Bit of help needed!

heretolearn_2

there's been some pretty mean posts on this thread. Not everyone who is promoted is given any training or support, unfortunately, and while it was a pretty simple situation to deal with, confidence is often low when you are a new manager. And a new manager (or even an old manager) who thinks they know everything, is usually a nightmare to work for.

OP, don't worry about asking questions here, just ignore any posters who for whatever reason have an issue with this. No one has to read or answer any questions they don't want to.

We've recently promoted two people at our small firm to each supervise two people - they were the seniors in the team anyway, but now it's more official. They've both started running to me every five minutes with all sorts of worries and queries that they would have just dealt with by themselves before...transitioning to taking that responsibility is a process and it doesn't happen overnight. We have a trainer coming in to give them a few sessions, as well as the support we can give them, and that has helped tremendously. And for those who think managers should just know everything - our top people have joined some of those sessions as well, including the senior partner who's been managing people for 30 years, as our approach is that no-one knows everything and you can always learn something new.

A lot of management training is not providing solutions to problems, but giving managers the tools to find their own solutions.

so, op, back to your question.

When someone makes a request for something like this, you need to consider whether to say yes or no. Even if your immediate reaction is clear, it's worth thinking about it a bit more and looking at the reasons - your initial reaction might not be the best one, and in any case you need clear reasons for whatever your final say is.
So look at
a) What will be the effect on the company if this happens?
b) what will be the effect on our customers if this happens?
c) What will be the effect on other staff if this happens?
d) Is there anything that could be planned in to remove/reduce bad effects?

And go from there...it only takes 5 minutes, but it clarifies everything in your mind. So instead of saying no and then 'errrrmm' when your staff member asks why not, you can say 'because it will reduce our customer service level' or 'because you are not trained for this work, which will result in an unacceptable ......blah blah blah or 'because it's not possible to rearrange our rota at this late notice...' whatever.

getmore4less

boy some people have grudges.

It is realy simple.

One of them has text me this evening asking if she can work 12-8 tomorrow

reply

"NO"

Ignore any further communication

silkyuk9

Lets get this question into prespective. What would a manager do if:

Member of staff was taking more 5 minute fag breaks?
member of staff was coming in 10-15 minutes late most days?
member of staff was going 10-15 minutes early most days?
member of staff had poor hygiene?
member of staff was asking to swap shifts continually?

These are bread and butter issues that happen in almost every workplace in the world. A manager in what ever field new or old should be able to deal with these issues without asking for help, period.

Asking for help in issues such as:

member of staff reveals sexual harrasment
member of staff is being bullied
member of staff is having mental issues
member of staff cannot preform job onced used to be able to
member of staff comes to work with bruises constantly
member of staff is involved in child abuse.

These issues can be more complex and may need help through either ACAS/Union, and possibly MSE forum for help in these matters before seeking further help with either ACAS/Union (getting your facts together)

Also I'm presuming here this is a guy, why on earth has a female employee got a managers personal phone number and 'feels' she can text/phone her manager out of hours?

I'm sorry but I stick to my guns on this having thought about it over night. Incompetant managers cost indusrty millions each year. Incompetant managers in banking have broken this country. It maybe harsh but its a fact.

heartbreak_star

OP - better to ask than make the wrong decision, and at that time of night I might have done the same thing. (And before I get jumped on, I'm not a manager but I have had managerial responsibility before when I was a supervisor and the manager was on holiday.)

I hope you continue to do well in your job - which you wouldn't have got in this day and age if you couldn't do. Just keep drawing the line between work and social and you'll be fine.

Good luck, and do keep posting - most of us are friendly, some are not and some are just trolls. Ignore them

HBS x

jobbingmusician

I agree that there have been a lot of rude posts on here - they actually break forum rules - please be nice to all posters!

I'm a CEO but don't see why it would be wrong to check out what forum members think is best practice on a variety of issues. Keep posting, OP! Asking questions and learning from others is actually BEST managerial practice!!!!

yvonne13_2

silkyuk9 wrote: »

Lets get this question into prespective. What would a manager do if:

Member of staff was taking more 5 minute fag breaks?
member of staff was coming in 10-15 minutes late most days?
member of staff was going 10-15 minutes early most days?
member of staff had poor hygiene?
member of staff was asking to swap shifts continually?

These are bread and butter issues that happen in almost every workplace in the world. A manager in what ever field new or old should be able to deal with these issues without asking for help, period.

Asking for help in issues such as:

member of staff reveals sexual harrasment
member of staff is being bullied
member of staff is having mental issues
member of staff cannot preform job onced used to be able to
member of staff comes to work with bruises constantly
member of staff is involved in child abuse.

These issues can be more complex and may need help through either ACAS/Union, and possibly MSE forum for help in these matters before seeking further help with either ACAS/Union (getting your facts together)

Also I'm presuming here this is a guy, why on earth has a female employee got a managers personal phone number and 'feels' she can text/phone her manager out of hours?

I'm sorry but I stick to my guns on this having thought about it over night. Incompetant managers cost indusrty millions each year. Incompetant managers in banking have broken this country. It maybe harsh but its a fact.

The OP and staff member are both women and she already said the staff member got her number some time ago when she arranged a night out.

Gleeful

To add. I have been ill lately so wasn't really thinking straight when I posted this.

I spoke to the staff member in question. It appears she is used to a different style of management in her previous role. I have arranged for her to work 12-8 tomorrow.

I think silky9uk has a few issues. I'm a woman by the way.

Gleeful

yvonne13 wrote: »

That's upto you OP but as a low level manager shouldn't you be asking HR to give you guidence if you think you are a poor manager?

I personally don't think you are I just think you have been given a job role and expected to get on with it without support.

I was being sarcastic in response to silky9 who was spectacularly flying off the handle at my post!

libra10

A forum member asked a genuine question and apart from one or two replies, has received a tirade of bullying abuse.

Shows what a friendly forum this is.

NOT!

If you can't give helpful advice then it's better not to post.

Sambucus_Nigra

libra10 wrote: »

A forum member asked a genuine question and apart from one or two replies, has received a tirade of bullying abuse.

Shows what a friendly forum this is.

NOT!

If you can't give helpful advice then it's better not to post.

A tirade of bullying abuse?