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

Mon Jul 1 16:16:52 EDT 2019

I have a reason for rejecting that route you suggest and the chair can ask
me if he wants to know.  I’ll let you know what Lauren says.  Her word is
gospel to me here.

On Mon, Jul 1, 2019 at 2:11 PM <brent.olsen at lp.org> wrote:

> I would most certainly support that, as it would be appropriate.
> However, I do not think that it should include the LNC on the exit
> interview.  I agree with Lauren that it should be the EPCC.  If anyone
> from the LNC wishes to talk to someone who resigns they need only reach
> out and ask...  No policy needed for that.
>
> -Brent
>
> On 2019-07-01 11:33, Elizabeth Van Horn via Lnc-business wrote:
> > 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:
> > ------
> > [1] http://www.facebook.com/groups/189510455174837
>
> --

*  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
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