Jevon (Jiehan) Yang’s Post

𝐃𝐞𝐚𝐫 𝐇𝐑 & 𝐌𝐀𝐍𝐀𝐆𝐄𝐑𝐒, let's talk before our employee walks! We all know hiring takes effort. Resumes, Interviews, Tests, and more! Then, someone's gone, often without a single conversation. It feels, off, right? Here's the thing: respect goes both ways. If we invest so much time choosing someone, shouldn't we give them a chance before saying goodbye? It's not about coddling people: It's about recognizing that performance can dip, goals can be missed, and situations can change. One conversation, just one, can make a world of difference. Imagine this: your manager sits you down, asks about your struggles, suggests solutions, and offers support. Maybe it's a training gap, a workload issue, or just a bad month. That conversation could turn things around, save a valuable asset, and build trust. Of course, not every situation has a happy ending. But wouldn't you rather know you tried, gave a voice to your concerns, and parted ways with dignity? Firing without discussion feels like ripping off a bandage – painful and messy. A conversation is like gently removing the stitches, leaving room for healing and understanding. So, managers, I urge you: to invest in one round of discussion before the final goodbye. It's the least we owe each other, the respect we all deserve. And who knows, it might just save the day. What are your thoughts on having a conversation before termination? Share your experiences in the comments! Let's build workplaces where communication, not just contracts, rules the day. Let's make a human connection even in the face of difficult decisions. #hiring #employee #workplace #communication #workculture

📝💫 Hey there! 🌟 Let's dive into this interesting article by Alison Green from Ask a Manager! 📰👩💼 So, a reader had a short-lived job where they received some unexpected negative feedback. 😕 They initially felt good about their performance and even went above and beyond their duties. But then, their grandboss dropped a bombshell on them, listing a series of seemingly trivial complaints from coworkers and their immediate manager. 😮 Let's break it down, shall we? 👇 The first complaint was that the reader spoke too quickly in meetings, sounding hurried. 🗣️⏰ Now, on the surface, this might seem like a petty issue. But it's important to consider how their rapid speech might have made others feel. If they came across as impatient or dismissive, that could be a bigger deal. 🤔 Next up, we have the infamous "one joke we didn't like." 🙊 Now, the nature of the joke is crucial here. If it was offensive or disrespectful, it's understandable why it rubbed people the wrong way. But if it was just a harmless dad joke that didn't quite land, well, that's a different story. 😅 Then there's the incident where the reader told a coworker not to eat during a long call, and that coworker now refuses to interact with them. 🍔🚫 This one raises some eyebrows. 🤨 Unless the reader was the coworker's manager, it's questionable whether they had the authority to make such a request. So, this could be seen as crossing a line. 🚫🙅♀️ Another complaint was about the reader asking too many questions about processes. 🤔 Now, asking questions is generally a good thing—especially when you're new and trying to learn the ropes. But if the questions were repetitive or indicated a lack of understanding, it could suggest a poor fit for the role. 🔄🚫 Lastly, the reader mentioned feeling left out of two announcements about new employees. 👥 While it's reasonable to bring this up, the way they approached it matters. If they raised it respectfully, seeking clarification, that's one thing. But if they used a confrontational tone, well, that's not going to win any popularity points. 😬 Now, here's the thing: without more context, it's hard to pass judgment on whether these complaints were valid or blown out of proportion. 😕📉 It's essential to consider the specifics and individual perspectives involved. So, dear readers, remember that how we communicate and interact with others can have a big impact, even when it seems like small stuff. 🗣️💥 Let's strive for empathy, understanding, and open dialogue to foster positive work environments. 🌟💼 🔗 You may also like: - "Can I ask my boss for feedback about how I'm doing?" 🤔💭 - "Why are employees blindsided when I fire them after warning them that I might?" 🚫🔥 - "I need to give my employee more positive feedback" 🌟🙌 Stay tuned for more fascinating articles and career insights! 📚✨ #CareerTips #WorkplaceEtiquette #CommunicationSkills

