Opinions re: workplace privacy - reason for absence

In My Humble Opinion
21

I would only say that the OP is being overworked if he’s expected to churn out an increased number of widgets in the same amount of time that was expected of him before the co-worker disappeared.

But if the turnaround time for getting products out the door has been relaxed to accommodate the increase in assignments per person (in other words, the OP is still doing a 40 hour work week same as he was before), then this doesn’t indicate that management is ignoring the situation. I’m not saying this is necessarily the right course of action; just that the OP needs to look at things objectively.

22

Just to clarify a few things. My job is covered by a contract, in which various work conditions and expectations are set forth.

Sure, I could always do more work than I do. But given our workload, our entire staff could double our production, and we would make no noticeable dent in the amount of work coming in.

Moreover, we are expected to meet some quality standards - so there are limits as to how many corners you can cut.

500 is the “target/goal.” Approximately 1/2 of the similar employees meet/exceed that. I have exceeded 500 in each of the 8 years I’ve had this job. As I said, my production this year is currently in the top 5th of a pretty capable bunch of 1600 or so employees.

Another factor - the employee in question has never impressed me as an overachiever, or in any way a “teamplayer.” Have to admit, my impression of her was colored when she blatantly lied to me making conversation the first day I met her. :wink:

Management has not done anything (I don’t know what it could be) to create an environment in which I felt the need to do even more work than I’m doing.

No, I’m not thinking of quitting (other than when I retire.) And I get well compensated for the amount of work I do. I just am having difficulty persuading myself to do more and more, with no indication of the need or management’s handling it well.

23

If you’ve been exceeding the target for years, then could always slow your pace if you’re losing your motivation.

24

The other issue is if it is an unpaid leave then what’s happening to that money that Dinsdale et al. are not getting for doing that work? Ah right, the company gets it, not the workers. Great message on May 1st

25

Little more info. When this employee was first absent, it occurred around the time of a horrible storm. I think we were told she could not drive to the office. At some point soon after, I heard that she had injured her leg or something. I assumed a slip on the ice. I think someone said her right leg, so she could not drive.

Some time later (maybe a month) she appeared in the office for a couple of days, wearing a boot. We are allowed to work at home 2 days a week, so depending on our schedules, we may see each other infrequently.

A weird thing is that some of her in-office tasks were reassigned ON THE DAYS THAT SHE WAS IN THE OFFICE. None of the rest of us could figure a reason for that. She was physically there - why couldn’t she do her own work? It caused at least some of us to wonder if there was a disciplinary element.

Then, she’s been gone for the past month and a half.

There is a lot of our work that can be done remotely, but her workload (all of our workloads are transparent to each other) has not moved. There also is the possibility for a hardship transfer; if mobility is the issue, she could work out of either of 2 offices which are closer to her home.

Finally, she has not presented herself as the type of person who would welcome any friendly expression of concern. I do not believe any of the 7 of us are on “friendly terms” with her. I don’t dislike her, I just don’t know her and don’t care to, so long as she does her work.

I used to be a manager, so I know what can and can’t be done about reassigning work.

Didn’t there used to be a time when it was customary to express concern for ill colleagues? Did that only happen if the affected employee indicated such expressions were welcome?

Yeah, I really don’t care what is wrong with her, or when or if she’ll be back. Don’t get me wrong - I don’t wish her ill. But as it is, whatever is going on w/ her is causing me at least some mild inconvenience. One of my main concerns is to not conduct myself in any way that inconveniences my colleagues. Given the situation, I’d think mgmt. ought to do SOMETHING other than they have towards those of us who are present and doing the work.

Yeah, I COULD produce LESS work than I do with no significant repercussions, but I’ve never been that kinda employee. One of the problems is, however, that they say they expect 500, and then they keep doing things to rachet it up. Okay, you’re doing 500 - why not do and extra one per month for 512. Or 550-600, or more. Meanwhile, the nature of the work is such that you can never get ahead. No matter how many widgets you crank out one day, there will be as huge a pile to be worked on tomorrow.

