Is now up over at Ask a Manager. I haven’t read it all yet, but so far, I’m still laughing at this post about Ask a Manager reading her employee’s blog. Heh. The August 8th Carnival will by hosted by Ann Bares at Compensation Force. The August 22nd
For the record, I love my boss. I really do. She’s great. And now that I’m done with my regularly scheduled groveling (in case I get outed), let’s talk about your boss. I got an e-mail from the founder of eBoss Watch, announcing his new website. (I didn’t
I’ve been out of town and then I had to spend all day yesterday reading the new Harry Potter, so I forgot to post a reminder! This week’s carnival is being hosted at Ask A Manager, so get your submissions into askamanager at gmail dot com.
I just started with a small nonprofit organization and one of my tasks is to look at their classifications. The former COO had a soft heart and wanted everyone to be treated equally. Thus, she classified every employee as Exempt. Now I need to go in and make
I live in a major metropolitan city and am currently drastically underpaid, so much so that over the past year I have worked up to 4 jobs at a time. Clearly, this is no way to live a life and short changes my career which I love. I’ve
This is what happens when fathers play Barbies with their daughters. I should have known something was going on when they came and asked me where the black markers were.
Book: Stress Free Performance Appraials: Turn Your Most Painful Management Duty into a Powerful Motivational ToolAuthors: Sharon Armstrong and Madelyn Appelbaum One out of 8 people would rather go to the dentist than conduct a performance review, according to this lovely book. Given the moans and groans around
One of the things that HR is responsible for is implementing rewards systems. We want to reward good behavior and extinguish bad behavior. We implement Balanced Scorecards and pay for performance. We encourage managers to set goals for their employees and then rate them accordingly. But, what if,
I’ve been working as an overtime-eligible hourly temp for Company X for about 6 months. Effective Mon. 6/25, I was converted to regular PT employee (non-exempt) status. The problem, Company X timed an the temp-to-perm conversion to occur on Day 3 of the current work week after I’d