New manager on extended probation is failing and dragging the team down. How do I handle it?
Posted by flinstoneguy55@reddit | AskUK | View on Reddit | 57 comments
I work in a high-pressure environment where every team member needs to pull their weight. A few months ago, we hired a new manager who has been a disaster for team morale.
She hasn't picked up even 45% of her allocated workload, and her constant 'sneaking out' or working from home without notice has caused massive delays for the rest of us. We’ve tried to be supportive and reach out to her, but she’s been cold and clearly isn't a team player.
Management recently extended her probation due to performance issues. In response, she took two weeks of sick leave spontaneously without telling anyone why and has now returned acting like nothing happened. I don’t know if I should keep trying to 'help' someone who doesn't want it, or if I should just focus on documenting her failures so the company lets her go at the end of this extension. What would you do
ahoneybadger3@reddit
It's not your problem. Head down and carry on with your own work.
This is an upper management issue, why bother with it?
Taken_Abroad_Book@reddit
nOt a tEaM pLaYeR
🙄
flinstoneguy55@reddit (OP)
We're all in the same hamster wheel, mate. Might as well make those 8 hours every day a bit lsss unpleasant, don't you agree? Our team is really diverse and I personally don't feel particularly chummy with anyone but I always make sure I check in and keep it professional and honest regardless. I help people out if I have spare time, I say sorry when I make a mistake, I crack a joke to lighten the mood, I bring in snacks if I catch a good deal, I check in when people are going through things... It doesn't cost extra to be kind and considerate, especially when it's reciprocal. When you work in a team, surely being a team player is normal and expected? I kind of feel bad for your team at work if you think this is bs...
Taken_Abroad_Book@reddit
My 8 hours go fine. I do my work, I go home.
If the work isn't done, I still go home and document why.
I'm not into this corporate wErE a FaMiLy nonsense
perhapsflorence@reddit
How have you helped her exactly? Do you know why she's not meeting her targets? Is she struggling in silence because management set her up to fail and didn't give her the resources she needed?
Sometimes people take a while to adjust to a role or to fully grasp it (yes, even managers) when they haven't been onboarded with the correct support system.
I'd advise you not to judge her for being ill. That's just a bit rude and insensitive. I'd handle it with compassion and empathy. Even if I'm the one to decide her fate. It's a tough time for everyone right now.
flinstoneguy55@reddit (OP)
I hear you on the empathy front, and believe me, we started from a place of support. The entire team tried. The issue now is a total lack of professional reciprocity, empathy, and communication from her side.
She isn't sticking to protocol, isn't absorbing her training, and is turning in appalling work that the juniors then have to spend their own time fixing. It’s hard to maintain 'compassion' for a manager who has never once apologised for the workload issues she causes, or shown any interest in the colleagues whose work lives are directly affected by her lack of care.
The team has been on edge covering her slack from the start, but taking two weeks off without notice or apology after put our executives under extreme pressure. She hasn't even bothered to check in with them since her return.
When someone is consistently gone, produces poor work when they are in, and refuses to offer even a basic 'I’ve been under the weather' or 'thanks for covering,' it’s not 'insensitive' to be frustrated. After 8 months of it only getting worse, it’s becoming a gigantic drain on everyone’s mental health and the company's output..
geekroick@reddit
First step is to deal with the absence for what it is - unauthorised leave. Do you have an absence process that includes calling in to notify the company? If that policy exists and was never followed then you can begin the appropriate disciplinary proceedings.
Or just get rid completely, they've not been there for long enough to have any kind of legitimate protection.
Enough_Response@reddit
> First step is to deal with the absence for what it is - unauthorised leave.
Wrong. You can self diagnose sickness up to 10 days. How do you not know workers rights yet you're making statements like this?
You only need a sick note after 10 days for illness.
OP has no right to know what the manager has done. GDPR protects them from nosey work colleagues.
geekroick@reddit
My interpretation of OP's post regarding the absence was that they were AWOL, rather than they rang in at all. If I'm wrong in that interpretation then OP can by all means correct me.
Enough_Response@reddit
I guarantee that wasn't the case. They only have to tell HR / line manager. If HR dont inform the team that's their problem. It's more likely this is just someone being nosey who thinks they are entitled to know other people's personal medical history
nouazecisinoua@reddit
It's 7 days (https://www.gov.uk/taking-sick-leave)
So right back at you:
Total-System877@reddit
Don't do her job for her, she's clearly in the wrong position. Let her crash out. This happens when people get promoted above their abilities and the more she is coddled and her work handled by you, the more she will fail upwards. Her actual work needs to be clear.
