refusing to do task
Discussion
Much depends on the relationship with your employer but I would seriously consider raising a formal grievance. This requires you put your concerns in writing. Given the circumstances you could make a logical well-reasoned case that you are being placed in a difficult, if not impossible position, with additional workload which could lead to costly mistakes for the business let alone your well-being. It may not make you popular with the immediate line management but once you start this process the company has to respond and more senior people will be aware of it. Again, the way you present this is important as you can show that you have both your personal and the company's interests at heart.
Being the 'yes' man in your organisation would appear not to be sustainable.
All that will happen is eventually some big mistake will happen due to workload and you'll be blamed.
You need to seriously get the management team to set the priorities. If they don't then you must. But you cannot keep trying to do two jobs as you'll ultimately fail at both.
All that will happen is eventually some big mistake will happen due to workload and you'll be blamed.
You need to seriously get the management team to set the priorities. If they don't then you must. But you cannot keep trying to do two jobs as you'll ultimately fail at both.
garyhun said:
Being the 'yes' man in your organisation would appear not to be sustainable.
All that will happen is eventually some big mistake will happen due to workload and you'll be blamed.
You need to seriously get the management team to set the priorities. If they don't then you must. But you cannot keep trying to do two jobs as you'll ultimately fail at both.
Exactly this. What I would do is, every day, write down the list of tasks that you have. Prioritize them. Take the top few that you can realistically knock off as your to-do list for the day and provide a rationale for your decision on each one, and also an impact assessment for those which don't make the to-do list.All that will happen is eventually some big mistake will happen due to workload and you'll be blamed.
You need to seriously get the management team to set the priorities. If they don't then you must. But you cannot keep trying to do two jobs as you'll ultimately fail at both.
The important bit now is to email the entire list to your manager, his manager, and keep going as far up as you feel you need to. At least three levels up I would say. Do this EVERY SINGLE DAY, until either
a) the things that aren't being done begin to bite, and you have some real ammunition for your 'I told you so' speech, OR
b) everybody realises that the things that aren't being done probably weren't that important anyway.
It took me a long time to realise that having too much work is my organisation's problem, not mine. If you don't escalate, then you'll just get more work and if your boss isn't listening then escalate until somebody does. Keeping your head down when you're drowning will only make you drown faster.
This is all good advice. The point about raising a grievance is that, whilst you still run the risk of making yourself unpopular with the management, you get greater protection legally should it all get nasty and they try and get rid of you. If they do not respond properly to a grievance letter and you find yourself in a position whereby you have no choice but to resign and move on it could then be construed as constructive dismissal. This can be costly for an employer.
deckster said:
garyhun said:
Being the 'yes' man in your organisation would appear not to be sustainable.
All that will happen is eventually some big mistake will happen due to workload and you'll be blamed.
You need to seriously get the management team to set the priorities. If they don't then you must. But you cannot keep trying to do two jobs as you'll ultimately fail at both.
Exactly this. What I would do is, every day, write down the list of tasks that you have. Prioritize them. Take the top few that you can realistically knock off as your to-do list for the day and provide a rationale for your decision on each one, and also an impact assessment for those which don't make the to-do list.All that will happen is eventually some big mistake will happen due to workload and you'll be blamed.
You need to seriously get the management team to set the priorities. If they don't then you must. But you cannot keep trying to do two jobs as you'll ultimately fail at both.
The important bit now is to email the entire list to your manager, his manager, and keep going as far up as you feel you need to. At least three levels up I would say. Do this EVERY SINGLE DAY, until either
a) the things that aren't being done begin to bite, and you have some real ammunition for your 'I told you so' speech, OR
b) everybody realises that the things that aren't being done probably weren't that important anyway.
It took me a long time to realise that having too much work is my organisation's problem, not mine. If you don't escalate, then you'll just get more work and if your boss isn't listening then escalate until somebody does. Keeping your head down when you're drowning will only make you drown faster.
The OP should address the challenge in a *positive* light.
Take your immediate boss *out to lunch or dinner*. You pay for the meal (expense, if possible, as "team meeting"). Feed 'em, lead 'em. Look him / her in the eye and be confident. No umming and aahing.
Ask verbally and *positively* how the "increased workload needs increased staff". Ask if you can hire a *temporary* low-cost intern or junior to delegate to. If you ask politely, with a positive and well-reasoned explanation, pointing out the benefits for your boss (better team), and with a fully *quantified* list of potential fees and value-adds, you may be surprised at the response. Persuade them to hire someone on a temporary basis, and then continue persuading them to hire permanently. A year from now, you could end up managing staff, less stress, and more pay.
