#FlexTimeDilemma #UnderperformerChallenge #WorkLifeBalanceStruggles
Hey team 👋, I could really use your insights on a situation that’s been keeping me up at night. So, one of my team members has been underperforming lately, even before we had to deal with the chaos of a major system conversion. Now, they’re requesting to extend their flex time schedule to 4-hour Fridays to help with their stress and work-life balance. I’ve shared my concerns with them, but they are adamant about this change.
Here’s the thing – I want to support their well-being, but I also need to prioritize team performance and efficiency. Any thoughts on how to handle this delicate situation? 🤔
Some possible solutions that come to mind are:
– Implementing a trial period to see if the extended flex time improves performance
– Offering additional support or resources to help the team member manage their workload
– Having an open and honest conversation about expectations and goals moving forward
What do you all think? I would love to hear your perspectives and suggestions on how to navigate this challenging situation. Let’s brainstorm together and come up with a solution that benefits everyone involved! 💡 #TeamWorkMakesTheDreamWork
You already seem to have made a decision backed by business reasons. I’d loop in your manager to make sure there’s an understanding and support in case this escalates. Only suggestion is to better explain and document what you mean by “back on track” so that both sides clearly understand what it will take to flex 4 hours.
“Let’s revisit once we have your workload in check.”
It’s about time management and prioritization and leaving work early isn’t going to help atm.
Sounds like it’s time to more formalize the pip you’ve informally got in place. The carrot of the requested schedule change if they can show quick and marked improvement.
She is asking for free 1/2 day time off. Ask her to apply for time off. She will stop asking
Flex Fridays are supposed to be a company perk, not a standard. If they cannot keep up, adapt, and complete their work, they should stay or have a conversation about making sure their workload is complete before rushing out the door.