5.00 score from hupso.pl for:
askamanager.org



HTML Content


Titleask a manager

Length: 13, Words: 3
Description not sure what the hell your manager is thinking, how to ask for a raise, whether you might be in danger of getting fired, or more? ask your workplace questions here.

Length: 165, Words: 31
Keywords pusty
Robots noodp
Charset UTF-8
Og Meta - Title exist
Og Meta - Description exist
Og Meta - Site name exist
Tytuł powinien zawierać pomiędzy 10 a 70 znaków (ze spacjami), a mniej niż 12 słów w długości.
Meta opis powinien zawierać pomiędzy 50 a 160 znaków (łącznie ze spacjami), a mniej niż 24 słów w długości.
Kodowanie znaków powinny być określone , UTF-8 jest chyba najlepszy zestaw znaków, aby przejść z powodu UTF-8 jest bardziej międzynarodowy kodowaniem.
Otwarte obiekty wykresu powinny być obecne w stronie internetowej (więcej informacji na temat protokołu OpenGraph: http://ogp.me/)

SEO Content

Words/Characters 9820
Text/HTML 53.36 %
Headings H1 1
H2 11
H3 12
H4 0
H5 10
H6 0
H1
ask a manager
H2

after an employee died, her team has driven off anyone we hire to replace her
my employees keep going to their old boss instead of coming to me
i don’t get to go on my office’s weight loss reward cruise
terrible intern is our director’s son, boss wants to control our bathroom breaks, and more
smelly essential oils at work … or what to do when employees’ medical needs conflict
my boss keeps coming to work sick
my coworker’s husband gets annoyed when our meetings run over
old coworkers who won the lottery want to come back to work, a credible company has a fake-seeming website, and more
how can we screen out micromanagers when hiring a new manager for our team?
the psychology behind the office candy dish
H3
post navigation
advertisement
search this site
looking for a job? get my guide
how to prepare for an interview learn how here
recent posts
surprise me!
advertisement
categories
subscribe by email
change default font size
advertisement
H4
H5 you may also like:
you may also like:
you may also like:
you may also like:
you may also like:
you may also like:
you may also like:
you may also like:
you may also like:
you may also like:
H6
strong
note:
1. our terrible intern is our director’s son
2. will this help you get an interview?
3. my boss wants to control our bathroom breaks
4. am i complicit in my coworker’s slacking off?
5. explaining i was laid off after two months
1. old coworkers who won the lottery now want to come back
2. a seemingly credible company has a fake-seeming website
3. working while grieving
4. taking a job with a manager who’s less experienced than me
5. i was rejected after a manager looked at my linkedin profile
show me a random post
b
i
note:
1. our terrible intern is our director’s son
2. will this help you get an interview?
3. my boss wants to control our bathroom breaks
4. am i complicit in my coworker’s slacking off?
5. explaining i was laid off after two months
1. old coworkers who won the lottery now want to come back
2. a seemingly credible company has a fake-seeming website
3. working while grieving
4. taking a job with a manager who’s less experienced than me
5. i was rejected after a manager looked at my linkedin profile
show me a random post
em note:
1. our terrible intern is our director’s son
2. will this help you get an interview?
3. my boss wants to control our bathroom breaks
4. am i complicit in my coworker’s slacking off?
5. explaining i was laid off after two months
1. old coworkers who won the lottery now want to come back
2. a seemingly credible company has a fake-seeming website
3. working while grieving
4. taking a job with a manager who’s less experienced than me
5. i was rejected after a manager looked at my linkedin profile
show me a random post
Bolds strong 12
b 0
i 12
em 12
Zawartość strony internetowej powinno zawierać więcej niż 250 słów, z stopa tekst / kod jest wyższy niż 20%.
Pozycji używać znaczników (h1, h2, h3, ...), aby określić temat sekcji lub ustępów na stronie, ale zwykle, użyj mniej niż 6 dla każdego tagu pozycje zachować swoją stronę zwięzły.
Styl używać silnych i kursywy znaczniki podkreślić swoje słowa kluczowe swojej stronie, ale nie nadużywać (mniej niż 16 silnych tagi i 16 znaczników kursywy)

Statystyki strony

twitter:title exist
twitter:description exist
google+ itemprop=name pusty
Pliki zewnętrzne 23
Pliki CSS 4
Pliki javascript 19
Plik należy zmniejszyć całkowite odwołanie plików (CSS + JavaScript) do 7-8 maksymalnie.

Linki wewnętrzne i zewnętrzne

Linki 236
Linki wewnętrzne 59
Linki zewnętrzne 177
Linki bez atrybutu Title 214
Linki z atrybutem NOFOLLOW 0
Linki - Użyj atrybutu tytuł dla każdego łącza. Nofollow link jest link, który nie pozwala wyszukiwarkom boty zrealizują są odnośniki no follow. Należy zwracać uwagę na ich użytkowania

Linki wewnętrzne

skip to content #content
search #text-24
change font size #zeno_fr_widget-2
skip to sidebar #secondary
older posts /archives
a #
a #
a #
^ back to top #page

Linki zewnętrzne

ask a manager http://www.askamanager.org/
topics http://www.askamanager.org/topics
archives http://www.askamanager.org/archives
ask a question http://www.askamanager.org/ask-a-question
books http://www.askamanager.org/books
affiliates http://www.askamanager.org/books/affiliates
about me http://www.askamanager.org/about
what readers say http://www.askamanager.org/what-people-say
connect http://www.askamanager.org/follow
surprise me! http://www.askamanager.org/?random
- http://www.twitter.com/askamanager
- https://www.facebook.com/askamanager
- http://www.askamanager.org/feed
- http://www.askamanager.org/
after an employee died, her team has driven off anyone we hire to replace her http://www.askamanager.org/2017/03/after-an-employee-died-her-team-has-driven-off-anyone-we-hire-to-replace-her.html
employee resigned but now wants to stay http://www.askamanager.org/2015/12/employee-resigned-but-now-wants-to-stay.html
my constantly awol boss holds me to a higher standard than she holds herself to http://www.askamanager.org/2015/10/my-constantly-awol-boss-holds-me-to-a-higher-standard-than-she-holds-herself-to.html
manager sent former employee a litany of complaints about her work, how to stop “reply all,” and more http://www.askamanager.org/2016/05/manager-sent-former-employee-a-litany-of-complaints-about-her-work-how-to-stop-reply-all-and-more.html
304 comments http://www.askamanager.org/2017/03/after-an-employee-died-her-team-has-driven-off-anyone-we-hire-to-replace-her.html#comments
being the boss http://www.askamanager.org/category/being-the-boss
my employees keep going to their old boss instead of coming to me http://www.askamanager.org/2017/03/my-employees-keep-going-to-their-old-boss-instead-of-coming-to-me.html
can read it here http://www.inc.com/alison-green/when-employees-keep-going-to-the-old-boss-and-ignoring-the-new-one.html
my new boss cheated in college — and i was the one to investigate him http://www.askamanager.org/2016/09/my-new-boss-cheated-in-college-and-i-was-the-one-to-investigate-him.html
i thought i liked my new boss, but i’m worried about how she treated a coworker http://www.askamanager.org/2014/11/i-thought-i-liked-my-new-boss-but-im-worried-about-how-she-treated-a-coworker.html
can you say you’re looking for a new job because you want “a new challenge”? http://www.askamanager.org/2016/10/can-you-say-youre-looking-for-a-new-job-because-you-want-a-new-challenge.html
20 comments http://www.askamanager.org/2017/03/my-employees-keep-going-to-their-old-boss-instead-of-coming-to-me.html#comments
being the boss http://www.askamanager.org/category/being-the-boss
i don’t get to go on my office’s weight loss reward cruise http://www.askamanager.org/2017/03/i-dont-get-to-go-on-my-offices-weight-loss-reward-cruise.html
fraught with issues http://www.askamanager.org/2016/08/workplace-weight-loss-programs-and-eating-disorders-giving-a-reference-for-a-coworker-who-drinks-heavily-and-more.html
weird obsession http://www.askamanager.org/2011/03/my-office-is-obsessed-with-weight.html
workplace wellness programs aren’t so effective — surprise! http://www.askamanager.org/2014/01/workplace-wellness-programs-arent-so-effective-surprise.html
my injury is preventing me from going on a company cruise — and my company wants me to pay them back for my ticket http://www.askamanager.org/2016/05/my-injury-is-preventing-me-from-going-on-a-company-cruise-and-they-want-me-to-pay-them-back-for-my-ticket.html
i don’t want to go on a company cruise — can i be required to work instead? http://www.askamanager.org/2013/09/i-dont-want-to-go-on-a-company-cruise-can-i-be-required-to-work-instead.html
407 comments http://www.askamanager.org/2017/03/i-dont-get-to-go-on-my-offices-weight-loss-reward-cruise.html#comments
workplace practices http://www.askamanager.org/category/workplace-practices
terrible intern is our director’s son, boss wants to control our bathroom breaks, and more http://www.askamanager.org/2017/03/terrible-intern-is-our-directors-son-boss-wants-to-control-our-bathroom-breaks-and-more.html
terribly unskilled intern http://www.askamanager.org/2016/06/i-have-an-awful-summer-intern-and-i-cant-fire-him.html
during our mandated break time http://www.askamanager.org/2011/08/employer-is-monitoring-my-bathroom-breaks.html
shown himself to be a bit of an ass http://www.askamanager.org/2012/01/update-on-employers-who-want-to-monitor-your-bathroom-usage.html
americans with disabilities act http://www.askamanager.org/2015/11/when-does-an-employer-need-to-make-accommodations-for-a-disability.html
not include jobs that only last a couple of months http://www.askamanager.org/2011/03/should-you-include-a-short-term-job-on-your-resume.html
my boss rewrote my resume and it’s terrible, my reference said that his skills are better than mine, and more http://www.askamanager.org/2016/01/my-boss-rewrote-my-resume-and-its-terrible-my-reference-said-that-his-skills-are-better-than-mine-and-more.html
i think my boss just hired my replacement, but hasn’t told me http://www.askamanager.org/2016/02/i-think-my-boss-just-hired-my-replacement-but-hasnt-told-me.html
my company won’t pay for bathroom breaks, nicknames when applying for jobs, and more http://www.askamanager.org/2013/10/my-company-wont-pay-for-bathroom-breaks-nicknames-when-applying-for-jobs-and-more.html
425 comments http://www.askamanager.org/2017/03/terrible-intern-is-our-directors-son-boss-wants-to-control-our-bathroom-breaks-and-more.html#comments
short answers http://www.askamanager.org/category/short-answers
smelly essential oils at work … or what to do when employees’ medical needs conflict http://www.askamanager.org/2017/02/smelly-essential-oils-at-work-or-what-to-do-when-employees-medical-needs-conflict.html
speculate http://www.askamanager.org/2017/01/our-company-is-making-us-do-unreasonable-things-to-accommodate-a-coworkers-mental-health.html#comment-1332286
donna ballman http://employeeatty.blogspot.com
stand up for yourself without getting fired http://amzn.to/1zo966y
must engage in the interactive process http://www.askamanager.org/2015/11/when-does-an-employer-need-to-make-accommodations-for-a-disability.html
my new office is full of dogs — and i’m allergic http://www.askamanager.org/2015/07/my-new-office-is-full-of-dogs-and-im-allergic.html
when does an employer need to make accommodations for a disability? http://www.askamanager.org/2015/11/when-does-an-employer-need-to-make-accommodations-for-a-disability.html
hiring someone who will need two airplane seats when she travels http://www.askamanager.org/2014/05/hiring-someone-who-will-need-two-airplane-seats-when-she-travels.html
694 comments http://www.askamanager.org/2017/02/smelly-essential-oils-at-work-or-what-to-do-when-employees-medical-needs-conflict.html#comments
law + order http://www.askamanager.org/category/law-order
my boss keeps coming to work sick http://www.askamanager.org/2017/02/my-boss-keeps-coming-to-work-sick.html
head over there to read it http://nymag.com/thecut/2017/02/what-to-do-when-someone-comes-to-work-sick.html
can i ask my manager to tell sick people to stay at home? http://www.askamanager.org/2016/10/can-i-ask-my-manager-to-tell-sick-people-to-stay-at-home.html
can you use sick leave to care for pets? http://www.askamanager.org/2013/05/can-you-use-sick-leave-to-care-for-pets.html
is it wrong to take a sick day when you’re not really sick? http://www.askamanager.org/2013/10/is-it-wrong-to-take-a-sick-day-when-youre-not-really-sick.html
92 comments http://www.askamanager.org/2017/02/my-boss-keeps-coming-to-work-sick.html#comments
advice about your boss http://www.askamanager.org/category/advice-about-your-boss
my coworker’s husband gets annoyed when our meetings run over http://www.askamanager.org/2017/02/my-coworkers-husband-gets-annoyed-when-our-meetings-run-over.html
employee won’t stop talking about a coworker’s prosthetic limb http://www.askamanager.org/2016/08/employee-wont-stop-talking-about-another-employees-prothestic-limb.html
is it weird to have your spouse visit you at your office? http://www.askamanager.org/2017/02/is-it-weird-to-have-your-spouse-visit-you-at-your-office.html
my staff collaborates so much that i can’t evaluate their work individually http://www.askamanager.org/2016/08/my-staff-collaborates-so-much-that-i-cant-evaluate-their-work-individually.html
531 comments http://www.askamanager.org/2017/02/my-coworkers-husband-gets-annoyed-when-our-meetings-run-over.html#comments
advice about your coworkers http://www.askamanager.org/category/advice-about-your-coworkers
old coworkers who won the lottery want to come back to work, a credible company has a fake-seeming website, and more http://www.askamanager.org/2017/02/old-coworkers-who-won-the-lottery-want-to-come-back-to-work-a-credible-company-has-a-fake-seeming-website-and-more.html
here http://www.askamanager.org/2014/02/should-your-manager-know-how-to-do-your-job.html
my employee secretly brought her kids to work and forced a coworker to watch them http://www.askamanager.org/2016/03/my-employee-secretly-brought-her-kids-to-work-and-forced-a-coworker-to-watch-them.html
how do i ask references about a candidate’s personality? http://www.askamanager.org/2016/07/how-do-i-ask-references-about-a-candidates-personality.html
my manager only invited one of us to her wedding, difficult boss wants to sit in on team interviews, and more http://www.askamanager.org/2016/10/my-manager-only-invited-one-of-us-to-her-wedding-difficult-boss-wants-to-sit-in-on-team-interviews-and-more.html
443 comments http://www.askamanager.org/2017/02/old-coworkers-who-won-the-lottery-want-to-come-back-to-work-a-credible-company-has-a-fake-seeming-website-and-more.html#comments
short answers http://www.askamanager.org/category/short-answers
how can we screen out micromanagers when hiring a new manager for our team? http://www.askamanager.org/2017/02/how-can-we-screen-out-micromanagers-when-hiring-a-new-manager-for-our-team.html
my employee asked me not to give him any feedback http://www.askamanager.org/2015/04/my-employee-asked-me-not-to-give-him-any-feedback.html
how to spot a bad boss — before you take the job http://www.askamanager.org/2014/04/how-to-spot-a-bad-boss-before-you-take-the-job.html
my manager gave me critical feedback but refused to give specifics http://www.askamanager.org/2015/02/my-manager-gave-me-critical-feedback-but-refused-to-give-specifics.html
101 comments http://www.askamanager.org/2017/02/how-can-we-screen-out-micromanagers-when-hiring-a-new-manager-for-our-team.html#comments
hiring http://www.askamanager.org/category/hiring
the psychology behind the office candy dish http://www.askamanager.org/2017/02/the-psychology-behind-the-office-candy-dish.html
pretty fascinating piece about the psychology behind the office candy dish https://www.washingtonpost.com/graphics/health/candy-dish/
i don’t want the office candy dish on my desk http://www.askamanager.org/2013/11/i-dont-want-the-office-candy-dish-on-my-desk.html
how can i stop a greedy coworker from taking all the candy from my candy jar? http://www.askamanager.org/2013/12/how-can-i-stop-a-greedy-coworker-from-taking-all-the-candy-from-my-candy-jar.html
a job applicant stopped by with a plant and candy http://www.askamanager.org/2013/06/a-job-applicant-stopped-by-with-a-plant-and-candy.html
407 comments http://www.askamanager.org/2017/02/the-psychology-behind-the-office-candy-dish.html#comments
workplace practices http://www.askamanager.org/category/workplace-practices
older posts http://www.askamanager.org/page/2
get my guide http://www.askamanager.org/how-to-get-job-e-book
- http://www.askamanager.org/how-to-get-job-e-book
learn how here http://www.askamanager.org/how-to-guide
- http://www.askamanager.org/how-to-guide
- http://www.askamanager.org/ask-a-question
- http://www.askamanager.org/how-to-comment
- http://www.askamanager.org/favorite-posts
after an employee died, her team has driven off anyone we hire to replace her http://www.askamanager.org/2017/03/after-an-employee-died-her-team-has-driven-off-anyone-we-hire-to-replace-her.html
my employees keep going to their old boss instead of coming to me http://www.askamanager.org/2017/03/my-employees-keep-going-to-their-old-boss-instead-of-coming-to-me.html
i don’t get to go on my office’s weight loss reward cruise http://www.askamanager.org/2017/03/i-dont-get-to-go-on-my-offices-weight-loss-reward-cruise.html
terrible intern is our director’s son, boss wants to control our bathroom breaks, and more http://www.askamanager.org/2017/03/terrible-intern-is-our-directors-son-boss-wants-to-control-our-bathroom-breaks-and-more.html
smelly essential oils at work … or what to do when employees’ medical needs conflict http://www.askamanager.org/2017/02/smelly-essential-oils-at-work-or-what-to-do-when-employees-medical-needs-conflict.html
my boss keeps coming to work sick http://www.askamanager.org/2017/02/my-boss-keeps-coming-to-work-sick.html
my coworker’s husband gets annoyed when our meetings run over http://www.askamanager.org/2017/02/my-coworkers-husband-gets-annoyed-when-our-meetings-run-over.html
old coworkers who won the lottery want to come back to work, a credible company has a fake-seeming website, and more http://www.askamanager.org/2017/02/old-coworkers-who-won-the-lottery-want-to-come-back-to-work-a-credible-company-has-a-fake-seeming-website-and-more.html
how can we screen out micromanagers when hiring a new manager for our team? http://www.askamanager.org/2017/02/how-can-we-screen-out-micromanagers-when-hiring-a-new-manager-for-our-team.html
the psychology behind the office candy dish http://www.askamanager.org/2017/02/the-psychology-behind-the-office-candy-dish.html
i won’t be considered for a promotion unless i promise not to leave if my coworker gets the job http://www.askamanager.org/2017/02/i-wont-be-considered-for-a-promotion-unless-i-promise-not-to-leave-if-my-coworker-gets-the-job.html
can you bill for your time after a long interview process, bringing in baked goods on your first day, and more http://www.askamanager.org/2017/02/can-you-bill-for-your-time-after-a-long-interview-process-bringing-in-baked-goods-on-your-first-day-and-more.html
weekend free-for-all – february 25-26, 2017 http://www.askamanager.org/2017/02/weekend-free-for-all-february-25-26-2017.html
should i hire an overqualified candidate? http://www.askamanager.org/2017/02/should-i-hire-an-overqualified-candidate.html
open thread – february 24-25, 2017 http://www.askamanager.org/2017/02/open-thread-february-24-25-2017.html
i’m still getting calls from clients after being let go, my coworker is interfering in my work, and more http://www.askamanager.org/2017/02/im-still-getting-calls-from-clients-after-being-let-go-my-coworker-is-interfering-in-my-work-and-more.html
my friend tried to strong-arm her way into a promotion http://www.askamanager.org/2017/02/my-friend-tried-to-strong-arm-her-way-into-a-promotion.html
update: is this job application horribly invasive or is it just me? http://www.askamanager.org/2017/02/update-is-this-job-application-horribly-invasive-or-is-it-just-me.html
do i really have to be on camera for my job? http://www.askamanager.org/2017/02/do-i-really-have-to-be-on-camera-for-my-job.html
i’m jealous of my attractive employee, working for free when changing careers, and more http://www.askamanager.org/2017/02/im-jealous-of-my-attractive-employee-working-for-free-when-changing-careers-and-more.html
is it weird to have your spouse visit you at your office? http://www.askamanager.org/2017/02/is-it-weird-to-have-your-spouse-visit-you-at-your-office.html
how can i help an employee who suffers from anxiety? http://www.askamanager.org/2017/02/how-can-i-help-an-employee-who-suffers-from-anxiety.html
my employee tells small lies but is otherwise good at her job http://www.askamanager.org/2017/02/my-employee-tells-small-lies-but-is-otherwise-good-at-her-job.html
how often can you take mental health days, is this employee ranking system insane, and more http://www.askamanager.org/2017/02/how-often-can-you-take-mental-health-days-is-this-employee-ranking-system-insane-and-more.html
my boss wants 20% of my salary from my next job http://www.askamanager.org/2017/02/my-boss-wants-20-of-my-salary-from-my-next-job.html
how should i handle questions about my age at work? http://www.askamanager.org/2017/02/how-should-i-handle-questions-about-my-age-at-work.html
i manage someone who was terribly harmed by my family … what do i do? http://www.askamanager.org/2017/02/i-manage-someone-who-was-terribly-harmed-by-my-family-what-do-i-do.html
candidate has applied for the same job 142 times, talking to an adult child’s employer, and more http://www.askamanager.org/2017/02/candidate-has-applied-for-the-same-job-142-times-talking-to-an-adult-childs-employer-and-more.html
i’m a finalist for a job where it sounds like people work a ton of hours http://www.askamanager.org/2017/02/im-a-finalist-for-a-job-where-it-sounds-like-people-work-a-ton-of-hours.html
employer doesn’t want me to support any other charity, my employee doesn’t use enough words, and more http://www.askamanager.org/2017/02/employer-doesnt-want-me-to-support-any-other-charity-my-employee-doesnt-use-enough-words-and-more.html

