Inc.com columnist Alison Green solutions questions on office and administration issues–everything from tips on how to cope with a micromanaging boss to tips on how to discuss to somebody in your staff about physique odor.
I simply took over job duties for a departing supervisor and inherited a brand new worker. He does a usually good job, though I’ve had some issues about his work ethic (that is a unique story solely that I plan to deal with).
This worker is a large sports activities fan, and his favourite staff is within the playoffs. He had requested time without work from his earlier supervisor for a protracted weekend precisely on the time when this sport’s massive finalist playoff will occur. When he requested the time initially, and later talked about this to me, he described the time without work as as a result of a member of the family is having surgical procedure, and he wants to assist this individual, so he might be taking household sick go away (a separate PTO class, which is related later).
I perceive that I needn’t know what my staff are doing with trip time. But when he talked about the request to take care of the member of the family, I believed him and did not assume something of it, till anther worker talked about that this primary worker is definitely planning to attend the playoff recreation that weekend. I’m now suspicious that there isn’t any surgical procedure, primarily based on how he framed the time without work request to the previous supervisor and me.
Importantly, we pay out unused trip when somebody leaves, so there’s an incentive NOT to make use of it and to permit it to accrue. He made a mistake on his time card final month too, noting sick time for an apparent trip day. I assumed it was a mistake, however now I’m involved that he did it on function, pondering that I would not discover. Also, if he took trip time for the sports activities occasion, he’d wipe out virtually all of his accrued trip steadiness.
Do you will have any options for whether or not I ought to attempt to discover out if he is mendacity? How do I strategy the dialog with him if I discover out that he’s mendacity? Should I be doing the rest to research?
I also needs to point out that we’re quick staffed, and one other worker advised me yesterday that he would not supply to assist with duties when he isn’t busy, and that she’s a bit of overwhelmed. I’ve additionally been involved concerning the period of time he spends through the work day speaking about sports activities and sports activities web sites. So it is a bigger sample of habits that I must cope with quickly. But I additionally do not wish to accuse him of mendacity if there actually is a surgical procedure! That could be horrible.
Well, he would possibly actually be touring to deal with a sick relative and plans to see the playoff recreation whereas he is there, so it might be each.
Why not simply ask him straight-out, “Hey, did I get your leave type wrong for May? I wrote down that it’s family sick leave, but someone mentioned you’re going to the playoff game then.”
But if that would not clear it up … usually it is best to imagine individuals about this type of factor, until you will have actually stable proof that they are mendacity. That does imply it is attainable that he might get get a couple of days of household sick go away that he wasn’t actually entitled to, however that is higher than the dynamic you will create if individuals really feel such as you’re cross-examining their sincere claims for sick go away.
That doesn’t suggest that it is best to flip a blind eye to the issues which might be making you are feeling uneasy, although. When you are suspicious of one thing you possibly can’t fairly show, it may be helpful to take a better have a look at different features of that individual’s habits — as a result of typically when somebody acts with out integrity in a single space, they’re doing it in others too. So on this case you would possibly make a degree of extra carefully watching how he studies go away on his time card (in case that mistake final month is a part of a sample) and usually pay extra consideration to him in areas the place you would possibly usually not give loads of oversight. If you discover nothing, then nice! That might clear his identify in your thoughts. But in case you do discover extra troubling issues, you will have one thing extra concrete to deal with.
I’d additionally pay extra consideration to how a lot time he is actually spending speaking about and studying about sports activities through the day, and tackle that if it is extreme, in addition to discuss to him about needing to do extra to assist your different worker when he isn’t busy. And it is okay to say, “I see you on sports websites a lot — what’s your workload like right now?” and “Let’s have you take on X and Y to help out Jane while she’s so busy.”
In different phrases, there’s quite a bit you are able to do round your issues usually, with out happening a detective hunt about this explicit journey.
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