updates: the privacy-violating team lead, the intern annoying his coworkers, and more

It’s the final day of “where are you now?” season at Ask a Manager, where I’ve been printing updates from people who had their letters here answered in the past.

1. Our new team lead is horrible and keeps sharing private details about us with our colleagues (first update here)

Last time I checked in was right after I started my new job! I still have a contact at old job and this is what I know.

Both Josh and Stacy have been promoted, so the comments nailed that on the head. They didn’t want to rock the boat over Kate to put their own promotions on the line. The head of the department thinks Kate is going to raise the level of service that the team provides.

Kate is still a manger to a small team of 3. I am guessing she is up to her usual behavior because she bragged on LinkedIn about a project that she came up with and completed on her own , while posting my original outline with my watermark. Interesting how they could find the budget for that after I left.

The employee that I was training during my last 2 weeks has left. From what I understand he left in October, and he doesn’t have a new job listed. On an interesting note, according to the hiring website, they have multiple positions open on Kate’s team and they haven’t been able to fill them yet.

I have been at my new job for 9 months now and really thriving! No job is perfect of course, but my management team really listens to my ideas, and I’ve been able to implement some of them! I also knocked my annual review and client surveys out of the park, so I’m gaining more responsibilities as well. Don’t worry my pay was adjusted fairly.

Thank you to you and your readers for all the great advice!

2. Some colleagues are annoyed by my intern

I was able to turn the interaction into a teachable moment. My intern shared that he often can’t read social cues due to his neurodivergence, so we talked about specific things to read – when people respond with only “yes” and “no” answers and don’t elaborate, or when they stop making eye contact. We also talked about setting a timer and just wrapping up chit chat after 5 minutes. He shared with me that he felt isolated in the intern room, so we found alternative space for him to work where he would be able to at least see other people throughout the day.

Unfortunately, the original two staffers who started the whole debacle never got over their annoyance and just did their best to avoid my intern.

3. Covid has made my job a slog — when should I give up on it?

In the three months in between when I sent the letter and when you published it, I did my best to re-engage, and created a six month training program for our staff to try to re-motivate them and refresh the skills that had gotten rusty during the pandemic. (I was definitely not alone in feeling burned out and bored.) The program was positively received, and I think it helped staff re-engage with their work, their supervisors, and each other, to a degree. But, as we came to the end of the six month program, I had to admit that my feelings about the job really hadn’t changed. The public still seems a lot crankier than they used to be (or maybe it’s just me?), and I can’t find it in myself to be the cheerleader that my staff really need (and that I used to be). I casually put out a handful of applications for positions outside my field, with hybrid or remote schedules and limited supervisory duties, and had two offers (each with a salary boost and more vacation) within six weeks. My last day was November 30.

I appreciate all if the advice that readers gave, especially about avoiding the sunk cost fallacy. Thinking about what specific aspects were dragging me down helped me focus on what would be helpful to look for in a new job. I’m relieved and optimistic about turning the page, but I also feel less guilt because I put in the time and effort to try to make things work here first.

4. Doing virtual therapy when you’re back to in-office work (#5 at the link)

Within a week or so of emailing AAM, I lucked out and found a therapist who was in-network and had telehealth availability at 6pm. I met with her 3 times over the course of a couple of months, and by the end of the third session she told me she didn’t think I needed therapy! She observed that the coping/processing strategies I already have seem to be serving me well, and my own trust in my ability to handle the upcoming year (planning my wedding, moving somewhere unknown based on the results of my fiance’s post-grad-school job search, and finding a new job as a result of that move) was boosted by her professional vote of confidence. So, I’ve put an indefinite hold on more therapy.

As I ended up not needing to work from home for therapy appointments, I never asked my manager for permission to do so. However, in February I will actually be totally alone in the office (one perpetual vacancy, one retirement, and one FMLA leave means our department of 4 will be a department of me) so I will be asking to work 1-3 days from home as the collaborative benefits of in-person work will be moot. We’ll see how that goes!