show me a random post

http://www.askamanager.org/?random
advice about your boss http://www.askamanager.org/category/advice-about-your-boss
advice about your coworkers http://www.askamanager.org/category/advice-about-your-coworkers
ask the readers http://www.askamanager.org/category/ask-the-readers
bad advice http://www.askamanager.org/category/bad-advice
bad interviewer behavior http://www.askamanager.org/category/bad-interviewer-behavior
being the boss http://www.askamanager.org/category/being-the-boss
cover letters http://www.askamanager.org/category/cover-letters
external recruiters http://www.askamanager.org/category/external-recruiters
family, spouses & significant others http://www.askamanager.org/category/family-spouses-significant-others
firing http://www.askamanager.org/category/firing
freelancing http://www.askamanager.org/category/freelancing
gimmicks won't get you a job http://www.askamanager.org/category/gimmicks-wont-get-you-a-job
happy endings http://www.askamanager.org/category/happy-endings
hiring http://www.askamanager.org/category/hiring
interesting jobs http://www.askamanager.org/category/uncategorized/interesting-jobs
internships http://www.askamanager.org/category/internships
interviewing http://www.askamanager.org/category/interviewing
jerks http://www.askamanager.org/category/jerks
job offers http://www.askamanager.org/category/job-offers
job search: following up http://www.askamanager.org/category/job-search-following-up
job searching http://www.askamanager.org/category/job-searching
law + order http://www.askamanager.org/category/law-order
layoffs http://www.askamanager.org/category/layoffs
me http://www.askamanager.org/category/me
networking http://www.askamanager.org/category/networking
new grads http://www.askamanager.org/category/new-grads
open threads http://www.askamanager.org/category/open-threads
phone interviews http://www.askamanager.org/category/phone-interviews
references http://www.askamanager.org/category/references
rejections http://www.askamanager.org/category/rejections
resigning http://www.askamanager.org/category/resigning
resumes http://www.askamanager.org/category/resumes
salary http://www.askamanager.org/category/salary
short answers http://www.askamanager.org/category/short-answers
sponsors http://www.askamanager.org/category/sponsors
students http://www.askamanager.org/category/students
thank-you notes http://www.askamanager.org/category/thank-you-notes
uncategorized http://www.askamanager.org/category/uncategorized
unemployment http://www.askamanager.org/category/unemployment
updates http://www.askamanager.org/category/updates
volunteering http://www.askamanager.org/category/volunteering
work habits http://www.askamanager.org/category/work-habits
workplace practices http://www.askamanager.org/category/workplace-practices
- http://www.askamanager.org/sign-up-for-updates
ask a manager http://www.askamanager.org
- http://www.twitter.com/askamanager
- https://www.facebook.com/askamanager
- http://www.askamanager.org/feed
smallestdecisions.net http://smallestdecisions.net/

Zdjęcia

Zdjęcia 13
Zdjęcia bez atrybutu ALT 1
Zdjęcia bez atrybutu TITLE 6
Korzystanie Obraz ALT i TITLE atrybutu dla każdego obrazu.

Zdjęcia bez atrybutu TITLE

http://www.askamanager.org/wp-content/uploads/2016/04/copy-aam-copy1opt.jpg
http://www.askamanager.org/wp-content/uploads/2016/04/how-to-get-a-job-122.jpg
http://www.askamanager.org/wp-content/uploads/2010/12/how-to-prepare-for-an-interview-200x300.jpg
http://www.askamanager.org/wp-content/uploads/2014/07/ask-a-question-sm2.jpg
http://www.askamanager.org/wp-content/uploads/2014/07/how-to-comment-sm2.jpg
http://www.askamanager.org/wp-content/uploads/2014/07/favorites-sm2.jpg

Zdjęcia bez atrybutu ALT

http://www.askamanager.org/wp-content/uploads/2016/04/copy-aam-copy1opt.jpg

Ranking:


Alexa Traffic
Daily Global Rank Trend
Daily Reach (Percent)









Majestic SEO











Text on page:

