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

Elizabeth Van Horn elizabeth.vanhorn at lp.org
Mon Jul 1 16:28:03 EDT 2019 

Yup.  Agree.

---
Elizabeth Van Horn


On 2019-07-01 16:11, 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

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