It’s Halloween, so let’s hear all your stories about spooky experiences at work. Share in the comment section!

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This clean and green blog has been cited as one of the top 25 ranked project management blogs. Written and maintained by project managers having years of project management experience, this is one of the best project management blogs you can bookmark today to learn lessons straight from experience. Interns are there to learn, and one of the main things someone needs to actually teach you is that sometimes you need to go ask for things to do. No one has to do that in school, you just get assignments. And for all the intern knows, telling coworkers they are out of things to do would result in either a) coworkers viewing them badly, or b) them being given useless bullshit to do – i.e., “time to lean/time to clean” from retail, the only job interns are likely to have been exposed to. Certain fields (at least in the US) really emphasize a professional dresscode, and treat it as shorthand for how serious you are about your work –‘dress for success’, ‘dress for the job you want, not the job you have’, and so on. (Lawyers are a big, well-known one there. Even in non-legal professions, you can often recognize the one person with a law degree in the room, because they’re at least one level fancier than their peers – at least in my experience.) yes, it sounded to me like Dale is attempting to manage up, when the environment is at fault – new grads/students/interns should have a single point person who manages them, and some companies combine that with a three month rotation schedule so that the new workforce members are directly assigned to a single set of tasks they can learn and complete.I recently referred a very good friend to a position here. She was a victim of layoffs and was really struggling to find a job. My company is known for being very stable and she seemed like a good fit for the role. She killed it in the interview and was hired. I’m happy for her — she works hard and deserves it. We work in the same side of the business but in different departments (she’s in sales, I’m in operations). She has made a lot of friends in the few weeks she has been there and goes out with them frequently. When we are together, she often talks about all of the fun she has had with her new coworkers. I can’t help but feel jealous that she is having a much more social experience than I have, even after being here for several years. I can admit that I did not do my best on the first interview. Part of it was that the person I was talking to was not enthusiastic from the very start. I kind of feed off energy and it’s hard to be excited when the person on the other end sounds bored. Part of it was that I wasn’t as prepared as I should have been. If you are looking for expert tips and advice on project management, work culture, and team productivity ProofHub Buzz is the perfect place. The blog features content from the duo of Vartika Kashyap, who has been featured multiple times in LinkedIn Top Voices, and Sandeep Kashyap, the founder, and CEO of ProofHub – a leading project management and team collaboration software. The blog covers topics that revolve around Leadership, Productivity, Management, Work Culture, Team Building, Motivation, Self-Improvement, and Workplace challenges. 32. Sciforma This blog, written by a number of well-groomed project management professionals, provides information on multiple aspects of project management including basic concepts, project planning, reporting, issue resolution, risk management, data visualization, new trends in project management and a lot more. I work in a creative industry. I think he has a lot of potential. But I fear he’s just not a good fit for our industry. Any suggestions on how to manage him for the rest of his internship? Is there a tactful way to let him know I think he’s great, but he’s just not good at this work?

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If you want to assume the LW is lying in that regard, I’m not sure where we can go with this conversation. One we discard the data the LW provides, we’re left with nothing but speculation. One of my staff (the final person besides me who has not attended this training) was sent this past year, and her descriptions of the training make me concerned for my safety. I am certain my pronouns will not be honored. I am highly doubtful there will be a gender-neutral or family-style restroom for me to use. I will have to sit through many hours of extreme political talk that aligns with people who truly wish I did not exist. It doesn’t sound like any leadership traits are actually taught, so I’m not certain what I’m supposed to be learning through this nearly year-long, expensive training.

25 questions to ask a manager during WFH arrangements

I assumed “…you have to find tasks for me” was, if not a direct quote, a close enough paraphrase to get the tone across. We would term it as one of the best project management blogs that will come your way as it offers you enough resources to broaden your knowledge on project management in general, Agile practices, leadership, Six Sigma and digital know-how to for effectively planning and delivering projects. From Dale’s perspective OP is the one that assigns them work and finds things for them to do. Maybe they didn’t phrase it the best way but it’s clear what they meant. During this internship OP has been coordinating their (the interns) workload so it is not an unreasonable assumption. How does Dale know what OPs main role is (to advance projects). I know I can’t stop her from socializing with these coworkers (and I don’t want to do that), but it’s hard for me to hear about the fun she is having with them when I have struggled with it. I’m starting to regret referring her because of the anxiety this has caused me. I think it would be better if I didn’t hear these stories, but I don’t want to cause issues. Should I tell my friend I don’t want to hear these stories (at least at length) or should I bite my tongue? Any other tips of dealing with this? You can read my answer to this letter at New York Magazine today, where I also answer other Halloween questions, including:

