Quote:
Originally Posted by Starlingflock
Whoa! If a teacher yelled and threw something at my kid I’d knock their block off.
Actually when I was a tween my music teacher screamed at the class, threw a stapler and stormed out. I wouldn’t want to be a part of that so I’m with you.
Now the new place is saying they’ll resolve the employee issue before I get there so I don’t have to deal with it. That’s good leadership right? The employee has been there like ten years. Some people there have been working together for 12 years, some over 20 years. That’s got to say something. Here comes me the new person with a fraction of experience. Why do they want me so badly? Sacrifice me to the office gods?? See I’m getting paranoid.
I like the suggestion to think about the 6 month mark. I was stuck on thinking about the immediate weeks because I’ve been so burned out I need a freaking break and instead I’ll be hustling to wrap up one job to hurry into a new overflowing stack of work and waiting for PTO to accrue, while I have PTO waiting for me at my current place. But maybe I’ll get a second wind in a new place with new scenery and that will somehow make up for it.
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Yes, that daycare was a nightmare in the 4 days I spent there as a lead-preK teacher. Other things I found to be red flags there: the state statutes that were violated were a-plenty; during inclement weather, they brought the kids to an underground parking garage which is a state statute violation; after 30 minutes on their cots for nap time, they FORCED the toddlers and preK kids to stay on their cots for another 90 minutes, which is a statute violation; the physical and verbal abuse I witnessed from the preK teachers and the floats hired made my stomach turn. I could never work for a daycare that allows that behavior from their preK teachers or their floats. You know they aren't sharing this with their parents.
I bet your music teacher was fired after he/she did that. That's just unacceptable behavior from a teacher, to have a temper tantrum it shows he/she has no classroom management training. Eeek. Yes, if I were a parent at that daycare, I would have called the DHS and reported the facility.
My intuition tells me you are walking towards a hot-mess for yourself in that new role. I would avoid it at all costs. A book recommendation for you; "Belonging At Work" by Rhodes Perry, MPA. It has great case studies inside it about accountability strategies. If your new boss and that disgruntled employee whom you're role replaces won't take accountability for their actions, do not work there. This
HBR blog about social belonging is a good summary of the reasons why we need to feel we aren't alienated at our work place.
Remember, you have criteria that your employer needs to meet too. It's like a relationship. One sided relationships always fail because only one person's needs are being met. So it's not a healthy relationship. Same with work environments. Do not run towards this new job until you have read everything you can get your hands on about social belonging at work and accountability strategies. The health of your new organization can be assessed by you through asking your prospective boss accountability questions. His/her answers will reveal where he/she falls on the toxic-scale.
If he/she doesn't like conflict and avoids it at all costs, and gaslights employees who hold him/her accountable...do not work there.You want to work for a leader who values your contribution, who provides training for you for the first 2-3 months of your new job (whether you're shadowing someone but not that toxic employee whose role you're taking over); and who doesn't set you up to be fired (creating a file on you from your first day) by not providing you with a ramp-up training period, who has you sign a "fire at will" contract too.
Most states in the U.S. are fire at will, but you don't need to sign it. They may decide if you don't sign it, that they won't hire you. But do you want to work for a company that forces you to sign that kind of document? Think about it.