Why No One Follows Up Well

Why No One Follows Up Well I sent an announcement (which for me is a newsletter) to my LinkedIn Group about 3rd and 4th degree contacts.  The idea is that you MUST network deeper, asking the who do you know questions.  You can see that article, and the comments, here. Rita Carey, a professional job search coach, added this in the comments: I would like to add a second recommendationstay in touch. If you wish people a Happy Thanksgiving with a little update and express your gratitude for their support, you will accomplish two things: you will demonstrate professionalism and they will remember you and your transition. I have seen this done so wellnot just at Thanksgiving, of course, but that occasional email or phone call that says I thought about you today. that includes an article of mutual interest or a relevant link. Stay in touch. You can call that nurture relationships. You can call that follow up. Why do people do a poor job of staying in touch? There are various reasons. Some people arent good at, or dont like networking. Some people get too consumed in work, family, recreation, etc. Its hard to see immediate value from taking time to keep in touch. For the most part, follow-up is hard. Thats one reason why I created JibberJobber. What if you could have a system that made it easier?  A system that prompted you to follow-up with someone? I havent talked to Rita for 2 months the way my brain works, shes out of sight, out of mind.  And if/when I do think about her, I feel guilty for letting too much time go by, and Im not quite sure what I would say to nurture the relationship so in this state I just let more time go by.  And then years have passed, and all my good intentions are meaningless (except maybe the guilt that I feel). Then, I lose my job, and I know I want to talk to her, but then I question my motives and dont reach out because hey, what kind of friend am I if I only reach out when Im in need? Were doing a better job helping people, whether they are in a job search, happily employed, or business owners, or the grandma who wants to have great relationships with her grandkids, stay in touch. Check out JibberJobber for the tools to help you do this.  Not sure where to start?  Jump on the JibberJobber user webinar with new evening times! Why No One Follows Up Well I sent an announcement (which for me is a newsletter) to my LinkedIn Group about 3rd and 4th degree contacts.  The idea is that you MUST network deeper, asking the who do you know questions.  You can see that article, and the comments, here. Rita Carey, a professional job search coach, added this in the comments: I would like to add a second recommendationstay in touch. If you wish people a Happy Thanksgiving with a little update and express your gratitude for their support, you will accomplish two things: you will demonstrate professionalism and they will remember you and your transition. I have seen this done so wellnot just at Thanksgiving, of course, but that occasional email or phone call that says I thought about you today. that includes an article of mutual interest or a relevant link. Stay in touch. You can call that nurture relationships. You can call that follow up. Why do people do a poor job of staying in touch? There are various reasons. Some people arent good at, or dont like networking. Some people get too consumed in work, family, recreation, etc. Its hard to see immediate value from taking time to keep in touch. For the most part, follow-up is hard. Thats one reason why I created JibberJobber. What if you could have a system that made it easier?  A system that prompted you to follow-up with someone? I havent talked to Rita for 2 months the way my brain works, shes out of sight, out of mind.  And if/when I do think about her, I feel guilty for letting too much time go by, and Im not quite sure what I would say to nurture the relationship so in this state I just let more time go by.  And then years have passed, and all my good intentions are meaningless (except maybe the guilt that I feel). Then, I lose my job, and I know I want to talk to her, but then I question my motives and dont reach out because hey, what kind of friend am I if I only reach out when Im in need? Were doing a better job helping people, whether they are in a job search, happily employed, or business owners, or the grandma who wants to have great relationships with her grandkids, stay in touch. Check out JibberJobber for the tools to help you do this.  Not sure where to start?  Jump on the JibberJobber user webinar with new evening times!

You Got Fired For What!

You Got Fired For What! Working in management is no easy task. Being responsible for not only your own work, but that of multiple employees comes with its share of challenges. As any manager will tell you, firing employees is one of the downsides of management, but a necessary evil. While there’s certainly no shortage of employees who deserve to be fired, in their quest to protect the company’s name and image, occasionally managers do overstep their boundaries. Let’s take a look at a few examples of employee terminations that left us asking management…what were you thinking??? 1) Wife-Swapping: According to a recent lawsuit filed in U.S. District Court, two deputy sheriffs in Bossier Parish, LA were recently terminated for wife-swapping. After falling in love and eventually moving in with each other’s wives, the deputies were told they were violating the parish’s Sheriff’s Code of Conduct. They were placed on unpaid administrative leave and told not to return to work until they changed their living arrangements. They were told that once they had, they would be demoted and transferred to the sheriff’s detention and correctional centers at a reduced salary. After refusing, both deputies were fired. Their subsequent lawsuit stated that not only were they not doing anything illegal, but management conveniently turned a blind eye to other questionable activities going on in the department, including one deputy who was in a romantic relationship with his daughter-in-law. 2) Wearing Orange: Employees of a Florida law firm had a longstanding tradition of wearing orange every payday. Since orange is the color of the University of Florida Gators, as well as the fruit the state is known for, they felt it showed solidarity when they went out to happy hour after work. In 2012, the firm was taken over by new management, who saw the orange as some form of protest, despite the fact that the employees had been wearing the color before new management took over. In the end, 14 employees were fired without severance for their color choice of clothing. 3) Being Too Sexy: In a previous blog post, I wrote about Melissa Nelson, an Iowa dental assistant who was fired because her employer considered her good looks too distracting. The happily married mother of two worked for her boss for over ten years before the two started casually exchanging texts about work and personal matters. When the employer’s wife eventually found the texts, she insisted he fire Nelson. Despite admitting that Nelson was a good employee, her boss felt that continuing to work with her may eventually lead to an affair. She was subsequently fired, and the Iowa Supreme Court upheld the termination on the grounds that the firing was not illegal sex discrimination as it was motivated by feelings, not gender. 4) Writing in All Caps: In an effort to alert her coworkers to some important information, an employee at a New Zealand healthcare company typed part of her e-mail in all caps, then further emphasized it with red font and bold lettering. Management disapproved of her font choice, saying it caused “disharmony in the office.” Consequently, she was fired. She then filed a wrongful termination lawsuit, during which her employer was only able to produce one e-mail to support their case. The court found in her favor and she was awarded a monetary settlement. 5) Stopping a Carjacking: When a waiter at a Thai restaurant in Fort Lauderdale, FL noticed a commotion outside his establishment, he went out to investigate. Upon seeing a woman being carjacked by a man with a knife, he came to her aid, disabling the carjacker and holding him on the ground until police arrived. Despite his heroic actions, management was unhappy with the ensuing publicity resulting from the altercation and terminated his employment. Employers who are quick to fire employees for any and all reasons should know that wrongful termination lawsuits have risen 260 percent in the last 20 years. When litigated, 67 percent of lawsuits result in the employee’s favor, and according to Boone Management Group, the average employer payout is $326,640. Not surprisingly, 97 percent of cases are settled out of court, which still result in an average payout of $40,000 by the employer. So the moral of the story is â€" be careful who you fire and make sure it’s for a good reason!