Either way, OP, good luck. Address this positively, not negatively. Every company in the world has similar problems. It is not unique.
Edited by lamboman100 on Sunday 15th June 22:56
I have to agree most with the above. As uncomfortable as it is, this situation is very common in the workplace. How the individual who finds themselves in this position and their managers respond sort of defines the quality of that organisation.
Gaps happen all of the time and people have to cover so you work harder but hopefully for a defined period whilst a new hire is found. One assumes if you've made a good fist of it, you're qualified and want it, you should apply for the higher role too!
If management are dragging their feet both with sorting out the new hire and/or giving you some interim support brought in from elsewhere, internal or external, then you need to attempt to compensate for that by attempting to influence both.
In terms of getting support, speak to your new manager forthrightly and influence their decision. In terms of the new hire, offer to support reviewing the job description and the person spec and maybe use your networks to let people know there is a job going and tell them to call or write to your organisation as a way of stimulating the situation.
After all of that, and assuming you have delegated what you can and are working as efficiently as you can, then be prepared for the ultimate act to protect your health and reputation; resign. Even just the threat of resigning may be enough stimulus. You have to ask yourself why you would wish to remain in an organisation like this that operates in such a sub-optimal manner.
Good luck!
Gaps happen all of the time and people have to cover so you work harder but hopefully for a defined period whilst a new hire is found. One assumes if you've made a good fist of it, you're qualified and want it, you should apply for the higher role too!
If management are dragging their feet both with sorting out the new hire and/or giving you some interim support brought in from elsewhere, internal or external, then you need to attempt to compensate for that by attempting to influence both.
In terms of getting support, speak to your new manager forthrightly and influence their decision. In terms of the new hire, offer to support reviewing the job description and the person spec and maybe use your networks to let people know there is a job going and tell them to call or write to your organisation as a way of stimulating the situation.
After all of that, and assuming you have delegated what you can and are working as efficiently as you can, then be prepared for the ultimate act to protect your health and reputation; resign. Even just the threat of resigning may be enough stimulus. You have to ask yourself why you would wish to remain in an organisation like this that operates in such a sub-optimal manner.
Good luck!
The Spruce goose said:
done this 4 weeks ago, it is the sort of place where they let people struggle.
it is at the point like i said where mistakes and backlog are effecting my workload, and there are other people that could cover but choose not to.
why are those other people choosing not to cover - is it their own workload - or some other reason????it is at the point like i said where mistakes and backlog are effecting my workload, and there are other people that could cover but choose not to.
If there are (for example) 3 other people who can take on some of the workload - its far better surely to spread the extra work between 4 of you - rather then you taking it all on.
To me - this business of trying to take on the work of someone whose left - AS WELL AS YOUR OWN just isn't on imo long term.
Issue needs to be sorted really - if not - need to think of moving job - its plenty enough to be getting on with your own work - without doing a 2nd job too
Hope you get sorted
The Spruce goose said:
it is a funny thing really the other person always says her work load is full but never does ot, where as in the last 4 weeks i have done around 30 hours ot unpaid.
she is a bit, i do my work you do yours, but has got away with it for a year.
I sent an email basically saying i had a back log and need to clear this before taking on new work, they cant argue with it but time will tell. i have consistently put myself out for no reward but i am pushing my self to learn new things and i get a benefit to my pd but all on my own back.
30 hours??? - that's nearly a full weeks work she is a bit, i do my work you do yours, but has got away with it for a year.
I sent an email basically saying i had a back log and need to clear this before taking on new work, they cant argue with it but time will tell. i have consistently put myself out for no reward but i am pushing my self to learn new things and i get a benefit to my pd but all on my own back.
- definitely not sustainable - I realise that some will say "its only" 7.5 hours a week - but those are unpaid hours.And if your added all those hours up - after 5 weeks your practically talking about having a full weeks work done in over time alone.
Definitely feel that its wrong for one person to take on two roles - admittedly - I do know of someone who managed to make what was once two peoples roles into one.
Is the other person on the same level as you - or is she a subordinate - more to the point - does you having to do the bosses role - mean you are more senior - when doing that role then she is???
In any work ive ever done - ive always been willing to work with what more senior staff want me to do - even if those staff weren't my direct supervisor.
For example - QC manager might not be my direct supervisor - but id still do what he was asking me to do - if possible.
