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With zero context, I wonder what is making this person want to get out so soon. Maybe they’re a bad employee. Maybe they have a bad employer.
The worst thing about this is IT creepily tracking her. No wonder she wants out. Let’s be human beings, people
@Vice President 3 I suspect it’s not the shock of knowing. We all know it was there, it’s the abuse of the authority. So far I’ve seen no complaint about her actual work ethic/performance.
Anyone in a workplace today should know their work computer, its contents, and one’s actions on it are monitored by the company that owns it. Most spell this out explicitly. To be signed at onboarding. This person’s actions regardless of how they came to be known are unprofessional. They’re cheating the company. Being paid to perform in a role—paid additional to move for it—yet using time repeatedly and consistently not to improve in it, or contribute to the business, but to find other work. A gracious next step that isn’t outright termination would be an honest conversation about how the company wants the person there but only if whether this person truly wants to be there. If they don’t, fine. But unreasonable for them to expect the company to invest additional money and time better spent on someone who does.
@SS1 same boat 😳
Simple solve. Happened to a friend at a media company in early 2000s when she was working on her resume at her desk. An anonymous pop up came up on her computer and simply said “please don’t work on your resume at work”. Let her know people were watching, no threat of being fired. No eye to eye conversation with a boss. No email with people CCd. A brief “text” and it was done. Scared her enough to never do it again. But she also worked there 10 more years
Obvs this isn’t what she expected. She’s been working on completing trainings, has a salary +20% above starting for all our network agency (media) competitors and $4k cash bonus for joining. The craziness is: she hasn’t even done anything. If it’s cultural, how do we confront it?? I haven’t ever had something like this arise so soon (I’m her manager)
This post is exactly why she’s doing the right thing. See it from her POV:
—she went to a company so desperate for her services, they gave her a bonus and moved her there
—found herself in an environment where all her peers are underpaid by 20% (JV squad competence + unappreciated = bad work)
—has a boss who thinks she’s overpaid and lucky to be there and wants to fire her instead of fix the problem
—hasn’t been given anything to do, no mentoring, no human kindness (I hope you stuck up for her with IT),
Dude, if I were her, I’d use my work computer to look for a job all day. I’d even consider having the studio print all the work I did for my book. Multiple copies.
—is in media
Is the industry that hard up for junior media buyers that you’re moving them and giving them +20% pay? That seems like a very bad business model.
Sounds like OP’s co has been underpaying, and that’s why it’s been so hard to find people who will be happy there
This whole thread is insane. Wtf is this? Law & Order? Does she do her job effectively? If yes, don't fire her. If no, build a case. But unless she's a fucking VP or something with special interest in the company, WHY DO YOU CARE? Please drop the agency or company name so we stay clear. 😒
If you'll pay me 20% more than what's typical plus a 4k bonus, and possibly let me watch movies all day bc I have nothing to do, I'll personally print out my online activity done on both company and personal property/time and hand them over to you.
I think the most logical next step is to talk to her. Have a 1-1 and see exactly where her head is at. Why hasn't she done anything. is a question you should ask yourself. Dont bring up the snooping
The endpoint system caught a suspicious number of download/upload activity (as if a user was trying to steal company docs). These docs were her resumes, which they confirmed with screenshots. Not isolated. She’s rejected at least one offer last week, but one of the interview times in the screenshots align with a “doctors appointment” she said she had last Tuesday
A few things here. May be she has a personal issue and after moving wants to move back/move away? Homesick, hates her new city? Who knows. We are all human. Divorce, bad breakup? Things happen. Be a little more empathetic and consider a humanistic approach when chatting with her. There may be more than meet the eye. Also, on another note.... I would feel so violated if I was her.
There was a great article in the Wall Street Journal last week about how employers have all of this information about you. From the time you check your first work email (they now know what time you get up) to everything you look at when you’re logged into their WiFi. Highly recommend checking it out!
I don’t think all of the people in this thread who are shocked by this level of surveillance are surprised that companies have the ability to do this. It’s more about how they act on it.
I looked for a new job as a junior, within 3 months of hiring and a cross-country move, because my direct manager would yell at me, tell me to go home when I had a question, and generally treated me like I had no brain. If she’s looking to leave so fast, you may need to consider your own behavior first. Explore your unconscious bias and also your management style. Mentor and nurture her. Don’t yell and make knee-jerk reactions.
Honestly good luck firing her. Clear breach of privacy here. There could be other things she downloaded like medical reports or stuff like that . If you guys are in possession of that, multiply that 4K by 10-25 X.
Honestly I’d try to figure out why she is unhappy and what you and the company could do to let her give you guys a chance. Maybe revisit in 3-6 months. Remember this is a job seekers market.
Yeah but In advertising a lot of people work anywhere from 9/10 am till very very late. I think it’s very unreasonable to expect them to be able to perform a lot of these functions like for eg. Book a doctors appointment outside of work hours
Can’t believe IT would go to you with this information. If they really did find something of concern on an employees computer shouldn’t they pass that to HR first so that they can determine what next steps are even a possibility (legally) and then plan out how to proceed? You mentioned that HR is currently out of the office which is also concerning that all of this is taking place with them not there. I would wait until they come back and have a talk with them before doing anything.
This is intense. So can IT see that I’m working on my resume/applying for jobs at home with my work computer? More importantly, are they judging me for my Netflix choices?!?
Definition of immoral?
You’re a brand manger wanting to fire someone in another department that has nothing to do with her quality of work related to your account . This sounds like stupid gossip you heard down the vine and not about leadership. Maybe focus on fixing your depts rep
Best advice I’ve gotten. Give people experiences and projects that make them marketable but treat your team in a way they don’t want to leave. Let it go. See if the work is good. Let her take the vacation she’s accruing. I promise everyone on your team is looking at job opportunities. Some will act on it. Some will not get that offer. Some will not like the offer. And some will leave.
I apply for basically any job a recruiter comes to me with that might pay a lot more than my current position simply to see what happens. I love my job now, but if some idiot wants to pay me 2x my salary someplace, I want to know about it. I like to keep in practice and I think keeping your ear to the ground is healthy and doesn’t indicate unhappiness at work.
Talk to her as others have said about how things are going. How you can assist. What she’s liking, what she isn’t. You might learn something. That said based on what you shared the cynic in me says she took this job to move to whatever market you are in and be on the ground to find the job she really wants. The moving bonus repayment is already factored in to her budget or her ask of future agency.
Wow. I wouldn't fire her. Why would you want to keep someone who clearly doesn't want to be there. How did your company give her a bonus without a retention clause? That's poor planning on the HR team.
Since she’s so early into her employment, it’s possible that she may not be actively looking for a new job but still had some warm leads out from the job search you found her from. I once went through a whole interview process with a bunch of places, got an offer, quit/started the new job and then 6 or 7 weeks after my initial interview, heard back from one of the orgs I had been interviewing with. I did end up going ahead and doing the final interview just to see what would come of it. You saw that she rejected a job offer, it’s possible this girl is in the same boat. Either way, probably wise to have a convo about not coordinating all of that on company time and property, and see where her head is at with regards to her job
This is exactly what I was thinking- she could just be playing out those leads.
Yeah. But I’m totally shocked. I thought she was really happy. Why did she accept our offer (we rejected other really eager juniors when she accepted). Do I ask her if she is/was? What would most firms do? HR is on vacation until August 5th...
I sort of agree with copywriter 2. It’s a business and homegirl wants to get paid. Good for her for getting hers. But as for you... that sucks and you won’t soon be forgetting that she is that type of person.... a climber... for better or for worse.
OP - how did the talk go?
Exactly confirmation bias is real