Dear Glenn,

Many times, our contractors find a significantly better opportunity that requires them to start immediately. I feel if you are needed at your current employer, giving them some type of notice is always the right thing to do. However there are situations where someone works a job and can be replaced fairly quickly and easily. Do you believe someone is still responsible to give a 2 week notice if their dream job wanted them to start right away (especially if you were sincerely looking to leave your current employer)?

Fred in Melville, NY

Dear Glenn,

How do you deal with working in a family business that has too many chiefs, because your father gave it to you? I’m having a difficult time with one family member. I can’t bear working with him and don’t know how to leave this job and move on. I’m comfortable with my pay and don’t want to start over, yet I can’t deal with a family member that thinks he has dogs running a part of his business while he does nothing but aggravate other employees.

Kathy in Michigan

Dear Glenn,

I attended your seminar in New York and you addressed the issue of employees not willing to sign disciplinary letters. You recommended that a statement be written that states the signature does not represent agreement of the counseling. Can you recommend what that statement should say?

Eileen in Kingston, NY

Ever notice how much you get accomplished the day before you leave for vacation? In this video, Glenn explains why it’s the most powerful principle of time management.

Dear Glenn,

Last week’s issue of “Work is Not For Sissies” couldn’t have arrived at a better time. My business is struggling and we just received an email from my banker with details on how bad our situation is. A true confidence shaker, to be sure. My question is: “After struggling to keep afloat, how do you know when to throw in the towel?” I’m not a quitter, and believe in my ability, but belief and confidence won’t keep the lights on.

Frustrated in Iowa

A long-time personal friend of mine is also one of my firm’s clients. Unfortunately we aren’t seeing eye to eye on an important contractual issue and this has led to bad feelings. This isn’t the first time I’ve experienced my personal and professional life not jiving and unfortunately I never seem to know how to handle it well. Any advice on how friends should handle doing business together?

Kathy in Pennsylvania

What’s the best way to open a discussion with my boss when I as a middle manager feel I’m being left out of the loop on hiring decisions, and day to day operational decisions that I’ve been told I have responsibility for?

Megan in Salt Lake City, UT

Dear Glenn,

Would you rehire a former employee?

Dan in Brattleboro, VT

In my business (construction) I am purposely moving from blue-collar to white-collar in order to more effectively run my business. What can I do to hasten this process, be more effective and still maintain respect from my employees?

Natalie in California

Dear Glenn,

I work at a physical therapy clinic with only two employees besides the owner. The other employee does just what needs to be done to get by. I’m going on vacation and when I told her I needed her to do the insurance billing while I’m gone, she said she was hoping the owner’s wife would come in and do it. She reluctantly told me to teach her the “bare minimum… I don’t want to know how to do that job.” I’m really getting tired of this attitude. She is doing sub-par work even though she thinks she is working herself to death. What can I do till then?

Sandy in Arkansas

Dear Glenn,

I love the series you did last year about sociopaths and think I may have hired one. Is there such a thing as an “integrity test” that I can buy?

Joan in Brooklyn, N.Y.

Dear Glenn,

I work as a massage therapist on a pier that stretches over the Atlantic Ocean in New England. It’s only Memorial Day through Labor Day, but it’s 12 hour days with no days off. Other vendors want to hang around and I’m constantly asking them to please leave my booth. I love what I do, but wish those 9 to 5 ers would get a clue that I’m not simply selling a product like they do. What can I do to get them to understand without turning them away insulted?

Annoyed in New England

P.S. Thank you for your newsletter. It sure does make me feel less alone and has great ideas in it.

Dear Glenn,

Do you believe it’s a conflict of interest for a manager to ask their direct report’s spouse (who is a manager at a different company) to hire one of the manager’s relatives? This happened in our department and it seems it would be, especially since the manager is directly responsible for the employee’s compensation and future upward mobility with our company.

Amber in Sausalito, CA

Dear Glenn,

The company I work for was recently acquired by a larger company. This brought on “Change” in many areas. Six months after the acquisition, I received the call from HR that no one wants to get. An employee had filed a harassment charge against me. After investigating, HR assured me that the charge was not warranted and felt the employee was overwhelmed in a new position (promoted to Office Manager) with all the changes brought on with the new company. Several months later the employee resigned and requested a conversation with HR, “to discuss her decision to resign.” I know that they had their conversation, but I have not heard anything from HR. I am concerned that my reputation with the new company may have been damaged by an employee who was unhappy, unwilling to change, and overwhelmed with procedures and responsibilities. How should I approach HR, or do I approach HR about the employee, the reason for the resignation and my concern about how I am now perceived?

Jane in Missouri

Dear Glenn,

I am a business manager for a small (16 employees-3 doctors) medical clinic in Iowa. I was hired five years ago to manage everything. I do all of the bookwork, all of the human resource duties, marketing, AR, AP, etc., etc. Recently one of the owners decided since the staff didn’t like how I enforced the Employee Handbook he would take those duties away from me and give them to two other long-term employees. I feel he has put the fox in charge of the hen house. Discrimination among staff is apparent and I will be left to clean up the mess when someone finally yells “foul”. How can I make him see the mess he is creating?

