As per the thread title, I have recently been given an additional seven people to line manage, on top of the two I was already managing. This extra team have not been well managed historically and there are significant and to date un-dealt with performance management issues with two members, three of the roles are currently filled on an interim basis and one person has just handed their notice in so recruitment exercises now need to be kicked off to substantively appoint to four roles with suitable cover arrangements put in place as necessary. This team work in direct support to the highest level in the organisation (I am very much mid-level!) so there are also some very tricky relationships/dynamics to navigate here. Morale in the team is also rock bottom. So all in all a LOT of work to do.
My issue is that whilst I'm happy to take this on, and I know I'm a good manager and can make a positive impact, there is no associated let-up in expectation re my already incredibly busy actual role (ie the elements that are non-people managerial). My role is specialist and we are a very small but high profile team within a large organisation - NHS, although my team's work is non-clinical.
I can see that there isn't anywhere else that a significant proportion of my work could go currently, but I am really struggling already to keep all the necessary balls in the air. Obviously I have spoken to my manager about this, and we are putting a business case together for extra resource in our team but this is by no means guaranteed and will obviously take time to come online even if approved.
So my questions are, does anyone know of any particular formula or set percentage that can be used to measure the proportion of a job plan that can be said to be taken up on average per person line managed? So that I can work out a reasonable proportion of my work that ought to be reallocated in these circumstances. Or should I just expect to suck these additional responsibilities up and just get on with it? Or finally might you even expect a regrading/promotion of my role on this basis? (I think this last question is a long shot and probably unreasonable, particularly in NHS but interested in opinions).