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I Hate HR. Rachel strikes exactly the right balance between amusingly irritated by all things stupid and yet still willing to say something constructive. I get excited when I see she has a new post. I’ve generally worked places where people like to dress up in costumes for Halloween, and sometimes I’ve wondered if I’m being too uptight or if my coworkers just have terrible judgment. I’ve seen people wear costumes that show a ton of skin (something I might wear to a bar but not to the office), costumes that seem insensitive to outright racist (like costumes based on cultural stereotypes), and costumes that just seem impractical (a guy I once worked with kept a full-body gorilla suit on the whole day, and it was not easy to hear him talk through it). I’d think my employers would have laid out guidelines for costumes but they never did! So what are the right guidelines for Halloween costumes at work? It’s pretty common for different managers to have different policies on working from home; some managers are more comfortable with remote work than others, or see it as a better or worse fit for their team than another manager does. It’s also possible for a company to feel person A has earned the privilege but person B hasn’t (for example, because person B is new or struggling or because nothing got done the last time they worked from home). I currently serve as a director of a small office (three employees total). For a variety of reasons, I am searching for new job opportunities. One of my direct reports is currently out on medical leave (she has exhausted FMLA for the year, but is on unpaid leave). This isn’t your fault, LW – it’s a common situation when an office takes on interns without a consistent plan for how to use their time. But it’s not the intern’s fault either, and it’s a very demoralizing situation for them; any young worker who’s conscientious will be anxious that they’re making a bad impression, when the problem is there’s nothing for them to do. (And it’s not always easy for an intern to “take initiative” when they don’t know the lay of the land and don’t want to accidentally disrupt someone else.)I am very sad and angry that all of business and government in the US has dumped ALL of the responsibility and cost burden of dealing with Covid onto the individual. This means that those who can least afford it are the ones most likely to be losing money, and even their long term health, to Covid. “Business as Usual”, “Return to Normal”, are just soft pedaled ways of saying that the elderly, immune compromised, and at risk people must be willing to die for the economy.

Ask a Manager When You’re Working Winning at WFH: What to Ask a Manager When You’re Working

A light bulb suddenly went off in my brain as to what was going on – and it turned out I was correct. When I had slammed my hands on my computer in frustration earlier, three things had happened that I didn’t realize or intend: Leigh jots down how-to articles, tips on how to grow your business, and other guides for beginners. To put in simple words, it’s a reliable resource if you’re looking for instant advice on project management. I suspect other public defenders will give you the best, most field-specific advice on this, but my take is: yes, clothes send messages! I don’t think you need to avoid wearing every designer item you have, but it does make sense when working with financially struggling clients to avoid items that will be easily recognized as extremely expensive luxury — Louboutins being a good example since their red soles are so well known. (Of course, not everyone would be bothered by that; some people like it when their lawyers look expensively clad since they figure it’s a sign that they’re good at what they do. But enough people will feel weird about it — as might your colleagues since public defenders are so underpaid — that I’d avoid the really obvious symbols.) Dale and the other interns do not get the learning experience and guidance that they need. If this is an unpaid or underpaid internship, that is part of the compensation for their work and they should indeed expect it. They are not getting something they are “entitled” to but not in the dismissive, pejorative sense you used. Interns aren’t just free or practically free labor. IIL is one of the leading organizations globally to offer consulting, training, coaching and customized course development for various companies. With contributions from multiple project management professionals and experts with knowledge dominating the project management industry, the IIL offers a rich blog that is yet another resource for looking at the different shades of project management.But it’s unusual for a work context … and ideally he would have noticed your discomfort the first time and not repeated it. If you’re someone new to project management or need career counseling tips, The Camel Blog is the place to go. The blog also focuses on personal development tips and techniques. 24. Project Bliss Rather than snapping, it makes sense to just calmly teach the concept you want them to know. For example: “I will let you know if I have tasks for you, but since sometimes I won’t, has anyone talked to you about what to do with your time when you don’t have immediate work on your plate?” … and then from there, let them know how they should be spending that time. LW 3: if you were annoyed by your intern informing you of his availability, imagine how awkward and disruptive (and eventually embarrassing) it would be for Dale to go around the office asking random people if they have any work for him, every day he works. He will most likely be told “no thanks” over and over, which will start to sound like “you’re useless.” There’s also an issue of passivity vs proactiveness. In the first example Dale is actively looking for work, and making himself available should something come up. In the second, Dale is a passive recipient of work. In my experience (yours may differ) folks who do this are also going to be the ones that if there’s no work will sit around on their phone the whole time and still expect to get paid. They’re not willing to put in more effort than merely putting the responsibility for filling their workload onto someone else’s plate.