re: OT Managers / Directors

Willy. You mad because she is thinking about leaving or she wasn't forthright? You can't put an employee in the position to be untruthful and punish them both ways. They're damned if they do damned if they don't tell you. I

would never pull out a letter in someone. That's kind of bs in my opinion.

I've always treated my employees how I would want to be treated. None have left after 2 years and all seem happy because of it. I also get direct honest answers about it.

For instance when that one girl told me she interviewed, I gave her some advice about making career moves hastily. And that you only leave out of state if the money is something you feel you couldn't locally. +40%. Explained to her the positives of staying and gaining experience. No problems since.

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At one time, didn't you contemplate starting your own gig?

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Yes and I may still pursue this option in time. All depends on whether or not I can get my family's buy in and support.

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Sounds like some of that is none of your business.

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Wrong, if someone is planning on leaving, and may leave him short handed, he needs to let her go before she can do this.

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All three times she denied it

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are you Jesus?

I dunno man. After 20+ years of managing and being a Director and owner of a business, everyone looks - simple as that. No reason for someone to lose their job.

Matter of fact, I sent an inquiry in today for a different position - money $$. No harm, no foul. So what if they lie to you about it - you are not their priest or husband, you are an employer - that is all.

Get over it and move on. More important things to think about than something like that.

So if they tell the truth, they feel like they've endangered their livelihood in a position with less than 60 days on the job.

If they lie-feeling vulnerable towards someone they don't have a relationship professionally speaking with yet-they feel like they've endangered their livelihood in a position with less than 60 days on the job.

If you write them up, then you're driving a morale wedge between you two. If you want to teach, then teach. Don't punish.

I can guarantee you are being an anal retentive a-hole about the "company property" BS. I send silly pictures like this to express to people I'm excited they've hit timelines, deadlines, or accomplished tasks.



You're telling me that this is theft of company time and misuse of company property. It took ten and a half seconds. Which could be the amount of time it took to forward her cover letter to her work email and then save it in her documents, which would create that water mark.

You're a shrewd guy and you aren't in your position for no reason. But you sound like you had your mind made up to a large extent. Coming here gave you a different point of view. In a sense I'm glad you did.

But please do me a favor. Review your work behavior. Is this the norm for you? Snooping? Hiding behind rules? Aggressively enforcing some of the most habitually abused and least enforced rules in any workplace like they are justification for the professional equivalent of righteous indignation?

If it is, please do some introspection and ratchet down. I'm telling you right now, if you have some downstream direct reports, they're chafing under you right now. For the wrong reasons.

Stop using positional authority to perform your job. Focus on persuasional authority instead. Set an example for your employees and make sure it's not an example of how not to manage.