ask a manager menu skip to content topics archives ask a question books affiliates about me what readers say connect surprise me! search change font size skip to sidebar after an employee died, her team has driven off anyone we hire to replace her by alison green on march 1, 2017 a reader writes: a year ago, someone i worked with (jane) died. she was killed by an impaired driver while crossing the street after work. some of her colleagues witnessed it. jane worked here for almost a decade and was well-liked. (the company has an eap and offered paid therapy services to anyone who needs it as well as fully paid bereavement and time off to attend the trial, no questions asked.) jane was one of my reports (i manage her manager). a month after jane’s death, her replacement started. the replacement was an internal transfer who was offered the job after a job search was conducted inside the company. however, three months after starting the job, the replacement suddenly quit without notice. she emailed her resignation to hr at the end of the work day effective immediately. the job was then offered to the other person who had been looked at in the job search. he started a week after the first replacement left. four months after he started, he also quit without any notice. after he left, no one in the company put in to transfer into the role, so the company did an outside job search. an outside person, new to the company, was hired a month after the second replacement quit. that was three months ago, and the outside hire just quit last week after giving only two days of notice. after the outside hire quit, the hr manager and assistant hr manager asked to meet with me. they informed me the outside hire had said in her exit interview that she was leaving because she couldn’t handle working with jane’s old coworkers and manager. she said she resumed job searching almost as soon as she started here because of how bad it was. she told them she had tried to address it with the manager (who managed jane) but nothing changed. hr shared this with me because they had received similar complaints from the first two replacements for jane’s job. in their resignation emails, both of them said they couldn’t handle it and the manager did nothing. the first replacement quit without having anything lined up. the second replacement took a job with a lower title than he had here. what jane’s replacements said they couldn’t handle was being constantly compared to jane, being accused of hostility or coldness for arranging the desk differently than jane had it, having things like “if jane were here…” or “some of us still care about jane” said aloud to them. according to the resignations and the exit interview, the manager participated and accused them of being awful for “disrespecting” the dead when they brought their concerns forward. the outside hire said she was excluded from everything and asked how she could sleep at night for taking jane’s job. word got around the company so no one put in to transfer into jane’s role and that is why an outside person had to be hired. after the outside hire left, upper management tried to get another person who already works here to transfer into the job so they didn’t have to go through the hiring process again. the person they picked wrote her resignation and was ready to quit before they told her she didn’t have to take it. i work in a different building than jane’s coworkers and manager and i had no idea any of this was happening until hr told me (i also don’t know why hr didn’t act on these complaints). no one came to me about it before this. jane’s job often involves tight deadlines, and i thought the first two replacements left because they couldn’t handle the pressure. it turns out they always met the deadlines and had no performance issues. i understand jane’s death is upsetting and difficult for her coworkers, but what they are doing cannot continue. we can’t keep hiring people every few months. since the three replacements and the person upper management wanted to bring in have all said the same things (especially given that the outside hire never met the other three), i do believe they are telling the truth about jane’s coworkers and manager. i know i need to talk to the coworkers and manager about their behavior but given the emotion behind this i don’t even know where to start. i am way out of my depth with this. oooof. yeah, you’ve got to talk to them. start with the manager, because ultimately she has the most responsibility for this. lay it out for her really directly: “we’ve now had three people quit this role after only a few months, and each of the three said they left because of how they were treated for taking jane’s job. one person said she was expected not to rearrange anything on her desk because it should be left the way jane had it. jane’s death has of course been hard on her team — there’s no way around that — but we can’t mistreat future hires because of it. we’re not going to be able to keep anyone in that job if your team keeps doing this. knowing that we can’t let that role go unfilled, and knowing that it’s clearly tough on you and your staff to adjust to someone else being in the job, what do you suggest we do?” the idea is to make it a conversation about what’s going on. it’s possible that you’re going to find that the manager and others on her team didn’t quite realize the extent of the problem. or who knows, maybe they did, in which case a very direct “this is driving people away and we can’t keep doing it” conversation is the way to go anyway. but lay it out there, ask for her help, ask for her team’s help, and see where that gets you. note: commenters have pointed out that you shouldn’t say “jane’s job” when you talk about this, since that’s reinforcing the problem. also, there is much better advice in the comments below than what i had to offer. you may also like:employee resigned but now wants to staymy constantly awol boss holds me to a higher standard than she holds herself tomanager sent former employee a litany of complaints about her work, how to stop “reply all,” and more { 304 comments } posted in being the boss my employees keep going to their old boss instead of coming to me by alison green on march 1, 2017 a reader writes: the person who formerly held my position was promoted and works right down the hall from me and the three people i supervise. rather than come to me, the people i supervise go to their former manager with problems and questions. if she tells them something, they will do it, even if i say something different. i have been here almost two years now and this has gotten very irritating. what do i do? i answer this question — and four others — 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. other questions i’m answering there today include: my boss is hostile to another department when should i call references? can i apply for a position “for new grads” even though i’m more experienced? paying internal hires less than external hires you may also like:my new boss cheated in college — and i was the one to investigate himi thought i liked my new boss, but i’m worried about how she treated a coworkercan you say you’re looking for a new job because you want “a new challenge”? { 20 comments } posted in being the boss i don’t get to go on my office’s weight loss reward cruise by alison green on march 1, 2017 a reader writes: i have a situation that i would like to pick your brain on if i may. i’m not sure if i’m overreacting or if this is actually a problem and is unfair. the company i work for allows managers to implement wellness programs and initiatives for their branches or departments. the company is big (hundreds of employees) but my branch only has nine of us, plus a manager and an assistant manager. my manager implemented a voluntary wellness initiative, which included access to a nutritionist and coupons for sessions with a trainer or a gym membership. he, the assistant manager, and all of my coworkers signed up. he announced that anyone who lost 25 pounds in two months would be rewarded with a day cruise on a boat near our city, all expenses paid dinner, drinks, and fun and because it was on a friday everyone would get a paid day off of work. losing 25 pounds would put me at 85 pounds, which is underweight for my height. i know weight alone is not the only indicator of health, but i’m former military and currently in the reserves. i go for a physical every year and both the military and my doctor are happy with my weight, my exercise routine, and how in shape i am. (i’m not saying this next thing to be mean, but all my coworkers and manager talked about their progress openly and by their own words they were 50 pounds or more overweight, according to the nutritionist or trainer). my manager refused to make an exception for me because he said the program had to apply to everyone and their hr department back him up, saying the program wouldn’t be fair if it didn’t apply to everyone equally. i ended up having to come into an empty office with no work to do on the day my managers and coworkers took the boat cruise. my manager even checked when i swiped in and out to make sure i came in on time and didn’t leave early. he says there will be more prizes like this in the future and everyone but me is excited about it. do you think i am wrong to be upset and to feel left out? i don’t begrudge my coworkers making changes but i also don’t think it’s fair i should miss out because i don’t need to lose weight. should i just leave this alone and be more supportive? (i do want to indicate that when i’m discussing health and fitness, i’m talking about myself only. i don’t think i’m better than anyone or anything like that and i hope i didn’t come across that way.) agggghh, your manager is being an ass. i mean, really, what would he do if you decided to participate anyway because you really wanted that day cruise, and starved yourself down to 85 pounds? would he feel good about that outcome? assuming not, he’s basically saying “this program applies to everyone but you. you are not eligible for these prizes.” and that’s crappy. frankly, workplace weight loss initiatives are fraught with issues and should never be happening anyway. in addition to what you’re running into, they’re hell for people with eating disorders, totally overlook people who are trying to gain weight or maintain it rather than lose it, sometimes promote really unhealthy habits, and play into our culture’s weird obsession with food and weight … and then there’s the whole thing of it being kind of creepy to have your employer taking such an interest in your health and nutritional choices. so it’s a bad idea anyway. but your manager is being particularly crappy in this case, with having you be the one person on your team who didn’t get to go on the cruise, and even going so far as to check up on what time you swiped in and out. the gracious move would have been for him to say, “come celebrate with us.” as for what you should do, though … it really depends on how much you want to take this on. if you want to make this your issue and point out to your boss how unhealthy these competitions can be and why they don’t make sense, go for it. you’d have logic and reason on your side. but if you don’t feel strongly enough about it to tackle that, there’s nothing wrong with just rolling your eyes and writing him off as strangely obtuse on this issue. you may also like:workplace wellness programs aren’t so effective — surprise!my injury is preventing me from going on a company cruise — and my company wants me to pay them back for my ticketi don’t want to go on a company cruise — can i be required to work instead? { 407 comments } posted in workplace practices terrible intern is our director’s son, boss wants to control our bathroom breaks, and more by alison green on march 1, 2017 it’s five answers to five questions. here we go… 1. our terrible intern is our director’s son one of the directors at my work who is three levels of management above my manager has brought his son on as an intern. his son has been assigned to the same department i work in, and since i am the most junior person in the department i am often assigned to show him entry-level and junior tasks and have him work on those with me. but his son has the reading, writing and communication skills of a child. he has misspelled his own name and his father’s name on memos. he misspells common words (fone, emale, memoe); doesn’t use things like commas, periods, or capital letters; and writes everything in one long run-on sentence. he was unable to file things in alphabetical order without checking with me to confirm the order of the letters. i tried to help him because i honestly thought he had a learning disability and i didn’t want to embarrass him by bringing it up. but he keeps making bigger and bigger mistakes. last week he sent a typo-filled, run-on sentence email to another department and that person’s manager went to my manager because no one could understand what he had written in the email. when the director found out, he was very upset and got angry that anyone would say anything about his son’s writing skills. i was present in the meeting when the director came in and went off. he said his wife home-schooled his sons and she taught them everything they needed to know and no one should question his son’s ability. before the blow-up, i went to my manager because fixing the mistakes were taking up more and more of my time. after the blow-up, my manager told me to leave it alone because the same thing happened when his older son was an intern (before i worked here) and anyone who brought it up would incur the wrath of the director. i’m less than two years out of school and don’t have any experience to help me deal with this. i’m scared of saying or doing anything to make the director upset, however trying to fix the mistake his son is making is getting in the way of my own work. should i talk to my boss again or do something else about it? disclaimer for my letter: i don’t think there is anything wrong with homeschooling if it is done properly. my complaint is about my director’s son only and i don’t mean to imply all homeschooled kids have terrible writing skills. the director is doing his son a terrible disservice here, at least if the son might ever have a need to hold down a job anywhere else. but that’s not your problem, nor is it anything you can do anything about. it sounds like the director has made it clear that he’s not to be questioned on this, and so apparently you’re going to have a terribly unskilled intern for the next however many months. go back to your boss and say this: “i understand that we shouldn’t raise the problems with fergus’s work. can you give me some guidance on how i should handle issues x, y, and z that are coming up when i work with him? how would you like me to handle those?” you don’t need to solve this yourself. you just need to identify for your boss the problems it’s causing for you (workload, or whatever else) and let him tell you how he wants to handle it. it’s possible that he might tell you to just give the son busy work that no one will really see, or that yes, you really do need to prioritize correcting his work over another project, or who knows what. but it’s his call to make, as annoying as the whole situation is. 2. will this help you get an interview? my best friend has told me her secret to landing an interview. she lives in a big city, so there is a lot of competition for jobs. she told me that whenever she submits her application and resume somewhere, the next business day she calls and asks to speak to someone who works with the hiring for the position to check if the file uploaded correctly. she says “i use a mac, and sometimes, for whatever reason, my resume files uploads as a pages document, which i know not everyone works with. i just wanted to double check that everything can be opened and reads correctly.” is this good advice? she says that what happens is that they hear her nice phone voice while looking at her resume, which makes them more inclined to pick her. is this true? it’s worked for her, but i’m not sure. no. i promise you that quite a few people who receive that call are thinking, “why didn’t you just send it as a pdf then?” she’s intentionally annoying people rather than using an obvious solution, which doesn’t exactly make her look resourceful. this is not the secret to landing an interview. she’s likely landing interviews in spite of it rather than because of it. a nice phone voice is just not that compelling, and i say that as someone who loves voices. 3. my boss wants to control our bathroom breaks i have ibs. it’s not the prettiest medical condition and it means that i have to use the restroom more often than most. i work in a very high-pressure sales environment and my manager has started to be really controlling about when we can use the restroom. his logic is that if we’re in the restroom, we’ll be missing sales calls. today he told our team that we could only use the restroom during our mandated break time. (and for some context, we often are required to work through our break times!) he thinks that if i need to use the restroom more frequently than that, then i need to take a sick day. ibs is a chronic chronic condition. i can’t just take sick leave every day that i think i’m going to need the restroom more than three times. honestly i don’t know how to proceed here. this department has such a toxic work environment that the stress makes my ibs worse (of course!) i want to go to hr, but i’m concerned that rocking the boat will impair my ability to transfer to different less stressful department. well, you can try talking to your manager first, but your manager has shown himself to be a bit of an ass, so you may end up needing to go to hr in the end anyway. but if you want to start with your manager, say this: “i have a medical condition that means i need unrestricted access to the bathroom, so i’m not going to be able to comply with that restroom rule. i can bring in documentation from my doctor if it’s necessary to request this as a formal medical accommodation, but i’m hoping that we can just handle this informally and that you know enough of me and my work to know that i’ll handle it responsibly.” if he pushes back, at that point you’ll need to go to hr and explain that you’re making a formal request for accommodation under the americans with disabilities act. you can also mention that you’re concerned that your manager will hold this against you and that it could impact your ability to transfer in the future, and say that you’re therefore requesting protection from retaliation (use the word “retaliation” since retaliating against you for this would be illegal). 4. am i complicit in my coworker’s slacking off? i teach in the college of business at a large university. my department is relatively small, and we’re fairly tight-knit, inasmuch as a group of introverted academics can be tight-knit. i attended grad school with one of my fellow instructors. we weren’t that close then, but are friendly now. this coworker has made it clear that she’s all too happy to go above and beyond for me in any capacity that would help me. she’s offered to cover my classes if i feel like i need a day off, or to help me design new curriculum for my class. i don’t need this help, and i never take her up on it. occasionally, this coworker will be late to her classes. it’s not uncommon for her to send a text 5-10 minutes after her class was scheduled to begin asking if i will go babysit her students until she can get there. many times, i don’t get this text because i am actually in the middle of teaching my own class. my question is, should i take this directly to my boss? while my coworker is absolutely in the wrong for asking this of me, i don’t want to feel like a rat. (ideally, students would complain about her.) and by not telling my boss, how complicit am i for covering this up? i don’t think you’re obligated to report this to your boss, and not speaking up doesn’t make you complicit, particularly in an environment where professors are generally trusted to manage their schedules themselves, even if that includes the occasional odd choice (although this does sound more than occasional). that said, i also don’t think you’d be in the wrong if you did decide to give your boss a discreet heads-up. do what you will with this one! 5. explaining i was laid off after two months i have recently accepted and started my dream position. i was more than excited to stay with this company and the role for a few years. i started working in january and unfortunately was laid off (made redundant) at the end of february. i’ve been given a glowing recommendation from this company as well. the job title i have (had) is important and in my field, it is important to retain that title or move up. is it okay to write on my resume “ask me about this role,” or to explain i was let go because of budgeting issues in a cover letter? i’m not worried about explaining this role in an interview, i’m worried that i won’t be able to get in the door if i leave it unexplained on my resume. don’t write “ask me about this role.” that’s way too mysterious. it’s fine to just note “(position eliminated)” on your resume next to the dates for that job and/or to say something similar in your cover letter. that said, it might not make sense to include it at all, since you were there for less than two months. typically i’d recommend you not include jobs that only last a couple of months (unless they were designed to be that way from the start) since that’s not enough time to have really accomplished anything you could put on a resume, or even for the position itself to be resume-worthy. including it really just says “i was hired for this role,” but doesn’t say anything more than that. you may also like:my boss rewrote my resume and it’s terrible, my reference said that his skills are better than mine, and morei think my boss just hired my replacement, but hasn’t told memy company won’t pay for bathroom breaks, nicknames when applying for jobs, and more { 425 comments } posted in short answers smelly essential oils at work … or what to do when employees’ medical needs conflict by alison green on february 28, 2017 a reader writes: i have a question about a colleague (not one of my employees). she wears a highly potent blend of essential oils, and has been moved to another floor in an attempt to mitigate the impact on another employee’s asthma. she firmly believes this treatment cured her of cancer and continues to keep her well. talk of “reasonable accommodations” under the ada is the tone of any conversation on the matter. i’ve left work twice because the smell triggered a migraine (i really can’t stress how unpleasant, strong, and lingering it is), and i know of at least two other employees who have major problems with it. everyone takes extra allergy medication. but … that’s nuts, right? a reasonable accommodation shouldn’t negatively impact the rest of the workforce, right? a treatment should be based in science somehow, right? when talk of unusual accommodations comes up, people often speculate on what would happen if an office had two conflicting accommodation requests at once, and now we get to find out! i ran this letter past employment lawyer extraordinaire donna ballman, author of the excellent book stand up for yourself without getting fired. she says: so you have one ada accommodation being granted, but that accommodation is causing other employees to have allergic reactions and migraines. what a pickle for an employer! i would suggest, for the employees who are being affected, that you each go to your doctors and get a note requesting the reasonable accommodation that you be moved away from the offending oils causing your reaction, or be given a filter or mask to wear. the issue of conflicting accommodations is one that employers sometimes have to deal with, and it’s a balancing act they have to do. they must engage in the interactive process with each employee to determine what would be a reasonable accommodation. the employer may ultimately determine that this employee’s requested accommodation of the smelly oils is an undue hardship due to the multiple chemical sensitivities it is triggering among other employees. that means the employer could work with this employee to find another accommodation that would work, such as providing her with a mask or filter. what the employer can’t do is just fire her because of her smelly oils. it needs to work with her (or the other employees, or both) to determine a reasonable accommodation that is not an undue hardship on the company. i asked donna about whether a medical accommodation has to be based in science in some way. does it have to be something the employee’s doctor is recommending? could it be total quackery and the employer would still have to try to accommodate it? she says: the accommodation should normally be something the doctor recommended, but i have doctors who recommend homeopathic remedies all the time, so it’s possible the doctor did or would recommend it. the employer has to engage in the interactive process with the employee and her doctor to come up with a reasonable accommodation that is not an undue hardship on the employer. so, back to you, letter-writer. it sounds like you and other employees impacted by the oils need to approach your company, explain the problems the smell is causing for you, and ask for your own accommodations. you may also like:my new office is full of dogs — and i’m allergicwhen does an employer need to make accommodations for a disability?hiring someone who will need two airplane seats when she travels { 694 comments } posted in law + order my boss keeps coming to work sick by alison green on february 28, 2017 a reader writes: my supervisor is constantly sick. she comes to work ill, and claims her young son has gotten her sick. she coughs into her hand and touches the phone and other desk items we share, effectively spreading her germs far and wide. our team works close together, which puts the rest of us at risk for getting sick. as much as we arm ourselves with hand sanitizers, clorox wipes, lysol, flu shots, and, in the case of one colleague, rubber gloves, sometimes we catch her illnesses. i have tried to discuss this with her, coming from a place of concern