Managers: Planning to Take Day Off or Vacation? What Some Workers Will Do

So you are planning to take a much needed day off or vacation, but you hesitate because you know how some of your workers can be while you are out.  But have you considered other issues that might arise and will you keep everyone busy enough so that they don't take advantage of your being gone?  Consider what might occur leading up to the time you are out, while you are gone and when you return.

Before you go...

1.  Another leader might take the day before off unexpectedly.

It's as if you are being punished for wanting some time for yourself and family, so a fellow leader will leave you holding a pile of work while he or she is out.  You didn't anticipate that you would be bombarded with so many tasks.  Before you make your announcement, be sure that work is caught up and you aren't working over-time prior to your vacation date just in case one of the leaders suddenly slips away at the last minute.

2.  Arrange to have their vacation some time around yours.

Well for some employees they may not have thought about taking any days off until you made your announcement.  Check to be sure that not everyone is going to be out the same day or close together before approaching a boss or if you are the one who approves days off. 

While you are out...

3.  Some employees plan to do nothing.

Everyday is a party for some workers.  They are talking, laughing and having parties while the cat is away.  Meanwhile, the work falls behind while some workers act as if they can't do anything unless the boss is present.  "Sorry, my boss is out...I can't help you with that the manager is on vacation...Can't we wait until my boss comes back?"  Make plans to discipline this sort of behavior before you leave for vacation.  Do employees need to be reminded of policies like dress code, how to handle customer service issues, deadlines, approval protocol, etc.?

4.  Some will snoop around or even steal.

An open office, unlocked drawer, or personal briefcase left in an office will give some workers the idea to "check up" on some things.  Better lock up and take important things with you.  Set an office camera or trap for those you don't trust.

5.  Break the rules.

"Well the handbook says..." you tell them. You know some employees will not play by the book whether in your presence or out of your presence.  Be prepared to enforce the rules before you leave, while you are gone (appoint someone to watch your staff), and upon your return.  Rule-breakers will teach others to break the rules and before long you will have a bitter group awaiting your return demanding change or wanting your job.

When you return...

6.  Come in late, take long lunches, leave early.

Old habits die hard, so if an employee has become accustomed to coming in late, taking a long lunch, and leaving early while you are gone, he or she will do it on and off at least the first week you return.  "No wonder the work wasn't been getting done," you will think.  Enlist the help of someone to watch the time your employees come and go.

7.  Lie about work.

Be prepared for the one who will come up with excuses as to why something is not done from blaming others to covering up mistakes.  People lie when they don't know what to say when questioned about things like: tasks completed, number count, where they were when a package arrived, why a document wasn't turned in, a phone call wasn't returned, etc.

Now that you have seven concerns that just might need to be addressed before you leave, have a great time off!

Nicholl McGuire

How to Answer: Why Are You Looking For A New Job? or Why Do You Want to ...

Can You Trust Your Leadership, Co-workers with a Secret?

When trouble arises in a workplace between leadership and staff or amongst workers, there should be someone you can trust with your thoughts, observations, and other confidential information.  However, far too often loose lips sink ships.  How do you know that a co-worker can and will keep your story secret?  The truth is that you really can't know for sure, this is why you must guard your tongue.

Secrets may not come out tomorrow, next week, or next month, but years from now the word may get out what you really thought of a boss or co-worker long after you left the company.  The chances that you will have an open door back into the establishment after a negative statement has been said is not very good.  There are ways to determine whether someone might value what you say and keep it under his or her hat, at least for a time.  Depending on who you talk to and how you say what you know will keep things hush, hush hopefully until you have no need of that income source.

1.  Notice how the leader or worker interacts with others.  Does this person appear to be all-too-anxious to hear others' news and react to it?  If so, you don't need to share any confidential information with this person unless you are ready to do something about what you know.
2.  Does he or she frequently tell you and other workers everything that is going on in the office without ever giving any personal details or thoughts?  Chances are this person is guarded with his or her information, because they want to receive information from you to take back to someone else.
3.  Are you typically nervous when this person comes around or worry about what he or she might tell others about you?  If so, your gut feeling is giving you a clear indication to watch your mouth.
4.  Do you feel disappointed when little things you say to someone turn into bigger things when the story comes back to you?  If this has happened in the past, it will happen again, so don't share any secrets with a known exaggerator and/or liar.
5.  Do you find yourself worried that you might be the next person on the front page news, because of an office gossip?  If this is a concern of yours, do damage control.  Begin to speak positively about everyone.  Do nice things for leadership and staff.  Offer to help with tasks without someone asking you for your assistance.  Build up your reputation and give no one any excuse to say terrible things about you. 

If an individual causes you unnecessary stress over what he or she might say, or you find yourself worrying about the individual after you have spoken to him or her about an issue, it is safe to say that you must be careful talking to this person.  He or she might be in contact with you hopefully to obtain information from you, use you for his or her personal projects, or for some other reason. 

When speaking to leadership and staff about confidential information, be sure you are not giving any details away that could potentially put your job at risk.  Be vague, but clear.  Watch your facial expressions and mannerisms when speaking.  Avoid joking, smiling, and laughing about serious matters.  Keep personal opinion or assumption out of conversation when there are no facts to back up what you are saying.  Don't divulge information to those who leadership and workers have complained about in the past.  Keep in mind trouble-makers look to find any details to use against those who have reported them.  Lazy or tardy types will not hesitate to find fault with those who do well at work.  Jealous or mentally disturbed workers don't think twice about blurting out sensitive information.  Those who feel threatened by good leaders and workers will find ways to use what they know to get others laid off or terminated.

Consider whether what you are pondering about sharing with others is really worth mentioning and think about what might happen as a result of what you tell your employer or employees in the future.  Take some time to write down your thoughts and read them back, then destroy your notes if you have reached the conclusion you don't want to say anything to anyone about what you know or think you might know. 

Nicholl McGuire

Time Management - Plan, Prioritize, And Organize Your Time More Efficiently

Time Management - Plan, Prioritize, And Organize Your Time More Efficiently

Alternate Work Schedules Featuring CSLEA Legal Counsel Andrea Perez