New Job; Old Baggage

Another update from the Jungle….
image029Betty started a new job about six months ago but already the old patterns are starting to repeat. Betty’s last job became so unbearable that she quit. Now she seems to be headed down the same path again.

At her last job, a clique of female co-workers proved that Heathers don’t get nicer as they grow up; they just get older. They made Betty miserable. They invited her to lunch during her first week on the job for the apparent purpose of mocking her interests and lifestyle. That was the beginning of a long campaign of passive aggressive behavior aimed at undermining Betty.

When Betty complained about misplaced files or sabotaged resources, her clueless boss labeled her a complainer. Betty didn’t want to be best friends with the clique but in a small office it meant she was isolated and alone. Betty’s confidence eroded and her performance suffered. When her performance review assessed her as “not a team player”, Betty took the hint
image031 and found her current job.

Unfortunately, the old baggage came with her. She knows some of her new co-workers think she’s a snob for declining lunch invitations and not participating in the monthly office birthday parties. But Betty’s cautious of getting to know her new co-workers because she’s afraid of meeting a new group of Heathers.

Today, an HR rep asked Betty to stop by. At their meeting, the HR rep asked Betty how she liked her office, her workload, and how she was getting along with her colleagues. Betty gave a non-committal answer. Then the HR rep asked Betty if she would like to participate in a new mentoring program which was created to help new employees integrate into the company.

What should Betty do next?

  1. She can decide based on her past experiences that she will “fail” at this job so she should quit now and join a commune in Alaska.
  2. She can start looking for another job hoping that things will be different next time.
  3. She can accept the invitation to join the mentoring program, increasing her chances of having a satisfying career with her current employer.

In the actual case, the first employer had no mentoring program because the owners were not convinced that touchy-feely programs contributed to the bottom line. Consequently, they experienced a high level of employee churn and were eventually acquired by a competitor.

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