26

I’m still confused. You say you aren’t going to quit. If you refuse to do any of her work, and stick to your own, what will be the consequences for you?

27

But if 500 widgets is the official target–the same as it’s always has been–the size of the “pile” shouldn’t matter to you.

Let’s say there are normally four cashiers on the 1st shift. These 4 cashiers ring up a total of 200 customers during a typical 8-hour day. One quits and so now there are only 3 cashiers. If these 3 cashiers are expected to ring up 200 customers per shift, objectively this is more work for them because they will have to speed up to meet their target.

But if 3 cashiers are expected to work at their normal pace, then nothing objectively changes for them. Sure, their lines will be longer (so work will be “piling up” as you’re saying it does for you now), but that technically isn’t the cashiers problem. It’s the customers’ problem and by extension, the store’s problem.

28

There is no question about “refusing” to do work. The question is how I deal w/ the additional assignments.

Our work is generally handled in order of when the specific request was made. There is a LONG - 1 yr+ - processing time. So each of the requests in each of our boxes have been sitting around for a year or more.

I’m not so overworked that I couldn’t add an extra assignment here or there. And I’m happy to do so occasionally in the spirit of helping out. But, if you are talking about more than an occasional additional case, I have to figure out how I fit them in. I can either postpone one of the cases previously assigned to me - which has already been waiting around. Or I can postpone the reassigned cases - even tho those people have been waiting a year for their answer.

So I’m still going to do my roughly 500+ cases. It is just that some of the requests will have an even longer turnaround time. Heck, they could give me 500 more cases today - that would just mean that it would take me 2 years to get through them all. I’m not about to work twice as hard, put in twice the hours, or produce work that is half the expected quality.

You are right, you with the face. The size of the overall pile really doesn’t matter. But when the pile is insurmountable, and never seems to diminish, it does reduce the individual’s incentive to go over and above. IF there were a reason to feel I was helping a colleague in certain circumstances, that MIGHT be one such reason. OR - if I was helping out mgmt. due to unforeseen developments. But lacking that…

You are right, the problem is primarily the customers’ and management’s. Doesn’t mean the 3 cashiers don’t experience stress as the lines get longer, the customers gripe louder, and management just keeps telling them to “do more with less.”

My job pays too well for me to look for something else. I’ve got it good - I’m just bitching. Just thought the current situation odd. I understand that if a worker is on certain health leave, you cannot ask when/if they expect to return. Say if a parent is on maternity/paternity leave, or a guy has a heart attack.

This case just struck me as a little different, because those of us divvying up the pile don’t have a clue as to why our colleague is out.

29

It’s obvious that the OP and his coworkers have issues with how the workload of the absent employee is distributed.

But I totally fail to see how knowing why this coworker is away would change anything. So, I fail to see why they should be told about this.

30

I guess if I thought the employee was sick or something, I might feel like doing more work to help them out.

If I felt management was taking necessary action against a bad employee, I might feel like doing more to help management out.

But knowing nothing, I’m comfortable to just continue as I am. And the people who lose out most are the “clients.”

31

I had a coworker who was on sick leave for two entire years. Management never said why due to privacy concerns but it was obvious they were malingering extensively. They had the world’s dumbest excuse for being sick too when they came back, “My birth control gives me nausea” and apparently this meant they couldn’t work for all two years they were taking it.

32

Sounds like you’re doing the right thing. You have goals, which you are more than meeting. Management probably has goals also for the entire office. If they are not meeting those goals because they have understaffed the office and are not looking for a temp, that is their problem not your problem.
Have they asked you to work more? If so, you might want to negotiate some sort of benefit, whether extra money or comp time.
I’m assuming her absence is legit, otherwise they could fire her already and hire a replacement. If they choose not to hire a replacement you are even less obligated to work more to meet their goals.
Has management complained about your (collective) output? If not, chill out.

ETA: As for the original question, you are under no more obligation to work harder for no reward if the absence is justified versus being unjustified.

