Dear Experts, I was informed last week our new Director is looking to restructure staff in the building. While I was not given the impression I would be restructured out of a job, I was given the distinct impression four of the world's worst employees may be coming to my department. Under most circumstances I would take this as my opportunity to try and mold better employees; however, I have watched 3 of the 4 be totally inept at their job and refuse opportunities or interventions to correct this, be allowed to single-handedly cause the downfall of new ideas and ideals they did not agree with (whether it was good for the customer or not), be rude to customers, create and disseminate gossip that makes the entire organization look bad, etc. In short, they have been her over 20 years with no real fruit--but are considered "the face of the organization" to many of its long-time customers--and I have such toxic relationships with all of them that I don't think I am capable of being an adequate supervisor to them. If I'm getting four new people, what I'd like to be able to do is interview the 4 as well as other outside candidates and choose the ones who are the best fit for my department. How should I go about expressing this without my disdain for the employees being front and center? Here is how our T.A.P. experts answered this question:Q#343 I'd be up front w/director and tell that you don't get along & don't think it benefits org. Worth a try. (@beneubanks) Q#343 Compliment 4 u 2 get these employees; u can manage them into better perf or out of company; ur choice. (@juliaerickson) Q#343 While interviews would be a reasonable request, if the restructure is for financial reasons, you may not get far. (@gradversity) Q#343 A strong manager is one who can mold and motivate. Oppty. for u 2 use ur talents for cohesive dept. (@DebraWheatman) Our Twitter Advice Project (T.A.P.) is no longer an active campaign. To find an answer to the above question, please use the "Search" box in the right-hand column of this website.
Being fired, laid off, or let go can be a very emotionally taxing and frustrating experience. Your self-confidence is wavering, you're not sure what you're going to do next, and you're not sure how you're ever going to bounce back (especially if you're late in your career). If you're currently unemployed after a layoff, this live event is for you.
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Did you know that there are interview questions that might seem legitimate but are actually illegal? While there are some that are clearly inappropriate, not all of them are so obvious. Don't overlook the different types of illegal interview questions!
Here are a few types of illegal interview questions you should watch out for during your next job interview.
Types of Illegal Interview Questions
Interview questions about your family life:
- Are you married?
- Do you have any kids?
- Are you pregnant?
Interview questions about race:
- What's your nationality?
- What race are you?
- What church do you attend?
- What is your religion?
- Are you religious?
- Do you own a home?
- Do you rent?
- Do you have an apartment?
- Do you have anybody living with you?
- Do you live with your parents?
- Are you male or female?
- How old are you?
- What's your birth year?
- When's your birthday?
- What year did you graduate from high school?
- What year did you graduate from college?
Why These Interview Questions Are IllegalBigstock
So, what makes these questions illegal?
First, they have no relation to the job requirements. Second, there are strict laws in place that prevent interviewers from asking interview questions that can be discriminatory.
Why Interviewers Ask Illegal Interview Questions6. Dress For SuccessBigstock
Unfortunately, there are bad interviewers out there who will try to slip some of these questions in on purpose (hello, workplace discrimination). There are also some inexperienced interviewers out there who simply don't know these are illegal questions and are just trying to make conversation.
If you're asked these questions, whether intentional or not, it's best to be prepared so you don't get flustered during the interview.
How To Prepare For Illegal Interview QuestionsBigstock
Sadly, these types of illegal interview questions are asked all of the time during interviews. Not sure how to prepare for them? We built an in-depth interview prep course that will help you understand how to respond to such questions.
We hope this article helps you identify any illegal questions you might be asked in a job interview. Good luck, and keep an eye out for those red flags!
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This article was originally published at an earlier date.
As a 20-year career coaching veteran who left corporate America and the staffing industry to become an advocate for you, the worker, I have a lot to say about this concept of quiet quitting.
"Quiet Quit" Is Not The Right Term
@j.t.odonnell Replying to @messympath I would NEVER quiet quit, here's why... #nono#quietquitting#quietquittingmyjob#learnontiktok#careeradvice#jobtok#careertiktok#careermode♬ original sound - J.T. O'Donnell
First of all, it's not the right term. If you really want to quiet quit, it's very derogatory, it's very negative, and it implies you're phoning it in. And here's my concern with that. If that's the route you want to go and you want to outwardly give the impression that you're phoning it in, you can't. Because you're a service provider to your employer. They pay you for a service. And if they're in a pinch and they need that service and you're capable of fulfilling that business need while having a checked-out attitude, then everything works fine.
Quiet Quitters Are The First To Get Laid OffBigstock
But if the market changes and your company is in a position to get rid of some people, who are they going to get rid of? The quiet quitters. The ones they don't feel are coming to work with the right attitude or working at the right level.
And that's their prerogative. It's just business.
If you're feeling like you need to quiet quit because your company is taking advantage of you, you need to have a conversation with me about how to set boundaries and work smarter (not harder) while still making your employer happy.
I have worked with lots of women whose definition of success was working 60+ hours a week in corporate America. After having their first baby, they go back to their job and only work 40 hours a week. Then, in their next performance review, they get told their performance was average and they don't get an outstanding rave review, and they're so angry.
In your employer's mind, you took something away. Whether it's right or wrong doesn't matter. That's the perception.
Quiet Quitting Isn't Going UnnoticedBigstock
This is why I'm really worried about all these people who love the idea of quiet quitting. If you don't think it's getting noticed, it is. And if the market shifts, you could see results that you're not happy with.
It's way more important—if you are not feeling good about the environment you're in—to learn how to become what I call a Workplace Renegade. That means an independent thinker, somebody who can figure out the best relationship for them and their company. And if that relationship isn't working for you anymore, then we help you find something else and open up that job for someone who would be happy with it.
Take ownership of your career, folks. Stop being angry at the employer. You have more control than you think!
Need more help with your career?
I'd love it if you signed up for Work It Daily's Power Hour Event Subscription! I look forward to answering all of your career questions in our next live event!