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Job rejection letter inspires snarky grammar correction letter

When a job candidate gets a sloppy rejection letter, she edits and publishes a correct version on Twitter, sparking laughs and criticism alike.

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Candidate publishes sloppy rejection letter

Thrillist Media Group is a digital media company with a popular website geared towards men that emphasizes food, drink, and technology. Sounds like a cool gig. Journalist Megan Mester must have thought so too when she applied for an Assistant Editor position with the company. Things took a sour turn when Thrillist Media responded to Mester with a poorly worded rejection email.

The email had some pretty serious grammar issues and Mester took it upon herself to respond to the rejection email by correcting it, emailing it back to Thrillist Media, and subsequently posting it on Twitter for all to see. Ouch. Thrillist Media Group has yet to respond publicly on the matter.

Her post (below) has received mixed reviews. Some find her persnickety reply hilarious. The application process is tough and receiving such a sloppy response for a job requiring the very skills lacking in the company email would be annoying. On the other hand, at least she got a reply. That’s more than most get.

Media companies should “take pride” in their communications

There are others who wonder if Mester would have responded the same if the email had been offering her the job. Mester has spoken out to ABC News about the email saying, “I wanted to share it because of the humor and the irony of it. I don’t see anything detrimental about encouraging an organization to instill pride in their employees in terms of how they respond to others. It’s important to teach grammatical rules, especially if you’re in a media company.”

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This opens up a whole host of questions regarding grammar and style usage in our new age of communication. If you understand the message the writer is trying to convey, does a grammar error really get in the way? Technology is designed to move quickly and communication is often short and to the point. With things moving so swiftly, there will not be someone behind every company email examining each line with a fine toothed comb. There will be errors.

It’s never a good look to publicly insult someone’s intelligence over grammatical errors in an email. It’s also important for companies to know that they will be judged if they send out such sloppy writing. What do you think? Did Mester take it too far or did Thrillist Media Group deserve the grammar hammer?

#GrammarHammer

Emily Crews is a staff writer at The American Genius and holds a degree in English from Western Kentucky University. Reading, music, black coffee, and her two little girls rule her life. She sees herself one day running a tiny bookstore at the end of the Earth. In the meantime, she is thrilled to write for AG and also does copy editing (team Oxford comma) to keep her brain from turning to mush.

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3 Comments

3 Comments

  1. Karl

    February 18, 2015 at 12:58 pm

    I think it’s great what Mester did! What is the company telling her? Basically, that her skillset and experience wasn’t as good as someone else’s. Well, she’s resposnding that their communication leaves a lot to be desired, too. The company clearly needs to work on and improve their grammar. Turnabout is fair play.

  2. Staceyb

    February 19, 2015 at 5:24 pm

    As a former HR professional and recruiter (who no longer works in the field due to declining pay, increased dangers and increased demands for speed and quantity of candidate selection over quality), I really do think that she was justified in sending the correction to the company and in posting it. However the posting should have omitted the actual company in question. The important thing was to start a conversation about declining standards even in media not about humiliating the company. The last was less than professional and is now permanently plastered on the internet.

    The reality is though that they probably subcontract the recruiting for the company. They probably don’t care. The letter is probably a badly designed email template that has been uploaded into the HRMS system and is rarely used by the more careful recruiters. She was lucky to get a response and she is lucky not to be working for an organization that doesn’t care what impression it makes on potential hires and competitors. On the other hand..she needs to take a close look at ethics, professionalism and the importance of presenting the larger picture if she is to be successful in media.

    I wish her the best with her career path.

  3. Pingback: Grammarly is the Chrome extension that's going to save your tail - The American Genius

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Business News

This web platform for cannabis is blowing up online distribution

(BUSINESS NEWS) Dutchie, a website platform for cannabis companies, just octupled in value. Here’s what that means for the online growth of cannabis distribution.

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A small jar of cannabis on a desk with notebooks, sold online in a nicely made jar.

The cannabis industry has, for the most part, blossomed in the past few years, managing to hit only a few major snags along the way. One of those snags is the issue of payment processing, an issue compounded by predominantly cash-only transactions. Dutchie, a Bend, Oregon company, has helped mitigate that issue—and it just raised a ton of money.

Technically, Dutchie is a jack-of-all-trades service that creates and hosts websites for dispensaries, tracks product, processes orders, keeps stock of revenue, and so much more. While it was valued at around $200 million as recently as summer of 2020, a round of series C funding currently puts the company at around $1.7 billion—approximately 8 times its worth a mere 8 months ago.

There are a few reasons behind Dutchie’s newfound momentum. For starters, the pandemic made cannabis products a lot more accessible—and desirable—in states in which the sale of cannabis is legal. The ensuing surge of customers and demand certainly didn’t hurt the platform, especially given that Dutchie is largely responsible for keeping things on track during some of the more chaotic months for dispensaries.

