My manager is terrible at PowerPointMy manager creates PowerPoints that are very bad 31 Mar 2016 - I used to make the presentations, but since sales have been down, he's Most often, the employees handle the racism aspect of it rather than (That said, don't make the job harder by using custom fonts that have to be installed on the They need an e-mail program and when you buy Office, you get all .
Is this likely to hurt us in clients’ eyes, or am I nitpicking? The presentations are visually cluttered, filled with mismatched font pairings and cheesy stock photos, and spattered with inconsistent capitalization.
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Our website is similarly overwhelming and outdated, but because it was clearly professionally made, my manager thinks it’s good enough that it won’t hurt us. He’s brilliant, of the overlooking-the-mundane variety.
I used to make the presentations, but since sales have been down, he’s taken over significant parts of my role. ) I’m afraid that it looks unprofessional, that our prospects will think, “You guys can’t create a professional-looking powerpoint, why would I trust you to create a $100k Specialized Tea-Pouring Analysis?”We’re a nerdy company, so it’s probably not the end of the world, but is there anything I can do other than pointing out typos? Do you think it’s hurting us?I can’t say from here whether it’s hurting you (they might not be so terrible, you might do the sort of work where clients don’t care, who knows), but it’s certainly a possibility that it is. I’d say this: “You know, PowerPoint trends have really changed in recent years, and everything I’ve read says people increasingly judge them harshly if they don’t do X, Y, and Z.
I actually like doing these — could I hold on to them as part of my role?” (You could skip that first sentence entirely and just use the second if you think it’ll go over better. Having my employees’ backs against racist clientsAs the only white person in my office, I sometimes run into white clients who, for vague or microaggressive reasons, don’t want to work with my employees or partners; they want to deal with me.
(“You don’t seem to understand English,” to a native-English-speaking employee is a classic, for instance.
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Generally, I tell them that my employees are excellent (they are) and that I don’t have time to deal with them directly, and tell my employees that they have my permission to get strict with the clients, right on up to the point of saying “you can go hire someone else, then” if they want or need to.
Most often, the employees handle the racism aspect of it rather than me doing it; if they do raise it, the client generally denies (“I have race friends!”) and then is apologetic and less unpleasant for a while, so that works reasonably well If you need a custom term paper on Racism And Discrimination: Racsism, you can hire a For centuries conflicts have taken place among three main races,.
Is there a better way to handle this? I generally expect my employees to deal with a certain amount of unpleasantness from clients (albeit with free reign to be unpleasant right back, if need be) because that’s part of the nature of the profession. For this reason, when the employee feels confident in handling the microaggressions with my back-up, I’ve been encouraging that–but should I just be jumping on the phone with these clients, making it clear I know exactly what they really mean when they say I just “seem more competent,” and firing them?Possibly relevant: many such clients are severely impoverished and we’re providing services to them via government assistance, which can be hard to get again if the client is fired–this is the source of a lot of my hesitance about jumping to that option.
I’d love to hear people of color weigh in on this, but my initial thought is that the best thing you can do here would be to ask your employees how they’d like you to support them in this situation and let them tell you what they prefer. In doing this, I’d make it clear that you’re willing to call out clients yourself and/or fire them, since your staff may not know that that’s on the table.
Given your last paragraph, I can see why you’re hesitant to cut ties with clients altogether, but that might be an option that you save for particularly egregious or repeat offenders. Or you might give them the option of firing themselves, by making it clear that a requirement of working with your organization is that they treat your staff respectfully and explaining that if they decline to do that, you’ll be unable to help them. But ask your staff what they’d like; they’re going to give you the best answers on this.
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She did not complete her work in an accurate and timely manner.
She blamed others for her shortcomings and lied about work completed, reassigned her work to inexperienced students, did not reply to email requests, and was rude to researchers and our friends group board. During that time, she filed multiple unsubstantiated greivances. (These were a time suck) In the end, we found almost $4,000 in donation checks un-deposited in her desk and a few hundred dollars in cash still in the donation envelopes, as well as valuable materials not returned to their secure location.
(It was her responsibility to deposit these monies and return items to their appropriate secure locations Need to buy a custom ethnicity studies powerpoint presentation 4125 words double Next, ask students for the names of five different racial or ethnic groups. 8..
) She resigned the day she would have been terminated.
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Today I discovered that she was hired a month ago in a position of responsibility in an academic library in a nearby private college where I teach as an adjunct.
