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askamanager_feedI’m on vacation. Here are some past letters that I’m making new again, rather than leaving them to wilt in the archives.
1. I saw my coworker buying a beer during work hours
I saw a coworker at the pharmacy near our office this morning (9:45 a.m.) buying a 40-ounce can of beer. I was confused at first and I couldn’t figure out what to make out of it, but then I also remembered that this coworker always falls asleep in meetings.
I wasn’t sure if I should have approached her (I didn’t want her to think I’m being nosy). I do not want to jump to conclusions because I also thought she might have bought the beer for someone else (i.e., a homeless person in NYC or whatever). She got back at her desk around 10:15ish without the bag. I also saw her sleeping at her desk (pen in hand, head down) at noon today.
In terms of her quality of work, my team and I stopped going to her because we never get good answers from her anyway. I also overheard her team members question her ability in doing a project. Is this something that I should report in case she needs help or in case this requires disciplinary action?
The fact that you saw a coworker buying a beer before work is not, in itself, damning. She could have been buying it for after work or, as you say, for someone else. Who knows.
If she’s sleeping on the job or otherwise not performing her work in a way that affects you, or if she’s coming to work smelling like alcohol and/or appearing intoxicated, you should absolutely talk to your manager about those things. But “my coworker sucks at her job” and “I saw that same coworker buying a beer” is not enough of a connection to report someone for being drunk at work — that’s just too much speculation. Focus on the things you know for sure.
– 2018
2. Intern uses “stay gold” as her email sign off
There’s an intern at my office who signs off all her emails with “Stay gold.” For example, an email from her might read, “Thanks for sending me the TPS reports! Stay gold, Jane.” I asked her about it and she confirmed it’s from the quote “Stay gold, Ponyboy” from the book The Outsiders. We work in a pretty casual industry so it’s most likely that people will write it off as a weird quirk, but I’m afraid that if she tried using that sign-off in a more formal industry or office that people would think it’s unprofessional. Should I encourage her to start using a more common sign-off?
First, this is hilarious.
But yeah, that’s going to come across weirdly in many (most?) offices, and as an intern she won’t have the capital built up to make it read “amusing quirk” rather than “inexperienced worker who doesn’t take work seriously / has no sense of professional norms.”
If you’re her manager or oversee any of her work, it would be a kindness to talk to her about professional sign-offs.
– 2020
3. Telling my boss his wife messed up his business travel
I used to work as an executive assistant to a person who did a lot of business travel, but also did a lot of travel for his side-business activities. This was all legit, above board kind of stuff and his main job was aware of it.
As his assistant, I handled all the business stuff: booking flights, doing expense claims, all that jazz. However, his wife handled the side-business travel and I was instructed to liaise with her to coordinate schedules and handle any times when business travel would occur in conjunction with side-gig travel. His spouse was awesome, really organized and a great person to work with, but this was still a little bit awkward. It became more awkward when she made a mistake and booked travel for him at a time he was required to be somewhere else for his main job. I double, triple, and quadruple checked all of our email correspondence and it was for sure something that had gotten mixed up on her end, I am confident in that. So I was between a rock and a hard place: it wasn’t MY mistake but I was probably going to wear it because how am I supposed to present all the evidence to my boss that his spouse, his partner in life for over 20 years, the mother of his children, was the one that made the error that was sort of a costly mistake? He and I had a great working relationship, great communication, he had my back, all in all he was a great person to work for.
I ended up just doing my best to fix it and make everything work out, but it never sat right with me that I had to sort of pretend that it was my fault. I think that if I had tried to present everything to him that it WASN’T my mistake might have just made me look like a jerk or be really self-serving. Did I only have those two choices: screw-up or jerk? Or was there a third option that I just didn’t realize?
You were being way too delicate! It wouldn’t have been a jerky move to tell your boss that his wife mixed something up, because you wouldn’t have said it in a jerky way. You would have just matter-of-factly told him, “Hmmm, it looks like Jane booked you in Atlanta on the 20th when you need to be in San Diego. I’ll let her know.” Your brain was going way overboard with the “partner in life for over 20 years, mother of his children” thing. It’s just a routine business thing, not particularly sensitive information.
