Set an example
In the last 6 months, my organization has approved the optional inclusion of pronouns in email signatures. I found out that one of the team members uses non-binary pronouns. I’ve noticed that I’m currently using these pronouns in written communications and conversations about the team members, but no one else has made any adjustments. As a supervisor of this team, how can I fix this situation?
The longer I wait to deal with it, the more I feel rude and colluding. I can’t crack down on people’s words, but I call someone for other kinds of behavior that I interpret as rude. (I don’t think it’s deliberately rude about its value by not using the pronouns that my colleagues want.) A non-binary colleague hasn’t told me anything about this as a problem, I think it feels negative. I feel they have an obligation to apologize, but what I really owe them is better leadership. what would you do?
Thank you for asking this question. Everyone deserves to be treated with respect, some of which use the correct pronouns of the people. By always using team member pronouns in all communications, you are already doing much of what you need to do. First, send a note to the entire team to remind you of the importance of referencing people who are using the appropriate pronouns. Frankly, this is a matter of general etiquette and applies to everyone, so don’t pick out non-binary team members.
You can also meet with team members personally to let them know that they are aware of the problem and are working on it. Ask them what they can do to improve their work experience, but don’t ask them how to solve the overall problem you’re dealing with, as it’s not their problem to solve. I am confident that you will move your team forward in a compassionate and compassionate way.
When you are here you are a family
For the past four years, I’ve been an executive at a small electronics company. I am treated well and enjoy my work, but I want to change, so I secretly apply for new positions and interview. From the very beginning of my time at the company, the CEO has been very warm, socially open and has hosted many events involving colleagues and their families. My wife and I became acquainted with the CEO’s wife and teenagers and took advantage of this atmosphere to arrange temporary employment for several families. Over the past year, CEOs have begun to call the company a “family” and even say that recent hires are in love with us.
The other day, the CEO told me that he felt betrayed by a former employee who left without telling him that he was in the interview first, after giving proper notice. He made it very clear that he expected the members of the “family” to tell him if he was interviewing.
I hope to succeed in finding a new job in the coming months. I don’t have an employment contract, so like most US workers, I’m free to retire or be fired at any time. So far, I’ve handled these transitions by giving appropriate notices after accepting new offers, summarizing responsibilities, usually attending see-offs at local bars and restaurants, and staying in good shape. bottom. I’m wondering how to get in touch with the CEO for the rest of the time at this company because I want to avoid the ugliness of notifying.
Just because your CEO thinks your company is a family doesn’t mean that. Your job is your job and your family is your family. I love a workplace where people feel respected and respected and can socialize outside of work. It’s ideal, it’s not, but it should be standard. But the professional collegiality is not, and should not be, the family yet. When an employer proposes that the company is a family, they are trying to attract your emotional investment so that you overlook everything else. At the time of layoffs, we can guarantee that the word “family” will disappear from the company’s words.
Your CEO is acting very unprofessional. If an employee feels betrayed when moving to a new position with appropriate notification, it is a personal issue that needs to be resolved with the therapist. This strange emotional transition he is imposing on his staff is inappropriate. Unfortunately, there are too many employers to retaliate when they hear such news, so there is no need to inform them that they are looking for a new job. We have nothing to report so far, so we will contact the CEO as usual. As you continue your job hunting and secure new positions, be fully informed, generously participate in the necessary transitions, and proceed with a clear conscience.
If the name is misspelled
My name is Alisha. In my daily life, I often misspell or mispronounce. But my name is in my email address at work and some of my colleagues still don’t understand it correctly. I’d like to correct it when I receive an email that starts with “Hello Alicia”, but I’ll give it up because it feels trivial. Is there the right way to correct someone who keeps spelling your name incorrectly at work?
— Alisha, Rhode Island
I can be very involved. My name is spelled out with one n. There are always misspellings. It’s that I have the perspective I need, just as the little things are getting worse. When someone misspelles my name in an email, I simply sign my email Roxane (with one n) so that the corrections are there, but not the centerpiece of the communication. If you receive an email with the wrong spelling, use the parentheses you selected for the correct spelling to sign the name correctly. Recognizing that constantly spelling my name is a minor deterioration in a grand plan of things, I find it easiest to walk the line that stands up for myself and my name. think.