lunch meetings when I can’t eat, I’ve fired my new employee before, and more




This post, lunch rallies when I can’t eat, I’ve fired my new work before, and more, was originally published by Alison Green on Ask a Manager.

It’s five provide answers to five questions. Now we go…

1. Lunch fits when I can’t eat

I’m about to enter an manufacture that encourages people to communicate with each other, in particular through the stately incident of “let’s have lunch.” My biggest confidential is that I have a rare lifelong compulsive eating that meets it very hard to eat with beings. When I frequently have lunch with parties, I’d rather swallow on some chocolate and still be engaged in the conversation. Knowing that buying someone lunch is a way to show kindness, especially between professionals, I am not ready for this. The worst case scenario is for the other party to think they are doing a very kind service of saying something for me. Insisting that I gobble when I am not in the claim space can be insanely triggering and can lead to me having an psychological disturbance. These “rules” do have exceptions, nonetheless. For illustration, I am more likely able to eat breakfast than lunch and dinner.

Having a lunch cros is inevitable. How can I still participate in lunch conversations without having to eat nor justify my surrounding?

If these banquets are with groups, this will be easier to navigate; people won’t be as focused on what you’re eating or not eating and you are eligible to likely “re going away” with exactly coffee and something small that you push around on the plate( if you’re comfortable with that ). But in a one-on-one meeting, it can feel somewhat awkward to be the only person eating and it’s more likely to become A Thing. So for any confronts that will exactly be you and one other person, hint breakfast or coffee. People are often glad for the opportunity to change things up( and both of those can be shorter than lunch, which people often appreciate ). But if someone is really pushing lunch, try saying, “I’ve got some food limiteds that make it hard to order off most menus, but I’m happy to exactly have coffee if you want to do lunch.”( Then it’s up to them if they want to be the sole eater .)

It’s unlikely that someone will tell something for you( that’s not something parties commonly do in business status, extremely if you’ve already said you have food regulations) but when a person is does, jump in with, “Thanks for render but I detest to waste meat, so I’ll stick with coffee.” Typically when someone thrusts menu in a framework like this, they’re worried about you not having what is necessary or that you’re unhappy/ being robbed, so the more you can be breezy and cheerful about it, the better: “Oh, I’m used to it, I don’t mind at all! ” — “Any time I have coffee is a win for me! ” — “Nah, I’m used to it and it doesn’t bother me at all. So tell me about Work Topic X! ”

2. I’ve shelled my new work before

I recently took a job in my same industry and city. In my new persona, I’ll have a team of eight reporting to me in many capacities and functions. During the interview process, I got a brief read-out of the team and a high level talent assessment. Nothing stood out as a question. On my first day, I assemble the team reporting to me. One of the people on the team is someone that worked for me before and who I started for case due to performance at my previous job.

What do I communicate to my new administrator and/ or HR about such a situation? It feels peculiar to say nothing because eventually, this could be a management issue — I’m sure this hire doesn’t feel enormous about developments in the situation. On the other hand, I don’t want to risk harming this person’s reputation at this busines if they are doing a good job so far. This person is pretty brand-new now, more, and my impression is they are either doing a better occupation in this role or handling has not yet distinguished an issue with their performance.

Have you talked to the employee hitherto? That’s important because they are undoubtedly really uncomfortable, if not outright panicking. Ideally you’d tell them that you’re happy to be working with them again, you’ve heard good things about the use they’ve been doing( if that’s genuine ), and while you know your last experience working together didn’t arrive the highway either of you missed, this is a different situation and, as far you’re concerned, both of you are starting fresh.

I do think you’re right that you need to mention it to your own manager or HR. It sucks because this person is entitled to a fresh start without the firing following them to a different undertaking, but I’d be moderately concerned if I found out someone I managed didn’t share something so potentially related with me. It’s relevant not as a predictor of the person’s work now but because it could affect the dynamic between the two of you, and either of you could struggle not to construe things through that old-fashioned lens. I’d keep it very brief — “I finagled Jane at an old activity and unfortunately the fit wasn’t right and we discontinued up parting channels. I’m unusually willing to start fresh with her and I’m hopeful the role she’s in could be a great a parallel, but I figured you’d want to be aware of the prior work relationship.” Likewise, if it’s been a while since you worked together, stress that too.

3. Visible nipple thrusts at work

I work in healthcare, and one of our front desk organization has nipple thrusts that are easily evident through her shirt( to the degree that it is obvious what type of jewelry she is wearing ).