Several states in which the sale of cannabis was illegal also voted to legalize recreational use, giving Dutchie even more stomping ground than they had prior to the lockdown.

Dutchie also recently took on 2 separate companies and their associated employees, effectively doubling their current staff. The companies are Greenbits—a resource planning group—and Leaflogix, which is a point-of-sale platform. With these two additions to their compendium, Dutchie can operate as even more of an all-in-one suite, which absolutely contributes to its value as a company.

Ross Lipson, who is Dutchie’s co-founder and current CEO, is fairly dismissive of investment opportunities for the public at the moment, saying he instead prefers to stay “focused with what’s on our plate” for the time being. However, he also appears open to the possibility of going public via an acquisition company.

“We look at how this decision brings value to the dispensary and the customer,” says Lipson. “If it brings value, we’d embark on that decision.”

For now, Dutchie remains the ipso facto king of cannabis distribution and sales—and they don’t show any plans to slow down any time soon.

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Ford adopts flexible working from home schedule for over 30k employees

(BUSINESS NEWS) Ford Motor Co. is allowing employees to continue working from home even after the pandemic winds down. Is this the beginning of a trend for auto companies?

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Woman in car working on engineering now allowed a flexible schedule for working from home.

The pandemic has greatly transformed our lives. For the most part, learning is being conducted online. At one point, interacting with others was pretty much non-existent. Working in the office shifted significantly to working remotely, and it seems like working from home might not go away anytime soon.

As things slowly get back to a new “normal”, will things change again? Well, one thing is sure. Working from home will be a permanent thing for some people as more companies opt to continue letting people work remotely.

And, the most recent company on the list to do this is Ford Motor Co. Even after the pandemic winds down, Ford will allow more than 30,000 employees already working from home to continue doing so.

Last week, the automaker giant announced its “flexible hybrid model” schedule to its staff. The new schedule is set to start in the summer, and employees can choose to work remotely and come into the office for tasks that require face-to-face collaborations, such as meetings and group projects.

How much time an employee spends in the office will depend on their responsibilities, and flexible remote hours will need to be approved by an employee’s manager.

“The nature of work drives whether or not you can adopt this model. There are certain jobs that are place-dependent — you need to be in the physical space to do the job,” David Dubensky, chairman and chief executive of Ford Land, told the Washington Post. “Having the flexibility to choose how you work is pretty powerful. … It’s up to the employee to have dialogue and discussion with their people leader to determine what works best.”

Ford’s decision to implement a remote-office work model has to do in part with an employee survey conducted in June 2020. Results from the survey showed that 95% of employees wanted a hybrid schedule. Some employees even reported feeling more productive when working from home.

Ford is the first auto company to allow employees to work from home indefinitely, but it might not be the only one. According to the Post, Toyota and General Motors are looking at flexible options of their own.

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Business News

Unify your remote team with these important conversations

(BUSINESS NEWS) More than a happy hour, consider having these poignant conversations to bring your remote team together like never before.

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Woman working in office with remote team

Cultivating a team dynamic is difficult enough without everyone’s Zoom feed freezing halfway through “happy” hour. You may not be able to bond over margaritas these days, but there are a few conversations you can have to make your team feel more supported—and more comfortable with communicating.

According to Forbes, the first conversation to have pertains to individual productivity. Ask your employees, quite simply, what their productivity indicators are. Since you can’t rely on popping into the office to see who is working on a project and who is beating their Snake score, knowing how your employees quantify productivity is the next-best thing. This may lead to a conversation about what you want to see in return, which is always helpful for your employees to know.

Another thing to discuss with your employees regards communication. Determining which avenues of communication are appropriate, which ones should be reserved for emergencies, and which ones are completely off the table is key. For example, you might find that most employees are comfortable texting each other while you prefer Slack or email updates. Setting that boundary ahead of time and making it “office” policy will help prevent strain down the road.

Finally, checking in with your employees about their expectations is also important. If you can discuss the sticky issue of who deals with what, whose job responsibilities overlap, and what each person is predominantly responsible for, you’ll negate a lot of stress later. Knowing exactly which of your employees specialize in specific areas is good for you, and it’s good for the team as a whole.

With these 3 discussions out of the way, you can turn your focus to more nebulous concepts, the first of which pertains to hiring. Loop your employees in and ask them how they would hire new talent during this time; what aspects would they look for, and how would they discern between candidates without being able to meet in-person? It may seem like a trivial conversation, but having it will serve to unify further your team—so it’s worth your time.

The last crucial conversation, per Forbes, is simple: Ask your employees what they would prioritize if they became CEOs tomorrow. There’s a lot of latitude for goofy responses here, but you’ll hear some really valuable—and potentially gut-wrenching—feedback you wouldn’t usually receive. It never hurts to know what your staff prioritize as idealists.

Unifying your staff can be difficult, but if you start with these conversations, you’ll be well on your way to a strong team during these trying times.

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