am I too comfortable pumping at work, should you cite sources on a resume, and more

This post was written by Alison Green and published on Ask a Manager.

It’s five answers to five questions. Here we go…

1. Should you cite sources on a resume?

I’m in a required class for my university this semester about “learning to communicate in the workplace and the classroom.” (This is a university aimed at working adults. I’m in my 30s with a full-time job and a prior degree, so this required course feels a bit condescending to me right off the bat. I’m wondering if that’s coloring my view of this assignment.)

One of our first assignments is to create a resume using a suggested template, find an interesting job listing, and upload both to ChatGPT or Google Gemini for suggestions about how to tailor the resume to that specific job listing. Then, we’re supposed to write an essay about which suggestions we would accept and the ethics of using AI for resume help. The list of questions the essay should address includes, “Would you need to cite the tool? Why or why not?”

Am I wrong to think that that is an inherently silly question? I wouldn’t cite ChatGPT on my resume the same way I wouldn’t cite advice from a mentor, the university’s career, or my parents. Are people citing sources on their resumes? Is this a thing?

It’s not a thing! You do not cite sources on a resume. (What you would even cite most of the time? “Source: my W2’s 2019-2022”?)

Colleges really, really need to stop doling out resume advice because it never seems to be based on anything about how resumes actually work.

2. Pumping at work: how comfortable is too comfortable?

I am a manager in a government office where I specifically supervise a team of 4-6 people, but also occasionally supervise others on a case-by-case basis. I do not have the power to fire anyone, but I do performance evaluations for the people on my team and, realistically, if I pushed for someone to be fired, my boss would probably give it serious consideration. I am returning to work after maternity leave with my second child and, since my baby is breastfeeding, I will be pumping several times a day.

I am very fortunate to have an office of my own, an incredibly supportive boss, and a generally parent-friendly office culture, so I am not facing any of the usual problems a lot of breastfeeding people have to contend with.

My question is about how my pumping might affect others, specifically the people I supervise or am otherwise senior to. When I did this the first time, I thought nothing of saying, “I have to go pump now,” or “Let’s meet at 2:30 because I have to pump first.” I have a little sign I hang on my door while I’m pumping that says “Pumping, Do Not Disturb.” I kept my pump in my office and sometimes had my freshly cleaned pumping paraphernalia sitting on a table behind my desk to dry. I even, on a couple of occasions, pumped (whilst wearing a huge, tent-like drape, of course) during meetings in my office with one of my female supervisees who had volunteered (not in response to a question or suggestion from me) that she had no problem with my pumping while she was there. I also pumped during a meeting with my own supervisor who had also volunteered that she was fine with it. I was very comfortable with the whole thing.

But since then, I have been giving it some more thought and now I wonder, was I too comfortable? Should I not be referring to it so directly and make more of an effort to keep the equipment out of sight? Because, obviously, just because I am comfortable with people knowing that I am pumping, that doesn’t mean they are. Should I forgo pumping during meetings with people whom I supervise, even if they are the ones who suggest it? I am particularly concerned about this last because I think a woman is far more likely to make that suggestion than a man — indeed, I would be very surprised if any of the men I work with ever did anything of the kind — and I definitely don’t want anyone to feel they have less access to my time because of their gender.

I never got the feeling last time that anyone was uncomfortable with the way I handled it, but I realize that, given my position as a manager, people would not necessarily feel like they could express discomfort if they felt it (though I hope they would). What are your thoughts?

References to pumping and a sign on your door about pumping: Fine. Normal. If someone has a problem with that, that’s a them issue. You’re just being matter-of-fact when the info is relevant.

Having pumping equipment visible in your office: Also fine. Adults should be able to handle that.

Pumping during meetings: This is where I get warier. You’re right that you’re setting up a gendered system where the women you manage get that access while the men don’t (and where maybe some women could feel pressured to say they’re fine with it because others are), and I’d not do it for that reason.

3. Cover letter red flag or forgivable flub?

I posted a job for a public-facing position at a nonprofit. Less than an hour after the ad went live, I got an application from someone who seems like a great fit for the job, except that the cover letter he sent was addressed to a different organization with a glaring typo in that organization’s name. If not for the wrong addressee, the letter would be fine.

