Friend has changed after promotion?
I have a coworker that is a good friend of mine. When he started, we got to know each other and would talk often both at and outside of work. He would always ask me how I was, and if I was ever upset on the job he would comfort me. And he was friendly to everyone else. He was promoted to manager over three months ago, and he's completely changed. He's colder not only to me, but to everyone else. He doesn't talk with me outside of work at all anymore, and doesn't talk much at work either. He's stopped asking me how I am, and if I'm ever upset his reply is just "suck it up and do your work". When I confronted him about how he was treating everyone, he said that he doesn't want to be anyone's friend, and it is the only way to earn the respect he wasn't receiving because they were treating him as a friend and not as a manager. But the other managers are not as cold as he is. Even my boss treats me as more of a friend as my coworker does now! I value our friendship, but what can I do?
Is it legal for a boss to promote his girlfriend?
A friend of mine has worked for her company a long time and a year or so ago recommended another friend of hers for a job with the company. After a few months it became clear to everyone that her boss was dating her friend. They ended up moving in together and openly became a couple. The assistant manager left the company recently and my friend's boss told her she would be taking his place. She was sent on training courses and the company paid for a couple of certifications she needed. Suddenly my friend got a warning for something she didn't do and she was told that her promotion was in question. The boss's girlfriend was given a new post on the same level as my friend and they were told that they would take on the assistant manager's duties between them. My friend trained the girlfriend to do the job and ended up doing most of the work while the girlfriend spent time with the boss. Yesterday my friend found out that the boss's girlfriend has been promoted to assistant manager. She is totally distraught and doesn't want to go back to work. She feels betrayed by her friend and the boss. Is it legal for the boss to promote his girlfriend when the promotion had been promised to my friend and she had been given all the training for it? For information, when my friend was given her warning I told her at the time that it had not been carried out properly. Her boss did not tell her what the meeting was about and did not tell her she was entitled to have someone with her. She wasn't given a chance to explain what had happened (someone had logged into her PC as her, downloaded porn, taken a picture of it on her screen and sent it to the boss - my friend didn't know anything about it until the boss showed her the picture) and her warning was not given to her in writing. I told her she should have put in a complaint at the time. She was never given a written contract and worked a lot of unpaid overtime. She even had holidays cancelled more than once meaning she lost money. It's only a small company so they don't have an HR department or anything. The boss is completely in control. I think this is completely unfair and she should be getting legal advice but is it worth it? Has she actually been treated illegally?
I hired my best friend. I recently got promoted and became his boss. My boss, the CEO, told me to fire him because of performance issues. How do I fire him without ruining our friendship?
Thanks for the A2A.It depends on how mature your friend is. If he’s having performance issues severe enough to warrant his firing, then you’re probably not going to remain friends, or at least you’ll have an icy shoulder from him for awhile.Now, consider this:Did you cover for him?Did you hire him because he was your best friend, or because you thought he could do the job?Did he take advantage of you being his boss to slack off and not deliver? If so, I’d be pretty pissed.Did you ever notice or say anything to him about his performance prior to being told to fire him? It’s hard to believe you didn’t notice. Your CEO certainly did, which makes me wonder if he’s not having you fire your friend to make a point, at which point he plans to then fire you - teaching you both a lesson.Is this friendship more important to you than your job? Figure it out.You call your friend in and say, “The CEO wants me to fire you because of performance issues,” and then you play it strictly by the book, no friends or other BS because that will get YOU fired. Your friend may be angry and want to contest his firing, or want unemployment benefits - which he can’t get if he’s fired for performance issues. So, he’ll be more likely to turn on you, because he’ll think you are somehow at fault and turned on him…and anything he can use to show the firing wasn’t by the book will become something that can get you fired too.
Do you have to be best friends with your bosses to get promoted and/or keep your job?
No, that’s not healthy personally or professionally. You need boundaries so you can be objective about job expectations and be able to speak up about your concerns. If you’re too caught up with your boss personally then things get messy. You can’t exercise professional skepticism when you’re asked to do non job related things.Set your boundaries and stick with them, boss is never your bf cuz there’s conflict of interest. Regardless of the size of the company. You might be disappointed to learn your boss will sacrifice you over his/her situation.Keep business and personal relationships separate for your personal well-being.
My lady boss told me that I could be promoted if I let her and her friends make me their slave for a night. What should I do?
If your lady boss was serious about what she said she must be very interested in you, and she wanted her friend to join the party too, you could be promoted to get a better pay, it was a good deal if you just try to do it once to see how it goes, you could get a job promotion or maybe it was just a trick or prank on you.
My boss got fired, I got promoted, change my Linkedin profile?
Boss got fired for disrespectful attitude to the big boss (and also sleeping during meetings). I got promoted, which is cool, but I'm only the "interim boss" until they open up the position next year for competition. I have a good chance of staying on if I do a good job. Should I put that I am the "acting chief" of my department during this period on Linkedin or just don't change anything?
I have recently been promoted to head of my department. My teammates are my friends and we started the job together. How do I now tell them that I am their boss without sounding 'bossy'?
Congratulations on your promotion! Also, good for you for recognizing the precarious situation you are now in. I hope the information shared below is useful. Lionel Valdellon's comments on this thread are a great step. Great leaders are conversational and do not "influence" with top-down authority. Talk with your team, acknowledge the change, and set expectations for what will be the same and what will be new for the dynamic of your relationship. "Contract" with them: "Hey team, I know that for years now, we've worked alongside one another and I've helped with a lot of X,Y,Z. Going forward, I'll be less involved in X,Y,Z and I'll be taking on more of A,B,C. What won't change is my commitment to the team, everyone's development, and the creation of opportunities for us all to partner together. Sound good?""Contracting" says to the team, "I know things are different and here's how we'll move forward together as a result of my career shift to management." Asking, "Sound good?", get's their buy-in to the contract you set in front of them. Schedule weekly one-on-one conversations with them. Learn about what they're working on, what they want to do in their career, and the type of work they find meaningful. Ask them about potential roadblocks or barriers to their projects and career development. Genuinely listen to your employees. Don't try to "fix" or find "solutions" for them. Your job is to coach your employees and help them become aware of how they can own their careers and improve themselves. Sure, you'll need to get involved in removing a roadblock or two, but the majority of your involvement with your employees should be coaching and leading them to a positive outcome. Actively seek out negative feedback on your own performance. Internalize the feedback. Be vocally self critical of your shortcomings - when others hear that you are aware of your shortcomings and that you are working on them, you earn their trust.Learn to say "Yes, and..." rather than "but". This says to your employees, "Yes, I hear you and I also have the following thoughts..." rather than "but" which says "you're wrong" and causes employees to disengage and build resentment. Start reading. I suggest starting with Superbosses: How Exceptional Leaders Master the Flow of Talent, by Sydney Finkelstein. It's an interesting read and covers leaders such as Ralph Lauren, Jon Stewart, Lorne Michaels, etc.