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Original poster

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

463 replies

Junestepe · 15/05/2024 21:11

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

OP posts:
RickyGervaislovesdogs · 15/05/2024 21:29

leaflywren · 15/05/2024 21:27

when will companies remember humans are humans and not bloody robots. This person is a solid great worker normally. Cut the good working staff a little slack, apply trust, flexibility and some understanding during the difficult times and they will repay you many times over in loyalty and hard work. It really is true. Do the opposite with a hardline culture and you will have a high staff turnover where all the staff hate you and things are much harder all round.

Show quote history

^This.
Have they not realised they’ve sent this message to you in error? I’d be mortified!

If they’re good, solid worker then I’d say, was this meant for me?! Presume you intend to make up any lost time over the week- thanks.

afrikat · 15/05/2024 21:30

chocolateisavegetable · 15/05/2024 21:28

You could reply asking if he’d like to use half a day’s annual leave for today

I really like this

LordSnot · 15/05/2024 21:31

Unless he was my direct report, I'd do nothing.

Pixilicious1 · 15/05/2024 21:32

What @TeaMistress said. If you don’t follow process this could backfire on you.

msmatcha · 15/05/2024 21:33

crenellations · 15/05/2024 21:22

"Oops teehee I'll pretend I didn't see that" is sending the message that it doesn't really matter whether you're skiving or lying when you're trusted to work at home, though.
I would have a polite 1 to 1 meeting to say obviously you know what happened and reiterate that you expect if you're wfh to be working, and to be honest about meeting attendance etc.
I wouldn't take it further but it will hopefully show you're not a pushover and some standards exist.

This is the way forward here.

Slalomsfathoms · 15/05/2024 21:35

How do you send a voice note via teams (asking in case I sent something I shouldn’t)😳

Kesio · 15/05/2024 21:37

"I don't think this message was meant for me. Would you please make up the time from today and ensure that this incident is not repeated"

MissingMoominMamma · 15/05/2024 21:39

afrikat · 15/05/2024 21:30

I really like this

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I do too.

eurochick · 15/05/2024 21:46

I'd probably message, "I don't think this was meant for me...." and wait for the panicked apology. At which point I'd say something like "you get to do this once. No repeats please".

Calyx72 · 15/05/2024 21:48

TakeOnFlea · 15/05/2024 21:14

He'll deffo go a bit rouge when he realises his error Blush

Grin

That's made me laugh out loud for real GrinGrin

(I agree with the person who said make it official with a warning or else the offender will take the piss from now on)

MaggieFS · 15/05/2024 21:49

I'm not 100% clear if you're their manager. If you are, you can't just pass if off with a "don't think this was meant for me". Have a word, assuming it was a one off and on the basis that you expect staff to be working properly. It's not acceptable but as a one off it doesn't need to go further.

Hopefully that will do the trick even if there has been previous.

Then CYA by email in it to HR.

Calyx72 · 15/05/2024 21:50

chocolateisavegetable · 15/05/2024 21:28

You could reply asking if he’d like to use half a day’s annual leave for today

Agree with this

PineappleTime · 15/05/2024 21:50

Remmy123 · 15/05/2024 21:24

Why do you need to do anything just ignore it and get on with your life

Did you miss that she's his manager?!

DirtyCheeseBurger · 15/05/2024 21:51

Id just let it go but say to them please don't let this happen again or I will have to take some sort of action

DBSFstupid · 15/05/2024 21:51

Bunnyannesummers · 15/05/2024 21:14

’employee is a solid performer’

then just leave them alone and let it go

This.

DBSFstupid · 15/05/2024 21:52

TeaMistress · 15/05/2024 21:14

You need to involve HR and follow appropriate disciplinary processes. What you describe is gross misconduct. I know you may not want to but if you let this behaviour go unchallenged then the member of staff will think they can walk over you and get away with doing this again. You will never be able to trust them again.

Oh FFS.

DBSFstupid · 15/05/2024 21:55

TeaMistress · 15/05/2024 21:24

Not at all an overreaction. This would be grounds for disciplinary process where I work.

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Yes. It is an overreaction.
What a misery.

IDontKnowMargot · 15/05/2024 21:56

eurochick · 15/05/2024 21:46

I'd probably message, "I don't think this was meant for me...." and wait for the panicked apology. At which point I'd say something like "you get to do this once. No repeats please".

This seems like a sensible approach to me. Giving them grace but a sharp reminder it won't fly.

SallyWD · 15/05/2024 21:57

As long as it's a one off, I'd completely ignore it.

MidnightPatrol · 15/05/2024 21:57

“I don’t think that was meant for me”

And then no further action.

They will be kicking themselves, learn their lesson, and know you’re on the lookout in future.

Don’t involve HR for gods sake - this is a minor indiscretion IMO.

My junior employees occasionally have days off for.. dubious reasons… and I always turn a blind eye because… well, we have all been there.

DrJonesIpresume · 15/05/2024 21:57

First reply has it.

mdinbc · 15/05/2024 21:58

If you are their direct manager, I wouldn't ignore it. I would ask if it was meant for you, and assuming not, give a small lecture on workplace expectations. I would also volunteer them to head up the next social or charity event.

I wouldn't go full mean-boss on them, since they are otherwise a good employee. We all screw up.

BitOutOfPractice · 15/05/2024 22:02

I’d phone him and say you’ve heard it, you’re deleting it but this will be the very last time you’ll turn a blind eye and to step the fuck up (or words do that effect).

Here4thechocs · 15/05/2024 22:03

Bunnyannesummers · 15/05/2024 21:14

’employee is a solid performer’

then just leave them alone and let it go

Exactly this. Everyone is allowed a moment or two of idiocy. Not sure what OP plans on doing, really. I would just reply to him saying “ think you sent this to the wrong person “ and leave it there. Anything else is being vindictive.

Here4thechocs · 15/05/2024 22:04

TeaMistress · 15/05/2024 21:14

You need to involve HR and follow appropriate disciplinary processes. What you describe is gross misconduct. I know you may not want to but if you let this behaviour go unchallenged then the member of staff will think they can walk over you and get away with doing this again. You will never be able to trust them again.

Wow. Did anyone die as a result ? Was he driving a train full of passengers, or an ambulance, blue lighted ?
c’mon 🤦‍♀️