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Manager Multi-Tasking Slippery Slope

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Manager Multi-Tasking Slippery Slope

I recently oversaw a merge. The manager is generally good,. They have a lot on their plate, including 5 children, so I want to offer flexibility. Staff have a set remote day per week. The issue is they are frequently and unpredictably away from the office when something comes up at home, and then not reachable for chunks of the day. In addition, they travel frequently for family activities with events during the day and want to work remotely those days as well. Typically, another staff member wouldn’t have that option out of town because of company policy and the nature of the work. They prefer to juggle everything instead of taking those as sick days or vacation days. I am finding it hard to track action items and availability. I rely on them to manage things in the office, so it falls to me when they are away. It is a slippery slope and is starting to feel a little chaotic. My sense is they can do some work remotely, but they don’t understand it is stressful when their schedule varies from day to day when away, and they aren’t available to do the full scope of their work. With the merge, their staff count and workload significantly increased. I don’t want to micromanage sick and vacation time, but there needs to be clearer boundaries. They said they want to flex their time. My concern is if they are trying to FT parent and FT work at the same time during the day multiple days and not take time off, their productivity will suffer, and it is a recipe for burnout. Looking for advice.

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  1. Kate Daly

    If they are salaried and they are delivering on schedule, what is the problem? Burnout is fueled by rigid work schedules that don't take personal responsibilities into consideration. You are paying these people to complete the work, not sit in an office to justify the spend on the lease.

  2. SPQ

    As you said so yourself, you need to manage them on their expected action items and outcomes. (Don't listen to the 8-5, 2 days/week, archaic and rigid bootcamp schedule below--you're not a security service).

    It sounds like you need to be more clear and firm on expectations and deadlines.

    You need to write down all the things that either you or another staff member had to cover while they were WFH, and then present those items as ones that are *still* expected to be handled by end of day because it is still a working day. As long as it's done or handled, and YOU are not the one having to pick up pieces, does it matter who finishes it?

    They're manager, it would be wise to remind them they've been given resources to effectively do the jobs that need to be done.

    And if something slipped through the cracks the next or following day from their WFH, speak with your manager the next morning: "These are the things that I expected you to handle on Monday and you dropped the ball. When can I expect this to be done by?" If the timeline they provide is not amenable, then give them the deadline they need to complete it by. Now you have a course of action to follow through. Now you've held them accountable. Document the times they couldn't pull it together and assess if it's a result of WFH or they're just bad at their job.

  3. Anonymous

    I suggest you formalize the work arrangement. That means in writing and regular meetings to review what is not working. Start off blocking out time away and reviewing what still is expected to get done. Its n ot micromanage, it is proper business management. Be vigilant and exact. This is clearly getting out of control because it's been allowed to. Nip it in the bud and you just might get things on track. Be honest and clear and consistent. Allow a defined amount of flex time. If they prove they can handle it fine. If it creates gaps. Then reign things back in and start reducing that freedom. Just keep documenting closely. This arrangement may not work if they don't exhibit a full time work ethic. They may naturally need to find part time work to allow for more parenting time. Its not always doable. And it's no one's fault unless you can't manage them. Then you have work to do.

  4. Anonymous

    You need to put down some boundaries and requirements then enforce them.

  5. Tami Cannizzaro

    This! So much of the time other people - your team members included - are waiting for you to complete tasks in order to finish theirs.

  6. Barbara

    Find them another job. They can’t do this one. See if you can offer them a full work from home position where you can track their time accurately and they can work weird hours. This job may be significantly less responsibility than they have and may come with a pay cut. You can’t go on like this and neither should they.

  7. Paulla Fetzek, MSEd

    Hello!

    Are you able to allow this person to have projects with a timeline, but not in terms of specific hours? Either WFH, or coming into the office as needed? If so this may be beneficial for you and then. If this option allows the person the time they need while still delivering what you need, then great.

    If this isn't an option (ex: they must be in office, there are set hours, etc) then unfortunately they may be better suited finding a different job.

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