Just when I thought it couldn't get worse

[worksucks2023]

I posted before about some 'performance conversations' I'd been having with my line manager. I got some really good advice and I now have another situation I could do with some help on.

Mid management, financial services. General background is that more and more is expected of us year on year. I work part time (80%) and I have a colleague who does the same role who is full time. Client based, we split the clients between us. Colleague is about to go on maternity leave and it's becoming increasingly apparent that they're not going to be able to get anyone in to cover. The way conversations are going, it's looking like they're going to expect me to do it all. Would you:

1. Say absolutely not, it's just not possible
2. Attempt to do it on part time hours but make them accept that not everything will get done.
3. Go full time temporarily to give myself a better chance of tackling the workload.

I feel like none of these are good options really and are probably setting me up for more performance conversations.

Absolutely not - they need to get maternity cover - how could you possibly cover it all, even if you went full time for the period?

That's what I think to be honest and I don't even want to go full time. It's been suggested they'll get me someone to help with day to day stuff so I know they're already lining up the conversation.

There is a fourth option to go off sick with stress and leave them completely up shit creek...

Whilst I entirely agree with you on the issue being impossible:

1. You can say that, but the employer is under no obligation to listen or agree
2. Again, you can and should say that, but again they aren't obliged to listen or agree
3. This isn't an option - You can't do two jobs no matter how many extra hours you get.

You also can't force them to get maternity cover.

I don't see this is a situation that has a win. There is obviously "history" here, and if possible I'd suggest it's time for a new job. Sometimes, no matter how right you are, you can't beat the odds. This is probably one of those times. You know, and I know, and everyone knows, that there such a thing as an impossible workload. But there is no empirical measure of that, and so the law isn't really interested in arguments about what is, or is not, too much work. It sounds like the employer is happy to set you up to fail.

Document you can’t handle the workload part time and covering maternity leave. Go off sick with stress if they don’t resolve the issue.

I'd be cautious about setting going off sick as putting them up shit creek. It can do the same to your employment prospects, so you both lose out. True or not "I was off sick with stress because I had too much work to do" is a poor sell to a potential employer, especially if they then get told that there were performance concerns. I'd recommend leaving that to your very last and unavoidable option, because it does you no good either.

Just to add, I'm already handling a full time workload but being accused of under performing (not based on the amount of work I do, but based on bullshit behavioural stuff).

I vote for 4. Look for a new job

I've got over 20 years service and am in my 50s. It's difficult to find a new senior level job at my age - I've tried. I was hoping to get made redundant and get a payout.

Don't go full time, even temporarily. That free time is going to be even more important as you're put under more pressure - and presumably it isn't actually free time anyway, so whatever shopping, admin, housework etc you're doing then will have to be squeezed in elsewhere.
My vote is to tell them it's unrealistic, do what you can to remain professional, but find another job as soon as possible.

Sorry, cross post with your comment on 20 years service etc.

Your colleague who does the same job is presumably at the same level as you.

If your firm can't get maternity cover for her work (as opposed to being unwilling to even try), could the same thing not be true of other firms?

Is it worth exploring agency working to fill just such temporary vacancies?

TBH, I don't think they'll make you redundant if they already struggle to get staff at your level.

There's a middle ground here, which is that you list out all the tasks you do, all the tasks maternity person does and you work with your manager to identify which need to continue and which need to drop.

Be clear that you can't do 2 people's jobs so need to redefine 1 role with the most important tasks, everything else either needs to not happen or be re-allocated to other teams if they aren't adding resource to your team.

@CyberCritical that's a good point but where we're at as a team is that 3 people have already left and not been replaced so we're already down to the bare bones of what we should be doing. There's nothing left to drop. It's an unsustainable situation.

I can’t see that there is legitimate grounds for Redundancy if the work is continuing and the department is already understaffed unless you think they will outsource the service?

@JessicaFletcherMSW cost cutting. The business is under a lot of pressure. We already had redundancies this year, and the work had to be absorbed.

I used to think the same, turns out I have soooo many transferable skills I got every job I applied to in the years after I left. I wish I had left much earlier.

OP, It may be difficult to get exactly the same job at 50, but I can assure you that it will be far more difficult to get any job at 50 if your current job breaks you down with stress, excessive workload or traumatised you with bad management.

Start actively looking for jobs, it is much easier to be successful when you are leaving at a good time, with your head high and no significant traumas. Your health and wellbeing are more worthy than whatever income drop you may experience to start with.

Then some of the remaining tasks need to be deprioritised.

Where I work we currently have a hiring freeze because there's some restructuring going on in the background. I went through and very clearly listed each task as

Must do - if these stop then critical company processes cannot continue (eg staff payroll, paying suppliers)

Should do - things will get messy and people will be unhappy if these aren't done but we can function operationally without them

Nice to have - continuous improvement, would make life easier for us or others.

First things to go were the nice to have, as time has gone on we've stripped back to just the Must Do's.

I've recently prioritised the Must Do's and added commentary for the exec on what the impact will be of losing those. They will then need to decide which we lose if anymore staff leave before the freeze is lifted.

The company should get maternity cover. End of.
No way should you or anyone else be expected to do twice as much work.
Employers like this piss me off 😒

I agree with @CyberCritical's last post, but since there are 1.8 FTEs reducing to 0.8 FTEs I think you'll be on the Must Do list only from day 1. But good to write the list and share with management even if they ignore it.

If it doesn't suit you to go full time, then don't offer to go full time. If nothing else, if it all goes to pot the list could be the basis of an unfair dismissal claim🙄.

And at least get your CV in order and think about looking for a job. Always best to be in the driving seat in these situations.

Good luck

I'd be seriously worried if I was the lady going on maternity leave that my job would be made redundant upon my return. Can you get her to join forces with you and demand a maternity cover both coming at it from two different sides?

I think if they think you are underperforming , you've got a good argument to say how can you possibly take on more if they think you're not performing now. This will only get worse.

Not sure I have any advice but I remember your previous thread and I am sorry that your shitty work situation has got worse.

I agree, I think we very easily fall into the 'i'll never find another job at my age' trap, but you haven't looked yet. I'd urge you to see what's out there. Get your CV up to scratch and start taking control of the situation. I would also refuse the f/t option, or at least not offer it. Force them to make offers. Good luck

Thanks all. I have actually looked for another job - I interviewed for three last year. Got to final two each time. I suspect they employed someone younger and cheaper than me.

Last year is a long time ago. Three interviews is not very many in a serious job search. But two out of three to be in the final selection is an excellent ratio. Just persevere.