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LETS GOOOO ITS SATURDAY!!!
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Why on earth would you do the transition while he was busy with something else that was urgent? Why not put time on the calendar to focus on just the transition. If no time was available, why not create a transition document that clearly outlines what needs to be done?
Set expectations with the peer taking over that you are unavailable.
Document the todos and where to find things via email. Copy your manager or SC on the email and enjoy vacation.
If he reaches out, Ignore him 100%. It’s not your problem when you covered your bases as thoroughly as it sounds like you did.
Make it clear to everyone on your team that you will be unavailable on vacation. Let him struggle to figure it out on his own, nothing like learning from failure. And if he manages it fine, then at least you'll know not to worry next time.
Make it clear in a team status, or via email to leaders with them on CC, that you’ve fully covered topics x,y,z over n hours with the person to confirm your readiness to vacay, including decisions outstanding, those made and why, and key contacts, as well as decks and sheets, etc.
They’ll be too embarrassed to reach out
Agree with several points made here but I’ll reiterate this one. Transition is not only about shifting your responsibilities to your peer. If you are responsible for a successful transition plan, you also need to make sure the project leader/manager is clear on how they should be managing your peer in your absence. What are the metrics/outcomes/activities? They need a “playbook” as much as your peer needs one. And you’re the only one in position to coach up/down/sideways to ensure it happens
Let your leas know and document his behavior in email before you leave so he or she can reference it
Be honest that you are concerned that he hasnt absorbed your knowledge share. Then have him summarize it back to you. Ask a few pointed questions too
Very simple! Draft an email that says you have transitioned the work and that he feels ready to takeover! Then make him send it 😝
C1- that peer has a history of bothering people after they transferred knowledge to him. He used to bother someone who rolled off 6 months ago with questions he should have learned during his transition. That’s why I’m so annoyed.
I normally made a dummy proof deck for my transition. And send it in an email with M and SM CC’d
Write an email with what they’re expected to do in your absence and cc in the lead (I wouldn’t usually but in this case probably best to)
P1 - 🙌🏼
You’ve covered your bases OP. I agree with C1, sometimes failing small is the best way to learn so one doesn’t fail big. He/she will learn to figure things out while you’re gone; It’s part of the job.
S1 - wouldn’t that hurt the relationship? We work together everyday and share cars and etc. and the worst part is that the lead was right there when I did my transition, the peer was working on something the lead asked him to deliver very soon, that’s why he was distracted, and apparently the lead thought what he needs to delivery at the moment was more important than my transition.
Clarify measurable (qualitative or quantitative- both are ok) outcomes that are expected during your absence in order for the project timeline to not slip. Publish and align on it with your project leadership team. Transition is not just about your responsibilities. It’s also about management team’s responsibilities.
I'm going to take the other side of this for a second. If he DOES bother you on vacation, are we talking about like a 10 minute phone call? If so, what's the big deal?
Simple. Make a KT plan and document with dates as it get executed. Include any URLs, user access information, etc.
M1-good question. We scheduled the transition session the day before, it was on our calendar, our manager asked me to put time in to do it with him, and he didn’t tell me he was busy with something else at the time, nor did our manager. I already created a transition deck and was just going through that with him, but that’s when I noticed that he was not paying attention and was working on something else while I was talking.
Thanks everyone for the advice! I followed your suggestion and send an email to my peer with the transition deck we went through in the session and attached all the related docs, copied manager on the email. So far no one responded to that email, basically ignored it. They probably thought I was trying to push responsibility away.