If I were your boss and I found out that you were pretending something was your fault because you thought I’d dislike you if you told me my spouse had messed something up … well, I’d actually be really concerned. I’d worry about your judgment, or whether I’d somehow given you the impression that I was too fragile to hear normal business stuff, or whether my spouse had done something to scare the crap out of you. I’d wonder what else you might be sugarcoating, and what else I might want to know that you might not tell me.
It’s worth looking at whether you’re being overly delicate with your current colleagues/manager, because this is a strange instinct! This is just normal business stuff, not anything you needed to dance around or hide.
– 2018
Read an update to this letter here.
4. My amazing new job has a catch: my father
I just started a new job at what appears to be a great company. On my first day, I learned that my new company is owned by the company my father works for. I also learned that interaction between the companies is expected to increase, and while it’s not probable, it’s possible that I could end up working with my father. At least one of the higher-up members in my division even knows him. (Aside: this company definitely has no concerns about relatives working together.)
The problem is that my father and I have not spoken for three years. I might be able to have a very distant professional relationship with him, but, to be frank, almost any interaction at all would make me want to quit.
It’s known that my father works for the parent company, but no one knows that we have had an intense falling out. Should I mention this to my team lead? I’d obviously couch it in professional verbiage, a la “My father works for [parent company], but we do not get along. If at all possible, I’d prefer that any work that might involve him or his team be delegated to someone else.”
This is literally my second day on the job, and I’m worried about coming across as full of drama. I’m also worried that even though it was my father who disowned me, my reporting our soured relationship will make me look bad, but I specifically want them to know that this goes beyond the potential awkwardness of working with family so that they never intentionally put us together. And, finally, I’m so new to the company that I have no metric with which to gauge how reactions to this information would go.
Yes, mention it to your manager. Your wording is good, but I’d tweak it to this: “I hadn’t realized the extent to which [this company] works with [parent company], but now that I do, I feel I should let you know that my father works for [parent company] and we’ve been estranged for several years. I wouldn’t want that to cause any awkwardness in a work context, so I’m hoping that if we ever have work that might involve him or his team, it could be assigned to someone else.”
Companies generally don’t want to invite family drama into their work, and it’s pretty likely that if there’s a way to keep you from having to work with your dad, they’ll try to accommodate that. (There might not be, of course, but it’s a reasonable thing to flag.) You’re not going to come across as full as drama as long as you don’t … come across as full of drama. In other words, if you conduct yourself professionally and maturely (as opposed to, say, complaining about him all the time, sobbing in meetings when his company name is mentioned, etc.), that’s not going to be outweighed by having a difficult family connection.
And remember, lots of people have tough family dynamics. You’re not weird or dramatic for having one too.
– 2019
Read an update to this letter here.
The post I saw my coworker buying a beer during work hours, my boss’s wife messed up his business travel, and more appeared first on Ask a Manager.
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fan_flashworksmetafilter_feedbluerosekatie posting in smallfandomfestdarkjediqueen posting in fan_flashworksmetafilter_feedaskamanager_feedIt’s “where are you now?” month at Ask a Manager, and all December I’m running updates from people who had their letters here answered in the past. Here are four updates from past letter-writers.
1. I’m panicking in my new job (#3 at the link)
Thank you again for taking the time to respond to my letter. I really appreciated your advice, and I’m also really grateful for the commenters. I screenshotted a lot of their kind words to reread when I was second guessing myself.
So … I did end up quitting that job after a month without having something lined up. Things spiraled pretty quickly after I got your response. I was repeatedly assigned tasks I had no experience in, asked to cover more work areas that my boss was supposed to handle, and (on multiple occasions!) told to present to outside vendors five minutes before a meeting on products I knew nothing about. Any time I would ask my boss for clarification on expectations or process, I would get vague non-answers or forwarded an outdated Powerpoint that didn’t address my question.
I started having near daily panic attacks, and I really felt in my gut that this was not the right role for me and it would not get better. I decided to trust my instincts (and blow through my savings), so I quit. Initially, I felt terrible about doing so after such a short amount of time but when I told my boss, her response was: “I totally get it. I hate it here. I’m actually quitting on Monday.” So that validated my decision!
I ended up getting another job about six weeks later, and I’ve been here for just about five months now. I’m happy to report that I absolutely love this job! My boss is super smart, really supportive, and a nice person to work for. The work is interesting and my coworkers are all on top of their game. I completed a huge project a few weeks ago that was really successful, and I already have a reputation across teams that I’m a smart, dependable colleague. I’ve been waking up every day excited to log on to work.