and asking her if she’s seen a doctor, but she laughed and dismissed me. i approached her boss about talking to her, but she wouldn’t because it was “awkward.” (she really used that word.) our organization lacks human resources, so i don’t know where else to turn. do you have advice for handling this situation delicately and with care, so my colleagues and i can remain healthy? you can read my answer to this letter at new york magazine today. head over there to read it. you may also like:can i ask my manager to tell sick people to stay at home?can you use sick leave to care for pets?is it wrong to take a sick day when you’re not really sick? { 92 comments } posted in advice about your boss my coworker’s husband gets annoyed when our meetings run over by alison green on february 28, 2017 a reader writes: i work with a coworker, jane, whose husband, fergus, also works at the same company. fergus works on the production side of the building, which means his schedule is very rigid — work 7-12, lunch 12-1, then work 1-4. jane works with me, on the business side of the company. jane and fergus eat lunch together every day at 12 in the break room. fergus comes by jane’s desk to get her for lunch at that time. the problem is, on the business side we don’t have a rigid lunch schedule. no one takes a lunch — i’m lucky if i get to eat, and if i do it is at my desk. we are always on deadlines and in and out of meetings, and sometimes things come up. very frequently, i’ll be working with jane at her desk when 12:01 hits and fergus comes strolling up. if we are still actively working on something, he gets visibly annoyed and glares at me until the meeting is finished. jane never says anything, but stares blankly at me and seems uninterested in the topic once her husband appears. i feel pressured to abruptly end our work and adjourn our meeting, which is very frustrating. i’ve tried saying “hi fergus, we are almost done,” but that doesn’t cut it. i want to add, “and jane will meet you in the break room in a few minutes” but that is overstepping and weird. jane is not my direct report but she is junior to me and i manage many of her projects. i’ve mentioned it to her manager, who agrees it’s thoroughly annoying but won’t say anything because she is also uncomfortable doing so. my opinion is that when work needs to get done work needs to get done. fergus can eat by himself for 30 minutes and jane will still get to see him for 30 minutes, which is still longer than everyone else on the team is taking. i’m not trying to deny anyone their lunch break, but it’s just frustrating when we are in the middle of the project and i have to immediately stop working because her husband has appeared. i predict your advice will be “yes, annoying, but just stop scheduling meetings with jane before lunch so you don’t have to deal with it.” am i being overly sensitive? nah, that’s annoying. it’s especially annoying that jane goes blank once her husband appears and no longer engages with the thing you’re meeting with her about. that’s not cool. if it’s relatively easy for you to stop scheduling meetings with jane around that time, then sure, that’s the easiest solution. but really, there’s no reason you can’t be super straightforward with both of them about this, because this is weird. so, the next time fergus does this, see what happens if you just matter-of-factly say to him: “hey, we’re still meeting and i think we’ll be another 10 minutes.” if he doesn’t take the cue and leave, then say, “we need more time. can you come back later?” if you were junior to jane, this would be overstepping, but you’re senior to her and you’re managing some of her projects. it’s fine to say this. you’re allowed to assert some control over who’s hovering around your meetings, and to speak up if someone is glaring at you and looking annoyed. and really, you’d be doing jane a big favor if you said something to her about her own behavior too. for example: “hey, i’ve noticed that when fergus comes by to meet you for lunch, you tend to check out of what we’re talking about, even if we’re not done yet. i know it’s a pain not to be able to reliably plan when you’ll be free for lunch, but that’s the way our workflow works … and when we’re in the middle of something, it gets a lot less efficient if you’re not engaging once fergus shows up.” (part of me wonders if jane doesn’t want fergus hanging around any more than you do, and whether she’d welcome you asserting boundaries with him so that she doesn’t have to, but who knows.) and jane’s manager is doing her no favors by not saying anything about this just because she feels awkward about it. prioritizing a rigidly timed lunch with her husband every single day in a job where rigid lunch times don’t work isn’t going to be good for jane’s reputation over time … and it’s impacting the ability of her colleagues to get what they need from her. her manager should speak up, both for jane’s sake and for other people’s. if nothing else, if jane is committed to this daily lunch, someone should at least coach her to handle it more professionally — as in “i can talk for 10 minutes, but i’m heading out for lunch after that.” that sounds like it still wouldn’t be in sync with how your department works, but it would be a hell of a lot better than letting her husband hang around glowering at people while she becomes unresponsive until she’s released. you may also like:employee won’t stop talking about a coworker’s prosthetic limbis it weird to have your spouse visit you at your office?my staff collaborates so much that i can’t evaluate their work individually { 531 comments } posted in advice about your coworkers old coworkers who won the lottery want to come back to work, a credible company has a fake-seeming website, and more by alison green on february 28, 2017 it’s five answers to five questions. here we go… 1. old coworkers who won the lottery now want to come back i’m a divisional manager. i manage several smaller teams and report to the manager of our entire department. several years ago (long before i worked here), one of the teams won the lottery as a group. the entire team played except for mary. mary was invited to play but chose not to. after the win, everyone quit, including the manager. in the years since the win, mary has moved up to team manager. the lottery money has been a problem for her former team members and manager. one died from an overdose and another is in prison (both events made the news). our department is expanding, and some of mary’s former team have applied to work here, citing financial issues and the need for an income. the departmental manager, jon, has said he wants all of them to work on mary’s team. mary and i both think this is a bad idea. mary thinks her old team will be bitter about having to come back to work and to have her as manager (at the time they left, she was entry-level and the most junior person on the team). a few of mary’s old team have publicly expressed bitterness and regret about spending all the money and needing to work again. there are spots on other teams where they would be qualified to work. the spots on all the teams are entry-level only. jon said he doesn’t think that mary managing some of her old team members will cause conflict, but mary and i both disagree. do you have any idea how i can approach jon with these concerns? mary is a great employee and will follow jon’s direction, but i want to support her. she is also worried her old team members will resent her because she chose not to play the lottery because she believed the money would bring nothing but trouble and no good would come from it. mary is the one who will have to manage them if they come back, and so jon should be deferring to your and mary’s judgment on this. but i don’t think you should suggest that they be hired for those entry-level spots on other teams, if they’re not entry-level. the goal here isn’t to find them jobs at all costs; it’s to hire the best person for each opening you have. if that might be one or more of them, then great … but shoehorning them into entry-level jobs that they’re overqualified for (if indeed that’s the case) doesn’t meet that bar. why not suggest a compromise with jon — that you and mary will interview each of them who’s interested and will keep an open mind, but that if at the end of that process you continue to be concerned that they’re not the best hires you could make, you’ll select other people? 2. a seemingly credible company has a fake-seeming website a friend recently interviewed at a company that, from her cursory “due diligence,” seemed on the up-and-up: credentials, mutual colleagues/alumni, and a nice office in a swank building. there was no sensitive personal information disclosed or anything unusual about the interview itself, and she even ran into a former, trusted colleague on the way to the interview itself. however, when my friend happened to look on the company’s web site again, she found what appear to be fake/doctored/planted press clippings, fake or unverifiable examples of the company’s innovations, and many cases of contradictory information (board member names, phone numbers, locations, etc) within the web site itself. some discrepancies were obvious; others were only apparent to those with some experience in the field. my friend applied for this position through a leading job-site aggregator; this company contacted her shortly thereafter for an interview (if i recall, via their corporate recruiter in another state or country). a cautious and retiring type (by her own description), she is sure she hasn’t unluckily stumbled onto some nefarious fraud or madoffesque upstart–but is annoyed at the waste of her time and energy. she is also concerned about the impact of having her name linked with any public “asking around,” as she is just a few years into her relatively small, niche career. i haven’t heard of such a scenario before and am simply out of my depth here. (my guess is it’s a bizarre, cutting-edge set-up for a new reality show or an elaborate, and awful, practical joke). the piece of this that doesn’t fit is the mutual colleagues. if you’re saying that she knows people who have worked there (and she’s sure they really did, and it’s not that their names have been coopted by some nefarious company), that makes it a lot harder to write it off as a scam or a strange reality show. or who knows, maybe everything is on the up-and-up but they have a really horrible web communications person and haven’t figured that out or dealt with it yet. or, a third possibility — since she’s only a few years into her career, is it possible that she’s evaluating the stuff on their website incorrectly? in any case, i wouldn’t worry that she’s somehow connected herself to them by asking around about them. if the people she asked had strongly negative impressions of this company, presumably they would have told her when she asked. and no one is going to hold it against her for trying to do some due diligence on a company, particularly if there’s something shady to be learned. 3. working while grieving my father died a few days before christmas, and it was extremely traumatic for me — he was a single parent to me when i was growing up, and we were extraordinarily close. i’m also 31, which i know isn’t a child, but i also didn’t really expect to be dealing with this sort of thing for another decade at least. on top of that, he was unmarried and had no other children, so when it comes to the business of settling his affairs, it’s pretty much just on me — our home, for example, needs to be sold, and it’s in california and i’m in new york. i do have help, and i’m lucky to work at a place where everyone is understanding and generous — i was out for two extra weeks and haven’t been docked any vacation or sick leave, for example. that being said, i’m having a really hard time back at work: things that would simply irritate or minorly stress me out before feel extra big now, and i generally feel more fragile and sensitive than i have before. so far i feel like my work performance hasn’t been too impacted, but i’m anxious about that happening at some point/how much energy i’m expending keeping myself together. i’ve just started seeing a grief counselor, which i’m hoping will help, but in the meantime would be so grateful for any advice on how to manage this at work, at least for now. i’m so sorry about your dad. lower the pressure on yourself — you’re not going to be functioning in the same way that you were before this happened, just like you hopefully wouldn’t expect yourself to come back at full speed right after being out for a debilitating illness. it’s going to take some time for you to recover your equilibrium at work, and that’s okay. one thing that will help is talking to your boss. let her know that you’re dealing with a lot right now, that there are a lot of demands on your energy not only because of the grief but also because all the logistics are falling to you, and that you may not be yourself right away. she probably already assumes that, but you’ll feel better for having said it. if you’ve been there a while, trust that you have enough of a track record built up that you’ll be given the space that you need. if you haven’t been there a while, trust that people will still be compassionate because they know what you’re going through. hang in there. 4. taking a job with a manager who’s less experienced than me i am now at the last stage of the interview process for a very interesting middle-level position. i have a doubt, though, and i would really like to hear your thoughts. my industry is very small, so i ran across the person i would be reporting to a few times in the past. they are a couple of years younger than me and less experienced. i’m saying that they are less experienced after doing my due diligence on this position, on the company, and on the tasks of this person, not out of jealousy or delusion. while the age factor is not an issue, i’m concerned that reporting to a person with less experience than me could be a recipe for trouble. the selection process is happening in english, which is not my or this company’s native language, so i already had the doubt that they were looking for somebody more junior than me, but after reviewing carefully the vacancy i think there were no misunderstandings there. am i overreacting or would you see this as a red flag, or something i should pay attention to? in consideration of how the selection process is going, i think i have good chances to get an offer. if the person is great at what she does, it’s not likely to be a problem at all. if she’s not great at what she does, that would be a problem even if she had decades of experience more than you. so really, focus on what you know about her competence and achievements, and how she approaches her work and her management on the people on her team, not on her age or years in the industry. plus, in many roles, a manager really doesn’t need to know how to do the work of the people she’s managing; she just needs to know how to manage them effectively. more on that here. (also! if you literally mean “a couple of years” younger than you, that’s basically nothing that should even cross your radar — a few years of experience isn’t likely to make the kind of difference you’d notice, at least not in most fields.) 5. i was rejected after a manager looked at my linkedin profile i recently applied for a job through an organization that i am really interested in becoming a team member of. i noticed on monday that a senior manager in the department looked at my linkedin profile on sunday. however, i was sent an automated rejection letter that morning. my profile is pretty similar to my resume and i am unsure if i am over analyzing it or should fix my profile and or resume for future references. nah, don’t read anything into it. i look at linkedin profiles of candidates who i end up rejecting for other reasons all the time. very rarely, if ever, is what i saw on linkedin the reason. i’m just looking to get a better sense of them, or even sometimes because i’m curious about one particular fact, or all sorts of reasons. assuming that your linkedin profile isn’t really messy or quite different from your resume and that you don’t have a wildly unprofessional photo up or something, i’d assume you were rejected for non-linkedin reasons. you may also like:my employee secretly brought her kids to work and forced a coworker to watch themhow do i ask references about a candidate’s personality?my manager only invited one of us to her wedding, difficult boss wants to sit in on team interviews, and more { 443 comments } posted in short answers how can we screen out micromanagers when hiring a new manager for our team? by alison green on february 27, 2017 a reader writes: i am part of the interview team in finding a replacement for our ex-manager. and our department would reeeeally like this person to not be another micromanager. any ideas for questions i could ask? or any red flags in the interviewee’s answers/demeanour to watch out for? often when this topic comes up, people will advise asking the candidates to describe their management style. the problem with that is that most people really suck at describing their management style with anything approaching accuracy. i interview a lot of candidates for jobs where management style is really, really key, and learned pretty early on that i couldn’t rely on people’s answers to that question. most people can’t accurately self-assess about what kind of manager they are, especially in response to a broad question like that … and it tends to produce a lot of vague talk about about open-door policies and investing in people and blah blah, and very few specifics. the better route is to get them talking in concretes about how they actually have operated in the recent past. (in fact, this is pretty much always the way to go in interviews, not just for management roles. you’ll get much more useful information.) for example, ask them about a big project their team recently handled that they managed but other people were responsible for carrying out. then ask a bunch of follow-up questions to really dig into what their management of that project looked like: * what was your role in getting the work done? * what your process for assigning the work and making sure people were set up for success? (you’re looking here for someone who takes the time to get aligned at the start about what success would look like, so that they’re not having to constantly intervene and correct as the work plays out.) * how did you interact with your team throughout the process, and at what points? (you’re looking here for set check-ins at particular milestones or time markers, rather than someone who basically swooped in whenever it occurred to them.) * how did you spot any course corrections that might have needed to be made? * was the project a success? what kind of feedback did you give your team? that’s going to get you the best information about how they really operate, rather than how they think they operate. but here are some other questions you can ask too: * what kind of structures do you use to evaluate people’s work and give feedback? * how often do people get feedback from you? * tell us about a time someone’s project wasn’t going well and how you handled it. * what kind of person do you have trouble managing? * what kind of person doesn’t work well with you? * how has your approach to managing evolved over time? are there things you do differently or think about differently now than you used to? (this sometimes gets you much more accurate answers than just “tell me about your management style” because it forces them to go beyond platitudes and buzz words.) * given that everyone has something they’d probably like to change about their boss, what do you think your staff members would want to change about you if they could wave a magic wand over your head? also! don’t get so focused on screening out micromanagers that you forget to screen for all the other things that are important too. hiring managers tend to be haunted by their last bad hire, meaning that they then focus so heavily on avoiding those things with the next hire that they often miss totally different problems that they should also be screening out. so make sure that you’re looking at the full picture of how candidates operate, and not getting so focused on micromanagement in particular that you miss other points. you may also like:my employee asked me not to give him any feedbackhow to spot a bad boss — before you take the jobmy manager gave me critical feedback but refused to give specifics { 101 comments } posted in hiring the psychology behind the office candy dish by alison green on february 27, 2017 the washington post has a pretty fascinating piece about the psychology behind the office candy dish, centered around their own two-month experiment tracking one candy dish in their office. an amusing excerpt: the most fascinating part was watching how people behaved around the jar, which sits on a cabinet less than three feet from kevin’s head. first of all, nearly everyone who approached the candy while kevin was present emitted some sort of noise before opening the jar, even if it was just a primal “oooooh!” or “mmmm.” some politely asked if they could have a piece. others explained why they shouldn’t have a piece before diving in. a photographer started singing “the candy man.” that’s not surprising at all, said neuroscientist gary wenk, author of “your brain on food.” wenk called it “the kevin stimulus.” basically, kevin’s presence injected social complications into the food decisions. people had to decide whether the candy was worth the interaction. “you have to be willing to break into someone else’s personal space and take one of their items that they are offering to you,” wenk said. “you have to say, ‘okay, i’m worth it, and i’m going to come over there and talk to you.’ ” … interpersonal risk calculations help explain why most people do not want to take the last piece — or, more accurately, do not want to be seen taking the last piece. (not once in our experiment did the last piece disappear while kevin was sitting by the jar.) only the most uninhibited would be willing to risk appearing so nakedly entitled. it also points out that hardly anyone is willing to take the peanut m&ms from the post’s top editor’s candy jar: most of the m&ms are consumed by just four top editors during meetings in baron’s office. for the rest of us worker bees, the barriers — baron’s status, barnes’s watchful eyes, the jar’s location in an office and even the complicated lid — make the risks outweigh the potential reward. the whole piece is an enjoyable read and will make you look at the candy dynamics in your office differently. you may also like:i don’t want the office candy dish on my deskhow can i stop a greedy coworker from taking all the candy from my candy jar?a job applicant stopped by with a plant and candy { 407 comments } posted in workplace practices post navigation ← older posts advertisement search this site looking for a job? get my guide how to prepare for an interview learn how here recent posts after an employee died, her team has driven off anyone we hire to replace her my employees keep going to their old boss instead of coming to me i don’t get to go on my office’s weight loss reward cruise terrible intern is our director’s son, boss wants to control our bathroom breaks, and more smelly essential oils at work … or what to do when employees’ medical needs conflict my boss keeps coming to work sick my coworker’s husband gets annoyed when our meetings run over old coworkers who won the lottery want to come back to work, a credible company has a fake-seeming website, and more how can we screen out micromanagers when hiring a new manager for our team? the psychology behind the office candy dish i won’t be considered for a promotion unless i promise not to leave if my coworker gets the job can you bill for your time after a long interview process, bringing in baked goods on your first day, and more weekend free-for-all – february 25-26, 2017 should i hire an overqualified candidate? open thread – february 24-25, 2017 i’m still getting calls from clients after being let go, my coworker is interfering in my work, and more my friend tried to strong-arm her way into a promotion update: is this job application horribly invasive or is it just me? do i really have to be on camera for my job? i’m jealous of my attractive employee, working for free when changing careers, and more is it weird to have your spouse visit you at your office? how can i help an employee who suffers from anxiety? my employee tells small lies but is otherwise good at her job how often can you take mental health days, is this employee ranking system insane, and more my boss wants 20% of my salary from my next job how should i handle questions about my age at work? i manage someone who was terribly harmed by my family … what do i do? candidate has applied for the same job 142 times, talking to an adult child’s employer, and more i’m a finalist for a job where it sounds like people work a ton of hours employer doesn’t want me to support any other charity, my employee doesn’t use enough words, and more older posts surprise me! show me a random post advertisement categories advice about your boss (581) advice about your coworkers (573) ask the readers (112) bad advice (54) bad interviewer behavior (59) being the boss (450) cover letters (56) external recruiters (22) family, spouses & significant others (116) firing (89) freelancing (16) gimmicks won't get you a job (15) happy endings (46) hiring (134) interesting jobs (10) internships (48) interviewing (369) jerks (98) job offers (115) job search: following up (25) job searching (463) law + order (118) layoffs (28) me (58) networking (54) new grads (37) open threads (334) phone interviews (21) references (100) rejections (71) resigning (97) resumes (106) salary (175) short answers (1,484) sponsors (36) students (30) thank-you notes (16) uncategorized (250) unemployment (8) updates (431) volunteering (16) work habits (328) workplace practices (381) subscribe by email change default font size a a a advertisement ask a manager ^ back to top copyright © 2007 - 2017 ask a manager. all rights reserved. designed and developed by smallestdecisions.net


