now think you're qualified to double your salary! That's an career development opportunity, not a bitter pill.
(Plus, in my experience, it's pretty common for good IT people to need to learn new skills on the job. IT is a constantly evolving area, and researching and learning new things goes with the territory in many IT jobs.)
Regarding your boss' offer of a five percent raise: You said you haven't decided whether to reject or accept it yet. I'd accept. There are a lot of employers who aren't giving out raises at all this year because of the economy, and plenty more who are having to go a step further and lay off staff (which you mentioned your company has already had to do). A five percent raise is generally considered a decent raise in even good economic times. Take it. Job-search if you want, but take that raise meanwhile.
And if you haven't yet, ask your boss why he's resistant to changing your title. There may be factors you don't know about that will help you make sense of his decision. Of course, maybe there's aren't and he's totally in the wrong, but at least ask (nicely and non-defensively!). Good luck!
I currently work as an IT professional for a company that is contracted by a larger company to provide IT support for their organization. I was originally hired two years ago to provide desktop support services. Due to the elimination of the job of the only other IT employee at our site, I have taken on the responsibilities and duties of a much higher level IT professional.
During this time - approximately 18 months - I have been subjected to "trial by fire." I have been asked to deal with IT issues that I previously had zero experience with. I have consistently come through with flying colors by researching and learning on the fly the skills necessary to handle these situations. During the last 18 months I have also earned two fairly high level IT certifications (MCSE and CCNP).
During my year-end review, I asked for a substantial raise and a title change. My boss has offered a five percent raise (which I have yet to accept or reject) but told me that a title change was out of the question. I am stuck with the label of "Desktop Support Technician" despite the fact that I handle the duties of a Senior Network Administrator and Senior Systems Administrator singlehandedly.
I feel that I am qualified for a much higher paying position - likely double what I make now. I want to start applying with other companies, but I do not want to list my current position as "Desktop Support" as this does not reflect the reality of my current role.
Can I list my current role as "Systems & Network Administrator" but explain during my interview that I actually only hold the "Desktop Support Technician" title despite the duties I perform?
Unfortunately, no. When the prospective employer calls to check your references, they'll likely uncover the actual title and it'll raise a red flag for them about your honesty. They'll also wonder what else you may have inflated.
However, there's an easy solution to this that will accomplish what you're trying to do: Don't list a title. Just list your responsibilities.
Now, some advice on topics you didn't ask about:
There are two ways to respond to the situation you're in: You can be resentful that you had to take on the responsibilities of a higher-level IT staffer, or you be glad that you've been in a situation that made you develop your skills -- developed them so much that in fact you now think you're qualified to double your salary! That's an career development opportunity, not a bitter pill.
(Plus, in my experience, it's pretty common for good IT people to need to learn new skills on the job. IT is a constantly evolving area, and researching and learning new things goes with the territory in many IT jobs.)
Regarding your boss' offer of a five percent raise: You said you haven't decided whether to reject or accept it yet. I'd accept. There are a lot of employers who aren't giving out raises at all this year because of the economy, and plenty more who are having to go a step further and lay off staff (which you mentioned your company has already had to do). A five percent raise is generally considered a decent raise in even good economic times. Take it. Job-search if you want, but take that raise meanwhile.
And if you haven't yet, ask your boss why he's resistant to changing your title. There may be factors you don't know about that will help you make sense of his decision. Of course, maybe there's aren't and he's totally in the wrong, but at least ask (nicely and non-defensively!). Good luck!
Monday, January 5, 2009
vote for Ask a Manager
I'm a finalist for the 2008 Weblog Awards! You can vote for me in the Best Business Blog category here: http://2008.weblogawards.org/polls/best-business-blog/
when you can't give a positive reference
Have you ever been asked to be a reference for an employee you can't honestly recommend? Over at U.S. News & World Report today, I give some suggestions on how to handle reference requests when you can't recommend the candidate. Check it out here.
