Hmm... I agree, it's possible that there is tension or history there, but you don't necessarily need the play by play on it.
Did the guy end up picking up the assignment instead?
Is there another upcoming project of a similar size and scope that you could assign to her? Perhaps phrase it as good for her skill set, personality and a good learning project for her? If she ducks another one, then I think you have to be direct and tell her your perception is that she's not picking up duties as assigned, ask why, and let her know its a problem for you (assuming it is).
But, I've never managed anyone, so take it with a grain of salt.
No now no one is doing the assignment. I need to put together an overview of the project and then assign it to one of them - and it will most likely be her.
Post by vanillacourage on Nov 3, 2015 22:34:12 GMT -5
I would (in a neutral way) tell her you noticed she did not seem open to taking on the project, and ask her to fill you in on why. It could be workload, it could be her inflexibility to take on more than the letter of her job description, could be any number of things. Just have a conversation about it.
I agree with vanillacourage. I also think asking her separately might bring out something she didn't say in front of the other guy, whether it be an issue with him or with the assignment itself.
I would (in a neutral way) tell her you noticed she did not seem open to taking on the project, and ask her to fill you in on why. It could be workload, it could be her inflexibility to take on more than the letter of her job description, could be any number of things. Just have a conversation about it.
Thanks thst is a good suggestion. Out office space is being redone and we are in temporary space all together. I will have to try to finagle some time to get her alone so we can talk privately which is truly challenging right now.
I don't think she has much on her plate right now at all but the best way to determine is to ask.
From here on out, I wouldn't offer it up as an option to either of them at the meeting. I'd talk to her in person or email her privately and say, "Hey, when you have a minute, I'd like you to start researching X and Y for Z project. No rush, but I'd like an initial write-up before next Tuesday's meeting."
I do this a lot - ask instead of delegate. It's hard to make the change. As her supervisor, you shouldn't ask if she'd like to do something unless you are totally comfortable with her saying no. Also, if you are dividing the work between your employees, you should have a good sense of their work load and which one can handle a new project.
Just to clarify, I didn't actually ask her if she would like to do it. I told her that I would like her to spearhead it and she said, "I'll do it but its important that I have sufficient time to work on it as its extremely time consuming."
Which the thing is...it's actually not. I don't know if its a training issue or what. She is perfectly bright but she is also 24...so...not sure if that plays into it.
I'm going to put together a project overview for her because she does need that guidance and then send it to her and ask her to complete it and give her a deadline.
@choco thanks for the kind words, I have the same title but switched schools and now have two assistant directors on my team. They both oversee approximately 20 alumni classes, but I truly have everything else including 20 additional alumni classes, parents, stewardship, direct mail, planning, analysis, etc. So that's why I need to delegate stuff to them especially in regards to the overall programmatic stuff (stewardship, reporting, communications, etc).
LoveTrains, I have an employee that no matter what I give him he always makes a fuss about the time commitment. He has time management issues and in general just likes to complain. I can really never trust what he says about his workload. I have learned this is the way he is and I try to work with him to give actual realistic commitments but it just doesnt work. I now just assign as chooco says and follow up.
I would (in a neutral way) tell her you noticed she did not seem open to taking on the project, and ask her to fill you in on why. It could be workload, it could be her inflexibility to take on more than the letter of her job description, could be any number of things. Just have a conversation about it.
This is how I would start the conversation.
Assuming nothing new comes from that first question, It sounds like most likely her expectations of workload are not in line with yours. You will need to let her know your expectations and then hold her accountable for meeting them.
Is her old manager around. You may want to ask some history on this employee.
I would (in a neutral way) tell her you noticed she did not seem open to taking on the project, and ask her to fill you in on why. It could be workload, it could be her inflexibility to take on more than the letter of her job description, could be any number of things. Just have a conversation about it.
This is how I would start the conversation.
Assuming nothing new comes from that first question, It sounds like most likely her expectations of workload are not in line with yours. You will need to let her know your expectations and then hold her accountable for meeting them.
Is her old manager around. You may want to ask some history on this employee.
Her old manager is my boss, she has been here a year (as has he).
Today we had another brainstorming meeting and she got snippy with the other guy on my team again. Then the guy on my team took me aside and said that he feels uncomfortable bringing up ideas because she is constantly shooting them down and being negative.
I'm at a loss guys.....my boss is away on business until Monday.
I should that add we seriously work in a temporary trailer that is just desks in a trailer right now. There is NO privacy....
Ask the guy to step outside for a minute and address it with her. That behavior is not cool. If it's unusual, ask her what's going on. It may be a personal situation bleeding over.
Post by vanillacourage on Nov 4, 2015 15:59:49 GMT -5
Some good nuggets here. Being open to group discussion, being collaborative and fostering a positive work environment (especially in such tight quarters) is absolutely part of her job.