Don’t Mirror Your Boss’ Bad Behavior

Last week I received a comment from a reader of my recent Career Paths article about “Work/Life Balance” that made me take pause. She wrote “Your honest assessment about leaders who don’t communicate effectively was especially refreshing — it’s a common problem, but few of us talk about it”. Really? Leading would be much easier if leaders demonstrated they care about their workers by making sure they have the right balance to be productive and … yes – happy! If you have to spend a third of your life at work, you might as well spend it with somebody you actually enjoy working for. It’s a real no-brainer!

If you are currently in a work environment where it’s common practice for your boss to send e-mails over the weekend just because they have no life doesn’t mean you have to be on the clock 24-7 and available for every beck and call. Unless you are in the middle of a “go-live” or there is a critical business issue looming, send your manager a note to let them know you’re spending time with your family during the weekend, and you will follow up with them on Monday. Man up! Do you really need to be responding to e-mails and phone calls over the weekend just because your boss doesn’t have a life outside of work?

In the end, you have to make a choice on how to make your weekend/holiday schedule your own. You already give your employer over 2,000 hours each year to perform your work duties and responsibilities. Another 2,000 hours is spent sleeping to recharge your batteries and give your body the rest it needs. I think it’s only fair that those last 2,000 hours belong to you and your family.

You – and they – deserve it!

Blow The Whistle…

Originally posted on Healthcare Informatics

Quite frankly, I don’t care if it’s a whistle/horn/megaphone or just a simple e-mail or phone call. If, as a hiring manager, you engage in a search assignment (internally or externally) and something significant changes on your end, you owe an explanation to the organization you represent as well as your search partner and the candidates (they have rights too). You-the-hiring-manager will look (really) bad if something has changed that could impact your hiring decision and you just bury your head is in the sand and don’t tell anybody. It’s just bad business, period. Collaboration is the key here.

Things happen – I get that. The game-changer could be budget, new management, or something more significant like a merger or acquisition that will directly affect the people involved in the hiring food chain. I’m not saying you need to share confidential information, but you do owe formal notification to all of the stakeholders. Tell them that you are delaying/making major changes to the search – sooner rather than later.

I’ve been on the receiving end of a couple of situations, and not knowing where things stand is no fun. Quite frankly, it’s (totally) unprofessional – it makes the candidates nervous and sends the wrong message about your organization to the marketplace. While you may just be the messenger (router) through which the information flows, DON’T HOLD BACK.

Bad news can be good news if it’s delivered early enough, but late-in-the-game bad news is always negative. That’s my two cents…