I once had a boss who berated me in a meeting for writing purchase orders wrong. When I pointed out that I, in fact, didn’t write purchase orders, he warned me to do it right the next time.
While I was working in HR, there was a woman who called out sick at least 4 times a month. That was bad enough, but then I was forced to listen to her cry over the phone about whatever new catastrophe had disrupted her life.
And now I work for Bill.
Bill, who has started an employee book club. Bill, who has started an employee book club that seems to revolve around self-help books. So far, I have read 1 and a half self-help books. Because I clearly have psychological expertise now, I have decided to take on the subject of difficult coworkers.
We’ve all experienced difficult coworkers (if you haven’t, then you just might be the difficult coworker…). There’s the lady who hides when a distasteful task comes up, there’s the guy who thinks it’s funny to repeat things told in confidence and then there are the negative people. The negative people are their own breed: you say, “good morning,” they remind you that it’s raining. You say that it’s great that everyone gets to go home a little early, they wonder loudly about the likelihood of a layoff.
I know it won’t surprise anyone, but we spend most of our time with people we have had no hand in choosing ourselves. If you can say that you are friends with your coworkers in real life, then you are a very, very lucky person. But what about the majority of the working world? Here are some tips that I’ve gleaned by being a regular work-a-day Jane:
1) Let it go. Sally said something offhandedly snotty. You brood and think about it days after it happened. Stop. You’re not affecting her and you’re hurting yourself. It is really not that important. Every time you start playing the incident over in your head in the middle of the night, think of a pink elephant instead.
2) Consider where your nemesis is coming from. There are not too many people who are inherently evil. Mike might be a defensive, overbearing so and so, but do you really know why? Maybe his home life isn’t the best, maybe his kid is going through bad times. Before you charge him as a bad person, remember that we all have our own perilous paths to wander.
3) Talk. If you have a coworker who is simply insufferable, I mean, no amount of Zen meditation will help insufferable, then talk. If you have to call in the human resources team, do it. If you have to call in your boss, do it. Generally, when people are forced to air their problems and discuss them in a civilized fashion, things get accomplished. If the meeting doesn’t go well, remember that beaning him in the head with a stapler still counts as assault.
I like my Bourke Accounting coworkers. Besides being talented and knowledgeable, Bourke Accounting experts are a pretty interesting group of folks. Not only are Bourke Accounting professionals willing to help and teach a fellow coworker, they go above and beyond with every client they handle. Hey, maybe your Bourke Accounting bookkeeper or tax professional will turn out to be your new best friend.
Come see us any time. Our number is 502-451-8773 and don’t forget to visit our website at www.bourkeaccounting.com. See you soon!
Written by Sue H.
I once worked with a crew that, to put it mildly, had dirty mouths. However, we had worked together for years and we knew what we could and couldn’t get away with. One of us would say something improper and someone else would inevitably shout: HR Nightmare!
We had fun. Of course, it wasn’t G-Rated and work appropriate, but it was fun. We were all adults, we got our tasks completed and no one left with hard feelings.
We’ve already talked about what an employer can’t ask during a job interview. However, the interview is just the first step. As an employer, you also have to recognize boundaries once that person is a part of your team. Employees, too, must recognize what is appropriate to say to an employer.
As the employer, you know that you shouldn’t comment on an employee’s personal appearance. Unless the employee is breaking a dress-code rule, any mention of appearance is generally frowned upon. You might have the best of intentions, but your compliment might be misconstrued as flirting. The same rules apply as an employee. Although you might think it’s funny to make your boss blush by talking about how that sweater makes s/he look sexy, you could be making that person incredibly uncomfortable. Basically, unless someone has broccoli stuck in their teeth, don’t mention anything regarding physicality.
Another thing to avoid talking about is the wild time you had last night. Your boss does not want to know who you took home and what happened later. You might be very proud of yourself – and good for you! – but, I promise you, the person you’re relating this information to is cringing. This is not your friend or your diary. In these sensitive times, you should be aware that you are opening yourself to a lawsuit by graphically describing your exploits.
Finally, know your audience. If you’ve worked beside someone for 15 years, fell into each other’s arms at the company Christmas party and sympathetically cried over each other’s divorces, you can probably get away with a dirty joke or two. Chances are, this didn’t happen with most of the people you’re working with. Until, and unless, you really get to know your workmates, keep things on the emotional and verbal level of a soft drink.
Bourke Accounting associates are not saints (I’ve heard some of Bill’s jokes). However, Bourke Accounting associates are professionals. If you come to see one of our experts and happen to drop a 4-letter word, no one will give you the evil eye. Our Bourke Accounting professionals can accommodate you. Whether you are someone who swears with every breath or more along the “Gee, Whillikers” variety, our Bourke Accounting specialists will make you feel completely at ease while they address all of your bookkeeping, taxation and payroll needs.
Our number is 502-451-8773 and don’t forget to visit our website at www.bourkeaccounting.com. See you soon!
Written by Sue H.
There is nothing worse than going on a job interview. It’s difficult to try, in 20 minutes or less, to convince a stranger that you are capable, able to learn and won’t want the interviewer’s job a year down the road. And, of course, you are expected to do all of that, in a non-arrogant way, while not being too timid.
There is nothing worse than being the interviewee, except, of course, being the interviewer.
As an interviewer, one is put in a very precarious position. How do you gauge in, 20 minutes or less, if the person sitting in front of you is trustworthy, punctual and serious about the position being offered? A resume can offer some guidance regarding experience and work history, but that doesn’t tell the entire story of the person. As someone looking to hire, you’ll have some questions.
We all know that inquiries about race, sexual orientation and religion are off the table. Frankly, none of these have anything to do with the applicant’s ability to do the job. However, here are 3 simple things that you might want to ask a job applicant that are actually illegal:
1) Questions about transportation. According to westsoundworkforce.com, it is illegal to ask an applicant if they have a car. While you can ask if the person can get to work on time on a regular basis, you can’t ask if they have reliable transportation. Why? According to the Equal Employment Opportunity Commission, the question may be “discriminatory [as] the EEOC considers car ownership financial information.” If you didn’t know, you are not allowed to ask about an applicant’s financial situation.
2) Questions about children/childcare. No, you can’t ask if someone has children. However, if someone offers information about having children, you also can’t ask if they have stable childcare. The EEOC tells us that “such questions may be seen as evidence of intent to discriminate against…women with children.”
3) Questions about arrests. Employment-law.freeadvice.com cites the EEOC’s stance on questions having to do with arrests/prison: unless the employer can show that the conviction is in some way related to the position being applied for, the question is unlawful. Again, this has to do with curtailing discriminatory practices.
Finding the right candidate is difficult. Having to walk through a minefield of potential lawsuits is even more so. Stick to questions about experience and capabilities and you’ll be okay.
Part of the Bourke Accounting experience is being interviewed by one of our associates. It’s painless and really sort of fun (Bourke Accounting associates are very charming). They won’t ask you how you got to our offices. They don’t care if you took the TARC bus or if you came by Tesla. They will ask about children and child costs. Our Bourke Accounting experts will also ask about your financial situation. But don’t worry! They will ask in the gentlest of ways and only because they care.
Come see us any time. Our number is 502-451-8773 and don’t forget to visit our website at www.bourkeaccounting.com. See you soon!
Written Sue H.