Q: The idea that workplace requirements and conditions are a daily negotiation and that millennials should be managed differently is ridiculous. The hiring process should include a document defining the workplace requirements, and prospective employees should sign that document stating they clearly understand those requirements regarding hours and performance.
As manager, I always heard out an employee who had a problem. I advised the person of two things: He/she could accept my decision with my blessing, or discuss that decision with my boss. There was never any daily or weekly negotiation about the duties and responsibilities, except in the case of an emergency that could not possibly be avoided.
Companies are not created for the convenience of its employees, and employees are always free to find another employer that allows them to do things their way. Treating all employees with kindness and respect is a two-way street, and management is responsible for taking the lead in this. If a person is a valuable employee based on performance, and is not rewarded accordingly, he/she should find a company that will do that. If, on the other hand, the employee is a pain and is not performing well, that person should expect to find someone else taking that position.
A: You have just described the perfect workplace. Neither employers nor employees gain from a situation where employees are treated differently and without respect. Allowing "divas" to keep jobs reflects poorly on managers, as it shows their lack of leadership and management abilities. A document signed by each employee prior to the start of a job would help protect companies from feared lawsuits.
If an employee puts forth an exemplary performance, that employee should be rewarded, not for simply meeting job requirements, but for outstanding performances that go above and beyond. This type of efficiently run company would require an open-door policy where the human resource departments hire qualified human relations staff to take a serious look at complaints about managers.
This is where companies have generally changed. When HR departments changed due to mass layoffs 10-15 years ago, human relations positions were eliminated, and staff with psychology backgrounds and social-work-like qualities were replaced with inexperienced, clerk-like staff. HR then reacted to problem situations without interviewing and understanding the behavior of all involved. Large companies often turned over problems to legal representatives, completely ignoring the human condition. If companies return to analyzing turnover costs resulting from managers who lack people skills, perhaps they will re-adjust their promotion systems for employees.
Does Your Manager Act With Malice in Mind?
Q: I work in California, where a car is a necessity. My car died, and fixing it cost more than the car's value, so my brother offered to give me one of his cars. I picked up the car on a Saturday so as not to interfere with my work hours, but after I got home, we realized we had forgotten to transfer title so he would not be liable if I had an accident. He mailed documents to me for transferring title, and I called my manager as soon as I received them. I said I planned to register the documents that next morning, and she seemed OK with that. I start work at 9 a.m. and said I might be a little late.
When I arrived at 9:30, my manager criticized me for notifying her "last" minute (it was the day before). She said she had needed to work with me early that morning to prepare for an offsite meeting that afternoon. She warned that the next time I needed time off for anything, she would deny my request. She said my actions showed a lack of interest in my job and that she had discussed it with her boss. She continued the day without speaking to me. I don't know what to do.
A: She is the one who notified you after the fact. She should have told you not to be late the next day due to her meeting. Her denying you future time off is vindictive, and behavior worthy of notifying her boss. Do your best at work and start an immediate job search. She should not be anyone's boss.
Email your questions to workplace expert Lindsey Novak at LindseyNovak@yahoo.com and follow her on Twitter @TheLindseyNovak. To find out more about Lindsey Novak and to read features by other Creators Syndicate writers and cartoonists, visit the Creators Syndicate Website at www.creators.com.
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