It’s almost unbelievable that after six months of turmoil (between being fired + that nightmare job + hundreds of applications + countless interviews) that it all ended up working out. I really feel like I’m where I’m supposed to be.
2. How do I respond to comments about my office temperature? (#2 at the link)
I took your advice to keep responses to people’s comments about the temperature short and sweet (“it is!” “I know, right?”), and it worked great. Something I should have brought up in the original email was that I was worried people would think I was wasting the organization’s resources by unnecessarily cranking up the heat. Like many nonprofits, we’re on a tight budget and our historic building takes up a lot of it. I also realize that I was displacing a lot of anxiety about general job performance at that time onto this question; focusing on what matters and upping my game has helped me feel better about needing to use a lot of heat to do my job.
Plot twist: by the time cold weather has come around this year, the heater has broken! The board member who maintains our very old heating system volunteers as an ice climbing instructor throughout the winter, so it won’t get fixed till spring. I was given a fan heater for my office. While they’re supposedly more energy efficient than most space heaters, it’s ironic that I worried so much about a perception that I was wasting energy while the solution my employer picked is notoriously wasteful.
3. Should I tell the truth when I turn down a job change and say I won’t work with a difficult colleague? (#3 at the link)
I have not had to move into a more direct role with Michael, the brilliant but challenging exec at our direct-service educational nonprofit. My boss, Dwight, has been out on family leave, and supposedly Michael is now supervising training, but another VP, Pam, let us all know — separately — that if we have any issues, feel free to come to her and she will deal with Michael. But now Pam is doing three jobs, and balls are dropping like it’s New Year’s on Times Square.
One interesting incident: Michael is now copied on emails for our department, and we were managing a training with a few staff out. Michael chimed in: “We can just cancel it.” I took a deep breath and emailed back professionally that we can’t cancel a training a few days before, who it would impact, and how we have it handled. “Thanks, though!” And he just replied, “Wonderful!” Another trainer, Jim, told me, “I panicked when I saw that. But I thought, “That’s okay, MyName will handle that!”
We are struggling — we can’t get staff much less qualified staff, our funding is getting impacted, our client population has more and more needs. I have decided to move back to the classroom and have let Pam know, and we are working it out. My first love is being with the kids, and I know there will be challenges but I think I will be a lot happier.
4. My new boss coughs all over me
Fortunately for me, the situation mostly resolved on its own. I do think she may have noticed me flinching once or twice and took better care to not cough directly on me. However, I did simply just get used to her constant coughing — and learned that it was a smoker’s cough not an illness, which put me at a slight ease regarding my own health.
Ultimately, the company went through a merger and all the executive leadership left over the last few months, including my boss. I was sad! Coughing aside (and really, she did curtail it greatly) she was a strong mentor and set me up for success under the new team.
The post updates: I’m panicking in my new job, comments about my office temperature, and more appeared first on Ask a Manager.
siriametafilter_feedaskamanager_feedIt’s “where are you now?” month at Ask a Manager, and all December I’m running updates from people who had their letters here answered in the past. Here are four updates from past letter-writers.
There will be more posts than usual this week, so keep checking back throughout the day.
1. My boss loves being told she’s beautiful
I’m afraid the ritual with the boss continues. I couldn’t find any way to say that the team might feel pressure to compliment her appearance without making it sound like I didn’t think she was good-looking.
So I just caved to the pressure and decided to start talking up her career and telling her she’d be great for more senior roles so it doesn’t seem like I’m the only one not complimenting her. And to make more of a point of complimenting other team members so it’s not just all the boss all the time.
2. My new manager is upset I didn’t tell her I was pregnant when I interviewed
I did end up having problems with “family friendly” culture at my hospital, although not in the way I was expecting. The frostiness from my manager subsided pretty quickly, partly because I stopped seeing her!
Immediately after my orientation ended, I started getting called off for literally 90% of my shifts due to low census (too few patients on the floor). Unbeknownst to me, they had majorly over hired on the floor I worked on, and as a PRN employee I’m not guaranteed any work. However, it’s common courtesy in my experience to not hire if you don’t actually need the help, and there were many phrases like “we can use all the help we can get” and “we are always busy/slammed” thrown around in my interview, which makes me feel that they were not hiring/negotiating in good faith. It did not occur to me to include “must allow employee to work and subsequently get paid” to my list of “family-friendly” requirements!