Isaura in Iowa

Dear Glenn,

I have an employee who works part time and does a good job while she is at work, when she shows up. She seems to think she can set her own schedule and things are not getting done in a timely manner. I have certain days for her to come in and she will call and say she will be in the next day instead and such as that. I have about had it.

Anita in Lexington, Kentucky

Dear Glenn,

How do you get acquired companies to buy into corporate policy and procedures when the CEO of the corporation allows them to do things the original company associates don’t do or would never do?

Jennifer in Scranton, Pennsylvania

Dear Glenn,

I’m the office manager for a physician whose very successful practice employs six full time staff members. He is very generous to his employees, giving them paid time off that doesn’t count against their vacation or sick time, sizeable bonuses several times per year, covers expenses for their uniforms as well as multiple paid lunches, parking and insurance premiums. This is only a sampling of the benefits provided to each employee. The problem comes from the employees always wanting more and not realizing how fortunate they are to be working in an office where they are so appreciated. If the physician gives them a day off, they want two. If they are given uniforms, they also want shoes. If he pays for their lunch, they complain that they only had 45 minutes for lunch instead of an hour. How do you get people to appreciate how good they’ve got it?

Becky in Ohio

Dear Glenn,

How do you keep the morale up in the office when suddenly there seems to be a high turnover rate of your colleagues leaving?

Julie in Maryland

Dear Glenn,

I’m an EMS director and have two volunteer drivers who are losing their ability to be safe under the wheel of an ambulance. How should I approach them to let them know their work has been appreciated but it’s time to stop volunteering as a driver? You couldn’t find two people more helpful and interested in being part of a crew that responds to help others. I need some expert advice on how to let go of two good people without severing a good relationship with feeling of rejection.

Carla in West Virginia

Dear Glenn,

Is it fair to give across the board raises to all employees even though some put in more effort than others? I heard the reasoning is so that no one will get jealous of another making more. Should they really be comparing salaries anyway? By the way, your book was awesome! I have attended one of your seminars and am a fan for life.

Zoe in Madison, WI

Dear Glenn,

How would you advise me to handle being told I would never get a raise as long as I’m in the position that I’m in? I was told no raises across the board for all employees. I wasn’t born yesterday and I know raises are being given to others. I was told I make top rate for my position, but so do other employees who are getting raises. We have received cost of living adjustments but the “no raises” is not applying to all, as it has applied to me who hasn’t received a raise in 2 years.

Ginger in Sheridan, WY

Dear Glenn,

I’ve been getting your newsletter for a while but attended one of your seminars for the first time last week. You mentioned that you’re not a big fan of peer to peer evaluations. Why is that?

Greg in Minnesota

Dear Glenn,

What strategies can you use when a boss (who doesn’t take kindly to assertive women) allows an attractive female employee to always have her way?

Katie in Adelaide, Australia

Dear Glenn,

We have a former employee who failed a drug test. She said she wanted to quit because if other employees found out, she would be embarrassed. We filled out a final release form stating why she wanted to quit and she signed it. She then filed for unemployment benefits. We explained the reason for her leaving, and the unemployment office said the paperwork was insufficient. What would you do, ask her to gladly come back to work, or what?

Mitchell in Georgia

Dear Glenn,

Is it legal for me to make employees take out their tongue piercings?

Stan in Berkeley, California

I have a really nice girl working for me but she has a very serious punctuality problem. She has worked for me for 5 months and is still in her probationary period. I have talked with her 4 times. It’s always one excuse after another. I even changed her start time from 8 am to 8:30 hoping that an extra half an hour in the mornings would help. I am at my wit’s end and don’t know what to do. I suppose the next step is to write her up but I am reluctant to do that. She is a hard worker and I think over time she will become a valuable employee. I really need some guidance on how to deal with her tardiness. I’m worried that I am giving myself a negative image with my other employees who are well aware of her tardiness issues. They know that I’ve spoken with her but if I don’t get this resolved soon I’m afraid my respect and credibility may be in jeopardy.

Thanks so much.

Wanda in Kentucky

I have an employee who is a very competent worker. The problem is her mouth. She continually complains to co-workers about her workload or her immediate supervisor, or me, or the owner. She likes to compare her previous employer to us and tell everyone what a great job that was. Everybody is entitled to an opinion, but this is wearing on everyone’s nerves. Without telling her that several other employees have come to me about her negative attitude, I’ve asked her if she’s happy with her job and she said yes. The owner would rather that I not terminate her because of her good work. But if I didn’t have to deal with her, I’d have a jam up office. Any suggestions?

Worn Out in Georgia

Can We Fire an Employee for Attempting Suicide? We had an employee who tried to commit suicide via drug overdose and was involuntarily committed for a week. We terminated her position with our company. Legal counsel is telling me we should not have done that because suicide is sign of mental illness and mental illness is protected under the ADA. Is this true? It doesn’t seem right to me.

Frustrated in Pennsylvania

I own a men’s clothing store that opens for business at 10:00 am. My employees are required to clock in by 9:00. A supervisor is always there, but sometimes I’m not. Some of my employees are whining that I’m being a hypocrite and unfair by requiring them to be there at 9:00, when I’m not. What do you think?

Dan in North Dakota