Latest news with #performanceReview
Yahoo
24-05-2025
- Business
- Yahoo
Opponents of City Manager Peter Zanoni want him fired. Here's why, and here's his response.
Some are calling for Corpus Christi City Manager Peter Zanoni to be fired and have started a petition. May 21, a group of about 20 people gathered on the steps of City Hall to air objections to Zanoni's employment. He has held the position of Corpus Christi city manager since 2019. Among those was City Councilwoman Sylvia Campos, who said his annual performance review is currently underway. She asserted that he had created a 'toxic environment' at City Hall and also hired what she described as unqualified management in some departments. 'We have to have someone that we can count on, that is going to be looking out for taxpayers and having a positive workplace environment,' Campos said. A statement emailed by city spokesperson Cassandra Hinojosa described 'transformative progress' during Zanoni's tenure, citing bolstered public safety resources, improved infrastructure and efforts to acquire additional water supply, including through desalination. 'With the support of the Mayor and City Council, alongside an exceptional leadership team and dedicated employees across 29 lines of business, our city has realized substantial improvements benefiting residents, businesses, and industry,' the email states. Both Campos and former City Council member Jim Klein accused Zanoni of being responsible for information attained by media about an employee-filed grievance related to an incident in which the councilwoman experienced a health-related event. Zanoni said the accusation that he had disseminated the information was 'completely false.' However, he added, the grievance report has been released as a public document under open records requests. Klein criticized what he described as Zanoni's 'bloated salary,' referencing the city manager's raise last year. Zanoni characterized criticism of his salary as, in part, a reflection of 'a huge misperception … that I set my own salary.' The City Council sets Zanoni's salary and, last year, voted 5-4 to increase it by 10% — based on performance and merit, council members said — bringing it to about $409,000. Klein and Campos were among those on the dissenting vote. Klein also questioned the use of certificates of obligation for projects. 'Our budget is growing by leaps and bounds — and we are doing good work, he's done some good things here — but he's also dramatically increased the number of certificates of obligation that the city is using,' Klein said. 'The COs are debt the city's incurring, but the distinction here is that the COs don't come before voters.' Utility ratepayers are required to pay back the debt accumulated, Klein said. While city staff may recommend issuing certificates of obligation, they are ultimately approved by the City Council. 'We have issued COs in a conservative way as we have the right to do so by state and federal law,' Zanoni said. 'COs have been used to fill gaps in some of our bond program budgets.' Klein contended that Zanoni has continued 'reckless pursuit of desalination, without looking at the long-term environmental consequences.' The city's email sent in response to the news conference added that 'a small group of people continues to try and undermine this progress, including attempts to disrupt the region's water security.' 'Their arguments are built around inaccurate information and a disregard for constructive conversation,' the email states. More: The Corpus Christi City Council considered new drought rules. Here's how members voted. More: Corpus Christi City Manager Peter Zanoni is 2021 Caller-Times Newsmaker of the Year More: The City Council awarded the city manager a raise. Here's why. This article originally appeared on Corpus Christi Caller Times: Some want Corpus Christi city manager fired. Here's why.
