Any advice on how to tackle the issue of a report seemingly being away from their desk for long periods of time & unresponsive to messages? I am all about flexibility but feel my good will is being taken advantage of. I don’t want to strain the relationship—my goal would be to kindly & firmly set some expectations as this is a younger colleague just starting their career. Talking points appreciated.

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Posting as :
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Tell them leadership has noticed their unavailability and you’re concerned for them. Tell them you’ve been advocating for them but cannot do it much longer. Then have a conversation about what’s expected.

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I like that. Then it’s not abt her specifically seemingly like a micromanager bc no matter what that’s what the person will perceive. The most impt part to me is responsiveness. So I’d focus on that. I don’t care where the person is or how many hrs they’re putting if they’re productive and responsive. (Unless they’re non-exempt - then they need to account for their time)

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This has happened a few times with my team too!

I’m the type of manager that doesn’t care how quickly you can complete your work, as long as you’re available during work hours if needed.

There have been instances where I’ve reached out to team members and they are MIA for hours. I’ll usually schedule a check-in and ask them what’s going on. Some will admit to walking away and others will say they were working on something and didn’t have the chat open. I set an expectation that they must be reachable during work hours and our chat is how I get a hold of them. I also let them know they should be responsive to my chat within an hour or so.

Unfortunately, I’ve had one person that after various conversations was not receptive and it was later discovered he had a second job. He was let go.

There was another team member that I had various conversations with as well and was eventually written up.

The rest are receptive and aren’t an issue after the first conversation.

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