Former boss asking current boss for my time?

stevetuk

I moved to a new role in the same institution (totally different department and separate reporting lines) a month ago. My former boss has now gone above my head and asked my line manager's boss for my time to help train up the person they recruited as my successor.

Am I in a position to refuse to do so? I served a lengthy three month notice period during which I documented and provided an in-depth and extremely detailed and supportive handover to colleagues (which was specifically recognised by senior colleagues at the time).

What if this becomes 'mission creep' and I end up working for my old department for a protracted period of time? Should I seek advice from my Union?

redcard

He's gone over your head? That's a bizarre way to look at it!

If I was in your position I would probably question whether my handover was as great as I thought.

Don't think you need union advice at this stage. Why not just try being reasonable?

Tiddlywinks

You are employed by the organisation. If it is in the best interests of the business to have you go back to assist in training then that would be a reasonable request.

Why are you so against the idea anyway?

It will be for your current line manager to negotiate time frames, return dates etc... which should address your 'mission creep' concerns.

You are an employee - as they say, he who pays the piper...

anamenottaken

stevetuk wrote: »

I moved to a new role in the same institution (totally different department and separate reporting lines) a month ago. My former boss has now gone above my head and asked my line manager's boss for my time to help train up the person they recruited as my successor.

Am I in a position to refuse to do so? I served a lengthy three month notice period during which I documented and provided an in-depth and extremely detailed and supportive handover to colleagues (which was specifically recognised by senior colleagues at the time).

What if this becomes 'mission creep' and I end up working for my old department for a protracted period of time? Should I seek advice from my Union?

If you were a manager would you not want a colleague to approach you about using your staff's time rather than that they go direct to your team member before approaching you yourself? Your former manager followed correct protocol.

You do as reasonably requested by your current line manager. If it's not unreasonable then you are not in a position to refuse.

If you did do more than originally expected, this would be agreed with your former and current line managers would it not?

I don't see why you should want to approach your union about it but if you pay your dues make use of their advice if you want.

stevetuk

My handover was signed off by my former boss and senior colleagues who agreed that the detail outlined within it had been covered satisfactorily. There were more than sufficient opportunities to raise concerns during the process - and in fact I was congratulated by those very same colleagues at having accomplished such a thorough handover in three months.

The fact of the matter remains that if I had moved to another institution this would not be possible. This is why the notice period exists: to ensure seamless transition. I cannot account for all eventualities; this is why they recruit a competent and able successor to the position.

In my position, I would have to question whether or not they appointed a suitable candidate.

I'm against the idea because I left for a number of reasons - including an intense dislike for the environment within that department which is hemorrhaging staff left, right and centre. This is why they are asking me back: because they cannot cope. That is surely not a concern for me, any longer, given they have appointed someone to the position.

Tiddlywinks

stevetuk wrote: »

My handover was signed off by my former boss and senior colleagues who agreed that the detail outlined within it had been covered satisfactorily. There were more than sufficient opportunities to raise concerns during the process - and in fact I was congratulated by those very same colleagues at having accomplished such a thorough handover in three months.

Things crop up... sometimes unforeseen.

The fact of the matter remains that if I had moved to another institution this would not be possible. This is why the notice period exists: to ensure seamless transition. I cannot account for all eventualities; this is why they recruit a competent and able successor to the position.

But you didn't move so you are still a company asset for them to utilise as they see fit.

In my position, I would have to question whether or not they appointed a suitable candidate.

The competence level of the new recruit is not your responsibility - it is a big assumption to make about someone you have never met, isn't it?

I'm against the idea because I left for a number of reasons - including an intense dislike for the environment within that department which is hemorrhaging staff left, right and centre. This is why they are asking me back: because they cannot cope. That is surely not a concern for me, any longer, given they have appointed someone to the position.

You are employed by the business so it SHOULD be of concern if the organisation is struggling. You don't sound like a team player... Were the situation reversed wouldn't you want help and support from colleagues?

You need to be a grown up about this... They pay you so they get to decide, within reason, what you must do whilst at work.

stevetuk

Tiddlywinks wrote: »

You are employed by the business so it SHOULD be of concern if the organisation is struggling. You don't sound like a team player... Were the situation reversed wouldn't you want help and support from colleagues?

You need to be a grown up about this... They pay you so they get to decide, within reason, what you must do whilst at work.

Oh dear...
I hadn't realised that three forum posts qualified anyone to comment on my personal integrity or work ethics. Evidently you've been lurking over my shoulder for several years.

Thank you for taking the time to respond but your comments are entirely unhelpful and completely irrelevant.

I'm discussing this with my current line managers who share my own deep concerns. It was clearly a mistake to ask complete strangers for their prejudicial and judgemental personal remarks. Could a mod please close this topic? Cheers.

tomtontom

stevetuk wrote: »

The fact of the matter remains that if I had moved to another institution this would not be possible.

The fact of the matter remains that you did not move to another institution and so it is possible. Check your contract for an 'any other duties' clause.

stevetuk

tomtontom wrote: »

The fact of the matter remains that you did not move to another institution and so it is possible. Check your contract for an 'any other duties' clause.

As required by my line manager. Not the institution. An institutional view was not taken when my new department was forced to wait three months for me to start which was completely atypical and should give you insight into the quality of planning and strategic thought in my old department.

wapow

There is clearly more going on here than meets the eye and I think OP has already suggested reasons for leaving.
You do not need to be a pushover and are absolutely within your rights to say you do not wish to return. Stand your ground.
If your new manager approaches you, explain about your handover and how you wish to utilise the time to learn your new role and you do not wish to go back to that role after having completed a successful guide as has been noted by senior management. If they have staff in that department already, then those members of staff should be used to train someone new.
I can assure you now, that if you fold, you will come out feeling worse than before and will have a lot of resentment.

pmd123

This has happened to me several times in my organisation (NHS) whereby another department head has requested (of my manager) that they can "borrow" me for a project which requires my skills. I'm sure if I declined that would be accepted, but would probably do some damage to my reputation within the organisation.

I have always accepted this request, due to 2 reasons...

1) I see it as a compliment that other managers see my skills as useful, and they have the confidence in me to do the job required.

2) I go to work to get paid at the end of the day, as long as that happens, I can deal with anything that is required of me.

My advice is to do as you are required, unless there is a major reason why you don't want to do it, if that is the case then I'd politely decline and explain the reason why, any decent organisation should respect your wishes if your reason for declining is acceptable.