She keeps giving others her work … without asking me first.

33 Comments

1. Kathryn MontbriandSeptember 7,2022 at 1:53PM UTC

   This sounds like it warrants a conversation at a minimum. If I were in your shoes I would get curious and start by asking some questions - how are things going for her at work, what is she finding challenging / interesting about her responsibilities, what is going on in her life outside of work.

   The point is to start with assumed good intentions and seek to learn before making a judgment about what is going on. Once you have more info you can determine if you need to take action or support the employee in some other way (maybe she doesn't know how to do something and is ashamed to ask).

2. Jennifer MonacoSeptember 8,2022 at 1:31PM UTC

   I could not agree more!!!

   The majority of people have good intentions. Getting curious, asking open ended questions that uncover the ‘why’ is key.

   Having these coaching conversations can provide clarity and often help the employee and team succeed.

   Meeting each individual at their competency level and adjusting your leadership style accordingly can be powerful tools to use that can help your team succeed.

3. AnonymousSeptember 7,2022 at 3:03PM UTC

   She is your direct report,, so it's up to you to lead her and the team. Period.

   Speak with her and let her know that she is not to ever assign work or ask for assistance from anyone. If she needs assistance she is to come only to you. Speak with her in person and follow-up in an email. If she goes around this direction you begin documenting it as writeups. Then a PIP with a deadline for improvement, then termination.

   Work with HR to understand your company's process for escalating discipline.

   This is not "help" this is enabling. Whatever the reason, it can no longer be handled in secret. You are a manager and this situation is a sign that something is broken.

4. Barb HansenSeptember 7,2022 at 6:08PM UTC

   This sounds like a problem that her manager should resolve and since it looks like you are her manager, this on you to resolve.

   Set a meeting with her, explain to her what you have either observed or been told. Ask her for her input on the matter. Ask her if she needs accommodations or additional support to complete her tasks. If she says yes, build the accommodation plan for her, and monitor her work closely. If she says no, explain to her that she must finish all tasks assigned to her, and monitor her work closely.

   Good luck, and welcome to the world of being a people manager :)

5. AnonymousSeptember 7,2022 at 6:10PM UTC

   If her role does not require her delegating her job responsibilities to others then I would address it with her that you noticed she delegates hers and ask the reasoning why.

   It's not fair for them to have to do her job and theirs. I had a coworker that would sit back and wait for everyone to take all the project task and then she would take the thing that required the least...if anything was left at all. I ended up having such a resentment for her. It taught me though to allow my supervisor to delegate task and to not spread myself thin volunteering for things because some people will let you do all of the work.

6. AnonymousSeptember 8,2022 at 3:10AM UTC

   This kind of thing leads to your top performers quitting. It's not appropriate unless it's a reciprocal agreement at some point AND it's approved by the supervisor as an acceptable practice.

7. Joan Williams, Senior Talent Acquisition SpecialistSeptember 8,2022 at 4:27AM UTC

   She's your direct report so that means you're her manager, correct? If so, it's time to start managing!

   You need to have a conversation with her about how things are going. If she doesn't admit to feeling overwhelmed or underwater, you need to ask her directly why she is giving her work to other people to do.

   Ask her why she is giving her work to others? Is she managing her time poorly? Does she need additional training? Is she truly overwhelmed and her workload needs to be re-balanced? Drill down and find out what is at the bottom of this.

   Then you need to put a stop to it. This is not fair to the other team members that you manage.

   I would make it clear in no uncertain terms that the expectation is that SHE will be completing HER work and no one else. If she needs assistance, she is to come to you.

   I would also have conversations individually with the other team members that you manage and pass on to them that the expectation is that she is to be completing her own work from here on out. That you appreciate them trying to help a team member but that it's not fair to them. That they are not responsible for her work. And that they are to come to you and let you know if she tries to dump her workload off on them again.

   You need to set clear expectations with her and follow through. If she doesn't get with the program, you need to consult with HR about next steps.

8. JYJSeptember 8,2022 at 1:33PM UTC

   That's all not good. You are the manager. Manage. Turning a blind eye to these things is what creates cultures of resentment.

9. Kathryn MontbriandSeptember 8,2022 at 1:40PM UTC

   The withholding judgment piece is something I continue to work on, but is so important! Such a great reminder.