I’m curious for your thoughts on both sides of this. From my end, this seems like a big red flag for someone who will be doing written and in-person communication with our community. It also implies an impulsiveness that makes me hesitant. Okay, great, you’re excited about the job, but maybe put a little more time into the application? On the other side, although I’ve never made this mistake, I’ve made similarly mortifying email mistakes and I do feel for the applicant.

Is there a best practice in this circumstance, besides just writing it off as, I guess I’m not getting that job!? As the hiring manager, if this person came back immediately with an apology, I would be more inclined to do an interview, though I would set the bar higher than I would otherwise. As it stands, this person is unlikely to get on my interview list.

Eh, if he’d otherwise be a strong candidate, I wouldn’t let this be a deal-breaker. Pay attention for other signs of problems with attention to detail, yes, but I’m increasingly skeptical of ruling candidates out at the initial screen because they didn’t put more time into their application. It’s not reasonable to expect candidates to invest significant time into initial applications when so often they won’t hear anything back at all. Mistakes further along in the process can be a bigger problem — but I can’t get that worked up about a mistake at the application stage (particularly mistakes in the typo neighborhood; I’d care more about a factual error or, for a writing-heavy job, a weird tone).

You asked about best practices for the candidate. I wouldn’t advise writing back to an employer correcting a simple typo; that’s excessive. On the other hand, if it’s the name of the organization, probably. Keep it brief and light — “My apologies, I realize you are in fact the Groats Association of Nebraska, not the Toast Tipplers of Michigan!”

4. Celebrating a milestone months later

I work on a team that doesn’t really have team celebrations as part of its culture, I think because our executive doesn’t care to spend money they don’t “have to,” but I’d like to change that.

A few months ago, I approached my boss about taking a working team out to a modest lunch to celebrate a successful launch. It was a group of six, including me. I’d even be open to taking them to the on-campus cafeteria if that’s all we have the budget and social capital for. I’ve been told my boss has been waiting for an answer from their boss since then. It’s been three months. Personally, I think the timeliness has passed and it might foster some resentment and thoughts of “Why did it take this long to celebrate this launch? Are we not worth celebrating when the milestone actually happens?” (The morale on the team overall isn’t great, hence why I’ve been trying to inject some positivity and recognition.) On the other hand, some might say a late celebration is better than none at all. I’ve already thanked the working team profusely for a successful delivery, shared the accomplishment with our group’s executive, and done everything I can do without any budget to work with.

Should I just tell my boss to forget about it since it’s been so long, or is it still worth waiting on an answer that may never come? Before anyone asks, gift cards are a touchy subject and a bit verboten due to the tax implications and potentially being seen by finance as a form of compensation, no matter how small the value.

Yeah, it’s going to seem strangely belated at this point — unless there’s another milestone to tie it to (“it just got kudos in an industry magazine”) or another logical way to explain the timing (“now that Frank is back from leave”). In theory you could do it at the end of the year (“looking back at the year, this was a major accomplishment”). But eh, I think you’re probably better off talking to your boss about having a small budget for this kind of recognition generally, which would be approved ahead of time so that you can pull from it as needed without waiting months for a yes.

That said, the fact that your boss has (allegedly) been waiting months for approval for something so small probably says that either he hasn’t pushed it much or it’s just not something they’re ever going to do.

5. Are thank-you cards from an intern too much?

I have a dilemma on how I want to say thank you in leaving the company I’ve been an intern at for the last three summers. The atmosphere here is fun, laidback, and friendly yet professional. I’ve made a handful of close relationships with my coworkers/mentors during my time here and since I am graduating this winter I won’t be back to intern next summer, so a handshake and a “goodbye” seems insufficient this time.

As a person who has a hard time expressing deeper feelings on the fly, I thought that writing short thank-you cards to the handful of people who impacted me most during my time here would be fitting. Is this inappropriate to do as an intern? I want to be able to give individual thanks to my manager and mentors during my time here without going over the top. I’ve been very thankful for all they’ve taught me during my time here, and hope to continue some of the friendships I’ve formed here after my completion. Naturally I go around on my last day saying goodbye to the staff, it’s just this time it’s more permanent and I want to let them know that a positive impact was left on me.

Do it! Assuming you’re going to include specifics about why you appreciated working with them (not just sign your name on a thank-you card), this is by far the most meaningful goodbye gift anyone can give. Most people love receiving this kind of note; many of us keep them for years, and it will solidify the good will people already have toward you. 100% do it!