Lazy Co-workers

[debgephart]

I have a small dilemma.  I am a temp in a large department of a healthcare provider.  I have worked in this position for about ten weeks now, and it looks like a permanent position with them as a full-fledged employee looks very promising.  My problem is this:  I know every company has them, I just don't know how to approach the issue and deal with it without endangering my future career.  I have two employees who are quite lazy.  They come in late, leave early, take long lunches, take time off frequently, and at times, will leave without telling a soul, which leaves me trapped at my desk because there is no one to watch the phones (these people also work in administrative positions).  Not only that, but since they don't like certain mundane tasks such as filing, maintaining the files, making copies, etc....they dump this work on me.  As an admin. who has been brought on as a higher ranking person than these two, yet a temp, I have very precarious footing.  I don't want to be seen as a complainer, but since my boss is out on maternity leave, she is not seeing this - ironically enough, their behavior became so intolerable after she left to have her baby.  I have spoken with the Executive admin, who is much higher on the totem pole than the other admin's at this office, and she told me that I am not the first to complain.  We have come up with an action plan to include my daily workload, and determine exactly how much time I am spending doing THEIR work.  My question is this:  shouldn't I also be keeping tabs on their late arrivals, early departures, long lunches, breaks, etc.... so that I can justify my complaints and get these lazy people out of here and get in some real productivity?  

[bohorquez]

Yes I would most certainly keep tabs on what time they arrive, leave, etc.  That's a few good reasons why work isn't getting done.  I would not however make it known that you are doing that and don't pull it out until the time is right.  During previous projects here at office, I have done this with the temps we brought in to help out.  Although they didn't know I was doing this but when the time was right, I brought it up to my supervisor's attention.  Good Luck!  It's a pain having lazy people around!

---
Bridget
Wife to Eduardo (12/4/99), Mommy to Aaron (10/26/01)

[superninjaadmin]

This is just my humble opinion (as you all know...I'm very humble)

No, I don't think you should be keeping tabs on these people, nor do I think it's a good idea to be a timekeeper of their comings and goings.  Grit your teeth and bear it... stay out of the situation as much as possible.  

Due to your newness and your interest in working FT/permanent with the company, and since others higher on the totem pole are aware of the situation, I think it would be wise to just tend to your own affairs - be the shining star, focus on doing a stellar job and making yourself look promising and a team player.  Let the others who've been around longer and have built up some clout to do the dirty work.  These people who are abusing their work time will get their medicine in the end.  Be patient. Hang in there!  

SNA (yup...spring's just around the corner) in AK

[phoenix55]

I have to agree with SNA.

Unless you're their supervisor and although it DOES affect you, it is not up to you to keep tabs on their comings and goings.  It sounds as though you already have a well-placed ally and they will reap what they're sowing soon enough.

As a manager, when someone is keeping tabs on their peers' arrivals and departures, I have to wonder how much time is spent doing work and how much is spent documenting other people.  Keep your nose to the grindstone, perform to the best of your ability,and  maintain a line of open communication with the Executive Admin without complaining.  There have been times when people have confided in me as their supervisor that they are having some personal problems and I have cut them some slack as far as what time they start in the morning, extended lunches, etc.  I would do this for anyone with a problem.  Although I think this is just a case of employees abusing the system, it's always best to keep out of these things.

Good luck.  I'm sure things will turn out for the best.

[chevygirl55]

I think you SHOULD be keeping track of their time and your time.  Keep this record off-site and use it, if you have to, when the time is right.  Be nothing but professional about your job and whatever you do, don't gossip about how bad you got it.  But keep detailed records for when you need it.  And keep in mind, you may never need to use it.  You will NEVER regret that you documented everything!

chevygirl55

[countrigal]

I have to agre with those who are saying no, don't track them.  And for the same reasons -- Others are aware of their habits and someone who is in the need to know or who's job includes keeping their times may be aware of this and tracking it.  And if most of it started when your supervisor went out on Maternity leave, then I'd definitely say that she was aware of it and will deal with it when she returns.  And if she doesn't return, she has probably left documentation of their habits.  Tend to your own and let others deal with these trouble makers.  

I know that's difficult to do.  I had a feeling of dejevu (sp?) when I read your post.  I was in a similar situation not long ago except that my lazy workers also kept track of MY comings and goings anytime I was away from my desk.  I notified my supervisor, talked with him regarding my actions and was able to provide a detailed report of what I had done and how much time I spent away from my desk and why and he was able to handle the trouble makers.  I didn't complain but kept my own counsel -- mainly because of this site and these people.

Take the high road, be professional and do your job and let others deal with these lag-abouts.

CountriGal
Deskdemon Editorial Board Member

[mlm668]

I hope my comments don't offend anyone, but this situation sounds almost childish to me.  Unfortunately, every office has a similar situation where there is one who cannot get to work on time to get their work done or one who dumps their work on someone else because they don't want to deal with it.  I am in a situation where I do filing for my co-worker, make phone calls to request invoice copies for her, etc.  Since she is disabled, I cannot "complain" to much or I look completely insensitive.  On the other hand, I have heard her complaining about me to her mother on the phone and our boss and another co-worker mentioned once that he heard her complain to the boss about me.  I just keep my thoughts to myself and choose to be the better person.  However, my personal feelings are if she can work and can pull files out of a drawer she is capable of doing her own filing, making her own phone calls and keeping up with what is going on around her.  If she can't perform all her duties, then she should either find another job or stop working.   I just keep track of how much I do for her and since I am always keeping my eyes open for a better job, will use this situation as a reminder to question how much "help" I am expected to give co-workers there.

