In this update, the letter-writer shares their experience of working in a new hybrid role after being promoted. They mention that their boss’s interruptions decreased once they were moved to a shared office with another department. However, during their annual review, their supervisor once again emphasized the need for availability via phone and Teams. The letter-writer confronts their supervisor during a mid-year review, asking for specific examples and clarification on response time expectations. The supervisor struggles to provide a clear response, and their boss intervenes, suggesting that not all requests are urgent and can be handled through messaging platforms. Despite these challenges, the letter-writer expresses their dissatisfaction with the lack of support in their hybrid role and mentions quietly looking for a new position.
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Challenges with Immediate Responses
Increased interruptions
One of the main challenges with immediate responses is the increased interruptions that it brings. When employees are expected to respond immediately no matter what they are doing, their workflow is constantly interrupted. This can be detrimental to their productivity and ability to focus on their tasks at hand. Constant interruptions can lead to a loss of efficiency and can make it difficult for employees to complete their work in a timely manner.
Expectation of availability
Another challenge is the expectation of availability. When employees are expected to be available at all times, it can create a sense of constant pressure and stress. It can also blur the boundaries between work and personal life, making it difficult for employees to have dedicated time for themselves and their families. This expectation can lead to burnout and can negatively impact employees’ mental and emotional well-being.
Difficulty in meeting expectations
Meeting the expectation of immediate responses can be challenging for employees, especially if they have multiple tasks and responsibilities to juggle. It may not always be possible to drop everything and respond immediately, particularly if the employee is in the middle of an important task or meeting. This can create a sense of frustration and guilt for employees, as they may feel like they are constantly falling short of expectations. It can also lead to a decrease in job satisfaction and motivation.
Changes in Work Environment
Promotion to a hybrid role
One change that the employee experienced was a promotion to a hybrid role. This promotion allowed the employee to expand their skills and take on new responsibilities. However, it also brought about challenges, as the employee had to navigate reporting to two managers and adapt to a new work dynamic. This change in work environment may have contributed to some of the challenges faced with immediate responses, as the employee had to adjust their workflow and communication processes.
Office relocation
Another change that occurred was the relocation of the employee’s office. While this change decreased interruptions from the supervisor, it also created a new work environment that the employee had to navigate. Moving into a shared space with another department may have changed the dynamics and expectations of communication. This change in work environment could have had an impact on the employee’s ability to respond immediately to requests.
Decreased interruptions
Despite the challenges with immediate responses, the employee noted that their interruptions decreased with the office relocation. This suggests that the change in work environment had a positive impact on the employee’s workflow and ability to concentrate on tasks. However, it is important to note that while interruptions decreased, the expectation of availability and immediate responses still existed.
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Performance Reviews and Feedback
Focus on old position in annual review
During the employee’s annual review, the focus was primarily on their old position. This indicates that there may have been a lack of recognition and acknowledgment of the employee’s new responsibilities and role. By primarily focusing on the old position, the employee may have felt undervalued and that their growth and progress in the hybrid role were not fully acknowledged.
Difficulty in being in touch when working remotely
Another challenge highlighted in the performance reviews was the difficulty in being in touch when working remotely. This could be due to factors such as technical issues, limited access to communication channels, or overlapping responsibilities. When working remotely, it can be harder to maintain constant availability and respond immediately to requests. This challenge may have contributed to the supervisor’s perception of the employee as being difficult to reach.
Lack of clarity in expectations
The employee also noted a lack of clarity in expectations regarding response time. This lack of clarity can create confusion and make it challenging for employees to meet expectations. Without clear guidelines on response time, employees may struggle to prioritize tasks and determine when immediate responses are required. This lack of clarity can also lead to miscommunication and tension between the employee and their supervisor.
Seeking Clarification on Expectations
Bringing up missed calls in mid-year review
During the mid-year review, the employee took the opportunity to address the issue of missed calls. By bringing up specific instances when they were unable to respond immediately, the employee aimed to provide context and explanation for their actions. This allowed for a discussion around expectations and response time.
