WWYD: Team member accidently sent me a...mail

[Junestepe]

WWYD: Employee accidently sent me voice note via TEAMs outlining how they were hungover in work today. They were supposedly WFH and didnt attend team meetings were uncontactable for large parts of the day, they provided excuses BUT they just accidently sent me a voice note meant for a friend detailing their hangover and elaborate cover story for not attending meetings/not working today!!!

Employee is senior, established team member who can go rouge from time time but over all is a solid performer.

WWYD: How do I handle this? Person works full time remote. I don't want to fire them...don't want to involve HR..but I want deal with this appropriately and send the correct message so the incident is never repeated. I'm a new manager so your advice appreciated! Thank you

i think this strikes the right balance. Could also suggest they take annual leave.

No. If you can't make a decision on your own merits should you be managing the team?

I couldn't get worked up about this as a manager of an otherwise excellent employee.

I'd perhaps remind him he needs to be careful about use of internal communications, but a "I don't think this was meant for me" would be enough to let them know I knew and think again...

@MaggieFS I think this is good advice

A manager can't (be seen to) condone a member of their team not working / avoiding meetings due to hangover

Agree. If he’s usually a reliable team worker I’d let this slide as a once off.

You can definitely address this in a reasonably sympathetic but firm manner.
He should know that you know he was pulling a fast one and are not impressed. You do not expect this sort of behaviour from him again.

You value him as an employee but you value honesty more.

Well of course that would make a huge difference but if his job is not life or death then the knowledge he’s been found out should be mortifying enough for him to think twice before doing it again.

I guess it depends on your company culture but I wouldn't be too heavy handed. I wouldn't let it go unnoticed either but I certainly wouldn't start formal processes or look to be overly punitive.

A simple 'did you mean to send this to me?' will be the best course of action. Then see how they respond. If they try and lie further I would probably be more stern in my response but if they put their hands up and admit the truth then I'd say it happens this time but not again or else next time it will be a warning.

Not condoning the behaviour of the person but it certainly brings out the Jobsworths R Us brigade.

I'd tell them I'd heard the voice note and not only should they be a bit more careful who they send message to in future, but care should be taken that this wasn't repeated.

Then I'd leave it there. If they're a good performer, they're senior and it's only the occasional breach, there's nothing to gain from making a big thing about it.

I worked with someone who turned up at work hungover to the hilt, having got horrifically drunk the night before. They were sent home from work and given the day off, on the understanding that this wasn't to be repeated. It didn't happen again and the company retained a good member of staff.

Situations like this highlight who can manage people and who can't.

I would thank them for the voice message and tell them that you are assuming that they are taking a sick day and will inform HR. Adding that you how it will not happen again.

It would have been much simpler if they had phoned in sick rather than trying to cover up and being unavailable.

You have made the decision for them without making a big deal. They are unlikely to argue if they are aware you have listened to the
message. You have established that you are their manager but are capable of resolving a situation.

The problem with remote/WFH is that you can effectively have a sicky without losing a days pay. I had a zero tolerance to Mondays off sick after a weekend. One senior member of staff was a frequent offender, she had a problem with alcohol which she admitted to. She was t-total most of the time but occasionally fell off the wagon. It was better all round if she had a day off rather than came into work. 90% of the time she was a good worker however she left after falling off the wagon for several months. Her work colleagues were covering for her but eventually they stopped and she had no excuses.

I would also keep a close eye on their patterns of behaviour. It’s very easy to hide alcoholism when working remotely.

I would completely ignore it unless it is part of a wider pattern. I'm a senior professional and as a junior I've skived for a hangover more than once, as long as no-one was placed in danger or severe difficulty as a result. Just let it go for goodness sake! I didn't become an irresponsible person when I got to a senior position, and I think I am much more compassionate to my colleagues than some people on this thread seem to be, which in turn leads to better working conditions. (I hope however that their elaborate excuse was not like my XH's who reported that the cat was in a coma when he had a stupendous hangover!).

I'm assuming you're not a manager. As a manager I ask for advice when other people's perspectives help me make a better decision. I see that as a strength not a weakness.

Reply "was this meant for me?"

Then leave it!

I don't think they'd ever do it again as the not knowing what you will do will be excruciating for them!

I'd speak to the employee about it, let them know about the voice note but I wouldn't take it to HR or anything if they are an otherwise good employee.

Just make him take the day as a day's holiday.

god please dont go to HR how ridiculous

In my workplace the employee's behavior would be worst case for a one off , cause for a verbal warning from HR , not for the hangover , for the not calling in sick if unable to function at all , the going missing and the elaborate lying - and a note on their file for 3 months, then if they did it or similar again a written warning they would also probably have to be monitored more if working from home. But if it was found out a manager knew and did nothing bar 'is this sent to me in error' type reply, didn't take remedial action and address it with the person, or didn't stick to procedures, they would have more serious consequences, you mention you are a new manager so you might get away with it but i wouldn't be sure, so i would advise you do more than simply indicate you will be turning a blind eye to this form of behavior, which is essentially what you would be indicating if you just say - was this meant for me.

If it's one off and nor.alky they perform well ask yourself is it worth the aggro of the hr drama that will ensue if you take a formal approach. ?
I'd let them know I've got the message i.e. in a managerial tone " was this meant for me message?" And let it go. They know you know and next time they'd best be on better behaviour. Itl produce a better outcome all around. He'll be glad u didn't report him and prob be alot more careful re work etc

A good performer? I'd give him the heads up I was aware. Let him know it's fine if he needs to take an emergency days holiday in future, but that won't be happening again eh? And leave it there.

Managed right you can establish some respect and boundaries, but no need to alienate a good performer.

Or you can go massively OOT like people are suggested and make that your first impression.

Basically yes. This is why WFH has been on the whole scrapped.

This isn’t the man’s first offence, he’s gone rogue before.

We all have times when we’ve been hungover at work but most of us are sensible enough to lay low, do our work and don’t do this too often.

One of my colleagues years ago who was our PR/marketing person called in sick with a hangover but our office manager made her come into the office at lunchtime to work.

I think the thing here is:

Sending voice note to OP, mistake or on purpose? Maybe he thought as she’s new she’d ignore it or it’s “funny”.

He’s lying and should’ve taken a day off. Or he should just cover his back and learn to lie better.

It’s worrying as he’s senior so should be setting a better example.

Trust issues here.

I get why so many are defending him but if he goes rogue a lot (but then makes up for it with excellent work) then OP as his manager and/or her superiors might need to monitor this. Probably highly unlikely he has a drink problem but you never know.

This. I would also expect him to take a day's annual leave or work extra hours this week to cover the shortfall.

Ask if it was meant for you, and then make a thinly veiled attempt at blackmail...