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You communicate clearly to your team your outlook calendar is up to date and the parameters of which days to book as of you leaving the office. (Aka, Please do not book Monday you may book tuesday-friday)

They completely ignore your instructions, and book after you've left on a day you're using for productivity.

They have a pattern of consistently being inconsiderate towards you for several month, for less than 1 year members and a brand new one of said team. You see how you're treated differently in a protected class and notice the red carpet is rolled out for those individuals. The difference is, I feel that I have set boundaries for myself against this toxicity and have a high sense of integrity. My

golden rule is treat others the way I'd like to be treated mindful of being open minded mot everyone is "me," and that there are three sides to every story, your, theirs and gods. This is pushing my buttons a bit, and I want to remain in control of my emotions but feel confident to speak up for myself. Thank you kindly for your read.

In this case, how would you compose yourself speaking to colleagues professionally but speak up on this to tell them it's not ok with you?

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  1. Anonymous

    Simply block your DNB time on your calendar. If they are looking at Scheduling Assistant, they will see you are booked and not choose that slot. You have control over your own Outlook calendar and have the ability to grant others permission to see it or not.

  2. Anonymous

    When a booking request comes in during a DNB time, decline with a message asking them to refer to your calendar (and give the link if appropriate) before requesting your presence at an event or meeting. This will do one of two things. If they looked and scheduled anyway, it would send the message that this is not okay with you. If they didn't look, it will remind them of how to tell if you are available. Either way, they will get the message after two or three times.

  3. Anonymous

    It all depends on the context of the meeting, topic, who is invited, my contribution, emergencies. Not all meetings are created equal.

    If its with senior leadership I report up to I make it happen, or I delegate someone to attend in my place.
    If its peers I either delegate or suggest a new time.
    If it is people more downstream on my team I suggest a new time, or reach out to the organizer to move.
    The best thing I have done is block my calendar for lunch, and "focus time" so I have dedicated blocks of times to be productive and knock out a lot of work. I dont schedule them during high meeting times (for us Tu/Wed/Thurs).
    The Friday before a new week I review my calendar and see how its looking. I block more focus time during the busy meeting days if there are openings.
    The meetings I attend I do so as a full contributor. Thinking of an emergency meeting last week (we have transportation on the move and issues come up we have to resolve quickly) and I heard someone when asked a question responded with "oh this will take awhile I am already done for the day and turned off my computer". My observation as a more senior leader was that is someone I am not going to depend on in an emergency. It was 5pm. She is a manager in charge of a team that has to respond quickly often. Good for her for having boundaries, however she choose to attend the meeting (instead of delegating) and I dont want to hear excuses as to why she cant answer a question (she repeated that she was done for the day at least 3 more times), say give me a moment while I pull it up. Not a good impression.

  4. Anonymous

    I agree with what is suggested below; however, sometimes flexibility is required in case of urgent projects or emergency, so you may need to meet them halfway, or if they are further up the management chain, either attend or send a delegate if that is something approved in your company culture.

  5. Anonymous

    Okay so the work week starts on Monday for everyone and you have that day blocked? I think you should shift your productivity day to another day or break it up to be more flexible with others. There is nothing unprofessional about what they are doing unless they are rude to you in person or in writing. Collaboration is good for you and them and the company you work for and if the culture that exists there doesn't work for you perhaps look for an employer that can provide you with an isolated role where you can work heads down to do what you do.

  6. Xx Sera Blvd

    Integrity Respect is gold. In this example, I have 2 new female colleagues who do not mirror what I value.

    Meanwhile- my male colleagues show and receive respect. The former legacy team (female) shown and received respect.

    When you diminish legacy employees and you've been in a role less than 1 year, you're not showing respect in the workplace.

    Golden rule: If you need a meeting and it's important to calendar something on Monday morning, You notify them during business hours. If you cannot, then schedule it for the afternoon.

    you're welcome.

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