Known-Highway-8465@reddit
It sounds like you’re not her manager if ‘management’ extended her probation. She doesn’t have to tell you why she was sick but she will have had to present a sick not for the absence so the reason will be in there. Let the managers deal with it.
Enough_Response@reddit
Wrong, sick notes are only required AFTER 10 days absence. Before that you can self diagnose.
Known-Highway-8465@reddit
Actually, there’s no legal requirement to provide a sick note for the first 7 consecutive days. But an employer can ask (and most do) for a note from the 8th day onwards.
Lovecraftian666@reddit
What planet is she living on? Her cards marked. Why doesn’t she just quit? Total denial.
Enough_Response@reddit
> she took two weeks of sick leave spontaneously without telling anyone why
She doesn't have to. That's private information you have no right to know. How on earth do people not know GDPR sheesh
Reasonable-Key9235@reddit
Hand him his coat
watchingonsidelines@reddit
Set yourself up to be her replacement, or just stand aside and let her flail
Wonderful-Cow-9664@reddit
I had to read this very carefully twice, to make sure you weren’t a colleague of mine 🤣 we are currently in exactly the same situation.
One-Mud7175@reddit
Same, although as of last week we’d documented enough to get mine sacked. Was very satisfying.
Unique-Scientist8114@reddit
I wish there was any amount of evidence my work would accept on the managers like this. Multiple complaints, stacks of evidence, the head of HR "looking into it" and nothing.
OriginalMandem@reddit
Same, only six months ago. Whodathunk attempting to engineer a state of constructive dismissal against me wouldn't work out so well for them, eh?
InterestingWanderer@reddit
Sadly it's for her managers and HR to deal with. Whilst it can be hard to feel like your life is made more difficult and your performance is reduced, there is little you can do about it whilst also coming across well.
Though, to be fair, it is unrealistic to expect someone to come in on day one and be at 100% already. Even when experienced with something, people need time to settle in to a role when they join a new company.
Extended probation likely means management want rid so it's just a matter of time.
Obvious-Water569@reddit
Sounds like the problem is 1-2 months away from resolving itself.
InterestingWanderer@reddit
Sadly it's for her managers and HR to deal with. Whilst it can be hard to feel like your life is made more difficult and your performance is reduced, there is little you can do about it whilst also coming across well.
Though, to be fair, it is unrealistic to expect someone to come in on day one and be at 100% already. Even when experienced with something, people need time to settle in to a role when they join a new company.
Extended probation likely means management want rid so it's just a matter of time.
Ok-Middle8656@reddit
Management are not doing their job, simple. She should be shown the door.
SaveOurPandas@reddit
This cannot be real.
AlmaVale@reddit
This is so common, happened to me twice!
SaveOurPandas@reddit
WTF. On probation… manager assesses… pass, extend, fail. Fail = dismissal. Done.
AlmaVale@reddit
That’s the good outcome from a (likely) avoidable failure. The worst is when the company does not want to spend more on actual qualified and competent people so just hires whoever accepts the salary offered and simply does not care about the team, clients or quality of work and get away with it until all team and structure is dismantled and company has to close a few branches to compensate for the utter mess.
the-cock-slap-phenom@reddit
Sounds like she hates the job and is probably looking to leave already. She doesn’t want to discuss because she’s just waiting it out while job searching.
“High pressure” is usually code for “never ending shit show”, so I kinda get it.
I worked at a place for a couple of years that I honestly regret not leaving early on, as many others who started while I was there did.
setokaiba22@reddit
I don’t get it are you her manager or are you under her?
Pizzagoessplat@reddit
If the extended extension isn't getting through to her you need to stop defending her and definitely stop doing her job.
Original_Bad_3416@reddit
Let her burn herself.
You focus on you and your workload.
AlmaVale@reddit
Document her failures. It’s not fair on the team, earning less than her, to do her job whilst managing themselves, with no support and having to teach her how to do hers. This failure is on the company who hired external incompetent manager.
elgrn1@reddit
Document everything and escalate to senior management.
Altnabreac@reddit
Two things to highlight I suppose.
