toxic VPs & schedules
Hi ya party people,
This week felt like a lot. Is it just me?!
Honestly, some weeks you can't help but laugh at some of the chaos that shows up on your doorstep! 😅
Because if we don’t laugh, we’ll cry.
But since we’re pros, let’s channel that energy into solving this week’s spicy workplace Q&A instead! 🌶️
First up: A manufacturing leader is trying to make 4/10 schedules work without blowing up their 24/5 operation—because apparently, employees are fleeing for greener (and shorter-week) pastures.
Then, we’ve got a healthcare HR leader stuck in VP purgatory, where the boss is quick to reprimand them but conveniently ignores their own problem employee. Classic.
So buckle up and let’s get this rodeo started!
Loving the question submissions BTW!!!
KEEP EM COMING! Submit yours here for a chance to be featured in the newsletter!
ASK AWAY
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✍🏾 EE's are leaving for a place that offer 4/10 schedule, we need to operate 24/5. I would like some ideas on how I can rearrange the schedule to work 4/10's while still getting the amount of work of 24/5 machine hours, without changing my head count (43).
Context: Packaging/printing manufacturing company with 2-3 departments
📣 Katelyn Olson, Director of Human Resources @ ECHO, Leahy Center for Lake Champlain:
Oof, this sounds like a big challenge!
Before you get too far down this road, I can understand that it's tempting to make this change to stop the bleeding but you may have folks who need the 5x8 schedule for family reasons or even personal preference and you end up losing just as many if you switch, so it's worth spending some time understanding that before you do all this work.
That said, I am not sure that we have enough information here to help you as this is much more complex than just moving hours around on a spreadsheet. Do you have an operations leader working with this on you, too?
I would recommend you start by documenting all the current constraints (for example, if you only have 7 machines and each machine needs 1 person, you can't currently put more than 7 people on each shift) so you understand what's really immovable versus something that's current practice but that could be changed. I would also use a skills matrix so you know who's trained to do what because you may find you have too many folks in Y job and not enough in X job (and perhaps too many leads/supervisors if you have 3 shifts now but may end up with only 2). If you get stuck working forwards (how do we change 5 days x 8 hours x 3 shifts into 4 days x 10 hours x 2 shifts), try working backwards (what could we need to change/improve to make this possible in 80 hours instead of 120 hours?).
If you do figure out how to make it work, don't forget to consider a solid change management process, too, and consider all the other implications like PTO, holidays, breaks/lunches, and overtime.
Good luck!
📣 Whitney Huxel, HR Manager @ The Slabe Machine Products:
Our odd shifts are the ones that get the perk of 4 x 10's. This way there is an opportunity to work either shift with each having their advantages.
However also consider a weekend shift 3 x 12's at 40 hours pay and then they have the whole week off. This could help you run 7 days a week but not necessarily have to keep 24/5.
Safe Space members can join this discussion here. Not a member yet? Apply to join here.
✍🏾 How do I handle a VP who reprimands me for my approach/tone with one of their direct reports, acknowledges their direct report was also out of line, but has no intention of discussing this issue with the direct report? I don't think this VP dislikes me but I do not feel I am being treated equally.
Context: Healthcare, 200 employees, for profit
📣 Luke Willman, Engagement & Culture @ St. Elizabeth Physicians:
You've absolutely hit on a critical point that leaders often grapple with – the expectation to consistently remain above the fray, even when provoked. While it can be incredibly frustrating when a VP isn't modeling accountability and addressing the problematic behavior, as a leader, you are (and you should be) held to a higher standard.
It's precisely in these moments that your leadership can truly shine. Rising to these occasions aren't about what's "fair" in the moment – they are about setting the tone, modeling culture, and protecting your credibility and influence. When you respond with a similar tone or approach as someone who's out of line (even if they started it), it can inadvertently legitimize their actions or chip away at your own authority. Your ability to stay composed, professional, and strategic – even when you're feeling provoked or frustrated – is a hallmark of truly effective leadership. It shows you can rise above the immediate challenge and keep your focus on the professional outcome, which ultimately benefits everyone (you, team, org) in the long run.
Remember, feedback is like a gift certificate: its value is only realized if the recipient chooses to cash it in;)
Safe Space members can join this discussion here. Not a member yet? Apply to join here.
🚨 ON YOUR RADAR
🎧 I Hate It Here Podcast: Think your company has a great culture? In this episode, Latesha Byrd and I dig into the messy truth behind performative values, empty promises, and why “bring your whole self to work” only works if your culture isn’t quietly breaking people. Check it out on Spotify or Apple Podcasts!
🌈 Inclusion Is Not Just a Campaign. It’s Culture: It’s officially Pride Month, and Sergio Peña published a timely and important piece about what inclusion really looks like in the Safe Space Library.
🤖 Automate This, Not That: The Recruiting Edition: Checkr’s latest article calls out the bottlenecks in recruiting and serves up 3 automations to fix your candidate experience!
😬 Your interactive process for ADA accommodations currently consists of frantic Googling and crossed fingers? Yiiikes. Disclo’s free template can show you how to do it right, without the lawsuit anxiety! Grab it before your compliance strategy gets another side-eye from the EEOC!
📝 RESOURCE OF THE WEEK
Each week I feature a resource I love from the Safe Space library that I believe would be relatable to this week's newsletter topic.
This week’s resource comes from Erin McCann. If your team is shift-based, check out these helpful examples of PTO and leave policies HERE ⬇️
FRIDAY FUN
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YOU KNOW WHAT?
I believe it. And you should to!!! <33333
That's all for this week! I hope you enjoyed! If you have any thoughts, please let me know. I'm allll ears.
Reminder: Today is FRIDAY. 🙏