Request for specific examples
To further seek clarification on expectations, the employee requested specific examples from their supervisor. This request aimed to understand the criteria by which their availability and response time were being evaluated. By asking for specific examples, the employee sought to gain a clearer understanding of what was expected of them and how they could better meet those expectations.
Superior’s perspective on urgency
During the discussion, the supervisor’s boss provided perspective on the issue of urgency. They highlighted that urgency can sometimes be subjective and influenced by external factors. This perspective aimed to create a more nuanced understanding of what constitutes an urgent request and emphasized the importance of effective communication and collaboration through tools like Teams.
Missed Calls and Unreasonable Expectations
Reasons for missing calls
The employee explained the reasons for missing calls during the mid-year review. They clarified that the missed calls occurred while they were driving or attending a therapy appointment. These valid reasons demonstrate that there are times when immediate responses may not be feasible or appropriate. By sharing these reasons, the employee aimed to highlight that missed calls were not due to negligence or a lack of commitment.
Supervisor’s lack of understanding
Despite the employee’s explanation for missed calls, it appears that the supervisor lacked understanding and continued to emphasize the need for immediate availability. This lack of understanding can contribute to a strained supervisor-employee relationship and further exacerbate the challenges faced with immediate responses. It is essential for supervisors to recognize and acknowledge the limitations and boundaries of their employees.
Importance of therapy appointment
The employee emphasized the importance of their therapy appointment and its impact on their ability to respond immediately. This highlights the importance of work-life balance and prioritizing personal well-being. It is crucial for employers to respect and support employees’ personal commitments and recognize that immediate responses should not come at the expense of employees’ mental health or personal responsibilities.
Challenges with Hybrid Role and Lack of Support
Unsuccessful job duties
The employee expressed challenges with the new job duties associated with their hybrid role. It is possible that the employee may have faced difficulties adjusting to the additional responsibilities and expectations. The lack of support and coaching from the supervisor and the new colleague in the department may have further contributed to the employee’s struggles in fulfilling their job duties successfully.
Lack of coaching and support from supervisor
The employee noted a lack of coaching and support from their supervisor. This lack of support can hinder the employee’s growth and development in their hybrid role. Employees thrive when they receive guidance, feedback, and mentorship from their supervisors. Without proper coaching and support, employees may have difficulty navigating their responsibilities and meeting expectations.
Rebuilding of department and lack of guidance
Additionally, the employee mentioned that the department they were relocated to was being rebuilt from the ground up. This suggests that there may have been a lack of established processes, structures, and guidance within the department. The absence of clear direction and support can create confusion and make it challenging for employees to perform their duties effectively.
Internal Challenges and Low Morale
Quietly looking for a new position
Due to the challenges faced with immediate responses, lack of support, and low morale within the department, the employee mentioned that they were quietly looking for a new position. This highlights the impact of these challenges on the employee’s job satisfaction and career aspirations. Quietly looking for a new position is a common response when employees feel undervalued, unsupported, and unsatisfied in their current role.
Deciding between sticking it out or moving on
The employee acknowledged that they were at a crossroads and had to make a decision between sticking it out in their current position or moving on to a new opportunity. This decision is not easy and requires careful consideration of various factors, including the employee’s career goals, work environment, and overall well-being. It is essential for the employee to weigh the pros and cons before making a decision.
Acknowledgment of readers’ advice
The employee expressed gratitude towards the readers and Alison Green for their advice. Seeking advice and insights from others can provide different perspectives and help individuals make informed decisions. The acknowledgment of readers’ advice demonstrates the employee’s openness to feedback and their willingness to explore alternative paths.
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Overall, the challenges with immediate responses can have a significant impact on employees’ productivity, well-being, and job satisfaction. It is crucial for employers and supervisors to recognize the potential negative consequences and develop strategies to support their employees in maintaining a healthy work-life balance while meeting important deadlines and expectations. Open communication, clear guidelines, and understanding of individual circumstances are key to finding a balance between immediate responses and employee well-being.