33

You aren’t helping your co-worker out. They are not responsible for any of the work you’re doing. You aren’t doing any one any favors just for doing the job you’re paid to.

If I were you, and I wanted to stay motivated, I’d tell myself the most sympathetic scenario was the truth.

34

Nah - it is just that insidious kind of “pressure” I’m sure most folk are familiar with. Continual requests to pick up one more assignment here or there. There are countless “targets.” They keep assigning more and more work, and then if you have to shift things around to satisfy one “priority”, they don’t hesitate to point out that you are falling short of some other “target/goal”. Which of course you are aware of.

And the ONLY target that matters is 500+ at the end of the year. But, like I said, half the people don’t ht 500, and they experience no repercussions (other than possibly not getting to telework 2 days a week.)

Like I said, I’m just bitching. And probably just nosey. This situation is highly unusual (I’ve worked for this shop for 30+ years.) It takes A LONG TIME to discipline anyone around here. And mgmt is pretty consistently clueless. I’ll just keep shifting things around, ignore management’s irritating “reminders”, and keep slogging away, bailing out the ocean with a teaspoon. If nothing else, the constant backlog is good job security! :smiley:

35

This is the problem. The reason for your coworker’s absence doesn’t enter into it. As mentioned above, you’re not doing “their” work, you’re doing work.

36

You’ve given excellent evidence for the cluelessness of your management.
If they ever get serious about ramping up the pressure, you can suggest a meeting with all of you where you would try to resolve the problem. You might at least find out what is going on, and why they can’t hire anyone. As a former manager, I think it is quite possible that they are waiting for you guys to lose it, and are thankful for every day you just take it. Sometimes management isn’t clueless, but it is efficient to act as if they are.

37

It’s actually more the case that mgmt can make things slightly unpleasant, but in the end, they really would be hard-pressed to do anything about it. Huge organization with labor contracts. VERY slow to hire OR fire. As of late, pretty hard cap on hiring at all levels, even to replace attrition. And next to impossible to fire someone in my particular position who is doing close to their expected job and is NOT doing something blatantly wrong.

When morale is already in the dumper, there really isn’t much they can do to make things more unpleasant. Funny when you have a workplace where MOST of the people are working pretty hard, and mgmt thinks what is needed is a good dose of micromanagement! :smiley: When I was a manager, I always viewed my role as asking my good performers if they needed ANYTHING, and otherwise, staying out of their way! Guess I was a sucky manager! :smiley:

Still think the situation in my office is curious. I understand the importance of privacy. But there also seems to be some benefit to workplace cohesiveness. If I am not supposed to even wonder why one of my colleagues has essentially vanished for 3 months, then it is hard to imagine why I ought to give a damn about any other aspect of them. Yeah, my cow-orkers aren’t my friends. But if I’m not supposed to even know or care whether they are ill, dying, or about to be fired - well, the idea of a bunch of strangers working independently in close proximity seems rather cold.

38

Has anyone asked when she is coming back? Did your management announce that she is gone - or were you supposed to figure it out. Nothing wrong with speculating. But they probably can’t give details.

I had the situation of someone with an obvious performance problem. When people complained, all I could say was that I was aware of it. I was not allowed to say that we are firing his ass as fast as we can. Which in a very big company is not very fast.

39

Since going to work for Da Jungle (think starting with the letter “A” and smile) I don’t want to know. People disappear more around us than Haiti during the Tonton Macoute; I’m talking daily. Sometimes its quit, sometimes fired, sometimes appealing, sometimes its probably aliens and they are being probed even as I type this. If they come back I may ask; and they may or may not tell the truth about it. But on a certain level its like combat — you just get used to not knowing anything outside your own skin.

40

Whatever the missing person’s situation is has nothing to do with the fact that your boss has work to get done and is asking you to do it. Your response should hinge on your willingness to pick up extra cases for your employer.

It’s no different than if someone quit and the boss didn’t replace them.

Your beef is with your management’s ability to manage resources, not the person who isn’t there.