Here you find all texts from your page as Google (googlebot) and others search engines seen it.

Words density analysis:

Numbers of all words: 9603

One word

Two words phrases

Three words phrases

the - 5.54% (532)
and - 3.21% (308)
you - 2.37% (228)
her - 2.2% (211)
that - 1.74% (167)
for - 1.7% (163)
work - 1.26% (121)
out - 1.15% (110)
our - 1.09% (105)
his - 1.07% (103)
all - 1.05% (101)
age - 0.98% (94)
not - 0.92% (88)
one - 0.91% (87)
manage - 0.89% (85)
this - 0.89% (85)
any - 0.87% (84)
with - 0.8% (77)
she - 0.78% (75)
have - 0.7% (67)
your - 0.69% (66)
can - 0.69% (66)
son - 0.68% (65)
but - 0.67% (64)
manager - 0.67% (64)
here - 0.64% (61)
about - 0.64% (61)
use - 0.6% (58)
some - 0.58% (56)
thing - 0.57% (55)
how - 0.57% (55)
they - 0.56% (54)
was - 0.53% (51)
are - 0.51% (49)
get - 0.47% (45)
job - 0.47% (45)
what - 0.46% (44)
i’m - 0.44% (42)
who - 0.43% (41)
jane - 0.43% (41)
would - 0.42% (40)
ever - 0.41% (39)
more - 0.4% (38)
off - 0.4% (38)
other - 0.4% (38)
time - 0.4% (38)
now - 0.37% (36)
than - 0.37% (36)
has - 0.36% (35)
cause - 0.36% (35)
ask - 0.36% (35)
like - 0.36% (35)
when - 0.36% (35)
end - 0.35% (34)
team - 0.35% (34)
because - 0.35% (34)
red - 0.35% (34)
very - 0.34% (33)
need - 0.34% (33)
act - 0.34% (33)
people - 0.33% (32)
want - 0.33% (32)
say - 0.33% (32)
sit - 0.33% (32)
boss - 0.33% (32)
employee - 0.32% (31)
don’t - 0.32% (31)
it’s - 0.32% (31)
just - 0.31% (30)
company - 0.31% (30)
really - 0.31% (30)
old - 0.3% (29)
over - 0.3% (29)
worker - 0.29% (28)
did - 0.29% (28)
will - 0.29% (28)
there - 0.28% (27)
also - 0.28% (27)
them - 0.28% (27)
coworker - 0.28% (27)
should - 0.27% (26)
after - 0.27% (26)
come - 0.27% (26)
part - 0.27% (26)
way - 0.26% (25)
their - 0.26% (25)
know - 0.26% (25)
person - 0.26% (25)
from - 0.25% (24)
had - 0.24% (23)
- 0.24% (23)
interview - 0.24% (23)
day - 0.24% (23)
read - 0.24% (23)
met - 0.24% (23)
every - 0.23% (22)
place - 0.23% (22)
does - 0.22% (21)
hire - 0.22% (21)
said - 0.22% (21)
it. - 0.22% (21)
you’re - 0.22% (21)
think - 0.21% (20)
take - 0.21% (20)
look - 0.2% (19)
going - 0.2% (19)
accommodation - 0.2% (19)
ran - 0.2% (19)
make - 0.2% (19)
back - 0.2% (19)
talk - 0.19% (18)
eat - 0.19% (18)
rest - 0.18% (17)
post - 0.18% (17)
could - 0.18% (17)
side - 0.18% (17)
were - 0.18% (17)
let - 0.18% (17)
question - 0.18% (17)
jane’s - 0.18% (17)
office - 0.17% (16)
may - 0.17% (16)
even - 0.17% (16)
being - 0.17% (16)
into - 0.17% (16)
start - 0.17% (16)
meet - 0.17% (16)
direct - 0.17% (16)
hand - 0.17% (16)
him - 0.17% (16)
anything - 0.17% (16)
new - 0.16% (15)
department - 0.16% (15)
replace - 0.16% (15)
most - 0.16% (15)
try - 0.16% (15)
problem - 0.16% (15)
doesn’t - 0.16% (15)
that’s - 0.16% (15)
mary - 0.15% (14)
room - 0.15% (14)
year - 0.15% (14)
able - 0.15% (14)
times - 0.15% (14)
before - 0.15% (14)
been - 0.15% (14)
which - 0.15% (14)
- 0.15% (14)
see - 0.15% (14)
only - 0.15% (14)
two - 0.15% (14)
he’s - 0.15% (14)
top - 0.15% (14)
resume - 0.15% (14)
coworkers - 0.15% (14)
lot - 0.15% (14)
call - 0.14% (13)
sure - 0.14% (13)
on. - 0.14% (13)
something - 0.14% (13)
2017 - 0.14% (13)
give - 0.14% (13)
lunch - 0.14% (13)
month - 0.14% (13)
once - 0.14% (13)
reason - 0.14% (13)
candy - 0.14% (13)
replacement - 0.14% (13)
help - 0.14% (13)
handle - 0.14% (13)
answer - 0.12% (12)
years - 0.12% (12)
she’s - 0.12% (12)
another - 0.12% (12)
someone - 0.12% (12)
keep - 0.12% (12)
own - 0.12% (12)
role - 0.12% (12)
where - 0.12% (12)
employer - 0.12% (12)
write - 0.12% (12)
less - 0.12% (12)
sick - 0.12% (12)
fergus - 0.12% (12)
everyone - 0.12% (12)
quit - 0.12% (12)
employees - 0.12% (12)
few - 0.12% (12)
meeting - 0.12% (12)
feel - 0.11% (11)
me. - 0.11% (11)
comments - 0.11% (11)
mean - 0.11% (11)
didn’t - 0.11% (11)
management - 0.11% (11)
director - 0.11% (11)
like: - 0.11% (11)
sent - 0.11% (11)
letter - 0.11% (11)
won - 0.11% (11)
then - 0.11% (11)
alison - 0.1% (10)
anyone - 0.1% (10)
manager. - 0.1% (10)
posted - 0.1% (10)
hang - 0.1% (10)
can’t - 0.1% (10)
well - 0.1% (10)
while - 0.1% (10)
advice - 0.1% (10)
much - 0.1% (10)
process - 0.1% (10)
happen - 0.1% (10)
doctor - 0.1% (10)
works - 0.1% (10)
break - 0.1% (10)
around - 0.1% (10)
green - 0.1% (10)
weight - 0.1% (10)
three - 0.1% (10)
months - 0.1% (10)
started - 0.09% (9)
intern - 0.09% (9)
file - 0.09% (9)
wants - 0.09% (9)
issue - 0.09% (9)
outside - 0.09% (9)
left - 0.09% (9)
doing - 0.09% (9)
looking - 0.09% (9)
up. - 0.09% (9)
having - 0.09% (9)
tell - 0.09% (9)
answers - 0.09% (9)
hiring - 0.09% (9)
reader - 0.09% (9)
leave - 0.09% (9)
experience - 0.09% (9)
february - 0.09% (9)
still - 0.09% (9)
different - 0.09% (9)
told - 0.09% (9)
me, - 0.09% (9)
often - 0.09% (9)
things - 0.09% (9)
right - 0.09% (9)
position - 0.09% (9)
questions - 0.09% (9)
under - 0.08% (8)
all, - 0.08% (8)
project - 0.08% (8)
cruise - 0.08% (8)
saying - 0.08% (8)
writes - 0.08% (8)
else - 0.08% (8)
lay - 0.08% (8)
site - 0.08% (8)
though - 0.08% (8)
is. - 0.08% (8)
talking - 0.08% (8)
sometimes - 0.08% (8)
concern - 0.08% (8)
gain - 0.08% (8)
used - 0.08% (8)
too - 0.08% (8)
husband - 0.08% (8)
colleague - 0.08% (8)
open - 0.08% (8)
comes - 0.08% (8)
explain - 0.08% (8)
care - 0.08% (8)
piece - 0.08% (8)
asked - 0.08% (8)
both - 0.08% (8)
since - 0.08% (8)
it, - 0.08% (8)
needs - 0.08% (8)
set - 0.08% (8)
search - 0.08% (8)
last - 0.08% (8)
taking - 0.08% (8)
working - 0.08% (8)
here. - 0.08% (8)
oils - 0.07% (7)
good - 0.07% (7)
better - 0.07% (7)
writes: - 0.07% (7)
bad - 0.07% (7)
says - 0.07% (7)
point - 0.07% (7)
coming - 0.07% (7)
approach - 0.07% (7)
desk - 0.07% (7)
“a - 0.07% (7)
miss - 0.07% (7)
again - 0.07% (7)
kind - 0.07% (7)
why - 0.07% (7)
next - 0.07% (7)
work, - 0.07% (7)
stop - 0.07% (7)
former - 0.07% (7)
gets - 0.07% (7)
restroom - 0.07% (7)
idea - 0.07% (7)
we’re - 0.07% (7)
big - 0.07% (7)
up, - 0.07% (7)
linked - 0.07% (7)
first - 0.07% (7)
hard - 0.07% (7)
member - 0.07% (7)
candidate - 0.07% (7)
impact - 0.07% (7)
press - 0.07% (7)
each - 0.07% (7)
check - 0.07% (7)
web - 0.07% (7)
health - 0.07% (7)
due - 0.07% (7)
meetings - 0.07% (7)
way. - 0.07% (7)
jobs - 0.07% (7)
deal - 0.07% (7)
this. - 0.07% (7)
word - 0.07% (7)
profile - 0.06% (6)
through - 0.06% (6)
annoying - 0.06% (6)
getting - 0.06% (6)
transfer - 0.06% (6)
correct - 0.06% (6)
jon - 0.06% (6)
worked - 0.06% (6)
dates - 0.06% (6)
“i - 0.06% (6)
lose - 0.06% (6)
recommend - 0.06% (6)
yourself - 0.06% (6)
particular - 0.06% (6)
signed - 0.06% (6)
done - 0.06% (6)
least - 0.06% (6)
managers - 0.06% (6)
lottery - 0.06% (6)
linkedin - 0.06% (6)
is, - 0.06% (6)
change - 0.06% (6)
entry-level - 0.06% (6)
same - 0.06% (6)
given - 0.06% (6)
never - 0.06% (6)
medical - 0.06% (6)
put - 0.06% (6)
cover - 0.06% (6)
nothing - 0.06% (6)
minutes - 0.06% (6)
small - 0.06% (6)
show - 0.06% (6)
junior - 0.06% (6)
case - 0.06% (6)
ability - 0.06% (6)
appear - 0.06% (6)
smell - 0.06% (6)
friend - 0.06% (6)
using - 0.06% (6)
bit - 0.06% (6)
interest - 0.06% (6)
i’ve - 0.06% (6)
wrong - 0.06% (6)
tried - 0.06% (6)
recent - 0.06% (6)
report - 0.06% (6)
problems - 0.06% (6)
rather - 0.06% (6)
full - 0.06% (6)
reasonable - 0.06% (6)
name - 0.06% (6)
request - 0.06% (6)
out. - 0.06% (6)
you’ll - 0.06% (6)
asking - 0.06% (6)
terrible - 0.06% (6)
fair - 0.05% (5)
email - 0.05% (5)
making - 0.05% (5)
takes - 0.05% (5)
spot - 0.05% (5)
weird - 0.05% (5)
extra - 0.05% (5)
hired - 0.05% (5)
son, - 0.05% (5)
week - 0.05% (5)
dish - 0.05% (5)
that, - 0.05% (5)
enough - 0.05% (5)
those - 0.05% (5)
you, - 0.05% (5)
move - 0.05% (5)
far - 0.05% (5)
without - 0.05% (5)
feedback - 0.05% (5)
company, - 0.05% (5)
kevin - 0.05% (5)
couldn’t - 0.05% (5)
play - 0.05% (5)
long - 0.05% (5)
accommodations - 0.05% (5)
head - 0.05% (5)
they’re - 0.05% (5)
issues - 0.05% (5)
workplace - 0.05% (5)
order - 0.05% (5)
annoyed - 0.05% (5)
anyway - 0.05% (5)
really, - 0.05% (5)
run - 0.05% (5)
wouldn’t - 0.05% (5)
control - 0.05% (5)
knows - 0.05% (5)
like:my - 0.05% (5)
members - 0.05% (5)
died - 0.05% (5)
class - 0.05% (5)
made - 0.05% (5)
work. - 0.05% (5)
include - 0.05% (5)
many - 0.05% (5)
everything - 0.05% (5)
concerned - 0.05% (5)
got - 0.05% (5)
colleagues - 0.05% (5)
won’t - 0.05% (5)
help, - 0.05% (5)
business - 0.05% (5)
sound - 0.05% (5)
complain - 0.05% (5)
phone - 0.05% (5)
bring - 0.05% (5)
her. - 0.05% (5)
pretty - 0.05% (5)
hold - 0.05% (5)
understand - 0.05% (5)
might - 0.05% (5)
screen - 0.05% (5)
program - 0.05% (5)
conflict - 0.05% (5)
time. - 0.05% (5)
there’s - 0.05% (5)
school - 0.05% (5)
however - 0.05% (5)
teams - 0.05% (5)
find - 0.05% (5)
managing - 0.05% (5)
tend - 0.05% (5)
fake - 0.05% (5)
reference - 0.05% (5)
manager, - 0.05% (5)
pounds - 0.05% (5)
isn’t - 0.05% (5)
others - 0.05% (5)
us, - 0.05% (5)
bathroom - 0.05% (5)
ton - 0.04% (4)
interviews - 0.04% (4)
effective - 0.04% (4)
five - 0.04% (4)
looked - 0.04% (4)
breaks - 0.04% (4)
stress - 0.04% (4)
means - 0.04% (4)
me? - 0.04% (4)
close - 0.04% (4)
coworker’s - 0.04% (4)
in, - 0.04% (4)
sons - 0.04% (4)
her, - 0.04% (4)
causing - 0.04% (4)
paid - 0.04% (4)
offered - 0.04% (4)
smelly - 0.04% (4)
short - 0.04% (4)
complaint - 0.04% (4)
almost - 0.04% (4)
here, - 0.04% (4)
sounds - 0.04% (4)
note - 0.04% (4)
skills - 0.04% (4)
company. - 0.04% (4)
28, - 0.04% (4)
best - 0.04% (4)
march - 0.04% (4)
recently - 0.04% (4)
speak - 0.04% (4)
learn - 0.04% (4)
resignation - 0.04% (4)
middle - 0.04% (4)
itself - 0.04% (4)
keeps - 0.04% (4)
worried - 0.04% (4)
differently - 0.04% (4)
watch - 0.04% (4)
thought - 0.04% (4)
references - 0.04% (4)
them. - 0.04% (4)
experienced - 0.04% (4)
trust - 0.04% (4)
pressure - 0.04% (4)
free - 0.04% (4)
dead - 0.04% (4)
plan - 0.04% (4)
constantly - 0.04% (4)
super - 0.04% (4)
website - 0.04% (4)
happening - 0.04% (4)
title - 0.04% (4)
personal - 0.04% (4)
pick - 0.04% (4)
reward - 0.04% (4)
style - 0.04% (4)
candidates - 0.04% (4)
these - 0.04% (4)
great - 0.04% (4)
something, - 0.04% (4)
cross - 0.04% (4)
ready - 0.04% (4)
letters - 0.04% (4)
ago - 0.04% (4)
today - 0.04% (4)
mary’s - 0.04% (4)
apply - 0.04% (4)
came - 0.04% (4)
boss, - 0.04% (4)
focus - 0.04% (4)
director’s - 0.04% (4)
ever, - 0.04% (4)
applied - 0.04% (4)
brought - 0.04% (4)
words - 0.04% (4)
until - 0.04% (4)
replacements - 0.04% (4)
information - 0.04% (4)
basically - 0.04% (4)
trying - 0.04% (4)
interact - 0.04% (4)
early - 0.04% (4)
risk - 0.04% (4)
such - 0.04% (4)
you’d - 0.04% (4)
schedule - 0.04% (4)
or, - 0.04% (4)
possible - 0.04% (4)
writing - 0.04% (4)
pay - 0.04% (4)
suggest - 0.04% (4)
future - 0.04% (4)
hires - 0.04% (4)
anyway. - 0.04% (4)
haven’t - 0.04% (4)
you. - 0.04% (4)
this, - 0.04% (4)
rigid - 0.04% (4)
upset - 0.04% (4)
behind - 0.04% (4)
shouldn’t - 0.04% (4)
resent - 0.03% (3)
trouble - 0.03% (3)
design - 0.03% (3)
expect - 0.03% (3)
against - 0.03% (3)
there. - 0.03% (3)
sensitive - 0.03% (3)
occasional - 0.03% (3)
late - 0.03% (3)
sort - 0.03% (3)
said, - 0.03% (3)
(16) - 0.03% (3)
support - 0.03% (3)
interested - 0.03% (3)
names - 0.03% (3)
grad - 0.03% (3)
complicit - 0.03% (3)
diligence - 0.03% (3)
company’s - 0.03% (3)
times, - 0.03% (3)
select - 0.03% (3)
energy - 0.03% (3)
- 0.03% (3)
relatively - 0.03% (3)
go, - 0.03% (3)
small, - 0.03% (3)
parent - 0.03% (3)
students - 0.03% (3)
text - 0.03% (3)
determine - 0.03% (3)
decide - 0.03% (3)
in. - 0.03% (3)
moved - 0.03% (3)
employee’s - 0.03% (3)
ada - 0.03% (3)
together - 0.03% (3)
“you - 0.03% (3)
are, - 0.03% (3)
worth - 0.03% (3)
right? - 0.03% (3)
wenk - 0.03% (3)
success - 0.03% (3)
young - 0.03% (3)
topic - 0.03% (3)
sick. - 0.03% (3)
law - 0.03% (3)
accurate - 0.03% (3)
so, - 0.03% (3)
total - 0.03% (3)
whether - 0.03% (3)
hardship - 0.03% (3)
undue - 0.03% (3)
past - 0.03% (3)
psychology - 0.03% (3)
engage - 0.03% (3)
people’s - 0.03% (3)
team? - 0.03% (3)
follow - 0.03% (3)
sense - 0.03% (3)
advertisement - 0.03% (3)
stay - 0.03% (3)
important - 0.03% (3)
posts - 0.03% (3)
okay - 0.03% (3)
“ask - 0.03% (3)
reasons - 0.03% (3)
qualified - 0.03% (3)
spots - 0.03% (3)
points - 0.03% (3)
money - 0.03% (3)
micromanagers - 0.03% (3)
fake-seeming - 0.03% (3)
couple - 0.03% (3)
credible - 0.03% (3)
visit - 0.03% (3)
spouse - 0.03% (3)
lunch, - 0.03% (3)
hasn’t - 0.03% (3)
who’s - 0.03% (3)
willing - 0.03% (3)
especially - 0.03% (3)
essential - 0.03% (3)
continue - 0.03% (3)
arm - 0.03% (3)
say, - 0.03% (3)
conversation - 0.03% (3)
particularly - 0.03% (3)
clear - 0.03% (3)
left, - 0.03% (3)
four - 0.03% (3)
wanted - 0.03% (3)
yes, - 0.03% (3)
notice. - 0.03% (3)
