Aibu to approach manager about colleagues productivity

[Lostandlittle]

I work as a team and work on a rota.

Productivity is low (on a sliding scale) for certain colleagues.

I’ve asked to move because they talk too much and also I can’t concentrate. Plus some colleagues are on their phones constantly. I’ve been moved which is great.

It’s not in my head that colleagues aren’t doing as much work. Ive done a quick report and saw Y colleague has raised 1/3 of the jobs that me and X have raised. We accept incoming calls (we aren’t a call centre), have an inbox we manage and raise jobs for colleagues.

I’ve been self employed for many years. This job is £24k so somewhat entry level job.

Management have made a big rota change recently and I’ve never had a 121. So I’m hoping they are aware of the issues and making changes that way.

Got my 121 next week.

I don’t think you need to worry if you’ve moved roles now? Let your manager manage.

How long have you been there? I would not be presenting a report to management to say how unproductive other colleagues are if you’ve also just been moved - concentrate on yourself and your own performance, not theirs.

Yeah, you can't snitch on your colleagues for this.

I'd also like to know how long have you been there. Are you looking at staying in this job?

If you've been moved then surely your problem has now been solved?

Stay in your Lane, this just makes you look spiteful

You’ve posted similar in Employment too with one quite critical difference - you’re saying there that you have to pick up their work as well as your own the next week.

If your overall workload is increased so that you’re forced to work beyond your hours - raise it.

If you just want to gripe about lazy colleagues, don’t.

Did you have a thread under a different name? I remember one complaining about lazy colleagues and no 121.

If that’s you, honestly given how desperate you’ve been for this 121 and how shit you think your management team is, I wouldn’t waste it complaining about others - focus on yourself instead.

I’ve moved seats, not roles.

They have made the change in the rota which will change our working style. So I guess that’s good.

I think I just want a moan about how I feel like nothing gets done for the 3 weeks before I get the task, I work really hard to get it completed and the cycled started again.

Anyway yes I’ll keep my mouth shut.

If there’s an issue that’s causing your job to be impacted, then raise it.

If it’s that you complete 3x as much work as your colleagues, zip it (unless you are asking for a promotion or pay rise where pointing out productivity might be helpful).

@NoSquirrels

If there’s an issue that’s causing your job to be impacted, then raise it.

If it’s that you complete 3x as much work as your colleagues, zip it (unless you are asking for a promotion or pay rise where pointing out productivity might be helpful).

Yes.

I don’t know how to word it?

Can you ask for a 1-1

@Thehop

Can you ask for a 1-1

Read the last line of the OP! This is why she started the thread!

I used to work with someone who completed their work much faster than anyone else - it turned out she was doing it wrong.

They don't pay you to manage or lead the team and may not appreciate you behaving otherwise.There's the added issue that your colleagues may not appreciate your telling tales on them.

I used to be the person completing it much faster - actually several times, where the job was very specific task driven.

One was temping on an assembly line, the other was very small scale call centre. For the latter, we’d have our handwritten call logs piling up next to us all day - every fall resulted in one authorisation number, hand written in the log. Of 8 people, it was a standing joke that some days I’d turn the page (20 entries) before someone else had answered a call.

I liked to be busy, it made my day go much faster. Whether I did 70 calls and the person sat next to me did 10 made no difference to how long I worked or what I got paid. It made a difference to how quickly my day went, how much I enjoyed the job, and - though righteousness doesn’t always bring reward! - it did improve my career prospects over theirs. At least based on the role I was offered in that company at that time.

@SaskiaRembrandt

I used to work with someone who completed their work much faster than anyone else - it turned out she was doing it wrong.

I’m 100% not doing the task wrong. It was a task I did for 18 months before I moved teams and the task has come back to this team. I did 200 in a four day week - colleague did 6 in a 5 day week. This colleague also comes to work an hour early every day, so how they don’t have time to do this task I don’t know..,, oh wait I do because they are constantly on their phone

@Griselda1

They don't pay you to manage or lead the team and may not appreciate you behaving otherwise.There's the added issue that your colleagues may not appreciate your telling tales on them.

That I’m also conscious of.

I also don’t appreciate task building up for me either. Plus when people aren’t doing them correctly I approach my line manager instead of them.

For example we have to process B for as management reporting happens at the start of the week.

Of the past three weeks this task hasn’t been changed in a timely manner, and as such the stats are now 3 weeks out of date…..

Which is not your problem. 🤷🏻‍♀️

You’re definitely the same poster as before.
You’ve waiting this long for the 1:1 that you so desperately wanted - why waste limited time complaining about other people and pissing off your manager by telling them how to do their job?

Because I promise you this - bad managers are the ones least likely to take kindly to constructive feedback.

Work out what you want next from this company, and spend your time talking to them about that.

