Gen Z attitude help. I’m new to line management. And I’m struggling with the attitude and low effort of some of the juniors, (hiring/ firing is not my role). One keeps skipping office days and WFH camera off (we’re meant to be in Tues-Thu). She retorted “I’m making use of our flexible working policy – which you-yourself use.”
Do not throw mom life at me! but seriously, how would you respond? And is there anything that can be done about juniors that don’t manage upwards nor are proactive?

First off, camera off shouldn’t be a big deal in my opinion. I have never worked a job that required the camera to be on for a meeting unless you were doing an interview.

Next, this is what I would say to that person: “you want to take advantage of our flex policy? Ok go ahead. The flex policy allows you to be able to work from home. It does NOT, however, allow you to underperform and not get work done and skip deadlines. If your tasks/projects of x,y,z are not completed by the required deadline, you will be written up. Enjoy your ‘flex schedule.’I look forward to seeing your progress in your work.”

1. Never let a direct report utilize someone else or compare others in their arguments. This is a skill as manager you will have to learn for ALL situations from coaching to feedback to promotions to negotiations and terms etc. “I understand how you feel but we are only talking about you at this time”. Pivot conversations back immediately. Do not let them go on a tangent.

2. As a manager you should basically memorize company handbook policies and memos. The camera only matters if it matters to the company. If it’s a preference of yours as a manager then it’s your job to reinforce it and get permission from your manager if you can document your team for not following this. If in office days are mandatory, again your job to follow policy and document the employee. Make sure to follow a verbal then verbal written before a warning if it’s not severe.
3. Be proactive in change and enforcing important policies. If you see there’s a pattern, how do you adjust the policy to the pattern? Create a recommendation to your boss for a camera memo/professionalism memo on camera use, enforcing dress codes, background etc.

You need to start a conversation with HR about what you need to document

How is this impacting their work? That’s the main question.. don’t care about off camera or work days

Focus on impacts to job performance. Everything else is outside of importance IMO. Very important to be sure you give them the same space you give yourself with flexibility. “Don’t throw mom life at me” is highly concerning because parents are not the only people who need and deserve flexibility especially if that’s a company policy. If you want to help these employees to do better, you may need to walk them through expectations again and the impacts of meeting expectations. Camera off shouldn’t matter unless it’s a company policy. A lot of people have disabilities or just needs that being off camera helps with.

I stopped reading after your mom-life comment…

So utterly sick of people thinking their parental obligations should always be priority over what is important to those without children when it comes to work coverage and/or a free pass to special flexibilities not equally given to others with taxing outside obligations

Could she have another job? It sounds like she could be trying to manage two full time jobs.

You can tell her the camera should be on for team meetings. If she was in the office, she wouldn't be hiding behind the door. And remind her that Tues-Thurs are office days. But you need to check that you are treating everyone the same re WFH days. If she's an underperformer, you need to deal with that as a separate matter - performance improvement plan or she finds an alternative employer.

Where she works and the amount of effort is irrelevant if her metrics are being met. If they are not then there’s your leverage. Document, document, document. Also - the mom comment…. Sounds like you over share with the people who report to you.

If she’s missing meetings and deliverables that’s the conversation. It’s not that she’s working from home or camera off. So I would focus on her opportunities and if she doesn’t improve move on to performance reviews and your companies process for action planning. I don’t think you need to be in the office or have your camera on if you’re doing your job. But it sounds like she’s not doing her job and that’s the true issue.

Regardless of generation, sounds like you need to clearer boundaries and figure out how to not only support but get the best work out of your team. Start by setting the expectation for the team and follow up individually to address special accommodation or establish boundaries. At the end of the day you are leading a team and need to have them understand the rules and responsibilities.

Trust is a two way street, you are right to demand camera-on and in office days per company policy.

Let them know that as expectations. Secondly have off-camera and on-camera designated days and stay consistent.

Encourage use of flex days but also communicate need for in office days and engage in collaborative tasks on those days.

If these things don't work out, be ready to let them go. Culture is as important as flexibility and mobility in the work environment.

If you are not showing up to the office when you are required not sure if you are or not then you are setting the precedent for them. I can see why she can see if you aren’t showing up and she has to show up can rub her the wrong way

Babysitting is my most favorite work activity...

Basically... you need to be very clear on what the expectations are and be consistent with everyone.

I would also be clear that we're discussing "the expectations of your role right now, I discuss the expectations of MY role with MY boss. The expectations of my role is for my boss to be concerned with and outside of the scope of your role" do NOT EVER let employees try to compare themselves and their behavior to that of their boss who is a different role altogether. Also just shows me they are disrespectful and need to be watched b/c they are the type to be given an inch and take a mile.

So... sometimes you just need to be SUPER SUPER clear with people, especially those that will try to take take take take and constantly push boundaries.

This is what I would say

Expectations are T-TH in office, with the flexibility for the occasional one-off's if we need to talk about what allowable one-off's look like in details such as frequency and other factors we can do that in another conversation. When you are no in the office I expect the camera to be on, this is the policy for everyone. If the camera is not on I will assume you are not "at work" which would count as an unexcused absence. I then would also ensure that I"m keeping an eye on this person closely and if they do work from home and I see a camera is not on I would text them asking if they will be reporting to work as I see the camera is not on. I would give a few times for them to get used to it but after second non-compliance without my ask I would let them know if this continues it will result in a write up, which you NEED to follow through with. Verbal warning, written write up, final written write up, termination is the pattern. I don't micr-manage people unless they prove to me that I need to... then we have a problem b/c I WILL and eventually it will piss them off so much they'll just quit, which is fine b/c you don't want people on your team that behave like children.

ALSO one thing you've already learned... clearly ... DON'T share your personal stuff with those you manage. It's fine for a little office chat, but if you need to be out of office or work from home outside of the typical days you can say it's due to unforseen circumstances or extenuating circumstances but I typically don't share anything personal or really anything at all. It's none of my employees business wtf I"m doing b/c I"m their boss fora reason, it's my responsibility to ensure the jobs get done whether I"m in the office or not, so .... I'm not going to feed them information that they can choose to chew on and gossip around with and create big stormclouds about why life is unfair b/c the boss gets to do xyz but eveyone else doesn't. So be very careful with the information you share with your employees b/c there will always be those that will use any information they can to be negative and cause drama.

& keep being awesome, life needs great managers!!!