But back on topic.  In my opinion, you should just concentrate on tracking what you are actually doing.  Keep a log of some kind to indicate what you do each day, how long it takes and who gave you the task.  That way, when you get an occasion to discuss your chance of becoming a perm employee, you can focus on your accomplishments.  And they can see just how much you are doing for the others and can question why if they choose to do so.  However, if they have had several complaints and are aware of the situation and haven't taken action yet, odds are they won't anytime soon - if ever.  A lot of times, companies would rather have this kind of employee quit than fire them to avoid the hassles of dealing with a confrontation and a possible unemployment claim.  

No that's not right, but management can do whatever they please as long as its within the law and company policy.

Michelle

[raindance]

This is a difficult situation.  Unless you are sure you are on safe ground, then I would advise you to follow the suggestions of those people who say do nothing.  

I have been in a similar situation.  Until fairly recently I had an assistant who did my basic typing and copying.  Because of the way my company is structured, I had supervisory but not management responsibility for her.  Which meant I had all the agro of motivating her and making sure the work was done but no authority.  I have always adopted a very kind and professional manner towards my assistants.  I expect high quality work done in a timely fashion. The other side of the coin is working in a very pleasant atmosphere where she was shown appreciation (taken out to lunch, given birthday and Christmas gifts).  Her response was: frequent days off sick, usually mysteriously coinciding with Mondays and Fridays, poor quality work, assignments not completed on time ... the list was endless.  I complained to Bossie.  Bossie's response was: we have to make allowances; she's only new - that was after six months.  Nothing was done until it impacted directly on Bossie because I stopped picking up the pieces.  That assistant now no longer works with me, thank goodness, and will no doubt come unstuck in her new department.  

There is nothing more frustrating than working with people who are lazy, but unless their laziness directly contributes to your workload, it best to leave well alone.  

Perhaps you might consider not picking up the pieces for your co-workers and just do your own work - in an absolutely fabulous way of course.

[fireproof]

Ah my dear - I do feel for you.  We have one or two of those around here ourselves.  The agravation factor alone can drive you to do crazy things.

I do have a related question for the boards - which probably should be the topic of another string, but since it was brought up, here it goes.

We have one of those that I suspect is falsifying her timesheets; which concerns me only because it is my job to process the timesheets and see that everyone is paid.  Now, since she's having a supervisor sign the timesheets (and her boss is generally out of town, so she usually has to dig up someone else to sign - he's a rubber stamp when he's around anyway), it would not normally occur to me to question them - but her behaviour is getting pretty blatent, and other admins are starting to put pressure on me to "do something."  It's a morale buster for sure.  

[phoenix55]

I have a problem with having people sign timesheets who are basically NOT responsible for the employee whose timesheet they're signing (did that make sense).  Perhaps in a roundabout way, since you're basically in charge of these things, you could suggest that it makes you feel uncomfortable processing timesheets signed by people who have no idea what's going on.  When someone signs their name, they're attesting to the fact that they know for sure this employee  is telling the truth.  I won't do it for anyone about whom I have no knowledge.  If the boss is going to be out of town come timesheet signing time, either the employee or boss should make other arrangements.  This is where a well-defined chain of command can help.

People sometimes randomly sign their names to things not even thinking of the consequences which may arise from doing so.  Can you tell this is a sore spot with me?  You're right--it's a morale buster for sure!

[countrigal]

Fireproof,  one of the ways you may be able to handle it is to re-educate staff on the proper procedure for signing off on timesheets.  Make all the supervisors or eligible signees attend some refresher training.  Of course, that assumes that you have a procedure in place which addresses who is eligible to sign for someone when the first-line boss is not available.  Then re-inforce the idea that if they sign for a timesheet they are verifying that the hours are legitimate and can be held partially responsible for any falsifications on time worked for any employee.  Maybe even state what the ramifications might be.  They may then pay more attention to what they're signing.

The benefit, if this works, is that you are not the one who brings the falsification person to light but that person is held accountable by her supervisor and/or any others who sign her timesheets.  This would either solve the problem in that she is made to change her timesheets to the appropriate times, she is held accountable per the policy in whatever disciplinary actions are allowed, or she starts working her scheduled hours.  In any way, morale would be boosted by this.

If given an option in situations like this, I go for the educate and put the fear of you-know-who in them, to make the people responsible for the veracity of the information--the people who should be doing this already.

Good luck!  it sounds like you'll need it.

CountriGal
Deskdemon Editorial Board Member

[debgephart]

I know that feeling.  Since my boss is out on maternity leave, it's a hassle for sure, but I won't have anyone else sign it except the Exec. Asst. of the VP (my boss' boss)

My 'lazy ones' I am certain are guilty of this, and it does create a sore spot with me, since I come in early, work hard all day, and on many days don't even take a lunch break because I have such a workload to keep up with since no one wants to deal with these two people who are basically around sponging up a paycheck.

[fireproof]

You must insist on being paid for every minute you work (in a firm yet ladylike manner, of course).  The question will eventually arise as to why you are working so long and so hard, or (more likely) as to how your workload can be reduced in order to cut overtime expenses; that is the time to address the real concerns.  It's all politics, and politics is a game:  Learn to be patient, subtle, and focused on your goal, and you will win in the end.

[bethalize]

And, of course, there is the point that the agency is your employer and that by doing unpaid work you are effectively defrauding the agency.

Bethalize
Deskdemon Forum Board Staff

[chevygirl55]

Although it has been awhile since the original post, I have got to let you know that my tracking of co-worker down time has become necessary.   I advocated tracking and keeping records off site.  There was disagreement that this was not professional.  A complete detailed list has been requested from me by the Owner of the company on a particular co-worker who is not doing their job.  These types of things have been requested from me before and I know how it will be used.  It is not revengful and is used in complete confidence.  This is part of the job of an Executive Assistant and not a bad policy for others.

chevygirl55