Don't let a dead-end job suck the life out of you
QI have a dead-end job. I don't make enough to live comfortably and there's no opportunity for me to be promoted or gain a raise. I'm looking for something else but finding it is really difficult. I am working long hours for little pay and it's too much. When I started this job, I learned a lot of different things before I settled into my responsibilities. When my coworkers have a problem, they often ask me because I can help. I am also the only one who knows how to do my specific role. I have asked for help with larger projects and I get brushed off. I have been told “it only makes sense for you to do this,” on very simple tasks. I am repeatedly told “you're essential” and “this place would fall apart without you.” But I also know two people used to do my job. I'm stressed all the time but don't feel empowered to quit because I don't have anything else. What can I do?
— Anonymous
A
You're in a frustrating professional situation where you're told you are valuable, but you aren't treated as such. I have no doubt you're essential, but your employer is taking advantage of you and it certainly isn't demonstrating that it believes you're essential in the ways that matter most. And to have no room for advancement must be so dispiriting. The best thing you can do is what I suspect you've already started doing. Polish your résumé and cover letter and get relentless about looking for new work, not only in your own field but in adjacent fields, too. Reach out to your personal and professional networks, as you can, and let them know you're looking for new employment opportunities. Be specific about what you're looking for. I don't know that anyone ever feels empowered to quit, because doing so is precarious. You can't quit today, but you can start mapping out what the path to quitting looks like. Life is way too short to stay in a dead-end job that won't even allow you to make ends meet.
QI am a youngish, female manager in the tech industry. My team is from a diverse set of cultures and backgrounds — and it is thriving. Over the past few weeks, a recent hire has made comments about our company being controlled by foreigners or referring to parts of our city as “Jewish.” I find this pretty off-putting and I would like to bring it up during a feedback session.
The employee is still in his probation period. Do I have to base my evaluation of him strictly on his professional expertise? Can I point out to him that such remarks are not appreciated and won't help his career in our company?
— Anonymous
AWhen your new hire makes bigoted comments in the workplace, it is part of his professional conduct. It is appropriate and necessary to discuss these comments in your evaluation. The comments he is making are xenophobic and antisemitic. And if he is making such comments so casually, these ideas are deeply ingrained. When you meet with him, outline your expectations for appropriate workplace conduct, the consequences if he continues to make such comments, and the resources he can use to address the problem and learn more about contributing to an inclusive climate. Create a timeline for improvement and be sure to check in with him every few weeks or so until you feel that the problem has resolved, or not.