Points of Agreement
I think both Karen Firestone and Wendi S. Lazar make really compelling points on what Elizabeth’s next steps should be. Firestone and Lazar seem to both suggest that Elizabeth should remain at her current job for the time-being and not give into an impulsive decision that could derail her strong career trajectory. This makes sense as Elizabeth shouldn’t risk the reputation, compensation, and stability of her current position without finding a suitable next step. I even agree with Firestone that Elizabeth is probably selling herself short and can probably negotiate for a better package at another company if she were to switch as she is the top salesperson at the current company.
I also think there should be deep concerns on the culture fostered at her current company—which Lazar describes as “one in which people at or below her level are ‘managed,’ while C-suite executives are free to act as they please.” This is probably amplified by gender dynamics shown by the fact that even while Brad and Elizabeth were still in a relationship, management only seemed to lecture Elizabeth about workplace relationship expectations. This unhealthy environment isn’t something to brush off, and I think it’s an indicator that she should aggressively pursue other opportunities at another company without compromising her career trajectory.
Point of Contention
One point I may disagree with Firestone on is the characterization of Elizabeth being unable to control her reactions or needing to improve her judgment. From the reading, it seemed like Elizabeth acted pretty rationally throughout the breakup, and I understood why she was upset when her boss kept making targeted passive aggressive comments. For instance, when Elizabeth made a reasonable suggestion that it didn’t make sense for both Claudia and Elizabeth to go to the investor conference, her boss made a lot of assumptions on Elizabeth’s motive and emotional state without any respect for the dedication and years of experience she’s brought to the company. While I do think she should reflect on this experience before considering entering another workplace relationship, I don’t think it’s fair to group her into “women who run astray of corporate socializing rules” or someone who becomes too invested.
Acting as a Manager
If I was a manager, and found out about the situation, I would work with Elizabeth to understand her perspective, knowing she has dedicated a lot of time and loyalty to the company. I would try to help make her situation more comfortable at the company or help her move to another opportunity, trying to preserve her relationship with the company. Most importantly, in the conversation, I would always allow her to indicate what she wants rather than leading the conversation based on what’s easier for me or the company. I think having empathy in these situations is essential as you want to make sure that your company is fostering a safe and responsible culture, which also includes keeping leadership accountable for their actions.
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Mina Ky