Thursday, January 1, 2009
interview went well but still not hired
A reader writes:
Had the first interview - seemed to go well. The HR Recruiter told my recruiter that they were getting the req approved and that they wanted me and would be in touch for a second interview.
Second interview came and I felt it went well - just like before. On the way up to the interviewer, the HR Recruiter told me it was just a formality, that the offer should come the following week and that the start date would be around 1/5/09. This information was unsolicited. The interviewer was not feeling well but continued on the interview. He was the COO of the company. He was out all week last week - yesterday we found out that the position was now under a different HR Recruiter and that there was no word yet on the position. This info came directly to my recruiter.
I followed up with a call to the hiring manager, who was the one that really wanted me. I just stated that I was very interested in the position, and wanted to see if she could provide any insight on where the hiring process was.
This morning my recruiter got word from HR that they were going to go in a different direction. No explanation or feedback on the second interviews. We all were shocked and floored, as it had gone so well. The manager of the recruiter who I am working with is going to try to talk with the hiring company to get some feedback.
How can I get back in the game at this point? I have no idea what happened in those second interviews that apparently didn't go as well as I thought. With one of them being sick - could that account for anything? Is it appropriate to fight for it (so to speak) and if so how do I go about that? The opportunity would be a good one and so would the company. Any advice on how to approach this with the hiring company or my recruiting company?
Unfortunately, this isn't uncommon. Even if an interview goes well, someone else's interview may go better ... or the company may truly decide to go in a different direction, as they've told you here. A different direction could mean all sorts of things -- from reworking the job description, to focusing on candidates with more of a background in ___, to dramatically cutting the pay range for the position and thus focusing on cheaper candidates. It's also possible that you might not have been as well-matched with what they were seeking as you thought you were.
Your recruiter is trying to get more feedback, which is exactly what she should be doing. But aside from that, all you can really do is move on. And remember: Things are rarely as perfect as they look on the outside, so if the company felt the match wasn't right, you may have dodged a bullet.
Had the first interview - seemed to go well. The HR Recruiter told my recruiter that they were getting the req approved and that they wanted me and would be in touch for a second interview.
Second interview came and I felt it went well - just like before. On the way up to the interviewer, the HR Recruiter told me it was just a formality, that the offer should come the following week and that the start date would be around 1/5/09. This information was unsolicited. The interviewer was not feeling well but continued on the interview. He was the COO of the company. He was out all week last week - yesterday we found out that the position was now under a different HR Recruiter and that there was no word yet on the position. This info came directly to my recruiter.
I followed up with a call to the hiring manager, who was the one that really wanted me. I just stated that I was very interested in the position, and wanted to see if she could provide any insight on where the hiring process was.
This morning my recruiter got word from HR that they were going to go in a different direction. No explanation or feedback on the second interviews. We all were shocked and floored, as it had gone so well. The manager of the recruiter who I am working with is going to try to talk with the hiring company to get some feedback.
How can I get back in the game at this point? I have no idea what happened in those second interviews that apparently didn't go as well as I thought. With one of them being sick - could that account for anything? Is it appropriate to fight for it (so to speak) and if so how do I go about that? The opportunity would be a good one and so would the company. Any advice on how to approach this with the hiring company or my recruiting company?
Unfortunately, this isn't uncommon. Even if an interview goes well, someone else's interview may go better ... or the company may truly decide to go in a different direction, as they've told you here. A different direction could mean all sorts of things -- from reworking the job description, to focusing on candidates with more of a background in ___, to dramatically cutting the pay range for the position and thus focusing on cheaper candidates. It's also possible that you might not have been as well-matched with what they were seeking as you thought you were.
Your recruiter is trying to get more feedback, which is exactly what she should be doing. But aside from that, all you can really do is move on. And remember: Things are rarely as perfect as they look on the outside, so if the company felt the match wasn't right, you may have dodged a bullet.
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