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Sunday, January 26, 2014
51 comments:
Jim says: "Proceed with caution; this is a free-for-all comment zone. I try to correct or clarify incorrect information. But I can't catch everything. Please keep your posts focused on Gannett and media-related subjects. Note that I occasionally review comments in advance, to reject inappropriate ones. And I ignore hostile posters, and recommend you do, too."
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Hello.
ReplyDeleteThis comment has been removed by a blog administrator.
DeleteSunday will be the first day of the Butterfly/More additions. What I don't get is the big push onto the stores. Most stores don't care, it's the readers they have to sell on the project. We'll see but so far they are promoting this ass backwards.
ReplyDeleteExpected grousing notwithstanding, many are perfectly delighted with innovations and transitional shifts. Kudos to the team.
ReplyDeleteMy Gannett newspaper's website has made a change recently so that videos auto-play when a page loads. Talk about an annoying way to inflate video views. Are all Gannett sites doing this now?
ReplyDeleteStocks dropping. Look out Monday.
ReplyDeleteI am a new manager with an employee who calls in sick at least one Monday a month, sometimes more. Her two previous managers never talked to her about this. Her Monday sick days cause more work for those who show up. Should I talk to her?
ReplyDeleteAbsolutely.
DeleteIf you can't manage something that simple then maybe you should find a job with less responsibility.
DeleteWhat are you an idiot, asking for personnel advice on a blog? Doesn't your employer give you any training or resources? That's right-it's Gannnett.
DeleteYou will probably just get excuses as to why. A weekend job may cause this person to be up late on Sunday maybe.
DeleteIsn't there a policy about how many times you can call out sick before there's a personnel review? I thought there was something like, after you've had 5 separate call-outs within a certain time (i think calendar year) you had to be reviewed
DeleteOh please.. One Monday a MONTH? In this company it's called a mental health day! What about those employees that take off every Monday! New manager? You obviously don't have a lot on your plate !!
DeleteShe needs to be promoted! That's the G way!
DeleteI am a current Lafayette LA employee asking anybody who to contact THAT WILL LISTEN with a problem I am having with a manager. I know I cannot take this manager to Judi because it will fall on deaf ears. I have asked other managers and they have told me to keep quiet and find another job. Is there anyone at Gannett that will listen to a complaint and act on a complaint? We have no avenues here that will listen because those with any type of authority is too afraid to act on anything. Please help me!
ReplyDeleteGet a lawyer. Jim is there a way to look up suits against Gannett? If so, would you post how to get this information.
DeleteWhat types of problems are you having?
DeleteYou should keep quiet and find another job. I am sure that your problem-solving skills will be in high demand if you are posting anonymous requests for help here.
DeleteOf course, Jim could be seeding the blog again, too.
If it’s a material issue/s, then move it up the HR/management chain over your group, higher.
DeleteMake sure it’s compelling enough (provide a summary of key points that others can substantiate) so management has no choice but to look into it.
That is why we had unions, but Gannett busted them. Sorry.
DeleteThis is the culture of GCI. Employees are suffering with no hope and no solution. Get out if you can.
DeleteQuit and you'll feel better.
Delete2:06/2:34 Without knowing more about the nature of your problems, it's hard to know how to advise you. Hire a lawyer? Maybe, depending on what's going on.
DeleteJudi hasn't been there long enough to write her off completely, but if you aren't comfortable, that's your choice. If you truly feel that you are being wronged, and that it's serious enough to need intervention, go to HR. If you're talking with co-workers who have the same problem and they're telling you there's nothing to be done, they're not the right people to talk to. They've enveloped themselves in a defeatist attitude and have no interest in helping someone else succeed where they failed. Buck up and speak up. Whatever it is, I hope it's resolved quickly for you.
DeleteI agree with 2:06 GET A LAWYER
DeleteI too am a Lafayette employee who has a problem. I cannot reveal much as I am needing to remain anonymous. There is a problem that went to HR and found its way to Judi. This lady does not tell the truth and those that work for her does not want to listen to the truth. I am now the target. I did some research. Kevin Lord is the head of Gannett HR. I spoke with some Gannett people in high places and lets just say I did not get the warm fuzzy to take the problem to Kevin. I am now being consulted by a personal attorney.
8:27 Judi has been here long enough to start destroying in her own way. She does not want to hear the truth and those that work for her are too afraid to stand up for what is right. If you do not believe me talk to some of those that has already left in the short time she has been here. She is not a lady that wants to play fair! Your only option is to seek your own attorney that works for you. This way there are no confusions as to what is LEGAL!
What’s your end game 2:06 pm, parting cash and prizes or corrective actions for the manager in question that still allows you to keep your job?
DeleteEither one requires letting top management know, though given past experience (I alerted Dubow/Horning of one), you don’t necessarily have to share your name, if at all. So send a succinct summary of issues with an offer to provide more if they were interested, including your name if they'd like. If it’s strong enough they won’t need your name to investigate.