Mind you the last QC I had was a top chap - and would be willing to listen if I discussed the possibility of something not been able to get done*
- apart from the time I suggested he should do a trial period with a new computer system before making it officially on line - first day out the data didn't move to where it was supposed to go - bakery packing dept computer to his office computer
My OH about 4 weeks ago took on the workload of a colleague who left, then having to double time the work as the deadline moved from end of July to June 22nd, all due to the person who validates the report deciding to take 6 weeks holiday and is too high ranking to be told no.
She just this week has been told to sort out documents so they can interview for her replacement sidekick, this not taking into consideration that she is working flat out at the moment.
She refuses to say no and as such is working until 1am most days... I have warned her that she will burn herself out as we have no holidays this year and she is currently having no social life... is she taking note? Is she feck...
Too scared to say anything as it might stress her boss out, etc... So we will go down the usual route of her plodding along, slowly going insane before cracking and doing everything I said she should do 6-8 weeks prior and the management wont realise what they were doing to her until that point.
Its insane...
She just this week has been told to sort out documents so they can interview for her replacement sidekick, this not taking into consideration that she is working flat out at the moment.
She refuses to say no and as such is working until 1am most days... I have warned her that she will burn herself out as we have no holidays this year and she is currently having no social life... is she taking note? Is she feck...
Too scared to say anything as it might stress her boss out, etc... So we will go down the usual route of her plodding along, slowly going insane before cracking and doing everything I said she should do 6-8 weeks prior and the management wont realise what they were doing to her until that point.
Its insane...
Du1point8 said:
My OH about 4 weeks ago took on the workload of a colleague who left, then having to double time the work as the deadline moved from end of July to June 22nd, all due to the person who validates the report deciding to take 6 weeks holiday and is too high ranking to be told no.
She just this week has been told to sort out documents so they can interview for her replacement sidekick, this not taking into consideration that she is working flat out at the moment.
She refuses to say no and as such is working until 1am most days... I have warned her that she will burn herself out as we have no holidays this year and she is currently having no social life... is she taking note? Is she feck...
Too scared to say anything as it might stress her boss out, etc... So we will go down the usual route of her plodding along, slowly going insane before cracking and doing everything I said she should do 6-8 weeks prior and the management wont realise what they were doing to her until that point.
Its insane...
time for your OH - to start getting assertiveShe just this week has been told to sort out documents so they can interview for her replacement sidekick, this not taking into consideration that she is working flat out at the moment.
She refuses to say no and as such is working until 1am most days... I have warned her that she will burn herself out as we have no holidays this year and she is currently having no social life... is she taking note? Is she feck...
Too scared to say anything as it might stress her boss out, etc... So we will go down the usual route of her plodding along, slowly going insane before cracking and doing everything I said she should do 6-8 weeks prior and the management wont realise what they were doing to her until that point.
Its insane...
something like this
Dear Mgt
Hope all is well - just wanted to discuss a few issues that im having difficulties with at the moment.
As you know - Xy left the company 4 weeks ago - in that time in addition to doing the duties of my own role (job title) - I have also been taking on the role which Xy used to do up to 4 weeks ago.
I would like to note - that both roles were both scheduled in for 40 hours a week and both myself and Xy had plenty of workload to keep us busy for 40 hours a week.
Essentially thus I am doing the work of 2 people - and I also have had a serious difficulty in that RX decided they would take 6 weeks holiday meaning that a report due at end of July is now due to be in for 22 June.
And now I am also informed I need to have documentation prepared for interviewing Xys replacement.
I would like to therefore bring to your attention - that dealing with the workload has required me to work until 1 am most nights.
I am no longer in a position to do that extra work - as I have been advised by medical professionals* that working until 1 am is likely to lead to potential health issues - lack of sleep, stress - etc.
I want to put my health first - so from next Monday - I will be reducing my hours from the working until 1 am serious amount of hours - to my previous hours which I was doing in my normal role
I appreciate that this means tasks won't be done as it is impossible to do the workload within normal hours hence working until 1 am. I would thus like a meeting tomorrow morning - to discuss the tasks we need to prioritise, which tasks I can delegate to others, what tasks I can get support on from Mgt - and I would also like to raise the issue of RXs 6 weeks holiday - if even if RX could delay taking the 6 weeks holiday until end of July and then take them - it would help enormously
Yours faithfully
Ms Dulpoint8
Im sure theres plenty of flaws in that - but
it - I put it up to give a different perspective - hopefully someone else will be along with a much better solution for you- talk to a doctor first - hopefully they will advise to reduce the hours - this can then be mentioned
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