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AIBU?

Share your dilemmas and get honest opinions from other Mumsnetters.

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Original poster

Was I being underhanded with new colleague?

46 replies

WorkplaceLlama · 14/04/2021 11:34

I have been covering a post whilst we were waiting for a replacement. I’m experienced in this post but it’s not one I enjoy, so opted to help out rather than apply. I have been doing this role and my substantive post meaning I’m often working until 8pm. It’s a very fast paced role with lots of elements including reporting, admin, policies, management and acting in a senior advisory position.

New colleague (internal placement) started a few weeks ago. I handed over some data reporting to them. It’s a time consuming job, but if you are only doing that and not the other duties (which they are not right now), you can do a month’s worth of data in a day. There was a month and a half to catch up on. Colleague has been working on this for 3 weeks.

Two weeks ago an external client asked for data due next week. I told colleague it was a priority. Then last week the HoS asked how quickly we could send a report. Considering two of us could work on it, I said Monday and told new colleague. I helped them out and did half a month’s worth in between other jobs. Meanwhile my manager spoke to HoS and pushed the deadline back. I didn’t know until new colleague mentioned it to me, so feel like I’ve wasted my time helping but fine. I checked the report before logging off on Friday - they had managed HALF AN ENTRY whilst I’d been doing half a month. I asked colleague if they were struggling or was there anything they didn’t understand. No, all fine (and judging by some of the previous entries from the past few weeks they do seem to get it).

I am on leave this week so did a handover to manager and said new colleague may be struggling so I’d suggest just checking in and see if they need any help.

Another colleague today told me today new colleague is STILL working on the stats because they didn’t know x needed adding. I told them on the handover. The colleague also asked me if x needed to be included via teams chat last week to which I replied yes (it’s also glaringly obvious as it’s mentioned in all of the previous reports including the bits I did to help out). So I checked emails today just in case. I have an email from the external client to ask if they can have the report. I replied copying in new colleague and manager. introducing new colleague and that they are aware and will get back to them today with when they will get it done by. I admit it was passive aggressive but I am really concerned that when non of these deadlines are met, I’ll be the one to blame. I don’t trust this new colleague to not turn round and say they didn’t know. I also don’t trust my manager not to scapegoat me as she is defensive about her choices of appointment.

I am seriously concerned about the lack of work they’re doing and when it comes to light, I’ll be the one to blame. I am also considering emailing HoS just to confirm the conversations I’ve had with new colleague about the deadline to cover myself but not sure how without being petty.

Was that an underhanded way to deal with external client and would I be going too far to email HoS?

OP posts:

Original poster

WorkplaceLlama · 14/04/2021 11:35

Sorry, I did not mean for that to be that long but I know we all hate a drip feed.

OP posts:

l2b2 · 14/04/2021 11:39

I don't think it's underhanded at all. I think it comes across that you're extremely conscientious, after all you're on annual leave this week and don't have to check any emails.
It was the most efficient way to deal with the client's enquiry to cc the other 2 colleagues in, during your leave.

TheFourOhFour · 14/04/2021 11:39

No, I think you've been more than reasonable.

(I would have said the new colleague clearly needed further training or something if they're struggling, but you seem quite clear they understand what needs doing, they're just slow?)

Would it help everyone if you sat down with them and did a sample day of the material, so they see how you do it (and how quickly)?

smudgemylife · 14/04/2021 11:41

Doesn't seem underhand but I don't understand why you haven't raised the concerns directly with your manager?
'new colleague is taking much too long to process this information, even with allowances for them being new to the process. They have declined offers for further training from me so I am unsure how you would like me to proceed, can you advise?'

VimFuego101 · 14/04/2021 11:42

I think what you did was perfectly reasonable. You're not new colleague's manager, so their actual manager needs to stay on top of this and make sure the work gets done.

Tippytaps · 14/04/2021 11:42

New jobs take time to learn. You are quick because you know the process so well, the new person will get there but it takes time. You are adding politics and unnecessary pressure, which will hinder their learning.

If their manager is happy with progress then there is no problem.

Aprilx · 14/04/2021 11:42

I think it was underhand and also unprofessional. You need to keep your internal deadline meeting challenges internal, you have put everyone in an awkward situation and to the client you will simply look like you are palming it off.

Aprilx · 14/04/2021 11:43

by your I mean your orgsnisation’s not your personal deadlines.

BrightYellowDaffodil · 14/04/2021 11:47

I think you're right to protect yourself - you've highlighted that the new colleague just isn't getting on with things so no-one can say you kept that information to yourself. I would also contact the HoS (Head of School?) to express a concern, partly to cover my own arse and show that it's not my fault, and partly to flag up that this new person seems inept/lazy/whatever.

Jokie · 14/04/2021 11:49

Not at all. I'd firmly be in cover my arse territory right now. I'd be documenting everything you've done during the handover and additional stuff you've done to help

SnuggyBuggy · 14/04/2021 11:52

Who is actually responsible for training and supervising this person? Are you more involved than you need to be now?

Original poster

WorkplaceLlama · 14/04/2021 11:54

HoS - head of service.

