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How would you want to be treated if the roles were reversed?
Also, if someone being out for one day is that truly disruptive it’s a signal that something in the team workflow or established processes is off. Or it’s a sign of a culture that could use a tune up.
MD1, I disagree. There are many ways to plan for or accommodate for someone being out for a day. Granted if no planning is done in advance then yes it can result in super stressful day but we are all human beings and with that comes downtime - unplanned and planned. As leaders, it’s important to plan for that to the extent possible and not allow someone being out to derail everything. At bare minimum, if someone is out unexpectedly for a day, I ask myself what can be paused, picked up by someone else, or deleted all together. It’s often MORE than we might believe at first glance.
Coach
As tough as it is, I give them the benefit of the doubt and tell them that their health should take priority.
It definitely sucks when this happens, but, as leaders, we just have to figure it out.
I usually respond with telling them to get some rest and don’t hesitate to reach out if they need anything (some of my staff live alone with no family nearby).
I also ask them if there’s anyone I need to reach out to inform them that any meetings they scheduled or booked need to be informed that they will be absent or rescheduled.
That’s nice they gave you a heads up. If someone’s sick they should stay home. I have an extremely small team but that’s why we’re all cross trained to fill in if needed
If anyone reports sick, they shall stay out of work untill they get better, regardless the circumstances. This is non negotiable. I trust my team. If I cannot trust them, then it's a much bigger problem, that shall be sorted out in other ways and not during a sick leave.
Coach
Totally understand the feeling.
But you can build things into the department culture, it won’t be as hard on the team if someone is out.
1) I’m going to be out tomorrow, this is what I’ve done to prep and what needs to happen
2) out of office messages
3) a group working shared drive, email, or the like where folks can get documentation.
A quick review of tomorrow’s calls and activities to prep the others that are there.
It might not change the world while they are out. But it will soften the blow.
Thanks for everyone’s advice. Certainly get team and dept culture, standard processes and organizational redundancy. That’s day to day good business practice. I was asking for those who are key to something significant. Who worked toward a goal. Or who know that they are integral to a key delivery step. Where there absence is palatable and stings to their colleagues around them who make up the slack. Gone are the days where people work through illness, Covid taught us that.
I have been this person before years ago and I was so sick I could barely move or pick up my head to call and share what needed to be done. I did it anyway but my point is, nobody remembered that I was out in another week bc you move on. Sounds like you needed to vent a little which is understandable, but the truth of it is you can’t really take action beyond making your team keep everyone looped in and everything very visible on all projects
Unpopular opinion - I have seen a pattern with some employees. As soon as there is even a tiny bit of work, they ll make an excuse to avoid. As long as they can sit and twiddle there thumbs , no leave necessary. Can’t fire because of poor company culture
This is indeed a matter of trust that should be resolved sick leave or not.