My unsolicited guide to not being an asshole boss (P.S. still learning by my mistakes): - Don't jump to conclusions when mistakes are made in your company. If you hear of someone screwing something up, don't ask the 12 people they work with what happened - go direct to the source and talk to them about the issue to get the full story. (The mistake is typically not because that person is an idiot.) - Avoid under-communicating major shifts or transitions in the business or people's roles. If you are going to make a big move in the business or change a key employees role - be sure to over-communicate with your team what the plan is and why you're doing it. There's nothing worse than feeling totally in the dark as an employee when big things are changing. No one is a mind reader! (still working on this one 😬) - Do what you say - your word is your bond. If you promise something or say your going to do something, you better do it. Don't try to back pedal and make lame excuses if the rubber meets the road and it's time for you to follow through on your word. If you are going to be flaky, don't blame it on upper leadership or HR... everyone knows your just being flaky so might as well own it. - Learn when to be nice and when to be intense. Being intense and hard when you should be nice and understanding can be detrimental to company culture. There's a time and place for intensity and drive, but controlling your impulses is powerful. "Whoever can control their spirit is greater than he who takes cities." - Reward and show appreciation for hard work. The employees that really work hard and shine in your company deserve recognition and appreciation. They can be a shining light to the rest of the team, and people who thrive on feedback and recognition need it like they need air. And if you give them air, they will run harder than ever. Be careful not to mis-place this though. - Be candid with your people. Be real, say it how it is, be down to earth and think from their perspective. People don't like when you sugar coat bad news, and when they feel like you are blowing smoke up their ass. If you're going to ask someone how their kids are, make sure you actually care. Don't use person-ability as small talk - make it mean something and be genuine/thoughtful. #companyculture #leadershipskills

update: how transparent should we be with an employee about why we’re not promoting him? - https://lnkd.in/gf3rBkHS - ( New Post Shared by www.shipwr3ck.com ) - This post was written by Alison Green and published on Ask a Manager. Remember the letter-writer asking how transparent to be with an employee about why they’re not promoting him? Here’s the update. Thanks for responding to my letter and thanks to readers for commenting. Yes, I am aware that it is ridiculous the nepotism policy isn’t better worded. Unfortunately changing that policy is not within my power although we did pass along feedback to those who do have that power. Here’s an update, as things didn’t go exactly as I’d planned… This employee is not a reasonable one, which is why we were hesitant to be so direct—we didn’t really want drama. Drama was what we got. The hiring committee ended up telling him they would not be considering his application because of the lack of educational requirement and because if hired he’d be in a position to supervise his aunt. They acknowledged that their relationship wasn’t clearly defined in the nepotism policy but would be a major sticking point nonetheless as our org needed to maintain appearances of being fair. We sent this email and then never once heard back from him, no acknowledgment or even a basic “thanks for the consideration.” I know he got it though because his aunt made a few offhand remarks and because I started to hear grumbling from other community members and employees about how it was a ridiculous reason to not hire someone. I truly felt like I was living in the Twilight Zone that so many people didn’t see nepotism and waiving a rather big education requirement as an issue for hiring! (And for an excellent employee who goes above and beyond, okay, maybe we’d consider it. But this guy isn’t that.) I resolved to ignore the grumbling, thinking they’d settle down and if asked I only provided the details about our policy and job requirement, didn’t get into his application. Two days later, we got a surprise applicant, someone from within our org at a different department. We were surprised by her app because to many this would seem like a step down from what she was doing. We interviewed her and she made a really convincing argument about why she wanted the job (better hours, she’d learn a valuable new skill set, she had the background we were hoping for even if she hadn’t had the exact experience of this job) and she was okay with a slight pay decrease because our fringe benefits were nicer. It was a no brainer and we hired her, thinking we were lucky to get such a qualified candidate. I sent an email out to my team informing them of the new hire and letting them know about her start date. I kept it really upbeat and positive. I was in a hurry to make a late day meeting so I sent the email, and immed