10. Jennifer FingerSeptember 8,2022 at 1:43PM UTC

    If she's your direct report, you need to sit down with her and make clear to her that unless you specifically authorize her to delegate assignments, she needs to do them herself.
    Then start holding her accountable for not doing her own work. Also let anyone else to whom she delegates work know that she did so without your permission and they need to stop doing her work.

11. AnonymousSeptember 8,2022 at 1:46PM UTC

    Don't worry she's taking advantage.....she is absolutely taking advantage of the entire team with you as her manager. Your job is to shut this down. You are creating a very dysfunctional environment. As a manager you can never ignore this type of behavior. It's your job to protect the team.

12. AnonymousSeptember 8,2022 at 2:48PM UTC

    Been there and done that with a direct report. He even went as far as taking credit for others work. Turns out he had fudged his resume and really could not do the work. After PIP, he had to be coached out because it began to affect valuable team members who became overloaded.

13. JJSeptember 8,2022 at 5:28PM UTC

    This is the time for a direct, difficult conversation.

14. Audrey KirschSeptember 9,2022 at 12:11AM UTC

    If she is a direct report, there's no need to worry about her. You need to take action. Ask her why she does it, if she needs more training, has too much on her plate or what. If she is just a slacker, be very clear that you will need to replace her if she is unable to do her assigned work. If she truly does need help, she should come to you and have you assign someone to assist her.

15. AnonymousSeptember 9,2022 at 7:27AM UTC

    I do not understand why individuals are put in a manager position, but cannot manage. Soft skills are important, but hard skills are what keeps things on an even keel in a team environment. Why are you afraid to have a direct conversation with someone that reports to you?

16. AnonymousSeptember 9,2022 at 12:38PM UTC

    You are really lucky if you haven't lost some of your team over this. Being a manager isn't just a title and bump in pay. It means you have to dig in and do the tough stuff. You need to talk to her and make it clear that there are consequences for her behavior if she continues. And follow up on those consequences if needed.

17. AnonymousSeptember 9,2022 at 12:48PM UTC

    after you follow all the excellent advice about approaching your direct report, you need to get some training on managing others and work place norms.
    are you new at managing people?

18. AnonymousSeptember 9,2022 at 12:50PM UTC

    I know you came here for support and advice and I'm sorry some posters are basically calling you a bad manager. That said, they are correct when they said "You are the manager, you need to manage this person". I have direct reports, I don't love having hard and direct conversations but I have to because it's the ugly part of managing.

    I am not sure how long this has been going on, what conversations you had with the rest of your team but I would most definitely have a direct and honest conversation with her about giving her work to others, how it impacts the team and why she is doing it. Then you need to have an action plan to get this employee back on track. I would document everything and ALWAYS send a follow up email recapping your conversation so that expectations are clear. If you need support, reach out to your HRBP. Good luck! I know this is the dark side of managing but you will be ok!

19. Kristen SteinerSeptember 9,2022 at 1:08PM UTC

    My two cents to add: start the tough conversation with a question, for example; I know that you have been giving others work that is your responsibility. Why? And then truly listen, draw her out as much as possible. Her answers will determine your response and next steps.

20. AnonymousSeptember 9,2022 at 1:18PM UTC

    From the two sentences you’ve posted, there’s certainly cause for concern. Have the tough conversation but start with questions and a desire to understand the situation from her perspective.

    maybe some indirect conversations with the helpers (if they report to you as well). How do they feel about the workload? Does it feel balanced, do they enjoy collaborating within the team? Are they learning new things? (You should probably have these conversations with them anyway). Without flat out asking if they feel like work is being dumped in them. Maybe they don’t feel that way at all?

    Who knows what’s going on… but it’s time to tap in and find out.

    Managing a team isn’t easy, but it isn’t rocket science either. There’s resources galore to help your build up your own skill set. This site is one, but advice from anonymous strangers on the internet always comes with the a big grain of salt, for $10/month Harvard Business Review articles are available & numerous.

21. Shelby CSeptember 9,2022 at 1:31PM UTC

    You appear to have different problems:

    1) While it is great that people on your team have a team attitude, they also need to have boundaries and know when to say no. I hope they are reporting this to you in writing.

    2) If she can't handle her workload, she should come to you for assistance to delegate. You know the team's strengths, weaknesses, and availability. It is not her job to essentially manage them and push her work off on them.