We are very fortunate that my income is not keeping our lights on or anything, but we have had to restructure the budget a little to accommodate me rarely working. The closest similar job is about an hour away, which is not workable with our family … so I’m kind of stuck. I’m hoping things will pick up in the winter, and I’m looking at cross-training to other departments to potentially be able to work more consistently.
Most importantly, I delivered a healthy little boy in September, and he is a joy. I am scheduled to work again starting in November, but I suspect I will get more time off with him than I initially expected!
If/when I have to take another position, I will certainly not be disclosing any medical info during my interview. Thanks for the advice and the solidarity of the commenters!
3. How can I help my dyslexic and ADHD employee write better? (#5 at the link)
My staff member is doing great. To recap a couple of responses I gave in the comments of the original post: I had a chat with her of the form “how can I support you?” She had been employing a few of her own tactics like changing text colors and circulating things with others before sending things to me. I made sure the managers of other staff were aware and on board with them providing help.
But I was happily proven wrong about our org’s appetite for AI, and we actually now have a limited set of tools approved. She (and others, including me!) are loving the help it provides.
Roses have thorns, however, so now I have a new challenge. Without going into detail, I’ve received AI-generated work (from several people) that’s just not on point. I’m sure I’m not alone here. I wonder what the future looks like, since the reason why I pick up on this is because I cut my teeth in the pre-AI dark ages. How do we teach critical thinking and analysis using AI without requiring work that will negate the productivity benefits it provides? I’m genuinely fascinated and excited to see how this will all play out, and keen to hear the stories and advice from your readers.
This particular staff member will be fine, though, because I have already seen that she has the skills required. I’m pretty sure she’s about to get promoted too :-)
4. We’re expected to provide treats for better-paid coworkers (#2 at the link)
On treat day, my nosy coworker said something like, “I’ll be setting up for the potluck in the staff room at 9, so feel free to bring your … whatever you brought … any time before then!” to which I nodded noncommittally. It didn’t come up again.
I’m relatively new at the job (last year was my first year), and while I haven’t experienced it myself, our principal has a reputation for taking criticism poorly and doubling down when she feels someone is challenging her authority/judgement. So I didn’t feel I had enough social capital to challenge the whole premise of “buy treats for your better-paid coworkers week.” But the good news is that my nosy coworker retired at the end of the school year, so I think going forward I should be able to get back to my plan of just quietly not signing up for anything.
It was very validating to hear folks in the comments confirming that the whole thing was completely unreasonable!
The post updates: my boss loves being told she’s beautiful, and more appeared first on Ask a Manager.
askamanager_feedIt’s “where are you now?” month at Ask a Manager, and all December I’m running updates from people who had their letters here answered in the past.
There will be more posts than usual this week, so keep checking back throughout the day.
Remember the letter-writer whose company said it was “best practice” to do layoffs over email? The first update was here, and here’s the latest.
Two years later and I have a doozy of an update about this company.
So, after the last letter, I was working at a new company that happened to employ a lot of people who had left the Email Layoffers. We kept in touch with a lot of people at that company and it was pretty quiet for a year or so, though they kept eliminating positions and letting people go every few months. They did begin to do layoffs over Zoom meetings after my letter got published.
First a small, petty update: I went to an industry conference over the summer. While talking to some colleagues from a leading organization in our field (one you would not want to burn bridges with) when I mentioned I used to work for the Email Layoffers. They told me that a year prior, their org signed with EL as a client, and this was such a big deal that the co-CEOs who stepped in to “save the company” decided to personally manage the project. After onboarding them and planning out the project, the co-CEOs ghosted. They missed meetings, dodged emails, and didn’t update the communication documents. Then, halfway through the project, the co-CEOs finally responded to an email … and informed my colleague that they were changing the contract to instead produce a much cheaper, lower-effort product that was completely at odds with the results the org actually wanted. Think: they ordered bespoke teapots, and they were told they’d be receiving dropshipped flasks instead. Apparently, even the dropshipped flasks had quality issues, and were delivered late. Unsurprisingly, they did not renew their contract.
Around this same time, the co-CEOs were asking the manager of one of the production teams to teach them how to use chatGPT. Normal enough, if a little late for our tech-adjacent industry. Except they wanted him to show them how to make chatGPT do his job. At one point, the CEO’s called this employee to one of their houses so he could talk them through a chatGPT process. They were being weirdly dodgy about why they wanted to learn chatGPT so suddenly.