The first is that her probation has been extended to senior leadership are clearly aware. They need to let things run their course to some extent. If her performance doesn't improve, she'll be out.
The second is that it's not really your problem. Yeah it's a bit rubbish but unless you're losing wages or something over this I'd just ignore it and get on with my own job.
motific@reddit
Cut her loose, she's had her probation extended so the bosses know she's struggling. HR is going to want to make sure they've got everything they need before they put all the effort into booting her and rehiring. If you cover for her now you'll be doing it forever.
Stick to your duties, make sure there's nothing that can come back on you. When you can't get a timely response or you're sure they're skiving off then you work your way up the chain of command. "hey manager's manager - is manager around today? I needed abc as it's holding up xyz but I can't get hold of her'. That's the way to document it - nice chain of email or chat logs creates a fantastic paper-trail.
Ignore the sick thing, that's exactly how it should be, if you're sick then you're sick and why you were gone or integration on your return is between you, your manager, and HR.
comeinkowalski@reddit
Your workplace sounds absolutely honking.
Unless it's nuclear, social work, teaching. You know. Something important like that then I wouldn't bother doing anything. It'll come to it's own conclusion naturally enough.
Of course if it was something like sales I'd just stand up from my desk, walk out & never return.
Euphoric-Piglet-8140@reddit
Just carry on with your work and wait for her to fail her probation.
kunstlich@reddit
Hire fast, sack faster. Just let her go.
-Rhymenocerous-@reddit
Sack her off.
Shes on obviously on extended probation because she was half decent in the first one.
In that kind of work environment you dont want someone dragging a team down because thats how resentment starts with each other.
Get someone who can actually do the job
adreddit298@reddit
If I wasn't in this person's management chain, I'd just get on with my job and let her fail at hers. No need to document anything unless someone has specifically asked you to. Just do your job and keep your head down.
KellyMelany@reddit
It sounds like you've moved from a workplace to a case study in how not to manage. If she's only doing 45% of the work, that's almost impressive—I can barely manage 45% of my laundry on a good day. Honestly, stop tryig—I mean trying—to be the support system for a sinking ship. Start the documentation marathon. Management already knows there's a problem if they extended the probation; you're just providing the receipts for the eventual exit interview. Focus on your own output so they can't blame the 'team' for her specific lack of gravity. Good luck, you'll need it for the next 'spontaneous' sick leave.
urtcheese@reddit
Seriously what is the point in posting something directly from ChatGPT?
MetricDuckTon@reddit
Yeah it’s strange - if you check their profile all their comments all read like Chat GPT, so you’d initially assume bot profile.
But then this comment misspells ‘tryig’, which implies there’s a person typing these out or something?
V. Odd
MountainMuffin1980@reddit
They misspell it, but then correct themselves instead of just editing it which is even odder.
Boldboy72@reddit
your focus should be on your own work. In the corporate world, you have NO friends. Don't tether yourself to her, she'll be gone in a few weeks.
hunsnet457@reddit
She’s clearly already gone and knows she is. Just let it happen.
Iforgotmypassword126@reddit
Fire them for performance issues before they get protections
AreaMiserable9187@reddit
Not your circus, not your monkey! Leave it for the higher ups to deal with.
urtcheese@reddit
She's your manager? If so, not much you can really do except let her manager know what the issues are with specifics e.g. what she has / hasn't done, when this was, the impact on the team etc.
Tbh I personally wouldn't bother trying to help, they are supposed to be senior to you (if I read your post correctly). It seems like they are beyond saving to me and now seem to be in active falling apart mode and probably suspect they will be let go soon so are probably already looking for new jobs. Best you can do is hasten her out the door if she is genuinely impacting your work and hope they get a new competent person in ASAP.
Wart_Time_L32@reddit
Is she my old boss? Sounds very familiar sadly. Just don't do what happened to me, end up taking over on when they left, didn't get paid for it, didn't get thanked for it and didn't get the job, despite the working being done and correctly.
L-0-T-H-0-S@reddit
Stop doing her job for her. If you are doing her work, the company does not feel the impact of her failure. Only cover what is absolutely critical to prevent team-level catastrophe.
It's very likely she's been set-up to fail by the higher-up's. Let her, just do what you have to do to protect your already existing team.
Veenkoira00@reddit
What's you problem ? The person failed their probation. Simple. Out.
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