It made a difference, felt good to let them know.
Just look for another job. If you go to HR in Gannett, you will be the next person laid off.
DeleteIf this is real, Judi likely will come at YOU with attorneys. At least talk to a damn attorney. If you're on her radar and you have any recourse whatsoever, you don't want to try her alone.
DeleteRegioal HR partner
DeleteAPP had a total of 8 local news stories in the Jan. 26 paper.
ReplyDeleteBut it had a nice article from HT, telling people that folks really, really like the new format! He even has comments to prove it! So take that, haters!
Too bad that's not what readers are telling us when they encounter APP employees. In the end, they have the only opinion that matters.
Delete5 local stories in today's (Jan. 27) paper. And one in the business section about a company, written by one of the company's owners.
DeleteBut that USAT insert sure looks pretty!
Couldn't resist ... had to go see how bad APP is and bought a copy. Yo? Sooo bad, what a complete waste of space ... A way to fill out a page with as much white space as possible by saying it looks cool. Page 2 is this now? Very sad.
DeleteHoly Crap! 10 local stories in the APP on Jan. 28! Three on the front page!!! It's a localnewspalooza!!
DeleteHT and JF must have been off yesterday.
Or off having a pedicure brainstorming session to come up with great new ideas. Like naming Page 2 "Yo"
DeleteOh your so full of shit ! If someone is habitual,you warn them and then you let them go. If your an employee document your issues and address management and believe me, there is plenty of that around here.
ReplyDeleteI would let your supervisor or HR deal With this. She is entitled to only six sick day paid a year.
ReplyDelete2:06 p,m. Unfortunately, no. I was in a similar situation. HR takes the side of the manager. They DO NOT advocate for the employee. They'll even twist the facts in order to take the side of the manager. You'll just make matters worse. Sorry.
ReplyDeleteWe're down to just a couple of copy editors here, so we alternate working 9, 10 or 11 days in a row before we get a day or two off. Is that normal?
ReplyDeleteSounds like you work in Salisbury.
DeleteThis is when you call the nearest Labor Board office in your state.
Delete@5:14 PM: Bullshit. The OP with the management problem was so vague, there's no way you can say your situation was similar, other than you had a problem with a manager. Discouraging someone from taking charge and speaking up is terrible advice that only spreads your own bitterness.
ReplyDeleteGannett employees have not been able to get help from HR for several years now. That is a known fact. I don't have a answer. It's sad to have no advocate when working conditions are so dire.
ReplyDeleteAll the pretty packaging won't help you if your content is so risible. Yesterday the Central New Jersey group (THNT, C-N, APP) had a feature on the 50th anniversary of the Beatles coming to America. The story as it was published could have been written 5, 10, 15, 20 years ago by anyone anywhere. Not to mention that it was full of conventional wisdom that can be easily discredited.
ReplyDeleteYou can get answers from contacting gannett.ehr.com or by calling 1-855-442-4236. Someone will always get back to you. If you ask to keep your problem confidential, they must abide by the law. Document all your e-mails and correspondence, Write down all times and names associated with anyone that you are in contact with. Gannett takes these issues very seriously, believe it or not.
ReplyDeleteInteresting column by David Carr in today's NYT:
ReplyDelete"Organizations like BuzzFeed, Gawker, The Huffington Post, Vice and Vox, which have huge traffic but are still relatively small in terms of profit, will eventually mature into the legacy media of tomorrow.
More and more, it’s becoming apparent that digital publishing is its own thing, not an additional platform for established news companies. They can buy their way into it, but their historical advantages are often offset by legacy costs and bureaucracy.
In digital media, technology is not a wingman, it is The Man. "
Anyone who thinks that words like "publishing" or "media" still have meaning doesn't get technology.
Delete9:24 PM Just learned my lesson. If you go up the chain of command, you will be told you should have worked out the problem with your boss. If you go to HR, you will make matters worse. I was fortunate. The problem manager left the company to pursue other opportunities about a month later. 2:06 PM I hope you are as fortunate.
ReplyDeleteIf you go to HR, they will go to your boss and tell them what you said--or more likely their interpretation of what you said.
ReplyDeleteTry working for Cincinnati's Key Account Manager.........more complaints filed against him that went no where past local H.R. This guy is unbelievable and yet he still continues to try to intimidate everyone here....loser.
ReplyDeleteI had a problem with an overreaching supervisor when I worked for a [non-Gannett] publication. He yelled at me in front of coworkers one day when I answered a simple question. That act of his made me physically sick. Later that same day he called me in behind closed doors, stared me down and claimed I was disrupting the newsroom.
ReplyDelete"Show me proof!" I told him.
"I don't have to show you anything!" was his reply. He also used profanity toward me.
I couldn't wait to get off work so I could notify the personnel director. She made plenty sure to warn my supervisor "do that again and you're out of a job". As fate would have it, he resigned the following year to avoid getting fired.