Colleague who won’t retire but also won’t train

[Putthepanback]

WWYD?

She’s got markedly slower over the last few years (think taking 3 seconds to press each button on the phone when dialling a number kind of thing). We spoken in very casual conversation about retirement and she is very much of the “oooo I’d have nothing to do with my time” school of thought.

We are having a big problem now though as our software is all being changed and we are retraining on the new stuff over the next few weeks.

She got very flustered in the training this morning and left after an hour as she said the trainer was going too fast. We’ve made arrangements for her to have 1 on 1 training instead. She is completely adverse to any kind of change at all. Very negative and “oh it won’t work it works fine now”.

I have to admit I snapped at her today because she’d spent all morning complaining how busy she was but wouldn’t accept any help. I really needed some figures by 3pm which I asked her for this morning. It was easily a 10 minute job for any other member of staff. At 2.30 I walked past and she had only just started. At 2.50 I realised she was counting them up (the columns) with her finger on the spreadsheet and then doing the sums on paper. I very gently said “oh x did you know if you just grab that little cross and drag it across you can add them like this”

She snapped back at me that she knows what she’s doing and she still had 10 minutes.

I had to leave the room before I snapped back at her. She’s been on excel training at least 3 times but just doesn’t retain the info.

What the hell do you do in this situation?! I’m not her manager, just one step above her and they are loathe to do anything and just whisper that she’ll have to retire soon surely! But from what she says she has no intention of going anywhere

[Sleepingboy]

Why did you let her leave the training? You should have said no, the trainers are here now and they won't be coming back.

If she doesn't understand she can't do the job therefore you can manage her out.

[Aridane]

Does your company have any kind of contract system in which people over a certain age have to have their contracts renewed yearly?

Perhaps along with their policy of providing that women leave the Compton getting pregnant

[BlodwynBludd]

Definitely compile a non biased piece of evidence for her boss of her incompetence. This will enable her manager to performance manage her.

[Aridane]

It’s for the OP to raise with OP’s manager in relation to the impact the Old Lady’s substandard work is having on her. Not for OP to go to Old Lady’s manager!

[ThomasRichard]

We have a lady at work like this. She has lots of odd habits and vaguely wanders around talking to herself quite a bit but her line managers won’t do anything. She works in a completely different area so it doesn’t affect me but it’s frustrating for her colleagues. No advice other than what AllFourOfThem said.

[RebootYourEngine]

This would irritate me. I would raise a complaint with your manager because this will affect your work.

[Heatherjayne1972]

This sort of situation will get more and more common as people get to retirement age without any kind of pension
I have worked with people in that position who cheerfully say that they ‘can’t leave as they’ve got no pension ‘
It’s tricky but ultimately it’s the managers issue

[DropZoneOne]

Performance management, it's the only way unfortunately, especially if she's not recognising her own shortfalls.

[IrenetheQuaint]

It depends on the culture of the organisation, but where I work it would be 100% normal and the right process for OP to speak to Old Lady's manager directly, and probably send the manager some written feedback on Old Lady, explaining why the situation has caused problems for the organisation's work.

[ZenNudist]

I think you need to a) tell the manager and b) stop picking up the slack. Until there are consequences there will be no action. If you are unable to do your job because she wont do her job then HR need to be aware.

Its classic pretend incompetence so you don't have to do anything.

[goodwinter]

It’s for the OP to raise with OP’s manager in relation to the impact the Old Lady’s substandard work is having on her. Not for OP to go to Old Lady’s manager!

This! OP, keep these kind of things going "straight up" i.e. your own boss. Let them sort it out at their level.

[BernadetteRostankowskiWolowitz]

Do you have supervisory or line management duty of her? If not, go directly to whoever does and ask them to delegate directly to her as you are unable to due to her lack of capacity to complete her tasks.

[SmellMySmellbow]

Do you reckon she'll be able to use the software even after 1:1 training, given she can't use excel after three courses? Is that a major part of the job? Ie if she can't use it will she still be able to muddle along, or will it become apparent to your bosses that things are not sustainable?

[Cohle]

I appreciate this is a frustrating situation but I think you need to bear in mind the benefits to you of working somewhere with such a supportive atmosphere.

You're not her manager and snapping at her isn't constructive. Management are clearly aware of the issue and reluctant to do anything about it. I'd let it go - and reflect on the fact that you probably have a very secure job who will be supportive should you encounter any issues yourself in the future.

[ControversialFerret]

This needs to be addressed via capability and performance management, in conjunction with your firm's HR team.

If she's not meeting the requirements of the job then this needs to be made clear to her. Giving her that clarity may mean that she is willing to seriously consider more suitable roles that come up, which will allow her to carry on working but be a better fit for her skill set.

[katseyes7]

l agree with PP as an ex manager - this is a capability issue. lf she can't/won't do the training, she can't do the job. lt's not fair on the rest of the team, they're carrying her. This needs to be escalated to a higher managerial level - make sure you have all your ducks in a row, document everything, and make a list of bullet points. Write a comprehensive report outlining the circumstances.
Make it very plain that she walked out of the training (the other people on the course can corrobate that) and that it appears that extra one to one training is required. Document everything, including the fact that she appears to be struggling with spreadsheets. lnclude dates and times.
lt's a shame, but if she can't do the job, you need someone who can. Give her every opportunity to do the training, but keep a precise progress record. Then take it further if you need to.

[GummyGoddess]

If she isn't going to get the training then you don't need to do anything, she's going to fail all on her own very shortly. No complaints needed.

[GummyGoddess]

Forgot to add, I wouldn't make a complaint because I've seen many times that people retire and then seem to lose their purpose in life and die shortly after. I would feel quite bad even though it wasn't directly my fault.

[ButtercupGirI]

I feel sorry for her, brain don't work as efficient at old age hence learning new skill will be a struggle. Memorising processes and instructions is a huge effort. May be she is pretending everything is fine to avoid looking stupid?

May be she needs the money so can't retire?

It's difficult, companies should support older workers and keep them in employment but not everyone can afford this.

[MrsPear]

Stop picking up her slack. So you needed these figures - why did you have to gateway? I would have sent her email with everyone else included saying please sent figures to the people direct. Any problems redirect the people to her. Do this with every task. She will then have to step up or management will have to do something.

Ps I had this problem with someone - except she was in her 30s so it’s not necessarily age related.

[footballmum]

Of course you can do something-performance manage her! Age discrimination is a double edged sword. Whilst you can’t force her to retire you’re entitled to expect the same level of performance and engage for her as all your other workers.if she were 20 years younger you wouldn’t tolerate it and you don’t have to from her.

[ginginchinchin]

How old is she OP? You said past retirement so is she 65? 70? Over that?

[AvonCallingBarksdale]

This is a competency issue. She’s had training needs identified and has to buy into that. Keep a paper trail of everything and refer upwards.

[Beemail1]

Also wondering how old. Thinking late 60s youngest as no state pension for women until 66 earliest now. Agree these problems will become increasingly common as we feel the effect of raised pension age.

[0blio]

This sort of situation will get more and more common as people get to retirement age without any kind of pension

What a load of ageist nonsense!

Most people I know in their sixties have been using computers at work for many years and are the ones that younger colleagues go to for training and guidance.

OP, speak to your manager, this is not an age issue, it's a competence one.