@Cocomarine

Which is not your problem. 🤷🏻‍♀️

You’re definitely the same poster as before.
You’ve waiting this long for the 1:1 that you so desperately wanted - why waste limited time complaining about other people and pissing off your manager by telling them how to do their job?

Because I promise you this - bad managers are the ones least likely to take kindly to constructive feedback.

Work out what you want next from this company, and spend your time talking to them about that.

They don’t have anything else to offer me.

As a manager would you rather someone identified to you were tasks are being done incorrectly (because this will be picked up further down the line).

I'd work out the average productivity rate across all the people doing the same job. Then your own individual rate. Then in your 1 2 1, present the case for an increase in your salary and for you to be considered for opportunities for development .

Basically you want to show you are doing a good job and should be rewarded.

Don't trouble yourself with what should be happening about the lazy people. That's not your problem so long as YOU are getting adequate reward.

As a manager would you rather someone identified to you were tasks are being done incorrectly (because this will be picked up further down the line).

It’s not really a relevant question. Me personally as a manager - and I am - would not need one of my team to tell me that you’d done 200 of X in 4 days, whilst your colleague had done 6 of X in 5 days. I’d know. And I’d certainly know that a report was 3 weeks out of date.

Which means your current manager is not a good manager. They either have no idea about hating work, or don’t care, or - I think I remember this from your previous thread - might be letting a friend get away with it.

None of which means I think they’d see your complaints about your colleague as anything more than annoying.

As a manager, I don’t want someone using a 1:1 to tell me a report is 3 weeks out of date. I want them to tell me that they noticed the report was out of date for 2 weeks, and since last week they’ve started doing xyz. Or, asking my advice because they can’t update it - not just complaining that somebody else didn’t.

You’re risking coming across as a PITA who thinks they’re better than other colleagues and just wants to complain about them. Keep the focus on YOU, what YOU do, and what YOU want. You say there’s nothing to offer you, but last thread you said they were funding some training for you. So talk about that, how you think you can use it in the workplace, what you think would be the ideal follow on training next budget cycle. Don’t waste time complaining about others.

*managing work, not hating work!

@Cocomarine

As a manager would you rather someone identified to you were tasks are being done incorrectly (because this will be picked up further down the line).

It’s not really a relevant question. Me personally as a manager - and I am - would not need one of my team to tell me that you’d done 200 of X in 4 days, whilst your colleague had done 6 of X in 5 days. I’d know. And I’d certainly know that a report was 3 weeks out of date.

Which means your current manager is not a good manager. They either have no idea about hating work, or don’t care, or - I think I remember this from your previous thread - might be letting a friend get away with it.

None of which means I think they’d see your complaints about your colleague as anything more than annoying.

As a manager, I don’t want someone using a 1:1 to tell me a report is 3 weeks out of date. I want them to tell me that they noticed the report was out of date for 2 weeks, and since last week they’ve started doing xyz. Or, asking my advice because they can’t update it - not just complaining that somebody else didn’t.

You’re risking coming across as a PITA who thinks they’re better than other colleagues and just wants to complain about them. Keep the focus on YOU, what YOU do, and what YOU want. You say there’s nothing to offer you, but last thread you said they were funding some training for you. So talk about that, how you think you can use it in the workplace, what you think would be the ideal follow on training next budget cycle. Don’t waste time complaining about others.

Thank you.

Business can offer me f all at the moment with an increase in salary.

And they can only offer a course.

So with regards to tasks not being done correctly shall I not even inform management?

If it’s that important to tell “management” because the jobs are done incorrectly, why haven’t you already?

Your 1:1, that you wanted so much, is not the time to bring this up.

Honestly, I’d think (but not say in these words!) - “what? You knew this was being done wrong and you’ve waited 3 months to tell me this? You couldn’t have called or emailed me?”

I’d want to know why you hadn’t raised it with the colleague doing it wrong (and I appreciate there may be a good reason) and why you hadn’t told me before.

You seem to have quite rigid thinking around communication and responsibility.

I promise you there’s a big difference between:

• Weekly Report is out of date for three weeks because Lazy Lisa does a half arsed job

and

• I’ve seen that the Weekly Report is out of date, and I think it’s because no one person has it allocated as a task, so it’s easy to slip through the net. I’d be happy to take that? But, I’ve been thinking… as no-one seems to have noticed, maybe some of the info isn’t key to recipients or presented as well as it could be. Let me show you my mock up of what we could do… and by the way, I love report development and there’s a course on “Graphics in Reports” that I’d like to do - would that be possible?

And yes, I’ve been the person saying the latter.

Forget complaining about others and focus on you.

I once worked with someone who did three times more than anyone else. Mgt were aware of the quantity of work she did. The quality of her work was dreadful and they were also aware of this!