Then, a few months later, our old coworkers told us The Big News.
The team responsible for the majority of the company’s output was concerned about the way our industry was changing in the face of AI. They were interested in taking on different work and had made a plan to upskill team members in a different, more AI-proof skillset, their managers supported it, and so they scheduled a time to meet with the CEOs and propose their plan. They also partnered with the manager who was teaching the CEOs how to use AI.
Alison, they laid off every single member of their production team and that team’s managers, and I am not exaggerating. In a zoom meeting where they were all planning to propose changes to the department. This included people who had worked for the company for 10-15 years, and people who were on or had just returned from maternity leave. The company right now is two CEOs, a single marketing person, an HR worker, sales, and project managers. They sold work they literally had nobody to complete. Then, over the next few weeks, they reached out to almost every single person they had laid off, asking if they could do some contract work so they could actually deliver the work they had sold. They misspelled people’s names in half of these emails. As far as I know, no one accepted the offer. Eventually they listed a few positions … for $10k-20k less than the old team was paid.
After that, of course, the Glassdoor reviews came in.
And the CEOs started responding to them.
One employee left a review, detailing that they had just fired half of their employees and planned to replace them with contractors and AI. The CEOs responded with a typo-laden multi-paragraph rebuttal that was weird and aggressive. It came off as very petty and uncomfortable. They also responded to a review that said “[CEOs] will lay you off right before Christmas without warning” saying, they “wish this employee had come to them with their concerns before leaving this review.” Um, how could they? You laid them off! They also called Glassdoor “a safe haven for slanderous claims and anonymous opinions,” which of course has become a meme among us ex-employees. Then a smattering of vague 5-star reviews came in, clearly from current employees told to help with the DIY damage control efforts. An industry publication wrote about the layoffs from the lens of companies going all-in on AI without thinking about the consequences, interviewing one of the people who were laid off. The surviving sales team posts on LinkedIn about hustle culture, with weird passive-aggressive tones about people who “can’t make it in the industry.” (We work in a pretty chill industry. You don’t have to hustle that hard).
Since then, the CEOs have been unusually quiet online. More 1-star reviews came in on Glassdoor and they stopped responding. They’ve trashed their reputation in our industry and we’re all wondering whether they’ll try to sell or just shut down. We will see!
The post update: my company says it’s “best practice” to do layoffs over email appeared first on Ask a Manager.
metafilter_feedaskamanager_feedA reader writes:
I hired a promising junior employee who seemed polite and reasonable during his interview. However, now that he is my employee, he constantly condescends to me and says things that come across in a belittling way. Here are some examples:
Me: “Bob, I was going to train you on how to do X today.”
Bob, with a dismissive laugh: “Yeah, I was wondering when you were going to get to that.”Me: “Bob, has anyone shown you how to do Y yet?”
Bob, with a dismissive laugh and a shrug: “How hard can it be?”Me: “I just noticed an issue with the X documentation and wanted to make sure I corrected that so you have the right information.”
Bob, with a dismissive laugh: “Yeah, I was wondering what you meant by that.”With everything he says, it feels like he’s trying to be smarter than me, or one step ahead of me. And he’ll always act like this stuff is easy and he’s the expert, but when he has to actually do it for the first time, he needs all the help he can get.
It has been all I can do to contain my irritation, and I have started to respond by becoming irritable, which I know is not excusable. Recently, he gave me the “I was wondering when you were going to get to that,” treatment, and I snapped back, “I can’t download my entire brain to you in one sitting!” He laughed, as though it was a big joke, but I felt terrible because I knew I had spoken in anger. I didn’t apologize, though.
I don’t think I can fire him over such a small thing, and I’m not sure it’s fair to nitpick someone’s personality just because it’s not compatible with mine. It’s not really a performance issue, because for the most part, he’s doing fine.
It’s possible he’s feeling insecure, but the way he’s expressing it is just not okay to me. Do you have any advice for this kind of conflict?
I answer this question over at Inc. today, where I’m revisiting letters that have been buried in the archives here from years ago (and sometimes updating/expanding my answers to them). You can read it here.