    You have real concerns. I would ask her if there is anything she needs additional training in or if she has any concerns about her workload. That will open the door for her to speak. Then, I would tell her if she ever needs help, the appropriate person to speak with is you - not the team.

    Then, I would wait for the dust to settle and address the team. Do not name her. I would say that everyone has been delegated their specific work tasks for a reason and if they need assistance or if duties need to be shifted, please let you know. I would also state that additional duties are not to be taken on without your prior approval unless it is an emergency basis.

22. Barbara WhiteSeptember 19,2022 at 8:39PM UTC

    I was also going to suggest that a conversation needs to happen with the team, that basically they should not be taking on any additional assignments without clearing it with the manager first. I can understand that an employee could be overloaded and need help, but there are also those who just don't want to do what they don't like to do, so they try to pass it off to others. The "why" behind this person's actions is very important as well.

23. Leonor FitzgeraldSeptember 9,2022 at 2:43PM UTC

    I don't know if this is a case of no one watching, but people are willing, or she is genuinely struggling with the workload, or a private matter. However, it's her job and her responsibility. If I were you, I would have a conversation with her and express your concerns about the disbursements of her assignments. Emphasizing that she was hired to do a job and that she is expected to do that job. I would inquire if she feels overwhelmed, if she needs extra training to complete her assignments, or if there is a private matter that is affecting her.

24. AnonymousSeptember 9,2022 at 3:39PM UTC

    How can this be allowed? It's nit fair to the others on the team. If allowed to continue, you, as the team's manager risk losing the better performing members. These members are the folks posting here about Toxic work environments and managers who allow this toxicity to flourish.

    I know it's hard to reprimand low performance but think of the others who do not deserve this treatment. It's not fair.

25. Jennifer FingerSeptember 9,2022 at 6:05PM UTC

    It can happen as long as nobody puts a stop to it by making clear to the person doing it that it's unacceptable and implementing adverse consequences should they fail to cease and desist from what they are doing.

26. Shanna WilliamsSeptember 9,2022 at 5:50PM UTC

    The conversation is: I assigned that work to you. I need you to get it done. If you are unable to complete it, then you need to bring it back to me for further discussion on why you aren't able to complete.

27. Cheryl NeasOctober 4,2022 at 1:07PM UTC

    And, this tracks with other people’s advice to find out more about what’s going on. The “discussion about why you aren’t able to complete” can be respectful and compassionate but it’s still about her performance and the team’s workload.

28. Rynn StrangeSeptember 12,2022 at 3:43PM UTC

    While I agree in general with other posters, I think that your conversation with this employee needs to start with finding out exactly why she's doing this.
    We don't always know what the employee is going through or dealing with. If the reason is petty , she doesn't know how, or doesn't want to do it, then move on toward setting the ground rules. "This is what your job responsibilities are and here are the expectations. If you can't fulfill them, we need to have a conversation with HR."

29. AnonymousSeptember 12,2022 at 6:08PM UTC

    +1 on curiosity first.

30. Kristen SteinerSeptember 12,2022 at 9:41PM UTC

    Which seconds my earlier comment: ask them what the situation is, then truly listen and get the full story before anything else.
    You never know until you hear the full story.

31. Heather BinghamSeptember 13,2022 at 12:48PM UTC

    I agree with lots of other people who say that you need to get down to the details. I don't think it is likely to be "nothing to worry about", but you need to find out if its something to adjust, or if something that needs to change, either in her behaviour or even in your own. You can start the conversation with "I've noticed you handing your workload to others and I'd like to find out why." You could get anything in response, from "I'm struggling because of something that's happened at home and want to ensure the work is done", to "You give me far too much to do, so I have to point this out by sharing it out". Then you can decide what to say and do, from helping her supportively over a rough patch, to reading her the riot act and holding her job description under her nose. Otherwise it will continue to be guesswork and if matters come to a head, either with her or, worse, with one of her over-burdened colleagues, you'll be entirely on the back foot.

32. Liz MilneSeptember 15,2022 at 12:53AM UTC

    Ask her why she's doing it and point out that other people have their own work to do?

33. Lydia MalcolmSeptember 21,2022 at 3:19PM UTC

    First of all, it’s not her job to give others work to do, that would be your job. I would explain to her, that if you feel this person needs to be given an assignment then you will decide if that needs to happen, not her.

    It’s pretty simple. Your the manager. She is not. And doesn’t have the title to be handing out work without checking with you first.