CAREER COACH
GO TO GREG
I’m a new manager and have an employee who does great work, except I have to keep reminding him about deadlines and getting things done in a timely manner. Am I being too harsh by putting him on warning that if he doesn’t deliver projects on time without prompting, he could lose his job?
You asked if you are being “too harsh,” meaning that you think harsh action is appropriate, but you want to know the degree of harshness that is warranted in this situation. I think as a new manager I wouldn’t overplay your power here. An employee who does great work is worth investing in and coaching, not threatening — particularly if they deliver on time even if you need to stay on top of them. You have more authority now as a manager, and generally you want to use that authority to help people be better. Save the consequences for employees who don’t do great work or who can’t deliver on time even with constant reminders.
I’ve been conducting numerous video job interviews and find that applicants are acting too casually, sometimes with distractions in the background or pets running through the shot. Am I being too critical by thinking that an interview is an interview, regardless of whether it’s via video or in person, and the degree of professionalism should stay the same? Or have the rules changed?
The rules have changed. And you would be wise to relax a little. That doesn’t mean applicants should be appearing in their PJs (although I did conduct a meeting with a CEO who appeared to be in a robe). And applicants should avoid constant distractions, people in the background, live music, etc., but without the separation of work and home for so many people — including the fact that not everyone has a dedicated space for video interviews that they can control — we need to accept a bit of casualness. We should also celebrate the humanity when kids or pets unexpectedly jump on camera. I want to work for a company that laughs, not one that gets upset and holds it against me. Gregory Giangrande has over 25 years of experience as a chief human resources executive. E-mail your questions to GoToGreg@NYPost.com. Follow Greg on Twitter: @greggiangrande and at GoToGreg.com, dedicated to helping New Yorkers get back to work.