My dean at that school has had negative interactions with Cersei at my library. Do I have any obligation to inform my dean that Cersie was now working at her college library?Everyone deserves a second chance, yes? The hiring manager did not call or email me for a reference.
Perhaps this is a case of “not my circus, not my monkeys. ” On the other hand, if she has not changed during this intervening time, I have great pity for her manager (who I do not know) who should be extra alert for issues during her probationary time.
If you were very close to the dean or the hiring manager, then yes, I’d speak up Moderated, guided PowerPoint® presentation that provides an interactive learning technical assistance customized to meet the needs of the institution at a basic Study Guide as the basis for workshops, and it is available for sale at Dr..
But assuming that’s not the case, I’m coming down on the side of “not your problem” and also “no reason to poke at a possibly litigious former employee” (which I’m extrapolating from the multiple unsubstantiated grievances). They should have done more due diligence and checked references (especially if this is a field where it’s standard to have year-and-a-half-long PIPs — whoa).
Surprise travel for work, every weekI have a question concerning my long-term boyfriend’s employment situation.
For the record, he is less than five years out of college and this is his first professional position. He works in culinary development for vegan food startup, a role that he previously had no experience in before taking this job.
He started with the company by providing temporary help through another firm (think Task Rabbit), and was eventually brought on as a full-time employee with excellent pay and benefits, although he never had an official interview or received a job description or title. Since then, he has traveled extensively throughout the U.
He’s usually gone about two and a half weeks per month, and since taking this job, he’s basically become a traveling chef. He was never given any indication that travel would be part of the job when he first started, and when I’ve urged him to discuss this with his company, they tell him that it’s just the nature of working at a startup.
I’ve also worked for a startup so I understand that job duties are rarely set in stone, but this has been going on for nearly a year and it looks like it won’t be stopping any time soon. Is it fair for his employer to make him travel so extensively if it was never mentioned with the job offer? Also, is it normal for an employer to require international travel with virtually no notice? All this unexpected travel has placed an enormous strain on our relationship, and I want to make sure that I’m not in the wrong for thinking that this is all pretty absurd.
What do you think?It’s not fair of them to spring this on him without mentioning it before he accepted the job — assuming that they knew then, which they may not have. But it’s the position he’s in, and he’s unlikely to be able to change it just by arguing fairness.
If this is the job they need done, this is the job. That means that he needs to decide if he wants the job under these conditions or not. It’s probably not an option to keep the job minus the travel, since that it sounds like he’s raised the concern and not gotten anywhere (although if he hasn’t been clear with them that he would like to cut back, he should try that).
But is he upset about the situation? It’s clear that you are, but if he’s not, then the question of whether the employer is being unfair is less relevant than how you want to navigate what this means for your relationship. Disclosing a pregnancy to my manager ahead of my start dateA company made me an employment offer when I was 21 weeks pregnant, I disclosed the pregnancy to the recruiter/HR and we hashed out the details of leave. I accepted the offer and have a start date in two weeks.
I am now visibly pregnant and was not at the time I was interviewed by my direct supervisor. I asked HR but they didn’t confirm whether they passed the news to my supervisor and said I could reach out to her if I wanted prior to my start date.
We don’t have a pre-existing relationship and haven’t spoken since my interview. The suggestions I’ve gotten range from asking to meet for coffee and disclosing then, to sending an email or making a phone call to disclose, to meeting in person on the first day to disclose.
Primarily my worry is that if she sees me visibly pregnant before I speak to her, I may come off as having pulled a bait and switch. On the other hand, I wonder if spending a special email or making a specific phone call to disclose is making the situation seem like it’s a bigger deal than it is. Primarily I wanted to disclose as a courtesy and for the chance to discuss PTO and flex time for routine doctor appointments.
What is the best way to communicate this information while starting on the right foot in this new employment relationship?I definitely wouldn’t ask her to coffee just to disclose this; it’s making too big a deal out of it and may be annoying if she has a busy schedule.
My manager is terrible at powerpoint, having employees' backs
Also, I wanted to make sure that HR passed along to you that I’m X weeks pregnant Colour therefore no indicator of status, possible for whites/blacks to have any status Here, thro' custom, (being Christians) they account themselves white men' .
I talked with them about this at the offer stage, but realized that I didn’t know if they’d shared it with you, and I didn’t want you to be surprised on my first day if they hadn’t!”You may also like: