[Lnc-business] Fwd: Goodbye to a valued colleague.

[Caryn Ann Harlos]

Trial?

Let me be blunt.  I want to be present for the interview if Ms. Daugherty
consents.

With all due respect, a group of older men with no female presence wanting
honest feedback on why we lost such a valuable woman employee is foolish.

After all the pomp and circumstance and forms and and trappings are
followed, I just want to know what happened - human connection to human
connection.  Human connections are not neat and tidy and bound with a bow.
Sanitized plastic doesn’t help me as an alleged officer know what happened.


Mr. Bishop-Henchman I respect the heck out of you but our chair has made
you a de facto officer ahead of the people actually elected to those roles.
  His preference may be better than the delegates but that’s not what they
chose and I value your input but I’m done with gatekeepers.

I want to be present.  Simple as that.

On Mon, Jul 1, 2019 at 9:11 AM Joe Bishop-Henchman via Lnc-business <
lnc-business at hq.lp.org> wrote:

> My understanding of the best practice for exit interviews is that they
> occur for all departing employees, and that they be done by an HR
> professional, preferably one as far removed from the direct supervisor
> as possible. Then a couple things can happen. Management or the Board
> can get a full copy, or a summarized one. Or the HR person can distill
> the conversation into actionable recommendations and convey those. The
> latter usually gets more candidness from the departing employee, and
> produces something useful to do. Because they are sanitized and
> translated, they can be more opaque as to *why* something is a
> recommendation, which can be a pro or a con depending on how you look at
> it.
>
> Exit interviews are totally uncomfortable for management but it's
> important they happen because otherwise managers will assume things
> about why an employee leaves rather than knowing. I have gotten useful
> information on how to improve how I am as a manager from every exit
> interview or how I communicate what we do and structure how we do it,
> even ones from awful people who did terrible work (which is certainly
> not the case here!).
>
> I also seriously doubt we would get useful and actionable information
> from an "exit interview" in front of the full Board, even in closed
> session. No one does that. That's a show trial.
>
> JBH
>
> ------------
> Joe Bishop-Henchman
> LNC Member (At-Large)
> joe.bishop-henchman at lp.org
> www.facebook.com/groups/189510455174837
>
> On 2019-06-30 12:53, brent.olsen--- via Lnc-business wrote:
> > I concur Ms. Mattson.
> >
> > -Brent
> >
> > On 2019-06-30 01:42, Alicia Mattson via Lnc-business wrote:
> >> I would object to subjecting Lauren to a 17-person exit interview
> >> during
> >> our limited meeting time together in Austin.  That experience might go
> >> on
> >> her list of things she wants to talk about during her exit
> >> interview...
> >>
> >> I think the EPCC is the appropriate body to conduct an exit interview,
> >> as
> >> our policy manual says they "shall also be available to Staff to
> >> discuss on
> >> a confidential basis the working environment."
> >>
> >> -Alicia
> >>
> >>
>
> --

*  In Liberty,*

*Libertarian Party and Libertarian National Committee Secretary *- Caryn.Ann.
Harlos at LP.org <Caryn.Ann.Harlos at LP.org> or Secretary at LP.org.
*Chair, LP Historical Preservation Committee* - LPedia at LP.org
Call me at 561.523.2250 and follow my public figure page at
facebook.com/pinkflameofliberty/

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