quite - 0.03% (3)
nor - 0.03% (3)
secret - 0.03% (3)
landing - 0.03% (3)
happy - 0.03% (3)
months. - 0.03% (3)
however, - 0.03% (3)
calls - 0.03% (3)
away - 0.03% (3)
alone - 0.03% (3)
staff - 0.03% (3)
ass. - 0.03% (3)
decade - 0.03% (3)
days - 0.03% (3)
similar - 0.03% (3)
complaints - 0.03% (3)
son’s - 0.03% (3)
ended - 0.03% (3)
job. - 0.03% (3)
assistant - 0.03% (3)
behavior - 0.03% (3)
happened - 0.03% (3)
believe - 0.03% (3)
older - 0.03% (3)
course - 0.03% (3)
fix - 0.03% (3)
mistake - 0.03% (3)
lower - 0.03% (3)
jane, - 0.03% (3)
role, - 0.03% (3)
imply - 0.03% (3)
fully - 0.03% (3)
asks - 0.03% (3)
went - 0.03% (3)
tight - 0.03% (3)
likely - 0.03% (3)
condition - 0.03% (3)
wellness - 0.03% (3)
already - 0.03% (3)
environment - 0.03% (3)
building - 0.03% (3)
questions. - 0.03% (3)
always - 0.03% (3)
rolling - 0.03% (3)
surprise - 0.03% (3)
food - 0.03% (3)
do? - 0.03% (3)
day. - 0.03% (3)
ibs - 0.03% (3)
(and - 0.03% (3)
practices - 0.03% (3)
boat - 0.03% (3)
voice - 0.03% (3)
actually - 0.03% (3)
promise - 0.03% (3)
instead - 0.03% (3)
makes - 0.03% (3)
death - 0.03% (3)
whole - 0.03% (3)
breaks, - 0.03% (3)
deadlines - 0.03% (3)
down - 0.03% (3)
loss - 0.03% (3)
hear - 0.03% (3)
nice - 0.03% (3)
situation - 0.03% (3)
formal - 0.03% (3)
reporting - 0.02% (2)
depth - 0.02% (2)
dealing - 0.02% (2)
telling - 0.02% (2)
while, - 0.02% (2)
industry - 0.02% (2)
performance - 0.02% (2)
space - 0.02% (2)
example, - 0.02% (2)
understanding - 0.02% (2)
now, - 0.02% (2)
grief - 0.02% (2)
track - 0.02% (2)
difficult - 0.02% (2)
probably - 0.02% (2)
father - 0.02% (2)
interesting - 0.02% (2)
back, - 0.02% (2)
you’ve - 0.02% (2)
opening - 0.02% (2)
mutual - 0.02% (2)
holds - 0.02% (2)
herself - 0.02% (2)
hall - 0.02% (2)
(if - 0.02% (2)
overqualified - 0.02% (2)
them, - 0.02% (2)
supervise - 0.02% (2)
offer. - 0.02% (2)
tells - 0.02% (2)
gotten - 0.02% (2)
external - 0.02% (2)
college - 0.02% (2)
liked - 0.02% (2)
bitter - 0.02% (2)
office’s - 0.02% (2)
like:employee - 0.02% (2)
itself. - 0.02% (2)
asked. - 0.02% (2)
reality - 0.02% (2)
negative - 0.02% (2)
somehow - 0.02% (2)
ultimately - 0.02% (2)
up-and-up - 0.02% (2)
strange - 0.02% (2)
treated - 0.02% (2)
fit - 0.02% (2)
simply - 0.02% (2)
“this - 0.02% (2)
knowing - 0.02% (2)
public - 0.02% (2)
recruiter - 0.02% (2)
apparent - 0.02% (2)
problem. - 0.02% (2)
knows, - 0.02% (2)
maybe - 0.02% (2)
did, - 0.02% (2)
nefarious - 0.02% (2)
photo - 0.02% (2)
past. - 0.02% (2)
decisions. - 0.02% (2)
plant - 0.02% (2)
location - 0.02% (2)
ago, - 0.02% (2)
baron’s - 0.02% (2)
m&ms - 0.02% (2)
killed - 0.02% (2)
attend - 0.02% (2)
internal - 0.02% (2)
died, - 0.02% (2)
“the - 0.02% (2)
explained - 0.02% (2)
piece. - 0.02% (2)
job, - 0.02% (2)
kevin’s - 0.02% (2)
jar, - 0.02% (2)
office. - 0.02% (2)
experiment - 0.02% (2)
driven - 0.02% (2)
job? - 0.02% (2)
search. - 0.02% (2)
lies - 0.02% (2)
grads - 0.02% (2)
skip - 0.02% (2)
(54) - 0.02% (2)
archives - 0.02% (2)
readers - 0.02% (2)
family - 0.02% (2)
salary - 0.02% (2)
mental - 0.02% (2)
connect - 0.02% (2)
size - 0.02% (2)
office? - 0.02% (2)
jealous - 0.02% (2)
me! - 0.02% (2)
thread - 0.02% (2)
font - 0.02% (2)
day, - 0.02% (2)
unless - 0.02% (2)
promotion - 0.02% (2)
fascinating - 0.02% (2)
specifics - 0.02% (2)
younger - 0.02% (2)
upper - 0.02% (2)
according - 0.02% (2)
interview, - 0.02% (2)
assume - 0.02% (2)
overreacting - 0.02% (2)
reasons. - 0.02% (2)
fact, - 0.02% (2)
awful - 0.02% (2)
concerns - 0.02% (2)
rejection - 0.02% (2)
interviews, - 0.02% (2)
of. - 0.02% (2)
again. - 0.02% (2)
wrote - 0.02% (2)
rejected - 0.02% (2)
does, - 0.02% (2)
to? - 0.02% (2)
doubt - 0.02% (2)
selection - 0.02% (2)
accused - 0.02% (2)
took - 0.02% (2)
screening - 0.02% (2)
(you’re - 0.02% (2)
focused - 0.02% (2)
also! - 0.02% (2)
you? - 0.02% (2)
operate, - 0.02% (2)
person, - 0.02% (2)
second - 0.02% (2)
process, - 0.02% (2)
quit, - 0.02% (2)
success? - 0.02% (2)
27, - 0.02% (2)
exit - 0.02% (2)
searching - 0.02% (2)
handled - 0.02% (2)
managed - 0.02% (2)
blah - 0.02% (2)
jane) - 0.02% (2)
learned - 0.02% (2)
lined - 0.02% (2)
brain - 0.02% (2)
awkward - 0.02% (2)
win, - 0.02% (2)
employees’ - 0.02% (2)
treatment - 0.02% (2)
skills. - 0.02% (2)
potent - 0.02% (2)
(not - 0.02% (2)
present - 0.02% (2)
needed - 0.02% (2)
blow-up, - 0.02% (2)
mistakes - 0.02% (2)
here) - 0.02% (2)
tone - 0.02% (2)
it? - 0.02% (2)
that. - 0.02% (2)
including - 0.02% (2)
designed - 0.02% (2)
kids - 0.02% (2)
about. - 0.02% (2)
i’d - 0.02% (2)
terribly - 0.02% (2)
this: - 0.02% (2)
out, - 0.02% (2)
found - 0.02% (2)
fine - 0.02% (2)
conflicting - 0.02% (2)
doctors - 0.02% (2)
allergic - 0.02% (2)
says: - 0.02% (2)
author - 0.02% (2)
employment - 0.02% (2)
above - 0.02% (2)
assigned - 0.02% (2)
tasks - 0.02% (2)
communication - 0.02% (2)
migraine - 0.02% (2)
common - 0.02% (2)
run-on - 0.02% (2)
unusual - 0.02% (2)
science - 0.02% (2)
based - 0.02% (2)
honestly - 0.02% (2)
disability - 0.02% (2)
bringing - 0.02% (2)
sentence - 0.02% (2)
whatever - 0.02% (2)
door - 0.02% (2)
mask - 0.02% (2)
group - 0.02% (2)
sales - 0.02% (2)
classes - 0.02% (2)
beyond - 0.02% (2)
we’ll - 0.02% (2)
during - 0.02% (2)
now. - 0.02% (2)
thinks - 0.02% (2)
frequently - 0.02% (2)
teach - 0.02% (2)
obvious - 0.02% (2)
chronic - 0.02% (2)
impair - 0.02% (2)
retaliation - 0.02% (2)
requesting - 0.02% (2)
department. - 0.02% (2)
himself - 0.02% (2)
mention - 0.02% (2)
needing - 0.02% (2)
hoping - 0.02% (2)
class. - 0.02% (2)
send - 0.02% (2)
make, - 0.02% (2)
explaining - 0.02% (2)
role,” - 0.02% (2)
interview. - 0.02% (2)
competition - 0.02% (2)
well. - 0.02% (2)
whenever - 0.02% (2)
application - 0.02% (2)
position. - 0.02% (2)
laid - 0.02% (2)
correctly. - 0.02% (2)
receive - 0.02% (2)
files - 0.02% (2)
reads - 0.02% (2)
choice - 0.02% (2)
happens - 0.02% (2)
trusted - 0.02% (2)
generally - 0.02% (2)
directly - 0.02% (2)
resume, - 0.02% (2)
sure. - 0.02% (2)
filter - 0.02% (2)
go… - 0.02% (2)
chose - 0.02% (2)
“hey, - 0.02% (2)
noticed - 0.02% (2)
too. - 0.02% (2)
favor - 0.02% (2)
assert - 0.02% (2)
military - 0.02% (2)
senior - 0.02% (2)
“we - 0.02% (2)
leave, - 0.02% (2)
appears - 0.02% (2)
city, - 0.02% (2)
blank - 0.02% (2)
weight, - 0.02% (2)
nah, - 0.02% (2)
scheduling - 0.02% (2)
immediately - 0.02% (2)
am. - 0.02% (2)
frustrating - 0.02% (2)
longer - 0.02% (2)
minutes, - 0.02% (2)
fun - 0.02% (2)
yet. - 0.02% (2)
weird. - 0.02% (2)
employees) - 0.02% (2)
invited - 0.02% (2)
except - 0.02% (2)
entire - 0.02% (2)
implement - 0.02% (2)
several - 0.02% (2)
website, - 0.02% (2)
programs - 0.02% (2)
initiatives - 0.02% (2)
evaluate - 0.02% (2)
near - 0.02% (2)
branch - 0.02% (2)
plus - 0.02% (2)
access - 0.02% (2)
nutritionist - 0.02% (2)
trainer - 0.02% (2)
single - 0.02% (2)
i’ll - 0.02% (2)
to, - 0.02% (2)
hanging - 0.02% (2)
projects. - 0.02% (2)
overstepping - 0.02% (2)
interactive - 0.02% (2)
us.” - 0.02% (2)
unhealthy - 0.02% (2)
discuss - 0.02% (2)
and, - 0.02% (2)
bigger - 0.02% (2)
effectively - 0.02% (2)
items - 0.02% (2)
crappy - 0.02% (2)
case, - 0.02% (2)
impacted - 0.02% (2)
seen - 0.02% (2)
do, - 0.02% (2)
logic - 0.02% (2)
time, - 0.02% (2)
strongly - 0.02% (2)
eyes - 0.02% (2)
donna - 0.02% (2)
fire - 0.02% (2)
required - 0.02% (2)
407 - 0.02% (2)
promote - 0.02% (2)
approached - 0.02% (2)
mean, - 0.02% (2)
myself - 0.02% (2)
cut - 0.02% (2)
refused - 0.02% (2)
meetings, - 0.02% (2)
lucky - 0.02% (2)
room. - 0.02% (2)
swiped - 0.02% (2)
prizes - 0.02% (2)
excited - 0.02% (2)
only. - 0.02% (2)
totally - 0.02% (2)
hope - 0.02% (2)
across - 0.02% (2)
fergus, - 0.02% (2)
participate - 0.02% (2)
cruise, - 0.02% (2)
assuming - 0.02% (2)
hell - 0.02% (2)
york - 0.02% (2)
organization - 0.02% (2)
habits - 0.02% (2)
in the - 0.44% (42)
at the - 0.32% (31)
of the - 0.27% (26)
on the - 0.25% (24)
to the - 0.24% (23)
that you - 0.22% (21)
that i - 0.2% (19)
that the - 0.18% (17)
have a - 0.18% (17)
i don’t - 0.18% (17)
want to - 0.17% (16)
and more - 0.16% (15)
to work - 0.16% (15)
have to - 0.16% (15)
i have - 0.16% (15)
if you - 0.15% (14)
the company - 0.14% (13)
going to - 0.14% (13)
you may - 0.12% (12)
my manager - 0.12% (12)
that they - 0.12% (12)
need to - 0.12% (12)
me and - 0.11% (11)
to get - 0.11% (11)
one who - 0.11% (11)
with a - 0.11% (11)
and the - 0.11% (11)
he was - 0.11% (11)
green on - 0.1% (10)
posted in - 0.1% (10)
may also - 0.1% (10)
on that - 0.1% (10)
would be - 0.1% (10)
my boss - 0.1% (10)
} posted - 0.1% (10)
alison green - 0.1% (10)
use the - 0.1% (10)
comments } - 0.1% (10)
by alison - 0.1% (10)
my coworker - 0.09% (9)
to her - 0.09% (9)
you have - 0.09% (9)
the rest - 0.09% (9)
the job - 0.09% (9)
and that - 0.09% (9)
if the - 0.09% (9)
i work - 0.09% (9)
work a - 0.09% (9)
because i - 0.08% (8)
and it - 0.08% (8)
one of - 0.08% (8)
that a - 0.08% (8)
our team - 0.08% (8)
to make - 0.08% (8)
your boss - 0.08% (8)
for the - 0.08% (8)
no one - 0.08% (8)
to come - 0.08% (8)
for you - 0.08% (8)
which i - 0.08% (8)
2017 a - 0.08% (8)
his son - 0.08% (8)
on you - 0.08% (8)
about you - 0.07% (7)
because of - 0.07% (7)
is not - 0.07% (7)
about the - 0.07% (7)
the manager - 0.07% (7)
not to - 0.07% (7)
to take - 0.07% (7)
you can - 0.07% (7)
how to - 0.07% (7)
come back - 0.07% (7)
all the - 0.07% (7)
a reader - 0.07% (7)
for her - 0.07% (7)
kind of - 0.07% (7)
get to - 0.07% (7)
and no - 0.07% (7)
reader writes: - 0.07% (7)
the director - 0.07% (7)
my employee - 0.07% (7)
as the - 0.07% (7)
a manager - 0.07% (7)
do you - 0.07% (7)
this is - 0.07% (7)
to your - 0.07% (7)
the problem - 0.07% (7)
but i’m - 0.07% (7)
to have - 0.07% (7)
with the - 0.07% (7)
of her - 0.07% (7)
should i - 0.06% (6)
with this - 0.06% (6)
back to - 0.06% (6)
the employer - 0.06% (6)
at least - 0.06% (6)
the way - 0.06% (6)
work and - 0.06% (6)
reasonable accommodation - 0.06% (6)
can you - 0.06% (6)
on your - 0.06% (6)
the same - 0.06% (6)
that you’re - 0.06% (6)
you do - 0.06% (6)
an interview - 0.06% (6)
for an - 0.06% (6)
but that - 0.06% (6)
the restroom - 0.06% (6)
and we - 0.06% (6)
what you - 0.06% (6)
your manager - 0.06% (6)
son on - 0.06% (6)
i’m not - 0.06% (6)
someone who - 0.06% (6)
wants to - 0.06% (6)
we can - 0.06% (6)
rather than - 0.06% (6)
the lottery - 0.06% (6)
don’t think - 0.06% (6)
at work - 0.06% (6)
and so - 0.06% (6)
outside hire - 0.06% (6)
job search - 0.06% (6)
they are - 0.06% (6)
she is - 0.06% (6)
i’m a - 0.06% (6)
the work - 0.06% (6)
and manager - 0.06% (6)
i know - 0.06% (6)
more than - 0.06% (6)
that she - 0.06% (6)
the outside - 0.06% (6)
after the - 0.06% (6)
out of - 0.06% (6)
about your - 0.06% (6)
of them - 0.06% (6)
on february - 0.06% (6)
she was - 0.05% (5)
you and - 0.05% (5)
candy dish - 0.05% (5)
there a - 0.05% (5)
what kind - 0.05% (5)
jane’s job - 0.05% (5)
about it - 0.05% (5)
my resume - 0.05% (5)
because she - 0.05% (5)
with me - 0.05% (5)
is that - 0.05% (5)
* what - 0.05% (5)
how can - 0.05% (5)
this company - 0.05% (5)
boss wants - 0.05% (5)
it was - 0.05% (5)
work, a - 0.05% (5)
and it’s - 0.05% (5)
also like:my - 0.05% (5)
after a - 0.05% (5)
work in - 0.05% (5)
i would - 0.05% (5)
tried to - 0.05% (5)
about this - 0.05% (5)
about a - 0.05% (5)
told me - 0.05% (5)
able to - 0.05% (5)
when i - 0.05% (5)
think i - 0.05% (5)
i need - 0.05% (5)
needs to - 0.05% (5)
on her - 0.05% (5)
said the - 0.05% (5)
for my - 0.05% (5)
because the - 0.05% (5)
the most - 0.05% (5)
the candy - 0.05% (5)
the person - 0.05% (5)
her husband - 0.05% (5)
that is - 0.05% (5)
other employees - 0.05% (5)
i think - 0.05% (5)
out for - 0.05% (5)
or what - 0.05% (5)
the interview - 0.05% (5)
coworkers and - 0.05% (5)
even if - 0.05% (5)
some of - 0.05% (5)
and i’m - 0.04% (4)
old coworkers - 0.04% (4)
talking to - 0.04% (4)
concerned that - 0.04% (4)
such a - 0.04% (4)
trying to - 0.04% (4)
of how - 0.04% (4)
… and - 0.04% (4)
the team - 0.04% (4)
director’s son - 0.04% (4)
take the - 0.04% (4)
be able - 0.04% (4)
or any - 0.04% (4)
that’s not - 0.04% (4)
transfer in - 0.04% (4)
sounds like - 0.04% (4)
from the - 0.04% (4)
28, 2017 - 0.04% (4)
management style - 0.04% (4)
and to - 0.04% (4)
less experience - 0.04% (4)
it’s not - 0.04% (4)
will be - 0.04% (4)
advice about - 0.04% (4)
with her - 0.04% (4)
talk to - 0.04% (4)
at her - 0.04% (4)
the people - 0.04% (4)
here for - 0.04% (4)
is this - 0.04% (4)
i manage - 0.04% (4)
my work - 0.04% (4)
end of - 0.04% (4)
to know - 0.04% (4)
handle it - 0.04% (4)
than me - 0.04% (4)
lot of - 0.04% (4)
answers to - 0.04% (4)
march 1, - 0.04% (4)
to say - 0.04% (4)
few years - 0.04% (4)
