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Rising Star
I just realized I’m the dead participant.
Bowl Leader
EY recruiting is such a mess. Applied and did a pre-recorded video interview, heard nothing for like 3 weeks. Then I get a random call saying they liked me and would I be available to attend an interview the following day. I say yes but never receive an email or additional details. Call back the number and it goes to voicemail. The following week I get a rejection email. Just so frustrating EY
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Why does it matter where she works, especially if she’s meeting expectations?
I'd address it now while its a minor issue. If someone else decides to take more liberties, it will come back to "well you let her only do 1 day a week, why are you coming down on me"? It only gets worse if you allow people to play by their own rules. I'm not saying she should be fired, but you should have a conversation and let her know that the rules are for everyone.
I would say the best policy is to be consistent. If the policy is to be in two days a week, make that the standard (with the exception of the person with the documented exemption). The fact that someone abusing the system irks you isn't really the issue. But other people may get the idea that rules don't matter, or someone else is getting special treatment, and so on. And that can get worse. It sounds like part of the problem is the laxness of the rules, sometimes it's better to have a rigid rule, in writing, so everyone knows what's required.
I like seeing discussions like this because both sides make a decent point. Really just boils down to what kind of manager you want to be. Both perspectives can be relatively right or wrong.
I guess I’m worried about the wider team’s perception of her because she takes more liberties than the rest of them. That and I worry that she isn’t getting the visibility/recognition she should be; she is more hidden.
If your team has an issue with one of their peers working flexibly in a way that benefits them without sacrificing their work product, that’s on them.
For recognition, what are her colleagues getting from being in person (specifically in regards to visibility) that she is not? I would make it a point to ensure you as her manager are granting opportunities for all your team members to get recognition regardless of where they physically sit
I hate to echo what everyone said but the best policy is to remain consistent. If she had some sort of health excuse or something like that, that is different. However it could look like you are showing favoritism by allowing her to bend those rules when nobody else does.
Talk to your employee. Maybe something changed that’s causing them to want to be at home and you can go from there.
I was in their position when I in first started my job and my manager didn’t have an issue with me wfh. I have two small kids and my husband works shift work so cutting the commute out of my day gave me more time with my family.
Office policy has changed since then and is now more enforced, so after getting verbal approval from my manager, I worked with HR to find a way to meet their mandate but on days and conditions that work for me. And my team has been receptive as well.
I have also set the expectation with my team that if they’re ever feeling like I’m not as engaged as I should be, that we talk about it vs me getting some left-field complaint.
If you’re concerned about how their schedule will be received on paper, encourage them to talk to HR and create a consistent plan. Then at least if other team members complain, you can back it up.
You can send a group email reminding everyone about the company policy and if she still doesn’t take the hint have a 1:1 with her
theoretically we have 2 days per week "obligatory" in the office.
no one goes there, and no one cares.
in global companies it s really does not matter from where you work.
i was in the office 3 times during 14 months.
maximum stay: 30 min.
The remote/not remote argument doesn't matter because you noted it's a policy. As a manager it's literally your job to say something. It's a rule that other team members are following but you're letting this one off the hook? That is going to cause issues eventually. If you're not willing to allow the whole team to bend the rules (you noted the one that is has a documented exemption) then you are breaking the policy along with your employee. It stinks you need to say something but its unfair to those who respect the policy and follow it.
difference betwen leader vs manager: leader changes the policy when needed
nanager just follows
Are you the manager or are you a member of the team? I could assume that your company made you the manager because you're able to manage people. That also means that you are able to have the conversations that are needed to be had around the company policy to be in the office two times per week.
I'm going to make an assumption here, you are considering this a hard conversation. Am I correct in that? If so, why do you consider this a hard conversation? Do you care about your employee? Do you want her to be successful in her job? Do you want her to be a good or bad influence on the rest of the team? Undoubtedly when you let it slide with her the rest of the team will also want the same treatment . As a manager, it is your job to adhere to the parameters that your company has set for their employees.
So, here is the hard question - is this a team member challenge or is this a manager challenge? It appears to me that it is both. Your team member needs to grow into being a good team player. And this is an opportunity for you to develop more leadership skills. Good luck.