TIFU by having a bad impression on new meeting.

Submitted by Terrible-Coach-7171 t3_11qbmf0 in tifu

Today is the first day of our new manager and she talked to all of us one by one to get an insight on the work around the office.

A little background , I am only working 5 months to the company so I don’t have much to talk about when it comes to work as I am still on my learning stage. I am new to the field so there’s so much to learn. Weeks after I joined the company, the old manager filed her resignation and we just had a new one now. Proximately 3 months no manager to report to. So within the time I was with the team (there’s only 4 of us), I’ve seen how my colleagues were lazy. They file sick leave in right after their annual leave, file sick leave before and after holiday. Book flight an hour after working hour so they leave early. Come late multiple times because of lame reasons. If one file sick leave , for sure the other one will file sick as well the next day. This is the culture I have to deal with for the last few months. The attendance is very poor. And And it annoyed me as a new employee because most of the load are dumped into me while I’m still navigating my way through the whole system. I can’t even take lunch break for weeks because the work load was twice as my colleagues were “sick”.

So back to the story, when I spoke to the new manager, I told her my concern and told her I don’t want to be sucked into this absenteeism culture. And she told me to focus on my learning and not on this things as HR should already be dealing with this and it must not be unnoticed by them. She said I need to look at myself and not on what other people are doing.

After the talk with everyone, she was laughing with the other girls and were all speaking with their language which I don’t understand, so even though I want to join the conversation I can’t. I felt like I was shoved to the corner and I was the bad guy for pointing out what I feel like needs to be improved.

TL;DR for opening my mouth on this as I came off as snitch/ gossip girl and brought a bad fist impression to the new manager. Now I need to work even harder to prove to her that I do my work and don’t focus on what other people are doing.

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Comments

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AnimatedHokie t1_jc2qfq5 wrote

> I can’t even take lunch break for weeks because the work load was twice as my colleagues were “sick”.

Nope. I am not skipping meals. I am not a machine. Fuck that.

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Doe966 t1_jc2g8c7 wrote

As a manager, I can tell you that talking bad about your colleagues at your level is always a mistake. You can talk about the bosses (although I would suggest not to their face) or the people below you; but talking about those on the same level, and especially those with seniority, will create a level of animosity that will only make you want to quit.

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Adventurous-Pay-6214 t1_jc4gj56 wrote

But also as a good manager would you prep a solution or work with the employee to at least address his concern. Giving advices and letting overworked employees on their own is just lazy supervising. If my subordinate have issues, i offer a hand, words are only powerful when theres experience, which in this case is not.

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Doe966 t1_jc4jcdj wrote

Part of the issue, if I’m in this particular situation where I might be incoming as a new manager is that I have a responsibility to determine on my own who is productive and who isn’t. If I base it upon the interview of one person who has animosity towards the rest of group, then it’s that person who is managing the group and not I. It really sets a bad precedent.

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SmolSpacePrince39 t1_jc4j2b7 wrote

My takeaway from this is that issues like what you shared with the new manager, should be taken to HR. She’s right in that you should focus on your own work and priorities, but it’s also understandable that the actions of others impact you. Regardless of what their reasons may or may not be. If it becomes a true issue: HR.

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deep6it2 t1_jc80zbh wrote

The mgr will make their own decisions. What you noticed could have been attempts at mgr to be "ok" with folks & then do what they feel is best. Don't bring it up again & take mgrs advice. A smart mgr doesn't change things till they feel out the situations unless they were hired to do otherwise.

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