Ghosting Has Progressed Into The Work Place

Interesting article on dating and now in the work place; Ghosting. This has happened on occasion during our 20 plus years of recruiting. For us it is more about a “non” start; someone is offered a job, they sign the contract and on the start date…they don’t show up. Flurry of activity; angry calls, frantic emails, calls again are exchanged and we move forward looking for another solid candidate for the position.

But what happens to your reputation? Some candidates don’t care, some think they will get lost in the vast expanse of the U.S. or the world and no one will be the wiser.
The day they are on the market again, recruiters and even the employer they ghosted, will not touch them. Why? Their word and commitment is not to be trusted.

Yes you do need to look out for yourself but ghosting is not the way to do it. Private Service is a very, very, very small world and your reputation is important. This will tarnish it. The best you can do is to call the employer and call your recruiter and tell them that you have to turn down the offer. No one will be happy, but you will save your reputation. Don’t forget, there is also the opportunity at that point to negotiate ~ you never know what either employer might come up with to keep you.

Bottom line, be fair and be honest.

Here is a little thing you can do to visualize reverse ghosting:

~just imagine that you quit a job to take a new one, closed down your desk, took your office belongings home, bought a new car for your new commute and on your start date you go to your job site and report in and find that someone else is in your seat…YOU have been ghosted!

Article by Lila MacLellan for Quartz at Work – Lila is writing about people just leaving their job – on the job – without notice or saying anything to anyone…..

“Ghosting at work is now big enough that it caught the Fed’s attention”

The new Beige Book from the Federal Reserve Bank contains some millennial slang to describe a rising trend in the workplace: ghosting.

The mention in the Fed publication, more formally known as the Summary of Commentary on Current Economic Conditions by Federal Reserve District, also comes with a helpful definition: ”A number of contacts said that they had been ‘ghosted,’ a situation in which a worker stops coming to work without notice and then is impossible to contact,” the summary of conditions in Chicago notes.

Until recently, ghosting was almost exclusively used to refer to one person disappearing from a romantic relationship, whether in an online app or after a few face-to-face dates. The idea is that by disappearing, both parties are spared the awkward conversation about at least one half’s lack of interest. It’s often seen as no big deal, and not considered terribly rude unless the couple has spent a substantial amount of time with each other.

Read at source:

How To Handle Severance When You Have To Fire Your Employee or Manager

Great article by Laura Weidman Powers on severance pay.  In the “old days” the only people that got severance were the ones that got laid off due to a company downsizing. Now even people that are getting fired are getting severance.  Laura points out reasons for rules and reasons to deviate from the rules.~FHP

Read on for her thoughts:

No One Talks About Severance And That’s Because The Process Sucks

November 30, 2018 by Laura Weidman Powers

If you’re a people manager, eventually you’ll have to fire someone

One of the things I had to do as an executive at multiple companies is fire people. It’s not a part of any job that I particularly like to dwell on, but it is a part of any job where you’re managing a team.

I’ve fired people for whom the conversation felt like a surprise (no matter how clear I thought I’d been in the weeks leading up to it). I’ve fired people who sat down and said “I’m being fired now, aren’t I?” I’ve had honest conversations during which we’ve come to a common understanding that a person and role are no longer a fit. I’ve given people gentle, weeks-long exits. I’ve had people escorted from the premises before they could wreak further havoc. The vast majority of the time, these terminations have been uncomfortable, maybe upsetting, but have ultimately enabled a graceful parting of ways where all parties felt respected.

However, this is not always the case. And in my experience one of the most complicated aspects of firing people and much of where things go sideways in a termination that’s otherwise well executed is in determining appropriate severance to pay. Continue reading at source:

All Star Employee?? Kevin O’Leary sheds some light on how to best approach this…

We have seen it all after 20 plus years of staffing private estates and residences across the nation. You think you know it all, you are the chief of staff/estate manager and just took on the job of your dreams for $$$$, you believe you need to make changes right away to prove to your new boss that he/she hired that Rock Star, the Unicorn, the A+++ employee – think again. Before ruffling the feathers of your new staff, before changing out all the systems they have in place, take the time to learn how they work – a lot of time – and eventually bring up ideas that might streamline things.  Your talents will be seen, more in the light of “being a great boss” and representative of your employer than the reason for the mutiny of your employers’ staff.  FHP

HOW TO BE AN ALL START EMPLOYEE by Kevin O’Leary Chairman at O’Shares ETFs and Shark on ABC’s Shark Tank

We’ve talked about how to be an all star boss, but how about an all star employee? You already know what I do with problematic employees – I whack them, without exception. At least once on your path to entrepeneurship, you’re going to have to work for someone. Here are a few things you can do right from the start that will help you avoid the ax and give you a firm foothold in the workplace. If you’re in a position to hire, honing these attributes will also help you spot the same qualities in the winners who will come work for you.

1. Pace yourself. Chances are, you were hired because you’re a hotshot. It’s not time to relax – but instead of jumping right in, take some time to observe and assess. Get the lay of the land. Don’t announce your hotshot-edness upon arrival. Rising stars already have a built in trajectory. You don’t need to accelerate the process.

2. Take stock. Not everyone becomes a partner, even if you’re there at the inception of companies like Facebook or Google. But a lot of those early employees took stock rather than exorbitant wages. Today, they’re stinking rich, taking stock shows faith in the company – plus, anything that ups the stakes ups the performance. It might mean a lower paycheck initially, but if you’re passionate about the venture, and feel your ideas will impact and influence the business, this is a good way to go.

3. Think beyond your borders. If you really want to set yourself apart from your peers, beyond knowing everything there is to know about your company and competitors. Read the trade papers, study the company taking away clients, subscribe to them, attend competitors’ seminars, eat at the restaurants that leech your clientele. Don’t be myopic. If business is war, this is the espionage part.

4. Don’t brownnose the boss. They’ll catch on to your manipulation. You’re better off sidling up to the top salesperson or smart assistant and learn their tricks to being a valuable part of the team.

5. Your desk says a lot about you. Keep it clean and orderly, with some personal touches here and there, but avoid colorful distracting detritus…AND NO STUFFED ANIMALS. I’ll light it on fire right before I fire you.

Please don’t write a memoir on your employer – just ain’t right

Broken confidences are like when a parent says that they are disappointed in you – but worse. They can damage your career (even if you have retired) or reputation.

Here is a long story about Queen Elizabeth’s childhood governess’ mistake by Adrian Tinniswood: