I started a new job at a large company with a very “in-your-face” culture. I’ve never worked in an environment like this and I don’t like it. I don’t see myself lasting long, but I don’t have any better options. I routinely have meetings with my bosses plus quarterly self-reviews. How should I handle questions about how I like the job, what’s my favorite part of the company culture, etc.? Should I fake it or tell them what I really think?
If the culture is “in-your-face,” it didn’t happen randomly but was intentional. Questions such as “what do you like about the culture?” demonstrate their bias for the culture. If they really cared what people thought, they would do anonymous engagement surveys. You could tell them to take this job and shove it, but that’s probably not in your best interests. A more practical approach would be to “fake it” until you find another job. That doesn’t mean that you have to say that you like it. Tell them you like your job and you are learning to navigate the culture. It might not feel as good as unloading the unvarnished truth, but that’s unlikely to change their chosen culture anyway. You have to think about what’s in your best interests.
I am in a he said/she said situation. My boss is verbally sexually suggestive but never in front of anyone. I went to HR. They investigated and he denied it. Now he makes leering looks and mouths suggestive things to me. I can’t afford to lose my job. What can I do?
The behavior you describe is one that only a freaking sociopath would exhibit. He needs to be stopped. You need to document everything he does in detail. Go to HR with what has transpired since their investigation. Report what is going on to the legal department too. Demand to be transferred. If you don’t get immediate remedy, take yourself out of that abusive environment. Get a doctor’s note saying that the stress of your situation requires that you take leave. Get a lawyer, and write a note to the CEO. Don’t let him get away with treating you this way. And don’t fear for your job — there are laws protecting employees from retaliation for making a legitimate claim.
Gregory Giangrande has over 25 years of experience as a chief human resources executive and is dedicated to helping New Yorkers get back to work. E-mail your questions to GoToGreg@NYPost.com. Follow Greg on Twitter: @greggiangrande and at GoToGreg.com.
