What to do - workload problem

getmore4less

Team of 4 only 3 mentioned.

Depends on the work and how easy it is to identify the load and how it comes in.

Weekly meetings to review the week ahead, all 4 members of the team and manager dish out the work......discuss.

Weekly meetings post work to discuss what has been done that week and how to be more efficient, these quickly identify slackers as those that do stuff can big it up.

if workload is easy to distribute evenly often holidays and sick usually identify the slackers. The key is the workers don't take up slack when one of the other workers is off.

a clue to the type of job would help with specifics

edit :

had my dinner between starting and finishing.

if there is a spread sheet showing the workload then what is the boss boss doing about it..... talk to them if they don't know.

jfh7gwa

You don't know if there are any adjustments needed with regard to the other employee.

How do you know what salary she's on?

If she's under-performing, that's for her line manager to address via informal or formal means (e.g. performance management).

Her workload is really none of your business - only your work, and your workload are. The collective output of your team sounds like your managers' responsibility.

If you have an issue with your workload, you need to see your own manager about it in a professional manner. Not frame it from the POV of this post: "Person X is working less, and I have a problem with it".

If that's unacceptable to you, I'd (genuinely) suggest you think about moving on.

Either her workload is accidentally lighter (in which case it's poor management) or purposefully lighter (special adaptations for reasons you don't know, right through to favourate-ism, or her just being more efficient)... you need to concentrate on your output primarily.

Tigsteroonie

You don't know this other person's situation. They worked from home for a while and now have a lighter workload? Sounds to me as though they suffered some form of stress/anxiety and are now being managed on their return to work; sometimes that does mean that the person doesn't return to full capability. Alternatively as others have suggested, she could have a hidden disability and they've made reasonable adjustments. Or she could even be subject to performance management, and they are giving her time to improve her performance before going down the route of letting her go.

But all of the above are matters between this individual and the manager - and none of your business.

Sometimes due to headcount/budget issues, it simply isn't possible to employ an additional person to pick up the slack caused by somebody who, for whatever reason, isn't pulling their weight. Budgets aren't that flexible. It's even worse when your headcount includes people on maternity leave, you're paying for them and they're not even there, but somehow you have to find the money to fund someone else to cover.

Another_not_new_user

AliceBanned wrote: »

I'm basing it on evidence on the dept spreadsheet listing what we are each doing. It is blatantly clear that she is not pulling her weight, and it is obvious that other team members are going to be unhappy about this - because we are doing it. It is a question of favouritism at the least, constructive dismissal at the worst. Thanks for responding but I disagree. I have been concentrating on my workload but someone doing half for the same salary is really not acceptable. She can't handle the job, and I worked hard to handle it, so clearly needs to be discussed and out in the open.


If she has a reason for it they don't have to divulge this, but they should employ another person to do the part of her work that she is not doing, and give us the chance to say no to it by explaining that it has been pushed onto us. Anything else is rather underhand.

In your opinion. But they are hardly keeping it a big secret, putting it out in the open like this for everyone to see. So - transparent? Hardly "underhand"!


It is not up to you, or your colleagues, to decide whether she can handle the job, what her workload should be, whether it is fair or not, why that is, or whether they should employ someone else. And it is only blatantly obvious that you don't like it - there's no evidence that your colleagues are unhappy unless you are stirring it.


There's no evidence of favouritism except in your mind - and constructive dismissal? Have at it but don't hold your breath on anything other than unemployment.


She may come across as a "fake manipulative lazy" person in your mind. You don't come across too well yourself. A whinging, s***-stirring gossip behind backs comes to mind. I'm sure that's a false impression of you. You are probably just as wrong.


Mind your own business, deal with your own job and not that of others, and if you can't do that, find a job that you can be happy with - which obviously isn't going to be this one.

asajj

I have had similar issues in the past and made the mistake of pointing out this from "their workload" angle and it wasn't appreciated. You might be correct and you might be getting more work for the same money while she is slacking off but pointing this out directly will just come across wrong.

Talk to your manager first about your workload. You might mention that some people work from home while you can't.

I'd suggest if only then your manager doesn't do anything about it, perhaps you can point at the data you have?

If you will be unhappy you might look to move on indeed as a last resort.