you want - 0.04% (4)
at what - 0.04% (4)
not the - 0.04% (4)
is just - 0.04% (4)
the first - 0.04% (4)
the last - 0.04% (4)
work with - 0.04% (4)
linkedin profile - 0.04% (4)
and my - 0.04% (4)
a company - 0.04% (4)
bathroom breaks - 0.04% (4)
you don’t - 0.04% (4)
we are - 0.04% (4)
don’t have - 0.04% (4)
for lunch - 0.04% (4)
only a - 0.04% (4)
in and - 0.04% (4)
for this - 0.04% (4)
if she - 0.04% (4)
have been - 0.04% (4)
is the - 0.04% (4)
of this - 0.04% (4)
the next - 0.04% (4)
— and - 0.04% (4)
and ask - 0.04% (4)
the office - 0.04% (4)
boss i - 0.04% (4)
to find - 0.04% (4)
if they - 0.04% (4)
writes: i - 0.04% (4)
for your - 0.04% (4)
at all - 0.04% (4)
less than - 0.04% (4)
february 28, - 0.04% (4)
1, 2017 - 0.04% (4)
a problem - 0.04% (4)
the time - 0.04% (4)
how they - 0.04% (4)
and some - 0.04% (4)
by the - 0.04% (4)
accommodation that - 0.04% (4)
it’s a - 0.04% (4)
your team - 0.04% (4)
that we - 0.04% (4)
what do - 0.04% (4)
on march - 0.04% (4)
the other - 0.04% (4)
a reasonable - 0.04% (4)
employee a - 0.04% (4)
old team - 0.04% (4)
office candy - 0.04% (4)
coming to - 0.04% (4)
couldn’t handle - 0.04% (4)
you were - 0.04% (4)
you’re looking - 0.04% (4)
boss a - 0.04% (4)
won the - 0.04% (4)
which is - 0.04% (4)
had to - 0.04% (4)
the end - 0.04% (4)
and in - 0.04% (4)
here to - 0.04% (4)
company has - 0.04% (4)
because it - 0.04% (4)
manager and - 0.04% (4)
i also - 0.04% (4)
to manage - 0.04% (4)
than you - 0.04% (4)
applied for - 0.03% (3)
don’t need - 0.03% (3)
you just - 0.03% (3)
to stay - 0.03% (3)
the problems - 0.03% (3)
you’re going - 0.03% (3)
should be - 0.03% (3)
what would - 0.03% (3)
less experienced - 0.03% (3)
possible that - 0.03% (3)
her manager - 0.03% (3)
that she’s - 0.03% (3)
an undue - 0.03% (3)
that they’re - 0.03% (3)
up for - 0.03% (3)
her old - 0.03% (3)
he doesn’t - 0.03% (3)
feel like - 0.03% (3)
our department - 0.03% (3)
for jane’s - 0.03% (3)
have your - 0.03% (3)
couple of - 0.03% (3)
that’s the - 0.03% (3)
you to - 0.03% (3)
to handle - 0.03% (3)
i should - 0.03% (3)
and get - 0.03% (3)
i feel - 0.03% (3)
not an - 0.03% (3)
for me - 0.03% (3)
or who - 0.03% (3)
something the - 0.03% (3)
and will - 0.03% (3)
coworkers who - 0.03% (3)
the middle - 0.03% (3)
know how - 0.03% (3)
of that - 0.03% (3)
spots on - 0.03% (3)
control our - 0.03% (3)
i want - 0.03% (3)
fergus comes - 0.03% (3)
a couple - 0.03% (3)
her desk - 0.03% (3)
sick leave - 0.03% (3)
undue hardship - 0.03% (3)
credible company - 0.03% (3)
and other - 0.03% (3)
the business - 0.03% (3)
restroom more - 0.03% (3)
her for - 0.03% (3)
that if - 0.03% (3)
he told - 0.03% (3)
fake-seeming website - 0.03% (3)
better than - 0.03% (3)
has been - 0.03% (3)
into a - 0.03% (3)
can be - 0.03% (3)
get an - 0.03% (3)
the best - 0.03% (3)
you for - 0.03% (3)
my friend - 0.03% (3)
due diligence - 0.03% (3)
to someone - 0.03% (3)
is also - 0.03% (3)
bathroom breaks, - 0.03% (3)
to you, - 0.03% (3)
from a - 0.03% (3)
so you - 0.03% (3)
essential oils - 0.03% (3)
the smell - 0.03% (3)
if jane - 0.03% (3)
people who - 0.03% (3)
middle of - 0.03% (3)
two months - 0.03% (3)
to help - 0.03% (3)
to their - 0.03% (3)
my new - 0.03% (3)
the one - 0.03% (3)
to another - 0.03% (3)
to give - 0.03% (3)
psychology behind - 0.03% (3)
the psychology - 0.03% (3)
behind the - 0.03% (3)
being the - 0.03% (3)
my employees - 0.03% (3)
the boss - 0.03% (3)
more { - 0.03% (3)
around the - 0.03% (3)
when you - 0.03% (3)
help, and - 0.03% (3)
about how - 0.03% (3)
like to - 0.03% (3)
anyway. but - 0.03% (3)
having to - 0.03% (3)
in your - 0.03% (3)
would he - 0.03% (3)
their management - 0.03% (3)
and be - 0.03% (3)
also don’t - 0.03% (3)
for jobs - 0.03% (3)
to everyone - 0.03% (3)
my coworkers - 0.03% (3)
did you - 0.03% (3)
he said - 0.03% (3)
about their - 0.03% (3)
and how - 0.03% (3)
you use - 0.03% (3)
us about - 0.03% (3)
ask for - 0.03% (3)
a very - 0.03% (3)
manager is - 0.03% (3)
for our - 0.03% (3)
quit without - 0.03% (3)
a fake-seeming - 0.03% (3)
they couldn’t - 0.03% (3)
jane’s job. - 0.03% (3)
because they - 0.03% (3)
and manager. - 0.03% (3)
an outside - 0.03% (3)
person who - 0.03% (3)
so the - 0.03% (3)
transfer into - 0.03% (3)
after he - 0.03% (3)
i worked - 0.03% (3)
it sounds - 0.03% (3)
an employee - 0.03% (3)
who won - 0.03% (3)
our meetings - 0.03% (3)
it’s possible - 0.03% (3)
last piece - 0.03% (3)
in that - 0.03% (3)
not going - 0.03% (3)
there’s no - 0.03% (3)
willing to - 0.03% (3)
said she - 0.03% (3)
most people - 0.03% (3)
to them. - 0.03% (3)
my coworker’s - 0.03% (3)
rest of - 0.03% (3)
the whole - 0.03% (3)
your office - 0.03% (3)
the three - 0.03% (3)
don’t know - 0.03% (3)
had no - 0.03% (3)
our team? - 0.03% (3)
don’t get - 0.03% (3)
here we - 0.03% (3)
say anything - 0.03% (3)
there is - 0.03% (3)
deal with - 0.03% (3)
help me - 0.03% (3)
anyone who - 0.03% (3)
short answers - 0.03% (3)
you should - 0.03% (3)
more of - 0.03% (3)
our director’s - 0.03% (3)
and she - 0.03% (3)
he has - 0.03% (3)
about my - 0.03% (3)
don’t want - 0.03% (3)
workplace practices - 0.03% (3)
years in - 0.03% (3)
terrible intern - 0.03% (3)
the department - 0.03% (3)
is our - 0.03% (3)
to control - 0.03% (3)
our bathroom - 0.03% (3)
son has - 0.03% (3)
manager has - 0.03% (3)
out micromanagers - 0.03% (3)
on how - 0.03% (3)
intern is - 0.03% (3)
and her - 0.02% (2)
to play - 0.02% (2)
the teams - 0.02% (2)
it’s fine - 0.02% (2)
son, boss - 0.02% (2)
job how - 0.02% (2)
before i - 0.02% (2)
smelly essential - 0.02% (2)
oils at - 0.02% (2)
process for - 0.02% (2)
the win, - 0.02% (2)
work … - 0.02% (2)
we go… - 0.02% (2)
will still - 0.02% (2)
when employees’ - 0.02% (2)
her about - 0.02% (2)
questions. here - 0.02% (2)
medical needs - 0.02% (2)
her work - 0.02% (2)
to five - 0.02% (2)
to jane, - 0.02% (2)
while, trust - 0.02% (2)
2017 it’s - 0.02% (2)
your coworkers - 0.02% (2)
been there - 0.02% (2)
a while, - 0.02% (2)
“you have - 0.02% (2)
i both - 0.02% (2)
trust that - 0.02% (2)
mary and - 0.02% (2)
them to - 0.02% (2)
of mary’s - 0.02% (2)
to say, - 0.02% (2)
who was - 0.02% (2)
diligence on - 0.02% (2)
former team - 0.02% (2)
do not - 0.02% (2)
older posts - 0.02% (2)
enough of - 0.02% (2)
doesn’t use - 0.02% (2)
be willing - 0.02% (2)
process is - 0.02% (2)
given the - 0.02% (2)
five answers - 0.02% (2)
doesn’t want - 0.02% (2)
– february - 0.02% (2)
over time - 0.02% (2)
they need - 0.02% (2)
i really - 0.02% (2)
micromanagers when - 0.02% (2)
hiring a - 0.02% (2)
this as - 0.02% (2)
new manager - 0.02% (2)
more my - 0.02% (2)
i won’t - 0.02% (2)
rigid lunch - 0.02% (2)
if we’re - 0.02% (2)
work, and - 0.02% (2)
job where - 0.02% (2)
or would - 0.02% (2)
by not - 0.02% (2)
if you’re - 0.02% (2)
i promise - 0.02% (2)
after being - 0.02% (2)
and jane’s - 0.02% (2)
open thread - 0.02% (2)
you’ll be - 0.02% (2)
screen out - 0.02% (2)
annoyed when - 0.02% (2)
spouse visit - 0.02% (2)
fake-seeming website, - 0.02% (2)
your office? - 0.02% (2)
her own - 0.02% (2)
run over - 0.02% (2)
lottery want - 0.02% (2)
what she - 0.02% (2)
to work, - 0.02% (2)
a credible - 0.02% (2)
you at - 0.02% (2)
great at - 0.02% (2)
she does, - 0.02% (2)
to meet - 0.02% (2)
weird to - 0.02% (2)
likely to - 0.02% (2)
at people - 0.02% (2)
tend to - 0.02% (2)
to this - 0.02% (2)
for other - 0.02% (2)
website, and - 0.02% (2)
can we - 0.02% (2)
husband gets - 0.02% (2)
haven’t been - 0.02% (2)
a piece - 0.02% (2)
(you’re looking - 0.02% (2)
a really - 0.02% (2)
knows, maybe - 0.02% (2)
before this - 0.02% (2)
to write - 0.02% (2)
very few - 0.02% (2)
they really - 0.02% (2)
saying that - 0.02% (2)
reality show - 0.02% (2)
them about - 0.02% (2)
people were - 0.02% (2)
time to - 0.02% (2)
and haven’t - 0.02% (2)
years into - 0.02% (2)
we screen - 0.02% (2)
as she - 0.02% (2)
the impact - 0.02% (2)
through a - 0.02% (2)
looking here - 0.02% (2)
like you - 0.02% (2)
this position - 0.02% (2)
how did - 0.02% (2)
web site - 0.02% (2)
the pressure - 0.02% (2)
about that - 0.02% (2)
the company’s - 0.02% (2)
be another - 0.02% (2)
having a - 0.02% (2)
february 27, - 0.02% (2)
things that - 0.02% (2)
part of - 0.02% (2)
team in - 0.02% (2)
for example, - 0.02% (2)
me — - 0.02% (2)
pretty much - 0.02% (2)
sort of - 0.02% (2)
this person - 0.02% (2)
we were - 0.02% (2)
people will - 0.02% (2)
questions i - 0.02% (2)
to watch - 0.02% (2)
do some - 0.02% (2)
is going - 0.02% (2)
when she - 0.02% (2)
told her - 0.02% (2)
people she - 0.02% (2)
asking around - 0.02% (2)
when hiring - 0.02% (2)
comes up, - 0.02% (2)
herself to - 0.02% (2)
get you - 0.02% (2)
other questions - 0.02% (2)
while kevin - 0.02% (2)
managing some - 0.02% (2)
focused on - 0.02% (2)
chose not - 0.02% (2)
spot a - 0.02% (2)
you take - 0.02% (2)
at work, - 0.02% (2)
thing that - 0.02% (2)
to support - 0.02% (2)
will help - 0.02% (2)
members will - 0.02% (2)
of experience - 0.02% (2)
dealing with - 0.02% (2)
and not - 0.02% (2)
younger than - 0.02% (2)
said he - 0.02% (2)
they would - 0.02% (2)
manage them - 0.02% (2)
on other - 0.02% (2)
the money - 0.02% (2)
team have - 0.02% (2)
junior person - 0.02% (2)
manager for - 0.02% (2)
entry-level and - 0.02% (2)
not be - 0.02% (2)
not in - 0.02% (2)
also be - 0.02% (2)
back at - 0.02% (2)
gets you - 0.02% (2)
your resume - 0.02% (2)
how often - 0.02% (2)
from her - 0.02% (2)
what i - 0.02% (2)
how you - 0.02% (2)
you could - 0.02% (2)
person do - 0.02% (2)
you? * - 0.02% (2)
keep an - 0.02% (2)
end up - 0.02% (2)
one or - 0.02% (2)
my profile - 0.02% (2)
much more - 0.02% (2)
given that - 0.02% (2)
to change - 0.02% (2)
of candidates - 0.02% (2)
so focused - 0.02% (2)
the selection - 0.02% (2)
look at - 0.02% (2)
hired for - 0.02% (2)
by their - 0.02% (2)
is pretty - 0.02% (2)
they should - 0.02% (2)
i’m concerned - 0.02% (2)
skip to - 0.02% (2)
so, the - 0.02% (2)
and that’s - 0.02% (2)
wrong to - 0.02% (2)
fair i - 0.02% (2)
or anything - 0.02% (2)
like that - 0.02% (2)
is being - 0.02% (2)
you really - 0.02% (2)
he feel - 0.02% (2)
issues and - 0.02% (2)
everyone but - 0.02% (2)
what you’re - 0.02% (2)
who are - 0.02% (2)
it rather - 0.02% (2)
health and - 0.02% (2)
so it’s - 0.02% (2)
but your - 0.02% (2)
you be - 0.02% (2)
you think - 0.02% (2)
like this - 0.02% (2)
and even - 0.02% (2)
their own - 0.02% (2)
that anyone - 0.02% (2)
25 pounds - 0.02% (2)
day cruise - 0.02% (2)
was on - 0.02% (2)
military and - 0.02% (2)
my doctor - 0.02% (2)
and by - 0.02% (2)
according to - 0.02% (2)
time and - 0.02% (2)
refused to - 0.02% (2)
me because - 0.02% (2)
the program - 0.02% (2)
apply to - 0.02% (2)
the boat - 0.02% (2)
out to - 0.02% (2)
make sure - 0.02% (2)
person on - 0.02% (2)
out. the - 0.02% (2)
access to - 0.02% (2)
the blow-up, - 0.02% (2)
has the - 0.02% (2)
sent a - 0.02% (2)
manager because - 0.02% (2)
was present - 0.02% (2)
came in - 0.02% (2)
needed to - 0.02% (2)
his son’s - 0.02% (2)
leave it - 0.02% (2)
work on - 0.02% (2)
was an - 0.02% (2)
than two - 0.02% (2)
have any - 0.02% (2)
son is - 0.02% (2)
writing skills. - 0.02% (2)
is doing - 0.02% (2)
to hold - 0.02% (2)
those with - 0.02% (2)
most junior - 0.02% (2)
would have - 0.02% (2)
going on - 0.02% (2)
for what - 0.02% (2)
take this - 0.02% (2)
this your - 0.02% (2)
why they - 0.02% (2)
but if - 0.02% (2)
wrong with - 0.02% (2)
me from - 0.02% (2)
cruise — - 0.02% (2)
go… 1. - 0.02% (2)
company cruise - 0.02% (2)
required to - 0.02% (2)
director’s son, - 0.02% (2)
breaks, and - 0.02% (2)
more by - 0.02% (2)
it’s five - 0.02% (2)
five questions. - 0.02% (2)
all of - 0.02% (2)
wellness programs - 0.02% (2)
it clear - 0.02% (2)
than jane - 0.02% (2)
hr manager - 0.02% (2)
job searching - 0.02% (2)
she had - 0.02% (2)
first two - 0.02% (2)
in their - 0.02% (2)
both of - 0.02% (2)
first replacement - 0.02% (2)
the dead - 0.02% (2)
job search. - 0.02% (2)
she could - 0.02% (2)
taking jane’s - 0.02% (2)
upper management - 0.02% (2)
didn’t have - 0.02% (2)
again. the - 0.02% (2)
and was - 0.02% (2)
her she - 0.02% (2)
the second - 0.02% (2)
notice. after - 0.02% (2)
idea any - 0.02% (2)
replace her - 0.02% (2)
surprise me! - 0.02% (2)
font size - 0.02% (2)
died, her - 0.02% (2)
team has - 0.02% (2)
driven off - 0.02% (2)
anyone we - 0.02% (2)
hire to - 0.02% (2)
her colleagues - 0.02% (2)
week after - 0.02% (2)
almost a - 0.02% (2)
month after - 0.02% (2)
three months - 0.02% (2)
the job, - 0.02% (2)
the replacement - 0.02% (2)
her resignation - 0.02% (2)
other person - 0.02% (2)
jane’s coworkers - 0.02% (2)
and had - 0.02% (2)
company i - 0.02% (2)