I have spoken to my manager, but I’ve tried to do it in such a way without coming across as petty. So I said I’ve done y amount of the reporting, new colleague has been working on the rest but I’m concerned that there are still gaps from the previous month and they’ve not added anything new from this month. But our joint manager is not the best as dealing with problems directly and is more likely to just pick up the work than actually manage. She’s busy and won’t have time so I think I’ll be put in the firing line.

But I really don’t have any more time to deal with it. I spent 8 hours on the first two days over teams going through it and watching colleague do it. I’ve also had 3 hourly catch ups per week with them. But I have my own projects and deadlines from HoS, plus I’m still doing the specialist side of the role as I know that will take time to acquire the knowledge, on top of management duties, so I can’t cover new colleague too, especially when they really only have one job right now.

OP posts:

Original poster

WorkplaceLlama · 14/04/2021 11:57

@SnuggyBuggy

Who is actually responsible for training and supervising this person? Are you more involved than you need to be now?

I am supposed to hand over and manager should be offering support and additional training. I am completely burnt out right now (hence having some time off). I’ve been working 60+ hours over evenings and weekends but only contracted for 30. I can’t do much more than I am and I really shouldn’t be involved anymore - especially if manager and new colleague are having calls separately changing deadlines without telling me.

OP posts:

SnuggyBuggy · 14/04/2021 12:00

I'd just do a detailed, arse covering hand over and leave it to your manager. I think new starters sometimes need to be left to get on with it, make mistakes and learn. I've seen colleagues who won't let go and the new starter takes a lot longer to get to grips because they are never trusted to actually do all their tasks.

Mellonsprite · 14/04/2021 12:00

Are you documenting what you are handing over snd how the training has been given? It really should be for the new recruits manager to oversee the training. It sounds like you are still doing 2 roles.
I would have probably kept the email internal and asked the manager to deal with the response to the client.

l2b2 · 14/04/2021 12:02

especially if manager and new colleague are having calls separately changing deadlines without telling me

You quite clearly state this in your initial post too, so I can't understand @Aprilx post at all; it would seem they lack reading comprehension or are taking the opportunity to have a pop at you.

Bluntness100 · 14/04/2021 12:02

I think I’d have forwarded it to the colleague and manager and said would you like to respond and confirm or would you like me to. I’d not have done it quite like you did to be honest.

billy1966 · 14/04/2021 12:03

OP,
I think you need to cover your back in a factual way.

If you think you could be scapegoated, why wouldn't you?

ForTheLoveOfWine · 14/04/2021 12:04

Why don’t you just speak to your manager and ask when you can stop doing the extra work because it’s not sustainable.
I find with most places the more you do the more is expected so I would be making it clear it can’t carry on. New colleague can confirm they don’t require any further support job done

Original poster

WorkplaceLlama · 14/04/2021 12:10

@billy1966

OP, I think you need to cover your back in a factual way.

If you think you could be scapegoated, why wouldn't you?

I’ve worked in this team a very long time. Manager is very quick to pass the buck when something hasn’t been done. She is very protective of new colleague - understandable: new colleague seems really nice, good humoured and fun. But similar things have happened before where manager has appointed someone she likes personally and will blame others if their work isn’t being done. We had a situation a few years ago where a new member of staff went on to date manager’s son. New staff member couldn’t do anything wrong, until the relationship between son ended and then she was blamed for absolutely everything. It was a complete disaster.

I just wish I’d never volunteered to help. I didn’t want this role but I was trying to support the team and I’m kicking myself now.

OP posts:

ThumbWitchesAbroad · 14/04/2021 12:13

I think you did the right thing, in all honesty.

Now hopefully the client will email new colleague and manager separately, and they will have to respond and tell them when the work will be done.
Absolutely no need for it to keep coming through you, what a waste of everyone's time that would be.

You've given the client the correct contact for the information they require.

Original poster

WorkplaceLlama · 14/04/2021 12:14

@ForTheLoveOfWine

Why don’t you just speak to your manager and ask when you can stop doing the extra work because it’s not sustainable. I find with most places the more you do the more is expected so I would be making it clear it can’t carry on. New colleague can confirm they don’t require any further support job done

I have considered that, and I think I will. I’m pretty bad at boundaries (I’m actually having counselling for it now), but I am going to do an email bullet-pointing the bits we’ve covered, that I’m happy to help if colleague has questions but otherwise it’s over to them now. I think the only way I can back out of this is to be firm that it no longer my role.

OP posts:

randomlyLostInWales · 14/04/2021 12:16

Why don’t you just speak to your manager and ask when you can stop doing the extra work because it’s not sustainable.

Do this maybe with HoS CC in.

Icantchangemyusername · 14/04/2021 12:16

Why are you doing two roles and working 60 weeks when you're only contracted for 30.

When ever I've done training/hand overs for new staff I've done written instructions or produced work flows which I've then given to the new person. At least that way they can't say they didn't know.

LemonSwan · 14/04/2021 12:17

Tbh I think 3 weeks is a long time to be doing something full time and not get the hang of it.

Do you think it is a case of mental fatigue causing slow down - I used to do large amounts of data entry and I could get the same amount done in an hour broken up as I did in 2 or 3 when working on it full time because your mind just boggles after a while, and you have to triple check everything.

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