AliceBanned

PlutoinCapricorn wrote: »

It is very disillusioning and demoralising to see this going on. I would try to raise it in an adult, objective manner without getting upset, angry or mentioning unfairness - much easier said than done.

Thanks - nice to get a logical response that isn't aimed at putting me down even more. I do wonder about some responses sometimes, where those people are coming from to do someone down at a time of great distress and make it personal.



I plan to do just that. I have been looking up equality issues on Unite's website. 'Equal pay for equal work' - I know that's seen as a gender issue but it is unlawful for an employer to not follow. Unfortunately sometimes it is easier to just move on, but it is sad because I like the content of my job and will find it hard to find something similar. It is just the management that repeatedly handle things unfairly and clumsily that makes me unhappy there.

AliceBanned

wiogs wrote: »

You seem to be handling it yet suffering from a lot of stress ( as you put it)

If you are overloaded with work then say so to your manager.


If you think the workload of the department can be distributed more evenly for the benefit of the company then by all means bring it up at your one to one, however saying "she doesn't pull her weight" is not going to cut it and will sound like sour grapes.

If you don't like the advice then sorry but you did ask.

Thanks - a few other things have happened over the years so it does get hard to keep objective/upbeat/professional. Maybe it is time for me to move on. I get upset by unfairness, not just when it is me suffering from it either. Unfortunately the director of the department does not seem to value hard work but values keeping up appearances. It's frustrating for someone like me, so maybe i'm in the wrong place.

AliceBanned

getmore4less wrote: »

Team of 4 only 3 mentioned.

Depends on the work and how easy it is to identify the load and how it comes in.

Weekly meetings to review the week ahead, all 4 members of the team and manager dish out the work......discuss.

Weekly meetings post work to discuss what has been done that week and how to be more efficient, these quickly identify slackers as those that do stuff can big it up.

if workload is easy to distribute evenly often holidays and sick usually identify the slackers. The key is the workers don't take up slack when one of the other workers is off.

a clue to the type of job would help with specifics

edit :

had my dinner between starting and finishing.

if there is a spread sheet showing the workload then what is the boss boss doing about it..... talk to them if they don't know.

Thanks. It is project management. I have 14 projects (boards and working groups mainly) and she has 7. One of mine is officially recognised as more senior and I got £1500 pa extra pay when I took that one. Incidentally when I did take it on it was going to be offered at the last minute to someone who had started 3 months before, all of a sudden. This rang some alarm bells).


It might sound ott to some people but there is a history to all this, and the recent situation is just the nail in the coffin really. I'm scared that if I speak up I'll be somehow forced out, and I constantly work with a background feeling of insecurity because I have (rightly or wrongly) for a long time suspected that the dept director a) doesn't like me for some reason (it happens) and b) is so high up that he does not play by the rules/above board. I'll probably get loads of responses about what a whinger I am etc but I have tolerated a few other slights over the years, including one direct insult from my manager which was not called for or deserved.


Problem is I feel I am taking up the slack - unofficially and without being asked, because of the number of projects (and size of most of those). It is pretty blatant.


Incidentally with a previous person she was off sick for a year and nearly took them to employment tribunal due to being harassed and bullied - by this manager and director. They don't fight fair - I've seen it with my own eyes.


Yes I am more senior and more keen but that's way I work. When the disparity is so great due to this that I am doing double that of a colleague in same role, that is where it becomes demoralising and I feel the manager is not doing his job. His job involves protecting each member of staff (from sickness, injury, stress) equally and this does not appear to be happening.


When I get the feeling that 'maybe I should just go' yes it does feel a bit like it could become constructive dismissal..maybe I was wrong to say that it is already but several things over the years have made me think it could happen, and there is nothing I could do about it. It's scarey.

getmore4less

As these project finish become very busy on the remaining ones so the new ones go elsewhere.

Projects that on average take less that 3 hours week why do these need a separate project manager.

Tigsteroonie

AliceBanned wrote: »

Thanks - nice to get a logical response that isn't aimed at putting me down even more. I do wonder about some responses sometimes, where those people are coming from to do someone down at a time of great distress and make it personal.

So you wanted sympathy? There was me thinking you were looking for advice. :cool: