Friday’s Feedback

Note: From Colorado comes this good news that, once again, the simple, positive, and mindful way of participating in the employment relation – what we call “working wisdom” – is the best, and good for all concerned:     

“Alan, Thank you for sharing your wisdom! Your cases and advice inspired me to request a bonus that was earned but not paid when I left my former employer. I wrote a succinct email to HR explaining my request and the situation. Within two months, I was informed that I will receive the bonus!

Thank you and keep up the good work! I will mention your site whenever the opportunity presents itself!”    


Dear Matt,

Thanks so much for writing in, and sharing the news of your success. It’s success stories like yours that keep us inspired to keep on blogging!

Our purpose is our passion: To Repair the World, One Employee at a Time.

Very Best,
Al Sklover

Take a Moment to See a List of Our InspiringYouTube Videos”
on Standing Up at Work.

Just click here.

Note: In a recent SkloverWorkingWisdom blog post, we recommended that employees who are faced with Performance Improvement Plans should document their successes, and, too, any events of dishonesty, bias or improper motive by their supervisors.

That blog post yielded this response, which surely proves the adage that “You can’t please everyone.”  

“This blog post is unacceptable. Employees who are not performing should not create a paper trail of performance. Your advice is unethical and dishonorable.”

Brattleboro, Vermont

Dear John,

Sorry you don’t approve of our advice, to put it mildly. We strive in all we do to be ethical, honest and honorable. We are not perfect, and will always have room to improve, and the desire to do so.

Since Performance Improvement Plans are something of a “paper trail” of alleged poor performance, we view responding to them with a different viewpoint – with respect and honesty –to be nothing less than the right and proper thing to do, and something to be encouraged.

In any case, thank you for visiting our blogsite, and taking the time to express yourself.

Believe it or not, we take comments such as yours seriously in our continual efforts to re-examine and improve what we try so hard to do: make the employment relation a more productive one for all concerned.   

Very Best,
Al Sklover

Could You Use a Telephone Consultation with Alan Sklover
to find a better path forward?

 Just click here.

Note: From Hong Kong came this appreciative note in response to our answering this Blog Visitor’s question:   

“Hi, Alan. I recently wrote to you about my resignation and impending relocation ‘claw back.’ The title of my Q&A was “Can a resignation be made effective on a later date that avoids a repayment obligation?” Thank you for publishing my email and for your response; it was both helpful and encouraging.

I took your advice. My request is currently under review. I’ll let you know how things go. If need be, I will consult with a local employment attorney.”    

Hong Kong
People’s Republic of China

Dear Stew,

Thanks for writing in. Hope you’ll be successful. If you do consult with a Hong Kong-based employment attorney, and you think he or she “knows their stuff,” please let us know their name, so we can pass it on to other Hong Kong-based employees in need of good local counsel. Do keep in touch!

Very best,
Al Sklover

Using One of our Model Letters, Memos, Checklists or Agreements
Might be “Just the Thing” to help you move forward.

Just click here.

We LOVE feedback of every kind. Your taking a minute to drop us an email would be so very much appreciated.

“You are not alone, at work, any more.”™

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