Daily Mail
19-05-2025
- Business
- Daily Mail
Jesse was running 15 minutes late to work. What his boss said next made him fear for his job
An employee has called out his toxic boss for making him fear for his job after assigning an 'unreasonable' workload with an unrealistic deadline on short notice - all because he was 15 minutes late to work. Jesse had sent a message to his team at work, letting them know he was running late due to heavy traffic on the way to the office. But moments later, his manager Terry texted him directly asking where he was. 'Jesse, you're 15 minutes late. This is the second time this week. What's your excuse now?' Terry said in his first text message at 8.15am. 'Sorry Terry, the traffic was horrendous this morning. I messaged the team group chat about being delayed,' Jesse replied. Furious, the boss responded: 'Message me for ffs. Don't message the team. I am the boss. 'This is unacceptable. You need to plan better. Being late shows a lack of planning.' Jesse then reassured Terry he won't be late again. 'I understand, Terry. It won't become a habit. I'll make sure I leave earlier from now on,' he said. Not sounding convincing, the manager replied: 'We'll see. I expect you to make up for the lost time today. And don't think this won't be noted in your performance review.' At 12.30pm, Terry messaged the employee again - this time with a major task he expected to be completed by the following morning. 'Jesse, because you were late, I'm assigning you to complete the Johnson report due tomorrow. It's a big responsibility, don't mess it up,' he warned. However, Jesse expressed concern that he wouldn't be able to finish the report in time as it's 'quite short notice.' 'That report will take several days to complete, Terry,' Jesse explained. Refusing to be lenient, Terry responded: 'If you can't handle the job, maybe you should reconsider your position here. We need people who can step up. Jesse replied: 'I'll do my best to complete the report by tomorrow.' However, the conversation quickly escalated when Terry issued a threat to Jesse. 'Don't forget that the report needs to be in my inbox by 9am sharp. And make sure it's up to our standards, or don't bother coming in,' the manager said. Jesse said he understood the deadline and would focus on the report for the the rest of his day, planning to start work early the next morning to get it done. 'Also, cancel any plans you have tonight. This comes first. Remember, your job might depend on this,' Terry continued. The employee noted that he had only been late three times in the past three months. 'Clearly three times too many,' the boss fired back. Finally, Jesse confronted his manager for his unreasonable demands. 'Terry, your comments today have been very harsh and I believe, unfair. I've documented all our conversations. This isn't just about the work anymore. Your approach is demoralising. I'm forwarding these messages to HR,' Jesse said. Terry replied: 'You think that's wise? Think about your career here, Jesse.' Jesse hit back, saying: It's important to maintain a respectful work environment. I'll take my chances.' Moments later, the employee emailed the HR team with screenshots of the conversation, with the subject line: 'Formal complaint regarding supervisor's conduct.' 'I experienced a series of interactions with my supervisor, Terry, that I believe were unprofessional and demeaning,' Jesse said in an email. 'Despite notifying my team of a delay due to heavy traffic, Terry reprimanded me excessively, assigned an unreasonable workload under very short notice, and made several comments that were not only stress-inducing but also threatening towards my position. 'This type of behaviour is not conductive to a productive or respectful workplace, and I am concerned about continuing in such an environment. 'I trust that HR will address this matter promptly and ensure a workplace where respect and professionalism prevail. Thank you for your attention to this matter.' It's unclear what happened between the employee and manager - but their email exchange was re-shared by British career expert Chris Donnelly on social media. 'One of the most unreasonable bosses I've seen in a while,' Chris said. 'If you have to say, "I am the boss", you are not a leader. The employee is being manipulate just for being late twice, which is unacceptable. 'The boss an awful character.'
News.com.au
16-05-2025
- Business
- News.com.au
Gen Z workers pushing back against annual performance reviews
Looking to make your Gen Z employees more productive? A yearly performance review isn't the solution. Gen Z is rejecting the age-old practice of the annual review process — and for good reason. The generation — born between 1997 and 2012 — doesn't want a review on something they did at work months ago, leadership consultant Tracy Lawrence said in a Forbes article. Unlike Baby Boomers, who view yearly reviews as official report cards for the year or quarter, or Gen Xers who'd rather be left alone than go through the review process — Gen Z would rather have frequent check-ins, personalised feedback and growth-focused guidance to be more productive at work, The New York Post reports. According to Lawrence, if a manager isn't meeting Gen Z where they are, they can expect higher burnout, lower engagement, a poor workplace culture — and possibly even losing their employees. According to content creator Ben Askins, 'Revenge quitting is on the rise' for unhappy employees. 'This is the new idea of people choosing to quit their jobs in the most inconvenient way possible in order to disrupt the business,' he explained in his video. 'It's a form of protest against what they perceived as unfair treatment.' To avoid Gen Z revenge quitting, Lawrence said managers need to find other ways to support and give constructive feedback to their younger employees without solely relying on the outdated review process. 'For Gen Z specifically, waiting months for feedback feels alien and disengaging. A generation accustomed to immediate responses on digital platforms finds traditional annual reviews particularly frustrating and inauthentic,' Lawrence wrote. According to Lawrence, employers 'must embrace real-time feedback mechanisms and immediate, relevant guidance' to engage their Gen Z employees. She recommends weekly check-ins, even if they're online or through email. She also suggests that since Gen Z cares about peer opinions, getting feedback across the division will benefit and make the feedback process more collaborative. 'Gen Z sees professional development as an extension of personal growth. Structure conversations around skill-building that connect to both career aspirations and personal values,' Lawrence said, adding that young employees will benefit from technology that allows them to track their progress and become more transparent about work incentives and promotions.
