You have an important role at your company and are responsible for several aspects of the business.  From hiring decisions and personnel issues to staying on track and under budget –being a manager or supervisor is not easy (and your workload is often underappreciated by your staff).  So how do you juggle it all and stay sane? 

Being in a leadership position, you may feel as though you are expected to have the “answers” to every employee question or crisis that comes up.  You’re not alone.  Regardless of the industry, several managers are in your same shoes and need a source where they can pose a question… and get advice they can act on.

That’s where Anita Clew comes in.  With decades of experience in employment services, Anita can offer insightful “clues” about hiring, firing, and everything in between.

Got a question?  Anita’s got answers.

Submit your posts here! 

29 Comments (+add yours?)

  1. RPD
    May 27, 2014 @ 10:01:32

    Hi Anita Clew,

    Took a job that looked good from the outside looking in, found the work place was micro managed by the Owner who has too many Micro Managers that need to report to him through E-mail or phone calls since he lives in a different state then where his businesses are located.

    One of his managers always over reacts to minor issues and blows them up so they do have to be held accountable for these issues. Last week I was thrown under the bus because of this and lose my job over it, even though I was one of the better employees that did my job, adding value to the company’s bottom line, and was a team player. I was able to negotiate some separation benefits, but feel that even with my parting that because of the micro management that anyone working for that company will see a similar fate of a negative work place environment, causing one to watch your back.

    I was actual happy when I was told I was done, considering myself lucky not giving them the chance to mess with my self-worth or mind. Sometimes it better to leave for all those concerned.



  2. Natasha
    Feb 10, 2014 @ 03:31:57

    Hello I saw your website and had a few questions about something I am going through with my job. I am a salaried employee for a portrait studio in New Jersey, the company is based out of Colorado. I was told we need to clock in to manage our time, which I didn’t understand because I am on salary and I’ve been doing things for the studio even when I wasn’t psychically in the studio. I am currently suspended pending an investigation. My bosses are claiming I have been stealing time, that I have my associates clock me in and I am never at the studio. Now in all honesty I have had them clock me in only if I was 5-10 mins late but I always showed up.
    I just wanted to know what my rights were and if I could do anything. I am supposed to have a conference call with my bosses to let me know the outcome of their investigation on Wednesday the 12th.
    I would greatly appreciate it if you can give me some advice on my situation.
    Thank you,



    • anitaclew
      Feb 10, 2014 @ 15:11:38

      Natasha, This problems seems to boil down to whether or not you are a salaried or hourly employee. Do you have any documentation from when you were hired stating this? I think the meeting will be a good thing to clarify your exempt or non-exempt status. If you do find that you are hourly, then you can expect overtime if you work more than 40 hours in a week. I would suggest reaching out to your company’s human resources department/person, if that is different from the person(s) you will be meeting with soon. Depending on the outcome of your powwow, you may with to consult an attorney specializing in employment law for far better advice than I can give you in a blog comment. I hope this works out for you!



  3. Betsy Wills
    Dec 03, 2013 @ 00:34:59

    Dear Anita,
    As a career counselor who has written a number of programs for helping people navigate their careers, I believe the future of career management is poised to change dramatically. Onet, developed by the Department of Labor over the past 10 years has mapped a taxonomy of aptitudes against each job description allowing individuals to find their best fit. Rather than blindly consuming VERY EXPENSIVE educations and ending up at the end with no direction or job, if one begins with an understanding of their innate abilities, they can better target and achieve good FIT. is providing that breakthrough. See what you think.



    • anitaclew
      Dec 03, 2013 @ 08:25:06

      Thank you, Betsy. I took a look at I like the “Focus” advanced search that helps you explore occupations that suit your interest, work values, etc. Couple that with browsing “Find Occupations” that have a bright outlook, or are in a specific industry (such as the green economy sector), and this becomes a valuable tool.



  4. JoAnne
    Sep 25, 2012 @ 09:19:56

    Dear Anita;
    I recently took a job as a Branch Manager of an non-profit organization. Most of the employees have worked for this company for as little as 1 year to as much as 20 years. Two of the long term emplyees applied for the position I now hold, but were not selected for the position. The question? How do I gain their trust and support? I am learning the business as fast as I can, and was hired because of my past performance in the community in a similar position. This is a small very close knit group, and I respect that, however, gaining that trust and respect from them has turned out to be a challenge.



  5. d reynolds
    Sep 08, 2012 @ 06:41:26

    if you posted something and wanted to delete it, how do you unpost ?



    • anitaclew
      Sep 10, 2012 @ 09:36:13


      Unfortunately, it is not possible to edit or delete any comments you have left on Job Talk with Anita Clew or WordPress blogs. Blog owners are in full control of the comments on their blogs.

      If you do leave a comment that you wish to have deleted, please contact me by leaving another comment or by emailing me directly at



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Anita Clew's blog posts are intended for general guidance and should never be taken as legal advice. In all instances where harassment, inequity, or unfair treatment is believed to be present, please consult your HR Department or legal representation.
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