Friday, December 27, 2013

Sage Advice


A while ago, I was didn't know how to handle an employee leave issue and sought the advice of another manager.  I wanted to keep this advice as a reference, because it's absolutely stellar:

I appreciate that this needs to be handled carefully. The implications can last a while and can affect other members of the team.

I would tell the employee that I was having trouble finding the appropriate clause in the collective agreement for the situation (day-care).

If the person gives you a reasonable match, and YOU think you could defend it to the rest of the team and to an auditor, then accept it.

If the person cannot give you a good match, then take the position of "As your supervisor, I'm here to help you get through this problem. :) What are our alternatives?". (Annual leave, flexible work arrangement like telework or irregular hours, etc).

Try not to let yourself get painted into a corner of being the police, or having to approve "inappropriate" use of the collective agreement.

In other words, try to stay out of a win-lose situation. Maybe there is more information available from the employee that would make things easier. (Does the child have a bad cold or something? Hint, hint)

The potential for get into a lose-lose situation is pretty high, and it's only a couple of days. To me it's an opportunity to purchase some good will for when that call comes from the Minister's office at 4 PM on a Friday.

This is a good reminder -- stay out of a win-lose situation.  So much to learn here.

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