tag:blogger.com,1999:blog-22358836.post3187782919184112644..comments2023-08-07T01:36:04.156-07:00Comments on Lee's Tid Bits: Yo dumass!Anonymoushttp://www.blogger.com/profile/16303771842312819728noreply@blogger.comBlogger1125tag:blogger.com,1999:blog-22358836.post-18629364768056973212012-10-21T07:38:50.035-07:002012-10-21T07:38:50.035-07:00A better approach is to have a line in an Employee...A better approach is to have a line in an Employee Performance Review evaluating interpersonal respect. That would cover much more than just using derogatory nicknames, and the offending individual---or group, even---can be pulled aside and reminded , in vague terms that wouldn't single anyone out. <br /> Such a large part of workplace dynamics involves this sort of thing, and a good supervisor knows this. There isn't a job out there that focuses 100% on the actual work needing to be done. It's why I preferred not to promote. I knew if I were in charge of mitigating interpersonal difficulties I'd no longer be able to leave work at workflyingvannoreply@blogger.com