Although I am generally firmly in the tent of” your lingerie (/ stabs) are your own business, ” is it appropriate to ask her to conceal her sounds more effectively? If so, how does one have that discussion?

Maybe it’s because my brain is completely burned out after Wednesday’s speed round( in which I refuted 76 QUESTIONS IN TWO Hours and may never recover) but I’m candidly not sure this is right I stand on this. I can come up with a assortment of defences for saying you can’t have distracting stabs at work( no matter where they are) and I can come up with a knot of reasons why you should leave it alone. In general, my bias is to err on the two sides of causing parties peak discretion unless you have a good reason not to, but that doesn’t always operate when you’re dealing with front desk staff who are the face of your business. If you had a “no noticeable non-ear piercings” policy, that would cover this — but I don’t want you to implement that programme precisely to deal with this since it would restrict other strikes that you might otherwise ought to have penalty with.

Ultimately, I recall the right answer is that you can/ should address it, but I can’t seem to get myself the whole way there … and I’m sure it’s because I’m so tired of people having opinions about how women’s breasts show up at work … even though I know this is different from those situations. Hopes from others?

( It’s also an interesting pondered practise to think about how you’d handle this if it were a highly visible Prince Albert piercing on a humankind .)

4. Can I use a second job offer to get more money after I’ve already admitted a different proposal?

Last year, I( unsuccessfully) attempted to negotiate my existing contract with my bos of five years as it was no longer working for me and my family. My boss listened to my concerns, but I was told that our manufacture was hurting from COVID and the changes I was seeking were not possible then. A week last-minute, I was furloughed for several months. At the end of my furlough, my bos let me know my job was still available to me, but my contract would remain unchanged. I had a job offer in a new role in the same industry, which I accepted, and told my supervisor I would not be coming back. We parted on good terms.

After six months at my brand-new hassle, I realized this new role was not for me. After a chance encounter with my former employer’s biggest adversary, I was offered my age-old role at this new company, with all the terms I was previously searching. I accepted the position and have a start date in the coming weeks.

My industry is small, and this morning my onetime overseer contacted out to me saying that he examined I’m going to this new company and was upset I didn’t trying to reach him about gotta go back into my age-old role. He mentioned that they are expanding their workforce, and asked if I would be open to talking about modifications that have already been implemented there and what it would take to have me return! I accepted the meeting but have no intention of returning there regardless of how good the furnish is. My intention was to see what they offer and then go to my new occupation, tell them my age-old employer made an unsolicited present, and see if they can offer me a ratify bonus. In my industry, ratifying bonuses are very common. I was not offered one with my initial offer, but I know they have offered them in the past to try and entice people to join their company.




Is this acceptable practice, or does this have the potential of blowing up in my face? I’ve never been in this position before, and I figure it doesn’t hurt to ask, right?

No, it could hurt to ask. You’ve accepted their offer, and you’d basically be going back to them and saying, “I might not make this chore after all, unless we can renegotiate compensation” — which will make it look like you haven’t been operating in good faith.( What if they came back to you after you’d accepted the job and wanted to pay you less ?) You can walk away from the new position if you crave( it will likely burn the bridge, but you can do it if you just wanted to take the old place ), but you can’t say, “Wait, I changed my thoughts and now I crave more.”

Frankly, I wouldn’t take that had met with your age-old boss at all if you’re positive you have no intention of returning. That would be operating in bad faith with both employers and it’s not a good way to steer your career.( There’s generally no suffering in hearing people out, but in this case you’d be consuming their age alone in the hopes of using it to get more fund from someone else, and you gamble that someone else telling you that you should go ahead and take the other offer, which you don’t even want .)

5. All my fellow members preserves canceling on me, and it’s jeopardizing a deadline

I am supposed to be trained on a particular platform for evaluating students. The person responsible for this training has said they would meet with me on three different occasions, but they have never shown up; ever something been put forward. I have done what I can in the system by reaching out to fellow colleagues, but the next steps must involve the training person. If the data is not submitted by end of April there will be tough results, district and state-wide. How do I approach them with a firm understanding that we must meet? Do I go to my manager? Help!

Do two things: let the person know that you absolutely must have the data submitted by the end of the month, which means you need the training no later than X( to give you time to actually do the drudgery after you’re instructed ), and request how to pin down a go that they can perfectly commit to. Then give your boss a heads-up about what’s going on and how you’re handling it, so that she’s well understood the situation and so she knows how intervene only if she wants to.

You are also welcome to like: I pierced my nose in quarantine, a disgusting boss, and moreshould you bring your lunch on your first day of toil ?why are profession applicants balking at an interrogation over lunch ?

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