NEWS STORIES FEATURING INTERVIEWS AND QUOTES BY ANGELIKA
Community Conversations focuses on current event topics that are presented by experts in their fields to engage in dialogue with community members. The series is focused on topics of citizenship, democracy, social issues, and globalization. The theme of the 2022-2023 year is on Global Citizenship. The topics we will explore over the next year include elections, immigration, identity, culture, and community. We will have local and international speakers as well as members of our Goodwin community
When you are the new person on a team, it can be hard to tell if your boss’s rude, brusque behavior is the result of a bad day or if they have a habit of creating a toxic environment of fear and anxiety for their employees. A difficult boss who is micromanaging can be reasoned with. But a toxic boss who lacks empathy can wreck your physical and mental health, causing you to lose sleep and dread each workday.
Many of those who’ve stayed at work are “also questioning and reevaluating how they’re compensated for their time,” Karachristos says. Recently, she’s been helping clients prepare for not only end-of-year reviews but also self-imposed reviews. “They want to be really smart about using this point in time to leverage whatever they can to make sure that they’re being compensated fairly… [and are] on the right career trajectory.”
When a loved one becomes a workaholic, it can be painful to watch them obsess and stress over deadlines. And during the ongoing coronavirus pandemic, many of us have loved ones who are physically present, but mentally checked out because of their jobs.
There’s a key difference between being attentive and being a controlling, obsessive manager. When does managing someone turn into the unwanted and unhelpful monitoring of their performance? There are many reasons a manager may need to take a more hands-on approach to productivity, but micromanagement often stems from the worry that an employee can’t do the job well without the manager’s close supervision.
“The problem with this type of feedback ― although it feels great to receive it ― is that it is not reinforcing any behaviors. In order to turn meaningless feedback into something that will encourage employees to continue to perform, the feedback must be very specific,” said Angela Karachristos, a career coach who has worked in human resources.