{ "media_type": "text", "post_content": "Junior media buyer started 6/25...not even 30 days w July 4th + summer Friday mode...\nIT pinged me that she’s applying to jobs since she started, on our time. She had $4k moving bonus \nFire her??", "post_id": "5d3746d0625ba4002a7e21c7", "reply_count": 169, "vote_count": 31, "bowl_id": "5565cfca8b2b9a03009acf57", "bowl_name": "Advertising" }

Junior media buyer started 6/25...not even 30 days w July 4th + summer Friday mode... IT pinged me that she’s applying to jobs since she started, on our time. She had $4k moving bonus Fire her??

likehelpfulupliftingsmartfunny
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If HR Is out you can’t do any firing at the moment, but I would call her in and say: “you may not know this, but agencies monitor things that happen with their servers, and uploads and downloads and certain keywords get flagged. It seems like you have been actively job hunting, is that something you’d like to talk about?” If she says she’s unhappy, press her to quit* (rather than be fired, is the implication). If she wants to stay, ask her how she plans to rejoin the team and win your trust. And tell her that when HR is back they’re will be more discussions about how that might work. *saying things like “do you think it’s the best use of our time training you while you sort this out?” And “perhaps your job hunt would be better done offsite?” “What do you think we should do about this, you’re young and surely don’t want a termination” and “it’s been 30 days, if you want to leave now you would not need to include this as a reference and could move on with a lesson learned.” It probably has never occurred to her that anyone is watching. Even those of us who know they are so stupid things, but she’s not even aware enough to play the game. Call your second choice from the rounds of interview, tell them you may have an opportunity again and ask them to come in next week. That way when you tell your boss about all this you already have a solution lined up.

likeupliftingsmarthelpful

Honesty, I had a feeling that’s where you got the idea that burners come from people on Craigslist.

funny

Kinda sad I’m so late to the party on this one. Glad to see there are so many people in agreement that IT not just spying but then acting like detectives with checking docs appts out isn’t good business practice. In my view, if your employees are looking for other jobs, be a good leader and mentor and find out what is wrong. Definitely don’t open up with I’ve got screen grabs from your computer. Jesus, I’ve emailed my husband about ovulation... surely that’s more of a red flag. Maternity will cost you more than someone quitting! A good manager doesn’t get angry when they find out a good/ skilful employee, they worked hard for wants to leave. They sit down and ask a simple question. How are things? I’ve noticed you don’t seem completely engaged. Is there anything we can do about that? It may be totally not work related. Or it might be that they genuinely hate it there. Either way you’ll either learn how to make their work life happy or what to change next time in order to not lose the next employee so soon.

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The worst thing about this is IT creepily tracking her. No wonder she wants out. Let’s be human beings, people

likesmarthelpful

@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.

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Honestly, if my company snooped on me in this manner, I would be outta there. IT should spend more of their time making sure things work around the agency, and less time snooping on personal communication, which is oppressive. There should be a law against this, frankly.

likesmart

Looks like you’re outta there, ACD. 100% of companies do this

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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.

likesmart

Jfc big brother

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Can’t believe you are spying on her like this. Give her some work to do and a sense of ownership and maybe she will be less inclined to see if another company will offer her more of a professional investment

likesmart

This whole thing gives me the creeps. I have never heard of anything like this

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Oof. This is difficult and fascinating ethically because you know work computers are tracked but I would imagine it would be to prevent things like you mentioned, stealing confidential docs etc. not to track employee job searching. Personally I don't think IT should be flagging this type of behavior. People look for jobs, especially entry level where you have tons of potential opportunities and sound like she's good if she got your company to pay bonus + above avg salary. I'd be pissed if that was the reason I got fired as it has nothing to do with my performance and you just wanted to beat me to the punch. Maybe do a check in review, see how she's feeling in this role, whether she likes it etc. if she says she's enjoying it there's really nothing you can do but take her word for it. At best you can maybe push a little to gauge her interest. If she admits it's not the right fit you can at least acknowledge it and start looking for a replacement while she continues job hunting. I had that situation happen once in a role that wasn't the right fit. I really appreciate my then manager addressing it with me and we gave it three months, for them to find someone new and for me to look for a new thing.

likehelpful

Homie, have you talked to her? Have you done your 1-1? Have you done anything to measure the waters? Based on the thread you’re more like pointing fingers and being in denial instead of being active

likehelpful

Sounds like OP’s company is underpaying everyone else. No wonder she wants to leave!! Place must be full of cast-offs with no options

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Question: how does IT track this, is it through tracking hits to LinkedIn or through viewing the screen? If it’s just through LinkedIn this person may be just surfing and connecting with people through LinkedIn, maybe not looking for jobs.

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you login to company wifi with an individual username and password?

likefunny

I’m kind of appalled at a lot of things going on here, starting with IT reporting something that’s not a security issue, then the knee-jerk reaction of immediately wanting to fire someone for, honestly, something most of us have done at work, especially when things are slow. I would take a step back and remove personal feelings from the equation, and then, when she starts having more to do/has completed training, see if job applications are truly taking away from her ability to do her job. I also agree with the people who suggest having a 1:1 to chat with her and create an open forum to share concerns rather put her on the defensive with IT screenshots

likehelpful

The fact that your first reaction is fire her probably a sign that the issue is you and not her. Do you have a lot do turnover in your department or people you manage?

likehelpful

Well, that backfired

likefunny

Wow maybe y’all can figure out what color cardigans she likes and target her!

likefunny

why would you want to fire someone who's leaving? unless you want to be nice and make sure she doesn't have to pay back the moving bonus...

likesmart

What agency do you work at, OP? Please let us know so we don’t end up working there. This is invasive - maybe ask yourself why someone who just moved would be looking?

likefunny

Jesus. This is the kind of topics our ad trades should be writing about, not what lessons we can learn from Fortnite. This blew my mind. Not that she’s looking but that IT is tracking someone’s activity like this. I’d want to leave too!!!

likesmart

I haven’t agreed with something this much in a long time. @AdAge, (I’m sure you’re on here) please see above.

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i wish IT monitored how many jobs i applied for and interviews i’ve taken. then maybe someone would know how miserable i am.

likefunny

My thought is they took it to pay bills immediately and give them time to find a job they actually want. (I’ve done that.)

likehelpful

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.

likeupliftinghelpfulsmart

@SS1 same boat 😳

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