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

[Alicia Mattson]

Let's not presume the EPCC members are inadequate to take on the role due
to their gender.

-Alicia


On Mon, Jul 1, 2019 at 9:13 AM Caryn Ann Harlos via Lnc-business <
lnc-business at hq.lp.org> 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
> >
> > 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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