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

[Elizabeth Van Horn]

Yes. I personally wouldn't direct a request to the Chair.  I'd ask
Lauren.  Then go with what she prefers.  

This also raises the issue that Joe mentioned about good HR policy. LP
national should have a policy in place for exit interviews.  We don't
currently have an HR person/department.  But, we can have a policy in
place that would create exit interview criteria. For future situations. 
 

---
Elizabeth Van Horn 

On 2019-07-01 14:25, Caryn Ann Harlos wrote:

> Elizabeth (I remembered!), I always said IF Lauren consents.  If she doesn't, next issue.  We agree. 
> 
> I'll ask Lauren if she consents.  She's the boss here. 
> 
> On Mon, Jul 1, 2019 at 12:14 PM Elizabeth Van Horn <elizabeth.vanhorn at lp.org> wrote: 
> 
>> I'll also be blunt.  It doesn't matter what the LNC Chair says.
>> 
>> Lauren has already stated:  "I think the EPCC is the best entity to 
>> conduct an exit interview and I would prefer that they do it."
>> 
>> Caryn Ann, you then responded and said:  "...It is your wishes I want to 
>> respect..."
>> 
>> ---
>> Elizabeth Van Horn
>> 
>> On 2019-07-01 13:04, Caryn Ann Harlos via Lnc-business wrote:
>>> When you get your AARP letter then you have arrived!  I'm officially 
>>> old
>>> rather than older.  I'm looking forward to retiring and yelling at kids 
>>> if
>>> their parents would ever let them out anymore.
>>> 
>>> And there's no extra pay.  Not enough double.
>>> 
>>> I don't need to justify why no, what I describe is not accomplished in 
>>> that
>>> way.
>>> 
>>> I request to be present.  If the chair wants to discuss with me why 
>>> it's
>>> different, I welcome his call.
>>> 
>>> If the chair  wants to deny my request he may and I request that an
>>> explanation accompany any such denial.
>>> 
>>> On Mon, Jul 1, 2019 at 10:37 AM Joe Bishop-Henchman <
>>> joe.bishop-henchman at lp.org> wrote:
>>> 
>>>> I've just mentally recorded that today at age 38 is when I am first
>>>> described as an older man. Time marches on.
>>>> 
>>>> If I'm being treated like an officer, it's news to me. I haven't 
>>>> spoken
>>>> to Nick in weeks. Though I will today.
>>>> 
>>>> You chose to be blunt, and I will be blunt as well. What you are
>>>> describing can be accomplished by a conversation between you and Ms.
>>>> Daugherty. That's up to you and her. And if you have a reputation for
>>>> sensitivity about sensitive matters, finding the truth without
>>>> distortions, and putting long-term change ahead of short-term gain, 
>>>> it's
>>>> a no-brainer to happen.
>>>> 
>>>> JBH
>>>> 
>>>> ------------
>>>> Joe Bishop-Henchman
>>>> LNC Member (At-Large)
>>>> joe.bishop-henchman at lp.org
>>>> www.facebook.com/groups/189510455174837 [1]
>>>> 
>>>> On 2019-07-01 12:13, Caryn Ann Harlos wrote:
>>>>> 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 [1] [1]
>>>>>> 
>>>>>> 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
>>>>>>>> 
>>>>>>>> 
 

Links:
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[1] http://www.facebook.com/groups/189510455174837