The post how can I get my employee to stop condescending to me? appeared first on Ask a Manager.
askamanager_feedIt’s “where are you now?” month at Ask a Manager, and all December I’m running updates from people who had their letters here answered in the past.
There will be more posts than usual this week, so keep checking back throughout the day.
Remember the letter-writer whose coworker was making their friend break-up really weird? Here’s the update.
I have a major update to my previous letter. Last week, this coworker (Mr. Collins) got fired. He had another extremely similar falling-out with another female coworker (let’s call her Jane) in June, and even more women started comparing notes. Jane started working with us around the time that Mr. Collins and I fell out and they struck up a friendship, so she and I had been avoiding each other because of Mr. Collins until we were at a social event with Kitty and Elizabeth (other coworkers I’m friends with who work in Jane’s department). It came up that Kitty, Elizabeth, and I had all had problems with Mr. Collins. Jane shared that she’d just ended her friendship with him, in almost the same way that I did and for almost the same reasons. Elizabeth left shortly afterwards for unrelated reasons, but spoke with her supervisor before she left about Mr. Collins, naming me and Kitty as also having issues and expressing concern about his pattern of behavior.
Once Jane and I talked about our experiences with Mr. Collins, we started talking to each other at work, which Mr. Collins took as a betrayal. He approached Jane a few weeks ago saying he felt hurt that she started talking to me but also asked her if there was any way they could be friends again. She told him no.
Two days later, he approached me and said he’d been afraid of me for a year because he thought I was trying to get him fired, but realized we’re professionals and wanted to know how we could move past this. I told him I wasn’t trying to get him fired, and I was trying my best to be professional but keeping my distance because of the flinching. He asked how I wanted him to interact with me, and I said, “Like a coworker.” It was like a switch flipped. He went from flinching when I walked past to sending me articles, trying to chit-chat over Teams, and using the phrase “awesome sauce” three times in one day.
Meanwhile, he starts flinching when Jane walks past, greeting other coworkers by name while blatantly ignoring her, and asking me to take over tasks that would lead to him crossing paths with her. He’d also started asking me if it was okay to ask me things (usually things it was my job to help with), if he could ask me a question related to education he was doing for our field (I told him I’d rather keep things strictly work-related), and if it was okay to make jokes. This was the exact kind of thing that was frustrating and annoying to me a year ago that led to me ending the friendship.
I updated my supervisor and department head about the change in his behavior towards me, but increasingly realized that they would need to know the extent of the behavior. The weekend before last, Elizabeth texted me, Kitty, and a couple other coworkers we had a group chat with that she’d asked Mr. Collins to stop texting her and not to ask us about her either. Another coworker in that group chat said she was going to tell her supervisor that Mr. Collins had made her uncomfortable. Between all these people, plus a couple more I was aware of, we were at a total of seven women who he’d made uncomfortable or had overwhelmed, to one degree or another.
On Tuesday, I emailed my supervisor and department head letting them know that another coworker (Jane) had been through almost the same exact thing I had, while leaving out her name and the exact details, and also letting them know that several other people had dealt with his overwhelming and exhausting behavior. I said I was concerned that he might fixate on someone else, that some of our young part-time employees would have to deal with him and not say anything, and that his behavior was inhibiting having a safe and comfortable work environment.
My supervisor and department head had already looped in the head of the organization before I sent the email and passed the email on as well, and they let him go the next day. Our org head told me that in 30 years he’d never seen an employee correction situation quite like this, where the behavior is obnoxious, overwhelming, annoying, and affecting so many people, but technically the individual actions themselves are not inappropriate.
Initially I felt a little bit guilty for “getting him fired” when I had told him that I wasn’t doing that, but he really just had to face the consequences of his own actions. Mostly, it’s been a relief and I’m no longer dreading coming to work worrying about how I’m supposed to deal with him, and I’m really glad I can finally start putting this nonsense behind me.
The post update: my coworker is making our friend break-up really weird appeared first on Ask a Manager.
askamanager_feedIt’s time to vote on the worst boss of the year!
1. A Dreadful Duo – The Nominees:
2. A Perfidious Pair – The Nominees:
3. A Terrible Twosome – The Nominees:
4. A Detestable Dyad – The Nominees:
If the voting isn’t showing up for you, you can also vote directly here: pair 1, pair 2, pair 3, pair 4
The post vote for the worst boss of 2025 appeared first on Ask a Manager.
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