If you decide to hire a friend or relative, here are some tips to navigate potential challenges: ESTABLISH CLEAR EXPECTATIONS Clearly communicate roles, responsibilities, and expectations from the beginning. MAINTAIN PROFESSIONALISM Emphasize the importance of maintaining professionalism in the workplace, regardless of PERSONAL RELATIONSHIPS Address Issues Promptly: If conflicts arise, address them promptly and professionally to prevent them from escalating. BE TRANSPARENT Be transparent about decision-making processes and avoid any appearance of favoritism. REGULARLY EVALUATE PERFORMANCE Conduct regular performance evaluations to ensure that your friend or relative is meeting the same standards as other employees. Ultimately, the success of hiring friends or relatives in business depends on careful consideration, open communication, and a commitment to maintaining a professional and fair work environment.

How To Treat Others With Respect In The Workplace #shorts Fostering a culture of mutual respect in the workplace is successful when everyone is committed to that goal. Respectful behavior may be intuitive to some in the office, but most people can benefit from a reminder of how to act on their best and most respectful instincts. As you search for work or start a new job, you can set an example as someone who tries to treat others with respect and convey that feeling in an interview and in your first interactions with your new coworkers.Watch this short video to learn more. #jobtrends #jobtips #jobtoks #workplacerespect #employeesdignity

Yesterday, I had an enlightening conversation with a former colleague, and it got me thinking about the importance of communication in the workplace. She shared her recent experience of being laid off from her job while searching for new opportunities. Her story highlighted a critical aspect of professional conduct that we should heed. The situation was not unfamiliar to her. She had fallen into a pattern of forwarding calls and taking unscheduled time off without notifying her immediate supervisor or management. Although she had informed her coworkers, this breach of protocol had become a recurring issue. Warning bells had sounded, but regrettably, she didn't pay heed. 😢 This incident serves as a valuable reminder for those who are currently employed in full-time positions. It's important not to take the company's rules and regulations lightly. While they may seem like small matters, these protocols are in place for a reason, and overlooking them can have consequences, both for the company and your colleagues. Here are a few key takeaways: 👇 💫Consistent Communication: Communication is the bedrock of any successful workplace. Make sure to keep your immediate supervisor or manager in the loop, particularly when you need to deviate from standard procedures. A simple email or a quick chat can go a long way in preventing misunderstandings. 💫Respect for Colleagues: When you decide to take unscheduled time off, especially if it's not an emergency, think about the impact on your colleagues. Their work might be affected, and this can lead to frustration and inefficiency within the team. Communicating your absence can help your coworkers prepare and maintain productivity. 💫Learning from Mistakes: If you've been warned about a particular behavior or action, take it as an opportunity to learn and grow. Address the issue, discuss it with your manager, and work on corrective actions to ensure it doesn't happen again. 💫Professionalism: Professionalism should always be at the forefront of your actions in the workplace. Adhering to company policies and maintaining open lines of communication showcases your commitment and reliability. Small things can add up, and in the world of work, they can lead to significant consequences. Effective communication and respect for the rules and colleagues should always be at the core of your professional conduct. #ProfessionalDevelopment #EffectiveCommunication #WorkplaceEthics #CareerAdvice

If you decide to hire a friend or relative, here are some tips to navigate potential challenges: ESTABLISH CLEAR EXPECTATIONS  Clearly communicate roles, responsibilities, and expectations from the beginning. MAINTAIN PROFESSIONALISM  Emphasize the importance of maintaining professionalism in the workplace, regardless of PERSONAL RELATIONSHIPS Address Issues Promptly: If conflicts arise, address them promptly and professionally to prevent them from escalating. BE TRANSPARENT  Be transparent about decision-making processes and avoid any appearance of favoritism. REGULARLY EVALUATE PERFORMANCE Conduct regular performance evaluations to ensure that your friend or relative is meeting the same standards as other employees. Ultimately, the success of hiring friends or relatives in business depends on careful consideration, open communication, and a commitment to maintaining a professional and fair work environment.

Organizations often make the mistake of hiring employees based largely on their skills, rather than their attitude. What questions can you ask to determine if a job candidate aligns with your company's mission and culture? https://hbs.me/bdt97jmv Add your best candidate questions in the comments.