hires you - 0.02% (2)
instead of - 0.02% (2)
me, the - 0.02% (2)
people i - 0.02% (2)
say something - 0.02% (2)
two years - 0.02% (2)
now and - 0.02% (2)
read it - 0.02% (2)
like:my new - 0.02% (2)
keep going - 0.02% (2)
i’m worried - 0.02% (2)
because you - 0.02% (2)
office’s weight - 0.02% (2)
loss reward - 0.02% (2)
brain on - 0.02% (2)
not sure - 0.02% (2)
overreacting or - 0.02% (2)
old boss - 0.02% (2)
in being - 0.02% (2)
can’t keep - 0.02% (2)
she has - 0.02% (2)
wanted to - 0.02% (2)
bring in - 0.02% (2)
have all - 0.02% (2)
to talk - 0.02% (2)
my depth - 0.02% (2)
with this. - 0.02% (2)
start with - 0.02% (2)
three people - 0.02% (2)
also like:employee - 0.02% (2)
they left - 0.02% (2)
for taking - 0.02% (2)
one person - 0.02% (2)
jane had - 0.02% (2)
of course - 0.02% (2)
someone else - 0.02% (2)
who knows, - 0.02% (2)
the problem. - 0.02% (2)
has made - 0.02% (2)
and say - 0.02% (2)
about this, - 0.02% (2)
the doctor - 0.02% (2)
process with - 0.02% (2)
to determine - 0.02% (2)
smelly oils - 0.02% (2)
employee to - 0.02% (2)
a medical - 0.02% (2)
be something - 0.02% (2)
accommodation should - 0.02% (2)
interactive process - 0.02% (2)
engage in - 0.02% (2)
employee and - 0.02% (2)
hardship on - 0.02% (2)
is causing - 0.02% (2)
boss keeps - 0.02% (2)
work sick - 0.02% (2)
sick. she - 0.02% (2)
comes to - 0.02% (2)
the interactive - 0.02% (2)
they have - 0.02% (2)
this with - 0.02% (2)
up, people - 0.02% (2)
needs conflict - 0.02% (2)
to keep - 0.02% (2)
talk of - 0.02% (2)
under the - 0.02% (2)
who have - 0.02% (2)
with it. - 0.02% (2)
based in - 0.02% (2)
an office - 0.02% (2)
to deal - 0.02% (2)
conflicting accommodation - 0.02% (2)
now we - 0.02% (2)
this letter - 0.02% (2)
she says: - 0.02% (2)
employees who - 0.02% (2)
given a - 0.02% (2)
is one - 0.02% (2)
much as - 0.02% (2)
if she’s - 0.02% (2)
do when - 0.02% (2)
get done - 0.02% (2)
once her - 0.02% (2)
our work - 0.02% (2)
that doesn’t - 0.02% (2)
you in - 0.02% (2)
my direct - 0.02% (2)
junior to - 0.02% (2)
her projects. - 0.02% (2)
work needs - 0.02% (2)
meetings, and - 0.02% (2)
for 30 - 0.02% (2)
jane will - 0.02% (2)
still get - 0.02% (2)
the project - 0.02% (2)
stop scheduling - 0.02% (2)
meetings with - 0.02% (2)
husband appears - 0.02% (2)
working with - 0.02% (2)
deadlines and - 0.02% (2)
her, but - 0.02% (2)
coworker’s husband - 0.02% (2)
where else - 0.02% (2)
over there - 0.02% (2)
it. you - 0.02% (2)
manager to - 0.02% (2)
sick day - 0.02% (2)
in advice - 0.02% (2)
boss my - 0.02% (2)
gets annoyed - 0.02% (2)
i’m lucky - 0.02% (2)
when our - 0.02% (2)
meetings run - 0.02% (2)
business side - 0.02% (2)
and fergus - 0.02% (2)
the break - 0.02% (2)
comes by - 0.02% (2)
a rigid - 0.02% (2)
employees’ medical - 0.02% (2)
what to - 0.02% (2)
this: “i - 0.02% (2)
think i’m - 0.02% (2)
not that - 0.02% (2)
we’re in - 0.02% (2)
we’ll be - 0.02% (2)
to use - 0.02% (2)
take a - 0.02% (2)
i can’t - 0.02% (2)
every day - 0.02% (2)
than three - 0.02% (2)
of it. - 0.02% (2)
ability to - 0.02% (2)
to start - 0.02% (2)
with your - 0.02% (2)
medical condition - 0.02% (2)
that means - 0.02% (2)
with that - 0.02% (2)
if it’s - 0.02% (2)
a nice - 0.02% (2)
to pick - 0.02% (2)
work to - 0.02% (2)
secret to - 0.02% (2)
problems with - 0.02% (2)
that are - 0.02% (2)
would you - 0.02% (2)
he wants - 0.02% (2)
tell you - 0.02% (2)
to just - 0.02% (2)
but it’s - 0.02% (2)
landing an - 0.02% (2)
phone voice - 0.02% (2)
interview. she - 0.02% (2)
she told - 0.02% (2)
to speak - 0.02% (2)
the position - 0.02% (2)
to check - 0.02% (2)
says “i - 0.02% (2)
what happens - 0.02% (2)
i’m hoping - 0.02% (2)
know that - 0.02% (2)
… or - 0.02% (2)
fine to - 0.02% (2)
is important - 0.02% (2)
important to - 0.02% (2)
“ask me - 0.02% (2)
let go - 0.02% (2)
worried about - 0.02% (2)
role in - 0.02% (2)
won’t be - 0.02% (2)
dates for - 0.02% (2)
the role - 0.02% (2)
that job - 0.02% (2)
make sense - 0.02% (2)
jobs that - 0.02% (2)
that way - 0.02% (2)
anything you - 0.02% (2)
was hired - 0.02% (2)
in short - 0.02% (2)
laid off - 0.02% (2)
position. i - 0.02% (2)
at that - 0.02% (2)
like i - 0.02% (2)
a formal - 0.02% (2)
that your - 0.02% (2)
against you - 0.02% (2)
this would - 0.02% (2)
this coworker - 0.02% (2)
in any - 0.02% (2)
offered to - 0.02% (2)
her to - 0.02% (2)
a question - 0.02% (2)
her class - 0.02% (2)
until she - 0.02% (2)
make you - 0.02% (2)
if that - 0.02% (2)
that said, - 0.02% (2)
you’d be - 0.02% (2)
give your - 0.02% (2)
was laid - 0.02% (2)
new grads - 0.02% (2)
} posted in - 0.1% (10)
by alison green - 0.1% (10)
comments } posted - 0.1% (10)
you may also - 0.1% (10)
alison green on - 0.1% (10)
a reader writes: - 0.07% (7)
2017 a reader - 0.07% (7)
the outside hire - 0.06% (6)
to come back - 0.05% (5)
may also like:my - 0.05% (5)
on that i - 0.05% (5)
what kind of - 0.05% (5)
coworkers and manager - 0.05% (5)
use the restroom - 0.04% (4)
be able to - 0.04% (4)
to transfer in - 0.04% (4)
a reasonable accommodation - 0.04% (4)
a few years - 0.04% (4)
the office candy - 0.04% (4)
green on march - 0.04% (4)
company has a - 0.04% (4)
on february 28, - 0.04% (4)
to your boss - 0.04% (4)
won the lottery - 0.04% (4)
going to be - 0.04% (4)
february 28, 2017 - 0.04% (4)
march 1, 2017 - 0.04% (4)
advice about your - 0.04% (4)
the rest of - 0.03% (3)
to control our - 0.03% (3)
to have your - 0.03% (3)
and more { - 0.03% (3)
it sounds like - 0.03% (3)
for a job - 0.03% (3)
the restroom more - 0.03% (3)
i want to - 0.03% (3)
not going to - 0.03% (3)
and that you - 0.03% (3)
old coworkers who - 0.03% (3)
i don’t want - 0.03% (3)
one of my - 0.03% (3)
reasonable accommodation that - 0.03% (3)
one of the - 0.03% (3)
coworkers who won - 0.03% (3)
an undue hardship - 0.03% (3)
* what kind - 0.03% (3)
back to work - 0.03% (3)
don’t think you - 0.03% (3)
is not an - 0.03% (3)
do you have - 0.03% (3)
have to be - 0.03% (3)
has a fake-seeming - 0.03% (3)
the way to - 0.03% (3)
the end of - 0.03% (3)
she is also - 0.03% (3)
want to come - 0.03% (3)
is our director’s - 0.03% (3)
ask a manager - 0.03% (3)
to transfer into - 0.03% (3)
to be able - 0.03% (3)
i also don’t - 0.03% (3)
at the end - 0.03% (3)
come back to - 0.03% (3)
being the boss - 0.03% (3)
in and out - 0.03% (3)
the last piece - 0.03% (3)
behind the office - 0.03% (3)
the psychology behind - 0.03% (3)
1, 2017 a - 0.03% (3)
wants to control - 0.03% (3)
i need to - 0.03% (3)
you want to - 0.03% (3)
intern is our - 0.03% (3)
who won the - 0.03% (3)
what do you - 0.02% (2)
what to do - 0.02% (2)
when employees’ medical - 0.02% (2)
work … or - 0.02% (2)
essential oils at - 0.02% (2)
and i both - 0.02% (2)
our bathroom breaks, - 0.02% (2)
the most junior - 0.02% (2)
team members will - 0.02% (2)
mary and i - 0.02% (2)
old team members - 0.02% (2)
director’s son, boss - 0.02% (2)
spots on other - 0.02% (2)
my coworker’s husband - 0.02% (2)
lottery want to - 0.02% (2)
gets annoyed when - 0.02% (2)
posted in advice - 0.02% (2)
it’s fine to - 0.02% (2)
fergus comes by - 0.02% (2)
a job where - 0.02% (2)
about your boss - 0.02% (2)
to handle it - 0.02% (2)
visit you at - 0.02% (2)
spouse visit you - 0.02% (2)
have your spouse - 0.02% (2)
about your coworkers - 0.02% (2)
our meetings run - 0.02% (2)
it weird to - 0.02% (2)
fake-seeming website, and - 0.02% (2)
work, a credible - 0.02% (2)
back to work, - 0.02% (2)
a credible company - 0.02% (2)
website, and more - 0.02% (2)
2017 it’s five - 0.02% (2)
answers to five - 0.02% (2)
questions. here we - 0.02% (2)
instead of coming - 0.02% (2)
hire to replace - 0.02% (2)
for an interview - 0.02% (2)
micromanagers when hiring - 0.02% (2)
to manage them - 0.02% (2)
my linkedin profile - 0.02% (2)
meetings with jane - 0.02% (2)
“you have to - 0.02% (2)
have a piece - 0.02% (2)
my resume and - 0.02% (2)
also like:my employee - 0.02% (2)
posted in short - 0.02% (2)
we screen out - 0.02% (2)
a new manager - 0.02% (2)
what she does, - 0.02% (2)
for our team? - 0.02% (2)
on february 27, - 0.02% (2)
comes up, people - 0.02% (2)
february 27, 2017 - 0.02% (2)
… and it - 0.02% (2)
looking here for - 0.02% (2)
that they’re not - 0.02% (2)
how did you - 0.02% (2)
so focused on - 0.02% (2)
to know how - 0.02% (2)
at what she - 0.02% (2)
their old boss - 0.02% (2)
how to manage - 0.02% (2)
keep going to - 0.02% (2)
to change about - 0.02% (2)
of my depth - 0.02% (2)
off anyone we - 0.02% (2)
for a new - 0.02% (2)
who knows, maybe - 0.02% (2)
few years into - 0.02% (2)
the people she - 0.02% (2)
and had no - 0.02% (2)
team has driven - 0.02% (2)
to get an - 0.02% (2)
employee died, her - 0.02% (2)
be willing to - 0.02% (2)
while kevin was - 0.02% (2)
been there a - 0.02% (2)
while, trust that - 0.02% (2)
reporting to a - 0.02% (2)
i’m going to - 0.02% (2)
due diligence on - 0.02% (2)
selection process is - 0.02% (2)
i think i - 0.02% (2)
of her projects. - 0.02% (2)
the interactive process - 0.02% (2)
her husband appears - 0.02% (2)
posted in workplace - 0.02% (2)
having to come - 0.02% (2)
in the future - 0.02% (2)
don’t need to - 0.02% (2)
manager is being - 0.02% (2)
it rather than - 0.02% (2)
but your manager - 0.02% (2)
swiped in and - 0.02% (2)
want to take - 0.02% (2)
but if you - 0.02% (2)
a company cruise - 0.02% (2)
407 comments } - 0.02% (2)
son, boss wants - 0.02% (2)
office’s weight loss - 0.02% (2)
bathroom breaks, and - 0.02% (2)
more by alison - 0.02% (2)
five answers to - 0.02% (2)
five questions. here - 0.02% (2)
we go… 1. - 0.02% (2)
my manager has - 0.02% (2)
most junior person - 0.02% (2)
in the department - 0.02% (2)
to my manager - 0.02% (2)
when the director - 0.02% (2)
my manager because - 0.02% (2)
the same thing - 0.02% (2)
according to the - 0.02% (2)
don’t get to - 0.02% (2)
to make the - 0.02% (2)
jane’s coworkers and - 0.02% (2)
her team has - 0.02% (2)
driven off anyone - 0.02% (2)
we hire to - 0.02% (2)
of the work - 0.02% (2)
coworkers and manager. - 0.02% (2)
both of them - 0.02% (2)
said they couldn’t - 0.02% (2)
job with a - 0.02% (2)
an outside person - 0.02% (2)
transfer into the - 0.02% (2)
didn’t have to - 0.02% (2)
talk to the - 0.02% (2)
posted in being - 0.02% (2)
each of the - 0.02% (2)
because of it. - 0.02% (2)
way to go - 0.02% (2)
ask for her - 0.02% (2)
my employees keep - 0.02% (2)
going to their - 0.02% (2)
old boss instead - 0.02% (2)
of coming to - 0.02% (2)
what do i - 0.02% (2)
you can read - 0.02% (2)
— and i - 0.02% (2)
looking for a - 0.02% (2)
i worked here) - 0.02% (2)
to my boss - 0.02% (2)
have to deal - 0.02% (2)
also like:my new - 0.02% (2)
or what to - 0.02% (2)
do when employees’ - 0.02% (2)
medical needs conflict - 0.02% (2)
writes: i have - 0.02% (2)
be based in - 0.02% (2)
in the interactive - 0.02% (2)
undue hardship on - 0.02% (2)
an employee died, - 0.02% (2)
accommodation that is - 0.02% (2)
not an undue - 0.02% (2)
hardship on the - 0.02% (2)
boss keeps coming - 0.02% (2)
smelly essential oils - 0.02% (2)
to work sick - 0.02% (2)
my manager to - 0.02% (2)
take a sick - 0.02% (2)
husband gets annoyed - 0.02% (2)
when our meetings - 0.02% (2)
i work with - 0.02% (2)
in the break - 0.02% (2)
the business side - 0.02% (2)
once her husband - 0.02% (2)
to get done - 0.02% (2)
work needs to - 0.02% (2)
scheduling meetings with - 0.02% (2)
at work … - 0.02% (2)
in short answers - 0.02% (2)
made it clear - 0.02% (2)
this as a - 0.02% (2)
secret to landing - 0.02% (2)
an interview. she - 0.02% (2)
there is a - 0.02% (2)
which i know - 0.02% (2)
is not the - 0.02% (2)
my boss wants - 0.02% (2)
i have to - 0.02% (2)
we’re in the - 0.02% (2)
required to work - 0.02% (2)
to take a - 0.02% (2)
i don’t know - 0.02% (2)
say this: “i - 0.02% (2)
that we can - 0.02% (2)
way from the - 0.02% (2)
as a group - 0.02% (2)
has made it - 0.02% (2)
i feel like - 0.02% (2)
to help me - 0.02% (2)
i don’t need - 0.02% (2)
my coworker is - 0.02% (2)
in the wrong - 0.02% (2)
your boss a - 0.02% (2)
was laid off - 0.02% (2)
on my resume - 0.02% (2)
“ask me about - 0.02% (2)
i won’t be - 0.02% (2)
law + order - 0.02% (2)

Here you can find chart of all your popular one, two and three word phrases. Google and others search engines means your page is about words you use frequently.

Copyright © 2015-2016 hupso.pl. All rights reserved. FB | +G | Twitter

Hupso.pl jest serwisem internetowym, w którym jednym kliknieciem możesz szybko i łatwo sprawdź stronę www pod kątem SEO. Oferujemy darmowe pozycjonowanie stron internetowych oraz wycena domen i stron internetowych. Prowadzimy ranking polskich stron internetowych oraz ranking stron alexa.